Agenda packet — Suisun City City Council, July 18, 2023 (part 1 of 3)

CITY COUNCIL
Alma Hernandez, Mayor
Princess Washington, Mayor Pro Tem
Jenalee Dawson, Member
Marlon L Osum, Member
Amit Pal, Member

CITY COUNCIL MEETING

A G E N D A

REGULAR MEETING OF THE SUISUN CITY COUNCIL,

SUISUN CITY COUNCIL ACTING AS SUCCESSOR AGENCY TO THE

REDEVELOPMENT AGENCY OF THE CITY OF SUISUN CITY,

AND HOUSING AUTHORITY
TUESDAY, JULY 18, 2023
6:30 PM

Suisun City Council Chambers - 701 Civic Center Boulevard - Suisun City, California

NOTICE
Pursuant to Government Code Section 54953(b) the following Environment and Climate Committee meeting includes teleconference participation by:

Mayor Pro Tem Princess Washington from: San Francisco Airport, 334 Domestic Terminal 3 Boarding Area E, San Francisco, CA 94128

CITY COUNCIL MEETINGS ARE HELD IN-PERSON

PUBLIC PARTICIPATION IS ALSO AVAILABLE VIA ZOOM
ZOOM MEETING INFORMATION:

WEBSITE: https://zoom.us/join
MEETING ID:

885 8061 5580

CALL IN PHONE NUMBER: (707) 438-1720

REMOTE PUBLIC COMMENT IS AVAILABLE FOR THE CITY COUNCIL MEETING BY EMAILING [email protected] (PRIOR TO 5 PM), VIA WEBSITE, OR ZOOM CALL IN PHONE NUMBER (707) 438-1720

(If attending the meeting via phone press *9 to raise your hand and *6 to unmute/mute for public comment.)

(Next Ord. No. – 801)
(Next City Council Res. No. 2023 – 92)
Next Suisun City Council Acting as Successor Agency Res. No. SA2023 - 06) (Next Housing Authority Res. No. HA2023 – 02)

ROLL CALL
Council /Board Members
Pledge of Allegiance
Invocation
1 1
Deputy City Manager Update - (Lofthus: [email protected]).

2 Presentation of Proclamations - (Hernandez: [email protected]). a
.

Proclamation Proclaiming August 1, 2023, as "National Night Out." b
.

Proclamation Proclaiming July 2023 as "Parks and Recreation Month"

3 Fire Department Annual Report - (Lopez: [email protected]).

4 Police Department Annual Report - (Healy: [email protected]).

5 Council/Board Member Updates.

City Council

6 Council Adoption of Resolution 2023-___: Acknowledging Receipt of a Report Made by the Fire Marshal of the Suisun City Fire Department Regarding the State Mandated Inspections of Specific Occupancies Pursuant to Sections 13146.2 and 13146.3 of the California Health and Safety Code - (Colin: [email protected]).

7 Council Adoption of Resolution No. 2023-__: Approving the Purchase of a Vac-Con Model V350LHAN/850 Vacuum Truck from Vac-Con, Inc. - (Vue: [email protected]).

8 Council Adoption of Resolution No. 2023-___: Authorizing the City Manager to Enter into a Construction Contract on the City’s Behalf with Morgan Fence Company, Inc. for the Lot 37 Fencing Project - (Vue: [email protected]).

9 Council Adoption of Resolution No. 2023-__ Amending the Citywide Classification Plan to Create, Update, or Eliminate Various Classifications Including: Create Deputy City Clerk, Finance Manager and Recreation Manager; Establish a Class Specification for IT Services Manager; and Abolish the Classifications of Accounting Services Manager, Financial

CONFLICT OF INTEREST NOTIFICATION
(Any items on this agenda that might be a conflict of interest to any Councilmembers / Boardmembers should be identified at this time.)

REPORTS (Informational items only.)

PRESENTATION/APPOINTMENTS
(Presentations, Awards, Proclamations, Appointments).

PUBLIC COMMENT
(Request by citizens to discuss any matter under our jurisdiction other than an item posted on this agenda per California Government Code §54954.3. Comments are limited to no more than 3 minutes unless allowable by the Mayor/Chair.

Speaker cards are available on the table near the entry of the meeting room and should be given to the City Clerk. By law, no prolonged discussion or action may be taken on any item raised during the public comment period, although informational answers to questions may be given and matters may be referred for placement on a future agenda.)

COUNCIL COMMENTS

CONSENT CALENDAR
Consent calendar items requiring little or no discussion may be acted upon with one motion.

2 Services Manager, Marina & Waterfront Events Manager, Recreation Program Administrative Coordinator, Recreation Specialist Supervisor, Secretary to the City Manager/Deputy City Clerk and Senior Account Clerk - (Penland: [email protected]).

10 Council Adoption of Resolution No. 2023-___: Approving the Memorandum of Understanding (MOU) with the Suisun City Management and Professional Employees’ Association (SCMPEA) and Authorizing the City Manager to Execute it on Behalf of the City - (Penland: [email protected]).

11 Council Adoption of the Resolutions Affirming and Ratifying the Dispatcher Classifications’ Unit Modification and Approving the 2023-25 Suisun City Police Officers’ Association (SCPOA) Memorandum of Understanding (MOU) - (Penland: [email protected]):
a
.

Resolution No. 2023-___: Affirming and Ratifying the Stipulation and Agreement Approving the Suisun City Police Officers’ Association’s (SCPOA) Petition for Severance/Modification Changing Bargaining Units and Representation for the Dispatcher Classifications From Suisun City Employees’ Association (SCEA) to Suisun City Police Officers’ Association (SCPOA); and
b
.

Resolution No. 2023-___: Approving the Memorandum of Understanding (MOU) with the Suisun City Police Officers’ Association (SCPOA) and Authorizing the City Manager to Execute it on Behalf of the City.

12 Council Adoption of Resolution No. 2023-___: Amending and Restating the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees - (Penland:
[email protected]).

13 Council Adoption of Resolution No. 2023-__ Amending the Citywide Salary Schedule to Implement the Negotiated Wage Adjustments for Employees and Classifications Represented by the Suisun City Employees’ Association (SCEA), Suisun City Police Officers’ Association (SCPOA), Suisun City Management and Professional Employees’ Association (SCMPEA), Including Wage Adjustments for Temporary, Part-Time, Unrepresented and Executive Management Employees and the City Manager - (Penland: [email protected]).

14 Council Adoption of Resolution No. 2023-___: Accepting the Suisun City Marina Annual Dock Maintenance and Inspection Services Project as Complete, and Authorizing the City Manager to Record the Notice of Completion for the Project - (Lofthus:
[email protected]).

15 Council Adoption of Resolution No. 2023-___: Authorizing Aleshire & Wynder, LLP, to Execute a Professional Services Agreement with Krisch & Company for Payroll Audit Services - (City Attorney).

16 Council Adoption of Resolution 2023:___: Authorizing the City Manager to Execute a Professional Services Agreement to provide Geographical Information System (GIS) services with Infinity Technologies - (Deol: [email protected]).

17 Council Adoption of Resolution No. 2023-__: Authorizing the Mayor to Send a Letter in Support of Greenbelt Alliance’s Proposal to the Environmental Protection Agency’s (EPA) San Francisco Bay Water Quality Act Improvement Fund - (Hernandez:
[email protected]).

3 Joint City Council / Suisun City Council Acting as Successor Agency / Housing Authority

18 Council/Agency/Authority Approval of the Minutes of the Regular and/or Special Meetings of the Suisun City Council, Suisun City Council Acting as Successor Agency, and Housing Authority held on June 20, 2023 and June 27, 2023 – (Skinner: [email protected]).

City Council

19 Council Adoption of Resolution No. 2023 - ___: Approving Site Plan/Architectural Review
Permit (SP/AR 22-23-001) and Planned Unit Development Permit (PUD 22-23-001) for a 6,800 Square Foot Building on a Vacant 7,150 Square Foot Parcel Located South of Lotz Way Between Main Street and Harbor Center (APN 0032-061-390) - (Bermudez:
[email protected]).

20 Council Introduction and Waive Reading of Ordinance No. ___: Adopting the 2022 California Building Standards Code (Suisun City Municipal Code Title 15 Building and Construction) - (Bermudez: [email protected]).

21 Council Introduce and Waive Reading of Ordinance No 2023- __: Amending City Ordinance Chapter 12.12 Park and Recreation Facilities to the Suisun City Municipal Code - (Lofthus:
[email protected]).

City Council

22 Council Adoption of Resolution No. 2023-___: Approving Starbucks Art Mural, Meeting the Requirements of the 1.5 Percent Art Fee - (Lofthus: [email protected]).

23 Council Adoption of Resolution No. 2023-____: Approving and Adopting the Parks and Facilities Master Plan - (Lofthus: [email protected]).

24 Mayoral Update.

25 Non-Discussion Items.

PUBLIC HEARING

GENERAL BUSINESS

REPORTS: (Informational items only)

ADJOURNMENT

Public Access To Agenda Documents
A complete packet of information containing staff reports and exhibits related to each item for the open session of this meeting, and provided to the City Council, are available for public review at least 72 hours prior to a Council /Agency/Authority Meeting at Suisun City Hall 701 Civic Center Blvd., Suisun City. Agenda related writings or documents provided to a majority of the Council/Board/Commissioners less than 72 hours prior to a Council/Agency/Authority meeting related to an agenda item for the open session of this meeting will be made available for public inspection during normal business hours. An agenda packet is also located at the entrance to the Council Chambers during the meeting for public review. The city may charge photocopying charges for requested copies of such documents. To the extent feasible, the agenda packet is available for online public 4 viewing on the City’s website: https://www.suisun.com/Government/City-Council/Agendas

The City Council/Agency/Authority hopes to conclude its public business by 10:00 p.m. No new items will be taken up after 10:00 p.m., unless so moved by a majority of the City Council, and any items remaining will be agendized for the next meeting. The agendas have been prepared with the hope that all items scheduled will be discussed within the time allowed.

Accommodations
If you require an accommodation to participate in this meeting, please contact the City Clerk at (707) 421-7302 or [email protected]. The City’s reasonable accommodation policy is available for review on the City’s website at www.suisun.com/government/city-council/, you may request an electronic copy or have a copy mailed to you.

Please note that for accommodations that are not readily available, you must make your request as soon as you can prior to the time of the meeting.

Decorum
All participants are expected to conduct themselves with mutual respect. Conduct that disrupts meetings will be addressed in accordance with Section 54957.95 of the Government Code.

Ordinances
Ordinances are city laws contained in the Suisun City Municipal Code. Enacting a new city law or changing an existing one is a two-step process. Government Code 36934 provides, except when, after reading the title, further reading is waived by regular motion adopted by majority vote all ordinances shall be read in full either at the time of introduction or passage; provided, however, that a reading of the title or ordinance shall not be required if the title is included on the published agenda and a copy of the full ordinance is made available to the public online and in print at the meeting prior to the introduction or passage.

Certification Of Posting
Agendas for regular and special meetings are posted in accordance with the Brown Act at Suisun City Hall, 701 Civic Center Boulevard, Suisun City, CA. Agendas may be posted at other Suisun City locations including:

Suisun City Fire Station, 621 Pintail Drive, Suisun City, CA; Joe Nelson Center, 611 Village Drive, Suisun City, CA;
Harbor Master Office, 800 Kellogg Street, Suisun City, CA.

I, Donna Pock, Deputy City Clerk for the City of Suisun City, declare under penalty of perjury that the above agenda was posted and available for review, in compliance with the Brown Act. 5 THIS PAGE INTENTIONALLY LEFT BLANK
6 7
8 4
Suisun City Fire Department 2022 Annual Report 2
1 2
9 Suisun City Fire Department 2022 Annual Report 33Suisun City Fire Department 2022 Annual Report Fire Captain
Ryan Esparza
Fire Captain
Dean Martin
Fire Engineer
Jian Eddinger
Fire Engineer
Jason Vander Meer
Fire Engineer
Justin Duchscher
Division Chief
Brian Kermoade
Fire Marshal
Jose Colin
Fire Engineer
Luis Rivera
Fire Engineer
Chris Lujan
4Suisun City Fire Department 2022 Annual Report
Fire Captain
Japen Soto
3 4
10 Deputy Chief
Greg Renucci
Fire Captain
Aaron Leming
5Suisun City Fire Department 2022 Annual Report
Jason Brassfield
Leadership Commendation Award
Darren Antes
Firefighter of the Year
Rope Rescue Gear
(30) Structure
Firefighting PPE
0 Suisun City Fire Department 2022 Annual Report 6
1 Set of Extrication Equipment
Tablet Command
Rescue 47
Utility 47
C4701
Utility 47
5 6
11 7Suisun City Fire Department 2022 Annual Report
3500
2465 2582
3073
3377 3383
0 500
1000
1500
2000
2500
3000
2018 2019 2020 2021 2022
8Suisun City Fire Department 2022 Annual Report
7 8
12 9Suisun City Fire Department 2022 Annual Report
• California State Fire Training
• National Incident Management System (NIMS)
• California Incident Command Certification System
(CICCS)
• Occupational Health & Safety (OSHA)
• Supervisor Training
• Firefighter Skills
• Wildland Firefighting Skills
• Emergency Medical Services (EMS)
• Paramedic and Emergency Medical Technician Skills
10Suisun City Fire Department 2022 Annual Report
9 10
13 29% Increase
11Suisun City Fire Department 2022 Annual Report
0 12Suisun City Fire Department 2022 Annual Report
11 12
14 13Suisun City Fire Department 2022 Annual Report
14Suisun City Fire Department 2022 Annual Report
13 14
15 7/7/2023
• Unmaintained
apparatus
• Excess (6)
command vehicles
• On Call (Battalion)
Chiefs
• Surplus apparatus &
equipment
• 4 Command vehicles
assigned
• 2 Support/Utility
vehicles maintained
• Command Staff & On
Call (Duty Chief) vehicles
assigned
• Current Actions
• Surplus
• Apparatus &
Equipment
Replacement
Program
15 16
16 • Dive Rescue
(Recovery) Team
• $52,000 Equipment
• Training
• Frequency of
Incidents
• Service Needs
• Water Rescue Team
• Equipment
• Service Needs
• Other Rescue
• Urban Search and
Rescue (USAR)
• Dive Team & Equipment-
Surplus
• Procurement of Equipment
• FY2022-23 $22,000
• Hardware & Software
• Solano County (USAR)
Team
• Solano County Agencies
• Water Rescue
• Low/High Angle Rescue
• Confined Space Rescue
• Trench Rescue
• Current Actions
• Surplus Dive Equipment
• Uniform and
clothing
• Gear Bags for
personnel
• Custom colored
uniforms
• Uniform &
Personal Protective
Equipment (PPE) re
quirements
• Personnel gear
bags- Reduced
• FY2022-23 Council
approved $150,000
Structural PPE.
• PPE
Expenditures:
$84,448
• Savings: $65,552
17 18
17 •
•
• Acting to surplus apparatus and equipment.
• Develop a Capital Improvement Program (Apparatus & Equipment). • Ensure services provided are consistent with City Council & Community expectations.
• Ensure fiscal resources are managed according to City policy and City Council direction.

Questions?
19 18
Suisun City
Police Department
2022 Annual Report
19 Our
Personnel
20 Patrol
In 2022 SCPD Patrol handled 25,343 incidents.

Officers created 3,577 case investigations in
response to those incidents. Officers made 991
arrests for a variety of crimes throughout the
year . Officers made 3,403 traffic stops in 2022,
which resulted in 1,101 traffic citations and 92
arrests for DUI. Patrol officers also investigated
284 tr
affic collisions and booked 1,834 pieces of
property into evidence or safekeeping.
21 City Officer
While patrol was fully staffed in 2022, the department
was able to launch a pilot program called the “City
Officer” program. This programmed allowed one officer
per‐day to be assigned to specific city‐wide community
concerns. These officers conducted foot patrols
downtown and throughout the city. These officers
focused on tr affic enforcement in areas of concern to the community. They also contacted our business, resident
and visitor communities. The City Officers made regular contact with our unhoused community to offer resources
and shelter . This program was popular with both the
community and our personnel.
2022 Crime Statistics
The Suisun City Police Department transitioned
to the California Incident Based Reporting System
(CIBRS) in March 2022. The migration put our city
in alignment with the National Incident Based
Reporting System (NIBRS). Our first full year of
CIBRS data will be available in our 2023 Annual
Report.

Suisun City 2022 UCR Pa rt ‐1 crimes, Homicide,
Rape, Robbery, Aggravated Assault, Burglary,
Larceny, Auto Theft and Arson, reduced by 18%
versus the 2018‐2022, 5‐year average.
22 Investigations
The Suisun City Investigations Division detectives
are responsible for investigating crimes that
require extensive follow‐up such as, homicide,
robberies, gang activity, and other violent
felonies. The detectives also investigate missing
persons, child abuse and domestic violence
cases.

In 2022, the Suisun City Investigations Division
conducted follow‐up on 125 significant cases,
including one homicide.

Dispatch & Records
The SCPD Dispatch Center is responsible for
handling and processing all in‐coming 9‐1‐1 calls,
non‐emergency calls and radio operations for
police, fire and EMS services in Suisun City. In
2022, the dispatch center handled 9,509 9‐1‐1
calls, 31,653 business line calls and made 11,250
out‐goin g calls to coordinate services, response,
and resources for the community. The Dispatch
Center created a total of 29,865 incidents in
2022. Of these incidents, 4,522 were fire or
medical related calls. Our Public Safety
Dispatchers are also responsible for managing
the SCPD lobby and performing records
functions.
23 Transparency
The Suisun City Police Department strives to
de‐escalate incidents and use the least
amount of force required to effect an arrest,
overcome resistance, and prevent escape.

In 2022, SCPD had 19 Uses of Force incidents
reported out of the 25,343 incidents handled
by the Patrol Division. This is a 0.00075% use
of fo
rce to incident ratio.

A Use of Force is defined as the application of
a physical technique or tactic, chemical
agents, or weapons to another person.

Additionally, SCPD is required by law to report
any use of force that results in great bodily
injury during an incident. SCPD did not ha ve
any use of force incidents that resulted in
great bodily injury to a subject in 2022.

Uses of Force
The Department accepts all complaints made against our
employees. These complaints are investigated on an individual basis by an uninvolved supervisor or, in many instances, an outside investigator .

In 2022, the Department investigated six allegations of misconduct. Four of these allegations were made by community members received via a Citizen's Complaint. The r emaining two allegations were recognized internally, and an investigation was conducted to ensure our staff are adhering to policy and state law. These investigations were conducted for allegations of discourtesy, conduct unbecoming, improper service, and
excessive force. There were no sustained complaints for excessive force, but there was a sustained complain t for discourtesy
Transparency
Complaints
ALL COMPLAINTS ARE TAKEN SERIOUSLY AND CAN BE
DONE, IN PERSON, VIA TELEPHONE OR ONLINE. FOR
MORE INFORMATION, PLEASE VISIT;
HTTPS://POLICE.SUISUN.COM/CONTACT‐
US/PERSONNEL‐COMPLAINT‐FORM/
ALL COMPLAINTS ARE TAKEN SERIOUSLY AND CAN BE
DONE, IN PERSON, VIA TELEPHONE OR ONLINE. FOR
MORE INFORMATION, PLEASE VISIT;
HTTPS://POLICE.SUISUN.COM/CONTACT‐
US/PERSONNEL‐COMPLAINT‐FORM/
24 The Suisun City Police Department employs one full time Community Services Officer .

Our Community Services Officer investigates parking complaints, assist with traffic control, attends community events and assists on the Social Media Team.

Community Services Officer
Property & Evidence
The Suisun City Police Department employs one full time Property and Evidence Technician. The Property and Evidence Technician is tasked with the asset management of all booked pieces of evidence, property and stored items.

In 2022, the Property and Evidence Technician handled over 1,834 pieces of evidence and property.
2022 Accomplishments
• Fully staffed all our police officer positions for the first time in several years. • Investigations staffed with two full‐time detectives for the first time in several years. • Prioritized training for all personnel to enhance service to the community. • Enhanced our license plate reader system to better investigate crimes. • Utilized Of fice of Traffic Safety grant to improve our electronic collision reporting system. • Racial and Identity Profiling Act (RIPA) implementation was completed. Began sending demographic stop data to the state as required by law.
• Obtained Police Officer Standards and Training (POST) certification to provide Use of Force and Firearms training on‐sigh t, rather than outsourcing and paying for training • Created a social media team to better inform, interact and engage with our community. 25 2023 Goals
• Enhance service delivery to the community through employee development, training, evaluation and accountability.
• Maintain staffing levels through continuous recruitment and retention efforts. • Implement a scheduling and timekeeping system that reports hours worked directly to the payroll department.
• Complete implementation of training management, employee development and accountability software.
• Complete state‐funded ca pital improvement projects including enhanced station security and mobile command vehicle.
• Improve community engagement, recruitment and online services through a new Suisun City Police Department website.
26 AGENDA ITEM NO. 6

AGENDA TRANSMITTAL

MEETING DATE:

July 18, 2023

CITY AGENDA ITEM:

Council Adoption of Resolution 2023-___: Acknowledging Receipt of a Report Made by the Fire Marshal of the Suisun City Fire Department Regarding the State Mandated Inspections of Specific Occupancies Pursuant to Sections 13146.2 and 13146.3 of the California Health and Safety Code.

FISCAL IMPACT:

There is no fiscal impact in accepting this report.

STRATEGIC PLAN:

Ensure Public Safety

BACKGROUND:

On September 27, 2018, California Senate Bill 1205 (SB1205) became effective, and added a new section to the California Health and Safety Code which affects every fire department or fire district in the State. Existing state law requires every fire department or district providing fire protection services to inspect every building used as a public or private school K-12 annually to enforce current fire and life safety provisions. This same annual inspection requirement is also applicable to hotels, motels, lodging houses, apartment buildings and residential occupancies used as care facilities.

With the signing of SB 1205, the California Health Safety and Code was amended by adding Section 13146.4, that requires that all fire departments or districts required to perform annual inspections pursuant to Sections 13146.2 and 13146.3 shall report annually to its administrating authority its compliance with Sections 13146.2 and 13146.3

The Fire Department has completed all initial annual fire inspections of these facilities for the 2022- 2023 fiscal year. Pursuant to SB 1205, the Fire Department is submitting this report demonstrating compliance with California Health and Safety Code Sections 13146.2 and 13146.3.

STAFF REPORT:

Annually, the Suisun City Fire Department is required to conduct inspections of all public and private schools K-12, hotels, motels, lodging houses, apartment buildings, and other residential occupancies used as residential care facilities. The purpose of annual fire prevention inspections and code enforcement is to ensure compliance with adopted codes and standards, to mitigate known hazards, and reduce risk to the community.

A
.

California Health and Safety Code Section 13146.3 mandates that the local fire department inspect all public and private schools K-12 once annually. The Fire Department has inspected 4 of 4 occupancies, buildings, structures and/or facilities.

B
.

California Health and Safety Code Section 13146.2 mandates that the local fire department inspect all hotels, motels, apartment buildings, lodging houses and other residential occupancies used as residential care facilities once annually. The Fire Department has inspected 33 of 33 occupancies, buildings, structures and/or facilities.

27 Occupancy Type
Total
Completed
Compliance
Public and Private Schools K-12
4 4
100%
Hotels, Motels, Apartment Buildings, Lodging Homes, and Residential Care Facilities
33 33
100%
Total
37 37
100%

In total, 37 mandated annual inspections of all known buildings and structures required to be inspected within the California Health and Safety Code mandate have been completed during the 2022-2023 fiscal year. Further, the acceptance of this compliance report and the recommended Resolution fulfill the statutory requirements contained in California Health and Safety Code Section 13146.2, 13146.3 and 13146.4, as amended by Senate Bill 1205.

STAFF RECOMMENDATION:

Acknowledging Receipt of a Report Made by the Fire Marshal of the Suisun City Fire Department Regarding the Inspection of Certain Occupancies Pursuant to Sections 13146.2 And 13146.3 of the California Health and Safety Code.

DOCUMENTS ATTACHED:

1. Resolution No. 2023-___: Acknowledging Receipt of a Report Made by the Fire Marshal of the Suisun City Fire Department Regarding the State Mandated Inspections of Specific Occupancies Pursuant to Sections 13146.2 and 13146.3 of the California Health and Safety Code.

PREPARED BY:

Jose Colin, Fire Marshal
REVIEWED BY:

Brad Lopez, Fire Chief
APPROVED BY:

Kris Lofthus, Deputy City Manager

ATTACHMENTS:

1. Resolultion to Acknowledge Report.pdf
28 1
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4 5
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8 9
10 11
12 13
14 15
16 17
18 19
20 21
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28 RESOLUTION NO. 2023-

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN

CITY ACKNOWLEDGING RECEIPT OF A REPORT MADE BY THE

FIRE MARSHAL OF THE SUISUN CITY FIRE DEPARTMENT

REGARDING THE STATE MANDATED INSPECTIONS OF
SPECIFIC OCCUPANCIES PURSUANT TO SECTIONS 13146.2 AND
13146.3 OF THE CALIFORNIA HEALTH AND SAFETY CODE.

WHEREAS, California Health & Safety Code Section 13146.4 was added in 2018, and became effective on September 27, 2018; and,
WHEREAS, California Health & Safety Code Sections 13146.2 and 13146.3 requires all fire departments, including the Suisun City Fire Department, that provide fire protection services to perform annual in spections in every building used as a public or private school, hotel, motel, lodging house, and apartment building; and, WHEREAS, California Health & Safety Code Section 13146.2 requires all fire departments, including the Suisun City Fire Department, that provide fire protection services to report annually to its administering authority on its compliance with Sections 13146.2 and 13146.3; and,
WHEREAS, the City Council of the City of Suisun City intends this Resolution to fulfill the requirements of the California Health & Safety Code regarding acknowledgment of the Suisun City Fire Department’s compliance with California Health and Safety Code Sections 13146.2 and 13146.3.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Suisun City that said Council expressly acknowledges the measure of compliance of the Suisun City Fire Department with California Health and Safety Code Sections 13146.2 and 13146.3 in the area encompassed by the City of Suisun City, as follows:

A. EDUCATIONAL GROUP E OCCUPANCIES:

Educational Group E occupancies are generally those public and private schools, used by more than six persons at any one time for educational purposes through the 12th grade.

Within the City of Suisun City, there lie four (4) Group E occupancies , buildings, structures and/or facilities.

During fiscal year 2022/2023, the Suisun City Fire Department completed the annual inspection of four (4) Group E occupancies, buildings, structures and/or facilities. T his is a compliance rate of 100% for this reporting period.
29 Resolution No. 2023-
Adopted July 18, 2023

Page 2 of 2 ends

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Additional items of note regarding this compliance rate can be found in the accompanying staff report for this resolution.

B. RESIDENTIAL GROUP R OCCUPANCIES:

Residential Group R occupancies, for the purposes of this resolution, are generally those occupancies containing sleeping units, and include hotels, motels, lodging houses, apartment buildings and residential occupancies used as care facilities. Within the City of Suisun City, there lie 33 Group R occupancies, buildings, structures and/or facilities.

During fiscal year 2022/2023, the Suisun City Fire Department com pleted the annual inspection of 33 Group R occupancies, buildings , structure s and/or facilities . This is a compliance rate of 100% for this reporting period.

Additional items of note regarding this compliance rate can be found in the accompanying staff report for this resolution.

PASSED AND ADOPTED at a Regular Meeting of the City Council of the City of Suisun City held on Tuesday the 18th day of July 2023 by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

WITNESS my hand and the seal of said City this 18th day of July 2023.

Anita Skinner
City Clerk

30 AGENDA ITEM NO. 7

AGENDA TRANSMITTAL

MEETING DATE:

July 18, 2023

CITY AGENDA ITEM:

Council Adoption of Resolution No. 2023-__: Approving the Purchase of a Vac-Con Model V350LHAN/850 Vacuum Truck from Vac-Con, Inc.

FISCAL IMPACT:

There would be no impact to the General Fund from this purchase. The total purchase price for the requested Vac-Con Model V350LHAN/850 Vacuum Truck (vac truck) is $499,659.35. The cost associated with this piece of equipment would be covered by the Sewer Maintenance Fund with funds having been allocated and approved within the FY203-24 budget for this purchase.

STRATEGIC PLAN:

Ensure Public Safety, Provide Good Governance, and Enhance Environment.

BACKGROUND:

A Vacuum Truck or vac-truck, is a large truck that includes a suction hose, pump, and a tank. The pump is designed to pneumatically suck up liquids, sludges, slurries, or the like from an impacted location and is then stored in the tank of the truck. A vac-truck is primarily used for two functions, maintenance and responding to Sanitary Sewer Overflows (SSOs). Maintenance activities include cleaning sewer lines, inside of manholes, storm drain inlets, and minor excavation. The unit can also be used, when needed, in support of Police and Fire in response to accidents that include spilling liquid that must be cleaned up. The vac-truck is also critical in a quick response to emergency SSOs.

Contaminated liquid cannot reach any State waterways without best efforts being made to clean and remove all contaminated liquid through the use of a vac-truck. The city could get fined in the event of a large SSO that was not retrieved from the storm drain system or from local waterways.

STAFF REPORT:

The Public Works Maintenance Division (PWM) does not currently own Vacuum Truck (vac-truck). PWM previous piece of equipment with flushing and vacuuming capabilities was the city’s old street sweeper. This vehicle was very old and becoming difficult to find parts for to facilitate necessary repairs. Additionally, the vacuum capabilities of the sweeper no longer met the State Water Board’s requirements to adequately retrieve any dislodged materials such as FOGs (Fat, Oils, and Grease) within the sewer system, leaving PWM without means to address sewer blockages within the city’s-maintained system. The unit was surplused when Republic Services assumed the city’s street sweeping contract, leaving PWM to contract out this need to a vendor with a vac-truck in their fleet and be at the mercy of the vendor’s schedule and response time.

The purchase of a vac-truck will allow the PWM to respond effectively to sewer calls, to Sanitary Sewer Overflows (SSOs), to better perform annual storm inlet maintenance, and to provide support to Police and Fire in the event of an accident that invoices liquid moving towards the city’s storm drain system.

Without a Vacuum Truck (vac-truck) the Public Works Maintenance (PWM) staff is left unable to adequately respond to sewer back-ups and to Sanitary Sewer Overflows (SSOs) based on regulations governing sewer and SSO response implemented by the State. The purchase of a Vacuum Truck will enhance PWM’s ability to respond quickly to SSOs when time is always of the essence. SSOs may not reach waterways, including the storm drain system, without being retrieved as quickly as possible to 31 ensure that none to only a very small volume of contaminated water reaches and remains in the State’s waterways. It can become a health and human safety issue. There is only one vendor in the area that owns this piece of equipment. This can lead to delayed response times and/or the unit not being available.

The Vacuum Truck would be purchased through a vendor, Vac-Con, Inc., that participates in Sourcewell (formally NJPA) a National Intergovernmental Purchasing Alliance (IPA) Company.

Sourcewell offers the lowest price to its members since it does competitive bids for vehicles and equipment. The city will take advantage of the lowest pricing since it holds membership with Sourcewell.

The purchase of this unit will give PWM faster response time and will support other programs such as the annual stormwater inlet cleaning program as well as being available to be deployed in an instance where Police or Fire require such services in response to an accident.

STAFF RECOMMENDATION:

It is recommended that the City Council: Adopt Resolution No. 2023-__: Approving the Purchase of a Vac-Con Model V350LHAN/850 Vacuum Truck from Vac- Con, Inc.

DOCUMENTS ATTACHED:
1 .

Resolution No. 2023:__: Approving the Purchase of a Vac-Con Model V350LHAN/850 Vacuum Truck from Vac-Con, Inc.
2 .

Quote for Vac-Con Model V350LHAN/850 Vacuum Truck.

PREPARED BY:

Amanda Dum, Management Analyst II
REVIEWED BY:

Nouae Vue, Public Works Director
APPROVED BY:

Kris Lofthus, Deputy City Manager

ATTACHMENTS:

1. Resolution Approving the Purchase of a Vac-Con Model V350LHAN-850 Vacuum Truck from Vac- Con, Inc..pdf
2 Quote for Vac-Con Model V350LHAN-850 Vacuum Truck.pdf 32 1
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28 RESOLUTION NO. 2023-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY APPROVING THE PURCHASE OF A VAC-CON, INC. MODEL V350LHAN/850 VACUUM TRUCK FROM VAC-CON, INC.

WHEREAS, the Public Works Maintenance Division (PWMD) has the responsibility of maintaining the City ’s sewer system for pipes 10” and under as well as maintaining the City’s storm drain system; and
WHEREAS, On May 2, 2006, the State Water Resources Control Board (SWRCB) adopted Order No. 2006 -0003-DWQ, which established Statewide General Waste Discharg e Requirements for Sanitary Sewer Systems. The General Waste Discharge Requirements dictate that all federal and state agencies, municipalities, counties, districts, and other public entities that own or operate sanitary sewer systems greater than one mile in length that collect and/or convey untreated or partially treated wastewater to a publicly owned treatment facility in the State of California are required to: take all feasible steps to elimin ate sanitary sewer overflows (SSOs), and in the event that a n SSO does occur, take all feasible steps to contain and mitigate the impacts and report the SSO to the statewide reporting system; properly, manage, operate, and maintain all parts of the sanitary sewer system also, the all citie s in California are required to suction out any Fat, Oil , or Grease (FOG) obstruction found within a sewer line and are no longer allowed to try to just flush down the line; and WHEREAS, the acquisition of a vacuum truck will primarily support the Public Works Maintenance Div ision in adhering to the State requirements listed a bove, in performing best efforts to prevent illicit discharges into the existing storm drain system from an Sanitary Sewer Over flow (SSO) or other scen ario where illicit discharge is allowed into the curb/gutter system which drains directly into the storm drain sys tem, and furthermore in supporting Public Works Maintenance’s annual storm drain inlet cleaning program which is performed in an attempt to mitigate flooding within City limits during the rainy season; and WHEREAS, staff has obtained a quote through Sourcewell (formerly NJPA), a National Government Purchasing Alliance (IPA) Company vendor. Sourcewell requires a membership and the City is a member in good standing. Sourcewell gathers competitive bids for vehicles and equipment which can then be utilized by governmental agencies; and WHEREAS, the Suisun City Council recognizes the benefits and essential nature of acquiring this piece of equipment for the safety and maintenance of the City ’s sewer and storm drain systems.

NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Suisun City does hereby authorize the City Manager , or his designee, to execute the Purchase Agreement to acquire a Vac-Con Model V350LHAN/850 Vacuum Truck from Vac-Con, Inc.

33 Resolution No. 2023-
Adopted

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PASSED AND ADOPTED at a Regular Meeting of the City Council of the City of Suisun City duly held on Tuesday, the 18th day of July 2023, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

WITNESS my hand and the seal of said City this 18th day of July 2023.

Anita Skinner
City Clerk
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THIS PAGE INTENTIONALLY LEFT BLANK
38 AGENDA ITEM NO. 8

AGENDA TRANSMITTAL

MEETING DATE:

July 18, 2023

CITY AGENDA ITEM:

Council Adoption of Resolution No. 2023-___: Authorizing the City Manager to Enter into a Construction Contract on the City’s Behalf with Morgan Fence Company, Inc. for the Lot 37 Fencing Project.

FISCAL IMPACT:

There would be no impact to the General Fund. The Lot 37 Fencing Project (Project) will surround the newly acquired right-of-way. This Project will be funded by the Off-Site Street Improvement Program (OSSIP) Fund (F120) in the amount of $65,792.05 ($57,210.48 plus a 15% contingency of $8,581.57).

STRATEGIC PLAN:

Provide Good Governance, Ensure Public Safety, and Enhance the Environment.

BACKGROUND:

The City of Suisun City recently completed the purchase of a segment of right-of- way along the eastern side of the parcel on the southeast corner of Sunset Avenue and (Old) Railroad Avenue. This new land purchase will ultimately be part of realigning Railroad Avenue from New Railroad Avenue to Old Railroad Avenue (next to Laurel Creek).

STAFF REPORT:

With the purchase of Lot 37 it is now necessary to ensure that this newly purchased parcel is protected, kept as clean and free from homeless as possible, and from acting as a public nuisance. To accomplish these goals, it is now necessary to install protective, permanent, fencing that will include a gate at (Old) Railroad Avenue end, around Lot 37.

Staff reached out to three (3) local vendors for quotes – Morgan Fence Company, Inc., Able Fence Company, and Tri-City Fence Company. Morgan Fence Company, Inc. provided the lowest unit cost of $43.44. Able Fence Company provided a Unit Cost of $48.00, and Tri-City Fence Company provided a Unit Cost of $47.36. Morgan Fence Company, Inc. has been identified as the lowest responsible bidder for the fencing and the gate necessary to complete this Project.

This location is the victim of illegal dumping and homeless camps, among other issues, and having it secured as best as possible as quickly as possible is of paramount importance. Staff is requesting that Council authorize the City Manager to enter into a construction contract with Morgan Fence Company, Inc. to install fencing in this location.

STAFF RECOMMENDATION:

It is recommended that the City Council adopt Resolution No. 2023- ___: Authorizing the City Manager to Enter into a Construction Contract on the City’s Behalf with Morgan Fence Company, Inc. for the Lot 37 Fencing Project.

DOCUMENTS ATTACHED:
1 .

Resolution No. 2023-____: Authorizing the City Manager to Enter into a Construction Contract on the City’s Behalf with Morgan Fence Company, Inc. for the Lot 37 Fencing Project. 2 .

Property Location Map.
39 PREPARED BY:

Amanda Dum, Management Analyst II
REVIEWED BY:

Nouae Vue, Public Works Director
APPROVED BY:

Kris Lofthus, Deputy City Manager

ATTACHMENTS:

1. Resolution Authorizing to Enter into a Construction Contract with Morgan Fence Compay, Inc..pdf

2. Property Location Map.pdf
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28 RESOLUTION NO. 2023-

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY

AUTHORIZING THE CITY MANAGER TO ENTER INTO A CONSTRUCTION CONTRACT ON THE CITY’S BEHALF WITH MORGAN FENCE COMPANY, INC.

FOR THE LOT 37 FENCING PROJECT

WHEREAS, the City recently completed the purchase of a segment of land (Lot 37)); and
WHEREAS, Lot 37 and a djacent areas have been the subject of ongoing homeless camps, debris, and illegal dumping; and
WHEREAS, it is now necessary for the City to permanently fence off this new City parcel to attempt to prevent an attractive nuisance, illegal dumping, and homeless camps on the property as quickly as possible; and
WHEREAS, out of the three quotes received staff has identified and determined that Morgan Fence Company, Inc. has provided the lowest bid and is a responsible vendor.

NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Suisun City authorizes the City Manager to enter into a construction contract on behalf of the City with Morgan Fence Company, Inc. for the Lot 37 Fencing Project in the amoun t of $57,510.48, including a 15% contingency ($8,581.57) for a total construction cost of $65,792.05 and to take any and all necessary and appropriate actions to implement this contract.

PASSED AND ADOPTED at a Regular Meeting of the Cit y Council of the City of Suisun City duly held on Tuesday, the 18th day of July 2023, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

WITNESS my hand and the seal of said City this 18th day of July 2023.

Anita Skinner
City Clerk
41 Property Location Map – Lot 37
Pickering Property
Newly Purchased City Property – Lot 37
42 AGENDA ITEM NO. 9

AGENDA TRANSMITTAL

MEETING DATE:

July 18, 2023

CITY AGENDA ITEM:

Council Adoption of Resolution No. 2023-__ Amending the Citywide Classification Plan to Create, Update, or Eliminate Various Classifications Including: Create Deputy City Clerk, Finance Manager and Recreation Manager; Establish a Class Specification for IT Services Manager; and Abolish the Classifications of Accounting Services Manager, Financial Services Manager, Marina & Waterfront Events Manager, Recreation Program Administrative Coordinator, Recreation Specialist Supervisor, Secretary to the City Manager/Deputy City Clerk and Senior Account Clerk.

FISCAL IMPACT:

The financial impact associated with the proposed classification actions was negotiated as part of labor contract negotiations and included in the current fiscal year budget. As a result, there is no additional cost associated with approving the classification actions recommended herein.

STRATEGIC PLAN:

Provide Good Governance.

BACKGROUND:

The City’s Personnel Rules and Regulations, contained in Administrative Directive (AD)- 7 requires the City maintain a Classification Plan that is tied to the Compensation Plan and which contains all classes to which city positions may be allocated. Each class shall have a written specification that provides the title and definition of the Class, a description of the general duties to be performed and the qualifications necessary for consideration for appointment.

Department Heads and employees may request a classification study be performed if it is believed that a position is not properly classified, or when a significant change has been made in the duties, functions and responsibilities of a Position. The City Manager has the ultimate responsibility for authorizing a classification study, and for approving the establishment of new Classes or the revision of existing Classes.

Many of the City’s current class specifications were established during the citywide classification and compensation study that occurred in 2006, by Johnson & Associates. Since this time, there have been a variety of changes to the duties and responsibilities of many positions within the City’s Classification Plan requiring updated class specifications. This has led the City Manager to authorize various classification studies which have been completed over the past two years to bring the Classification Plan current.

STAFF REPORT:

Under direction of the City Manager, Janice Koch, Consultant, was asked by City of Suisun Human Resources to perform a classification study of six of the City’s positions. The project entailed review of Position Description Questionnaires that had been completed by employees, interviewing those 43 employees for clarification and any additional information needed, consideration of whether the duties and requirements assigned to these employees were appropriately classified, making recommendations as to appropriate classification assignments, and updating or developing classification specifications according to those assigned requirements.

Recreation, Parks and Marina Department
Three of the positions studied are in the Recreation, Parks and Marina Department. One employee has been classified as the Marina and Waterfront Events Manager. The second two positions have been classified as Recreation Supervisors.

The Recreation, Parks and Marina Department essentially consists of two divisions. One division encompasses Marina, Community Events, Senior Programs, and Early Childhood Programs. The other division manages Recreation Facilities, Sports Complex, and Youth Services. It is to the advantage of the agency and to employees to have broader, less specialized classifications when possible. In this way, employees can be cross trained and reassigned to other positions within those classifications when necessary or as vacancies occur.

In some situations, having the title of “Manager” denotes second-line supervisors. In other situations, particularly in smaller agencies, a Manager may oversee the operations and activities of a departmental division, even when the number of full-time, first -line supervisory staff is limited or not warranted. In these cases, the employees manage, as well as participate in division operations and activities. It was determined that the employee currently classified as Marina and Waterfront Events Manager would be better suited with the title of
Recreation Manager
and the other employee currently classified as
Recreation Supervisor would be more appropriately reclassified as Recreation Manager
. A new
classification specification for Recreation Manager was developed and is attached to this report.

The other position that has been classified as Recreation Supervisor was studied. The employee in this class has been assigned and is currently performing such duties as grant writing and administration, budget analysis, contract management and marketing of recreation programs. These duties and the required knowledge, abilities, and education and experience requirement possessed by the incumbent fit well within the currently existing City classification of Management Analyst
at the journey (
II
) level.

Finance Department
The City’s Finance Department consists of two divisions including the Finance Division and the Information Technology Division.

Information Technology Division
The position currently classified as IT Systems Manager was analyzed. The incumbent in this position acts as manager of the Finance Department’s Information Technology Division. The duties performed by the employee in this class are extremely broad, encompassing all of the City’s Information Technology needs, directly and/or by engaging and overseeing the work of vendors. As is the case of the forementioned Recreation Managers, the duties of this position are primarily acting as a technical and management consultant to city staff rather than as supervising first-line supervisors. In addition, the responsibilities performed in this capacity are not limited to those of a division, but instead require interactions with and impacts all departments in the City. The most common title for classifications in the labor market for positions performing these duties is Information Technology Manager
and the
current title of
IT Services Manager
is also well suited. Suisun City did not have a classification specification for IT Services Manager; therefore, a specification has been created for this classification 44 and is attached to this report.

Finance Division
The duties being performed by the position currently classified as Accounting Services Manager were analyzed. The employee in this classification is acting as an upper-level manager, providing advanced professional knowledge, leadership and full supervision over accounting staff in performance of accounts payable and receivable, payroll, utility billing, business licenses, journal entries, bank and cash reconciliation, and other related accounting functions.

As with the Information Technology Manager, the responsibilities of this position involve interactions with other departments and outside agencies rather than being limited to those within a division.

Common job title for positions with these responsibilities in the labor market is Financial Operations
Manager
or
Finance Manager
. It was determined that the employee currently classified as Accounting Services Manager be more appropriately reclassified as Finance Manager. A new classification specification was developed and is attached to this report.

City Manager’s Office
Secretary to the City Manager/Deputy City Clerk
Although the Suisun City Clerk is an elected position, the employee currently in the classification of Secretary to the City Manager/Deputy City Clerk plans, organizes, and directs functions and responsibilities of the City Clerk’s office as specified by the City Council and as required by law. A majority of the employee’s responsibilities are related to acting in the capacity of Deputy City Clerk.

The employee does provide administrative support to the Mayor, City Council, City Manager and City Departments and to City Commissions, Boards and Committees and makes conference/meeting registrations, hotel reservations and travel arrangements but there is less emphasis on these requirements than those of the City Clerk’s Office. Unlike Deputy City Clerks in some other agencies, the employee in this position performs fewer clerical duties and more administrative duties. The classification specification was updated to reflect this, and it is recommended that the title be changed to Deputy City Clerk.

As recommended by the consultant, it is recommended that the new classification specifications attached to this report be adopted and added to the City’s Classification Plan, and that the following classifications be abolished: Accounting Services Manager, Marina & Waterfront Events Manager and Secretary to the City Manager/Deputy City Clerk. Additionally, the City proposes to abolish the classifications of Financial Services Manager, Recreation Program Administrative Coordinator, Recreation Specialist Supervisor and Senor Account Clerk which no longer fit into the City’s existing structure.

The positions studied are represented by the Suisun City Management and Professional Employees’ Association (SCMPEA). The classification specifications and recommendations were reviewed and approved by the employees’ supervisors, the Association and by the affected employees. Staff have met our obligations to meet and confer with SCMPEA over these proposed classification actions.

STAFF RECOMMENDATION:

Adoption of Resolution No. 2023-__ Amending the Citywide Classification Plan to Create, Update, or 45 Eliminate Various Classifications Including: Create Deputy City Clerk, Finance Manager and Recreation Manager; Establish a Class Specification for IT Services Manager; and Abolish the Classifications of Accounting Services Manager, Financial Services Manager, Marina & Waterfront Events Manager, Recreation Program Administrative Coordinator, Recreation Specialist Supervisor, Secretary to the City Manager/Deputy City Clerk and Senior Account Clerk.

DOCUMENTS ATTACHED:
1 .

Resolution No. 2023-__ Amending the Citywide Classification Plan to Create, Update, or Eliminate Various Classifications Including: Create Deputy City Clerk, Finance Manager and Recreation Manager; Establish a Class Specification for IT Services Manager; and Abolish the Classifications of Accounting Services Manager, Financial Services Manager, Marina & Waterfront Events Manager, Recreation Program Administrative Coordinator, Recreation Specialist Supervisor, Secretary to the City Manager/Deputy City Clerk and Senior Account Clerk.
a
.

Deputy City Clerk
b
.

Finance Manager
c
.

IT Services Manager
d
.

Recreation Manager

PREPARED BY:

Christina Penland, Human Resources Administrator
REVIEWED BY:

Kris Lofthus, Deputy City Manager
APPROVED BY:

Kris Lofthus, Deputy City Manager

ATTACHMENTS:

1. Resolution Approving Amending the Citywide Classification Plan.pdf a. Deputy City Clerk Class Spec.pdf
b. Finance Manager Class Spec.pdf
c. IT Services Manager Class Spec.pdf
d. Recreation Manager Class Spec.pdf
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28 RESOLUTION NO. 2023-__

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY

AMENDING THE CITYWIDE CLASSIFICATION PLAN TO CREATE UPDATE OR ELIMINATE VARIOUS CLASSIFICATIONS INCLUDING: CREATE DEPUTY CITY CLERK, FINANCE MANAGER AND RECREATION MANAGER; ESTABLISH A CLASS SPECIFICATION FOR IT SERVICES MANAGER; AND ABOLISH THE

CLASSIFICATIONS OF ACCOUNTING SERVICES MANAGER, FINANCIAL

SERVICES MANAGER, MARINA & WATERFRONT EVENTS MANAGER,

RECREATION PROGRAM ADMINISTRATIVE COORDINATOR, RECREATION

SPECIALIST SUPERVISOR, SECRETARY TO THE CITY MANAGER/DEPUTY CITY CLERK AND SENIOR ACCOUNT CLERK.

