CITY OF STOCKTON
MID-MA
NAGEMENT/SUPERVISORY LEVEL
MEMORANDUM OF UNDERSTANDING
The St
ockton Mid-Management/Supervisory Level bargaining unit and representatives of the City of Stockton have met and conferred in good faith regarding wages, hours and other terms and conditions of employment of employees employed in the representation unit identified in section 1, have exchanged freely information, opinions, and proposals and have endeavored to reach agreement on all matters relating to the employment conditions and employer-employee relations of such employees.
This
Memorandum of Understanding (MOU) is entered into pursuant to the Meyers-Milias-Brown Act (Government Code Sections 3500- 3511) and has been jointly prepared by the parties.
This
MOU shall be presented to the Stockton City Council as the joint recommendations of the undersigned for salary and employee benefit adjustments for the period commencing July 1, 2023, and ending June 30, 2026.
EXHIBIT 2
Table of Contents
Section 1. Recognition ................................................................................................... 3 Section 2. Association Rights ......................................................................................... 4 Section 3. Compliance with Federal Laws ...................................................................... 8 Section 4. Probation ....................................................................................................... 9 Section 5. Layoff .......................................................................................................... 10 Section 6. Reemployment ............................................................................................ 14 Section 7. Discipline ..................................................................................................... 15 Section 8. Grievance Procedure .................................................................................. 16 Section 9. Leaves ......................................................................................................... 20 Section 10. Days and Hours of Work ........................................................................... 31 Section 11. Overtime .................................................................................................... 32 Section 12. Holidays ..................................................................................................... 35 Section 13. Compensation and Allowances Other Than Base Salary .......................... 37 Section 14. Insurance Plans ......................................................................................... 42 Section 15. Salary Plan ................................................................................................ 45 Section 16. Severability of Provisions .......................................................................... 50 Section 17. Past Practices and Existing Memoranda ................................................... 50 Section 18. Scope of Agreement .................................................................................. 50 Section 19. Duration of Agreement .............................................................................. 50 Section 20. Maintenance of Operations/City Rights ..................................................... 51 Section 21. Bankruptcy ................................................................................................. 52 Appendix A – Compensation Market Adjustments ........................................................ 54
EXHIBIT 2
SECT
ION 1. RECOGNITION
1.1 City Recognition
The City Manager, or any person or organization duly authorized by the City Manager, is the representative of the City of Stockton, hereinafter referred to as the "City" in employer -employee relations as provided in Resolution No. 32,538, adopted by the City Council on August 4, 1975.
1.2 Association Recogni
tion
The City of Stoc kton Management B & C Employees Group, hereinafter referred to as "Association", is the recognized employee organization for the Mid-Management/Supervisory Level Bargaining Unit certified pursuant to Resolution No. 91-0014, adopted by the City Council on January 2, 1991.
1.3 Reopener
The Association agrees to meet at the City’s request for the purpose of meeting and conferring on any changes that would be a mandatory subject of bargaining that may result from any City proposal on organizational, operational or staffing changes that are a result of efficiency measures during the term of this contract.
EXHIBIT 2
SEC
TION 2. ASSOCIATION RIG HTS
2.1 Association M embership Dues and Payroll Deductions
(a) In accordance with the Senate Bi ll (SB) 866, the parties agree to the following process for making, cancelling, or changing payroll deductions for Association membership dues deductions.
(b) As certified in writing by the Association to the City in a manner consi stent with the requi rement of (SB) 866 the City will de duct th e monthly Association membership dues, initiation fees, general assessments and payments for membership benefits programs sponsored by the Association from the salary or wages of all bargaining unit employees who voluntarily authorize such de ductions, as c ertified in writing by the Association to the City, and pay such amounts to the Association.
1. All employee requests to cancel or change membership dues deductions shall be directed to the Association.
2. The City shall rely upon written notification from the Association for any and all employee requests to cancel or change payroll deductions for membership dues.
3. The Association is responsible to obtain and maintain voluntary written authorization for membership dues deductions.
4. Membership dues dedu ctions shall automatically renew unle ss 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 deduct ion amounts provided by the Association.
6. The Association i s not required to provide a copy of individual employee authorizations to the City unless a dispute arises about the existence or terms of the authorization.
7. Deduction notification will be provided to [email protected].
8. Changes, an d/or c ancellations, received by the City prior to the 15th of the month will be processed no later than the first pay EXHIBIT 2
per
iod of the second month. Example: Association notifies the City on January 15th , the deductions will be effective no later than the first full pay period in March. The parties recognize there is a lapse in time due to pay period processing constraints. The City will make every effort to process earlier if possible.
(c) Hold Harmless Provision.
The Association shall indemnify, defend, and ho ld 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 Empl
oyee 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 thi rty ( 30) days of hire or by the first p ay period of the month following hire a list containing the following information on file from the City’s Human Resources database system:
1. Name;
2. Job title;
3. Department;
4. Work location;
5. P ersonal cellular telephone numbers, including work and home;
6. P ersonal email addresses as provided by new hire employee; and
7. Home address.
The above information shall be updated and provided to the Association at least every one hundred and twenty (120) days for all bargaining unit members.
2.3 U
se of C ity Facilities
The Association shall be allowed by the City department in which it represents employees' use of space on available bulletin boards for communications having to do with official Association business, such as times and places of meetings, EXHIBIT 2
prov
ided such use does not interfere with the needs of the department.
Any representative of the Association shall give notice to the department head or their designated representative when contacting department employees on Cit y facilities during the duty period of t he employees, provided that solicitation for membership or other internal Association business shall be conducted during the non-duty hours of all employees concerned. Prearrangement for routine contact may be made with the individual depart ment head s a nd w hen made sh all continue until revoked by the department heads.
City buildings and other facilities may be made available for use by City employees or the Association or their representative in accordance with suc h administrative procedures a s may be established by the City Manag er or department heads concerned.
Members of the Association are prohibited from using City equipment and/or time for their own personal use.
2.4 A
dvanced Noti fication
Except in cases of emergency, reasonable advance written notice shall be given to th e Association if related to matters within the scope of representation proposed to be adopted by the City and shall be given the opportunity to negotiate, if requested, with the designated management representatives p rior to adoption.
In cases of emergenc y when the foregoing procedure is not practical or in the best public interest, the City may adopt or put into practice immediately such measures as are required. At the earliest practical date thereafter, the Association shall be provided with the notice described above and be given an opportunity, if requested, to negotiate changes to the content of said notice with the management representatives designated by the City Manager.
2.5 A
ttendance at Meetings by Employe es
City employees who are official rep resentatives or unit representatives of the Association shall be given reasonable time off with pay to attend meetings with City Management representatives, where matters within the scope of representation, or grievances are being considered.
The use of o fficial time for this purpose shall be reasonable and shall not interfere with the performance of City services as determined by the City. Time spent for these purposes while a representative is not scheduled to wor k shall EXHIBIT 2
not
be compensated by the City and shall not be considered as hours worked.
Such employee representatives shall request an excused absence, prior to the scheduled meeting whenever possible. Except by mutual agreement the number of employees excused for such purposes shall not exceed three (3) employees.
EXHIBIT 2
SECT
ION 3. COMPLIANCE WITH FEDERAL LAWS
3.1 No n -Discrimination
(a) Non-Dis crimination. The City and the Asso ciation agree that there shall be no discrimination of any kind on the basis of age (over 40), race, color, religion (creed), nati onal origin, ( ancestry), military or veteran status, physical and mental disability , medical condition, genetic information, marital status, sexual orientation, sex (gender based including, pregnancy, childbirth, breastfeeding or related medical conditions ), gender identity/expression, political affiliation, legitimate Union activity, or on any other basis prohibited by applicable F ederal and State law against any employee or applicant for employment.
(b) Th
e Association shall cooperate with the City, to the extent required by Federal and State laws and regulations, in furthering the obj ective of Equal Employment O pportunities, as defined by Federal and State regulations.
EXHIBIT 2
SECT
ION 4. PROBATION
4.1 Super
visory Level
All original appointments shall be tentative and subject to a probationary period of one (1 ) year. Promotional appoint ments shall b e sub ject to a probationary period of six (6) months. The probationary period shall not be extended.
4.2 Mid
-M anagement Level
All Mid -Management Level positions do not have Civil Servic e status.
Employment and separation of employment will be consistent with State Law.
4.3 Retention/
Rejection of Probationer
During the probationary period a Supervisory Level employee may be rejected at any time by the appointing authority. Any employee who held a position in the classified service and su bsequently a ppointed to a p osition in the u nclassified service and subsequently removed f rom such position that em ployee shall have the right to be employed in a position comparable to their formerly held position in the classified service from which they were promoted unless charges are filed and they are discharged in the manner provided in section 7 of this MOU, the Civil Service Rules and Regulations, the Stockton Municipal Code, and/or any other applicable City policy.
