STOCKT
ON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 2019 – June 30, 2023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
MEMORANDUM OF UNDERSTANDING
BY AND BETW
EEN
CITY OF STOCKTON
AND
STOCKT
ON CITY EMPLOYEES’ ASSOCIATION
MEMORANDUM OF UNDERSTANDING
JULY 1, 2019 – JUNE 30, 2023
JULY 1, 2023 THROUGH JUNE 30, 2026
ATTACHMENT A
CONTENTS
ARTICLE 1. R ECOGNITION ........................................................... 1 ARTICLE 2. U NION RIGHTS .......................................................... 2
2.1 SCEA Member Union Membership Dues and Payroll Deductions . 2
2.2 New Hire Employee Orientation and Information Requirements ... 3
2.3 Use of Cit y Facilities .................................................................. 443
2.4 Advanc e Notice............................................................................ 54
2.5 Attendance at Meetings by Employees ...................................... 554
2.6 Employee Rights to Participate or Refrain from SCEA Activities ... 5
2.7 Assignment of Classifications .................................................... 665 ARTICLE 3. N ON-DISCRIMINATION ............................................ 776 ARTICLE 4. P ROBATION .......................................................... 887
4.1 Purpose ..................................................................................... 887
4.2 Original Entrance and Promotional Positions ............................ 887
4.3 Retention/Reject ion of Probationer ............................................ 887 ARTICLE 5. P ERFORMANCE EVALUATIONS .............................. 10109
5.1 Preparation of Draft and Discussion with Employee .............. 10109
5.2 Employee Disagreem ent with Rating ..................................... 10109
5.3 Annual Ev aluations ................................................................ 10109 ARTICLE 6. P ERSONNEL RECORDS ...................................... 111211
6.1 Inspec tion ............................................................................ 111211
6.2 Review and Response Before Adverse Action .................... 111211
6.3 Request for Remo val of Records ......................................... 111211 ARTICLE 7. L AYOFF .......................................................... 121312
7.1 Layoff ................................................................................... 121312
7.2 Layo ff Scope ........................................................................ 121312
7.3 Notice of Layoff .................................................................... 121412
7.4 Precedence by Employment St atus ..................................... 131413
7.5 Order of Layoff and Employee Options ................................ 131513
7.6 Health, Dental and Visi on Benefits During Layoff ................ 141514
ATTACHMENT A
7.7 Voluntar y Layoff ................................................................... 141514 ARTICLE 8. R EEMPLOYMENT ............................................... 161716
8.1 Placement on Eligibility List for Posi tion Held ...................... 161716
8.2 Placement on Eligibility List for Qualifying Positions ............ 161716
8.3 Status Upon Reemployment ................................................ 161716
8.4 Temporary Employment ...................................................... 161816 ARTICLE 9. D ISCIPLINE ...................................................... 171917
9.1 Pre-discipl inary Rights ......................................................... 171917
9.2 Procedural RightsAdministrative Leave ............................... 171917
9.3 Disciplinary Appeal Options ................................................. 171917 ARTICLE 10. G RIEVANCE PROCEDURES ................................ 192117
10.1 Definition ............................................................................ 192117
10.2 Filing Deadline .................................................................... 192117
10.3 Grievance Processing ......................................................... 192117
10.4 Scope of Arbitration ............................................................ 212319
10.5 Other Provisions ................................................................. 212419 ARTICLE 11. L EAVES ........................................................ 232521
11.1 Vacation Leave ................................................................... 232521
11.2 Sick Leave .......................................................................... 282925
11.3 Other Leaves With Pay ....................................................... 323429
11.4 Workers’ Compensation Leave ........................................... 353732
11.5 Leave of Absence Without Pay ........................................... 363733
11.6 Absence Without Official Leave (AWOL) ............................ 373834 ARTICLE 12. D AYS AND HOURS OF WORK ............................ 384035
12.1 Workweek ........................................................................... 384035
12.2 Meal Periods and Rest Periods .......................................... 384035
12.3 Hourly Employees ............................................................... 394136
12.4 Regular Part-Time Employees ............................................ 394136
12.5 Job Sharing ........................................................................ 394136
12.6 Reporting to Work ............................................................... 404237
12.7 Shift Bidding ....................................................................... 404237 ARTICLE 13. O VERTIME ..................................................... 414338
ATTACHMENT A
13.1 Overtime Authorization ....................................................... 414338
13.2 Definition ............................................................................. 414338
13.3 Rest Period During Overtime .............................................. 424439
13.4 Compensatory Time Off (CTO) ........................................... 424439 ARTICLE 14. H OLIDAYS ..................................................... 444641
14.1 Qualifying for Holiday Pay .................................................. 444641
14.2 Holidays Observed by the City ........................................... 444641
14.3 Compensation for Holidays Worked ................................... 474943 ARTICLE 15. C OMPENSATION AND ALLOWANCES OTHER THAN BASE SALARY ....................................................... 485044
15.1 Retirement Contribution Supplement .................................. 485044
15.2 Uniform Allowance .............................................................. 495145
15.3 Standby Duty Pay ............................................................... 515246
15.4 Call-Back Pay ..................................................................... 515346
15.5 Employee Educational Assistance ...................................... 525347
15.6 Mileage Expense Reimbursement .......................................... 5247
15.7 Voluntary Court Standby ......................................................... 5247
15.8 Bilingual Pay ........................................................................... 5247