WHEREAS, Suisun City Code Chapter 2.40 establishes a Personnel System that includes Classifications to group positions with similar duties and responsibilities into categories, and Pay Ranges within a Compensation Plan to establish appropriate compensation for the various Classes; and
WHEREAS, the authority to approve new job classifications, establish Pay Ranges for each Classification and approve placement of new Classifications in appropriate bargaining units each by resolution is the purview of the City Council; and WHEREAS, the City Manager is designated as the Personnel Officer with the responsibility to prepare, maintain and propose revisions to the Classification Plan and a Compensation Plan to be effective upon approval by the City Council; and WHEREAS, the City engaged the consulting services of Janice Koch to conduct various classification studies of classified positions and incumbents, and the City Manager has accepted the reports of the classification studies and agrees with the consultant’s recommendations regarding establishing or amending classifications and reclassification of incumbents; and WHEREAS, the City Manager has requested to establish classifications for Deputy City Clerk, Finance Manager and Recreation Manager; and
WHEREAS, the City Manager has requested to establish a classification specification for the existing classification of IT Services Manager; and WHEREAS, the new classifications are represented by the Suisun City Management and Professional Employees’ Association (SCMPEA); and
WHEREAS, the City Manager has requested to abolish the classifications of Accounting Services Manager, Financial Services Manager, Marina & Waterfront Events Manager, Recreation Program Administrative Coordinator, Recreation Specialist Supervisor, Secretary to the City Manager/Deputy City Clerk, and Senior Account Clerk.

NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Suisun City:

THAT, the new classifications and class specifications for Deputy City Clerk, Finance Manager, IT Services Manager, Recreation Manager are adopted; and 47 Resolution No. 2023-__
Adopted July 18, 2023

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THAT, the classifications of Accounting Services Manager, Financial Services Manager, Marina & Waterfront Events Manager, Recreation Program Administrative Coordinator, Recreation Specialist Supervisor, Secretary to the City Manager/Deputy City Clerk, and Senior Account Clerk are abolished; and
THAT, the classification action to establish, amend, abolish and reclassify shall be effective July 7, 2023; and
THAT, the following employee reclassifications are authorized: Jeffrey Downey from Recreation Supervisor to Recreation Manager; Janet Hull from Marina & Waterfront Events Manager to Recreation Manager; Elizabeth Luna from Accounting Services Manager to Finance Manager; and Marvin Mora from Recreation Supervisor to Management Analyst II; and Donna Pock from Secretary to the City Manager/Deputy City Clerk to Deputy City Clerk; and THAT, the City Council of the City of Suisun City hereby adopts Resolution No. 2023- __ Amending the Citywide Classification Plan to Create, Update, or Eliminate Various Classifications Including: Create Deputy City Clerk, Finance Manager and Recreation Manager; Establish a Class Specification for IT Services Manager; and Abolish the Classification of Accounting Services Manager, Financial Services Manager, Marina & Waterfront Events Manager, Recreation Program Administrative Coordinator, Recreation Specialist Supervisor, Secretary to the City Manager/Deputy City Clerk and Senior Account Clerk.

PASSED AND ADOPTED at a Regular Meeting of said City Council of the City of Suisun City duly held on Tuesday, the 18th day of July 2023, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

WITNESS my hand and the seal of said City this 18th day of July 2023.

Anita Skinner,
City Clerk
Attachments: a. Deputy City Clerk Class Specification
b. Finance Manager Class Specification
c. IT Services Manager Class Specification
d. Recreation Manager Class Specification
48 CITY OF SUISUN CITY

DEPUTY CITY CLERK
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.

SUMMARY DESCRIPTION
Under general direction of the City Manager, plans, organizes, and directs functions and responsibilities of the City Clerk’s office as specified by the City Council and as required by law; administers and records all legislative actions of the City Council, including administering policies and procedures and fulfilling legal requirements as set by State law or by the City’s Municipal Code; serves in the capacity of Elections Official for city elections; serves as filing officer for the Fair Political Practices Commission for campaign and financial disclosure filings; administers the City’s Conflict of Interest Code; maintains the City’s Municipal code; and maintains official city records.

IDENTIFYING CHARACTERISTICS
The Deputy City Clerk also serves as the Secretary to the City Manager. This is an advanced level administrative support class, performing a variety of confidential, highly responsible, and complex duties in support of the Office of the City Clerk and the City Manager’s Office. The employee in this class is expected to act with a great deal of independent judgment and initiative and functions with autonomy and discretion in planning and completing a wide variety of activities. The employee may supervise, assign, and review the work of clerical level employees. The incumbent coordinates assigned activities with governmental officials, the City Council, representatives of business or community organizations, other departments, work groups, and outside agencies. The employee in this class has a high degree of public contact to exchange information and explain administrative policies and procedures.

REPRESENTATIVE DUTIES
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

1. Manages the City Council’s legislative documents including ordinances, resolutions, and contracts; prepares attestations of adopted ordinances and resolutions; publishes, notices, posts and distributes completed documents and maintains legislative history in accordance with legal requirements.

2. Prepares City Council/Commission agenda packets, publication of notices and mailings and related documents; updates the City’s website with required public notices and documents.

3. Ensures recording of required documents with the County Recorder

4. Serves as election official; notices elections, issues nomination papers, reviews candidate statements, files documents with the County; serves as filing officer for Fair Political Practices Commission forms, campaign statements for candidates, committees, and public officials; notifies of filing requirements; maintains records and provides assistance; notifies Secretary of State and Registrar of Voters of citizen-generated initiative measures within the City’s jurisdiction.

5. Recruits for volunteers to serve on Commissions, Boards and Committees.

6. Arranges and prepares ceremonial documents, proclamations, and certificates; administers oaths or affirmations.

7. Provides administrative support to the Mayor, City Council, City Manager and City Departments and to City Commissions, Boards and Committees; makes conference/meeting registrations, hotel 49 CITY OF SUISUN CITY
Deputy City Clerk (Continued)
reservations and travel arrangements; processes payment of claims; reviews account balances; coordinates and/or performs all clerical functions.

8. Serves as liaison between the City Manager’s Office and other City staff, the general public, and outside agencies; screens calls, visitors, and mail including telephone calls for City Council members; responds to complaints and sensitive requests for information and assistance; researches information related to City regulations and departmental policies, procedures, systems, and precedents; assists the public and other City staff in interpreting and applying City policies, procedures, codes, and ordinances.

9. Maintains a calendar of activities, recommends improvements in workflow and use of equipment and forms; develops and revises office forms and report formats as required; initiates, organizes, and maintains filing systems.

10. Responds to Public Information Requests from the public and staff; researches and provides necessary information; serves as contact/resource person regarding City policies, procedures, objectives, and operational functions; answers questions and provides information where judgment and knowledge are utilized, including in the proper handling of confidential information or files; ensures that citizens have access to information by researching and providing copies as necessary.

11. In the absence of the City Clerk serves as official record keeper for the City; prepares and indexes meeting notification, agendas, and minutes; performs roll call, voting, receives and tracks public comments, manages timer, records meetings, and prepares draft minutes for publication at the end of meetings.

12. Types and proofreads a wide variety of reports, letters, memoranda, correspondence, and statistical charts as well as resolutions, proclamations, and ordinances; types from rough draft or verbal instruction; independently composes documents related to assigned area of responsibility.

13. May plan, prioritize, assign, supervise and review the work of clerical staff assigned to the Deputy City Clerk’s Office and/or the Office of the City Manager; including selecting, training, motivating, and evaluating staff; developing work schedules; and assigning duties and tasks.

14. Prepares news releases, advertising materials, and a variety of other public information documents.

15. Attends and participates in professional group meetings; maintains awareness of related new legislation, trends, and developments.

16. Accepts, processes, verifies, and reviews materials, applications, records, and reports for completeness and conformance with established regulations and procedures.

17. Initiates and maintains a variety of files and records; maintains manuals and updates resource materials; maintains and updates the City’s Municipal Code through established procedures.

18. Utilizes various computer applications and software packages; enters and maintains data; generates reports from a database or network system; creates documents using word processing or spreadsheet software.

19. Certifies, notarizes, and records documents.
.
50 CITY OF SUISUN CITY
Deputy City Clerk (Continued)

QUALIFICATIONS
The following generally describes the knowledge and ability required to enter the job and/or be learned within a short period of time in order to successfully perform the assigned duties.

Knowledge of:

Laws, regulations, procedures, and requirements of the City Clerk’s office including the Brown Act, California Elections Code, California Government Code, and the State’s Fair Political Practices Commission filing provisions.

Organizations and functions of municipal government, including the roles of a Council/Manager form of government.

Operations, services, and activities of the City Manager’s Office.

Minute taking and preparation.

Records retention laws including electronic document and management systems.

Modern office procedures, methods, and equipment including computers.

Computer applications such as word processing, spreadsheets, and statistical databases.

Office management principles, methods, and procedures.

Principles and procedures of record keeping and filing.

Techniques and requirements for the maintenance of confidential records and public records.

Business letter writing techniques.

Principles and practices of fiscal, statistical, and administrative research and report preparation.

Basic principles used in budget preparation, purchasing, and the basic reconciliation of financial accounts.

Principles and techniques of supervision, training, and performance evaluation.

Practices used in minute taking and preparation.

Methods and techniques of proper phone etiquette.

Customer service techniques, practices, and principles.

English usage, spelling, grammar, and punctuation.

Pertinent federal, state, and local laws, codes, and regulations.

Mathematical principles.

Ability to:

Perform confidential, responsible, and difficult general secretarial and administrative support duties involving the use of independent judgment and personal initiative and resourcefulness.

Manage priorities and meet deadlines with attention to accuracy and detail.

Understand the organization and operation of the City and of outside agencies as necessary to assume assigned responsibilities.

Locate and assemble data; provide information and organize material in conformance with laws and procedures.

Learn, interpret, and apply administrative and departmental policies and procedures and a variety of documents.

Work cooperatively with other departments, City officials, and outside agencies.

Plan, schedule, direct, and coordinate administrative support functions.

Effectively represent the City to outside individuals and agencies to accomplish the goals and objectives of the unit.

Respond tactfully, clearly, concisely, and appropriately to inquiries from the public, press, or other agencies on sensitive issues in area of responsibility.

Independently prepare correspondences and memoranda.

Develop, implement, and maintain standard filing systems.

Maintain complex paper and computerized records.

Type and enter data at a speed necessary for successful job performance.

Research, compile, analyze, interpret, and prepare a variety of fiscal, statistical, and administrative reports.
51 CITY OF SUISUN CITY
Deputy City Clerk (Continued)
Operate office equipment including computers and supporting word processing and spreadsheet applications.

Adapt to changing technologies and learn functionality of new equipment and systems.

Plan and organize work to meet changing priorities and deadlines.

Keep abreast of laws, regulations related to job functions.

Work independently in the absence of supervision.

Communicate clearly and concisely, both orally and in writing.

Establish and maintain effective working relationships with those contacted in the course of work.

Education and Experience Guidelines - Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education/Training:

Equivalent to the completion of the twelfth grade supplemented by specialized training in office procedures, business administration, or a related field.

Experience:

Four years of increasingly responsible secretarial and administrative support experience.

License or Certificate:

Possession of an appropriate driver’s license.

Possession of, or ability to obtain, a commission as a Notary Public.

Possession of or ability to obtain the designation of Certified Municipal Clerk

PHYSICAL DEMANDS AND WORKING ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Environment: Work is performed primarily in a standard office environment with extensive public contact and constant interruptions; may be required to work extended hours and to attend meetings outside of standard working hours.

Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to travel to other locations using various modes of private and commercial transportation; and to verbally communicate to exchange information.

Vision: See in the normal visual range with or without correction.

Hearing: Hear in the normal audio range with or without correction.

FLSA Exempt
B.U. SCMPEA
Established October 2006 – Johnson & Associates
Amended 7/18/2023 – Reso: 2023-__

52 CITY OF SUISUN CITY

FINANCE MANAGER
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.

SUMMARY DESCRIPTION
Under general direction of the Finance Director, manages accounting operational activities of the department; supervises and participates in the more complex and difficult work of staff responsible for performing a variety of professional, technical and clerical level accounting duties involved in preparing, maintaining, analyzing, verifying, and reconciling financial transactions, statements, records, and reports; participates in the preparation and analysis of assigned budgets; coordinates audits and provides responsible and complex technical and accounting assistance to outside departments and agencies; and provides highly responsible and complex staff assistance to the Finance Director.

IDENTIFYING CHARACTERISTICS
The employee in this class acts as an upper-level manager, providing advanced professional knowledge, leadership and full supervision over accounting staff in performance of accounts payable and receivable, payroll, utility billing, business licenses, journal entries, bank and cash reconciliation, and other related accounting functions. Positions in this class focus on managing and directing assigned staff, performing the most complex and professional accounting duties within the Department and assisting in the development, implementation and maintenance of policies and procedures relating to areas of assignment.

The employee in this class is fully functional in all aspects of governmental accounting and performs a full range of complex professional accounting work.

1. Organizes the staffing and operational activities of the department; directs, coordinates, and reviews the departmental work plan; monitors workflow, methods, and procedures; meets with staff to identify and resolve issues; participates in selection of staff; coordinates staff training; works with staff to correct deficiencies; evaluates staff performance.

2. Reviews and approves staff work including accounts payable, general ledger, payroll, banks and cash reconciliations, journal entries and utility billings; checks and validates calculations.

3. Prepares annual financial statements, accounting ledgers, supporting schedules and other financial and statistical reports including overseeing the Annual Comprehensive Financial Report (ACFR) for the city and reports for other city affiliated agencies/organizations; analyzes and evaluates internal control procedures and makes recommendations; reviews new Government Accounting Standards Board (GASB) pronouncements and develops implementation.

4. Assists the Finance Director in the budget process including budget Amendment to Appropriations (AARs) and Appropriation Transfers; prepares expenditure and revenue calculations and projections in some selected funds, as well as historical comparisons and trend analysis.

5. Performs the Solano Suisun Water Authority (SSWA) financial reporting and budget to the SSWA Board from general accounting to audit and completion of financial statements.

6. Prepares and submits the annual State Controller’s Report for the City and the SSWA to the State Department of Finance.
53 CITY OF SUISUN CITY
Finance Manager (Continued)

7. Oversees and participates in a variety of accounting duties within the Finance Department including those related to the processing, administration, and reconciliation of assigned City revenue sources, tracking bank transactions, preparing cash flows, preparation and submittal of financial reports related to grants and reconciliation and balancing of bank statement to fund balance and general ledger.

8. Reviews and monitors revenues and expenditures particularly related to grants to ensure proper accounting; responds to accounting information requests from grantors; provides assistance to departments in analyzing the financial element of the grants.

9. Coordinate the annual audit process to include reviewing year end accounting records; making and adjusting journal entries; preparing audit reconciliations and schedules; works closely with the auditor during audit field work, verifying the audit document is complete and accurate.

10. Prepares and submits required reports to Solano County; serves as point of contact for the Solano County Controller’s Office.

11. Oversees all debt payments including checking the accuracy of the ledger accounts, direct transfers and wire payments.

12. Participates in complex studies having financial impact; coordinates with other departments to collect data; provides input, reviews, and analyzes the result of the study, and makes recommendations.

13. Provides staff assistance to the Finance Director, as well as other City Departments, SSWA and other outside agencies; may participate on a variety of committees; prepares and presents staff reports and other correspondence as appropriate and necessary.

14. Provides analytical and administrative support to special projects; researches, compiles, and reports data for special projects.

15. Attends and participates in professional group meetings; stays abreast of new trends and innovations in the accounting field.

Knowledge of:

Operational characteristics, services, and activities of a comprehensive municipal accounting operation.

Principles and practices of public agency financial management including general and governmental accounting, budgeting, auditing, and reporting functions, as well as Generally Accepted Accounting Principles (GAAP) and Generally Accepted Auditing Standards (GAAS).

Principles of supervision, training, and performance evaluation.

Principles and practices of automated financial systems.

Principles of municipal budget preparation and control, financial statement preparation, evaluation analysis.

Principles and procedures of record keeping, business letter writing and report preparation.

Pertinent federal, state, and local laws, codes, and regulations.

54 CITY OF SUISUN CITY
Finance Manager (Continued)
Skill to:

Operate office equipment including computers and supporting word processing, spreadsheet, and database applications.

Ability to:

Supervise, organize, and review the work of assigned professional, technical, and clerical accounting staff; select, supervise, train, and evaluate staff; demonstrate leadership to staff and promote career growth and advancement.

Examine, verify, and prepare financial documents, reports, and transactions.

Analyze, reconcile, and draw conclusions from financial data.

Interpret financial data and recognize accounts that need detailed investigation.

Prepare a variety of budgets, financial statements, reports and analyses.

Understand the organization and operation of the City and of outside agencies as necessary to assume assigned responsibilities.

Understand, interpret, and apply general and specific administrative and departmental policies and procedures, as well as applicable federal, state, and local policies, laws, and regulations.

Participate in the preparation and administration of assigned budgets.

Problem-solve complex issues, evaluate alternatives, and reach sound conclusions.

Utilize accounting software; work with online accounting modules and other government agency reporting portals.

Research, analyze, and evaluate new service delivery methods and techniques; plan and manage time to meet report requirements and meet everyday demands.

Manage multiple projects simultaneously and be sensitive to changing priorities and deadlines.

Effectively represent the City to outside individuals and agencies to accomplish the goals and objectives of the unit.

Work cooperatively with other departments, City officials, and outside agencies.

Respond tactfully, clearly, concisely, and appropriately to inquiries from the public, City staff, or other agencies on sensitive issues in area of responsibility.

Communicate clearly and concisely, both orally and in writing.

Establish and maintain effective working relationships with those contacted in the course of work.

Education/Training:

A Bachelor’s degree from an accredited college or university with major course work in accounting, business administration, finance, or related field.

Experience:

Four years of increasingly responsible professional accounting experience that includes governmental accounting and two years of supervisory experience.

Environment: Work is performed primarily in a standard office environment; incumbents may be required to work extended hours including evenings and weekends. 55 CITY OF SUISUN CITY
Finance Manager (Continued)
Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to travel to other locations using various modes of private and commercial transportation; and to verbally communicate to exchange information.

Vision: See in the normal visual range with or without correction.

Hearing: Hear in the normal audio range with or without correction.

FLSA Exempt
B.U. SCMPEA
Established 7/18/2023 – Reso: 2023-

56 CITY OF SUISUN CITY

IT SERVICES MANAGER
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.

SUMMARY DESCRIPTION

Under general direction of the Finance Director, develops, maintains, coordinates, and implements the City’s information technology needs; consults with city departments to address security and reliability of the city’s data and technology infrastructure; administers the city's networks, servers, storage and security systems, maintains wireless connectivity, and manages the backup strategy.

IDENTIFYING CHARACTERISTICS

This is a division manager level classification. The employee in this class is responsible for the development, implementation, and maintenance of policies and procedures relating to areas of assignment.

The incumbent acts as a technical and management consultant to city staff on complex problems and projects where analysis of situations or data requires an evaluation of variables using specialized technical concepts creatively and effectively. The employee supervises, assigns, and reviews the work of technical level employees performing Information Technology related work throughout the City. The employee oversees the planning, design, and implementation of technology projects, ensuring that projects are completed on time and within budget and leads the use of technology in the organization to drive innovation, increase efficiency, and to support the objectives of the City.

1. Manages the City’s technology infrastructure including networks, servers, storage, and security systems at all City facilities.

2. Implements and enforces policies and procedures for the use of technology across the City, ensuring compliance with regulatory requirements and industry best practices.

3. Plans, prioritizes, assigns, supervises and reviews the work of staff responsible for Information Technology (IT) projects; provides leadership and support for assigned staff; selects, trains, motivates, and evaluates staff and contractors; develops work schedules; assigns duties and tasks.

4. Communicates with other City departments and staff to ensure that technology initiatives align with their needs; identifies opportunities for improving service delivery methods and procedures; implements improvements.

5. Oversees the planning, design, and implementation of technology projects, ensuring that projects are completed on time and within budget.

6. Manages relationships with technology vendors, negotiates contracts, and ensures that vendors meet service level agreements; develops and oversees the procurement process for IT hardware, software, and services; rolls out new hardware and software on a regular schedule; migrates software and data to new systems or as needed.
57 CITY OF SUISUN CITY
IT Services Manager (Continued)

7. Oversees the day-to-day operation of the City’s Police and Fire Information technology systems; installs and maintains all mobile data terminals in police vehicles including modems.

8. Assists departments with updating the City’s website.

9. Manages and integrates the Geographic Information Systems.

10. Develops and implements strategies for protecting the City's IT infrastructure from cyber threats and data breaches; manages the backup strategy.

11. Maintain connectivity between all city facilities.

12. Manages cell phones and tablets and troubleshoots desk phones.

13. Oversees the Council Chambers audio/video system.

14. Provides analytical and administrative support to special projects; researches, compiles, analyzes, and reports data for special projects; recommends solutions based on analysis and findings.

15. Coordinates assigned services and activities with those of other divisions and provides technical assistance to outside agencies and organizations, as assigned.

16. Attends and participates in professional group meetings; maintains awareness of new trends and developments in the field; incorporates new developments as appropriate.

Knowledge of:

Information technology principles and infrastructure including emerging technologies, hardware and software systems, networking, database management, cybersecurity, and cloud computing.

Information Technology (IT) project management methodologies and best practices.

Various topologies and protocols.

Specific hardware and software systems used by the City.

Local, state, and federal laws and regulations related to IT, data privacy, and cybersecurity.

Familiarity with emerging technologies and their potential impact on the City.

Principles of business letter writing and report preparation.

Principles and techniques of supervision, training, and performance evaluation.

Principles and practices of municipal budget preparation and administration.

Pertinent federal, state, and local laws, codes, and regulations.

Ability to:

Analize and problem solve complex issues and implement solutions.

Develop and implement IT strategies that align with the City's overall goals and objectives.

Prioritize and manage multiple projects simultaneously and meet deadlines.

Manage the installation, maintenance, and repair of telecommunication and data communication equipment and software.

Understand the organization and operation of the City and of outside agencies as necessary to assume assigned responsibilities.

Supervise, organize, and review the work of staff.

Understand, interpret, and apply general and specific administrative and departmental policies and 58 CITY OF SUISUN CITY
IT Services Manager (Continued)
procedures as well as applicable federal, state, and local policies, laws, and regulations.

Participate in the preparation and administration of assigned budgets.

Prepare clear and concise reports.

Analyze complex issues, evaluate alternatives, and reach sound conclusions.

Make adjustments to operating procedures as necessary to improve organizational effectiveness.

Manage multiple projects simultaneously and be sensitive to changing priorities and deadlines.

Plan and organize work to meet changing priorities and deadlines.

Inspire and motivate staff members and work collaboratively with department heads and other staff.

Work independently and as a team member with a focus on collaboration and knowledge sharing.

Simplify technical concepts to non-technical staff .

Communicate clearly and concisely, both orally and in writing.

Establish and maintain effective working relationships with those contacted in the course of work.

Education/Training:

An Associate’s degree or equivalent from an accredited college with major course work in computer science, business administration, or related field. Completion of certification courses related to computer technology and software is highly desirable.

Experience:

Five years of increasingly responsible Information Technology experience, including operation, installation and maintenance of computer and network systems and operations.

Experience in a public agency is highly desirable.

Environment: Work is performed primarily in a standard office environment with some travel to different sites; incumbents may be required to work extended hours including evenings and weekends and may be required to travel outside City boundaries to attend meetings.

Vision: See in the normal visual range with or without correction.

Hearing: Hear in the normal audio range with or without correction.

FLSA Exempt
B.U. SCMPEA
Established 7/18/2023 – Resolution 2023-

59 Created

CITY OF SUISUN CITY

RECREATION MANAGER
Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.

SUMMARY DESCRIPTION
Under direction of the Recreation, Parks, and Marina Director, oversees and manages operations and activities of a recreation division within the Recreation, Parks, and Marina Department; supervises staff; develops and coordinates new programs, activities and events; performs a wide variety of analytical and administrative duties in support of the assigned division functions and operations, including special projects, events, research studies, budget analysis and other specialized functions; coordinates activities with other departments, divisions, outside agencies, and the general public; and provides information and assistance to the public regarding recreation programs and services.

IDENTIFYING CHARACTERISTICS
This is a division manager level class that oversees and participates in the operations and activities of either the Marina, Community Events, Senior Programs, and Early Childhood Programs Division or of the Facilities, Sports Complex, and Youth Services Division of the Recreation Department. Employees in this class exercise independent judgment and initiative in prioritizing, scheduling, assigning, and coordinating work. Incumbents possess knowledge of the provision of recreation and related services for a variety of age groups, the ability to organize and oversee the work of staff and/or volunteers, a strong customer-service orientation, and the skill to relate to a variety of individuals, families, and groups from various socio- economic backgrounds. This class is distinguished by its core responsibility for managing all programs, activities and facilities within the division and providing administrative support to the department head.

Incumbents in this class may act in the absence of the department head.

1. Administers the work of a Recreation division; plans, schedules, directs, and coordinates various recreation, leisure, and human service programs, facilities, and activities.

2. Recruits, selects, hires, onboards, trains, and evaluates staff; assigns work activities, projects, and programs; reviews and evaluates work products, methods, and procedures to ensure safe work practices, work quality and accuracy and to ensure compliance with applicable rules, policies, and procedures; works with employees to correct deficiencies and utilizes progressive discipline when needed; identifies training needs and develops and implements staff training.

3. Identifies, implements, and enforces necessary safety policies, procedures, and regulations; manages inventory of equipment; inspects areas and equipment for safety hazards and oversees maintenance and repair, safety, and security of facilities; takes action in emergency situations.

4. Responds to and resolves difficult and sensitive community complaints and inquiries.

5. Assists in the development and implementation of goals, policies, and procedures for assigned programs and facilities; coordinates activities with other City departments, schools, and outside agencies; recommends and implements resulting policies and procedures; creates and modifies policy and procedural manuals and guidelines.

6. Continuously assesses and analyzes programs and services to determine the effectiveness of current programs and services and the desirability of establishing new programs; meets with community groups; revises recreation programs and services to meet the needs and desires of the community.

7. Participates in the development and administration of the department budget; prepares, analyzes, 60 CITY OF SUISUN CITY
Recreation Manager (Continued)

justifies, presents, and monitors budget for assigned division; compiles information; maintains records; analyzes proposed capital, operating, and maintenance expenditures; makes determinations of equipment, material, building, and facility needs; prepares required requisition specifications; prepares reports and analyses related to impact of budgetary decisions; prepares financial forecasts; tracks and monitors budget expenditures.

8. Directs and participates in the development, planning, coordination and operation of major special events and special projects, coordinating with area business leaders, other city departments, and community-based organizations.

9. Oversees the marketing of recreation programs and activities; supervises and participates in the design, preparation, and distribution of recreation publicity including activity guides, press releases, brochures, pamphlets, flyers, and printed schedules.

10. Plans, coordinates, and evaluates activities associated with assigned contracts; participates in research and evaluation of proposed contractual obligations and agreements; assists in contract negotiations and administration; monitors compliance with applicable contractual agreements.

11. Assists in the preparation of grants; manages awarded grants and ensures compliance with grant requirements and reporting.

12. Provides assistance to higher-level management in resolving operational and administration issues; identifies issues and conducts research to find alternative solutions; makes and assists in the implementation of recommendations; participates on and provides staff support to a variety of committees, boards, and commissions.

13. Prepares and presents comprehensive technical, administrative, and financial analytical and statistical reports that present and interpret data, identify alternatives, and present and justify conclusions, forecasts, and recommendations based on data summaries and other findings.

14. Serves as a liaison for the department and/or City with other division, departments, and outside agencies; coordinates with area business leaders, other city departments, and community-based organizations; attends and participates in organizational and community meetings.

15. Attends and participates in professional group meetings; stays abreast of new developments withing the assigned area of responsibility; maintains awareness of federal, state, and local regulations.

Knowledge of:

Operational characteristics, services and activities of a comprehensive recreational program and public events.

Recreational, cultural and social needs for communities.

Procedures, methods, and techniques of recreation program development, implementation, administration, and promotion.

Techniques used in public relations and customer services practices.

Standard program evaluation methods, and techniques of data collection, research, and report preparation.

Principles and procedures of record keeping and filing.

Principles and practice of program development.

Methods and techniques of statistical and financial analysis, financial record keeping and reporting.

Principles and practices of budget preparation and administration, and bookkeeping.

Principles and practices of public sector contract administration.

Principles and practices used in grant development and administration.

Principles of business letter writing.
61 CITY OF SUISUN CITY
Recreation Manager (Continued)

Basic principles of supervision and training.

English usage, spelling, grammar, and punctuation.

Pertinent federal, state and local laws, codes and regulations.

Modern office procedures, methods, and equipment including computers and computer applications such as word processing and spreadsheets.

Skill to:

Operate office equipment including computers and supporting word processing, spreadsheet, and database applications.

Use and operate a variety of recreational equipment.

Ability to:

Supervise, organize, and review the work of assigned staff.

Research and analyze problems and prepare recommendations on a variety of issues.

Understand the organization and operation of community events and outside agencies as necessary to assume assigned responsibilities.

Interpret and apply pertinent federal, state, and local laws, codes, and regulations; research, analyze and evaluate programs, policies, and procedures.

Participate in various organizational studies and analyses.

Collect, evaluate, and interpret complex information and data.

Prepare, research, negotiate, and monitor contracts and agreements.

Prepare clear and concise administrative and financial reports.

Maintain accurate and complete records on programs and operations.

Participate in the preparation and administration of assigned budget.

Interpret technical information for a variety of audiences.

Independently prepare correspondence and memoranda.

Adapt to changing technologies and learn functionality of new equipment and systems.

Organize and prioritize workflow.

Demonstrate an awareness and appreciation of the cultural diversity of the community; respond to requests and inquiries from the general public; elicit community and organization support for programs.

Communicate clearly and concisely, both orally and in writing.

Establish and maintain effective working relationships with those contacted in the course of work.

Education/Training:

A Bachelor’s degree from an accredited college or university with major course work in public administration, business administration, economics, or a related field.

Experience:

Four years of increasingly responsible administrative, analytical and/or budgetary experience.

Experience in administering programs in a governmental jurisdiction is highly desirable.

License or Certificate:

Possession of, or ability to obtain, an appropriate, valid driver’s license.

Environment: Indoor and outdoor environment and may include exposure to noise, dust, grease, smoke, fumes, noxious odors, gases, mechanical and electrical hazards, and all types of weather and temperature conditions; work and/or walk on various types of surfaces including slippery or uneven surfaces and rough terrain. Incumbents may be required to work extended hours including evenings and weekends and may be required to travel outside City boundaries to attend meetings.

Physical: Primary functions require sufficient physical ability and mobility to work in office and field settings; to stand or sit for prolonged periods of time; to frequently stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to occasionally climb unusual heights on ladders; to operate assigned equipment and vehicles; and to verbally communicate to exchange information.

Vision: See in the normal visual range with or without correction.

Hearing: Hear in the normal audio range with or without correction.

FLSA Exempt
B.U. SCMPEA
Established 7/18/2023 – Resolution 2023-

63 THIS PAGE INTENTIONALLY LEFT BLANK
64 AGENDA ITEM NO. 10

AGENDA TRANSMITTAL

MEETING DATE:

July 18, 2023

CITY AGENDA ITEM:

Council Adoption of Resolution No. 2023-___: Approving the Memorandum of Understanding (MOU) with the Suisun City Management and Professional Employees’ Association (SCMPEA) and Authorizing the City Manager to Execute it on Behalf of the City.

FISCAL IMPACT:

The total cost of implementing the financial provisions of the successor MOU for the SCMPEA represented employees is approximately $200,000 in fiscal year 2023-24, with a direct general fund impact of approximately $100,000.00. This cost has been included in the adopted budget for fiscal year 2023-24.

STRATEGIC PLAN:

Provide Good Governance.

BACKGROUND:

The current Memorandums of Understanding (the “MOUs”) with the City’s four bargaining units expires on June 30, 2023. The City’s negotiation team and representatives of the Suisun City Management and Professional Employees’ Association (SCMPEA) met repeatedly from March 16, 2023 through June 22, 2023 to come to a tentative agreement on a successor MOU. The SCMPEA membership ratified the tentative agreement on June 27, 2023. The primary financial terms agreed to are outlined in this staff report, and the successor MOU is presented to City Council for formal adoption and approval.

STAFF REPORT:

The Tentative Agreement provides/eliminates the following financial provisions in the SCMPEA MOU 2023-25:

Wages:

Provides the following base wage salary adjustments effective 7/7/2023:

Job Class
Proposed Wage Adjustment
(Rounded 3 decimal points)
Accountant

0.000%
Assistant Engineer
-0.355%
Assistant Planner
-0.406%
Associate Engineer

0.005%
Associate Planner

0.000%
Building Inspection Services Manager
-0.837%
City Engineer

8.996%
Deputy City Clerk (C)

13.961%
Deputy Fire Chief

0.000%
Dispatch/ Records Supervisor

8.899%
65 Division Fire Chief

0.507%
Finance Manager

16.557%
Fire Marshal

0.507%
Housing Programs Manager

0.000%
IT Services Manager

20.406%
Management Analyst I
-0.406%
Management Analyst II

0.000%
Marketing Manager

8.364%
Police Commander

14.356%
Police Support Services Manager

0.000%
Principal Planner

1.041%
Project Manager

9.000%
Public Works Superintendent

0.825%
Public Works Supervisor

10.921%
Recreation Manager

9.224%
Recreation Supervisor

12.173%
Senior Accountant

0.185%
Senior Associate Engineer

0.335%
Senior Building Inspector
-4.507%
Senior Management Analyst

0.394%
Senior Planner

0.394%
Job Class
Proposed Wage Adjustment
(Rounded 3 decimal points)
Provides a 2.5% COLA in June of 2025 condition precedent to if the City’s actual revenues for fiscal year 2023/24 exceed revenues for fiscal year 2022/23 by at least 3%.

Provides a total of $3,000.00 in lump sum retention bonus to the current incumbent Fire Marshal employee in three equal payments of $1,000.00 in July 2023, July 2024 and January 2025.

Longevity:

Provides Longevity Pay to Fire Safety employees consistent with the longevity pay formula available to Police Safety Employees. Provides Miscellaneous employees with longevity pay up to 4% in the first year – as follows: 2% for 10 years of service and 2% for 15 years of service. In year two, an additional 2% provided for five years of continuous service for a total of 6%.

Notary Pay:

Provides Notary Pay of $50.00 per month.

Other:

Other provisions of the successor MOU have been updated to clarify ambiguous language, bring language current consistent with City practice, or to eliminate provisions which are no longer relevant.

STAFF RECOMMENDATION:

It is recommended that the City Council adopt Resolution No. 2023- ___: Approving the Memorandum of Understanding (MOU) with the Suisun City Management and Professional Employees’ Association (SCMPEA) and Authorizing the City Manager to Execute it on 66 Behalf of the City.

DOCUMENTS ATTACHED:
1 .

Resolution No. 2023:__: Approving the Memorandum of Understanding (MOU) with the Suisun City Management and Professional Employees’ Association (SCMPEA) and Authorizing the City Manager to Execute it on Behalf of the City.
a
.

SCMPEA MOU 2023-25
2 .

SCMPEA MOU 2023-25 – Tentative Agreement
3 .

SCMPEA MOU 2023-25 – Redline

PREPARED BY:

Christina Penland, Human Resources Administrator
REVIEWED BY:

Kris Lofthus, Deputy City Manager
APPROVED BY:

Kris Lofthus, Deputy City Manager

ATTACHMENTS:

1. Resolution Approving SCMPEA MOU 2023-25.pdf
a. SCMPEA MOU 2023-25.pdf

2. SCMPEA MOU 2023-25 - Tentative Agreement.pdf

3. SCMPEA MOU 2023-25 - Redline.pdf
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28 Resolution No. 2023-__
Adopted July 18, 2023

RESOLUTION NO. 2023-__

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY APPROVING THE

MEMORANDUM OF UNDERSTANDING (MOU) WITH THE SUISUN CITY MANAGEMENT AND PROFESIONAL EMPLOYEES’ ASSOCIATION (SCMPEA) AND AUTHORIZING THE CITY MANAGER TO EXECUTE IT ON BEHALF OF THE CITY.

WHEREAS, on August 17, 2021, the City Council approved the Memorandum of Understanding between the City of Suisun City (City) and the Suisun City Management & Professional Employees’ Association (SCMPEA), effective July 1, 2021 through June 30, 2023 (SCMPEA MOU 2021-23) with the adoption of Resolution No. 2021-81; and
WHEREAS, on April 5, 2022, the City Council approved a First Amendment to the SCMPEA MOU 2021-23 with the adoption of resolution No. 2022-53; and WHEREAS, on November 1, 2022, the City Council approved a Second Amendment to the SCMPEA MOU 2021-23 with the adoption of resolution No. 2022-139; and WHEREAS, on May 23, 2023, the City Council approved a Third Amendment to the SCMPEA MOU 2021-23 with the adoption of resolution No. 2023-62; and WHEREAS, on June 27, 2023, the City Council approved a Forth Amendment to the SCMPEA MOU 2021-23 with the adoption of resolution No. 2023-84; and WHEREAS, the SCMPEA MOU 2021-23 expired on June 30, 2023; and WHEREAS, the City and SCMPEA’s authorized labor representatives met and conferred in good faith pursuant to the requirements of the Meyers-Milias-Brown Act (MMBA), government Code Sections 3500-3511, regarding a new Memorandum of Understanding for the period from July 1, 2023 through June 30, 2025 (SCMPEA MOU 2023-25), which the Tentative Agreement was ratified by the SCMPEA membership and then signed by the City and SCMPEA’s authorized labor representatives as a joint recommendation to City Council, subject to City Council approval and adoption of the SCMPEA MOU 2023-25; NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Suisun City hereby adopts Resolution No. 2023-____: Approving the Memorandum of Understanding (MOU) with the Suisun City Management and Professional Employees’ Association (SCMPEA) and Authorizing the City Manager to Execute it on Behalf of the City.

PASSED AND ADOPTED at a Regular Meeting of said City Council of the City of Suisun City duly held on Tuesday, the 18th day of July 2023, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

WITNESS my hand and the seal of said City this 18th day of July 2023.

Anita Skinner
City Clerk
Exhibit A: SCMPEA MOU 2023-25
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Tentative Agreement Approved by City Council on July 11, 2023 MOU Approved by City Council on July 11, 2023

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF SUISUN CITY
AND

THE SUISUN CITY MANAGEMENT & PROFESSIONAL
EMPLOYEES’ ASSOCIATION

July 1, 20212023
Through
June 30, 20222025

119
2 Table of Contents
INTRODUCTION ........................................................................................................................... 1 ARTICLE 1 RECOGNITION ......................................................................................................... 1

1. Job Classes Represented. 1

2. Secretary to City Manager/Deputy City Clerk. 2

3. Future Additional Job Class Determination. 2

4. Temporary/Limited-Service Positions. 33

5. Job Requirements. 3
ARTICLE 2 CITY RIGHTS ............................................................................................................ 3 ARTICLE 3 EMPLOYEE RIGHTS .................................................................................................. 4 ARTICLE 4 PERSONNEL RULES AND REGULATIONS ................................................................... 4 ARTICLE 5 NO DISCRIMINATION .............................................................................................. 5 ARTICLE 6 ASSOCIATION ACCESS ............................................................................................. 5

1. SCMPEA Business. 5

2. Work Locations. 5

3. Shop Stewards. 66

4. Release Time. 6

5. Labor/Management Committee. 6

6. Employee Orientation & Contact Information. 6

7. Dues Deduction. 7
ARTICLE 7 COMPENSATION ..................................................................................................... 8

1. Salaries. 8

2. Salary Schedule. 1111

3. Acting Pay. 1111

4. Special Circumstances – Police Support Services Manager. 1212

5. Special Circumstances – Police Commander. 1313

6. Fire Duty Chief Standby Pay. 1313

7. Longevity Pay. 1313
A. Police and Fire Safety Longevity Pay. 1313
B. Miscellaneous Employee Longevity Pay. 1414

8. Notary Pay. 1414
ARTICLE 8 HOURS OF WORK .............................................................................................. 1414

1. Attendance. 1414

2. Work Schedules. 1414

3. Executive Leave. 1515

4. Executive Leave Cash-Out. 1515

5. Conflict with FLSA. 1616

6. Enforcing Leave Caps. 1616
ARTICLE 9 VACATION LEAVE .............................................................................................. 1818 120
3 1. Vacation Accrual. 1818

2. Maximum Accumulation. 1919

3. Vacation Cash-Out. 1919

4. Enforcing Leave Caps. 1919

5. Holiday During Vacation. 2020

6. Illness During Vacation. 2020

7. Separation from Service. 2020

8. Upon Death. 2020
ARTICLE 10 UNIFORMS AND UNIFORM ALLOWANCES ......................................................... 2020

1. Uniform Allowances. 2121

2. Other Uniforms. 2121
ARTICLE 11 RETIREMENT BENEFITS ...................................................................................... 2121

1. Classic Miscellaneous Employee Benefits. 2121

2. Classic Safety Fire Employee Benefits. 2121

3. Classic Safety Police Employee Benefits. 2222

4. PEPRA New Miscellaneous Employee Benefits. 2222

5. PEPRA New Safety Fire Employee Benefits. 2222

6. PEPRA New Safety Police Employee Benefits. 2222

7. Sick Leave Conversion. 2323
ARTICLE 12 MEDICAL & DENTAL INSURANCE ....................................................................... 2323

1. Core Flex Plan. 2323

2. Flexible Benefit Options. 2323

3. Restrictions. 2323

4. Medical Insurance Benefits after Death While on Duty. 2323

5. Medical Conversion Plan. 2424

6. Sick Leave Conversion to Fund Medical Premiums. 2424 ARTICLE 13 LIFE INSURANCE AND DEFERRED COMPENSATION ............................................ 2424

1. Life Insurance. 2424

2. Deferred Compensation Plan. 2424
ARTICLE 14 SUPPLEMENTAL INSURANCE ............................................................................. 2424 ARTICLE 15 MILEAGE REIMBURSEMENT .............................................................................. 2525 ARTICLE 16 WORKERS’ COMPENSATION COVERAGE ............................................................ 2525 ARTICLE 17 STATE DISABILITY INSURANCE COVERAGE ......................................................... 2525

1. State Disability Insurance. 2525

2. Payment of SDI Premiums. 2525
ARTICLE 18 PAYROLL STATUS............................................................................................... 2525

1. Payroll Status. 2525

2. Continuation of City-Paid Insurance Premiums. 2626

3. Non-Payroll Status. 2626
ARTICLE 19 WORKERS’ COMP/SDI MEDICAL LEAVE ............................................................. 2626

1. Employee Options Regarding SDI Medical Leave. 2626
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4 2. Medical Leave While on Workers’ Comp/SDI. 2727

3. How a Supplement is Treated. 2727

4. Paid Leave Accrual. 2727

5. Leave of Absence While on SDI. 2828
ARTICLE 20 SICK LEAVE ........................................................................................................ 2828 ARTICLE 21 LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY ....................... 2828 ARTICLE 22 MUNICIPAL HOLIDAYS ....................................................................................... 2929

1. Recognized Holidays. 2929

2. Observance. 3030

3. Holiday Time Off. 3030

4. Holiday Time Off Usage. 3030

5. Holiday Leave Balance. 3131

6. Enforcing Leave Caps. 3131
ARTICLE 23 REIMBURSEMENT FOR EDUCATION OR TRAINING ............................................. 3232

1. Approval. 3232

2. Reimbursement. 3232

3. Certification and Educational Incentive Pay. 3333
ARTICLE 24 PROBATIONARY PERIOD ................................................................................... 3333 ARTICLE 25 PERFORMANCE EVALUATIONS .......................................................................... 3333

1. Annual Performance Evaluation. 3333

2. Purpose. 3333

3. Procedure. 3333

4. Merit Increases. 3434
ARTICLE 26 GRIEVANCE PROCEDURE .................................................................................. 3434 ARTICLE 27 DISCIPLINARY ACTION ...................................................................................... 3434 ARTICLE 28 CONTRACTING OUT .......................................................................................... 3434 ARTICLE 29 EMPLOYEE ASSISTANCE PROGRAM ................................................................... 3434 ARTICLE 30 LAYOFF AND REEMPLOYMENT .......................................................................... 3434 ARTICLE 31 GENERAL PROVISIONS ....................................................................................... 3535

1. Severability. 3535

2. Full Understanding. 3535

3. No Requirement to Meet and Confer. 3535

4. Reopener. 3535

5. Savings Clause. 3636

6. No Strike/Lockout. 3636

7. Successor Agreement. 3636

8. Distribution of Agreement. 3737

9. Effective Date. 3737

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1 MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF SUISUN CITY
AND

THE SUISUN CITY MANAGEMENT & PROFESSIONAL
EMPLOYEES’ ASSOCIATION

INTRODUCTION

This Memorandum of Understanding is made and entered into between the CITY OF SUISUN CITY, (hereinafter “City”), and SUISUN CITY MANAGEMENT & PROFESSIONAL EMPLOYEES’ ASSOCIATION, (hereinafter “SCMPEA”), a formally Recognized Employee Organization pursuant to the provisions of the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.).

The Parties agree that this Memorandum of Understanding (hereinafter “Agreement”) shall be submitted to the City Council of the City of Suisun City with the joint recommendation of the designated representatives of the Parties that the City Council approve the Agreement and take any additional action as may be necessary to implement its provisions.

The City agrees to give reasonable written notice to SCMPEA of any ordinance, rule, resolution, or regulation directly relating to matters within the scope of representation and shall give SCMPEA the opportunity to meet and confer with respect thereto.

The Parties have met and conferred in good faith through their designated representatives concerning those matters set forth in Government Code Section 3504 and have reached agreement thereon as set forth below. The City agrees that there shall be no other negotiations for represented workers beyond this Agreement.

The Parties agree as follows:

ARTICLE I1 RECOGNITION

1. Job Classes Represented.

The City recognizes SCMPEA as the exclusive representative for the Professional/Technical Employees bargaining unit consisting of the following Regular, Professional/Technical, Management Classes which should properly be assigned to this bargaining unit by the City, such exclusive representation being subject to and qualified by Employee rights under applicable local, state, and federal law to be represented by the Recognized Employee Organization of their choice:

Represented Job Classes
Accountant
Accounting Services Manager
Assistant/Associate Engineer- Associate
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2 Assistant Planner
Assistant/Associate Engineer-Assistant
Assistant/Associate Planner-Assistant
Assistant/Associate Planner-Associate
Building Inspection Services Manager
City Engineer
Deputy City Clerk (C)
Financial Services Manager
Fire Captain
Deputy Fire Chief
Dispatch/Records Supervisor
Fire Division Fire Chief
Finance Manager
Fire Marshal
Housing Programs Manager
IT Services Manager
Management Analyst I/II-I
Management Analyst I/II-II
Marina & Waterfront Events Manager
Marketing Manager
Police Commander
Police Support Services Manager
Principal Planner
Project Manager
Public Works Superintendent
Public Works Supervisor
Recreation Manager
Recreation Supervisor
Secretary to City Manager/Deputy City Clerk (C)
Senior Accountant
Senior Associate Engineer
Senior Building Inspector
Senior Management Analyst
Senior Planner

2. Secretary to City Manager/Deputy City Clerk.

The Classification of Secretary to City Manager/Deputy City Clerk is Confidential, and as such is excluded from participating in collective bargaining or from revealing confidential information regarding collective bargaining; however, is otherwise represented by SCMPEA.