EXHIBIT 2
SECTION 5. LAYOF F
5.1 L ayoff
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 s hortage of w ork or funds requir es a reduction in personnel. In doing so, the City sh all follow the layoff procedure set forth herein below.
5.2 La yoff
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) A ttorney
(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) P olice
(14) Public Works
5.3 Notice
of Layoff
The City will give advance wri tten notice of at least two (2) weeks to employees who will be laid off.
5.4 Precedence by E
mployment Status
No bargaini ng unit employee having regular status shall be laid off while employees working in seas onal, temporary, provisional, or probationary status are retained in the same or comparable classification as such regular status EXHIBIT 2
em
ployee.
The order of layoff among bargaining unit employees not having regular status shall be as follows:
(a) First, seasonal employees;
(b) Second, provisional employees;
(c) Third, temporary employees; and
(d) Fourth, probationary employees.
Layoffs shall be by job classification according to reverse order of seniority as determined by total servic e in the City , except as speci fied above. For the purpose of t his procedure, regular part -time classes shall be considered separate from regular status full-time classes.
The following provisions shall apply in computing total continuing service:
(a) Time spent on mi litary leave shall count as service in the even t the leave was taken subsequent to entry into regular status City employment.
(b) Time wor ked in seasonal, provisional, temporary, grant or other limited term status shall not count as service.
(c) Time worked in a re gular status o r probationary status shall count as service.
(d) If two (2) or more employees have the same seniority , the order of seniority shall be determ ined by their respective ranking on the eligibil ity list for hire.
If two (2) or more employees ha ve the same seni ority, but were not hired from a ranked eligibility list, the order of seniority shall be det ermined by lot.
If two (2) or more employees have the same seniority, but were hired from separate ranked eligibility lists, the order of senior ity shall be d etermined by lot.
(e) Regular status part -time employees shall not have the right to bump regular status full-time employees.
EXHIBIT 2
5.5 Order of Layoff and Employee Options
Reduction in force shall occur in the following order:
(a) The least senior employee occupying the position(s) being eliminated shall be the first laid off. The incumbent designated for layoff shall have the options noted below:
(1) Displacing the leas t senior employee occ upying the same or comparable classification, Citywide.
(2) Taking a voluntary demoti on within the City to a classification in which the employee had prior regular status, thus dis placing the employee working in that classification who has the least seniority.
(b) Seniority for the purposes of appli cation of the layo ff 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 purpose s of application of the layoff procedure in section 5 sh all be determined by the Director of Human Resources.
(d) An employee displaced in accordance with section 5 shall be laid off in the same manner as an employee whose position has been abolished.
5.6 Health and Welfare Benefits During Layoff
Regular status employees who are laid off will have an option of maintaining their existing health and welfare benefits for th irty-six (36) m onths (the thirty-six (36) months runs concurrently with COBRA benefits) from the date of layoff, provided timely payments of the premiums by t he employee are made to the City, according to City regulations, and provided the employee otherwi se meets th e requirements of Federal and State regulations.
5.7 Volunt
ary Layoff
When a determination has been made that a layoff will oc cur, regular status full-time employees may elect to be voluntarily laid off regardless of their seniority status. The f ollowing provisions apply to an employee who so elects to be laid off:
(a) For payroll purposes, the employee will be treated as being on appr oved EXHIBIT 2
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 t hose leaves in accordance wit h appl icable provisions of this MOU.
(c) The names of employees who elect to be volunt arily laid off will be placed on reemployment lists in accordance with section 6.
EXHIBIT 2
SECT
ION 6. REEMPLOYMENT
(a) When an employee in the classified service who has been performing their duties in a satisfactory manner, as shown by the records of the department in which they have been employed, is laid off because of lack of funds or abolition of their position or has been on authoriz ed leave of absence and is ready to report for duty when a position is open, the City shall cause the name of such employee to be placed on a reemployment list for the appropriate class for r eemployment within two ( 2) years thereafter w hen v acancies occur. T he employee shall not be placed on said list or lists without their request. An employee who waives reemployment three times shall hav e their name re moved from this reemployment list unless mutual ly agreed to by the City and the employee.
(b) The order in which names shall be placed on the reemployment list for any class shall be by seniority, which means "last laid off, first rehired."
(c) I n fillin g va cancies, eligibles on the reemploym ent list s take precedence over e ligibles on any other list for the sa me class in the department for which the lists apply.
EXHIBIT 2
SECT
ION 7. DISCIPLI NE
Disciplinary action, including discharge, suspensio n, reduction in pay, demotion, or other employment penalty may be taken against an y Supervisory Level employee for cause.
The appointing authority may discharge, suspend, or demote any Supervisory Level employee provided the Stockton Municipal Code provisions and the rules and regulations of the Civil Service Commission and any applicable provisions of law a re followed. The Supervisory Level employee may take one (1) of the following actions:
(a) File no grievance.
(b) File a grievance as provided for in sectio n 8.1 within ten (10) business days of written notification of the action.
(c) File an appeal within ten (10) business da ys of written notification of the action with the Civil Service Commissio n as appr opriate for Supervisory Level employees.
If the employee fails to do (b) or (c) above within the prescribed time frame, these rights will have been waived.
EXHIBIT 2
SECT
ION 8. GRIEVANCE PROCEDURE
8.1 Definition
A grievance is any dispute which involves the interpretation or application of the MOU or appropriate disciplinary action (Super visory Level em ployees on ly) i n lieu of a Civil Service Commission appeal.
8.2 Filing Deadline
No grievance involving demotion, suspension, di scharge or other employment penalty will be enter tained unless it is filed in writing with the Director of Human Resources withi n ten ( 10) business days of the time in which th e affected employee received written notification of such action. All other gri evances must be filed within thirty (30) calendar days from the t ime the employee knew o r had reason to know of the facts giving rise to the grievance.
8.3 Grievance P
rocessing
(a) Step 1 - D epartmental Review. Any employee claiming to have a grievance may discuss the complaint with such management of ficial in the department where empl oyed as the department hea d may designate. If the issue i s not resolved within the department within ten (10) business days from the day of presentation or i f the employ ee elects to submit the grievance directly to the Association recognized as the representativ e of that employee's classification, the procedures hereinafter specified may be invoked.
(b) Step 2 - D irector of Human Resources Review. If the employee is not satisfied with the response at Step 1, then the employee may appeal the grievance to the Director of Human Resources within 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 statement of fac ts comprising the violation; and 3) the requested r emedy. The Association may file an d process grievance(s) on behalf of the specifically named employee.
The Di
rector of Human Resources shall have twenty (20) business days in which to review the issues a nd respond to the appea l. No grievance may be processed under the following two (2) pa ragraphs, which has not first been filed and reviewed in accordance with this pa ragraph unless the EXHIBIT 2
D
irector of Human Resources fails to respond within the time limit.
(c) S tep 3 - V oluntary Mediation. The parties may mutually agree to the use of this Step prior to proceedin g to Step 4, Arbitration. Either party may with written notice within ten (10) business days of the decision of Step 2, request Step 3. Upon mut ual agreement of Step 3, t he City will request a representative from the State o f California Mediation/Conciliat ion Service to review the grievance and make non- binding recommendations to assist the parties in resolving the grievance. The State Mediator will not provide any writt en documents and is limite d to the restriction in Labor Code Section 65 and Attorney General opinions 51/183 and 68/77.
(d) Step 4 - A rbitration. If the grievant or th e Association is dissatisfie d with the response at Step 2 or Ste p 3, if used, or if the Director of Hu man Resources f ails to respond within t he time limit in Step 2, the gri evance may be moved to Step 4 within twenty (20) business days. The grievance will be referred to an arbit rator mutually selected by the parties, or, if the parties are unable to mutual ly agree from a list of seven (7) arbi trators 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 b y both parti es. 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 arbitr ators on matters properly before
them shall be final and binding on the parties hereto e xcept as provided otherwise herein.
8.4 Scope of Arbitration
No arbitrator shall entertain, hear, decide or make rec ommendations on any dispute unl ess such dispute i nvolves a posi tion in a u nit represented by the Association and unless such dispute f alls within the definition of a grievance as set forth in section 8.1.
Proposals to add to or cha nge this MOU or written agreement s or addenda supplementary hereto shall not be arbitrated and no prop osal to modify, amend or terminate this MOU, nor any matter or subject arising out of or i n connection with such proposal, may be referred to arbitration under t his section. No arbitrator sele cted pursuant to this section shall have the power to amend or modify this MOU or written agreements or addenda supplementary heret o or to establish any new terms or conditions of employment.
EXHIBIT 2
No c
hange in this MOU or interpretations thereof (except interpretations resulting from arbitration proceedings hereunder) will be recognized unless agreed to by the City Manager and the Association.