15.9 Emergency Medical Services (EMS) Dispatcher Accreditation Pay ........................................................................................ 5248
15.10 Safety Protective Footwear Reimbursement ......................... 5549
15.11 Animal Services Protective Equipment and
Vaccinations………………………………………. ................... 5549
15.12 Grandfathered Longevity Pay
……………………………………. 5649
ARTICLE 16. I NSURANCE PLANS ............................................ 5550
16.0 Reopener Clause for Health Insurance .................................. 5550
16.1 Health, Dental, Vision, and Prescription Benefits ................... 5550
16.2 Long Term Disability Insurance .............................................. 5752
16.3 State Disability Insurance (SDI) .............................................. 5852
16.4 Life Insurance ......................................................................... 5852
ARTICLE 17. S ALARIES ...................................................... 596153
17.1 Salary Adjustments ............................................................ 596153
17.2 Salary Upon Appointment ................................................... 606153
ATTACHMENT A
17.3 Salary Equivalents .............................................................. 606154
17.4 Salary Step Plan ................................................................. 606254
17.5 Salary Step After Military Leave.......................................... 626355
17.6 Salary Step When Salary Range Is Increased .................... 626355
17.7 Salary Step After Promotion or Demotion ........................... 626355
17.8 Salary on Transfer .............................................................. 636456
17.9 Salary on Reinstatement .................................................... 636456
17.10 Acting Pay ............................................................................. 6357
17.11 Special Assignment Pay ........................................................ 6357
17.12 Temporary Upgrade Pay………………………………………….. 6557
17.13 Pay Equity Adjustments ........................................................ 6457
17.14 Bi-Weekly Pay Period……………………………………………… 6557
ARTICLE 18. V OLUNTARY TRANSFER ...................................... 6558 ARTICLE 19. S EVERABILITY OF PROVISIONS ............................. 6659 ARTICLE 20. P AST PRACTICES AND EXISTING MEMORANDA OF
UNDERSTANDING ............................................ 6760 ARTICLE 21. S COPE OF AGREEMENT ...................................... 6861 ARTICLE 22. D URATION OF AGREEMENT .................................. 6962 ARTICLE 23. M AINTENANCE OF OPERATIONS /CITY RIGHTS ......... 7063 APPENDIX A - FLSA EXEMPT JOB CLASSIFICATIONS…………7365 APPENDIX B - LABOR MARKET PAY ADJUSTMENTS ........ 7466
ATTACHMENT A
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 1
ARTICLE 1. R ECOGNITION
(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 repr esentation under the Meyers-Milias- Brown Act inof these following bargaining units with the City of Stockton (“City”):
(1) Administrative, Clerical, and Services Unit; and
(2) Professional and Technical Unit
(b) Any City employees employed in one of these bargaining units areis referred to within this Memorandum of Understanding (“MOU”) as a “bargaining unit employee s.”, or just “employees” unless the context requires otherwise. This MOU applies only to bargaining unit employees. (c) Representatives of SCEA, and representatives of the City have met and conferred in good faith regarding mattersitems within the scope of representation, have freely exchanged freely information, opinions , and proposals, and have endeavored to reach agreement on such matters within the scope of representation.
(d) This MOU has been jointly prepared by the parties and is entered into pursuant to in accordance with the Meyers-Milias-Brown Act (Government Code sSections 3500 et seq.) and applicable regulations of the Public Employment Relations Board (collect ively herein, the “MMBA”)has been jointly prepared by the parties.
(e) This MOU will be presented to the City Council, as the joint recommendations of the undersigned, fo r the period commencing July 1, 202316, and ending June 30, 202619.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 2
ARTICLE 2. U NION RIGHTS
2.1 SCEAUnion Membership Dues and Payroll Deductions
(a) Consistent In accordance with Government Code sections 1152, 1157.1, 1157.3, and 1157.12the Senate Bill (SB) 866 , tThe parties agree to the following process for making, cancelling, or changing payroll deductions of SCEAfor Union membership union dues , initiation fees, general assessments, payments for other membership benefit programs sponsored by SCEA, and for any other services provided by SCEAdeductions.
(b) As certified in writing by SCEAthe Union to the City in a manner consistent with the requirement of the foregoing Government Code sections, (SB) 866 the City will deduct the monthly Unio n membership dues, initiation fees, general assessments and pay ments for membership benefits programs sponsored by the UnionSCEA, 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 the UnionSCEA to the City, and pay such amounts to SCEAthe Union. ( 1). All bargaining employee requests to cancel or change SCEA membership dues deductions
shall be directed to SCEAthe Union.
(2). The City shall rely upon written notification from SCEAthe Union for any and all
employee requests to cancel or change payroll deductions for such paymentsmembership dues.
(3). SCEAThe Union is responsible to obtain and maintain voluntary written
authorization for such paymentsmembership dues deductions.
(4). SCEAMembership dues deductions shall automatically renew unless written
notice is provided by the authorized representative of SCEAthe Union certifying
a change in such deductionsmembership dues.
(5). The City shall honor any changes to suchmembership dues deduction
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 3
amounts provided by SCEAthe Union.
(6). SCEAThe Union 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].
(8). Changes, and/or cancellations, received by the City prior to the 15 th th of
the month will be processed no later than the first pay period of the second month. Example: UnionSCEA notifies the City on January 15 th th, the deductions will be effective no later than the first full pay period in March. The parties recognize there is a delaylapse in time 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 the Union i)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., and ii) within thirty (30) days of hire or by the first pay period of the month following hire a list containing t he following information on file from the City’s Human Resources database system (currently HTE):
1. Name;
2. Job title;
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 4
3. Department;
4. Work location;
5. Personal cellular telephone num bers, including work and home;
6. Personal email addresses as prov ided by new hire employee; and
7. Home address.
The above information shall be updated and provided to the Union at least every one hundred and twenty (120) days for all bargaining unit members. (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 J anuary, May, and September of each year.
