Agenda packet — City Council and Concurrent Authorities, August 22, 2023 (part 2 of 10)

0.6813

0.7160

0.7527

0.7913
ATTACHMENT A 399
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 89 MA year 2 (5.8%)

1.1459

1.2047

1.2664

1.3311

1.3993

1.4710
Year 2 ‐ Monthly Salary

5,413.68

5,691.44

5,983.07

6,288.62

6,610.83

6,949.70
COLA year 3 (3%)

0.6693

0.7036

0.7397

0.7775

0.8173

0.8592
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,576.09

5,862.18

6,162.56

6,477.28

6,809.16

7,158.19

Fire Telecommunicator I
(56 hr work week) current monthly

4,560.56

4,794.26

5,040.24

5,298.50

5,569.10

5,854.44
current hourly

18.7940

19.7571

20.7708

21.8351

22.9502

24.1261
COLA year 1 (4%)

0.7518

0.7903

0.8308

0.8734

0.9180

0.9650
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,742.97

4,986.03

5,241.85

5,510.45

5,791.86

6,088.62
COLA year 2 (3%)

0.5864

0.6164

0.6480

0.6813

0.7160

0.7527
MA year 2 (0.67%)

0.1259

0.1324

0.1392

0.1463

0.1538

0.1616
Year 2 ‐ Monthly Salary

4,915.82

5,167.73

5,432.88

5,711.26

6,002.93

6,310.50
COLA year 3 (3%)

0.6077

0.6389

0.6717

0.7061

0.7421

0.7802
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,063.29

5,322.76

5,595.86

5,882.60

6,183.02

6,499.82

Fire Telecommunicator
Call Taker current monthly

3,113.14

3,268.72

3,432.08

3,603.60

3,783.72

3,972.82
current hourly

17.9597

18.8573

19.7997

20.7892

21.8283

22.9192
COLA year 1 (4%)

0.7184

0.7543

0.7920

0.8316

0.8731

0.9168
MA year 1 (0%)

‐

‐
ATTACHMENT A 400
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 90 Year 1 ‐ Monthly Salary

3,237.66

3,399.47

3,569.36

3,747.74

3,935.07

4,131.73
COLA year 2 (3%)

0.5603

0.5883

0.6178

0.6486

0.6810

0.7151
MA year 2 (7%)

1.2572

1.3200

1.3860

1.4552

1.5280

1.6043
Year 2 ‐ Monthly Salary

3,552.71

3,730.27

3,916.69

4,112.43

4,317.98

4,533.78
COLA year 3 (3%)

0.6149

0.6456

0.6779

0.7117

0.7473

0.7847
MA year 3 (31.26%)

5.6142

5.8948

6.1894

6.4987

6.8235

7.1645
Year 3 ‐ Monthly Salary

4,632.46

4,863.98

5,107.06

5,362.29

5,630.31

5,911.69

Senior Geographic
Information Systems
Analyst current monthly

7,334.90

7,711.64

8,105.92

8,522.22

8,959.00

9,417.82
current hourly

42.3151

44.4885

46.7631

49.1648

51.6846

54.3315
COLA year 1 (4%)

1.6926

1.7795

1.8705

1.9666

2.0674

2.1733
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

7,628.30

8,020.10

8,430.15

8,863.12

9,317.37

9,794.54
COLA year 2 (3%)

1.3202

1.3880

1.4590

1.5339

1.6126

1.6951
MA year 2 (3.2%)

1.3541

1.4236

1.4964

1.5733

1.6539

1.7386
Year 2 ‐ Monthly Salary

8,091.86

8,507.48

8,942.45

9,401.72

9,883.58

10,389.74
COLA year 3 (3%)

1.4005

1.4724

1.5477

1.6272

1.7106

1.7982
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

8,334.62

8,762.70

9,210.72

9,683.77

10,180.09

10,701.43

Geographic Information
Systems Analyst II current monthly

6,188.64

6,506.72

6,839.46

7,189.80

7,559.18

7,946.16
ATTACHMENT A 401
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 91 current hourly

35.7023

37.5373

39.4569

41.4780

43.6090

45.8415
COLA year 1 (4%)

1.4281

1.5015

1.5783

1.6591

1.7444

1.8337
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,436.18

6,766.98

7,113.04

7,477.39

7,861.55

8,264.01
COLA year 2 (3%)

1.1139

1.1712

1.2311

1.2941

1.3606

1.4303
MA year 2 (6.67%)

2.3813

2.5037

2.6318

2.7666

2.9087

3.0576
Year 2 ‐ Monthly Salary

7,042.05

7,403.99

7,782.62

8,181.27

8,601.60

9,041.94
COLA year 3 (3%)

1.2188

1.2814

1.3469

1.4159

1.4887

1.5649
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

7,253.31

7,626.11

8,016.10

8,426.71

8,859.64

9,313.20

Geographic Information
Systems Analyst I current monthly

5,017.48

5,274.00

5,545.16

5,829.52

6,127.08

6,442.24
current hourly

28.9459

30.4257

31.9901

33.6305

35.3472

37.1653
COLA year 1 (4%)

1.1578

1.2170

1.2796

1.3452

1.4139

1.4866
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,218.18

5,484.95

5,766.97

6,062.69

6,372.17

6,699.92
COLA year 2 (3%)

0.9031

0.9493

0.9981

1.0493

1.1028

1.1596
MA year 2 (7%)

2.0262

2.1298

2.2393

2.3541

2.4743

2.6016
Year 2 ‐ Monthly Salary

5,725.95

6,018.68

6,328.14

6,652.64

6,992.23

7,351.88
COLA year 3 (3%)

0.9910

1.0417

1.0952

1.1514

1.2101

1.2724
MA year 3 (13.82%)

4.0003

4.2048

4.4210

4.6477

4.8850

5.1362
Year 3 ‐ Monthly Salary

6,591.15

6,928.10

7,284.33

7,657.86

8,048.76

8,462.75

ATTACHMENT A 402
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 92

Systems Analyst I current monthly

5,007.70

5,263.72

5,534.34

5,818.18

6,115.16

6,429.70
current hourly

28.8895

30.3664

31.9277

33.5651

35.2784

37.0930
COLA year 1 (4%)

1.1556

1.2147

1.2771

1.3426

1.4111

1.4837
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,208.01

5,474.26

5,755.72

6,050.90

6,359.76

6,686.89
COLA year 2 (3%)

0.9014

0.9474

0.9961

1.0472

1.1007

1.1573
MA year 2 (7%)

2.0223

2.1256

2.2349

2.3496

2.4695

2.5965
Year 2 ‐ Monthly Salary

5,714.79

6,006.95

6,315.80

6,639.70

6,978.62

7,337.57
COLA year 3 (3%)

0.9891

1.0396

1.0931

1.1491

1.2078

1.2699
MA year 3 (2.49%)

0.7193

0.7561

0.7950

0.8358

0.8784

0.9236
Year 3 ‐ Monthly Salary

6,010.93

6,318.22

6,643.08

6,983.76

7,340.24

7,717.80

Network Support Analyst
II current monthly

6,159.42

6,476.00

6,807.16

7,155.82

7,523.46

7,908.62
current hourly

35.5337

37.3601

39.2706

41.2820

43.4029

45.6249
COLA year 1 (4%)

1.4213

1.4944

1.5708

1.6513

1.7361

1.8250
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,405.79

6,735.04

7,079.45

7,442.05

7,824.40

8,224.96
COLA year 2 (3%)

1.1087

1.1656

1.2252

1.2880

1.3542

1.4235
MA year 2 (6.66%)

2.3665

2.4882

2.6154

2.7494

2.8906

3.0386
Year 2 ‐ Monthly Salary

7,008.18

7,368.39

7,745.19

8,141.89

8,560.19

8,998.43
COLA year 3 (3%)

1.2129

1.2752

1.3405

1.4091

1.4815

1.5574
MA year 3 (0%)

‐

‐
ATTACHMENT A 403
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 93 Year 3 ‐ Monthly Salary

7,218.42

7,589.44

7,977.55

8,386.15

8,817.00

9,268.38

Network Support Analyst I current monthly

4,993.76

5,249.08

5,518.98

5,801.98

6,098.16

6,411.82
current hourly

28.8091

30.2820

31.8390

33.4717

35.1803

36.9898
COLA year 1 (4%)

1.1524

1.2113

1.2736

1.3389

1.4072

1.4796
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,193.52

5,459.05

5,739.73

6,034.06

6,342.08

6,668.28
COLA year 2 (3%)

0.8988

0.9448

0.9934

1.0443

1.0976

1.1541
MA year 2 (7%)

2.0166

2.1197

2.2287

2.3430

2.4626

2.5893
Year 2 ‐ Monthly Salary

5,698.89

5,990.25

6,298.25

6,621.22

6,959.21

7,317.16
COLA year 3 (3%)

0.9863

1.0367

1.0900

1.1459

1.2044

1.2664
MA year 3 (13.81%)

3.9785

4.1819

4.3970

4.6224

4.8584

5.1083
Year 3 ‐ Monthly Salary

6,559.50

6,894.86

7,249.37

7,621.12

8,010.14

8,422.15

Technology Support
Specialist II current monthly

4,911.30

5,162.02

5,427.12

5,705.44

5,996.96

6,305.24
current hourly

28.3333

29.7797

31.3091

32.9147

34.5965

36.3750
COLA year 1 (4%)

1.1333

1.1912

1.2524

1.3166

1.3839

1.4550
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,107.75

5,368.49

5,644.20

5,933.65

6,236.84

6,557.45
COLA year 2 (3%)

0.8840

0.9291

0.9768

1.0269

1.0794

1.1349
MA year 2 (5.71%)

1.6178

1.7004

1.7877

1.8794

1.9755

2.0770
Year 2 ‐ Monthly Salary

5,541.41

5,824.30

6,123.42

6,437.44

6,766.37

7,114.21
ATTACHMENT A 404
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 94 COLA year 3 (3%)

0.9591

1.0080

1.0598

1.1141

1.1711

1.2313
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,707.66

5,999.03

6,307.12

6,630.56

6,969.36

7,327.63

Technology Support
Specialist I current monthly

4,106.34

4,316.26

4,538.22

4,770.94

5,014.44

5,272.38
current hourly

23.6895

24.9005

26.1810

27.5236

28.9284

30.4164
COLA year 1 (4%)

0.9476

0.9960

1.0472

1.1009

1.1571

1.2167
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,270.59

4,488.90

4,719.74

4,961.78

5,215.03

5,483.27
COLA year 2 (3%)

0.7391

0.7769

0.8168

0.8587

0.9026

0.9490
MA year 2 (7%)

1.6583

1.7430

1.8327

1.9267

2.0250

2.1291
Year 2 ‐ Monthly Salary

4,686.15

4,925.71

5,179.01

5,444.60

5,722.49

6,016.84
COLA year 3 (3%)

0.8110

0.8525

0.8963

0.9423

0.9904

1.0413
MA year 3 (8.8%)

2.0847

2.1912

2.3039

2.4221

2.5457

2.6766
Year 3 ‐ Monthly Salary

5,188.10

5,453.31

5,733.74

6,027.78

6,335.44

6,661.31

Technology Training
Coordinator current monthly

4,911.30

5,162.02

5,427.12

5,705.44

5,996.96

6,305.24
current hourly

28.3333

29.7797

31.3091

32.9147

34.5965

36.3750
COLA year 1 (4%)

1.1333

1.1912

1.2524

1.3166

1.3839

1.4550
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,107.75

5,368.49

5,644.20

5,933.65

6,236.84

6,557.45
COLA year 2 (3%)

0.8840

0.9291

0.9768

1.0269

1.0794

1.1349
ATTACHMENT A 405
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 95 MA year 2 (5.71%)

1.6178

1.7004

1.7877

1.8794

1.9755

2.0770
Year 2 ‐ Monthly Salary

5,541.41

5,824.30

6,123.42

6,437.44

6,766.37

7,114.21
COLA year 3 (3%)

0.9591

1.0080

1.0598

1.1141

1.1711

1.2313
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,707.66

5,999.03

6,307.12

6,630.56

6,969.36

7,327.63

Utility Technology
Specialist current monthly

6,548.80

6,876.12

7,219.76

7,580.60

7,959.48

8,357.30
current hourly

37.7801

39.6684

41.6509

43.7326

45.9183

48.2133
COLA year 1 (4%)

1.5112

1.5867

1.6660

1.7493

1.8367

1.9285
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,810.75

7,151.17

7,508.56

7,883.83

8,277.86

8,691.59
COLA year 2 (3%)

1.1787

1.2377

1.2995

1.3645

1.4327

1.5043
MA year 2 (1.23%)

0.4647

0.4879

0.5123

0.5379

0.5648

0.5930
Year 2 ‐ Monthly Salary

7,095.63

7,450.28

7,822.62

8,213.59

8,624.09

9,055.13
COLA year 3 (3%)

1.2280

1.2894

1.3539

1.4215

1.4926

1.5672
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

7,308.50

7,673.78

8,057.30

8,460.00

8,882.82

9,326.78

Geographic Information
Systems Specialist II current monthly

5,240.90

5,509.76

5,792.74

6,088.44

6,401.16

6,729.42
current hourly

30.2348

31.7858

33.4184

35.1243

36.9283

38.8221
COLA year 1 (4%)

1.2094

1.2714

1.3367

1.4050

1.4771

1.5529
MA year 1 (0%)

‐

‐
ATTACHMENT A 406
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 96 Year 1 ‐ Monthly Salary

5,450.54

5,730.14

6,024.46

6,331.98

6,657.20

6,998.60
COLA year 2 (3%)

0.9433

0.9917

1.0427

1.0959

1.1522

1.2112
MA year 2 (4.51%)

1.3636

1.4335

1.5072

1.5841

1.6655

1.7509
Year 2 ‐ Monthly Salary

5,850.42

6,150.53

6,466.44

6,796.53

7,145.61

7,512.05
COLA year 3 (3%)

1.0125

1.0645

1.1191

1.1763

1.2367

1.3001
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

6,025.93

6,335.05

6,660.44

7,000.43

7,359.97

7,737.42

Geographic Information
Systems Specialist I current monthly

4,843.32

5,090.94

5,352.68

5,627.18

5,914.42

6,218.62
current hourly

27.9411

29.3697

30.8797

32.4632

34.1203

35.8753
COLA year 1 (4%)

1.1176

1.1748

1.2352

1.2985

1.3648

1.4350
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,037.04

5,294.58

5,566.79

5,852.26

6,150.99

6,467.37
COLA year 2 (3%)

0.8718

0.9163

0.9634

1.0129

1.0646

1.1193
MA year 2 (2.65%)

0.7404

0.7783

0.8183

0.8603

0.9042

0.9507
Year 2 ‐ Monthly Salary

5,316.50

5,588.33

5,875.64

6,176.95

6,492.25

6,826.18
COLA year 3 (3%)

0.9201

0.9672

1.0169

1.0690

1.1236

1.1814
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,476.00

5,755.98

6,051.91

6,362.25

6,687.02

7,030.97

Senior Code Enforcement
Officer current monthly

5,157.26

5,421.68

5,699.42

5,991.74

6,298.58

6,621.24
current hourly

29.7523

31.2777

32.8800

34.5664

36.3366

38.1980
ATTACHMENT A 407
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 97 COLA year 1 (4%)

1.1901

1.2511

1.3152

1.3827

1.4535

1.5279
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,363.55

5,638.54

5,927.40

6,231.41

6,550.53

6,886.09
COLA year 2 (3%)

0.9283

0.9759

1.0259

1.0785

1.1337

1.1918
MA year 2 (2.75%)

0.8182

0.8601

0.9042

0.9506

0.9993

1.0504
Year 2 ‐ Monthly Salary

5,666.29

5,956.80

6,261.95

6,583.12

6,920.26

7,274.76
COLA year 3 (3%)

0.9807

1.0309

1.0838

1.1393

1.1977

1.2590
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,836.27

6,135.50

6,449.81

6,780.62

7,127.86

7,493.00

Community Service Officer
II current monthly

4,069.20

4,278.12

4,497.02

4,728.32

4,970.84

5,224.54
current hourly

23.4752

24.6805

25.9433

27.2777

28.6768

30.1404
COLA year 1 (4%)

0.9390

0.9872

1.0377

1.0911

1.1471

1.2056
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,231.96

4,449.24

4,676.89

4,917.45

5,169.67

5,433.52
COLA year 2 (3%)

0.7324

0.7700

0.8094

0.8511

0.8947

0.9404
MA year 2 (4.56%)

1.0705

1.1254

1.1830

1.2439

1.3077

1.3744
Year 2 ‐ Monthly Salary

4,544.47

4,777.80

5,022.26

5,280.58

5,551.43

5,834.76
COLA year 3 (3%)

0.7865

0.8269

0.8692

0.9139

0.9608

1.0098
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

4,680.81

4,921.14

5,172.93

5,439.00

5,717.97

6,009.81

ATTACHMENT A 408
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 98 Community Service Officer
I current monthly

3,786.88

3,980.90

4,184.86

4,400.00

4,625.10

4,862.64
current hourly

21.8466

22.9658

24.1425

25.3836

26.6823

28.0526
COLA year 1 (4%)

0.8739

0.9186

0.9657

1.0153

1.0673

1.1221
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

3,938.37

4,140.13

4,352.26

4,575.99

4,810.11

5,057.14
COLA year 2 (3%)

0.6816

0.7165

0.7532

0.7920

0.8325

0.8752
MA year 2 (1.9%)

0.4151

0.4364

0.4587

0.4823

0.5070

0.5330
Year 2 ‐ Monthly Salary

4,128.47

4,339.97

4,562.34

4,796.87

5,042.29

5,301.25
COLA year 3 (3%)

0.7145

0.7511

0.7896

0.8302

0.8727

0.9175
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

4,252.32

4,470.17

4,699.21

4,940.78

5,193.56

5,460.29

Police Court Coordinator current monthly

4,864.32

5,113.56

5,375.94

5,651.46

5,940.04

6,244.42
current hourly

28.0623

29.5002

31.0139

32.6033

34.2682

36.0241
COLA year 1 (4%)

1.1225

1.1800

1.2406

1.3041

1.3707

1.4410
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,058.89

5,318.11

5,590.99

5,877.51

6,177.65

6,494.19
COLA year 2 (3%)

0.8755

0.9204

0.9676

1.0172

1.0692

1.1240
MA year 2 (1.16%)

0.3255

0.3422

0.3598

0.3782

0.3975

0.4179
Year 2 ‐ Monthly Salary

5,267.08

5,536.97

5,821.08

6,119.40

6,431.89

6,761.46
COLA year 3 (3%)

0.9116

0.9583

1.0075

1.0591

1.1132

1.1702
MA year 3 (0%)

‐

‐
ATTACHMENT A 409
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 99 Year 3 ‐ Monthly Salary

5,425.10

5,703.08

5,995.71

6,302.98

6,624.84

6,964.30

Senior Police Records
Assistant current monthly

4,629.72

4,866.80

5,116.00

5,378.68

5,653.44

5,943.06
current hourly

26.7089

28.0766

29.5142

31.0296

32.6148

34.2856
COLA year 1 (4%)

1.0684

1.1231

1.1806

1.2412

1.3046

1.3714
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,814.91

5,061.47

5,320.63

5,593.82

5,879.59

6,180.79
COLA year 2 (3%)

0.8333

0.8760

0.9208

0.9681

1.0176

1.0697
MA year 2 (1.24%)

0.3312

0.3481

0.3660

0.3848

0.4044

0.4251
Year 2 ‐ Monthly Salary

5,016.77

5,273.66

5,543.69

5,828.33

6,126.08

6,439.91
COLA year 3 (3%)

0.8683

0.9127

0.9594

1.0087

1.0602

1.1146
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,167.27

5,431.87

5,710.00

6,003.18

6,309.86

6,633.10

Police Records Assistant III current monthly

4,097.44

4,306.70

4,528.36

4,759.70

5,004.76

5,260.86
current hourly

23.6382

24.8454

26.1242

27.4587

28.8725

30.3499
COLA year 1 (4%)

0.9455

0.9938

1.0450

1.0983

1.1549

1.2140
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,261.34

4,478.97

4,709.50

4,950.08

5,204.95

5,471.29
COLA year 2 (3%)

0.7375

0.7752

0.8151

0.8567

0.9008

0.9469
MA year 2 (4.24%)

1.0023

1.0534

1.1077

1.1642

1.2242

1.2868
Year 2 ‐ Monthly Salary

4,562.92

4,795.94

5,042.79

5,300.39

5,573.30

5,858.48
ATTACHMENT A 410
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 100 COLA year 3 (3%)

0.7897

0.8300

0.8728

0.9173

0.9646

1.0139
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

4,699.80

4,939.82

5,194.08

5,459.40

5,740.50

6,034.24

Police Records Assistant II current monthly

3,801.42

3,996.92

4,200.68

4,416.86

4,642.66

4,880.84
current hourly

21.9304

23.0583

24.2338

25.4809

26.7836

28.1576
COLA year 1 (4%)

0.8772

0.9223

0.9694

1.0192

1.0713

1.1263
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

3,953.47

4,156.80

4,368.71

4,593.53

4,828.38

5,076.07
COLA year 2 (3%)

0.6842

0.7194

0.7561

0.7950

0.8356

0.8785
MA year 2 (1.94%)

0.4254

0.4473

0.4701

0.4943

0.5196

0.5463
Year 2 ‐ Monthly Salary

4,145.82

4,359.05

4,581.27

4,817.03

5,063.30

5,323.04
COLA year 3 (3%)

0.7175

0.7544

0.7929

0.8337

0.8763

0.9213
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

4,270.20

4,489.82

4,718.71

4,961.54

5,215.19

5,482.73

Police Telecommunicator
II current monthly

4,858.40

5,107.66

5,369.40

5,643.58

5,932.76

6,236.88
current hourly

28.0281

29.4661

30.9761

32.5579

34.2261

35.9806
COLA year 1 (4%)

1.1211

1.1786

1.2390

1.3023

1.3690

1.4392
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,052.73

5,311.96

5,584.17

5,869.33

6,170.06

6,486.35
COLA year 2 (3%)

0.8745

0.9193

0.9665

1.0158

1.0679

1.1226
ATTACHMENT A 411
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 101 MA year 2 (7%)

1.9620

2.0626

2.1683

2.2791

2.3958

2.5186
Year 2 ‐ Monthly Salary

5,544.40

5,828.85

6,127.56

6,440.46

6,770.46

7,117.52
COLA year 3 (3%)

0.9596

1.0088

1.0605

1.1147

1.1718

1.2318
MA year 3 (0.12%)

0.0336

0.0354

0.0372

0.0391

0.0411

0.0432
Year 3 ‐ Monthly Salary

5,716.56

6,009.85

6,317.83

6,640.45

6,980.69

7,338.53

Police Telecommunicator I current monthly

4,621.56

4,858.40

5,107.66

5,369.40

5,643.58

5,932.76
current hourly

26.6618

28.0281

29.4661

30.9761

32.5579

34.2261
COLA year 1 (4%)

1.0665

1.1211

1.1786

1.2390

1.3023

1.3690
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,806.42

5,052.73

5,311.96

5,584.17

5,869.33

6,170.06
COLA year 2 (3%)

0.8318

0.8745

0.9193

0.9665

1.0158

1.0679
MA year 2 (1.93%)

0.5146

0.5409

0.5687

0.5978

0.6284

0.6606
Year 2 ‐ Monthly Salary

5,039.81

5,298.08

5,569.90

5,855.33

6,154.33

6,469.67
COLA year 3 (3%)

0.8722

0.9169

0.9640

1.0134

1.0651

1.1197
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,191.00

5,457.02

5,736.99

6,030.99

6,338.96

6,663.76

Police Telecommunicator
Call Taker current monthly

4,158.64

4,371.42

4,595.18

4,831.08

5,077.92

5,338.12
current hourly

23.9912

25.2188

26.5096

27.8705

29.2946

30.7957
COLA year 1 (4%)

0.9596

1.0088

1.0604

1.1148

1.1718

1.2318
MA year 1 (0%)

‐

‐
ATTACHMENT A 412
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 102 Year 1 ‐ Monthly Salary

4,324.98

4,546.28

4,778.98

5,024.32

5,281.04

5,551.65
COLA year 2 (3%)

0.7485

0.7868

0.8271

0.8696

0.9140

0.9608
MA year 2 (3.09%)

0.7413

0.7793

0.8191

0.8612

0.9052

0.9516
Year 2 ‐ Monthly Salary

4,583.23

4,817.75

5,064.34

5,324.32

5,596.38

5,883.15
COLA year 3 (3%)

0.7932

0.8338

0.8765

0.9215

0.9686

1.0182
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

4,720.73

4,962.28

5,216.27

5,484.05

5,764.27

6,059.64

Senior Evidence
Technician current monthly

5,181.90

5,446.52

5,726.54

6,019.18

6,327.18

6,652.02
current hourly

29.8944

31.4210

33.0365

34.7247

36.5016

38.3756
COLA year 1 (4%)

1.1958

1.2568

1.3215

1.3890

1.4601

1.5350
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,389.17

5,664.38

5,955.61

6,259.95

6,580.27

6,918.11
COLA year 2 (3%)

0.9327

0.9803

1.0307

1.0834

1.1388

1.1973
MA year 2 (4.81%)

1.4379

1.5114

1.5891

1.6703

1.7557

1.8459
Year 2 ‐ Monthly Salary

5,800.10

6,096.29

6,409.72

6,737.27

7,082.02

7,445.61
COLA year 3 (3%)

1.0038

1.0551

1.1093

1.1660

1.2257

1.2886
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,974.10

6,279.17

6,602.02

6,939.39

7,294.48

7,668.98

Evidence Technician II current monthly

4,641.44

4,879.46

5,130.08

5,391.90

5,669.14

5,958.96
current hourly

26.7765

28.1497

29.5955

31.1059

32.7053

34.3773
ATTACHMENT A 413
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 103 COLA year 1 (4%)

1.0711

1.1260

1.1838

1.2442

1.3082

1.3751
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,827.10

5,074.65

5,335.29

5,607.57

5,895.90

6,197.32
COLA year 2 (3%)

0.8354

0.8783

0.9234

0.9705

1.0204

1.0726
MA year 2 (6.51%)

1.7432

1.8325

1.9267

2.0250

2.1291

2.2380
Year 2 ‐ Monthly Salary

5,274.07

5,544.54

5,829.31

6,126.81

6,441.84

6,771.17
COLA year 3 (3%)

0.9128

0.9596

1.0089

1.0604

1.1149

1.1719
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,432.29

5,710.88

6,004.19

6,310.62

6,635.10

6,974.30

Evidence Technician I current monthly

4,200.40

4,416.00

4,641.44

4,879.46

5,130.08

5,391.90
current hourly

24.2321

25.4760

26.7765

28.1497

29.5955

31.1059
COLA year 1 (4%)

0.9693

1.0190

1.0711

1.1260

1.1838

1.2442
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,368.41

4,592.65

4,827.10

5,074.65

5,335.29

5,607.57
COLA year 2 (3%)

0.7560

0.7949

0.8354

0.8783

0.9234

0.9705
MA year 2 (7%)

1.6962

1.7833

1.8744

1.9705

2.0717

2.1774
Year 2 ‐ Monthly Salary

4,793.49

5,039.55

5,296.81

5,568.45

5,854.45

6,153.23
COLA year 3 (3%)

0.8296

0.8722

0.9167

0.9637

1.0132

1.0649
MA year 3 (0.06%)

0.0145

0.0153

0.0161

0.0169

0.0178

0.0187
Year 3 ‐ Monthly Salary

4,939.81

5,193.39

5,458.50

5,738.43

6,033.16

6,341.06

ATTACHMENT A 414
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 104 Property Clerk current monthly

3,898.92

4,099.46

4,308.46

4,530.14

4,761.74

5,006.04
current hourly

22.4929

23.6498

24.8555

26.1344

27.4705

28.8799
COLA year 1 (4%)

0.8997

0.9460

0.9942

1.0454

1.0988

1.1552
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,054.88

4,263.43

4,480.79

4,711.34

4,952.21

5,206.28
COLA year 2 (3%)

0.7018

0.7379

0.7755

0.8154

0.8571

0.9011
MA year 2 (7%)

1.5745

1.6555

1.7399

1.8294

1.9229

2.0216
Year 2 ‐ Monthly Salary

4,449.45

4,678.30

4,916.81

5,169.79

5,434.09

5,712.89
COLA year 3 (3%)

0.7701

0.8097

0.8510

0.8947

0.9405

0.9887
MA year 3 (2.50%)

0.5623

0.5912

0.6214

0.6534

0.6868

0.7220
Year 3 ‐ Monthly Salary

4,680.40

4,921.13

5,172.02

5,438.14

5,716.16

6,009.43

Senior Animal Services
Officer current monthly

4,560.46

4,793.16

5,039.78

5,297.78

5,568.40

5,854.22
current hourly

26.3093

27.6518

29.0745

30.5629

32.1242

33.7731
COLA year 1 (4%)

1.0524

1.1061

1.1630

1.2225

1.2850

1.3509
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,742.87

4,984.89

5,241.36

5,509.68

5,791.15

6,088.40
COLA year 2 (3%)

0.8209

0.8627

0.9071

0.9536

1.0023

1.0537
MA year 2 (0.77%)

0.2026

0.2129

0.2239

0.2353

0.2474

0.2601
Year 2 ‐ Monthly Salary

4,920.27

5,171.34

5,437.41

5,715.77

6,007.76

6,316.13
COLA year 3 (3%)

0.8516

0.8950

0.9411

0.9892

1.0398

1.0931
MA year 3 (0%)

‐

‐
ATTACHMENT A 415
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 105 Year 3 ‐ Monthly Salary

5,067.88

5,326.48

5,600.53

5,887.24

6,187.99

6,505.61

Animal Services Officer current monthly

3,885.56

4,083.88

4,292.88

4,513.96

4,744.44

4,988.28
current hourly

22.4158

23.5599

24.7657

26.0411

27.3707

28.7774
COLA year 1 (4%)

0.8966

0.9424

0.9906

1.0416

1.0948

1.1511
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,040.98

4,247.23

4,464.60

4,694.52

4,934.21

5,187.81
COLA year 2 (3%)

0.6994

0.7351

0.7727

0.8125

0.8540

0.8979
MA year 2 (7%)

1.5691

1.6492

1.7336

1.8229

1.9159

2.0144
Year 2 ‐ Monthly Salary

4,434.20

4,660.52

4,899.04

5,151.34

5,414.35

5,692.62
COLA year 3 (3%)

0.7674

0.8066

0.8479

0.8915

0.9371

0.9852
MA year 3 (1.18%)

0.2645

0.2780

0.2922

0.3073

0.3230

0.3396
Year 3 ‐ Monthly Salary

4,613.07

4,848.52

5,096.67

5,359.14

5,632.77

5,922.26

Assistant Engineer current monthly

‐

7,103.10

7,467.08

7,849.12

8,251.86
current hourly

‐

40.9778

43.0776

45.2817

47.6050
COLA year 1 (4%)

‐

1.6391

1.7231

1.8113

1.9042
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

‐

7,387.22

7,765.75

8,163.10

8,581.92
COLA year 2 (3%)

‐

1.2785

1.3440

1.4128

1.4853
MA year 2 (7%)

‐

2.8684

3.0154

3.1697

3.3324
Year 2 ‐ Monthly Salary

‐

8,106.05

8,521.42

8,957.43

9,417.01
ATTACHMENT A 416
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 106 COLA year 3 (3%)

‐

1.4029

1.4748

1.5503

1.6298
MA year 3 (0.91%)

‐

0.3729

0.3920

0.4121

0.4332
Year 3 ‐ Monthly Salary

‐

8,413.87

8,845.01

9,297.58

9,774.61

Junior Engineer current monthly

‐

6,142.44

6,457.72

6,788.10

7,136.14
current hourly

‐

35.4358

37.2546

39.1606

41.1684
COLA year 1 (4%)

‐

1.4174

1.4902

1.5664

1.6467
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

‐

6,388.14

6,716.02

7,059.62

7,421.58
COLA year 2 (3%)

‐

1.1056

1.1623

1.2218

1.2845
MA year 2 (7%)

‐

2.4805

2.6078

2.7412

2.8818
Year 2 ‐ Monthly Salary

‐

7,009.75

7,369.54

7,746.58

8,143.75
COLA year 3 (3%)

‐

1.2132

1.2754

1.3407

1.4094
MA year 3 (6.95%)

‐

2.4628

2.5892

2.7217

2.8612
Year 3 ‐ Monthly Salary

‐

7,646.95

8,039.44

8,450.75

8,884.03

Assessment District
Program Coordinator current monthly

5,932.16

6,235.68

6,555.98

6,891.88

7,244.58

7,615.24
current hourly

34.2227

35.9737

37.8215

39.7593

41.7940

43.9324
COLA year 1 (4%)

1.3689

1.4389

1.5129

1.5904

1.6718

1.7573
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,169.45

6,485.11

6,818.22

7,167.55

7,534.35

7,919.85
COLA year 2 (3%)

1.0677

1.1224

1.1800

1.2405

1.3040

1.3707
ATTACHMENT A 417
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 107 MA year 2 (7%)

2.3956

2.5182

2.6475

2.7832

2.9256

3.0753
Year 2 ‐ Monthly Salary

6,769.78

7,116.16

7,481.68

7,865.01

8,267.51

8,690.51
COLA year 3 (3%)

1.1716

1.2316

1.2949

1.3612

1.4309

1.5041
MA year 3 (10.77%)

3.6858

3.8744

4.0734

4.2821

4.5012

4.7315
Year 3 ‐ Monthly Salary

7,611.77

8,001.23

8,412.21

8,843.22

9,295.77

9,771.39

Administrative Analyst I current monthly

4,986.96

5,242.68

5,510.54

5,793.32

6,089.60

6,402.16
current hourly

28.7698

30.2451

31.7904

33.4217

35.1310

36.9341
COLA year 1 (4%)

1.1508

1.2098

1.2716

1.3369

1.4052

1.4774
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,186.44

5,452.39

5,730.97

6,025.05

6,333.19

6,658.24
COLA year 2 (3%)

0.8976

0.9436

0.9919

1.0428

1.0961

1.1523
MA year 2 (2.64%)

0.7595

0.7985

0.8393

0.8823

0.9275

0.9751
Year 2 ‐ Monthly Salary

5,473.68

5,754.37

6,048.38

6,358.75

6,683.95

7,027.01
COLA year 3 (3%)

0.9473

0.9959

1.0468

1.1005

1.1568

1.2162
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,637.89

5,927.00

6,229.83

6,549.51

6,884.47

7,237.82

Administrative Aide I current monthly

4,421.84

4,648.56

4,886.10

5,136.82

5,399.54

5,676.64
current hourly

25.5096

26.8176

28.1880

29.6344

31.1500

32.7486
COLA year 1 (4%)

1.0204

1.0727

1.1275

1.1854

1.2460

1.3099
MA year 1 (0%)

‐

‐
ATTACHMENT A 418
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 108 Year 1 ‐ Monthly Salary

4,598.71

4,834.51

5,081.55

5,342.30

5,615.52

5,903.71
COLA year 2 (3%)

0.7959

0.8367

0.8795

0.9246

0.9719

1.0218
MA year 2 (5.48%)

1.3979

1.4696

1.5447

1.6240

1.7070

1.7946
Year 2 ‐ Monthly Salary

4,978.99

5,234.28

5,501.76

5,784.07

6,079.88

6,391.90
COLA year 3 (3%)

0.8617

0.9059

0.9522

1.0011

1.0522

1.1062
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,128.35

5,391.31

5,666.81

5,957.59

6,262.28

6,583.66

Office Technician current monthly

4,351.06

4,574.20

4,809.32

5,055.24

5,314.38

5,586.70
current hourly

25.1013

26.3886

27.7450

29.1637

30.6587

32.2297
COLA year 1 (4%)

1.0041

1.0555

1.1098

1.1665

1.2263

1.2892
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,525.10

4,757.17

5,001.69

5,257.45

5,526.95

5,810.16
COLA year 2 (3%)

0.7832

0.8233

0.8656

0.9099

0.9566

1.0056
MA year 2 (3.95%)

0.9915

1.0423

1.0959

1.1520

1.2110

1.2731
Year 2 ‐ Monthly Salary

4,832.72

5,080.56

5,341.71

5,614.85

5,902.68

6,205.14
COLA year 3 (3%)

0.8364

0.8793

0.9245

0.9718

1.0216

1.0739
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

4,977.70

5,232.98

5,501.96

5,783.30

6,079.76

6,391.30

Office Assistant II current monthly

3,312.18

3,482.52

3,660.08

3,848.40

4,045.16

4,252.68
current hourly

19.1080

20.0907

21.1150

22.2015

23.3366

24.5338
ATTACHMENT A 419
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 109 COLA year 1 (4%)

0.7643

0.8036

0.8446

0.8881

0.9335

0.9814
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

3,444.67

3,621.82

3,806.48

4,002.34

4,206.97

4,422.80
COLA year 2 (3%)

0.5962

0.6268

0.6588

0.6927

0.7281

0.7655
MA year 2 (1.99%)

0.3802

0.3998

0.4202

0.4418

0.4644

0.4882
Year 2 ‐ Monthly Salary

3,613.92

3,799.78

3,993.51

4,199.00

4,413.68

4,640.11
COLA year 3 (3%)

0.6255

0.6576

0.6912

0.7267

0.7639

0.8031
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

3,722.34

3,913.77

4,113.31

4,324.97

4,546.09

4,779.31

Office Assistant I current monthly

3,006.28

3,159.82

3,321.78

3,492.12

3,670.86

3,859.20
current hourly

17.3432

18.2290

19.1634

20.1461

21.1772

22.2638
COLA year 1 (4%)

0.6937

0.7292

0.7665

0.8058

0.8471

0.8906
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

3,126.52

3,286.21

3,454.66

3,631.81

3,817.69

4,013.58
COLA year 2 (3%)

0.5411

0.5687

0.5979

0.6286

0.6607

0.6946
MA year 2 (2.19%)

0.3798

0.3992

0.4197

0.4412

0.4638

0.4876
Year 2 ‐ Monthly Salary

3,286.15

3,453.99

3,631.04

3,817.24

4,012.61

4,218.50
COLA year 3 (3%)

0.5687

0.5978

0.6284

0.6607

0.6945

0.7301
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

3,384.74

3,557.61

3,739.97

3,931.76

4,132.99

4,345.05
ATTACHMENT A 420
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 110 Year 1-eff. 9/16/19 (note that any retroactive portion of this increase shall be processed and paid as soon as administratively possible following adoption of this agreement by the City Council;
Year 2-eff. 7/1/20; Year3-eff.7/1/21, Year 4-eff. 7/1/22 ATTACHMENT A 421
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 111 ATTACHMENT A 422
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 112

ATTACHMENT A 423
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 113

ATTACHMENT A 424
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 114 ATTACHMENT A 425
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 115 ATTACHMENT A 426
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 116 ATTACHMENT A 427
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 117

ATTACHMENT A 428
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 118 ATTACHMENT A 429
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 119

ATTACHMENT A 430
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 120 ATTACHMENT A 431
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 121

ATTACHMENT A 432
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 122 ATTACHMENT A 433
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 123 ATTACHMENT A 434
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 124

ATTACHMENT A 435
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 125 ATTACHMENT A 436
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 126

ATTACHMENT A 437
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 127 ATTACHMENT A 438
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 128 ATTACHMENT A 439
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 129 ATTACHMENT A 440
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 130 ATTACHMENT A 441
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 131 ATTACHMENT A 442
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 132 ATTACHMENT A 443
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 133 ATTACHMENT A 444
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 134

ATTACHMENT A 445
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 135 ATTACHMENT A 446
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 136 ATTACHMENT A 447
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2023 – June 30, 2026

ADMINISTRATIVE, CLERICAL AND SERVICES UNIT

PROFESSIONAL AND TECHNICAL UNIT

City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 137 ATTACHMENT A 448

CITY OF STOCKTON

MID-MANAGEMENT/SUPERVISORY LEVEL

MEMORANDUM OF UNDERSTANDING
The Stockton Mid-Management/Supervisory Level bargaining unit and representatives of the City of Stockton have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of employees employed in the representation unit identified in Ssection 1, have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees.

This Memorandum of Understanding (MOU) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3511) and has been jointly prepared by the parties.

This Memorandum of UnderstandingMOU shall be presented to the Stockton City Council as the joint recommendations of the undersigned for salary and employee benefit adjustments for the period commencing July 1, 20192023, and ending June 30, 20232026.

ATTACHMENT B 449

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 2
Table of Contents
Section 1. Recognition ................................................................................................... 3 Section 2. Association Rights ......................................................................................... 4 Section 3. Compliance with Federal Laws ...................................................................... 8 Section 4. Probation ....................................................................................................... 9 Section 5. Layoff .......................................................................................................... 10 Section 6. Reemployment ............................................................................................ 14 Section 7. Discipline ..................................................................................................... 15 Section 8. Grievance Procedure .................................................................................. 16 Section 9. Leaves ......................................................................................................... 20 Section 10. Days and Hours of Work ....................................................................... 3130 Section 11. Overtime ................................................................................................ 3231 Section 12. Holidays .................................................................... 34Section 12. Holidays ...................................................................................................................................... 35 Section 13. Compensation and Allowances Other Than Base Salary ........ 36Section 13.

Compensation and Allowances Other Than Base Salary .............................................. 37 Section 14. Insurance Plans ............................................ 41Section 14. Insurance Plans ...................................................................................................................................... 42 Section 15. Salary Plan ................................................................................................ 45 Section 16. Severability of Provisions ...................................................................... 4950 Section 17. Past Practices and Existing Memoranda ............................................... 4950 Section 18. Scope of Agreement .............................................................................. 4950 Section 19. Duration of Agreement .......................................................................... 4950 Section 20. Maintenance of Operations/City Rights ................................................. 5350 Section 21. Bankruptcy ............................................................................................ 5451 Appendix A - Compensation Market Adjustments………………………………...............54 ATTACHMENT B 450

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 3
SECTION 1. RECOGNITION

1.1 City Recognition
The City Manager, or any person or organization duly authorized by the City Manager, is the representative of the City of Stockton, hereinafter referred to as the "City" in employer-employee relations as provided in Resolution No. 32,538, adopted by the City Council on August 4, 1975.

1.2 Association Recognition
The City of Stockton Management B & C Employees Group, hereinafter referred to as "Association", is the recognized employee organization for the Mid-Management/Supervisory Level Bargaining Unit certified pursuant to Resolution No. 91-0014, adopted by the City Council on January 2, 1991.

1.3 Reopener
The Association agrees to meet at the City’s request for the purpose of meeting and conferring on any changes that would be a mandatory subject of bargaining that may result from any City proposal on organizational, operational or staffing changes that are a result of efficiency measures during the term of this contract.

ATTACHMENT B 451

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 4
SECTION 2. ASSOCIATION RIGHTS

2.1 Association Membership Dues and Payroll Deductions
(a) In accordance with the Senate Bill (SB) 866, the parties agree to the following process for making, cancelling, or changing payroll deductions for Association membership dues deductions.
(b) As certified in writing by the Association to the City in a manner consistent with the requirement of (SB) 866 the City will deduct the monthly Association membership dues, initiation fees, general assessments and payments for membership benefits programs sponsored by the Association from the salary or wages of all bargaining unit employees who voluntarily authorize such deductions, as certified in writing by the Association to the City, and pay such amounts to the Association.

1. All employee requests to cancel or change membership dues deductions shall be directed to the Association.

2. The City shall rely upon written notification from the Association for any and all employee requests to cancel or change payroll deductions for membership dues.

3. The Association is responsible to obtain and maintain voluntary written authorization for membership dues deductions.

4. Membership dues deductions shall automatically renew unless written notice is provided by the authorized representative of the Association certifying a change in membership dues.

5. The City shall honor any changes to membership dues deduction amounts provided by the Association.

6. The Association is not required to provide a copy of individual employee authorizations to the City unless a dispute arises about the existence or terms of the authorization.

7. Deduction notification will be provided to [email protected].

8. Changes, and/or cancellations, received by the City prior to the 15th of the month will be processed no later than the first pay ATTACHMENT B 452

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 5
period of the second month. Example: Association notifies the City on January 15th, the deductions will be effective no later than the first full pay period in March. The parties recognize there is a lapse in time due to pay period processing constraints. The City will make every effort to process earlier if possible.
(c) Hold Harmless Provision.

The Association shall indemnify, defend, and hold the City harmless against any claims made and/or any suit against the City which may arise as a result of its deductions for membership dues or other programs sponsored by the Association.

2.2 New Hire Employee Orientation and Information Requirements In accordance with Assembly Bill (AB) 119, the City shall provide the Association i) not less than ten (10) days’ notice in advance of new hire employee orientation, and ii) within thirty (30) days of hire or by the first pay period of the month following hire a list containing the following information on file from the City’s Human Resources database system (currently HTE):

1. Name;

2. Job title;

3. Department;

4. Work location;

5. Personal cellular telephone numbers, including work and home;

6. Personal email addresses as provided by new hire employee; and

7. Home address.

The above information shall be updated and provided to the Association at least every one hundred and twenty (120) days for all bargaining unit members.

2.3 Use of City Facilities
The Association shall be allowed by the City department in which it represents employees' use of space on available bulletin boards for communications having to do with official Association business, such as times and places of meetings, ATTACHMENT B 453

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 6
provided such use does not interfere with the needs of the department.

Any representative of the Association shall give notice to the department head or theirhis designated representative when contacting department employees on City facilities during the duty period of the employees, provided that solicitation for membership or other internal Association business shall be conducted during the non-duty hours of all employees concerned. Prearrangement for routine contact may be made with the individual department heads and when made shall continue until revoked by the department heads.

City buildings and other facilities may be made available for use by City employees or the Association or their representative in accordance with such administrative procedures as may be established by the City Manager or department heads concerned.

Members of the Association are prohibited from using City equipment and/or time for their own personal use.

2.4 Advanced Notification
Except in cases of emergency, reasonable advance written notice shall be given to the Association if related to matters within the scope of representation proposed to be adopted by the City and shall be given the opportunity to negotiate, if requested, with the designated management representatives prior to adoption.

In cases of emergency when the foregoing procedure is not practical or in the best public interest, the City may adopt or put into practice immediately such measures as are required. At the earliest practical date thereafter, the Association shall be provided with the notice described above and be given an opportunity, if requested, to negotiate changes to the content of said notice with the management representatives designated by the City Manager.

2.5 Attendance at Meetings by Employees
City employees who are official representatives or unit representatives of the Association shall be given reasonable time off with pay to attend meetings with City Management representatives, where matters within the scope of representation, or grievances are being considered.

The use of official time for this purpose shall be reasonable and shall not interfere with the performance of City services as determined by the City. Time spent for these purposes while a representative is not scheduled to work shall ATTACHMENT B 454

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not be compensated by the City and shall not be considered as hours worked.

Such employee representatives shall request an excused absence, prior to the scheduled meeting whenever possible. Except by mutual agreement the number of employees excused for such purposes shall not exceed three (3) employees.

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SECTION 3. COMPLIANCE WITH FEDERAL LAWS

3.1 Non-Discrimination
(a) Non-Discrimination. The City and the Union Association agree that there shall be no discrimination of any kind becauseon the basis of age (over 40), race, creed, color, religion (creed), national origin, (ancestry), military or veterans status, physical andor mental disability, medical condition, genetic information, marital status, sexual orientation, sex (sexual, gender based including, pregnancy/, childbirth, breastfeeding or related medical conditions), gender identity/expression, political affiliation, or legitimate uUnion activity, or on any other basis prohibited by applicable fFederal and State law against any employee or applicant for employment. (b) The Association shall cooperate with the City, to the extent required by Ffederal and State laws and regulations, in furthering the objective of Equal Employment Opportunities, as defined by Federal and State regulations.

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SECTION 4. PROBATION

4.1 Supervisory Level
All original appointments shall be tentative and subject to a probationary period of one (1) year. Promotional appointments shall be subject to a probationary period of six (6) months. The probationary period shall not be extended.

4.2 Mid-Management Level
All Mid-Management Level positions do not have Civil Service status.

Employment and separation of employment will be consistent with State Law.

4.3 Retention/Rejection of Probationer
During the probationary period a Supervisory Llevel employee may be rejected at any time by the appointing authority. Any employee who held a position in the classified service and subsequently appointed to a position in the unclassified service and subsequently removed from such position that employee shall have the right to be employed in a position comparable to theirhis/her formerly held position in the classified service from which they were he/she was promoted unless charges are filed and he/she isthey are discharged in the manner provided in section 7 of this Memorandum of UnderstandingMOU, the Civil Service Rules and Regulations, the Stockton Municipal Code, and/or any other applicable City policy.

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SECTION 5. LAYOFF

5.1 Layoff
Any employee may be laid off by an appointing authority in the event of the abolition of the employee’s position by the City Council, or if a shortage of work or funds requires a reduction in personnel. In doing so, the City shall follow the layoff procedure set forth herein below.

5.2 Layoff Scope
(a) The City shall designate the number of layoffs in each bargaining unit classification for each department of the City.
(b) Departments of the City are defined as follows:
(1) Administrative Services
(2) Attorney
(3) City Auditor
(4) City Clerk
(5) City Manager
(6) Community Development
(7) Community Services
(8) Economic Development
(9) Fire
(10) Human Resources
(11) Information Technology
(12) Municipal Utilities
(13) Police
(14) Public Works

5.3 Notice of Layoff
The City will give advance written notice of at least two (2) weeks to employees who will be laid off.

5.4 Precedence by Employment Status
No bargaining unit employee having regular status shall be laid off while employees working in seasonal, temporary, provisional, or probationary status are retained in the same or comparable classification as such regular status ATTACHMENT B 458

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employee.

The order of layoff among bargaining unit employees not having not regular status shall be as follows:
(a) First, seasonal employees;
(b) Second, provisional employees;
(c) Third, temporary employees; and
(d) Fourth, probationary employees.

Layoffs shall be by job classification according to reverse order of seniority as determined by total service in the City, except as specified above. For the purpose of this procedure, regular part-time classes shall be considered as separate from regular status full-time classes.

The following provisions shall apply in computing total continuing service:
(a) Time spent on military leave shall count as service in the event the leave was taken subsequent to entry into regular status City employment. (b) Time worked in seasonal, provisional, temporary, grant or other limited term status shall not count as service.
(c) Time worked in a regular status or probationary status shall count as service.
(d) If two (2) or more employees have the same seniority, the order of seniority shall be determined by their respective ranking on the eligibility list for hire.

If two (2) or more employees have the same seniority, but were not hired from a ranked eligibility list, the order of seniority shall be determined by lot.

If two (2) or more employees have the same seniority, but were hired from separate ranked eligibility lists, the order of seniority shall be determined by lot.
(e) Regular status part-time employees shall not have the right to bump ATTACHMENT B 459

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regular status full-time employees.

5.5 Order of Layoff and Employee Options
Reduction in force shall occur in the following order:
(a) The least senior employee occupying the position(s) being eliminated shall be the first laid off. The incumbent designated for layoff shall have the options noted below:
(1) Displacing the least senior employee occupying the same or comparable classification, Citywide.
(2) Taking a voluntary demotion within the City to a classification in which the employee had prior regular status, thus displacing the employee working in that classification who has the least seniority. (b) Seniority for the purposes of application of the layoff procedure in section 5 is determined by total City employment, excluding employment as a seasonal, provisional, or temporary employee.
(c) Comparability of employee classifications for the purposes of application of the layoff procedure in section 5 shall be determined by the Director of Human Resources.
(d) An employee displaced in accordance with section 5 shall be laid off in the same manner as an employee whose position has been abolished.

5.6 Health and Welfare Benefits During Layoff
Regular status employees who are laid off will have an option of maintaining their existing health and welfare benefits for thirty-six (36) months (the thirty-six (36) months runs concurrently with any COBRA benefits) from the date of layoff, provided timely payments of the premiums by the employee are made to the City, according to City regulations, and provided the employee otherwise meets the requirements of fFederal and sState regulations.

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(a) For payroll purposes, the employee will be treated as being on approved leave of absence without pay for up to twelve (12) months. (b) The employee will have the option to either retain sick leave and/or vacation balances for up to one (1) year in anticipation of reemployment or be paid off for those leaves in accordance with applicable provisions of this Memorandum of UnderstandingMOUthis MOU.
(c) The names of employees who elect to be voluntarily laid off will be placed on reemployment lists in accordance with section 6.

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SECTION 6. REEMPLOYMENT
(a) When an employee in the classified service who has been performing theirhis/her duties in a satisfactory manner, as shown by the records of the department in which he/she hasthey have been employed, is laid off because of lack of funds or abolition of his/hertheir position or has been on authorized leave of absence and is ready to report for duty when a position is open, the City shall cause the name of such employee to be placed on a reemployment list for the appropriate class for reemployment within two (2) years thereafter when vacancies occur. The employee shall not be placed on said list or lists without his/hertheir request. An employee who waives reemployment three times shall have his/her their name removed from this reemployment list unless mutually agreed to by the City and the employee.
(b) The order in which names shall be placed on the reemployment list for any class shall be by seniority, which means "last laid off, first rehired." (c) In filling vacancies, eligibles on the reemployment lists take precedence over eligibles on any other list for the same class in the department for which the lists apply.

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SECTION 7. DISCIPLINE
Disciplinary action, including discharge, suspension, reduction in pay, demotion, or other employment penalty may be taken against any Supervisory lLevel employee for cause.

The appointing authority may discharge, suspend, or demote any Supervisory lLevel employee provided the Stockton Municipal Code provisions and the rules and regulations of the Civil Service Commission and any applicable provisions of law are followed. The Supervisory Level employee may take any one (1) of the following actions:
(a) File no grievance.
(b) File a grievance as provided for in Ssection 8.1 within ten (10) business days of written notification of the action.
(c) File an appeal within ten (10) business days of written notification of the action with the Civil Service Commission as appropriate for Supervisory Level employees.

If the employee fails to do (a) (b) or (c) above within the prescribed time frame, these rights will have been waived.

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SECTION 8. GRIEVANCE PROCEDURE

8.1 Definition
A grievance is any dispute which involves the interpretation or application of the Memorandum of Understanding MOU or appropriate disciplinary action (Supervisory Level employees only) in lieu of a Civil Service Commission appeal.

8.2 Filing Deadline
No grievance involving demotion, suspension, discharge or other employment penalty will be entertained unless it is filed in writing with the Director of Human Resources within ten (10) business days of the time in which the affected employee received written notification of such action. All other grievances must be filed within thirty (30) calendar days from the time the employee knew or had reason to know of the facts giving rise to the grievance.

