City Council and Concurrent Authorities
August 22, 2023

CITY OF STOCKTON

MID-MANAGEMENT/SUPERVI

SORY LEVEL

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

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

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

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Table of Contents

Section 1. Recognition ................................................................................................... 3 Section 2. Association Rights ......................................................................................... 4 Section 3. Compliance with Federal Laws ...................................................................... 8 Section 4. Probation ....................................................................................................... 9 Section 5. Layoff .......................................................................................................... 10 Section 6. Reemployment ............................................................................................ 14 Section 7. Discipline ..................................................................................................... 15 Section 8. Grievance Procedure .................................................................................. 16 Section 9. Leaves ......................................................................................................... 20 Section 10. Days and Hours of Work ....................................................................... 3130 Section 11. Overtime ................................................................................................ 3231 Section 12. Holidays .................................................................... 34Section 12. Holidays ...................................................................................................................................... 35 Section 13. Compensation and Allowances Other Than Base Salary ........ 36Section 13.

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

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SECTION 1. RECOGNITION

1.1 City Recognition

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

1.2 Association Recognition

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

1.3 Reopener

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

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SECTION 2. ASSOCIATION RIGHTS

2.1 Association Membership Dues and Payroll Deductions

(a) In accordance with the Senate Bill (SB) 866, the parties agree to the following process for making, cancel ling, or changing payroll deductions for Association membership dues deductions.

(b) As certified in writing by the Association to the City in a manner consistent with the requirement of (SB) 866 the City will deduct the monthly Association membership dues, init iation fees, general assessments and payments for membership benefit s programs sponsored by the Association from the salary or wages of all bargaining unit employees who voluntarily authorize such deductions, as certified in writing by the Association to the City, and pay such amounts to the Association.

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

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

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

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

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

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

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

8. Changes, and/or cancellations, re ceived by the City prior to the 15th of the month will be proce ssed no later than the first pay

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period of the second mont h. Example: Associati on notifies the City on January 15th, the deductions will be effective no later than the first full pay period in March. The parties recognize there is a lapse in time due to pay period processing constraints. The City will make every effort to process earlier if possible.

(c) Hold Harmless Provision.

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

2.2 New Hire Employee Orientation and Information Requirements

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

1. Name;

2. Job title;

3. Department;

4. Work location;

5. Personal cellular telephone 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 Association at least every one hundred and twenty (120) days for all bargaining unit members.

2.3 Use of City Facilities

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

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provided such use does not interfere with the needs of the department.

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

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

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

2.4 Advanced Notification

Except in cases of emergency, reasonab le advance written notice shall be given to the Association if related to ma tters within the scope of representation proposed to be adopted by the City and shall be given the opportunity to negotiate, if requested, with the designat ed management representatives prior to adoption.

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

2.5 Attendance at Meetings by Employees

City employees who are official represent atives or unit representatives of the Association shall be given reasonable time off with pay to attend meetings with City Management representatives, wher e matters within the scope of representation, or grievances are being considered.

The use of official time for this purpose shall be reasonable and shall not interfere with the performance of City serv ices as determined by the City. Time spent for these purposes while a repres entative is not scheduled to work shall

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

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

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SECTION 3. COMPLIANCE WITH FEDERAL LAWS

3.1 Non-Discrimination

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

(b) The Association shall cooperate with the City, to the ex tent required by Ffederal and State laws and regulations, in furthering the objective of Equal Employment Opportunities, as defined by Federal and State regulations.

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SECTION 4. PROBATION

4.1 Supervisory Level

All original appointm ents shall be tentative and subjec t to a probationary period of one (1) year. Promoti onal appointments shall be subject to a probationary period of six (6) months. The probationary period shall not be extended.

4.2 Mid-Management Level

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

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

4.3 Retention/Rejection of Probationer

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

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SECTION 5. LAYOFF

5.1 Layoff

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

5.2 Layoff Scope

(a) The City shall designate the number of layoffs in each bargaining unit classification for each department of the City.

(b) Departments of the City are defined as follows:

(1) Administrative Services
(2) Attorney
(3) City Auditor
(4) City Clerk
(5) City Manager
(6) Community Development
(7) Community Services
(8) Economic Development
(9) Fire
(10) Human Resources
(11) Information Technology
(12) Municipal Utilities
(13) Police
(14) Public Works

5.3 Notice of Layoff

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

5.4 Precedence by Employment Status

No bargaining unit employee having regu lar status shall be laid off while employees working in seasonal, temporar y, provisional, or probationary status are retained in the same or comparabl e classification as such regular status

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employee.

The order of layoff among bargai ning unit employees not having not regular status shall be as follows:

(a) First, seasonal employees;

(b) Second, provisional employees;

(c) Third, temporary employees; and

(d) Fourth, probationary employees.

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

The following provisions shall apply in computing total continuing service:

(a) Time spent on military leave shall c ount as service in the event the leave was taken subsequent to entry into regular status City employment.

(b) Time worked in seasonal, provisiona l, temporary, grant or other limited term status shall not count as service.

(c) Time worked in a regular status or probationary status shall count as service.

(d) If two (2) or more employees have the same s eniority, the order of seniority shall be determined by their re spective ranking on the eligibility list for hire.

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

If two (2) or more employees have the same seniority, but were hired from separate ranked eligibility lists, the or der of seniority shall be determined by lot.

(e) Regular status part-time employ ees shall not have the right to bump

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regular status full-time employees.

5.5 Order of Layoff and Employee Options

Reduction in force shall occur in the following order:

(a) The least senior employee occupyi ng the position(s) being eliminated shall be the first laid off. The incumbent designated for layoff shall have the options noted below:

(1) Displacing the least senior employee occupying the same or comparable classification, Citywide.

(2) Taking a voluntary demotion within the City to a classification in which the employee had prior regular status, thus displacing the employee working in that classification who has the least seniority.

(b) Seniority for the purposes of applicat ion of the layoff procedure in section 5 is determined by total City employment, excluding employment as a seasonal, provisional, or temporary employee.

(c) Comparability of employee classifications for the purposes of application of the layoff procedure in section 5 shall be dete rmined by the Director of Human Resources.

(d) An employee displaced in accordance with section 5 shall be laid off in the same manner as an employee whose position has been abolished.

5.6 Health and Welfare Benefits During Layoff

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

5.7 Voluntary Layoff

When a determination has been made t hat a layoff will occur, regular status full-time employees may elect to be voluntarily laid off regardless of their seniority status. The following provisions apply to an employee who so elects to be laid off:

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(a) For payroll purposes, the employ ee will be treated as being on approved leave of absence without pay for up to twelve (12) months.

(b) The employee will have the option to either retain sick leave and/or vacation balances for up to one (1) year in anticipation of reemployment or be paid off for those leaves in acco rdance with applicable provisions of this Memorandum of UnderstandingMOUthis MOU.

(c) The names of employees who elect to be voluntarily laid off will be placed on reemployment lists in accordance with section 6.

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SECTION 6. REEMPLOYMENT

(a) When an employee in the classifi ed service who has been performing theirhis/her duties in a satisfactory manner, as shown by the records of the department in which he/she hasthey have been employed, is laid off because of lack of funds or abolition of his/hertheir position or has been on authorized leave of abs ence and is ready to report for duty when a position is open, the City shall caus e the name of such employee to be placed on a reemployment list for the approp riate class for reemployment within two (2) years thereafter when vacancies occur. The employee shall not be placed on said list or lists without his/hertheir request. An employee who waives reemploym ent three times shall have his/her their name removed from this reemployment list unless mutually agreed to by the City and the employee.

(b) The order in which names shall be pl aced on the reemployment list for any class shall be by seniority, which means "last laid off, first rehired."

(c) In filling vacancies, eligibles on t he reemployment lists take precedence over eligibles on any other list for the same class in the department for which the lists apply.

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SECTION 7. DISCIPLINE

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

The appointing authority may discharge, suspend, or demote any Supervisory lLevel employee provided the Stockton Munici pal Code provisions and the rules and regulations of the Civil Service Co mmission and any applicable provisions of law are followed. The Supervisory Level employee may take any one (1) of the following actions:

(a) File no grievance.

(b) File a grievance as provided for in Ssection 8.1 within ten (10) business days of written notification of the action.

(c) File an appeal within t en (10) business days of wr itten notification of the action with the Civil Service Commissi on as appropriate for Supervisory Level employees.

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

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SECTION 8. GRIEVANCE PROCEDURE

8.1 Definition

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

8.2 Filing Deadline

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

8.3 Grievance Processing

(a) Step 1 - Departmental Review. Any employee claiming to have a grievance may discuss the complaint with such management official in the department where employed as the department head may designate. If the issue is not resolved within t he department within t en (10) business days from the day of pres entation or if t he employee elects to submit the grievance directly to the Association recognized as the representative of that employee's classification, the procedures hereinafter specified may be invoked.

(b) Step 2 - Director of Human Resour ces Review. If the employee is not satisfied with the response at Step 1, then the employee may appeal the grievance to the Director of Human Resources within t en (10) business days of the receipt of written response at Step 1. Such appeal must state with particularity; 1) the specific policy, rule or provision which is alleged to have been violated; 2) the st atement of facts comprising the violation; and 3) the requested remedy. The A ssociation may file and process grievance(s) on behalf of the specifically named employee.

The Director of Human Resources shall have twenty (20) business days in which to review the issues and res pond to the appeal. No grievance may be processed under the following two (2) paragraphs, which has not first been filed and reviewed in accordance with this paragraph unless the

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Director of Human Resources fails to respond within the time limit.

(c) Step 3 - Voluntary Mediation.- The parties may mutually agree to the use of this Step prior to proceeding to Step 4, Arbitration. Either party may with written notice within t en (10) business days of the decision of Step 2, request Step 3. Upon mutual agreement of Step 3, the City will request a representative from the St ate of California Mediat ion/Conciliation Service to review the grievance and make non-binding recommendations to assist the parties in resolving the grievance. The State Mediat or will not provide any written documents and is limited to the restriction in Labor Code Section 65 and Attorney General opinions 51/183 and 68/77.

(d) Step 4 - Arbitration. If the grievant or the Association is dissatisfied with the response at Step 2 or Step 3, if used, or if the Director of Human Resources fails to respond within the ti me limit in Step 2, the grievance may be moved to Step 4 within twenty ( 20) business days. The grievance will be referred to an arbitr ator mutually selected by the parties, or, if the parties are unable to mutually agree fr om a list of seven (7) arbitrators provided by the State of California Mediation/Conciliation Service, the arbitrator shall be chosen by the alternative strike method, with first choice being determined by lot. The fees and exp enses of the arbitrator and of a court reporter shall be shared equally by both parties. Each party, however, shall bear the cost of its own presentation, including preparation and post- hearing briefs, if any.

(e) Effect of Decision. Decisions of arbitrators on matte rs properly before them shall be final and binding on the parties hereto exc ept as provided otherwise herein.

8.4 Scope of Arbitration

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

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

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

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

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

8.5 Other Provisions

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

All complaints involving or concerning the payment of com pensation shall be initially filed in wr iting with the department at Step 1. Only complaints which allege the employee is not being compensated in accordance with the provisions of this Memorandum of Understanding MOU shall be considered as grievances.

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

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

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

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

If any award by an arbitrator requires ac tion 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 reco mmend to the City C ouncil or the Civil Service Commission, as appropriate, that it follow such award.