(d) All notifications and information prov ided 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 s pace on available bulletin boards and reasonable use of City computer systems and networks for communications having to do with offi cial 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 5
(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 t he scope of representation proposed to be adopted by the City and will be given the opportunity to negotiate if requested with the desi gnated management representatives prior to adoption.
(b) In cases of emergency when the for egoing procedure is not practical or in the best public interest, the City may adopt or put into practice immediately such measures as are r equired. 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 wit h pay to attend meetings with City management representatives where matters within the scope of representation or grievances are being considered. Ti me 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 submit a request for an excused absence to their respective department heads, in a manner satisfactory prior to t he scheduled meeting whenever possible.
Except by mutual agreement the number of empl oyees 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 cont ribute up to one (1) ho ur 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 wil l not be considered as hours worked. The uUse 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 att end SCEA business that occurs during
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 6
normal work hours. The total amount of re lease time in the bank, including any carryover, will at no time exceed fi ve 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 Ee mployees covered by this Memorandum will have the right to join and to participate in the activities of SCEA for purposes representation under the MMBA California Government Code Section 3500 et seq ., and will also have the right to refrain from participation of any such activities.
(b) Bargaining unit Eemployees covered by this Memorandum have the right to be free from interference, intimidation, restraint, coercion, discrimination, or reprisal on t he part of the City , covered under California Government Code Section 3500 et seq 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–E mployee Relations Resolutions, after providing notice and the opportunity to consult with SCEA regarding such matters.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 2026 2023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 7 ARTICLE 3. N ON -D ISCRIMINATION
The City and SCEA agree that there shall be no the provis ions of this MOU will be applied without favor or discrimination of any kind on the basised ofon age (over 40), race, color, ancestry, religion or (creed), sex, national origin (ancestry), military or veteran status, marital status, age (over 40), physical andor mental disability or perceived disability , medical condition, genetic information, marital status, pregnancy-related condition, sexual orientation, sex ( gender based including, pregnancy, childbirth, breastfe eding or related medical conditions), gender identity, gender /expression, or political affiliation, or legitimate Uunion activity, or on any other basis pr ohibited by applicable Ffederal and State law against any employee or applicant for employment.
SCEA shallwill cooperate with the City, to the extent authorized by fFederal and State laws and regulations, in furthering the City’s objective of promoting eEqual eEmployment oOpportunities, as defined by Federal and State regulations.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 8 ARTICLE 4. P ROBATION
4.1 Purpose
The probationary period will be utilized for closely observing the employee’s work, for securing the most effective adjustm ent 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 probati onary 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 Cit y 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 author ity, then the appointing authority will f ile 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 9
(b) During the probationary period an em ployee may be rejected at any time by the appointing authority. Any employee rejected during the probationary period following a promotional appoi ntment, will be reinstated to the position from which promoted unless charges are filed and the employee is discharged in the manner provided in Article 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 his/hertheir probationary period, the employee will receive the salary at the same step prior to promotion.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 10 ARTICLE 5. P ERFORMANCE 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 eval uation, the employee may submit a written res ponse to the department head rais ing 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 fileas described above.
5.3 Annual Evaluations
(a) The City may institute annual evaluat ions of bargaining unit employees beyond the sixth (6
th) year of employment on a department-by-department
basis.
(b) In the event a supervisor or m anager does not complete a represented employee’s performance evaluation on ti me resulting in a delay in the employee’s step or merit increase, the supervisor or manager will promptly complete the necessary payroll form(s) (e.g. form CS-23) to implement the step or merit increase.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 11 ARTICLE 6. P ERSONNEL 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 cont ents of their official personnel file in the Human Resources Department, and duplic ate file kept in the department at reasonable intervals within thirty (30) ca lendar days of the Cit y’s receipt of a written request by the employee or his or hertheir 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 em ployee 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 his or hertheir representative may subm it a written request to seek removal of any material placed into their official file in the Human Resources Department and the duplicate f ile 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 Article section 6.1 above.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 12 ARTICLE 7. L AYOFF
7.1 Layoff
Any employee may be laid off by an app ointing 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 13
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 accord ing 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 cla sses 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 employee s 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 occupyi ng the position(s) being eliminated will be the first laid off. The incum bent designated for layoff will have the
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 14
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 employm ent, excluding employment as an extra help, seasonal, provisional, or temporary employee. (c) Comparability of employee classifi cations 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 Article 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 will have an option ofmay continue maintaining their existing health, dental and vision benefits at their own expense for up to thirty-six (36) months after separation from City employment, which (the thirty-six (36) months runs concurrently with any COBRA continuation benefits). from the date of layoff, provided Tt imely payments of the premiums by the employee aremust be made to the City, according to City regulations, and provided the employee otherwisemust otherwise meet s the requirements of federal and state regulationseligibility requirements for continued coverage.