8.3 Grievance Processing
(a) Step 1 - Departmental Review. Any employee claiming to have a grievance may discuss the complaint with such management official in the department where employed as the department head may designate. If the issue is not resolved within the department within ten (10) business days from the day of presentation or if the employee elects to submit the grievance directly to the Association recognized as the representative of that employee's classification, the procedures hereinafter specified may be invoked.
(b) Step 2 - Director of Human Resources Review. If the employee is not satisfied with the response at Step 1, then the employee may appeal the grievance to the Director of Human Resources within ten (10) business days of the receipt of written response at Step 1. Such appeal must state with particularity; 1) the specific policy, rule or provision which is alleged to have been violated; 2) the statement of facts comprising the violation; and 3) the requested remedy. The Association may file and process grievance(s) on behalf of the specifically named employee.

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Director of Human Resources fails to respond within the time limit. (c) Step 3 - Voluntary Mediation.- The parties may mutually agree to the use of this Step prior to proceeding to Step 4, Arbitration. Either party may with written notice within ten (10) business days of the decision of Step 2, request Step 3. Upon mutual agreement of Step 3, the City will request a representative from the State of California Mediation/Conciliation Service to review the grievance and make non-binding recommendations to assist the parties in resolving the grievance. The State Mediator will not provide any written documents and is limited to the restriction in Labor Code Section 65 and Attorney General opinions 51/183 and 68/77. (d) Step 4 - Arbitration. If the grievant or the Association is dissatisfied with the response at Step 2 or Step 3, if used, or if the Director of Human Resources fails to respond within the time limit in Step 2, the grievance may be moved to Step 4 within twenty (20) business days. The grievance will be referred to an arbitrator mutually selected by the parties, or, if the parties are unable to mutually agree from a list of seven (7) arbitrators provided by the State of California Mediation/Conciliation Service, the arbitrator shall be chosen by the alternative strike method, with first choice being determined by lot. The fees and expenses of the arbitrator and of a court reporter shall be shared equally by both parties. Each party, however, shall bear the cost of its own presentation, including preparation and post- hearing briefs, if any.
(e) Effect of Decision. Decisions of arbitrators on matters properly before them shall be final and binding on the parties hereto except as provided otherwise herein.

8.4 Scope of Arbitration
No arbitrator shall entertain, hear, decide or make recommendations on any dispute unless such dispute involves a position in a unit represented by the Association and unless such dispute falls within the definition of a grievance as set forth in paragraph section 8.1.

Proposals to add to or change this Memorandum of Understanding MOU or written agreements or addenda supplementary hereto shall not be arbitrated and no proposal to modify, amend or terminate this Memorandum of UnderstandingMOUthis MOU, nor any matter or subject arising out of or in connection with such proposal, may be referred to arbitration under this Ssection.

No arbitrator selected pursuant to this section shall have the power to amend or modify this Memorandum of Understanding MOU or written agreements or ATTACHMENT B 465

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addenda supplementary hereto or to establish any new terms or conditions of employment.

No change in this Memorandum of Understanding MOU or interpretations thereof (except interpretations resulting from arbitration proceedings hereunder) will be recognized unless agreed to by the City Manager and the Association.

8.5 Other Provisions
If the Director of Human Resources in pursuance of the procedures outlined above resolve a grievance which involves suspension or discharge, he/she may agree to payment for lost time or to reinstatement with or without payment for lost time, but in the event the dispute is referred to arbitration and the arbitrator finds that the City had cause to take the action complained of, the arbitrator may not substitute theirhis judgment for the judgment of Management and if theyhe finds that the City had such right, theyhe may not order reinstatement and may not assess any penalty upon the City.

Any other matters of compensation are to be resolved in the meeting and conferring process and if not detailed in the Memorandum of Understanding MOU which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next open for such decision. No adjustment shall be retroactive for more than thirty (30) days from the date upon which the complaint was filed.

The provisions of this Ssection shall not abridge any right to which an employee may be entitled under the Stockton Municipal Code and/or Civil Service Rules and Regulations, nor shall it be administered in a manner, which would abrogate any power, which may be within the sole province and discretion of the Civil Service Commission. Reference to Civil Service Commission is limited to Supervisory Level employees.

All grievances of employees in the representation unit represented by the Association shall be processed under this Ssection. If the Stockton Municipal Code and/or the Civil Service Rules and Regulations requires that differing options be available to the employee, no action under paragraph (d) of subsection 8.3 above shall be taken unless it is determined that the employee is not availing himself themselves of such option.

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No action under paragraph (d) of subsection 8.3 above shall be taken if action on the complaint or grievance has been taken by the Civil Service Commission, or if the complaint or grievance is pending before the Civil Service Commission.

If any award by an arbitrator requires action by the City Council or the Civil Service Commission before it can be placed in effect, the City Manager and the Director of Human Resources will recommend to the City Council or the Civil Service Commission, as appropriate, that it follow such award.

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SECTION 9. LEAVES

9.1 Vacation - FLSA Exempt Employees
(a) Effective July 1, 2012, FLSA exempt employees shall accrue vacation leave with pay in accordance with the following schedule:
(1) Less than 1.5-1/2 years continuous employment 120 hours/year (2) After 1.5-1/2 years up to 7.5 1/2 years 148
hours/year
(3) After 7.5-1/2 years up to 15 years 188 hours/year
(4) After 15 years up to 25 years 229 hours/year
(5) Seven (7) additional hours for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a twice-monthly per pay period payroll basis.
(b) Maximum Vacation Accrual. Employees reaching the maximum hours shall stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effective July 1, 2012, the following maximum vacation accruals shall take effect. Bargaining unit employees as of July 1, 2014, that had excess vacation hours rolled into sick leave banks on June 30, 2012, per the parties’ agreement, will now have these hours rolled out of sick leave. For the term of this contract, these leave hours will be considered “special leave” and will have no cash value. Employees have until June 30, 2016 to use special leave hours, otherwise, the hours are forfeited.

The maximum number of vacation hours that employees on a 40- hour workweek shall accrue are as follows:

Under 1.5 years 200 hours

1.5 – 7.5 years 320 hours

7.5 – 15 years 360 hours
15 – 25 years 400 hours
25 years 408 hours
26 years 416 hours
27 years 424 hours
28 years plus 7 hours each additional year
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9.2 Vacation - FLSA Non-Exempt Employees
(a) Vacation Allowance (40-hour workweek). Effective July 1, 2012, FLSA non-exempt employees on a forty-hour workweek shall receive a vacation allowance in accordance with the following schedule.:
(1) Less than 1.5-1/2 years continuous employment 80
hours/year
(2) After 1.5-1/2 years up to 7.5 1/2 years 108
hours/year
(3) After 7.5-1/2 years up to 15 years 144 hours/year
(4) After 15 years up to 25 years 189 hours/year
(5) Seven (7) additional hours hence for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a twice-monthly payroll basis. (b) Maximum Vacation Accrual. FLSA non-exempt employees on a 40-hour workweek reaching the maximum hours shall stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effective July 1, 2012, the following maximum vacation accruals shall take effect. For employees who on July 1, 2012 have vacation balances that exceed their maximum shall have until June 30, 2013 to use sufficient vacation to get under the maximum allowed. If an employee does not get below the maximum by June 30, 2013, they shall retain their existing earned vacation, but shall not earn any additional vacation until they are under the maximum vacation accrual allowed.

The maximum number of vacation hours that employees on a 40- hour workweek shall accrue are as follows:

Under 1.5 years 120 hours

1.5 – 7.5 years 240 hours

7.5 – 15 years 280 hours
15 – 25 years 320 hours
26 years 328 hours
27 years 336 hours
28 years 344 hours
29 years 352 hours
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For every year of service beyond 29, the employee is allowed to add an additional seven (7) hours to the maximum accrual cap.
(c) Vacation Allowance (56-hour workweek). FLSA non-exempt employees on a 56-hour workweek shall receive a vacation allowance, in accordance with the following schedule:
(1) Less than 1.5-1/2 years continuous employment 120
hours/year
(2) After 1.5-1/2 years up to 7.5 1/2 years 162
hours/year
(3) After 7.5-1/2 years up to 15 years 216 hours/year
(4) After 15 years up to 25 years 283.5 hours/year
(5) Thereafter, 10.5 additional hours hence for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a twice-monthly payroll basis. (d) Maximum Vacation Accrual. Employees on a 56-hour workweek reaching the maximum hours shall stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effective July 1, 2012, the following maximum vacation accruals shall take effect. Employees, who on July 1, 2012 have vacation balances that exceed their maximum, shall have until June 30, 2013 to use sufficient vacation to get under the maximum allowed. If an employee does not get below the maximum by June 30, 2013, they shall retain their existing earned vacation, but shall not earn any additional vacation until they are under the maximum vacation accrual allowed.

The maximum number of vacation hours that employees on a 56- hour workweek shall accrue are as follows:

Under 1.5 years 300 hours

1.5 – 7.5 years 360 hours

7.5 – 15 years 420 hours
15 – 25 years 480 hours
26 years 492 hours
27 years 504 hours
28 years 516 hours
29 years 528 hours
29 plus years 7 hours each additional year

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9.3 Vacation Sell-back for All Employees in this Unit
An employee may elect to receive cash payment for up to a maximum of forty (40) hours of his/hertheir unused accumulated vacation balance. Effective for FY 202319/202420, and 20240/20251, 2021/2022 and 2022/2023 only, an employee may elect to receive a cash payment for a maximum of forty (40) hours of his/hertheir unused accumulated vacation balance after the use of a scheduled vacation of forty (40) hours or more in that same or prior fiscal year. To utilize this option, employees must maintain a balance of (forty) (40) accrued vacation hours after the cash payment. When in effect, this option may be exercised once per fiscal year. Employees may elect this option by December 31 of each year for the cash out the following calendar year. The cash out election is irrevocable, and the City will follow IRS regulations regarding cash payment of leave.

9.4 Vacation Cash out Upon Separation
An eligible employee separating from City service for any reason who has unused vacation time shall be paid for such vacation time up to the effective date of the last day of employment with the City. Payment for unused vacation shall be made at the final rate of pay. Payment for the unused vacation hours shall be paid post separation date at no later than the second regularly scheduled pay period pay date following separation. Prior to separation from City service, the City does not provide to employees any vacation cash out or sell back for accrued but unused vacation hours.

9.5 Sick Leave
(a) Accrual. All regular status employees, except provisional, temporary and extra-help employees, each shall accrue sick leave at the rate of eight (8) hours for full month of service. All regular status employees, except provisional, temporary and extra-help employees, working less than a full month shall accrue sick leave while off duty on authorized sick leave; provided, however, an employee shall not accrue sick leave during any leave or leaves of absence without pay granted to the employee. (b) Usage. Employees are entitled to sick leave pay for those hours, which the employee would normally have worked, to a maximum of sick leave hours accrued.

An employee may use sick leave for preventive medical, dental, optical care, illness, injury or exposure to contagious disease, which incapacitates him/her them from performing his/hertheir duties. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth ATTACHMENT B 471

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and recovery therefrom.
(c) Family Sick Leave. In accordance with California Labor Code section 233 (“Kin Care”), employees may utilize up to one-half (1/2) of the employee’s their annual sick leave accrual to care for an illness or injury in the case of illness or injury in the employee's immediate family when such illness or injury requires personal care that otherwise would not be covered by theexcept in instances where the employee is on approved Family Medical Leave Act (FMLA) or the California Family Rights Act (CFRA) leaves.

Such sick leave shall be limited, by the department head, to the time reasonably required to make other arrangements for such care.

For the purpose of this Ssection, such sick leave shall be restricted to the employee’s parents, spouse, mother-in-law, father-in-law, child, stepchild, brother, sister, brother-in-law, sister-in-law, grandparent, grandchild, legal dependent, and registered domestic partner., and “designated person.” For the purposes of paid sick leave, a “designated person” means a “person identified by the employee at the time the employee requests paid sick leave.” An employee may select one (1) person as a “designated person” in a twelve (12) month period. The employee’s “child” includes a biological, foster, or adopted child, a stepchild, a legal ward, a child of the employee’s registered domestic partner, or a child to whom the employee stands in loco parentis.
(d) Procedures for Requesting and Approving Sick Leave. When the requirement for sick leave is known to the employee in advance of theirhis/her absence, the employee shall request authorization for such sick leave from the department head prior to such absence. In all other instances, the employee shall notify theirhis/her supervisor as promptly as possible of theirhis/her absence.

Before an employee may be paid for the use of accrued sick leave, theyhe/she shall complete and submit to theirhis/her department head a signed statement, on a prescribed form, stating the dates and hours of absence, the exact reason, and such other information as is necessary for his/hertheir request to be evaluated. If an employee does not return to work prior to the preparation of the payroll, other arrangements may be made with the approval of the department head.
(e) Doctor's Certificate or Other Proof. If an employee's illness results in an absence from work for more than three (3) consecutive days, then a doctor's certificate or other reasonable proof of illness may be required by the department head. The City may monitor and control the appropriate ATTACHMENT B 472

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use of sick leave by employees and if reasonable cause is articulated, can limit use of sick leave and require additional verification.

The department head may make such sick leave usage reviews and may require such physician's documentation, as they deem necessary to einsure proper use of the sick leave benefit.
(f) Use of Sick Leave While on Vacation. An employee who is injured or who becomes ill while on vacation may be paid for sick leave in lieu of vacation provided that the employee:
1) Was hospitalized during the period for which sick leave is claimed, or
2) Received medical treatment or diagnosis and presents a statement indicating disabling illness or injury signed by a physician covering the period for which sick leave is claimed.
(g) Payment for Unused Sick Leave. Effective February 17, 2012, all accumulated or future accruals of sick leave shall have no cash value upon separation of employment and employees shall not be allowed to cash out unused sick leave except as provided below.
(h) CalPERS Service Credit for Unused Sick Leave.

Employees shall be eligible for CalPERS service credit for any unused sick leave at retirement not otherwise compensated for in (i) below.

Employees hired after the City amends its CalPERS contract to eliminate service credit for unused sick leave shall not be eligible for this service credit.
(i) Sick Leave Retention Benefit
If, aAfter subtracting the equivalent of one (1) full year of service credit (2080 hours), which may be applied to CALPERS service credit, any balance remaining upon separation shall be paid as follows to employees who have remained in City service until the dates specified:

1. Separation prior to July 1, 2014, no payment of unused sick leave at separation shall occur for separating employees before this date;

2. Separation between July 1, 2014 and June 30, 2015, payment of unused sick leave which the employee held on 2/16/12 February ATTACHMENT B 473

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16,2012 shall be paid at thirty-five percent (35%) of its cash value to separating employees between these dates; and

3. Separation on or after July 1, 2015, payment of unused sick leave which the employee held on 2/16/12February 16, 2012 shall be paid at fifty percent (50%) of it’s cash value to separating employees after this date.

4. Service credit for unused sick leave shall be in accordance with PERS regulations.

9.6 Other Leaves With Pay
(a) Bereavement Leave. In the event of a death in the immediate family of an employee, he/shethe employee shall, upon request, be granted up to three (3) days bereavement leave with pay without charge to his/hertheir accumulated sick leave credits or vacation eligibilityleave. The employee shall, upon request, be granted an additional two (2) days bereavement leave which shall be charged against the employee’s accumulated sick leave or vacation leave. For the purposes of this paragraph, the immediate family shall be restricted to the employee’s parents, current step parents, spouse, mother-in-law, father-in-law, child, stepchild, brother, sister, sonin-law, daughter-in-law, brother-in-law, sister-in-law, grandparent, grandchild, and registered domestic partner.

In the event of the death of a person not immediately related to an employee as defined above, the employee'’s department head may grant up to three (3) days bereavement leave, upon request, which shall be charged against the employee'’s accumulated sick leave creditsor annual leave.
(b) Court Appearance. Upon approval by the department head, an employee, other than a provisional, part-time, or temporary employee, shall be permitted authorized absence from duty for appearance in court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions:

Said absence from duty including necessary travel time, will be for actual hours served on jury duty or testifies is required to remain in court to testify as a witness in a criminal case, other than as a defendant. This shall include the time from when the employee is ordered to appear until the time the employee is released from the court. As a condition of receiving such pay, the employee must remit to the City, through the ATTACHMENT B 474

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employee's department head, within fifteen (15) days after receipt, all fees received except those specifically allowed for mileage and expenses.

If an employee is not due to appear for jury duty or as a witness until an afternoon court session, the employee will be expected to work his their usual morning schedule. If an employee is required to appear for a morning court session and is sent home before noon and not required to return in the afternoon, the employee will be expected to work his their usual afternoon schedule.

Said absence from duty will be without pay when the employee appears in private litigation to which the City of Stockton is not a party.

Any fees allowed, except for reimbursement of expenses incurred, shall be remitted to the City through the employee's department.

Notwithstanding the foregoing, attendance in court in connection with an employee's official duties or in on behalf of the City of Stockton in connection with a case in which the City of Stockton is not a party, together with travel time necessarily involved, shall not be considered absent from work within the meaning of this Ssection.
(c) Military Leave. An employee of the City who is a member of the National Guard or Naval Militia or a member of Reserve Corps or Force of the Federal Military, Naval or Marine Service and is ordered to duty shall be granted leave with pay while engaged therein, provided the leave does not exceed thirty (30) calendar days in any calendar year.

All regular status employees in the service of the City shall be allowed leave of absence without pay for the duration of a national emergency who have been inducted into the Army, Navy, Marine Corps, Air Force or any other branch of the Military Service of the United States or the State of California. Said employees shall be reinstated in the service, except as hereinafter stated, providing they are physically fit as shown by a medical examination by the City Physician or other physician appointed to make a medical examination.

All probationary employees inducted into the Military Service not having served the minimum probationary period of six (6) months, shall be allowed leave of absence without pay for the duration of a national emergency, but said employees shall be placed at the head of the eligible list for such position in the order of their seniority of employment and when appointed to a vacant position, they must be physically fit as above ATTACHMENT B 475

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specified and shall serve the balance of their probationary period before attaining the status of a regular employee.

Two or more regular status employees granted military leave of absence without pay from the same position shall be reemployed according to their seniority of employment providing they are physically fit as above specified.

9.7 Workers' Compensation Leave
(a) Workers’ Compensation Benefits shall be provided in accordance with State law and schedules whenever an employee is absence from duty because of disability caused by illness or injury arising out of and in the course of employment which has been declared to be compensable under the Workers’ Compensation Law. An employee on Workers’
Compensation may use accrued leave, if needed, to supplement benefits, up to the amount required to receive a full paycheck.
(b) Forms and Procedures. Workers’ cCompensation processing shall be consistent with City procedures and in accordance with state wWorkers’ cCompensation regulations. Any employee who sustains a work-related injury or illness shall immediately inform theirhis/her supervisor no matter how minor an on-the-job injury may appear. An employee who sustains a work-related injury or illness who is required to seek medical care shall use at facilities designated by the City unless they have filed a predesignation of a personal physician prior to sustaining the work-related injury or illness. For a list of City designated medical care facilities and/or physicians, please contact Human Resources.

9.8 Leave of Absence
Employees shall not be entitled to leave of absence as a matter of right, but only in accordance with the provisions of law and the City of Stockton Municipal Code.

Unless otherwise provided, the granting of a leave of absence also grants to the employee the right to return to a position in the same classification or equivalent classification, as the employee held at the time the leave was granted. The granting of any leave of absence shall be based on the presumption that the employee intends to return to work upon the expiration of the leave.

All approval authority over leaves of absence exercised by the department head under this Ssection shall be subject to review by the Director of Human ATTACHMENT B 476

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Resources, whose ruling shall be final.

Employees on authorized leaves of absence without pay shall not be entitled to payment by the City of the premiums for their health and dental insurance, except as provided hereinafter.

The entitlement to City payment of premium shall end on the last day of the month in which the employee was paid except that employees on an authorized leave of absence may continue enrollment in the City health and dental insurance plan by prepayment of the monthly premium during the authorized leave of absence.

Authorized absence without pay which exceeds thirty (30) consecutive calendar days, except military leave, shall not be included in determining salary adjustment rights, based on length of employment. Periods of time during which an employee is required to be absent from his/hertheir position by reason of an injury or disease for which he/shethey are is entitled to and currently receiving Workers' Compensation benefits shall be included in computing length of service for the purpose of determining that employee's salary adjustment.

9.9 Leave of Absence Without Pay
(a) Purpose and Length. Only employees occupying regular status positions on a regular basis are eligible for leaves of absence without pay under the provisions of this Ssection.

An appointing authority may grant leave of absence without pay for personal reasons up to a maximum of twelve (12) months with approval of the Director of Human Resources.

Leaves of absence without pay on account of illness or injury, which are not job incurred, may be granted for a maximum period of twelve (12) months with approval of the Director of Human Resources. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefrom.

Such a leave will be granted only after all accrued sick leave credits have been used and shall be substantiated by a physician's statement. (b) Application for and Approval of Leave of Absence Without Pay. In order to receive leave without pay, an employee must submit a request on the prescribed form to his/hertheir department head and the Director of Human Resources describing the reasons for the request and all other ATTACHMENT B 477

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information required for the department head, or his/hertheir representative, to evaluate the request. Leaves without pay may be cancelled by the department at any time.

9.10 Absence Without Official Leave (AWOL)
(a) Failure to Report to Duty or Failure to Return After Leave. Failure to report for duty or failure to report for duty after a leave of absence request has been disapproved, revoked, or cancelled, or at the expiration of a leave, shall be considered an absence without official leave and shall be subject to discipline.
(b) Voluntary Resignation. Any employee in this bargaining unit absent without official leave for two (2) or more consecutive scheduled days or absent an aggregate of sixteen (16) hours in any calendar month without a satisfactory explanation as approved by the Director of Human Resources Director shall be deemed to have voluntarily resigned from the City of Stockton, except if the absence is due to a verified illness or injury.

9.11 Paternal/Adoption/Maternity/Pregnancy Leave
Family medical leave shall be in accordance with the Family Medical Leave Act (“FMLA”) of 1993, the California Family Rights Act (“CFRA”), or Pregnancy Disability Leave (“PDL”) and/or other applicable state and federal laws.

Consistent with City policy and State and Federal law, employees may be required to utilize accrued sick and/or vacation leave during unpaid leaves in certain circumstances.

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SECTION 10. DAYS AND HOURS OF WORK

10.1 Workweek
(a) The workweek and hours of work are determined solely by the City. The normal workweek for employees in this unit shall consist of five (5) consecutive eight (8) hour days or a minimum total of forty (40) hours.

Where needs of a department require deviations (as determined by the Department Head) from the present schedule, the Department Head may institute alternate work schedules.
(b) The department will (except in emergency situations) provide a ten (10) working day notice (prior to implementation) of any workweek and/or hours changes.

10.2 Meal Periods
Non-exempt eEmployees shall receive a one (1) hour or a thirty (30) minute meal period without pay each day and a fifteen (15) minute paid rest period during the first half of the work day and a second fifteen (15) minute paid rest period during the second half of the work day. Except for Police Telecommunications and Fire Telecommunications Supervisors, bargaining unit non-exempt employees shall be completely relieved of duty during unpaid meal periods. Non-exempt employees who exceed the time limits prescribed above for lunch and/or rest periods shall have their pay reduced accordingly.

ATTACHMENT B 479

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SECTION 11. OVERTIME

11.1 Eligibility
(a) Mid-Management Level employees do not receive overtime.

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classification in which they are performing those overtime duties. The hourly rate shall be at the top step of the lower classification’s salary range. The employee’s premium pay that they are regularly entitled to shall be included when computing the overtime for the work performed in the lower classification.
(d) Except as otherwise provided in section 12, employees who are not regularly scheduled to work holidays shall be paid for a regular day plus time and one-half (1-½1/2) for actual time worked on a holiday observed by the City.
(e) Exempt Status of Classifications. The parties have agreed that effective upon the first full pay period after ratification of this contract the classifications listed in Appendix A will be reclassified from non-exempt to exempt from overtime as provided by the Fair Labor Standards Act and will be considered Exempt in the City’s pay policies and for the accrual of vacation.
(ef) Fire Telecommunication Supervisors who have traded shifts are not eligible to work overtime for hours that would have been their normal hours of work.
(fg) Temporary Upgrade Pay. Employees who are not FLSA exempt and are assigned to work overtime in a position or classification other than the position or classification to which they are permanently appointed will be paid overtime at the hourly rate attached to the position or classification in which they are performing such overtime work.

11.2 Compensatory Time Off (CTO)
(a) Definition. As used in this Ssection, the term Compensatory Time Off (CTO) refers to that time which an employee is entitled to be absent from duty with pay for hours worked in addition to or excess of their normal work schedule. For the purpose of this Ssection, Compensatory Time shall apply only to Supervisory Level employees.
(b) CTO in Lieu of Overtime Compensation. Except for Fire Telecommunications Supervisors assigned to a fifty six (56) -hour workweek, employees may voluntarily elect to receive overtime compensation in the form of CTO at the rate one and one-half (1-½-1/2) hours of CTO for each hour of overtime worked in excess of fifty six (56) in a seven (7) day work period, for which the employee is eligible for overtime as defined in Ssection 11.1(b)(1) above.

ATTACHMENT B 481

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(c) Use. Use of CTO shall be scheduled with due consideration for the wishes of the employee and so as to not interfere with the normal operation of City business. Approval of requests for use of CTO shall be at the sole discretion of the department head, but once approved, cannot be changed unless an emergency situation arises.
(d) Maximum Accrual. No more than one-hundred (100) hours of CTO may be carried on the books at any time, except Fire Telecommunications Supervisors assigned to a 56-hour workweek who may not accrue CTO.

Any CTO balance in excess of forty (40) hours remaining at the end of the calendar year will automatically be paid to the employee. (e) Elimination of CTO for Fire Telecommunications Supervisors. Effective January 1, 2009, Fire Telecommunications Supervisors assigned to a 56- hour workweek shall no longer accrue or use CTO and shall be paid at their regular rate of pay for all accrued and unused CTO hours on or about January 7, 2009; provided, however, any Fire Telecommunications Supervisors having any approved leave request(s) for CTO for time off work through January 31, 2009, shall be permitted to use the approved CTO leave.

ATTACHMENT B 482

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SECTION 12. HOLIDAYS

12.1 Holidays Observed by the City: (Mid-Management/Supervisory Level) (a) Effective October 1, 2019, and upon approval by the City Council on its regular agenda in accordance with the Ralph M. Brown Act employees will receive the following holiday on full pay for each of the below listed holidays. Unless otherwise provided in this section, the City observes the following holidays on the dates indicated:

Observed Holiday
(1) January 1 New Year’s Day
(2) Third Monday in January Martin Luther King Jr’s., Birthday (3) Second Monday in February Lincoln’s Birthday
(4) Third Monday in February Washington’s Birthday
(5) March 31 (FLOATING) Cesar Chavez Day
(6) Last Monday in May Memorial Day
(7) July 4 Independence Day
(8) First Monday in September Labor Day
(9) Second Monday in October Columbus Day
(10) November 11 Veteran’s Day
(11) Fourth Thursday in November Thanksgiving
(12) The Friday after Thanksgiving
(13) December 25 Christmas Day
(14) Birthday Holiday

FLOATING Floating holiday must be used by December 31st of each year and does not carry forward into the subsequent year. There is no cash value for any unused floating holiday hours. Employees have not earned and cannot use the floating holiday hours until the actual holiday occurs (March 31st).

Birthday Holiday Leave. The department head, with due consideration for the wishes of the employee, may authorize the birthday holiday to be taken within sixty (60)ninety (90) calendar days afterbeginning on the day of the employee’s birthday.
(b) Police Telecommunications Supervisors assigned to shifts (phase days) shall receive, in addition to their normal compensation, one day’s pay for each of the holidays listed in section 12.1 (a) above, on which the ATTACHMENT B 483

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employee does not work, except for floating holiday(s). Such employees required to work a holiday on a hire-back basis, shall be compensated at time and one-half (1-½), in addition to their normal compensation and paid holiday. Such employees required to work a holiday on a regularly scheduled basis shall be compensated at time and one-half (1-½) overtime in addition to their normal compensation.
(c) Fire Telecommunications Supervisors assigned to a 56-hour workweek shall receive, in addition to their normal compensation, 12 hours pay for each of the holidays listed in section 12.1 (a) above. Fire Telecommunications Supervisors shall be compensated at the overtime rate for all time actually worked in excess of 12 hours on a holiday (excluding the floating holiday). Commencing June 30, 2016, this practice will end and Fire Telecommunications Supervisors shall be compensated at straight time for the full shift worked on a holiday, unless otherwise eligible for overtime pursuant to Ssection 11.1(b)(2).

12.2 For employees on a Monday through Friday workweek, if holidays fall on a Sunday, the following Monday shall be observed. If holidays fall on Saturday, the preceding Friday shall be observed.

12.3 In order to receive Holiday Pay the employee must be in a paid status the day before and the day after the holiday.

12.4 An employee who takes a holiday off on a normally scheduled work day will receive a regular work day worth of holiday pay at their regular rate of pay, and the holiday hours count as time worked for FLSA overtime calculation purposes. A holiday that falls on an employee’s normally scheduled day off will receive a regular work day worth of holiday pay at their regular rate of pay, however the holiday hours will not be counted as time worked. If an employee works on a holiday, the employee will receive a regular work day worth of holiday pay at their regular rate of pay, actual hours worked will be paid at the time and one half (1-½) and holiday hours will not be counted as time worked. If an employee works only partial hours on a holiday, partial holiday hours will be counted as time worked for FLSA overtime calculation purposes (up to the employee’s normal work day).

ATTACHMENT B 484

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SECTION 13. COMPENSATION AND ALLOWANCES OTHER THAN BASE SALARY

13.1 Retirement Contribution Supplement
(a) CalPERS Benefits for Employees hired on or before December 28, 2012 (Classic Tier 1).

Employee Contribution:

Effective August 1, 2011, employees hired on or before June 30, 2011, will pay seven percent (7%) of the Employer’s share towards the CalPERS benefit. This employee contribution will be made on a post-tax basis, unless the City obtains a ruling from the I.R.S. that these contributions can be made on a pre-tax basis.

Effective July 1, 2012, Classic employees will pay seven percent (7%) of the employee’s contribution towards the CalPERS benefit.

Benefit Formula:

The City's CalPERS retirement plan is modified to reflect two percent (2%) at age fifty-five (55), effective January 1993.

Optional Benefits:
 Military service credit pursuant to the provisions of P.E.R.S.

California Government Code Section 21024 and Section 21027, at the employee's expense, upon adoption by Stockton City Council and CalPERS Administration Board.

 P.E.R.S. California Government Code Section 20965 (Credit for Unused Sick Leave) as added CalPERS benefits, to be effective upon adoption by the Stockton City Council and CalPERS
Administration Board.

 P.E.R.S. California Government Code Section 21335 (up to five percent (5.0%) Annual Cost of Living Allowance Increase) as added ATTACHMENT B 485

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CalPERS benefits, to be effective upon adoption by the Stockton City Council and CalPERS Administration Board.
(b) CalPERS Benefits for Employees hired on or after December 29, 2012 Employees with Reciprocity (Classic Tier 2):

Employees hired on or after December 29, 2012, who had service under another CalPERS agency or public retirement system with reciprocity prior to January 1, 2013, and a break in service of less than 6 months and are considered classic employees by AB 340, shall be subject to the CalPERS pension formula of two percent (2%) at sixty (60) with no optional pension enhancements and the other provisions of the retirement tier they were hired under. Employees shall pay the employee’s statutory employee’s contribution for these benefits of seven percent (7%).

Employees without Reciprocity (PEPRA):

Employees hired on or after January 1, 2013, shall be subject to the AB340 statutory pension formula of two percent (2%) at sixty-two (62) with no optional pension enhancements and the other provisions of the retirement tier they were hired under. Employees shall pay fifty percent (50%) of the City normal cost rate for the two percent (2%) at sixty-two (62) as determined by CalPERS.
(c) The City will provide P.E.R.S. California Government Code Section 21574 (Fourth Level of 1959 Survivor Benefits) to employees in all CalPERS membership tiers.

13.2 Uniform Allowance
(a) Effective the pay period that includes JanuaryJuly 1, 20240, employees in the following classifications who are required to wear uniforms shall be paid an allowance of nine hundred fifty dollarsone thousand dollars ($9501,000.00) annually. Payable each pay period when an employee is in paid status.
(1) Fire Telecommunications Supervisor;
(2) Police Telecommunications Supervisor; and
(3) Supervising Police Records Assistant.
(b) Effective the pay period that includes JanuaryJuly 1, 20240, employees in the following classifications who are required to wear uniforms shall be ATTACHMENT B 486

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paid an annual uniform allowance of nine hundred and seventy-fiveone thousand twenty-five dollars ($975.001,025.00) annually. Payable each period when an employee is in a paid status.
(1) (1) Supervising Fire Prevention Inspector;
(2) Police Services Manager;
(3) / Animal Services Supervisor;
(24) Supervising Evidence Technician; and
(35) Property Room Supervisor.; and
(6) Senior Community Service Officer.
(c) Effective the pay period that includes January 1, 2020, eEmployees in the following classifications who are required to wear uniforms shall be paid an annual uniform allowance of nine hundred and seventy-five dollars ($975.00) annually. Payable each pay period when an employee is in a paid status.
(1) Senior Community Service Officer.
(e) Safety Protective Footwear Reimbursement. Effective July 1, 2024, Eemployees required to wear safety protective footwear in accordance with City Manager’s Administrative Directive HR-034, and approved for safety protective footwear reimbursement, the City will authorize safety protective footwear reimbursement in the amount of two hundred and fifty dollars ($2500.00) as needed and approved by the employee’s supervisor and department head. The list of classifications and or positions that are required to wear protective footwear is included in the Administrative Procedure and may be amended from time to time to reflect changes in the classifications required to purchase footwear.

13.3 Public Employees’ Retirement System (P.E.R.S.)
The City shall contribute an amount required by the Public Employees’ Retirement System (P.E.R.S.) to retain the present Retirement Program.

13.4 Deferred Compensation
The City will provide at no cost to the employee, deferred compensation as a supplement to voluntary deferred compensation plans, if any, for which the individual employee may be eligible.

13.5 Mileage Reimbursement for Private Vehicle Use
ATTACHMENT B 487

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Mid-Management/Supervisory Level employees who use their own vehicle on City business on a consistent and repetitive basis will be compensated at the current Internal Revenue Service (IRS) rate and in accordance with the City Manager's Administrative Directive., MAN-16, Section III. B.

13.6 Longevity Pay
(a) Effective August 1, 2011, longevity pay shall be eliminated. The City, however, shall grandfather employees who have completed twelve (12) continuous years of service with the City as of July 1, 2012, with one and one-half percent (1.-½ 5%) of the top salary step of the employee’s pay range to the employee as a professional growth.

13.7 Call Back Pay
(a) Supervisors only who are called back to work shall be compensated at least two (2) hours and forty-five (45) minutes pay at time and one half (1- ½-1/2) times his/hertheir hourly rate of pay or for all time actually worked at time and one half (1-½-1/2) times his/hertheir hourly rate of pay, if eligible for overtime as defined in Ssection 13.9 below, whichever is greater.
(b) To be eligible for call back pay, both of the following conditions must be met: 1) the call back must occur outside of the employee’s regular work hours including overtime, 2) the call back time worked must not be contiguous to the employee’s regular work hours including overtime and 3) an employee is ineligible to receive a premium for both standby and call back. For example, employees shall not receive standby pay for hours in which they are paid overtime or call back pay.

13.8 Standby Duty Pay
Supervisors only who are directed to remain on standby duty during their regular days off shall be paid $3.00 per hour while assigned to be on standby. Each employee so assigned to "standby" is required to carry a mobile phone or other agreed upon communication device while on standby. Employees on Standby shall respond to calls received as soon as they receive them but in no case longer than 30 minutes and shall be able to report to the work site within forty-five (45) minutes. Employees on Standby shall ensure that they available and able to return to work to perform their assigned duties. An employee shall earn time and one-half (1-½1/2) for all actual time worked while on standby duty status only if eligible for overtime as defined in Ssection 15.4 above. An employee shall not ATTACHMENT B 488

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continue to receive the “standby” premium during actual time worked, or for any hours paid as overtime or call back. Standby shall not be considered as time in “paid status because of work performed” for purposes of calculating overtime.

Standby will be assigned based on departmental policy. The City agrees to develop department policies by January 1, 2015 and parties agree to meet by March 1, 2015 to discuss the policy adopted by each department.

13.9 Bilingual Pay
Effective July 1, 2024, Jjob positions determined by the dDepartment hHead requiring bilingual translation skills shall receive a stipend amount of one hundred and sixty dollars ($1640.00) per month for verbal translation skills, or two hundred and twenty dollars ($2200.00) per month for verbal and written translation skills upon testing and certification by the Human Resources Department.

13.11 CalPERS Reportability
The City makes no representation as to whether any of the compensation or payments in this MOU are subject to CalPERS service credit or pensionable income. Any determination by CalPERS to not fully credit the compensation and/or service time provided under this MOU is outside of the City’s control.

13.12 “Y” Rate
When an employee’s classification is changed to a lower paid classification as the result of a classification study or other personnel action, the employee may be placed on a “Y” rate. A “Y” rate means that the monthly compensation for the employee will remain in effect until such time as further changes in the pay range of the new classification exceeds the “Y” rate.

ATTACHMENT B 489

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SECTION 14. INSURANCE PLANS

14.0 Reopener Clause for Health Insurance
The Association agrees at the City’s request, to meet and confer on any changes that are within the mandatory scope of bargaining in any City proposals related to its City sponsored medical plans that may be related to the implementation of the Affordable Care Act (ACA).

The City agrees at B&C’sthe Association’s request to meet and confer regarding employer benefits and premium contributions should medical/dental/vision insurance premiums for employee-only, employee plus one dependent, or employee plus family increase by more than four percent (4%) in any one plan year.

14.1 Health and Welfare Benefits
(a) Choice of Health Plans. Employees in this bargaining unit shall have a choice of enrolling themselves and their eligible dependents in any of the City sponsored medical, dental, and vision plans. Each plan shall offer an Eemployee only, Eemployee plus Oone(1) and Eemployee plus two (2) or more dependents coverage. The City shall offer two (2) or more medical plans to regular status employees.
(b) Eligibility. Employees shall become eligible for Mmedical, Ddental, and Vvision insurance on the first day of the month following date of hire. An eligible employee and eligible dependent may be enrolled in a City offered medical plan either as a subscriber in a City offered medical plan or, as the dependent spouse/registered domestic partner of another eligible City employee, but not both. If an employee is also eligible to cover their dependent child, the child will be allowed to enroll as a dependent on only one (1) employee plan (i.e., an employee and his or hertheir dependent cannot be covered by more than one (1) City-offered health plan). (c) City Contribution towards the cost of insurance programs. 1) Effective October 1, 2019July 1, 2023, the City will contribute:
 Up to $657.00$711.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan
coverage.

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 Up to $1,192.00$1,290.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
 Up to $1,588.00$1,719.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents medical /dental/vision plan coverage.

Any retroactive portion of these increases shall be processed and paid as soon as administratively possible following adoption of this agreement by the City Council.
2) Effective July 1, 20202024, the City shall contribute the following:
 Up to $670.00$725.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan
coverage.
 Up to $1,216.00$1,316.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
 Up to $1,620.00$1,753.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents medical/dental/vision plan coverage.
3) Effective July 1, 20212025, the City shall contribute the following:
 Up to $683.00$740.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan
coverage.
 Up to $1,240.00$1,342.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
 Up to $1,652.00$1,788.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents medical/dental/vision plan coverage.
4) Effective July 1, 2022, City shall contribute the following:

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 Up to $697.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage.
 Up to $1,265.00 per month toward the cost of the monthly premium for employee plus one (1) dependent medical/dental/vision plan coverage
 Up to $1,685.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents medical/dental/ vision plan coverage.

These contributions are based on full-time employment; regular part-time employees shall receive a prorated contribution based on their percentage of full-time employment. Insurance plan premiums that exceed the City’s monthly contribution shall be paid by the employee through payroll deductions. The City shall maintain its IRS 125 Plan to allow for employee contributions for medical/visions/dental/vision to be pre-tax premium conversion.
(d) Plan Rules. Employees may insure themselves and their eligible dependents under the medical, dental, and vision and dental plans provided by the City, in accordance with the rules and regulations applicable to the selected Plan. Benefits in the Plan shall be in accordance with the Plan document.
(e) The City agreed to make Medicare contributions for employees hired in 1985 to 1986 who are not currently covered by Medicare, provided that such payments shall be on a going forward basis only, and such unit members shall be required to pay the employee matching contribution to Medicare. The City entered into a Section 218 Medicare-Only Agreement with the Social Security Administration for this purpose, with an effective date of August 1, 2014.

14.2 Group Life Insurance Coverage
Effective July 1, 2012, tThe City shall provide employees, at no cost to the employee, term life insurance policy with a value of fifty thousand dollars ($50,000). In addition, employees shall have the opportunity to purchase additional voluntary life through their union or through the City’s IRS 125 plan vendor.

14.3 Long Term Disability Insurance Coverage
ATTACHMENT B 492

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 45
Mid-Management/Supervisory Level employees will receive long term disability insurance coverage. Plan benefits shall be as describe in the Plan document, but shall include:
(a) Each disability -– approximately sixty-six and two-thirds (66⅔) 2/3% of salary up to the maximum salary replacement amount as specified in the City’s long term disability plan.
(b) Disability income payments will commence after a ninety (90) -day waiting period and exhaustion of sick leave accruals.
(c) Benefit payable until age sixty-five (65).
(d) The City shall continue its normal contribution for employee medical premiums during the ninety (90) days waiting period.

14.4 State Disability Insurance
The Association memberships participates in SDI at the employee’s expense.

The City agrees to coordinate SDI benefits with other benefits.

ATTACHMENT B 493

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 46
SECTION 15. SALARY PLAN
For a current Salary Schedule, please check the Human Resources website at www.stocktongov.com.

15.1 Salary Adjustments
a. Effective October 1, 2019, employees will receive a two percent (2%) cost of living adjustment (COLA) to base pay. Any retroactive portion of the increase shall be processed and paid as soon as administratively possible following adoption of this agreement by the City Council. b.a. Effective July 1, 20230, employees will receive a four percent (42%) Cost of Living Adjustment (COLA) to base pay.
c.b. Effective July 1, 20241, employees will receive a three percent (32%) COLA to base pay.
c. Effective July 1, 20252, employees will receive a three percent (32%) COLA to base pay.
d. Market adjustments will be provided in year two (2) and year three (3) of the contract as follows:
a. First, the total three (3) year COLA shall be deducted from the “median” position in the market.
b. Effective July 1, 2024, classifications will receive a market adjustment of no more than seven percent (7%) as outlined in Appendix A.
c. Finally, effective July 1, 2025, classifications will receive the remaining percentage to bring the classification to the median of the market as outlined in Appendix A.
e. Lump Sum Payment.
1) Each employee who is employed in the bargaining unit as of July 1, 2024 will receive a two thousand ($2,000) lump sum nonpensionable bonus (subject to all applicable withholdings) to be paid by the second scheduled payday in the same month.

ATTACHMENT B 494

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 47
d.2) Each employee who is employed in the bargaining unit as of July 1, 2025 will receive a two thousand ($2,000) lump sum nonpensionable bonus (subject to all applicable withholdings) to be paid by the second scheduled payday in the same month.

The classifications listed in Appendix B will receive market salary adjustments throughout the term of this contract, according to the updated salary schedules listed in Appendix B.

15.2 Salary Equivalents
Any monthly, daily or hourly rate of pay may be converted into any equivalent rate of pay or to any other time base when such a conversion is appropriate. In determining equivalent amounts on different time basis, the City shall provide tables or the regulations for the calculation of payment for service of less than full-time, and for use in converting monthly salaries to hourly rates, as well as for calculating hourly rates.

15.3 Salary Step after Military Leave
All employees who have been granted military leave shall, upon their return to the City service, be entitled to the automatic salary advancements within the range scale of the established wage schedule of their classifications for the period they were in the military service.

15.4 Salary Step when Salary Range is Increased
Whenever the monthly schedule of compensation for a class is revised, each incumbent in a position to which the revised schedule applies shall be entitled to the step in the revised range which corresponds to the employee's step held in the previous range, unless otherwise specifically provided by the Director of Human Resources.

15.5 Salary Step after Promotion or Demotion
When an employee is promoted from a position in one rank to a position in a higher rank and at the time of promotion is receiving a salary equal to, or greater than, the minimum rate for the higher rank, that employee shall be entitled to a step in the range of the higher rank which is at least five percent (5%) above the employee’s current base salary, except that the next step shall not exceed the maximum salary of the higher rank. Add pays are not included in the calculation ATTACHMENT B 495

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 48
of base salary for purposes of this section. When an employee is promoted into another bargaining unit, the new bargaining unit’s salary on promotion rules shall apply. When an employee is demoted, whether such demotion is voluntary or otherwise, that employee's compensation shall be adjusted to the salary prescribed for the class to which demoted.

15.6 Salary On Reinstatement
If a former employee is reinstated in the same position previously held or to one carrying a similar salary range, his/hertheir salary shall not be higher than his/hertheir salary at the time of his/herthe employee’s separation unless there has been an increase within the salary range.

15.7 Acting Pay
An employee who is assigned in writing to work in a higher paid classification and who performs a majority of the duties of that higher position after five (5) days, shall receive the rate of pay in a step of the higher classification which would have been received if the employee had been promoted into that classification.

The increased rate of pay will commence with the first day of the assignment; however, to qualify the employee must meet the above conditions before being eligible for Acting Pay.

15.8 Temporary Upgrade Pay
Employees who are assigned to temporarily perform the duties of other employees of a higher-- level classification shall receive the hourly or daily rate of the higher classification to which they are temporarily upgraded. To be eligible for temporary upgrade pay, the employee must perform the full scope of duties of the higher classification and must not perform any of the duties of their own job classification while working in the higher- level classification.

15.9 Pay Equity Adjustments
The City recognizes that there may be a need for special salary adjustments for selected classifications as a result of recruitment problems, reclassifications, and/or organizational changes. The City, in its sole discretion, may make such adjustments, but agrees to discuss them with the Association.

15.10 Special Assignment Pay
The department head and with the concurrence of the Director of Human ATTACHMENT B 496

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 49
Resources may approve additional compensation in an amount not to exceed one additional salary step when an employee is assigned to perform additional duties and responsibilities for the duration of the special assignment.

15.11 Emergency Medical Services (EMS) Dispatcher Accreditation Pay (a) The City and the Association acknowledge that California Health and Safety Code sSection 1797.220 directs the local emergency medical services (EMS) agency to establish policies and procedures to assure medical control of the emergency medical system.
(b) The City and the Association acknowledge that as of July 1, 2008, the San Joaquin County EMS Agency requires all employees of agencies providing emergency medical dispatch (EMD) services to possess and maintain accreditation through San Joaquin County, to include compliance with EMS Agency and National Academies of Emergency Dispatch (NAED) policies, procedures, protocol, and standards. Fire Telecommunications Supervisors are among those employees represented by the Association who must acquire and maintain accreditation by the San Joaquin County EMS Agency as a condition of providing EMD services for the City.
(c) The City and the Association acknowledge that in the event the San Joaquin County EMS Agency rescinds the certification of any bargaining unit employee as a result of any dispute arising from the exercise of the power set forth in San Joaquin County EMS Agency Policy No. 2101 (or any successor or similar policy), the City will make every effort, insofar as practicable and fiscally responsible, to employ such persons in positions for which such employees are qualified or may become qualified within a reasonable period of time and that do not require accreditation by the San Joaquin County EMS Agency.
(d) Emergency Medical Services (EMS) Dispatcher Accreditation Pay.

Effective January 1, 2009, the City shall compensate all Fire Telecommunications Supervisors who are accredited as San Joaquin County Emergency Medical Services Dispatchers an additional onehundred seventy- five dollars ($175) per month. If the employee fails to maintain the accreditation or if the accreditation is no longer required for the position, payment of the stipend shall cease.
(e) Continuing Education for Emergency Medical Dispatchers. The City shall provide to Fire Telecommunications Supervisors all necessary EMD ATTACHMENT B 497

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 50
continuing education during normal working hours and at no cost to the employee. However, employees who do not participate in the EMD training offered by the City during normal working hours shall be responsible to complete the necessary continuing education on their own time without additional compensation; provided, however, that all necessary ride-along hours shall be compensated as time worked.

15.12 Salary Step Increase
Salary step increase will be effective the first day of the pay period following appointment or revision. If the date or revision is the first day of a pay period, salary step increases will be as of that date.

15.13 Bi-Weekly Pay Period
The City and the Association agree to move to bi-weekly pay as soon as it is administratively possible within the City. The parties understand that this may not be administratively possible until the City implements a new payroll system.

15.14 Salary Step Plan
Salary ranges for bargaining unit classifications will consist of six (6) salary steps in each range.
(a) The second step will be paid upon the satisfactory completion of the probationary period.
(b) The third step will be paid upon the satisfactory completion of one (1) year of service at the second step.
(c) The fourth step will be paid upon the satisfactory completion of one (1) year of service at the third step.
(d) The fifth step will be paid upon the satisfactory completion of one (1) year of service at the fourth step.
(e) The sixth step will be paid upon the satisfactory completion of one (1) year of service at the fifth step.

Regardless of an employee’s length of service, step advancements in any given class may be made upon recommendation of the department head with the approval of the Director of Human Resources, but not above Step 6 for a given range.

ATTACHMENT B 498

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 51
ATTACHMENT B 499

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 52
SECTION 16. SEVERABILITY OF PROVISIONS
In the event that any provisions of this Memorandum of Understanding MOU are declared by the court of competent jurisdiction to be illegal or unenforceable, that provision of the Memorandum of Understanding MOU shall be null and void but such nullification shall not affect any other provisions of this Memorandum of Understanding MOU, all of which other provisions shall remain in full force and effect.

SECTION 17. PAST PRACTICES AND EXISTING MEMORANDA

OF UNDERSTANDING
Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the City Council is not guaranteed by this Memorandum of UnderstandingMOU.

SECTION 18. SCOPE OF AGREEMENT
Except as otherwise specifically provided herein, this Memorandum of UnderstandingMOU fully and completely incorporates the understanding of the parties hereto and constitutes the sole and entire agreement between the parties on any and all matters subject to meeting and conferring. Neither party shall, during the term of this Memorandum of Understanding MOU, demand any change therein nor shall either party be required to negotiate with respect to any matter; provided that nothing herein shall prohibit the parties from changing the terms of this Memorandum of Understanding MOU by mutual agreement.

SECTION 19. DURATION OF AGREEMENT
All provisions of this Memorandum of Understanding MOU shall be effective July 1, 20192023 shall remain in full force and effect to and including the 30th day of June, 20232026, and shall continue thereafter from year to year unless at least sixty (60) days prior to the expiration date of June 30, 20232026, either party shall file written notice with the other of its desire to amend, modify, or terminate this Memorandum of Understanding MOU.

ATTACHMENT B 500

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 53
SECTION 20. MAINTENANCE OF OPERATIONS/CITY RIGHTS
(a) It is recognized that the need for continued and uninterrupted operation of City services is of paramount importance. Therefore, the Association and each employee represented thereby agrees that from 12:01 a.m. of July 1June 30, 2019 2023, through and inclusive of June 30, 2026 2023 the Association or any person acting in its behalf, or each employee in a classification represented by the Association shall not cause, authorize, engage in, encourage, or sanction a work stoppage, slowdown, refusal to operate designated equipment (provided such equipment is safe and sound), or picketing other than informational picketing, against the City or the individual or concerted failure to report for duty or abstinence from the full and faithful performance of the duties of employment, including compliance with the request of another labor organization or bargaining unit to engage in such activity in an attempt to induce a change in wages, hours and other terms and conditions of employment.
(b) An employee shall not be entitled to any wages or City paid benefits whatsoever if the City Council, by majority vote, determines to its satisfaction, that the employee is, or has, engaged in any activity prohibited by subsection (a) of this Ssection. The City may take other action, which it deems appropriate.
(c) If the City Council, by majority vote, determines to its satisfaction, that subsection (a) of this Ssection has been violated by the Association, the City may take such remedial action, as it deems appropriate. (d) The Association recognizes the duty and obligation of its representatives and members to comply with the provisions toward inducing all employees in this unit to fully and faithfully perform their duties. In the event of any activity prohibited by subsection (a) hereinabove, the Association agrees to take supererogatory steps necessary to assure compliance with this Memorandum of Understanding-MOU.
(e) The rights of the City as set forth in Ssection 5 of Resolution No. 32,538, dated August 4, 1975, are incorporated herein by reference.

ATTACHMENT B 501

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 54
SECTION 21. BANKRUPTCY
Mid-Management/Supervisory Level (“B&C”) defined for the purposes of this section as including without limitation: B&C’s members, bargaining unit members, officials, attorneys and affiliates) agrees that this MOU shall supersede the terms of all prior MOUs, side letters, and any other agreements between the parties as to the subjects covered herein. By voluntarily entering into this MOU, B&C agrees that this MOU shall supersede and modify the MOU between the parties dated January 1, 2009 through June 30, 2014, and all provisions of such MOU, including any increases or modifications that would have been due under the previous MOU, and that B&C voluntarily accepts the City’s unilaterally-adopted changes to compensation and benefits resulting from the February 2012 Emergency Declaration.

B&C further agrees that it will not oppose the City’s eligibility for chapter 9 relief. B&C agrees to support any plan of adjustment the provisions of which, as to B&C, are consistent with this MOU.

ATTACHMENT B 502

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 55
IN WITNESS WHEREOF this Memorandum of Understanding was ratified by a membership vote of the Association on ________________, 2019, and by an affirmative vote of the Stockton City Council on _________________, 2019. The parties hereto have executed this Memorandum of Understanding this _________day of _____________, 2019.

MID-MANAGEMENT/SUPERVISORY LEVEL
UNIT

CITY OF STOCKTON
By: _______________________

ALMAROSA VARGAS FAWAL
President
APPROVED AS TO FORM:

By: _______________________

LAURIE MONTESHARRY BLACK
Interim City Manager
Approved as to form:

Goyette & Associates, Inc.