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SECTION 9. LEAVES

9.1 Vacation - FLSA Exempt Employees

(a) Effective July 1, 2012, FLSA exempt employees shall accrue vacation leave with pay in accordance with the following schedule:
(1) Less than 1 .5-1/2 years continuous employment 120 hours/year (2) After 1.5-1/2 years up to 7 .5 1/2 years 148 hours/year
(3) After 7.5-1/2 years up to 15 years 188 hours/year (4) After 15 years up to 25 year s 229 hours/year (5) Seven (7) additional hours for ea ch completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a twice-monthly per pay period payroll basis.

(b) Maximum Vacation Accrual. Empl oyees reaching the maximum hours shall stop accruing additi onal hours until they ar e below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effective July 1, 2012, the following maximum vacation accruals shall take effect. Bargaining unit employees as of July 1, 2014, that had excess vacation hours rolled in to sick leave banks on June 30, 2012, per the parties’ agreement, will now have these hours rolled out of sick leave. For the term of this contract, these leave hours will be considered “special leave” and will have no cash value. Employees have until June 30, 2016 to use special leav e hours, otherwise, the hours are forfeited.

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

Under 1.5 years 200 hours

1.5 – 7.5 years 320 hours

7.5 – 15 years 360 hours
15 – 25 years 400 hours
25 years 408 hours
26 years 416 hours
27 years 424 hours
28 years plus 7 hours each additional year

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9.2 Vacation - FLSA Non-Exempt Employees

(a) Vacation Allowance (40-hour workweek ). Effective July 1, 2012, FLSA non-exempt employees on a forty-hour workweek shall receive a vacation allowance in accordance with the following schedule.:

(1) Less than 1 .5-1/2 years continuous employment 80 hours/year
(2) After 1.5-1/2 years up to 7 .5 1/2 years 108 hours/year
(3) After 7.5-1/2 years up to 15 years 144 hours/year (4) After 15 years up to 25 years 189 hours/year (5) Seven (7) additional hours hence for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacati on on a twice-monthly payroll basis.

(b) Maximum Vacation Accrual. FLSA non-exempt employees on a 40-hour workweek reaching the maximum hour s shall stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effective July 1, 2012, the following maximum vacation accruals shall take effect. For employees who on July 1, 2012 have vacation balan ces that exceed their maximum shall have until June 30, 2013 to use su fficient vacation to get under the maximum allowed. If an employee does not get below the maximum by June 30, 2013, they shall retain their existing earned vacation, but shall not earn any additional vacation until they are under the maximum vacation accrual allowed.

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

Under 1.5 years 120 hours

1.5 – 7.5 years 240 hours

7.5 – 15 years 280 hours
15 – 25 years 320 hours
26 years 328 hours
27 years 336 hours
28 years 344 hours
29 years 352 hours

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For every year of service beyond 29, the employee is allowed to add an additional seven (7) hours to the maximum accrual cap.

(c) Vacation Allowance (56-hour work week). FLSA non-exempt employees on a 56-hour workweek shall receive a vacation allowance, in accordance with the following schedule:

(1) Less than 1 .5-1/2 years continuous empl oyment 120 hours/year
(2) After 1.5-1/2 years up to 7 .5 1/2 years 162 hours/year
(3) After 7.5-1/2 years up to 15 years 216 hours/year (4) After 15 years up to 25 years 283.5 hours/year (5) Thereafter, 10.5 additional hours hence for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a twice-monthly payroll basis.

(d) Maximum Vacation Accrual. Employees on a 56-hour workweek reaching the maximum hours shall stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effect ive July 1, 2012, the following maximum vacation accruals shall take ef fect. Employees, who on July 1, 2012 have vacation balances that exceed their maximum, shall have until June 30, 2013 to use sufficient vacation to get under the maximum allowed. If an employee does not get below the maximum by June 30, 2013, they shall retain their existi ng earned vacation, but shall not earn any additional vacation until they are under the maximum vacation accrual allowed.

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

Under 1.5 years 300 hours

1.5 – 7.5 years 360 hours

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

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9.3 Vacation Sell-back for All Employees in this Unit

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

9.4 Vacation Cash out Upon Separation

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

9.5 Sick Leave
(a) Accrual. All regular status employees, except provisional, temporary and extra-help employees, each shall accrue sick leave at the rate of eight (8) hours for full month of service. All regular status employees, except provisional, temporary and extra-help employees, working less than a full month shall accrue sick leave while off duty on authorized sick leave; provided, however, an employee sha ll not accrue sick leave during any leave or leaves of absence without pay granted to the employee.

(b) Usage. Employees are entitled to sick leave pay for those hours, which the employee would normally have wo rked, to a maximum of sick leave hours accrued.

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

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and recovery therefrom.

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

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

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

(d) Procedures for Requesting and A pproving Sick Leave. When the requirement for sick leave is known to the employee in advance of theirhis/her absence, the employee shall request authorization for such sick leave from the departm ent head prior to such ab sence. In all other instances, the employee shall notify theirhis/her supervisor as promptly as possible of theirhis/her absence.

Before an employee may be paid fo r the use of accrued sick leave, theyhe/she shall complete and submit to theirhis/her department head a signed statement, on a prescribed form, stating the dates and hours of absence, the exact reason, and such other information as is necessary for his/hertheir request to be evaluated. If an employee does not return to work prior to the preparation of the payroll, other arrangements may be made with the approval of the department head.

(e) Doctor's Certificate or Other Proof. If an employee's illness results in an absence from work for more than three (3) consecutive days, then a doctor's certificate or other reasonable proof of illness may be required by the department head. The City may m onitor and control the appropriate

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

The department head may make such sick leave usage reviews and may require such physician's documentati on, as they deem necessary to einsure proper use of the sick leave benefit.

(f) Use of Sick Leave While on Vacation. An employee who is injured or who becomes ill while on vacation may be paid for sick leave in lieu of vacation provided that the employee:

1) Was hospitalized during the period for which sick leave is claimed, or

2) Received medical treat ment or diagnosis a nd 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 accumulated or future accruals of sick leave shall have no cash value upon separation of employment and em ployees shall not be allowed to cash out unused sick leave except as provided below.

(h) CalPERS Service Credit for Unused Sick Leave.

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

Employees hired after the City amends its CalPERS contract to eliminate service credit for unused sick leave shall not be eligible for this service credit.

(i) Sick Leave Retention Benefit

If, aA fter subtracting the equivalent of one (1) full year of service credit (2080 hours), which may be applied to CALPERS service credit, any balance remaining upon separation shall be paid as follows to employees who have remained in City service until the dates specified:

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

2. Separation between July 1, 201 4 and June 30, 2015, payment of unused sick leave which the employee held on 2/16/12 February

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

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

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

9.6 Other Leaves With Pay

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

In the event of the deat h of a person not immediately related to an employee as defined above, the employee '’s department head may grant up to three (3) days bereavement leave , upon request , which shall be charged against the employee '’s accumulated sick leave creditsor annual leave.

(b) Court Appearance. Upon approval by the department head, an employee, other than a provisional , part-time, or temporary employee, shall be permitted authorized absence from dut y for appearance in court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions:

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

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

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

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

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

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

(c) Military Leave. An employee of the City who is a member of the National Guard or Naval Militia or a member of Reserve Corps or Force of the Federal Military, Naval or Marine Se rvice and is ordered to duty shall be granted leave with pay while engaged therein, provided the leave does not exceed thirty (30) calendar days in any calendar year.

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

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

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

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

9.7 Workers' Compensation Leave

(a) Workers’ Compensation Benefits s hall be provided in accordance with State law and schedules whenever an employee is absence from duty because of disability caused by illness or injury arising out of and in the course of employment which has been declared to be compensable under the Workers’ Compensation Law. An employee on Workers’ Compensation may use accrued leave, if needed, to supplement benefits, up to the amount required to receive a full paycheck.

(b) Forms and Procedures. Workers’ cCompensation processing shall be consistent with City procedures and in accordance with state wWorkers’ cCompensation regulations. Any employee who sustains a work-related injury or illness shall immediately inform theirhis/her supervisor no matter how minor an on-the-job injury may appear. An employee who sustains a work-related injury or illness who is required to seek medical care shall use at facilities designated by the City unless they have filed a pre- designation of a personal physician prior to sustaining the work-related injury or illness. For a list of City designated medical care facilities and/or physicians, please contact Human Resources.

9.8 Leave of Absence

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

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

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

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Resources, whose ruling shall be final.

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

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

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

9.9 Leave of Absence Without Pay

(a) Purpose and Length. Only employees occupying regular status positions on a regular basis are eligible for l eaves of absence without pay under the provisions of this Ssection.

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

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

Such a leave will be granted only after all accrued sick leave credits have been used and shall be substantiated by a physician's statement.

(b) Application for and Approval of Leave of Absence Without Pay. In order to receive leave without pay, an employee must submit a request on the prescribed form to his/hertheir department head and the Director of Human Resources describ ing the reasons for t he request and all other

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

9.10 Absence Without Of ficial Leave (AWOL)

(a) Failure to Report to Duty or Failure to Return After Leave. Failure to report for duty or failure to report fo r duty after a leave of absence request has been disapproved, revoked, or cance lled, or at the expiration of a leave, shall be considered an absence wit hout official leave and shall be subject to discipline.

(b) Voluntary Resignation. Any em ployee in this bargaining unit absent without official leave for two (2) or more consecutive scheduled days or absent an aggregate of sixteen (16) hours in any calendar month without a satisfactory explanation as approved by the Director of Human Resources Director shall be deemed to have voluntarily resigned from the City of Stockton, except if the absence is due to a verified illness or injury.

9.11 Paternal/Adoption/Maternity/Pregnancy Leave

Family medical leave shall be in acco rdance with the Family Medical Leave Act (“FMLA”) of 1993, the Californi a Family Rights Act ( “CFRA”), or Pregnancy Disability Leave ( “PDL”) and/or other applicable st ate and federal laws.

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

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SECTION 10. DAYS AND HOURS OF WORK

10.1 Workweek

(a) The workweek and hours of work ar e determined solely by the City. The normal workweek for employees in th is unit shall consist of five (5) consecutive eight (8) hour days or a mi nimum total of forty (40) hours.

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

10.2 Meal Periods

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

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SECTION 11. OVERTIME

11.1 Eligibility

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

Mid-Management Level employees in this unit are salaried employees who work whatever time necessary to accomplish duties of their assigned position.

(b) Supervisory Level employees will re ceive overtime at the appropriate rate when authorized in writing by the D epartment Head prior to the overtime worked. The following provisions per taining to authoriz ed or statutorily required overtime work shall apply to non-FLSA exempt employees.

(1) Unless otherwise provided below, statutory overtime shall be paid on actual time worked in excess of forty (40) hours in any FLSA work period. Such overtime sha ll be paid for at time and one-half (1-½-1/2) including employees employ ed on a per hour or per day basis or except as provided else where herein. Observed holidays, floating holidays, jury duty leave, bereavement leave, and sick leave hours taken will be considered as time worked for overtime calculation purposes. Vacation , or other compensated time off shall not be considered as actual time worked.

(2) Fire Telecommunications Supervisors assigned to a 56-hour workweek shall be compensated at the overtime rate for all time worked in excess of 56 hours in a seven (7) day workweek. Fire Telecommunicators Supervisors work 24 - hour shifts, resulting in a regular schedule averaging 2912 hours per year / 56 hours per week (832 hours of overtime). In approximately 2000, the parties agreed to add the regularly scheduled FLSA overtime pay into the base, in order to ensure a regular and level payment of overtime over the course of a year. This methodology withstood a legal challenge in Hughes, et al. v. City of Stockton, et al. For additional overtime hours, the City shall pa y overtime at one and one-half (1 ½) time s the employee’s regular rate of pay for all hours worked over fifty-six (56) in a workweek.