7.7 Voluntary Layoff
When the City a determinesation has been made that a layoff will occur, regular status bargaining unit full-time employees may elect to be voluntarily laid offseparated from City employment regardless of their seniority status , whereupon. tThe following provisions apply to an employee who so elects to be laid off:
(a) For payroll purposes, the employee will be treated as be ing on approved leave of absence without pay for up to twelve (12) months.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 15
(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 applic able provisions ofif 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 16 ARTICLE 8. R EEMPLOYMENT
8.1 Placement onf Eligibility List for Position Held
The name of each employee who is laid o ff 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 fo r two (2) years from the date of latest separation from service. Employees who ar e 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 pr eviously held. An employee who waives reemployment to a full - time position three (3) times will have his/hertheir 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, he/shethey 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 st atus, the employee will be re turned to prior status regarding seniority, merit increases, pr obationary period, and unused sick and vacation leave.
8.4 Temporary Employment
A person on a laid off status may a ccept a temporary appointment without any effect on their reemployment status.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 17 ARTICLE 9. D ISCIPLINE
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 disciplinar y 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 wit h any written materials, reports, and documents upon which the action is based.
(e) Ten (10) working days in whic h an employee or the employee representative may respond either orally or in writing to the department head.
9.2 Procedural RightsAdministrative Leave
(a) The dDepartment hHead 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 Polic e Department have all the procedural rights afforded by Government Code section 3508.1.
9.3 Disciplinary Appeal Options
The appointing authority may discharge, sus pend, reduce in pay, or demote any employee in the classified service provided the Stockt on 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 adv erse action will become final after the tenth (10th) working day following the employee’s receipt of the notification
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 18
of the adverse action.
(b) File an appeal with the Civil Serv ice 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 Arti cle 10 to appeal the same adverse action. The appeal must be served by per sonal 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 19 ARTICLE 10. G RIEVANCE 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 Co mmission 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 Hu man Resources within t en (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 i ssue 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 20
(b) Step 2—Director of Human Resources Review
(1) If the employee is not satisfied wi th the response at Step 1, then the employee may appeal t he 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 pr ovision which is alleged to have been violated;
(b) A statement of facts co mprising the violation; and (c) The requested remedy.
(2) SCEA may file and process griev ance(s) on behalf of the specifically named employee.
(3) The Director of Human Resource s 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 time limit.
(c) Step 3—Voluntary Mediation
The parties may mutually agree to the use of this Step prior to proceeding to Step 4, Binding Arbitr ation. 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 mediat or from the Stat e 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 prov ide 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
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 21
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 t he State of California M ediation 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 sStep 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 enter tain, 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 Article section 10.1.
(b) Notwithstanding the provisions of Article 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 arbi trable 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 Article section. No arbitrator sele cted pursuant to this Article section will have the power to amend or modify this MOU or wri tten agreements or addenda supplementary hereto or to establish any new terms or conditions of employment.
(c) No changes in this MOU or interpre tations 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
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 22
accordance with the provisions of this MOU will be considered as grievances and processed pursuant to Article section 10.3. Any other matters of compensation are to be resolved in the meeting and conferring process and if not detailed in the Me morandum 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 modifi ed 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 meeti ngs 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 wil l 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 r epresentation units represented by SCEA will be processed under this Article. If the Stockton Municipal Code and/or Civil Service Rules and Regulations r equire that a differing option be available to the employee, no action under Article section 10.3(d) will be taken unless it is determined that the employee is not utilizing such option. (f) No action under Articlesection 10.3 will be taken if action on the complaint or grievance has been taken by the Civil Service Commissi on, 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 his 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 23
ARTICLE 11. L EAVES
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
1.5½ years or less 80 hours
1.5½ years to 7.5½ years 108 hours
7.5½ 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.)
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 24
FLSA Exempt Employees (40-Hour Work Week):
Years of Continuous City Service Annual Vacation Allowance
1.5½ years or less 120 hours
1.5½ years to 7.5½ years 148 hours
7.5½ 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 twice- monthly payroll basis.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 25
(b) Vacation Leave Accrual for Fire Telecommunicators
(1) Effective July 1, 2012, Fire Telecommunicators assigned to a 56- hour workweek will accrue vacati on leave with pay in accordance with the following schedule:
Years of Continuous City Service Annual Vacation Allowance
1.5½ years or less 120 hours
1.5½ years to 7.5½ years 162 hours
7.5½ 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, he/shethey will retain his/hertheir existing earned vacation, but will not earn any additional vacation until her/histheir vacation balance falls below the maximum vacation accrual allowed.
Maximum Vacation Accrual Caps
40-Hour Work Week Employee – FLSA Non-Exempt
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 26
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)
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
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 27
(d) Vacation Scheduling
Vacation leaves will be scheduled so t hat they will not interfere with the normal operation of the City’s business and with due consideration for the wishes of the employee. Each D epartment will reduce its scheduling practice to writing and distribute to all employees within the unit. (e) Cash Payment Option
An employee may elect to receiv e cash payment up to a maximum of forty (40) hours of his/her their accumulated vacation balance effective for FY 202319/202420, and FY 202420/20251, 2021/2022, and 2022/2023 only, and an employee may elect to receive a cash payment for a maximum of forty (40) hours of his/her 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 vacati on 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 ra te 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 dat e following separation. Prior to separation from City serv ice, the City does not provide to employees any vacation cash out or sell back for accrued but unused vacation hours.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 28
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 bargaini ng 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.
(b) Permitted Uses of Sick Leave
(1) Upon written request, employees will be entitled to use accrued paid sick leave when absent from work fo r diagnosis, care, or treatment of an existing health condition of the employee or a family member, as listed below, or one (1) perso n designated in writing by the employee for the calendar year, for preventive care (physicals, flu shots, etc.) of the em ployee or a family me mber, for an employee who is a victim of domestic violenc e, sexual assault or stalking to obtain relief, including medical attention and psychological counseling.