8.5 Other Provisions
If the Director of Human Resources in pursuance o f the procedures outlined above resolve a grievance whic h involves suspension or discharge, he/she may agree to payment for lost time or to reinstatement with or without payment for lost time, but in the event the dispute is referred to arbitration and t he arbitrator finds that the City had cause to take the ac tion complained of, the arbitrator may not substitute their judgment for the judgment of M anagement and if they find that the City had such right, they may not order reinstatement and may not assess any penalty upon the City.
All complaints involving or c oncerning the pay ment of compensat ion shall be initially filed in writing wit h the depar tment at Step 1. Only complaints which allege the employee is not being compensated in accordance with the provisions of this MOU shall be considered as gri evances. A ny other matters of compensation are to be resolved in the meeting and conferring process and if not detailed in the MOU which results fr om s uch meeting and conferring process shall be deemed withdrawn until the meeting and conferring process is next open for such decision. No adjustment shal l be retro active for more than thirty (30) days from the date upon which the complaint was filed.
The provisions of this section shall not abridge any right to which an employee may b e entitled under the Stockton M unicipal Code and/or Civil Servi ce R ules 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 C ivil Service Commission. Ref erence to Ci vil Service Commission is limited to Supervisory Level employees.
All grievances of employees represented by the Association shall be p rocessed under this section. If the Stockton Municipal Code and/or t he Civil Service Rules and Regulations requires that differing options be availa ble to the employee, no action under paragraph (d) of s ubsection 8.3 above shall be taken unless it is determined that the employee is not availing themselves of such option.
No action under paragraph (d) of subsection 8.3 above shall be taken if action on the complaint or grievance has been taken by the Civil Service Commission, or if the complaint or grievance is pending before the Civil Service Commission.
If any award by an a rbitrator re quires action by the City Council or the C ivil EXHIBIT 2
Se
rvice Commission before it can be pl aced in effect, the City M anager and the Director of Human Resources will rec ommend to the City Council or the Civil Service Commission, as appropriate, that it follow such award.
EXHIBIT 2
SECT
ION 9. LEAVES
9.1 Vacation -
FLSA Exempt Employees
(a) Effective Ju ly 1, 2012, FLSA exempt e mployees sh all accrue vacation leave with pay in accordance with the following schedule:
(1) Less than 1.5 years continuous employment 120 hours/year (2) After 1.5 years up to 7.5 years 1 48 hours/year (3) A fter 7.5 years up to 15 years 188 hours/year (4) After 15 years up to 25 years 229 hours/year (5) S even (7) additional hours for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a per pay period basis.
(b) Maximu
m Vacation Accrual . Employees reaching the maximum hours shall stop accruing additional ho urs until th ey are below the caps listed here. N o v acation hours may be added to sic k l eave balances wi thout exception. Effective July 1, 2012, the following max imum va cation accruals shall take effect. Bargaining unit employees as of July 1, 2014, that had excess va cation hours rolled into si ck leave banks on June 30, 2012, per the par ties’ agreement, wi ll now have the se hours rolled out of sick leave. For the term of this contract, these leave hours will be considered “special leave” and will have no ca sh value. Employees have until June 30, 2016 to use special leave hours, otherwise, the hours are forfeited.
The m
aximum number of vacation hours that employ ees on a 40- hour workweek shall accrue are as follows:
Under 1.5 years 200 hours
1.5 – 7.5 years 320 hours
7.5 – 15 years 360 hours
15 – 25 years 400 hours
25 years 408 hours
26 years 416 hours
27 years 424 hours
28 years plus 7 hours each additional year
EXHIBIT 2
9. 2 Vacation - FLSA Non-Exempt Employees
(a) Va cation Allowa nce (40-hour workw eek). Effective July 1, 2012, FLSA non-exempt employees on a forty-hour workweek shall receive a vacation allowance in accordance with the following schedule:
(1)
Less than 1.5 years continuous employment 80 hours/year (2) After 1.5 years up to 7.5 years 108 hours/year (3) After 7.5 years up to 15 years 144 hours/year (4) After 15 years up to 25 years 189 hours/year (5) Seven (7) addition al hours hence for each completed year of service in excess of twenty-five (25) years.
(6) Employees shall accrue va cation on a twice-monthly payroll basis.
(b) Maximum Vacatio n Accrual. FLSA non-exempt employees on a 40- hour workweek reaching the maxi mum hour s s hall stop accruing additional hours until they are below the caps listed here. No vacation hours may be added to sick leave b alances without exception. Effective J uly 1, 2012, the following maximum vacation accruals shall take effect. For employees who on July 1, 2012 have vacation balances that exceed their maximum shall have until June 30, 2013 to use sufficient vacation to get under the maximum allowed. If an em ployee does not get below the maximum by June 30, 2013, they shall retain their exist ing earned vacation, but shall not earn any additional vacation until they are under the maximum vacation accrual allowed.
The m
aximum number of vacation hours that empl oyees on a 40- hour workweek shall accrue are as follows:
Under 1.5 years 120 hours
1.5 – 7.5 years 240 hours
7.5 – 15 years 280 hours
15 – 25 years 320 hours
26 years 328 hours
27 years 336 hours
28 years 344 hours
29 years 352 hours
For every ye ar of service beyond 29, the employee is allowed to add an additional seven (7) hours to the maximum accrual cap.
(c) V
acation Allowance (56-hour workweek) . FLSA non -exempt employees on a 56-hour workweek shall receive a vacation allowance, in accordance EXHIBIT 2
wit
h the following schedule:
(1) Less than 1.5 years continuous employment 120 hours/year (2) After 1.5 years up to 7.5 years 162 hours/year (3) After 7.5 years up to 15 years 216 hours/year (4) After 15 years up to 25 years 283.5 hours/year (5) Thereafter, 10.5 additional hours hence for each com pleted year of service in excess of twenty-five (25) years.
(6) Employees shall accrue vacation on a twice-monthly payroll basis.
(d) Max imum Vacation Accrual. Employees on a 56-hour workweek reaching the maximum hours shall stop accruing additional hours unti l they are below the caps listed here. No vacation hours may be added to sick leave balances without exception. Effec tive July 1, 2012, the following maximum vacation accruals shall tak e effect. Employees, who on July 1, 2012 have vacation balances th at exceed their maximum, shall have until June 30, 2013 to use sufficient vacation to get under the m aximum allowed. I f an employee does not get below the maximum by June 30, 2013, they sha ll retain their existing earned vacation, but shall not earn any additional vacation until they are under the maximum vacation accrual allowed.
The max
imum number of vacation hours tha t employees on a 56- hour workweek shall accrue are as follows:
Under 1.5 years 3 00 hours
1.5 – 7.5 years 36 0 hours
7.5 – 15 years 420 hours
15 – 25 years 48 0 hours
26 years 492 hours
27 years 504 hours
28 years 516 hours
29 years 528 hours
29 plus years 7 h ours each additional year
9.3 Vacat ion Sell-back for All Employees in this Unit
An employee may elect to re ceive cash p ayment for up to a maximum of forty (40) hours of their unused accumulated vacation balance. E ffective fo r F Y 2023/2024 and 2024/2025 only, an employee may elect to recei ve a cash payment for a maximum of forty (40) hour s of their unused accumulated vacation balance after the use of a scheduled vacation of forty (40) hours or m ore in that same or p rior fis cal year. To utiliz e this option, employees must maintain a EXHIBIT 2
bal
ance of forty (40) accrued vacation hours after the cash payment. When in effect, this option m ay 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 sep arating from City se rvice 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 f ollowing separation. Prior to se paration from City service , the City does not provide to employees any vacation cash out or sell ba ck for accrued but unused vacation hours.
9.5 S
ick Leave
(a) Accrual. All regular status employees, except provisional, t emporary 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, e xcept provisional, temporary and extra -help employees, working less t han a full month shall accrue sick leave while o ff duty on aut horized sick leave; provided, however, an employee shall not accrue sick leave during any leave or leaves of absence without pay granted to the employee.
(b) Usage. Employees ar
e entitled to s ick leave pay for those hours , which
the employee would normally have worked, to a maximum of sick leave hours accrued.
An em
ployee may use sick leave for preventive m edical, dent al, opt ical care, illness, injury or exposure to contagious disease, which incapacitates them from performing their duties. This includes di sabilities c aused or contributed to by pregnancy, miscarriage, abortion, childbirth and recovery therefrom.
(c) F amily Sic k Leave. In accordance with Cali fornia Labor Code section 233 (“Kin Care”), employees may utilize up to one-half (1/2) of their annual sick leave accrual in the case of illness or injury in t he employee's i mmediate family when such illness or inj ury requires personal care that otherwise would not be covered by the Family Medical L eave Act ( FMLA) o r the California Family Rig hts Act ( CFRA) leaves. Such si ck lea ve shall be EXHIBIT 2
l
imited, by the department head, to the time reasonably required t o make other arrangements for such care.