(c) Fire Telecommunication Supervisors who have volunteered to work overtime to cover an assignment in a cl assification other than their actual classification shall be paid overtime at the hourly rate of the lower

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classification in which they are performing those overtime duties. The hourly rate shall be at the top step of the lower classification’s salary range. The employee’s premium pay that they are regularly entitled to shall be included when computing the ov ertime for the work performed in the lower classification.

(d) Except as otherwise provided in section 12, employees who are not regularly scheduled to work holidays s hall be paid for a regular day plus time and one-half (1 -½1/2) for actual time worked on a holiday observed by the City.

(e) Exempt Status of Classifications. The parties have agreed that effective upon the first full pay period after ra tification of this contract the classifications listed in Appendix A will be reclassified from non-exempt to exempt from overtime as provided by the Fair Labor Standards Act and will be considered Exempt in the City’s pay policies and for the accrual of vacation.

(ef) Fire Telecommunication Supervisors who have traded shifts are not eligible to work overtime for hour s that would have been their normal hours of work.

(fg) Temporary Upgrade Pay. Employees who are not FLSA exempt and are assigned to work overtime in a position or classification other than the position or classification to whic h they are permanently appointed will be paid overtime at the hourly rate attached to the posit ion or classification in which they are performing such overtime work.

11.2 Compensatory Time Off (CTO)

(a) Definition. As used in this Ssection, the term Compensatory Time Off (CTO) refers to that time which an em ployee is entitled to be absent from duty with pay for hours worked in additi on to or excess of their normal work schedule. For the purpose of this Ssection, Compensatory Time shall apply only to Supervisory Level employees.

(b) CTO in Lieu of Overtime Compensation. Except for Fire Telecommunications Supervisors assigned to a fifty six ( 56) -hour workweek, employees may voluntarily elect to receive overtime compensation in the form of CTO at the rate one and one-half (1 -½-1/2) hours of CTO for each hour of overtime worked in excess of fifty six (56) in a seven (7) day work period, for wh ich the employee is eligible for overtime as defined in Ssection 11.1(b)(1) above.

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(c) Use. Use of CTO shall be sc heduled with due consideration for the wishes of the employee and so as to not interfere with the normal operation of City business. Approval of requests for use of CTO shall be at the sole discretion of the departm ent head, but once approved, cannot be changed unless an emergency situation arises.

(d) Maximum Accrual. No more than one-hundred (100) hours of CTO may be carried on the books at any time, except Fire Telecommunications Supervisors assigned to a 56-hour workweek who may not accrue CTO.

Once one hundred (100) hours of CTO is accrued on the books, all other hours worked in excess of forty (40) hours in a seven (7) day work period will automatically be paid to the employee. At t he end of each calendar year, all CTO will be carried forward (forty (40) hours maximum), unless the employee elects to have the compensatory balance paid. Carryover CTO cannot exceed the forty (40) hours maximum.

Any CTO balance in excess of forty ( 40) hours remaining at the end of the calendar year will automatically be paid to the employee.

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

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SECTION 12. HOLIDAYS

12.1 Holidays Observed by the City: (Mid-Management/Supervisory Level)

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

O b s e r v e d H o l i d a y

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

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

Birthday Holiday Leave. The department head , with due consideration for the wishes of the employee, may authorize t he birthday holiday to be taken within sixty (60)ninety (90) calendar days afterbeginning on the day of the employee’s birthday.

(b) Police Telecommunications Supervis ors assigned to shifts (phase days) shall receive, in addition to their normal compensation, one day’s pay for each of the holidays listed in section 12.1 (a) above, on which the

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employee does not work, except for fl oating holiday(s). Such employees required to work a holiday on a hire-back basis, s hall be compensated at time and one-half (1-½), in addition to their normal compensation and paid holiday. Such employees required to work a holiday on a regularly scheduled basis shall be compensat ed at time and one-half (1 -½) overtime in addition to their normal compensation.

(c) Fire Telecommunications Supervi sors assigned to a 56-hour workweek shall receive, in addition to their normal compensation, 12 hours pay for each of the holidays listed in section 12.1 (a) above. Fire Telecommunications Supervisors sha ll be compensated at the overtime rate for all time actually worked in excess of 12 hours on a holiday (excluding the floating holiday). Comm encing June 30, 2016, this practice will end and Fire Telecommunications S upervisors shall be compensated at straight time for the full shif t worked on a holiday, unless otherwise eligible for overtime pursuant to Ssection 11.1(b)(2).

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

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

12.4 An employee who takes a holiday off on a normally scheduled work day will receive a regular work day worth of holiday pay at t heir regular rate of pay, and the holiday hours count as time worked for FLSA overtime calcul ation 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, t he employee will receive a regular work day worth of holiday pay at t heir regular rate of pay, actual hours worked will be paid at the time and one half (1-½) and holiday hours will not be count ed 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 pu rposes (up to the employee’s normal work day).

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SECTION 13. COMPENSATION AND ALLOWANCES OTHER THAN BASE SALARY

13.1 Retirement Contribution Supplement

(a) CalPERS Benefits for Employees hir ed on or before December 28, 2012 (Classic Tier 1).

Employee Contribution:

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

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

Benefit Formula:

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

Optional Benefits:

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

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

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CalPERS benefits, to be effect ive upon adoption by the Stockton City Council and CalPERS Administration Board.

(b) CalPERS Benefits for Employees hired on or after December 29, 2012

Employees with Reciprocity (Classic Tier 2):

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

Employees without Re ciprocity (PEPRA):

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

13.2 Uniform Allowance

(a) Effective the pay period that includes JanuaryJuly 1, 20240, employees in the following classifications who are required to wear uniforms shall be paid an allowance of nine hundred fifty dollarsone thousand dollars ($9501,000.00) annually. Payable each pay period when an employee is in paid status.

(1) Fire Telecommunications Supervisor;
(2) Police Telecommunications Supervisor; and
(3) Supervising Police Records Assistant.

(b) Effective the pay period that includes JanuaryJuly 1, 20240, employees in the following classifications who are required to wear uniforms shall be

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paid an annual uniform allowance of nine hundred and seventy-fiveone thousand twenty-five dollars ($ 975.001,025.00) annually. Payable each period when an employee is in a paid status.

(1) (1) Supervising Fire Prevention Inspector;
(2) Police Services Manager;
(3) / Animal Services Supervisor;
(24) Supervising Evidence Technician; and
(35) Property Room Supervisor .; and
(6) Senior Community Service Officer.

(c) Effective the pay period that incl udes January 1, 2020, eEmployees in the following classifications who are required to wear uniforms shall be paid an annual uniform allowance of nine hundred and seventy-five dollars ($975.00) annually. Payable each pay period when an employee is in a paid status.

(1) Senior Community Service Officer.

(e) Safety Protective Footwear Reimbursement. Effective July 1, 2024, Eemployees required to wear safety protective footwear in accordance with City Manager’s Administrative Directive HR- 034, and approved for safety protective footwear reimbur sement, the City wil l authorize safety protective footwear reimbursement in the amount of two hundred and fifty dollars ($2500.00) as needed and approved by the employee’s supervisor and department head. The list of classifi cations and or positions that are required to wear protecti ve footwear is included in the Administrative Procedure and may be amended from time to time to reflect changes in the classifications required to purchase footwear.

13.3 Public Employees’ Retire ment System (P.E.R.S.)

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

13.4 Deferred Compensation

The City will provide at no cost to t he employee, deferred compensation as a supplement to voluntary def erred compensation plans, if any, for which the individual employee may be eligible.

13.5 Mileage Reimbursement for Private Vehicle Use

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

13.6 Longevity Pay

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

13.7 Call Back Pay

(a) Supervisors only who are called back to work shall be compensated at least two (2) hours and forty-five (45) minutes pay at time and one half (1 - ½-1/2) times his/hertheir hourly rate of pay or for all time actually worked at time and one half (1 -½-1/2) times his/hertheir hourly rate of pay, if eligible for overtime as defined in Ssection 13.9 below, whichever is greater.

(b) To be eligible for call back pay, both of the following conditions must be met: 1) the call back mu st occur outside of the employee’s regular work hours including overtime, 2) the call back time worked must not be contiguous to the employee’s regular work hours including overtime and 3) an employee is ineligible to receiv e a premium for both standby and call back. For example, employee s shall not receive stand by pay for hours in which they are paid overtime or call back pay.

13.8 Standby Duty Pay

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

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

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

13.9 Bilingual Pay

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

13.11 CalPERS Reportability

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

13.12 “Y” Rate

When an employee’s classification is chang ed to a lower paid classification as the result of a classification study or other personnel action, the employee may be placed on a “Y” rate. A “Y” rate means that the monthly co mpensation 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.

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SECTION 14. INSURANCE PLANS

14.0 Reopener Clause for Health Insurance

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

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

14.1 Health and Welfare Benefits

(a) Choice of Health Plans. Employees in this bargaining unit shall have a choice of enrolling themselves and t heir eligible dependents in any of the City sponsored medical, dental, and vision plans. Each plan shall offer an Eemployee only, Eemployee plus Oone(1) and Eemployee plus two (2) or more dependents coverage. The City shall offer two (2) or more medical plans to regular status employees.

(b) Eligibility. Employees shall become eligible for Mmedical, Ddental, and Vvision insurance on the first day of t he 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 offe red medical plan or, as the dependent spouse/registered domestic partner of another eligible City employee, but not both. If an employee is also eligible to cover their dependent child, the child will be allowed to enroll as a dependent on only one (1) employee plan (i.e., an employee and his or hertheir dependent cannot be covered by more than one (1) City-offered health plan).

(c) City Contribution towards the cost of insurance programs.

1) Effective October 1, 2019July 1, 2023, the City will contribute:

 Up to $657.00$711.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan
coverage.

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

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

Any retroactive portion of these incr eases shall be processed and paid as soon as administratively possibl e following adoption of this agreement by the City Council.

2) Effective July 1, 20202024, the City shall contribute the following:

 Up to $670.00$725.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan
coverage.

 Up to $1,216.00$1,316.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.

 Up to $1,620.00$1,753.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents medical/dental/vision plan coverage.

3) Effective July 1, 20212025, the City shall contribute the following:

 Up to $683.00$740.00 per month toward the cost of the monthly premium for employee-only medical/dental/vision plan
coverage.

 Up to $1,240.00$1,342.00 per month toward the cost of the monthly premium for employee plus one (1) dependent
medical/dental/vision plan coverage.

 Up to $1,652.00$1,788.00 per month toward the cost of the monthly premium for employee plus two (2) or more dependents medical/dental/vision plan coverage.

4) Effective July 1, 2022, City shall contribute the following:

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 Up to $697.00 per month toward t he cost of the monthly premium for employee-only medical/dental/vision plan coverage.

 Up to $1,265.00 per month toward the cost of the monthly premium for employee plus one (1 ) dependent medical/dental/vision plan coverage

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

These contributions are based on full- time employment; regular part-time employees shall receive a prorated contribution based on their percentage of full-time employment. Insurance plan premiums that exceed the City’s monthly contribution shall be paid by the employee through payroll deductions. The City shall maintain its IRS 125 Plan to allow for employee contributions for medical/ visions/dental/vision to be pre-tax premium conversion.