By: _______________________

KIM GILLINGHAM
Labor Representative for Association
By: _______________________

ROBERT BONNER ROSEMARY RIVAS
Director of Human Resources
By:________________________
Dania Torres-WongBURKE DUNPHY
Negotiator for the City

Approved as to form:

John LuebberkeLori Asuncion, City Attorney
By: _______________________

MARCI ARREDONDO
Deputy Assistant City Attorney
ATTACHMENT B 503

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 56

APPENDIX A - LIST OF JOB CLASSIFICATIONS

RECLASSIFIED AS FLSA EXEMPT
Job Classification Title Job Classification Title
Arborist   Senior Golf Course Supervisor
Architect   Senior Parks Supervisor
Assistant City Traffic Engineer   Senior Planner
Associate Civil Engineer   Supervising Accountant
Associate Engineer   Supervising Librarian
Associate Engineer/Mechanical   Supervising Plan Checker/Structural Engineer Associate Engineer/Traffic   Supervising Real Property Agent Associate Mechanical Engineer   Supervisory Control & Data Acquisition/Computerized Maintenance
Management System Program Manager
Associate Traffic Engineer   Technology Systems Supervisor Budget Analyst II   Tree Maintenance Supervisor
Code Enforcement Field Manager   Senior Economic Development Analyst Computer Operations & Maintenance Supervisor
Craft Maintenance Supervisor
Deputy Building Official
Financial Services Supervisor
Fleet Manager
Geographic Information Systems Administrator
Geographic Information Systems Supervisor
Housing Program Supervisor
Library Division Manager
Micro‐Computer Section Supervisor
Network Support Services Supervisor
Park Facility Planner
Plan Check Engineer
Program Manager I
Program Manager II
Quality Improvement Coordinator
Risk/Loss Control Officer
Senior Administrative Analyst
Senior Buyer
Senior Civil Engineer
ATTACHMENT B 504

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 57
APPENDIX AB – COMPENSATION MARKET ADJUSTMENTS
YEAR 1‐ EFF. 10/1/19 (NOTE THAT ANY RETROACTIVE PORTION OF THIS INCREASE SHALL BE PROCESSED AND PAID AS SOON AS ADMINISTRATIVELY POSSIBLE FOLLOWING ADOPTION OF THIS AGREEMENT BY THE CITY COUNCIL; YEAR 2‐ EFF. 7/1/20; YEAR 3‐ EFF. 7/1/21; YEAR 4‐ EFF. 7/1/22 STEPS
1 2 3 4 5 6
ENGINEERING SERVICES MANAGER 9,141.33 9,609.56 10,101.49 10,619.37 11,163.20

11,727.34
COLA YEAR 1 (2%)

182.83

192.19

202.03

212.39

223.26

234.55
MA YEAR 1 (5.22%)

477.18

501.62

527.30

554.33

582.72

612.17
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 9,801.33 10,303.37 10,830.82 11,386.09 11,969.18

12,574.05
COLA YEAR 2 (2%)

196.03

206.07

216.62

227.72

239.38

251.48
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 9,997.36 10,509.44 11,047.43 11,613.81 12,208.57

12,825.54
COLA YEAR 3 (2%)

199.95

210.19

220.95

232.28

244.17

256.51
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 10,197.31 10,719.63 11,268.38 11,846.09 12,452.74

13,082.05
COLA YEAR 4 (2%)

203.95

214.39

225.37

236.92

249.05

261.64
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐ ‐ YEAR 4 ‐ WITH COLA 10,401.25 10,934.02 11,493.75 12,083.01 12,701.79

13,343.69

PRINCIPAL CIVIL ENGINEER 8,576.33 9,016.09 9,478.27 9,964.02 10,474.45

11,011.80
COLA YEAR 1 (2%)

171.53

180.32

189.57

199.28

209.49

220.24
MA YEAR 1 (5.22%)

447.68

470.64

494.77

520.12

546.77

574.82
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 9,195.54 9,667.05 10,162.60 10,683.42 11,230.71

11,806.85
COLA YEAR 2 (2%)

183.91

193.34

203.25

213.67

224.61

236.14
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 9,379.45 9,860.39 10,365.85 10,897.09 11,455.32

12,042.99
COLA YEAR 3 (2%)
ATTACHMENT B 505

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 58
187.59 197.21 207.32 217.94 229.11 240.86
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 9,567.04 10,057.60 10,573.17 11,115.03 11,684.43

12,283.85
COLA YEAR 4 (2%)

191.34

201.15

211.46

222.30

233.69

245.68
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 9,758.38 10,258.75 10,784.63 11,337.33 11,918.11

12,529.53

DEPUTY COMMUNITY DEVELOPMENT
DIRECTOR/PLANNING & ENGINEERING 9,514.36 10,001.80 10,514.08 11,053.44 11,615.36

12,212.26
COLA YEAR 1 (2%)

190.29

200.04

210.28

221.07

232.31

244.25
MA YEAR 1 (0.29%) 27.59 29.01 30.49 32.05 33.68

35.42 YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 9,732.24 10,230.84 10,754.85 11,306.56 11,881.35

12,491.92
COLA YEAR 2 (2%)

194.64

204.62

215.10

226.13

237.63

249.84
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 9,926.88 10,435.46 10,969.95 11,532.70 12,118.98

12,741.76
COLA YEAR 3 (2%)

198.54

208.71

219.40

230.65

242.38

254.84
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 10,125.42 10,644.17 11,189.35 11,763.35 12,361.36

12,996.59
COLA YEAR 4 (2%)

202.51

212.88

223.79

235.27

247.23

259.93
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 10,327.93 10,857.05 11,413.14 11,998.62 12,608.59

13,256.53

POLICE SERVICES MANAGER 7,459.37 7,842.16 8,244.50 8,666.38 9,110.10

9,577.97
COLA YEAR 1 (2%)

149.19

156.84

164.89

173.33

182.20

191.56
MA YEAR 1 (1.67%)

124.57

130.96

137.68

144.73

152.14

159.95
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 7,733.13 8,129.97 8,547.07 8,984.44 9,444.44

9,929.48
COLA YEAR 2 (2%)

154.66

162.60

170.94

179.69

188.89

198.59
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 7,887.79 8,292.57 8,718.01 9,164.12 9,633.33 10,128.07 ATTACHMENT B 506

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 59
COLA YEAR 3 (2%)

157.76

165.85

174.36

183.28

192.67

202.56
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 8,045.55 8,458.42 8,892.37 9,347.41 9,826.00

10,330.63
COLA YEAR 4 (2%)

160.91

169.17

177.85

186.95

196.52

206.61
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 8,206.46 8,627.59 9,070.22 9,534.36 10,022.52

10,537.25

ASSISTANT CITY TRAFFIC ENGINEER 7,728.32 8,124.33 8,540.32 8,978.48 9,437.71

9,921.36
COLA YEAR 1 (2%)

154.57

162.49

170.81

179.57

188.75

198.43
MA YEAR 1 (5.22%)

403.42

424.09

445.80

468.68

492.65

517.89
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 8,286.30 8,710.91 9,156.93 9,626.73 10,119.11

10,637.68
COLA YEAR 2 (2%)

165.73

174.22

183.14

192.53

202.38

212.75
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 8,452.03 8,885.12 9,340.07 9,819.26 10,321.49

10,850.44
COLA YEAR 3 (2%)

169.04

177.70

186.80

196.39

206.43

217.01
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 8,621.07 9,062.83 9,526.87 10,015.65 10,527.92

11,067.44
COLA YEAR 4 (2%)

172.42

181.26

190.54

200.31

210.56

221.35
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 8,793.49 9,244.08 9,717.41 10,215.96 10,738.48

11,288.79

ASSOCIATE CIVIL ENGINEER 6,896.52 7,250.04 7,621.30 8,011.40 8,422.55

8,853.65
COLA YEAR 1 (2%)

137.93

145.00

152.43

160.23

168.45

177.07
MA YEAR 1 (5.22%)

360.00

378.45

397.83

418.20

439.66

462.16
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 7,394.45 7,773.49 8,171.56 8,589.82 9,030.66

9,492.88
COLA YEAR 2 (2%)

147.89

155.47

163.43

171.80

180.61

189.86
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 7,542.34 7,928.96 8,334.99 8,761.62 9,211.27 9,682.74 ATTACHMENT B 507

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 60
COLA YEAR 3 (2%)

150.85

158.58

166.70

175.23

184.23

193.65
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 7,693.18 8,087.54 8,501.69 8,936.85 9,395.50 9,876.40 COLA YEAR 4 (2%)

153.86

161.75

170.03

178.74

187.91

197.53
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,847.05 8,249.29 8,671.72 9,115.59 9,583.41

10,073.92

ASSOCIATE ENGINEER 6,214.95 6,534.13 6,868.81 7,220.13 7,590.27

7,979.26
COLA YEAR 1 (2%)

124.30

130.68

137.38

144.40

151.81

159.59
MA YEAR 1 (5.22%)

324.42

341.08

358.55

376.89

396.21

416.52
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 6,663.67 7,005.89 7,364.74 7,741.42 8,138.29

8,555.36
COLA YEAR 2 (2%)

133.27

140.12

147.29

154.83

162.77

171.11
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 6,796.94 7,146.01 7,512.03 7,896.25 8,301.05

8,726.47
COLA YEAR 3 (2%)

135.94

142.92

150.24

157.93

166.02

174.53
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 6,932.88 7,288.93 7,662.27 8,054.18 8,467.07

8,901.00
COLA YEAR 4 (2%)

138.66

145.78

153.25

161.08

169.34

178.02
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,071.54 7,434.71 7,815.52 8,215.26 8,636.42

9,079.02

ASSOCIATE ENGINEER/MECHANICAL 6,214.95 6,534.13 6,868.81 7,220.13 7,590.27

7,979.26
COLA YEAR 1 (2%)

124.30

130.68

137.38

144.40

151.81

159.59
MA YEAR 1 (5.22%)

324.42

341.08

358.55

376.89

396.21

416.52
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 6,663.67 7,005.89 7,364.74 7,741.42 8,138.29

8,555.36
COLA YEAR 2 (2%)

133.27

140.12

147.29

154.83

162.77

171.11
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 6,796.94 7,146.01 7,512.03 7,896.25 8,301.05

8,726.47
ATTACHMENT B 508

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 61
COLA YEAR 3 (2%)

135.94

142.92

150.24

157.93

166.02

174.53
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 6,932.88 7,288.93 7,662.27 8,054.18 8,467.07

8,901.00
COLA YEAR 4 (2%)

138.66

145.78

153.25

161.08

169.34

178.02
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,071.54 7,434.71 7,815.52 8,215.26 8,636.42

9,079.02

ASSOCIATE ENGINEER/TRAFFIC 6,214.95 6,534.13 6,868.81 7,220.13 7,590.27

7,979.26
COLA YEAR 1 (2%)

124.30

130.68

137.38

144.40

151.81

159.59
MA YEAR 1 (5.22%)

324.42

341.08

358.55

376.89

396.21

416.52
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 6,663.67 7,005.89 7,364.74 7,741.42 8,138.29

8,555.36
COLA YEAR 2 (2%)

133.27

140.12

147.29

154.83

162.77

171.11
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 6,796.94 7,146.01 7,512.03 7,896.25 8,301.05

8,726.47
COLA YEAR 3 (2%)

135.94

142.92

150.24

157.93

166.02

174.53
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 6,932.88 7,288.93 7,662.27 8,054.18 8,467.07 8,901.00 COLA YEAR 4 (2%)

138.66

145.78

153.25

161.08

169.34

178.02
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,071.54 7,434.71 7,815.52 8,215.26 8,636.42

9,079.02

ASSOCIATE MECHANICAL ENGINEER 6,896.52 7,250.04 7,621.30 8,011.40 8,422.55

8,853.65
COLA YEAR 1 (2%)

137.93

145.00

152.43

160.23

168.45

177.07
MA YEAR 1 (5.22%)

360.00

378.45

397.83

418.20

439.66

462.16
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 7,394.45 7,773.49 8,171.56 8,589.82 9,030.66

9,492.88
COLA YEAR 2 (2%)

147.89

155.47

163.43

171.80

180.61

189.86
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 7,542.34 7,928.96 8,334.99 8,761.62 9,211.27

9,682.74
ATTACHMENT B 509

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 62
COLA YEAR 3 (2%)

150.85

158.58

166.70

175.23

184.23

193.65
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 7,693.18 8,087.54 8,501.69 8,936.85 9,395.50

9,876.40
COLA YEAR 4 (2%)

153.86

161.75

170.03

178.74

187.91

197.53
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,847.05 8,249.29 8,671.72 9,115.59 9,583.41

10,073.92

ASSOCIATE TRAFFIC ENGINEER 6,896.52 7,250.04 7,621.30 8,011.40 8,422.55

8,853.65
COLA YEAR 1 (2%)

137.93

145.00

152.43

160.23

168.45

177.07
MA YEAR 1 (5.22%)

360.00

378.45

397.83

418.20

439.66

462.16
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 7,394.45 7,773.49 8,171.56 8,589.82 9,030.66

9,492.88
COLA YEAR 2 (2%)

147.89

155.47

163.43

171.80

180.61

189.86
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 7,542.34 7,928.96 8,334.99 8,761.62 9,211.27

9,682.74
COLA YEAR 3 (2%)

150.85

158.58

166.70

175.23

184.23

193.65
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 7,693.18 8,087.54 8,501.69 8,936.85 9,395.50 9,876.40 COLA YEAR 4 (2%)

153.86

161.75

170.03

178.74

187.91

197.53
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,847.05 8,249.29 8,671.72 9,115.59 9,583.41

10,073.92

CODE ENFORCEMENT FIELD MANAGER 7,017.08 7,376.36 7,754.85 8,152.59 8,569.52

9,008.65
COLA YEAR 1 (2%)

140.34

147.53

155.10

163.05

171.39

180.17
MA YEAR 1 (2.52%)

176.83

185.88

195.42

205.45

215.95

227.02
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 7,334.25 7,709.77 8,105.37 8,521.09 8,956.86

9,415.84
COLA YEAR 2 (2%)

146.69

154.20

162.11

170.42

179.14

188.32
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 7,480.94 7,863.97 8,267.48 8,691.51 9,136.00

9,604.16
ATTACHMENT B 510

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 63
COLA YEAR 3 (2%)

149.62

157.28

165.35

173.83

182.72

192.08
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐ ‐ YEAR 3 ‐ WITH COLA 7,630.56 8,021.25 8,432.83 8,865.34 9,318.72

9,796.24
COLA YEAR 4 (2%)

152.61

160.42

168.66

177.31

186.37

195.92
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,783.17 8,181.67 8,601.48 9,042.65 9,505.09

9,992.17

DEPUTY BUILDING OFFICIAL 7,888.22 8,292.81 8,717.38 9,164.31 9,633.58

10,127.54
COLA YEAR 1 (2%)

157.76

165.86

174.35

183.29

192.67

202.55
MA YEAR 1 (2.25%)

177.48

186.59

196.14

206.20

216.76

227.87
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 8,223.47 8,645.25 9,087.87 9,553.79 10,043.01

10,557.96
COLA YEAR 2 (2%)

164.47

172.91

181.76

191.08

200.86

211.16
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 8,387.94 8,818.16 9,269.63 9,744.87 10,243.87

10,769.12
COLA YEAR 3 (2%)

167.76

176.36

185.39

194.90

204.88

215.38
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐ ‐ YEAR 3 ‐ WITH COLA 8,555.70 8,994.52 9,455.02 9,939.77 10,448.74

10,984.50
COLA YEAR 4 (2%)

171.11

179.89

189.10

198.80

208.97

219.69
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 8,726.81 9,174.41 9,644.12 10,138.56 10,657.72

11,204.19

INFORMATION TECHNOLOGY SUPERVISOR 6,980.61 7,338.71 7,714.35 8,110.02 8,524.48

8,961.46
COLA YEAR 1 (2%)

139.61

146.77

154.29

162.20

170.49

179.23
MA YEAR 1 (3.13%)

218.49

229.70

241.46

253.84

266.82

280.49
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 7,338.72 7,715.19 8,110.10 8,526.06 8,961.79

9,421.18
COLA YEAR 2 (2%)

146.77

154.30

162.20

170.52

179.24

188.42
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 7,485.49 7,869.49 8,272.30 8,696.59 9,141.02

9,609.61
ATTACHMENT B 511

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 64
COLA YEAR 3 (2%)

149.71

157.39

165.45

173.93

182.82

192.19
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 7,635.20 8,026.88 8,437.74 8,870.52 9,323.84

9,801.80
COLA YEAR 4 (2%)

152.70

160.54

168.75

177.41

186.48

196.04
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,787.90 8,187.42 8,606.50 9,047.93 9,510.32

9,997.83

PAYROLL SUPERVISOR 5,398.44 5,682.57 5,981.65 6,296.48 6,627.88

6,976.71
COLA YEAR 1 (2%)

107.97

113.65

119.63

125.93

132.56

139.53
MA YEAR 1 (7.63%)

411.90

433.58

456.40

480.42

505.71

532.32
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 5,918.31 6,229.80 6,557.68 6,902.83 7,266.14

7,648.57
COLA YEAR 2 (2%)

118.37

124.60

131.15

138.06

145.32

152.97
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 6,036.68 6,354.40 6,688.84 7,040.89 7,411.47

7,801.54
COLA YEAR 3 (2%)

120.73

127.09

133.78

140.82

148.23

156.03
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐ ‐ YEAR 3 ‐ WITH COLA 6,157.41 6,481.49 6,822.61 7,181.71 7,559.70

7,957.57
COLA YEAR 4 (2%)

123.15

129.63

136.45

143.63

151.19

159.15
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 6,280.56 6,611.12 6,959.07 7,325.34 7,710.89

8,116.72

PLAN CHECK ENGINEER 6,888.89 7,241.90 7,613.31 8,003.11 8,412.46

8,843.66
COLA YEAR 1 (2%)

137.78

144.84

152.27

160.06

168.25

176.87
MA YEAR 1 (3.6%)

248.00

260.71

274.08

288.11

302.85

318.37
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 7,274.67 7,647.45 8,039.66 8,451.28 8,883.56

9,338.90
COLA YEAR 2 (2%)

145.49

152.95

160.79

169.03

177.67

186.78
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 7,420.16 7,800.40 8,200.45 8,620.31 9,061.23

9,525.68
ATTACHMENT B 512

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 65
COLA YEAR 3 (2%)

148.40

156.01

164.01

172.41

181.22

190.51
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 7,568.56 7,956.40 8,364.46 8,792.72 9,242.45

9,716.20
COLA YEAR 4 (2%)

151.37

159.13

167.29

175.85

184.85

194.32
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,719.94 8,115.53 8,531.75 8,968.57 9,427.30

9,910.52

POLICE TELECOMMUNICATIONS
SUPERVISOR 5,206.42 5,473.51 5,752.99 6,048.24 6,358.15

6,683.84
COLA YEAR 1 (2%)

104.13

109.47

115.06

120.96

127.16

133.68
MA YEAR 1 (6.89%)

358.72

377.12

396.38

416.72

438.08

460.52
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 5,669.27 5,960.11 6,264.43 6,585.93 6,923.39

7,278.03
COLA YEAR 2 (2%)

113.39

119.20

125.29

131.72

138.47

145.56
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 5,782.66 6,079.31 6,389.72 6,717.65 7,061.86

7,423.59
COLA YEAR 3 (2%)

115.65

121.59

127.79

134.35

141.24

148.47
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐ ‐ YEAR 3 ‐ WITH COLA 5,898.31 6,200.89 6,517.51 6,852.00 7,203.09

7,572.07
COLA YEAR 4 (2%)

117.97

124.02

130.35

137.04

144.06

151.44
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 6,016.28 6,324.91 6,647.86 6,989.04 7,347.16

7,723.51

SENIOR CIVIL ENGINEER 7,728.32 8,124.33 8,540.32 8,978.48 9,437.71

9,921.36
COLA YEAR 1 (2%)

154.57

162.49

170.81

179.57

188.75

198.43
MA YEAR 1 (5.22%)

403.42

424.09

445.80

468.68

492.65

517.89
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 8,286.30 8,710.91 9,156.93 9,626.73 10,119.11

10,637.68
COLA YEAR 2 (2%)

165.73

174.22

183.14

192.53

202.38

212.75
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 8,452.03 8,885.12 9,340.07 9,819.26 10,321.49

10,850.44
ATTACHMENT B 513

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 66
COLA YEAR 3 (2%)

169.04

177.70

186.80

196.39

206.43

217.01
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 8,621.07 9,062.83 9,526.87 10,015.65 10,527.92

11,067.44
COLA YEAR 4 (2%)

172.42

181.26

190.54

200.31

210.56

221.35
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 8,793.49 9,244.08 9,717.41 10,215.96 10,738.48

11,288.79

SENIOR COMMUNITY SERVICE OFFICER 4,272.10 4,490.95 4,721.08 4,962.49 5,216.31

5,483.67
COLA YEAR 1 (2%) 85.44 89.82 94.42 99.25

104.33

109.67
MA YEAR 1 (1.88%) 80.32 84.43 88.76 93.29 98.07

103.09
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 4,437.86 4,665.20 4,904.26 5,155.03 5,418.70

5,696.44
COLA YEAR 2 (2%) 88.76 93.30 98.09

103.10

108.37

113.93
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 4,526.61 4,758.50 5,002.34 5,258.14 5,527.08

5,810.37
COLA YEAR 3 (2%) 90.53 95.17

100.05

105.16

110.54

116.21
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐ ‐ YEAR 3 ‐ WITH COLA 4,617.15 4,853.67 5,102.39 5,363.30 5,637.62

5,926.57
COLA YEAR 4 (2%) 92.34 97.07

102.05

107.27

112.75

118.53
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 4,709.49 4,950.75 5,204.44 5,470.56 5,750.37

6,045.10

SENIOR PLANNER 6,654.87 6,996.01 7,354.13 7,731.52 8,128.19

8,544.12
COLA YEAR 1 (2%)

133.10

139.92

147.08

154.63

162.56

170.88
MA YEAR 1 (1.63%)

108.47

114.03

119.87

126.02

132.49

139.27
YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 6,896.44 7,249.97 7,621.08 8,012.17 8,423.24

8,854.27
COLA YEAR 2 (2%)

137.93

145.00

152.42

160.24

168.46

177.09
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 7,034.37 7,394.96 7,773.51 8,172.42 8,591.71

9,031.36
ATTACHMENT B 514

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 67
COLA YEAR 3 (2%)

140.69

147.90

155.47

163.45

171.83

180.63
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 3 ‐ WITH COLA 7,175.06 7,542.86 7,928.98 8,335.87 8,763.54

9,211.98
COLA YEAR 4 (2%)

143.50

150.86

158.58

166.72

175.27

184.24
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 7,318.56 7,693.72 8,087.56 8,502.58 8,938.81

9,396.22

SUPERVISING LIBRARIAN 5,406.90 5,683.74 5,975.38 6,281.85 6,603.11

6,941.46
COLA YEAR 1 (2%)

108.14

113.67

119.51

125.64

132.06

138.83
MA YEAR 1 (0.24%) 12.98 13.64 14.34 15.08 15.85

16.66 YEAR 1 ‐ WITH COLA AND MARKET
ADJUSTMENT 5,528.01 5,811.06 6,109.23 6,422.56 6,751.02

7,096.95
COLA YEAR 2 (2%)

110.56

116.22

122.18

128.45

135.02

141.94
MA YEAR 2 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 2 ‐ WITH COLA 5,638.57 5,927.28 6,231.41 6,551.01 6,886.04

7,238.89
COLA YEAR 3 (2%)

112.77

118.55

124.63

131.02

137.72

144.78
MA YEAR 3 (0%) ‐ ‐ ‐ ‐ ‐ ‐ YEAR 3 ‐ WITH COLA 5,751.35 6,045.82 6,356.04 6,682.04 7,023.76

7,383.67
COLA YEAR 4 (2%)

115.03

120.92

127.12

133.64

140.48

147.67
MA YEAR 4 (0%) ‐ ‐ ‐ ‐ ‐

‐
YEAR 4 ‐ WITH COLA 5,866.37 6,166.74 6,483.16 6,815.68 7,164.24

7,531.34
Year 1 ‐ Effective 7/1/23 Rate Calculation
Year 2 ‐ Effective 7/1/24 COLA year 1 (4%) Current hourly x 0.04 Year 3 ‐ Effective 7/1/25 MA year 1 (0%) N/A
Year 1 ‐ Monthly Salary (Current hourly + COLA) x 173.34 COLA year 2 (3%) Year 1 hourly x 0.03
MA year 2 (5%) Current hourly x 0.05
Year 2 ‐ Monthly Salary
(Current hourly + all increases) x
173.34
COLA year 3 (3%) (Current hourly + all increases) x 0.03 MA year 3 (2%) Current hourly x 0.02
ATTACHMENT B 515

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 68
Year 3 ‐ Monthly Salary
(Current hourly + all increases) x
173.34
*Monthly hours of 173.34 are calculated from 86.67 x 2

*Fire Telecommunications Supervisors (56) are calculated at 242.66 Monthly hours

Hourly/Monthly Steps
1 2 3 4 5 6

Supervising Accountant current monthly

7,007.14

7,366.30

7,744.30

8,141.10

8,558.04

8,996.30
current hourly

40.4243

42.4963

44.6769

46.9661

49.3714

51.8997
COLA year 1 (4%)

1.6170

1.6999

1.7871

1.8786

1.9749

2.0760
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

7,287.43

7,660.96

8,054.07

8,466.75

8,900.36

9,356.15
COLA year 2 (3%)

1.2612

1.3259

1.3939

1.4653

1.5404

1.6193
MA year 2 (7%)

2.8297

2.9747

3.1274

3.2876

3.4560

3.6330
Year 2 ‐ Monthly Salary

7,996.56

8,406.43

8,837.79

9,290.63

9,766.43

10,266.57
COLA year 3 (3%)

1.3840

1.4549

1.5296

1.6079

1.6903

1.7768
MA year 3 (3.1%)

1.2532

1.3174

1.3850

1.4559

1.5305

1.6089
Year 3 ‐ Monthly Salary

8,453.68

8,886.98

9,342.99

9,821.72

10,324.73

10,853.45

Revenue Supervisor current monthly

5,050.46

5,309.56

5,580.68

5,867.40

6,167.30

6,484.00
current hourly

29.1361

30.6309

32.1950

33.8491

35.5792

37.4063
COLA year 1 (4%)

1.1654

1.2252

1.2878

1.3540

1.4232

1.4963
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary
ATTACHMENT B 516

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 69
5,252.47 5,521.94 5,803.91 6,102.10 6,413.99 6,743.37 COLA year 2 (3%)

0.9090

0.9557

1.0045

1.0561

1.1101

1.1671
MA year 2 (7%)

2.0395

2.1442

2.2537

2.3694

2.4905

2.6184
Year 2 ‐ Monthly Salary

5,763.58

6,059.27

6,368.67

6,695.88

7,038.12

7,399.55
COLA year 3 (3%)

0.9975

1.0487

1.1022

1.1589

1.2181

1.2806
MA year 3 (0.55%)

0.1602

0.1685

0.1771

0.1862

0.1957

0.2057
Year 3 ‐ Monthly Salary

5,964.26

6,270.25

6,590.43

6,929.03

7,283.18

7,657.20

Deputy Director of
Community Services ‐
Recreation current monthly

9,190.36

9,660.62

10,156.06

10,676.70

11,223.74

11,798.36
current hourly

53.0193

55.7322

58.5904

61.5940

64.7498

68.0649
COLA year 1 (4%)

2.1208

2.2293

2.3436

2.4638

2.5900

2.7226
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

9,557.98

10,047.04

10,562.30

11,103.77

11,672.68

12,270.30
COLA year 2 (3%)

1.6542

1.7388

1.8280

1.9217

2.0202

2.1236
MA year 2 (0.02%)

0.0106

0.0111

0.0117

0.0123

0.0129

0.0136
Year 2 ‐ Monthly Salary

9,846.56

10,350.39

10,881.20

11,439.02

12,025.10

12,640.77
COLA year 3 (3%)

1.7041

1.7913

1.8832

1.9798

2.0812

2.1877
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

10,141.95

10,660.90

11,207.64

11,782.19

12,385.86

13,020.00

Deputy Director of
Community Services ‐ City
Librarian current monthly

9,190.36

9,660.62

10,156.06

10,676.70

11,223.74

11,798.36
ATTACHMENT B 517

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 70
current hourly

53.0193

55.7322

58.5904

61.5940

64.7498

68.0649
COLA year 1 (4%)

2.1208

2.2293

2.3436

2.4638

2.5900

2.7226
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

9,557.98

10,047.04

10,562.30

11,103.77

11,672.68

12,270.30
COLA year 2 (3%)

1.6542

1.7388

1.8280

1.9217

2.0202

2.1236
MA year 2 (0.02%)

0.0106

0.0111

0.0117

0.0123

0.0129

0.0136
Year 2 ‐ Monthly Salary

9,846.56

10,350.39

10,881.20

11,439.02

12,025.10

12,640.77
COLA year 3 (3%)

1.7041

1.7913

1.8832

1.9798

2.0812

2.1877
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

10,141.95

10,660.90

11,207.64

11,782.19

12,385.86

13,020.00

Deputy Community
Development
Director/Planning &
Engineering current monthly

10,328.32

10,857.46

11,413.58

11,999.08

12,609.06

13,257.02
current hourly

59.5842

62.6368

65.8450

69.2228

72.7418

76.4799
COLA year 1 (4%)

2.3834

2.5055

2.6338

2.7689

2.9097

3.0592
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

10,741.46

11,291.76

11,870.12

12,479.04

13,113.43

13,787.31
COLA year 2 (3%)

1.8590

1.9543

2.0544

2.1598

2.2695

2.3862
MA year 2 (6.23%)

3.7121

3.9023

4.1021

4.3126

4.5318

4.7647
Year 2 ‐ Monthly Salary

11,707.16

12,306.93

12,937.28

13,600.96

14,292.37

15,026.84
COLA year 3 (3%)

2.0262

2.1300

2.2391

2.3539

2.4736

2.6007
MA year 3 (0%)
ATTACHMENT B 518

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 71
‐ ‐ ‐ ‐ ‐ ‐
Year 3 ‐ Monthly Salary

12,058.37

12,676.14

13,325.40

14,008.99

14,721.14

15,477.64

Deputy Community
Development
Director/Engineering and
Transportation Planning current monthly

10,115.28

10,633.50

11,178.14

11,751.56

12,348.98

12,983.60
current hourly

58.3551

61.3448

64.4868

67.7949

71.2414

74.9025
COLA year 1 (4%)

2.3342

2.4538

2.5795

2.7118

2.8497

2.9961
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

10,519.88

11,058.85

11,625.27

12,221.63

12,842.94

13,502.94
COLA year 2 (3%)

1.8207

1.9140

2.0120

2.1152

2.2227

2.3370
MA year 2 (7%)

4.0849

4.2941

4.5141

4.7456

4.9869

5.2432
Year 2 ‐ Monthly Salary

11,543.55

12,134.96

12,756.50

13,410.89

14,092.66

14,816.88
COLA year 3 (3%)

1.9978

2.1002

2.2078

2.3210

2.4390

2.5644
MA year 3 (1.68%)

0.9804

1.0306

1.0834

1.1390

1.1969

1.2584
Year 3 ‐ Monthly Salary

12,059.79

12,677.65

13,326.98

14,010.64

14,722.90

15,479.51

Planning Manager current monthly

8,699.96

9,146.42

9,614.72

10,107.38

10,625.72

11,169.70
current hourly

50.1901

52.7658

55.4674

58.3096

61.2999

64.4381
COLA year 1 (4%)

2.0076

2.1106

2.2187

2.3324

2.4520

2.5775
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

9,047.95

9,512.28

9,999.31

10,511.68

11,050.75

11,616.49
COLA year 2 (3%)

1.5659

1.6463

1.7306

1.8193

1.9126

2.0105
ATTACHMENT B 519

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 72
MA year 2 (4.96%)

2.4894

2.6172

2.7512

2.8922

3.0405

3.1961
Year 2 ‐ Monthly Salary

9,750.91

10,251.31

10,776.18

11,328.36

11,909.31

12,519.00
COLA year 3 (3%)

1.6876

1.7742

1.8650

1.9606

2.0611

2.1667
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

10,043.43

10,558.85

11,099.46

11,668.21

12,266.59

12,894.57

Deputy Community
Development
Director/Building & Life
Safety current monthly

10,387.40

10,919.58

11,478.86

12,067.72

12,681.20

13,332.88
current hourly

59.9250

62.9951

66.2217

69.6188

73.1579

76.9175
COLA year 1 (4%)

2.3970

2.5198

2.6489

2.7848

2.9263

3.0767
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

10,802.90

11,356.35

11,938.02

12,550.43

13,188.44

13,866.19
COLA year 2 (3%)

1.8697

1.9654

2.0661

2.1721

2.2825

2.3998
MA year 2 (6.32%)

3.7873

3.9813

4.1852

4.3999

4.6236

4.8612
Year 2 ‐ Monthly Salary

11,783.47

12,387.16

13,021.63

13,689.62

14,385.54

15,124.82
COLA year 3 (3%)

2.0394

2.1438

2.2537

2.3693

2.4897

2.6177
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

12,136.97

12,758.78

13,412.28

14,100.31

14,817.11

15,578.56

Deputy Building Official current monthly

8,727.14

9,174.76

9,644.50

10,138.96

10,658.12

11,204.62
current hourly

50.3470

52.9293

55.6392

58.4917

61.4868

64.6395
COLA year 1 (4%)
ATTACHMENT B 520

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 73

2.0139 2.1172 2.2256 2.3397 2.4595 2.5856
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

9,076.23

9,541.76

10,030.28

10,544.51

11,084.45

11,652.80
COLA year 2 (3%)

1.5708

1.6514

1.7359

1.8249

1.9184

2.0168
MA year 2 (5.34%)

2.6885

2.8264

2.9711

3.1235

3.2834

3.4517
Year 2 ‐ Monthly Salary

9,814.55

10,317.94

10,846.20

11,402.26

11,986.12

12,600.71
COLA year 3 (3%)

1.6986

1.7857

1.8772

1.9734

2.0744

2.1808
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

10,108.99

10,627.48

11,171.59

11,744.33

12,345.71

12,978.73

Plan Check Engineer current monthly

7,720.24

8,115.84

8,532.08

8,968.90

9,427.66

9,910.88
current hourly

44.5381

46.8203

49.2216

51.7417

54.3882

57.1760
COLA year 1 (4%)

1.7815

1.8728

1.9689

2.0697

2.1755

2.2870
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

8,029.04

8,440.46

8,873.36

9,327.66

9,804.76

10,307.32
COLA year 2 (3%)

1.3896

1.4608

1.5357

1.6143

1.6969

1.7839
MA year 2 (3.39%)

1.5098

1.5872

1.6686

1.7540

1.8438

1.9383
Year 2 ‐ Monthly Salary

8,531.63

8,968.80

9,428.79

9,911.54

10,418.50

10,952.52
COLA year 3 (3%)

1.4766

1.5522

1.6318

1.7154

1.8031

1.8956
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

8,787.58

9,237.87

9,711.66

10,208.88

10,731.05

11,281.10

ATTACHMENT B 521

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 74
Supervising Combination
Inspector current monthly

6,459.16

6,791.26

7,138.92

7,504.78

7,888.76

8,293.48
current hourly

37.2629

39.1788

41.1845

43.2951

45.5103

47.8452
COLA year 1 (4%)

1.4905

1.5672

1.6474

1.7318

1.8204

1.9138
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,717.52

7,062.90

7,424.48

7,804.96

8,204.31

8,625.23
COLA year 2 (3%)

1.1626

1.2224

1.2850

1.3508

1.4199

1.4928
MA year 2 (6.67%)

2.4854

2.6132

2.7470

2.8878

3.0355

3.1913
Year 2 ‐ Monthly Salary

7,349.87

7,727.77

8,123.38

8,539.68

8,976.61

9,437.16
COLA year 3 (3%)

1.2720

1.3374

1.4059

1.4780

1.5536

1.6333
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

7,570.36

7,959.60

8,367.08

8,795.87

9,245.91

9,720.27

Fire Telecommunications
Supervisor (40 hr work
week) current monthly

5,635.82

5,924.94

6,227.44

6,547.06

6,882.52

7,235.08
current hourly

32.5131

34.1810

35.9262

37.7701

39.7053

41.7392
COLA year 1 (4%)

1.3005

1.3672

1.4370

1.5108

1.5882

1.6696
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,861.25

6,161.93

6,476.55

6,808.95

7,157.82

7,524.48
COLA year 2 (3%)

1.0144

1.0664

1.1209

1.1784

1.2388

1.3023
MA year 2 (3.29%)

1.0697

1.1246

1.1820

1.2426

1.3063

1.3732
Year 2 ‐ Monthly Salary

6,222.51

6,541.72

6,875.72

7,228.62

7,598.99

7,988.24
COLA year 3 (3%)

1.0769

1.1322

1.1900

1.2511

1.3152

1.3825
ATTACHMENT B 522

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 75
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

6,409.18

6,737.97

7,082.00

7,445.48

7,826.96

8,227.89

Fire Telecommunications
Supervisor (56 hr work
week) current monthly

5,635.46

5,924.54

6,227.06

6,546.62

6,882.08

7,234.62
current hourly

23.2237

24.4150

25.6617

26.9786

28.3610

29.8138
COLA year 1 (4%)

0.9289

0.9766

1.0265

1.0791

1.1344

1.1926
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,860.88

6,161.53

6,476.15

6,808.49

7,157.36

7,524.00
COLA year 2 (3%)

0.7246

0.7617

0.8006

0.8417

0.8849

0.9302
MA year 2 (3.29%)

0.7641

0.8033

0.8443

0.8876

0.9331

0.9809
Year 2 ‐ Monthly Salary

6,222.11

6,541.29

6,875.31

7,228.13

7,598.50

7,987.74
COLA year 3 (3%)

0.7692

0.8087

0.8500

0.8936

0.9394

0.9875
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

6,408.78

6,737.53

7,081.57

7,444.97

7,826.46

8,227.37

Code Enforcement
Supervisor current monthly

5,900.34

6,203.36

6,520.68

6,854.90

7,207.34

7,575.38
current hourly

34.0391

35.7872

37.6179

39.5460

41.5792

43.7024
COLA year 1 (4%)

1.3616

1.4315

1.5047

1.5818

1.6632

1.7481
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,136.35

6,451.49

6,781.51

7,129.10

7,495.63

7,878.39
COLA year 2 (3%)

1.0620

1.1166

1.1737

1.2338

1.2973

1.3635
ATTACHMENT B 523

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 76
MA year 2 (3.33%)

1.1335

1.1917

1.2527

1.3169

1.3846

1.4553
Year 2 ‐ Monthly Salary

6,516.92

6,851.60

7,202.10

7,571.24

7,960.51

8,367.00
COLA year 3 (3%)

1.1279

1.1858

1.2465

1.3104

1.3777

1.4481
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

6,712.43

7,057.15

7,418.16

7,798.38

8,199.32

8,618.01

Police Services Manager current monthly

8,206.76

8,627.92

9,070.56

9,534.70

10,022.90

10,537.66
current hourly

47.3449

49.7745

52.3281

55.0058

57.8222

60.7918
COLA year 1 (4%)

1.8938

1.9910

2.0931

2.2002

2.3129

2.4317
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

8,535.04

8,973.03

9,433.37

9,916.09

10,423.82

10,959.16
COLA year 2 (3%)

1.4772

1.5530

1.6326

1.7162

1.8041

1.8967
MA year 2 (0.33%)

0.1577

0.1657

0.1743

0.1832

0.1925

0.2024
Year 2 ‐ Monthly Salary

8,818.42

9,270.95

9,746.58

10,245.33

10,769.91

11,323.02
COLA year 3 (3%)

1.5262

1.6045

1.6868

1.7732

1.8640

1.9597
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

9,082.97

9,549.08

10,038.98

10,552.69

11,093.00

11,662.71

Supervising Police Records
Assistant current monthly

4,960.34

5,214.38

5,481.80

5,762.54

6,057.92

6,369.08
current hourly

28.6163

30.0818

31.6245

33.2442

34.9482

36.7433
COLA year 1 (4%)

1.1447

1.2033

1.2650

1.3298

1.3979

1.4697
MA year 1 (0%)
ATTACHMENT B 524

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 77
‐ ‐ ‐ ‐ ‐ ‐
Year 1 ‐ Monthly Salary

5,158.76

5,422.95

5,701.06

5,993.05

6,300.24

6,623.85
COLA year 2 (3%)

0.8928

0.9386

0.9867

1.0372

1.0904

1.1464
MA year 2 (7%)

2.0031

2.1057

2.2137

2.3271

2.4464

2.5720
Year 2 ‐ Monthly Salary

5,660.75

5,950.65

6,255.82

6,576.22

6,913.30

7,268.40
COLA year 3 (3%)

0.9797

1.0299

1.0827

1.1381

1.1965

1.2579
MA year 3 (2.37%)

0.6782

0.7129

0.7495

0.7879

0.8283

0.8708
Year 3 ‐ Monthly Salary

5,948.13

6,252.75

6,573.41

6,910.08

7,264.27

7,637.40

Supervising Evidence
Technician current monthly

5,915.54

6,219.56

6,537.62

6,872.50

7,225.60

7,595.48
current hourly

34.1268

35.8807

37.7156

39.6475

41.6845

43.8184
COLA year 1 (4%)

1.3651

1.4352

1.5086

1.5859

1.6674

1.7527
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,152.16

6,468.34

6,799.13

7,147.40

7,514.61

7,899.30
COLA year 2 (3%)

1.0648

1.1195

1.1767

1.2370

1.3006

1.3671
MA year 2 (5.63%)

1.9213

2.0201

2.1234

2.2322

2.3468

2.4670
Year 2 ‐ Monthly Salary

6,669.77

7,012.55

7,371.17

7,748.74

8,146.85

8,563.91
COLA year 3 (3%)

1.1543

1.2137

1.2757

1.3411

1.4100

1.4822
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

6,869.86

7,222.93

7,592.30

7,981.20

8,391.26

8,820.82

Property Room Supervisor current monthly

5,587.24

5,873.38

6,174.60

6,490.84

6,823.52

7,174.00
ATTACHMENT B 525

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 78
current hourly

32.2328

33.8836

35.6213

37.4457

39.3650

41.3869
COLA year 1 (4%)

1.2893

1.3553

1.4249

1.4978

1.5746

1.6555
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,810.72

6,108.32

6,421.58

6,750.47

7,096.47

7,460.97
COLA year 2 (3%)

1.0057

1.0572

1.1114

1.1683

1.2282

1.2913
MA year 2 (7%)

2.2563

2.3719

2.4935

2.6212

2.7556

2.8971
Year 2 ‐ Monthly Salary

6,376.15

6,702.70

7,046.45

7,407.34

7,787.01

8,186.97
COLA year 3 (3%)

1.1035

1.1600

1.2195

1.2820

1.3477

1.4169
MA year 3 (5.42%)

1.7470

1.8365

1.9307

2.0296

2.1336

2.2432
Year 3 ‐ Monthly Salary

6,870.26

7,222.12

7,592.51

7,981.37

8,390.46

8,821.42

Deputy Public Works
Director (PE) current monthly

10,979.00

11,541.66

12,133.06

12,746.08

13,405.86

14,089.64
current hourly

63.3380

66.5839

69.9957

73.5322

77.3385

81.2833
COLA year 1 (4%)

2.5335

2.6634

2.7998

2.9413

3.0935

3.2513
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

11,418.17

12,003.32

12,618.38

13,255.91

13,942.09

14,653.23
COLA year 2 (3%)

1.9761

2.0774

2.1839

2.2942

2.4130

2.5360
MA year 2 (5.32%)

3.3696

3.5423

3.7238

3.9119

4.1144

4.3243
Year 2 ‐ Monthly Salary

12,344.80

12,977.43

13,642.41

14,331.68

15,073.54

15,842.40
COLA year 3 (3%)

2.1365

2.2460

2.3611

2.4804

2.6088

2.7418
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

12,715.14

13,366.76

14,051.68

14,761.63

15,525.75

16,317.67
ATTACHMENT B 526

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 79

Deputy Public Works
Director current monthly

10,615.06

11,158.54

11,731.16

12,330.46

12,956.44

13,623.68
current hourly

61.2384

64.3737

67.6772

71.1345

74.7458

78.5951
COLA year 1 (4%)

2.4495

2.5749

2.7071

2.8454

2.9898

3.1438
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

11,039.67

11,604.88

12,200.41

12,823.67

13,474.69

14,168.62
COLA year 2 (3%)

1.9106

2.0085

2.1115

2.2194

2.3321

2.4522
MA year 2 (3.59%)

2.1985

2.3110

2.4296

2.5537

2.6834

2.8216
Year 2 ‐ Monthly Salary

11,751.94

12,353.62

12,987.57

13,651.05

14,344.07

15,082.77
COLA year 3 (3%)

2.0339

2.1380

2.2478

2.3626

2.4825

2.6104
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

12,104.50

12,724.22

13,377.20

14,060.58

14,774.39

15,535.25

Engineering Services
Manager current monthly

10,401.64

10,934.44

11,494.20

12,083.48

12,702.28

13,344.20
current hourly

60.0072

63.0809

66.3101

69.7097

73.2796

76.9828
COLA year 1 (4%)

2.4003

2.5232

2.6524

2.7884

2.9312

3.0793
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

10,817.71

11,371.82

11,953.96

12,566.82

13,210.38

13,877.97
COLA year 2 (3%)

1.8722

1.9681

2.0689

2.1749

2.2863

2.4019
MA year 2 (0.77%)

0.4621

0.4857

0.5106

0.5368

0.5643

0.5928
Year 2 ‐ Monthly Salary

11,222.34

11,797.17

12,401.08

13,036.87

13,704.50

14,397.06
COLA year 3 (3%)
ATTACHMENT B 527

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 80

1.9423 2.0417 2.1463 2.2563 2.3718 2.4917
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

11,559.01

12,151.09

12,773.12

13,427.97

14,115.63

14,828.97

Principal Civil Engineer current monthly

9,758.74

10,259.14

10,785.04

11,337.76

11,918.58

12,530.00
current hourly

56.2983

59.1851

62.2190

65.4076

68.7584

72.2857
COLA year 1 (4%)

2.2519

2.3674

2.4888

2.6163

2.7503

2.8914
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

10,149.10

10,669.51

11,216.44

11,791.26

12,395.32

13,031.20
COLA year 2 (3%)

1.7565

1.8466

1.9412

2.0407

2.1453

2.2553
MA year 2 (7%)

3.9409

4.1430

4.3553

4.5785

4.8131

5.0600
Year 2 ‐ Monthly Salary

11,136.68

11,707.74

12,307.89

12,938.64

13,601.48

14,299.24
COLA year 3 (3%)

1.9274

2.0263

2.1301

2.2393

2.3540

2.4748
MA year 3 (1.61%)

0.9064

0.9529

1.0017

1.0531

1.1070

1.1638
Year 3 ‐ Monthly Salary

11,627.90

12,224.14

12,850.77

13,509.34

14,201.42

14,929.95

Senior Civil Engineer current monthly

8,793.82

9,244.44

9,717.78

10,216.36

10,738.90

11,289.22
current hourly

50.7316

53.3312

56.0620

58.9383

61.9528

65.1276
COLA year 1 (4%)

2.0293

2.1332

2.2425

2.3575

2.4781

2.6051
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

9,145.57

9,614.21

10,106.50

10,625.02

11,168.45

11,740.79
COLA year 2 (3%)

1.5828

1.6639

1.7491

1.8389

1.9329

2.0320
ATTACHMENT B 528

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 81
MA year 2 (4.48%)

2.2728

2.3892

2.5116

2.6404

2.7755

2.9177
Year 2 ‐ Monthly Salary

9,813.90

10,316.78

10,845.05

11,401.46

11,984.61

12,598.77
COLA year 3 (3%)

1.6985

1.7855

1.8770

1.9733

2.0742

2.1805
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

10,108.32

10,626.29

11,170.40

11,743.51

12,344.15

12,976.73

Associate Civil Engineer current monthly

7,847.34

8,249.62

8,672.06

9,115.94

9,583.78

10,074.32
current hourly

45.2714

47.5921

50.0292

52.5899

55.2889

58.1188
COLA year 1 (4%)

1.8109

1.9037

2.0012

2.1036

2.2116

2.3248
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

8,161.24

8,579.60

9,018.94

9,480.57

9,967.13

10,477.29
COLA year 2 (3%)

1.4125

1.4849

1.5609

1.6408

1.7250

1.8133
MA year 2 (1.55%)

0.7017

0.7377

0.7755

0.8151

0.8570

0.9008
Year 2 ‐ Monthly Salary

8,527.71

8,964.86

9,423.93

9,906.28

10,414.69

10,947.76
COLA year 3 (3%)

1.4759

1.5516

1.6310

1.7145

1.8025

1.8947
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

8,783.54

9,233.80

9,706.65

10,203.47

10,727.13

11,276.19

Associate Engineer current monthly

7,071.80

7,434.98

7,815.82

8,215.58

8,636.76

9,079.36
current hourly

40.7973

42.8925

45.0895

47.3957

49.8255

52.3789
COLA year 1 (4%)

1.6319

1.7157

1.8036

1.8958

1.9930

2.0952
MA year 1 (0%)

‐

‐
ATTACHMENT B 529

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 82
Year 1 ‐ Monthly Salary

7,354.68

7,732.39

8,128.45

8,544.19

8,982.22

9,442.53
COLA year 2 (3%)

1.2729

1.3382

1.4068

1.4787

1.5546

1.6342
MA year 2 (7%)

2.8558

3.0025

3.1563

3.3177

3.4878

3.6665
Year 2 ‐ Monthly Salary

8,070.34

8,484.81

8,919.41

9,375.61

9,856.26

10,361.36
COLA year 3 (3%)

1.3967

1.4685

1.5437

1.6226

1.7058

1.7932
MA year 3 (0.88%)

0.3590

0.3775

0.3968

0.4171

0.4385

0.4609
Year 3 ‐ Monthly Salary

8,374.68

8,804.78

9,255.77

9,729.17

10,227.95

10,752.10

Assistant City Traffic
Engineer current monthly

8,793.82

9,244.44

9,717.78

10,216.36

10,738.90

11,289.22
current hourly

50.7316

53.3312

56.0620

58.9383

61.9528

65.1276
COLA year 1 (4%)

2.0293

2.1332

2.2425

2.3575

2.4781

2.6051
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

9,145.57

9,614.21

10,106.50

10,625.02

11,168.45

11,740.79
COLA year 2 (3%)

1.5828

1.6639

1.7491

1.8389

1.9329

2.0320
MA year 2 (4.48%)

2.2728

2.3892

2.5116

2.6404

2.7755

2.9177
Year 2 ‐ Monthly Salary

9,813.90

10,316.78

10,845.05

11,401.46

11,984.61

12,598.77
COLA year 3 (3%)

1.6985

1.7855

1.8770

1.9733

2.0742

2.1805
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

10,108.32

10,626.29

11,170.40

11,743.51

12,344.15

12,976.73

Senior Public Works
Supervisor current monthly

6,870.30

7,222.98

7,592.44

7,982.32

8,391.40

8,820.90
current hourly
ATTACHMENT B 530

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 83

39.6348 41.6694 43.8009 46.0501 48.4101 50.8878 COLA year 1 (4%)

1.5854

1.6668

1.7520

1.8420

1.9364

2.0355
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

7,145.11

7,511.89

7,896.15

8,301.62

8,727.06

9,173.73
COLA year 2 (3%)

1.2366

1.3001

1.3666

1.4368

1.5104

1.5877
MA year 2 (7%)

2.7744

2.9169

3.0661

3.2235

3.3887

3.5621
Year 2 ‐ Monthly Salary

7,840.38

8,242.86

8,664.50

9,109.43

9,576.27

10,066.40
COLA year 3 (3%)

1.3569

1.4266

1.4996

1.5766

1.6574

1.7422
MA year 3 (14.68%)

5.8184

6.1171

6.4300

6.7602

7.1066

7.4703
Year 3 ‐ Monthly Salary

9,084.15

9,550.48

10,039.01

10,554.52

11,095.42

11,663.30
Public Works Supervisor current monthly

6,712.22

7,056.66

7,417.88

7,798.42

8,198.38

8,617.64
current hourly

38.7228

40.7099

42.7938

44.9892

47.2965

49.7152
COLA year 1 (4%)

1.5489

1.6284

1.7118

1.7996

1.8919

1.9886
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,980.70

7,338.92

7,714.59

8,110.37

8,526.31

8,962.34
COLA year 2 (3%)

1.2082

1.2701

1.3352

1.4037

1.4757

1.5511
MA year 2 (7%)

2.7106

2.8497

2.9956

3.1492

3.3108

3.4801
Year 2 ‐ Monthly Salary

7,659.97

8,053.05

8,465.28

8,899.57

9,355.99

9,834.44
COLA year 3 (3%)

1.3257

1.3937

1.4651

1.5403

1.6192

1.7020
MA year 3 (5.53%)

2.1414

2.2513

2.3665

2.4879

2.6155

2.7493
Year 3 ‐ Monthly Salary

8,260.96

8,684.88

9,129.45

9,597.81

10,090.04

10,606.03

ATTACHMENT B 531

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 84

Fleet Manager current monthly

7,726.64

8,123.30

8,538.84

8,977.32

9,437.36

9,920.38
current hourly

44.5750

46.8634

49.2607

51.7902

54.4442

57.2308
COLA year 1 (4%)

1.7830

1.8745

1.9704

2.0716

2.1778

2.2892
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

8,035.70

8,448.23

8,880.40

9,336.41

9,814.85

10,317.20
COLA year 2 (3%)

1.3907

1.4621

1.5369

1.6159

1.6987

1.7856
MA year 2 (2.14%)

0.9539

1.0029

1.0542

1.1083

1.1651

1.2247
Year 2 ‐ Monthly Salary

8,442.12

8,875.52

9,329.55

9,808.61

10,311.26

10,839.01
COLA year 3 (3%)

1.4611

1.5361

1.6147

1.6976

1.7846

1.8759
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

8,695.38

9,141.79

9,609.43

10,102.87

10,620.59

11,164.19

Supervising Mechanic current monthly

5,798.64

6,096.30

6,409.16

6,737.22

7,083.00

7,445.28
current hourly

33.4524

35.1696

36.9745

38.8671

40.8619

42.9519
COLA year 1 (4%)

1.3381

1.4068

1.4790

1.5547

1.6345

1.7181
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,030.58

6,340.15

6,665.53

7,006.71

7,366.32

7,743.09
COLA year 2 (3%)

1.0437

1.0973

1.1536

1.2127

1.2749

1.3401
MA year 2 (3.20%)

1.0705

1.1254

1.1832

1.2437

1.3076

1.3745
Year 2 ‐ Monthly Salary

6,397.06

6,725.44

7,070.59

7,432.50

7,813.97

8,213.64
COLA year 3 (3%)

1.1071

1.1640

1.2237

1.2863

1.3524

1.4215
MA year 3 (0%)
ATTACHMENT B 532

MID-MANAGEMENT/SUPERVISORY LEVEL (B&C) SUCCESSOR MOU
Term: July 1, 2023 2019 – June 30, 20262023
CITY OF STOCKTON 85
‐ ‐ ‐ ‐ ‐ ‐
Year 3 ‐ Monthly Salary

6,588.97

6,927.20

7,282.70

7,655.48

8,048.39

8,460.04

Solid Waste Manager current monthly

7,791.74

8,191.60

8,611.88

9,052.54

9,516.04

10,004.76
current hourly

44.9506

47.2574

49.6820

52.2242

54.8981

57.7175
COLA year 1 (4%)

1.7980

1.8903

1.9873

2.0890

2.1959

2.3087
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

8,103.41

8,519.26

8,956.35

9,414.64

9,896.68

10,404.94
COLA year 2 (3%)

1.4025

1.4744

1.5501

1.6294

1.7128

1.8008
MA year 2 (7%)

3.1465

3.3080

3.4777

3.6557

3.8429

4.0402
Year 2 ‐ Monthly Salary

8,891.93

9,348.25

9,827.88

10,330.76

10,859.70

11,417.42
COLA year 3 (3%)

1.5389

1.6179

1.7009

1.7879

1.8795

1.9760
MA year 3 (8.50%)

3.8208

4.0169

4.2230

4.4391

4.6663

4.9060
Year 3 ‐ Monthly Salary

9,820.99

10,324.98

10,854.72

11,410.15

11,994.36

12,610.35
ATTACHMENT B 533
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 1
Date Modified: July 1, 2023

COMPREHENSIVE SUMMARY OF

CITY OF STOCKTON

UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW
EMPLOYEES’

COMPENSATION PLAN
The City's Unrepresented Management/Confidential employees designated Management MA (Department Heads), Management MV (Assistant Department Heads and other Middle-Management), Confidential MW (Administrative/Support Staff in the City Manager's Office, the Human Resources Department, and the City Auditor’s Office), Law Department employees designated “Executive Plan” (EP), “Professional Plan” (PP), and “Support Plan” (SP) are hereby accorded compensation and benefits as outlined in this Plan consistent with the Stockton City Council's objective to fairly and equitably provide for its Unrepresented Management/Confidential and Law employees.