3. Future Additional Job Class Determination.
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3 In addition, future additional job classes (excluding Unrepresented “at-will” Positions) determined under applicable City Resolutions to be of a Regular, Management, Professional/Technical nature shall be represented by SCMPEA.

4. Temporary/Limited-Service Positions.

It is agreed that Temporary Employees, Part-Time Employees, Emergency Employees, Volunteer Employees, and contractors are not governed by this Agreement and are not represented by SCMPEA. Employees who work less than full time are not represented by SCMPEA. If an Employee who had occupied a Temporary, Provisional, or grant-funded Position is subsequently hired into the same job class as a Regular Employee, he/she shall be placed in the step level nearest to but not lower than his/her last Pay Rate as a Temporary, Provisional, or grant-funded Employee.

5. Job Requirements.

The parties agree that positions requiring a license or certification must maintain a valid cense or certification as required for their position, as a condition of employment. The parties agree to address SB2 and decertification of POST, likely to be incorporated as a policy in the Police Manual.

ARTICLE II2 CITY RIGHTS

1. Except as limited by the specific and express terms of this Agreement, the City hereby retains and reserves unto itself all rights, powers, authority, duty and responsibilities confirmed on and vested in it by the laws and the Constitution of the State of California, the Suisun City Code, and/or the laws and Constitution of the United States of America.

2. Regardless of any provision contained in this Agreement or which may be inferred from this Agreement, the City shall retain and shall have the right to exercise the following exclusive rights which include, but are not limited to, the following:

A. The right to hire and fire.

B. The right to determine the mission of its constituent departments, divisions, commissions, and boards.

C. The right to set standards of service and municipal fees and charges.

D. The right to determine the procedures and standards of selection for employment, assignment, transfer, and promotion of applicants and Employees, provided in the case of Employees that the exercise of such right shall not infringe on any rights that Employees have under this Agreement.

E. The right to direct its Employees.

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4 F. The right to discharge or suspend Employees for just cause and take other disciplinary actions against its Employees as set forth herein.

G. The right to relieve its Employees from duty because of lack of work or other legitimate reasons.

H. The right to maintain the efficiency of governmental operations.

I. The right to determine the methods, means, and staffing to conduct governmental operations.

J. The right to determine and re-determine job content and job classifications.

K. The right to contract out any work which is now being performed by Employees of the City or which shall be performed in the future by Employees of the City, provided this only occurs in those situations where the tasks cannot be accomplished by current SCMPEA members as efficiently, economically, and expediently as can be achieved by such contracting out, provided that the City shall make every reasonable effort to place Employees displaced by such contracting out in other City service requiring similar skills as the work performed by the Employee when displaced by the contracting out and which requires minimal training to afford the Employee opportunity to adequately perform the new position.

L. The right to take all necessary actions to carry out the mission of the City, its constituent departments, divisions, or commissions and boards in cases of emergencies.

M. The right to exercise complete control and discretion over its organization and the technology of performing its work.

ARTICLE III3 EMPLOYEE RIGHTS

Subject to the provisions of Resolution No. 74-33, Employees of the City shall have the right to form, join, and participate in the activities of a Recognized Employee Organization of their own choosing for the purpose of representation on matters of employer-employee relations, including but not limited to, wages, hours, and other terms and conditions of employment. Employees of the City also shall have the right to refuse to join or participate in the activities of Recognized Employee Organizations.

ARTICLE IV4 PERSONNEL RULES AND REGULATIONS

Administrative Directive – AD 7, the City’s Personnel Rules and Regulations (hereinafter “Personnel Rules”), was approved by City Council Resolution No. 2011-52 on June 7, 2011. Except as may be provided in this Agreement, the applicable sections of the Personnel Rules, as may be amended from time to time, shall apply to the Employees represented by SCMPEA. Prior to amending 126

5 Resolution No. 2011-52 regarding wages, hours, or other terms and conditions of employment, the Parties shall first meet and confer on the modifications as provided in the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.). Unless otherwise provided in this Agreement, the definitions of terms used in this Agreement shall be the definitions provided in Chapter 2 of the Personnel Rules.

ARTICLE V5 NO DISCRIMINATION

It is agreed that neither SCMPEA, nor the City shall discriminate against any Employee because of race, national origin, gender, SCMPEA membership, protected concerted SCMPEA activity, or refusal to join SCMPEA.

For an employer, because of the race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or military and veteran status of any person, to refuse to hire or employ the person or to refuse to select the person for a training program leading to employment, or to bar or to discharge the person from employment or from a training program leading to employment, or to discriminate against the person in compensation or in terms, conditions, or privileges of employment.

For a labor organization, because of the race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or military and veteran status of any person, to exclude, expel, or restrict from its membership the person, or to provide only second-class or segregated membership or to discriminate against any person because of the race, religious creed, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age, sexual orientation, or military and veteran status of the person in the level of representation provided to that individual, the ability to run for an office in the association or to discriminate in any way against any of its members.

ARTICLE VI6 ASSOCIATION ACCESS

1. SCMPEA Business.

All SCMPEA business will be conducted by Employees and SCMPEA representatives outside of established working hours. Nothing herein shall be construed to prevent a SCMPEA representative or an Employee from contacting the City Manager or other management representatives regarding personnel-related matters during working hours.

2. Work Locations.

The authorized SCMPEA Business AgentRepresentative, if any, shall be given access to work locations during working hours, provided that prior to visiting any work location the SCMPEA representative notifies the City.
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6 3. Shop Stewards.

In addition to the president, two stewards shall be appointed by the SCMPEA as alternate representatives to assist in resolving workplace issues and other representational duties including but not limited to Grievances.

4. Release Time.

The City may grant a total of 16 hours of paid time for the president and two stewards to attend training scheduled during the Employee’s normal working hours. Those hours may be split among the three SCMPEA officials at SCMPEA’s discretion. The SCMPEA will be responsible for overseeing the time used and calculating the time remaining. The SCMPEA must notify the Assistant City Manager Department Head and Human Resources with each approved time off request. The SCMPEA president shall submit written requests for release time to the Employee’s immediate supervisor. The supervisor’s decision to approve will be based on the operational needs of the City. The Employee and SCMPEA president will certify the Employee’s attendance. Unused training hours may accrue to a maximum of 32 hours.

5. Labor/Management Committee.

The City and the SCMPEA agree to set up a Labor/Management Committee to encourage open communication, to promote harmonious relations, and to resolve matters of mutual concern. The committee will meet quarterly or as mutually agreed to by the Parties. The Committee will be composed of one representative from the City, one representative from the SCMPEA, and the SCMPEA Business AgentRepresentative, if any. The meetings are informal and are not intended to be for discussion of issues handled under other provisions herein such as grievances, disciplinary actions, or negotiations.

6. Employee Orientation & Contact Information.

All Employees will receive a New Employee Orientation within their first five (5) regular Workdays of employment with the City. The New Employee Orientation will be presented by Human Resources Division staff members at a time and place determined by the City. The purpose of the orientation is to review and complete required payroll, insurance, benefits, and similar required documentation; to train the Employee regarding City and/or Departmental policies, procedures, and specific requirements of the position; and to provide other necessary information. At no time during the orientation shall a City or SCMPEA representative provide derogatory information or advocacy about the other.

A. The City will provide SCMPEA notice of a pending New Employee Orientation within one (1) business day of the execution of an employment offer letter.

B. One (1) SCMPEA representative, officer, steward, or member will be provided an opportunity for a 15-minute private session with the new Employee during the New Employee Orientation. SCMPEA may provide written information to be included with the orientation materials, in lieu of such a private session. Two (2) business days prior to the 128

7 New Employee Orientation, SCMPEA will provide to Human Resources the name and the contact information of its participating representative. The City and SCMPEA will mutually agree to a suitable time during the New Employee Orientation for SCMPEA’s private meeting with the new Employee. Such private meeting will occur at the same location as the New Employee Orientation.

C. Within 30 days of hire, and annually thereafter, the City will provide SCMPEA with Employee contact information, including name, job title, department, work location, work, home and personal cellular telephone numbers, personal email addresses on file with the City, and home address, in electronic format as required by State law for all represented Employees.

D. The City shall deduct from twenty-four (24) paychecks of unit employees the regular [periodic] Association membership dues as certified by an authorized official of the Association, and transmit such deductions monthly to the Association. Such deduction shall be made only when the Association member's earnings for a pay period are sufficient after other legally required deductions are made. It is agreed that the City assumes no liability on account of any actions taken pursuant to this section.

E. The Association will provide the City a minimum of thirty days’ notice of any change in the amount of membership dues to be deducted

F.D. The City agrees to provide SCMPEA with the name, job title, department, work location, work, home, and personal cellular telephone numbers, personal email addresses on file with the City, and home address of any newly hired employee within thirty (30) days of the date of hire. The City also agrees to provide SCMPEA with a list of the foregoing information for all bargaining unit employees at least once every 120 days at SCMPEA’s written request.

G.E. Notwithstanding the foregoing, in accordance with Government Code Section 6254.3(a)(3), the City will not provide SCMPEA with the home address or any phone number on file with the City of any employee performing law enforcement-related functions. For purposes of this Agreement, “law enforcement-related functions” includes any City police department employee and any City code enforcement officer. In accordance with Government Code Section 6254.3(c), the City will not provide SCMPEA with any home address, home telephone number, personal cellular telephone number, or personal email address of any employee who has made a written request to the City regarding non-disclosure of said information (except, with respect to personal email addresses, as may be necessary to comply with the California Public Records Act).

7. Dues Deduction.

SCMPEA may request that the City deduct membership dues, initiation fees, and general assessments, as well as payment of any other membership benefit program sponsored by SCMPEA, from the wages and salaries of SCMPEA members. SCMPEA hereby certifies that 129

8 SCMPEA has and shall maintain all such deduction authorizations signed by the individual from whose salary or wages the deduction is to be made and shall not be required to provide a copy of an individual authorization to the City unless a dispute arises about the existence or terms of the authorization. Accordingly, SCMPEA membership dues shall be deducted over 24 pay periods in accordance with the City procedures and provisions of applicable law from the salary of each employee whose name is provided by SCMPEA. Such deduction shall be made only when the SCMPEA member’s earnings for the subject pay period are sufficient after other legally required deductions are made.

A. Remittance of the aggregate amount of all such monies shall be made by the City to SCMPEA at the conclusion of each payroll period in which said dues were deducted. Any changes in SCMPEA dues must be given to the City a minimum of thirty (30) days prior to change to accommodate changes to payroll.

B. SCMPEA shall have a duty to defend and shall indemnify and hold harmless the City against any liability arising from a claim, demand, or other action relating to any SCMPEA requested deduction, or any provision or obligation set forth in this Article. The City reserves the right to select its own counsel for its defense hereunder at the SCMPEA’s expense.

1. Maintenance of Membership. Any employee in the SCMPEA represented bargaining unit who has authorized SCMPEA dues deductions prior to the City Council’s approval and adoption of this Agreement or at any time subsequent to such approval and adoption, shall continue to have such dues deductions made by the City during the term of this Agreement; provided, however, that any employee in the unit may terminate such dues deduction during the first thirty (30) days immediately following the City Council’s approval and adoption of this Agreement and during the period of December 1 through December 31 of each year of the Agreement by notifying SCMPEA in writing of his/her termination of the dues deduction. Such notification shall be delivered in person or by U.S. mail and should be in the form of a letter containing the following information:
employee name, job classification, and department name. SCMPEA will provide the City’s Human Resources Department with the appropriate documentation to process these dues deduction cancellations within ten (10) business days after the close of the withdrawal period.

ARTICLE VII7 COMPENSATION

1. Salaries. Assuming funding pursuant to the American Rescue Plan Act of 2021 (which guidelines have only recently been published) as a condition precedent, the City proposes to provide additional pay to all bargaining unit employees as follows:

Miscellaneous. The City will provide a $2.00 per hour non-pensionable additional pay on top of the base pay rate for all represented miscellaneous job classes (except the Police Support Services Manager).

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9 Police Support Services Manager. The City will provide a $4.00 per hour non-pensionable additional pay on top of the base pay rate.

Police and Fire. The City will provide a $6.00 per hour non-pensionable additional pay on top of the base pay rate for all represented safety job classes.

Additional pay increases will be effective retroactively to July 1, 2021, if the Tentative Agreement is ratified and signed by Union at least one day prior to the City Council meeting scheduled for July 6, 2021. Alternatively, the premium increase will be effective the first full pay period after City Council adoption of the Tentative Agreement.

E. Payments will be made on a bi-weekly basis. All the hourly increases authorized herein will sunset June 30, 2023.

F. The previously provided Critical Staffing Retention and Recruiting Pay sunset/expired on June 30, 2021 and shall not be included in this successor MOU.

A. Effective the first pay period following City Council adoption of the successor memorandum of understanding (MOU) or the first pay period following 7/1/2023, whichever is later, the base wage rates set forth in the Citywide Salary Schedule shall be adjusted as follows:

Job Class Monthly Salary
Prior to Base
Wage
Adjustment
Eff. 5/26/23
Base Wage
Increase Eff.
5/26/23
Approx. % of
Base Wage
Increase Eff.
5/26/23
Approx.

Monthly
Salary Eff.
5/26/23
Proposed
Wage
Adjustment
(Rounded 3
decimal points)
Approx. New
Monthly Top
Step
Total %
Change
Accountant $7,170 $2/hour 4.8% $7,517 0.000% $7,517 4.8% Assistant
Engineer
$8,272 $2/hour 4.2% $8,619 -0.355% $8,588 3.8%
Assistant
Planner
$7,170 $2/hour 4.8% $7,517 -0.406% $7,486 4.4%
Associate
Engineer
$9,100 $2/hour 3.8% $9,447 0.005% $9,447 3.8%
Associate
Planner
$7,888 $2/hour 4.4% $8,235 0.000% $8,235 4.4%
Building
Inspection
Services
Manager
$9,100 $2/hour 3.8% $9,447 -0.837% $9,367 2.9%
City Engineer $11,381 $2/hour 3.0% $11,728 8.996% $12,783 12.3% Deputy City
Clerk (C)
$6,289 $2/hour 5.5% $6,635 13.961% $7,562 20.2%
Deputy Fire
Chief
$11,954 $6/hour 8.7% $12,994 0.000% $12,994 $8.7%
Dispatch/
Records
Supervisor
$6,727 $4/hour 10.3% $7,421 8.899% $8,081 20.1%
Division Fire
Chief
$10,403 $6/hour 10.0% $11,443 0.507% $11,501 10.6%
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10 Job Class Monthly Salary
Prior to Base
Wage
Adjustment
Eff. 5/26/23
Base Wage
Increase Eff.
5/26/23
Approx. % of
Base Wage
Increase Eff.
5/26/23
Approx.

Monthly
Salary Eff.
5/26/23
Proposed
Wage
Adjustment
(Rounded 3
decimal points)
Approx. New
Monthly Top
Step
Total %
Change
Finance
Manager
$9,100 $2/hour 3.8% $9,447 16.557% $11,011 21.0%
Fire Marshal $10,403 $6/hour 10.0% $11,443 0.507% $11,501 10.6% Housing
Programs
Manager
$9,403 $2/hour 3.7% $9,750 0.000% $9,750 3.7%
IT Services
Manager
$9,100 $2/hour 3.8% $9,447 20.406% $11,374 25%
Management
Analyst I
$7,170 $2/hour 4.8% $7,517 -0.406% $7,486 4.4%
Management
Analyst II
$7,888 $2/hour 4.4% $8,235 0.000% $8,235 4.4%
Marketing
Manager
$7,200 $2/hour 4.8% $7,547 8.364% $8,178 13.6%
Police
Commander
$11,954 $6/hour 8.7% $12,994 14.356% $14,859 24.3%
Police Support
Services
Manager
$9,100 $4/hour 7.6% $9,793 0.000% $9,793 7.6%
Principal Planner $10,412 $2/hour 3.3% $10,758 1.041% $10,870 4.4% Project Manager $8,282 $2/hour 4.2% $8,628 9.000% $9,405 13.6% Public Works
Superintendent
$10,326 $2/hour 3.4% $10,673 0.825% $10,761 4.2%
Public Works
Supervisor
$6,695 $2/hour 5.2% $7,042 10.921% $7,811 16.7%
Recreation
Manager
$7,888 $2/hour 4.4% $8,235 9.224% $8,995 14.0%
Recreation
Supervisor
$5,825 $2/hour 6.0% $6,172 12.173% $6,923 18.8%
Senior
Accountant
$8,282 $2/hour 4.2% $8,628 0.185% $8,644 4.4%
Senior Associate
Engineer
$10,010 $2/hour 3.5% $10,357 0.335% $10,391 3.8%
Senior Building
Inspector
$8,282 $2/hour 4.2% $8,628 -4.507% $8,240 -0.5%
Senior
Management
Analyst
$8,676 $2/hour 4.0% $9,023 0.394% $9,059 4.4%
Senior Planner $8,676 $2/hour 4.0% $9,023 0.394% $9,059 4.4%

B. The base wage increases provided effective 5/26/2023 to the employee’s position within the range decreased the differential between steps to less than 5% as was identified by the alpha numerical salary ranges established for the following classifications: Deputy Fire Chief, Division Fire Chief, Police Support Services Manager, Principal Planner, and Public Works Superintendent. The alpha salary range will be eliminated once the proposed base wage adjustments for the successor MOU are implemented. The affected employees in the alpha numeric ranges will be transitioned to the base numerical range assigned to their classification and will advance one pay step to avoid a negative salary adjustment as a result of implementing this provision. This shall not affect the incumbent’s anniversary 132

11 dates or eligibility for future merit increases. Nothing herein requires the City to maintain the 5% differential between steps.

C. The aforementioned base wage adjustments will be effective the first pay period following 7/1/2023, should the parties reach a tentative agreement that is ratified by the SCMPEA membership no later than 6/30/2023 and subsequently signed by its representatives no later than 7/6/2023.

D. Effective the last full pay period of June 2025, represented employees shall receive a two-point five (2.5%) percent Cost of Living Adjustment (COLA), condition precedent on if the City’s actual revenues for Fiscal Year 2023/24 exceed actual revenues for Fiscal Year 2022/2023 by at least three (3%) percent.

E. Effective the first pay period following City Council adoption of the successor memorandum of understanding (MOU) or the first pay period following 7/1/2023, whichever is later, the current incumbent Fire Marshal shall receive a lump sum retention bonus of one thousand dollars ($1,000.00). The aforementioned lump sum retention bonus will be provided the first pay period following 7/1/2023 should the parties reach a tentative agreement that is ratified by the SCMPEA membership no later than 6/30/2023 and subsequently signed by its representatives no later than 7/6/2023.

F. Effective the first full pay period of July 2024, the current incumbent Fire Marshal, if still on payroll as of the payment date, shall receive a lump sum retention bonus of one thousand dollars ($1,000.00).

G. Effective the first full pay period of January 2025, the current incumbent Fire Marshal, if still on payroll as of the payment date, shall receive a lump sum retention bonus of one thousand dollars ($1,000.00).

2. Salary Schedule.

The Salary Schedule for SCMPEA Employees will be converted to a 5-step pay scale as of the effective date of City Council adoption of this Tentative Agreement the SCMPEA MOU 2021-23.

3. Acting Pay.

Employees covered by this Agreement shall receive Acting Pay under the following conditions:

A. Employees must qualify to receive Acting Pay when assigned in writing to by acting in the a higher job class and performing to perform substantially the full range of duties and responsibilities of the higher job class for a minimum period of two weeks. The qualifying period may be satisfied one full workday at a time.

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12 Employees who have met this requirement after July 1, 2001, and who are recommended by their supervisor and Department Head may be certified as having met the qualifying period.

B. Employees who are certified assigned to act in a higher job class will receive Acting Pay in an amount of at least five (5%).0 percent and no more than ten (10%).0 percent of their current salary whenever they are assigned to act in the higher job class for a minimum of two consecutive weeks, retroactive to the first day of the assignment, while performing substantially the full range of duties and responsibilities of the higher job class.

C. In order to receive Acting Pay, there must exist a budgeted position, the assignment must be made in writing, employees must meet the minimum qualifications of the higher job class, and employees may not refuse to perform any duty or responsibility of the higher job class. Exceptions to meeting the minimum qualifications of the higher job class may be made on a case-by-case basis, depending on operational need, with concurrence between the department head and Human Resources, subject to City Manager approval.

D. Acting Pay shall not be applied to a request to cash-out any form of paid leave, or payment for accrued and unused paid leave hours on the books at time of separation.

4. Special Circumstances – Police Support Services Manager.

The Police Support Services Manager position is exempt from the payment of Overtime for all hours worked in addition to that Employee’s assigned work hours with the exception of the following Special Circumstance:

A. The Police Support Services Manager will not be compensated for hours worked in addition to scheduled work hours when performing the supervisory duties of the position.

B. If, as a result of a Critical Staffing Shortage, the Police Support Services Manager is assigned by their supervisor to work a full shift as a Public Safety Dispatcher during scheduled days off, those hours will be compensated at the rate of time and one-half of the salary rate of a Public Safety Dispatcher II E-Step.

C. Critical Staffing Shortage will be deemed to have occurred when the number of available Public Safety Dispatchers is inadequate to cover the required number of shifts. The number of available Public Safety Dispatchers must be at a level to allow a minimum of one-off day every four days.

D. During Critical Staffing Shortages, the Suisun City Police Department incorporates 12- hour work shifts within the Communication/Records Center. This scheduling requires a minimum of two (2) Public Safety Dispatchers to cover each 24-hour day.

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13 E. During the Critical Staffing Shortages, the Suisun City Police Department Communications Center will be staffed with one (1) Public Safety Dispatcher.

E. A Non-Critical Staffing Period is one in which adequate staffing is available to fill an unexpected vacancy or a shift shortage. The Police Support Services Manager is authorized to require an available Public Safety Dispatcher to fill a shift vacancy. Should the Police Support Services Manager choose to work a vacant shift to avoid requiring an available Public Safety Dispatcher to work, the time worked will not be compensable.

G. During scheduled workdays, the Police Support Services Manager will not receive Overtime compensation when required to extend the workday up to two (2) hours to fill an unexpected shift vacancy as a Public Safety Dispatcher.

5. Special Circumstances – Police Commander.

Police Commanders will receive extra compensation at the rate of time and a half for actual hours worked outside of normal scheduled work hours when required to respond after hours, in person, to critical emergencies, as authorized by the Police Chief. The Police Commanders will not be compensated for hours worked in addition to scheduled work hours when performing their general duties which may extend their workday.

6. Fire Duty Chief Standby Pay.

Due to the City’s inability to afford full-time staff to serve as a Fire Duty Chief for each 24-hour shift, Fire Division Fire Chiefs and Deputy Fire Chiefs may be assigned to serve as Fire Duty Chief on a standby basis in addition to regular hours worked, typically overnight and on regularly scheduled days off. Effective retroactive to July 1, 2020, Fire Division Fire Chiefs and Deputy Fire Chiefs assigned to serve as Duty Chief shall receive non-pensionable Fire Duty Chief Standby Pay per assigned shift as follows: $200 per weekday evening shift (5:01 p.m. to 8:29 a.m.), $200 per weekend day shift (8:30 a.m. to 8:29 p.m.), and $200 per weekend evening shift j(8:30 p.m. to 8:29 a.m.). It is expected that such assignment would be made on a monthly basis taking the form of a rotation between participants to reduce the burden on any single individual and to distribute evenly the assignment to the maximum extent possible. The Fire Chief may share in this assignment rotation. For example, if three Employees were to share Fire Duty Chief responsibilities, each would be assigned 10 days spread over a 30-day month, adjusted appropriately for months of greater of lesser days. Employees must be scheduled for Fire Duty Chief Standby in Such a manner as to ensure at least two-consecutive days off (e.g., no regular or standby work assignment) each week of a month to the maximum extent possible. The Fire Chief shall have the sole ability to schedule the Fire Duty Chief assignments based on staffing, budget, and operational discretion as he/she sees fit, but shall not assign him/herself any greater participation than assigned to any single Fire Division Fire Chief or Deputy Fire Chief to the maximum extent possible and/or mutually agreed upon allotment between the Chief Officers.

7. Longevity Pay.

A. Police and Fire Safety Longevity Pay.
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14 Upon the completion of five (5) years of continuous full-time service, represented employees shall be entitled to a three (3%).0 percent increase in compensation; employees who complete ten (10) years of continuous full-time City service shall be entitled to an additional three (3%)3.0 percent increase in compensation (for a total of six (6%)6.0 percent).

B. Miscellaneous Employee Longevity Pay.

Effective the first pay period following 7/1/2023, upon the completion of ten (10) years of continuous full-time City service, represented employees shall be entitled to a two (2%) percent increase in compensation. Employees who complete fifteen (15) years of continuous full-time City service shall be entitled to an additional two (2%) percent increase in compensation (for a total of four (4%) percent).

Effective the first pay period in July 2024, upon the completion of five (5) years of continuous full-time City service, represented employees shall be entitled to a two (2%) percent increase in compensation; employees who complete ten (10) years of continuous full-time City service, shall be entitled to a two (2%) percent increase in compensation; employees who complete fifteen (15) years of continuous full-time service shall be entitled to an additional two (2%) percent increase in compensation (for a total of six (6%) percent).

8. Notary Pay.

Any employee that possesses an official Notary Commission and is required to perform these duties in addition to their normal job duties shall be afforded a monthly $50 allowance, approved by the employee’s Department Head. The City will provide the cost of training, certification, recertification, bond, insurance and recording with the County Recorder of the Notary Commission for any employees required to obtain and maintain an official Notary Commission.

ARTICLE VIII8 HOURS OF WORK

1. Attendance.

Employees shall be in attendance at their workstation in accordance with departmental schedules unless on approved leave.

2. Work Schedules.

At the discretion of the City, Regular, Full-Time Employees shall be assigned to one of the following work schedules:

A. A 40.0-hour workweek consisting of five consecutive 8.0 hour days in a seven-day period (hereinafter “5/40”), beginning at noon on Friday through noon on the following Friday. All other work schedules shall be considered Alternative Work Schedules.

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15 B. An Alternative Work Schedule, such as four consecutive 10.0 hour days in a seven-day period beginning at noon on Friday through noon on the following Friday (hereinafter “4/10”), or nine workdays totaling 80 hours during a fourteen-day period beginning at noon on Friday through noon on the following Friday (hereinafter “9/80”), or any other configuration approved by the Department Head and City Manager. Assignment to an Alternative Work Schedule is subject to Department Head recommendation and City Manager approval and shall not be considered permanent. At such time as the Department Head and City Manager determine that the schedule does not meet departmental needs, the Employee shall be reassigned to another work schedule.

C. Non-Exempt Employees shall not be scheduled to work more than seven consecutive days without two scheduled days off, except in emergency situations.

D. Employees assigned to an Alternative Work Schedule may have the start of the workweek changed in accordance with the requirements set forth in the Fair Labor Standards Act.

E. Employees may temporarily flex their schedules with the prior approval of their Department Head, so long as the new schedule meets the City’s needs and the Employee works a full schedule or makes up the shortfall with paid leave.

3. Executive Leave.

Rules regarding Executive Leave are set forth in Section 8.5 of the Personnel Rules, Administrative Directive. In lieu of Overtime/CTO, 80 hours shall be deposited into the Executive Leave account of each eligible employee in the bargaining unit in the first full pay period of each fiscal year.

Additionally, an eligible employee will receive one hour of Executive Leave for each hour of work assigned and approved by their Department Head, that is worked outside of the regular work day, not to exceed 40 additional hours per fiscal year (i.e. 120 Executive Leave accrued for hours for the fiscal year). Examples of such assigned tasks outside of the regular workday are City Council meetings, City events, or emergency response.

The cash-out options below shall supersede the provisions of Section 8.5 of the Personnel Rules, Administrative Directive:

A. 1-10 years of service with Suisun City – 40 hours;

B. After completing 10 years and higher – 50 hours;

C. Any Executive Leave accumulated over 80 hours due to working hours outside of the Employee’s normal workday as described above, may be cashed out once each fiscal year according to the cash-out rules.

4. Executive Leave Cash-Out.
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16 Employees can cash-out Executive Leave in the amounts depicted in Section 3 above in January.

The Finance Department will send out a request form, in November of the preceding calendar year, that includes written verification of each employee’s current CTO balance. Employees may make an irrevocable request for the upcoming calendar year to cash-out Executive Leave by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form. With the exception of the January cash-out, Employees may not cash-out Executive Leave except upon leaving City Service. No Executive Leave cash-out election will be allowed for any Employee for a period of four months following the last day of a suspension from duty for disciplinary reasons.

5. Conflict with FLSA.

The City and SCMPEA acknowledge that where this Article may conflict with the Fair Labor Standards Act, the Act shall take precedence.

6. Enforcing Leave Caps.

The parties agree that the previous contractually agreed upon leave caps shall be enforced as follows: for Miscellaneous and Fire Safety employees, Vacation and Holiday leave accruals shall be enforced effective October 1, 2023, and Executive leave accruals shall be enforced effective January 8, 2024. For Police Safety employees, all leave accruals shall be enforced effective July 1, 2024. In order to effectuate this intent, the parties agree that the City will buy down fifty (50%) percent of any excess accrued leave to the original contractual accrued leave cap effective the last full payroll period in June 2023. The remaining fifty (50%) percent excess accrued leave as of the last full payroll period in June 2023 will be tracked in a separate excess leave accrual bank. The City will buy down the remaining excess leave accruals in January 2024 at the employees’ June 2023 pay rate. The parties agree that Miscellaneous and Fire Safety employees will then have ninety (90) days, until October 1, 2023, to maintain and/or reduce their Vacation and Holiday leave accruals below the contractual leave caps, and until January 8, 2024, to maintain and/or reduce their Executive leave accruals below the contractual leave caps, at which time employees will no longer be allowed to exceed the leave caps. The parties agree that Police Safety employees will have one (1) year, until July 1, 2024, to maintain and/or reduce their leave accruals below the contractual leave caps. Those who are still over the cap on or after October 1, 2023, January 8, 2024, or July 1, 2024, respectively, shall cease accruals until their accrual balance falls below the leave cap and shall not be allowed to accrue leave over the cap from thereon. The parties understand that after buying down the excess accrued leave to the accrual leave cap that it is likely in the first few payroll periods following that event that employees will exceed the caps again, so the parties have negotiated the aforementioned ninety (90) day, six (6) month, and one (1) year grace periods to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the accrual cap is once again enforced.

ARTICLE IX FIRE CAPTAIN GUIDELINES

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17 Work Schedule. In addition to those work schedules already set forth in the SCMPEA MOU, Fire Captains will be assigned to a 48/96 work schedule consisting of 24-hour shifts to comprise a 56- hour workweek to be determined by the Fire Chief.

Overtime Pay. For the purpose of Overtime and minimum time calculations, an Employee may not be paid twice for the same time period. If time periods overlap, then the time shall be calculated as a continuous work period.

The City agrees to compensate Employees scheduled to a 48/96 schedule consisting of a 56-hour workweek at a rate of one and one-half times the Employees’ regular rate of pay, as that phrase is defined in the FLSA (hereinafter “Overtime Rate”) for each hour of work required in excess of their scheduled 53 hours per workweek.

The City will implement reporting of time worked over the FLSA threshold of 53 hours per workweek as premium pay in accordance with California Code of Regulations (CCR), Title 2, Section 571.

Employees shall be compensated at the applicable Overtime Rate for work assigned in excess of the regularly scheduled work day.

For purposes of Overtime computation, all paid time, including Sick Leave, Vacation Leave, Holiday Leave and Compensatory Time Off (the “CTO”), shall be considered hours worked.

All overtime hours must be approved in advance by the Fire Chief or his/her designee; provided, however, that when emergency conditions exist, the Fire Chief or his/her designee may approve exceptions to this procedure.

Overtime Credited as CTO. Except as provided in Section c. of this agreement section, overtime worked may be credited as CTO or be paid as overtime at the discretion of the Employee. CTO will be credited at a rate of one and one-half times the overtime hours worked. The maximum accumulation of CTO is as follows:

First 10 years of City service: 160.0 hours;

Over 10 years of City service: 200.0 hours;

Any Overtime worked in excess of these limits shall be compensated on a paid basis.

Above CTO Limit. If an Employee is at or above the CTO Limit, then he/she will prospectively only get paid Overtime (as opposed to CTO) for Overtime worked. Once the CTO balance has been reduced by 40.0 hours below the limit, an Employee will again be allowed to accrue CTO as opposed to receiving Overtime pay. Upon separation of service, an Employee is entitled to receive the cash value of all accrued CTO.

Conversion of Executive Leave to CTO. Employees with an accrued Executive Leave Balance may convert such leave balance to CTO on an hour for hour basis subject to established limits. Of the Fiscal Year 2018-19 Executive Leave of 80 hours deposited on July 1, 2018, 40 hours will be 139

18 returned to the City as a prorated share. Administrative Leave Balance in excess of established limits will be paid to the Employee as cash value.

Salaries. The City will provide hourly compensation for Fire Captains at the same monthly rate as contained in the Citywide Salary Schedule. Hourly rates will be calculated to reflect Alternative Work Schedules described herein.

Call Back. All hours worked when called back to work will be paid at the overtime rate. An employee will be paid a minimum of two (2) hours of call back pay. Call Back Pay will commence when the employee departs to the requested work location.

Paid Leave. All paid leave (Sick Leave, Vacation Leave, Holiday Leave, and Executive Leave) shall be charged to the Employee’s paid leave balance(s) for all hours not worked up to the scheduled hours for that day(s). For example, if an Employee is off sick on a 12.0-hour day, that Employee’s Sick Leave balance would be reduced by 12.0 hours for that absence. Similarly, if a Holiday falls on a 12.0-hour Workday, the Employee would receive 9.9 hours of Holiday Time Off and the balance of 2.1 hours may be made up through use of Vacation Leave, Holiday Leave, or Executive Leave. Sick Leave may not be used to make up for Holiday Time Off shortfalls.

ARTICLE X9 VACATION LEAVE

Use of Vacation Leave requires prior written approval by the Department Head or designee.

Employees are encouraged to take vacations lasting at least one week. Vacation Leave may not be granted in excess of the Vacation Leave balance that has been accrued at the time that the Vacation Leave is granted.

1. Vacation Accrual.

Accumulation of Vacation Leave shall commence effective with the date of hire, according to the following schedule, prorated on a pay period basis (annual total divided by 26 bi-weekly pay periods to two decimal places of accuracy):

A. For the First Five Years of Service. Employees shall earn and be credited with Vacation Leave at the rate of 80.0 hours per year for those working 40.0 hours per week or 9/80 two-week schedule.

B. Commencing with the Sixth Year. Employees shall earn and be credited with Vacation Leave at the rate of 120.0 hours per year for those working 40.0 hours per week or 9/80 two-week schedule.

C. Commencing with the Eleventh Year. Employees shall earn and be credited with Vacation Leave at the rate of 160.0 hours per year for those working 40.0 hours per week or 9/80 two-week schedule.

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19 D. Commencing with the Sixteenth Year. Employees shall earn and be credited with Vacation Leave at the rate of 184.0 hours per year for those working 40.0 hours per week or 9/80 two-week schedule.

2. Fire Vacation Accrual.

A. For the First Five Years of Service: Employees shall earn and be credited with Vacation Leave at the rate of 112.0 hours per year for those working a 56 hour per week schedule.

B. Commencing at the start of the Six Year: Employees shall earn and be credited with Vacation Leave at the rate of 168.0 hours per year for those working a 56 hour per week schedule.

C. Commencing at the start of the Eleventh Year: Employees shall earn and be credited with Vacation Leave at the rate of 224.0 hours per year for those working a 56 hour per week schedule.

D. Commencing at the start of the Sixteenth Year: Employees shall earn and be credited with Vacation Leave at the rate of 257.6 hours per year for those working a 56 per week schedule.

32. Maximum Accumulation.

Employees with 15 or fewer years of service with the City may accumulate up to a maximum of 240.0 hours of Vacation Leave. Employees with over 15 years of service with the City may accumulate up to a maximum of 320.0 hours of Vacation Leave. Under exceptional circumstances, such as heavy workloads or staffing shortages, the City Manager may authorize the accumulation of additional Vacation Leave. If an Employee is at the limit, he/she must request to take Vacation Leave off. If a written request to do so is disapproved, the limit may be increased by the City Manager. Failure to request time off will result in stopping the accrual of Vacation Leave until the balance is reduced by 40 hours.

43. Vacation Cash-Out.

Employees may Cash-out a maximum of forty (40) hours in January of each year as long as there remains a minimum of eight (8) hours in employee’s vacation leave after cash-out. The Finance Department will send out a request form, in November of the preceding calendar year, that includes written verification of each employee’s current Vacation Leave Balance.

Employees may make an irrevocable request for the upcoming calendar year to cash-out Vacation Leave by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form. With the exception of the January cash-out, Employees may not cash-out Vacation Leave except upon leaving City Service. No CTO cash-out election will be allowed for any Employee for a period of four months following the last day of a suspension from duty for disciplinary reasons.

4. Enforcing Leave Caps.
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20 The parties agree that the previous contractually agreed upon leave caps shall be enforced as follows: for Miscellaneous and Fire Safety employees, Vacation and Holiday leave accruals shall be enforced effective October 1, 2023, and Executive leave accruals shall be enforced effective January 8, 2024. For Police Safety employees, all leave accruals shall be enforced effective July 1, 2024. In order to effectuate this intent, the parties agree that the City will buy down fifty (50%) percent of any excess accrued leave to the original contractual accrued leave cap effective the last full payroll period in June 2023. The remaining fifty (50%) percent excess accrued leave as of the last full payroll period in June 2023 will be tracked in a separate excess leave accrual bank. The City will buy down the remaining excess leave accruals in January 2024 at the employees’ June 2023 pay rate. The parties agree that Miscellaneous and Fire Safety employees will then have ninety (90) days, until October 1, 2023, to maintain and/or reduce their Vacation and Holiday leave accruals below the contractual leave caps, and until January 8, 2024, to maintain and/or reduce their Executive leave accruals below the contractual leave caps, at which time employees will no longer be allowed to exceed the leave caps. The parties agree that Police Safety employees will have one (1) year, until July 1, 2024, to maintain and/or reduce their leave accruals below the contractual leave caps. Those who are still over the cap on or after October 1, 2023, January 8, 2024, or July 1, 2024, respectively, shall cease accruals until their accrual balance falls below the leave cap and shall not be allowed to accrue leave over the cap from thereon. The parties understand that after buying down the excess accrued leave to the accrual leave cap that it is likely in the first few payroll periods following that event that employees will exceed the caps again, so the parties have negotiated the aforementioned ninety (90) day, six (6) month, and one (1) year grace periods to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the accrual cap is once again enforced.

5. Holiday During Vacation.

An Employee is not charged Vacation Leave for a Holiday occurring during his/her Vacation Leave.

6. Illness During Vacation.

If an Employee becomes ill while on Vacation Leave, Sick Leave may be authorized instead of Vacation Leave upon approval of the Department Head. The Department Head may require written physician’s verification of the Employee’s illness.

7. Separation from Service.

Upon separation from service, an Employee is entitled to receive the cash value of all accrued Vacation Leave.

8. Upon Death.

When separation is caused by death, payment equivalent to accrued Vacation Leave shall be made to the Employee's estate.

ARTICLE XI10 UNIFORMS AND UNIFORM ALLOWANCES

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21 1. Uniform Allowances.

Annually the City shall pay those Employees required to wear uniforms in the performance of their duties as follows:

Job Class Total
Division Fire Chief $1300
Dispatch/Records Supervisor $900
Deputy Fire Chief $1300
Fire Marshal $1300
Police Commander $1300
Police Support Services Manager $900
Fire Division Chief $1300
Fire Captain $900

Uniform allowance will be paid on the regular paychecks of a pro-rata basis, equally divided across each of the 26 paychecks.

2. Other Uniforms.

During the term of this Agreement, the City shall continue to supply Public Works Supervisors with the required uniform components as determined by the Public Works Director/City Engineer in a written departmental policy.

ARTICLE XII11 RETIREMENT BENEFITS

The Public Employees’ Pension Reform Act of 2013 (PEPRA) provides that all Employees who are currently participating in a CalPERS retirement plan, or those who have had a break in service that does not exceed six months, shall be considered “Classic” Employees. All new Employees who do not meet this criteria shall be considered PEPRA New Employees.

1. Classic Miscellaneous Employee Benefits.

Except as otherwise provided in this Article, the City agrees to provide the 2.0 percent at 55 PERS Retirement Plan, with One-Year Final Compensation, ,including the 1959 Survivor's Benefit Level 3, for Miscellaneous Employees. The City shall pay the Employer’s contribution. The employee shall pay the Employee’s contribution as established by CalPERS. All Miscellaneous employees covered by this MOU will receive an increase to their base hourly rate of 7.5 percent in exchange for Classic Miscellaneous employees paying the full employee contribution along with PEPRA employees as soon as practicable after CalPERs approval of the EPMC change.

2. Classic Safety Fire Employee Benefits.

Except as otherwise provided in this Article, the City agrees to provide the 2.0 percent at 55 PERS Retirement Plan, with One-Year Final Compensation, including the 1959 Survivor's Benefit Level 3, 143

22 for Safety Fire Employees. The City shall pay the Employer’s contribution. The employee shall pay the Employee’s contribution as established by CalPERS. The salaries for Employees covered under the Safety Fire PERS Plan have been increased by 5.0 percent in lieu of the City’s provision of 2.0 percent at 50 Safety Fire Retirement Plan. All Fire Safety employees covered by this MOU will receive an increase to their base hourly rate of 7.5 percent in exchange for the Classic Safety Fire Employees paying the full employee contribution along with PEPRA employees as soon as practicable after CalPERS approval of the EPMC change.

3. Classic Safety Police Employee Benefits.

The City agrees to participate in the PERS 3.0 percent at 50 Retirement Plan, with One-Year Final Compensation and Credit for Unused Sick Leave Government Code Sections 20042 and 20965 respectively. This Credit will be reduced by the number of hours converted to cash pursuant to Section 6 of Article IX. The following provisions apply to Employees receiving Safety Police benefits:

A. The City agrees to continue to provide Level 4, Survivor Benefits through Public Employees Retirement System, (hereinafter “PERS”).

B. The City shall pay the Employer’s contribution. The employee shall pay the Employee’s contribution as established by CalPERS.

C. Consistent with Internal Revenue Code Section 414(h)(2), that portion of the Employee’s contribution paid by the Employee shall be deducted from each Employee’s gross pay on a pre-tax basis.

D. All Safety Police employees covered by this MOU will receive an increase to their base hourly rate of 5.5 percent in exchange for the Classic Safety Police Employees paying the full employee contribution along with PEPRA employees as soon as practcible after CalPERS approval of the EPMC change.

4. PEPRA New Miscellaneous Employee Benefits.

The City agrees to provide 2.0% at 62 PERS Plan for New Miscellaneous Employees. The City shall pay the Employer’s contribution as established by CalPERS. The Employee shall pay the Employee’s contribution as established by CalPERS. Pursuant to PEPRA, no EPMC is available.

Should any provision in this Agreement be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

5. PEPRA New Safety Fire Employee Benefits.

The City agrees to provide 2.0% at 57 PERS PEPRA Plan for New Safety Fire Employees. The City shall pay the Employer’s contribution as established by CalPERS. The Employee shall pay the Employee’s contribution as established by CalPERS. Pursuant to PEPRA, no EPMC is available.

Should any provision in this Agreement be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

6. PEPRA New Safety Police Employee Benefits.
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23 The City agrees to provide 2.7% at 57 PERS Plan for PEPRA New Safety Police Employees. The City shall pay the Employer’s contribution as established by CalPERS. The Employee shall pay the Employee’s contribution as established by CalPERS. Pursuant to PEPRA, no EPMC is available.

Should any provision in this Agreement be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

7. Sick Leave Conversion.

The City provides Credit for Unused Sick Leave pursuant to Government Code Section 20965.

ARTICLE XIII12 MEDICAL & DENTAL INSURANCE

1. Core Flex Plan.

The City will contribute the following a Core Flex Plan amounts toward the monthly premium cost based on the 2021 equivalent to the Kaiser Permanente Region 1 Premium: for Employee, Employee plus one, and Employee plus Family toward the monthly premium cost.

Time Period Employee Employee + One Employee + Family 7/1/21 through MOU Term $813.64 $1,627.28 $2,115.46
Or the equivalent of the Kaiser Permanente Region 1 Premium, whichever is greater.

Should the health plan premium cost, selected by the employee, be less than the Kaiser Permanente Region 1 premium cost be less than the amounts listed above, the City shall pay no more that the full cost of the Kaiser Permanente rate, with the difference between the cost of the selected health plan premium and the maximum provided by the city eligible to be applied toward the cost of vision and dental premiums for employees who select Kaiser Permanente.

2. Flexible Benefit Options.

The City agrees to provide $500.00 per month (employee only) and $700.00 per month (employee plus one or more dependents) as a Flexible Benefit Credit that may be used in lieu of the Core Flex Plan enrollment per Section 1 of this Article. The Flexible Benefit Credit may be divided among Dental and Vision Premiums, Flexible Spending Accounts, and Taxable Cash Option. An Employee must choose choosing the Flexible Benefit Options must establish eligibility by providing verification of enrollment in a group health plan and must reestablish eligibility annually for continued enrollment in the Flexible Benefit Options during the each Open Enrollment Period established in the Suisun by the City Flexible Benefits Plan.

3. Restrictions.

An Employee may either enroll in the Core Flex Plan or be entitled to the Flexible Benefit Options as described in Section 2 of this Article, but may not participate in both, with the exception of the Voluntary Pre-Tax Payroll Deduction Flexible Spending Account or enrollment in a Dental and/or Vision Plan.

4. Medical Insurance Benefits after Death While on Duty. 145

24 Should a Sworn Police member of SCMPEA lose his/her life in the line of duty, the City agrees to continue to pay medical insurance payments as outlined above for the member’s immediate dependent family. Said payments will continue for a period of up to three years, providing the City’s insurance plan allows for continued participation. The surviving dependent family member(s) may remain on the City’s medical plan at its own cost after the three years has elapsed, providing that the plan allows for continued participation.

5. Medical Conversion Plan.

Sworn Police members of SCMPEA with 12 years or more of service with the City, who separate from City service on good terms, may remain on the City’s medical plan, providing that the plan allows for continued participation. The member shall assume full responsibility for payment of the insurance premium.

6. Sick Leave Conversion to Fund Medical Premiums.

Upon normal retirement from the City by a Sworn Police member of SCMPEA, 25.0 percent of an Employee’s Sick Leave balance may be converted to a cash equivalent and used to fund medical premiums. This conversion will be deducted from the amount reported for PERS credit in Subsection 3.A. of Article VIII.

ARTICLE XIV13 LIFE INSURANCE AND DEFERRED COMPENSATION

1. Life Insurance.

The City agrees to provide a $200,000 term and accidental death and dismemberment insurance policy for each represented Employee. The face value of the policy will begin reducing at age 65, per the policy’s schedule of benefits.

2. ICMA Deferred Compensation Plan.

The City agrees to provide the ICMA a 457 Deferred Compensation Plan as an optional benefit to City Employees. The City will match the Employee’s contribution up to four (4%) percent of the employee’s base salary or one hundred and eighteen dollars ($118.00) (per pay period), whichever is greater. The City’s match will be contributed to participating Employees on a pay-period basis.

ARTICLE XV14 SUPPLEMENTAL INSURANCE

The City has contracted with Colonial to replace Aflac for voluntary supplemental insurance benefits. As of 7/1/2021, the City will no longer deduct Aflac payments via payroll deduction.

Employees will have the option to continue their Aflac coverage on their own or can enroll in Colonial which will be administered by City payroll deductions. It shall be agreed that the City may choose different supplemental insurance providers from time to time as needed to provided such voluntary benefits in the best interest of the City.