(d) Plan Rules. Employees may insure themselves and their eligible dependents under the medical, dental, and vision and dental plans provided by the City, in accordance with the rules and regulations applicable to the selected Plan. Benefits in the Plan shall be in accordance with the Plan document.

(e) The City agreed to make Medicare c ontributions for employees hired in 1985 to 1986 who are not currently covered by Medicare, provided that such payments shall be on a going forward basis only, and such unit members shall be required to pay th e employee matching contribution to Medicare. The City entered into a Section 218 Medicare-Only Agreement with the Social Security Administration for this purpose, with an effective date of August 1, 2014.

14.2 Group Life Insurance Coverage

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

14.3 Long Term Disability Insurance Coverage

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Mid-Management/Supervisory Level employees will receive long term disability insurance coverage. Plan benefits shall be as describe in the Plan document, but shall include:

(a) Each disability -– approximately sixty-six and two-thirds (66⅔) 2/3% of salary up to the maximum salary replacement amount as specified in the City’s long term disability plan.
(b) Disability income payments will commence after a ninety (90) -day waiting period and exhaustion of sick leave accruals.
(c) Benefit payable until age sixty-five (65).
(d) The City shall continue its norma l contribution for employee medical premiums during the ninety (90) days waiting period.

14.4 State Disability Insurance

The Association memberships participat es in SDI at the employee’s expense.

The City agrees to coordinate SDI benefits with other benefits.

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SECTION 15. SALARY PLAN

For a current Salary Schedule, please check the Human Resources website at www.stocktongov.com.

15.1 Salary Adjustments
a. Effective October 1, 2019, employees will receive a two percent (2%) cost of living adjustment (COLA) to bas e pay. Any retroactive portion of the increase shall be processed and paid as soon as administratively possible following adoption of this agreement by the City Council. b.a. Effective July 1, 20230, employees will receive a four percent (42% ) Cost of Living Adjustment (COLA) to base pay.
c.b. Effective July 1, 202 41, employees will receive a three percent (32% ) COLA to base pay.
c. Effective July 1, 202 52, employees will receive a three percent (32% ) COLA to base pay.
d. Market adjustments will be provided in year two (2) and year three (3) of the contract as follows:
a. First, the total three (3) year COLA shall be deducted from the “median” position in the market.
b. Effective July 1, 2024, cla ssifications will receive a market adjustment of no more than seven percent (7%) as outlined in Appendix A.
c. Finally, effective July 1, 2025, classifications will receive the remaining percentage to bring the classification to the median of the market as outlined in Appendix A.
e. Lump Sum Payment.
1) Each employee who is employed in the bargaining unit as of July 1, 2024 will receive a two thousand ($2,000) lump sum non- pensionable bonus (subject to all applicable withholdings) to be paid by the second scheduled payday in the same month.

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d.2) Each employee who is employed in the bargaining unit as of July 1, 2025 will receive a two thousand ($2,000) lump sum non- pensionable bonus (subject to all applicable withholdings) to be paid by the second scheduled payday in the same month.

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

15.2 Salary Equivalents

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

15.3 Salary Step after Military Leave

All employees who have been granted military leave shall, upon their return to the City service, be entitled to the aut omatic salary advancements within the range scale of the established wage sche dule of their classifications for the period they were in the military service.

15.4 Salary Step when Salary Range is Increased

Whenever the monthly schedule of compensa tion for a class is revised, each incumbent in a position to which the re vised schedule applies shall be entitled to the step in the revised range which corres ponds to the employee's step held in the previous range, unless otherwise spec ifically provided by the Director of Human Resources.

15.5 Salary Step after Promotion or Demotion

When an employee is promoted from a position in one rank to a position in a higher rank and at the time of promotion is receiving a sa lary equal to, or greater than, the minimum rate for the higher rank, that employ ee shall be entitled to a step in the range of the higher rank which is at least five percent (5%) above the employee’s current base salary, except that the next step shall not exceed the maximum salary of the higher rank. Add pays are not in cluded in the calculation

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of base salary for purposes of this se ction. When an employ ee is promoted into another bargaining unit, the new bargaining uni t’s salary on promotion rules shall apply. When an employee is demoted, whet her such demotion is voluntary or otherwise, that employee' s compensation shall be adjusted to the salary prescribed for the class to which demoted.

15.6 Salary On Reinstatement

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

15.7 Acting Pay

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

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

15.8 Temporary Upgrade Pay

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

15.9 Pay Equity Adjustments

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

15.10 Special Assignment Pay

The department head and with the concu rrence of the Director of Human

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Resources may approve additional compen sation in an amount not to exceed one additional salary step when an employee is assigned to perform additional duties and responsibilities for the duration of the special assignment.

15.11 Emergency Medical Services (EMS ) Dispatcher Accreditation Pay

(a) The City and the Association acknow ledge that California Health and Safety Code sS ection 1797.220 directs the local emergency medical services (EMS) agency to establish policies and procedures to assure medical control of the emergency medical system.

(b) The City and the Association acknowl edge that as of July 1, 2008, the San Joaquin County EMS Agency requires all employees of agencies providing emergency medical dispatch (EMD) services to possess and maintain accreditation through San Joaquin County, to include compliance with EMS Agency and National Ac ademies of Emergency Dispatch (NAED) policies, procedures, protocol, and standards. Fire Telecommunications Supervisors are among those employees represented by the Association who must acquire and maintain accreditation by the San Joaquin County EMS Agency as a condition of providing EMD services for the City.

(c) The City and the Association acknow ledge that in the event the San Joaquin County EMS Agency rescinds the certification of any bargaining unit employee as a result of any disput e arising from the exercise of the power set forth in San Joaquin County EMS Agency Policy No. 2101 (or any successor or similar policy), the Cit y will make every effort, insofar as practicable and fiscally responsible, to employ such persons in positions for which such employees are qualif ied or may become qualified within a reasonable period of time and that do not require accreditation by the San Joaquin County EMS Agency.

(d) Emergency Medical Services (EMS) Dispatcher Accreditation Pay.

Effective January 1, 2009, the Cit y shall compensate all Fire Telecommunications Supervisors who are accredited as San Joaquin County Emergency Medical Services Dispatchers an additional one- hundred seventy- five dollars ($175) per month. If the employee fails to maintain the accreditation or if the accreditation is no longer required for the position, payment of the stipend shall cease.

(e) Continuing Education for Emergency Medical Dispatchers. The City shall provide to Fire Telecommunications Supervisors all necessary EMD

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continuing education during normal work ing hours and at no cost to the employee. However, employees who do not participate in the EMD training offered by the City during normal working hours shall be responsible to complete the necessary continuing education on their own time without additional compensation; provided, however, that all necessary ride-along hours shall be compensated as time worked.

15.12 Salary Step Increase

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

15.13 Bi-Weekly Pay Period

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

15.14 Salary Step Plan

Salary ranges for bargaining unit classifications will consist of six (6) salary steps in each range.

(a) The second step will be paid upon the satisfactory completion of the probationary period.

(b) The third step will be paid upon the satisfactory completion of one (1) year of service at the second step.

(c) The fourth step will be paid upon the satisfactory completion of one (1) year of service at the third step.

(d) The fifth step will be paid upon the sati sfactory completion of one (1) year of service at the fourth step.

(e) The sixth step will be paid upon the sa tisfactory completion of one (1) year of service at the fifth step.

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

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SECTION 16. SEVERABILITY OF PROVISIONS

In the event that any provisions of this Memorandum of Understanding MOU are declared by the court of competent jurisdiction to be illegal or unenforceable, that provision of the Memorandum of Understanding MOU shall be null and void but such nullification shall not affect any other provisions of this Memorandum of Understanding MOU, all of which other provisions shall remain in full force and effect.

SECTION 17. PAST PRACTICES AND EXISTING MEMORANDA

OF UNDERSTANDING

Continuance of working conditions and pr actices not specifically authorized by ordinance or by resolution of the Cit y Council is not guaranteed by this Memorandum of UnderstandingMOU.

SECTION 18. SCOPE OF AGREEMENT

Except as otherwise specifically provided herein, this Memorandum of UnderstandingMOU fully and completely incorporates the understanding of the parties hereto and constitutes the sole and entire agreement between the parties on any and all matters subject to meeting and conferring. Ne ither party shall, dur ing the term of this Memorandum of Understanding MOU, demand any change therein nor shall either party be required to negotiate with respect to any ma tter; provided that nothing herein shall prohibit the parties from changing the terms of this Memorandum of Understanding MOU by mutual agreement.

SECTION 19. DURATION OF AGREEMENT

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

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SECTION 20. MAINTENANCE OF OPERATIONS/CITY RIGHTS

(a) It is recognized that the need fo r continued and uninterrupted operation of City services is of paramount importance. Therefore, the Association and each employee represented thereby agr ees that from 12:01 a.m. of July 1June 30, 2019 2023 , through and inclusive of June 30, 2026 2023 the Association or any person acting in its behalf, or each employee in a classification represented by the Asso ciation shall not ca use, authorize, engage in, encourage, or sanction a work stoppage, slowdown, refusal to operate designated equipment (provi ded such equipment is safe and sound), or picketing other than informational picketing, against the City or the individual or concerted failure to report for duty or abstinence from the full and faithful performance of the duties of employment, including compliance with the request of another labor organization or bargaining unit to engage in such activity in an attempt to induce a change in wages, hours and other terms and conditions of employment.

(b) An employee shall not be entitled to any wages or City paid benefits whatsoever if the City Council, by majority vote, determines to its satisfaction, that the employee is , or has, engaged in any activity prohibited by subsection (a) of this Ss ection. The City may take other action, which it deems appropriate.

(c) If the City Council, by majority vote , determines to its satisfaction, that subsection (a) of this Ssection has been violated by the Association, the City may take such remedial action, as it deems appropriate.

(d) The Association recognizes the duty and obligation of its representatives and members to comply with the provisions toward inducing all employees in this unit to fully and faithfully perfo rm their duties. In the event of any activity prohibited by subsection (a) hereinabove, the Association agrees to take supererogatory steps necessary to assure compliance with this Memorandum of Understanding-MOU.

(e) The rights of the City as set forth in Ssection 5 of Resolution No. 32,538, dated August 4, 1975, are incorporated herein by reference.

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SECTION 21. BANKRUPTCY

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

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

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IN WITNESS WHEREOF this Memorandum of Understanding was ratified by a membership vote of the Association on ________ ________, 2019 , and by an affirmative vote of the Stockton City Council on _________________, 2019. The parties hereto have executed this Memorandum of Understanding this _______ __day of _____________, 2019.

MID-MANAGEMENT/SUPERVISORY LEVEL
UNIT

CITY OF STOCKTON

By: _______________________

ALMAROSA VARGAS FAWAL
President
APPROVED AS TO FORM:

By: _______________________

LAURIE MONTESHARRY BLACK
Interim City Manager

Approved as to form:

Goyette & Associates, Inc.