For the purpose of this section, such sick le ave shall be restricted to the employee’s parents, spouse, mother-in-law, father-in-law, child, stepchild, brother, sister, brother -in-law, sister-in-law, grandparent, grandchild, legal dependent, registered domestic partner, and “designated person.” For the purposes of paid sick leave, a “d esignated person” means a “pe rson identified by the employee at the time the employee requests paid sick leave.” An employee may select one (1) person as a “designated person” in a twelve (12) month period. The employee’ s “ child” includes a biological, foster, or adopted child, a step child, 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 Reque s ting and Appr oving Sick Leave. Whe n the requirement for sick leave is known to the em ployee in a dvance of th eir absence, the employee shall req uest aut horization for such sick leave from the department head prior to such a bsence. In all other instances, the employee shall notify their supervisor as promptly as possible of their absence.
Before an
employee may be paid for the use of accrued sick leave, they shall complete and submit to their department head a signed statement , on a prescribed f orm, stating the dates and hours of absence, the exact reason, and such ot her information as is necessar y for their request to be evaluated. If an employee does not return to work prior to the prepa ration of payroll, other arrangements may be made with the appro val of the department head.
(e) Docto r's Certificate o r Other Proo f. If an empl oyee'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 t he appropriate use of sick leave by employees and if reasonable cause is articulated, can limit use of sick leave and require additional verification.
The depart
ment head may make such sick leave usage reviews and may require such physici an's documentat ion, as they d eem necessar y to ensure proper use of the sick leave benefit.
(f) Use of Sick Leave While on Vacation. An employee w ho is injured or who becomes ill while on vacation may be paid for sick leave in lieu of vacation EXHIBIT 2
pr
ovided that the employee:
1) Was hospitalized during the period for wh ich sick leave is claimed, or
2) Received medical treatment or diagnosis and present s a statement indicating disabling illness or injury si gned by a physician covering the period for which sick leave is claimed.
(g) Payment f or Unus ed Sick L eave. Effe ctive Febr uary 17, 2012, all accumulated or future accruals of sick leave shall have no cash value upon separation of employment and employees shall not be allowed to cash out unused sick leave except as provided below.
(h) CalPERS Serv ice 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 Benef it
After subtracting the equivalent of one (1) full year of servi ce credit (2080 hours), which may be applied to CAL PERS service cre dit, any balance remaining upon sepa ration shall be paid as follows to employees who have remained in City service until the dates specified:
1. Separation prior to July 1, 2014, no payment of unused sick leave at separation shall occur for separating employees before this date;
2. Separation between July 1, 2014 and June 30, 2015, payment of unused sick leave which the employ ee held on February 16,2012 shall be paid at thirty -five percent ( 35%) of its cash val ue to separating employees between these dates; and
3. Separation on or after July 1, 2015, paym ent of unused sick leave which the employee held on February 16, 2012 shall be paid at fifty percent (50%) of its cash value to separating employees af ter this date.
4. Service credit for u nused sick le ave shall be i n accordance with EXHIBIT 2
PE
RS regulations.
9.6 O ther Leaves With Pay
(a) Bereavement Leave. I n the event of a death in the immediate family of an employee, the employee shall, upon request , be granted up to three (3) days bereavement leave with pay without charge to their accumulated sick leave or vacation leave. The employee shall, upon request, be granted an additional two (2) days bereavement leave which shall be charged against the employee’ s accumulated sick leave or vacat ion leave. For the purposes of this paragraph, the immediate family shall be restricted to the employee’s parents, current stepparents, spouse, mother-in-law, father-in- law, child, stepchild, brother, s ister, son-in-law, d aughter-in-law, brother- in-law, sister- in-law, grandpar ent, grandchild, and registered domestic partner.
In t
he event of the death of a person not immediately related to an employee as defined above, th e employee’s department head may grant up to three ( 3) days bereavement leave, upon reques t, which shall be charged against the employee’s accumulated sick leave or annual leave.
(b) Court Appearance. Upon approval by the department head, an employee, other t han a pr ovisional, part-time, or temporary employee, shall be permitted authorized absence from duty for appear ance in court because of jury service, in obedience to subpoena or by direction of proper authority, in accordance with the following provisions:
Said
absence from duty including necessary travel time, will be for actual hours served on jury duty or is required to remain in court to testify as a witness in a c riminal case, other than as a defendant. This shall include the time from when the employee i s ordered to appear un til the time the employee is released from the court. As a condition of receiving such pay, the employee must remit to the City, through th e 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 f or jury duty or as a witness until an afternoon court session, the employee will be expected to wor k their usual morning schedule. If an empl oyee is r equired to appear for a morning court session and is sent hom e before noon and not requir ed to retur n in the afternoon, the employee will be expected to work their usual afternoon schedule.
EXHIBIT 2
Sa
id 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 allo wed, except for reimbursement of expenses incurred, shall be remitted to the City through the employee's department.
Notwithstanding the foregoing, attendance in court in connection with an employee's official duties or on behalf of the City of Stockton in connection with a case in which the City of Stockton is not a party, together with trave l time necessarily involved, shall not be considered absent from work within the meaning of this section.
(c) Military Leave. An employee of the City w ho is a member of the National Guard or Nav al Militia or a member of Reserve Corps or Force of the Federal Military, Naval or Marine Service and is ordered to duty s hall be granted leave with pay while engaged therein, provided the leave does not exceed thirty (30) calendar days in any calendar year.
Al
l regular status employees in the service of the City shall be all owed leave of absence without pay for the duration of a national emergency who have been inducted into the Army, Navy, Marine Corps, A ir Force or an y other branch of the Military Service of the United States or the State of California. Said employees shall be reinstated in the service, except as hereinafter stated, providing they are physica lly 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 Se rvice not having served the minimum pr obationary per iod of six (6) mon ths, shall be allowed leave of absence without pay f or the durati on o f 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 m ust be physically fit as above specified and shal l serve the balance of their probationary period before attaining the status of a regular employee.
Two or mor e regular status employees granted military leave of absence without pay from the same position shall be reemployed according to their seniority of emp loyment providing they are physically fit as above specified.
EXHIBIT 2
9.7 Wo rk ers' Compensation Leave
(a) Workers’ Compensation Benefits shall be provided in acc ordance with State law and sched ules whe never an emp loyee 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 c ompensable under the Workers’ Compensation Law. An employee on W orkers’ Compensation may use accrued leave, if needed, to supplement benefi ts, up to the amount required to receive a full paycheck.
(b) Forms and Procedures. Workers’ Compensation proc essing shall be consistent with City procedures and in accordance with state Workers’ Compensation regulations. Any employee who sustains a work -related injury or illness shall immediately inform their supervisor no matter how minor an on- the-job injury ma y appear. An employee who sustains a work-related injury or illness who is required to seek medical care shall use at facilities designated b y the Cit y u nless 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, the granting of a leave of absence also grants to the employee the right to return to a position in the same classification or equivalent classification, as the employee held at the time the leave was granted. The granting of any l eave of absen ce 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 h ead under this section shall be s ubject to revi ew by the Director of Human Resources, whose ruling shall be final.
Employees on auth orized leaves of absence without pay shall not be entitled to payment by the City of the premiums for their healt h and dental insurance, except as provided hereinafter.
The entitlement to City payment o f premium shall end on the last day of the month in which the employee was paid except that employees on an authorized leave of absence may continue enrollment in the City hea lth and dental insurance plan by prepayment of th e monthly pr emium during the authorized EXHIBIT 2
l
eave of absence.
Authorized absence without pay w hich exceeds thirty (30) consecutive calendar days, except military leave, shall not be included in determ ining salary adjustment rights, based on length of employment. Periods of time during which an employee is required to be absent from the ir position by reason of an injury or disease for which they are e ntitled to and currently receiving W orkers' Compensation benefits shall be incl uded in computing length of service for the purpose of determining that employee's salary adjustment.
9.9 L eave of Absence Without Pay
(a) Purpose and Length. Only employees occupying regular s tatus positions on a regular basis are eligible for leaves of absence without pay under the provisions of this section.
An appoi
nting authority may grant leave of abs ence without pay for personal reasons up to a maximum of twelve (12) months with approval of the Director of Human Resources.
Leaves of absence without pay on acc ount 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) Appli cation for and Approval of Leave of Absence Without Pay. In order to receive leave w ithout pay, an em ployee must submit a request on the prescribed form to their department head an d t he Director of Human Resources describing the reasons for the request and all other information required for the department head, or their representative, to ev aluate the request. Leaves without pay may be cancelled by the department at any time.