The Unrepresented Management/Confidential and Law Employees’ Compensation Plan, as amended shall be effective September 16, 2019July 1, 2023.

ATTACHMENT C 534
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 2
Date Modified: September 16, 2019July 1, 2023

TABLE OF CONTENTS
Section Section Title Page
Section 1. Retirement Benefits .................................................................. 3 Section 2. Group Life Insurance Coverage .................................................. 7 Section 3 Long Term Disability (LTD) Insurance Coverage888Section 3. Long Term Disability (LTD) Insurance Coverage .......................................................... 7 Section 4. Health and Dental Insurance ...................................................... 8 Section 5 Holidays ............................................ 101011Section 5. Holidays 1010 Section 6. Vacation Leaves .............................................................. 12121 Section 7 Mileage Reimbursement for Private Vehicle Use151515Section 7. Mileage Reimbursement for Private Vehicle Use ................................................ 1514 Section 8 Sick Leave ..................................... 151515Section 8. Sick Leave 1514 Section 9 Longevity Pay (Professional Growth Pay)191919Section 9. Longevity Pay (Professional Growth Pay) .................................................................. 1917 Section 10. Other Leaves With Pay................................................ 191920 Section 11 Workers' Compensation Leave .......... 212222Section 11. Workers' Compensation Leave ......................................................................... 2120 Section 12 Leave of Absence ............... 222223Section 12. Leave of Absence 2221 Section 13 Salary Plan ................................. 242425Section 13. Salary Plan 2423 Section 14 Work Schedule ....................... 282728Section 14. Work Schedule 2826 ATTACHMENT C 535
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 3
Date Modified: September 16, 2019July 1, 2023
The Unrepresented Management/Confidential and Law Employees’ Compensation Plan, consists of a salary administration program and certain benefits specific to six (6) categories of non-represented employees listed in this Plan. This Plan shall be administered by the City Manager who is the City Council's designated representative for determining compensation and benefits for regular status Unrepresented Management/Confidential and Law Employees.

Management Plan "MA" includes the Assistant City Manager, Deputy City Managers and Department Heads. Management Plan "MV" includes Assistant Department Heads, other Middle-Management classifications and the Liability Claims Investigator I/IIs. Confidential Plan "MW" includes other administrative and support staff in the City Manager's Office, City Auditor’s Office, City Clerk’s Office, and the departments of Human Resources, Administrative Services, Municipal Utilities, Fire, and Police. Executive Plan “EP” includes the City Attorney and the Assistant City Attorney. Professional Plan “PP” includes the Deputy City Attorneys. Support Plan “SP” includes all other Law Department personnel.

Unless specifically identified, all terms of this Compensation Plan apply to all groups listed above.

NON-DISCRIMINATION
There shall be no discrimination of any kind on the basisbecause of age (over 40), race, creed, color, religion (creed), national origin, (ancestry), military or veterans status, physical andor mental disability, medical condition, genetic information, marital status, sexual orientation, sex, (sexual, gender based including, pregnancy, /childbirth, breastfeeding, or related medical conditions), gender identity/expression,physical or mental disability, political affiliation, sexual orientation, concerted labor activity or other protected activity or status, or on any other basis prohibited by applicable Federal and State law against any employee or applicant for employment.

Employees shall cooperate with the City, to the extent authorized by Federal and State laws and regulations, in furthering the City’s objective of promoting eEqual eEmployment oOpportunities as defined by Federal and State regulations.

Section 1. Retirement Benefits

1.1 Retirement Benefits
(a) Effective August 1, 2011, Classic miscellaneous employees’ covered by this Plan, shall pay their own statutory employee contribution. Employees will pay seven percent (7%) of their current base salary and other compensation as qualified by state law toward Public Employees’ Retirement System (PERS) for the employee’s PERS contribution.

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(b) Under IRS 414h, previously adopted by resolution by the City, the employee’s payment of their own statutory employee contribution will be paid by the employee on a pre-tax basis. Such amounts will be applied to the employee's individual accounts in accordance with California Government Code section 20691.
(c) Classic Police Safety Management Employees- Effective September 16, 2019, the City shall pay all of the normal contributions required to be paid by the member. The amount shall be equal to nine percent (9.0%) of the Classic Police Safety Management employee’s current “reportable” base salary and other “reportable” special compensation as qualified by California Public Employees’ Retirement Law and California Code of Regulations. Such amounts shall be reported simply as normal contributions and shall be credited to the member’s individual accounts in accordance with Government Code section 20691 (Employer Payment of Member Contributions or EPMC).
(d) Classic Police Safety Management Employees- Effective September 16, 2019, employees shall pay nine percent (9%) toward the employer’s contribution of PERS. This section shall not be construed to permit Police Safety Management employees to receive a “double” EPMC benefit, as employees already receive the EPMC benefit pursuant to section 1.1(c). (d)

1.2 Public Employees’ Retirement System Benefits for Unit Employees hired on or before December 28, 2012.
(a) The City's PERS retirement plan for miscellaneous employees is two percent (2%) at age fifty-five (55) and for safety employees is three percent (3%) at age fifty (50). The City's PERS retirement plan is modified to reflect California Government Code section 21024 (Military Service Credit as Public Service) and section 21027 (Military Service Credit for Retired Persons), as hereinafter may be amended. The City provides PERS California Government Code section 20692 (Employer Paid Member Contributions Converted to Pay rate during the Final Compensation Period) as an added PERS benefit. Internal Revenue Service (IRS) Code 414H(2) will be concurrently implemented with PERS California Government Code section 20692. The City provides PERS California Government Code section 20965 (Credit for Unused Sick Leave) as an added PERS benefit, and the City will provide PERS California Government Code section 21335 up to a five percent (5%) Annual Cost-of-Living Allowance, as an added PERS benefit.
(b) The City’s PERS retirement plan for safety employees shall be the same plan in effect for other similar safety employees in other units.

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Date Modified: September 16, 2019July 1, 2023

1.3 PERS Cost sharing for Sworn Fire Unrepresented Employees.

Pursuant to the cost share provisions proposed and agreed to by the Fire and Fire Management bargaining units, the Sworn Fire Unrepresented employees shall have a PERS cost sharing arrangement effective with the adoption of the PERS 20516 contract amendment.
(a) PERS 20516 Employee Cost-Share of Employer Contribution.

The parties understand a vote of all individuals covered by the CalPERS agreement is required to implement this CalPERS contract amendment.

Upon successful vote by the covered individuals, the City shall implement the cost sharing amendment under Government Code sSection 20516 as soon as possible consistent with CalPERS regulation. The City’s contract with CalPERS will be amended to allow for cost sharing for sworn Fire personnel up to a maximum of 14.138%. In accordance with CalPERS regulations, all employees covered by the Fire group under the PERS contract must be treated equally with respect to cost sharing provisions.

Through the cost share provisions, sworn fire employees are to pay nine percent ( 9%) towards eEmployer’s required PERS contribution.

The City is implementing this CalPERS contract amendment with the following understandings as listed in sections 1.3 (b) and (c) below. (b) Cost Sharing for the Employer's Pick-up of the Employee's Nine Percent (9%) PERS Contribution.

The employee will cost share an employee contribution in the amount of nine percent (9%) of the employee’s current base salary (employee contribution) and other compensation as qualified by PERS towards the employer’s share of cost for PERS pension on a pre-tax basis. If PERS determines that the maximum contribution through a PERS sSection 20516 amendment is less than the nine percent (9%) and/or some or all of the contributions sunset at a specific time in the future, the City shall deduct the percentage up to nine percent (9%) not covered by the PERS amendment process through a payroll reduction. If legislation is enacted and becomes effective requiring employees under the PERS retirement system to pay all or part of the employees share of retirement thus reducing or eliminating EPMC (Employer Paid Member Contribution), as soon as administratively possible and consistent with PERS regulations, employee’s contribution will be converted to the employers’ share under this 20516 cost share contract amendment to the employee share towards retirement for the percentage required by the new legislation.

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(c) Cost Sharing Period

Effective July 1, 2015, the employer cost-share contributions made by these employees will be nine percent (9%).

1.4 Public Employee Retirement System Benefits for Unit Employees hired on or after December 29, 2012.

The City amended its PERS contract to provide a new tier of retirement benefits for employees hired by the City after the PERS amendment goes into effect. (a) For Miscellaneous employees, the new tier shall have a retirement formula of two percent (2%) at sixty (60) with three (3) year average salary formula, standard PERS COLA, and no other additional PERS benefits for all unit employees. All unit employees shall pay the entire seven percent (7%) of the employee’s current base salary and any other compensation as qualified by state law towards PERS retirement benefit through a payroll deduction.
(b) PERS Benefits for Miscellaneous Employees hired on or after January 1, 2013.

Employees with Reciprocity:

Employees who had service under another CalPERS agency or public retirement system with reciprocity prior to January 1, 2013, and a break in service of less than six (6) months and are considered legacy employees by PERS AB 340, shall be subject to the PERS pension formula of two percent (2%) at sixty (60) with no optional pension enhancements and the other provisions of the retirement tier they were hired under. Employees shall pay the employee’s statutory employee’s contribution for these benefits of seven percent (7%).

Employees without Reciprocity:

Employees hired on or after January 1, 2013, shall be subject to the AB340 PERS pension formula of two percent (2%) at sixty-two (62) with no optional pension enhancements and the other provisions of the retirement tier they were hired under. Employees shall pay fifty percent (50%) of the City normal cost rate for the two percent (2%) at sixty-two (62) as determined by CalPERS.

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(c) PERS Benefits for Safety Employees
The new tiers for Safety employees shall be the same as the Fire employees or Police employees as appropriate under the applicable PERS contract.

Employees with Reciprocity:

Safety employees who had service under another CalPERS agency or public retirement system with reciprocity prior to January 1, 2013, and a break in service of less than six (6) months and are considered legacy employees by PERS AB 340, shall pay the entire nine percent (9%) of the employee’s current base salary and any other compensation as qualified by state law towards PERS retirement benefit through a payroll deduction.

Employees without Reciprocity:

Safety employees hired on or after January 1, 2013 shall be subject to the AB340 PERS and shall pay fifty percent (50%) of the City normal cost rate for his/hertheir applicable PERS contract as determined by CalPERS. The City provides PERS California Government Code section 21574 (Fourth Level of 1959 Survivor Benefits) as an added PERS benefit for.

1.5 PERS Pick-Up Contribution for Police Chief and Deputy Police Chiefs Effective July 1, 2016, unrepresented police personnel (regardless of status under the PEPRA) shall pay an additional three percent (3%) toward the employer contribution of PERS. For example, Classic Members will pay a total of twelve percent (12%) (nine percent [9%] plus three percent [3%]). The parties recognize that this contribution satisfies the provision of California Government Code 20516.5(b).

Section 2. Group Life Insurance Coverage
Each participant in the program will receive group life insurance coverage paid for by the City of Stockton.

Effective July 1, 2012, the City shall provide, at no cost to the employee, a term life and accidental death and dismemberment insurance policy with a value of fifty thousand dollars ($50,000). In addition, employees may have the opportunity to purchase additional voluntary life insurance through the City’s IRS 125 plan vendor.

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UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 8
Date Modified: September 16, 2019July 1, 2023
Section 3. Long Term Disability (LTD) Insurance Coverage Employees covered by this Compensation Plan, except as provided below will receive long term disability insurance coverage. The benefits of this plan shall be included in the Plan document or contract but are generally summarized as follows:
(a) Each disability - approximately sixty-six and two thirds percent (66 2/3%) of salary for MA, MV, MW, EP, PP, and SP employees up to the maximum salary replacement amount as specified in the City’s long-term disability plan.
(b) (b) Disability income payments shall commence after a ninety (90) day waiting period and exhaustion of sick leave accruals. (c) Benefit payable up to age sixty-five (65).
(d) The City shall continue its normal contribution for employee medical premiums during the ninety (90) days waiting period.
(e) Effective May 1, 2010, Fire Management will receive LTD insurance coverage through the California Association of Professional Firefighters.

The City pays the cost of the insurance premium.

Section 4. Health and Dental Insurance

4.1 Employee Coverage
(a) Choice of Health Plans. Employees covered by this Compensation Plan shall have a choice of enrolling themselves and their eligible dependents in any of the City-sponsored medical, dental and vision plans. Each plan will offer an eEmployee only, eEmployee plus oOne (1) and eEmployee plus two (2) or more dependents coverage.
(b) Eligibility. Employees shall become eligible for mMedical, dental and vision insurance on the first day of the month following the date of hire. An eligible employee and eligible dependent may be enrolled in a City offered medical plan either as a subscriber or, as the dependent spouse/registered domestic partner or another eligible City employee, but not both. If an employee is also eligible to cover their dependent child, the child will be allowed to enroll as a dependent on only one (1) employee plan (i.e., an employee and his ATTACHMENT C 541
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or hertheir dependent cannot be covered by more than one City-offered health plan).
(c) City Insurance Contribution.
1) Effective July 1, 2023, the City shall contribute:September 16, 2019:
 UThe City shall contribute up to $711657.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage.
 UThe City shall contribute up to $1,290192.00 per month toward the cost of the monthly premium for employee plus one (1) dependent medical/dental/vision plan coverage.
 UThe City shall contribute up to $1,719588.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents medical/dental/vision plan coverage.
2) Effective July 1, 20240, the City shallwill contribute:
 Up to $725670.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage.
 Up to $1,3216.00 per month toward the cost of the monthly premium for employee plus one (1) dependent medical/dental/vision plan coverage.
 Up to $1,753620.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents
medical/dental/vision plan coverage.
3) Effective July 1, 20251, the City shallwill contribute:
 Up to $740683.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage.
 Up to $1,32420.00 per month toward the cost of the monthly premium for employee plus one (1) dependent medical/dental/vision plan coverage.
 Up to $1,788652.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents
medical/dental/vision plan coverage.

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UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 10
Date Modified: September 16, 2019July 1, 2023

4) Effective July 1, 2022, the City will contribute:
 Up to $697.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage.
 Up to $1,265.00 per month toward the cost of the monthly premium for employee plus one dependent medical/dental/vision plan coverage.
 Up to $1,685.00 per month toward the cost of the monthly premium for employee plus two or more dependents medical/dental/vision plan coverage.
(d) These contributions are based on full-time employment; regular part-time employees shall receive a prorated contribution based on their percentage of full-time employment. The employee, through payroll deductions, shall pay insurance plan premiums that exceed the City’s monthly contribution.

The City shall maintain its IRS Section 125 Plan to allow for employee contributions for medical/dentalvisions/visiondental to be pre-tax premium conversion.
(e) Plan Rules. Employees may insure themselves and their eligible dependents under the medical, dental,vision and visiondental plans provided by the City, in accordance with the rules and regulations applicable to the selected Plan. Benefits in the Plan shall be in accordance with the Plan document.

4.3 Health and Welfare Benefits During Layoff

Regular status employees who are laid off will have an option of maintaining their existing health and welfare benefits for thirty-six (36) months from the date of layoff, provided timely payments of the premiums by the employee are made to the City, according to City regulations, and provided the employee otherwise meets the requirements of Federal and State regulations.

Section 5. Holidays

5.1 Qualifying for Holiday Pay
All regular status employees, excluding provisional and temporary employees, shall be entitled to take all authorized holidays at full pay not to exceed the ATTACHMENT C 543
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employee’s regular work day (e.g. nine (9) hours on a nine (9) hour work day or eight (8) hours on an eight (8) hour work day on the 9/80 schedule) for each of the holidays listed below.

5.2 Holidays Observed by the City
(1) January 1 ……………………………………………………….New Year's Day
(2) Third Monday in January………………......Martin Luther King Jr.’s Birthday (3) Second Monday in February ………………….……………Lincoln's Birthday (4) Third Monday in February ………………………........Washington's Birthday (5) March 31 (FLOATING)…………………………..…...Cesar Chavez Birthday (6) Last Monday in May…………………………….………………..Memorial Day
(7) July 4………………………………………………………...Independence Day
(8) First Monday in September……………………….…………………Labor Day (9) Second Monday in October ……………………….…………..Columbus Day (10) November 11……………………………………….…………..Veteran's Day
(11) Fourth Thursday in November………………………………....Thanksgiving (12) Fourth Friday in November………………………….Day after Thanksgiving (13) December 25…………………………………………………..Christmas Day
(14) Birthday Holiday
FLOATINGFloating holiday must be used within the calendar year. There is no cash value for the unused floating holiday. Employees have not earned and cannot use the floating holiday until the actual holiday occurs (March 31).

Birthday Holiday Leave. The department head with due consideration for the wishes of the employee, may authorize the birthday holiday to be taken within sixty (60)ninety (90) calendar days afterbeginning on the day of the employee’s birthday.

If any of said holidays fall on a Sunday, the following Monday shall be observed as a holiday. If any of said holidays fall on a Saturday, the preceding Friday shall be observed as a holiday.

In order to receive Holiday Pay the employee must be in a paid status the day before and the day after the holiday.

5.3 Compensation for Holidays Worked
Prior approval for holiday work must be secured from the City Manager except in emergency situations where said approval cannot be obtained beforehand.

If an employee works on a holiday, the employee will receive eight (8) hours of ATTACHMENT C 544
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holiday pay at their regular rate of pay, actual hours worked will be paid at the time and one half and holiday hours will not be counted as time worked. If an employee works only partial hours on a holiday, partial holiday hours will be counted as time worked for FLSA overtime calculation purposes (up to the employee’s regular work day hours combined maximum).

5.4 Police Chief and Deputy Police Chiefs Holiday Compensation The Police Chief and Deputy Police Chiefs shall receive a five percent (5%) base pay increase effective September 16, 2019, in exchange for eliminating the holiday in lieu add pay.

When the Ppolice Department Administrative offices are closed on a regularly scheduled work day, staff shall use the appropriate number of hours from their personal leave time to take the day off. However, at the sole discretion of the Chief or designee, staff may be scheduled to work on a day when the Police Department offices are closed. In the event the Police Chief or Deputy Chief is scheduled to work on a day when the Police Department offices are closed, he or shethey will not be required to use vacation and will be paid for actual hours worked at straight time.

Section 6. Vacation Leaves
The following shall be the vacation leave benefits for all employees covered by this Plan.

For purposes of determining eligibility for sSections 6(a) and (b) below, all dDepartment hHeads and Deputy City Managers (MA and EP employees) are to be considered as having been employed by the City of Stockton for at least seven and one-half (7.5) yYears and shall receive benefits based on that number of years of service. For purposes of determining eligibility for sSections 6(a) and (b) all assistant dDepartment hHeads and mid-management (MV and PP employees) are to be considered as having been employed by the City of Stockton for at least one and one-half (1.5) years and shall receive benefits based on that number of years of service. (a) Vacation Accrual.

FLSA non-exempt employees. All regular status employees that are FLSA overtime non-exempt, excluding provisional and temporary, shall accrue vacation leave with pay in accordance with the following schedule:
(1) Less than one and one-half (1-1/2) years continuous employment………………………………………80 hours/year.

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Date Modified: September 16, 2019July 1, 2023
(2) After one and one-half (1-1/2) to seven and one-half (7-1/2) years continuous employment………………..108 hours/year.
(3) After seven and one-half (7-1/2) to fifteen (15) years continuous employment……………………….144 hours/year.
(4) After fifteen (15) to twenty-five (25) years continuous employment……………………………………..189 hours/year.
(5) Thereafter, seven (7) additional hours for each completed year of service in excess of twenty-five (25) years.

FLSA exempt employees. All regular status employees that are FLSA overtime exempt, excluding provisional and temporary, shall accrue vacation leave with pay in accordance with the following schedule:
(1) Less than one and one-half (1-1/2) years continuous employment……………………………………..120 hours/year.
(2) After one and one-half (1-1/2) to seven and one-half (7-1/2) years continuous employment………………..148 hours/year.
(3) After seven and one-half (7-1/2) to fifteen (15) years continuous employment……………………….188 hours/year.
(4) After fifteen (15) to twenty-five (25) years continuous employment……………………………………..229 hours/year.
(5) Thereafter, seven (7) additional hours for each completed year of service in excess of twenty-five (25) years.

Employees shall accrue their vacation allowance in twenty-four (24) equal amounts on a twice-monthly payroll basis (24 pay periods).
(b) Maximum Vacation Accrual. Employees reaching the maximum hours provided here shall stop accruing additional vacation hours until they are below the caps listed here. No vacation hours maybe added to sick leave balances without exception.

Maximum Vacation Accrual Caps.
40 hour employee (FLSA non-exempt employee)
Under 1.5 yrs. 120 hours

1.5-7.5 yrs. 240 hours

7.5-15 yrs. 280 hours
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15-25yrs. 320 hours
26 yrs. 328 hours
27 yrs. 336 hours
28 yrs. 344 hours
29 yrs. 352 hours
Over 29 years shall receive an additional 7 hours for each year of service.
40 hour employee (FLSA exempt employee)
Under 1.5 yrs. 200 hours

1.5-7.5 yrs. 320 hours

7.5-15 yrs. 360 hours
15-25yrs. 400 hours
26 yrs. 408 hours
27 yrs. 416 hours
28 yrs. 424 hours
29 yrs. 431 hours
Over 29 years shall receive an additional 7 hours for each year of service.
(c) Vacation Scheduling. Vacation leaves shall be scheduled with due consideration for the wishes of the employee and so as toto not interfere with the normal operation of the City business. Vacation requests are accepted on a day for day basis.
(d) Holiday during Vacation. If any such paid holidays fall within an employee's vacation leave, the employee will not be charged vacation accrual for that day.
(e) Cash Payment Option. Effective FY 202319/202420 and, 202420/202521, 2021/2022 and 2022/2023 only, an employee may elect to receive a cash payment for a maximum of forty (40) hours of unused accumulated vacation balance after the use of a scheduled vacation of forty (40) hours or more in that same or prior fiscal year. To utilize this option, employees must maintain a balance of (forty) (40) accrued vacation hours after the cash payment. When in effect, this option may be exercised once per fiscal year.

Employees may elect this option by December 31 of each year for the cash out the following calendarfiscal year. The cash out election is irrevocable and the City will follow IRS regulations regarding cash payment of leave. (f) Vacation Cash Out Upon Separation. An eligible employee separating from City service for any reason who has unused vacation time shall be paid for such vacation time up to the effective date of the last day of employment ATTACHMENT C 547
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with the City. Payment for unused vacation shall be made at the final rate of pay. Payment for the unused vacation hours shall be paid post separation date at no later than the second regularly scheduled pay period pay date following separation. Prior to separation from City service, the City does not provide to employees any vacation cash-out or sell back for accrued but unused vacation hours.

Section 7. Mileage Reimbursement for Private Vehicle Use The private vehicle mileage reimbursement will be paid to employees who use their private vehicle for City business travel within the City or out of the City limit. Such usage must be documented. Mileage reimbursement for use of personal vehicle shall be compensated at the current Internal Revenue Service (IRS) rate.

Reimbursement for average mileage on City business greater than 1,000 miles per month will be determined by the City Manager, provided no such reimbursement shall exceed IRS mileage reimbursement rate then in effect.

Section 8. Sick Leave

8.1 Sick Leave Use
(a) Accrual. All regular status full-time employees, except provisional and temporary employees, shall accrue sick leave at the rate of eight (8) hours for each month of completed service.

All regular status employees, except provisional and temporary employees, scheduled to work less than a full month shall accrue sick leave on a prorated basis. Unused sick leave shall accrue from year to year.

Employees shall continue to accrue sick leave while off duty on authorized sick leave; provided, however, an employee shall not accrue sick leave during any leave or leaves of absence without pay granted to the employee. (b) Usage. Employees are entitled to sick leave pay for those hours, which the employee would normally have worked, to a maximum of the hours accrued, described as:

Preventive medical, dental, optical care, illness, injury, or exposure to contagious disease which incapacitates the employee from performing normal work duties. This includes disabilities caused or contributed by pregnancy, miscarriage, abortion, childbirth, and recovery there from.

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(c) Family Sick Leave. Employees may utilize up to one-half of their annual sick leave accrual in the case of illness or injury in the employee's immediate family when such illness or injury requires personal care, except in instances where the employee is on approved FMLA or CFRA leave.

Such leave shall be restricted to the employee's parents, spouse, registered domestic partner, mother-in-law, father-in-law, child, stepchild, brother, sister, brother-in-law, sister-in-law, grandparent and grandchild, and legal dependent, and “designated person.”. For the purposes of paid sick leave, a “designated person” means a “person identified by the employee at the time the employee requests paid sick leave.” An employee may select one (1) person as “designated person” in a twelve (12) month period. The employee’s child includes a biological, foster, or adopted child, a stepchild, a legal ward, a child of the employee’s registered domestic partner, or a child to whom the employee stands in loco parentis.

It is not the intent of this provision to conflict with any state or federally mandated policies, such as the Family Medical Leave Act (FMLA), the California Family Rights Act (CFRA), or Pregnancy Disability Leave (PDL). (d) Reporting Procedures for Sick Leave. When the requirement for sick leave is known to the employee in advance of the absence (for example, including but not limited to scheduled medical, dental or vision appointments), the employee shall request authorization for such sick leave from the dDepartment hHead prior to such absence.

If an employee is not able to report due to illness or injury, the employee shall report as soon as possible to the appropriate supervisor, but in no case more than thirty (30) minutes after the start of the work day, except for extenuating circumstances prohibiting giving notice.

Failure to notify as soon as possible and in conforming to the thirty (30) minute notification shall be cause for disciplinary action as determined by the appointing authority.
(e) Verification Procedures
(1) Before being paid for the use of accrued sick leave, the employee shall submit a signed statement to the dDepartment hHead, on a prescribed form, stating the dates and hours of absence, the exact reason, and such other information as is necessary for the request to be evaluated. If an employee doesn't return to work prior to the preparation of the payroll, other arrangements may be made with the dDepartment hHead.

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(2) Doctor's Certificate or Other Proof.

The dDepartment hHead or designee may require a doctor’s certificate or other reasonable proof of illness as he/shethey deems necessary in order for an employee to receive an excused absence from work and sick leave pay. The employee shall be given notice prior to returning to work that he or shethey will be required to provide such documentation. Employees who have unscheduled absences due to illness on a scheduled work day preceding or following a holiday may be required to bring a doctor’s certificate or other reasonable proof of illness in order to receive an excused absence and sick leave pay. If an employee’s illness results in an absence from work for three (3) or more consecutive work days, a doctor’s certificate or other reasonable proof of illness may be required. In addition, the City may monitor and control the appropriate use of sick leave by employees and if reasonable cause is articulated, can limit use of sick leave and require additional verification.

The dDepartment hHead or designee may make such sick leave usage reviews and may require such additional documentation including a physician’s statement as he/shethey deems necessary before approving the sick leave benefit.
(3) If the City has a reasonable basis to believe that an employee is abusing the sick leave benefit, the City or the employee's supervisor must first meet with the employee to: 1) explain the reasonable basis for the believed abuse, and 2) discuss the reasons for the employee's absence. After such meeting, and depending on the factual circumstances, the City may:
(a) Place the employee on restricted sick leave for a period of not more than four (4) months, under the direction of the Director of Human Resources pursuant to section 8.1 (e) and sub
section (2) above;
(b) Suspend the employee without pay for up to five (5) days for abuse of sick leave; or dismissal from employment if a prior suspension involved abuse of sick leave;
(c) Place the employee in an employee assistance program, if agreed to by the employee.
(f) Use of Sick Leave while on Vacation. An employee who is injured or who becomes ill while on vacation may be paid for sick leave in lieu of vacation provided that the employee:

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(1) Was hospitalized during the period for which sick leave is claimed, or
(2) Received medical treatment or diagnosis and presents a statement indicating disabling illness or injury signed by a physician covering the period for which sick leave is claimed.

8.2 Unused Sick Leave Upon Separation
(a) Payment for Unused Sick Leave
Effective February 17, 2012, all accumulated or future accruals of sick leave shall have no cash value upon separation of employment and employees shall not be allowed to cash out unused sick leave except as provided below.
(b) CalPERS Service Credit for Unused Sick Leave
Employees shall be eligible for CalPERS service credit for any unused sick leave at retirement not otherwise compensated for in (c) below. Employees hired after the City amends its CalPERS contract to eliminate service credit for unused sick leave shall not be eligible for this service credit. (c) Sick Leave Retention Benefit
If, after subtracting the equivalent of one (1) full year of service credit (2080 hours), which may be applied to CALPERS service credit, any balance remaining upon separation shall be paid as follows to employees who have remained in City service until the dates specified:
(1) Separation prior to July 1, 2014, no payment of unused sick leave at separation shall occur for separating employees before this date; (2) Separation between July 1, 2014 and June 30, 2015, payment of unused sick leave which the employee held on 2/16/12 shall be paid at thirty-five percent (35%) of its cash value to separating employees between these dates; and
(3) Separation after July 1, 2015, payment of unused sick leave which the employee held on 2/16/12 shall be paid at fifty percent (50%) of its cash value to separating employees after this date. (4) Service credit for unused sick leave shall be in accordance with PERS regulations.

ATTACHMENT C 551
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 19
Date Modified: September 16, 2019July 1, 2023
Section 9. Longevity Pay (Professional Growth Pay)
Effective August 1, 2011, all longevity pay shall be eliminated for all employees covered by this Plan. However, the City shall grandfather only those employees who have completed twelve (12) continuous years of service with the City as of July 1, 2012, and who are receiving a Longevity Pay of two and one-half percent (2.5%) as of that date.

Employees as of August 1, 2011 receiving a higher Longevity Pay based on benefits received by another unit shall also be grandfathered but they shall have their current Longevity Pay reduced by two and one-half percent (2.5%) and then frozen at those levels at that time. As of July 1, 2012, longevity incentive pay allowance for these grandfathered employees shall be reduced to one and one-half percent (1. 5%). Employees receiving a higher Longevity Pay based on benefits received by another unit shall have their remaining longevity reduced by one percent (1.0%) effective July 1, 2012.

Unrepresented Police Safety personnel shall be eligible to receive the same longevity incentive pay allowance as Stockton Police Management Association members, as follows:
(a) If the Unrepresented Police Safety employee is not otherwise eligible for the grandfathered Unrepresented Longevity Pay, the City shall pay threequarters of one percent (.75%) of base salary for longevity pay, upon completion of twelve (12) years of continuous service as a public safety member of the Stockton Police Department.
(b) The City shall pay an additional one and three-quarters percent (1.75%) for a total of two and one- half percent (2.5%), upon completion of eighteen (18) years of continuous service as a public safety member of the Stockton Police Department.
(b) The City shall pay an additional two percent (2%) for a total of four and onehalf percent (4.5%), upon completion of twenty-four (24) years of continuous service as a public safety member of the Stockton Police Department. (c)
Section 10. Other Leaves With Pay

10.1 Bereavement Leave. In the event of a death in the immediate family of an employee, he/shethey shall, upon request, be granted up to three (3) days bereavement leave with pay without charge to theirhis/her accumulated sick leave credits or vacation leaveeligibility. The employee shall, upon request,Department Head or his/her designee may be granted an additional two (2) days bereavement leave upon request which shall be charged against the employee’s accumulated sick leave or vacation leave. credits in cases where extensive travel is required to attend the funeral. For the purposes of this paragraph, the immediate family shall ATTACHMENT C 552
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 20
Date Modified: September 16, 2019July 1, 2023
be restricted to the employee’s parents, current step parents, spouse, mother-inlaw, father-in-law, child, stepchild, brother, sister, son-in-law, daughter-in-law, brother-in-law, sister-in-law, grandparent, grandchild, and registered domestic partner.

In the event of the death of a person not immediately related to an employee as defined above, the employee's department head may grant up to three (3) days bereavement leave upon request which shall be charged against the employee's accumulated sick leave or vacation leave credits. Bereavement Leave will not be counted against the employee under the City’s absence control policy when evaluating the employee’s work performance.

10.2 Jury Duty Leave/Court Appearance. Upon approval by the department head, an employee, other than a provisional or temporary employee, shall be permitted authorized absence from duty for appearance in court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions:

Said covered absence will be for actual hours served (including travel time) on jury duty or testifying as a witness in a criminal case, other than a defendant. Authorized absence for jury or court leave shall include the time from when the employee is ordered to appear until the time the employee is released from the court. As a condition of receiving such pay, the employee must remit to the City, through the employee's department head, within fifteen (15) days after receipt, all fees received except those specifically allowed for mileage and expenses.

If an employee is not due to appear for jury duty or as a witness until an afternoon court session, the employee will be expected to work theirhis or her usual morning schedule. Upon being excused from the court each day, the employee must return to work if theyhe or she havehas more than two (2) hours remaining before the end of theirhis or her workday.

Said absence from duty will be without pay when the employee appears in private litigation to which the City of Stockton is not a party.

Any fees allowed, except for reimbursement of expenses incurred, shall be remitted to the City through the employee's department.

Notwithstanding the foregoing, attendance in court in connection with an employee's official duties or oin behalf of the City of Stockton in connection with a case in which the City of Stockton is not a party, together with travel time necessarily involved, shall not be considered absent from work within the meaning of this Section.

10.3 Military Leave. An employee of the City who is a member of the National Guard or ATTACHMENT C 553
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 21
Date Modified: September 16, 2019July 1, 2023
Naval Militia or a member of Reserve Corps or Force of the Federal Military, Naval or Marine Service and is ordered to duty shall be granted leave with pay while engaged therein, provided the leave does not exceed thirty (30) calendar days in any calendar year.

All regular status employees in the service of the City shall be allowed a leave of absence without pay for the duration of a national emergency who have been inducted into the Army, Navy, Marine Corps, Air Force or any other branch of the Military Service of the United States or the State of California. Said employees shall be reinstated in the service, except as hereinafter stated, providing they are physically fit as shown by a medical examination by the City Physician or other physician appointed to make a medical examination.

All probationary employees inducted into the Military Service not having served the minimum probationary period of six (6) months, shall be allowed a leave of absence without pay for the duration of a national emergency, but said employees shall be placed at the head of the eligible list for such position in the order of their seniority of employment and when appointed to a vacant position, they must be physically fit as above specified and shall serve the balance of their probationary period before attaining the status of a regular status employee.

Two (2) or more regular status employees granted a military leave of absence without pay from the same position shall be reemployed according to their seniority of employment providing they are physically fit as above specified.

10.4 Management Time Leave. The Chief of Police, Deputy Chief of Police II, and Deputy Chief of Police I shall receive forty (40) hours of paid-management timeleave each fiscal year. The management time-leave of forty (40) hours may not carry over from fiscal year to fiscal year, be used for sell-back purposes, or paid for any unused leave-time upon separation of City employment.

10.5 State Disability Insurance. As soon as administratively possible after approval of the amended Unrepresented Compensation Plan by the City Council on its regular agenda in accordance with the Ralph M. Brown Act, employee contributions will begin under the State Disability Insurance (SDI) program offered by the State of California Employment Development Department. SDI will be coordinated with other benefits.

Section 11. Workers' Compensation Leave

11.1 Workers’ Compensation Leave
(a) Workers' Compensation Benefits shall be provided in accordance with State law and schedules whenever an employee is absent from duty because of disability caused by illness or injury arising out of and in the course of ATTACHMENT C 554
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 22
Date Modified: September 16, 2019July 1, 2023
employment which has been declared to be compensable under the Workers' Compensation Law. Any salary continuation program benefits that are in addition to the State benefits that were in effect on July 31, 2011 shall be eliminated effective August 1, 2011. An employee on Workers’ Compensation may use accrued leave, if needed, to supplement benefits, up to the amount required to receive a full paycheck.
(b) Forms and Procedures. Workers’ compensation processing shall be consistent with City procedures and in accordance with state workers’ compensation regulations. An employee who sustains a work-related injury or illness shall immediately inform his/hertheir supervisor no matter how minor an on-the-job injury may appear. An employee who sustains a workrelated injury or illness is required to seek medical care at facilities designated by the City unless they have filed a pre-designation of personal physician prior to sustaining the work-related injury or illness. For a list of City designated medical care facilities and/or physicians, please contact the Human Resources Department.

Section 12. Leave of Absence

12.1 Leave of Absence
Employees shall not be entitled to leave of absence as a matter of right, but only in accordance with the provisions of law and the City of Stockton Municipal Code.

Unless otherwise provided, the granting of a leave of absence also grants to the employee the right to return to a position in the same classification or equivalent classification, as the employee held at the same time the leave was granted. The granting of any leave of absence shall be based on the presumption that the employee intends to return to work upon the expiration of the leave.

All approval authority over leaves of absence exercised by the dDepartment hHead under this sSection shall be subject to review by the Director of Human Resources, whose ruling shall be final.
(a) Purpose and Length. Only employees occupying regular positions on a regular basis are eligible for leaves of absence without pay under the provisions of this sSection.

An appointing authority may grant leave of absence without pay for personal reasons up to a maximum of twelve (12) months with approval of the Director of Human Resources.

ATTACHMENT C 555
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 23
Date Modified: September 16, 2019July 1, 2023
Leaves of absence without pay on account of illness or injury, which are not job incurred, may be granted for a maximum period of twelve (12) months with approval of the Director of Human Resources.

Such a leave will be granted only after all accrued sick leave credits hashave been used and shall be substantiated by a physician’s statement. (b) Application for and Approval of Leave of Absence Without Pay.

Employees shall not be entitled to Leave of Absence Without Pay as a matter of right, but only upon the determination of the City that it is in the best interest of public service and that there is a presumption that the employee intends to return to work upon the expiration of the leave of absence. In order to receive leave without pay, an employee must submit a request on the prescribed form to his/hertheir dDepartment hHead and the Director of Human Resources describing the reasons for the request and all other information required for the dDepartment hHead or his/hertheir representative, to evaluate the request. Leaves without pay may be cancelled by the department at any time.
(c) Employees on authorized leaves of absence without pay shall not be entitled to payment by the City of the premiums for their health and dental insurance, except as provided hereinafter.

The entitlement to City payment of premium shall end on the last day of the month in which the employee was paid except that employees on an authorized leave of absence may continue enrollment in the City health and dental insurance plan by prepayment of the full monthly premium during the authorized leave of absence.

Authorized absence without pay which exceeds thirty (30) consecutive calendar days, except military leave, shall not be included in determining salary adjustment rights, based on length of employment. Periods of time during which an employee is required to be absent from his/hertheir position by reason of any injury or disease for which he/shethey isare entitled to and currently receiving Workers’ Compensation benefits shall be included in computing length of service for the purpose of determining that employee’s salary adjustment.

12.2 Absence Without Official Leave (AWOL)
ATTACHMENT C 556
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 24
Date Modified: September 16, 2019July 1, 2023
(a) Failure to Report to Duty or Failure to Return After Leave. Failure to report for duty or failure to report for duty after a leave of absence request has been disapproved, revoked, or cancelled or at the expiration for a leave shall be considered an absence without official leave and the employee shall be subject to discipline.
(b) Voluntary Resignation. Any employee without official leave for two (2) or more consecutive scheduled days or absent an aggregate of sixteen (16) hours in any calendar month without a satisfactory explanation as approved by the Director of Human Resources shall be deemed to have voluntarily resigned from the City of Stockton, except if the absence is due to a verified illness or injury.

Section 13. Salary Plan
For a current Salary Schedule, please visit www.stocktonca.gov.

13.1 Salary Increases
(a) Effective July 1, 2023September 16, 2019, employees will receive a twofour percent (24%) cost of living adjustment Cost of Living Adjustment (COLA) to base pay.
(b) Effective July 1, 20240, employees will receive a three percent (32%) COLA to base pay.
(c) Effective July 1, 20215, employees will receive a three percent (23%) COLA to base pay.
(d) Effective July 1, 2022, employees will receive a 2% COLA to base pay. (d) Market adjustments will be provided in year two (2) and year three (3) of the contract as follows:
1) First, the total three (3) year COLA shall be deducted from the “median” position in the market.
2) Effective July 1, 2024, certain classifications will receive a market adjustment of no more than seven percent (7%) as outlined in Appendix A.

3) Finally, effective July 1, 2025, certain classifications will receive the remaining percentage to bring the classification to the median of the market as outlined in Appendix A.

ATTACHMENT C 557
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 25
Date Modified: September 16, 2019July 1, 2023
Effective September 16, 2019, certain unrepresented classifications that are more than 8% below market median will receive market salary adjustments commensurate with adjustments proposed to other bargaining units at the City. (e) Lump Sum Payment.

1) Each employee who is employed in the bargaining unit as of July 1, 2024 will receive a two thousand ($2000) lump sum non-pensionable bonus (subject to all applicable withholdings) to be paid by the second scheduled payday in the same month.
2) Each employee who is employed in the bargaining unit as of July 1, 2025 will receive a two thousand ($2000) lump sum non-pensionable bonus (subject to all applicable withholdings) to be paid by the second scheduled payday in the same month.

Salary step increases will be effective the first day of the pay period following appointment or revision. If the date of appointment or revision is the first day of a pay period, salary step increases will be as of that date.

13.2 Salary Step when Salary Range is Increased
Whenever the monthly schedule of compensation for a class is revised, each incumbent in a position to which the revised schedule applies shall be entitled to the step in the revised range which corresponds to the employee’s step held in the previous range, unless otherwise specifically provided by the Director of Human Resources.

13.3 Salary Step after Promotion or Demotion
When an employee is promoted from a position in one rank to a position in a higher rank and at the time of promotion is receiving a base salary equal to, or greater than, the minimum base step rate for the higher rank, that employee shall be entitled to a step in the range of the higher rank which is at least five percent (5%) above the employee’s current base salary, except that the next step shall not exceed the maximum salary of the higher rank. Add pays are not included in the calculation of base salary for purposes of this section. When an employee is demoted, whether such demotion is voluntary or otherwise, that employee’s compensation shall be adjusted to the salary prescribed for the class to which demoted.

13.4 Acting Pay

An employee who is assigned in writing to work in a higher paid classification and ATTACHMENT C 558
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 26
Date Modified: September 16, 2019July 1, 2023
who performs a majority of the duties of that higher position after five (5) days shall receive the rate of pay in a step of the higher classification which would have been received if the employee had been promoted into that classification.

The increased rate of pay will commence with the first day of the assignment; however, to qualify the employee must meet the above conditions before being eligible for Acting Pay.

13.5 Pay Equity Adjustments
The City recognizes that there may be a need for special salary adjustments for selected classifications as a result of recruitment problems, reclassifications, and/or organizational changes. The City, in its sole discretion, may make such adjustments.

13.6 Special Assignment Pay
The dDepartment hHead, withand the concurrence of the Director of Human Resources may approve additional compensation in an amount not to exceed one (1) additional salary step when an employee is assigned to perform additional duties and responsibilities for the duration of the special assignment.

13.7 Temporary Upgrade Pay
Hourly or daily rate of pay upgrade for employees who are assigned to temporarily perform the duties of other employees of a higher level classification. The employee must not perform any of the duties for their own job classification while working in the higher level classification.

13.8 Salary Step after Military Leave
All employees who have been granted military leave shall, upon their return to City service, beare entitled to the automatic salary advancements within the range scale of the established wage schedule of their classifications for the period they were in the military service.

13.9 Uniform Allowance
Employees required to wear uniforms shall be paid an annual uniform allowance, one-half payable in April and one-half payable in October each year. Employees in the following classifications receive the following annual uniform allowance:
o Chief of Police - $1,200.00
ATTACHMENT C 559
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 27
Date Modified: September 16, 2019July 1, 2023
o Deputy Chief of Police II - $1,200.00
o Deputy Chief of Police I - $1,200.00
o Fire Chief - $950.00
o Deputy Fire Chief II - $950.00
o Deputy Fire Chief I - $950.00
Effective July 1, 2024, employees in the following classifications receive the following annual uniform allowance:
o Fire Chief - $1,000.00
o Deputy Fire Chief II - $1,000.00
o Deputy Fire Chief I - $1,000.00

13.10 Certificate Incentive Pay-Sworn Police Chiefs or Deputy Chiefs (a) The City shall pay six percent (6.0%) of the top step in rank for sworn personnel who attain a P.O.S.T. Supervisory Certificate. (b) The City shall pay an additional five percent (5.0%) for a total of eleven percent (11%) of top salary step in rank for sworn personnel who attain a P.O.S.T. Management certificate or higher, upon completion of two (2) continuous years of service in rank and upon completion of management course.

13.11 Bi-Weekly Pay Period
The City may move to bi-weekly pay as soon as it is administratively possible. This may not be administratively possible until the City implements a new payroll system.

13.12 “Y”-Rate
When an employee's classification is changed to a lower paid classification as the result of a classification study or other personnel action, the employee may be placed on a "Y" rate. A "Y" rate means that the monthly compensation for the employee will remain in effect until such time as further changes in the pay range of the new classification exceeds the "Y" rate.

13.13 CalPERS Reportability
The City makes no representation as to whether any of the compensation or payments in this Unrepresented Compensation Plan are subject to CalPERS service credit or pensionable income. Any determination by CalPERS to not fully credit the compensation and/or service time provided under this Unrepresented Compensation Plan is outside of the City’s control.

ATTACHMENT C 560
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN _____________________________________________________________________ City of Stockton 28
Date Modified: September 16, 2019July 1, 2023
Section 14. Work Schedule

14.1 Employees in FLSA exempt job classifications shall not be eligible for overtime for extra hours worked to perform duties of their assigned position.

14.2 Department hHeads are responsible for personally approving any overtime pay for FLSA non-exempt employees within their respective departments, with a report submitted to the City Manager at the end of each pay period explaining the overtime.

14.3 Overtime
Non-exempt employees will receive overtime at the appropriate rate when authorized in writing by the dDepartment hHead prior to the overtime worked. The following provisions pertaining to authorized statutorily required overtime work shall apply to Fair Labor Standards Act (FLSA) non-exempt employees:
(a) Statutory overtime shall be paid on actual time worked in excess of forty (40) hours in any workweek. Such overtime shall be paid for at time and one-half (1-1/2) including employees employed on a per hour or per day basis or except as provided elsewhere herein. Observed holidays, floating holidays, jury duty leave, bereavement leave, and sick leave hours taken shall be considered as time worked for overtime calculation purposes.

Vacation, or other time taken as compensated time off shall not be considered as actual time worked for overtime calculation purposes.

(b) Employees assigned to an alternate work schedule (e.g. 4/10, 9/80, etc.) shall be compensated at the overtime rate for all time worked in excess of their regularly scheduled hours.
(b) Temporary Upgrade Pay. Employees assigned to work overtime in a position or classification other than the position or classification to which they are permanently appointed will be paid overtime at the hourly rate attached to the position or classification in which they are performing such overtime work.
(c)

14.4 Compensatory Time Off (CTO)
(a) Definition. As used in this sSection, the term Compensatory Time Off (CTO) refers to that time which an employee is entitleds to be absent from duty ATTACHMENT C 561
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1,
2023
29 with pay for hours worked in addition to or excess of their normal work schedule. For the purpose of this sSection, Compensatory TimeCTO shall apply only to Non-Exempt employees.
(b) CTO in Lieu of Overtime Compensation. Employees may voluntarily elect to receive overtime compensation in the form of CTO at the rate of one and one-half (1-1/2) hours of CTO for each hour of overtime earned under section 14.3 (a).