By: _______________________

KIM GILLINGHAM
Labor Representative for Association

By: _______________________

ROBERT BONNER ROSEMARY RIVAS
Director of Human Resources

By:________________________
Dania Torres-WongBURKE DUNPHY
Negotiator for the City

Approved as to form:

John LuebberkeLori Asuncion, City Attorney

By: _______________________

MARCI ARREDONDO
Deputy Assistant City Attorney

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APPENDIX A - LIST OF JOB CLASSIFICATIONS

RECLASSIFIED AS FLSA EXEMPT

Job Classification Title

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

ATTACHMENT B

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

CITY OF STOCKTON 57

APPENDIX AB – COMPENSATION MARKET ADJUSTMENTS

YEAR 1‐ EFF. 10/1/19 (NOTE THAT ANY RETROACTIVE PORTION OF THIS INCREASE SHALL BE PROCESSED AND PAID AS SOON AS ADMINISTRATIVELY POSSIBLE FOLLOWING ADOPTION OF THIS AGREEMENT BY THE CITY COUNCIL; YEAR 2‐ EFF. 7/1/20; YEAR 3‐ EFF. 7/1/21; YEAR 4‐ EFF. 7/1/22

STEPS

1  2  3  4  5  6
ENGINEERING SERVICES MANAGER       9,141.33        9,609.56      10,101.49      10,619.37      11,163.20

11,727.34
COLA YEAR 1 (2%)

182.83

192.19

202.03

212.39

223.26

234.55
MA YEAR 1 (5.22%)

477.18

501.62

527.30

554.33

582.72

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

12,574.05
COLA YEAR 2 (2%)

196.03

206.07

216.62

227.72

239.38

251.48
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

12,825.54
COLA YEAR 3 (2%)

199.95

210.19

220.95

232.28

244.17

256.51
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

13,082.05
COLA YEAR 4 (2%)

203.95

214.39

225.37

236.92

249.05

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

13,343.69

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

11,011.80
COLA YEAR 1 (2%)

171.53

180.32

189.57

199.28

209.49

220.24
MA YEAR 1 (5.22%)

447.68

470.64

494.77

520.12

546.77

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

11,806.85
COLA YEAR 2 (2%)

183.91

193.34

203.25

213.67

224.61

236.14
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

12,042.99
COLA YEAR 3 (2%)

ATTACHMENT B

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

CITY OF STOCKTON 58

187.59   197.21   207.32   217.94   229.11   240.86
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

12,283.85
COLA YEAR 4 (2%)

191.34

201.15

211.46

222.30

233.69

245.68
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

12,529.53

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

12,212.26
COLA YEAR 1 (2%)

190.29

200.04

210.28

221.07

232.31

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

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

12,491.92
COLA YEAR 2 (2%)

194.64

204.62

215.10

226.13

237.63

249.84
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

12,741.76
COLA YEAR 3 (2%)

198.54

208.71

219.40

230.65

242.38

254.84
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

12,996.59
COLA YEAR 4 (2%)

202.51

212.88

223.79

235.27

247.23

259.93
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

13,256.53

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

9,577.97
COLA YEAR 1 (2%)

149.19

156.84

164.89

173.33

182.20

191.56
MA YEAR 1 (1.67%)

124.57

130.96

137.68

144.73

152.14

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

9,929.48
COLA YEAR 2 (2%)

154.66

162.60

170.94

179.69

188.89

198.59
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

ATTACHMENT B

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

CITY OF STOCKTON 59

COLA YEAR 3 (2%)

157.76

165.85

174.36

183.28

192.67

202.56
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

10,330.63
COLA YEAR 4 (2%)

160.91

169.17

177.85

186.95

196.52

206.61
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

10,537.25

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

9,921.36
COLA YEAR 1 (2%)

154.57

162.49

170.81

179.57

188.75

198.43
MA YEAR 1 (5.22%)

403.42

424.09

445.80

468.68

492.65

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

10,637.68
COLA YEAR 2 (2%)

165.73

174.22

183.14

192.53

202.38

212.75
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

10,850.44
COLA YEAR 3 (2%)

169.04

177.70

186.80

196.39

206.43

217.01
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

11,067.44
COLA YEAR 4 (2%)

172.42

181.26

190.54

200.31

210.56

221.35
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

11,288.79

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

8,853.65
COLA YEAR 1 (2%)

137.93

145.00

152.43

160.23

168.45

177.07
MA YEAR 1 (5.22%)

360.00

378.45

397.83

418.20

439.66

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

9,492.88
COLA YEAR 2 (2%)

147.89

155.47

163.43

171.80

180.61

189.86
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

ATTACHMENT B

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

CITY OF STOCKTON 60

COLA YEAR 3 (2%)

150.85

158.58

166.70

175.23

184.23

193.65
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

153.86

161.75

170.03

178.74

187.91

197.53
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

10,073.92

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

7,979.26
COLA YEAR 1 (2%)

124.30

130.68

137.38

144.40

151.81

159.59
MA YEAR 1 (5.22%)

324.42

341.08

358.55

376.89

396.21

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

8,555.36
COLA YEAR 2 (2%)

133.27

140.12

147.29

154.83

162.77

171.11
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

8,726.47
COLA YEAR 3 (2%)

135.94

142.92

150.24

157.93

166.02

174.53
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

8,901.00
COLA YEAR 4 (2%)

138.66

145.78

153.25

161.08

169.34

178.02
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,079.02

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

7,979.26
COLA YEAR 1 (2%)

124.30

130.68

137.38

144.40

151.81

159.59
MA YEAR 1 (5.22%)

324.42

341.08

358.55

376.89

396.21

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

8,555.36
COLA YEAR 2 (2%)

133.27

140.12

147.29

154.83

162.77

171.11
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

8,726.47

ATTACHMENT B

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

CITY OF STOCKTON 61

COLA YEAR 3 (2%)

135.94

142.92

150.24

157.93

166.02

174.53
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

8,901.00
COLA YEAR 4 (2%)

138.66

145.78

153.25

161.08

169.34

178.02
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,079.02

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

7,979.26
COLA YEAR 1 (2%)

124.30

130.68

137.38

144.40

151.81

159.59
MA YEAR 1 (5.22%)

324.42

341.08

358.55

376.89

396.21

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

8,555.36
COLA YEAR 2 (2%)

133.27

140.12

147.29

154.83

162.77

171.11
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

8,726.47
COLA YEAR 3 (2%)

135.94

142.92

150.24

157.93

166.02

174.53
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

138.66

145.78

153.25

161.08

169.34

178.02
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,079.02

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

8,853.65
COLA YEAR 1 (2%)

137.93

145.00

152.43

160.23

168.45

177.07
MA YEAR 1 (5.22%)

360.00

378.45

397.83

418.20

439.66

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

9,492.88
COLA YEAR 2 (2%)

147.89

155.47

163.43

171.80

180.61

189.86
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,682.74

ATTACHMENT B

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

CITY OF STOCKTON 62

COLA YEAR 3 (2%)

150.85

158.58

166.70

175.23

184.23

193.65
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,876.40
COLA YEAR 4 (2%)

153.86

161.75

170.03

178.74

187.91

197.53
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

10,073.92

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

8,853.65
COLA YEAR 1 (2%)

137.93

145.00

152.43

160.23

168.45

177.07
MA YEAR 1 (5.22%)

360.00

378.45

397.83

418.20

439.66

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

9,492.88
COLA YEAR 2 (2%)

147.89

155.47

163.43

171.80

180.61

189.86
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,682.74
COLA YEAR 3 (2%)

150.85

158.58

166.70

175.23

184.23

193.65
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

153.86

161.75

170.03

178.74

187.91

197.53
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

10,073.92

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

9,008.65
COLA YEAR 1 (2%)

140.34

147.53

155.10

163.05

171.39

180.17
MA YEAR 1 (2.52%)

176.83

185.88

195.42

205.45

215.95

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

9,415.84
COLA YEAR 2 (2%)

146.69

154.20

162.11

170.42

179.14

188.32
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,604.16

ATTACHMENT B

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

CITY OF STOCKTON 63

COLA YEAR 3 (2%)

149.62

157.28

165.35

173.83

182.72

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

9,796.24
COLA YEAR 4 (2%)

152.61

160.42

168.66

177.31

186.37

195.92
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,992.17

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

10,127.54
COLA YEAR 1 (2%)

157.76

165.86

174.35

183.29

192.67

202.55
MA YEAR 1 (2.25%)

177.48

186.59

196.14

206.20

216.76

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

10,557.96
COLA YEAR 2 (2%)

164.47

172.91

181.76

191.08

200.86

211.16
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

10,769.12
COLA YEAR 3 (2%)

167.76

176.36

185.39

194.90

204.88

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

10,984.50
COLA YEAR 4 (2%)

171.11

179.89

189.10

198.80

208.97

219.69
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

11,204.19

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

8,961.46
COLA YEAR 1 (2%)

139.61

146.77

154.29

162.20

170.49

179.23
MA YEAR 1 (3.13%)

218.49

229.70

241.46

253.84

266.82

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

9,421.18
COLA YEAR 2 (2%)

146.77

154.30

162.20

170.52

179.24

188.42
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,609.61

ATTACHMENT B

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

CITY OF STOCKTON 64

COLA YEAR 3 (2%)

149.71

157.39

165.45

173.93

182.82

192.19
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,801.80
COLA YEAR 4 (2%)

152.70

160.54

168.75

177.41

186.48

196.04
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,997.83

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

6,976.71
COLA YEAR 1 (2%)

107.97

113.65

119.63

125.93

132.56

139.53
MA YEAR 1 (7.63%)

411.90

433.58

456.40

480.42

505.71

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

7,648.57
COLA YEAR 2 (2%)

118.37

124.60

131.15

138.06

145.32

152.97
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

7,801.54
COLA YEAR 3 (2%)

120.73

127.09

133.78

140.82

148.23

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

7,957.57
COLA YEAR 4 (2%)

123.15

129.63

136.45

143.63

151.19

159.15
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

8,116.72

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

8,843.66
COLA YEAR 1 (2%)

137.78

144.84

152.27

160.06

168.25

176.87
MA YEAR 1 (3.6%)

248.00

260.71

274.08

288.11

302.85

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

9,338.90
COLA YEAR 2 (2%)

145.49

152.95

160.79

169.03

177.67

186.78
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,525.68

ATTACHMENT B

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

CITY OF STOCKTON 65

COLA YEAR 3 (2%)

148.40

156.01

164.01

172.41

181.22

190.51
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,716.20
COLA YEAR 4 (2%)

151.37

159.13

167.29

175.85

184.85

194.32
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,910.52

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

6,683.84
COLA YEAR 1 (2%)

104.13

109.47

115.06

120.96

127.16

133.68
MA YEAR 1 (6.89%)

358.72

377.12

396.38

416.72

438.08

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

7,278.03
COLA YEAR 2 (2%)

113.39

119.20

125.29

131.72

138.47

145.56
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

7,423.59
COLA YEAR 3 (2%)

115.65

121.59

127.79

134.35

141.24

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

7,572.07
COLA YEAR 4 (2%)

117.97

124.02

130.35

137.04

144.06

151.44
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

7,723.51

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

9,921.36
COLA YEAR 1 (2%)

154.57

162.49

170.81

179.57

188.75

198.43
MA YEAR 1 (5.22%)

403.42

424.09

445.80

468.68

492.65

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

10,637.68
COLA YEAR 2 (2%)

165.73

174.22

183.14

192.53

202.38

212.75
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

10,850.44

ATTACHMENT B

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

CITY OF STOCKTON 66

COLA YEAR 3 (2%)

169.04

177.70

186.80

196.39

206.43

217.01
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

11,067.44
COLA YEAR 4 (2%)