(2) Family members 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 restri ctions), 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, gr andparent, grandchild, sibling , an employee’s legal guardian, a l egal guardian of an employee’s spouse or domestic partner, or a person who stood in loco parentis when the employee was a minor child.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 29
(c) Protected Nature of Family Sick Leave (“Kin Care”) and Health Workplaces/Healthy Families Act of 2014
(1) In accordance with California Labor Code sSection 233 (“Kin Care”), bargaining unit employees may utilize one-half (1/2) of the employee’s annual sick leave accrual to care for an illness or injury of the employee’s immediate family, except in instances where the employee is on approved Family Medi cal Leave Act (FMLA) or the California Family Rights Act (CFR A) leaves. Such leave will be restricted to the employee’s parent s, spouse, registered domestic partner, mother-in-law, father-in-law, child, stepchild, brother, sister, brother-in-law, sister-in-law, grandparent, and grandchild. 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 w hom the employee stands in loco parentis.
Family sick leave usage pursuant to California Labor Code sSection 233 will not be considered when ev aluating the employee’s work performance.
(2) In accordance with the Health Wo rkplaces/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, in cluded but not limi ted 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.
Failure to notify as soon as possible and in conformityng 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 30
(2) For the second time within a si x (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 defi ned 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 remov ed upon the request of the employee if no additional incidents occur during the twelve (12) months period. (e) Eligibility Verification Procedures
(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 require d 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 Certific ate or Other Proof. The employee’s department head 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 will 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 holid ay may be required to bring a doctor’s certificate or other reas onable 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 including a return - to- work medical certification prior to em ployee’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
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 31
give their employees the benefit of the doubt and will not frequently or arbitrarily request doctor’s not es 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 repr esentation at such meeting. The employee is not required to provi de 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 isbecomes 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 in jury signed by a physician covering the period for which sick leave is claimed.
(g) Payment for Unused Sick Leave
Effective February 17, 2012, all accumula ted 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.
(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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 32
(i) Sick Leave Retention Benefit
If, aAfter subtracting the equivalent of one full year of service credit (2,080 hours), which may be applied to CALP ERS 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; (1)
(2) 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
(3) Separation after July 1, 2015, payment of unused sick leave which the employee held on Febr uary 16, 2012 will be paid at fifty percent (50%) of its cash value to separating employees after this date.
(4) 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 deat h in the immediate family, of an employee, the employee willshall, upon request, be granted up to three (3) days bereavement leave with pay without charge to accumulated sick leave credits or vacation eligibilityleave . The employee shall, upon request, be City Manager or his designee may granted an additional two (2) days bereavement leave , upon request, which shallwill be charged against the employee’s accumulated sick leave or vacation leave credits in cases where extensive travel is required to attend the funeral. Bereavement leave will be c onsidered time worked for pay and overtime calculation purposes. For the purposes of this paragraph, the immediate family shallwill be restricted to the employee’s parents, spouse, registered domestic partner, mother-in-law, father-in-law, child, son-in-law, daughter-in-law ,
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 33
stepchild, brother, sister, brother-i n-law, sister-in-law, grandparent, and 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 shallwill be charged against the employee’s accumulated sick leave or annual leavecredits.
(3) Bereavement Leave will not be counted against the employee under the City’s absence control po licy when evaluating the employee’s work performance.
(b) Jury Duty Leave
When an employee is summoned to jury duty he or shethey will promptly inform his or her 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 withi n 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 he or shethey has have more than four (4) hours remaining before the end of his or hertheir workday. Jury duty leave will be considered time worked for pay and overtime calculation purposes.
(c) Court Leave
Time spent by a bargaining unit em ployee traveling to/from and attending or appearing in any court or tribunal fo r any civil or criminal matter as a non-party witness where the employee’s att endance results from performance of his or her their official duties as a City employee will be considered time worked. Time s pent 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 sc heduled day off will be compensated at a minimum two (2) hours and forty-five (45) minutes, pursuant to article section 15.4.
(d) Military and Military Spouses Leave
(1) The City of Stockton complies with the Uniformed Services
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 34
Employment and Reemployment Rights Act (USERRA) and the 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 th e 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 m ilitary or nationa l 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 wit hout pay. Qualifying employees are employees who work an average of twenty (20) hours per week and have a spouse or domestic part ner 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 re quest this leave must provide the department with a wri tten request for such leave within two (2) business days of receiving official notice that the m ilitary spouse or domestic partner will be on leave fr om 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 fo r the duration of a national emergency who have been inducted in to the Army, Navy, Marine Corps, Air Force, or any other br anch of the Militar y Service of the United States or the St ate of California. Sa id employees will be reinstated in the position they held when they were inducted into Military Service, except as herei nafter 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 35
(54) 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 with for the department head and the City Manager to grant regular status to said employee before induction. (65) All probationary employees inducted into Military Service not having served the minimum probationary period of six (6) months, or having served the minimum probationary peri od of six (6) months, but not having received regular status wil l be allowed leave of absence without pay for the dur ation 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 s eniority of employment and when appointed to a vacant pos ition, they must be physically fit as above specified and will serve the balanc e of their probationary period before attaining the status of a regular employee.