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25 ARTICLE XVI15 MILEAGE REIMBURSEMENT

Employees are encouraged to use City vehicles when conducting City business. When the use of private vehicles is required and approved by the Employee’s Department Head, the City shall provide mileage reimbursement at the mileage rate set each November by the Internal Revenue Service (Publication 917). The new rate shall be effective the following January.

ARTICLE XVII16 WORKERS’ COMPENSATION COVERAGE

The City shall provide Workers’ Compensation Insurance coverage (hereinafter “Workers’ Comp”) for all Employees through its self-insured program.

ARTICLE XVIII17 STATE DISABILITY INSURANCE COVERAGE

1. State Disability Insurance.

The City shall participate under the State Disability Insurance Program (hereinafter “SDI”) for employees represented by SCMPEA.

2. Payment of SDI Premiums.

SDI premiums shall be paid in full by the City on behalf of all participating Employees.

ARTICLE XIX18 PAYROLL STATUS

1. Payroll Status.

Any Regular Employee shall be considered to be in a Payroll Status if the Employee is employed by the City under the one of the following conditions:

A. Working Full-Time.

B. Working Part-Time, at least a thirty (30) hour or greater workweek.

C. Working on a restricted or limited duty basis.

D. Off work due to an injury or illness covered under Workers’ Compensation.

E. Off work due to an injury or illness covered under State Disability Insurance.

F. Off work while on an approved leave of absence covered under the Family and Medical Leave Act (FMLA).

G. Off work while on an approved leave of absence covered under the California Family Rights Act (CFRA).

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26 H. Off work while on an approved leave of absence covered under Pregnancy Disability Leave (PDL).

2. Continuation of City-Paid Insurance Premiums.

The City shall continue to contribute the City’s share of the health, and life, and dental insurance premiums on behalf of an Employee who is receiving Workers’ Comp/SDI benefits, as long as he/she is in a Payroll Status with the City or within the period provided in Chapter 10 of the Personnel Rules. An Employee is in a Payroll Status with the City, as long as he/she is using accrued Sick Leave, Vacation Leave, CTOExecutive Leave, and/or Holiday Leave in conjunction with Workers’ Comp/SDI benefits to create the equivalent of his/her normal paycheck at least a thirty (30) hour or greater workweek.

3. Non-Payroll Status.

A. Any Employee off work on SDI who has exhausted his/her benefits under FMLA, CFRA, or PDL, and who is off work pursuant to Subsections E. through H. of this Article, and who has insufficient accrued paid leave balances to create the equivalent of a normal paycheckat least a thirty (30) hour or greater workweek, shall be considered to be in a Non-Payroll Status. Employees who are in a Non-Payroll Status will no longer accrue paid leave (Vacation, Sick, Holiday and Executive), and the City will no longer contribute the City’s share of health insurance premiums on the Employee’s behalf. The City will continue to contribute life insurance premiums for employees in a non-payroll status.

B. An Employee off work pursuant to Subsection D. of this Article on Workers’ Compensation, and who has insufficient accrued paid leave balances to create the equivalent of his/her normal paycheck at least a thirty (30) hour or greater workweek, shall be considered in a Non-Payroll Status. The Employee will no longer accrue paid leave (Vacation, Sick, and Holiday, and Executive); however, the City will continue to contribute the City’s share of health insurance premiums on the Employee’s behalf for a period of no more than 12 months from the date of injury. The City will continue to contribute life insurance premiums for employees in a non-payroll status.

C. Employees contributing to the 457 Deferred Compensation plan, and who are off work on Workers’ Compensation/SDI, will have all contributions to the deferred compensation plan stopped during the time on leave unless they are integrating sufficient accrued paid leave to cover the full amount of the requested deferred compensation plan contribution. Workers’ Compensation/SDI benefits are non-taxable benefits, therefore shall not be used toward 457 plan contributions.

ARTICLE XX19 WORKERS’ COMP/SDI MEDICAL LEAVE

1. Employee Options Regarding SDI Medical Leave.

There are two three options available to an Employee who is otherwise eligible for SDI insurance benefits, which are as follows:
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27 A. Option 1: Not applying for disability insurance benefits and using accrued Sick Leave, Vacation Leave, Executive Leave, and/or Holiday Leave.

B. Option 2: Applying for disability insurance benefits and integrating accrued paid leaves with the SDI benefits. Such accrued paid leaves shall include Sick Leave, Vacation Leave, Executive Leave, and/or Holiday Leave, in this order, unless the Employee provides written notice to the City to limit the integration to only accrued Sick Leave with SDI benefits. If Option 2 is elected, the Employee shall stipulate on the application for SDI benefits their Request for Leave (RFL) whether the Employee is integrating Sick Leave, and other leave accruals, with SDI benefits.

B.C. Option 3: Employees who apply for disability insurance, may provide the City with the supplemental benefits received by SDI, to be credited to a disability leave accrual account, which the City will then reissue to the employees through payroll, enabling employees to remain on payroll status so long as they integrate accrued leave to create at least a thirty (30) hour or greater workweek.

C.D. The amount of supplement for any hour of any normal Workday shall not exceed the difference between one hundred (100%).0 percent of the Employee’s normal gross salary rate and the “weekly benefit amount”.

2. Medical Leave While on Workers’ Comp/SDI.

Employees who are off work on medical leave covered under Workers’ Comp or SDI may supplement their insurance coverage benefits to ensure that they receive up to one hundred (100%).0 percent of their normal pay.

3. How a Supplement is Treated.

The Employee shall receive up to one hundred (100%).0 percent of the Employee’s their gross salary rate, including any regular hours worked and leave accruals to cover time off (Sick leave, Vacation, Executive and/or Holiday Leave) until such time as the City is notified of the benefit paid to the Employee. The pay period following notification (normally the next pay period), the Employee will receive up to one hundred (100%).0 percent of Employee’s gross salary rate less the when combining the supplemental amount provided by Workers’ Comp/SDI with integrated leave. Upon deduction of the amount equal to the supplemental amount from the Employee’s gross pay, the Employee’s Sick Leave, Vacation Leave, Executive Leave, and/or Holiday Leave shall be credited to the Employee’s appropriate benefit accounts in an amount equal to the Employee’s hourly Pay Rate.

4. Paid Leave Accrual.

28 merit step increases during such a period, as long as the Employee is in a Payroll Status with the City, as provided in Article XVII. Retirement service credit is determined by CalPERS.

5. Leave of Absence While on SDI.

An Employee who is receiving SDI benefits while absent from work, but who is in a Non-Payroll Status with the City is entitled to a leave of absence under Section 10.2 of the Personnel Rules subject to the requirements of that Section.

ARTICLE XXI20 SICK LEAVE

Rules regarding Sick Leave are set forth in Section 10.1 of the Personnel Rules. Employees off work on a protected leave status shall be required to use available accrued paid leave prior to going leave without pay. Rules pertaining to additional leaves of absence are contained in the City’s Personnel Rules and Regulations.

ARTICLE XXII FAMILY OR MEDICAL LEAVE

Rules regarding Family or Medical Leave are set forth in Section 10.2 of the Personnel Rules.

ARTICLE XXIII PREGNANCY DISABILITY LEAVE

Rules regarding Pregnancy Disability Leave are set forth in Section 10.3 of the Personnel Rules.

ARTICLE XIV21 LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY

1. The City shall comply with applicable federal and state laws governing work-related injuries, leaves, and compensation.

2. Employees shall bring health and/or safety problems in the workplace to the attention of their supervisor as soon as possible.

3. The City shall coordinate accrued Sick Leave with Workers’ Compensation benefits.

4. Employees who have exhausted their Sick Leave balances may use accrued Vacation Leave, Executive Leave, and/or Holiday Leave consistent with the provisions of Personnel Rules Subsection 10.3.1. Upon expiration of all paid leave time, an Employee shall be entitled to receive compensation only from the City's Workers’ Compensation third-party administrator.

ARTICLE XV BEREAVEMENT / COMPASSIONATE LEAVE

Rules regarding Bereavement/Compassionate Leave are set forth in Section 10.5 of the Personnel Rules.

ARTICLE XXVI CATASTROPHIC LEAVE–SHARING PROGRAM
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29 Rules regarding the Catastrophic Leave-Sharing Program are set forth in Administrative Directive – AD 10.

ARTICLE XXVII JURY DUTY

Rules regarding Jury Duty are set forth in Section 10.6 of the Personnel Rules.

ARTICLE XXVIII MILITARY LEAVE

Rules regarding Military Leave are set forth in Section 10.7 of the Personnel Rules.

ARTICLE XXIX AUTHORIZED LEAVE OF ABSENCE WITHOUT PAY

Rules regarding Authorized Leave of Absence are set forth in Section 10.8 of the Personnel Rules.

ARTICLE XXX UNAUTHORIZED LEAVE OF ABSENCE

Rules regarding Unauthorized Leave of Absence are set forth in Section 10.9 of the Personnel Rules.

ARTICLE XXXI PAID ADMINISTRATIVE LEAVE

Rules regarding Paid Administrative Leave are set forth in Section 10.10 of the Personnel Rules.

ARTICLE XXXII LEAVES IN CONJUNCTION WITH OTHER LEAVES

Rules regarding Leaves in Conjunction with Other Leaves are set forth in Section 10.11 of the Personnel Rules.

ARTICLE XXXIII TOTAL LEAVES OF ABSENCE

Rules regarding Total Leaves of Absence are set forth in Section 10.12 of the Personnel Rules.

ARTICLE XXXIV DAYS OFF WITHOUT PAY

Rules regarding Days Off without Pay are set forth in Section 10.13 of the Personnel Rules.

ARTICLE XXXV22 MUNICIPAL HOLIDAYS

1. Recognized Holidays.

The following are recognized as Holidays:

The first day of January, New Year's Day.

The third Monday in January, Martin Luther King's Birthday. 151

30 The third Monday in February, President’s Day.

The last Monday in May, Memorial Day.

The nineteenth day of June, Juneteenth.

The fourth day of July, Independence Day.

The first Monday in September, Labor Day.

The second Monday in October, Columbus Day.

The eleventh day of November, Veteran's Day.

The fourth Thursday in November, Thanksgiving Day.

The fourth Friday in November, the day after Thanksgiving Day.

The twenty-fifth day of December, Christmas Day.

One floating Holiday shall be posted on the first pay period in July and one floating Holiday on the first pay period in January to the Holiday Leave balance.

Any date proclaimed by the Mayor of Suisun City as a Holiday.

Holidays proclaimed by the President of the United States or the Governor of the State of California shall be subject to the meet and confer process.

2. Observance.

When a Holiday falls on Sunday, it shall be observed on the following Monday. When a Holiday falls on Saturday, it shall be observed on the preceding Friday.

3. Holiday Time Off.

An Employee will accrue 8.0 hours of Holiday Time Off when assigned to a workweek of 40.0 hours, or 9.9 hours of Holiday Time Off when assigned to a workweek of 49.5 hours for each observed holiday. An Employee may use Vacation Leave, Executive Leave, or work additional time (on an hour-for-hour basis) during the work period to make up the difference between his/her scheduled time and his/her accrued Holiday Time Off.

4. Holiday Time Off Usage.

Holiday Time Off may be used as follows:

A. When the Fourth of July falls on a day when an Employee is scheduled to work and the Employee is directed to work that day for a period of time up to one-half the number of hours of Holiday Time Off afforded to that Employee, the Employee’s Holiday Leave balance shall be credited with an amount equal to one-half the number of Holiday Time Off hours set forth in Section 3 of this Article.

B. When the Fourth of July falls on a day when an Employee is scheduled to work and the Employee is directed to work that day for a period of time equal to at least three- quarters of the number of hours of Holiday Time Off afforded to that Employee, the Employee’s Holiday Leave balance shall be credited with an amount equal to the total number of Holiday Time Off hours set forth in Section 3 of this Article.

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31 C. When a Holiday falls on a day when an Employee is not scheduled to work and the Employee does not work that day, the Employee shall have an amount equal to the number of Holiday Time Off hours credited to his/her Holiday Leave balance.

D. When a Holiday falls on a day when an Employee is scheduled to work and the Employee does not work, the Employee shall be compensated as if he/she had worked that day consistent with Section 3 of this Article.

5. Holiday Leave Balance.

Holiday Leave shall be accumulated separately from Vacation Leave. Holiday Leave may be used for paid leave purposes (essentially in the same manner as Vacation Leave). In order to encourage Employees to take advantage of their Holiday Leave, a maximum of 100 hours is allowed to accrue in that balance. Employees may not cash out Holiday Leave except upon leaving City service or in the case of an emergency with City Manager approval. If an Employee is at the limit, he/she must request to take Holiday Leave off. If a written request to do so is disapproved, the limit shall be increased by the City Manager. Failure to request time off would result in discontinuing the accrual of Holiday Leave until the balance is reduced by 20 hours.

6. Non-Exempt Fire Safety Employee Holidays. The following provisions apply to Non- Exempt Employees assigned to a 48/96 schedule in lieu of other provisions contained in this Article:

A. For purposes of this subsection, a holiday is any holiday defined or declared in this Article or Section 8.6 of the Personnel Rules. A holiday shall start at 12:00 a.m. and end at 11:59 p.m. of the same calendar day.

B. Employees who are regularly scheduled, or scheduled with more than 5 days’ notice, to work a holiday shall be paid an Overtime Rate of one and one half (1.5) times the Employee’s regular rate of pay for each hour worked.

C. Employees who are called back to work on a holiday outside their normal working hours, with less than 5 days’ notice, shall be paid an Overtime Rate of two (2) times the Employee’s regular rate of pay for each hour worked.

D. In lieu of Section 8.6.12 of the Personnel Rules and similar provisions of this Article, Employees shall have deposited into their Vacation Leave banks 8.0 hours of Vacation Leave in the first pay period of July and 8.0 hours of Vacation Leave in the first pay period of January. Such additional leave deposits are subject to Article XVI of this Agreement.

E. Subsection 2 of this Article and Section 8.6.14 of the Personnel Rules shall not apply.

6. Enforcing Leave Caps.
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32 The parties agree that the previous contractually agreed upon leave caps shall be enforced as follows: for Miscellaneous and Fire Safety employees, Vacation and Holiday leave accruals shall be enforced effective October 1, 2023, and Executive leave accruals shall be enforced effective January 8, 2024. For Police Safety employees, all leave accruals shall be enforced effective July 1, 2024. In order to effectuate this intent, the parties agree that the City will buy down fifty (50%) percent of any excess accrued leave to the original contractual accrued leave cap effective the last full payroll period in June 2023. The remaining fifty (50%) percent excess accrued leave as of the last full payroll period in June 2023 will be tracked in a separate excess leave accrual bank. The City will buy down the remaining excess leave accruals in January 2024 at the employees’ June 2023 pay rate. The parties agree that Miscellaneous and Fire Safety employees will then have ninety (90) days, until October 1, 2023, to maintain and/or reduce their Vacation and Holiday leave accruals below the contractual leave caps, and until January 8, 2024, to maintain and/or reduce their Executive leave accruals below the contractual leave caps, at which time employees will no longer be allowed to exceed the leave caps. The parties agree that Police Safety employees will have one (1) year, until July 1, 2024, to maintain and/or reduce their leave accruals below the contractual leave caps. Those who are still over the cap on or after October 1, 2023, January 8, 2024, or July 1, 2024, respectively, shall cease accruals until their accrual balance falls below the leave cap and shall not be allowed to accrue leave over the cap from thereon. The parties understand that after buying down the excess accrued leave to the accrual leave cap that it is likely in the first few payroll periods following that event that employees will exceed the caps again, so the parties have negotiated the aforementioned ninety (90) day, six (6) month, and one (1) year grace periods to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the accrual cap is once again enforced.

ARTICLE XXXVI23 REIMBURSEMENT FOR EDUCATION OR TRAINING

1. Approval.

On the recommendation of a Department Head and the approval of the City Manager, any Employee may embark on an approved course of education to enhance his/her job skills. A course of study may include courses needed to gain a degree in a job-related field or to improve opportunities for advancement or promotion with the City of Suisun City. If the Employee's Department Head will not recommend reimbursement for a course of study, the Employee may appeal to the City Manager or designee.

2. Reimbursement.

Employees are eligible for educational reimbursement for approved classes, including tuition and books, which shall not exceed $1,500 per Employee per year. Upon successful completion of the coursework, the Employee shall submit to the Department Head and HR copies of dated 154

33 receipts showing education costs (tuition, books, materials, mileage), as well as transcripts, grades or certificates showing successful course completion. If an Employee leaves City service within two years of receiving education reimbursement, the Employee must reimburse the City an amount equal to half of the total education reimbursement paid by the City.

3. Certification and Educational Incentive Pay.

In order to encourage employees to provide optimum service to the public, employees may up to 5% incentive for a certification or relevant advanced education degree, added to their base rate. A certification or advanced degree required for the position is not eligible for the incentive pay. To receive certification or education incentive pay, proof of completion must be submitted to the City Manager. The following list is eligible for incentive pay at the assigned incentive rate:

A. Advanced degree beyond current requirement for job (AA, Bach. degree, Masters) = 3% B. Chief Officer (FIRE) = 1.5%
C. Paramedic = 1.5%
D.B. POST Advanced Certificate =

5.0%

ARTICLE XXXVII24 PROBATIONARY PERIOD

Rules regarding Probationary Period are set forth in Section 7.5 of the Personnel Rules. These rules are amended to include the following provision:

At the discretion of their supervisor, Department Head, and City Manager, Probationary Employees may receive a performance evaluation and release from probationary status after six months, if the Employee’s performance exceeds “Meets Standard”.

ARTICLE XXXVIII25 PERFORMANCE EVALUATIONS

1. Annual Performance Evaluation.

Every Regular Employee in the Classified Service shall receive a performance evaluation by his/her immediate supervisor at least annually. The annual review will normally occur within 30 days of the Employee’s Anniversary Date, unless an alternate schedule is approved by the City Manager.

2. Purpose.

The purpose of the Annual Performance Evaluation is to promote the successful performance of all City Employees through a process that provides feedback on past performance and directs future performance by identifying performance goals and objectives.

3. Procedure.

The Administrative Services Director shall approve the format for performance evaluations, which may vary by department, Position, or Employee’s responsibilities. Included in the performance evaluation may be, 1) an assessment of what additional tools, such as upgraded software, may be needed; and 2) what training should be made available to the employee to assist in improving the 155

34 level of performance. The Employee’s Department Head or designee will provide a written evaluation of the Employee’s performance in a variety of skill or performance areas.

4. Merit Increases.

In order to advance to a Pay Rate in the Pay Range, the evaluation must demonstrate that the advancement is merited on the basis of job performance. Performance ratings shall guide supervisors and Department Heads in determining whether merit advancements have been earned and should be recommended to the City Manager. Department Heads shall have the authority and responsibility to withhold or delay merit advancements if such advancement is not merited.

ARTICLE XXXIX26 GRIEVANCE PROCEDURE

Rules regarding the Grievance Procedure are set forth in Chapter 11 of the Personnel Rules.

ARTICLE XL27 DISCIPLINARY ACTION

Rules regarding the Disciplinary Action are set forth in Chapter 12 of the Personnel Rules.

ARTICLE XLI28 CONTRACTING OUT

In the event that the City decides to outsource work to a private contractor that would result in the displacement of current represented Employees, the City shall include a request in the Request for Proposal (hereinafter “RFP”) that prospective contractors include a proposal to hire said Employees in their response to the RFD.

ARTICLE XLII29 EMPLOYEE ASSISTANCE PROGRAM

The City will continue to provide an Employee Assistance Program (EAP). The program will include at a minimum but not limited to, five personal counseling sessions, counselors located within a reasonable commute distance, substance abuse counseling, availability of emergency visits, and workplace crisis response. Employees will be provided with a brochure outlining the benefits of the program.

ARTICLE XLIII IDENTIFICATION CARDS

The City shall continue to issue a City photo identification card to all represented Employees.

The identification card shall include, at a minimum, the following information: City logo, City of Suisun City, Employee’s photo, Employee’s name, department, job title, date of issue, signature of the City Manager or designee.

ARTICLE XLIV30 LAYOFF AND REEMPLOYMENT

Rules regarding Layoff and Reemployment are set forth in Section 13.2 of the Personnel Rules. 156

35 ARTICLE XLV TEMPORARY MEASURES

1. Temporary Measures. In July of 2012, the Parties agree that due to economic conditions, as well as actions by the State of California, that the City was forced to seek concessions from its Employees. The Parties recognized that the City could balance its budget by laying off Employees, but the Parties agree that it was preferable to rely on concessions that would ensure the Employees did not lose their jobs and that the community did not suffer a more radical reduction in service delivery. The Parties met and conferred in good faith and agreed to certain concessions, as well as certain recompense for these concessions. The Parties have also agreed to their preferences for unwinding these concessions as the fiscal situation improved. The Pay Cuts and suspension of COLAs have been discontinued due to improved economic conditions, and the Parties hereby declare that it is their mutual intention that the remaining concessions be temporary and that they be unwound as soon as they can possibly be removed without fiscal harm to the City.

2. Unwinding Protocol. The Parties agree that unwinding the Temporary Measures is subject to the meet and confer process as provided in the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.). The Parties also agree that the preferred unwinding protocol should proceed as follows:

Selectively Fill Vacant Positions. The highest priority is the selective filling of some or all of the positions that are being held vacant.

ARTICLE XLVI31 GENERAL PROVISIONS

1. Severability.

If any provision of this Agreement should be held invalid or restrained by operation of law or by any court of competent jurisdiction, the remainder of this Agreement shall not be affected.

2. Full Understanding.

The Parties agree that this Agreement sets forth the full and entire understanding of the Parties regarding the matters set forth herein, and verbal statements shall not supersede any of its provisions.

3. No Requirement to Meet and Confer.

Except as otherwise provided in this Article, the Parties agree that neither Party shall be required to meet and confer concerning any specific provision of this Agreement during the term of this Agreement.

4. Reopener.

Upon the written request of the City Manager, the Parties agree to reopen negotiations during the term of this Agreement for the following purpose:

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36 A. Declaration of a Fiscal Emergency by the City Council which could result in Layoffs if the Parties do not meet and confer on alternatives.

B. If any other bargaining group has an employment contract with the City of Suisun City that contains applicable compensation provisions that are more advantageous for the Employees than this Agreement, the Parties may agree to meet and confer on the modification of this Agreement.

C. A positive or negative change occurs in the City’s fiscal status that would affect the availability of funding for services provided in whole or in part by Employees represented by SCMPEA.

D. Update/Amend/Replace the City’s Employer-Employee Relations Resolution; and

E. Update/Amend the City’s Administrative Directive AD7 – Personnel Rules & Regulations.

F. Notwithstanding the provisions of California Government Code section 20516.5, the Parties agree that the above-indicated represent the only bases for reopening this Agreement during its term.

5. Savings Clause.

In the event that the implementation of any article, section or subsection of this Agreement shall be frustrated on account of the operation of law or by any tribunal of competent jurisdiction, or if compliance with any article, section or subsection would be frustrated or restrained by such law or tribunal, representatives of the City and the Association shall, if possible, meet and confer for the purpose of endeavoring to agree on a replacement for such article, section or subsection.

6. No Strike/Lockout.

The SCMPEA agrees that there will be no strike, work stoppage, slowdown, "sick in", sit down, refusal to perform work, other interference with City operations, picketing, or refusal to enter upon City premises on any account or in connection with any grievance or dispute. The City agrees that it will not engage in any lockouts during the term of this Agreement.

7. Successor Agreement.

This Agreement shall be in full effect from July 1, 2021 2023 through and including June 30, 20232025. Either Party may serve upon the other its written request to commence negotiations, as well as its initial written proposals for such successor Agreement as early as February 1, 20232025. Upon receipt of such written notice and proposals, negotiations shall commence no later than thirty (30) days thereafter. Upon receipt of such written notice and proposals, negotiation sessions shall commence no later than 30 days thereafter. The Parties hereby declare that it is their mutual interest to negotiate a multi-year successor agreement consistent with City Council policy direction, with the intent to be completed no later than June 30, 20232025.

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37 8. Distribution of Agreement.

Within 10 days of the adoption of this Agreement, all covered Employees shall receive a copy of the Agreement. The “copy” may be provided in electronic format.

9. Effective Date.

The effective date of this Agreement shall be July 1, 20212023.

[SIGNATURES ON NEXT PAGE]
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38 MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SUISUN CITY AND THE SUISUN CITY
MANAGEMENT AND PROFESSIONAL EMPLOYEES’ ASSOCIATION
JULY 1, 2023 THROUGH JUNE 30, 2025

CITY OF SUISUN CITY REPRESENTATIVES: SCMPEA REPRESENTATIVES:

Gregory Folsom, City Manager Mary LaPlante, Managing Labor Representative City Employee Associates

Christina Penland HR Administrator Dan Healy, SCMPEA President

Kris Lofthus, Deputy City Manager John Kearns, SCMPEA Vice President

Colin Tanner, Deputy City Attorney Amber Kent, SCMPEA Secretary

Approved as to form
Aleshire & Wynder, LLP

______________________________
Elena Q. Gerli, City Attorney

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AGENDA ITEM NO. 11

AGENDA TRANSMITTAL

MEETING DATE:

July 18, 2023

CITY AGENDA ITEM:

Council Adoption of the Resolutions Affirming and Ratifying the Dispatcher Classifications’ Unit Modification and Approving the 2023-25 Suisun City Police Officers’ Association (SCPOA) Memorandum of Understanding (MOU):
a
.

FISCAL IMPACT:

The total cost of implementing the financial provisions of the successor MOU for the SCPOA represented employees is approximately $466,000 in fiscal year 2023-24, which is fully funded by the General Fund. This cost has been included in the adopted budget for fiscal year 2023-24.

STRATEGIC PLAN:

Provide Good Governance.

BACKGROUND:

On August 31, 2021 the City of Suisun City, the Suisun City Employees’ Association (SCEA) and the Suisun City Police Officers’ Association entered into a Stipulation and Agreement approving the SCPOA’s petition for severance/modification Chaing bargaining units and representation for the Dispatcher classifications from SCEA to SCPOA subject to City Council approval.

The following classifications are now represented by the SCPOA: Police Officer, Police Sergeant, Public Safety Dispatcher I, Public Safety Dispatcher II and Senior Public Safety Dispatcher.

The current Memorandums of Understanding (the “MOUs”) with the City’s four bargaining units expired on June 30, 2023. The City’s negotiation team and representatives of the Suisun City Police Officers’ Association (SCPOA) met repeatedly from March 13, 2023, through June 22, 2023, to come to a tentative agreement on a successor MOU.

The SCPOA membership, including employees in the classifications listed above, ratified the tentative agreement on June 27, 2023. The primary financial terms agreed to are outlined in this staff report, and the successor MOU is presented to City Council for formal adoption and approval.

STAFF REPORT:

The Tentative Agreement provides/eliminates the following financial provisions in the SCPOA MOU 2023-25:
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Wages:

Provides the following base wage salary adjustments effective 7/7/2023:

Job Class
Proposed Wage Adjustment
(Rounded 3 decimal points)
Police Officer

18.487%
Police Sergeant

11.675%
Public Safety Dispatcher I

3.138%
Public Safety Dispatcher II

6.802%
Senior Public Safety Dispatcher

7.892%
Provides a 2.5% COLA in June of 2025 condition precedent to if the City’s actual revenues for fiscal year 2023/24 exceed budgeted revenues by at least 3%.

Provides a total of $2,000.00 in lump sum retention bonus to Dispatch employees in two equal payments of $1,000.00 in January 2024 and July 2024.

Longevity:

Provides Longevity Pay of up to 4% for Dispatch employees in the first year – as follows:
2% for 10 years of service and 2% for 15 years of service. In year two, an additional 2% provided at the following schedule: 3% at 5 years and 3% at 10 years of service for a total of 6%.

Standby Pay:

Increase standby pay for Dispatch employees to 4 hours on weekends and 6 hours on recognized.

POST Basic Certificate Pay:

Provide Dispatch employees with 2% incentive pay after earning a POST Basic Certificate.

Solo Dispatch Pay:

Provides Dispatch employees with 2% additional compensation for any shift in which Dispatchers work at least five (5) hours alone.

Call-Back Pay:

Provides Dispatch employees with a minimum of two (2) hours of overtime pay when required to return to work outside of their normal working hours.

Court Appearance:

Provides Dispatch employees who are required to appear in court during off-duty hours with a minimum of 4 hours of overtime pay.

Other:

Other provisions of the successor MOU have been updated to clarify ambiguous language, bring language current consistent with City practice, or to eliminate provisions which are no longer relevant.

STAFF RECOMMENDATION:

Resolution No. 2023-___: Affirming and Ratifying the Stipulation and Agreement Approving the Suisun City Police Officers’ Association’s (SCPOA) Petition for Severance/Modification Changing Bargaining Units and Representation for the Dispatcher Classifications From Suisun 162
City Employees’ Association (SCEA) to Suisun City Police Officers’ Association (SCPOA); and b
.

DOCUMENTS ATTACHED:

1. Resolution No. 2023-__: Affirming and Ratifying the Stipulation and Agreement Approving the Suisun City Police Officers’ Association’s (SCPOA) Petition for Severance/Modification Changing Bargaining Units and Representation for the Dispatcher Classifications From Suisun City Employees’ Association (SCEA) to Suisun City Police Officers’ Association (SCPOA);

1.a. Stipulation Agreement Dispatcher Unite Modification

2. Resolution No. 2023-___: Approving the Memorandum of Understanding (MOU) with the Suisun City Police Officers’ Association (SCPOA) and Authorizing the City Manager to Execute it on Behalf of the City.

2.a. SCPOA MOU 2023-25

3. SCPOA MOU 2023-25 – Tentative Agreement

4. SCPOA MOU 2023-25 – Redline

PREPARED BY:

Christina Penland, Human Resources Administrator
REVIEWED BY:

Kris Lofthus, Deputy City Manager
APPROVED BY:

Kris Lofthus, Deputy City Manager

ATTACHMENTS:

1. Resolution Affirming and Ratifying Dispatchers Unit Modification.pdf

1.a.

Stipulation Agreement Dispatcher Unit Modification.pdf

2. Resolution Approving SCPOA MOU 2023-25 - 7.18.2023.pdf

2.a.

SCPOA MOU 2023-25.pdf

3. SCPOA Tentative Agreement - MOU 2023-25.pdf

4. SCPOA MOU 2023-25 - Redline.pdf
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Resolution No. 2023-__
Adopted July 18, 2023

RESOLUTION NO. 2023-__

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY

AFFIRMING AND RATIFYING THE STIPULATION AND AGREEMENT APPROVING THE SUISUN CITY POLICE OFFICERS’ ASSOCIATION’S (SCPOA) PETITION FOR

SEVERANCE/MODIFICATION CHANGING BARGAINING UNITS AND

REPRESENTATION FOR THE DISPATCHER CLASSIFICATIONS FROM SUISUN CITY EMPLOYEES’ ASSOCIATION (SCEA) TO SUISUN CITY POLICE OFFICERS’ ASSOCIATION (SCPOA).

WHEREAS, on August 31, 2021 the City of Suisun City, the Suisun City Employees’ Association (SCEA)/Service Employees International Union (SEIU), Local 1021 and the Suisun City Police Officers’ Association (SCPOA) entered into a Stipulation and Agreement approving SCPOA’s petition for severance/modification changing bargaining units and representation for the Dispatcher classification from SCEA to SCPOA and governing the immediate terms of that representation; and
WHEREAS, and the Stipulation and Agreement approving SCPOA’s petition for severance/modification changing bargaining units and representation for the Dispatcher classifications from SCEA to SCPOA is subject to City Council approval; NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Suisun City hereby adopts Resolution No. 2023-____: Affirming and Ratifying the Stipulation and Agreement Approving Suisun City Police Officers’ Association (SCPOA) Petition for Severance/Modification Changing Bargaining Units and Representation for the Dispatcher Classifications From Suisun City Employees’ Association (SCEA) to Suisun City Police Officers’ Association (SCPOA).

PASSED AND ADOPTED at a Regular Meeting of said City Council of the City of Suisun City duly held on Tuesday, the 18th day of July 2023, by the following vote:

AYES: Council Members:

NOES: Council Members:

ABSENT: Council Members:

ABSTAIN: Council Members:

WITNESS my hand and the seal of said City this 18th day of July 2023.

Anita Skinner
City Clerk

Exhibit A: Stipulation and Agreement dated August 31, 2021 164
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Resolution No. 2023-__
Adopted July 18, 2023

RESOLUTION NO. 2023-__

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY

APPROVING THE MEMORANDUM OF UNDERSTANDING (MOU) WITH THE SUISUN CITY POLICE OFFICERS’ ASSOCIATION (SCPOA) AND AUTHORIZING THE CITY MANAGER TO EXECUTE IT ON BEHALF OF THE CITY.

WHEREAS, on August 17, 2021 the City Council approved the Memorandum of Understanding between the City of Suisun City (City) and the Suisun City Police Officers’ Association (SCPOA), effective July 1, 2021 through June 23, 2023 (SCPOA MOU 2021-23) with the adoption of Resolution No. 2021-83; and
WHEREAS, on August 31, 2021 the City of Suisun City, the Suisun City Employees’ Association (SCEA)/Service Employees International Union (SEIU), Local 1021 and the Suisun City Police Officers’ Association (SCPOA) entered into a Stipulation and Agreement approving SCPOA’s petition for severance/modification changing bargaining units and representation for the Dispatcher classification from SCEA to SCPOA and governing the immediate terms of that representation which was affirmed and ratified by City Council on this day, July 18, 2023 with the adoption of resolution No. 2023-___; and
WHEREAS, on April 5, 2022, the City Council approved a First Amendment to the SCPOA MOU 2021-23 with the adoption of resolution No. 2022-54; and WHEREAS, on May 2, 2023, the City Council approved a Second Amendment to the SCPOA MOU 2021-23 with the adoption of resolution No. 2023-42; and WHEREAS, on June 20, 2023, the City Council approved a Third Amendment to the SCPOA MOU 2021-23 with the adoption of resolution No. 2023-71; and WHEREAS, the SCPOA MOU 2021-23 expired on June 30, 2023; and WHEREAS, on July 18, 2023 the City Council affirmed and ratified the Stipulation and Agreement approving the SCPOA’s petition for severance/modification changing the bargaining units and representation for the Dispatcher Classifications from SCEA to SCPOA with the adoption of resolution No. 2023-___; and
WHEREAS , the City and SCPOA’s authorized labor representatives met and conferred in good faith pursuant to the requirements of the Meyers-Milias-Brown Act (MMBA), government Code Sections 3500-3511, regarding a new Memorandum of Understanding for the period from July 1, 2023 through June 30, 2025 (SCPOA MOU 2023-25), which the Tentative Agreement was ratified by the SCPOA membership and then signed by the City and SCPOA’s authorized labor representatives as a joint recommendation to City Council, subject to City Council approval and adoption of the SCPOA MOU 2023-25;
NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Suisun City hereby adopts Resolution No. 2023-____: Approving the Memorandum of Understanding (MOU) with the Suisun City Police Officers’ Association (SCPOA) and Authorizing the City Manager to Execute it on Behalf of the City.

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Resolution No. 2023-__
Adopted July 18, 2023

PASSED AND ADOPTED at a Regular Meeting of said City Council of the City of Suisun City duly held on Tuesday, the 18th day of July 2023, by the following vote:

AYES: Council Members:

NOES: Council Members:

ABSENT: Council Members:

ABSTAIN: Council Members:

WITNESS my hand and the seal of said City this 18th day of July 2023.

Anita Skinner
City Clerk

Exhibit A: SCPOA MOU 2023-25
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City of Suisun City Tentative Agreement Date: June 27, 2023

SCPOA MOU 2023-25 Tentative Agreement

Page 1 of 17 ends

TENTATIVE AGREEMENT BETWEEN THE CITY OF SUISUN CITY
AND THE SUISUN CITY POLICE OFFICERS’ ASSOCIATION

FOR A SUCCESSOR MEMORANDUM OF UNDERSTANDING

The current Memorandum of Understanding (“MOU”) between the City of Suisun City (“City”) and the Suisun City Police Officers’ Association (“Association”), covering the period July 1, 2021 through June 30, 2023, and all Amendments thereto, will expire by its own terms on June 30, 2023 (“SCPOA MOU 2021-23”).

The parties commenced negotiations on March 13, 2023 regarding a successor MOU pursuant to the Meyers-Milias-Brown Act (“MMBA”) (Gov’t Code Sections 3500 - 3511). The following Tentative Agreement for a successor Memorandum of Understanding between the City and the Association and its deal terms have been ratified by the Association on June 27, 2023, but remains subject to formal approval/adoption by the City Council per California Government Code Section 3505.1, which provides:

“If a tentative agreement is reached by the authorized representatives of the public agency and a recognized employee organization or recognized employee organizations, the governing body shall vote to accept or reject the tentative agreement within 30 days of the date it is first considered at a duly noticed public meeting. A decision by the governing body to reject the tentative agreement shall not bar the filing of a charge of unfair practice for failure to meet and confer in good faith. If the governing body adopts the tentative agreement, the parties shall jointly prepare a written memorandum of understanding.”

The deal points for the successor MOU for the Fiscal Years 2023-2025 covering the wages, hours and other terms and conditions of employment are set forth below. All terms and conditions of the prior SCPOA MOU 2021-2023 shall be maintained unless expressly modified or changed herein until the successor MOU is jointly prepared by the parties, ratified by the Association and accepted, approved and adopted by City Council, which shall then supersede and replace this Tentative Agreement.

TENTATIVE AGREEMENT DEAL POINTS
Subject Tentative Agreement
Term 2-year agreement: July 1, 2023 through June 30, 2025 Conversion Convert Article Numbers from Roman Numerals to Arabic Numbers. Renumber article numbers, sections, etc. accordingly to incorporate all new and modified TA’s.

Dispatchers
Incorporate all provisions from the SCEA MOU that apply to Dispatchers, which were not expressly changed or modified in the tentative agreement for a successor MOU. POA proposed creation of an appendix A/B approach to distinguish between existing MOU provisions that apply to sworn staff and newly incorporated MOU elements that apply specifically to Dispatchers. Dispatchers may either be incorporated into the MOU general provisions, or as a separate appendix, as may be deemed appropriate during drafting of the successor MOU. Any proposals accepted as part of a Tentative Agreement may be revised in the final drafting of the MOU to assist with clearly identifying the provisions for sworn staff, separate from those that apply to Dispatch. Any revisions of individual tentative agreements contained herein for the final draft of the successor MOU will not change the intent of the tentative agreement as discussed and agreed upon.

Recognition 1. The City recognizes the SCPOA as the exclusive representative for the following Permanent sworn public safety and miscellaneous dispatch job classes, on all matters relating to terms and conditions of employment pursuant to Government Code Section 3500 et seq: . The SCPOA is the exclusive representative for
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Subject Tentative Agreement

Police Officer
Public Safety Dispatcher I
Public Safety Dispatcher II
Police Sergeant and Police Officer
Senior Public Safety Dispatcher.

1.2. Temporary/Limited-Service Positions. It is agreed that Temporary Employees, Part-Time Employees, Emergency Employees, Volunteer Employees, and contractors are not governed by this Agreement and are not represented by SCPOA. Employees who work less than full-time are not represented by SCPOA. If an Employee who had occupied a Temporary, Provisional, or grant-funded Position or Classification is subsequently hired into the same job class as a Regular Employee, they shall be placed in the step level nearest to but not lower than their last Pay Rate as a Temporary, Provisional, or grant-funded Employee.

[Move current Article 5 (Reduction in Force) and Article 6 (Use of Reserve Police Officers) under Article I as new section 3 and section 4 respectively.] Recognition
Job
Requirements
New: Employees must maintain a valid POST certification as required for their position, as a condition of employment.

Wages

1. Base Salary.

Assuming allowable funding pursuant to the American Rescue Plan Act of 2021 (which guidelines have only recently been published) as a condition precedent, the City shall provide a premium pay to all bargaining unit employees as follows:

A. The City will provide a $6.00 per hour non-pensionable premium pay on top of the base pay rate for all represented job classes up through and until May 11, 2023.

B. Premium increases will be effective retroactively to July 1, 2021, if the Tentative Agreement is ratified and signed by Association at least one day prior to the City Council meeting scheduled for July 6, 2021. Alternatively, the premium increase will be effective the first full pay period after City Council adoption of the Tentative Agreement.

C. Payments will be made on a bi-weekly basis. All the hourly increases authorized herein will sunset June 23, 2023.

D. The previously provided Critical Staffing Retention and Recruiting Pay sunset/expired on June 30, 2021 and shall not be included in this successor MOU.

A. Police Safety. Effective May 12, 2023, the City will provide base hourly wage increases of $6 per hour to the wage range and to the employee’s position within that range for all represented safety job classes.

B. Dispatch. Effective May 12, 2023, the City will provide base hourly wage increases of $4 per hour to the wage range for all represented Dispatch job classes and base hourly wage increases of $4 per hour to the employee’s position within that range for the following represented Dispatch job classes:

Public Safety Dispatcher I
Senior Public Safety Dispatcher
C. Providing base wage increase to the employee’s position within the range will decrease the differential between steps to less than 5% as identified in the new alpha numerical salary ranges established for these classifications.

D. New hires starting May 12, 2023 or later, in these classifications will be hired into the base numerical range which maintains 5% differential between each step in the range. The alpha salary range will be eliminated once all affected employees in the alpha numeric range reach top step, or through attrition, whichever comes first. The affected employees in the alpha numeric ranges will be transitioned to the base numerical range once they reach the top step.

SCPOA MOU 2023-25 Tentative Agreement

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Subject Tentative Agreement

E.B. The previous base wage increases provided effective 5/12/2023 to the employee’s position within the range decreased the differential between steps to less than 5% as was identified by the alpha numerical salary ranges established for the following classifications: Police Officer, Police Sergeant, Public Safety Dispatcher I, Senior Public Safety Dispatcher. The alpha salary range will be eliminated once the proposed base wage adjustments for the successor MOU are implemented. The affected employees in the alpha numeric ranges will be transitioned to the base numerical range assigned to their classification and will maintain their current step placement within the range. Nothing herein requires the City to maintain the 5% differential between steps beyond this successor MOU.

C. The aforementioned base wage adjustments will be effective the first pay period following 7/1/2023, should the parties reach a tentative agreement that is ratified by the SCPOA membership no later than 6/30/2023 and subsequently signed by its authorized labor representatives no later than 7/6/2023.

D. Effective the last full pay period of June 2025, represented employees shall receive a two-point five (2.5%) percent Cost of Living Adjustment (COLA), condition precedent on if the City’s actual revenue for Fiscal Year 2023/24 exceed budgeted revenues for Fiscal Year 2023/24 by at least three (3%) percent.

F.E. Effective the first full pay period of January 2024, represented Dispatch employees on payroll as of the payment date, shall receive a lump sum retention bonus of one thousand dollars ($1,000.00).

G.F. Effective the first full pay period of July 2024, represented Dispatch employees on payroll as of the payment date, shall receive a lump sum retention bonus of one thousand dollars ($1,000.00).

Job Class
Monthly
Salary Prior
to the Base
Wage
Adjustmen
ts Effective
5/12/23
Base
Wage
Increase
Effective
5/12/23
Approx
% of
Base
Wage
Increase
Eff.
5/12/23
Approx.

Monthly
Salary
Eff.
5/12/23
Proposed
Wage
Adjustment
(Rounded 3
decimal
point)
Approx
New
Monthly
Top Step
Total %
Change
Police Officer $6,999 $6/hour 14.9% $8,039 18.487% $9,525 36.1% Police Sergeant $9,195 $6/hour 11.3% $10,235 11.675% $11,430 24.3% Public Safety
Dispatcher I $5,193 $4/hour 13.4% $5,887 3.138% $6,071 16.9% Public Safety
Dispatcher II $5,560 $4/hour 12.5% $6,253 6.802% $6,679 20.1% Senior Public Safety
Dispatcher $6,116 $4/hour 11.3% $6,809 7.892% $7,346 20.1% 220
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Subject Tentative Agreement
Entry-Level
Police Officer
Merit Increases
Entry-Level Police Officer Merit Increases. Notwithstanding AD 7, the “Anniversary Date” for entry- level Police Officers is twelve months from the date of hire instead of the date of completion of probation. Police Officers are eligible for merit increases on their Anniversary Date and annually thereafter. However, u Upon the successful completion of Probation with 18 months service, however, an entry-level Police Officer at B Step is eligible to advance to C Step. This advance to C Step will not change the employee’s Anniversary Date or eligibility for future Merit Increases on their Anniversary Date. When an entry-level Police Officer’s Probation is extended, theirhis/her Anniversary Date may be modified. Police Officers, who are not at the top step of their Pay Range shall be eligible to advance to the next step in the range within the timeframes indicated above, subject to a performance evaluation and the Police Chief’s recommendation.

Lateral Police
Officer and
Police Sergeant
Merit Increases
Lateral Police Officer and Police Sergeant Merit Increases. All newly appointed Police Sergeants and Lateral Police Officers will serve a probationary period of 12 months. All Police Sergeants and Lateral Police Officer hires who have successfully completed their probationary period will be eligible for a merit increase. Advancement within a Pay Range shall not be automatic; all increases shall be based on merit. Annually on the anniversary of the appointment to Police Sergeant, or as a Lateral Police Officer, Employees will be eligible to advance to the next higher step. Police Sergeants and Lateral Police Officer hires, who are not at the top step of their Pay Range shall be eligible to advance to the next step in the range within the timeframes indicated above, subject to a performance evaluation and the Police Chief’s recommendation. A lateral Police Officer hired at Steps A or B, shall be eligible for the same merit advancement schedule as provided to Entry-Level Police Officers.

POST Basic
Certificate
(Police Officers)
POST Basic Certificate. The City agrees to pay two (2.0%) percent of Base Salary for Police Officers and Police Sergeants who have earned a POST Basic Certificate.

Police Corporal
Assignment Pay
Police Corporal Assignment Pay.

Police Officers, serving on Special Assignment as Police Corporals, who are not receiving any other Assignment Pay, shall receive additional pay for this assignment. Police Corporal Assignment Pay shall be calculated as an hourly rate equivalent to five ( 5.0%) percent of the employee’s base hourly rate of pay. The Police Corporal Special Assignment program will be codified in the Suisun City Police Department Policy Manual.

Acting Pay Acting Pay. The City will provide Acting Pay of five (5.0%) percent for a Police Officer, Sergeant, or Dispatch employee assigned, in writing by the Police Chief, to work as an acting Police Sergeant. out of class in a higher job classification. Acting Assignments are typically long-term assignments resulting from a vacancy in the higher job classification that may occur through separation, extended vacation, or a long termlong- term leave of absence.

A. In order to receive Acting Pay, there must exist a budgeted position, the assignment must be made in writing, and the employees may not refuse to perform any duty or responsibility of the higher job class.

A.B. Acting pay shall not be applied to a request to cash-out any form of paid leave, or payment for accrued and unused paid leave hours at the time of separation.

POST Basic
Certificate Pay
(Dispatchers)
New: POST Certificate Pay. The City shall pay two (2%) percent of Base Salary to employees in Public Safety Dispatcher I/II/Senior classifications who have earned a Peace Officer Standards and Training (hereinafter “POST”) Basic Certificate.

A. Public Safety Dispatcher I/II/Senior employees in possession of a POST Basic Certificate as of 7/1/2023, will receive the POST Certificate Pay during the first pay period following City 221
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Subject Tentative Agreement
Council adoption of the successor memorandum of understanding (MOU) or the first pay period following 7/1/2023, whichever is later.

B. Public Safety Dispatcher I employees will be provided the Post Certificate Pay in the first full pay period immediately following the City’s receipt of the certification from POST effective the issue day of the certificate.

Solo Dispatch
Pay
New: Solo Dispatch Pay. The City endeavors to provide adequate coverage during peak dispatch operations periods. When a dispatcher works alone for five (5) or more hours, the City will provide a two (2%) percent increase in compensation for that shift for the full duration of that shift.