172.42

181.26

190.54

200.31

210.56

221.35
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

11,288.79

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

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

104.33

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

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

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

103.10

108.37

113.93
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

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

100.05

105.16

110.54

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

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

102.05

107.27

112.75

118.53
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

6,045.10

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

8,544.12
COLA YEAR 1 (2%)

133.10

139.92

147.08

154.63

162.56

170.88
MA YEAR 1 (1.63%)

108.47

114.03

119.87

126.02

132.49

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

8,854.27
COLA YEAR 2 (2%)

137.93

145.00

152.42

160.24

168.46

177.09
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,031.36

ATTACHMENT B

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

CITY OF STOCKTON 67

COLA YEAR 3 (2%)

140.69

147.90

155.47

163.45

171.83

180.63
MA YEAR 3 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,211.98
COLA YEAR 4 (2%)

143.50

150.86

158.58

166.72

175.27

184.24
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

9,396.22

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

6,941.46
COLA YEAR 1 (2%)

108.14

113.67

119.51

125.64

132.06

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

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

7,096.95
COLA YEAR 2 (2%)

110.56

116.22

122.18

128.45

135.02

141.94
MA YEAR 2 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

7,238.89
COLA YEAR 3 (2%)

112.77

118.55

124.63

131.02

137.72

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

7,383.67
COLA YEAR 4 (2%)

115.03

120.92

127.12

133.64

140.48

147.67
MA YEAR 4 (0%)                    ‐                       ‐                       ‐                       ‐                       ‐

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

7,531.34

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

ATTACHMENT B

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

CITY OF STOCKTON 68

Year 3 ‐ Monthly Salary
(Current hourly + all increases) x
173.34
*Monthly hours of 173.34 are calculated from 86.67 x 2

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

Hourly/Monthly Steps
1  2  3  4  5  6

Supervising Accountant  current monthly

7,007.14

7,366.30

7,744.30

8,141.10

8,558.04

8,996.30
current hourly

40.4243

42.4963

44.6769

46.9661

49.3714

51.8997
COLA year 1 (4%)

1.6170

1.6999

1.7871

1.8786

1.9749

2.0760
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

7,287.43

7,660.96

8,054.07

8,466.75

8,900.36

9,356.15
COLA year 2 (3%)

1.2612

1.3259

1.3939

1.4653

1.5404

1.6193
MA year 2 (7%)

2.8297

2.9747

3.1274

3.2876

3.4560

3.6330
Year 2 ‐ Monthly Salary

7,996.56

8,406.43

8,837.79

9,290.63

9,766.43

10,266.57
COLA year 3 (3%)

1.3840

1.4549

1.5296

1.6079

1.6903

1.7768
MA year 3 (3.1%)

1.2532

1.3174

1.3850

1.4559

1.5305

1.6089
Year 3 ‐ Monthly Salary

8,453.68

8,886.98

9,342.99

9,821.72

10,324.73

10,853.45

Revenue Supervisor  current monthly

5,050.46

5,309.56

5,580.68

5,867.40

6,167.30

6,484.00
current hourly

29.1361

30.6309

32.1950

33.8491

35.5792

37.4063
COLA year 1 (4%)

1.1654

1.2252

1.2878

1.3540

1.4232

1.4963
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

ATTACHMENT B

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

CITY OF STOCKTON 69

5,252.47   5,521.94   5,803.91   6,102.10   6,413.99   6,743.37 COLA year 2 (3%)

0.9090

0.9557

1.0045

1.0561

1.1101

1.1671
MA year 2 (7%)

2.0395

2.1442

2.2537

2.3694

2.4905

2.6184
Year 2 ‐ Monthly Salary

5,763.58

6,059.27

6,368.67

6,695.88

7,038.12

7,399.55
COLA year 3 (3%)

0.9975

1.0487

1.1022

1.1589

1.2181

1.2806
MA year 3 (0.55%)

0.1602

0.1685

0.1771

0.1862

0.1957

0.2057
Year 3 ‐ Monthly Salary

5,964.26

6,270.25

6,590.43

6,929.03

7,283.18

7,657.20

Deputy Director of
Community Services ‐
Recreation  current monthly

9,190.36

9,660.62

10,156.06

10,676.70

11,223.74

11,798.36
current hourly

53.0193

55.7322

58.5904

61.5940

64.7498

68.0649
COLA year 1 (4%)

2.1208

2.2293

2.3436

2.4638

2.5900

2.7226
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

9,557.98

10,047.04

10,562.30

11,103.77

11,672.68

12,270.30
COLA year 2 (3%)

1.6542

1.7388

1.8280

1.9217

2.0202

2.1236
MA year 2 (0.02%)

0.0106

0.0111

0.0117

0.0123

0.0129

0.0136
Year 2 ‐ Monthly Salary

9,846.56

10,350.39

10,881.20

11,439.02

12,025.10

12,640.77
COLA year 3 (3%)

1.7041

1.7913

1.8832

1.9798

2.0812

2.1877
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

10,141.95

10,660.90

11,207.64

11,782.19

12,385.86

13,020.00

Deputy Director of
Community Services ‐ City
Librarian  current monthly

9,190.36

9,660.62

10,156.06

10,676.70

11,223.74

11,798.36

ATTACHMENT B

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

CITY OF STOCKTON 70

current hourly

53.0193

55.7322

58.5904

61.5940

64.7498

68.0649
COLA year 1 (4%)

2.1208

2.2293

2.3436

2.4638

2.5900

2.7226
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

9,557.98

10,047.04

10,562.30

11,103.77

11,672.68

12,270.30
COLA year 2 (3%)

1.6542

1.7388

1.8280

1.9217

2.0202

2.1236
MA year 2 (0.02%)

0.0106

0.0111

0.0117

0.0123

0.0129

0.0136
Year 2 ‐ Monthly Salary

9,846.56

10,350.39

10,881.20

11,439.02

12,025.10

12,640.77
COLA year 3 (3%)

1.7041

1.7913

1.8832

1.9798

2.0812

2.1877
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

10,141.95

10,660.90

11,207.64

11,782.19

12,385.86

13,020.00

Deputy Community
Development
Director/Planning &
Engineering  current monthly

10,328.32

10,857.46

11,413.58

11,999.08

12,609.06

13,257.02
current hourly

59.5842

62.6368

65.8450

69.2228

72.7418

76.4799
COLA year 1 (4%)

2.3834

2.5055

2.6338

2.7689

2.9097

3.0592
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

10,741.46

11,291.76

11,870.12

12,479.04

13,113.43

13,787.31
COLA year 2 (3%)

1.8590

1.9543

2.0544

2.1598

2.2695

2.3862
MA year 2 (6.23%)

3.7121

3.9023

4.1021

4.3126

4.5318

4.7647
Year 2 ‐ Monthly Salary

11,707.16

12,306.93

12,937.28

13,600.96

14,292.37

15,026.84
COLA year 3 (3%)

2.0262

2.1300

2.2391

2.3539

2.4736

2.6007
MA year 3 (0%)

ATTACHMENT B

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

CITY OF STOCKTON 71

‐     ‐     ‐     ‐     ‐     ‐
Year 3 ‐ Monthly Salary

12,058.37

12,676.14

13,325.40

14,008.99

14,721.14

15,477.64

Deputy Community
Development
Director/Engineering and
Transportation Planning  current monthly

10,115.28

10,633.50

11,178.14

11,751.56

12,348.98

12,983.60
current hourly

58.3551

61.3448

64.4868

67.7949

71.2414

74.9025
COLA year 1 (4%)

2.3342

2.4538

2.5795

2.7118

2.8497

2.9961
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

10,519.88

11,058.85

11,625.27

12,221.63

12,842.94

13,502.94
COLA year 2 (3%)

1.8207

1.9140

2.0120

2.1152

2.2227

2.3370
MA year 2 (7%)

4.0849

4.2941

4.5141

4.7456

4.9869

5.2432
Year 2 ‐ Monthly Salary

11,543.55

12,134.96

12,756.50

13,410.89

14,092.66

14,816.88
COLA year 3 (3%)

1.9978

2.1002

2.2078

2.3210

2.4390

2.5644
MA year 3 (1.68%)

0.9804

1.0306

1.0834

1.1390

1.1969

1.2584
Year 3 ‐ Monthly Salary

12,059.79

12,677.65

13,326.98

14,010.64

14,722.90

15,479.51

Planning Manager  current monthly

8,699.96

9,146.42

9,614.72

10,107.38

10,625.72

11,169.70
current hourly

50.1901

52.7658

55.4674

58.3096

61.2999

64.4381
COLA year 1 (4%)

2.0076

2.1106

2.2187

2.3324

2.4520

2.5775
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

9,047.95

9,512.28

9,999.31

10,511.68

11,050.75

11,616.49
COLA year 2 (3%)

1.5659

1.6463

1.7306

1.8193

1.9126

2.0105

ATTACHMENT B

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

CITY OF STOCKTON 72

MA year 2 (4.96%)

2.4894

2.6172

2.7512

2.8922

3.0405

3.1961
Year 2 ‐ Monthly Salary

9,750.91

10,251.31

10,776.18

11,328.36

11,909.31

12,519.00
COLA year 3 (3%)

1.6876

1.7742

1.8650

1.9606

2.0611

2.1667
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

10,043.43

10,558.85

11,099.46

11,668.21

12,266.59

12,894.57

Deputy Community
Development
Director/Building & Life
Safety  current monthly

10,387.40

10,919.58

11,478.86

12,067.72

12,681.20

13,332.88
current hourly

59.9250

62.9951

66.2217

69.6188

73.1579

76.9175
COLA year 1 (4%)

2.3970

2.5198

2.6489

2.7848

2.9263

3.0767
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

10,802.90

11,356.35

11,938.02

12,550.43

13,188.44

13,866.19
COLA year 2 (3%)

1.8697

1.9654

2.0661

2.1721

2.2825

2.3998
MA year 2 (6.32%)

3.7873

3.9813

4.1852

4.3999

4.6236

4.8612
Year 2 ‐ Monthly Salary

11,783.47

12,387.16

13,021.63

13,689.62

14,385.54

15,124.82
COLA year 3 (3%)

2.0394

2.1438

2.2537

2.3693

2.4897

2.6177
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

12,136.97

12,758.78

13,412.28

14,100.31

14,817.11

15,578.56

Deputy Building Official  current monthly

8,727.14

9,174.76

9,644.50

10,138.96

10,658.12

11,204.62
current hourly

50.3470

52.9293

55.6392

58.4917

61.4868

64.6395
COLA year 1 (4%)

ATTACHMENT B

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

CITY OF STOCKTON 73

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

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

9,076.23

9,541.76

10,030.28

10,544.51

11,084.45

11,652.80
COLA year 2 (3%)

1.5708

1.6514

1.7359

1.8249

1.9184

2.0168
MA year 2 (5.34%)

2.6885

2.8264

2.9711

3.1235

3.2834

3.4517
Year 2 ‐ Monthly Salary

9,814.55

10,317.94

10,846.20

11,402.26

11,986.12

12,600.71
COLA year 3 (3%)

1.6986

1.7857

1.8772

1.9734

2.0744

2.1808
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

10,108.99

10,627.48

11,171.59

11,744.33

12,345.71

12,978.73

Plan Check Engineer  current monthly

7,720.24

8,115.84

8,532.08

8,968.90

9,427.66

9,910.88
current hourly

44.5381

46.8203

49.2216

51.7417

54.3882

57.1760
COLA year 1 (4%)

1.7815

1.8728

1.9689

2.0697

2.1755

2.2870
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

8,029.04

8,440.46

8,873.36

9,327.66

9,804.76

10,307.32
COLA year 2 (3%)