9.10 Absence W
ithout Official Leave (AWOL)
(a) Failure to Report to D uty or Failure to Return After Leave. Fa ilure to report for duty or failure to report for duty after a leave of absence request has been disapproved, revoked, or c ancelled, or at t he expiration of a leave, shall be considered an absence without of ficial leave and shall be EXHIBIT 2
s
ubject to discipline.
(b) Volunt ary Resig nation. Any e mployee in this bargaining uni t a bsent without official leave for two (2) or more consecutive scheduled days or absent an aggregate of sixteen (16) hours in any calendar month without a satisfactory explanation as approved by the Director of Human Resources shall be deemed to have voluntarily resigned from the City of Stockton, except if the absence is due to a verified illness or injury.
9.11 Paternal/Adoption/Maternity/Pregnancy Leave
Family medical leave shall be in accordance wi th the Family Medical Leave Act (FMLA) of 1993, the California Family Rights Act (CFRA), or Pregnancy Disability Leave (PDL) and/or other applicable state and federal laws. Consistent with City policy and State and Federal law, employees may be requir ed to utilize accrued sick and/or vacation leave during unpaid leaves in certain circumstances.
EXHIBIT 2
SECTION 10. DAYS AND HOURS OF WORK
10.1 Workweek
(a) T he workweek and hours of work are determined solely by the City. The normal workweek for employees in thi s u nit shall c onsist of fiv e (5) consecutive eight (8) hour days or a minimum total of forty (40) hours.
Where needs of a de partment 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 n otice (prior to imple mentation) of any wor kweek and/or hours changes.
10.2 Meal Periods
Non-exempt employees shall receive a one (1) hour or a thirty (30) minute meal period without pay each day and a fifteen (15) minute paid rest period during the first half of the work day and a second fifteen (15) min ute paid rest period during the second half of the work day. Except for Police Telecommunicat ions and Fire Telecommunications Supervisors, bargaining unit non- exempt employees shall be completely relieved of dut y during unpaid meal periods. Non-exempt employees who exceed the time limits prescribed above f or lu nch and/or rest periods shall have their pay reduced accordingly.
EXHIBIT 2
S
ECTION 11. OVERTIME
11.1 Eligibility
(a) Mid-M anagement Level employees do not r eceive overtim e.
Mid-Management Level employees in this unit are salaried employees who work whatever time necessary to accomplish dut ies of their assigned position.
(b) Sup er visory Level employees will receive overtime at the appropriate rate when authorized in w riting by the Department Head prio r to the overtime worked. The following prov isions pertaining to authorized or statutorily required overtime work shall apply to non-FLSA exempt employees.
(1) Unl
ess otherwise provided below, s tatutory overtime shall be paid on actual time worked in excess of forty (40) hours in any FLSA work period. S uch overtime shall be paid for at time a nd one-half (1-½) including employees employed on a per hour or per day basis or except as provided elsewhere herein. Observed holid ays, floating holidays, jur y 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) F ire Telecommunications Super visors assigned to a 56- hour workweek shall be compensated at the overtime rate for all time worked in excess o f 56 hours i n a s even (7) day workweek. F ire Telecommunicators Supervisors work 24- hour shifts, resulti ng in a regular schedule averaging 2912 hours per y ear / 56 hours per week (832 hours of o vertime). I n approximately 2000, the parties agreed to add th e regularly scheduled FLSA overtime pay i nto the base, in order to ensure a regular and level payment of overtime over the co urse of a year. This methodology withstood a legal challenge in Hughes, et al. v. City of Stockton, et al . For additional overtime hours, the C ity shall pay overtime at o ne and one-half (1 ½) time s the employee’s regular rate of pay f or all hours w orked over fifty-six (56) in a workweek.
(c) Fire Telecommunication Supervisors who have volunteered to work overtime to cover an assignment in a c lassification other than thei r actual classification shall be paid overtime at the hourly rat e of the lower EXHIBIT 2
c
lassification in which the y a re performing those overtime duties. The hourly rate shall be at the top step of the lower cla ssification’s salary range. T he em ployee’s pre mium pay t hat they are regularly entitled to shall be included when com puting the overtime for the work performed in the lower classification.
(d) Except as otherwise provided in section 12, employees who are not regularly scheduled to work holidays shall be paid for a regular day plus time and one- half (1-½) for actual time worked on a hol iday observed by the City.
(e) Fire Telecommunication Supervisors who have traded shifts are not eligible to work overtime for hours that would have been their normal hours of work.
(f) Temporary Upgrade Pay. Employees who are not FLSA exempt and are assigned to work ov ertime i n a p osition or classification other than the position or classification to which t hey are permanent ly appointed will be paid overtime at the hourly rate attached to the posi tion or classification in which they are performing such overtime work.
11.2 Compen
satory Time Off (CTO)
(a) Definition. As used in this section, the term Compe nsatory Time Off (CTO) refers to that time whi ch an employee is entitled to be absent from duty with pay for hours worked in addition to or excess of t heir normal work schedule. For the purpose of this section, Compensatory Time shall apply only to Supervisory Level employees.
(b) CTO in Lieu of Ove rtim e Compensation. Except for Fire Telecommunications Supervisors assigned to a fifty six ( 56) hour workweek, e mployees may volu ntarily elect to receive overtime compensation in the form of CTO at the rate one and one-h alf (1-½) hours of CTO for each hour of overtime worked in excess of fif ty six (56) in a seven (7) day work period, for which the employee is eligible for overtime as defined in section 11.1(b)(1) above.
(c) Use. Use of CTO shall be scheduled with d ue consideration for the wishes of the employee and so as to not interfere with the nor mal operation of City business. Approval of requests for use of CTO shall be at the sole discretion of the department head, but once approved, cannot be changed unless an emergency situation arises.
EXHIBIT 2
(
d) Maximum Accrual. No more than one-hundred (100) hours of CTO may be carried on the books at any time, except F ire Telecommunications Supervisors assigned to a 56- hour workweek who may not ac crue 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. A t the end of each calendar year, all CTO will be carried forward (forty (40) hou rs maximum), unless the employee elect s to have the compensatory balance paid. Carryov er 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 fo r Fire Tele communications Supervisors. Effective January 1, 2009, Fire Telecommunications Supervisors assigned to a 56- hour w orkweek 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 re quest(s) f or C TO for time of f work through January 31, 2009, shall be permitte d to use the approved CTO leave.
EXHIBIT 2
SECT
ION 12. HOLIDAYS
12.1 Hol
idays Observed by the C ity:
(a) Effective upon appro val by t he C ity C ouncil o n i ts regular agenda in accordance with the Ralph M. Brown Act employees wil l receive the following holiday on full pay for each of the below listed hol idays. Unless otherwise provided in this section, the City observes the following holidays on the dates indicated:
Obs erved Holiday
(1) January 1 New Year’s Day
(2) Third Monday in January Martin Luther King Jr’s., Birthday (3) Second Monday in February Lincoln’s Birthday
(4) Third Monday in February Washington’s Birthday
(5) March 31 (FLOATING) Cesar Chavez Day
(6) Last Monday in May Memorial Day
(7) July 4 Independence Day
(8) First Monday in September Labor Day
(9) Second Monday in October Columbus Day
(10) November 11 Veteran’s Day
(11) Fourth Thursday in November Thanksgiving
(12) The Friday after Thanksgiving
(13) December 25 Christmas Day
(14) Birthday Holiday
Floating 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 float ing holiday hours until the actual holiday occurs (March 31st).
Birthday Holiday Leave. The department head, with due considerat ion for the wishes o f t he employee, may authorize the birthday holiday to be taken wit hin ninety (90) calendar days beginning on the day of the employee’s birthday.
(b) Police Telecommunications Supervisors a ssigned to shifts (phase days) shall receive, in addition to their normal compensat ion, one day’s pay for each of the holidays liste d i n section 12. 1 (a) above, on which the employee does not work, except for floating holiday(s). Such employees required to work a holiday on a hire-back basis, shall be compensated at EXHIBIT 2
t
ime and one-half (1-½), in addition to their normal compensation and paid holiday. Such employees required t o work a holiday on a regularly scheduled basis shall be compensated at time and one-half (1-½ ) overtime in addition to their normal compensation.
(c) F ire Telecommunic ations Super visors a ssigned to a 56- hour work week shall receive, in addition to their n ormal compensation, 12 hours pay for each of the holidays listed in section 12.1 (a) above. F ire Telecommunications Supervisors shall be compensated at the overt ime rate for all time actually worke d in excess of 12 hours on a holida y (excluding the floating holiday). Commencing June 30, 2016, this practice will end and Fire Telecommunications Supervisors shall be com pensated at straight time for the full s hift wor ked on a holiday, unl ess otherwise eligible for overtime pursuant to section 11.1(b)(2).
12.2 For employees on a Monday through Friday w orkweek, if holidays fall on a Sunday, the following Monday sha ll be o bserved. If holidays fall on Saturday, the preceding Fri day shall be observed.