Nighttime
Hours
Differential
(Dispatchers)
Nighttime Hours Differential. The City will provide a Nighttime Hours Differential equal to 2.5% of the base salary for employees working in the classes of Public Safety Dispatcher I/II or Senior Public Safety Dispatcher who are assigned to work any payable amount of time (to the nearest 15 minutes) between the hours of 76 p.m. and 76 a.m., which is also referred to as the shift premium period.

Longevity Pay
(Sworn
Officers)
Sworn Officer Longevity Pay. Upon the completion of five (5) years of continuous full-time City service, represented employees shall be entitled to a three (3.0%) percent increase in compensation; employees who complete ten (10) years of continuous full-time City service shall be entitled to an additional three (3.0%) percent increase in compensation (for a total of six (6.0%) percent).

Longevity Pay
(Dispatchers)
Miscellaneous Dispatch Employee Longevity Pay. Effective the first pay period following 7/1/2023, upon the completion of ten (10) years of continuous full-time City service, represented employees shall be entitled to a two (2%) percent increase in compensation. Employees who complete fifteen (15) years of continuous full-time City service shall be entitled to an additional two (2%) percent increase in compensation (for a total of four (4%) percent).

Miscellaneous Dispatch Employee Longevity Pay. Effective the first pay period in July 2024, upon the completion of five (5) years of continuous full-time City service, represented employees shall be entitled to a three (3%) percent increase in compensation; employees who complete ten (10) years of continuous full-time City service, shall be entitled to a three (3%) percent increase in compensation (for a total of six (6%) percent).

Call-Back Pay Call-Back Pay. This section shall apply to Police Officers, Police Sergeants, and Dispatchers.

A. All Employees, who are required to return to work outside of their normal working hours, shall receive Call-Back Pay at the applicable Overtime Rate for a minimum of 2.0 hours.

B. If the call-back time is not canceled prior to the Employee's arrival for duty, the Employee shall be compensated for a minimum of 2.0 hours at the applicable Overtime Rate.

1) If an Employee requests a meeting, or appears as an applicant before any board, committee, etc., the Employee shall not receive any type of compensation for such activities. 2) If an Employee is called back due to times or details missing from a report of enough importance that it cannot wait until the Employee’s next assigned shift, the Employee will not be compensated for a "call back" under this section. The Employee will be compensated only at the applicable Overtime Rate for the actual time spent completing the report.
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Subject Tentative Agreement
Court
Appearances
Court Appearances. This section shall apply to Police Officers, Police Sergeants, and Dispatchers.

A. Employees who are required to appear in court during off-duty hours as a result of an event arising from their official duties shall be compensated for their appearance in court at the applicable Overtime Rate. The Court Appearance Minimum shall be four (4)4.0 hours at the applicable Overtime Rate. The Court Appearance Minimum shall not overlap with compensation for any regularly scheduled duty time.

B. If the court appearance is required during the Employee’s assigned duty shift (watch) and the court appearance causes an Employee to extend beyond theirhis/her regular scheduled end of watch time, such extended time shall be considered an extension of the duty shift.

C. Time for court appearances shall be computed from sign- in until time released.

D. The Court Appearance Minimum shall be granted to an Employee if the court appearance (or subpoena) is cancelled less than twenty-four (24) hours prior to time of appearance. If an employee has multiple subpoenas on the same day and all are cancelled less than twenty-four (24) hours prior to the Court appearance, the employee will only be eligible for the Court Appearance Minimum.

E. Should the Employee receive two subpoenas and one is cancelled while the other still requires the employee to attend court, then the employee will only be compensated for the actualscheduled appearance. In this instance, an Employee will not be entitled to the Court Appearance Minimum for the cancelled appearance.

F. Except as otherwise provided in Article XI, Court Appearance compensation shall be in the form of a cash payment or CTO, at the Employee’s option.

Dispatcher On-
Call Policy and
Procedures
Dispatcher On-CallStandby Policy & Procedures. The following procedures shall apply exclusively to On-CallStandby assignments for Police Dispatchers where when so assigned and where, Dispatchers are required to make themselves available for a share of weekly Dispatcher On-Call (sometimes referred to as Standby) duty:

A. Dispatcher On-Callstandby will be assigned based on schedules and availability.

B. Dispatchers scheduled for On-Call Standby Duty agree to be “available” for Call- Out for the days and times scheduled. Availability includes the ability to respond within one (1) hour of notification and refrain from the consumption of alcohol, which may render Employee unable to respond upon Call- Out.

C. Dispatchers shall be available by phone and shall respond to the phone call and arrive at the worksite as directed.

D. Dispatcher On-Call Standby Duty schedules shall be assigned in two 12-hour increments when a potential vacancy could cause a lack of adequate staffing in the communications center.

E. Dispatchers who have been scheduled for On-Call Standby DDuty and either fail to be “available” or fail to report for work once notified, shall be subject to disciplinary action.

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F. Dispatchers who are ill shall contact the on-duty supervisor at the soonest opportunity time available, so that the scheduled On-Callstandby employee can make the necessary arrangements to fill the shift in need. The employee on the shift prior to the vacant shift may be held over until such a time as the On-Callstandby employee relieves them. Under no circumstance shall the communications center be left without any personnel. The purpose of this procedure is to ensure the communications center always has a back-up if the on-duty person on a minimum staffed shift becomes ill or otherwise no longer available to work.

G. Dispatchers may request that their supervisor consider trading or rescheduling their On-Call Standby Duty assignment with another Employee. The supervisor shall retain the option of releasing the Employee from the scheduled On-Call Standby Duty assignment.

H. Dispatchers scheduled for weekday On-Call Standby Duty (from the end of the workday on one day to the beginning of the next workday during the work week, which is from 12:00 am Monday through 11:59 pm Friday) will receive two (2) hours of On-Call Standby Pay per day at the employee’s regular rate of pay.

I. Dispatchers scheduled for weekend On-Call Standby Duty (from the end of the Workday on the last day of the regular workweek to the start of the Workday at the beginning of the next workweek, 12:00 am Saturday through 11:59 pm Sunday) will receive two (2) four (4) hours of On-Call Standby Pay per day at the employee’s regular rate of pay.

J. Dispatchers scheduled for Holiday On-Call StandbyDuty (from 12:00 am to 11:59 pm on a recognized City Holiday) will receive two (2) six (6) hours of On-Call Standby Pay per day at one and one half (1-1/2) times the employee’s regular rate of pay.

K. In the event of a Call- Out, the Dispatcher shall be paid for a minimum of two (2)2.0 hours of time at the appropriate pay rate or receive equivalent CTO, at the employee’s option. Employees working more than two (2)2.0 hours shall be paid hour-for-hour of the time worked at appropriate pay rate or receive equivalent CTO, at the Employee’s option.

L. In the event a Call- Out occurs which requires the Dispatcher to work any amount of time between 12:00 am and 11:59 pm of a holiday, the Employee shall be paid for a minimum of two (2).0 hours of time at 1.5 times their hourly rate of pay or receive equivalent CTO, at the Employee’s option.

Example: Call- Out begins at 11:30 pm and ends at 1:30 am, Dispatcher receives 2 hours of Call Out pay at 1.5 times their hourly rate.

Hours of Work 1. Workweek/Workday. At the discretion of the City, Regular Full-Time Employees shall be assigned to one of the following work schedules:

A. A. For full-time Employees the normal workweek will be 40.0 hours of five consecutive days within any seven- day period, and the Workday will be 8.0 hours within any 24-hour period. This does not prohibit the City from extending the Workday or workweek pursuant to the Overtime provisions of this Agreement. A forty (40) 40.0-hour workweek consisting of five (5) consecutive eight (8)8.0- hour days in a seven (7)- day period (hereinafter “5/40”), beginning at noon on Friday through 11:59 am on the following Friday. All other work schedules shall be considered Alternative Work Schedules (AWS).

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B. B. The workweek will begin on Friday at noon and end the following Friday at noon.Authorized Alternative Work Schedules include: four (4) consecutive ten (10) hour days in a seven (7) day period (hereinafter “4/10”), or nine (9) workdays totaling eighty (80) hours during a fourteen-day period (hereinafter “9/80”), or twelve (12) hour shifts consisting of six (6) workdays of twelve (12) hours and a seventh (7th) workday of eight (8) hours, totaling eighty (80) hours during a fourteen-day period (hereinafter “3/12/8”), or twelve (12) hour shifts consisting of seven (7) workdays during a fourteen (14) day period (hereinafter “3/12”). AWS may include any other configuration approved by the Police Chief and City Manager.

C. AWS Assignments are subject to recommendation of the Police Chief and City Manager approval and shall not be considered permanent. At such time as the Police Chief and City Manager determine that an AWS does not meet departmental needs for any or all employees, the City can change or discontinue the AWS upon thirty (30) day notice to the affected employee(s) and the SCPOA of the change or discontinuation, with no meet and confer required, but the SCPOA shall be afforded the opportunity to explore alternative, nonbinding options, with the Police Chief during that 30-day notice period. The POA retains the right to file a grievance over this provision.

C. The Parties agree that if an Employee is assigned to a 4/10 alternative work schedule (hereinafter “AWS”), that Employee shall have a normal workweek of 40.0 hours or four consecutive days within any seven-day period, and the Workday will be 10.0 hours. Time worked in excess of 10.0 hours per day shall be subject to the Overtime provisions of this Agreement.

D. The Parties agree to meet and confer regarding work hours and related Overtime provisions of alternative work schedules such as the 3/12, 4/10, and 9/80 AWS plans. A side letter will be utilized to document the understanding of the Parties regarding such alternative work schedules.

2. Overtime Pay. For the purpose of Overtime and minimum time calculations, an Employee may not be paid twice for the same time period. If time periods overlap, then the time shall be calculated as a continuous work period.

A. The City agrees to compensate Employees scheduled for five days, 8.0 hours per day, in the workweek, or four days, 10.0 hours per day if assigned to a 4-10 AWS, at a rate of one and one-half times the Employees’ regular rate (hereinafter “Overtime Rate”) for each hour of work required in excess of their scheduled hours per Workday or 40.0 hours per workweek.

B. Employees shall be compensated at the of payapplicable Overtime Rate for work assigned in excess of the regularly scheduled work hours.

A. The Work Period for Sworn Employees is 14-days per the FLSA 7K exemption. Sworn employees will be paid at the Overtime Rate for all hours worked in excess of eighty (80) hours per 14-day FLSA work period.

C.B. All time on paid leave status will be considered hours worked for the purpose of computing Overtime.

D.C. Work schedules may be temporarily realigned for Employees attending Job-Related Training.

Consistent with the realigned work schedule, Employees traveling to and from such training outside of those work hours, minus the time it would take to drive to and from their residence to the SCPD, shall be compensated by the City. The Employee shall receive written approval in advance for such compensated travel.

D. Employees attending job-related and, assigned training shall receive credit for the total amount of hours scheduled for that training even if it is less than the original scheduled time. However, Eemployee 225
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travel time, however, shall not be calculated as overtime if that travel time falls withininto the scheduled course hours.

E. When an Employee is expected to be absent for one or more workweeks for Workers’ Compensation Leave (4850 or Temporary Total Disability), Sick Leave, Family or Medical Leave pursuant to state and federal law, or a non-paid status, the employee’s work schedule shall be converted to a five (5) day, forty (40) hour work week at the beginning of the work period following receipt of such information, or, if known prior to the work period in which the absence will occur, at the beginning of the work period in which the absence begins.

F. Employees working on an authorized and documented temporary assignment under Light Duty or a Reasonable Accommodation will have their work schedule changed to meet the needs of the unit to which they are assigned during these temporary assignments.

F.G. The parties agree to meet and confer regarding implementation of a different FLSA work period for sworn employees.

G.H. The parties agree to meet and confer on the work schedule for represented Dispatch employees.

Holiday Leave
In lieu of observing Municipal Holidays as provided in AD 7, Personnel Rules, Holiday Leave shall be accrued by adding four (4).0 hours per pay period to the Holiday Leave account and an additional eight (8).0 hours on the nineteenth day of June. Holiday Leave is accumulated separately from Vacation Leave. Holiday Leave may be used for paid leave purposes (essentially in the same manner as Vacation Leave). In order to encourage Employees to take advantage of their holiday time, a maximum of two hundred (200).0 hours is allowed to accrue in that balance. Employees may take approved time off using Holiday Leave or stop accruing Holiday Leave until the balance is reduced below two hundred (200).0 hours. If an Employee is at the limit, theyhe/she must request to take Holiday Leave off. If a written request to do so is disapproved, then the limit may shall be increased by the City Manager.

Failure to request time off would result in discontinuing the accrual of Holiday Leave until the balance is reduced by twenty (20) hours. Employees may not cash out Holiday Leave except upon leaving City service or in the case of an emergency with City Manager approval or during the annual January cash out. The combined total annual cash out between Vacation, Holiday and CTO may not exceed 60 hours.

The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each Employee’s current Holiday Leave balance. Employees may make an irrevocable request for the upcoming calendar year to cash-out Holiday Leave by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form which must be in the calendar year preceding the January cash-out. No Holiday Leave cash-out election will be allowed for any Employee for a period of four months following the last day of a suspension from duty for disciplinary reasons.

Vacation Cash-
Out
Vacation Buy Back Cash-Out. Employees may not cash out Vacation Leave except upon leaving City Service or in the case of an emergency with City Manager approval or during the annual January cash out. The combined total annual cash out between Vacation, Holiday and CTO may not exceed 60 hours.

The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each Employee’s current Vacation balance. Employees may make an irrevocable 226
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request for the upcoming calendar year to cash-out Vacation by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form which must be in the calendar year preceding the January cash-out. No Vacation cash-out election will be allowed for any Employee for a period of four months following the last day of a suspension from duty for disciplinary reasons.

CTO Cash-Out

4. CTO Cash-Out. Employees are allowed to cash out a maximum of sixty (60) hours of CTO amount as accrued by January of each year (1-10 years of service to Suisun City: 40 hours; 10 years and above: 50 hours). The combined total annual cash out between Vacation, Holiday and CTO may not exceed sixty (60) hours. The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each Employee’s current CTO balance. Employees may make an irrevocable request for the upcoming calendar year to cash-out CTO by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form which must be in the calendar year preceding the January cash-out. With the exception of the January cash-out, Employees may not cash out CTO except upon leaving City Service. No CTO cash-out election will be allowed for any Employee for a period of four months following the last day of a suspension from duty for disciplinary reasons.

Sick Leave
Rules regarding Sick Leave are set forth in Section 10.1 of the Personnel Rules. Employees off work on a protected leave status shall be required to use available accrued paid leave prior to going leave without pay. Rules pertaining to additional leaves of absence are contained in the City's Personnel Rules and Regulations.

Medical and
Dental
Insurance

MEDICAL & DENTAL INSURANCE

1. Core Flex Plan. The City will contribute the following a Core Flex Plan amounts toward the monthly premium cost based on the 2021 equivalent to the Kaiser Permanente Region 1 Premium: for Employee, Employee plus one, and Employee plus Family toward the monthly premium cost.

Time Period Employee Employee + One Employee + Family 7/1/21 through MOU Term $813.64 $1,627.28 $2,115.46
Or the equivalent of the Kaiser Permanente Region 1 Premium, whichever is greater.

Should the premium cost of the health plan premium cost, selected by the employee, be less than the Kaiser Permanente Region 1 premium cost be less than the amounts listed above, the City shall pay no more that the full cost of the Kaiser Permanente rate, with the difference between the cost of the selected health plan premium and the maximum provided by the Ccity eligible to be applied toward the cost of vision and dental premiums for employees who select Kaiser Permanente.

2. Flexible Benefit Options. The City agrees to provide five hundred ($500) dollars.00 per month (employee only) and seven hundred ($700) dollars.00 per month (employee plus one or more dependents) as a Flexible Benefit Credit that may be used in lieu of the Core Flex Plan enrollment per Section 1 of this Article. The Flexible Benefit Credit may be divided among Dental and Vision Premiums, Flexible Spending Accounts, and Taxable Cash Option. An Employee must choose choosing the Flexible Benefit Options must establish eligibility by providing verification of enrollment in a group health plan 227
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and must reestablish eligibility annually for continued enrollment in the Flexible Benefit Options during the each Open Enrollment Period established by the Cityin the Suisun City Flexible Benefits Plan.

3. Restrictions. An Employee may either enroll in the Core Flex Plan or be entitled to the Flexible Benefit Options as described in Section 2 of this Article, but may not participate in both, with the exception of the Voluntary Pre-Tax Payroll Deduction Flexible Spending Account or enrollment in a Dental and/or Vision Plan.

Payroll Status
and WC/SDI
Medical Leave

PAYROLL STATUS

1. Payroll Status. Any Regular Employee shall be considered to be in a Payroll Status if the Employee is employed by the City under the one of the following conditions:

A. Working Full-Time.

B. Working Part-Time, at least a thirty (30) hour or greater workweek.

C. Working on a restricted or limited duty basis.

D. Off work due to an injury or illness covered under Workers’ Compensation.

E. Off work due to an injury or illness covered under State Disability Insurance.

F. Off work while on an approved leave of absence covered under the Family and Medical Leave Act (FMLA).

G. Off work while on an approved leave of absence covered under the California Family Rights Act (CFRA).

H. Off work while on an approved leave of absence covered under Pregnancy Disability Leave (PDL).

2. Continuation of City-Paid Insurance Premiums. The City shall continue to contribute the City’s share of the health, and life, and dental insurance premiums on behalf of an Employee who is receiving Workers’ Comp/SDI benefits, as long as he/she is in a Payroll Status with the City or within the period provided in Chapter 10 of the Personnel Rules. An Employee is in a Payroll Status with the City, as long as he/she is using accrued Sick Leave, Vacation Leave, CTO, and/or Holiday Leave in conjunction with Workers’ Comp/SDI benefits to create the equivalent of his/her normal paycheck at least a thirty (30) hour or greater workweek, exclusive of Overtime.

3. Non-Payroll Status.

A. Any Employee off work on SDI who has exhausted his/her benefits under FMLA, CFRA, or PDL, and who is off work pursuant to Section 1, Subsections E. through H. of this Article, and who has insufficient accrued paid leave balances to create the equivalent of a normal paycheck at least a thirty (30) hour or greater workweek, exclusive of Overtime shall be considered to be in a Non-Payroll Status.

Employees who are in a Non-Payroll Status will no longer accrue paid leave (Vacation, Sick and Holiday), and the City will no longer contribute the City’s share of health insurance premiums on the Employee’s behalf. The City will continue to contribute life insurance premiums for employees in a non-payroll status.

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the City will continue to contribute the City’s share of health insurance premiums on the Employee’s behalf for a period of no more than 12 months from the date of injury. The City will continue to contribute life insurance premiums for employees in a non-payroll status.

C. Employees contributing to the 457 Deferred Compensation plan, and who are off work on Workers’ Compensation/SDI, will have all contributions to the deferred compensation plan stopped during the time on leave unless they are integrating sufficient accrued paid leave to cover the full amount of the requested deferred compensation plan contribution. Workers’ Compensation/SDI benefits are non- taxable benefits, therefore shall not be used toward 457 plan contributions.

WORKERS’ COMP/SDI MEDICAL LEAVE

1. Employee Options Regarding SDI Medical Leave. There are two three options available to an Employee who is otherwise eligible for SDI insurance benefits, which are as follows:

A. Option 1: Not applying for disability insurance benefits and using accrued Sick Leave, Vacation Leave, CTO, and/or Holiday Leave.

B. Option 2: Applying for disability insurance benefits and integrating accrued paid leaves with the SDI benefits. Such accrued paid leaves shall include Sick Leave, Vacation Leave, CTO, and/or Holiday Leave, in this order, unless the Employee provides written notice to the City to limit the integration to only accrued Sick Leave with SDI benefits. If Option 2 is elected, the Employee shall stipulate on the application for SDI benefits their Request for Leave (RFL) whether the Employee is integrating Sick Leave, and other leave accruals, with SDI benefits.

C. Option 3: Employees who apply for disability insurance, may provide the City with the supplemental benefits received by SDI, to be credited to a disability leave accrual account, which the City will then reissue to employees through payroll, enabling employees to remain on payroll status, so long as they integrate accrued leave to create at least a thirty (30) hour or greater workweek, exclusive of Overtime.

D. The amount of supplement for any hour of any normal Workday shall not exceed the difference between one hundred (100%.0) percent of the Employee’s normal gross salary rate and the “weekly benefit amount”.

2. Medical Leave While on Workers’ Comp/SDI. Employees who are off work on medical leave covered under Workers’ Comp or SDI may supplement their insurance coverage benefits to ensure that they receive up to one hundred (100%.0) percent of their normal pay, exclusive of Overtime.

3. How a Supplement is Treated. The Employee shall receive up to one hundred (100%.0) percent of thetheir Employee’s gross salary rate including any regular hours worked and leave accruals to cover time off (Sick leave, Vacation, CTO and/or Holiday Leave), until such time as the City is notified of the benefit paid to the Employee. The pay period following notification (normally the next pay period), the Employee will receive up to one hundred (100%.0) percent of Employee’s gross salary rate less the when combining the supplemental amount provided by Workers’ Comp/SDI with integrated leave.

Upon deduction of the amount equal to the supplemental amount from the Employee’s gross pay, the 229
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Employee’s Sick Leave, Vacation Leave, CTO, and/or Holiday Leave shall be credited to the Employee’s appropriate benefit accounts in an amount equal to the Employee’s hourly Pay Rate.

4. Paid Leave Accrual. An Employee shall earn Sick Leave, and Vacation Leave, and Holiday Leave benefits during any full bi-weekly pay period in which the Employee receives Workers’ Comp/SDI benefits and is on Payroll Status. Furthermore, an Employee shall receive service credit including for seniority and merit step increases during such a period, as long as the Employee is in a Payroll Status with the City. Retirement service credit is determined by CalPERS.

5. Leave of Absence While on SDI. An Employee who is receiving SDI benefits while absent from work, but who is in a Non-Payroll Status with the City is entitled to a leave of absence under Section

10.2 of the Personnel Rules subject to the requirements of that Section.

Supplemental
Insurance
The City has contracted with Colonial to replace Aflac for voluntary supplemental insurance benefits. As of 7/1/2021, the City will no longer deduct Aflac payments via payroll deduction. Employees will have the option to continue their Aflac coverage on their own or can enroll in Colonial which maywill be paid through administered by City payroll deductions. It shall be agreed that the City may choose different supplemental insurance providers from time to time as needed to provided such voluntary benefits in the best interest of the City.

Reimbursement
for Education
or Training

1. Approval. On the written recommendation of the Police Chief and the written approval of the City Manager, an Employee may embark on an approved course of study to enhance theirhis/her job skills. A course of study may include courses needed to gain a degree in a job-related field, or to improve opportunities for advancement or promotion with the City of Suisun City. Such a course of study would not qualify as “self-sponsored training” under the Advanced Assignment and Career Development Program. Any time spent pursuing a course of study shall not be considered being on an on-duty/paid status. If the Police Chief does not recommend reimbursement for a course of study, then the Employee may appeal to the City Manager, whose decision shall be final. Employees shall not engage in any course of study covered herein, while on duty. Department-mandated job-related training is separate from voluntary education and, is provided on-duty and is determined based on the needs of the department. Employees seeking physical fitness program allowance will reduce the amount of education reimbursement they are eligible to receive by an amount equal to the reimbursement received under the physical fitness program.

1.2. Alternative Programs Available. Each fiscal year, employees may choose from one of the following Education Reimbursement programs: A) Reimbursement of up to $1,800 for pursuit of a college degree, B) Reimbursement of up to $750 for job-related courses or a certificate program; or C) a loan under the Safety Education Loan Forgiveness (SELF) Program. Courses require pre-approval, prior to the date of enrollment in the course, to ensure the expense is eligible under the MOU.

A. Education Reimbursement for Pursuit of an Associates of Arts Degree, which is described in Section 3 of this Article; or
B. Education Reimbursement for Job-Related Courses, which is described in Section 4 of this Article; or
C. Safety Education Loan Forgiveness (SELF) Program, which is described in Section 5 of this Article.

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2.3. Education Reimbursement for Pursuit of a Degree. F or those Employees pursuing an Undergraduate or Graduate Degree, the maximum reimbursement is $1,800 per fiscal year for eligible expenditures that have occurred during that fiscal year. Upon successful completion of the course work (a grade of “C” or better), the Employee shall submit to the Police Chief, copies of dated receipts showing education costs (tuition, books, materials), as well as transcripts, grades or certificates showing successful course completion.

3.4. Education Reimbursement for Job-Related Courses. For those Employees pursuing an approved course of study that does not involve receiving a college degree, the maximum reimbursement is $750 per fiscal year. Upon successful completion of the course work (a grade of “C” or better), the Employee shall submit to the Police Chief, copies of dated receipts showing education costs (tuition, books, materials), as well as transcripts, grades or certificates showing successful course completion. Job-related training (as opposed to education) will be based on the needs of the department, and it will be provided on an on-duty/paid basis.

4.5. Safety Education Loan Forgiveness (SELF) Program. SCPOA and the City agree with the interest of enhancing the training and retaining of SCPD employees. The Safety Education Loan Forgiveness (SELF) Program would be established to provides a forgivable loan amount of up to a maximum $10,000 per employee for a program leading to a bachelor’s degree or other advanced degree (master’s or doctorate). The City would pay an amount up to $5,000 per fiscal year on behalf of the employee to the educational institution employee for tuition and related direct expenses as provided below:

The City will develop a list of preapproved courses of study in consultation with SCPOA. Course of study may include courses in a job-related field, or to improve opportunities for advancement or promotion within the City.

B. Employees would have up to a maximum of four (4) years to successfully complete the program by obtaining their degree. The maximum loan amount is limited to $5,000 per year, with a total of $10,000 per employee within the four (4)- year period.

C. If an employee (1) does not complete the program within the four years, (2) quits the program, or (3) leaves City service prior to completion of the program, repayment of all funds disbursed under the program would be due back to the City. The repayment would be required to be paid via a payroll deduction (presumably from paid leave cash-out). In the event of insufficient paid leave balances, employees would be permitted to spread the amount due back to the City in equal payments for up to one (1) year, provided they are in City service during this time. If they leave City service during this repayment period, any balance remaining on the final date of employment would become immediately due and payable.

D. Upon successful completion of the program, provided an employee remains in City service, the Safety Education Lloan SELF Program loan would be forgiven after the fifth year after the two-year program period completion of five years of city service after graduating. If an employee successfully 231
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completes the program, but leaves City service prior to this time, the loan would be required to be paid via a payroll deduction (presumably from paid leave cash-out) based on the following schedule:
1) 100% repayment for an employee who leaves City service during the first two years after the initial two-year program periodwithin one (1) year after graduation from the program. 2) 75% repayment for an employee who leaves City service during the third year after the initial two-year program period within two (2) year after graduating the program. 3) 50% repayment for an employee who leaves City service during the fourth year after the initial two-year program period within three (3) years after graduating the program. 4) 25% repayment for an employee who leaves City service during the fifth year after the initial two-year program period within four (4) years after graduating the program. 5) 0% repayment for an employee who leaves City service after the fifth year after the initial two- year program period h(loan forgiven).

E. LOAN FORGIVENESS: The city agrees that any loan amount up to ten thousand dollars ($10,000.00) dollars provided under the SELF program will be forgiven if the employee earns a bachelor’s degree or higher and completes five (5) years of services with the city after graduation. If the employee separates from city service or does not complete the program within the four years, the employee will be required to reimburse the city per the schedule outlined herein.

Physical Fitness
Program
An Employee, uUpon approval of the Police Chief, Employees may apply receive an annual allowance of up to $250 of the employee education and training incentive pay reimbursement, as reimbursement for 50 percent of actual to be used toward fifty (50%) percent of the cost of health club membership or other approved physical fitness training. Reimbursement The Physical Fitness allowance will be made twice annually and included with payment of the uniform allowance paid on the regular paychecks on a pro-rata basis, equally divided across each of the 26 pay checks. Requests for reimbursement must be submitted by the Employee at least 30 days prior to the scheduled reimbursement date. Employees must opt into the Physical Fitness Program annually, during the month of June for the following fiscal year. Employees will be required to submit verification of membership at a health club or in another physical fitness training program and must maintain membership throughout the year to continue receiving this allowance.

Employees must immediately report termination of their health club or physical fitness program membership to avoid overpayment of this allowance. This reimbursement allowance may only be used for club dues or other approved physical fitness training regimen and may not be used to purchase home gym equipment.

Temporary
Measures Eliminate Entirely
General
Provisions.

4. Reopeners. Upon the written request of the City Manager, the Parties agree to reopen negotiations during the term of this Agreement for the following purposes:

A. Declaration of a Fiscal Emergency by the City Council which could result in Layoffs if the Parties do not meet and confer on alternatives.

B. A positive or negative change occurs in the City’s fiscal status that would affect the availability of funding for services provided in whole or in part by Employees represented by SCPOA.

C. Update/Amend/Replace the City’s Employer-Employee Relations Resolution; and D. Update/Amend the City’s Administrative Directive AD7 – Personnel Rules & Regulations.

E. Beginning as early as February 1, 2023, negotiation will reopen for 2023 and be completed no later than June 30, 2023.
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E. Upon completion of an audit of overtime and wages, the parties agree to reopen to discuss any modifications that may be necessary, which may include but is no limited to the means and method for calculating overtime.

F. Notwithstanding the provisions of California Government Code section 20516.5, the Parties agree that the above-indicated represent the only groundsbases for reopening the Agreement during its term.

7. Successor Agreement. This Tentative Agreement and the successor MOU based thereon shall be in full effect from July 1, 20213 through and including June 30, 20235. Either Party may serve upon the other its written request to commence negotiations, as well as its initial written proposals for such successor Agreement as early as February 1, 20235. Upon receipt of such written notice and proposals, negotiation sessions shall commence no later than thirty (30) days thereafter. The Parties hereby declare that it is their mutual interest to negotiate a multi-year successor agreement consistent with City Council policy direction within the limitations of the City’s ability to pay with the intent to be completed no later than June 30, 2025.

8. Distribution of Agreement. Within ten (10) days of the adoption of this Agreement, all covered Employees shall receive a copy of the Agreement. The “copy” may be provided in electronic format.

9. Effective Date. The effective date of this Agreement shall be July 1, 20213.

Incorporate the Following MOU Amendments
Article
No. Subject MOU Amendment(s)
Enforcing
Leave Caps
NEW LANGUAGE TO BE ADDED TO THE FOLLOWING ARTICLES: VACATION LEAVE, COMPENSATORY TIME OFF, AND HOLIDAY LEAVE AS A NEW SECTION TITLED “RESTORING LEAVE CAPS”.

The parties agree that the previous contractually agreed upon leave caps shall be restored effective July 1, 2024. In order to effectuate this intent, the parties agree that the City will buy down any excess accrued leave to the original contractual accrued leave cap effective the last full payroll period in June 2024. The parties agree that employees will then have one (1) year, until July 1, 2024, to maintain and/or reduce their leave accruals below the contractual leave caps at which time employees will longer be allowed to exceed the leave caps. Those who are still over the cap on or after July 1, 2024, shall not accrue any more leave time until they bring their accrual balance below the leave cap and shall not be allowed to accrue over the cap from thereon. The parties understand that after buying down the excess accrued leave to the leave cap that it is likely in the first few payroll periods following that event that employees will exceed the caps again, so the parties have negotiated the one (1) year period to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the hard cap is imposed.

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MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF SUISUN CITY
AND
THE SUISUN CITY POLICE OFFICERS’ ASSOCIATION

July 1, 20212023
through
June 30, 20232025

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1 Table of Contents
Introduction .............................................................................................................................. 51 Article 1 Recognition ........................................................................................................... 51

1. Job Classes Represented. 51

2. Temporary/Limited-Service Positions. 51

3. Reduction in Workforce. 51

4. Use of Reserve Police Officers. 62

5. Job Requirements. 62
Article 2 Management Rights and Responsibilities .............................................................. 62 Article 3 Support of Agreement ........................................................................................... 73 Article 4 Union Time ........................................................................................................... 73

1. Negotiating Sessions. 73

2. Union Meetings. 73

3. New Employee Orientation & Contact Information. 73
Article 5 Personnel Rules and Regulations ........................................................................... 84 Article 6 Compensation ....................................................................................................... 85

1. Base Salary. 85

2. Acting Pay. 106

3. Bilingual Pay. 107

4. Nighttime Hours Differential. 107

5. Court Appearances. 117

6. Call-Back Pay. 118
Article 7 Holiday Leave ...................................................................................................... 128 Article 8 Health and Welfare ............................................................................................. 139

1. Core Flex Plan. 139

2. Flexible Benefit Options. 139

3. Restrictions. 1310

4. Medical Insurance Benefits after Death While on Duty. 1310

5. Medical Conversion Plan. 1310

6. Sick Leave Conversion to Fund Medical Premiums. 1410 Article 9 Retirement ........................................................................................................ 1410

1. Classic Miscellaneous Employee Benefits. 1410

2. Classic Safety Police Employee Benefits. 1411

3. PEPRA New Miscellaneous Employee Benefits. 1511

4. PEPRA New Safety Police Employee Benefits. 1511
Article 10 Life Insurance .................................................................................................... 1512 Article 11 Supplemental Insurance .................................................................................... 1512 236

2 Article 12 Employee Assistance Program ........................................................................... 1512 Article 13 Workers’ Compensation .................................................................................... 1612 Article 14 State Disability Insurance Coverage ................................................................... 1612

1. State Disability Insurance. 1612

2. Payment of SDI Premiums. 1612
Article 15 Sick Leave .......................................................................................................... 1612 Article 16 Light Duty .......................................................................................................... 1613 Article 17 Leave Of Absence Due To Injury Incurred While On Duty ................................... 1613 Article 18 Payroll Status .................................................................................................... 1713

1. Payroll Status. 1713

2. Continuation of City-Paid Insurance Premiums. 1714

3. Non-Payroll Status. 1714
Article 19 Workers’ Comp/SDI Medical Leave ................................................................... 1814

1. Employee Options Regarding SDI Medical Leave. 1815

2. Medical Leave While on Workers’ Comp/SDI. 1915

3. How a Supplement is Treated. 1915

4. Paid Leave Accrual. 1915

5. Leave of Absence While on SDI. 1916
Article 20 Payroll Deduction .............................................................................................. 1916 Article 21 Outside Employment ......................................................................................... 1916 Article 22 Layoff and Reemployment ................................................................................ 2117 Article 23 General Provisions ............................................................................................ 2118

1. Severability. 2118

2. Full Understanding. 2218

3. No Requirement to Meet and Confer. 2218

4. Reopeners. 2218

5. Savings Clause. 2219

6. No Strike/Lockout. 2319

7. Successor Agreement. 2319

8. Distribution of Agreement. 2319

9. Effective Date. 2319
APPENDIX A – SWORN LAW ENFORCEMENEMPLOYEES ......................................................... 2420 Article 1 Additional Compensation .................................................................................. 2420

1. Entry-Level Police Officer Merit Increases. 2420

2. Lateral Police Officer and Police Sergeant Merit Increases. 2420

3. POST Certificate Pay – Sworn Officers. 2420

4. Police Corporal Assignment Pay. 2521

5. Field Training Officer Assignment Pay. 2521

6. Officer-in-Charge Assignment Pay. 2521
237

3 7. Detective Assignment Pay. 2521

8. Sworn Officer Longevity Pay. 2521

9. Range Qualification. 2521
Article 2 Hours of Work ................................................................................................... 2521

1. Workweek/Workday. 2521

2. Rest Periods. 2622

3. Exceptions to Mandatory Rest Period. 2723

4. Work Schedule. 2723

5. Meal Periods 2824

6. Flex Time. 2824
Article 3 Standby-by pay ................................................................................................. 2925 Article 4 Overtime Pay .................................................................................................... 2925 Article 5 Compensatory Time Off (CTO) ........................................................................... 3026

1. CTO Accumulation. 3026

2. Backfilling on CTO. 3026

3. Grant-Funded CTO. 3026

4. CTO Cash-Out. 3026
Article 6 Vacation Leave .................................................................................................. 3127

1. Vacation Accrual. 3127

2. Maximum Accumulation. 3127

3. Vacation Cash-Out. 3127

4. Illness During Vacation. 3228

5. Upon Death. 3228
Article 7 Uniforms and Cleaning ...................................................................................... 3228 Article 8 Soft Body Armor ................................................................................................ 3228 Article 9 Vehicle Assignment ........................................................................................... 3329 Article 10 Education and Reimbursement ......................................................................... 3430

1. Approval. 3430

2. Alternative Programs Available. 3430

3. Education Reimbursement for Pursuit of a Degree. 3430

4. Education Reimbursement for Job-Related Courses. 3430

5. Safety Education Loan Forgiveness (SELF) Program. 3531 Article 11 Physical Fitneess Program ................................................................................. 3632 APPENDIX B – DISPATCH EMPLOYEES .................................................................................... 3733 Article 1 Probationary Period .......................................................................................... 3733 Article 2 Performance Evaluations................................................................................... 3733

1. Annual Performance Evaluation. 3733

2. Purpose. 3733

3. Procedure. 3733
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4 Article 3 Merit Increases ................................................................................................. 3733 Article 4 Additional Compensation .................................................................................. 3733

1. POST Certificate Pay – Dispatch Employees. 3733

2. Incentive Pay. 3834

3. Solo Dispatch Pay. 3834

4. Dispatch Employee Longevity Pay. 3834
Article 5 Hours of Work ................................................................................................... 3834

1. Attendance. 3935

2. Work Schedules. 3935

3. Conflict with FLSA. 3935

4. Breaks. 4036

5. Dispatch Schedule Meet and Confer. 4036
Article 6 On-Call (Standby) Duty ...................................................................................... 4036 Article 7 Overtime ........................................................................................................... 4137

1. 5/40 Work Schedule. 4137

2. Alternative Work Schedules. 4137

3. Employee-Requested Flextime. 4138

4. Paid Leave Considered Hours Worked. 4238
Article 8 Compensatory Time Off (CTO) ........................................................................... 4238

1. Overtime Credited as CTO. 4238

2. Above CTO Limit. 4238

3. CTO Cash-Out. 4238
Article 9 Vacation Leave .................................................................................................. 4239

1. Vacation Accrual. 4339

2. Maximum Accumulation. 4339

3. Vacation Leave Cash-Out. 4339

4. Holiday During Vacation. 4340

5. Illness During Vacation. 4440

6. Separation From Service. 4440

7. Upon Death. 4440
Article 10 Eligible Paid Leave Cash-Out .............................................................................. 4440 Article 11 Uniforms and Uniform Allowances .................................................................... 4440 Article 12 Mileage Reimbursement ................................................................................... 4441 Article 13 Reimbursement for Education or Training ......................................................... 4541

1. Approval. 4541

2. Reimbursement. 4541
Article 14 Grievance Procedure ......................................................................................... 4541 Article 15 Disciplinary Action............................................................................................. 4541 Article 16 Contracting Out ................................................................................................. 4642 239

5 MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF SUISUN CITY
AND
THE SUISUN CITY POLICE OFFICERS’ ASSOCIATION

INTRODUCTION

This Agreement is entered into between the City of Suisun City, (hereinafter "City"), and the Suisun City Police Officers' Association, (hereinafter "SCPOA").

Pursuant to Government Code Section 3500 et seq. and the City of Suisun City Employer/Employee Relations Resolution No. 74-33, the following represents the Agreement reached between the City and the SCPOA, the terms of which will apply to current Employees represented by the SCPOA.

UNDERSTANDING AND AGREEMENTS

ARTICLE 1 RECOGNITION

1. Job Classes Represented.

The City recognizes the SCPOA as the exclusive representative for the following permanent sworn public safety and miscellaneous dispatch job classes on all matters relating to terms and conditions of employment pursuant to Government Code Section 3500 et seq. The SCPOA is the exclusive representative for Police Sergeant and Police Officer.

Represented Job Classes
Police Officer
Public Safety Dispatcher I
Public Safety Dispatcher II
Police Sergeant
Senior Public Safety Dispatcher

2. Temporary/Limited-Service Positions.

It is agreed that Temporary Employees, Part-Time Employees, Emergency Employees, Volunteer Employees, and contractors are not governed by this Agreement and are not represented by SCPOA. Employees who work less than full-time are not represented by SCPOA. If an Employee who had occupied a Temporary, Provisional, or grant-funded Position or Classification is subsequently hired into the same job class as a Regular Employee, they shall be placed in the step level nearest to but not lower than their last Pay Rate as a Temporary, Provisional, or grant-funded Employee.

1.3. Reduction in Workforce.
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6 In the event that a reduction in the workforce is necessary, the City Manager and the SCPOA shall meet and confer regarding an equitable procedure and/or options to avoid the reduction in the workforce. It is not the intent of the City to lay off a Police Officer in order to replace him/her with a Reserve Police Officer.

2.4. Use of Reserve Police Officers.

The City has an interest in utilizing Reserve Police Officers to assist in patrolling the City and performing other duties to augment services provided to the community by members of SCPOA. The City does not have an interest in supplanting the services of members of SCPOA.

The Parties agree that once properly trained, Reserve Police Officers may be assigned to patrol the City, may perform office duties (such as property and evidence, dispatching, filing, etc.), or may perform other duties as assigned. Reserve Police Officers may be assigned a regular shift to augment the minimum staffing level, as determined by the Police Chief in the General Orders. Reserve Police Officers may fill in for members of the SCPOA who have been assigned a regular shift but are unavailable for duty for the period in question, provided that SCPOA members have been offered and have rejected the offer to work on an Overtime basis. Such offers shall be made based on seniority within job class within the department.

5. Job Requirements.

Employees must maintain a valid POST certification as required for their position, as a condition of employment.

ARTICLE 2 MANAGEMENT RIGHTS AND RESPONSIBILITIES

1. The SCPOA recognizes and agrees that the City Council of the City of Suisun City (hereinafter “City Council”), on its own behalf and on the behalf of the electorate of the City through its bona fide agents, retains and reserves unto itself, limited only by the Articles of this Agreement, all powers, rights, authority, duties and responsibilities conferred upon and vested in it, express or implied, by the laws and the Constitutions of the State of California and of the United States of America.

2. The SCPOA recognizes and agrees that the exercise of the foregoing powers, rights, authority, duties, and responsibilities by the City Council, the adoption of the policies, rules, regulations, and practices in furtherance thereof, and the use of judgment and discretion in connection therewith shall be limited only by specific and expressed terms of this Agreement.

3. The SCPOA recognizes and agrees that the City Council's powers, rights, authority, duties, and responsibilities include, but without limiting the generality of the foregoing, the exclusive right to manage, plan, organize, staff, direct and control; to determine levels of service; to establish and change standards; to determine solely the extent to which the facilities of any department thereof shall be operated, including the outside purchase of products or services; the right to introduce new, or improved methods and facilities; and to otherwise take any action desired to run the entire operation efficiently, except as modified by the meet and confer requirement and this Agreement.
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7 4. Any material conflict between this Agreement and approved policies and procedures shall be resolved through the meet and confer process by the City Manager and the SCPOA.

Until such resolution, the approved City policies and procedures shall take precedence.

ARTICLE 3 SUPPORT OF AGREEMENT

1. During the term of this Agreement, the City agrees not to negotiate with any other organization on matters upon which the SCPOA is the exclusive representative and which is within its scope of representation.

2. The SCPOA agrees to negotiate only with the representative officially designated by the City to act on its behalf.

3. It is agreed that neither SCPOA, nor the City shall discriminate against any Employee because of race, national origin, gender, SCPOA membership, or refusal to join SCPOA. The City will not retaliate against any Employee on account of his/her membership in SCPOA, or for exercising his/her lawful rights in SCPOA-related activities.

ARTICLE 4 UNION TIME

1. Negotiating Sessions.

The Parties agree that union business should generally be conducted off City premises and, on the members’ own time. The Parties also agree that it is in each Party’s interest that the lines of communications remain open and accessible to representatives of both SCPOA and the City.

Accordingly, any member serving on the SCPOA’s negotiating team shall not suffer a loss of compensation for participating in meet and confer negotiating sessions. Further, negotiating team members may meet for a period of approximately one-half hour before and after the negotiating sessions. No approval is required if the negotiating session is occurring on the member’s day off. Members will not be compensated for their participation in negotiating sessions that occur on days that they are not scheduled to work.

2. Union Meetings.

Union meetings should generally be conducted off City premises and on the members’ own time. To ensure that members are not disenfranchised, the City agrees to provide paid release time to members on duty, as long as such release time is requested in advance and approved by the City Manager or Designee. The use of City facilities such as the Burdick Center for union meetings may also be approved by the City Manager or Designee, whenever either determines that it would be in the City’s interest to do so.

3. New Employee Orientation & Contact Information.

8 purpose of this orientation is to review and complete required payroll, insurance benefits, and similar required documentation; to train the Employee regarding City and/or Departmental policies, procedures and specific requirements of the position; and to provide other necessary information. At no time during the orientation shall a City or SCPOA representative provide derogatory information or advocacy about the other.

A. The City will provide SCPOA notice of a pending New Employee Orientation within one (1) business day of the execution of an employment offer letter.

B. One (1) SCPOA representative, officer, steward, or member will be provided an opportunity for a 15- minute private session with the new Employee during the New employee Orientation. SCPOA may provide written information to be included with the orientation materials, in lieu of such a private session. Two (2) business days prior to the New Employee Orientation, SCPOA will provide to Human Resources the name and the contact information of its participating representative. The City and SCPOA will mutually agree to a suitable time during the New Employee Orientation for SCPOA’s private meeting with the new Employee. Such private meeting will occur at the same location as the New Employee Orientation.

C. Within 30 days of hire, and annually thereafter, the City will provide SCPOA with Employee contact information in electronic format as required by State law for all represented Employees.

ARTICLE 5 PERSONNEL RULES AND REGULATIONS

Administrative Directive (AD) 7, the City’s Personnel Rules and Regulations (hereinafter “Personnel Rules”), was approved by City Council Resolution No. 2011-52 on June 7, 2011.

Except as may be provided in this Agreement, the applicable sections of the Personnel Rules, as may be amended from time to time, shall apply to the Employees represented by SCPOA. Prior to amending Resolution No. 2011-52 regarding wages, hours, or other terms and conditions of employment, the Parties shall first meet and confer on the modifications as provided in the Meyers-Milias-Brown Act (Government Code Section 3500 et seq.). Unless otherwise provided in this Agreement, the definitions of terms used in this Agreement shall be the definitions provided in Chapter 2 of the Personnel Rules. The Personnel Rules are incorporated herein by this reference; however, the costs associated with the hearing officer provided for in AD 7 with regard to the Level Two appeal of a disciplinary action shall be paid for 100 percent by the City in the case of SCPOA.

ARTICLE 6 COMPENSATION

1. Base Salary.

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9 Assuming allowable funding pursuant to the American Rescue Plan Act of 2021 (which guidelines have only recently been published) as a condition precedent, the City shall provide a premium pay to all bargaining unit employees as follows:

A. The City will provide a $6.00 per hour non-pensionable premium pay on top of the base pay rate for all represented job classes.

B. Premium increases will be effective retroactively to July 1, 2021, if the Tentative Agreement is ratified and signed by Union at least one day prior to the City Council meeting scheduled for July 6, 2021. Alternatively, the premium increase will be effective the first full pay period after City Council adoption of the Tentative Agreement.

C. Payments will be made on a bi-weekly basis. All the hourly increases authorized herein will sunset June 23, 2023.

D. The previously provided Critical Staffing Retention and Recruiting Pay sunset/expired on June 30, 2021 and shall not be included in this successor MOU.

Job Class Monthly
Salary Prior to
Base Wage
Adjustments
Eff. 5/12/23
Base Wage
Increase Eff.
5/12/23
Approx. % of
Base Wage
Increase Eff.
5/12/23
Approx.

Monthly
Salary Eff.
5/12/23
Proposed
Wage
Adjustment
(Rounded 3
decimal point)
Approx.