(b)
ATTACHMENT C 562
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 30
Appendix A. Market Adjustments
Year 1 ‐ Effective 7/1/23 Rate Calculation
Year 2 ‐ Effective 7/1/24 COLA year 1 (4%) Current hourly x 0.04 Year 3 ‐ Effective 7/1/25 MA year 1 (0%) N/A
Year 1 ‐ Monthly Salary (Current hourly + COLA) x 173.34 COLA year 2 (3%) Year 1 hourly x 0.03
MA year 2 (5%) Current hourly x 0.05
Year 2 ‐ Monthly Salary
(Current hourly + all increases) x
173.34
COLA year 3 (3%) (Current hourly + all increases) x 0.03 MA year 3 (2%) Current hourly x 0.02
Year 3 ‐ Monthly Salary
(Current hourly + all increases) x
173.34
*Monthly hours of 173.34 are calculated from 86.67 x 2

Hourly/Monthly Steps
1 2 3 4 5 6
Accounting Manager current monthly

9,008.22

9,458.44

9,931.16

10,427.52

10,948.68

11,495.88
current hourly

51.9685

54.5658

57.2930

60.1564

63.1630

66.3198
COLA year 1 (4%)

2.0787

2.1826

2.2917

2.4063

2.5265

2.6528
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

9,368.55

9,836.77

10,328.42

10,844.61

11,386.62

11,955.71
COLA year 2 (3%)

1.6214

1.7025

1.7875

1.8769

1.9707

2.0692
MA year 2 (1.99%)

1.0342

1.0859

1.1401

1.1971

1.2569

1.3198
Year 2 ‐ Monthly Salary

9,828.87

10,320.10

10,835.90

11,377.46

11,946.10

12,543.15
COLA year 3 (3%)

1.7011

1.7861

1.8754

1.9691

2.0675

2.1708
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

10,123.73

10,629.70

11,160.98

11,718.78

12,304.48

12,919.44

ATTACHMENT C 563
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 31
Budget Analyst II
(Confidential) current monthly

6,508.08

6,833.48

7,175.14

7,533.92

7,910.62

8,306.16
current hourly

37.5452

39.4224

41.3935

43.4633

45.6364

47.9183
COLA year 1 (4%)

1.5018

1.5769

1.6557

1.7385

1.8255

1.9167
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,768.41

7,106.82

7,462.16

7,835.29

8,227.04

8,638.40
COLA year 2 (3%)

1.1714

1.2300

1.2915

1.3561

1.4239

1.4951
MA year 2 (2.9%)

1.0888

1.1432

1.2004

1.2604

1.3235

1.3896
Year 2 ‐ Monthly Salary

7,160.20

7,518.19

7,894.10

8,288.83

8,703.26

9,138.44
COLA year 3 (3%)

1.2392

1.3012

1.3662

1.4345

1.5063

1.5816
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

7,375.00

7,743.74

8,130.92

8,537.49

8,964.35

9,412.59

Budget Analyst I
(Confidential) current monthly

5,316.54

5,582.38

5,861.48

6,154.56

6,462.28

6,785.42
current hourly

30.6712

32.2048

33.8149

35.5057

37.2810

39.1451
COLA year 1 (4%)

1.2268

1.2882

1.3526

1.4202

1.4912

1.5658
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,529.21

5,805.68

6,095.93

6,400.74

6,720.78

7,056.83
COLA year 2 (3%)

0.9569

1.0048

1.0550

1.1078

1.1632

1.2213
MA year 2 (7%)

2.1470

2.2543

2.3670

2.4854

2.6097

2.7402
Year 2 ‐ Monthly Salary

6,067.24

6,370.61

6,689.12

7,023.58

7,374.76

7,743.51
COLA year 3 (3%)

1.0501

1.1026

1.1577

1.2156

1.2764

1.3402
MA year 3 (8.64%)

2.6500

2.7825

2.9216

3.0677

3.2211

3.3821
Year 3 ‐ Monthly Salary

6,708.61

7,044.05

7,396.22

7,766.04

8,154.35

8,562.08

ATTACHMENT C 564
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 32
Assistant City Attorney current monthly

12,618.26

13,248.92

13,911.08

14,606.32

15,336.34

16,102.86
current hourly

72.7949

76.4331

80.2531

84.2640

88.4755

92.8975
COLA year 1 (4%)

2.9118

3.0573

3.2101

3.3706

3.5390

3.7159
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

13,123.00

13,778.87

14,467.52

15,190.57

15,949.80

16,746.97
COLA year 2 (3%)

2.2712

2.3847

2.5039

2.6290

2.7604

2.8984
MA year 2 (7%)

5.0956

5.3503

5.6177

5.8985

6.1933

6.5028
Year 2 ‐ Monthly Salary

14,399.97

15,119.66

15,875.32

16,668.73

17,501.83

18,376.58
COLA year 3 (3%)

2.4922

2.6168

2.7475

2.8849

3.0290

3.1804
MA year 3 (1.98%)

1.4413

1.5134

1.5890

1.6684

1.7518

1.8394
Year 3 ‐ Monthly Salary

15,081.81

15,835.58

16,627.01

17,458.00

18,330.55

19,246.71

Assistant City Clerk current monthly

6,433.94

6,763.92

7,109.86

7,474.18

7,858.12

8,260.46
current hourly

37.1175

39.0211

41.0168

43.1186

45.3336

47.6547
COLA year 1 (4%)

1.4847

1.5608

1.6407

1.7247

1.8133

1.9062
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,691.31

7,034.47

7,394.25

7,773.15

8,172.45

8,590.88
COLA year 2 (3%)

1.1581

1.2175

1.2797

1.3453

1.4144

1.4868
MA year 2 (7%)

2.5982

2.7315

2.8712

3.0183

3.1734

3.3358
Year 2 ‐ Monthly Salary

7,342.42

7,718.98

8,113.76

8,529.53

8,967.69

9,426.84
COLA year 3 (3%)

1.2708

1.3359

1.4043

1.4762

1.5520

1.6315
MA year 3 (4.6%)

1.7074

1.7950

1.8868

1.9835

2.0853

2.1921
Year 3 ‐ Monthly Salary

7,858.66

8,261.69

8,684.23

9,129.23

9,598.20

10,089.63

ATTACHMENT C 565
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 33
Records Research Specialist current monthly

4,022.56

4,228.54

4,445.06

4,673.28

4,912.04

5,163.68
current hourly

23.2062

24.3945

25.6436

26.9602

28.3376

29.7893
COLA year 1 (4%)

0.9282

0.9758

1.0257

1.0784

1.1335

1.1916
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,183.47

4,397.68

4,622.86

4,860.21

5,108.52

5,370.22
COLA year 2 (3%)

0.7240

0.7611

0.8001

0.8412

0.8841

0.9294
MA year 2 (7%)

1.6244

1.7076

1.7951

1.8872

1.9836

2.0853
Year 2 ‐ Monthly Salary

4,590.55

4,825.61

5,072.70

5,333.15

5,605.62

5,892.79
COLA year 3 (3%)

0.7945

0.8352

0.8779

0.9230

0.9702

1.0199
MA year 3 (1.89%)

0.4386

0.4611

0.4847

0.5095

0.5356

0.5630
Year 3 ‐ Monthly Salary

4,804.29

5,050.30

5,308.90

5,581.47

5,866.63

6,167.17

Deputy City Clerk II current monthly

3,908.16

4,109.14

4,318.64

4,540.88

4,773.02

5,017.90
current hourly

22.5462

23.7057

24.9143

26.1964

27.5356

28.9483
COLA year 1 (4%)

0.9018

0.9482

0.9966

1.0479

1.1014

1.1579
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,064.48

4,273.51

4,491.39

4,722.52

4,963.94

5,218.61
COLA year 2 (3%)

0.7034

0.7396

0.7773

0.8173

0.8591

0.9032
MA year 2 (1.22%)

0.2751

0.2892

0.3040

0.3196

0.3359

0.3532
Year 2 ‐ Monthly Salary

4,234.10

4,451.85

4,678.82

4,919.59

5,171.09

5,436.39
COLA year 3 (3%)

0.7328

0.7705

0.8098

0.8514

0.8950

0.9409
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

4,361.12

4,585.40

4,819.18

5,067.18

5,326.22

5,599.48

ATTACHMENT C 566
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 34
Deputy City Clerk I current monthly

3,547.22

3,728.38

3,919.50

4,120.48

4,331.40

4,553.62
current hourly

20.4639

21.5090

22.6116

23.7711

24.9879

26.2699
COLA year 1 (4%)

0.8186

0.8604

0.9045

0.9508

0.9995

1.0508
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

3,689.10

3,877.50

4,076.27

4,285.30

4,504.66

4,735.77
COLA year 2 (3%)

0.6385

0.6711

0.7055

0.7417

0.7796

0.8196
MA year 2 (1.42%)

0.2906

0.3054

0.3211

0.3375

0.3548

0.3730
Year 2 ‐ Monthly Salary

3,850.14

4,046.77

4,254.22

4,472.37

4,701.30

4,942.50
COLA year 3 (3%)

0.6663

0.7004

0.7363

0.7740

0.8137

0.8554
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

3,965.65

4,168.18

4,381.85

4,606.54

4,842.34

5,090.78

Outreach Supervisor current monthly

5,016.20

5,273.68

5,544.04

5,827.28

6,126.90

6,440.54
current hourly

28.9385

30.4239

31.9836

33.6176

35.3461

37.1555
COLA year 1 (4%)

1.1575

1.2170

1.2793

1.3447

1.4138

1.4862
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,216.85

5,484.63

5,765.80

6,060.37

6,371.97

6,698.16
COLA year 2 (3%)

0.9029

0.9492

0.9979

1.0489

1.1028

1.1593
MA year 2 (1.96%)

0.5672

0.5963

0.6269

0.6589

0.6928

0.7282
Year 2 ‐ Monthly Salary

5,471.67

5,752.53

6,047.44

6,356.39

6,683.21

7,025.33
COLA year 3 (3%)

0.9470

0.9956

1.0466

1.1001

1.1567

1.2159
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,635.82

5,925.10

6,228.86

6,547.08

6,883.71

7,236.09

ATTACHMENT C 567
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 35
Outreach Worker current monthly

3,807.22

4,002.66

4,207.48

4,422.82

4,649.88

4,887.48
current hourly

21.9639

23.0914

24.2730

25.5153

26.8252

28.1959
COLA year 1 (4%)

0.8786

0.9237

0.9709

1.0206

1.0730

1.1278
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

3,959.51

4,162.77

4,375.78

4,599.73

4,835.88

5,082.98
COLA year 2 (3%)

0.6853

0.7205

0.7573

0.7961

0.8369

0.8797
MA year 2 (1.33%)

0.2921

0.3071

0.3228

0.3394

0.3568

0.3750
Year 2 ‐ Monthly Salary

4,128.93

4,340.89

4,563.01

4,796.55

5,042.80

5,300.47
COLA year 3 (3%)

0.7146

0.7513

0.7897

0.8301

0.8728

0.9174
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

4,252.80

4,471.11

4,699.90

4,940.45

5,194.08

5,459.48

Assistant Director of
Community Development current monthly

11,126.48

11,696.66

12,296.02

12,917.26

13,585.92

14,278.90
current hourly

64.1888

67.4781

70.9358

74.5198

78.3773

82.3751
COLA year 1 (4%)

2.5676

2.6991

2.8374

2.9808

3.1351

3.2950
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

11,571.55

12,164.52

12,787.85

13,433.95

14,129.36

14,850.06
COLA year 2 (3%)

2.0027

2.1053

2.2132

2.3250

2.4454

2.5701
MA year 2 (7%)

4.4932

4.7235

4.9655

5.2164

5.4864

5.7663
Year 2 ‐ Monthly Salary

12,697.55

13,348.22

14,032.21

14,741.18

15,504.25

16,295.08
COLA year 3 (3%)

2.1976

2.3102

2.4286

2.5513

2.6833

2.8202
MA year 3 (1.7%)

1.0912

1.1471

1.2059

1.2668

1.3324

1.4004
Year 3 ‐ Monthly Salary

13,267.62

13,947.51

14,662.21

15,403.01

16,200.34

17,026.67

ATTACHMENT C 568
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 36
Director of Economic
Development current monthly

13,096.64

13,750.54

14,437.28

15,159.28

15,917.72

16,712.62
current hourly

75.5546

79.3270

83.2888

87.4540

91.8295

96.4153
COLA year 1 (4%)

3.0222

3.1731

3.3316

3.4982

3.6732

3.8566
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

13,620.50

14,300.56

15,014.77

15,765.65

16,554.43

17,381.13
COLA year 2 (3%)

2.3573

2.4750

2.5986

2.7286

2.8651

3.0082
MA year 2 (1.52%)

1.1484

1.2058

1.2660

1.3293

1.3958

1.4655
Year 2 ‐ Monthly Salary

14,228.18

14,938.59

15,684.66

16,469.04

17,293.02

18,156.60
COLA year 3 (3%)

2.4625

2.5854

2.7145

2.8503

2.9929

3.1424
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

14,655.03

15,386.75

16,155.20

16,963.11

17,811.81

18,701.30

Deputy Director of Human
Resources current monthly

9,171.08

9,629.44

10,110.70

10,616.04

11,146.62

11,703.70
current hourly

52.9080

55.5523

58.3287

61.2440

64.3049

67.5188
COLA year 1 (4%)

2.1163

2.2221

2.3331

2.4498

2.5722

2.7008
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

9,537.92

10,014.61

10,515.12

11,040.68

11,592.48

12,171.86
COLA year 2 (3%)

1.6507

1.7332

1.8199

1.9108

2.0063

2.1066
MA year 2 (3.1%)

1.6401

1.7221

1.8082

1.8986

1.9935

2.0931
Year 2 ‐ Monthly Salary

10,108.36

10,613.56

11,144.01

11,700.99

12,285.80

12,899.83
COLA year 3 (3%)

1.7495

1.8369

1.9287

2.0251

2.1263

2.2326
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

10,411.61

10,931.97

11,478.33

12,052.02

12,654.37

13,286.82

ATTACHMENT C 569
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 37
Human Resources Analyst I current monthly

4,791.50

5,036.12

5,294.76

5,566.28

5,850.68

6,151.46
current hourly

27.6422

29.0534

30.5455

32.1119

33.7526

35.4878
COLA year 1 (4%)

1.1057

1.1621

1.2218

1.2845

1.3501

1.4195
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,983.16

5,237.56

5,506.55

5,788.93

6,084.70

6,397.51
COLA year 2 (3%)

0.8624

0.9065

0.9530

1.0019

1.0531

1.1072
MA year 2 (7%)

1.9350

2.0337

2.1382

2.2478

2.3627

2.4841
Year 2 ‐ Monthly Salary

5,468.06

5,747.22

6,042.38

6,352.24

6,676.79

7,020.04
COLA year 3 (3%)

0.9464

0.9947

1.0458

1.0994

1.1556

1.2150
MA year 3 (6.27%)

1.7332

1.8216

1.9152

2.0134

2.1163

2.2251
Year 3 ‐ Monthly Salary

5,932.53

6,235.40

6,555.63

6,891.81

7,243.93

7,616.34

Human Resources Technician current monthly

4,339.74

4,562.12

4,796.18

5,041.94

5,299.44

5,570.98
current hourly

25.0360

26.3189

27.6692

29.0870

30.5725

32.1390
COLA year 1 (4%)

1.0014

1.0528

1.1068

1.1635

1.2229

1.2856
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,513.33

4,744.60

4,988.03

5,243.62

5,511.41

5,793.81
COLA year 2 (3%)

0.7811

0.8211

0.8633

0.9075

0.9539

1.0027
MA year 2 (6.34%)

1.5873

1.6686

1.7542

1.8441

1.9383

2.0376
Year 2 ‐ Monthly Salary

4,923.87

5,176.18

5,441.74

5,720.59

6,012.74

6,320.83
COLA year 3 (3%)

0.8522

0.8958

0.9418

0.9901

1.0406

1.0939
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,071.59

5,331.46

5,605.00

5,892.20

6,193.12

6,510.45

ATTACHMENT C 570
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 38
Human Resources Assistant II current monthly

3,313.32

3,483.02

3,660.92

3,849.34

4,045.98

4,254.28
current hourly

19.1146

20.0936

21.1199

22.2069

23.3413

24.5430
COLA year 1 (4%)

0.7646

0.8037

0.8448

0.8883

0.9337

0.9817
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

3,445.86

3,622.35

3,807.36

4,003.32

4,207.82

4,424.45
COLA year 2 (3%)

0.5964

0.6269

0.6589

0.6929

0.7282

0.7657
MA year 2 (7%)

1.3380

1.4066

1.4784

1.5545

1.6339

1.7180
Year 2 ‐ Monthly Salary

3,781.17

3,974.83

4,177.85

4,392.87

4,617.27

4,854.99
COLA year 3 (3%)

0.6544

0.6879

0.7231

0.7603

0.7991

0.8403
MA year 3 (0.55%)

0.1051

0.1105

0.1162

0.1221

0.1284

0.1350
Year 3 ‐ Monthly Salary

3,912.82

4,113.23

4,323.32

4,545.83

4,778.04

5,024.04

Human Resources Assistant I current monthly

3,006.68

3,161.16

3,322.68

3,493.56

3,672.60

3,861.06
current hourly

17.3456

18.2368

19.1686

20.1544

21.1873

22.2745
COLA year 1 (4%)

0.6938

0.7295

0.7667

0.8062

0.8475

0.8910
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

3,126.95

3,287.61

3,455.59

3,633.31

3,819.51

4,015.50
COLA year 2 (3%)

0.5412

0.5690

0.5981

0.6288

0.6610

0.6950
MA year 2 (7%)

1.2142

1.2766

1.3418

1.4108

1.4831

1.5592
Year 2 ‐ Monthly Salary

3,431.23

3,607.52

3,791.85

3,986.85

4,191.18

4,406.24
COLA year 3 (3%)

0.5938

0.6244

0.6563

0.6900

0.7254

0.7626
MA year 3 (0.74%)

0.1284

0.1350

0.1418

0.1491

0.1568

0.1648
Year 3 ‐ Monthly Salary

3,556.42

3,739.14

3,930.19

4,132.31

4,344.09

4,567.00

ATTACHMENT C 571
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 39
Senior Risk Analyst current monthly

7,347.58

7,722.10

8,118.86

8,534.34

8,972.06

9,432.00
current hourly

42.3882

44.5489

46.8378

49.2347

51.7599

54.4133
COLA year 1 (4%)

1.6955

1.7820

1.8735

1.9694

2.0704

2.1765
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

7,641.47

8,030.99

8,443.62

8,875.72

9,330.94

9,809.28
COLA year 2 (3%)

1.3225

1.3899

1.4613

1.5361

1.6149

1.6977
MA year 2 (0.52%)

0.2204

0.2317

0.2436

0.2560

0.2692

0.2829
Year 2 ‐ Monthly Salary

7,908.92

8,312.08

8,739.15

9,186.37

9,657.53

10,152.61
COLA year 3 (3%)

1.3688

1.4386

1.5125

1.5899

1.6714

1.7571
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

8,146.19

8,561.44

9,001.32

9,461.96

9,947.25

10,457.18

Risk Analyst II current monthly

6,122.20

6,437.04

6,767.08

7,113.50

7,478.66

7,861.38
current hourly

35.3190

37.1353

39.0394

41.0379

43.1445

45.3524
COLA year 1 (4%)

1.4128

1.4854

1.5616

1.6415

1.7258

1.8141
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,367.08

6,694.51

7,037.77

7,398.05

7,777.81

8,175.84
COLA year 2 (3%)

1.1020

1.1586

1.2180

1.2804

1.3461

1.4150
MA year 2 (5.3%)

1.8719

1.9682

2.0691

2.1750

2.2867

2.4037
Year 2 ‐ Monthly Salary

6,882.57

7,236.51

7,607.56

7,997.01

8,407.52

8,837.77
COLA year 3 (3%)

1.1912

1.2524

1.3166

1.3840

1.4551

1.5296
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

7,089.05

7,453.61

7,835.79

8,236.92

8,659.74

9,102.90

ATTACHMENT C 572
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 40
Risk Analyst I current monthly

4,791.50

5,036.12

5,294.76

5,566.28

5,850.68

6,151.46
current hourly

27.6422

29.0534

30.5455

32.1119

33.7526

35.4878
COLA year 1 (4%)

1.1057

1.1621

1.2218

1.2845

1.3501

1.4195
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,983.16

5,237.56

5,506.55

5,788.93

6,084.70

6,397.51
COLA year 2 (3%)

0.8624

0.9065

0.9530

1.0019

1.0531

1.1072
MA year 2 (7%)

1.9350

2.0337

2.1382

2.2478

2.3627

2.4841
Year 2 ‐ Monthly Salary

5,468.06

5,747.22

6,042.38

6,352.24

6,676.79

7,020.04
COLA year 3 (3%)

0.9464

0.9947

1.0458

1.0994

1.1556

1.2150
MA year 3 (16.95%)

4.6854

4.9246

5.1775

5.4430

5.7211

6.0152
Year 3 ‐ Monthly Salary

6,444.26

6,773.25

7,121.11

7,486.29

7,868.78

8,273.31

Risk/ Loss Control Officer current monthly

6,104.12

6,417.20

6,746.24

7,092.50

7,456.02

7,838.10
current hourly

35.2147

37.0209

38.9191

40.9167

43.0138

45.2181
COLA year 1 (4%)

1.4086

1.4808

1.5568

1.6367

1.7206

1.8087
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

6,348.28

6,673.89

7,016.09

7,376.20

7,754.25

8,151.63
COLA year 2 (3%)

1.0987

1.1551

1.2143

1.2766

1.3420

1.4108
MA year 2 (5.64%)

1.9861

2.0880

2.1950

2.3077

2.4260

2.5503
Year 2 ‐ Monthly Salary

6,883.00

7,236.04

7,607.06

7,997.50

8,407.40

8,838.25
COLA year 3 (3%)

1.1912

1.2523

1.3166

1.3841

1.4551

1.5296
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

7,089.49

7,453.12

7,835.27

8,237.43

8,659.62

9,103.40

ATTACHMENT C 573
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 41
Director of Information
Technology current monthly

13,096.64

13,750.54

14,437.28

15,159.28

15,917.72

16,712.62
current hourly

75.5546

79.3270

83.2888

87.4540

91.8295

96.4153
COLA year 1 (4%)

3.0222

3.1731

3.3316

3.4982

3.6732

3.8566
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

13,620.50

14,300.56

15,014.77

15,765.65

16,554.43

17,381.13
COLA year 2 (3%)

2.3573

2.4750

2.5986

2.7286

2.8651

3.0082
MA year 2 (2.72%)

2.0551

2.1577

2.2655

2.3787

2.4978

2.6225
Year 2 ‐ Monthly Salary

14,385.34

15,103.60

15,857.91

16,650.95

17,484.03

18,357.15
COLA year 3 (3%)

2.4897

2.6140

2.7445

2.8818

3.0260

3.1771
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

14,816.90

15,556.70

16,333.65

17,150.48

18,008.55

18,907.87

Public Information Officer I current monthly

5,016.20

5,273.68

5,544.04

5,827.28

6,126.90

6,440.54
current hourly

28.9385

30.4239

31.9836

33.6176

35.3461

37.1555
COLA year 1 (4%)

1.1575

1.2170

1.2793

1.3447

1.4138

1.4862
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

5,216.85

5,484.63

5,765.80

6,060.37

6,371.97

6,698.16
COLA year 2 (3%)

0.9029

0.9492

0.9979

1.0489

1.1028

1.1593
MA year 2 (7%)

2.0257

2.1297

2.2389

2.3532

2.4742

2.6009
Year 2 ‐ Monthly Salary

5,724.49

6,018.32

6,326.86

6,650.09

6,992.01

7,349.94
COLA year 3 (3%)

0.9907

1.0416

1.0950

1.1509

1.2101

1.2721
MA year 3 (23.27%)

6.7340

7.0796

7.4426

7.8228

8.2250

8.6461
Year 3 ‐ Monthly Salary

7,063.49

7,426.06

7,806.76

8,205.60

8,627.50

9,069.15

ATTACHMENT C 574
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 42
Assistant Director of MUD current monthly

11,592.74

12,172.14

12,780.50

13,419.26

14,089.92

14,794.14
current hourly

66.8786

70.2212

73.7308

77.4158

81.2849

85.3475
COLA year 1 (4%)

2.6751

2.8088

2.9492

3.0966

3.2514

3.4139
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

12,056.45

12,659.03

13,291.72

13,956.02

14,653.52

15,385.90
COLA year 2 (3%)

2.0866

2.1909

2.3004

2.4154

2.5361

2.6628
MA year 2 (4.9%)

3.2771

3.4408

3.6128

3.7934

3.9830

4.1820
Year 2 ‐ Monthly Salary

12,986.18

13,635.23

14,316.71

15,032.25

15,783.53

16,572.39
COLA year 3 (3%)

2.2475

2.3599

2.4778

2.6016

2.7317

2.8682
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

13,375.77

14,044.29

14,746.21

15,483.22

16,257.04

17,069.56

Chief Water Systems
Operator current monthly

8,581.82

9,022.22

9,485.10

9,970.46

10,480.96

11,019.22
current hourly

49.5086

52.0493

54.7196

57.5197

60.4648

63.5700
COLA year 1 (4%)

1.9803

2.0820

2.1888

2.3008

2.4186

2.5428
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

8,925.09

9,383.11

9,864.50

10,369.28

10,900.21

11,459.99
COLA year 2 (3%)

1.5447

1.6239

1.7073

1.7946

1.8865

1.9834
MA year 2 (0.05%)

0.0248

0.0260

0.0274

0.0288

0.0302

0.0318
Year 2 ‐ Monthly Salary

9,197.14

9,669.12

10,165.18

10,685.35

11,232.45

11,809.30
COLA year 3 (3%)

1.5918

1.6734

1.7593

1.8493

1.9440

2.0438
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

9,473.05

9,959.19

10,470.13

11,005.91

11,569.43

12,163.58

ATTACHMENT C 575
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 43
Chief Plant Operator ‐ Water current monthly

8,581.82

9,022.22

9,485.10

9,970.46

10,480.96

11,019.22
current hourly

49.5086

52.0493

54.7196

57.5197

60.4648

63.5700
COLA year 1 (4%)

1.9803

2.0820

2.1888

2.3008

2.4186

2.5428
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

8,925.09

9,383.11

9,864.50

10,369.28

10,900.21

11,459.99
COLA year 2 (3%)

1.5447

1.6239

1.7073

1.7946

1.8865

1.9834
MA year 2 (0.05%)

0.0248

0.0260

0.0274

0.0288

0.0302

0.0318
Year 2 ‐ Monthly Salary

9,197.14

9,669.12

10,165.18

10,685.35

11,232.45

11,809.30
COLA year 3 (3%)

1.5918

1.6734

1.7593

1.8493

1.9440

2.0438
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

9,473.05

9,959.19

10,470.13

11,005.91

11,569.43

12,163.58

Chief Plant Operator ‐
Wastewater current monthly

8,581.82

9,022.22

9,485.10

9,970.46

10,480.96

11,019.22
current hourly

49.5086

52.0493

54.7196

57.5197

60.4648

63.5700
COLA year 1 (4%)

1.9803

2.0820

2.1888

2.3008

2.4186

2.5428
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

8,925.09

9,383.11

9,864.50

10,369.28

10,900.21

11,459.99
COLA year 2 (3%)

1.5447

1.6239

1.7073

1.7946

1.8865

1.9834
MA year 2 (0.05%)

0.0248

0.0260

0.0274

0.0288

0.0302

0.0318
Year 2 ‐ Monthly Salary

9,197.14

9,669.12

10,165.18

10,685.35

11,232.45

11,809.30
COLA year 3 (3%)

1.5918

1.6734

1.7593

1.8493

1.9440

2.0438
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

9,473.05

9,959.19

10,470.13

11,005.91

11,569.43

12,163.58

ATTACHMENT C 576
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 44
Chief of Police current monthly

15,787.60

16,579.84

17,444.94

18,324.34

19,275.00

20,260.56
current hourly

91.0788

95.6493

100.6400

105.7133

111.1977

116.8833
COLA year 1 (4%)

3.6432

3.8260

4.0256

4.2285

4.4479

4.6753
Salary Adjustment year 1 (4.4%)

4.0075

4.2086

4.4282

4.6514

4.8927

5.1429
Year 1 ‐ Monthly Salary

17,113.76

17,972.56

18,910.31

19,863.59

20,894.11

21,962.44
COLA year 2 (3%)

2.9619

3.1105

3.2728

3.4378

3.6161

3.8010
Salary Adjustment year 2 (1%)

0.9108

0.9565

1.0064

1.0571

1.1120

1.1688
Year 2 ‐ Monthly Salary

17,785.05

18,677.53

19,652.07

20,642.74

21,713.68

22,823.92
COLA year 3 (3%)

3.0781

3.2325

3.4012

3.5726

3.7580

3.9501
Salary Adjustment year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

18,318.60

19,237.86

20,241.63

21,262.02

22,365.09

23,508.63

Deputy Chief of Police II current monthly

13,795.40

14,487.66

15,243.60

16,012.00

16,842.74

17,703.90
current hourly

79.5858

83.5794

87.9405

92.3734

97.1659

102.1340
COLA year 1 (4%)

3.1834

3.3432

3.5176

3.6949

3.8866

4.0854
Salary Adjustment year 1 (4.4%)

3.5018

3.6775

3.8694

4.0644

4.2753

4.4939
Year 1 ‐ Monthly Salary

14,954.22

15,704.62

16,524.07

17,357.01

18,257.53

19,191.04
COLA year 2 (3%)

2.5881

2.7180

2.8598

3.0040

3.1598

3.3214
Salary Adjustment year 2 (1%)

0.7959

0.8358

0.8794

0.9237

0.9717

1.0213
Year 2 ‐ Monthly Salary

15,540.80

16,320.63

17,172.23

18,037.84

18,973.68

19,943.81
COLA year 3 (3%)

2.6896

2.8246

2.9720

3.1218

3.2838

3.4517
Salary Adjustment year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

16,007.02

16,810.25

17,687.39

18,578.98

19,542.89

20,542.12

ATTACHMENT C 577
UNREPRESENTED MANAGEMENT/CONFIDENTIAL AND LAW EMPLOYEES’ COMPENSATION PLAN City of Stockton
Date Modified: September 16, 2019July 1, 2023 45
Deputy Chief of Police I current monthly

13,138.48

13,797.78

14,517.72

15,249.56

16,040.70

16,860.86
current hourly

75.7960

79.5995

83.7528

87.9748

92.5389

97.2705
COLA year 1 (4%)

3.0318

3.1840

3.3501

3.5190

3.7016

3.8908
Salary Adjustment year 1 (4.4%)

3.3350

3.5024

3.6851

3.8709

4.0717

4.2799
Year 1 ‐ Monthly Salary

14,242.11

14,956.79

15,737.20

16,530.51

17,388.11

18,277.18
COLA year 2 (3%)

2.4649

2.5886

2.7236

2.8609

3.0094

3.1632
Salary Adjustment year 2 (1%)

0.7580

0.7960

0.8375

0.8797

0.9254

0.9727
Year 2 ‐ Monthly Salary

14,800.76

15,543.47

16,354.49

17,178.93

18,070.16

18,994.11
COLA year 3 (3%)

2.5616

2.6901

2.8305

2.9732

3.1274

3.2873
Salary Adjustment year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

15,244.78

16,009.78

16,845.13

17,694.29

18,612.27

19,563.93

Administrative Aide I
(Confidential) current monthly

4,421.84

4,648.56

4,886.10

5,136.82

5,399.54

5,676.64
current hourly

25.5096

26.8176

28.1880

29.6344

31.1500

32.7486
COLA year 1 (4%)

1.0204

1.0727

1.1275

1.1854

1.2460

1.3099
MA year 1 (0%)

‐

‐
Year 1 ‐ Monthly Salary

4,598.71

4,834.51

5,081.55

5,342.30

5,615.52

5,903.71
COLA year 2 (3%)

0.7959

0.8367

0.8795

0.9246

0.9719

1.0218
MA year 2 (5.48%)

1.3979

1.4696

1.5447

1.6240

1.7070

1.7946
Year 2 ‐ Monthly Salary

4,978.99

5,234.28

5,501.76

5,784.07

6,079.88

6,391.90
COLA year 3 (3%)

0.8617

0.9059

0.9522

1.0011

1.0522

1.1062
MA year 3 (0%)

‐

‐
Year 3 ‐ Monthly Salary

5,128.35

5,391.31

5,666.81

5,957.59

6,262.28

6,583.66
ATTACHMENT C 578
Resolution No.

STOCKTON CITY COUNCIL

RESOLUTION APPROVING THE MEMORANDA OF UNDERSTANDING BETWEEN THE CITY OF STOCKTON AND THE STOCKTON CITY EMPLOYEES’ ASSOCIATION,

THE MID-MANAGEMENT / SUPERVISORY LEVEL UNIT AND THE AMENDED UNREPRESENTED MANAGEMENT / CONFIDENTIAL AND LAW EMPLOYEES’

COMPENSATION PLAN
The Human Resources Department along with the negotiating team, met and conferred with officials of the Stockton City Employees’ Association (SCEA) and the Mid-Management / Supervisory Level Unit (B&C), reached a tentative agreement for a successor Memoranda of Understanding, and reduced the agreement to writing. The B&C Unit ratified the agreement on July 31, 2023 by a majority vote of their members.

Subsequently, the SCEA unit ratified the agreement on August 1, 2023 by a majority vote of their members; and
The City of Stockton, the SCEA and the B&C Unit has in good faith completed their meet and confer obligation regarding their successor Memorandum of Understanding.

Similar changes to salary and benefits will also be made to the Unrepresented Management/Confidential and Law Employees’ Compensation Plan; now, therefore,

BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF STOCKTON, AS FOLLOWS:

1. The Memorandum of Understanding between the City of Stockton, the SCEA, the B&C Unit, and the Unrepresented Compensation Plan is attached hereto as Exhibits 1, 2, and 3 and incorporated by this reference.

2. The same cost of living, health plan, and changes afforded to the Unrepresented employees will be applicable to the unrepresented Council appointed positions of City Manager, City Attorney, and City Clerk.

3. The City Manager is hereby authorized and directed to execute the Memoranda of Understanding and the Unrepresented Compensation Plan to be effective July 1, 2023.

4. The City Manager is hereby authorized and directed to increase expenditure appropriations in the annual budget for Fiscal Year 2023-2024, as necessary to carry out the intent of the SCEA agreement, the B&C agreement, and the Unrepresented Compensation Plan as shown in Exhibit 4.
//
//
579

5. The City Manager is authorized to take whatever actions are appropriate and necessary to carry out the purpose and intent of this resolution.

PASSED, APPROVED and ADOPTED August 22, 2023 .

KEVIN J. LINCOLN II
Mayor of the City of Stockton
ATTEST:

ELIZA R. GARZA, CMC
City Clerk of the City of Stockton
580

MEMORANDUM OF UNDERSTANDING

BY AND BETWEEN

CITY OF STOCKTON
AND
STOCKTON CITY EMPLOYEES’ ASSOCIATION
JULY 1, 2023 THROUGH JUNE 30, 2026
EXHIBIT 1 581

CONTENTS
ARTICLE 1. RECOGNITION ........................................................... 1 ARTICLE 2. UNION RIGHTS .......................................................... 2

2.1 SCEA Member Payroll Deductions................................................ 2

2.2 New Hire Employee Orientation and Information Requirements ... 3

2.3 Use of City Facilities ...................................................................... 3

2.4 Advance Notice.............................................................................. 4

2.5 Attendance at Meetings by Employees.......................................... 4

2.6 Employee Rights to Participate or Refrain from SCEA Activities ... 5

2.7 Assignment of Classifications ........................................................ 5 ARTICLE 3. NON-DISCRIMINATION ................................................ 6 ARTICLE 4. PROBATION .............................................................. 7

4.1 Purpose ......................................................................................... 7

4.2 Original Entrance and Promotional Positions ................................ 7

4.3 Retention/Rejection of Probationer................................................ 7 ARTICLE 5. PERFORMANCE EVALUATIONS ..................................... 9

5.1 Preparation of Draft and Discussion with Employee...................... 9

5.2 Employee Disagreement with Rating............................................. 9

5.3 Annual Evaluations........................................................................ 9 ARTICLE 6. PERSONNEL RECORDS ............................................. 10

6.1 Inspection ....................................................................................10

6.2 Review and Response Before Adverse Action ............................10

6.3 Request for Removal of Records.................................................10 ARTICLE 7. LAYOFF ................................................................. 11

7.1 Layoff...........................................................................................11

7.2 Layoff Scope................................................................................11

7.3 Notice of Layoff............................................................................11

7.4 Precedence by Employment Status.............................................12

7.5 Order of Layoff and Employee Options........................................12

7.6 Health, Dental and Vision Benefits During Layoff ........................13 EXHIBIT 1 582

7.7 Voluntary Layoff...........................................................................13 ARTICLE 8. REEMPLOYMENT...................................................... 14

8.1 Placement on Eligibility List for Position Held ..............................14

8.2 Placement on Eligibility List for Qualifying Positions....................14

8.3 Status Upon Reemployment........................................................14

8.4 Temporary Employment ..............................................................14 ARTICLE 9. DISCIPLINE ............................................................. 15

9.1 Pre-disciplinary Rights ................................................................. 15

9.2 Procedural Rights ........................................................................15

9.3 Disciplinary Appeal Options.........................................................15 ARTICLE 10. GRIEVANCE PROCEDURES....................................... 17

10.1 Definition......................................................................................17

10.2 Filing Deadline.............................................................................17

10.3Grievance Processing..................................................................17

10.4Scope of Arbitration .....................................................................19

10.5Other Provisions ..........................................................................19 ARTICLE 11. LEAVES ............................................................... 21

11.1Vacation Leave............................................................................21

11.2Sick Leave ...................................................................................25

11.3Other Leaves With Pay................................................................29

11.4Workers’ Compensation Leave....................................................32

11.5 Leave of Absence Without Pay....................................................33

11.6Absence Without Official Leave (AWOL).....................................34 ARTICLE 12. DAYS AND HOURS OF WORK ................................... 35

12.1Workweek....................................................................................35

12.2 Meal Periods and Rest Periods ...................................................35

12.3 Hourly Employees........................................................................36

12.4 Regular Part-Time Employees.....................................................36

12.5 Job Sharing .................................................................................36

12.6 Reporting to Work........................................................................37

12.7Shift Bidding ................................................................................37 ARTICLE 13. OVERTIME ............................................................ 38 EXHIBIT 1 583

13.1Overtime Authorization ................................................................38

13.2 Definition......................................................................................38

13.3 Rest Period During Overtime.......................................................39

13.4 Compensatory Time Off (CTO)....................................................39 ARTICLE 14. HOLIDAYS ............................................................ 41

14.1Qualifying for Holiday Pay ...........................................................41

14.2 Holidays Observed by the City ....................................................41

14.3 Compensation for Holidays Worked ............................................43 ARTICLE 15. COMPENSATION AND ALLOWANCES OTHER THAN BASE SALARY .................................................................. 44

15.1 Retirement Contribution Supplement...........................................44

15.2 Uniform Allowance.......................................................................45

15.3Standby Duty Pay........................................................................46

15.4 Call-Back Pay ..............................................................................46

15.5Employee Educational Assistance...............................................47

15.6 Mileage Expense Reimbursement...............................................47

15.7Voluntary Court Standby..............................................................47

15.8Bilingual Pay................................................................................47

15.9Emergency Medical Services (EMS) Dispatcher Accreditation Pay ..............................................................................................48

15.10 Safety Protective Footwear Reimbursement.............................49

15.11 Animal Services Protective Equipment and Vaccinations .........49

15.12 Grandfathered Longevity Pay....................................................49 ARTICLE 16. INSURANCE PLANS ................................................ 50

16.0 Reopener Clause for Health Insurance........................................50

16.1 Health, Dental, Vision, and Prescription Benefits ........................50

16.2 Long Term Disability Insurance ...................................................52

16.3State Disability Insurance (SDI)...................................................52

16.4 Life Insurance ..............................................................................52 ARTICLE 17. SALARIES............................................................. 53

17.1Salary Adjustments......................................................................53

17.2Salary Upon Appointment............................................................53

17.3Salary Equivalents.......................................................................54

17.4Salary Step Plan..........................................................................54

17.5Salary Step After Military Leave ..................................................55 EXHIBIT 1 584

17.6Salary Step When Salary Range Is Increased.............................55

17.7Salary Step After Promotion or Demotion....................................55

17.8Salary on Transfer .......................................................................56

17.9Salary on Reinstatement .............................................................56

17.10 Acting Pay .................................................................................57

17.11 Special Assignment Pay............................................................57

17.12 Temporary Upgrade Pay ...........................................................57

17.13 Pay Equity Adjustments ............................................................57

17.14 Bi-Weekly Pay Period................................................................57 ARTICLE 18. VOLUNTARY TRANSFER .......................................... 58 ARTICLE 19. SEVERABILITY OF PROVISIONS................................. 59 ARTICLE 20. PAST PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING ...................................................... 60 ARTICLE 21. SCOPE OF AGREEMENT .......................................... 61 ARTICLE 22. DURATION OF AGREEMENT...................................... 62 ARTICLE 23. MAINTENANCE OF OPERATIONS/CITY RIGHTS............. 63 APPENDIX A – FLSA EXEMPT JOB CLASSIFICATIONS ........... 65 APPENDIX B – LABOR MARKET PAY ADJUSTMENTS ............. 66 EXHIBIT 1 585
ARTICLE 1. RECOGNITION
(a) The Stockton City Employees’ Association (“SCEA”) is the exclusively recognized employee organization having the right to represent employees on matters within the scope of representation under the Meyers-MiliasBrown Act in these bargaining units with the City of Stockton (“City”):
(1) Administrative, Clerical, and Services Unit
(2) Professional and Technical Unit
(b) City employees employed in one of these bargaining units are referred to within this Memorandum of Understanding (“MOU”) as “bargaining unit employees”, or just “employees” unless the context requires otherwise.

This MOU applies only to bargaining unit employees.
(c) Representatives of SCEA and the City met and conferred in good faith regarding matters within the scope of representation, have freely exchanged information, opinions, and proposals, and have endeavored to reach agreement on such matters.
(d) This MOU has been jointly prepared by the parties and is entered into in accordance with the Meyers-Milias-Brown Act (Government Code sections 3500 et seq.) and applicable regulations of the Public Employment Relations Board (collectively herein, the “MMBA”). (e) This MOU will be presented to the City Council, as the joint recommendations of the undersigned, for the period commencing July 1, 2023, and ending June 30, 2026.

EXHIBIT 1 586
ARTICLE 2. UNION RIGHTS

2.1 SCEA Member Payroll Deductions
(a) Consistent with Government Code sections 1152, 1157.1, 1157.3, and 1157.12, the parties agree to the following process for making, canceling, or changing payroll deductions of SCEA membership dues, initiation fees, general assessments, payments for other membership benefit programs sponsored by SCEA, and for any other services provided by SCEA. (b) As certified in writing by SCEA to the City in a manner consistent with the requirement of the foregoing Government Code sections, the City will deduct the monthly Union membership dues, initiation fees, general assessments and payments for membership benefits programs sponsored by SCEA, and for any other services provided by SCEA, from the salary or wages of all bargaining unit employees who voluntarily authorize such deductions, as certified in writing by SCEA to the City, and pay such amounts to SCEA.
(1) All bargaining employee requests to cancel or change SCEA dues deductions shall be directed to SCEA.
(2) The City shall rely upon written notification from SCEA for all employee requests to cancel or change payroll deductions for such payments.
(3) SCEA is responsible to obtain and maintain voluntary written authorization for such payments.
(4) SCEA deductions shall automatically renew unless written notice is provided by the authorized representative of SCEA certifying a change in such deductions.

(5) The City shall honor any changes to such deduction amounts provided by SCEA.
(6) SCEA may but is not required to provide a copy of individual employee authorizations to the City unless a dispute arises about the existence or terms of the authorization.
(7) Deduction notification will be provided by SCEA via email to [email protected].

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(8) Changes, and/or cancellations, received by the City prior to the 15th of the month will be processed no later than the first pay period of the second month. Example: SCEA notifies the City on January 15th, the deductions will be effective no later than the first full pay period in March. The parties recognize there is a delay due to pay period processing constraints. The City will make every effort to process earlier if possible.
(c) Hold Harmless Provision
The Union shall indemnify, defend, and hold the City harmless against any claims made and/or any suit against the City which may arise as a result of its deductions for membership dues or other programs sponsored by the Union.

2.2 New Hire Employee Orientation and Information Requirements (a) In accordance with Assembly Bill (AB) 119, the City shall provide SCEA not less than ten (10) days’ notice in advance of new hire employee orientation.
(b) 30-Day New Hire Notification. The City will provide SCEA in Excel (.xlsx) format, with the name, job title, department, work location, work, home, and personal cellular telephone numbers, personal email addresses on file with the City, and home address of any newly hired employee within thirty (30) days of the date of hire or by the first pay period of the month following hire.
(c) 120-Day Bargaining Unit List. The City will provide SCEA with a list, in Excel (.xlsx) format, of the name, job title, department, work location, work, home, and personal cellular telephone numbers, personal email addresses on file with the City, and home address for all employees in the bargaining unit during the first pay period in January, May, and September of each year.
(d) All notifications and information provided by the City under this section 2.2 will be sent to SCEA by email to addresses designated by SCEA representatives.

2.3 Use of City Facilities
(a) SCEA will be allowed use of space on available bulletin boards and reasonable use of City computer systems and networks for EXHIBIT 1 588
communications having to do with official SCEA business, such as times and places of meetings, provided such use does not interfere with the needs of the City.
(b) Any representative of SCEA will give notice to the department head or designated representative when contacting department employees on City facilities during the duty period of the employees, provided that solicitation for membership or other internal SCEA business will be conducted during the non-duty hours of all employees concerned. Prearrangement for routine contact may be made with individual department heads and when made will continue until revoked by the department head. (c) City buildings and other facilities may be made available for use by bargaining unit employees and their SCEA representative(s) in accordance with such administrative procedures as may be established by the City Manager, Director of Human Resources, or department heads concerned.

2.4 Advance Notice
(a) Except in cases of emergency, reasonable advance written notice will be given to SCEA if affected by any ordinance, resolution, rule, or regulation directly relating to matters within the scope of representation proposed to be adopted by the City and will be given the opportunity to negotiate if requested with the designated management representatives prior to adoption.
(b) In cases of emergency when the foregoing procedure is not practical or in the best public interest, the City may adopt or put into practice immediately such measures as are required. At the earliest practicable date thereafter SCEA will be provided with the notice described above and be given an opportunity if requested to negotiate changes to said notice with the management representatives designated by the City Manager.

2.5 Attendance at Meetings by Employees
City employees who are official representatives or unit representatives of SCEA will be given reasonable time off with pay to attend meetings with City management representatives where matters within the scope of representation or grievances are being considered. Time spent for these purposes while a representative is not scheduled to work will not be compensated by the City and will not be considered as hours worked. Such employee representatives will EXHIBIT 1 589
submit a request for an excused absence to their respective department heads, in a manner satisfactory prior to the scheduled meeting whenever possible.

Except by mutual agreement the number of employees excused for such purposes will not exceed three (3) per recognized bargaining unit.

SCEA Time Bank. Upon request by SCEA in February of each year, each employee covered by this MOU must contribute up to one (1) hour of vacation time to maintain a bank of time to be used by SCEA officers, directors, and members for SCEA business that occurs during normal work hours, for which paid release time does not apply. Time bank hours used will not be considered as hours worked. The use of SCEA Time Bank must be authorized by an SCEA Officer, or SCEA director. Members must submit the time off request in advance and receive supervisor approval to attend SCEA business that occurs during normal work hours. The total amount of release time in the bank, including any carryover, will at no time exceed five hundred (500) hours. The City’s administration and processing of these contributions will be implemented as soon as administratively possible after ratification of this MOU.

2.6 Employee Rights to Participate or Refrain from SCEA Activities (a) Bargaining unit employees have the right to join and to participate in the activities of SCEA for purposes representation under the MMBA and also have the right to refrain from participation of any such activities. (b) Bargaining unit employees have the right to be free from interference, intimidation, restraint, coercion, discrimination, or reprisal on the part of the City for activities protected by the MMBA.
(c) The above provisions will not be subject to the grievance procedure, herein, but will be subject to enforcement through the established administrative procedures and the provisions for enforcement of the California Government Code Section 3500 et seq.

2.7 Assignment of Classifications
New job classifications established by the City will be assigned to the bargaining unit, pursuant to the City’s Employer–Employee Relations Resolutions, after providing notice and the opportunity to consult with SCEA regarding such matters.

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ARTICLE 3. NON-DISCRIMINATION
The City and SCEA agree that there shall be no discrimination of any kind on the basis of age (over 40), race, color, religion (creed), national origin (ancestry), military or veteran status, physical and mental disability, medical condition, genetic information, marital status, sexual orientation, sex (gender based including, pregnancy, childbirth, breastfeeding or related medical conditions), gender identity/expression, political affiliation, legitimate union activity, or on any other basis prohibited by applicable Federal and State law against any employee or applicant for employment.

SCEA shall cooperate with the City, to the extent authorized by Federal and State laws and regulations, in furthering the City’s objective of promoting equal employment opportunities, as defined by Federal and State regulations.

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ARTICLE 4. PROBATION

4.1 Purpose
The probationary period will be utilized for closely observing the employee’s work, for securing the most effective adjustment of a new employee to a position, and for rejecting any probationary employee whose performance does not meet the required standards of work.

4.2 Original Entrance and Promotional Positions
Employees hired or promoted after the effective date of this MOU will be subject to the following:
(a) All original appointments will be tentative and subject to probationary period of twelve (12) months.
(b) All promotional appointments will be tentative and subject to a probationary period of not less than six (6) months but not more than twelve (12) months, as specified in the class specification.
(c) Original and promotional probationary periods may be extended up to an additional six (6) months in those cases where the appointing authority and the Director of Human Resources agree that an extension would be beneficial to the employee and the City due to specific and documented performance problems.

4.3 Retention/Rejection of Probationer
(a) At the end of the probationary period, if the service of the probationary employee has been satisfactory to the appointing authority, then the appointing authority will file with the Director of Human Resources a statement in writing to such effect and stating that the retention of such employee in the service is desired. The City will make a good faith effort to notify a probationary employee two (2) weeks before the end of the probationary period whether or not regular status is granted; however, a failure on the part of the appointing authority to file such a statement at the end of the probationary period will not constitute a rejection of the probationer as defined in Civil Service Rules.

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(b) During the probationary period an employee may be rejected at any time by the appointing authority. Any employee rejected during the probationary period following a promotional appointment, will be reinstated to the position from which promoted unless charges are filed and the employee is discharged in the manner provided in section 9.1 of this MOU and in the Civil Service Ordinance and Civil Service Rules, which are consistent therewith.
(c) If an employee is rejected from their probationary period, the employee will receive the salary at the same step prior to promotion.

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ARTICLE 5. PERFORMANCE EVALUATIONS

5.1 Preparation of Draft and Discussion with Employee
(a) Performance evaluations will normally be prepared in draft form and discussed with the employee prior to finalization and inclusion in the official personnel file.
(b) Employees will be evaluated according to the established procedures set forth in City policies. Evaluations should include, where practicable, narrative remarks to support the ratings.
(c) Ratings of less than satisfactory in any of the major categories will include a statement of the deficiency, suggested plans for correction, and a timeframe for improvement.
(d) Employees may respond in writing to a performance evaluation and have such response attached to their official personnel file.

5.2 Employee Disagreement with Rating
If an employee does not agree with the performance evaluation, the employee may submit a written response to the department head raising specific issues of disagreement. The department head will investigate the evaluation and render a written decision on all issues raised by the employee within twenty (20) working days of receipt of the appeal. If the employee is not satisfied with the department head’s response, the employee may prepare a written response and have such response included in their official personnel file.

5.3 Annual Evaluations
(a) The City may institute annual evaluations of bargaining unit employees beyond the sixth (6th) year of employment on a department-by-department basis.
(b) In the event a supervisor or manager does not complete a represented employee’s performance evaluation on time resulting in a delay in the employee’s step or merit increase, the supervisor or manager will promptly complete the necessary payroll form(s) to implement the step or merit increase.

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ARTICLE 6. PERSONNEL RECORDS

6.1 Inspection
Employees covered by this MOU will have the right to inspect and receive a copy of records pertaining to their employment, records related to their performance or to any grievance concerning them, the contents of their official personnel file in the Human Resources Department, and duplicate file kept in the department at reasonable intervals within thirty (30) calendar days of the City’s receipt of a written request by the employee or their representative. This right will not extend to letters of reference, pre-employment matters, and reports concerning criminal investigations of the employee.

6.2 Review and Response Before Adverse Action
The City will not take any adverse action based upon any documented incident or any document, unless the bargaining unit employee first receives a copy of the document and has an opportunity to respond in writing to that document. This requirement does not apply to supervisor’s anecdotal records which will be kept separate from the official personnel file or the departmental duplicate file. Such anecdotal records may be maintained for preparation of an evaluation or for notations related to potential discipline.

6.3 Request for Removal of Records
An employee or their representative may submit a written request to seek removal of any material placed into their official file in the Human Resources Department and the duplicate file kept in the department according to the City’s Discipline Policy. This paragraph does not apply to records required by law to be kept, or as set forth in section 6.1 above.

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ARTICLE 7. LAYOFF

7.1 Layoff
Any employee may be laid off by an appointing authority in the event of the abolition of the employee’s position by the City Council, or if a shortage of work or funds requires a reduction in personnel. In doing so, the City will follow the layoff procedure set forth herein below.

7.2 Layoff Scope
(a) The City will designate the number of layoffs in each bargaining unit classification for each department of the City.
(b) Departments of the City are defined as follows:
(1) Administrative Services
(2) City Attorney
(3) City Auditor
(4) City Clerk
(5) City Manager
(6) Community Development
(7) Community Services
(8) Economic Development
(9) Fire
(10) Human Resources
(11) Information Technology
(12) Municipal Utilities
(13) Police
(14) Public Works

7.3 Notice of Layoff
The City will give advance written notice of at least two (2) weeks to bargaining unit employees who will be laid off.

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7.4 Precedence by Employment Status
No bargaining unit employee having regular status will be laid off while employees working in extra help, seasonal, temporary, provisional, or probationary status are retained in the same or comparable classification as such regular status employee. The order of layoff among bargaining unit employees not having regular status will be as follows:
(a) First, extra help and seasonal employees;
(b) Second, provisional employees;
(c) Third, temporary employees; and
(d) Fourth, probationary employees.

Layoffs will be by job classification according to reverse order of seniority as determined by total service in the City, except as specified above. For the purpose of this procedure, regular part-time classes will be considered as separate from regular status full-time classes.

The following provisions will apply in computing total continuing service:
(a) Time spent on military leave will count as service in the event the leave was taken subsequent to entry into regular status City employment. (b) Time worked in extra help, seasonal, provisional, temporary, grant or other limited term status will not count as service.
(c) Time worked in a regular status or probationary status will count as service. (d) If two (2) or more employees have the same seniority, the order of seniority will be determined by their respective ranking on the eligibility list for hire. (e) If two (2) or more employees have the same seniority, but were not hired from a ranked eligibility list, the order of seniority will be determined by lot. (f) If two (2) or more employees have the same seniority, but were hired from separate ranked eligibility lists, the order of seniority will be determined by lot.
(g) Regular status part-time employees will not have the right to bump regular status full-time employees.

7.5 Order of Layoff and Employee Options
Reduction in force will occur in the following order:
(a) The least senior employee occupying the position(s) being eliminated will be the first laid off. The incumbent designated for layoff will have the EXHIBIT 1 597
options noted below:
(1) Displacing the least senior employee occupying the same or comparable classification, Citywide.
(2) Exercising seniority by returning to the classification in which the employee had prior status, thus displacing the employee working in that classification who has the least seniority.
(b) Seniority for the purposes of application of the layoff procedure in Article 7 is determined by total City employment, excluding employment as an extra help, seasonal, provisional, or temporary employee. (c) Comparability of employee classifications for the purposes of application of the layoff procedure in Article 7 will mean the exact salary and similar duties as determined by the Director of Human Resources. Employees must meet the minimum qualifications of the comparable classification. (d) An employee displaced in accordance with this section 7.5 will be laid off in the same manner as an employee whose position has been abolished.

7.6 Health, Dental and Vision Benefits During Layoff
Regular status bargaining unit employees who are laid off may continue their existing health, dental and vision benefits at their own expense for up to thirty-six (36) months after separation from City employment, which runs concurrently with any COBRA continuation benefits. Timely payments of the premiums by the employee must be made to the City, according to City regulations, and the employee must otherwise meet eligibility requirements for continued coverage.

7.7 Voluntary Layoff
When the City determines a layoff will occur, regular status bargaining unit employees may elect to be voluntarily separated from City employment regardless of their seniority status, whereupon the following provisions apply:
(a) For payroll purposes, the employee will be treated as being on approved leave of absence without pay for up to twelve (12) months. (b) The employee will have the option to either retain sick leave and/or vacation balances for up to one (1) year in anticipation of reemployment or be paid off for those leaves if and to the extent permitted under this MOU, City policy, or applicable law.
(c) The names of employees who elect to be voluntarily laid off will be placed on reemployment lists in accordance with Article 8 of this MOU.

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ARTICLE 8. REEMPLOYMENT

8.1 Placement on Eligibility List for Position Held
The name of each employee who is laid off or reduced from a higher class as a result of layoff in accordance with Article 7 will be placed at the head of the eligibility list for the class of positions which that employee held, and will be given preference in filling vacancies in that class.

8.2 Placement on Eligibility List for Qualifying Positions An employee laid off in accordance with this Article will be placed on the eligibility list or lists for any lower or comparable class or classes in the same department, provided that the appointing authority and the department head in charge of this lower or comparable class determine that the employee is competent to perform the duties thereof in strict accordance with the class specifications. This right of a laid off employee will remain effective for two (2) years from the date of latest separation from service. Employees who are subject to a layoff will be provided by the Human Resources Department a notice of their rights of reemployment and a form on which the employees are to indicate their reemployment preferences.

Employees placed on said list or lists will be at the head of the eligibility list for the class of positions for which qualified as hereinabove set forth and will be given preference in filling vacancies except for those persons placed on said lists or lists of reemployment in the same position previously held. An employee who waives reemployment to a full-time position three (3) times will have their name removed from this reemployment list unless mutually agreed to by the Department and employee. Upon certification for appointment to a new position never having been held by this employee, they will be subject to the probationary period provided in Article 4 of this MOU.

8.3 Status Upon Reemployment
Upon reemployment to the same position from which laid off or a position in which the employee held regular status, the employee will be returned to prior status regarding seniority, merit increases, probationary period, and unused sick and vacation leave.

8.4 Temporary Employment
A person on a laid off status may accept a temporary appointment without any effect on their reemployment status.

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ARTICLE 9. DISCIPLINE

9.1 Pre-disciplinary Rights
Disciplinary action, including discharge, suspension, reduction in pay or demotion, may be taken against any employee for cause.

An employee facing potential disciplinary action will be entitled to the following pre-disciplinary rights:
(a) Notice of proposed discipline.
(b) Date(s) proposed discipline will be effective.
(c) Reasons for the proposed discipline, the specific grounds, and particular facts upon which the action is taken.
(d) The employee must be provided with any written materials, reports, and documents upon which the action is based.
(e) Ten (10) working days in which an employee or the employee representative may respond either orally or in writing to the department head.

9.2 Procedural Rights
(a) The department head upon authorization of the Director of Human Resources may place an employee on paid administrative leave pending the completion of the investigative or pre-disciplinary processes. (b) Civilian bargaining unit employees of the Police Department have all the procedural rights afforded by Government Code section 3508.1.