12.3 In order to rec eive Holiday Pay the employee must be in a pa id status the day before and the day after the holiday.
12.4 An employee who takes a holiday off on a norm ally scheduled work day will receive a regular work day worth of holiday pay at their regular rate of pay, and the holiday hours count as time worked for FLSA overtime calculation purposes. A holiday that falls on an employee’s normally scheduled day off will receive a regular work day w orth of holiday pay at their regular rate of pay, however the holiday hours w ill not be counted as time worked. If an employee works on a holiday, the employ ee will receive a regular work day worth of holiday pay at their regular rate of pay, actual hours worked will be paid at the time and one half (1-½) and holiday hours will not be counted as time worked. If an employee works only partial hours on a holiday, par tial holiday hours will be counted as time worked for FLSA overtime calculation purposes (up to the employee’s normal wor k day).
EXHIBIT 2
SECT
ION 13. COMPENSA TION AND ALLOWANCES OTHER THAN BASE
SALARY
13.1 Re tirement Contribution S upplement
(a) Ca lPERS Benefits for E mployees hired on or before December 28, 2012 (Classic Tier 1).
Employee Contribution:
Effective August 1, 2011, employees hired on or before June 30, 2011, will pay seven percent (7%) of the Employer’s share tow ards the Cal PERS benefit. This employee cont ribution 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:
• M ilitary service cred it pursuant to the provisi ons of P.E.R.S.
California Government Code S ection 21024 and Section 21027, at the employee's expense, upon adoption by Stockt on City Co uncil and CalPERS Administration Board.
• P.E.R.S. California Government Cod e Se ction 20965 (Cre dit for Unused Sick Leave) as added CalPER S benefits, to be effective upon adoption by the Stockton Cit y Council and Cal PERS Administration Board.
• P.E.R.S. Ca lifornia Government Code Se ction 21335 (up to five percent (5%) Annual Cost of Living Allowance Incre ase) as added CalPERS benefits, to be e ffective upon adoption by the Stockton City Council and CalPERS Administration Board.
EXHIBIT 2
(
b) CalPERS Benefits for Employees hired on or after December 29, 2012
Employees with Reciprocity (Classic Tier 2):
Employees hired on or after Dec ember 29, 2012, who had service under another CalPERS agency or public retirement system with reciprocity prior to January 1, 2013, and a break in service of less than 6 months and are considered classic employees by AB 340, shall be s ubject to the CalPERS pension formu la of two percent ( 2%) at sixty ( 60) with no optional pension enhancements and the other provisions of the reti rement tier they were hired under. Employees shall pay the employee’s statutory employee’s contribution for these benefits of seven percent (7%).
Employees without Reciprocity (PEPRA):
Employees hi red 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 opt ional pe nsion enhancements and t he other provisio ns of the retirement tier they were hired under. Employees shall pay fifty percent (50%) of the City normal cost rate for the two percent ( 2%) at sixty-two (62) as determined by CalPERS.
(c) The City will provide P.E.R.S. California Government Code Section 21574 (Fourth Level of 1959 Survivor Benefits) to employ ees in all CalPERS membership tiers.
13.2 Unif orm Allowance
(a) E ffective July 1, 2024, employees in the following c lassifications who are required to w ear uniforms shall be paid an allowance of one thousand dollars ($1,000.00) 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 July 1, 2024, employees in the following classifications who ar e required to wear uniforms shall be paid an ann ual uniform allowance of one thousan d twenty -five dollars ($1,025.00) annually. Payable each period when an employee is in a paid status.
(1) Supervising Fire Prevention Inspector;
EXHIBIT 2
(
2) Police Services Manager;
(3) Animal Services Supervisor;
(4) Supervising Evidence Technician;
(5) Property Room Supervisor; and
(6) Senior Community Service Officer.
(e) Safety Protective Footwear Reim bur sement. Effective July 1, 2024, employees required to wear safety protective footwear in accordance with City Manag er’s Administrativ e Directive HR-34, and approved for safety protective footwear reimbursement, the City will authorize safety protective footwear reimbursement in the am ount of tw o hundred and f ifty d ollars ($250.00) as needed and appr oved by the employee’s supervisor and department head. The list of classifications and o r positions that are required t o wear protective footwear is included in the Administrative Procedure and may b e amended from time to time to reflect changes in the classifications required to purchase footwear.
13.3 Public Employees’ Retirement System (P .E.R.S.)
The City shall contribute a n amount required by the Public Employees’ Retirement System (P.E.R.S.) to retain the present Retirement Program.
13.4 Deferred Com
pensation
The City will pr ovide at no cost t o the employee, deferred compensation as a supplement t o voluntary d eferred c ompensation plans, if any, for which the individual employee may be eligible.
13.5 Mile
ag e Reimbursement for Private Vehicle Use
Mid-Management/Supervisory Level employees who u se their own vehicle on City business on a consistent and repetitiv e basis will b e compensated at the current Internal Revenue Service (IRS) rat e and in accordance wit h th e C ity Manager's Administrative Directive.
13.6 Longevit
y 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 s ervice with the City as of July 1, 2012, with one and one-half percent (1 -½ %) of the top salary step of the employee’s pay range to the employee as a professional growth.
EXHIBIT 2
13. 7 Call Back Pa y
(a) Supervisors only who ar e called back to work s hall be c ompensated at least two (2) hours and forty-five (45) minutes pay at time and one half (1- ½) times their hourly rate of pay or for all time actually worked at time and one h alf (1 -½) times their hourly rate of pay, i f eligib le for overtime as defined in section 13.9 below, whichever is greater.
(b) To be eligible for call back pay, both of the following conditions must be met: 1) the c all back must occur outside of th e employee’s regular work hours including overti me, 2) th e call ba ck tim e worke d must not be contiguous to the employee’s regular work hours including overtime and 3) an employee is ineligible to receive a premi um for both standby and call back. For example, employees shall not receive standby pay for hours in which they are paid overtime or call back pay.
13.8 S tandby D uty Pay
Supervisor s only who are directed to remai n on standby duty during their regular days o ff shall be paid $3.00 per hour wh ile assigned to be on standby. Each employee so assigned to "standby" is req uired to carry a mobile phone or oth er agreed upon communication d evice while on standby. Employees on Standby shall respond to calls received as soon as they receive them but in no case longer than 30 minutes and shall be able to report to the work site within forty-five (45) minutes. Employees on Standby shall ensure t hat they available and able to return to work to perform their assigned duties. An employee shall earn time and one-half ( 1-½) for all actual time worked while on standby duty s tatus onl y i f eligible for overtime as defined in section 15.4 above. An em ployee shall not continue to recei ve the “standby” premium during actual t ime worked, or for any hours paid as overtime or ca ll back. Standby shall not be considered as time in “paid status because of work performed” for purposes of calculating overtime.
13.9 B ilingual
Pay
Effective July 1, 2024, job positions determined by the department head requiring bilingual translation skills s hall r eceive a stipend amount of one hundred and sixty dollars ($160.00) per month for verbal translation skills, or two hundred and twenty dollars ($220.00) per month for verbal and written translation skills upon testing and certification by the Human Resources Department.
13.11 CalPERS Repo
rtability
The City makes no representation as to whether any of the compensation or EXHIBIT 2
pay
ments in this MOU are subject to CalPERS service credit or pens ionable income. Any determination by CalPER S to not fully credi t t he compensation and/or service time provided under this MOU is outside of the City’s control.
13.12 “Y” Rat e
When an employee’s classif ication i s ch anged to a lower paid classification as the result of a classification study or other per sonnel action, the em ployee may be placed on a “Y” r ate. A “Y” rate means that the monthly compensation for the employee will remain in effect until such time as further changes in the pay range of the new classification exceeds the “Y” rate.
EXHIBIT 2
SECT
ION 14. INSURANCE PLAN S
14.0 Reopener Clau
se 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 the Associat ion’s request to meet and confer r egarding employer benefits and premium contributions should medical /dental/vision insurance pr emiums for employee-only, employee p lus o ne dependent, or employee plus family i ncrease by more than four percent (4%) in any one plan year.
14.1 Health and W
elfare Benefits
(a) Choice of Health Plans. Em ployees in this bargaining unit shall have a choice of enrolling themselves and their eligible dependents in any of t he City sponsored medical, dental, and vision plans. Each plan shall offer an employee only, employee plus one(1) and employee plus two (2) or more dependents coverage. The Cit y shall offer two (2) or more medical plans to regular status employees.
(b) Eligib
ility. Employees shall become eligible for medical, dental, and vision insurance on the f irst day of the month following date of hire. An eligible employee and eligible depen dent may be enrolled in a City offer ed medical plan either as a subscriber in a City offered medical plan or, as the dependent spouse/registered domestic partner of another eligible City employee, but not both. If an employee is also eligible to cover the ir dependent child, the child will b e allowed to enroll as a dependent on only one (1) employee plan (i.e., an employee and their dependent cannot be covered by more than one (1) City-offered health plan).