1.3896

1.4608

1.5357

1.6143

1.6969

1.7839
MA year 2 (3.39%)

1.5098

1.5872

1.6686

1.7540

1.8438

1.9383
Year 2 ‐ Monthly Salary

8,531.63

8,968.80

9,428.79

9,911.54

10,418.50

10,952.52
COLA year 3 (3%)

1.4766

1.5522

1.6318

1.7154

1.8031

1.8956
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

8,787.58

9,237.87

9,711.66

10,208.88

10,731.05

11,281.10

ATTACHMENT B

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

CITY OF STOCKTON 74

Supervising Combination
Inspector  current monthly

6,459.16

6,791.26

7,138.92

7,504.78

7,888.76

8,293.48
current hourly

37.2629

39.1788

41.1845

43.2951

45.5103

47.8452
COLA year 1 (4%)

1.4905

1.5672

1.6474

1.7318

1.8204

1.9138
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

6,717.52

7,062.90

7,424.48

7,804.96

8,204.31

8,625.23
COLA year 2 (3%)

1.1626

1.2224

1.2850

1.3508

1.4199

1.4928
MA year 2 (6.67%)

2.4854

2.6132

2.7470

2.8878

3.0355

3.1913
Year 2 ‐ Monthly Salary

7,349.87

7,727.77

8,123.38

8,539.68

8,976.61

9,437.16
COLA year 3 (3%)

1.2720

1.3374

1.4059

1.4780

1.5536

1.6333
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

7,570.36

7,959.60

8,367.08

8,795.87

9,245.91

9,720.27

Fire Telecommunications
Supervisor (40 hr work
week)  current monthly

5,635.82

5,924.94

6,227.44

6,547.06

6,882.52

7,235.08
current hourly

32.5131

34.1810

35.9262

37.7701

39.7053

41.7392
COLA year 1 (4%)

1.3005

1.3672

1.4370

1.5108

1.5882

1.6696
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

5,861.25

6,161.93

6,476.55

6,808.95

7,157.82

7,524.48
COLA year 2 (3%)

1.0144

1.0664

1.1209

1.1784

1.2388

1.3023
MA year 2 (3.29%)

1.0697

1.1246

1.1820

1.2426

1.3063

1.3732
Year 2 ‐ Monthly Salary

6,222.51

6,541.72

6,875.72

7,228.62

7,598.99

7,988.24
COLA year 3 (3%)

1.0769

1.1322

1.1900

1.2511

1.3152

1.3825

ATTACHMENT B

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

CITY OF STOCKTON 75

MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

6,409.18

6,737.97

7,082.00

7,445.48

7,826.96

8,227.89

Fire Telecommunications
Supervisor (56 hr work
week)  current monthly

5,635.46

5,924.54

6,227.06

6,546.62

6,882.08

7,234.62
current hourly

23.2237

24.4150

25.6617

26.9786

28.3610

29.8138
COLA year 1 (4%)

0.9289

0.9766

1.0265

1.0791

1.1344

1.1926
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

5,860.88

6,161.53

6,476.15

6,808.49

7,157.36

7,524.00
COLA year 2 (3%)

0.7246

0.7617

0.8006

0.8417

0.8849

0.9302
MA year 2 (3.29%)

0.7641

0.8033

0.8443

0.8876

0.9331

0.9809
Year 2 ‐ Monthly Salary

6,222.11

6,541.29

6,875.31

7,228.13

7,598.50

7,987.74
COLA year 3 (3%)

0.7692

0.8087

0.8500

0.8936

0.9394

0.9875
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

6,408.78

6,737.53

7,081.57

7,444.97

7,826.46

8,227.37

Code Enforcement
Supervisor  current monthly

5,900.34

6,203.36

6,520.68

6,854.90

7,207.34

7,575.38
current hourly

34.0391

35.7872

37.6179

39.5460

41.5792

43.7024
COLA year 1 (4%)

1.3616

1.4315

1.5047

1.5818

1.6632

1.7481
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

6,136.35

6,451.49

6,781.51

7,129.10

7,495.63

7,878.39
COLA year 2 (3%)

1.0620

1.1166

1.1737

1.2338

1.2973

1.3635

ATTACHMENT B

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

CITY OF STOCKTON 76

MA year 2 (3.33%)

1.1335

1.1917

1.2527

1.3169

1.3846

1.4553
Year 2 ‐ Monthly Salary

6,516.92

6,851.60

7,202.10

7,571.24

7,960.51

8,367.00
COLA year 3 (3%)

1.1279

1.1858

1.2465

1.3104

1.3777

1.4481
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

6,712.43

7,057.15

7,418.16

7,798.38

8,199.32

8,618.01

Police Services Manager  current monthly

8,206.76

8,627.92

9,070.56

9,534.70

10,022.90

10,537.66
current hourly

47.3449

49.7745

52.3281

55.0058

57.8222

60.7918
COLA year 1 (4%)

1.8938

1.9910

2.0931

2.2002

2.3129

2.4317
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

8,535.04

8,973.03

9,433.37

9,916.09

10,423.82

10,959.16
COLA year 2 (3%)

1.4772

1.5530

1.6326

1.7162

1.8041

1.8967
MA year 2 (0.33%)

0.1577

0.1657

0.1743

0.1832

0.1925

0.2024
Year 2 ‐ Monthly Salary

8,818.42

9,270.95

9,746.58

10,245.33

10,769.91

11,323.02
COLA year 3 (3%)

1.5262

1.6045

1.6868

1.7732

1.8640

1.9597
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

9,082.97

9,549.08

10,038.98

10,552.69

11,093.00

11,662.71

Supervising Police Records
Assistant  current monthly

4,960.34

5,214.38

5,481.80

5,762.54

6,057.92

6,369.08
current hourly

28.6163

30.0818

31.6245

33.2442

34.9482

36.7433
COLA year 1 (4%)

1.1447

1.2033

1.2650

1.3298

1.3979

1.4697
MA year 1 (0%)

ATTACHMENT B

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

CITY OF STOCKTON 77

‐     ‐     ‐     ‐     ‐     ‐
Year 1 ‐ Monthly Salary

5,158.76

5,422.95

5,701.06

5,993.05

6,300.24

6,623.85
COLA year 2 (3%)

0.8928

0.9386

0.9867

1.0372

1.0904

1.1464
MA year 2 (7%)

2.0031

2.1057

2.2137

2.3271

2.4464

2.5720
Year 2 ‐ Monthly Salary

5,660.75

5,950.65

6,255.82

6,576.22

6,913.30

7,268.40
COLA year 3 (3%)

0.9797

1.0299

1.0827

1.1381

1.1965

1.2579
MA year 3 (2.37%)

0.6782

0.7129

0.7495

0.7879

0.8283

0.8708
Year 3 ‐ Monthly Salary

5,948.13

6,252.75

6,573.41

6,910.08

7,264.27

7,637.40

Supervising Evidence
Technician  current monthly

5,915.54

6,219.56

6,537.62

6,872.50

7,225.60

7,595.48
current hourly

34.1268

35.8807

37.7156

39.6475

41.6845

43.8184
COLA year 1 (4%)

1.3651

1.4352

1.5086

1.5859

1.6674

1.7527
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

6,152.16

6,468.34

6,799.13

7,147.40

7,514.61

7,899.30
COLA year 2 (3%)

1.0648

1.1195

1.1767

1.2370

1.3006

1.3671
MA year 2 (5.63%)

1.9213

2.0201

2.1234

2.2322

2.3468

2.4670
Year 2 ‐ Monthly Salary

6,669.77

7,012.55

7,371.17

7,748.74

8,146.85

8,563.91
COLA year 3 (3%)

1.1543

1.2137

1.2757

1.3411

1.4100

1.4822
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

6,869.86

7,222.93

7,592.30

7,981.20

8,391.26

8,820.82

Property Room Supervisor  current monthly

5,587.24

5,873.38

6,174.60

6,490.84

6,823.52

7,174.00

ATTACHMENT B

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

CITY OF STOCKTON 78

current hourly

32.2328

33.8836

35.6213

37.4457

39.3650

41.3869
COLA year 1 (4%)

1.2893

1.3553

1.4249

1.4978

1.5746

1.6555
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

5,810.72

6,108.32

6,421.58

6,750.47

7,096.47

7,460.97
COLA year 2 (3%)

1.0057

1.0572

1.1114

1.1683

1.2282

1.2913
MA year 2 (7%)

2.2563

2.3719

2.4935

2.6212

2.7556

2.8971
Year 2 ‐ Monthly Salary

6,376.15

6,702.70

7,046.45

7,407.34

7,787.01

8,186.97
COLA year 3 (3%)

1.1035

1.1600

1.2195

1.2820

1.3477

1.4169
MA year 3 (5.42%)

1.7470

1.8365

1.9307

2.0296

2.1336

2.2432
Year 3 ‐ Monthly Salary

6,870.26

7,222.12

7,592.51

7,981.37

8,390.46

8,821.42

Deputy Public Works
Director (PE)  current monthly

10,979.00

11,541.66

12,133.06

12,746.08

13,405.86

14,089.64
current hourly

63.3380

66.5839

69.9957

73.5322

77.3385

81.2833
COLA year 1 (4%)

2.5335

2.6634

2.7998

2.9413

3.0935

3.2513
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

11,418.17

12,003.32

12,618.38

13,255.91

13,942.09

14,653.23
COLA year 2 (3%)

1.9761

2.0774

2.1839

2.2942

2.4130

2.5360
MA year 2 (5.32%)

3.3696

3.5423

3.7238

3.9119

4.1144

4.3243
Year 2 ‐ Monthly Salary

12,344.80

12,977.43

13,642.41

14,331.68

15,073.54

15,842.40
COLA year 3 (3%)

2.1365

2.2460

2.3611

2.4804

2.6088

2.7418
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

12,715.14

13,366.76

14,051.68

14,761.63

15,525.75

16,317.67

ATTACHMENT B

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

CITY OF STOCKTON 79

Deputy Public Works
Director   current monthly

10,615.06

11,158.54

11,731.16

12,330.46

12,956.44

13,623.68
current hourly

61.2384

64.3737

67.6772

71.1345

74.7458

78.5951
COLA year 1 (4%)

2.4495

2.5749

2.7071

2.8454

2.9898

3.1438
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

11,039.67

11,604.88

12,200.41

12,823.67

13,474.69

14,168.62
COLA year 2 (3%)

1.9106

2.0085

2.1115

2.2194

2.3321

2.4522
MA year 2 (3.59%)

2.1985

2.3110

2.4296

2.5537

2.6834

2.8216
Year 2 ‐ Monthly Salary

11,751.94

12,353.62

12,987.57

13,651.05

14,344.07

15,082.77
COLA year 3 (3%)

2.0339

2.1380

2.2478

2.3626

2.4825

2.6104
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

12,104.50

12,724.22

13,377.20

14,060.58

14,774.39

15,535.25

Engineering Services
Manager  current monthly

10,401.64

10,934.44

11,494.20

12,083.48

12,702.28

13,344.20
current hourly

60.0072

63.0809

66.3101

69.7097

73.2796

76.9828
COLA year 1 (4%)

2.4003

2.5232

2.6524

2.7884

2.9312

3.0793
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

10,817.71

11,371.82

11,953.96

12,566.82

13,210.38

13,877.97
COLA year 2 (3%)