9.3 Disciplinary Appeal Options
The appointing authority may discharge, suspend, reduce in pay, or demote any employee in the classified service provided the Stockton Municipal Code provisions and the rules and regulations of the Civil Service Commission and any applicable provisions of law are followed. These provisions allow the employee suspended, demoted, reduced in pay, or discharged to appeal the adverse action.

The employee may take only one (1) of the following actions:
(a) File no appeal, in which case the adverse action will become final after the tenth (10th) working day following the employee’s receipt of the notification of the adverse action.

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(b) File an appeal with the Civil Service Commission within ten (10) working days following the employee’s receipt of written notification of the adverse action. Filing an appeal with the Civil Service Commission bars use of grievance procedure contained in Article 10 to appeal the same adverse action. The appeal must be served by personal service, fax, or certified mail.
(c) File a grievance as provided for in Article 10 within ten (10) working days by personal service, fax, or certified mail following the employee’s receipt of written notification of the action.

If the employee fails to do (b) or (c) above within the prescribed timeframes, these rights will have been waived.

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ARTICLE 10. GRIEVANCE PROCEDURES

10.1 Definition
A grievance is any dispute which involves the interpretation or application of those rules, regulations and resolutions which have been, or may hereafter be, adopted by the City Council to govern personnel practices and working conditions, including such rules, regulations and resolutions as may be adopted by either the City Council or the Civil Service Commission to affect Memoranda of Understanding which result from the meeting and conferring process.

10.2 Filing Deadline
(a) No grievance involving demotion, suspension, reduction in pay, discharge or other employment penalty will be entertained unless it is filed in writing with the Director of Human Resources within ten (10) working days following the date on which the affected employee received written notification by certified mail or personal service of the adverse action. (b) All other grievances must be filed within twenty (20) working days from the time the employee knew or had reason to know of the facts giving rise to the grievance.
(c) By mutual written agreement of the Director of Human Resources and SCEA, the time limits contained in this grievance procedure may be extended or waived.

10.3 Grievance Processing
(a) Step 1—Departmental Review
Any employee claiming to have a grievance may discuss the complaint with such management official in the department where employed as the department head may designate. If the issue is not resolved within the department within fifteen (15) working days from the day of presentation or if the employee elects to submit the grievance directly to SCEA, the procedures hereinafter specified may be invoked.

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(b) Step 2—Director of Human Resources Review
(1) If the employee is not satisfied with the response at Step 1, then the employee may appeal the grievance to the Director of Human Resources within ten (10) working days of the receipt of written response at Step 1. The grievance appeal from Step 1 must state with particularity:
(a) The specific policy, rule or provision which is alleged to have been violated;
(b) A statement of facts comprising the violation; and
(c) The requested remedy.
(2) SCEA may file and process grievance(s) on behalf of the specifically named employee.
(3) The Director of Human Resources will have twenty (20) working days in which to investigate the issues and respond in writing to the appeal.
(4) No grievance may be processed to Steps 3 and 4 that has not first been filed and investigated in accordance with this paragraph, unless the Director of Human Resources fails to respond within the twenty (20) working day limit.
(c) Step 3—Voluntary Mediation
The parties may mutually agree to the use of this Step prior to proceeding to Step 4, Binding Arbitration. Either party may with written notice within ten (10) working days of the decision of Step 2 invoke Step 3. Upon request for Step 3, the City will request a mediator from the State of California Mediation and Conciliation Services to review the grievance and make non-binding recommendations to assist the parties in resolving the grievance. The mediator will not provide any written documents and is limited to the restriction in Labor Code Section 65 and Attorney General opinions 51/183 and 68/77.
(d) Step 4—Binding Arbitration
If the grievant or SCEA is dissatisfied with the response at Step 2, or Step 3, if used, or if the Director of Human Resources fails to respond within the time limit, the matter may, within twenty (20) calendar days of the Step 2 EXHIBIT 1 603
response, be referred to an arbitrator mutually selected by the parties, or, if the parties are unable to mutually agree, from a list of seven (7) arbitrators provided by the State of California Mediation and Conciliation Services. The arbitrator will be chosen by the alternative strike method, with first choice being determined by lot. The fees and expenses of the arbitrator and of a court reporter will be shared equally by both parties.

Each party, however, will bear the cost of its own presentation, including preparation and post hearing briefs, if any. Notwithstanding any contrary provision, SCEA must authorize in writing the advancement of all grievances to binding arbitration under Step 4 except those involving an individual employee demotion, suspension, reduction in pay, discharge, or other disciplinary action.
(e) Effect of Decision
Decisions of arbitrators on matters properly before them will be final and binding on the parties except as provided otherwise herein.

10.4 Scope of Arbitration
(a) No arbitrator will entertain, hear, decide, or make recommendations on any dispute unless such dispute involves a position in a unit represented by SCEA and unless such dispute falls within the definition of a grievance as set forth in section 10.1.
(b) Notwithstanding the provisions of section 10.4(a) of this MOU, proposals to add to or change this MOU or written agreements or addenda supplementary hereto will not be arbitrable and no proposal to modify, amend or terminate this MOU, nor any matter or subject arising out of or in connection with such proposal, may be referred to arbitration under this section. No arbitrator selected pursuant to this section will have the power to amend or modify this MOU or written agreements or addenda supplementary hereto or to establish any new terms or conditions of employment.
(c) No changes in this MOU or interpretations thereof (except interpretations resulting from arbitration proceeding hereunder) will be recognized unless agreed to by the City Manager and SCEA.

10.5 Other Provisions
(a) Complaints which allege the employee is not being compensated in EXHIBIT 1 604
accordance with the provisions of this MOU will be considered as grievances and processed pursuant to section 10.3. Any other matters of compensation are to be resolved in the meeting and conferring process and if not detailed in the Memorandum which results from such meeting and conferring process will be deemed withdrawn until the meeting and conferring process is next open for such decision. Employees agree to diligently check paychecks for errors. Arbitration of disputes over compensation under the Fair Labor Standards Act (FLSA) or the California Labor Code is permissive rather than mandatory.
(b) Specified time limits may be modified only in writing. All appeals and responses must be provided in writing.
(c) The grievant and employee-witnesses will be provided release time without loss of pay for all required meetings with management as well as for attendance at and participation in the arbitration hearing. (d) The provisions of this Article will not abridge any rights to which an employee may be entitled under the Stockton Municipal Code and/or Civil Service Rules and Regulations, nor will it be administered in a manner which would abrogate any power which, under the Stockton Municipal Code and/or Civil Service Rules and Regulations, may be within the sole province and discretion of the Civil Service Commission. (e) All grievances of employees in representation units represented by SCEA will be processed under this Article. If the Stockton Municipal Code and/or Civil Service Rules and Regulations require that a differing option be available to the employee, no action under section 10.3(d) will be taken unless it is determined that the employee is not utilizing such option. (f) No action undersection 10.3 will be taken if action on the complaint or grievance has been taken by the Civil Service Commission, or if the complaint or grievance is pending before the Civil Service Commission. (g) In the event the dispute is referred to arbitration and the arbitrator finds that the City had cause to take the action complained of, the arbitrator may not substitute their judgment for the judgment of management and if the findings are that the City had such right, the arbitrator may not order reinstatement and may not assess any penalty upon the City. If an arbitrator did not find just cause, any award by an arbitrator that requires action by the City Council or the Civil Service Commission before it can be placed in effect, the City Manager and the Director of Human Resources will recommend to the City Council or the Civil Service Commission, as appropriate, that it follow such award.

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ARTICLE 11. LEAVES

11.1 Vacation Leave
(a) Vacation Allowance
(1) Effective July 1, 2012, all full-time bargaining unit employees, excluding Fire Telecommunicators assigned to a fifty-six (56) hour workweek, will accrue vacation leave with pay in accordance with the following schedule:

FLSA Non-Exempt Employees (40-Hour Work Week):

Years of Continuous City Service Annual Vacation Allowance

1.5 years or less 80 hours

1.5 years to 7.5 years 108 hours

7.5 years to 15 years 144 hours
15 years to 25 years 189 hours
Over 25 years One additional 7-hour day for each
completed year of service in excess
of 25 years (e.g. 26 yrs. equals 196
hrs., 27 yrs. equals 203 hrs., 28 yrs.
equals 210 hrs., etc.)
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FLSA Exempt Employees (40-Hour Work Week):

Years of Continuous City Service Annual Vacation Allowance

1.5 years or less 120 hours

1.5 years to 7.5 years 148 hours

7.5 years to 15 years 188 hours
15 years to 25 years 229 hours
Over 25 years One additional 7-hour day for each
completed year of service in excess
of 25 years (e.g. 26 yrs. equals 236
hrs., 27 yrs. equals 243 hrs., 28 yrs.
equals 250 hrs., etc.)
(2) Bargaining unit employees scheduled to work less than full-time will receive vacation benefits on a proportional basis.
(3) Bargaining unit employees will accrue vacation on a per pay period basis.

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(b) Vacation Leave Accrual for Fire Telecommunicators
(1) Effective July 1, 2012, Fire Telecommunicators assigned to a 56- hour workweek will accrue vacation leave with pay in accordance with the following schedule:

Years of Continuous City Service Annual Vacation Allowance

1.5 years or less 120 hours

1.5 years to 7.5 years 162 hours

7.5 years to 15 years 216 hours
15 years to 25 years 283.5 hours
Over 25 years An additional 10.5 hours for each
completed year of service in excess
of 25 years (e.g. 26 yrs. equals 294
hrs., 27 yrs. equals 304.5, 28 yrs.,
equals 315 hrs., etc.)
(c) Maximum Vacation Accrual
Employees reaching the maximum hours will stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effective July 1, 2012, the following maximum vacation accruals will take effect. For employees who on July 1, 2012 have vacation balances that exceed their maximum will have until June 30, 2013 to use sufficient vacation to satisfy the maximum allowed. If an employee does not satisfy the maximum by June 30, 2013, they will retain their existing earned vacation but will not earn any additional vacation until their vacation balance falls below the maximum vacation accrual allowed.

Maximum Vacation Accrual Caps
40-Hour Work Week Employee – FLSA Non-Exempt
Under 1.5 years 120 hours (15 days for 8-hour shift)

1.5 – 7.5 years 240 hours (30 days for 8-hour shift)
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7.5 – 15 years 280 hours (35 days for 8-hour shift)
15 – 25 years 320 hours (40 days for 8-hour shift)
26 years 328 hours (41 days for 8-hour shift)
27 years 336 hours (42 days for 8-hour shift)
28 years 344 hours (43 days for 8-hour shift)
29 years 352 hours (44 days for 8-hour shift)
40-Hour Work Week Employee – FLSA Exempt
Under 1.5 years 200 hours (25 days for 8-hour shift)

1.5 – 7.5 years 320 hours (40 days for 8-hour shift)

7.5 – 15 years 360 hours (45 days for 8-hour shift)
15 – 25 years 400 hours (50 days for 8-hour shift)
26 years 416 hours (52 days for 8-hour shift)
27 years 424 hours (53 days for 8-hour shift)
28 years 432 hours (54 days for 8-hour shift)
29 years 440 hours (55 days for 8-hour shift)
For every year of service beyond twenty-nine (29), the employee is allowed to add an additional seven (7) hours to the maximum accrual cap. 56-hour Employee
Under 1.5 years 300 hours

1.5 – 7.5 years 360 hours

7.5 – 15 years 420 hours
15 – 25 years 480 hours
26 years 492 hours
27 years 504 hours
28 years 516 hours
29 years 528 hours
29 plus years 7 hours each additional year
(d) Vacation Scheduling
Vacation leaves will be scheduled so that they will not interfere with the normal operation of the City’s business and with due consideration for the wishes of the employee. Each Department will reduce its scheduling practice to writing and distribute to all employees within the unit. (e) Cash Payment Option
An employee may elect to receive cash payment up to a maximum of forty EXHIBIT 1 609
(40) hours of their accumulated vacation balance effective for FY 2023/2024 and FY 2024/2025 only, and an employee may elect to receive a cash payment for a maximum of forty (40) hours of their unused accumulated vacation balance after the use of a scheduled vacation of forty (40) hours or more in that same or prior fiscal year. To utilize this option, employees must maintain a balance of (forty) 40 accrued vacation hours after the cash payment. When in effect, this option may be exercised once per fiscal year. Employees may elect this option by December 31 of each year for the cash out the following calendar year. The cash out election is irrevocable, and the City will follow IRS regulations regarding cash payment of leave.
(f) Vacation Cash Out Upon Separation
An eligible employee separating from City service for any reason who has unused vacation time will be paid for such vacation time up to the effective date of the last day of employment with the City. Payment for unused vacation will be made at the final rate of pay. Payment for the unused vacation hours will be paid post separation date at no later than the second regularly scheduled pay period pay date following separation. Prior to separation from City service, the City does not provide to employees any vacation cash out or sell back for accrued but unused vacation hours.

11.2 Sick Leave
(a) Accrual
(1) All regular status full-time bargaining unit employees, except Fire Telecommunicators assigned to a 56-hour workweek, will accrue sick leave at the rate of eight (8) hours for each month of completed service.
(2) Fire Telecommunicators assigned to a fifty-six (56) hour workweek will accrue sick leave at the rate of twelve (12) hours for each month of completed service.
(3) All regular part-time bargaining unit employees will accrue sick leave on a prorated basis.
(4) Unused sick leave will accumulate from year to year with no maximum accrual. Employees will continue to accrue sick leave while off duty on authorized sick leave; provided, however, an employee will not accrue sick leave during any leave or leaves of absence without pay granted to the employee.

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(b) Permitted Uses of Sick Leave
(1) Upon written request, employees will be entitled to use accrued paid sick leave when absent from work for diagnosis, care, or treatment of an existing health condition of the employee or a family member, as listed below, or one (1) person designated in writing by the employee for the calendar year, for preventive care (physicals, flu shots, etc.) of the employee or a family member, for an employee who is a victim of domestic violence, sexual assault or stalking to obtain relief, including medical attention and psychological counseling.
(2) Family member includes a child (a biological, adopted, foster, step, legal ward, or child to whom the employee stands in loco parentis without age or dependency status restrictions), parent (biological, adoptive, foster parent, stepparent, legal guardian or a person who was in loco parentis when the employee was a minor), parent-in-law (through a spouse or registered domestic partner), spouse, registered domestic partner, grandparent, grandchild, sibling, an employee’s legal guardian, a legal guardian of an employee’s spouse or domestic partner, or a person who stood in loco parentis when the employee was a minor child.
(c) Protected Nature of Family Sick Leave
In accordance with the Health Workplaces/Healthy Families Act of 2014 (HWHF) and “Kin Care” under Labor Code section 233, the City will not discharge, threaten to discharge, demote, suspend, or otherwise discriminate based on the use of paid sick days, for attempting to exercise the right to use paid sick days, or for filing a complaint or opposing any policy or practice prohibited by the HWHF or the Kin Care law. (d) Reporting Procedures for Sick Leave
When the requirement for sick leave is known to the employee in advance of the absence, (for example, included but not limited to scheduled medical, dental or vision appointments), the employee will request authorization for such sick leave from the department head prior to such absence.

If an employee is not able to report due to illness or injury, the employee will report as soon as possible to the appropriate supervisor, but in no case more than thirty (30) minutes after the start of the workday, except for extenuating circumstances prohibiting giving notice.

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Failure to notify as soon as possible and in conformity with the thirty (30) minute notification will be cause for the following disciplinary action:
(1) For the first time in a six (6) month period, a Memorandum of Discussion.
(2) For the second time within a six (6) month period, a Letter of Reprimand.
(3) For any subsequent time within a six (6) month period, suspension from work; or at any time four (4) or more incidents occur within a six (6) month period, the employee may be discharged.

The six (6) month period will be defined as six (6) months from the most recent incident.

Any Memorandum of Discussion or Letter of Reprimand regarding failure to notify the City as provided herein, which is more than twelve (12) months old, will be removed upon the request of the employee if no additional incidents occur during the twelve (12) months period. (e) Eligibility Verification
(1) Before being paid for the use of accrued sick leave, the employee will submit a signed statement to the department head, on a prescribed form, stating the dates and hours of, and reason for, the absence. The employee is not required to provide protected health information to use sick leave. When using family sick leave or Kin Care, the employee may be required to disclose the relationship to the employee to confirm eligibility. If an employee doesn’t return to work prior to the preparation of the payroll, other arrangements may be made with the department head.
(2) Doctor’s Certificate or Other Proof. The employee’s department head may require a doctor’s certificate or other reasonable proof of illness as they deem necessary for an employee to receive an excused absence from work and sick leave pay. The employee will be given notice prior to returning to work that they will be required to provide such documentation. Employees who have unscheduled absences due to illness on a scheduled work day preceding or following a holiday may be required to bring a doctor’s certificate or other reasonable proof of illness in order to receive an excused absence and sick leave pay. If an employee’s illness results in an absence from work for three (3) consecutive work days or more, a doctor’s certificate, or other reasonable proof of illness may be required EXHIBIT 1 612
including a return-to-work medical certification prior to employee’s return to duty. In addition, the City may monitor and control the appropriate use of sick leave by employees and if reasonable cause is articulated, can limit use of sick leave and require additional verification. Department heads will give their employees the benefit of the doubt and will not frequently or arbitrarily request doctor’s notes for routine personal illness, recognizing a considerable amount of time and expense is required to attend a medical visit to obtain a doctor’s note for work.

The employee’s department head may make such sick leave usage reviews and may reasonably require documentation to verify the need for the leave before approving the sick leave benefit. (3) If the City has a reasonable basis to believe that an employee is misusing paid sick leave, before proposing any formal discipline the City or the employee’s supervisor must first meet with the employee to: 1) explain the reasonable basis for the believed misuse, and 2) discuss the reasons for the employee’s absence. The employee has the right to SCEA or other representation at such meeting. The employee is not required to provide protected health information to use sick leave. The City will comply with the HWHF when determining whether any proposed formal discipline is justified. (f) Use of Sick Leave While on Vacation
An employee who becomes injured or ill while on vacation may be paid for sick leave in lieu of vacation provided that the employee:
(1) Was hospitalized during the period for which sick leave is claimed, or
(2) Received medical treatment or diagnosis and presents a statement indicating disabling illness or injury signed by a physician covering the period for which sick leave is claimed.
(g) Payment for Unused Sick Leave
Effective February 17, 2012, all accumulated or future accruals of sick leave will have no cash value upon separation of employment and employees will not be allowed to cash out unused sick leave except as provided below.

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(h) CalPERS Service Credit for Unused Sick Leave.

Employees will be eligible for CalPERS service credit for any unused sick leave at retirement not otherwise compensated for in (i) below. Employees hired after the City amends its CalPERS contract to eliminate service credit for unused sick leave will not be eligible for this service credit. (i) Sick Leave Retention Benefit
After subtracting the equivalent of one full year of service credit (2,080 hours), which may be applied to CALPERS service credit, any balance remaining upon separation will be paid as follows to employees who have remained in City service until the dates specified:

Separation prior to July 1, 2014, no payment of unused sick leave at separation will occur for separating employees before this date; Separation between July 1, 2014 and June 30, 2015, payment of unused sick leave which the employee held on February 16, 2012 will be paid at thirty-five percent (35%) of its cash value to separating employees between these dates; and
Separation after July 1, 2015, payment of unused sick leave which the employee held on February 16, 2012 will be paid at fifty percent (50%) of its cash value to separating employees after this date.

Service credit for unused sick leave will be in accordance with PERS regulations.

11.3 Other Leaves With Pay
(a) Bereavement Leave
(1) In the event of a death in the immediate family of an employee, the employee shall, upon request, be granted up to three (3) days bereavement leave with pay without charge to accumulated sick leave or vacation leave. The employee shall, upon request, be granted an additional two (2) days bereavement leave which shall be charged against the employee’s accumulated sick leave or vacation leave. For the purposes of this paragraph, the immediate family shall be restricted to the employee’s parents, spouse, mother-in-law, father-in-law, child, son-in-law, daughter-in-law, stepchild, brother, EXHIBIT 1 614
sister, brother-in-law, sister-in-law, grandparent, grandchild, and registered domestic partner.
(2) In the event of the death of a person not immediately related to an employee as defined above, the employee’s department head may grant up to three (3) days bereavement leave, upon request, which shall be charged against the employee’s accumulated sick leave or annual leave.
(3) Bereavement Leave will not be counted against the employee under the City’s absence control policy when evaluating the employee’s work performance.
(b) Jury Duty Leave
When an employee is summoned to jury duty they will promptly inform their supervisor and, if required to serve, may be absent from work without loss of wages or use of accrued leave while rendering such service (including travel time). Jury fees received by an employee, if any, will be remitted to the City within fifteen (15) days after they are received, exclusive of any meal, expense, and/or travel reimbursements. Upon being excused from the court each day, the employee must return to work if they have more than four (4) hours remaining before the end of their workday. Jury duty leave will be considered time worked for pay and overtime calculation purposes.
(c) Court Leave
Time spent by a bargaining unit employee traveling to/from and attending or appearing in any court or tribunal for any civil or criminal matter as a non-party witness where the employee’s attendance results from performance of their official duties as a City employee will be considered time worked. Time spent by a bargaining unit employee traveling to/from and attending or appearing in any court or tribunal for any civil matter as a defendant, respondent, or co-defendant with the City of Stockton arising from the employee’s official duties as a City employee will be considered time worked. Employees assigned to the Police Department who report to Court on a regularly scheduled day off will be compensated at a minimum two (2) hours and forty-five (45) minutes, pursuant to section 15.4. (d) Military and Military Spouses Leave
(1) The City of Stockton complies with the Uniformed Services Employment and Reemployment Rights Act (USERRA) and the EXHIBIT 1 615
California Military and Veteran’s Code. Nothing contained herein is intended to limit or abrogate rights guaranteed under USERRA or the Veteran’s Code.
(2) An employee of the City who is a member of the National Guard, Naval Militia, and a member of the reserve corps or force of the Federal Military, Naval, or Marine Service and is ordered to duty will be granted leave with pay while engaged therein, provided the leave does not exceed thirty (30) days in any calendar year.
(3) Additionally, qualified bargaining unit employees will be given up to ten (10) days leave during that time in which the employees spouse or domestic partner is on leave from deployment in a combat zone with the active duty or reserve military or national guard during a period of military conflict. Employees may use accrued vacation time to cover this absence. If the employee has no accrued vacation, the employee must request time off without pay. Qualifying employees are employees who work an average of twenty (20) hours per week and have a spouse or domestic partner who is serving as: (i) a member of the U.S. Armed Forces and who has been deployed during a period of military conflict to an area designated as a combat theater or combat zone by the President of the United States; or (ii) a member of the Armed Forces Reserve Components or the National Guard and has been deployed during a period of military conflict.

Qualifying employees who wish to request this leave must provide the department with a written request for such leave within two (2) business days of receiving official notice that the military spouse or domestic partner will be on leave from deployment. The employee must also provide written documentation to the department certifying that the military member will be on military leave from deployment. (4) All regular status employees in the service of the City will be allowed leave of absence without pay for the duration of a national emergency who have been inducted into the Army, Navy, Marine Corps, Air Force, or any other branch of the Military Service of the United States or the State of California. Said employees will be reinstated in the position they held when they were inducted into Military Service, except as hereinafter stated, providing they are physically fit as shown by a medical examination by the City Physician or other physician appointed to make a medical examination.

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(5) In the case of a probationary employee having served a minimum probationary period of six (6) months at the time of induction, it will be optional for the department head and the City Manager to grant regular status to said employee before induction.
(6) All probationary employees inducted into Military Service not having served the minimum probationary period of six (6) months, or having served the minimum probationary period of six (6) months, but not having received regular status will be allowed leave of absence without pay for the duration of a national emergency, but said employees will be placed at the head of the eligible list for such position in the order of their seniority of employment and when appointed to a vacant position, they must be physically fit as above specified and will serve the balance of their probationary period before attaining the status of a regular employee.
(7) Two (2) or more regular status employees granted military leave of absence without pay from the same position will be reemployed according to their seniority of employment providing they are physically fit as above specified.
(e) Parental Participation in Children’s School Activities (1) A parent or guardian of a child or children enrolled in kindergarten through grade 12, or attending a licensed day care facility, may take up to forty (40) hours each year off work (not to exceed eight (8) hours in any calendar month) to participate in the activities of the school or licensed child day care facility. The employee should provide as much advance notice as reasonably possible to the City of the planned absence. The employee must use vacation, compensatory, or holiday leave. If requested, the employee must provide documentation from the school verifying the date and time the parent participated in school activities.
(2) A parent or guardian required by the school to attend a hearing regarding the suspension or expulsion of a child will be permitted to attend the meeting. The employee must provide advance notice and may use accrued vacation, compensatory, or holiday leave.

11.4 Workers’ Compensation Leave
(a) Workers’ Compensation Benefits will be provided in accordance with State EXHIBIT 1 617
law and schedules whenever an employee is absence from duty because of disability caused by illness or injury arising out of and in the course of employment which has been declared to be compensable under the Workers’ Compensation Law. An employee on Workers’ Compensation may use accrued leave, if needed, to supplement benefits, up to the amount required to receive a full paycheck.
(b) Forms and Procedures
Workers’ Compensation processing will be consistent with City procedures and in accordance with state Workers’ Compensation regulations. Any employee who sustains a work-related injury or illness will immediately inform their supervisor no matter how minor an on-the-job injury may appear. An employee who sustains a work-related injury or illness is required to seek medical care at facilities designated by the City unless they have filed a pre-designation of personal healthcare practitioner prior to sustaining the work-related injury or illness. For a list of City designated medical care facilities and/or physicians, please contact Human Resources.

11.5 Leave of Absence Without Pay
(a) Entitlement
Employees will not be entitled to a Leave of Absence Without Pay as a matter of right, but only upon the determination of the City that it is in the best interest of public service and that there is a presumption the employee intends to return to work upon the expiration of the leave of absence. The granting of a leave of absence provides the employee the right to return to the position vacated.
(b) Approval
All leave without pay must be recommended by the department head and approved by the Director of Human Resources. No such leave may extend beyond twelve (12) months, except in the case of absence due to job incurred disability where a determination may be made based upon the needs of public service or in the event an application for service-connected disability retirement has been filed.

Leaves of absence without pay may only be approved following the expiration of entitlement of sick leave and vacation.

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(c) An employee on a leave of absence without pay has an option to participate in the Health benefits plan by monthly prepayment of the required premium to the City.
(d) Maternity/Pregnancy/Paternal/Adoption Leave
Family medical leave will be in accordance with the Family Medical Leave Act (“FMLA”) of 1993, the California Family Rights Act (“CFRA”), or Pregnancy Disability Leave (“PDL”) and/or other applicable state and federal laws, all as amended. Consistent with City policy and state and federal law, employees may be required to utilize accrued sick and/or vacation leave during unpaid leaves in certain circumstances.

11.6 Absence Without Official Leave (AWOL)
(a) Refusal of Leave or Failure to Return After Leave
Failure to report for duty or failure to report for duty after a leave of absence request has been disapproved, revoked or cancelled, or at the expiration of a leave, will be considered an Absence Without Official Leave. (b) Voluntary Resignation
Any employee in this bargaining unit absent without official leave for two (2) or more consecutive scheduled days or absent an aggregate of sixteen (16) hours in any calendar month without a satisfactory explanation as reasonably determined by the Director of Human Resources will be deemed to have voluntarily resigned from the City. An employee must provide a written statement to the Human Resources Department regarding a “satisfactory explanation,” within ten (10) calendar days after the City mails a notice of voluntary resignation to the employee’s last known address.

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ARTICLE 12. DAYS AND HOURS OF WORK

12.1 Workweek
(a) The normal workweek for employees in this unit consists of a “5/40” work schedule (i.e. five (5) consecutive eight (8) hour workdays for a total of forty (40) hours in a seven (7) day work period) or a “9/80” work schedule (i.e. eight (8) nine (9)-hour workdays plus one (1) 8-hour workday consisting of eighty (80) hours worked in a fourteen (14) day period; the seven (7) day work period on the 9/80 schedule is defined as mid-shift Friday to mid-shift Friday). Where operational requirements of a department require deviations from the present schedule, the department head with concurrence of the Director of Human Resources and the approval of the City Manager, may institute alternate work schedules provided that such schedules conform to work period requirements of Fair Labor Standards Act and the City meets and confers with SCEA concerning the proposed schedule change(s) before implementation.
(b) Employees occupying part-time positions will work such hours and schedules as the department head will prescribe.
(c) Telecommunications personnel assigned to the Fire Department will work an average of fifty-six (56) hours in a seven (7) day work period.

12.2 Meal Periods and Rest Periods
(1) Employees will receive a one (1) hour or a thirty (30) minute meal period without pay each day and a fifteen (15) minute paid rest period during the first half of the workday and a second fifteen (15) minute paid rest period during the second half of the workday. Bargaining unit employees will be completely relieved of duty during the unpaid meal periods. Employees who exceed the time limits prescribed above for lunch and/or rest periods will have their pay reduced accordingly.
(2) Notwithstanding paragraph (1) above, Police Telecommunicators and Fire Telecommunicators, Police Records Assistants, Community Service Officers, and Evidence Technicians may be relieved from duty and receive a paid meal period with written approval from the Chief’s Office. Employees in the classifications above who receive written approval for paid meal periods are expected to stay at the worksite and be available to work during EXHIBIT 1 620
the meal period when needed.

12.3 Hourly Employees
(a) Employees working nineteen and one- half (19½) hours a week or less (substitutes), may only work a total of 1,014 hours or less during any twelve (12) month period.
(b) SCEA will be provided with a listing of all nineteen and one-half (19½) hours or less employees related to classifications within this bargaining unit. This listing will be provided quarterly.
(c) Overtime will not be worked by nineteen and one-half (19½) hour or less employees (substitutes), if full-time or regular part-time employees are available for such overtime work.

12.4 Regular Part-Time Employees
(a) Regular part-time employees (those employees regularly scheduled to work 20 hours or more per week) will be provided prorated sick leave and vacation benefits according to existing practice; will be eligible to participate in health and welfare benefits on a prorated basis according to provisions of this MOU and will receive merit increases based upon the proration of time worked to the total hours in a full year of employment. (b) The City will not employ hourly personnel in order to reduce the number of regular part-time employees which existed at the execution of this MOU.

12.5 Job Sharing
(a) Any two regular status full-time employees within the same department holding positions in the same classification may petition their department head in writing to allow them to share one (1) of said positions. (b) The approval of a job share position will be at the sole discretion of the City and must be approved in writing by the Director of Human Resources prior to implementation. The entrance into and termination of such job sharing will be at the sole discretion of the City.

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(c) Employees who request and have approved job-sharing arrangements will be entitled to the rights and benefits which accrue to regular part-time employees.

12.6 Reporting to Work
(a) Repeated failure to report to work on time may result in appropriate discipline as set forth below:
(1) For the first time in a six (6) month period, a Memorandum of Discussion.
(2) For the second time within a six (6) month period, a Letter of Reprimand.
(3) For any subsequent time within a six (6) month period, suspension from work; or at any time four (4) or more incidents occur within a six (6) month period, the employee may be discharged.
(b) If an employee reports to the worksite after the designated starting time, the employee will be paid only for time actually worked; however, the employee may be allowed to utilize vacation leave for lost pay, provided the employee’s supervisor approves.
(c) Any Memorandum of Discussion or Letter of Reprimand regarding tardiness which is more than eighteen (18) months will not be considered in any subsequent discipline.

12.7 Shift Bidding
(a) Employees in the Police Department who work on a twenty-four (24) hour shift schedule will be allowed to bid on shift preference on the basis of seniority within class. The shift selected in this manner will remain in effect for twelve (12) months, except in cases of emergency or workload requirements.

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ARTICLE 13. OVERTIME

13.1 Overtime Authorization
All compensable overtime must be authorized by the department head or their designated representative in advance of the overtime being worked. If prior authorization is not feasible because of emergency conditions, a confirming authorization must be made on the next regular working day following the date on which the overtime was worked.

13.2 Definition
The following provisions pertaining to authorized or statutorily required overtime work will apply to FLSA non-exempt employees:
(a) Unless otherwise provided below, statutory overtime will be paid on actual time worked in excess of forty (40) hours in any seven (7) day FLSA work period. Such overtime will be paid at time and one-half (1½) including employees employed on a per hour or per day basis or except as provided elsewhere herein. Observed holidays, floating holidays, jury duty leave, bereavement leave, and sick leave hours taken will be considered as time worked. Vacation, or other compensated time off will not be considered as actual time worked for overtime calculation purposes.
(b) Except Fire Telecommunicators assigned to a fifty-six (56) hour workweek and bargaining unit employees working an alternative work schedule, all time worked in excess of forty (40) hours per seven (7) day workweek will be compensated at the overtime rate.
(c) Fire Telecommunicators work twenty-four (24) hour shifts, resulting in a regular schedule averaging 2912 hours per year / 56 hours per week (832 hours of overtime). In approximately year 2000, the parties agreed to add the regularly scheduled FLSA overtime pay into the base, in order to ensure a regular and level payment of overtime over the course of a year.

This methodology withstood a legal challenge in Hughes, et al. v. City of Stockton, et al. For additional overtime hours, the City will pay overtime at one and one-half (1½) time the employee’s regular rate of pay for all hours worked over fifty-six (56) in a workweek.
(d) Except as otherwise provided in section 14.2, bargaining unit employees who are not regularly scheduled to work holidays will be paid for a regular day plus time and one-half (1½) for actual time worked on a holiday observed by the City.

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(e) Police Telecommunicators and Fire Telecommunicators will be compensated for work on holidays as set forth in section 14.2. (f) When the City Manager has declared a state of emergency and such action is approved by the City Council, time worked by employees will be paid for at their straight time. Work in excess of forty (40) hours in any workweek will be paid at time and one-half (1½).
(g) Fire Telecommunication employees who have traded their normal work shift with another employee are not eligible for overtime for the hours that were their normal hours of work. Shift trades will be cancelled if an employee is required to work mandatory overtime.
(h) Temporary Upgrade Pay. Employees assigned to work overtime in a position or classification other than the position or classification to which they are permanently appointed will be paid overtime at the hourly rate attached to the position or classification in which they are performing such overtime work.

13.3 Rest Period During Overtime
After each three (3) hour segment of overtime contiguous to a regular shift, an employee will be granted a fifteen (15) minute paid rest period.

13.4 Compensatory Time Off (CTO)
(a) Definition
As used in this MOU, the term Compensatory Time Off (CTO) refers to that time which an employee is entitled to be absent from duty with pay for time worked in addition to or excess of their normal work schedule they have earned under section 13.2 (a).
(b) CTO in Lieu of Overtime Compensation
Except for Fire Telecommunicators assigned to a 56-hour workweek, bargaining unit employees may voluntarily elect to receive overtime compensation in the form of CTO at a rate of one and one-half (1½) hours of CTO for each hour of overtime they have earned per section 13.2 (a). (c) Use
Use of CTO will be scheduled with due consideration for the wishes of the employee and so as to not interfere with the normal operation of City business. Approval of requests for use of CTO will be at the sole discretion EXHIBIT 1 624
of the department head, but once approved, cannot be changed unless an emergency situation arises.
(d) Maximum Accrual
No more than eighty (80) hours of CTO may be carried on the books at any time, except Fire Telecommunicators assigned to a 56-hour workweek who may not accrue CTO. Once the maximum number of CTO is accrued, all further overtime worked will automatically be paid to the employee. At the end of each calendar year, all CTO will be carried forward, unless the employee elects to have some or all of the compensatory balance paid.

Carryover CTO Time cannot exceed the CTO accrual maximum. (e) Elimination of CTO for Fire Telecommunicators
Effective January 1, 2009, Fire Telecommunicators assigned to a 56-hour workweek will no longer accrue or use CTO and will be paid at their regular rate of pay for all accrued and unused CTO hours on or about January 7, 2009; provided, however, any Fire Telecommunicator having any approved leave request(s) for CTO for time off work through January 31, 2009, will be permitted to use the approved CTO leave.
(f) Exempt Status of Classifications
The parties have agreed that the classifications listed in Appendix A are exempt from overtime as provided by the Fair Labor Standards Act and will be considered Exempt in the City’s pay policies and for the accrual of vacation.

EXHIBIT 1 625
ARTICLE 14. HOLIDAYS

14.1 Qualifying for Holiday Pay
All regular status employees will be entitled to take the holiday benefit on full pay not to exceed the employee’s regular work day for any one (1) holiday. For an employee working on a 4/10, 9/80 or 12-hour work day plan, holidays will be paid equivalent to the employee’s regularly scheduled work hours (e.g., 9 hours for 9- hour day or 8 hours on an 8-hour day on the 9/80 schedule, or 12 hours of holiday pay for 12-hour shift.)

14.2 Holidays Observed by the City
(a) Effective upon the first full pay period following ratification of this MOU by SCEA Unit and approval by the City Council on its regular agenda in accordance with the Ralph M. Brown Act, employees will receive the following holiday on full pay for each of the below listed holidays. Unless otherwise provided in this section, the City observes the following holiday on the dates indicated:

Observed Holiday
(1) January 1 New Year’s Day
(2) Third Monday in January Martin Luther King, Jr.’s Birthday (3) Second Monday in February Lincoln’s Birthday
(4) Third Monday in February Washington’s Birthday
(5) March 31 (FLOATING) Cesar Chavez Day
(6) Last Monday in May Memorial Day
(7) July 4 Independence Day
(8) First Monday in September Labor Day
(9) Second Monday in October Columbus Day
(10) November 11 Veteran’s Day
(11) Fourth Thursday in November Thanksgiving
(12) The Friday after Thanksgiving
(13) December 25 Christmas Day
(14) Birthday Holiday
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Floating holiday must be used by December 31st of each year and does not carry forward into the subsequent year. There is no cash value for any unused floating holiday hours. Employees have not earned and cannot use the floating holiday hours until the actual holiday occurs (March 31st).

As set forth in section 13.2, subdivision (d), above bargaining unit employees who are not regularly scheduled to work holidays will be paid for a regular day plus time and one-half (1½) for actual time worked on a holiday observed by the City.
(b) All regular status employees in positions allocated to the Police Department who are assigned to shifts (phase days) will receive, in addition to their normal compensation, one workday’s worth of pay for each of the holidays listed in section 14.2, on which the employee does not work.

Such employees required to work a holiday on a hire-back basis, will be compensated at time and one-half (1-½), in addition to their normal compensation and paid holiday. Such employees required to work a holiday on a regularly scheduled basis will be compensated at time and one-half (1-½) overtime in addition to their normal compensation. (c) Fire Telecommunicators assigned to a fifty-six (56) hour workweek will receive, in addition to their normal compensation, twelve (12) hours pay for each of the holidays listed in section 14.2 above.
(d) For bargaining unit employees on a Monday through Friday workweek, if holidays fall on a Sunday, the following Monday will be observed. If holidays fall on Saturday, the preceding Friday will be observed. (e) For bargaining unit employees in the Police Department on a shift schedule, holidays that fall on Saturday or Sunday will be observed on Saturday or Sunday respectively.
(f) Fixed Holidays for Library Service Division Employees All regular status employees in positions allocated in the Library Services Division of the Community Services Department will be allowed to take “fixed holidays” observed by the City, listed under section 14.2(a) of this EXHIBIT 1 627
MOU, that occur on a Monday as a “floating holiday.” The day off must be scheduled with a supervisor and taken within fourteen (14) calendar days on or after the date of the fixed holiday.
(g) In order to receive Holiday Pay the employee must be in a paid status the day before and the day after the holiday.
(h) An employee who takes a holiday off on a normally scheduled workday will receive a regular work day worth of holiday pay at their regular rate of pay, and the holiday hours count as time worked for FLSA overtime calculation purposes. A holiday that falls on an employee’s normally scheduled day off will receive a regular work day worth of holiday pay at their regular rate of pay, however the holiday hours will not be counted as time worked. If an employee works on a holiday, the employee will receive a regular work day worth of holiday pay at their regular rate of pay, actual hours worked will be paid at the time and one half and holiday hours will not be counted as time worked. If an employee works only partial hours on a holiday, partial holiday hours will be counted as time worked for FLSA overtime calculation purposes (up to the employee’s normal work day).

14.3 Compensation for Holidays Worked
Prior approval for holiday work must be secured from the department head or designee.

EXHIBIT 1 628
ARTICLE 15. COMPENSATION AND ALLOWANCES OTHER THAN BASE SALARY

15.1 Retirement Contribution Supplement
(a) Effective August 1, 2011, employees will pay the entire seven percent (7%) employee contribution to the California Public Employees Retirement System (CalPERS).
(b) For employees hired on or before December 28, 2012, the City’s CalPERS retirement plan was modified to reflect two percent (2%) at age fifty-five (55), effective January 1993.
(c) For employees hired on or before December 28, 2012, the City’s CalPERS retirement plan was modified to reflect Section 21024 (Military Service Credit as Public Service) and Section 21027 (Military Service Credit for Retired Persons) of the California Government Code, pursuant to Ordinance Number 009-93 adopted by the City Council on May 13, 1993. (d) For employees hired on or before December 28, 2012, the City will continue to provide CalPERS California Government Code Section 20692 (Employer Paid Member Contributions as Compensation), except employees not eligible for EPMC when an employee is paying the employee contribution.
(e) For employees hired on or before December 28, 2012, the City will continue to provide CalPERS California Government Code Section 20965 (Credit for Unused Sick Leave) as added CalPERS benefits, pursuant to Ordinance Number 016-97 adopted by the City Council on June 23, 1997. (f) For employees hired on or before December 28, 2012, the City will continue to provide CalPERS California Government Code Section 21335 (5% Annual Cost of Living Allowance Increase) as added CalPERS benefits, which was effective upon adoption by the Stockton City Council and CalPERS Administration Board. The intended implementation date base year was 2001.
(g) PERS Benefits for Employees hired on or after December 29, 2012 (1) Employees with Reciprocity:

Employees hired on or after December 29, 2012, who had service EXHIBIT 1 629
under another CalPERS agency or public retirement system with reciprocity prior to January 1, 2013, and a break in service of less than six (6) months and considered classic employees by PERS AB 340, will be subject to the PERS pension formula of two percent (2%) at sixty (60) with no optional pension enhancements and the other provisions of the retirement tier they were hired under. Employees will pay the entire employee contribution of seven (7%) percent to the California Public Employees Retirement System (CalPERS). (2) Employees without Reciprocity:

Employees hired on or after January 1, 2013, will be subject to the AB340 PERS pension formula of two percent (2%) at sixty-two (62) with no optional pension enhancements and the other provisions of the retirement tier they were hired under. Employees will pay fifty percent (50%) of the City normal cost rate for the two percent (2%) at-sixty-two (62) as determined by CalPERS.
(h) The City will continue to provide CalPERS California Government Code Section 21574 (Fourth Level of 1959 Survivor Benefits) as added PERS benefits, pursuant to Ordinance Number 016-97 adopted by the City Council on June 23, 1997.

15.2 Uniform Allowance
(a) Effective July 1, 2024, bargaining unit employees in the following classifications who are required to wear uniforms will be paid an annual uniform allowance of one thousand dollars ($1,000.00), one-half payable in April and one-half payable in October:
(1) Fire Telecommunicator I/II;
(2) Fire Telecommunicator Call Taker;
(3) Police Records Assistant (I/II/III);
(4) Police Telecommunicator (I/II); and
(5) Police Dispatch Call Taker.
(b) Effective July 1, 2024, bargaining unit employees in the following classifications who are required to wear uniforms will be paid an annual uniform allowance of one thousand twenty-five dollars ($1,025.00), onehalf payable in April and one-half payable in October:
(1) Animal Services Assistant;
EXHIBIT 1 630
(2) Animal Services Officer;
(3) Community Service Officer;
(4) Evidence Technician;
(5) Fire Prevention Inspector;
(6) Mail Courier;
(7) Parking Violations Deputy;
(8) Property Clerk;
(9) Senior Animal Services Officer;
(10) Senior Evidence Technician;
(11) Vehicle Abatement Specialist; and
(12) Any other bargaining unit employee required by the City to wear a uniform in the course and scope of employment.

15.3 Standby Duty Pay
Employees assigned to standby duty will be paid three dollars ($3.00) per hour while assigned to be on standby. Each employee so assigned to "standby" is required to carry a mobile phone or other agreed upon communication device while on standby. Standby will be assigned based on departmental policy, and the City agrees to meet with SCEA regarding standby department policies. An employee will earn time and one-half (1-½) for all actual time worked while on standby duty status only if eligible for overtime as defined in section 13.2 above.

An employee will not continue to receive the “standby” premium during actual time worked, or for any hours paid as overtime or call back. Standby will not be considered as time in “paid status because of work performed” for purposes of calculating overtime.

15.4 Call-Back Pay
When an employee is called back to work from off duty status, the employee will be compensated for a minimum of two (2) hours and forty-five (45) minutes pay at time and one-half (1-½) or actual time worked at time and one-half (1-½), if eligible for overtime as defined in section 13.2 above, whichever is greater. An employee may elect compensatory time off (CTO) in lieu of payment for overtime consistent with the provisions set forth in section 13.4.

When authorized by the department, employees who are contacted and who provide remote support via telephone, Internet, or network connection will be paid EXHIBIT 1 631
time and one-half (1-½) for time worked in fifteen (15) minute intervals, if eligible for overtime as defined in section 13.2 above. Intervals cannot be compounded or overlapped.

To be eligible for call-back pay, both of the following conditions must be met:
(a) The call-back must occur outside of the employee’s regular work hours; including overtime.
(b) The call-back time worked must not be contiguous to the employee’s regular work hours; including overtime.
(c) An employee is ineligible to receive a premium for both standby and call back. For example, employee will not receive standby pay for hours in which they are on paid overtime or call back pay.

15.5 Employee Educational Assistance
The City may reimburse employees for job related coursework which has been reviewed by the employee’s supervisor and approved by the employee’s department and the Human Resources Department.

15.6 Mileage Expense Reimbursement
The City will reimburse bargaining unit employees, at the current Internal Revenue Service rate, to all employees utilizing their personal vehicles for City business for travel, which qualifies under the City Manager’s Administrative Directive and for other related travel expenses which qualify under the City Manager’s Administrative Directive.

15.7 Voluntary Court Standby
Bargaining unit employees who voluntarily place themselves on standby for workrelated court appearances will receive one (1) hour at the regular rate of pay for the a.m. and, if required to remain on standby, one (1) additional hour at the regular rate of pay for the p.m.

15.8 Bilingual Pay
Effective July 1, 2024, job positions determined by the department head requiring bilingual translation skills will receive a stipend amount of one hundred and sixty dollars ($160.00) per month for verbal translation skills, or two hundred and twenty dollars ($220.00) per month for verbal and written translation skills upon testing and certification by the Human Resources Department.

EXHIBIT 1 632

15.9 Emergency Medical Services (EMS) Dispatcher Accreditation Pay (a) The City and SCEA acknowledge that California Health and Safety Code Section 1797.220 directs the local emergency medical services (EMS) agency to establish policies and procedures to assure medical control of the emergency medical system.
(b) The City and SCEA acknowledge that as of July 1, 2008, the San Joaquin County EMS Agency requires all employees of agencies providing emergency medical dispatch (EMD) services to possess and maintain accreditation through San Joaquin County, to include compliance with EMS Agency and National Academies of Emergency Dispatch (NAED) policies, procedures, protocol, and standards. Fire Telecommunicators are among those employees represented by SCEA who must acquire and maintain accreditation by the San Joaquin County EMS Agency as a condition of providing EMD services for the City.
(c) The City and SCEA acknowledge that in the event the San Joaquin County EMS Agency rescinds the certification of any bargaining unit employee as a result of any dispute arising from the exercise of the power set forth in San Joaquin County EMS Agency Policy No. 2101 (or any successor or similar policy), the City will make every effort, insofar as practicable and fiscally responsible, to employ such persons in positions for which such employees are qualified or may become qualified within a reasonable period of time and that do not require accreditation by the San Joaquin County EMS Agency.
(d) Emergency Medical Services (EMS) Dispatcher Accreditation Pay.

Effective July 1, 2023, the City will compensate all bargaining unit Fire Telecommunicators and Fire Telecommunicator Call Takers who are accredited as San Joaquin County Emergency Medical Services Dispatchers an additional one-hundred seventy-five dollars ($175.00) per month. Effective July 1, 2024, the City will compensate all bargaining unit Fire Telecommunicators and Fire Telecommunicator Call Takers who are accredited as San Joaquin County Emergency Medical Services Dispatchers an additional two hundred dollars ($200.00) per month. If the employee fails to maintain the accreditation or if the accreditation is no longer required for the position, payment of the stipend will cease.

EXHIBIT 1 633
(e) Continuing Education for Emergency Medical Dispatchers. The City will provide to Fire Telecommunicators all necessary EMD continuing education during normal working hours and at no cost to the employee.

However, employees who do not participate in the EMD training offered by the City during normal working hours will be responsible to complete the necessary continuing education on their own time without additional compensation; provided, however, that all necessary ride-along hours will be compensated as time worked.

15.10 Safety Protective Footwear Reimbursement
Effective July 1, 2024, employees required to wear safety protective footwear in accordance with City Manager’s Administrative Directive HR-34, and approved for safety protective footwear reimbursement, the City will authorize safety protective footwear reimbursement in the amount of two hundred fifty dollars ($250.00) as needed and approved by the employee’s supervisor and department head. The list of classifications and or positions that are required to wear protective footwear is included in the Administrative Procedure and may be amended from time to time to reflect changes in the classifications required to purchase footwear.

15.11 Animal Services Protective Equipment and Vaccinations (a) The City will provide at no cost to employees working in Animal Services having contact with animals, Kevlar protective sleeves to prevent animal bite injuries.
(b) The City will provide at no cost to employees working in Animal Services having contact with animals, the option to receive rabies vaccinations.

Such vaccinations will be arranged to occur on duty without loss of pay to the employee.

15.12 Grandfathered Longevity Pay
The City agrees to restore longevity pay of 1.25% for employees who had achieved twelve (12) years of service on or before July 1, 2011.

EXHIBIT 1 634
ARTICLE 16. INSURANCE PLANS

16.0 Reopener Clause for Health Insurance
(a) SCEA agrees at the City’s request, to meet and confer on any changes that are within the mandatory scope of bargaining in any City proposals related to its City sponsored medical plans that may be related to the implementation of the Affordable Care Act (ACA).
(b) The City agrees at SCEA’s request to meet and confer regarding employer benefits and premium contributions should medical, dental, and vision insurance premiums for employee-only, employee plus one (1) dependent, or employee plus family increase by more than four percent (4%) in any one plan year.

16.1 Health, Dental, Vision, and Prescription Benefits
(a) Choice of Health Plans. Employees in this bargaining unit will have a choice of enrolling themselves and their eligible dependents in any of the City sponsored medical, dental and vision plans. Each plan will offer an employee only, employee plus one (1) and employee plus two (2) or more dependents coverage. The City will offer two (2) or more medical plans to regular status employees.
(b) Eligibility. Employees will become eligible for medical, dental, and vision insurance on the first day of the month following date of hire. An eligible employee and eligible dependent may be enrolled in a City offered medical plan either as a subscriber in a City offered medical plan or, as the dependent spouse/registered domestic partner or another eligible City employee, but not both. If an employee is also eligible to cover their dependent child, the child will be allowed to enroll as a dependent on only one (1) employee plan (i.e., an employee and their dependent cannot be covered by more than one (1) City-offered health plan). (c) City Contribution towards the cost of insurance programs. (1) Effective July 1, 2023, the City will contribute:
• Up to $711.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage.

EXHIBIT 1 635
• Up to $1,290.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
• Up to $1,719.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents
medical/dental/vision plan coverage.
2) Effective July 1, 2024, the City shall contribute the following:
• Up to $725.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage.
• Up to $1,316.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
• Up to $1,753.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents
medical/dental/vision plan coverage.
3) Effective July 1, 2025, the City shall contribute the following:
• Up to $740.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan coverage.
• Up to $1,342.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
• Up to $1,788.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents
medical/dental/vision plan coverage.

These contributions are based on full-time employment; regular part-time employees will receive a prorated contribution based on their percentage of full-time employment. Insurance plan premiums that exceed the City’s monthly contribution will be paid by the employee through payroll deductions. The City will maintain its IRS 125 Plan to allow for employee contributions for medical/dental/vision to be pre-tax premium conversion.

EXHIBIT 1 636
(d) Plan Rules. Employees may insure themselves and their eligible dependents under the medical, dental, vision plans provided by the City, in accordance with the rules and regulations applicable to the selected Plan.

Benefits in the Plan will be in accordance with the Plan document.

16.2 Long Term Disability Insurance
The City will provide, at no cost to the employee, long-term disability insurance coverage. Plan benefits will be as described in the Plan document, but will include:
(a) Each disability sixty-six and two thirds (66⅔) of salary up to the maximum salary replacement amount as specified in the City’s long-term disability plan.
(b) Disability income payments will commence after a ninety (90) day waiting period and exhaustion of sick leave accruals.
(c) Benefit payable until age sixty-five (65).
(d) The City will continue its normal contribution for employee medical premiums during the ninety (90) days waiting period.

16.3 State Disability Insurance (SDI)
By secret ballot election, pursuant to procedures established by the state, SCEA members have elected to receive State Disability Insurance (SDI) coverage at their own expense. SDI will be coordinated with other benefits.

16.4 Life Insurance
The City will provide, at no cost to the employee, a term life insurance policy with a value of fifty thousand dollars ($50,000). In addition, employees will have the opportunity to purchase additional voluntary life insurance through their union or through the City’s IRS 125 plan vendor.

EXHIBIT 1 637
ARTICLE 17. SALARIES

17.1 Salary Adjustments
a. Effective July 1, 2023, employees will receive a four percent (4%) Cost of Living Adjustment (COLA) to base pay.
b. Effective July 1, 2024, employees will receive a three percent (3%) COLA to base pay.
c. Effective July 1, 2025, employees will receive a three percent (3%) COLA to base pay.
d. Market adjustments will be provided in year two (2) and year three (3) of the contract as follows:
1) First, the total three (3) year COLA shall be deducted from the “median” position in the market.
2) Effective July 1, 2024, classifications will receive a market adjustment of no more than seven percent (7%) as outlined in Appendix B.
3) Finally, effective July 1, 2025, classifications will receive the remaining percentage to bring the classification to the median of the market as outlined in Appendix B.
e. Lump Sum Payments
a) Each employee who is employed in the bargaining unit as of July 1, 2024, will receive a two thousand dollar ($2,000.00) lump sum nonpensionable bonus (subject to all applicable withholdings) to be paid by the second scheduled payday in the same month.
b) Each employee who is employed in the bargaining unit as of July 1, 2025, will receive a two thousand dollar ($2,000.00) lump sum nonpensionable bonus (subject to all applicable withholdings) to be paid by the second scheduled payday in the same month.