New
Monthly
Top Step
Total %
Change
Police Officer $6,999 $6/hour 14.9% $8,039 18.487% $9,525 36.1% Police Sergeant $9,195 $6/hour 11.3% $10,235 11.675% $11,430 24.3% Public Safety
Dispatcher I
$5,193 $4/hour 13.4% $5,887 3.138% $6,071 16.9%
Public Safety
Dispatcher II
$5,560 $4/hour 12.5% $6,253 6.802% $6,679 20.1%
Senior Public Safety
Dispatcher
$6,116 $4/hour 11.3% $6,809 7.892% $7,346 20.1%

B. The previous base wage increases provided effective 5/12/2023 to the employee’s position within the range decreased the differential between steps to less than 5% as was identified by the alpha numerical salary ranges established for the following classifications: Police Officer, Police Sergeant, Public Safety Dispatcher I, Senior Public Safety Dispatcher. The alpha salary range will be eliminated once the proposed base wage adjustments for the successor MOU are implemented.

The affected employees in the alpha numeric ranges will be transitioned to the base numerical range assigned to their classification and will maintain their current step placement within the range. Nothing herein requires the City to maintain the 5% differential between steps beyond this successor MOU.

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10 D. Effective the last full pay period of June 2025, represented employees shall receive a two-point five (2.5%) percent Cost of Living Adjustment (COLA), condition precedent on if the City’s actual revenue for Fiscal Year 2023/24 exceed budgeted revenues for Fiscal Year 2023/24 by at least three (3%) percent.

A.E. Effective the first full pay period of January 2024, represented Dispatch employees on payroll as of the payment date, shall receive a lump sum retention bonus of one thousand dollars ($1,000.00).

B.F. Effective the first full pay period of July 2024, represented Dispatch employees on payroll as of the payment date, shall receive a lump sum retention bonus of one thousand dollars ($1,000.00).

2. Acting Pay.

The City will provide Acting Pay of five (5%).0 percent for a Police Officer, Sergeant, or Dispatch employee assigned, in writing by the Police Chief, to work as an acting Police Sergeant out of class in a higher job classification. Acting Assignments are typically long-term assignments resulting from a vacancy in the higher job classification that may occur through separation, extended vacation, or a long-term leave of absence.

A. In order to receive Acting Pay, there must exist a budgeted position, the assignment must be made in writing, and the employee may not refuse to perform any duty or responsibility of the higher job class.

A.B. Acting pay shall not be applied to a request to cash-out any form of paid leave or payment for accrued and unused paid leave hours at the time of separation.

3. Bilingual Pay.

An Employee fluent in Spanish, Tagalog or other language, the use of which the City Manager has determined to be of benefit to the City (based on the recommendation of the Police Chief), shall be paid $46.15 per pay period upon written approval by the City Manager. Fluency shall be certified by a test administered through the Human Resources office. In order to become certified, an Employee must achieve a score of at least 9 on a scale of 12. A certified Employee shall request Bilingual Incentive Pay on a form approved by the City Manager. Employees shall be recertified at least once every two years.

4. Nighttime Hours Differential.

The City will provide a Nighttime Hours Differential equal to 2.5% of the base salary for Police Officers, and Police Sergeants and Dispatch employees assigned to work any payable amount of time (to the nearest 15 minutes) between the hours of 6:00pm – 6:00am.

A. The Nighttime differential shall not be paid to any day shift personnel, unless approved by the night shift supervisor to cover a vacancy after 6:00pm.

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11 B. The Nighttime hours differential shall be payable only for time worked during the shift premium period and shall not be paid for non-work time such as sick leave, vacation, or other paid leave.

5. Court Appearances.

This section shall apply to Police Officers, Police Sergeants and Dispatch employees.

A. Employees who are required to appear in court during off-duty hours as a result of an event arising from their official duties shall be compensated for their appearance in court at the applicable Overtime Rate. The Court Appearance Minimum shall be four (4).0 hours at the applicable Overtime Rate. The Court Appearance Minimum shall not overlap with compensation for any regularly scheduled duty time.

B. If the court appearance is required during the Employee's assigned duty shift (watch) and the court appearance causes an Employee to extend beyond his/her their regular scheduled end of watch time, such extended time shall be considered an extension of the duty shift.

C. Time for court appearances shall be computed from sign in until time released.

A. Except as otherwise provided in Article XIarticles pertaining to CTO accrual, Court Appearance compensation shall be in the form of a cash payment or CTO at the Employee's option.

6. Call-Back Pay.

This section shall apply to Police Officers, Police Sergeants and Dispatch employees.

A. All Employees, who are required to return to work outside of their normal working hours, shall receive Call-Back Pay at the applicable Overtime Rate for a minimum of 2.0 hours.

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12 B. If the call-back time is not canceled prior to the Employee's arrival for duty, the Employee shall be compensated for a minimum of 2.0 hours at the applicable Overtime Rate.

C. This form of compensation applies to a situation where an Employee is required to appear before or attend a City or Department board, committee, or any other function, with the following exceptions:
1) If an Employee requests a meeting, or appears as an applicant before any board, committee, etc., the Employee shall not receive any type of compensation for such activities.
2) If an Employee is called back due to times or details missing from a report of enough importance that it cannot wait until the Employee’s next assigned shift, the Employee will not be compensated for a "call back" under this section. The Employee will be compensated only at the applicable Overtime Rate for the actual time spent completing the report.

D. Except as provided in Article the articles pertaining to CTO accrualXI, compensation for call-back time shall be the form of a cash payment or CTO at the option of the Employee.

ARTICLE 7 HOLIDAY LEAVE

In lieu of observing Municipal Holidays as provided in AD 7, Personnel Rules, Holiday Leave shall be accrued by adding 4.0 hours per pay period to the Holiday Leave account and an additional eight (8) hours on the nineteenth day of June. Holiday Leave is accumulated separately from Vacation Leave. Holiday Leave may be used for paid leave purposes (essentially in the same manner as Vacation Leave). In order to encourage Employees to take advantage of their holiday time, a maximum of two hundred (200).0 hours is allowed to accrue in that balance.

Employees may take approved time off using Holiday Leave or stop accruing Holiday Leave until the balance is reduced below two hundred (200).0 hours. If an Employee is at the limit, he/shethey must request to take Holiday Leave off. If a written request to do so is disapproved, the limit shall may be increased by the City Manager. Failure to request time off would result in discontinuing the accrual of Holiday Leave until the balance is reduced by twenty (20) hours.

Employees may not cash out Holiday Leave except upon leaving City service or in the case of an emergency with City Manager approval during the annual January cash out.

The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each Employee’s current Holiday Leave balance. Employees may make an irrevocable request for the upcoming calendar year to cash-out Holiday Leave by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form which must be in the calendar year preceding the January cash- out. No Holiday Leave cash-out election will be allowed for any Employee for a period of four months following the last day of a suspension from duty for disciplinary reasons.

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13 ARTICLE 8 HEALTH AND WELFARE

1. Core Flex Plan.

1. The City will contribute the following a Core Flex Plan amounts toward the monthly premium cost based on the 2021 equivalent to the Kaiser Permanente Region 1 Premium: for Employee, Employee plus one, and Employee plus Family toward the monthly premium cost.

2. Time Period Employee Employee + One Employee + Family 7/1/21 MOU Term $813.64 $1,627.28 $2,115.46
Or the equivalent of the Kaiser Permanente Region 1 Premium, whichever is greater.

Should the premium cost of the health plan selected by the employee be less than the Kaiser Permanente Region 1 premium cost be less than the amounts listed above, the City shall pay no more that the full cost of the Kaiser Permanente rate, with the difference between the cost of the selected health plan premium and the maximum provided by the City eligible to be applied toward the cost of vision and dental premiums for employees who select Kaiser Permanente.

2. Flexible Benefit Options.

The City agrees to provide a five hundred ($500) dollars.00 per month (employee only) and seven hundred ($700).00 dollars per month (employee plus one or more dependents) as a Flexible Benefit Credit that may be used in lieu of the Core Flex Plan enrollment per Section 1 of this Article. The Flexible Benefit Credit may be divided among Dental and Vision Premiums, Flexible Spending Accounts, and Taxable Cash Option. An Employee must chooseing the Flexible Benefit Options must establish eligibility by providing verification of enrollment in a group health plan and must reestablish eligibility annually for continued enrollment in the Flexible Benefit Options during the each Open Enrollment Period established in the Suisun City Flexible Benefits Planby the City.

3. Restrictions.

An Employee may either enroll in the Core Flex Plan or may be entitled to the Flexible Benefit Options as described in Section 2 of this Article, but may not participate in both, with the exception of the Voluntary Pre-Tax Payroll Deduction Flexible Spending Account or enrollment in a Dental and/or Vision Plan.

4. Medical Insurance Benefits after Death While on Duty.

Should a sworn member of SCPOA lose his/her life in the line of duty, the City agrees to continue to pay medical insurance payments as outlined above for the member’s immediate dependent family. Said payments will continue for a period of up to three years, providing the City’s insurance plan allows for continued participation. The surviving dependent family member(s) may remain on the City’s medical plan at its own cost after the three years has elapsed, providing that the plan allows for continued participation.

5. Medical Conversion Plan.
248

14 SCPOA sworn members with 12 years or more of service with the City, who separate from City service on good terms, may remain on the City’s medical plan, providing that the plan allows for continued participation. The member shall assume full responsibility for payment of the insurance premium.

6. Sick Leave Conversion to Fund Medical Premiums.

Upon normal retirement of a sworn member from the City, 25.0 percent of an Employee’s Sick Leave balance may be converted to a cash equivalent and used to fund medical premiums. This conversion will be deducted from the amount reported for CalPERS credit in Section 12 of Article XV9.

ARTICLE 9 RETIREMENT

The Public Employees’ Pension Reform Act of 2013 (PEPRA) provides that all Employees who are currently participating in a CalPERS retirement plan, or those who have had a break in service that does not exceed six months, shall be considered “Classic” Employees. All new Employees who do not meet those criteria shall be considered PEPRA New Employees.

1. Classic Miscellaneous Employee Benefits.

Except as provided in Section 2 of this Article, retirement benefits for represented Employees shall be as provided below:

CalPERS Benefits. The City agrees to provide the 2.0 percent at 55 CalPERS Retirement Plan, including the 1959 Survivor's Benefit Level 3, for Miscellaneous Employees. The City shall pay the Employer’s contribution. The employee shall pay the Employee’s contribution as established by CalPERS.

A. One-Year Final Compensation. The City provides one-year final compensation pursuant to Government Code Section 20042.

B. Sick Leave Conversion. The City provides Credit for Unused Sick Leave pursuant to Government Code Section 20965.

C. All miscellaneous employees covered by this Tentative Agreement and the successor MOU will receive an increase to their base hourly rate of 7.5 percent in exchange for Classic miscellaneous employees paying the full employee contribution along with PEPRA employees as soon as practicable after CalPERS approval of the EPMC change.

2. Classic Safety Police Employee Benefits.

The City agrees to participate in the CalPERS 3.0 percent at 50 Retirement Plan, with One-Year Final Compensation and Credit for Unused Sick Leave Government Code Sections 20042 and 20965 respectively. This Credit will be reduced by the number of hours converted to cash pursuant to Section 6 of Article XVI8. The City shall pay the Employer’s contribution. The employee shall pay the Employee’s contribution as established by CalPERS. 249

15 A. The City agrees to continue to provide Level 4, Survivor Benefits through Public Employees Retirement System, (hereinafter “PERS”).

B. Consistent with Internal Revenue Code Section 414(h)(2), the contribution paid by the Employee shall be deducted from each Employee’s gross pay on a pre-tax basis.

C. Employees will receive an increase to their base hourly rate of 5.5 percent in exchange for Classic members paying the full employee contribution along with PEPRA employees as soon as practicable after CalPERS approval of the EPMC change.

3. PEPRA New Miscellaneous Employees Benefits.

The City agrees to provide 2.0% at 62 PERS Retirement Plan for Public Employees’ Pension Reform Act of 2013 (PEPRA) New Miscellaneous Employees. The City shall pay the Employer’s contribution as established by CalPERS. The Employee shall pay the Employee’s contribution as established by CalPERS. Pursuant to PEPRA, no EPMC is available. Should any provision in this Agreement be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

4. PEPRA New Safety Police Employee Benefits.

The City agrees to provide 2.7% at 57 CalPERS Plan for PEPRA New Safety Police Employees.

The City shall pay the Employer’s contribution as established by CalPERS. The Employee shall pay the Employee’s contribution as established by CalPERS. Pursuant to PEPRA, no EPMC is available. Should any provision in this Agreement be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

ARTICLE 10 LIFE INSURANCE

Group Life Insurance. The City agrees to keep a life insurance policy in full force and effect that provides a $200,000 death benefit for each represented member.

ARTICLE 11 SUPPLEMENTAL INSURANCE

The City has contracted with Colonial to replace Aflac for voluntary supplemental insurance benefits. As of 7/1/2021, the City will no longer deduct Aflac payments via payroll deduction.

Employees will have the option to continue their Aflac coverage on their own or can enroll in Colonial which maywill be paid through administered by City payroll deductions. It shall be agreed that the City may choose different supplemental insurance providers from time to time as needed to provided such voluntary benefits in the best interest of the City.

ARTICLE 12 EMPLOYEE ASSISTANCE PROGRAM

The City will continue to provide an Employee Assistance Program (EAP). The program will include at a minimum but not limited to, five personal counseling sessions, counselors located 250

16 within a reasonable commute distance, substance abuse counseling, availability of emergency visits, and workplace crisis response. Employees will be provided with a brochure outlining the benefits of the program.

ARTICLE 13 WORKERS’ COMPENSATION

The City shall provide Workers’ Compensation Insurance coverage (hereinafter “Workers’ Comp”) for all Employees through its self-insured program.

ARTICLE 14 STATE DISABILITY INSURANCE COVERAGE

1. State Disability Insurance.

The City shall participate under the State Disability Insurance Program (hereinafter “SDI”) for Dispatch employees represented by SCEAPOA. Sworn members of the SCPOA do not participate in SDI.

2. Payment of SDI Premiums.

SDI premiums shall be paid in full by all participating Employees.

ARTICLE 15 SICK LEAVE

ARTICLE 16 LIGHT DUTY

1. Any Employee, who previously has been off duty due to injury, illness, or other medical reason and who has been medically released by a doctor to return to work with restrictions, may be assigned to light duty. Assignment to light duty will be based on the City’s ability to accommodate the work restrictions.

2. Light duty will not be approved unless there is work available which may be performed within the limitations and/or restrictions of the affected Employee.

ARTICLE 17 LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY

1. The City shall comply with applicable federal and state laws governing work-related injuries, leaves, and compensation.

2. Employees shall bring health and/or safety problems in the workplace to the attention of their supervisor as soon as possible.

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17 3. The City shall coordinate accrued Sick Leave with Workers’ Comp benefits.

4. Employees who have exhausted their Sick Leave balances may use accrued Vacation Leave, CTO, and/or Holiday Leave consistent with the provisions of Personnel Rules Subsection

10.3.1. Upon expiration of all paid leave time, an Employee shall be entitled to receive compensation only from the City's Workers’ Compensation third-party administrator.

ARTICLE 18 PAYROLL STATUS

1. Payroll Status.

Any Regular Employee shall be considered to be in a Payroll Status if the Employee is employed by the City under the one of the following conditions:

A. Working Full-Time.

B. Working Part-Time, at least a thirty (30) hour or greater workweek.

C. Working on a restricted or limited duty basis.

D. Off work due to an injury or illness covered under Workers’ Compensation.

E. Off work due to an injury or illness covered under State Disability Insurance.

F. Off work while on an approved leave of absence covered under the Family and Medical Leave Act (FMLA).

G. Off work while on an approved leave of absence covered under the California Family Rights Act (CFRA).

H. Off work while on an approved leave of absence covered under Pregnancy Disability Leave (PDL).

2. Continuation of City-Paid Insurance Premiums.

The City shall continue to contribute the City’s share of the health, and life, and dental insurance premiums on behalf of an Employee who is receiving Workers’ Comp/SDI benefits, as long as he/she is in a Payroll Status with the City or within the period provided in Chapter 10 of the Personnel Rules. An Employee is in a Payroll Status with the City, as long as he/she is using accrued Sick Leave, Vacation Leave, CTO, and/or Holiday Leave in conjunction with Workers’ Comp/SDI benefits to create the equivalent of his/her normal paycheck at least a thirty (30) hour or greater workweek, exclusive of Overtime.

3. Non-Payroll Status.

A. Any Employee off work on SDI who has exhausted his/her benefits under FMLA, CFRA, or PDL, and who is off work pursuant to Section 1, Subsections E. through H. of this 252

18 Article, and who has insufficient accrued paid leave balances to create the equivalent of a normal paycheck at least a thirty (30) hour or greater workweek, exclusive of Overtime shall be considered to be in a Non-Payroll Status. Employees who are in a Non-Payroll Status will no longer accrue paid leave (Vacation, Sick and Holiday), and the City will no longer contribute the City’s share of health insurance premiums on the Employee’s behalf. The City will continue to contribute life insurance premiums for employees in a non-payroll status.

B. An Employee off work pursuant to Section 1, Subsection D. on Workers’ Compensation of this Article, and who has insufficient accrued paid leave balances to create the equivalent of his/her normal paycheck at least a thirty (30) hour or greater workweek, exclusive of Overtime shall be considered in a Non-Payroll Status. The Employee will no longer accrue paid leave (Vacation, Sick, and Holiday); however, the City will continue to contribute the City’s share of health insurance premiums on the Employee’s behalf for a period of no more than 12 months from the date of injury. The City will continue to contribute life insurance premiums for employees in a non-payroll status.

ARTICLE 19 WORKERS’ COMP/SDI MEDICAL LEAVE

1. Employee Options Regarding SDI Medical Leave.

There are two three options available to an Employee who is otherwise eligible for SDI insurance benefits, which are as follows:

A. Option 1: Not applying for disability insurance benefits and using accrued Sick Leave, Vacation Leave, CTO, and/or Holiday Leave.

B. Option 2: Applying for disability insurance benefits and integrating accrued paid leaves with the SDI benefits. Such accrued paid leaves shall include Sick Leave, Vacation Leave, CTO, and/or Holiday Leave, in this order, unless the Employee provides written notice to the City to limit the integration to only accrued Sick Leave with SDI benefits. If Option 2 is elected, the Employee shall stipulate on the application for SDI benefits their Request for Leave (RFL) whether the Employee is integrating Sick Leave, and other leave accruals, with SDI benefits.

19 employees to remain on payroll status, so long as they integrate accrued leave to create at least a thirty (30) hour or greater workweek, exclusive of Overtime.

2. Medical Leave While on Workers’ Comp/SDI.

3. 4.3. How a Supplement is Treated.

The Employee shall receive up to one hundred (100%.0) percent of thetheir Employee’s gross salary rate including any regular hours worked and leave accruals to cover time off (Sick leave, Vacation, CTO and/or Holiday Leave), until such time as the City is notified of the benefit paid to the Employee. The pay period following notification (normally the next pay period), the Employee will receive up to one hundred (100%.0) percent of Employee’s gross salary rate less the when combining the supplemental amount provided by Workers’ Comp/SDI with integrated leave. Upon deduction of the amount equal to the supplemental amount from the Employee’s gross pay, the Employee’s Sick Leave, Vacation Leave, CTO, and/or Holiday Leave shall be credited to the Employee’s appropriate benefit accounts in an amount equal to the Employee’s hourly Pay Rate.

5.4. Paid Leave Accrual.

An Employee shall earn Sick Leave, and Vacation Leave, and Holiday Leave benefits during any full bi-weekly pay period in which the Employee receives Workers’ Comp/SDI benefits and is on Payroll Status. Furthermore, an Employee shall receive service credit including for seniority and merit step increases during such a period, as long as the Employee is in a Payroll Status with the City. Retirement service credit is determined by CalPERS.

6.5. Leave of Absence While on SDI.

ARTICLE 20 PAYROLL DEDUCTION

Upon receipt of an authorized form from an Employee, the City shall make credit union or bank deductions from the Employee's check. Upon written request, the City will advise the SCPOA of all deduction changes for its members.

ARTICLE 21 OUTSIDE EMPLOYMENT
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20 1. Employees may engage in outside employment, in addition to their City employment, only under the following conditions (as provided by the Personnel Rules, the Police Department “Policies and Procedures Manual”, California Penal Code Section 70, and California Government Code Section 1126):

A. There shall be no conflict of interest or incompatibility with the Employee's City employment. No Employee shall engage in employment as a Notary Public, Private Detective, Bill Collector, or Counselor at Law. Furthermore, no Employee shall have as a business partner any person whose occupation would fall into the above categories.

Furthermore, no Employee shall engage in or participate either directly or indirectly as principal, agent, or employee of:
1) Any tow car, motor vehicle wrecker, ambulance service, or taxicab service. 2) Any establishment where the sale of liquor is the principal business. 3) Any employment dealing with the investigation or adjusting of claims or losses arising out of motor vehicle or other types of accidents. 4) Any employment with any other Law Enforcement Agency, custodial, corrective or investigative agency, or any other type of employment requiring the "power of a peace officer," or in any job where a concealed weapon could be used as part of the Employee function, except as provided in Subsection A.5. below. 5) The City agrees to meet and confer to develop a side letter that lays out the specifics of a program that would allow Employees to seek approval for outside employment under certain conditions. These conditions would include armed private security but would not include temporary employment with other public law enforcement agencies.

B. The time involved in outside employment shall not adversely affect the Employee's attitude or efficiency in the Employee’s City employment. Unless authorized by the Police Chief, part-time work shall not be performed within 8.0 hours preceding the Employee's normal duty hours with the City of Suisun City. The total time worked shall not exceed 24.0 hours in any seven consecutive days.

C. No telephone calls or personal contacts concerning the outside employment shall be made during the hours of City employment. The Employee shall not conduct or promote in any manner, the Employee’s part-time work while on duty, and the Employee shall not use any of the facilities of the City for that purpose.

D. Each Employee shall report all outside employment to the Police Chief and shall secure the written approval of the Police Chief and the City’s Personnel Officer prior to the commencement of outside employment. Any Employee desiring to engage in outside employment on a part-time basis shall forward a written request to the Police Chief, in duplicate, outlining the nature of the part-time work, name of employer and whether it is to be long- or short-term work.

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21 2. Employees engaged in part-time work shall not expect or request special consideration as to shift arrangement, illness or injury due to part-time work, or tardiness when starting shift.

In the event of illness or injury occurring while engaged in part-time work, a doctor's examination shall be requested before resuming City duties. Part-time employment shall not be engaged in when an Employee is off ill and cannot perform the Employee’s duties for the City.

ARTICLE XXVI TEMPORARY

MEASURES
ARTICLE 22 LAYOFF AND REEMPLOYMENT

Rules regarding Layoff and Reemployment are set forth in Section 13.2 of the Personnel Rules.

A. Selectively Fill Vacant Positions. The highest priority is the selective filling of some or all of the positions that are being held vacant.

B. Relax Cash-Out Restrictions. In order to ensure that the agreed-upon concessions have the desired effect on the budget, the Parties understand and agree that the cashing out of paid leave needs to be restricted to 32 hours.

ARTICLE 23 GENERAL PROVISIONS

1. Severability.

If any provision of this Agreement shall be held invalid by operation of law or by any court of competent jurisdiction, or if compliance with enforcement of any provision shall be restrained by any tribunal, the remainder of this Agreement shall not be affected thereby, and the Parties 256

22 shall enter into negotiation for the sole purpose of arriving at a mutually satisfactory replacement for such provision.

2. Full Understanding.

3. No Requirement to Meet and Confer.

Except as provided in Subsection D. of Section 1 of Article IX Appendix A, Article 4 and Appendix B, Article 5, the Parties agree that neither Party shall be required to meet and confer concerning any specific provision of this Agreement during the term of this Agreement.

4. Reopeners.

Upon the written request of the City Manager, the Parties agree to reopen negotiations during the term of this Agreement for the following purposes:

A. Declaration of a Fiscal Emergency by the City Council which could result in Layoffs if the Parties do not meet and confer on alternatives.

B. A positive or negative change occurs in the City’s fiscal status that would affect the availability of funding for services provided in whole or in part by Employees represented by SCPOA.

C. Update/Amend/Replace the City’s Employer-Employee Relations Resolution; and

D. Update/Amend the City’s Administrative Directive AD7 – Personnel Rules & Regulations.

E. Beginning as early as February 1, 2023, negotiation will reopen for 2023 and be completed no later than June 30, 2023.Upon completion of an audit of overtime and wages, the parties agree to reopen to discuss any modifications that may be necessary, which may include but is not limited to the means and method for calculating overtime.

F. Notwithstanding the provisions of California Government Code section 20516.5, the Parties agree that the above-indicated represent the only bases grounds for reopening the Agreement during its term.

5. Savings Clause.

In the event that the implementation of any article, section, subsection, or paragraph of this Agreement shall be frustrated on account of the operation of law or by any tribunal of competent jurisdiction, or if compliance with any article, section or subsection would be frustrated or restrained by such law or tribunal, representatives of the City and the SCPOA shall, if possible, meet and confer for the purpose of endeavoring to agree on a replacement for such article, section, subsection, or paragraph.
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23 6. No Strike/Lockout.

The SCPOA agrees that there will be no strike, work stoppage, slowdown, "sick in", sit down, refusal to perform work, other interference with City operations, picketing, or refusal to enter upon City premises on any account or in connection with any grievance or dispute. The City agrees that it will not engage in any lockouts during the term of this Agreement.

7. Successor Agreement.

This Tentative Agreement and the successor MOU based thereon shall be in full effect from July 1, 20213 through and including June 30, 20235. Either Party may serve upon the other its written request to commence negotiations, as well as its initial written proposals for such successor Agreement as early as February 1, 20235. Upon receipt of such written notice and proposals, negotiation sessions shall commence no later than thirty (30) days thereafter. The Parties hereby declare that it is their mutual interest to negotiate a multi-year successor agreement consistent with City Council policy direction within the limitations of the City’s ability to pay with the intent to be completed no later than June 30, 2025.

8. Distribution of Agreement.

Within ten (10) days of the adoption of this Agreement, all covered Employees shall receive a copy of the Agreement. The “copy” may be provided in electronic format.

9. Effective Date.

The effective date of this Agreement shall be July 1, 20213. 258

24 APPENDIX A – SWORN LAW ENFORCEMENEMPLOYEES

ARTICLE 1 ADDITIONAL COMPENSATION

1. Entry-Level Police Officer Merit Increases.

Notwithstanding AD 7, the “Anniversary Date” for entry-level Police Officers is twelve months from the date of hire instead of the date of completion of probation. Police Officers are eligible for merit increases on their Anniversary Date and annually thereafter. However, uUpon the successful completion of Probation with 18 months service, however, an entry-level Police Officer at B Step is eligible to advance to C Step. This advance to C Step will not change the employee’s Anniversary Date or eligibility for future Merit Increases on their Anniversary Date. When an entry-level Police Officer’s Probation is extended, his/her their Anniversary Date may be modified. Police Officers, who are not at the top step of their Pay Range shall be eligible to advance to the next step in the range within the timeframes indicated above, subject to a performance evaluation and the Police Chief’s recommendation.

2. Lateral Police Officer and Police Sergeant Merit Increases.

All newly appointed Police Sergeants and Lateral Police Officers will serve a probationary period of 12 months. All Police Sergeants and Lateral Police Officer hires who have successfully completed their probationary period will be eligible for a merit increase. Advancement within a Pay Range shall not be automatic; all increases shall be based on merit. Annually on the anniversary of the appointment to Police Sergeant, or as a Lateral Police Officer, Employees will be eligible to advance to the next higher step. Police Sergeants and Lateral Police Officer hires, who are not at the top step of their Pay Range shall be eligible to advance to the next step in the range within the timeframes indicated above, subject to a performance evaluation and the Police Chief’s recommendation. A Lateral Police Officer hired at Steps A or B, shall be eligible for the same merit advancement schedule as provided to Entry-Level Police Officers.

3. POST Certificate Pay – Sworn Officers.

Certificate Pay shall be provided for Employees who have earned a Peace Officer Standards and Training, (hereinafter “POST”) Basic Certificate, Intermediate Certificate and Advanced Certificate.

Pay will be provided the pay period immediately following receipt of the certification from POST effective the issue day of the certificate.

A. POST Basic Certificate. The City agrees to pay two (2%).0 percent of Base Salary for Police Officers and Police Sergeants who have earned a POST Basic Certificate.

B. POST Intermediate Certificate. The City agrees to pay an additional five (5%).0 percent above POST Basic Certificate Pay for Police Officers and Police Sergeants who have earned a POST Intermediate Certificate.

C. POST Advanced Certificate. The City agrees to pay an additional five (5%).0 percent above POST Intermediate Certificate Pay for Police Officers and Police Sergeants who have earned a POST Advanced Certificate.
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25 4. Police Corporal Assignment Pay.

Police Officers, serving on Special Assignment as Police Corporals, who are not receiving any other Assignment Pay, shall receive additional pay for this assignment. Police Corporal Assignment Pay shall be calculated as an hourly rate equivalent to five (5%).0 percent of the employee’s base hourly rate of pay. The Police Corporal Special Assignment program will be codified in the Suisun City Police Department Policy Manual.

5. Field Training Officer Assignment Pay.

Police Officers, who are certified FTO Trainers, and not receiving any other Assignment Pay, shall receive FTO Assignment Pay while they are training a regular or reserve officer. At no time shall FTO Assignment Pay for one or more FTOs who are training the same trainee for one shift exceed the total hours worked by the trainee during that shift. FTO Assignment Pay shall be calculated as an hourly rate equivalent to 5.0 percent of the employee’s base hourly rate of pay.

6. Officer-in-Charge Assignment Pay.

Police Officers, who are not receiving any other Assignment Pay, shall receive OIC Assignment Pay while they are serving as the Officer in Charge (hereinafter “OIC”) in the absence of a Police Sergeant for a period of at least one hour. OIC Assignment Pay shall be calculated as an hourly rate equivalent to five (5%).0 percent of the employee’s base hourly rate of pay.

7. Detective Assignment Pay.

Police Officers and Sergeants serving on special assignment as Detective, who are not receiving any other Assignment Pay, shall receive Detective Assignment Pay. Detective Assignment Pay shall be calculated as an hourly rate equivalent to five (5%).0 percent of the employee’s base hourly rate of pay.

8. Sworn Officer Longevity Pay.

Upon the completion of five (5) years of continuous full-time City service, represented employees shall be entitled to a three (3%).0 percent increase in compensation; employees who complete ten (10) years of continuous full-time City service shall be entitled to an additional three (3%).0 percent increase in compensation (for a total of six (6%).0 percent).

8.9. Range Qualification.

With the prior approval of an Employee’s supervisor, range qualifications on off-duty hours shall be paid at the applicable Overtime Rate for a minimum of 2.0 hours. Except as provided in Article XIthe articles pertaining to CTO accrual, the time shall be in the form of a cash payment or compensatory time off (hereinafter “CTO”) at the Employee’s option.

ARTICLE 2 HOURS OF WORK

1. Workweek/Workday.
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26 At the discretion of the City, Regular Full-Time Employees shall be assigned to one of the following work schedules:

A. A. For full-time Employees the normal workweek will be 40.0 hours of five consecutive days within any seven-day period, and the Workday will be 8.0 hours within any 24-hour period. This does not prohibit the City from extending the Workday or workweek pursuant to the Overtime provisions of this Agreement. A forty (40) 40.0- hour workweek consisting of five (5) consecutive eight (8)8.0- hour days in a seven (7)- day period (hereinafter “5/40”), beginning at noon on Friday through 11:59 am on the following Friday. All other work schedules shall be considered Alternative Work Schedules (AWS).

A.B. B. The workweek will begin on Friday at noon and end the following Friday at noon.Authorized Alternative Work Schedules include: four (4) consecutive ten (10) hour days in a seven (7) day period (hereinafter “4/10”), or nine (9) workdays totaling eighty (80) hours during a fourteen-day period (hereinafter “9/80”), or twelve (12) hour shifts consisting of six (6) workdays of twelve (12) hours and a seventh (7th) workday of eight (8) hours, totaling eighty (80) hours during a fourteen-day period (hereinafter “3/12/8”), or twelve (12) hour shifts consisting of seven (7) workdays during a fourteen (14) day period (hereinafter “3/12”). AWS may include any other configuration approved by the Police Chief and City Manager.

B.C. AWS Assignments are subject to recommendation of the Police Chief and City Manager approval and shall not be considered permanent. At such time as the Police Chief and City Manager determine that an AWS does not meet departmental needs for any or all employees, the City can change or discontinue the AWS upon thirty (30) day notice to the affected employee(s) and the SCPOA of the change or discontinuation, with no meet and confer required, but the SCPOA shall be afforded the opportunity to explore alternative, nonbinding options, with the Police Chief during that 30-day notice period.

The POA retains the right to file a grievance over this provision.

2. 3. C. The Parties agree that if an Employee is assigned to a 4/10 alternative work schedule (hereinafter “AWS”), that Employee shall have a normal workweek of 40.0 hours or four consecutive days within any seven-day period, and the Workday will be

10.0 hours. Time worked in excess of 10.0 hours per day shall be subject to the Overtime provisions of this Agreement.

4. 5.2. D. The Parties agree to meet and confer regarding work hours and related Overtime provisions of alternative work schedules such as the 3/12, 4/10, and 9/80 AWS plans. A side letter will be utilized to document the understanding of the Parties regarding such alternative work schedules.Rest Periods.

Whenever an employee is assigned to a fixed schedule shift of more than 10 hours, there shall be a mandatory minimum rest period of eight (8) consecutive hours between the end of one 261

27 scheduled work shift and the start of the next scheduled work shift. Mandatory rest periods interrupted by a court appearance will begin 30 minutes after the employee is released from court, rounded to the nearest quarter hour.

Example:

A. If an employee completes a regular work shift at 6 a.m. and has a scheduled court appearance at 2 p.m. the same day, the 8 consecutive hours occurs between 6 a.m. and 2 p.m. and there is no mandatory rest period after the court appearance is completed.

B. If an employee completes a regular work shift at 6 a.m. and has a scheduled court appearance at 8:30 a.m. the same day, and the court appearance is over by 9:30 a.m., the 8 consecutive hours start at 10 a.m. and ends at 6 p.m., the beginning of the next work shift. Therefore, there is no mandatory rest period after the court appearance is completed.

C. If an employee completes a regular work shift at 6 p.m. and has a scheduled court appearance at 10 a.m. the same day, and the court appearance is over by 10:45 a.m., the 8 consecutive hours starts at 11:15 a.m. and ends at 7:15 p.m. The employee is not required to take vacation, holiday, compensatory time or unpaid leave to cover the absence. An employee requiring a mandatory rest period shall immediately coordinate that absence with the on-duty supervisor.

6.3. Exceptions to Mandatory Rest Period.

In the event of a critical incident and/or when the shift falls below the minimum staffing (1 supervisor and 2 officers), employees may be ordered by the shift supervisor to return to work before the 8 consecutive hours of rest period are completed. The remaining hours of the mandatory rest period not completed, shall be compensated at the applicable Overtime Rate.

Example:

A. If an employee completes a regular work shift at 6 a.m. and has a scheduled court appearance at 1:30 p.m. the same day, and the court appearance is over by 4 p.m., and the 8 consecutive hour starts at 4:30 p.m. and ends at 12:30 a.m.

B. If the employee is ordered to return to work before 12:30 a.m., those hours after the start of their scheduled shift (6 p.m.) until the end of the consecutive 8 hour rest period (12:30 a.m.) shall be compensated at the applicable Overtime Rate.

7.4. Work Schedule.

A. Except as provided in Subsection D of this Section, the City shall not reschedule an Employee’s shift to split the Employee’s days off. If an Employee requests a shift change with another Employee, this shall not be considered a rescheduling by the City and the Employee shall not be paid at the Overtime Rate.

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28 B. Except as provided in Subsection D of this Section, in the event the City changes an Employee’s regularly scheduled shift without at least five days’ notice, those hours shall be paid at the applicable Overtime Rate. Notice shall consist of oral notification or written notification placed in the Employee’s shift box.

C. Except as provided in Subsection D of this Section, in the event the City assigns or schedules an Employee to work a shift with notice of fewer than twelve hours between his/her last assigned shift or scheduled duty, then the second shift shall be paid at the applicable Overtime Rate.

D. The exceptions to Subsections A, B, and C of this Section are as follows:
1) Employee-requested shift changes.
2) Changes made in the schedule of an Employee assigned to a training function. 3) A general departmental shift change.
4) Employees assigned to a short-term, non-patrol function such as: boat patrol, crime suppression, major incident call outs, DUI checkpoints, and SWAT. 5) Time already compensated under the Overtime provisions of this Article.

E. Employees will be given the opportunity to indicate shift preference on a seniority basis.

When making shift assignments, the Department shall consider such preferences, but they shall not be binding. Employees may remain on the same shift for up to 18 months.

8.5. Meal Periods

A. Except as provided in Section D of this subsection, all Employees shall be entitled to a 45-minute meal period to be included in the regular shift.

B. Employees assigned to a course of training, a non-patrol assignment, and who are not required to be on-duty during their meal period, shall not be compensated for the time spent on the meal period.

C. Employees assigned as the School Resource Officer (SRO) or to an investigations assignment shall be afforded a paid one-half hour lunch period, during which the SRO shall be subject to call-out.

D. Officers assigned to court shall be compensated for time spent on their meal period, providing they are required to return to court after the meal period.

9.6. Flex Time.

Time worked in excess of the Employee’s regularly scheduled Workday may be taken as “flex time” on an hour-for-hour basis provided that:

A. The time is taken within the same workweek that it is earned; and 263

29 B. The determination that such time is considered “flex time” is mutually agreed upon by the Employee and the Employee’s supervisor; and

C. The supervisor adjusts the posted work schedule.

ARTICLE 3 STANDBY-BY PAY

Any Employee who is required by a directive from a first-level supervisor or above, or an order by the Court or the District Attorney or his/her representative, to remain available for duty or to remain available to appear in Court (and is thereby placed on “stand by”) and is restricted from travel to any area or location which would preclude the Employee’s return to duty within one hour, or is required to maintain telephone contact or pager contact at all times during such stand-by period, shall receive Stand-By Pay, which shall be compensated at the rate of one-half of the Employee’s Regular Salary (straight-time hourly) rate for the time period that the Employee is on “stand by”.

ARTICLE 4 OVERTIME PAY

1. For the purpose of Overtime and minimum time calculations, an Employee may not be paid twice for the same time period. If time periods overlap, then the time shall be calculated as a continuous work period.

The City agrees to compensate Employees scheduled for five days, 8.0 hours per day, in the workweek, or four days, 10.0 hours per day if assigned to a 4-10 AWS, at a rate of one and one-half times the Employees’ regular rate (hereinafter “Overtime Rate”) for each hour of work required in excess of their scheduled hours per Workday or 40.0 hours per workweek.

2. 3. Employees shall be compensated at the of payapplicable Overtime Rate for work assigned in excess of the regularly scheduled work hours.

4.2. The Work Period for Sworn Employees is 14-days per the FLSA 7K exemption. Sworn employees will be paid at the Overtime Rate for all hours worked in excess of eighty (80) hours per 14-day FLSA work period.

5.3. All time on paid leave status will be considered hours worked for the purpose of computing Overtime.

6.4. Work schedules may be temporarily realigned for Employees attending Job-Related Training. Consistent with the realigned work schedule, Employees traveling to and from such training outside of those work hours, minus the time it would take to drive to and from their residence to the SCPD, shall be compensated by the City. The Employee shall receive written approval in advance for such compensated travel.

7.5. Employees attending job-related and, assigned training shall receive credit for the total amount of hours scheduled for that training even if it is less than the original scheduled time. 264

30 However, Eemployee travel time, however, shall not be calculated as overtime if that travel time falls withininto the scheduled course hours.

8.6. When an Employee is expected to be absent for one or more workweeks for Workers’ Compensation Leave (4850 or Temporary Total Disability), Sick Leave, Family or Medical Leave pursuant to state and federal law, or a non-paid status, the employee’s work schedule shall be converted to a five (5) day, forty (40) hour work week at the beginning of the work period following receipt of such information, or, if known prior to the work period in which the absence will occur, at the beginning of the work period in which the absence begins.

9. 10.7. Employees working on an authorized and documented temporary assignment under Light Duty or a Reasonable Accommodation will have their work schedule changed to meet the needs of the unit to which they are assigned during these temporary assignments.

11.8. The parties agree to meet and confer regarding implementation of a different FLSA work period for sworn employees.

ARTICLE 5 COMPENSATORY TIME OFF (CTO)

1. CTO Accumulation.

Except as otherwise provided in this Article, an Employee shall have the discretion to have the compensation for hours worked on an Overtime basis credited as either CTO or paid Overtime.

The maximum accumulation of CTO is as follows: the first 10 years of City service: 160.0 hours; over 10 years of City service: 200.0 hours. If an Employee is at or above the CTO limit, he/she will prospectively only get paid Overtime (as opposed to CTO) for Overtime worked. Once the CTO balance has been reduced by 40 hours below the limit, an Employee will again be allowed to accrue CTO as opposed to receiving Overtime pay. Employees shall schedule time off using CTO only with prior Police Chief approval.

2. Backfilling on CTO.

When one Employee uses CTO to be off work on a paid basis, and if the Employee who backfills the first Employee would be working in an Overtime situation, the backfilling Employee may not accrue CTO for that backfilling role.

3. Grant-Funded CTO.

In order to ensure that the General Fund in not negatively impacted, Employees working Overtime on a grant-funded project or assignment shall receive compensation for Overtime hours worked on a paid basis only.

4. CTO Cash-Out.

Employees are allowed to cash out a maximum of sixty (60) hours of CTO amount as accrued by January of each year (1-10 years of service to Suisun City: 40 hours; 10 years and above: 50 hours). The combined total annual cash-out between Vacation, Holiday and CTO may not 265

31 exceed sixty (60) hours. The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each Employee’s current CTO balance.

Employees may make an irrevocable request for the upcoming calendar year to cash-out CTO by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form which must be in the calendar year preceedingpreceding the January cash-out. With the exception of the January cash-out, Employees may not cash out CTO except upon leaving City Service. No CTO cash-out election will be allowed for any Employee for a period of four months following the last day of a suspension from duty for disciplinary reasons.

ARTICLE 6 VACATION LEAVE

1. Vacation Accrual.

The accumulation of Vacation Leave shall commence effective with the date of hire according to the following schedule and be prorated on a pay period basis:

A. For the first five years of service. Employees shall earn and be credited with Vacation Leave at the rate of 80.0 hours per year (3.08 hours per Pay Period).

B. Commencing with the sixth year. Employees shall earn and be credited with Vacation Leave at the rate of 120.0 hours per year (4.62 hours per Pay Period).

C. Commencing with the eleventh year. Employees shall earn and be credited with Vacation Leave at the rate of 144.0 hours per year (5.54 hours per Pay Period).

D. Commencing with the sixteenth year of service. Employees shall earn and be credited with Vacation Leave at the rate of 160.0 hours per year (6.15 hours per Pay Period).

2. Maximum Accumulation.

Employees with 15 or fewer years of service with the City may accumulate up to a maximum of 240.0 hours of Vacation Leave. Employees with over 15 of service with the City may accumulate up to a maximum of 320.0 hours of Vacation Leave. Under exceptional circumstances, such as heavy workloads or staffing shortages, the City Manager may authorize the accumulation of additional Vacation Leave. If an Employee is at the limit, he/she must request to take Vacation Leave off. If a written request to do so is disapproved, the limit may be increased by the City Manager. Failure to request time off will result in stopping the accrual of Vacation Leave until the balance is reduced by 40 hours.

3. Vacation Buy BackCash-Out.

Employees may not cash out Vacation Leave except upon leaving City Service or in the case of an emergency with City Manager approval during the annual January cash-out. The combined total annual ash-out between Vacation, Holiday and CTO may not exceed sixty (60) hours. The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each employee’s current Vacation balance. Employees may 266

32 make an irrevocable request for the upcoming calendar year to cash-out Vacation by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form which must be in the calendar year preceding the January cash-out. No Vacation cash-out election will be allowed for any Employee for a period of four months following the last day for a suspension from duty for disciplinary reasons.

4. Illness During Vacation.

5. Upon Death.

When separation is caused by death, payment equivalent to accrued Vacation Leave shall be made to the Employee’s estate.

ARTICLE 7 UNIFORMS AND CLEANING

A clothing allowance shall be paid by the City as provided below:

1. Uniform Allowances. Annually, the City shall pay those Employees required to wear uniforms $1300, to be paid in regular paychecks on a pro-rata basis, equally divided across each of the 26 paychecks.

2. New Employees may receive an advance of their first uniform allowance payment.

Should a new Employee leave employment with the City prior to completion of one year, the advanced clothing allowance shall be withheld from his/her final paycheck or shall otherwise be returned to the City.

3. If an Employee terminates employment with the City prior to the payment of the allowance, the Employee shall not receive the clothing allowance.

4. The City agrees to replace or repair uniforms or equipment required by general order of the department that are damaged in the scope of employment. Said repairs should be completed only when they do not adversely affect the appearance or function of the item.

Items of substantial age or heavily worn may be prorated for replacement.

ARTICLE 8 SOFT BODY ARMOR

1. The City will purchase a soft-body armor vest for each officer.

2. The vendor will be chosen by the City. The department will purchase up to a level II vest. Any vest upgrade will be the responsibility of the officer, who will forfeit that upgrade should they have to relinquish the vest to the department due to separation during probation as outlined in item 6 of this section.
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33 3. The City will replace the safety vest five years after the date of purchase or upon proof that the vest is defective.

4. The vest shall remain the property of the City. Ownership shall transfer to the Employee if the Employee separates from service on good terms after at least one year of employment, or upon completion of probation in the case of newly hired officers.

5. The Employee shall be required to wear the vest while assigned to patrol duties.

6. Should an Employee separate from City Service prior to the completion of probation, the vest shall be returned to the City.

ARTICLE 9 VEHICLE ASSIGNMENT

1. Having personnel with expertise in investigations on an on-call status is crucial to the daily operations of this agency. Those personnel assigned to Investigations are required to respond as rapidly as possible to an event requiring their expertise. For this reason, the Department may assign a take-home vehicle to members assigned to Investigations and subject to being on-call. It is the policy of the Suisun City Police Department to restrict the assignment of such vehicles to individuals within a seventy-five (75)-mile radius from the Police Department, except as otherwise approved by the Police Chief.

2. Members assigned a take home vehicle are to adhere to the provisions of the Police Department’s Vehicle Use and Drug and Alcohol-Free Workplace policies, except as follows:

3. Members assigned to Investigations, with the approval from the Police Commander, are authorized to take an assigned city vehicle home. City owned vehicles are to be left at the Police Department during vacations or other periods of leave or extended leave or extended absence, except as authorized by the Police Commander.

4. When a member is on-call, the vehicle may be operated for local usage to maintain their on-call availability and in lieu of on-call or standby compensation. The member is required to be reachable by phone, able to return to work within sixty (60) minutes of being called and is to refrain from activities which might impair their ability to safely perform assigned duties.

5. When a member is not on-call, off duty usage is restricted to travel to and from work or other work-related purposes. Limited, incidental personal business while traveling to and from work is allowable.

6. Members may carry passengers in the vehicle; however, they shall not dress in a manner or exhibit conduct that will bring discredit upon the City. Members are responsible for the appearance and conduct of all passengers in their take-home vehicle.

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34 ARTICLE 10 EDUCATION AND REIMBURSEMENT

1. Approval.

On the written recommendation of the Police Chief and the written approval of the City Manager, an Employee may embark on an approved course of study to enhance theirhis/her job skills. A course of study may include courses needed to gain a degree in a job-related field, or to improve opportunities for advancement or promotion with the City of Suisun City. Such a course of study would not qualify as “self-sponsored training” under the Advanced Assignment and Career Development Program. Any time spent pursuing a course of study shall not be considered being on an on-duty/paid status. If the Police Chief does not recommend reimbursement for a course of study, then the Employee may appeal to the City Manager, whose decision shall be final. Employees shall not engage in any course of study covered herein, while on duty. Department-mandated job-related training is separate from voluntary education and, is provided on-duty and is determined based on the needs of the department.