(c) City Contribution towards the cost of
insurance programs.
1) Effective July 1, 2023, the City will contribute:
• U p to $711.00 per month tow ard the cost of the monthly premium for employee- only medical/dental/vision plan
coverage.
EXHIBIT 2
•
U p to $1,290.00 per month toward the cost of the monthl y premium for employee plus one (1) dependent
medical/dental/vision plan coverage.
• Up to $1,719.00 per month toward the cost of the m onthly premium for employee plus two (2) or more dependents medical /dental/vision plan coverage.
2) Effective July 1, 2024, the City shall contribute the following:
• U p to $725.00 per month toward the cost of the m onthly premium for emp loyee-only medical/dental/vision pl an
coverage.
• U p to $1,316.00 per mon th toward the cost of the mont hly premium f or em ployee plus one (1) dependent
medical/dental/vision plan coverage.
• U p to $1,753 .00 per month toward the cost of t he monthly premium for employee plus two (2) or more dependen ts
medical/dental/vision plan coverage.
3) Effective July 1, 2025, the City shall contribute the following:
• Up to $740.00 p er month toward the cost of the monthl y premium for employee- only medical/dental/vision p lan
coverage.
• U p to $1, 342.00 per month t oward t he cost of th e monthly premium f or em ployee plus one (1) dependent
medical/dental/vision plan coverage.
• Up to $1,788.00 per month toward the cost of the monthly premium for employee plus tw o (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 C ity’s monthly contribution shall be paid by t he employee through pay roll deductions. The City shall maintain its IRS 125 Plan to allow for employee contributions for medical//dental/vision to be pre-tax premium conversion.
EXHIBIT 2
(
d) Plan Rules. Employees may insure themselves and their eligible dependents under the medical, dental, and vision 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) T he City agreed to make Medicare c ontributions for em ployees hired in 1985 to 1986 who are not currently cover ed by Medicare, provided that such payments s hall be on a going forward basis only, a nd such unit members shall be required to pay the employee matching contribution to Medicare. The City ente red into a Section 218 Medicare-Only Agreement with the Social Se curity Administration for this purp ose, with an effective date of August 1, 2014.
14.2 G roup Life Insurance Coverage
The 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, em ployees shall have the opportunity to purchase additional voluntary life through their union or through the City’s IRS 125 plan vendor.
14.3 Long T erm Disability Insurance Coverage
Mid-Management/Supervisory Level employees wil l rece ive long ter m disabil ity insurance coverage. Plan benefits shall be as describe in the Plan document, but shall include:
(a) E ach disability – approximately sixty-six and two-thirds (66⅔) of salary up to the maximum salary replacement amount as specified in the City ’s long term disability plan.
(b) Disability income payments will commence after a ninety (90) day waiting period and exhaustion of sick leave accruals.
(c) Benefit payable until age sixty-five (65).
(d) The C ity s hall continue its normal cont ribution for employee medica l premiums during the ninety (90) days waiting period.
14.4 St a te Disability Insurance
The As sociation mem berships participates in SDI at the employee’s expense.
The City agrees to coordinate SDI benefits with other benefits.
EXHIBIT 2
SECT
ION 15. SA LARY PLAN
For a current Salary Schedule, please check the Human Resources we bsite at www.stocktongov.com.
15.1 Salary A
djustments
a. Effective July 1, 2023, employees will recei ve a four percent (4%) C ost of Living Adjustment (COLA) to base pay.
b. Effective July 1, 2024, employees will receive a three percent (3%) COLA to base pay.
c. Effective July 1, 2025 , employees will rec eive a three percent (3 %) COLA to base pay.
d. Market adjustments will be provided in year two (2) and year three (3) of the contract as follows:
a. First, the total three (3) year COLA shall be deducted from the “median” position in the market.
b. Effective July 1, 2024, classifications will receive a m arket adjustment of no more than seven percent (7%) as outlined in Appendix A.
c. Finally, effective July 1, 2025, clas sifications will receive the remaining percentage to bring t he 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 applic able withholdings) to be paid by the second scheduled payday in the same month.
2) Each employee who is employed in the bargaining unit as of July 1, 2025 will receive a two thousand ($2,000) lump sum non- pensionable bonus (su bject to all applicable withholdings ) to be paid by the second scheduled payday in the same month.
EXHIBIT 2
15. 2 Salary Equivalents
Any monthly, d aily or hourly rate of pay may be converted into any equivalent rate of pay or to any other time base when such a conversion is appropriate. In determining equivalent amounts on dif ferent ti me basis, the Ci ty shall provi de tables or the reg ulations for the calculation of payment f or service of less than full-time, and for use in converting mont hly salaries to hourly rates, as well as for calculating hourly rates.
15.3 Sa la ry Step after Military Leave
All employees who have been granted m ilitary leave shall, upon their return to the City service, b e entitled to the automatic salary advancement s within the range scale of the e stablished wage schedule of their classif ications for the period they were in the military service.
15.4 Salary Step w
hen Salary Range is Increased
Whenever the monthly schedule of compensation for a class is revised, eac h incumbent in a position to which the revised schedule appl ies shall be entitled to the step in the revised range which corresponds to the employee's step held in the previous r ange, unless otherwise specifically provided by the Director of Human Resources.
15.5 Salary Step after Promot
ion or Demotion
When an em ployee is promoted from a p osition in o ne rank to a pos ition in a higher rank and at the time of promotion is receiving a salary e qual to, or greater than, the minimum rate for the higher rank, that employee shall be entitled to a step in the range of the higher rank which is at least f ive percent (5%) above the employee’s current base salary , except that the next step shall not exc eed the maximum salary of the higher rank. Add pays are not incl uded in the calculation of base s alary for purposes of this section. When an employee is p romoted into another bargaining unit, the new bargaining unit ’s salary on promotion rules shall apply. When an employee is demoted, whether such demotion is v oluntary o r otherwise, that employee's c ompensation shall be a djusted to t he salary prescribed for the class to which demoted.
15.6 Salary O
n Reinstatement
If a former employee is reinstated in the same position previously held or to one carrying a similar salary range, their salary shall not be higher than their salary at the time of t he employee’s separation unless there has been an incr ease within EXHIBIT 2
t
he salary range.
15.7 A cti ng Pay
An employee who is assigned in writing to work in a higher paid classification and who performs a majority of the duties of that higher position after five (5) d ays, shall receive the rate of pay in a step of the higher classification whi ch would have been received if the employee had been promoted into that classification.
The increased rat e of pay will commence with the first day of the ass ignment; however, to qualify the employee must meet the above condi tions before being eligible for Acting Pay.
15.8 Tempor
ary Upgrade Pay
Employees who are assigned to t emporarily perform the duties of o ther employees of a higher--level classification shall receive the hourly or daily rate of the higher classification to which they are temporarily upgraded. To be eligible for temporary upgrade pay, the employee must perf orm the full scope of duties of the higher classification and must not perform a ny of the duties of their own jo b classification while working in the higher-level classification.
15.9 Pay Equ
ity Adjustments
The City recognizes that there may be a need fo r special salary adju stments for selected classifications as a r esult of r ecruitment problems, reclassifications, and/or organizational changes. The City, in its sole discretion, ma y make such adjustments, but agrees to discuss them with the Association.
15.10 Special Assignm ent Pay
The department head and wi th the concurrenc e of the D irector of Human Resources may approve additio nal compensation in an amount not to exceed one additional salary step when an employee is assigned to perform additional duties and responsibilities for the duration of the special assignment.
15.11 Em
er gency Medical Services (EMS) Dispatcher Accreditation Pay
(a) The Cit y and the Association acknow ledge t hat California Health and Safety Code S ection 1797.220 directs the l ocal emergency medic al services (EMS) agency to establish policies and procedures to assur e medical control of the emergency medical system.
EXHIBIT 2
(
b) The City and the Association acknowledge that as of July 1, 2008, the San Joaquin County EMS Agency requires a ll employees of agenci es providing emergency m edical dispatch (E MD) servic es to posse ss and maintain accreditation through San Joaquin County, to include compliance with EMS Agency and N ational Acad emies of Emer gency Dispatch (NAED) policies, procedures, p rotocol, and standar ds. Fire Telecommunications Super visors are among those employ ees represented by the Associa tion w ho must a cquire and maintain accreditation by the San Joaquin C ounty EMS Agency as a condition of providing EMD services for the City.
(c) The City and the A ssociation acknowledge that in th e event the San Joaquin County EMS Agency rescinds the certification of any b argaining unit employee as a result of any dispute arising from the exercise of t he power set forth in San Joaquin County EM S Agency Policy No. 2101 (or any successor or si milar policy), the City will make every effort, insofar as practicable and fiscally responsible, to empl oy such persons in positions for which su ch employees are qualified or may become qual ified within a reasonable period of time and that do not require accredit ation by the San Joaquin County EMS Agency.