(76) 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 em ployee 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
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 36
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 decla red 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 will be consistent with City procedures and in accordance with state wWorkers’ cCompensation regulations. Any employee who sustai ns a work-related injury or illness will immediately inform his/hertheir 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 physician 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 determinat ion 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. 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 dete rmination 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 37
(c) An employee on a lLeave of aAbsence wWithout pPay 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 sS tate and fFederal 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 abs ent 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 Director will be deemed to have voluntarily resigned fr om 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 voluntar y resignation to the employee’s last known address.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 38 ARTICLE 12. D AYS 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 r equirements of a department require deviations from the present schedule, the department head with concurrence ofapproval 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 assigne d 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 work day. 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 receiv e written approval for paid meal
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 39
periods are expected to stay at the work -site and be available to work during the meal period when needed.
12.3 Hourly Employees
(a) Effective the date of this MOU, those eEmployees 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 cla ssifications 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 (thos e employees regularly scheduled to work 20 hours or more per week) will be provided prorated sick leave and vacation benefits according to existi ng 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 classi fication 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 40
(c) Employees who request and have appr oved 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 si x (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 worksi te after the designated starting time, the employee will be paid only for time actually worked; however, the employee may be allowed to utilize vaca tion 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 41
ARTICLE 13. O VERTIME
13.1 Overtime Authorization
All compensable overtime must be authorized by the department head or his or her 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 (1½-1/2) including employees employed on a per hour or per day basis or except as provided elsewhere herein. Observed holidays, fl oating 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 (1 ½) 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 Article 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 42
(e) Police Telecommunicators and Fire Telecommunicators will be compensated for work on holidays as set forth in Article 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 exce ss 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 fo r the hours that were their normal hours of work. Sh ift 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 t he position or classification to which they are permanently appointed will be pai d 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 over time 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 volunt arily 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 under per section 13.2 (a).
(c) Use
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 43
Use of CTO will be scheduled with due consideration for the wishes of the employee and so as to not interfer e with the normal operation of City business. Approval of requests for use of CTO will 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 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 maximu m 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 a ll 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 ti me 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 classi fications 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 44
ARTICLE 14. H OLIDAYS
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 wo rk 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 Cit y 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
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 45
(14) Birthday Holiday
FLOATING Floating holiday must be used by December 31 st of each year and does not carry forward into the s ubsequent year. There is no cash value for any unused floating holiday hours. Employees have not earned and cannot use the floating holiday hour s until the actual holiday occurs (March 31 st).
Birthday Holiday Leave. The department head , with due consideration for the wishes of the employee, may authorize the birthday holiday to be taken within ninetysixty ( 960) calendar days afterbeginning on the day of the employee’s birthday.
As set forth in section 13.2, s ubdivision (d), above bargaining unit employees who are not regularly schedul ed 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 shi fts (phase days) will receive, in addition to their normal compensation, one work day’s worth of pay for each of the holidays listed in Article 0 abovesection 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 sc heduled 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 Article section 14.2 above. (d) For bargaining unit employees on a Monday through Friday workweek, if holidays fall on a Sunday, the follo wing 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 46
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 47
(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 Article section 14.2(a) of this MOU, that occur on a Monday as a “floating holiday.” The day off must be scheduled with a supervi sor and taken within four teen (14) calendar days on or after the date of the fixed holiday.
(g) In order to receive Holiday Pay th e 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 hol iday 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 department head or designee.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 48 ARTICLE 15. C OMPENSATION AND ALLOWANCES OTHER THAN BASE SALARY
15.1 Retirement Contribution Supplement
(a) Effective August 1, 2011, employee s will pay the entire seven percent (7%) employee contribution to the Californ ia Public Employees Retirement System (CalPERS).
(b) For Eemployees 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 Eemployees 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 Ca lifornia Government Code, pursuant to Ordinance Number 009-93 adopted by the City Council on May 13, 1993.
(d) For Eemployees 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 is not eligible for EPMC when an employee is paying the employee contribution.
(e) For Eemployees 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 Eemployees hired on or before December 28, 2012, the City will continue to provide CalPERS California Government Code Section 21335 (5% Annual Cost of Living Allo wance Increase) as added CalPERS benefits, which was effective upon adopt ion 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
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 49
(1) Employees with Reciprocity:
Employees hired on or after De cember 29, 2012, who had service under another CalPERS agency or pub lic 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 empl oyee 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 Nu mber 016-97 adopted by the City Council on June 23, 1997.
15.2 Uniform Allowance
(a) Effective July 1, 2024, bBargaining unit employees in the following classifications who are required to wear uniforms will be paid an annual uniform allowance of nine hundred fiftyone thousand dollars ($9501,000.00), one-half payable in April and one-half payable in October:
(1) Fire Telecommunicator I/II;
(2) Fire Telecommunicator Call Taker;
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 50
(32) Police Records Assi stant (I/II/III);
(43) Police Telecommunicator (I/II); and
(54) Police Dispatch Call Taker.
(b) Effective July 1, 2024, bBargaining unit employees in the following classifications who are required to wear uniforms will be paid an annual uniform allowance of nine hundred seventyone thousand twenty -five dollars ($9751,025.00), one-half payable in Apr il and one-half payable in October:
(1) Animal Services Assistant;
(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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 51
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 department al policy, and the City agrees to meet with SCEA r egarding standby department policies. An employee will earn time and one-half (1-½-1/2) for all actual time worked while on standby duty status only if eligible for overtime as defined in Ssection 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 bec ause of work perform ed” for purposes of calculating overtime.
15.4 Call-Back Pay
When an employee is called back to work fr om 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 Ssection 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 Article section 13.4.