17.2 Salary Upon Appointment
Except as herein otherwise provided, the entrance salary for a new employee EXHIBIT 1 638
entering the classified service will be minimum salary for the class to which that employee is appointed. When circumstances warrant, the Director of Human Resources or Director’s designee may approve an entrance salary which is more than the minimum salary for the class to which that employee is appointed. Such a salary may not be more than the maximum salary for the class to which the employee is appointed.

17.3 Salary Equivalents
Any monthly, daily, or hourly rate of pay may be converted into any equivalent rate of pay or to any other time bases when such a conversion is appropriate. In determining equivalent amounts on different time bases, the City will provide tables or regulations for the calculation of payment for service of less than full-time, and for use converting monthly salaries to hourly rates, as well as for calculating hourly rates. Overtime rate and premium pay will be calculated according to the provisions of the Fair Labor Standards Act.

17.4 Salary Step Plan
Salary ranges for bargaining unit classifications will consist of six (6) salary steps in each range.
(1) The first step will be the minimum rate and will be the normal hiring rate for the class. (In a case where a person possesses unusual qualifications, the Director of Human Resources or Director’s designee may authorize appointment above the first step after receiving the recommendation of the department head. The same provision will apply to hourly-paid and part-time employees.) If a department head recommends withholding increases to salary steps two (2) through six (6) because an employee has not achieved the level of performance required, notice must be received by the Director of Human Resources at least four weeks in advance of the employee’s eligibility date. The affected employee will be furnished a copy of the department head’s recommendation. Failure to abide by the above four-week limitation will not automatically cause a step increase to be granted; however, if an employee does not receive notice by the actual anniversary date, the increase will be automatically granted.
(2) The second step will be paid upon the satisfactory completion of the probationary period.
(3) The third step will be paid upon the satisfactory completion of one year of service at the second step.
(4) The fourth step will be paid upon the satisfactory completion of one EXHIBIT 1 639
year of service at the third step.
(5) The fifth step will be paid upon the satisfactory completion of one year of service at the fourth step.
(6) The sixth step will be paid upon the satisfactory completion of one year of service at the fifth step and upon the written recommendation of the department head.

Changes in an employee’s salary because of promotion, demotion, postponement of salary step increase, or special merit increase will set a new salary anniversary date for that employee, which date will be as stated in the preceding paragraph.

Salary range adjustments for a classification will not set a new salary anniversary date for employees’ serving in that classification.

17.5 Salary Step After Military Leave
All employees who have been granted military leave will, upon their return to the City service, be entitled to the automatic salary advances within the range of their classification for the period they were in the military service.

17.6 Salary Step When Salary Range Is Increased
Whenever the monthly schedule of compensation for a class is revised, each incumbent in a position to which the revised schedule applies will be entitled to the step in the revised range which corresponds to the employee’s step held in the previous range, unless otherwise specifically provided for by the Director of Human Resources.

17.7 Salary Step After Promotion or Demotion
(a) When an employee is promoted from a position in one class to a position in a higher class, and at the time of promotion is receiving a salary equal to, or greater than the minimum rate for the higher class, that employee will be entitled to the next step in the salary scale of the higher class which is at least five percent (5%) above the employee’s current base salary, except EXHIBIT 1 640
that the next step will not exceed the maximum salary of the higher class.

Add pays are not included in the calculation of base salary for purposes of this section. When an employee is promoted into another bargaining unit, the new bargaining unit’s salary on promotion rules will apply. (b) When an employee is demoted, whether such demotion is voluntary or otherwise, that employee’s compensation will be adjusted to the salary prescribed for the class to which demoted.
(1) If the salary of an employee is reduced for cause or disciplinary reasons, the employee will receive the salary at the step ordered by the Appointing Authority.
(2) If the salary of the employee is reduced through no fault of the employee (i.e., layoff), the employee will be placed at the highest step in the lower salary range that does not exceed the employee’s monthly salary immediately prior to the reduction.
(c) “Y” Rate
When an employee’s classification is changed to a lower paid classification as the result of a classification study or other action, the employee may be placed on a “Y” rate. A “Y” rate means that the monthly compensation for the employee will remain in effect until such time as further changes in the pay range of the new classification exceeds the “Y” rate.

17.8 Salary on Transfer
An employee may be transferred from a class in one department, or to a position of the same class in another department, or to a comparable class, with the approval of both the employee and department heads. In the case of a comparable class, the employee must be qualified, as determined by the Director of Human Resources. The Director of Human Resources, in making such a determination, must assure that the maximum salary rate for the classes in question are within one percent (1%) and will consider, among other things, whether the employee possesses the minimum qualifications for such class, and is able to demonstrate through education, experience, or successful completion of pertinent test, that they are qualified for the transfer. If the transfer involves a change from the jurisdiction of one appointing authority to another, both must consent thereto.

17.9 Salary on Reinstatement
If a former employee is reinstated in the same position previously held or to one carrying a similar salary range, the salary will not be higher than the salary at the time of the employee’s separation unless there has been an increase within the EXHIBIT 1 641
salary range.

17.10 Acting Pay
Any employee who is assigned in writing to work in a higher paid classification and who performs a majority of the duties of that higher position, will receive the rate of pay at a step in the range of the higher classification which would have been received if the employee had been promoted into that classification. Such written authorization must be made by the appointing authority and must be made prior to the effective date of the acting assignment. Compensation for acting pay will be for the full work shift.

Time in acting status does not normally qualify an employee for future step increases.

17.11 Special Assignment Pay
The City Manager may approve additional compensation in an amount not to exceed one additional salary step for bargaining unit employees assigned for the duration of special assignment to additional duties, responsibilities or hours.

17.12 Temporary Upgrade Pay
Hourly or daily rate of pay upgrade for employees who are assigned to temporarily perform the duties of other employees of a higher-level classification. The employee must not perform any of the duties for their own job classification while working in the higher-level classification.

17.13 Pay Equity Adjustments
The City recognizes that there may be a need for pay equity salary adjustments for selected classifications, as a result of recruitment problems, reclassifications, and/or organizational changes during the year. The City, in its sole discretion, may make such pay equity adjustments, but agrees to discuss such changes with SCEA.

17.14 Bi-Weekly Pay Period
The City and the Association agree to move to bi-weekly pay as soon as it is administratively possible within the City. The parties understand that this may not be administratively possible until the City implements a new payroll system. The parties agree to meet and confer on identified impacts regarding the pay period change.

EXHIBIT 1 642
ARTICLE 18. VOLUNTARY TRANSFER
A bargaining unit employee may apply for a transfer to a position in the same or comparable classification in accordance with the City Civil Service Rules. In the case of a comparable class, the employee must be qualified, as determined by the Director of Human Resources in accordance with section 17.8. Such request must be submitted in writing to the Human Resources Department. The names of such bargaining unit employees together with other eligible applicants, will be forwarded to the department head to fill existing vacancies. Such bargaining unit employees will not be accorded any hiring preference.

EXHIBIT 1 643
ARTICLE 19. SEVERABILITY OF PROVISIONS
In the event that any provision of this MOU is declared by a court of competent jurisdiction to be illegal or unenforceable, that provision of the Memorandum will be null and void but such nullification will not affect any of the other provisions of this MOU, all of which will remain in full force and effect.

EXHIBIT 1 644
ARTICLE 20. PAST PRACTICES AND EXISTING MEMORANDA OF

UNDERSTANDING
Continuance of working conditions and practices not specifically authorized by ordinance or by resolution of the City Council is not guaranteed by this MOU.

This MOU will supersede all existing Memoranda of Understanding between the City and SCEA.

EXHIBIT 1 645
ARTICLE 21. SCOPE OF AGREEMENT
Except as otherwise specifically provided herein this MOU fully and completely incorporates the understanding of the parties hereto and constitutes the sole and entire agreement between the parties on all matters subject to meeting and conferring. Neither party will, during the term of this MOU, demand any change therein nor will either party be required to negotiate with respect to any matter, provided that nothing herein will prohibit the parties from changing the terms of this MOU by mutual agreement.

EXHIBIT 1 646
ARTICLE 22. DURATION OF AGREEMENT
This MOU will be effective the date of execution and will remain in full force and effect to and including the 30th day of June 2026.

EXHIBIT 1 647
ARTICLE 23. MAINTENANCE OF OPERATIONS/CITY RIGHTS
(a) It is recognized that the need for continued and uninterrupted operation of City services is of paramount importance. Therefore, SCEA and each employee represented thereby agrees that from the date of execution through and inclusive of June 30, 2026, SCEA or any person acting on its behalf, or each employee in a classification represented by SCEA , will not cause, authorize, engage in, encourage, or sanction a work stoppage, slowdown, or refusal of overtime work, refusal to operate designated equipment (provided such equipment is safe and sound), or picketing, other than informational picketing, against the City or the individual or concerted failure to report for duty or abstinence from the full and faithful performance of the duties of employment, including compliance with the request of another labor organization or bargaining unit to engage in such activity in an attempt to induce a change in wages, hours, and other terms and conditions of employment.
(b) An employee will not be entitled to any wages or City paid benefits whatsoever if the City Council, by majority vote, determines to its satisfaction, that the employee is, or has, engaged in any activity prohibited by section (a) of this Article. The City may take other action, which it deems appropriate.
(c) If the City Council, by majority vote, determines to its satisfaction, that section (a) of this Article has been violated by SCEA, the City may take such remedial action as it deems appropriate.
(d) SCEA recognizes the duty and obligation of its representatives and members to comply with the provisions of this MOU and to make every effort toward inducing all employees in this unit to fully and faithfully perform their duties. In the event of any activity prohibited by Subsection (a) hereinabove, SCEA agrees to take supererogatory steps necessary to assure compliance with this MOU.
(e) The Rights of the City as set forth in section 5 of Resolution #32,538, dated August 4, 1975, are incorporated herein by reference.

EXHIBIT 1 648
IN WITNESS WHEREOF, this Memorandum of Understanding was ratified by a membership vote of SCEA on August 1, 2023, and by an affirmative vote of the Stockton City Council on . The parties hereto have executed this Memorandum of Understanding this ____ day of __________.

Stockton City Employees’ Association City of Stockton
___________________________________ _______________________________ Veronica Segura Harry Black
President City Manager
___________________________________ _______________________________ Keith Breakfield Rosemary Rivas
First Vice President Director of Human Resources
___________________________________
Gnim Dith
Second Vice President
Approved as to form: Approved as to form:

Rose Law APC Lori M. Asuncion, City Attorney
By: By:

___________________________________ _______________________________ Joseph W. Rose Marci Arredondo
Attorney for SCEA Assistant City Attorney
By: By:

___________________________________ _______________________________ Mehran Tahoori Dania Torres-Wong
Attorney for SCEA Negotiator for the City
ATTEST:

ELIZA GARZA

CITY CLERK
_______________________________

ELIZA GARZA
City Clerk
EXHIBIT 1 649
APPENDIX A – FLSA EXEMPT JOB CLASSIFICATIONS
Administrative Analyst II
Assessment District Program Coordinator
Assistant Architect
Assistant Civil Engineer
Assistant Engineer
Assistant Engineer/Traffic
Assistant Landscape Architect
Assistant Planner
Assistant Traffic Engineer
Associate Planner
Code Analyst
Economic Development Analyst
Golf Professional
Junior Engineer
Junior Engineer/Traffic
Project Manager II
Project Manager III
Senior Real Property Agent
EXHIBIT 1 650
APPENDIX B – LABOR MARKET PAY ADJUSTMENTS
Year 1 - Effective 7/1/23 Rate Calculation
Year 2 - Effective 7/1/24 COLA year 1 (4%) Current hourly x 0.04 Year 3 - Effective 7/1/25 MA year 1 (0%) N/A
Year 1 - Monthly Salary (Current hourly + COLA) x 173.34 COLA year 2 (3%) Year 1 hourly x 0.03
MA year 2 (5%) Current hourly x 0.05
Year 2 - Monthly Salary
(Current hourly + all increases) x
173.34
COLA year 3 (3%) (Current hourly + COLAs) x 0.03
MA year 3 (2%) Current hourly x 0.02
Year 3 - Monthly Salary
(Current hourly + all increases) x
173.34
*Monthly hours of 173.34 are calculated from 86.67 x 2
*Fire Telecommunicators (56) are calculated at 242.66 Monthly hours Hourly/Monthly Steps
1 2 3 4 5 6
Accountant II current monthly

6,018.72

6,327.18

6,652.14

6,992.14

7,351.34

7,727.00
current hourly

34.7220

36.5016

38.3763

40.3377

42.4100

44.5771
COLA year 1 (4%)

1.3889

1.4601

1.5351

1.6135

1.6964

1.7831
MA year 1 (0%)

-
Year 1 - Monthly Salary

6,259.46

6,580.27

6,918.23

7,271.82

7,645.40

8,036.07
COLA year 2 (3%)

1.0833

1.1388

1.1973

1.2585

1.3232

1.3908
MA year 2 (0.54%)

0.1875

0.1971

0.2072

0.2178

0.2290

0.2407
Year 2 - Monthly Salary

6,479.74

6,811.85

7,161.70

7,527.73

7,914.46

8,318.88
COLA year 3 (3%)

1.1215

1.1789

1.2395

1.3028

1.3698

1.4398
MA year 3 (0%)

-
Year 3 - Monthly Salary

6,674.14

7,016.21

7,376.55

7,753.57

8,151.90

8,568.45
EXHIBIT 1 651
Accountant I current monthly

5,165.42

5,429.08

5,707.40

6,000.34

6,307.94

6,630.22
current hourly

29.7994

31.3204

32.9260

34.6160

36.3906

38.2498
COLA year 1 (4%)

1.1920

1.2528

1.3170

1.3846

1.4556

1.5300
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,372.05

5,646.24

5,935.69

6,240.35

6,560.26

6,895.43
COLA year 2 (3%)

0.9297

0.9772

1.0273

1.0800

1.1354

1.1934
MA year 2 (7%)

2.0860

2.1924

2.3048

2.4231

2.5473

2.6775
Year 2 - Monthly Salary

5,894.79

6,195.66

6,513.28

6,847.59

7,198.63

7,566.41
COLA year 3 (3%)

1.0202

1.0723

1.1273

1.1851

1.2459

1.3095
MA year 3 (0.11%)

0.0328

0.0345

0.0362

0.0381

0.0400

0.0421
Year 3 - Monthly Salary

6,077.31

6,387.51

6,714.95

7,059.61

7,421.53

7,800.69
Grants Analyst current monthly

5,044.30

5,302.70

5,574.34

5,860.38

6,160.84

6,476.94
current hourly

29.1006

30.5913

32.1584

33.8086

35.5419

37.3655
COLA year 1 (4%)

1.1640

1.2237

1.2863

1.3523

1.4217

1.4946
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,246.07

5,514.80

5,797.31

6,094.80

6,407.27

6,736.01
COLA year 2 (3%)

0.9079

0.9544

1.0033

1.0548

1.1089

1.1658
MA year 2 (7%)

2.0370

2.1414

2.2511

2.3666

2.4879

2.6156
Year 2 - Monthly Salary

5,756.55

6,051.44

6,361.43

6,687.87

7,030.74

7,391.48
COLA year 3 (3%)

0.9963

1.0473

1.1010

1.1575

1.2168

1.2792
EXHIBIT 1 652
MA year 3 (2.89%)

0.8410

0.8841

0.9294

0.9771

1.0272

1.0799
Year 3 - Monthly Salary

6,075.03

6,386.23

6,713.37

7,057.87

7,419.71

7,800.41
Customer Service
Assistant current monthly

3,416.54

3,591.70

3,775.22

3,969.58

4,172.32

4,385.84
current hourly

19.7101

20.7205

21.7793

22.9005

24.0701

25.3020
COLA year 1 (4%)

0.7884

0.8288

0.8712

0.9160

0.9628

1.0121
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,553.21

3,735.36

3,926.23

4,128.36

4,339.20

4,561.28
COLA year 2 (3%)

0.6150

0.6465

0.6795

0.7145

0.7510

0.7894
MA year 2 (4.02%)

0.7923

0.8330

0.8755

0.9206

0.9676

1.0171
Year 2 - Monthly Salary

3,797.15

3,991.81

4,195.78

4,411.78

4,637.11

4,874.43
COLA year 3 (3%)

0.6572

0.6909

0.7262

0.7635

0.8025

0.8436
MA year 3 (0%)

-
Year 3 - Monthly Salary

3,911.07

4,111.56

4,321.66

4,544.14

4,776.22

5,020.67
Reprographics/ Mailroom
Technician II current monthly

3,478.92

3,656.46

3,843.60

4,041.56

4,247.88

4,466.22
current hourly

20.0699

21.0942

22.1738

23.3158

24.5061

25.7657
COLA year 1 (4%)

0.8028

0.8438

0.8870

0.9326

0.9802

1.0306
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,618.07

3,802.73

3,997.35

4,203.22

4,417.80

4,644.88
COLA year 2 (3%)

0.6262

0.6581

0.6918

0.7275

0.7646

0.8039
MA year 2 (1.97%)

0.3954

0.4156

0.4368

0.4593

0.4828

0.5076
EXHIBIT 1 653
Year 2 - Monthly Salary

3,795.15

3,988.84

4,192.99

4,408.94

4,634.02

4,872.21
COLA year 3 (3%)

0.6568

0.6903

0.7257

0.7631

0.8020

0.8432
MA year 3 (0%)

-
Year 3 - Monthly Salary

3,909.00

4,108.51

4,318.78

4,541.21

4,773.04

5,018.37
Reprographics/ Mailroom
Technician I current monthly

3,006.28

3,159.82

3,321.78

3,492.12

3,670.86

3,859.20
current hourly

17.3432

18.2290

19.1634

20.1461

21.1772

22.2638
COLA year 1 (4%)

0.6937

0.7292

0.7665

0.8058

0.8471

0.8906
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,126.52

3,286.21

3,454.66

3,631.81

3,817.69

4,013.58
COLA year 2 (3%)

0.5411

0.5687

0.5979

0.6286

0.6607

0.6946
MA year 2 (7%)

1.2140

1.2760

1.3414

1.4102

1.4824

1.5585
Year 2 - Monthly Salary

3,430.76

3,605.98

3,790.82

3,985.21

4,189.18

4,404.13
COLA year 3 (3%)

0.5938

0.6241

0.6561

0.6897

0.7250

0.7622
MA year 3 (0.8%)

0.1387

0.1458

0.1533

0.1612

0.1694

0.1781
Year 3 - Monthly Salary

3,557.73

3,739.44

3,931.12

4,132.71

4,344.22

4,567.12
Senior Recreation
Assistant current monthly

4,231.10

4,448.24

4,676.16

4,916.08

5,168.00

5,431.90
current hourly

24.4092

25.6619

26.9768

28.3609

29.8142

31.3367
COLA year 1 (4%)

0.9764

1.0265

1.0791

1.1344

1.1926

1.2535
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,400.33

4,626.16

4,863.20

5,112.72

5,374.71

5,649.18
EXHIBIT 1 654
COLA year 2 (3%)

0.7616

0.8007

0.8417

0.8849

0.9302

0.9777
MA year 2 (0.42%)

0.1025

0.1078

0.1133

0.1191

0.1252

0.1316
Year 2 - Monthly Salary

4,550.11

4,783.63

5,028.74

5,286.75

5,557.66

5,841.47
COLA year 3 (3%)

0.7875

0.8279

0.8703

0.9150

0.9619

1.0110
MA year 3 (0%)

-
Year 3 - Monthly Salary

4,686.62

4,927.14

5,179.60

5,445.35

5,724.39

6,016.71
Recreation Assistant II current monthly

3,478.92

3,656.46

3,843.60

4,041.56

4,247.88

4,466.22
current hourly

20.0699

21.0942

22.1738

23.3158

24.5061

25.7657
COLA year 1 (4%)

0.8028

0.8438

0.8870

0.9326

0.9802

1.0306
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,618.07

3,802.73

3,997.35

4,203.22

4,417.80

4,644.88
COLA year 2 (3%)

0.6262

0.6581

0.6918

0.7275

0.7646

0.8039
MA year 2 (7%)

1.4049

1.4766

1.5522

1.6321

1.7154

1.8036
Year 2 - Monthly Salary

3,970.14

4,172.76

4,386.32

4,612.23

4,847.69

5,096.86
COLA year 3 (3%)

0.6871

0.7222

0.7591

0.7982

0.8390

0.8821
MA year 3 (5.09%)

1.0216

1.0737

1.1286

1.1868

1.2474

1.3115
Year 3 - Monthly Salary

4,266.32

4,484.06

4,713.55

4,956.31

5,209.34

5,477.09
Recreation Assistant I current monthly

3,234.20

3,399.76

3,573.72

3,757.24

3,949.18

4,151.92
current hourly

18.6581

19.6132

20.6168

21.6756

22.7829

23.9525
COLA year 1 (4%)

0.7463

0.7845

0.8247

0.8670

0.9113

0.9581
EXHIBIT 1 655
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,363.56

3,535.74

3,716.66

3,907.54

4,107.16

4,318.00
COLA year 2 (3%)

0.5821

0.6119

0.6432

0.6763

0.7108

0.7473
MA year 2 (7%)

1.3061

1.3729

1.4432

1.5173

1.5948

1.6767
Year 2 - Monthly Salary

3,690.86

3,879.80

4,078.32

4,287.77

4,506.81

4,738.18
COLA year 3 (3%)

0.6388

0.6715

0.7058

0.7421

0.7800

0.8200
MA year 3 (2.39%)

0.4459

0.4688

0.4927

0.5180

0.5445

0.5725
Year 3 - Monthly Salary

3,878.89

4,077.45

4,286.09

4,506.20

4,736.40

4,979.55
Librarian I current monthly

4,421.84

4,648.56

4,886.10

5,136.82

5,399.54

5,676.64
current hourly

25.5096

26.8176

28.1880

29.6344

31.1500

32.7486
COLA year 1 (4%)

1.0204

1.0727

1.1275

1.1854

1.2460

1.3099
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,598.71

4,834.51

5,081.55

5,342.30

5,615.52

5,903.71
COLA year 2 (3%)

0.7959

0.8367

0.8795

0.9246

0.9719

1.0218
MA year 2 (3.17%)

0.8087

0.8501

0.8936

0.9394

0.9875

1.0381
Year 2 - Monthly Salary

4,876.84

5,126.90

5,388.89

5,665.41

5,955.15

6,260.77
COLA year 3 (3%)

0.8440

0.8873

0.9327

0.9805

1.0307

1.0836
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,023.15

5,280.71

5,550.56

5,835.37

6,133.81

6,448.59
Librarian Trainee current monthly

4,029.56

4,235.90

4,453.02

4,680.96

4,920.88

5,172.80
EXHIBIT 1 656
current hourly

23.2466

24.4370

25.6895

27.0045

28.3886

29.8419
COLA year 1 (4%)

0.9299

0.9775

1.0276

1.0802

1.1355

1.1937
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,190.75

4,405.35

4,631.14

4,868.20

5,117.72

5,379.71
COLA year 2 (3%)

0.7253

0.7624

0.8015

0.8425

0.8857

0.9311
MA year 2 (2.90%)

0.6742

0.7087

0.7450

0.7831

0.8233

0.8654
Year 2 - Monthly Salary

4,433.33

4,660.35

4,899.21

5,149.99

5,413.95

5,691.11
COLA year 3 (3%)

0.7673

0.8066

0.8479

0.8913

0.9370

0.9850
MA year 3 (0%)

-
Year 3 - Monthly Salary

4,566.33

4,800.16

5,046.19

5,304.49

5,576.37

5,861.84
Associate Planner current monthly

6,118.12

6,432.40

6,761.10

7,107.80

7,472.50

7,855.16
current hourly

35.2955

37.1086

39.0049

41.0050

43.1089

45.3165
COLA year 1 (4%)

1.4118

1.4843

1.5602

1.6402

1.7244

1.8127
MA year 1 (0%)

-
Year 1 - Monthly Salary

6,362.85

6,689.70

7,031.55

7,392.12

7,771.40

8,169.37
COLA year 2 (3%)

1.1012

1.1578

1.2170

1.2794

1.3450

1.4139
MA year 2 (2.10%)

0.7412

0.7793

0.8191

0.8611

0.9053

0.9516
Year 2 - Monthly Salary

6,682.21

7,025.47

7,384.48

7,763.15

8,161.46

8,579.41
COLA year 3 (3%)

1.1565

1.2159

1.2780

1.3436

1.4125

1.4848
MA year 3 (0%)

-
Year 3 - Monthly Salary

6,882.68

7,236.24

7,606.02

7,996.04

8,406.30

8,836.79
EXHIBIT 1 657
Assistant Planner current monthly

5,044.30

5,302.70

5,574.34

5,860.38

6,160.84

6,476.94
current hourly

29.1006

30.5913

32.1584

33.8086

35.5419

37.3655
COLA year 1 (4%)

1.1640

1.2237

1.2863

1.3523

1.4217

1.4946
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,246.07

5,514.80

5,797.31

6,094.80

6,407.27

6,736.01
COLA year 2 (3%)

0.9079

0.9544

1.0033

1.0548

1.1089

1.1658
MA year 2 (7%)

2.0370

2.1414

2.2511

2.3666

2.4879

2.6156
Year 2 - Monthly Salary

5,756.55

6,051.44

6,361.43

6,687.87

7,030.74

7,391.48
COLA year 3 (3%)

0.9963

1.0473

1.1010

1.1575

1.2168

1.2792
MA year 3 (6.59%)

1.9177

2.0160

2.1192

2.2280

2.3422

2.4624
Year 3 - Monthly Salary

6,261.67

6,582.43

6,919.63

7,274.70

7,647.66

8,040.05
Community Development
Technician current monthly

4,593.02

4,828.04

5,075.16

5,335.70

5,608.32

5,895.72
current hourly

26.4972

27.8530

29.2786

30.7817

32.3545

34.0125
COLA year 1 (4%)

1.0599

1.1141

1.1711

1.2313

1.2942

1.3605
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,776.75

5,021.16

5,278.16

5,549.13

5,832.66

6,131.56
COLA year 2 (3%)

0.8267

0.8690

0.9135

0.9604

1.0095

1.0612
MA year 2 (2.47%)

0.6545

0.6880

0.7232

0.7603

0.7992

0.8401
Year 2 - Monthly Salary

5,033.50

5,291.05

5,561.86

5,847.39

6,146.17

6,461.13
COLA year 3 (3%)

0.8711

0.9157

0.9626

1.0120

1.0637

1.1182
MA year 3 (0%)

-
EXHIBIT 1 658
Year 3 - Monthly Salary

5,184.50

5,449.78

5,728.72

6,022.82

6,330.55

6,654.96
Senior Plan Checker current monthly

6,542.78

6,877.48

7,230.16

7,600.86

7,989.54

8,399.82
current hourly

37.7454

39.6763

41.7109

43.8494

46.0917

48.4586
COLA year 1 (4%)

1.5098

1.5871

1.6684

1.7540

1.8437

1.9383
MA year 1 (0%)

-
Year 1 - Monthly Salary

6,804.50

7,152.59

7,519.37

7,904.89

8,309.12

8,735.81
COLA year 2 (3%)

1.1777

1.2379

1.3014

1.3681

1.4381

1.5119
MA year 2 (7%)

2.6422

2.7773

2.9198

3.0695

3.2264

3.3921
Year 2 - Monthly Salary

7,466.63

7,848.59

8,251.07

8,674.10

9,117.66

9,585.87
COLA year 3 (3%)

1.2923

1.3584

1.4280

1.5012

1.5780

1.6590
MA year 3 (1%)

0.3775

0.3968

0.4171

0.4385

0.4609

0.4846
Year 3 - Monthly Salary

7,756.06

8,152.82

8,570.90

9,010.33

9,471.08

9,957.44
Plan Checker II current monthly

6,118.12

6,432.40

6,761.10

7,107.80

7,472.50

7,855.18
current hourly

35.2955

37.1086

39.0049

41.0050

43.1089

45.3166
COLA year 1 (4%)

1.4118

1.4843

1.5602

1.6402

1.7244

1.8127
MA year 1 (0%)

-
Year 1 - Monthly Salary

6,362.85

6,689.70

7,031.55

7,392.12

7,771.40

8,169.39
COLA year 2 (3%)

1.1012

1.1578

1.2170

1.2794

1.3450

1.4139
MA year 2 (5.1%)

1.8001

1.8925

1.9892

2.0913

2.1986

2.3111
Year 2 - Monthly Salary

6,865.76

7,218.44

7,587.32

7,976.38

8,385.64

8,815.08
EXHIBIT 1 659
COLA year 3 (3%)

1.1883

1.2493

1.3131

1.3805

1.4513

1.5256
MA year 3 (0%)

-
Year 3 - Monthly Salary

7,071.73

7,435.00

7,814.94

8,215.67

8,637.20

9,079.53
Senior Combination
Inspector current monthly

5,575.86

5,861.38

6,161.30

6,476.80

6,809.08

7,158.18
current hourly

32.1672

33.8144

35.5446

37.3647

39.2817

41.2956
COLA year 1 (4%)

1.2867

1.3526

1.4218

1.4946

1.5713

1.6518
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,798.90

6,095.84

6,407.75

6,735.87

7,081.45

7,444.51
COLA year 2 (3%)

1.0036

1.0550

1.1090

1.1658

1.2256

1.2884
MA year 2 (7%)

2.2517

2.3670

2.4881

2.6155

2.7497

2.8907
Year 2 - Monthly Salary

6,363.17

6,689.02

7,031.28

7,391.32

7,770.53

8,168.91
COLA year 3 (3%)

1.1013

1.1577

1.2169

1.2792

1.3448

1.4138
MA year 3 (0.54%)

0.1737

0.1826

0.1919

0.2018

0.2121

0.2230
Year 3 - Monthly Salary

6,584.18

6,921.34

7,275.49

7,648.04

8,040.42

8,452.64
Combination Inspector II current monthly

5,353.74

5,627.68

5,916.12

6,219.16

6,537.94

6,872.46
current hourly

30.8858

32.4661

34.1302

35.8784

37.7174

39.6473
COLA year 1 (4%)

1.2354

1.2986

1.3652

1.4351

1.5087

1.5859
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,567.89

5,852.78

6,152.77

6,467.93

6,799.45

7,147.36
COLA year 2 (3%)

0.9636

1.0129

1.0649

1.1194

1.1768

1.2370
EXHIBIT 1 660
MA year 2 (3.73%)

1.1520

1.2110

1.2731

1.3383

1.4069

1.4788
Year 2 - Monthly Salary

5,934.63

6,238.28

6,558.03

6,893.94

7,247.30

7,618.13
COLA year 3 (3%)

1.0271

1.0797

1.1350

1.1931

1.2543

1.3185
MA year 3 (0%)

-
Year 3 - Monthly Salary

6,112.66

6,425.42

6,754.77

7,100.76

7,464.72

7,846.67
Combination Inspector I current monthly

4,844.66

5,091.94

5,353.74

5,627.68

5,916.12

6,219.16
current hourly

27.9489

29.3754

30.8858

32.4661

34.1302

35.8784
COLA year 1 (4%)

1.1180

1.1750

1.2354

1.2986

1.3652

1.4351
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,038.45

5,295.61

5,567.89

5,852.78

6,152.77

6,467.93
COLA year 2 (3%)

0.8720

0.9165

0.9636

1.0129

1.0649

1.1194
MA year 2 (4.25%)

1.1878

1.2485

1.3126

1.3798

1.4505

1.5248
Year 2 - Monthly Salary

5,395.50

5,670.88

5,962.47

6,267.54

6,588.79

6,926.28
COLA year 3 (3%)

0.9338

0.9815

1.0319

1.0847

1.1403

1.1987
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,557.37

5,841.01

6,141.34

6,455.57

6,786.46

7,134.07
Real Property Agent II current monthly

5,872.14

6,172.84

6,489.84

6,821.82

7,171.46

7,540.16
current hourly

33.8764

35.6112

37.4399

39.3551

41.3722

43.4993
COLA year 1 (4%)

1.3551

1.4244

1.4976

1.5742

1.6549

1.7400
MA year 1 (0%)

-
EXHIBIT 1 661
Year 1 - Monthly Salary

6,107.02

6,419.76

6,749.43

7,094.69

7,458.32

7,841.78
COLA year 2 (3%)

1.0569

1.1111

1.1681

1.2279

1.2908

1.3572
MA year 2 (0.2%)

0.0678

0.0712

0.0749

0.0787

0.0827

0.0870
Year 2 - Monthly Salary

6,301.98

6,624.70

6,964.89

7,321.17

7,696.41

8,092.11
COLA year 3 (3%)

1.0907

1.1465

1.2054

1.2671

1.3320

1.4005
MA year 3 (0%)

-
Year 3 - Monthly Salary

6,491.03

6,823.44

7,173.83

7,540.80

7,927.30

8,334.87
Real Property Agent I current monthly

5,050.36

5,308.86

5,580.98

5,866.70

6,167.36

6,483.02
current hourly

29.1356

30.6269

32.1967

33.8450

35.5796

37.4006
COLA year 1 (4%)

1.1654

1.2251

1.2879

1.3538

1.4232

1.4960
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,252.38

5,521.22

5,804.22

6,101.36

6,414.06

6,742.34
COLA year 2 (3%)

0.9090

0.9556

1.0045

1.0560

1.1101

1.1669
MA year 2 (6.52%)

1.8996

1.9969

2.0992

2.2067

2.3198

2.4385
Year 2 - Monthly Salary

5,739.23

6,033.00

6,342.22

6,666.91

7,008.60

7,367.30
COLA year 3 (3%)

0.9933

1.0441

1.0976

1.1538

1.2130

1.2751
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,911.41

6,213.99

6,532.49

6,866.92

7,218.85

7,588.32
Senior Housing
Rehabilitation Counselor current monthly

5,362.36

5,637.06

5,926.18

6,229.68

6,548.78

6,884.68
current hourly

30.9355

32.5203

34.1882

35.9391

37.7800

39.7178
EXHIBIT 1 662
COLA year 1 (4%)

1.2374

1.3008

1.3675

1.4376

1.5112

1.5887
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,576.85

5,862.55

6,163.23

6,478.87

6,810.74

7,160.07
COLA year 2 (3%)

0.9652

1.0146

1.0667

1.1213

1.1787

1.2392
MA year 2 (3.53%)

1.0920

1.1480

1.2068

1.2687

1.3336

1.4020
Year 2 - Monthly Salary

5,933.45

6,237.42

6,557.32

6,893.14

7,246.23

7,617.90
COLA year 3 (3%)

1.0269

1.0795

1.1349

1.1930

1.2541

1.3184
MA year 3 (0%)

-
Year 3 - Monthly Salary

6,111.45

6,424.54

6,754.04

7,099.94

7,463.62

7,846.44
Fire Telecommunicator II
(40 hr work week) current monthly

4,794.42

5,040.44

5,298.72

5,569.32

5,854.68

6,154.78
current hourly

27.6591

29.0783

30.5684

32.1294

33.7757

35.5070
COLA year 1 (4%)

1.1064

1.1631

1.2227

1.2852

1.3510

1.4203
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,986.21

5,242.05

5,510.68

5,792.08

6,088.87

6,400.97
COLA year 2 (3%)

0.8630

0.9072

0.9537

1.0024

1.0538

1.1078
MA year 2 (5.8%)

1.6042

1.6865

1.7730

1.8635

1.9590

2.0594
Year 2 - Monthly Salary

5,413.87

5,691.66

5,983.32

6,288.87

6,611.10

6,949.98
COLA year 3 (3%)

0.9370

0.9851

1.0355

1.0884

1.1442

1.2028
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,576.28

5,862.41

6,162.82

6,477.53

6,809.44

7,158.48
EXHIBIT 1 663
Fire Telecommunicator I
(40 hr work week) current monthly

4,560.74

4,794.42

5,040.44

5,298.72

5,569.32

5,854.68
current hourly

26.3109

27.6591

29.0783

30.5684

32.1294

33.7757
COLA year 1 (4%)

1.0524

1.1064

1.1631

1.2227

1.2852

1.3510
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,743.16

4,986.21

5,242.05

5,510.68

5,792.08

6,088.87
COLA year 2 (3%)

0.8209

0.8630

0.9072

0.9537

1.0024

1.0538
MA year 2 (0.67%)

0.1763

0.1853

0.1948

0.2048

0.2153

0.2263
Year 2 - Monthly Salary

4,916.01

5,167.91

5,433.08

5,711.50

6,003.16

6,310.76
COLA year 3 (3%)

0.8508

0.8944

0.9403

0.9885

1.0390

1.0922
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,063.49

5,322.95

5,596.07

5,882.84

6,183.25

6,500.08
Fire Telecommunicator II
(56 hr work week) current monthly

4,794.26

5,040.24

5,298.50

5,569.10

5,854.44

6,154.54
current hourly

19.7571

20.7708

21.8351

22.9502

24.1261

25.3628
COLA year 1 (4%)

0.7903

0.8308

0.8734

0.9180

0.9650

1.0145
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,986.03

5,241.85

5,510.45

5,791.86

6,088.62

6,400.72
COLA year 2 (3%)

0.6164

0.6480

0.6813

0.7160

0.7527

0.7913
MA year 2 (5.8%)

1.1459

1.2047

1.2664

1.3311

1.3993

1.4710
Year 2 - Monthly Salary

5,413.68

5,691.44

5,983.07

6,288.62

6,610.83

6,949.70
COLA year 3 (3%)

0.6693

0.7036

0.7397

0.7775

0.8173

0.8592
MA year 3 (0%)

-
EXHIBIT 1 664
Year 3 - Monthly Salary

5,576.09

5,862.18

6,162.56

6,477.28

6,809.16

7,158.19
Fire Telecommunicator I
(56 hr work week) current monthly

4,560.56

4,794.26

5,040.24

5,298.50

5,569.10

5,854.44
current hourly

18.7940

19.7571

20.7708

21.8351

22.9502

24.1261
COLA year 1 (4%)

0.7518

0.7903

0.8308

0.8734

0.9180

0.9650
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,742.97

4,986.03

5,241.85

5,510.45

5,791.86

6,088.62
COLA year 2 (3%)

0.5864

0.6164

0.6480

0.6813

0.7160

0.7527
MA year 2 (0.67%)

0.1259

0.1324

0.1392

0.1463

0.1538

0.1616
Year 2 - Monthly Salary

4,915.82

5,167.73

5,432.88

5,711.26

6,002.93

6,310.50
COLA year 3 (3%)

0.6077

0.6389

0.6717

0.7061

0.7421

0.7802
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,063.29

5,322.76

5,595.86

5,882.60

6,183.02

6,499.82
Fire Telecommunicator
Call Taker current monthly

3,113.14

3,268.72

3,432.08

3,603.60

3,783.72

3,972.82
current hourly

17.9597

18.8573

19.7997

20.7892

21.8283

22.9192
COLA year 1 (4%)

0.7184

0.7543

0.7920

0.8316

0.8731

0.9168
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,237.66

3,399.47

3,569.36

3,747.74

3,935.07

4,131.73
COLA year 2 (3%)

0.5603

0.5883

0.6178

0.6486

0.6810

0.7151
MA year 2 (7%)

1.2572

1.3200

1.3860

1.4552

1.5280

1.6043
Year 2 - Monthly Salary

3,552.71

3,730.27

3,916.69

4,112.43

4,317.98

4,533.78
EXHIBIT 1 665
COLA year 3 (3%)

0.6149

0.6456

0.6779

0.7117

0.7473

0.7847
MA year 3 (31.26%)

5.6142

5.8948

6.1894

6.4987

6.8235

7.1645
Year 3 - Monthly Salary

4,632.46

4,863.98

5,107.06

5,362.29

5,630.31

5,911.69
Senior Geographic
Information Systems
Analyst current monthly

7,334.90

7,711.64

8,105.92

8,522.22

8,959.00

9,417.82
current hourly

42.3151

44.4885

46.7631

49.1648

51.6846

54.3315
COLA year 1 (4%)

1.6926

1.7795

1.8705

1.9666

2.0674

2.1733
MA year 1 (0%)

-
Year 1 - Monthly Salary

7,628.30

8,020.10

8,430.15

8,863.12

9,317.37

9,794.54
COLA year 2 (3%)

1.3202

1.3880

1.4590

1.5339

1.6126

1.6951
MA year 2 (3.2%)

1.3541

1.4236

1.4964

1.5733

1.6539

1.7386
Year 2 - Monthly Salary

8,091.86

8,507.48

8,942.45

9,401.72

9,883.58

10,389.74
COLA year 3 (3%)

1.4005

1.4724

1.5477

1.6272

1.7106

1.7982
MA year 3 (0%)

-
Year 3 - Monthly Salary

8,334.62

8,762.70

9,210.72

9,683.77

10,180.09

10,701.43
Geographic Information
Systems Analyst II current monthly

6,188.64

6,506.72

6,839.46

7,189.80

7,559.18

7,946.16
current hourly

35.7023

37.5373

39.4569

41.4780

43.6090

45.8415
COLA year 1 (4%)

1.4281

1.5015

1.5783

1.6591

1.7444

1.8337
MA year 1 (0%)

-
Year 1 - Monthly Salary

6,436.18

6,766.98

7,113.04

7,477.39

7,861.55

8,264.01
EXHIBIT 1 666
COLA year 2 (3%)

1.1139

1.1712

1.2311

1.2941

1.3606

1.4303
MA year 2 (6.67%)

2.3813

2.5037

2.6318

2.7666

2.9087

3.0576
Year 2 - Monthly Salary

7,042.05

7,403.99

7,782.62

8,181.27

8,601.60

9,041.94
COLA year 3 (3%)

1.2188

1.2814

1.3469

1.4159

1.4887

1.5649
MA year 3 (0%)

-
Year 3 - Monthly Salary

7,253.31

7,626.11

8,016.10

8,426.71

8,859.64

9,313.20
Geographic Information
Systems Analyst I current monthly

5,017.48

5,274.00

5,545.16

5,829.52

6,127.08

6,442.24
current hourly

28.9459

30.4257

31.9901

33.6305

35.3472

37.1653
COLA year 1 (4%)

1.1578

1.2170

1.2796

1.3452

1.4139

1.4866
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,218.18

5,484.95

5,766.97

6,062.69

6,372.17

6,699.92
COLA year 2 (3%)

0.9031

0.9493

0.9981

1.0493

1.1028

1.1596
MA year 2 (7%)

2.0262

2.1298

2.2393

2.3541

2.4743

2.6016
Year 2 - Monthly Salary

5,725.95

6,018.68

6,328.14

6,652.64

6,992.23

7,351.88
COLA year 3 (3%)

0.9910

1.0417

1.0952

1.1514

1.2101

1.2724
MA year 3 (13.82%)

4.0003

4.2048

4.4210

4.6477

4.8850

5.1362
Year 3 - Monthly Salary

6,591.15

6,928.10

7,284.33

7,657.86

8,048.76

8,462.75
Systems Analyst I current monthly

5,007.70

5,263.72

5,534.34

5,818.18

6,115.16

6,429.70
current hourly

28.8895

30.3664

31.9277

33.5651

35.2784

37.0930
COLA year 1 (4%)

1.1556

1.2147

1.2771

1.3426

1.4111

1.4837
EXHIBIT 1 667
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,208.01

5,474.26

5,755.72

6,050.90

6,359.76

6,686.89
COLA year 2 (3%)

0.9014

0.9474

0.9961

1.0472

1.1007

1.1573
MA year 2 (7%)

2.0223

2.1256

2.2349

2.3496

2.4695

2.5965
Year 2 - Monthly Salary

5,714.79

6,006.95

6,315.80

6,639.70

6,978.62

7,337.57
COLA year 3 (3%)

0.9891

1.0396

1.0931

1.1491

1.2078

1.2699
MA year 3 (2.49%)

0.7193

0.7561

0.7950

0.8358

0.8784

0.9236
Year 3 - Monthly Salary

6,010.93

6,318.22

6,643.08

6,983.76

7,340.24

7,717.80
Network Support Analyst
II current monthly

6,159.42

6,476.00

6,807.16

7,155.82

7,523.46

7,908.62
current hourly

35.5337

37.3601

39.2706

41.2820

43.4029

45.6249
COLA year 1 (4%)

1.4213

1.4944

1.5708

1.6513

1.7361

1.8250
MA year 1 (0%)

-
Year 1 - Monthly Salary

6,405.79

6,735.04

7,079.45

7,442.05

7,824.40

8,224.96
COLA year 2 (3%)

1.1087

1.1656

1.2252

1.2880

1.3542

1.4235
MA year 2 (6.66%)

2.3665

2.4882

2.6154

2.7494

2.8906

3.0386
Year 2 - Monthly Salary

7,008.18

7,368.39

7,745.19

8,141.89

8,560.19

8,998.43
COLA year 3 (3%)

1.2129

1.2752

1.3405

1.4091

1.4815

1.5574
MA year 3 (0%)

-
Year 3 - Monthly Salary

7,218.42

7,589.44

7,977.55

8,386.15

8,817.00

9,268.38
Network Support Analyst I current monthly

4,993.76

5,249.08

5,518.98

5,801.98

6,098.16

6,411.82
EXHIBIT 1 668
current hourly

28.8091

30.2820

31.8390

33.4717

35.1803

36.9898
COLA year 1 (4%)

1.1524

1.2113

1.2736

1.3389

1.4072

1.4796
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,193.52

5,459.05

5,739.73

6,034.06

6,342.08

6,668.28
COLA year 2 (3%)

0.8988

0.9448

0.9934

1.0443

1.0976

1.1541
MA year 2 (7%)

2.0166

2.1197

2.2287

2.3430

2.4626

2.5893
Year 2 - Monthly Salary

5,698.89

5,990.25

6,298.25

6,621.22

6,959.21

7,317.16
COLA year 3 (3%)

0.9863

1.0367

1.0900

1.1459

1.2044

1.2664
MA year 3 (13.81%)

3.9785

4.1819

4.3970

4.6224

4.8584

5.1083
Year 3 - Monthly Salary

6,559.50

6,894.86

7,249.37

7,621.12

8,010.14

8,422.15
Technology Support
Specialist II current monthly

4,911.30

5,162.02

5,427.12

5,705.44

5,996.96

6,305.24
current hourly

28.3333

29.7797

31.3091

32.9147

34.5965

36.3750
COLA year 1 (4%)

1.1333

1.1912

1.2524

1.3166

1.3839

1.4550
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,107.75

5,368.49

5,644.20

5,933.65

6,236.84

6,557.45
COLA year 2 (3%)

0.8840

0.9291

0.9768

1.0269

1.0794

1.1349
MA year 2 (5.71%)

1.6178

1.7004

1.7877

1.8794

1.9755

2.0770
Year 2 - Monthly Salary

5,541.41

5,824.30

6,123.42

6,437.44

6,766.37

7,114.21
COLA year 3 (3%)

0.9591

1.0080

1.0598

1.1141

1.1711

1.2313
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,707.66

5,999.03

6,307.12

6,630.56

6,969.36

7,327.63
EXHIBIT 1 669
Technology Support
Specialist I current monthly

4,106.34

4,316.26

4,538.22

4,770.94

5,014.44

5,272.38
current hourly

23.6895

24.9005

26.1810

27.5236

28.9284

30.4164
COLA year 1 (4%)

0.9476

0.9960

1.0472

1.1009

1.1571

1.2167
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,270.59

4,488.90

4,719.74

4,961.78

5,215.03

5,483.27
COLA year 2 (3%)

0.7391

0.7769

0.8168

0.8587

0.9026

0.9490
MA year 2 (7%)

1.6583

1.7430

1.8327

1.9267

2.0250

2.1291
Year 2 - Monthly Salary

4,686.15

4,925.71

5,179.01

5,444.60

5,722.49

6,016.84
COLA year 3 (3%)

0.8110

0.8525

0.8963

0.9423

0.9904

1.0413
MA year 3 (8.8%)

2.0847

2.1912

2.3039

2.4221

2.5457

2.6766
Year 3 - Monthly Salary

5,188.10

5,453.31

5,733.74

6,027.78

6,335.44

6,661.31
Technology Training
Coordinator current monthly

4,911.30

5,162.02

5,427.12

5,705.44

5,996.96

6,305.24
current hourly

28.3333

29.7797

31.3091

32.9147

34.5965

36.3750
COLA year 1 (4%)

1.1333

1.1912

1.2524

1.3166

1.3839

1.4550
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,107.75

5,368.49

5,644.20

5,933.65

6,236.84

6,557.45
COLA year 2 (3%)

0.8840

0.9291

0.9768

1.0269

1.0794

1.1349
MA year 2 (5.71%)

1.6178

1.7004

1.7877

1.8794

1.9755

2.0770
Year 2 - Monthly Salary

5,541.41

5,824.30

6,123.42

6,437.44

6,766.37

7,114.21
COLA year 3 (3%)

0.9591

1.0080

1.0598

1.1141

1.1711

1.2313
EXHIBIT 1 670
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,707.66

5,999.03

6,307.12

6,630.56

6,969.36

7,327.63
Utility Technology
Specialist current monthly

6,548.80

6,876.12

7,219.76

7,580.60

7,959.48

8,357.30
current hourly

37.7801

39.6684

41.6509

43.7326

45.9183

48.2133
COLA year 1 (4%)

1.5112

1.5867

1.6660

1.7493

1.8367

1.9285
MA year 1 (0%)

-
Year 1 - Monthly Salary

6,810.75

7,151.17

7,508.56

7,883.83

8,277.86

8,691.59
COLA year 2 (3%)

1.1787

1.2377

1.2995

1.3645

1.4327

1.5043
MA year 2 (1.23%)

0.4647

0.4879

0.5123

0.5379

0.5648

0.5930
Year 2 - Monthly Salary

7,095.63

7,450.28

7,822.62

8,213.59

8,624.09

9,055.13
COLA year 3 (3%)

1.2280

1.2894

1.3539

1.4215

1.4926

1.5672
MA year 3 (0%)

-
Year 3 - Monthly Salary

7,308.50

7,673.78

8,057.30

8,460.00

8,882.82

9,326.78
Geographic Information
Systems Specialist II current monthly

5,240.90

5,509.76

5,792.74

6,088.44

6,401.16

6,729.42
current hourly

30.2348

31.7858

33.4184

35.1243

36.9283

38.8221
COLA year 1 (4%)

1.2094

1.2714

1.3367

1.4050

1.4771

1.5529
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,450.54

5,730.14

6,024.46

6,331.98

6,657.20

6,998.60
COLA year 2 (3%)

0.9433

0.9917

1.0427

1.0959

1.1522

1.2112
MA year 2 (4.51%)

1.3636

1.4335

1.5072

1.5841

1.6655

1.7509
EXHIBIT 1 671
Year 2 - Monthly Salary

5,850.42

6,150.53

6,466.44

6,796.53

7,145.61

7,512.05
COLA year 3 (3%)

1.0125

1.0645

1.1191

1.1763

1.2367

1.3001
MA year 3 (0%)

-
Year 3 - Monthly Salary

6,025.93

6,335.05

6,660.44

7,000.43

7,359.97

7,737.42
Geographic Information
Systems Specialist I current monthly

4,843.32

5,090.94

5,352.68

5,627.18

5,914.42

6,218.62
current hourly

27.9411

29.3697

30.8797

32.4632

34.1203

35.8753
COLA year 1 (4%)

1.1176

1.1748

1.2352

1.2985

1.3648

1.4350
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,037.04

5,294.58

5,566.79

5,852.26

6,150.99

6,467.37
COLA year 2 (3%)

0.8718

0.9163

0.9634

1.0129

1.0646

1.1193
MA year 2 (2.65%)

0.7404

0.7783

0.8183

0.8603

0.9042

0.9507
Year 2 - Monthly Salary

5,316.50

5,588.33

5,875.64

6,176.95

6,492.25

6,826.18
COLA year 3 (3%)

0.9201

0.9672

1.0169

1.0690

1.1236

1.1814
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,476.00

5,755.98

6,051.91

6,362.25

6,687.02

7,030.97
Senior Code Enforcement
Officer current monthly

5,157.26

5,421.68

5,699.42

5,991.74

6,298.58

6,621.24
current hourly

29.7523

31.2777

32.8800

34.5664

36.3366

38.1980
COLA year 1 (4%)

1.1901

1.2511

1.3152

1.3827

1.4535

1.5279
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,363.55

5,638.54

5,927.40

6,231.41

6,550.53

6,886.09
EXHIBIT 1 672
COLA year 2 (3%)

0.9283

0.9759

1.0259

1.0785

1.1337

1.1918
MA year 2 (2.75%)

0.8182

0.8601

0.9042

0.9506

0.9993

1.0504
Year 2 - Monthly Salary

5,666.29

5,956.80

6,261.95

6,583.12

6,920.26

7,274.76
COLA year 3 (3%)

0.9807

1.0309

1.0838

1.1393

1.1977

1.2590
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,836.27

6,135.50

6,449.81

6,780.62

7,127.86

7,493.00
Community Service Officer
II current monthly

4,069.20

4,278.12

4,497.02

4,728.32

4,970.84

5,224.54
current hourly

23.4752

24.6805

25.9433

27.2777

28.6768

30.1404
COLA year 1 (4%)

0.9390

0.9872

1.0377

1.0911

1.1471

1.2056
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,231.96

4,449.24

4,676.89

4,917.45

5,169.67

5,433.52
COLA year 2 (3%)

0.7324

0.7700

0.8094

0.8511

0.8947

0.9404
MA year 2 (4.56%)

1.0705

1.1254

1.1830

1.2439

1.3077

1.3744
Year 2 - Monthly Salary

4,544.47

4,777.80

5,022.26

5,280.58

5,551.43

5,834.76
COLA year 3 (3%)

0.7865

0.8269

0.8692

0.9139

0.9608

1.0098
MA year 3 (0%)

-
Year 3 - Monthly Salary

4,680.81

4,921.14

5,172.93

5,439.00

5,717.97

6,009.81
Community Service Officer
I current monthly

3,786.88

3,980.90

4,184.86

4,400.00

4,625.10

4,862.64
current hourly

21.8466

22.9658

24.1425

25.3836

26.6823

28.0526
COLA year 1 (4%)

0.8739

0.9186

0.9657

1.0153

1.0673

1.1221
EXHIBIT 1 673
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,938.37

4,140.13

4,352.26

4,575.99

4,810.11

5,057.14
COLA year 2 (3%)

0.6816

0.7165

0.7532

0.7920

0.8325

0.8752
MA year 2 (1.9%)

0.4151

0.4364

0.4587

0.4823

0.5070

0.5330
Year 2 - Monthly Salary

4,128.47

4,339.97

4,562.34

4,796.87

5,042.29

5,301.25
COLA year 3 (3%)