Employees seeking physical fitness program allowance will reduce the amount of education reimbursement they are eligible to receive by an amount equal to the reimbursement received under the physical fitness program.

2. 3.2. Alternative Programs Available.

Each fiscal year, employees may choose from one of the following Education Reimbursement programs: A) Reimbursement of up to $1,800 for pursuit of a college degree, B) Reimbursement of up to $750 for job-related courses or a certificate program; or C) a loan under the Safety Education Loan Forgiveness (SELF) Program. Courses require pre-approval, prior to the date of enrollment in the course, to ensure the expense is eligible under the MOU.

4.3. Education Reimbursement for Pursuit of a Degree.

For those Employees pursuing an Undergraduate or Graduate Degree, the maximum reimbursement is $1,800 per fiscal year for eligible expenditures that have occurred during that fiscal year. Upon successful completion of the course work (a grade of “C” or better), the Employee shall submit to the Police Chief, copies of dated receipts showing education costs (tuition, books, materials), as well as transcripts, grades or certificates showing successful course completion.

5.4. Education Reimbursement for Job-Related Courses.

For those Employees pursuing an approved course of study that does not involve receiving a college degree, the maximum reimbursement is $750 per fiscal year. Upon successful 269

35 completion of the course work (a grade of “C” or better), the Employee shall submit to the Police Chief, copies of dated receipts showing education costs (tuition, books, materials), as well as transcripts, grades or certificates showing successful course completion. Job-related training (as opposed to education) will be based on the needs of the department, and it will be provided on an on-duty/paid basis.

6.5. Safety Education Loan Forgiveness (SELF) Program.

SCPOA and the City agree with the interest of enhancing the training and retaining of SCPD employees. The Safety Education Loan Forgiveness (SELF) Program would be established to provides a forgivable loan amount of up to a maximum $10,000 per employee for a program leading to a bachelor’s degree or other advanced degree (master’s or doctorate). The City would pay an amount up to $5,000 per fiscal year on behalf of the employee to the educational institution employee for tuition and related direct expenses as provided below:

A. In order to be eligible for the program, an employee must have been an employee of SCPD for a minimum of one (1) year and have completed field training. The course of study must be approved in advance, be relevant to the City, and be from a regionally accredited, degree-granting institution. The City will develop a list of preapproved courses of study in consultation with SCPOA. Course of study may include courses in a job-related field, or to improve opportunities for advancement or promotion within the City.

C. If an employee (1) does not complete the program within the four years, (2) quits the program, or (3) leaves City service prior to completion of the program, repayment of all funds disbursed under the program would be due back to the City. The repayment would be required to be paid via a payroll deduction (presumably from paid leave cash- out). In the event of insufficient paid leave balances, employees would be permitted to spread the amount due back to the City in equal payments for up to one (1) year, provided they are in City service during this time. If they leave City service during this repayment period, any balance remaining on the final date of employment would become immediately due and payable.

D. Upon successful completion of the program, provided an employee remains in City service, the Safety Education Lloan SELF Program loan would be forgiven after the fifth year after the two-year program period completion of five years of city service after graduating. If an employee successfully completes the program, but leaves City service prior to this time, the loan would be required to be paid via a payroll deduction (presumably from paid leave cash-out) based on the following schedule:

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36 1) 100% repayment for an employee who leaves City service during the first two years after the initial two-year program periodwithin one (1) year after graduation from the program.
2) 75% repayment for an employee who leaves City service during the third year after the initial two-year program period within two (2) year after graduating the program.
3) 50% repayment for an employee who leaves City service during the fourth year after the initial two-year program period within three (3) years after graduating the program.
4) 25% repayment for an employee who leaves City service during the fifth year after the initial two-year program period within four (4) years after graduating the program.
5) 0% repayment for an employee who leaves City service after the fifth year after the initial two-year program period h(loan forgiven).

E. Loan Forgiveness. The city agrees that any loan amount up to ten thousand dollars ($10,000.00) dollars provided under the SELF program will be forgiven if the employee earns a bachelor’s degree or higher and completes five (5) years of services with the city after graduation. If the employee separates from city service or does not complete the program within the four years, the employee will be required to reimburse the city per the schedule outlined herein.

ARTICLE 11 PHYSICAL FITNEESS PROGRAM

An Employee, uUpon approval of the Police Chief, Employees may apply receive an annual allowance of up to $250 of the employee education and training incentive pay reimbursement, as reimbursement for 50 percent of actual to be used toward fifty (50%) percent of the cost of health club membership or other approved physical fitness training. Reimbursement The Physical Fitness allowance will be made twice annually and included with payment of the uniform allowance paid on the regular paychecks on a pro-rata basis, equally divided across each of the 26 pay checks. Requests for reimbursement must be submitted by the Employee at least 30 days prior to the scheduled reimbursement date. Employees must opt into the Physical Fitness Program annually, during the month of June for the following fiscal year.

Employees will be required to submit verification of membership at a health club or in another physical fitness training program and must maintain membership throughout the year to continue receiving this allowance. Employees must immediately report termination of their health club or physical fitness program membership to avoid overpayment of this allowance.

This reimbursement allowance may only be used for club dues or other approved physical fitness training regimen and may not be used to purchase home gym equipment.

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37 APPENDIX B – DISPATCH EMPLOYEES

ARTICLE 1 PROBATIONARY PERIOD

Rules regarding Probationary Period are set forth in Section 7.5 of the Personnel Rules. These rules are amended to include the following provision:

ARTICLE 2 PERFORMANCE EVALUATIONS

1. Annual Performance Evaluation.

2. Purpose.

3. Procedure.

The Human Resources Unit shall approve the format for performance evaluations, which may vary by department, Position, or Employee’s responsibilities. The Employee’s Department Head or designee will provide a written evaluation of the Employee’s performance in a variety of skill or performance areas.

ARTICLE 3 MERIT INCREASES

In order to advance to a higher step in the salary range, the evaluation must demonstrate that the advancement is merited on the basis of job performance. Performance ratings shall guide supervisors and Department Heads in determining whether merit advancements have been earned and should be recommended to the City Manager. Department Heads shall have the authority and responsibility to withhold or delay merit advancements if such advancement is not merited.

ARTICLE 4 ADDITIONAL COMPENSATION

1. POST Certificate Pay – Dispatch Employees.
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38 The City shall pay two (2%) percent of Base Salary to employees in the Public Safety Dispatcher I/II/Senior classifications who have earned a Peace Officer Standards and Training (hereinafter “POST”) Basic Certificate.

A. Public Safety Dispatcher I/II/Senior employees in possession of a POST Basic Certificate as of 7/1/2023, will receive the POST Certificate Pay during the first pay period following 7/1/2023.

B. Public Safety Dispatcher I employees will be provided the POST Certificate Pay in the first full pay period immediately following the City’s receipt of the certification from POST effective the issue day of the certificate.

2. Incentive Pay.

A. Upon recommendation of the Department Head and the approval of the City Manager or designee, the City will provide training incentives for special education and certification not already required as part of the Employee’s job classification and obtained outside the Employee’s working hours. Employees receiving Incentive Pay must maintain certification consistent with the rules of the issuing authority. Failure to do so will result in a suspension of this benefit for a period not to exceed six months.

During this suspension period, the Employee must cure the reason for loss of certification, or the suspension shall become permanent.

B. Authorized Incentive Pay for special education and certifications shall be as follows: All Employees Covered by Agreement for an AA Degree or Higher 3%

3. Solo Dispatch Pay.

The City endeavors to provide adequate coverage during peak dispatch operations periods.

When a dispatcher works alone for five (5) or more hours, the City will provide a two (2%) percent increase in compensation for that shift for the full duration of that shift.

4. Dispatch Employee Longevity Pay.

A. Effective the first pay period following 7/1/2023, upon the completion of ten (10) years of continuous full-time City service, represented employees shall be entitled to a two (2%) percent increase in compensation. Employees who complete fifteen (15) years of continuous full-time City service shall be entitled to an additional two (2%) percent increase in compensation (for a total of four (4%) percent).

B. Dispatch Employee Longevity Pay. Effective the first pay period in July 2024, upon the completion of five (5) years of continuous full-time City service, represented employees shall be entitled to a three (3%) percent increase in compensation; employees who complete ten (10) years of continuous full-time City serve, shall be entitled to a three (3%) percent increase in compensation (for a total of six (6%) percent.)

ARTICLE 5 HOURS OF WORK
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39 1. Attendance.

Employees shall be in attendance at their workstation in accordance with departmental schedules unless on approved leave.

2. Work Schedules.

At the discretion of the City, Regular, Full-Time Employees shall be assigned to one of the following work schedules:

A. A 40.0-hour workweek consisting of five consecutive 8.0-hour days in a seven-day period (hereinafter “5/40”), beginning at noon on Friday through noon on the following Friday. All other work schedules shall be considered Alternative Work Schedules.

B. An Alternative Work Schedule, such as four consecutive 10.0-hour days in a seven-day period beginning at noon on Friday through noon on the following Friday (hereinafter “4/10”), or nine workdays totaling 80 hours during a fourteen-day period beginning at noon on Friday through noon on the following Friday (hereinafter “9/80”), or any other configuration approved by the Department Head and City Manager. Assignment to an Alternative Work Schedule is subject to Department Head recommendation and City Manager approval and shall not be considered permanent. At such time as the Department Head and City Manager determine that the schedule does not meet departmental needs, the Employee shall be reassigned to another work schedule.

C. Employees shall not be scheduled to work more than seven consecutive days without two scheduled days off, except in emergency situations.

D. Employees assigned to an Alternative Work Schedule may have the start of the workweek changed in accordance with the requirements set forth in the Fair Labor Standards Act.

F. F. All paid leave (Sick Leave, Vacation Leave, Holiday Leave, and CTO) shall be charged to the Employee’s paid leave balance(s) for all hours not worked up to the scheduled hours for that day(s). For example, if an Administrative Assistant is off sick on a 9.0-hour day, that Employee’s Sick Leave balance would be reduced by 9.0 hours for that absence. Similarly, if a Holiday falls on a 9.0-hour Workday, the Employee would receive 8.0 hours of Holiday Time Off and the balance of 1.0 hour may be made up through use of Vacation Leave, Holiday Leave, or CTO. Sick Leave may not be used to make up for Holiday Time Off shortfalls.

3. Conflict with FLSA.
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40 The City and SCEASCPOA acknowledge that where this Article may conflict with the Fair Labor Standards Act, the Act shall take precedence.

4. Breaks.

All Employees shall be entitled to receive a 15.0-minute break for every 4.0 hours of work or major fraction thereof.

5. Dispatch Schedule Meet and Confer.

The parties agree to meet and confer on the work schedule for represented Dispatch employees.

ARTICLE 6 ON-CALL (STANDBY) DUTY

The following procedures shall apply exclusively to On-CallStandby assignments for Police Dispatchers where when so assigned and where, Dispatchers are required to make themselves available for a share of weekly Dispatcher On-Call (sometimes referred to as Standby) duty:

1. Dispatcher On-Callstandby will be assigned based on schedules and availability.

2. Dispatchers scheduled for On-Call Standby Duty agree to be “available” for Call- Out for the days and times scheduled. Availability includes the ability to respond within one (1) hour of notification and refrain from the consumption of alcohol, which may render Employee unable to respond upon Call- Out.

3. Dispatchers shall be available by phone and shall respond to the phone call and arrive at the worksite as directed.

4. Dispatcher On-Call Standby Duty schedules shall be assigned in two 12-hour increments when a potential vacancy could cause a lack of adequate staffing in the communications center.

5. Dispatchers who have been scheduled for On-Call Standby DDuty and either fail to be “available” or fail to report for work once notified, shall be subject to disciplinary action.

6. Dispatchers who are ill shall contact the on-duty supervisor at the soonest opportunity time available, so that the scheduled On-Callstandby employee can make the necessary arrangements to fill the shift in need. The employee on the shift prior to the vacant shift may be held over until such a time as the On-Callstandby employee relieves them. Under no circumstance shall the communications center be left without any personnel. The purpose of this procedure is to ensure the communications center always has a back-up if the on-duty person on a minimum staffed shift becomes ill or otherwise no longer available to work.

7. Dispatchers may request that their supervisor consider trading or rescheduling their On- Call Standby Duty assignment with another Employee. The supervisor shall retain the option of releasing the Employee from the scheduled On-Call Standby Duty assignment. 275

41 8. Dispatchers scheduled for weekday On-Call Standby Duty (from the end of the workday on one day to the beginning of the next workday during the work week, which is from 12:00 am Monday through 11:59 pm Friday) will receive two (2) hours of On-Call Standby Pay per day at the employee’s regular rate of pay.

9. Dispatchers scheduled for weekend On-Call Standby Duty (from the end of the Workday on the last day of the regular workweek to the start of the Workday at the beginning of the next workweek, 12:00 am Saturday through 11:59 pm Sunday) will receive two (2) four (4) hours of On-Call Standby Pay per day at the employee’s regular rate of pay.

10. Dispatchers scheduled for Holiday On-Call StandbyDuty (from 12:00 am to 11:59 pm on a recognized City Holiday) will receive two (2) six (6) hours of On-Call Standby Pay per day at one and one half (1-1/2) times the employee’s regular rate of pay.

11. In the event of a Call- Out, the Dispatcher shall be paid for a minimum of two (2)2.0 hours of time at the appropriate pay rate or receive equivalent CTO, at the employee’s option.

Employees working more than two (2)2.0 hours shall be paid hour-for-hour of the time worked at appropriate pay rate or receive equivalent CTO, at the Employee’s option.

12. In the event a Call- Out occurs which requires the Dispatcher to work any amount of time between 12:00 am and 11:59 pm of a holiday, the Employee shall be paid for a minimum of two (2).0 hours of time at 1.5 times their hourly rate of pay or receive equivalent CTO, at the Employee’s option.

Example: Call- Out begins at 11:30 pm and ends at 1:30 am, Dispatcher receives 2 hours of Call Out pay at 1.5 times their hourly rate.

ARTICLE 7 OVERTIME

The following procedures shall apply to Overtime and Compensatory Time Off (hereinafter “CTO”):

1. 5/40 Work Schedule.

For all Employees assigned to a 5/40 work schedule, all work performed in excess of 40.0 hours in a workweek or 8.0 hours in a day, that was approved in advance by the Department Head (except emergency Overtime associated with a Call Out), shall be paid at one and one-half times the Employee's regular pay.

2. Alternative Work Schedules.

Employees on a 4/10 or a 9/80 Alternative Work Schedule shall not be eligible for Overtime until they have worked a full scheduled Workday.

3. Employee-Requested Flextime.
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42 In the event of pre-approved, Employee-requested flextime, Employees shall not be eligible for Overtime until they have worked a full scheduled workweek.

4. Paid Leave Considered Hours Worked.

For purposes of Overtime computation, all paid time including Sick Leave, Vacation Leave, Holiday, and CTO shall be considered hours worked.

ARTICLE 8 COMPENSATORY TIME OFF (CTO)

1. Overtime Credited as CTO.

Except as provided in Section 62 of this Article, Overtime worked may be credited as CTO or be paid as Overtime at the discretion of the Employee. CTO will be credited at a rate of one and one-half times the Overtime hours worked. The maximum accumulation of CTO is as follows:

A. Under five years of City service: 80.0 hours;

B. Five to under ten years of City service: 90.0 hours;

C. Ten to under 15 years of City service: 100.0 hours;

D. 15 years and over of City service: 120.0 hours;

E. Any Overtime worked in excess of these limits shall be compensated on a paid basis.

2. Above CTO Limit.

If an Employee is at or above the CTO limit, he/she will prospectively only get paid Overtime (as opposed to CTO) for Overtime worked. Once the CTO balance has been reduced by 40.0 hours below the limit, an Employee will again be allowed to accrue CTO as opposed to receiving Overtime pay. Upon separation of service, an Employee is entitled to receive the cash value of all accrued CTO.

3. CTO Cash-Out.

Employees are allowed to cash-out a maximum of 40.0 hours of CTO each January. The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each Employee’s current CTO balance. Employees may make an irrevocable request for the upcoming calendar year January cash-out of accrued CTO by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form which must be in the calendar year preceding the January cash-out.

With the exception of the November election, Employees may not elect cash-out of accrued CTO except upon leaving City Service. No CTO cash-out election will be allowed for any Employee for a period of four months following the last day of a suspension from duty for disciplinary reasons.

ARTICLE 9 VACATION LEAVE
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43 Use of Vacation Leave requires prior written approval by the Department Head or designee.

1. Vacation Accrual.

A. For the First Five Years of Service. Employees shall earn and be credited with Vacation Leave at the rate of 80.0 hours for those working 40.0 hours per week or a 9/80 schedule per pay period per year.

B. Commencing with the Sixth Year. Employees shall earn and be credited with Vacation Leave at the rate of 120.0 hours for those working 40.0 hours per week or a 9/80 schedule per pay period per year.

C. Commencing with the Eleventh Year. Employees shall earn and be credited with Vacation Leave at the rate of 160.0 hours for those working 40.0 hours per week or a 9/80 schedule per pay period per year.

D. Commencing with the Sixteenth Year. Employees shall earn and be credited with Vacation Leave at the rate 184.0 hours for those working 40.0 hours per week or a 9/80 schedule per pay period per year.

2. Maximum Accumulation.

3. Vacation Leave Cash-Out.

Employees may not cash out Vacation Leave except as authorized annually under Eligible paid Leve Cash-Out or upon leaving City Service.

4. Holiday During Vacation.

An Employee will not be charged 8.0 hours of Vacation Leave for a Holiday that occurs during his/her Vacation Leave.
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44 5. Illness During Vacation.

6. Separation From Service.

Upon separation from service, an Employee is entitled to receive the cash value of all accrued Vacation Leave.

7. Upon Death.

When separation is caused by death, payment equivalent to accrued Vacation Leave shall be made to the Employee's estate.

ARTICLE 10 ELIGIBLE PAID LEAVE CASH-OUT

As an alternative to CTO Cash-Out, employees are allowed to elect to cash-out a maximum of

40.0 hours of Eligible Paid Leave in November of the calendar year preceding such cash-out.

The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each Employee’s current Eligible Paid Leave balances.

Employees may make an irrevocable request for the upcoming calendar year to cash-out accrued Eligible Paid Leave by filling out and signing the form provided by Finance. The form must be submitted to Finance by the date provided on the form which must be in the calendar year preceding the cash-out. With the exception of the November cash-out election, Employees may not cash out Eligible Paid Leave except upon leaving City Service. No Eligible Paid Leave cash-out will be allowed for any Employee for a period of four months following the last day of a suspension from duty for disciplinary reasons. With respect to this Section, Eligible Paid Leave includes CTO, Holiday Leave, and/or Vacation Leave (in that order of usage).

Employees may not cash-out both CTO and Eligible Paid Leave in the same year.

ARTICLE 11 UNIFORMS AND UNIFORM ALLOWANCES

Uniform Allowances. Annually the City shall pay those Employees required to wear uniforms in the performance of their duties as follows:

Job Class Total
Senior Public Safety Dispatcher $900.00
Public Safety Dispatcher I/II $900.00
Community Services Officer I/II $900.00

Uniform allowance will be paid on the regular paychecks of pro-rata basis, equally divided across each of the 26 pay checks.

ARTICLE 12 MILEAGE REIMBURSEMENT
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45 Employees are encouraged to use City vehicles when conducting City business. When the use of private vehicles is required and approved by the Employee’s Department Head, the City shall provide mileage reimbursement at the mileage rate set each November by the Internal Revenue Service (Publication 917). The new rate shall be effective the following January.

ARTICLE 13 REIMBURSEMENT FOR EDUCATION OR TRAINING

1. Approval.

On the recommendation of a Department Head and the approval of the City Manager, any Employee may embark on an approved course of education to enhance his/her their job skills.

A course of study may include courses needed to gain a degree in a job-related field or to improve opportunities for advancement or Promotion with the City of Suisun City. If the Employee's Department Head will not recommend reimbursement for a course of study, the Employee may appeal to the City Manager or designee.

2. Reimbursement.

Reimbursement shall be at a rate of 50 percent (50%) of the cost per unit at Solano Community College, which shall not exceed $1,000 per Employee per year. If an Employee leaves City service within two years of receiving education reimbursement, the Employee must reimburse the City an amount equal to half of the total education reimbursement paid by the City. Upon successful completion of the coursework, the Employee shall submit to the Department Head copies of dated receipts showing education costs (tuition, books, materials, mileage), as well as transcripts, grades or certificates showing successful course completion.

Employees are eligible for educational reimbursement for approved classes, including tuition and books, which shall not exceed $1,000 per Employee per year. Upon successful completion of the coursework, the Employee shall submit to the Department Head and HR copies of dated receipts showing education costs (tuition, books, materials, mileage), as well as transcripts, grades or certificates showing successful course completion. If an Employee leaves City service within two years of receiving education reimbursement, the Employee must reimburse the City an amount equal to half of the total education reimbursement paid by the City.

ARTICLE 14 GRIEVANCE PROCEDURE

Rules regarding the Grievance Procedure are set forth in Chapter 11 of the Personnel Rules.

ARTICLE 15 DISCIPLINARY ACTION

1. Rules regarding the Disciplinary Action are set forth in Chapter 12 of the Personnel Rules. Section 12.8.2 of these Rules is hereby replaced with the following:

2. The Hearing Officer may be an arbitrator, a neutral third party, or a mediator. The Hearing Officer shall conduct an advisory review of the facts and issue a written opinion in the matter that is provided to all parties. The selection of an arbitrator, neutral third party, or 280

46 mediator shall be by mutual agreement of the parties. All direct costs involved with having an arbitrator, neutral third party, or mediator review the matter will be borne equally by the parties involved. However, in the event the disciplinary action is completely reversed, the City shall reimburse the SCEASCPOA for its share of the cost of the arbitrator, third party, or mediator.

3. In the event the parties are unable to agree on an impartial arbitrator, mediator, or third party, the parties will make a joint request for a list of five impartial mediators or arbitrators from the State Mediation and Conciliation Service. When such list is received, the parties shall meet within seven calendar days to select the mediator or arbitrator as follows:
the parties shall alternately strike the name of one mediator or arbitrator from the list until the name of one remains. That person shall serve as the mediator or arbitrator. The Party to strike the first name shall be determined by a toss of a coin.

4. The City Manager will review the opinion and either:

A. Accept the Recommendation. In the event that the City Manager accepts the recommendation, that decision will be final and not subject to further appeal.

B. Refer the Matter to the City Council. In the event that the City Manager rejects the recommendation, the matter shall be referred to the City Council. The Council shall conduct a closed session pursuant to Subsection 12.8.3.

ARTICLE 16 CONTRACTING OUT

[SIGNATURES ON NEXT PAGE]

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47 MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF SUISUN CITY AND
THE SUISUN CITY POLICE OFFICERS’ ASSOCIATION
JULY 1, 2023 THROUGH JUNE 30, 2025

CITY OF SUISUN CITY SCPOA
REPRESENTATIVES: REPRESENTATIVES:

______________________________ ______________________________ Gregory Folsom, City Manager Shaun A. Du Fosee, Labor Consultant SCPOA

______________________________ ______________________________ Christina Penland, HR Administrator Eric Vera, SCPOA Vice President

______________________________ ______________________________ Kris Lofthus, Deputy City Manager Sigfred Neri, SCPOA Representative

______________________________ ______________________________ Colin Tanner, Deputy City Attorney Amanda Marler, SCPOA Representative

Approved as to form
Aleshire & Wynder, LLP

______________________________
Elena Q Gerli, City Attorney

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AGENDA ITEM NO. 12

AGENDA TRANSMITTAL

MEETING DATE:

July 18, 2023

CITY AGENDA ITEM:

Council Adoption of Resolution No. 2023-___: Amending and Restating the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees.

FISCAL IMPACT:

The total cost of implementing the financial provisions of the Amended and Restated Schedule of Salary and Benefits for Unrepresented and Executive Management Employees is $176,711.00 with a direct impact to the General Fund of approximately $110,000.00 in Fiscal Year 2023-24. This has been incorporated into the adopted budget.

STRATEGIC PLAN:

Provide Good Governance.

BACKGROUND:

The Schedule of Salary and Benefits for Unrepresented and Executive Management Employees specifies the level of benefits for the City’s unrepresented employees. These benefits may be amended from time to time as desired by the City Council. It was most recently amended/updated on June 20, 2023, with Resolution No. 2023-72.

STAFF REPORT:

The City Council historically provides compensation or benefits adjustments for Unrepresented Employees comparable to those offered to represented City of Suisun City management employees.

The City and authorized labor relations representatives for each of the City’s bargaining units have met and conferred in good faith, on wages, hours and other terms and conditions of employment for successor Memorandum of Understandings (MOUs) covering fiscal years 2023-2025 pursuant to the requirements of the Meyers Milias-Brown Act, codified as Gov’t Code Sections 3500-3511.

The City and labor representatives for the Suisun City Employees’ Association (SCEA) reached a tentative agreement that was subsequently ratified by the membership on June 14, 2023. The SCEA MOU 2023-25 was approved by City Council on June 20, 2023.

The City and labor representatives for the Suisun City Management and Employees Association (SCMPEA) and the Suisun City Police Officers’ Association (SCPOA) have reached tentative agreements that were subsequently ratified by the membership on June 27, 2023. The tentative agreements and 2023-25 MOUs are on the City Council agenda for approval on this day, July 18, 2023.

As of the drafting of this report, the City has not yet reached tentative agreement with the Suisun City Professional Firefighters’ Association (SCPFA) on a successor MOU. The City is hopeful that the parties will come to a tentative agreement consistent with the wages and other terms and conditions provided to all other represented employees. The City will schedule a future agenda item on outcome of the SCPFA negotiations.

At this time, staff is recommending the City Council authorize Unrepresented and Executive Management Employees, including the City Manager, the same adjustments offered to the City’s employee bargaining groups, which would do the following if approved by the City Council:
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Provide wage adjustments to Unrepresented and Executive Management Employees, as follows:

Job Class
Wage Adjustment
Development Services Director

10.124%
Finance Director

10.124%
Fire Chief

0.234%
Human Resource Administrator

23.832%
Police Chief

16.746%
Public Works Director/City Engineer

18.724%
Recreation, Parks, & Marina Director

10.124%

Realign the benefits for the Human Resources Administrator with those provided to Executive Management Employees.

Increase Automobile Allowance by one-hundred dollars ($100.00) monthly.

Provide Longevity Pay of three percent (3%) for five (5) years of continuous years of full time City service, and three percent (3%) for ten (10) years of continuous service for a total of six percent (6%).

Provide the Police Chief with Longevity Pay of three percent (3%) for sworn law enforcement experience, and five percent (5%) POST Executive Management Incentive Pay.

Include Notary Pay allowance of $50.00 per month.

Several clean up items including clarifying application of the Plan for Unrepresented Executive Management employees and clearly delineating the salary and benefits for the Fire Battalion Chief and Chief Building Official classifications.

STAFF RECOMMENDATION:

It is recommended that the City Council adopt Resolution No. 2023- ___: Amending and Restating the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees.

DOCUMENTS ATTACHED:

1. Resolution No. 2023-___: Amending and Restating the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees.
a
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Amended and Restated Schedule of Salary and Benefits for Unrepresented and Executive Management Employees

2. Amended and Restated Schedule of Salary and Benefits for Unrepresented and Executive Management Employees - Redline

PREPARED BY:

Christina Penland, Human Resources Administrator
REVIEWED BY:

Kris Lofthus, Deputy City Manager
APPROVED BY:

Kris Lofthus, Deputy City Manager

ATTACHMENTS:

1. Resolution Amending Restating Salary Benefits Unrep and Exec Management.pdf a. Schedule of Salary and Benefits for Unrep and Exec Management.pdf 2 Schedule of Salary and Benefits for Unrep and Exec Management Redline.pdf 284
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Resolution No. 2023-__
Adopted July 18, 2023

RESOLUTION NO. 2023-__ A RESOLUTION OF THECITY COUNCIL OF THE CITY OF SUISUN CITY

AMENDING AND RESTATING THE SCHEDULE OF SALARY AND BENEFITS FOR

UNREPRESENTED AND EXECUTIVE MANAGEMENT EMPLOYEES
WHEREAS, on March 5, 2019, the City Council of the City of Suisun City adopted Resolution No. 2019-22, approving the Schedule of Salary and Benefits for Executive Management and Confidential Employees (the Plan); and
WHEREAS, on July 30, 2019, the City Council adopted Resolution No. 2019-87, making a number of significant changes to the Comprehensive Plan; and WHEREAS, on November 24, 2020, the City Council adopted Resolution No. 2020-144, providing several new provisions and clean up items no longer relevant; and WHEREAS, on June 29, 2021, the City Council adopted Resolution No. 2021-56, approving the Schedule of Benefits for Executive Management Employees (the Benefits Plan), changing the Plan title, eliminating the Confidential Employee Pay Program, providing several new provisions, and cleaning up items no longer relevant; and
WHEREAS, on July 20, 2021, the City Council adopted Resolution No. 2021-69, approving the Amended and Restated Schedule of Benefits for Unrepresented Employees clarifying classifications designated as “at-will” to be unrepresented, and approving various other changes; and WHEREAS, on April 5, 2022, the City Council adopted Resolution No. 2022-55, approving the Amended and Restated Schedule of Benefits for Unrepresented Employees to add the unrepresented class of Battalion Chief, provide for a Deputy City Manager designation and assignment pay, add Juneteenth as a recognized holiday, and add COBRA insurance coverage in addition to various clarifying changes; and
WHEREAS, on May 2, 2023, the City Council adopted Resolution No. 2023-44, approving the Amended and Restated Schedule of Benefits for Unrepresented Employees pertaining to compensation provisions; and
WHEREAS, on June 20, 2023, the City Council adopted Resolution No. 2023-72, approving the Amended and Restated Schedule of Salary and Benefits for Unrepresented and Executive Management Employees pertaining to restoring leave caps; and WHEREAS, the Schedule of Benefits for Unrepresented Employees may be adjusted at any time by the City Council; and
WHEREAS , the City Council now desires to further amend sections of the Schedule of Compensation and Benefits for Unrepresented Employees, including the City Manager, to update the title of the document to “Schedule of Salary and Benefits for Unrepresented and Executive Management Employees’ and to provide compensation adjustments and provisions consistent with those provided to represented employees; and

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Resolution No. 2023-__
Adopted July 18, 2023

NOW, THEREFORE, BE IT RESOLVED, that the City Council of the City of Suisun City hereby adopts Resolution No. 2023-____: Amending and Restating the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees.

PASSED AND ADOPTED at a Regular Meeting of said City Council of the City of Suisun City duly held on Tuesday, the 18th day of July 2023, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers: ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

WITNESS my hand and the seal of said City this 18th day of July 2023.

Anita Skinner
City Clerk

Exhibit A: Amended and Restated Schedule of Salary and Benefits for Unrepresented and Executive Management Employees
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Resolution No. 2023-__
Adopted July 21, 2023
1 CITY OF SUISUN CITY

AMENDED AND RESTATED

SCHEDULE OF SALARY AND BENEFITS

FOR UNREPRESENTED AND

EXECUTIVE MANAGEMENT EMPLOYEES
EFFECTIVE July 21, 2023
Adopted by Resolution No. 2023-_____

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Adopted July 21, 2023
2 Table of Contents
ARTICLE 1 INTRODUCTION .............................................................................................................................. 5 Section 01. AFFECTED EMPLOYEES. .............................................................................................................. 5 Section 02. FIRE BATTALION CHIEF. .............................................................................................................. 5 Section 03. CHIEF BUILDING OFFICIAL. ......................................................................................................... 5 Section 04. AT-WILL EMPLOYMENT STATUS. ............................................................................................... 5 Section 05. FUTURE ADDITIONAL CLASSIFICATIONS. ................................................................................... 6 ARTICLE 2 SALARY ........................................................................................................................................... 6 Section 01. SALARY SCHEDULE SYSTEM. ....................................................................................................... 6 Section 02. BASE WAGE INCRASES ............................................................................................................... 6 A. EFFECTIVE MAY 12, 2023. ....................................................................................................................... 6 B. EFFECTIVE JULY 21, 2023. ....................................................................................................................... 6 Section 03. LEVEL OF COMPENSATION. ........................................................................................................ 7 Section 04. ADVANCEMENT WITHIN THE SALARY SCHEDULE. ..................................................................... 7 Section 05. WORK SCHEDULES. .................................................................................................................... 7 Section 06. ALTERNATIVE WORK SCHEDULES. ............................................................................................. 7 Section 07. FLSA EXEMPT STATUS. ............................................................................................................... 7 ARTICLE 3 OTHER COMPENSATION ................................................................................................................ 7 Section 01. ACTING CITY MANAGER PAY. ..................................................................................................... 7 Section 02. DEPUTY CITY MANAGER ASSIGNMENT & PAY. .......................................................................... 7 Section 03. FIRE DUTY CHIEF STANDBY PAY. ................................................................................................ 8 Section 04. ADVANCED EDUCATION COMPENSATION. ................................................................................ 8 Section 05. AUTOMOBILE ALLOWANCE. ....................................................................................................... 8 Section 06. TECHNOLOGY/CELL PHONE EQUIPMENT. .................................................................................. 9 Section 07. CONFIDENTIAL EMPLOYEE PROGRAM TERMINATION............................................................... 9 Section 08. NOTARY PAY. .............................................................................................................................. 9 Section 09. LONGEVITY PAY. ......................................................................................................................... 9 Section 10. POST EXECUTIVE MANAGEMENT CERTIFICATE PAY. ................................................................. 9 ARTICLE 4 EDUCATION REIMBURSEMENT ...................................................................................................... 9 ARTICLE 5 RETIREMENT BENEFITS ................................................................................................................ 10 Section 01. THE CALIFORNIA PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA). ................... 10 Section 02. CLASSIC MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS. ................................................ 11 Section 03. CLASSIC SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS......................................................... 11 288

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3 Section 04. CLASSIC SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS. ................................................... 11 Section 05. PEPRA NEW MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS. ......................................... 11 Section 06. PEPRA NEW SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS. ................................................. 12 Section 07. PEPRA NEW SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS. ............................................ 12 Section 08. SICK LEAVE CONVERSION. ......................................................................................................... 12 ARTICLE 6 VACATION LEAVE ......................................................................................................................... 12 Section 01. VACATION ACCRUAL. ............................................................................................................... 12 Section 02. MAXIMUM ACCUMULATION. .................................................................................................. 12 Section 03. HOLIDAY DURING VACATION. .................................................................................................. 13 Section 04. UTILIZATION OF VACATION LEAVE. .......................................................................................... 13 Section 05. CONVERSION OF UNUSED VACATION LEAVE TO CASH. .......................................................... 13 Section 06. VACATION LEAVE PAYMENT AT SEPARATION.......................................................................... 13 Section 07. RESTORING LEAVE CAPS. .......................................................................................................... 13 ARTICLE 7 HOLIDAYS ..................................................................................................................................... 14 Section 01. HOLIDAY DATES. ....................................................................................................................... 14 Section 02. HOLIDAY LEAVE BALANCE ........................................................................................................ 14 Section 03. RESTORING LEAVE CAPS. .......................................................................................................... 15 ARTICLE 8 EXECUTIVE LEAVE ......................................................................................................................... 15 Section 01. EXECUTIVE LEAVE ACCRUAL. .................................................................................................... 15 Section 02. EXECUTIVE LEAVE CASH-OUT. .................................................................................................. 15 Section 03. RESTORING LEAVE CAPS. .......................................................................................................... 15 ARTICLE 9 SICK LEAVE AND OTHER LEAVES .................................................................................................. 16 Section 01. LEAVES OF ABSENCE. ............................................................................................................... 16 Section 03. LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY. .......................................... 16 ARTICLE 10 MEDICAL & DENTAL INSURANCE ................................................................................................. 16 Section 01. CORE FLEX PLAN. ...................................................................................................................... 16 Section 02. FLEXIBLE BENEFIT OPTIONS. .................................................................................................... 16 Section 03. RESTRICTIONS. ......................................................................................................................... 17 ARTICLE 11 WORKERS' COMPENSATION COVERAGE ...................................................................................... 17 ARTICLE 12 STATE DISABILITY INSURANCE COVERAGE ................................................................................... 17 Section 01. STATE DISABILITY INSURANCE. ................................................................................................ 17 Section 02. PAYMENT OF SDI PREMIUMS. .................................................................................................. 17 ARTICLE 13 LIFE INSURANCE AND DEFERRED COMPENSATION ..................................................................... 17 289

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4 Section 01. LIFE INSURANCE. ...................................................................................................................... 17 Section 02. DEFERRED COMPENSATION PLAN. .......................................................................................... 18 ARTICLE 14 UNIFORMS AND UNIFORM ALLOWANCES ................................................................................... 18 ARTICLE 15 SEVERANCE................................................................................................................................... 18 ARTICLE 16 ELECTIONS .................................................................................................................................... 18

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5 ARTICLE 1 INTRODUCTION

Section 01. AFFECTED EMPLOYEES.

This Schedule of Salary and Benefits for Unrepresented and Executive Management Employees (the "Plan") shall be in force and effect for the following classifications of employees with the City of Suisun City ("City"), hereinafter referred to as the "Affected Employee(s)," and is also subject to any express employment contracts entered into and signed by the City and the Affected Employees with the employment contract taking precedence over this Plan:

Development Services Director
Finance Director
Fire Chief
Human Resources Administrator
Police Chief
Public Works Director / City Engineer
Recreation, Parks, & Marina Director

Section 02. FIRE BATTALION CHIEF.

The Fire Battalion Chief classification shall receive the same benefits afforded to the Fire Captains and Fire Engineers, represented by the Suisun City Professional Firefighters’ Association, (SCFPA, IAFF 1186), provided under the SCPFA Memorandum of Understanding (MOU), as amended from time to time, even if expired, including uniform allowance at $1300 annually, which will be paid on the regular paychecks on a pro-rata basis, equally divided across each of the twenty-six (26) pay periods/paychecks. The Fire Battalion Chief classification is explicitly excluded from any and all provisions of this Plan that apply expressly to Affected Employees in the classifications identified in Section 1. Fire Battalion Chiefs are not at-will employees and are FLSA non-exempt. Wages for the Fire Battalion Chief classification will be adjusted by -0.367% effective July 21, 2023.

Section 03. CHIEF BUILDING OFFICIAL.

The Building Official shall receive the same benefits afforded to Management and Professional employees, represented by the Suisun City Management and Professional Employees’ Association (SCMPEA) as provided under the SCMPEA MOU, as amended from time to time, even if expired. The Building Official classification is explicitly excluded from any and all provisions of this Plan that apply expressly to Affected Employees in the classifications identified in Section 1. Wages for the Building Official classification will be adjusted by 10.174% effective July 21, 2023.

Section 04. AT-WILL EMPLOYMENT STATUS.

All Affected Employees, are deemed to be “at-will” employees serving solely at the pleasure of the City Manager and are subject to dismissal without notice and without cause whatsoever; and without any right of due process hearing, including any so-called “Skelly” pre-disciplinary notice and response or post-termination appeal hearing. Cause shall be defined as malfeasance, misfeasance, misconduct, unethical conduct, illegal conduct, insubordination or any other conduct that the City 291

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6 Council, in its sole discretion, deems to reflect poorly on the City, its employees, or its services. In the event of such voluntary or involuntary termination, the sole and entire right of any Affected Employee shall be to receive compensation, if any, which vested prior to the date of the termination.

This provision does not waive any public safety statutory rights afforded to the Police Chief and/or Fire Chief.

Section 05. FUTURE ADDITIONAL CLASSIFICATIONS.

This Plan shall include future additional classifications determined under applicable City Resolution to be “at-will” within the categories of Unrepresented or Executive Management.

ARTICLE 2 SALARY

Section 01. SALARY SCHEDULE SYSTEM.

The City maintains a separate City-wide Salary Resolution, for all City employees, including Affected Employees who are now employed, or will in the future be employed, in any of the designated positions of employment set forth in Article I, Section 01 above. The compensation of all Affected Employees shall be determined on a merit basis and Affected Employees will be paid in accordance with the range of pay identified by position in the separate salary schedule resolution or by written contract signed by the City and the Affected Employee.

Section 02. BASE WAGE INCRASES

A. EFFECTIVE MAY 12, 2023.

Effective May 12, 2023, base hourly wages will be adjusted as follows:

1. Miscellaneous. Base hourly wage increases of two dollars ($2.00) per hour to the wage range for all unrepresented miscellaneous job classes.

2. Police and Fire. Base hourly wage increases of six dollars ($6.00) per hour to the wage range for all unrepresented safety job classes.

B. EFFECTIVE JULY 21, 2023.

Effective July 21, 2023, base hourly wages will be adjusted as follows:

Job Class Approximate Wage Adjustment
Development Services Director 10.124%
Finance Director 10.124%
Fire Chief 0.234%
Human Resources Administrator 23.832%
Police Chief 16.746%
Public Works Director / City Engineer 18.724%
Recreation, Parks, & Marina Director 10.124%

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7 Section 03. LEVEL OF COMPENSATION.

The compensation of all Affected Employees shall be determined on a merit basis, and said employees shall initially be placed, at time of appointment by the City Manager, at a pay step within the applicable pay ranges as established in the City’s salary resolution.

Section 04. ADVANCEMENT WITHIN THE SALARY SCHEDULE.

Affected Employees shall be considered for advancement within the steps of the City’s Salary Schedule resolution at the discretion of the City Manager. The City Manager shall evaluate all Employees on an annual basis as determined by the initial hire date. If it is determined that an Employee is eligible for an advancement, the effective date of the advancement shall be the first payroll period following the City Manager's approval unless otherwise specified by the City Manager.

Advancements within the salary range may be granted, based on merit, if an Employee demonstrates exceptional ability and proficiency in the performance of the employee's duties as determined by the City Manager.

Section 05. WORK SCHEDULES.

The traditional work schedule is a 40.0-hour workweek consisting of five (5) consecutive eight (8) hour days in a seven (7)-day period (hereinafter "5/40"), beginning at 12:00 am on Friday through 11:59 pm on the following Thursday. All other work schedules shall be considered Alternative Work Schedules.

Section 06. ALTERNATIVE WORK SCHEDULES.

Nine (9) workdays totaling eighty (80) hours during a fourteen (14)-day period beginning at 12:00 am on Friday through 11:59 pm on the following Thursday (hereinafter “9/80”), or any other configuration approved by the City Manager.

Section 07. FLSA EXEMPT STATUS.

The City designates the Affected Employees as exempt from overtime for purposes of the Fair Labor Standards Act ("FLSA"). The City shall comply with all applicable state and federal standards, regulations and laws relative to its designations of these employees as exempt for FLSA purposes.

ARTICLE 3 OTHER COMPENSATION

Section 01. ACTING CITY MANAGER PAY.

If assigned as Acting City Manager for a duration that exceeds seven (7) business days, the Affected Employee shall receive Acting Pay of ten percent (10%) of base pay. This compensation is non- pensionable compensation.

Section 02. DEPUTY CITY MANAGER ASSIGNMENT & PAY.

This is a two (2) year pilot program which can be paused or eliminated by City Council at any time.

The City Manager, with the concurrence of the City Council in closed session consistent with current Department Head appointment procedures, may assign at their discretion a designee who is covered by the City’s Resolution governing Unrepresented and Executive Management Employees, to serve as 293

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8 Deputy City Manager over non-public safety services. Assignees will have up to a two (2) year assignment that can be revoked by the City Manager, with the concurrence of City Council in closed session, at any time. The assignment ending date must be specified upon the assignment and may be extended for longer than two (2) years only if the pilot program is also extended. Assignees will be required to continue to maintain a high level of job performance in their existing position and have capacity to take on this additional assignment. The pilot program shall be reviewed by City Council every six (6) months. If assigned as Deputy City Manager for a duration that exceeds seven (7) business days, the assigned employee shall receive Acting Pay of fifteen percent (15%) of base pay, which shall not be pensionable compensation.

Section 03. FIRE DUTY CHIEF STANDBY PAY.

Due to the City's inability to afford full-time staff to serve as a Fire Duty Chief for each shift, the Fire Chief may be assigned to serve as Fire Duty Chief on a standby basis in addition to regular hours worked, typically overnight and on regularly scheduled days off. The Fire Chief when assigned to serve as Duty Chief shall receive additional non-pensionable Fire Duty Chief Standby Pay per assigned shift as follows: $200 per weekday evening shift (5:01 p.m. to 8:29 a.m.), $200 per weekend day shift (8:30 a.m. to 8:29 p.m.), and $200 per weekend evening shift (8:30 p.m. to 8:29 a.m.); this additional pay will be limited to no more than fifteen (15) shifts per month. If operationally necessary, the City Manager may authorize additional shifts that must be requested and approved in writing. It is expected that such assignment would be made on monthly basis taking the form of a rotation between participants to reduce the burden on any single individual and to distribute evenly the assignment to the maximum extent possible. Employees must be scheduled for Fire Duty Chief Standby in such a manner as to ensure at least one-consecutive day off (e.g., no regular or standby work assignment) each week of a month to the maximum extent possible. The Fire Chief shall have the sole ability to schedule one Fire Duty Chief per shift based on staffing, budget, and operational discretion as they see fit, but shall not assign themself any greater participation than assigned to any single Fire Division Chief to the maximum extent possible and/or mutually agreed upon allotment between the Chief Officers.

Section 04. ADVANCED EDUCATION COMPENSATION.

Affected Employees that have an advanced degree (master’s degree, doctorate, etc.) that complements their job duties and descriptions or provides benefit to the City, and exceeds the job description or classification specification requirement, will be given a base salary compensation adjustment of three (3%) percent. This incentive is limited to a maximum of three (3%) percent regardless of the number of degrees exceeding the job requirement. An advanced degree required for the position is not eligible for the incentive. This compensation must be approved by the City Manager.

Section 05. AUTOMOBILE ALLOWANCE.

Affected Employees shall receive four hundred dollars ($400.00) per month in automobile allowance or a take home City vehicle, as determined by the City Manager. All uses of City vehicles shall be per the City vehicle use policy.

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9 Section 06. TECHNOLOGY/CELL PHONE EQUIPMENT.

Subject to the written approval of the City Manager, the City shall provide Affected Employees with a City purchased and maintained cell phone, tablet, lap-top, personal computer, printer, remote access from home computer and all other related technology needed to successfully undertake their position, provided such equipment is available for use and/or has been budgeted for.

Section 07. CONFIDENTIAL EMPLOYEE PROGRAM TERMINATION.

Currently, the Recreation, Parks, and Marina Director, hired prior to July 30, 2019, receives a 3% Confidential Pay Differential which is added to the employee's base pay. No other Executive Management classifications are eligible for this pay and the Confidential Pay Program will end with the departure of the current incumbent Recreation, Parks, and Marina Director.

Section 08. NOTARY PAY.

Any employee that possesses an official Notary Commission and is required to perform these duties in addition to their normal job duties shall be afforded a monthly $50 allowance, approved by the City Manager. The City will provide the cost of training, certification, recertification, bond, insurance and recording with the County Recorder of the Notary Commission for any employees required to obtain and maintain an official Notary Commission.

Section 09. LONGEVITY PAY.

Upon the completion of five (5) years of continuous full-time City service, Affected Employees shall receive an amount equal to three percent (3%) of current base salary. Affected Employees who complete ten (10) years of continuous full-time City service shall receive an additional three percent (3%) of current base salary (for a total of six percent (6%)).

In addition to eligibility for the longevity pay described in the paragraph above, Affected Employees who have completed fifteen (15) years of service as a sworn law enforcement officer, shall receive an additional three percent (3%) of current base salary (eligible for up to nine percent (9%) total longevity pay).

Section 10. POST EXECUTIVE MANAGEMENT CERTIFICATE PAY.

Affected Employees that possess a POST Executive Management Certificate shall receive an amount equal to five percent (5%) of current base salary.

ARTICLE 4 EDUCATION REIMBURSEMENT

Section 01. LIMITATIONS ON EDUCATION REIMBURSEMENT.