When authorized by the department, empl oyees who are contacted and who provide remote support via telephone, Internet, or network connection will be paid time and one-half (1-½) for time worked in fifteen (15) minute intervals, if eligible for overtime as defined in Ssection 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 he/she they are is on paid overtime or call back pay.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 52
15.5 Employee Educational Assistance
The City may reimburse employees for job related coursework which has been reviewed by the employee’s supervi sor 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 (currently FIN-010), and for other related travel expenses which qualify under the City Manager’s Administrative Directive. (currently FIN-008).
15.7 Voluntary Court Standby
Bargaining unit employees who voluntarily place themselves on standby for work- related 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, jJ ob positions determined by the dDepartment hHead requiring bilingual translation skills will receive a stipend amount of one hundred and sixty dollars ($160.00)$140.00 per month for verbal translation skills, or two hundred and twenty dollars ($220.00)$200.00 per month for verbal and written translation skills upon testing and cert ification by the Human Resources Department.
15.9 Emergency Medical Services (EMS) Dispatcher Accreditation Pay (a) The City and SCEA ack nowledge that California Health and Safety Code sSection 1797.220 directs the local em ergency medical services (EMS) agency to establish policies and procedur es to assure medical control of the emergency medical system.
(b) The City and SCEA ack nowledge that as of July 1, 2008, the San Joaquin County EMS Agency requires all empl oyees of agencies providing emergency medical dispatch (EMD) services to possess and maintain accreditation through San Joaquin County, to include compliance with EMS
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 53
Agency and National Academies of Emergency Dispatch (NAED) policies, procedures, protocol, and standards. Fire Telecommunicators are among those employees represented by the Stockton City Employees’ AssociationSCEA 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 t he 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 ever y effort, insofar as practicable and fiscally responsible, to employ such persons in positions for which such employees are qualified or may bec ome 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, 2009July 1, 2023 , the City will compensate all bargaining unit Fire Telecommunicators and Fire Telecommunicator Call Takers who are accredited as San J oaquin 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 S an 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.
(e) Continuing Education for Emergency Medical Dispatchers . The City will provide to Fire Telecommunicato rs all necessary EMD continuing education during normal working hours an d 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 t heir own time without additional compensation; provided, however, that all necessary ride-along hours will be compensated as time worked.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 54
15.10 Safety Protective Footwear Reimbursement
Effective July 1, 2024, employees required to wear safe ty protective footwear in accordance with City Manager’s Administrative Directive HR-34, and approved for safety protective footwear reim bursement, the City will authorize safety protective footwear reimbursem ent in the amount of two hundred fifty dollars ($25000.00) 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 co st to employees working in and 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 55 ARTICLE 16. I NSURANCE PLANS
16.0 Reopener Clause for Health Insurance
(a) SCEA agrees at the City’s reques t, 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 contri butions should medical ,/ dental,/ and vision insurance premiums for employee-only, employee plus one (1) dependeant, or employee plus family incr ease 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 thei r 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. The City will offer two (2) or more medical plans to regular status employees.
(b) Eligibility. Employees will become eligible for Mmedical, 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 par tner 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 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 July 1, 2023September 16, 2019, the City will contribute:
Up to $ 657711.00 per month toward t he cost of the monthly
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 56
premium for employee-only medical/dental/vision plan
coverage.
Up to $ 1,1921,290.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
Up to $1,5881,719.00 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 po ssible following adoption of this agreement by the City Council.
2) Effective July 1, 20242020, the City shall contribute the following:
Up to $ 725670.00 per month toward t he cost of the monthly premium for employee-only medical/dental/vision plan
coverage.
Up to $ 1,3161,216.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
Up to $ 1,7531,620.00 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, 20252021, the City shall contribute the following:
Up to $ 740683.00 per month toward t he cost of the monthly premium for employee-only medical/dental/vision plan
coverage.
Up to $ 1,3421,240.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
Up to $ 1,7881,652.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents
medical/dental/vision plan coverage.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 57
4) Effective July 1, 2022, the City will contribute the following:
Up to $697.00 per month toward th e cost of the monthly premium for employee-only medical/dental/vision plan coverage.
Up to $1,265.00 per month towa rd the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
Up to $1,685.00 per month towa rd 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-ti me employment; regular part-time employees will receive a prorated c ontribution 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 IR S 125 Plan to allow for employee contributions for medical/ dental/visions/dental to be pre-tax premium conversion.
(d) Plan Rules. Employees may insure them selves and their eligible dependents under the medical, dental, vision, and dental plans provided by the City, in accordance with the rules and regulations applicable to the selected Plan. Benefits in the Plan wi ll be in accordance with the Plan document.
(d)
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 comm ence after a ninety (90) day waiting period and exhaustion of sick leave accruals.
(c) Benefit payable until age sixty-five (65).
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 58
(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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 59
ARTICLE 17. S ALARIES
17.1 Salary Adjustments
a. Effective September 16, 2019, employ ees 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. Effective July 1, 20230, employees will receive a four percent (42%) Cost of Living Adjustment (COLA)OLA to base pay.
a.
c. Effective July 1, 202 41, employees will receive a three percent (32 %) COLA to base pay.
b.
c. Effective July 1, 202 52, employees will receive a three percent (23 %) 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, cla ssifications 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
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 60
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 non- pensionable 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 non- pensionable bonus (subject to all applicable withholdings) to be paid by the second scheduled payday in the same month.
d. 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.
17.2 Salary Upon Appointment
Except as herein otherwise provided, the entrance salary for a new employee entering the classified service will be minimu m salary for the class to which that employee is appointed. When circumstanc es 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 maximu m 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 differ ent 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 sala ries to hourly rates, as well as for calculating hourly rates. Overtime ra te 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.)