0.7145

0.7511

0.7896

0.8302

0.8727

0.9175
MA year 3 (0%)

-
Year 3 - Monthly Salary

4,252.32

4,470.17

4,699.21

4,940.78

5,193.56

5,460.29
Police Court Coordinator current monthly

4,864.32

5,113.56

5,375.94

5,651.46

5,940.04

6,244.42
current hourly

28.0623

29.5002

31.0139

32.6033

34.2682

36.0241
COLA year 1 (4%)

1.1225

1.1800

1.2406

1.3041

1.3707

1.4410
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,058.89

5,318.11

5,590.99

5,877.51

6,177.65

6,494.19
COLA year 2 (3%)

0.8755

0.9204

0.9676

1.0172

1.0692

1.1240
MA year 2 (1.16%)

0.3255

0.3422

0.3598

0.3782

0.3975

0.4179
Year 2 - Monthly Salary

5,267.08

5,536.97

5,821.08

6,119.40

6,431.89

6,761.46
COLA year 3 (3%)

0.9116

0.9583

1.0075

1.0591

1.1132

1.1702
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,425.10

5,703.08

5,995.71

6,302.98

6,624.84

6,964.30
Senior Police Records
Assistant current monthly

4,629.72

4,866.80

5,116.00

5,378.68

5,653.44

5,943.06
EXHIBIT 1 674
current hourly

26.7089

28.0766

29.5142

31.0296

32.6148

34.2856
COLA year 1 (4%)

1.0684

1.1231

1.1806

1.2412

1.3046

1.3714
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,814.91

5,061.47

5,320.63

5,593.82

5,879.59

6,180.79
COLA year 2 (3%)

0.8333

0.8760

0.9208

0.9681

1.0176

1.0697
MA year 2 (1.24%)

0.3312

0.3481

0.3660

0.3848

0.4044

0.4251
Year 2 - Monthly Salary

5,016.77

5,273.66

5,543.69

5,828.33

6,126.08

6,439.91
COLA year 3 (3%)

0.8683

0.9127

0.9594

1.0087

1.0602

1.1146
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,167.27

5,431.87

5,710.00

6,003.18

6,309.86

6,633.10
Police Records Assistant III current monthly

4,097.44

4,306.70

4,528.36

4,759.70

5,004.76

5,260.86
current hourly

23.6382

24.8454

26.1242

27.4587

28.8725

30.3499
COLA year 1 (4%)

0.9455

0.9938

1.0450

1.0983

1.1549

1.2140
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,261.34

4,478.97

4,709.50

4,950.08

5,204.95

5,471.29
COLA year 2 (3%)

0.7375

0.7752

0.8151

0.8567

0.9008

0.9469
MA year 2 (4.24%)

1.0023

1.0534

1.1077

1.1642

1.2242

1.2868
Year 2 - Monthly Salary

4,562.92

4,795.94

5,042.79

5,300.39

5,573.30

5,858.48
COLA year 3 (3%)

0.7897

0.8300

0.8728

0.9173

0.9646

1.0139
MA year 3 (0%)

-
Year 3 - Monthly Salary

4,699.80

4,939.82

5,194.08

5,459.40

5,740.50

6,034.24
EXHIBIT 1 675
Police Records Assistant II current monthly

3,801.42

3,996.92

4,200.68

4,416.86

4,642.66

4,880.84
current hourly

21.9304

23.0583

24.2338

25.4809

26.7836

28.1576
COLA year 1 (4%)

0.8772

0.9223

0.9694

1.0192

1.0713

1.1263
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,953.47

4,156.80

4,368.71

4,593.53

4,828.38

5,076.07
COLA year 2 (3%)

0.6842

0.7194

0.7561

0.7950

0.8356

0.8785
MA year 2 (1.94%)

0.4254

0.4473

0.4701

0.4943

0.5196

0.5463
Year 2 - Monthly Salary

4,145.82

4,359.05

4,581.27

4,817.03

5,063.30

5,323.04
COLA year 3 (3%)

0.7175

0.7544

0.7929

0.8337

0.8763

0.9213
MA year 3 (0%)

-
Year 3 - Monthly Salary

4,270.20

4,489.82

4,718.71

4,961.54

5,215.19

5,482.73
Police Telecommunicator
II current monthly

4,858.40

5,107.66

5,369.40

5,643.58

5,932.76

6,236.88
current hourly

28.0281

29.4661

30.9761

32.5579

34.2261

35.9806
COLA year 1 (4%)

1.1211

1.1786

1.2390

1.3023

1.3690

1.4392
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,052.73

5,311.96

5,584.17

5,869.33

6,170.06

6,486.35
COLA year 2 (3%)

0.8745

0.9193

0.9665

1.0158

1.0679

1.1226
MA year 2 (7%)

1.9620

2.0626

2.1683

2.2791

2.3958

2.5186
Year 2 - Monthly Salary

5,544.40

5,828.85

6,127.56

6,440.46

6,770.46

7,117.52
COLA year 3 (3%)

0.9596

1.0088

1.0605

1.1147

1.1718

1.2318
MA year 3 (0.12%)

0.0336

0.0354

0.0372

0.0391

0.0411

0.0432
EXHIBIT 1 676
Year 3 - Monthly Salary

5,716.56

6,009.85

6,317.83

6,640.45

6,980.69

7,338.53
Police Telecommunicator I current monthly

4,621.56

4,858.40

5,107.66

5,369.40

5,643.58

5,932.76
current hourly

26.6618

28.0281

29.4661

30.9761

32.5579

34.2261
COLA year 1 (4%)

1.0665

1.1211

1.1786

1.2390

1.3023

1.3690
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,806.42

5,052.73

5,311.96

5,584.17

5,869.33

6,170.06
COLA year 2 (3%)

0.8318

0.8745

0.9193

0.9665

1.0158

1.0679
MA year 2 (1.93%)

0.5146

0.5409

0.5687

0.5978

0.6284

0.6606
Year 2 - Monthly Salary

5,039.81

5,298.08

5,569.90

5,855.33

6,154.33

6,469.67
COLA year 3 (3%)

0.8722

0.9169

0.9640

1.0134

1.0651

1.1197
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,191.00

5,457.02

5,736.99

6,030.99

6,338.96

6,663.76
Police Telecommunicator
Call Taker current monthly

4,158.64

4,371.42

4,595.18

4,831.08

5,077.92

5,338.12
current hourly

23.9912

25.2188

26.5096

27.8705

29.2946

30.7957
COLA year 1 (4%)

0.9596

1.0088

1.0604

1.1148

1.1718

1.2318
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,324.98

4,546.28

4,778.98

5,024.32

5,281.04

5,551.65
COLA year 2 (3%)

0.7485

0.7868

0.8271

0.8696

0.9140

0.9608
MA year 2 (3.09%)

0.7413

0.7793

0.8191

0.8612

0.9052

0.9516
Year 2 - Monthly Salary

4,583.23

4,817.75

5,064.34

5,324.32

5,596.38

5,883.15
EXHIBIT 1 677
COLA year 3 (3%)

0.7932

0.8338

0.8765

0.9215

0.9686

1.0182
MA year 3 (0%)

-
Year 3 - Monthly Salary

4,720.73

4,962.28

5,216.27

5,484.05

5,764.27

6,059.64
Senior Evidence
Technician current monthly

5,181.90

5,446.52

5,726.54

6,019.18

6,327.18

6,652.02
current hourly

29.8944

31.4210

33.0365

34.7247

36.5016

38.3756
COLA year 1 (4%)

1.1958

1.2568

1.3215

1.3890

1.4601

1.5350
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,389.17

5,664.38

5,955.61

6,259.95

6,580.27

6,918.11
COLA year 2 (3%)

0.9327

0.9803

1.0307

1.0834

1.1388

1.1973
MA year 2 (4.81%)

1.4379

1.5114

1.5891

1.6703

1.7557

1.8459
Year 2 - Monthly Salary

5,800.10

6,096.29

6,409.72

6,737.27

7,082.02

7,445.61
COLA year 3 (3%)

1.0038

1.0551

1.1093

1.1660

1.2257

1.2886
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,974.10

6,279.17

6,602.02

6,939.39

7,294.48

7,668.98
Evidence Technician II current monthly

4,641.44

4,879.46

5,130.08

5,391.90

5,669.14

5,958.96
current hourly

26.7765

28.1497

29.5955

31.1059

32.7053

34.3773
COLA year 1 (4%)

1.0711

1.1260

1.1838

1.2442

1.3082

1.3751
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,827.10

5,074.65

5,335.29

5,607.57

5,895.90

6,197.32
COLA year 2 (3%)

0.8354

0.8783

0.9234

0.9705

1.0204

1.0726
EXHIBIT 1 678
MA year 2 (6.51%)

1.7432

1.8325

1.9267

2.0250

2.1291

2.2380
Year 2 - Monthly Salary

5,274.07

5,544.54

5,829.31

6,126.81

6,441.84

6,771.17
COLA year 3 (3%)

0.9128

0.9596

1.0089

1.0604

1.1149

1.1719
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,432.29

5,710.88

6,004.19

6,310.62

6,635.10

6,974.30
Evidence Technician I current monthly

4,200.40

4,416.00

4,641.44

4,879.46

5,130.08

5,391.90
current hourly

24.2321

25.4760

26.7765

28.1497

29.5955

31.1059
COLA year 1 (4%)

0.9693

1.0190

1.0711

1.1260

1.1838

1.2442
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,368.41

4,592.65

4,827.10

5,074.65

5,335.29

5,607.57
COLA year 2 (3%)

0.7560

0.7949

0.8354

0.8783

0.9234

0.9705
MA year 2 (7%)

1.6962

1.7833

1.8744

1.9705

2.0717

2.1774
Year 2 - Monthly Salary

4,793.49

5,039.55

5,296.81

5,568.45

5,854.45

6,153.23
COLA year 3 (3%)

0.8296

0.8722

0.9167

0.9637

1.0132

1.0649
MA year 3 (0.06%)

0.0145

0.0153

0.0161

0.0169

0.0178

0.0187
Year 3 - Monthly Salary

4,939.81

5,193.39

5,458.50

5,738.43

6,033.16

6,341.06
Property Clerk current monthly

3,898.92

4,099.46

4,308.46

4,530.14

4,761.74

5,006.04
current hourly

22.4929

23.6498

24.8555

26.1344

27.4705

28.8799
COLA year 1 (4%)

0.8997

0.9460

0.9942

1.0454

1.0988

1.1552
MA year 1 (0%)

-
EXHIBIT 1 679
Year 1 - Monthly Salary

4,054.88

4,263.43

4,480.79

4,711.34

4,952.21

5,206.28
COLA year 2 (3%)

0.7018

0.7379

0.7755

0.8154

0.8571

0.9011
MA year 2 (7%)

1.5745

1.6555

1.7399

1.8294

1.9229

2.0216
Year 2 - Monthly Salary

4,449.45

4,678.30

4,916.81

5,169.79

5,434.09

5,712.89
COLA year 3 (3%)

0.7701

0.8097

0.8510

0.8947

0.9405

0.9887
MA year 3 (2.50%)

0.5623

0.5912

0.6214

0.6534

0.6868

0.7220
Year 3 - Monthly Salary

4,680.40

4,921.13

5,172.02

5,438.14

5,716.16

6,009.43
Senior Animal Services
Officer current monthly

4,560.46

4,793.16

5,039.78

5,297.78

5,568.40

5,854.22
current hourly

26.3093

27.6518

29.0745

30.5629

32.1242

33.7731
COLA year 1 (4%)

1.0524

1.1061

1.1630

1.2225

1.2850

1.3509
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,742.87

4,984.89

5,241.36

5,509.68

5,791.15

6,088.40
COLA year 2 (3%)

0.8209

0.8627

0.9071

0.9536

1.0023

1.0537
MA year 2 (0.77%)

0.2026

0.2129

0.2239

0.2353

0.2474

0.2601
Year 2 - Monthly Salary

4,920.27

5,171.34

5,437.41

5,715.77

6,007.76

6,316.13
COLA year 3 (3%)

0.8516

0.8950

0.9411

0.9892

1.0398

1.0931
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,067.88

5,326.48

5,600.53

5,887.24

6,187.99

6,505.61
Animal Services Officer current monthly

3,885.56

4,083.88

4,292.88

4,513.96

4,744.44

4,988.28
current hourly

22.4158

23.5599

24.7657

26.0411

27.3707

28.7774
EXHIBIT 1 680
COLA year 1 (4%)

0.8966

0.9424

0.9906

1.0416

1.0948

1.1511
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,040.98

4,247.23

4,464.60

4,694.52

4,934.21

5,187.81
COLA year 2 (3%)

0.6994

0.7351

0.7727

0.8125

0.8540

0.8979
MA year 2 (7%)

1.5691

1.6492

1.7336

1.8229

1.9159

2.0144
Year 2 - Monthly Salary

4,434.20

4,660.52

4,899.04

5,151.34

5,414.35

5,692.62
COLA year 3 (3%)

0.7674

0.8066

0.8479

0.8915

0.9371

0.9852
MA year 3 (1.18%)

0.2645

0.2780

0.2922

0.3073

0.3230

0.3396
Year 3 - Monthly Salary

4,613.07

4,848.52

5,096.67

5,359.14

5,632.77

5,922.26
Assistant Engineer current monthly

7,103.10

7,467.08

7,849.12

8,251.86
current hourly

40.9778

43.0776

45.2817

47.6050
COLA year 1 (4%)

1.6391

1.7231

1.8113

1.9042
MA year 1 (0%)

-
Year 1 - Monthly Salary

7,387.22

7,765.75

8,163.10

8,581.92
COLA year 2 (3%)

1.2785

1.3440

1.4128

1.4853
MA year 2 (7%)

2.8684

3.0154

3.1697

3.3324
Year 2 - Monthly Salary

8,106.05

8,521.42

8,957.43

9,417.01
COLA year 3 (3%)

1.4029

1.4748

1.5503

1.6298
MA year 3 (0.91%)

0.3729

0.3920

0.4121

0.4332
Year 3 - Monthly Salary

8,413.87

8,845.01

9,297.58

9,774.61
EXHIBIT 1 681
Junior Engineer current monthly

6,142.44

6,457.72

6,788.10

7,136.14
current hourly

35.4358

37.2546

39.1606

41.1684
COLA year 1 (4%)

1.4174

1.4902

1.5664

1.6467
MA year 1 (0%)

-
Year 1 - Monthly Salary

6,388.14

6,716.02

7,059.62

7,421.58
COLA year 2 (3%)

1.1056

1.1623

1.2218

1.2845
MA year 2 (7%)

2.4805

2.6078

2.7412

2.8818
Year 2 - Monthly Salary

7,009.75

7,369.54

7,746.58

8,143.75
COLA year 3 (3%)

1.2132

1.2754

1.3407

1.4094
MA year 3 (6.95%)

2.4628

2.5892

2.7217

2.8612
Year 3 - Monthly Salary

7,646.95

8,039.44

8,450.75

8,884.03
Assessment District
Program Coordinator current monthly

5,932.16

6,235.68

6,555.98

6,891.88

7,244.58

7,615.24
current hourly

34.2227

35.9737

37.8215

39.7593

41.7940

43.9324
COLA year 1 (4%)

1.3689

1.4389

1.5129

1.5904

1.6718

1.7573
MA year 1 (0%)

-
Year 1 - Monthly Salary

6,169.45

6,485.11

6,818.22

7,167.55

7,534.35

7,919.85
COLA year 2 (3%)

1.0677

1.1224

1.1800

1.2405

1.3040

1.3707
MA year 2 (7%)

2.3956

2.5182

2.6475

2.7832

2.9256

3.0753
Year 2 - Monthly Salary

6,769.78

7,116.16

7,481.68

7,865.01

8,267.51

8,690.51
COLA year 3 (3%)

1.1716

1.2316

1.2949

1.3612

1.4309

1.5041
MA year 3 (10.77%)

3.6858

3.8744

4.0734

4.2821

4.5012

4.7315
EXHIBIT 1 682
Year 3 - Monthly Salary

7,611.77

8,001.23

8,412.21

8,843.22

9,295.77

9,771.39
Administrative Analyst I current monthly

4,986.96

5,242.68

5,510.54

5,793.32

6,089.60

6,402.16
current hourly

28.7698

30.2451

31.7904

33.4217

35.1310

36.9341
COLA year 1 (4%)

1.1508

1.2098

1.2716

1.3369

1.4052

1.4774
MA year 1 (0%)

-
Year 1 - Monthly Salary

5,186.44

5,452.39

5,730.97

6,025.05

6,333.19

6,658.24
COLA year 2 (3%)

0.8976

0.9436

0.9919

1.0428

1.0961

1.1523
MA year 2 (2.64%)

0.7595

0.7985

0.8393

0.8823

0.9275

0.9751
Year 2 - Monthly Salary

5,473.68

5,754.37

6,048.38

6,358.75

6,683.95

7,027.01
COLA year 3 (3%)

0.9473

0.9959

1.0468

1.1005

1.1568

1.2162
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,637.89

5,927.00

6,229.83

6,549.51

6,884.47

7,237.82
Administrative Aide I current monthly

4,421.84

4,648.56

4,886.10

5,136.82

5,399.54

5,676.64
current hourly

25.5096

26.8176

28.1880

29.6344

31.1500

32.7486
COLA year 1 (4%)

1.0204

1.0727

1.1275

1.1854

1.2460

1.3099
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,598.71

4,834.51

5,081.55

5,342.30

5,615.52

5,903.71
COLA year 2 (3%)

0.7959

0.8367

0.8795

0.9246

0.9719

1.0218
MA year 2 (5.48%)

1.3979

1.4696

1.5447

1.6240

1.7070

1.7946
Year 2 - Monthly Salary

4,978.99

5,234.28

5,501.76

5,784.07

6,079.88

6,391.90
EXHIBIT 1 683
COLA year 3 (3%)

0.8617

0.9059

0.9522

1.0011

1.0522

1.1062
MA year 3 (0%)

-
Year 3 - Monthly Salary

5,128.35

5,391.31

5,666.81

5,957.59

6,262.28

6,583.66
Office Technician current monthly

4,351.06

4,574.20

4,809.32

5,055.24

5,314.38

5,586.70
current hourly

25.1013

26.3886

27.7450

29.1637

30.6587

32.2297
COLA year 1 (4%)

1.0041

1.0555

1.1098

1.1665

1.2263

1.2892
MA year 1 (0%)

-
Year 1 - Monthly Salary

4,525.10

4,757.17

5,001.69

5,257.45

5,526.95

5,810.16
COLA year 2 (3%)

0.7832

0.8233

0.8656

0.9099

0.9566

1.0056
MA year 2 (3.95%)

0.9915

1.0423

1.0959

1.1520

1.2110

1.2731
Year 2 - Monthly Salary

4,832.72

5,080.56

5,341.71

5,614.85

5,902.68

6,205.14
COLA year 3 (3%)

0.8364

0.8793

0.9245

0.9718

1.0216

1.0739
MA year 3 (0%)

-
Year 3 - Monthly Salary

4,977.70

5,232.98

5,501.96

5,783.30

6,079.76

6,391.30
Office Assistant II current monthly

3,312.18

3,482.52

3,660.08

3,848.40

4,045.16

4,252.68
current hourly

19.1080

20.0907

21.1150

22.2015

23.3366

24.5338
COLA year 1 (4%)

0.7643

0.8036

0.8446

0.8881

0.9335

0.9814
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,444.67

3,621.82

3,806.48

4,002.34

4,206.97

4,422.80
COLA year 2 (3%)

0.5962

0.6268

0.6588

0.6927

0.7281

0.7655
EXHIBIT 1 684
MA year 2 (1.99%)

0.3802

0.3998

0.4202

0.4418

0.4644

0.4882
Year 2 - Monthly Salary

3,613.92

3,799.78

3,993.51

4,199.00

4,413.68

4,640.11
COLA year 3 (3%)

0.6255

0.6576

0.6912

0.7267

0.7639

0.8031
MA year 3 (0%)

-
Year 3 - Monthly Salary

3,722.34

3,913.77

4,113.31

4,324.97

4,546.09

4,779.31
Office Assistant I current monthly

3,006.28

3,159.82

3,321.78

3,492.12

3,670.86

3,859.20
current hourly

17.3432

18.2290

19.1634

20.1461

21.1772

22.2638
COLA year 1 (4%)

0.6937

0.7292

0.7665

0.8058

0.8471

0.8906
MA year 1 (0%)

-
Year 1 - Monthly Salary

3,126.52

3,286.21

3,454.66

3,631.81

3,817.69

4,013.58
COLA year 2 (3%)

0.5411

0.5687

0.5979

0.6286

0.6607

0.6946
MA year 2 (2.19%)

0.3798

0.3992

0.4197

0.4412

0.4638

0.4876
Year 2 - Monthly Salary

3,286.15

3,453.99

3,631.04

3,817.24

4,012.61

4,218.50
COLA year 3 (3%)

0.5687

0.5978

0.6284

0.6607

0.6945

0.7301
MA year 3 (0%)

-
Year 3 - Monthly Salary

3,384.74

3,557.61

3,739.97

3,931.76

4,132.99

4,345.05
EXHIBIT 1 685

CITY OF STOCKTON

MID-MANAGEMENT/SUPERVISORY LEVEL

MEMORANDUM OF UNDERSTANDING
The Stockton Mid-Management/Supervisory Level bargaining unit and representatives of the City of Stockton have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of employees employed in the representation unit identified in section 1, have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees.

This Memorandum of Understanding (MOU) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500-3511) and has been jointly prepared by the parties.

This MOU shall be presented to the Stockton City Council as the joint recommendations of the undersigned for salary and employee benefit adjustments for the period commencing July 1, 2023, and ending June 30, 2026.

EXHIBIT 2 686
Table of Contents
Section 1. Recognition ................................................................................................... 3 Section 2. Association Rights......................................................................................... 4 Section 3. Compliance with Federal Laws...................................................................... 8 Section 4. Probation....................................................................................................... 9 Section 5. Layoff .......................................................................................................... 10 Section 6. Reemployment ............................................................................................ 14 Section 7. Discipline..................................................................................................... 15 Section 8. Grievance Procedure .................................................................................. 16 Section 9. Leaves......................................................................................................... 20 Section 10. Days and Hours of Work ........................................................................... 31 Section 11. Overtime.................................................................................................... 32 Section 12. Holidays..................................................................................................... 35 Section 13. Compensation and Allowances Other Than Base Salary.......................... 37 Section 14. Insurance Plans......................................................................................... 42 Section 15. Salary Plan................................................................................................ 45 Section 16. Severability of Provisions .......................................................................... 50 Section 17. Past Practices and Existing Memoranda................................................... 50 Section 18. Scope of Agreement.................................................................................. 50 Section 19. Duration of Agreement .............................................................................. 50 Section 20. Maintenance of Operations/City Rights ..................................................... 51 Section 21. Bankruptcy ................................................................................................. 52 Appendix A – Compensation Market Adjustments ........................................................ 54 EXHIBIT 2 687
SECTION 1. RECOGNITION

EXHIBIT 2 688
SECTION 2. ASSOCIATION RIGHTS

1. All employee requests to cancel or change membership dues deductions shall be directed to the Association.

2. The City shall rely upon written notification from the Association for any and all employee requests to cancel or change payroll deductions for membership dues.

3. The Association is responsible to obtain and maintain voluntary written authorization for membership dues deductions.

4. Membership dues deductions shall automatically renew unless written notice is provided by the authorized representative of the Association certifying a change in membership dues.

5. The City shall honor any changes to membership dues deduction amounts provided by the Association.

6. The Association is not required to provide a copy of individual employee authorizations to the City unless a dispute arises about the existence or terms of the authorization.

7. Deduction notification will be provided to [email protected].

8. Changes, and/or cancellations, received by the City prior to the 15th of the month will be processed no later than the first pay EXHIBIT 2 689
period of the second month. Example: Association notifies the City on January 15th, the deductions will be effective no later than the first full pay period in March. The parties recognize there is a lapse in time due to pay period processing constraints. The City will make every effort to process earlier if possible.
(c) Hold Harmless Provision.

1. Name;

2. Job title;

3. Department;

4. Work location;

5. Personal cellular telephone numbers, including work and home;

6. Personal email addresses as provided by new hire employee; and

7. Home address.

The above information shall be updated and provided to the Association at least every one hundred and twenty (120) days for all bargaining unit members.

Any representative of the Association shall give notice to the department head or their designated representative when contacting department employees on City facilities during the duty period of the employees, provided that solicitation for membership or other internal Association business shall be conducted during the non-duty hours of all employees concerned. Prearrangement for routine contact may be made with the individual department heads and when made shall continue until revoked by the department heads.

Members of the Association are prohibited from using City equipment and/or time for their own personal use.

EXHIBIT 2 692
SECTION 3. COMPLIANCE WITH FEDERAL LAWS

3.1 Non-Discrimination
(a) Non-Discrimination. The City and the Association agree that there shall be no discrimination of any kind on the basis of age (over 40), race, color, religion (creed), national origin, (ancestry), military or veteran status, physical and mental disability, medical condition, genetic information, marital status, sexual orientation, sex (gender based including, pregnancy, childbirth, breastfeeding or related medical conditions), gender identity/expression, political affiliation, legitimate Union activity, or on any other basis prohibited by applicable Federal and State law against any employee or applicant for employment.
(b) The Association shall cooperate with the City, to the extent required by Federal and State laws and regulations, in furthering the objective of Equal Employment Opportunities, as defined by Federal and State regulations.

EXHIBIT 2 693
SECTION 4. PROBATION

4.2 Mid-Management Level
All Mid-Management Level positions do not have Civil Service status.

Employment and separation of employment will be consistent with State Law.

4.3 Retention/Rejection of Probationer
During the probationary period a Supervisory Level employee may be rejected at any time by the appointing authority. Any employee who held a position in the classified service and subsequently appointed to a position in the unclassified service and subsequently removed from such position that employee shall have the right to be employed in a position comparable to their formerly held position in the classified service from which they were promoted unless charges are filed and they are discharged in the manner provided in section 7 of this MOU, the Civil Service Rules and Regulations, the Stockton Municipal Code, and/or any other applicable City policy.

EXHIBIT 2 694
SECTION 5. LAYOFF

5.3 Notice of Layoff
The City will give advance written notice of at least two (2) weeks to employees who will be laid off.

The order of layoff among bargaining unit employees not having regular status shall be as follows:
(a) First, seasonal employees;
(b) Second, provisional employees;
(c) Third, temporary employees; and
(d) Fourth, probationary employees.

If two (2) or more employees have the same seniority, but were not hired from a ranked eligibility list, the order of seniority shall be determined by lot.

EXHIBIT 2 696

5.6 Health and Welfare Benefits During Layoff
Regular status employees who are laid off will have an option of maintaining their existing health and welfare benefits for thirty-six (36) months (the thirty-six (36) months runs concurrently with COBRA benefits) from the date of layoff, provided timely payments of the premiums by the employee are made to the City, according to City regulations, and provided the employee otherwise meets the requirements of Federal and State regulations.

5.7 Voluntary Layoff
When a determination has been made that a layoff will occur, regular status full-time employees may elect to be voluntarily laid off regardless of their seniority status. The following provisions apply to an employee who so elects to be laid off:
(a) For payroll purposes, the employee will be treated as being on approved EXHIBIT 2 697
leave of absence without pay for up to twelve (12) months. (b) The employee will have the option to either retain sick leave and/or vacation balances for up to one (1) year in anticipation of reemployment or be paid off for those leaves in accordance with applicable provisions of this MOU.
(c) The names of employees who elect to be voluntarily laid off will be placed on reemployment lists in accordance with section 6.

EXHIBIT 2 698
SECTION 6. REEMPLOYMENT
(a) When an employee in the classified service who has been performing their duties in a satisfactory manner, as shown by the records of the department in which they have been employed, is laid off because of lack of funds or abolition of their position or has been on authorized leave of absence and is ready to report for duty when a position is open, the City shall cause the name of such employee to be placed on a reemployment list for the appropriate class for reemployment within two (2) years thereafter when vacancies occur. The employee shall not be placed on said list or lists without their request. An employee who waives reemployment three times shall have their name removed from this reemployment list unless mutually agreed to by the City and the employee.
(b) The order in which names shall be placed on the reemployment list for any class shall be by seniority, which means "last laid off, first rehired." (c) In filling vacancies, eligibles on the reemployment lists take precedence over eligibles on any other list for the same class in the department for which the lists apply.

EXHIBIT 2 699
SECTION 7. DISCIPLINE
Disciplinary action, including discharge, suspension, reduction in pay, demotion, or other employment penalty may be taken against any Supervisory Level employee for cause.

The appointing authority may discharge, suspend, or demote any Supervisory Level employee provided the Stockton Municipal Code provisions and the rules and regulations of the Civil Service Commission and any applicable provisions of law are followed. The Supervisory Level employee may take one (1) of the following actions:
(a) File no grievance.
(b) File a grievance as provided for in section 8.1 within ten (10) business days of written notification of the action.
(c) File an appeal within ten (10) business days of written notification of the action with the Civil Service Commission as appropriate for Supervisory Level employees.

If the employee fails to do (b) or (c) above within the prescribed time frame, these rights will have been waived.

EXHIBIT 2 700
SECTION 8. GRIEVANCE PROCEDURE

8.1 Definition
A grievance is any dispute which involves the interpretation or application of the MOU or appropriate disciplinary action (Supervisory Level employees only) in lieu of a Civil Service Commission appeal.

The Director of Human Resources shall have twenty (20) business days in which to review the issues and respond to the appeal. No grievance may be processed under the following two (2) paragraphs, which has not first been filed and reviewed in accordance with this paragraph unless the EXHIBIT 2 701
Director of Human Resources fails to respond within the time limit. (c) Step 3 - Voluntary Mediation. The parties may mutually agree to the use of this Step prior to proceeding to Step 4, Arbitration. Either party may with written notice within ten (10) business days of the decision of Step 2, request Step 3. Upon mutual agreement of Step 3, the City will request a representative from the State of California Mediation/Conciliation Service to review the grievance and make non-binding recommendations to assist the parties in resolving the grievance. The State Mediator will not provide any written documents and is limited to the restriction in Labor Code Section 65 and Attorney General opinions 51/183 and 68/77. (d) Step 4 - Arbitration. If the grievant or the Association is dissatisfied with the response at Step 2 or Step 3, if used, or if the Director of Human Resources fails to respond within the time limit in Step 2, the grievance may be moved to Step 4 within twenty (20) business days. The grievance will be referred to an arbitrator mutually selected by the parties, or, if the parties are unable to mutually agree from a list of seven (7) arbitrators provided by the State of California Mediation/Conciliation Service, the arbitrator shall be chosen by the alternative strike method, with first choice being determined by lot. The fees and expenses of the arbitrator and of a court reporter shall be shared equally by both parties. Each party, however, shall bear the cost of its own presentation, including preparation and post-hearing briefs, if any.
(e) Effect of Decision. Decisions of arbitrators on matters properly before them shall be final and binding on the parties hereto except as provided otherwise herein.

Proposals to add to or change this MOU or written agreements or addenda supplementary hereto shall not be arbitrated and no proposal to modify, amend or terminate this MOU, nor any matter or subject arising out of or in connection with such proposal, may be referred to arbitration under this section. No arbitrator selected pursuant to this section shall have the power to amend or modify this MOU or written agreements or addenda supplementary hereto or to establish any new terms or conditions of employment.

EXHIBIT 2 702
No change in this MOU or interpretations thereof (except interpretations resulting from arbitration proceedings hereunder) will be recognized unless agreed to by the City Manager and the Association.

8.5 Other Provisions
If the Director of Human Resources in pursuance of the procedures outlined above resolve a grievance which involves suspension or discharge, he/she may agree to payment for lost time or to reinstatement with or without payment for lost time, but in the event the dispute is referred to arbitration and the arbitrator finds that the City had cause to take the action complained of, the arbitrator may not substitute their judgment for the judgment of Management and if they find that the City had such right, they may not order reinstatement and may not assess any penalty upon the City.

All complaints involving or concerning the payment of compensation shall be initially filed in writing with the department at Step 1. Only complaints which allege the employee is not being compensated in accordance with the provisions of this MOU shall be considered as grievances. Any other matters of compensation are to be resolved in the meeting and conferring process and if not detailed in the MOU which results from such meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next open for such decision. No adjustment shall be retroactive for more than thirty (30) days from the date upon which the complaint was filed.

The provisions of this section shall not abridge any right to which an employee may be entitled under the Stockton Municipal Code and/or Civil Service Rules and Regulations, nor shall it be administered in a manner, which would abrogate any power, which may be within the sole province and discretion of the Civil Service Commission. Reference to Civil Service Commission is limited to Supervisory Level employees.

All grievances of employees represented by the Association shall be processed under this section. If the Stockton Municipal Code and/or the Civil Service Rules and Regulations requires that differing options be available to the employee, no action under paragraph (d) of subsection 8.3 above shall be taken unless it is determined that the employee is not availing themselves of such option.

No action under paragraph (d) of subsection 8.3 above shall be taken if action on the complaint or grievance has been taken by the Civil Service Commission, or if the complaint or grievance is pending before the Civil Service Commission.

If any award by an arbitrator requires action by the City Council or the Civil EXHIBIT 2 703
Service Commission before it can be placed in effect, the City Manager and the Director of Human Resources will recommend to the City Council or the Civil Service Commission, as appropriate, that it follow such award.

EXHIBIT 2 704
SECTION 9. LEAVES

9.1 Vacation - FLSA Exempt Employees
(a) Effective July 1, 2012, FLSA exempt employees shall accrue vacation leave with pay in accordance with the following schedule:
(1) Less than 1.5 years continuous employment 120 hours/year (2) After 1.5 years up to 7.5 years 148 hours/year
(3) After 7.5 years up to 15 years 188 hours/year
(4) After 15 years up to 25 years 229 hours/year
(5) Seven (7) additional hours for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a per pay period basis. (b) Maximum Vacation Accrual. Employees reaching the maximum hours shall stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effective July 1, 2012, the following maximum vacation accruals shall take effect. Bargaining unit employees as of July 1, 2014, that had excess vacation hours rolled into sick leave banks on June 30, 2012, per the parties’ agreement, will now have these hours rolled out of sick leave. For the term of this contract, these leave hours will be considered “special leave” and will have no cash value. Employees have until June 30, 2016 to use special leave hours, otherwise, the hours are forfeited.

The maximum number of vacation hours that employees on a 40-hour workweek shall accrue are as follows:

Under 1.5 years 200 hours

1.5 – 7.5 years 320 hours

7.5 – 15 years 360 hours
15 – 25 years 400 hours
25 years 408 hours
26 years 416 hours
27 years 424 hours
28 years plus 7 hours each additional year
EXHIBIT 2 705

9.2 Vacation - FLSA Non-Exempt Employees
(a) Vacation Allowance (40-hour workweek). Effective July 1, 2012, FLSA non-exempt employees on a forty-hour workweek shall receive a vacation allowance in accordance with the following schedule:
(1) Less than 1.5 years continuous employment 80 hours/year (2) After 1.5 years up to 7.5 years 108 hours/year
(3) After 7.5 years up to 15 years 144 hours/year
(4) After 15 years up to 25 years 189 hours/year
(5) Seven (7) additional hours hence for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a twice-monthly payroll basis. (b) Maximum Vacation Accrual. FLSA non-exempt employees on a 40-hour workweek reaching the maximum hours shall stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effective July 1, 2012, the following maximum vacation accruals shall take effect. For employees who on July 1, 2012 have vacation balances that exceed their maximum shall have until June 30, 2013 to use sufficient vacation to get under the maximum allowed. If an employee does not get below the maximum by June 30, 2013, they shall retain their existing earned vacation, but shall not earn any additional vacation until they are under the maximum vacation accrual allowed.

The maximum number of vacation hours that employees on a 40-hour workweek shall accrue are as follows:

Under 1.5 years 120 hours

1.5 – 7.5 years 240 hours

7.5 – 15 years 280 hours
15 – 25 years 320 hours
26 years 328 hours
27 years 336 hours
28 years 344 hours
29 years 352 hours
For every year of service beyond 29, the employee is allowed to add an additional seven (7) hours to the maximum accrual cap.
(c) Vacation Allowance (56-hour workweek). FLSA non-exempt employees on a 56-hour workweek shall receive a vacation allowance, in accordance EXHIBIT 2 706
with the following schedule:
(1) Less than 1.5 years continuous employment 120 hours/year (2) After 1.5 years up to 7.5 years 162 hours/year
(3) After 7.5 years up to 15 years 216 hours/year
(4) After 15 years up to 25 years 283.5 hours/year
(5) Thereafter, 10.5 additional hours hence for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a twice-monthly payroll basis. (d) Maximum Vacation Accrual. Employees on a 56-hour workweek reaching the maximum hours shall stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effective July 1, 2012, the following maximum vacation accruals shall take effect. Employees, who on July 1, 2012 have vacation balances that exceed their maximum, shall have until June 30, 2013 to use sufficient vacation to get under the maximum allowed. If an employee does not get below the maximum by June 30, 2013, they shall retain their existing earned vacation, but shall not earn any additional vacation until they are under the maximum vacation accrual allowed.

The maximum number of vacation hours that employees on a 56-hour workweek shall accrue are as follows:

Under 1.5 years 300 hours

1.5 – 7.5 years 360 hours

7.5 – 15 years 420 hours
15 – 25 years 480 hours
26 years 492 hours
27 years 504 hours
28 years 516 hours
29 years 528 hours
29 plus years 7 hours each additional year

9.3 Vacation Sell-back for All Employees in this Unit
An employee may elect to receive cash payment for up to a maximum of forty (40) hours of their unused accumulated vacation balance. Effective for FY 2023/2024 and 2024/2025 only, an employee may elect to receive a cash payment for a maximum of forty (40) hours of their unused accumulated vacation balance after the use of a scheduled vacation of forty (40) hours or more in that same or prior fiscal year. To utilize this option, employees must maintain a EXHIBIT 2 707
balance of forty (40) accrued vacation hours after the cash payment. When in effect, this option may be exercised once per fiscal year. Employees may elect this option by December 31 of each year for the cash out the following calendar year. The cash out election is irrevocable, and the City will follow IRS regulations regarding cash payment of leave.

An employee may use sick leave for preventive medical, dental, optical care, illness, injury or exposure to contagious disease, which incapacitates them from performing their duties. This includes disabilities caused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefrom.
(c) Family Sick Leave. In accordance with California Labor Code section 233 (“Kin Care”), employees may utilize up to one-half (1/2) of their annual sick leave accrual in the case of illness or injury in the employee's immediate family when such illness or injury requires personal care that otherwise would not be covered by the Family Medical Leave Act (FMLA) or the California Family Rights Act (CFRA) leaves. Such sick leave shall be EXHIBIT 2 708
limited, by the department head, to the time reasonably required to make other arrangements for such care.

For the purpose of this section, such sick leave shall be restricted to the employee’s parents, spouse, mother-in-law, father-in-law, child, stepchild, brother, sister, brother-in-law, sister-in-law, grandparent, grandchild, legal dependent, registered domestic partner, and “designated person.” For the purposes of paid sick leave, a “designated person” means a “person identified by the employee at the time the employee requests paid sick leave.” An employee may select one (1) person as a “designated person” in a twelve (12) month period. The employee’s “child” includes a biological, foster, or adopted child, a stepchild, a legal ward, a child of the employee’s registered domestic partner, or a child to whom the employee stands in loco parentis.
(d) Procedures for Requesting and Approving Sick Leave. When the requirement for sick leave is known to the employee in advance of their absence, the employee shall request authorization for such sick leave from the department head prior to such absence. In all other instances, the employee shall notify their supervisor as promptly as possible of their absence.

Before an employee may be paid for the use of accrued sick leave, they shall complete and submit to their department head a signed statement, on a prescribed form, stating the dates and hours of absence, the exact reason, and such other information as is necessary for their request to be evaluated. If an employee does not return to work prior to the preparation of payroll, other arrangements may be made with the approval of the department head.
(e) Doctor's Certificate or Other Proof. If an employee's illness results in an absence from work for more than three (3) consecutive days, then a doctor's certificate or other reasonable proof of illness may be required by the department head. The City may monitor and control the appropriate use of sick leave by employees and if reasonable cause is articulated, can limit use of sick leave and require additional verification.

The department head may make such sick leave usage reviews and may require such physician's documentation, as they deem necessary to ensure proper use of the sick leave benefit.
(f) Use of Sick Leave While on Vacation. An employee who is injured or who becomes ill while on vacation may be paid for sick leave in lieu of vacation EXHIBIT 2 709
provided that the employee:
1) Was hospitalized during the period for which sick leave is claimed, or
2) Received medical treatment or diagnosis and presents a statement indicating disabling illness or injury signed by a physician covering the period for which sick leave is claimed.
(g) Payment for Unused Sick Leave. Effective February 17, 2012, all accumulated or future accruals of sick leave shall have no cash value upon separation of employment and employees shall not be allowed to cash out unused sick leave except as provided below.
(h) CalPERS Service Credit for Unused Sick Leave.

Employees shall be eligible for CalPERS service credit for any unused sick leave at retirement not otherwise compensated for in (i) below.

Employees hired after the City amends its CalPERS contract to eliminate service credit for unused sick leave shall not be eligible for this service credit.
(i) Sick Leave Retention Benefit
After subtracting the equivalent of one (1) full year of service credit (2080 hours), which may be applied to CALPERS service credit, any balance remaining upon separation shall be paid as follows to employees who have remained in City service until the dates specified:

1. Separation prior to July 1, 2014, no payment of unused sick leave at separation shall occur for separating employees before this date;

2. Separation between July 1, 2014 and June 30, 2015, payment of unused sick leave which the employee held on February 16,2012 shall be paid at thirty-five percent (35%) of its cash value to separating employees between these dates; and

3. Separation on or after July 1, 2015, payment of unused sick leave which the employee held on February 16, 2012 shall be paid at fifty percent (50%) of its cash value to separating employees after this date.

4. Service credit for unused sick leave shall be in accordance with EXHIBIT 2 710
PERS regulations.

9.6 Other Leaves With Pay
(a) Bereavement Leave. In the event of a death in the immediate family of an employee, the employee shall, upon request, be granted up to three (3) days bereavement leave with pay without charge to their accumulated sick leave or vacation leave. The employee shall, upon request, be granted an additional two (2) days bereavement leave which shall be charged against the employee’s accumulated sick leave or vacation leave. For the purposes of this paragraph, the immediate family shall be restricted to the employee’s parents, current stepparents, spouse, mother-in-law, father-inlaw, child, stepchild, brother, sister, son-in-law, daughter-in-law, brotherin-law, sister-in-law, grandparent, grandchild, and registered domestic partner.

In the event of the death of a person not immediately related to an employee as defined above, the employee’s department head may grant up to three (3) days bereavement leave, upon request, which shall be charged against the employee’s accumulated sick leave or annual leave. (b) Court Appearance. Upon approval by the department head, an employee, other than a provisional, part-time, or temporary employee, shall be permitted authorized absence from duty for appearance in court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions:

Said absence from duty including necessary travel time, will be for actual hours served on jury duty or is required to remain in court to testify as a witness in a criminal case, other than as a defendant. This shall include the time from when the employee is ordered to appear until the time the employee is released from the court. As a condition of receiving such pay, the employee must remit to the City, through the employee's department head, within fifteen (15) days after receipt, all fees received except those specifically allowed for mileage and expenses.

If an employee is not due to appear for jury duty or as a witness until an afternoon court session, the employee will be expected to work their usual morning schedule. If an employee is required to appear for a morning court session and is sent home before noon and not required to return in the afternoon, the employee will be expected to work their usual afternoon schedule.

EXHIBIT 2 711
Said absence from duty will be without pay when the employee appears in private litigation to which the City of Stockton is not a party.

Any fees allowed, except for reimbursement of expenses incurred, shall be remitted to the City through the employee's department.

Notwithstanding the foregoing, attendance in court in connection with an employee's official duties or on behalf of the City of Stockton in connection with a case in which the City of Stockton is not a party, together with travel time necessarily involved, shall not be considered absent from work within the meaning of this section.
(c) Military Leave. An employee of the City who is a member of the National Guard or Naval Militia or a member of Reserve Corps or Force of the Federal Military, Naval or Marine Service and is ordered to duty shall be granted leave with pay while engaged therein, provided the leave does not exceed thirty (30) calendar days in any calendar year.

EXHIBIT 2 712

9.7 Workers' Compensation Leave
(a) Workers’ Compensation Benefits shall be provided in accordance with State law and schedules whenever an employee is absence from duty because of disability caused by illness or injury arising out of and in the course of employment which has been declared to be compensable under the Workers’ Compensation Law. An employee on Workers’
Compensation may use accrued leave, if needed, to supplement benefits, up to the amount required to receive a full paycheck.
(b) Forms and Procedures. Workers’ Compensation processing shall be consistent with City procedures and in accordance with state Workers’ Compensation regulations. Any employee who sustains a work-related injury or illness shall immediately inform their supervisor no matter how minor an on-the-job injury may appear. An employee who sustains a work-related injury or illness who is required to seek medical care shall use at facilities designated by the City unless they have filed a predesignation of a personal physician prior to sustaining the work-related injury or illness. For a list of City designated medical care facilities and/or physicians, please contact Human Resources.

9.8 Leave of Absence
Employees shall not be entitled to leave of absence as a matter of right, but only in accordance with the provisions of law and the City of Stockton Municipal Code.

All approval authority over leaves of absence exercised by the department head under this section shall be subject to review by the Director of Human Resources, whose ruling shall be final.

Employees on authorized leaves of absence without pay shall not be entitled to payment by the City of the premiums for their health and dental insurance, except as provided hereinafter.

Authorized absence without pay which exceeds thirty (30) consecutive calendar days, except military leave, shall not be included in determining salary adjustment rights, based on length of employment. Periods of time during which an employee is required to be absent from their position by reason of an injury or disease for which they are entitled to and currently receiving Workers' Compensation benefits shall be included in computing length of service for the purpose of determining that employee's salary adjustment.

An appointing authority may grant leave of absence without pay for personal reasons up to a maximum of twelve (12) months with approval of the Director of Human Resources.

Such a leave will be granted only after all accrued sick leave credits have been used and shall be substantiated by a physician's statement. (b) Application for and Approval of Leave of Absence Without Pay. In order to receive leave without pay, an employee must submit a request on the prescribed form to their department head and the Director of Human Resources describing the reasons for the request and all other information required for the department head, or their representative, to evaluate the request. Leaves without pay may be cancelled by the department at any time.

9.10 Absence Without Official Leave (AWOL)
(a) Failure to Report to Duty or Failure to Return After Leave. Failure to report for duty or failure to report for duty after a leave of absence request has been disapproved, revoked, or cancelled, or at the expiration of a leave, shall be considered an absence without official leave and shall be EXHIBIT 2 714
subject to discipline.
(b) Voluntary Resignation. Any employee in this bargaining unit absent without official leave for two (2) or more consecutive scheduled days or absent an aggregate of sixteen (16) hours in any calendar month without a satisfactory explanation as approved by the Director of Human Resources shall be deemed to have voluntarily resigned from the City of Stockton, except if the absence is due to a verified illness or injury.

9.11 Paternal/Adoption/Maternity/Pregnancy Leave
Family medical leave shall be in accordance with the Family Medical Leave Act (FMLA) of 1993, the California Family Rights Act (CFRA), or Pregnancy Disability Leave (PDL) and/or other applicable state and federal laws. Consistent with City policy and State and Federal law, employees may be required to utilize accrued sick and/or vacation leave during unpaid leaves in certain circumstances.

EXHIBIT 2 715
SECTION 10. DAYS AND HOURS OF WORK

10.2 Meal Periods
Non-exempt employees shall receive a one (1) hour or a thirty (30) minute meal period without pay each day and a fifteen (15) minute paid rest period during the first half of the work day and a second fifteen (15) minute paid rest period during the second half of the work day. Except for Police Telecommunications and Fire Telecommunications Supervisors, bargaining unit non-exempt employees shall be completely relieved of duty during unpaid meal periods. Non-exempt employees who exceed the time limits prescribed above for lunch and/or rest periods shall have their pay reduced accordingly.

EXHIBIT 2 716
SECTION 11. OVERTIME

11.1 Eligibility
(a) Mid-Management Level employees do not receive overtime.

Mid-Management Level employees in this unit are salaried employees who work whatever time necessary to accomplish duties of their assigned position.
(b) Supervisory Level employees will receive overtime at the appropriate rate when authorized in writing by the Department Head prior to the overtime worked. The following provisions pertaining to authorized or statutorily required overtime work shall apply to non-FLSA exempt employees. (1) Unless otherwise provided below, statutory overtime shall be paid on actual time worked in excess of forty (40) hours in any FLSA work period. Such overtime shall be paid for at time and one-half (1-½) including employees employed on a per hour or per day basis or except as provided elsewhere herein. Observed holidays, floating holidays, jury duty leave, bereavement leave, and sick leave hours taken will be considered as time worked for overtime calculation purposes. Vacation or other compensated time off shall not be considered as actual time worked.
(2) Fire Telecommunications Supervisors assigned to a 56-hour workweek shall be compensated at the overtime rate for all time worked in excess of 56 hours in a seven (7) day workweek. Fire Telecommunicators Supervisors work 24-hour shifts, resulting in a regular schedule averaging 2912 hours per year / 56 hours per week (832 hours of overtime). In approximately 2000, the parties agreed to add the regularly scheduled FLSA overtime pay into the base, in order to ensure a regular and level payment of overtime over the course of a year. This methodology withstood a legal challenge in Hughes, et al. v. City of Stockton, et al. For additional overtime hours, the City shall pay overtime at one and one-half (1 ½) times the employee’s regular rate of pay for all hours worked over fifty-six (56) in a workweek.
(c) Fire Telecommunication Supervisors who have volunteered to work overtime to cover an assignment in a classification other than their actual classification shall be paid overtime at the hourly rate of the lower EXHIBIT 2 717
classification in which they are performing those overtime duties. The hourly rate shall be at the top step of the lower classification’s salary range. The employee’s premium pay that they are regularly entitled to shall be included when computing the overtime for the work performed in the lower classification.
(d) Except as otherwise provided in section 12, employees who are not regularly scheduled to work holidays shall be paid for a regular day plus time and one-half (1-½) for actual time worked on a holiday observed by the City.
(e) Fire Telecommunication Supervisors who have traded shifts are not eligible to work overtime for hours that would have been their normal hours of work.
(f) Temporary Upgrade Pay. Employees who are not FLSA exempt and are assigned to work overtime in a position or classification other than the position or classification to which they are permanently appointed will be paid overtime at the hourly rate attached to the position or classification in which they are performing such overtime work.

11.2 Compensatory Time Off (CTO)
(a) Definition. As used in this section, the term Compensatory Time Off (CTO) refers to that time which an employee is entitled to be absent from duty with pay for hours worked in addition to or excess of their normal work schedule. For the purpose of this section, Compensatory Time shall apply only to Supervisory Level employees.
(b) CTO in Lieu of Overtime Compensation. Except for Fire Telecommunications Supervisors assigned to a fifty six (56) hour workweek, employees may voluntarily elect to receive overtime compensation in the form of CTO at the rate one and one-half (1-½) hours of CTO for each hour of overtime worked in excess of fifty six (56) in a seven (7) day work period, for which the employee is eligible for overtime as defined in section 11.1(b)(1) above.
(c) Use. Use of CTO shall be scheduled with due consideration for the wishes of the employee and so as to not interfere with the normal operation of City business. Approval of requests for use of CTO shall be at the sole discretion of the department head, but once approved, cannot be changed unless an emergency situation arises.

EXHIBIT 2 718
(d) Maximum Accrual. No more than one-hundred (100) hours of CTO may be carried on the books at any time, except Fire Telecommunications Supervisors assigned to a 56-hour workweek who may not accrue CTO.

Once one hundred (100) hours of CTO is accrued on the books, all other hours worked in excess of forty (40) hours in a seven (7) day work period will automatically be paid to the employee. At the end of each calendar year, all CTO will be carried forward (forty (40) hours maximum), unless the employee elects to have the compensatory balance paid. Carryover CTO cannot exceed the forty (40) hours maximum. Any CTO balance in excess of forty (40) hours remaining at the end of the calendar year will automatically be paid to the employee.
(e) Elimination of CTO for Fire Telecommunications Supervisors. Effective January 1, 2009, Fire Telecommunications Supervisors assigned to a 56- hour workweek shall no longer accrue or use CTO and shall be paid at their regular rate of pay for all accrued and unused CTO hours on or about January 7, 2009; provided, however, any Fire Telecommunications Supervisors having any approved leave request(s) for CTO for time off work through January 31, 2009, shall be permitted to use the approved CTO leave.

EXHIBIT 2 719
SECTION 12. HOLIDAYS

12.1 Holidays Observed by the City:
(a) Effective upon approval by the City Council on its regular agenda in accordance with the Ralph M. Brown Act employees will receive the following holiday on full pay for each of the below listed holidays. Unless otherwise provided in this section, the City observes the following holidays on the dates indicated:

Floating holiday must be used by December 31st of each year and does not carry forward into the subsequent year. There is no cash value for any unused floating holiday hours. Employees have not earned and cannot use the floating holiday hours until the actual holiday occurs (March 31st).

Birthday Holiday Leave. The department head, with due consideration for the wishes of the employee, may authorize the birthday holiday to be taken within ninety (90) calendar days beginning on the day of the employee’s birthday. (b) Police Telecommunications Supervisors assigned to shifts (phase days) shall receive, in addition to their normal compensation, one day’s pay for each of the holidays listed in section 12.1 (a) above, on which the employee does not work, except for floating holiday(s). Such employees required to work a holiday on a hire-back basis, shall be compensated at EXHIBIT 2 720
time and one-half (1-½), in addition to their normal compensation and paid holiday. Such employees required to work a holiday on a regularly scheduled basis shall be compensated at time and one-half (1-½) overtime in addition to their normal compensation.
(c) Fire Telecommunications Supervisors assigned to a 56-hour workweek shall receive, in addition to their normal compensation, 12 hours pay for each of the holidays listed in section 12.1 (a) above. Fire Telecommunications Supervisors shall be compensated at the overtime rate for all time actually worked in excess of 12 hours on a holiday (excluding the floating holiday). Commencing June 30, 2016, this practice will end and Fire Telecommunications Supervisors shall be compensated at straight time for the full shift worked on a holiday, unless otherwise eligible for overtime pursuant to section 11.1(b)(2).

City Council and Concurrent AuthoritiesAugust 22, 2023

City Council and Concurrent Authorities
August 22, 2023