1.8722

1.9681

2.0689

2.1749

2.2863

2.4019
MA year 2 (0.77%)

0.4621

0.4857

0.5106

0.5368

0.5643

0.5928
Year 2 ‐ Monthly Salary

11,222.34

11,797.17

12,401.08

13,036.87

13,704.50

14,397.06
COLA year 3 (3%)

ATTACHMENT B

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

CITY OF STOCKTON 80

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

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

11,559.01

12,151.09

12,773.12

13,427.97

14,115.63

14,828.97

Principal Civil Engineer  current monthly

9,758.74

10,259.14

10,785.04

11,337.76

11,918.58

12,530.00
current hourly

56.2983

59.1851

62.2190

65.4076

68.7584

72.2857
COLA year 1 (4%)

2.2519

2.3674

2.4888

2.6163

2.7503

2.8914
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

10,149.10

10,669.51

11,216.44

11,791.26

12,395.32

13,031.20
COLA year 2 (3%)

1.7565

1.8466

1.9412

2.0407

2.1453

2.2553
MA year 2 (7%)

3.9409

4.1430

4.3553

4.5785

4.8131

5.0600
Year 2 ‐ Monthly Salary

11,136.68

11,707.74

12,307.89

12,938.64

13,601.48

14,299.24
COLA year 3 (3%)

1.9274

2.0263

2.1301

2.2393

2.3540

2.4748
MA year 3 (1.61%)

0.9064

0.9529

1.0017

1.0531

1.1070

1.1638
Year 3 ‐ Monthly Salary

11,627.90

12,224.14

12,850.77

13,509.34

14,201.42

14,929.95

Senior Civil Engineer  current monthly

8,793.82

9,244.44

9,717.78

10,216.36

10,738.90

11,289.22
current hourly

50.7316

53.3312

56.0620

58.9383

61.9528

65.1276
COLA year 1 (4%)

2.0293

2.1332

2.2425

2.3575

2.4781

2.6051
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

9,145.57

9,614.21

10,106.50

10,625.02

11,168.45

11,740.79
COLA year 2 (3%)

1.5828

1.6639

1.7491

1.8389

1.9329

2.0320

ATTACHMENT B

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

CITY OF STOCKTON 81

MA year 2 (4.48%)

2.2728

2.3892

2.5116

2.6404

2.7755

2.9177
Year 2 ‐ Monthly Salary

9,813.90

10,316.78

10,845.05

11,401.46

11,984.61

12,598.77
COLA year 3 (3%)

1.6985

1.7855

1.8770

1.9733

2.0742

2.1805
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

10,108.32

10,626.29

11,170.40

11,743.51

12,344.15

12,976.73

Associate Civil Engineer  current monthly

7,847.34

8,249.62

8,672.06

9,115.94

9,583.78

10,074.32
current hourly

45.2714

47.5921

50.0292

52.5899

55.2889

58.1188
COLA year 1 (4%)

1.8109

1.9037

2.0012

2.1036

2.2116

2.3248
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

8,161.24

8,579.60

9,018.94

9,480.57

9,967.13

10,477.29
COLA year 2 (3%)

1.4125

1.4849

1.5609

1.6408

1.7250

1.8133
MA year 2 (1.55%)

0.7017

0.7377

0.7755

0.8151

0.8570

0.9008
Year 2 ‐ Monthly Salary

8,527.71

8,964.86

9,423.93

9,906.28

10,414.69

10,947.76
COLA year 3 (3%)

1.4759

1.5516

1.6310

1.7145

1.8025

1.8947
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

8,783.54

9,233.80

9,706.65

10,203.47

10,727.13

11,276.19

Associate Engineer  current monthly

7,071.80

7,434.98

7,815.82

8,215.58

8,636.76

9,079.36
current hourly

40.7973

42.8925

45.0895

47.3957

49.8255

52.3789
COLA year 1 (4%)

1.6319

1.7157

1.8036

1.8958

1.9930

2.0952
MA year 1 (0%)

‐

‐

‐

‐

‐

‐

ATTACHMENT B

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

CITY OF STOCKTON 82

Year 1 ‐ Monthly Salary

7,354.68

7,732.39

8,128.45

8,544.19

8,982.22

9,442.53
COLA year 2 (3%)

1.2729

1.3382

1.4068

1.4787

1.5546

1.6342
MA year 2 (7%)

2.8558

3.0025

3.1563

3.3177

3.4878

3.6665
Year 2 ‐ Monthly Salary

8,070.34

8,484.81

8,919.41

9,375.61

9,856.26

10,361.36
COLA year 3 (3%)

1.3967

1.4685

1.5437

1.6226

1.7058

1.7932
MA year 3 (0.88%)

0.3590

0.3775

0.3968

0.4171

0.4385

0.4609
Year 3 ‐ Monthly Salary

8,374.68

8,804.78

9,255.77

9,729.17

10,227.95

10,752.10

Assistant City Traffic
Engineer  current monthly

8,793.82

9,244.44

9,717.78

10,216.36

10,738.90

11,289.22
current hourly

50.7316

53.3312

56.0620

58.9383

61.9528

65.1276
COLA year 1 (4%)

2.0293

2.1332

2.2425

2.3575

2.4781

2.6051
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

9,145.57

9,614.21

10,106.50

10,625.02

11,168.45

11,740.79
COLA year 2 (3%)

1.5828

1.6639

1.7491

1.8389

1.9329

2.0320
MA year 2 (4.48%)

2.2728

2.3892

2.5116

2.6404

2.7755

2.9177
Year 2 ‐ Monthly Salary

9,813.90

10,316.78

10,845.05

11,401.46

11,984.61

12,598.77
COLA year 3 (3%)

1.6985

1.7855

1.8770

1.9733

2.0742

2.1805
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

10,108.32

10,626.29

11,170.40

11,743.51

12,344.15

12,976.73

Senior Public Works
Supervisor  current monthly

6,870.30

7,222.98

7,592.44

7,982.32

8,391.40

8,820.90
current hourly

ATTACHMENT B

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

CITY OF STOCKTON 83

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

1.5854

1.6668

1.7520

1.8420

1.9364

2.0355
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

7,145.11

7,511.89

7,896.15

8,301.62

8,727.06

9,173.73
COLA year 2 (3%)

1.2366

1.3001

1.3666

1.4368

1.5104

1.5877
MA year 2 (7%)

2.7744

2.9169

3.0661

3.2235

3.3887

3.5621
Year 2 ‐ Monthly Salary

7,840.38

8,242.86

8,664.50

9,109.43

9,576.27

10,066.40
COLA year 3 (3%)

1.3569

1.4266

1.4996

1.5766

1.6574

1.7422
MA year 3 (14.68%)

5.8184

6.1171

6.4300

6.7602

7.1066

7.4703
Year 3 ‐ Monthly Salary

9,084.15

9,550.48

10,039.01

10,554.52

11,095.42

11,663.30
Public Works Supervisor  current monthly

6,712.22

7,056.66

7,417.88

7,798.42

8,198.38

8,617.64
current hourly

38.7228

40.7099

42.7938

44.9892

47.2965

49.7152
COLA year 1 (4%)

1.5489

1.6284

1.7118

1.7996

1.8919

1.9886
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

6,980.70

7,338.92

7,714.59

8,110.37

8,526.31

8,962.34
COLA year 2 (3%)

1.2082

1.2701

1.3352

1.4037

1.4757

1.5511
MA year 2 (7%)

2.7106

2.8497

2.9956

3.1492

3.3108

3.4801
Year 2 ‐ Monthly Salary

7,659.97

8,053.05

8,465.28

8,899.57

9,355.99

9,834.44
COLA year 3 (3%)

1.3257

1.3937

1.4651

1.5403

1.6192

1.7020
MA year 3 (5.53%)

2.1414

2.2513

2.3665

2.4879

2.6155

2.7493
Year 3 ‐ Monthly Salary

8,260.96

8,684.88

9,129.45

9,597.81

10,090.04

10,606.03

ATTACHMENT B

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

CITY OF STOCKTON 84

Fleet Manager  current monthly

7,726.64

8,123.30

8,538.84

8,977.32

9,437.36

9,920.38
current hourly

44.5750

46.8634

49.2607

51.7902

54.4442

57.2308
COLA year 1 (4%)

1.7830

1.8745

1.9704

2.0716

2.1778

2.2892
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

8,035.70

8,448.23

8,880.40

9,336.41

9,814.85

10,317.20
COLA year 2 (3%)

1.3907

1.4621

1.5369

1.6159

1.6987

1.7856
MA year 2 (2.14%)

0.9539

1.0029

1.0542

1.1083

1.1651

1.2247
Year 2 ‐ Monthly Salary

8,442.12

8,875.52

9,329.55

9,808.61

10,311.26

10,839.01
COLA year 3 (3%)

1.4611

1.5361

1.6147

1.6976

1.7846

1.8759
MA year 3 (0%)

‐

‐

‐

‐

‐

‐
Year 3 ‐ Monthly Salary

8,695.38

9,141.79

9,609.43

10,102.87

10,620.59

11,164.19

Supervising Mechanic  current monthly

5,798.64

6,096.30

6,409.16

6,737.22

7,083.00

7,445.28
current hourly

33.4524

35.1696

36.9745

38.8671

40.8619

42.9519
COLA year 1 (4%)

1.3381

1.4068

1.4790

1.5547

1.6345

1.7181
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

6,030.58

6,340.15

6,665.53

7,006.71

7,366.32

7,743.09
COLA year 2 (3%)

1.0437

1.0973

1.1536

1.2127

1.2749

1.3401
MA year 2 (3.20%)

1.0705

1.1254

1.1832

1.2437

1.3076

1.3745
Year 2 ‐ Monthly Salary

6,397.06

6,725.44

7,070.59

7,432.50

7,813.97

8,213.64
COLA year 3 (3%)

1.1071

1.1640

1.2237

1.2863

1.3524

1.4215
MA year 3 (0%)

ATTACHMENT B

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

CITY OF STOCKTON 85

‐     ‐     ‐     ‐     ‐     ‐
Year 3 ‐ Monthly Salary

6,588.97

6,927.20

7,282.70

7,655.48

8,048.39

8,460.04

Solid Waste Manager  current monthly

7,791.74

8,191.60

8,611.88

9,052.54

9,516.04

10,004.76
current hourly

44.9506

47.2574

49.6820

52.2242

54.8981

57.7175
COLA year 1 (4%)

1.7980

1.8903

1.9873

2.0890

2.1959

2.3087
MA year 1 (0%)

‐

‐

‐

‐

‐

‐
Year 1 ‐ Monthly Salary

8,103.41

8,519.26

8,956.35

9,414.64

9,896.68

10,404.94
COLA year 2 (3%)

1.4025

1.4744

1.5501

1.6294

1.7128

1.8008
MA year 2 (7%)

3.1465

3.3080

3.4777

3.6557

3.8429

4.0402
Year 2 ‐ Monthly Salary

8,891.93

9,348.25

9,827.88

10,330.76

10,859.70

11,417.42
COLA year 3 (3%)

1.5389

1.6179

1.7009

1.7879

1.8795

1.9760
MA year 3 (8.50%)

3.8208

4.0169

4.2230

4.4391

4.6663

4.9060
Year 3 ‐ Monthly Salary

9,820.99

10,324.98

10,854.72

11,410.15

11,994.36

12,610.35

ATTACHMENT B