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 61
If a department head recommends withho lding 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 t he satisfactory completion of one 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.
Regardless of an employee’s length of service, step advancements in any given class may be made upon reco mmendation of the department head with the approval of the Director of Human Resources, but not above Step No. 6 for a given range.
Salary step increases will be effectiv e 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.
Changes in an employee’s salary because of promot ion, 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 classi fication will not set a new salary anniversary date for employees’ serving in that classification.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 62
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 compensa tion 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 corre sponds to the employee’s step held in the previous range, unless otherwise specif ically 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 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 pr omoted into another bargaining unit, the new bargaining unit’s salary on promotion rules will apply. (b) When an employee is dem oted, whether such demotion is voluntary or otherwise, that employee’s compensat ion 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 63
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 dep artment 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 he/she isthey are qualified for the trans fer. 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 sa me 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 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 t he higher classification which would have been received if the employee had been promot ed into that classification. Such written authorization must be made by the appointing authority and must be made prior to the effective date of the acti ng 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 approv e 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
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 64
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 Cit y implements a new payroll system. The parties agree to meet and confer on ident ified impacts regarding the pay period change.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 65 ARTICLE 18. V OLUNTARY TRANSFER
A bargaining unit employee may apply for a tran sfer to a position in the same or comparable classification in accordance with the City Civil Serv ice Rules. In the case of a comparable class, the employee must be qualified, as determined by the Director of Human Resources in accordance with Article 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 66 ARTICLE 19. S EVERABILITY 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 67 ARTICLE 20. P AST 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20232019 – June 30, 20262023
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 68 ARTICLE 21. S COPE 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 any and 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.
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 69 ARTICLE 22. D URATION 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 2023.2026.
ATTACHMENT A
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 70
ARTICLE 23. M AINTENANCE OF OPERATIONS /C ITY RIGHTS
(a) It is recognized that the need for continued and uninterrupted operation of City services is of paramount impor tance. Therefore, SCEA and each employee represented ther eby agrees that from the date of execution through and inclusive of June 30, 20232026, 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 ov ertime 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 Ssection (a) of this Article. The Cit y may take other action, which it deems appropriate.
(c) If the City Council, by majority vote , determines to its satisfaction, that Ssection (a) of this Article has been vi olated by SCEA, the City may take such remedial action as it deems appropriate.
(d) SCEA recognizes the duty and obli gation of its repr esentatives and members to comply with the provisio ns 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 Ssection 5 of Resolution #32,538, dated August 4, 1975, are incorporated herein by reference.
ATTACHMENT A
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 71
IN WITNESS WHEREOF, this Memorandum of Understanding was ratified by a membership vote of SCEA on October __,August 1, 2023 2019, and by an affirmative vote of the Stockton City Council on October __, 2019. The parties hereto have executed this Memo randum of Understanding this _ ___ day of __________.October 2019.
Stockton City Employees’ Association City of Stockton
___________________________________ _______________ ________________ Veronica Segura Laurie MontesHarry Black
President Interim City Manager
___________________________________ _______________ ________________ Pauline KeenerKeith Breakfield Robert BonnerRosemary Rivas First Vice President Director of Human Resources
___________________________________
Melinda Kopp Gnim Dith
Second Vice President
Approved as to form: Approved as to form :
Rose Law APC Lori M. AsuncionJohn Luebberke , City
Attorney
By: By:
___________________________________ _______________ ________________ Joseph W. Rose Marci Arredondo
Attorney for SCEA Deputy Assistant City Attorney
By: By:
___________________________________ _______________ ________________ Mehran Tahoori Dania Torres-Wong
Attorney for SCEA Negotiator for the City
By:
_______________________________
Burke Dunphy
ATTACHMENT A
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 72
Negotiator for the City
ATTEST:
ELIZA GARZA
CITY CLERK
_______________________________
ELIZA GARZA
City Clerk
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
ATTACHMENT A
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 73
Junior Engineer/Traffic
Project Manager II
Project Manager III
Senior Real Property Agent
ATTACHMENT A
STOCKTON CITY EMPLOYEES’ ASSOCIATION SUCCESSOR MOU
Term: July 1, 20192023 – June 30, 20232026
ADMINISTRATIVE, CLERICAL AND SERVICES UNIT
PROFESSIONAL AND TECHNICAL UNIT
City of Stockton and Stockton City Employees’ Association Memorandum of Understanding 2023 - 2026 74
ATTACHMENT A
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 75
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
ATTACHMENT A
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 76
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
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
ATTACHMENT A
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 77
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 (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%)
‐
‐
‐
‐
‐
‐
ATTACHMENT A
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 78
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
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
ATTACHMENT A
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 79
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
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
ATTACHMENT A
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 80
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
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%)
‐
‐
‐
‐
‐
‐
ATTACHMENT A
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 81
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
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
ATTACHMENT A
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 82
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
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
ATTACHMENT A
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 83
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%)
‐
‐
‐
‐
‐
‐
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%)
‐
‐
‐
‐
‐
‐
ATTACHMENT A
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 84
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
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
ATTACHMENT A
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 85
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
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
ATTACHMENT A
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 86
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%)
‐
‐
‐
‐
‐
‐
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%)
‐
‐
‐
‐
‐
‐
ATTACHMENT A
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 87
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
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
ATTACHMENT A
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 88
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
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
ATTACHMENT A
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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
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