(d) Emergency M edical Services (EMS) Dispatcher Ac creditation Pay.
Effective January 1, 2 009, t he C ity shall com pensate all Fire Telecommunications Supervi sors who are accredited as San Joaquin County Em ergency Medical Services Dispatchers an additional one- hundred sevent y-five dollars ($175) per month. If the employee fail s to maintain the accred itation or if the accreditation is no longer required for the position, payment of the stipend shall cease.
(e) Cont
inuing Education for Emerge ncy Medical Dispatchers. The City shall provide to Fire Telecommuni cations Supervisors all necessary EMD continuing education duri ng normal working hours and at no cost to th e employee. However, employees who do not participate in the EMD training offered by t he City d uring normal working hours shall be responsible to com plete the necessary c ontinuing education on their own time with out additional compensation; provided, how ever, that al l necessary ride-along hours shall be compensated as time worked.
15.12 Salary Step Increase
Salary step i ncrease w ill be effective the f irst day of the pay period fol lowing appointment or revision. If the date o r revision is the first day o f a pay per iod, salary step increases will be as of that date.
EXHIBIT 2
15.13 Bi-Weekl y Pay Period
The City and the Association agree t o move to bi -weekly p ay 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 S alary S tep Plan
Salary ranges for bargaining unit classifications will consist of six (6) salary steps in each range.
(a) T he seco nd step will be paid upon the satisfactory completion of the probationary period.
(b) The third step will be paid upon the satisfactory complet ion of one (1) year of service at the second step.
(c) The fourth step will be paid upon the sati sfactory completion of one (1) year of service at the third step.
(d) The fifth step will be paid upon the satisfactory completion of one (1) year of service at the fourth step.
(e) T he sixth step will be paid upon the satisfactory completion of one (1) year of service at the fifth step.
Regardless of an employee ’s length of service, step advancements in any given class may be made upon recommendation of the department head with the approval of the Director of Human R esources, but not above Step 6 for a given range.
EXHIBIT 2
S
ECTION 16. SEVERABILITY OF PROVISIONS
In the event that any provisions of thi s MOU are declared by the court of competent jurisdiction to be illegal or unenforceable, that provision of the MOU shall be null and void but such nullification shall not affect any other provisions of this MOU, all of which other provisions shall remain in full force and effect.
SECTION 17. PAST PRACT ICES AND EXISTING MEMORANDA
OF UNDERSTANDING
Continuance of working conditions and practices not spec ifically authorized by ordinance or by resolution of the City Council is not guaranteed by this MOU.
SECTION 18. SCOPE OF AGREEMENT
Except as ot herwise s pecifically provided herei n, this MOU fully and completely incorporates the understanding of the parties hereto and constitutes the sole and entir e agreement between the part ies on any and all matters subject to meeting and conferring. Ne ither party shal l, during the term of this MOU, demand any change therein nor shal l either party be required to negotiate with respect to any matter; provided that n othing herein shall prohibit the parties from c hanging the terms of this MOU by mutual agreement.
SECTION 19. DURA
TION OF AGREEMENT
All provisions of this MOU shall be effective July 1, 2023 shall remain in full force and effect to and including the 3 0th day of Ju ne, 2026, and shall cont inue thereafter from year to year unless at least sixty (60) days prior to the expiration date of June 30, 2026, either party shall fil e written noti ce with the other of i ts d esire to amend, modify, o r terminate this MOU.
EXHIBIT 2
SECT
ION 20. M AINTENANCE OF OPERATIONS/CITY RIGHTS
(a) It is recognized that the need for continued and unin terrupted operation of City services is of p aramount importance. Therefore, the Associa tion and each employee represented thereby agrees that from 12:01 a.m. of July 1, 2023, through and inclusive of June 30, 2026 the Association or any person acting in its behalf, or each employee in a classification represented by the Assoc iation shall n ot cause, authorize, engage in, encourage, or sanction a work stoppage, slowdown, refusal to operate designated equipment (provided such equipment is safe and sound), or picketing other than infor mational picketing, against the City or the individual or concerted failure to report for duty or abstinence from the full and fai thful performance of the dutie s of employment, including compliance with the request of another labor organization or bargaini ng unit to engage in such activity in an attem pt to induce a change in wages, hours and other terms and conditions of employment.
(b) An employee shall not be entit led to any wages or City paid benefits whatsoever if the Ci ty Council, by maj ority vote, dete rmines to its satisfaction, that the employee is, or has, engaged i n any activity prohibited by subsection (a) of this section. T he Cit y may take other action, which it deems appropriate.
(c) If the City Council, by majori ty vote, determines to its satisf action, that subsection (a) of this section h as been vi olated by the Association, the City may take such remedial action, as it deems appropriate.
(d) T he Association recognizes the duty and obligation of its repr esentatives and members to comply with the provisions toward inducing all employees in this unit to ful ly and faithfully per form their duties. In the event of any activity prohibited by subsection (a) hereinabove, the Association agrees to take supererogatory st eps necessary to assure compli ance with this - MOU.
(e) T he rights of the City as set forth i n section 5 of Resolution No. 32,538, dated August 4, 1975, are incorporated herein by reference.
EXHIBIT 2
SECTION 21. BA NKRUPTCY
Mid-Management/Supervisory Level (“B&C”) defined for the purposes of this section as including without l imitation: B&C’s m embers, bar gaining unit members, offici als, attorneys a nd affiliates) agrees t hat t his MOU shall supersede the terms of all prior MOUs, side letters, and any other ag reements between the parties as to the su bjects covered herein. By voluntarily entering into this MOU, B&C agrees that this MOU s hall supersede and modify the MOU between the parties dated January 1, 2009 t hrough June 30, 2014, and all provisions of such MOU, including any increases or modifications that would have been due u nder 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 oppos e the City’s eligibility for chapter 9 relief. B &C agrees t o support any plan of adjustm ent the provisio ns of which, as to B&C, are consistent with this MOU.
EXHIBIT 2
I
N WITNESS WHER EO F this Mem orandum o f Understanding was ratified by a membership vote of th e Association on ______________, and by an affirmative vote of the S tockton City Co uncil on ________ ________. The parties hereto have executed this Memorandum of Understanding this _______day of ____________.
MID-MANAGEMENT/SUPERVISORY LEVEL
UNIT
CITY OF STOCKTON
By: _______________________
ALMAROSA VARGAS FAWAL
President
APPROVED AS TO FORM:
By: _______________________
HARRY BLACK
City Manager
Approved as to form:
Goyette & Associates, Inc.
By: _______________________
KIM GILLINGHAM
Labor Representative for Association
By: _______________________
ROSEMARY RIVAS
Director of Human Resources
By:________________________
Dania Torres-Wong
Negotiator for the City
Approved as to form:
Lori Asuncion, City Attorney
By: _______________________
MARCI ARREDONDO
Assistant City Attorney
EXHIBIT 2
A
PPENDIX A – COMPENSATION MARKET ADJUSTMENTS
Year 1 - Effective 7/1/23 Rate Calculation
Year 2 - Effective 7/1/24 COLA year 1 (4%) Current hourly x 0.04 Year 3 - Effective 7/1/25 MA year 1 (0%) N/A
Year 1 - Monthly Salary (Current hourly + COLA) x 173.34 COLA year 2 (3%) Year 1 hourly x 0.03
MA year 2 (5%) Current hourly x 0.05
Year 2 - Monthly Salary
(Current hourly + all increases) x
173.34
COLA year 3 (3%) (Current hourly + all increases) x 0.03 MA year 3 (2%) Current hourly x 0.02
Year 3 - Monthly Salary
(Current hourly + all increases) x
173.34
*Monthly hours of 173.34 are calculated from 86.67 x 2
*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
EXHIBIT 2
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
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
EXHIBIT 2
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
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%)
-
-
-
-
-
-
EXHIBIT 2
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%)
-
-
-
-
-
-
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
EXHIBIT 2
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
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
EXHIBIT 2
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%)
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
EXHIBIT 2
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
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%)
-
-
-
-
-
-
EXHIBIT 2
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
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
EXHIBIT 2
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
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
EXHIBIT 2
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%)
-
-
-
-
-
-
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%)
EXHIBIT 2
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
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
EXHIBIT 2
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
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%)
EXHIBIT 2
- - - - - -
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%)
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
EXHIBIT 2
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
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
EXHIBIT 2
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%)
-
-
-
-
-
-
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%)
EXHIBIT 2
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
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
EXHIBIT 2
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
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%)
-
-
-
-
-
-
EXHIBIT 2
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%)
-
-
-
-
-
-
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
EXHIBIT 2