Upon approval of the City Manager, the City shall reimburse Affected Employees’ costs for further education such as tuition, registration fees, and books, subject to the limits set forth in this Article.

Other fees such as mileage, activity cards and other optional fees and lab fees shall not be reimbursed. The following rules shall apply for education reimbursement:

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10 A. Courses, degrees and certifications must relate to the Employee’s position or be directly related to the employee’s potential professional development with the City.

B. Pre-approval by the City Manager is required in advance of registering any the course of instruction.

C. Course work taken only at institutions accredited by nationally recognized accrediting agencies that the federal Secretary of Education has determined to be reliable authorities as to the quality of such education or training offered shall be considered for reimbursement.

Correspondence courses shall not be eligible. Reimbursement for course work taken at a non- accredited institution shall be subject to the sole discretion of the City Manager.

D. Employees shall only receive education reimbursement if they satisfactorily complete the approved course with a “pass” or grade of “C” or better.

E. In the event an Employee receives assistance under federal or state government legislation or other student aid program for education charges for an approved course, only the difference, if any, between such assistance and the education charges an employee actually incurs, shall be eligible for reimbursement under this program.

F. Upon completion of each course, an Employee shall be responsible for reporting grades received to the Personnel Department for recording purposes and for supplying a copy of the grade receipt for the employee’s personnel file.

Section 02. Reimbursement for books and registration fees shall be paid upon proof of payment by the Employee. Tuition costs shall be reimbursed following completion of the course and submittal of proof for the successful completion of the course as required by this Article. If the City requires the employee to withdraw from the course, the City shall reimburse the employee for the full cost of tuition. All payments shall be made as part of the regular City warrant.

Section 03. Failure on the part of an Employee to provide any information required to determine eligibility for reimbursement, or providing false information for reimbursement requests, shall result in the employee being ineligible for any future tuition reimbursements, and may result in disciplinary action up to and including termination of employment.

Section 04. In no case shall the total amount of education reimbursement for individual courses provided to an Employee in a given fiscal year exceed one thousand five hundred dollars ($1,500.00).

If an Employee leaves City service within two (2) years of receiving education reimbursement, the Employee must reimburse the City an amount equal to half of the total education reimbursement paid by the City, which may be withheld from the Employee’s final paycheck per agreement by the Employee.

ARTICLE 5 RETIREMENT BENEFITS

Section 01. THE CALIFORNIA PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA).

Resolution No. 2023-__
Adopted July 21, 2023
11 also governed by the Public Employees’ Retirement Law (PERL), and eligibility determinations are made solely by California Public Employees' Retirement System (CalPERS).

Section 02. CLASSIC MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS.

The employee shall pay the Employee’s contribution as established by CalPERS. As soon as practicable and approved by CalPERS, all Miscellaneous Employees will receive an increase to their base hourly rate of seven-point-five (7.5%) percent in exchange for Classic Miscellaneous employees paying the full employee contribution along with employees governed by PEPRA.

Section 03. CLASSIC SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS.

Except as otherwise provided in this Article, the City provides the two (2%) percent at fifty-five (55) CalPERS Retirement Plan, with One (1)-Year Final Compensation, including the 1959 Survivor's Benefit Level three (3), for Classic Safety Fire Employees. The City shall pay the Employer’s contribution. The employee shall pay the Employee’s contribution as established by CalPERS. As soon as practicable and approved by CalPERS, all Fire Safety Affected Employees will receive an increase to their base hourly rate of seven-point-five (7.5%) percent in exchange for the Classic Safety Fire employees paying the full employee contribution along with employees governed by PEPRA.

Section 04. CLASSIC SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS.

Except as otherwise provided in this Article, the City provides the CalPERS three (3%) percent at fifty (50) Retirement Plan, with One (1)-Year Final Compensation and Credit for Unused Sick Leave Government Code Sections 20042 and 20965 respectively, for Classic Safety Police Employees. The Credit for Unused Sick Leave will be reduced by the number of hours converted to cash pursuant to Section 5 of Article IX. The following provisions apply to Affected Employees receiving Safety Police benefits:

A. The City shall continue to provide Level four (4), Survivor Benefits through CalPERS.

B. The employee shall pay the Employee’s contribution as established by CalPERS.

C. Consistent with Internal Revenue Code Section 414(h)(2), that portion of the Affected Employee's contribution paid by the Employee shall be deducted from each Employee's gross pay on a pre-tax basis.

D. As soon as practicable and approved by CalPERS, all Safety Police Affected Employees will receive an increase to their base hourly rate of five-point-five (5.5%) percent in exchange for the Classic Safety Police Employees paying the full employee contribution along with employees governed by PEPRA.

Section 05. PEPRA NEW MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS.

The City provides the two (2%) percent at sixty-two (62) CalPERS Plan for New Member Miscellaneous Employees. The City shall pay the Employer's contribution as established by CalPERS. The Employee 297

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12 shall pay the Employee's contribution as established by CalPERS. Pursuant to PEPRA, no Employer Paid Member Contribution (EPMC) is available for New Members. Should any provision in this Article be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

Section 06. PEPRA NEW SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS.

The City provides the two (2%) percent at fifty-seven (57) CalPERS PEPRA Plan for New Member Safety Fire Employees. The City shall pay the Employer's contribution as established by CalPERS. The Employee shall pay the Employee's contribution as established by CalPERS. Pursuant to PEPRA, no EPMC is available for New Members. Should any provision in this Article be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

Section 07. PEPRA NEW SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS.

The City provides the two-point-seven (2.7%) percent at fifty-seven (57) CalPERS Plan for PEPRA New Member Safety Police Employees. The City shall pay the Employer's contribution as established by CalPERS. The Employee shall pay the Employee's contribution as established by CalPERS. Pursuant to PEPRA, no EPMC is available for New Members. Should any provision in this Article be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

Section 08. SICK LEAVE CONVERSION.

The City provides Credit for Unused Sick Leave pursuant to Government Code Section 20965.

ARTICLE 6 VACATION LEAVE

Section 01. VACATION ACCRUAL.

Affected Employee accumulation of Vacation Leave shall commence effective with the date of hire, according to the following schedule, prorated on a pay period basis (annual total divided by 26 bi- weekly pay periods to two decimal places of accuracy):

A. For the first five (5) years of service. Employees shall earn and be credited with Vacation Leave at the rate of one hundred and twenty (120) hours per year.

B. Commencing with the Sixth (6th) Year. Employees shall earn and be credited with Vacation Leave at the rate of one hundred and sixty (160) hours per year.

C. Commencing with the Eleventh (11th) Year. Employees shall earn and be credited with an additional eight (8) hours per additional year of service until reaching a maximum of two hundred (200) hours per year after fifteen (15) years of service.

Section 02. MAXIMUM ACCUMULATION.

Affected Employees with fifteen (15) or fewer years of service with the City may accumulate up to a maximum of two hundred eighty (280) hours of Vacation Leave. Employees with over fifteen (15) years of service with the City may accumulate up to a maximum of three hundred twenty (320) hours of Vacation Leave.

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13 Under exceptional circumstances, such as heavy workloads or staffing shortages, the City Manager may authorize the accumulation of additional Vacation Leave. If an Employee is at the limit, they must request to take Vacation Leave off. If a written request to do so is disapproved, the limit may be increased by the City Manager. Failure to request time off will result in ceasing the accrual of Vacation Leave upon reaching maximum accumulation and continuing until the balance is reduced by forty (40) hours.

Section 03. HOLIDAY DURING VACATION.

An Employee is not charged Vacation Leave for a Holiday occurring during their Vacation Leave.

Section 04. UTILIZATION OF VACATION LEAVE.

Utilization of Vacation Leave shall be scheduled through the City Manager, who shall, in their sole discretion, determine when and whether to permit such leave. In making a determination when and whether to permit utilization of Vacation Leave, the City Manager may consider such factors as the preferences of the Employee, the availability of staff to assume the duties of the employee, the impact of the leave on overall City service or pending projects, and the overall staffing and other needs of the City.

Section 05. CONVERSION OF UNUSED VACATION LEAVE TO CASH.

Affected Employees are allowed to cash-out of a maximum of forty (40) hours in January of each year as long as there remains a minimum of eight (8) hours in employee’s vacation leave after cash-out.

The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each employee’s current Vacation Leave balance. To be entitled to cash-out Vacation Leave, Employees must make an irrevocable request for the upcoming calendar year to cash-out Vacation Leave by filling out and signing the form provided by the Finance Department. The form must be submitted to the Finance Department by the date provided on the form and in no event later than December 31st of each year for cash-out in January of the following year. Moreover, no request for conversion shall be granted unless first approved by the City Manager.

Section 06. VACATION LEAVE PAYMENT AT SEPARATION.

Affected Employees who voluntarily or involuntarily separate from employment with the City shall be paid in a lump sum for all accrued Vacation Leave earned to the effective date of the separation, up to the maximum prescribed in this Article. Payment shall be at the same hourly rate of pay as was authorized for the Employee at the effective date of termination.

Section 07. RESTORING LEAVE CAPS.

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14 below the leave caps and shall not be allowed to accrue over the cap from thereon. The City understands that after buying down the excess accrued leave to the leave caps, that it is likely in the first few payroll periods following that event that employees will exceed he caps again, so the City is providing the one (1) year period to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the hard cap is imposed.

ARTICLE 7 HOLIDAYS

Section 01. HOLIDAY DATES.

All Affected Employees shall have the same legal holidays and the same schedule of holidays as are afforded mid-management employees, either by City's past practice or as presently listed in the current memorandum of understanding governing those employees.

The following are recognized as Holidays:

The first day of January, New Year's Day.

The third Monday in January, Martin Luther King's Birthday.

The third Monday in February, President's Day.

The last Monday in May, Memorial Day.

The nineteenth day of June, Juneteenth.

The fourth day of July, Independence Day.

The first Monday in September, Labor Day.

The second Monday in October, Columbus Day.

The eleventh day of November, Veteran's Day.

The fourth Thursday in November, Thanksgiving Day.

The fourth Friday in November, the day after Thanksgiving Day.

The twenty-fifth day of December, Christmas Day.

One floating Holiday shall be posted on the first pay period in July and one floating Holiday on the first pay period in January to the Holiday Leave balance.

Any date proclaimed by the Mayor of Suisun City as a Holiday.

Holidays proclaimed by the President of the United States or the Governor of the State of California shall be subject to review and are not automatically provided to Affected Employees.

Section 02. HOLIDAY LEAVE BALANCE.

Holiday Leave shall be accumulated separately from Vacation Leave. Holiday Leave may be used for paid leave purposes (essentially in the same manner as Vacation Leave). In order to encourage Affected Employees to take advantage of their Holiday Leave, a maximum of one hundred (100) hours is allowed to accrue in Holiday Leave balance. Employees may not cash-out Holiday Leave except upon leaving City service. If an Employee is at the accrual limit, they must request to take Holiday Leave off. If a written request to do so is disapproved, then the accrual limit shall be increased by the City Manager. Failure to request time off would result in ceasing the accrual of Holiday Leave upon reaching maximum accumulation and continuing until the balance is reduced by 20 hours.
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15 Section 03. RESTORING LEAVE CAPS.

Leave caps shall be restored for all Affected Employees effective July 1, 2024. In order to effectuate this intent, the City will buy down any excess accrued leave to the original authorized accrued leave cap effective the last full payroll period in June 2023. Employees will then have one (1) year, until July 1, 2024, to maintain and/or reduce their leave accruals below the contractual leave caps at which time employees will no longer be allowed to exceed the leave caps. Those who are still over the cap on or after July 1, 2024, shall not accrue any more leave time until they bring their accrual balance below the leave caps and shall not be allowed to accrue over the cap from thereon. The City understands that after buying down the excess accrued leave to the leave caps, that it is likely in the first few payroll periods following that event that employees will exceed he caps again, so the City is providing the one (1) year period to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the hard cap is imposed.

ARTICLE 8 EXECUTIVE LEAVE

Section 01. EXECUTIVE LEAVE ACCRUAL.

Affected Employees shall be granted one hundred twenty (120) hours of Executive Leave with pay each fiscal year (July 1 to June 30). Sixty (60) hours of Executive Leave will be allocated on a semi- annual basis on the following dates: January 1st and July 1st. Employees hired during the fiscal year period shall have Executive Leave credited as a pro-rated amount pursuant to AD 7, Section 8.5.

Affected Employees may accumulate up to a maximum of one hundred sixty (160) hours of Executive Leave, wherein upon reaching maximum accumulation such accrual shall cease until the balance falls below the establish maximum accumulation.

Section 02. EXECUTIVE LEAVE CASH-OUT.

Affected Employees are allowed to request cash-out of a maximum of forty (40) hours in January of each year. The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each Employee’s current Executive Leave balance. To be entitled to cash-out Executive Leave, Employees must make an irrevocable request for the upcoming calendar year to cash-out Executive Leave by filling out and signing the form provided by the Finance Department. The form must be submitted to the Finance Department by the date provided on the form, and in no event later than December 31st of each year for cash-out in January of the following year. Moreover, no request for cash-out shall be granted unless first approved by the City Manager.

City Manager may consider cash-out of additional unused leave accruals in extreme or emergency situations, but only following the same request procedure.

Section 03. RESTORING LEAVE CAPS.

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16 on or after July 1, 2024, shall not accrue any more leave time until they bring their accrual balance below the leave caps and shall not be allowed to accrue over the cap from thereon. The City understands that after buying down the excess accrued leave to the leave caps, that it is likely in the first few payroll periods following that event that employees will exceed he caps again, so the City is providing the one (1) year period to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the hard cap is imposed.

ARTICLE 9 SICK LEAVE AND OTHER LEAVES

Section 01. LEAVES OF ABSENCE.

Rules regarding Sick Leave and other leaves of absence, including but not limited to, Family or Medical Leave, Pregnancy Disability Leave, Bereavement Leave, Catastrophic Leave Sharing Program, Jury Duty Leave and Military Leave, are set forth in Chapter 10 the Personnel Rules.

Section 03. LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY.

A. The City shall comply with applicable federal and state laws governing work-related injuries, leaves and compensation.

B. Employees shall bring health and/or safety problems in the workplace to the attention of their supervisor as soon as possible.

C. The City shall coordinate accrued Sick Leave with Workers’ Compensation benefits.

D. Employees who have exhausted their Sick Leave balances may use accrued Vacation Leave, Executive Leave, and/or Holiday Leave consistent with the provisions of Personnel Rules Subsection 10.3.1. Upon expiration of all paid leave time, an Employee shall be entitled to receive compensation only from the City’s Workers’ Compensation third-party administrator.

ARTICLE 10 MEDICAL & DENTAL INSURANCE

Section 01. CORE FLEX PLAN.

The City will contribute a Core Flex Plan amount equivalent to the Kaiser Permanente Region 1 Premium for Employee, Employee plus one, and Employee plus Family toward the monthly premium cost.

Should the health plan premium cost, selected by the employee, be less than the Kaiser Permanente Region 1 premium, the City shall pay no more that the full cost of the Kaiser Permanente rate, with the difference between the cost of the selected health plan premium, and the maximum provided by the city eligible to be applied toward the cost of vision and dental premiums.

Section 02. FLEXIBLE BENEFIT OPTIONS.

The City shall provide $500.00 per month (employee only) and $700.00 per month (employee plus one or more dependents) as a Flexible Benefit Credit that may be used in lieu of the Core Flex Plan enrollment per Section 1 of this Article. The Flexible Benefit Credit may be divided among Dental and Vision Premiums, Flexible Spending Accounts, and Taxable Cash Option. Affected Employees choosing the Flexible Benefit Options must establish eligibility by providing verification of enrollment in a 302

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17 group health plan and must reestablish eligibility annually for continued enrollment in the Flexible Benefit Options during each Open Enrollment Period established by the City.

Section 03. RESTRICTIONS.

Affected Employees may either enroll in the Core Flex Plan or be entitled to the Flexible Benefit Options as described in Section 2 of this Article, but may not participate in both, with the exception of the Voluntary Pre-Tax Payroll Deduction Flexible Spending Account or enrollment in a Dental and/or Vision Plan.

Section 04. MEDICAL INSURANCE BENEFITS AFTER DEATH IN THE LINE OF DUTY.

Should the Police Chief or Fire Chief lose their life in the line of duty, the City shall continue to pay medical insurance payments as outlined above for the Employee’s immediate dependent family. Said payments will continue for a period of up to two (2) years, provided the City's medical insurance plan allows for such continued participation. The surviving dependent family member(s) may remain on the City's medical plan at the City’s cost after the two (2) years has elapsed, provided that the medical plan allows for such continued participation.

Section 05. SICK LEAVE CONVERSION TO FUND MEDICAL PREMIUMS.

Upon normal retirement from the City, Affected Employees may convert twenty-five (25) percent of their Sick Leave balance to a cash equivalent and use it to fund medical premiums. This conversion will be deducted from the amount reported for CalPERS credit in Article IV.

ARTICLE 11 WORKERS' COMPENSATION COVERAGE

Section 01. The City shall provide Workers' Compensation Insurance coverage (hereinafter "Workers' Comp") for all Affected Employees through its self-insured program.

ARTICLE 12 STATE DISABILITY INSURANCE COVERAGE

Section 01. STATE DISABILITY INSURANCE.

The City shall participate in the State Disability Insurance Program (hereinafter "SDI").

Section 02. PAYMENT OF SDI PREMIUMS.

SDI premiums shall be paid in full by the City on behalf of all participating Affected Employees.

ARTICLE 13 LIFE INSURANCE AND DEFERRED COMPENSATION

Section 01. LIFE INSURANCE.

The City shall provide a $200,000 term and accidental death and dismemberment insurance policy for each Employee. The face value of the policy will begin reducing at age 65, per the policy’s schedule of benefits.

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18 Section 02. DEFERRED COMPENSATION PLAN.

The City shall provide a Deferred Compensation Plan as an optional benefit to Employees. The City will match the Employee contribution up to 3.5% per pay period. The City's match will be contributed to participating Employees on a per pay-period basis.

ARTICLE 14 UNIFORMS AND UNIFORM ALLOWANCES
The City shall annually pay Affected Employees required to wear uniforms in the performance of their duties a Uniform Allowance as follows:

Police Chief: $1,300 annually
Fire Chief: $1,300 annually

Uniform allowance will be paid on the regular paychecks on a pro-rata basis, equally divided across each of the twenty-six (26) pay periods/paychecks.

ARTICLE 15 SEVERANCE

The City shall provide a Non-Public Safety Affected Employee who is at-will and who is terminated for any reason, other than For Cause, an amount equivalent to three (3) months of pay at the employee’s then-current rate of pay plus an amount equivalent to three (3) months of COBRA insurance coverage (combined “Severance”), in consideration for and contingent upon the employee’s execution of a general release agreement approved in form by the City Attorney. The City shall give a Public Safety Affected Employee who is at-will and who is terminated for any reason, other than For Cause, an amount equivalent to four (4) months of pay at the employee’s then-current rate of pay plus an amount equivalent to four (4) months of COBRA insurance coverage (combined “Severance”), in consideration for and contingent upon the employee’s execution of a general release agreement approved in form by the City Attorney and which includes a waiver of any Public Safety statutory rights. “For Cause” includes, but is not limited to malfeasance, misfeasance, misconduct, unethical conduct, illegal conduct, insubordination or any other conduct that is deemed to reflect poorly on the City, its employees, or its services.

ARTICLE 16 ELECTIONS

In no event will the terms of this Unrepresented Employee Benefit Schedule or its adoptive resolution be changed or terminated within ninety (90) days before or after any municipal election for the selection or recall of one or more of the members of the City Council.

END
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1 CITY OF SUISUN CITY

AMENDED AND RESTATED

SCHEDULE OF COMPENSATION SALARY

AND BENEFITS
FOR

UNREPRESENTED AND

EXECUTIVE MANAGEMENT EMPLOYEES
EFFECTIVE July 21, 2023
Adopted by Resolution No. 2023-_____

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2 Table of Contents
ARTICLE 1 INTRODUCTION .............................................................................................................................. 5 Section 01. AFFECTED EMPLOYEES. .............................................................................................................. 5 Section 02. FIRE BATTALION CHIEF. .............................................................................................................. 5 Section 03. CHIEF BUILDING OFFICIAL. ......................................................................................................... 5 Section 04. AT-WILL EMPLOYMENT STATUS. ............................................................................................... 6 Section 05. FUTURE ADDITIONAL CLASSIFICATIONS. ................................................................................... 6 ARTICLE 2 SALARY ........................................................................................................................................... 6 Section 01. SALARY SCHEDULE SYSTEM. ....................................................................................................... 6 Section 02. BASE WAGE INCRASES ............................................................................................................... 7 A. EFFECTIVE MAY 12, 2023. ....................................................................................................................... 7 B. EFFECTIVE JULY 21, 2023. ....................................................................................................................... 7 Section 03. LEVEL OF COMPENSATION. ........................................................................................................ 7 Section 04. ADVANCEMENT WITHIN THE SALARY SCHEDULE. ..................................................................... 8 Section 05. WORK SCHEDULES. .................................................................................................................... 8 Section 06. ALTERNATIVE WORK SCHEDULES. ............................................................................................. 8 Section 07. FLSA EXEMPT STATUS. ............................................................................................................... 8 ARTICLE 3 OTHER COMPENSATION ................................................................................................................ 8 Section 01. ACTING CITY MANAGER PAY. ..................................................................................................... 8 Section 02. DEPUTY CITY MANAGER ASSIGNMENT & PAY. .......................................................................... 8 Section 03. FIRE DUTY CHIEF STANDBY PAY. ................................................................................................ 9 Section 04. ADVANCED EDUCATION COMPENSATION. ................................................................................ 9 Section 05. AUTOMOBILE ALLOWANCE. ....................................................................................................... 9 Section 06. TECHNOLOGY/CELL PHONE EQUIPMENT. .................................................................................. 9 Section 07. CONFIDENTIAL EMPLOYEE PROGRAM TERMINATION............................................................. 10 Section 08. NOTARY PAY. ............................................................................................................................ 10 Section 09. LONGEVITY PAY. ....................................................................................................................... 10 Section 10. POST EXECUTIVE MANAGEMENT CERTIFICATE PAY. ............................................................... 10 ARTICLE 4 EDUCATION REIMBURSEMENT ................................................................................................... 10 ARTICLE 5 RETIREMENT BENEFITS ................................................................................................................ 11 Section 01. THE CALIFORNIA PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA). ................... 11 Section 02. CLASSIC MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS. ................................................ 12 Section 03. CLASSIC SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS......................................................... 12 306

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3 Section 04. CLASSIC SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS. ................................................... 12 Section 05. PEPRA NEW MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS. ......................................... 12 Section 06. PEPRA NEW SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS. ................................................. 13 Section 07. PEPRA NEW SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS. ............................................ 13 Section 08. SICK LEAVE CONVERSION. ......................................................................................................... 13 ARTICLE 6 VACATION LEAVE ......................................................................................................................... 13 Section 01. VACATION ACCRUAL. ............................................................................................................... 13 Section 02. MAXIMUM ACCUMULATION. .................................................................................................. 13 Section 03. HOLIDAY DURING VACATION. .................................................................................................. 14 Section 04. UTILIZATION OF VACATION LEAVE. .......................................................................................... 14 Section 05. CONVERSION OF UNUSED VACATION LEAVE TO CASH. .......................................................... 14 Section 06. VACATION LEAVE PAYMENT AT SEPARATION.......................................................................... 14 Section 07. RESTORING LEAVE CAPS. .......................................................................................................... 14 ARTICLE 7 HOLIDAYS ..................................................................................................................................... 15 Section 01. HOLIDAY DATES. ....................................................................................................................... 15 Section 02. HOLIDAY LEAVE BALANCE ........................................................................................................ 15 Section 03. RESTORING LEAVE CAPS. .......................................................................................................... 16 ARTICLE 8 EXECUTIVE LEAVE ......................................................................................................................... 16 Section 01. EXECUTIVE LEAVE ACCRUAL. .................................................................................................... 17 Section 02. EXECUTIVE LEAVE CASH-OUT. .................................................................................................. 17 Section 03. RESTORING LEAVE CAPS. .......................................................................................................... 17 ARTICLE 9 SICK LEAVE AND OTHER LEAVES .................................................................................................. 18 Section 01. LEAVES OF ABSENCE. ............................................................................................................... 18 Section 03. LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY. .......................................... 18 ARTICLE 10 MEDICAL & DENTAL INSURANCE ................................................................................................. 18 Section 01. CORE FLEX PLAN. ...................................................................................................................... 18 Section 02. FLEXIBLE BENEFIT OPTIONS. .................................................................................................... 18 Section 03. RESTRICTIONS. ......................................................................................................................... 19 ARTICLE 11 WORKERS' COMPENSATION COVERAGE ...................................................................................... 19 ARTICLE 12 STATE DISABILITY INSURANCE COVERAGE ................................................................................... 19 Section 01. STATE DISABILITY INSURANCE. ................................................................................................ 19 Section 02. PAYMENT OF SDI PREMIUMS. .................................................................................................. 19 ARTICLE 13 LIFE INSURANCE AND DEFERRED COMPENSATION ..................................................................... 20 307

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4 Section 01. LIFE INSURANCE. ...................................................................................................................... 20 Section 02. DEFERRED COMPENSATION PLAN. .......................................................................................... 20 ARTICLE 14 UNIFORMS AND UNIFORM ALLOWANCES ................................................................................... 20 ARTICLE 15 SEVERANCE................................................................................................................................... 20 ARTICLE 16 ELECTIONS .................................................................................................................................... 21

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5 ARTICLE I1 INTRODUCTION

Section 01. AFFECTED EMPLOYEES.

This Schedule of Compensation Salary and Benefits for Unrepresented and Executive Management Employees (the "Unrepresented Employee Benefit SchedulePlan") shall be in force and effect for the following classifications of unrepresented employees with the City of Suisun City ("City"), hereinafter referred to as the "Affected Employee(s)," and is also subject to any express employment contracts entered into and signed by the City and the Affected Employees with the employment contract taking precedence over this Unrepresented Employee Compensation and Benefit Schedule Plan:

Department Heads Non-Department Heads
Development Services Director Human Resources Administrator Finance Director Fire Battalion Chiefs
Fire Chief
Human Resources Administrator
Police Chief
Public Works Director / City Engineer
Recreation, Parks, & Marina Director

Section 052. FIRE BATTALION CHIEFS.

Fire Battalion Chiefs are not at-will employees and are FLSA non-exempt. ThisThe Fire Battalion Chief classification shall receive the same benefits afforded to the Fire Captains and Fire Engineers, represented by the Suisun City Fire Professional Firefighters’ Association, (SCFPA, IAFF 1186), provided under the Suisun City Professional Firefighters’ Association (SCPFA) Memorandum of Understanding (MOU) 2022-23, as amended from time to time, even if expired, including uniform allowance at $1300 annually, which will be paid on the regular paychecks on a pro-rata basis, equally divided across each of the twenty-six (26) pay periods/paychecks. The Fire Battalion Chief classification is explicitly excluded from any and all provisions of this Plan that apply expressly to Affected Employees in the classifications identified in Section 1. Fire Battalion Chiefs are not at-will employees and are FLSA non-exempt. Wages for the Fire Battalion Chief classification will be adjusted by -0.367% effective July 21, 2023.

Section 053. CHIEF BUILDING OFFICIAL.

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6 Section 024. AT-WILL EMPLOYMENT STATUS.

All Affected Employees, except the Fire Battalion Chiefs, are deemed to be "“at-will"” employees serving solely at the pleasure of the City Manager and are subject to dismissal without notice and without cause whatsoever; and without any right of due process hearing, including any so-called "“Skelly"” pre-disciplinary notice and response or post-termination appeal hearing. Cause shall be defined as malfeasance, misfeasance, misconduct, unethical conduct, illegal conduct, insubordination or any other conduct that the City Council, in its sole discretion, deems to reflect poorly on the City, its employees, or its services. In the event of such voluntary or involuntary termination, the sole and entire right of any Affected Employee shall be to receive compensation, if any, which vested prior to the date of the termination. This provision does not waive any public safety statutory rights afforded to the Police Chief, and/or Fire Chief and/or Fire Battalion Chiefs.

Section 03. NON-DEPARTMENT HEADS. Non-Department Heads, except the Fire Battalion Chiefs, shall receive the benefits afforded to the Management Classes assigned to the Suisun City Management & Professional Employees’ Association (SCMPEA) Memorandum of Understanding (MOU), as amended from time to time, even if expired. Non-Department Head salaries shall be governed by the separate City-wide Salary Resolution, covering all City employees. Accordingly, with limited exception, the rest of the Articles herein, shall not govern Non-Department Head classifications.

Section 045. FUTURE ADDITIONAL CLASSIFICATIONS.

This Benefit SchedulePlan shall include future additional classifications determined under applicable City Resolution to be “at-will” within the categories of Unrepresented Department Head or Unrepresented Non-Department Head or Executive Management.

Section 05. FIRE BATTALION CHIEFS. Fire Battalion Chiefs are not at-will employees and are FLSA non-exempt. This classification shall receive the same benefits afforded to the Fire Captains, represented by the Suisun City Fire Professionals Association, (SCFPA, IAFF 1186), provided under the Suisun City Professional Firefighters’ Association (SCPFA) Memorandum of Understanding (MOU) 2022-23, as amended from time to time, even if expired, including uniform allowance at $1300 annually, which will be paid on the regular paychecks on a pro-rata basis, equally divided across each of the twenty-six (26) pay periods/paychecks.

ARTICLE II2 SALARY

Section 01. SALARY SCHEDULE SYSTEM.

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7 Section 02. BASE WAGE INCRASES

A. ADDITIONAL PAYEFFECTIVE MAY 12, 2023.

Effective May 12, 2023, b
Miscellaneous. Effective the payroll period after City Council adoption of Resolution No. 2021-69, the City will provide a $2.00 per hour non-pensionable additional pay on top of the base pay rate for all Affected Employees miscellaneous job classes up through and until May 11, 2023.

Police and Fire. Effective the payroll period after City Council adoption of Resolution No. 2021-69, the City will provide a $6.00 per hour non-pensionable additional pay on top of the base pay rate for all Affected Employee safety job classes up through and until May 11, 2023.

Regular salary and other pay will be made on a bi-weekly basis.

The previously provided Critical Staffing Retention and Recruiting Pay sunset/expired June 30, 2021.

B. Base Wage Increase. Effective May 12, 2023, base hourly wages will be adjusted as follows:

1. Miscellaneous. Base hourly wage increases of two dollars ($2.00) per hour to the wage range and to the employee’s position within that range for all unrepresented miscellaneous job classes.

2. Police and Fire. Base hourly wage increases of six dollars ($6.00) per hour to the wage range and to the employee’s position within that range for for all unrepresented safety job classes.

B. EFFECTIVE JULY 21, 2023.

Effective July 21, 2023, base hourly wages will be adjusted as follows:

Section 03. LEVEL OF COMPENSATION.

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8 Section 04. ADVANCEMENT WITHIN THE SALARY SCHEDULE FOR DEPARTMENT HEADS.

Department HeadsAffected Employees shall be considered for advancement within the steps of the City’s Salary Schedule resolution at the discretion of the City Manager. The City Manager shall evaluate all Employees on an annual basis as determined by the initial hire date. If it is determined that an Employee is eligible for an advancement, the effective date of the advancement shall be the first payroll period following the City Manager's approval unless otherwise specified by the City Manager. Advancements within the salary range may be granted, based on merit, if an Employee demonstrates exceptional ability and proficiency in the performance of the employee's duties as determined by the City Manager.

Section 05. WORK SCHEDULES.

The traditional work schedule is a 40.0-hour workweek consisting of five (5) consecutive eight (8).0 hour days in a seven (7)-day period (hereinafter "5/40"), beginning at 12:00 am on Friday through 11:59 pm on the following Thursday. All other work schedules shall be considered Alternative Work Schedules.

Section 06. ALTERNATIVE WORK SCHEDULES.

Nine (9) workdays totaling eighty (80) hours during a fourteen (14)-day period beginning at 12:00 am on Friday through 11:59 pm on the following Thursday (hereinafter "“9/80"”), or any other configuration approved by the City Manager.

Section 07. FLSA EXEMPT STATUS.

The City designates the Affected Employees as exempt from overtime for purposes of the Fair Labor Standards Act ("FLSA") with the exception of Fire Battalion Chiefs. The City shall comply with all applicable state and federal standards, regulations and laws relative to its designations of these employees as exempt for FLSA purposes.

ARTICLE III3 OTHER COMPENSATION

Section 01. ACTING CITY MANAGER PAY.

Section 02. DEPUTY CITY MANAGER ASSIGNMENT & PAY.

This is a two (2) year pilot program which can be paused or eliminated by City Council at any time.

The City Manager, with the concurrence of the City Council in closed session consistent with current Department Head appointment procedures, may assign at their discretion a Department Head designee who is covered by the City’s Unrepresented Resolution governing Unrepresented and Executive Management Employees, to serve as Deputy City Manager over non-public safety services.

Assignees will have up to a two (2) year assignment that can be revoked by the City Manager, with the concurrence of City Council in closed session, at any time. The assignment ending date must be specified upon the assignment and may be extended for longer than two (2) years only if the pilot 312

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9 program is also extended. Assignees will be required to continue to maintain a high level of job performance in their existing position and have capacity to take on this additional assignment. The pilot program shall be reviewed by City Council every six (6) months. If assigned as Deputy City Manager for a duration that exceeds seven (7) business days, the assigned Department Head employee shall receive Acting Pay of fifteen percent (15%) of base pay, which shall not be pensionable compensation.

Section 03. FIRE DUTY CHIEF STANDBY PAY.

Section 04. ADVANCED EDUCATION COMPENSATION.

Department Heads Affected Employees that have an advanced degree (master’s degree, doctorate, etc.) that complements their job duties and descriptions or provides benefit to the City, and exceeds the job description or classification specification requirement, will be given a base salary compensation adjustment of three (3%) percent increased base salary compensation adjustment.

This incentive is limited to a maximum of three (3%) percent regardless of the number of degrees exceeding the job requirement. An advanced degree required for the position is not eligible for the incentive. This compensation must be approved by the City Manager.

Section 05. AUTOMOBILE ALLOWANCE.

Department Heads Affected Employees shall receive three four hundred dollars ($300400.00) per month in automobile allowance or a take home City vehicle, as determined by the City Manager. All uses of City vehicles shall be per the City vehicle use policy.

Section 06. TECHNOLOGY/CELL PHONE EQUIPMENT.

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10 from home computer and all other related technology needed to successfully undertake their position, provided such equipment is available for use and/or has been budgeted for.

Section 07. CONFIDENTIAL EMPLOYEE PROGRAM TERMINATION.

Currently, the Recreation, Parks, and Marina Director, hired prior to July 30, 2019, receives a 3% pay Confidential Pay Differential which is added to the employee's base pay. No other Executive Management classifications are eligible for this pay and the Confidential Pay Program will end with the departure of the current incumbent Recreation, Parks, and Marina Director.

Section 08. NOTARY PAY.

Any employee that possesses an official Notary Commission and is required to perform these duties in addition to their normal job duties shall be afforded a monthly $50 allowance, approved by the City Manager. The City will provide the cost of training, certification, recertification, bond, insurance and recording with the County Recorder of the Notary Commission for any employees required to obtain and maintain an official Notary Commission.

Section 09. LONGEVITY PAY.

Section 10. POST EXECUTIVE MANAGEMENT CERTIFICATE PAY.

Affected Employees that possess a POST Executive Management Certificate shall receive an amount equal to five percent (5%) of current base salary.

ARTICLE IV4 EDUCATION REIMBURSEMENT FOR DEPARTMENT HEADS ONLY

This Article IV shall apply to Department Head employees only.

Section 01. LIMITATIONS ON EDUCATION REIMBURSEMENT.

Upon approval of the City Manager, the City shall reimburse Department Head Affected Employees’ costs for further education such as tuition, registration fees, and books, subject to the limits set forth in this Article. Other fees such as mileage, activity cards and other optional fees and lab fees shall not be reimbursed. The following rules shall apply for education reimbursement:

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11 B. Pre-approval by the City Manager is required in advance of registering any the course of instruction.

Correspondence courses shall not be eligible. Reimbursement for course work taken at a non- accredited institution shall be subject to the sole discretion of the City Manager.

D. Employees shall only receive education reimbursement if they satisfactorily complete the approved course with a "“pass"” or grade of "“C"” or better.

Section 04. In no case shall the total amount of education reimbursement for individual courses provided to an Employee in a given fiscal year exceed one thousand five hundred dollars ($1,500.00).

ARTICLE V5 RETIREMENT BENEFITS

Section 01. THE CALIFORNIA PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA).

PEPRA took effect January 1, 2013. PEPRA outlines the definition of Classic and New Members and specifies requirements specific to these classes of members. Eligibility as a Classic or New Member is also governed by the Public Employees’ Retirement Law (PERL), and eligibility determinations are made solely by California Public Employees' Retirement System (CalPERS).

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Resolution No. 2023-__
Adopted July 21, 2023
12 Section 02. CLASSIC MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS.

The employee shall pay the Employee’s contribution as established by CalPERS. As soon as practicable and approved by CalPERS, all Miscellaneous Affected Employees will receive an increase to their base hourly rate of seven-point-five (7.5%) percent in exchange for Classic Miscellaneous employees paying the full employee contribution along with employees governed by PEPRA.

Section 03. CLASSIC SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS.

Except as otherwise provided in this Article, the City provides the two (2%).0 percent at fifty-five (55) CalPERS Retirement Plan, with One (1)-Year Final Compensation, including the 1959 Survivor's Benefit Level three (3), for Classic Safety Fire Affected Employees. The City shall pay the Employer’s contribution. The employee shall pay the Employee’s contribution as established by CalPERS. As soon as practicable and approved by CalPERS, all Fire Safety Affected Employees will receive an increase to their base hourly rate of seven-point-five (7.5%) percent in exchange for the Classic Safety Fire employees paying the full employee contribution along with employees governed by PEPRA.

Section 04. CLASSIC SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS.

Except as otherwise provided in this Article, the City provides the CalPERS three (3%).0 percent at fifty (50) Retirement Plan, with One (1)-Year Final Compensation and Credit for Unused Sick Leave Government Code Sections 20042 and 20965 respectively, for Classic Safety Police Affected Employees. The Credit for Unused Sick Leave will be reduced by the number of hours converted to cash pursuant to Section 5 of Article IX. The following provisions apply to Affected Employees receiving Safety Police benefits:

A. The City shall continue to provide Level four (4), Survivor Benefits through CalPERS.

B. The employee shall pay the Employee’s contribution as established by CalPERS.

Section 05. PEPRA NEW MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS.

The City provides the two (2.0%) percent at sixty-two (62) CalPERS Plan for New Member Miscellaneous Employees. The City shall pay the Employer's contribution as established by CalPERS.

The Employee shall pay the Employee's contribution as established by CalPERS. Pursuant to PEPRA, 316

Resolution No. 2023-__
Adopted July 21, 2023
13 no Employer Paid Member Contribution (EPMC) is available for New Members. Should any provision in this Article be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

Section 06. PEPRA NEW SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS.

The City provides the two (2.0%) percent at fifty-seven (57) CalPERS PEPRA Plan for New Member Safety Fire Employees. The City shall pay the Employer's contribution as established by CalPERS. The Employee shall pay the Employee's contribution as established by CalPERS. Pursuant to PEPRA, no EPMC is available for New Members. Should any provision in this Article be determined to be in conflict with PEPRA, the provisions of PEPRA shall take precedence.

Section 07. PEPRA NEW SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS.

Section 08. SICK LEAVE CONVERSION.

The City provides Credit for Unused Sick Leave pursuant to Government Code Section 20965.

ARTICLE VI6 VACATION LEAVE FOR DEPARTMENT HEADS ONLY

This Article VI shall apply to Department Head employees only.

Section 01. VACATION ACCRUAL.

Department Head Affected Employee accumulation of Vacation Leave shall commence effective with the date of hire, according to the following schedule, prorated on a pay period basis (annual total divided by 26 bi-weekly pay periods to two decimal places of accuracy):

A. For the first five (5) years of service. Employees shall earn and be credited with Vacation Leave at the rate of one hundred and twenty (120).0 hours per year.

B. Commencing with the Sixth (6th) Year. Employees shall earn and be credited with Vacation Leave at the rate of one hundred and sixty (160).0 hours per year.

C. Commencing with the Eleventh (11th) Year. Employees shall earn and be credited with an additional eight (8) hours per additional year of service until reaching a maximum of two hundred (200).0 hours per year after fifteen (15) years of service.

Section 02. MAXIMUM ACCUMULATION.

Department Heads Affected Employees with fifteen (15) or fewer years of service with the City may accumulate up to a maximum of two hundred eighty (280) hours of Vacation Leave. Employees with over fifteen (15) years of service with the City may accumulate up to a maximum of three hundred twenty (320) hours of Vacation Leave.
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Resolution No. 2023-__
Adopted July 21, 2023
14 Under exceptional circumstances, such as heavy workloads or staffing shortages, the City Manager may authorize the accumulation of additional Vacation Leave. If an Employee is at the limit, they must request to take Vacation Leave off. If a written request to do so is disapproved, the limit may be increased by the City Manager. Failure to request time off will result in ceasing the accrual of Vacation Leave upon reaching maximum accumulation and continuing until the balance is reduced by forty (40) hours.

Section 03. HOLIDAY DURING VACATION.

An Affected Employee is not charged Vacation Leave for a Holiday occurring during their Vacation Leave.

Section 04. UTILIZATION OF VACATION LEAVE.

Section 05. CONVERSION OF UNUSED VACATION LEAVE TO CASH.

Department Heads Affected Employees are allowed to cash-out of a maximum of forty (40) hours in January of each year as long as there remains a minimum of eight (8) hours in employee’s vacation leave after cash-out. The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each employee’s current Vacation Leave balance.

To be entitled to cash-out Vacation Leave, Employees must make an irrevocable request for the upcoming calendar year to cash-out Vacation Leave by filling out and signing the form provided by the Finance Department. The form must be submitted to the Finance Department by the date provided on the form and in no event later than December 31st of each year for cash-out in January of the following year. Moreover, no request for conversion shall be granted unless first approved by the City Manager.

Section 06. VACATION LEAVE PAYMENT AT SEPARATION.

Department Heads Affected Employees who voluntarily or involuntarily separate from employment with the City shall be paid in a lump sum for all accrued Vacation Leave earned to the effective date of the separation, up to the maximum prescribed in this Article. Payment shall be at the same hourly rate of pay as was authorized for the Employee at the effective date of termination.

Section 07. RESTORING LEAVE CAPS.

Resolution No. 2023-__
Adopted July 21, 2023
15 the contractual leave caps at which time employees will no longer be allowed to exceed the leave caps. Those who are still over the cap on or after July 1, 2024, shall not accrue any more leave time until they bring their accrual balance below the leave caps and shall not be allowed to accrue over the cap from thereon. The City understands that after buying down the excess accrued leave to the leave caps, that it is likely in the first few payroll periods following that event that employees will exceed he caps again, so the City is providing the one (1) year period to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the hard cap is imposed.

ARTICLE VII7 HOLIDAYS

Section 01. HOLIDAY DATES.

The following are recognized as Holidays:

The first day of January, New Year's Day.

The third Monday in January, Martin Luther King's Birthday.

The third Monday in February, President's Day.

The last Monday in May, Memorial Day.

The nineteenth day of June, Juneteenth.

The fourth day of July, Independence Day.

The first Monday in September, Labor Day.

The second Monday in October, Columbus Day.

The eleventh day of November, Veteran's Day.

The fourth Thursday in November, Thanksgiving Day.

The fourth Friday in November, the day after Thanksgiving Day.

The twenty-fifth day of December, Christmas Day.

One floating Holiday shall be posted on the first pay period in July and one floating Holiday on the first pay period in January to the Holiday Leave balance.

Any date proclaimed by the Mayor of Suisun City as a Holiday.

Holidays proclaimed by the President of the United States or the Governor of the State of California shall be subject to review and are not automatically provided to Affected Employees.

Section 02. HOLIDAY LEAVE BALANCE.

Holiday Leave shall be accumulated separately from Vacation Leave. Holiday Leave may be used for paid leave purposes (essentially in the same manner as Vacation Leave). In order to encourage Affected Employees to take advantage of their Holiday Leave, a maximum of one hundred (100) hours is allowed to accrue in Holiday Leave balance. Employees may not cash-out Holiday Leave except upon leaving City service. If an Employee is at the accrual limit, they must request to take Holiday Leave off. If a written request to do so is disapproved, then the accrual limit shall be increased by the City Manager. Failure to request time off would result in ceasing the accrual of 319

Resolution No. 2023-__
Adopted July 21, 2023
16 Holiday Leave upon reaching maximum accumulation and continuing until the balance is reduced by 20 hours.

Section 023. RESTORING LEAVE CAPS.

Leave caps shall be restored for all unrepresented employees Affected Employees effective July 1, 2024. In order to effectuate this intent, the City will buy down any excess accrued leave to the original authorized accrued leave cap effective the last full payroll period in June 2023. Employees will then have one (1) year, until July 1, 2024, to maintain and/or reduce their leave accruals below the contractual leave caps at which time employees will no longer be allowed to exceed the leave caps. Those who are still over the cap on or after July 1, 2024, shall not accrue any more leave time until they bring their accrual balance below the leave caps and shall not be allowed to accrue over the cap from thereon. The City understands that after buying down the excess accrued leave to the leave caps, that it is likely in the first few payroll periods following that event that employees will exceed he caps again, so the City is providing the one (1) year period to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the hard cap is imposed.

ARTICLE VIII8 OTHER LEAVESEXECUTIVE LEAVE

Section 01. FAMILY OR MEDICAL LEAVE. Rules regarding Family or Medical Leave are set forth in Section 10.2 of the Personnel Rules.

Section 02. PREGNANCY DISABILITY LEAVE. Rules regarding Pregnancy Disability Leave are set forth in Section 10.3 of the Personnel Rules.

Section 03. LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY.

A. The City shall comply with applicable federal and state laws governing work-related injuries, leaves and compensation.

B. Employees shall bring health and/or safety problems in the workplace to the attention of their supervisor as soon as possible.

C. The City shall coordinate accrued Sick Leave with Workers' Compensation benefits.

D. Employees who have exhausted their Sick Leave balances may use accrued Vacation Leave, Executive Leave, and/or Holiday Leave consistent with the provisions of Personnel Rules Subsection

10.3.1. Upon expiration of all paid leave time, an Employee shall be entitled to receive compensation only from the City's Workers' Compensation third-party administrator.

Section 04. BEREAVEMENT/COMPASSIONATE LEAVE. Rules regarding Bereavement/ Compassionate Leave are set forth in Section 10.5 of the Personnel Rules.

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Resolution No. 2023-__
Adopted July 21, 2023
17 Section 05. CATASTROPHIC LEAVE-SHARING PROGRAM. Rules regarding the Catastrophic Leave-Sharing Program are set forth in Administrative Directive – AD 10.

Section 06. JURY DUTY. Rules regarding Jury Duty are set forth in Section 10.6 of the Personnel Rules.

Section 07. MILITARY LEAVE. Rules regarding Military Leave are set forth in Section 10.7 of the Personnel Rules.

Section 081. EXECUTIVE LEAVE ACCRUAL FOR DEPARTMENT HEADS.

Department Heads Affected Employees shall be granted one hundred twenty (120) hours of Executive Leave with pay each fiscal year (July 1 to June 30). Sixty (60) hours of Executive Leave will be allocated on a semi-annual basis on the following dates: January 1st and July 1st. Employees hired during the fiscal year period shall have Executive Leave credited as a pro-rated amount pursuant to AD 7, Section 8.5. Department Heads Affected Employees may accumulate up to a maximum of one hundred sixty (160) hours of Executive Leave, wherein upon reaching maximum accumulation such accrual shall cease until the balance falls below the establish maximum accumulation.

Section 092. EXECUTIVE LEAVE CASH-OUT FOR DEPARTMENT HEADS.

Department HeadsAffected Employees are allowed to request cash-out of a maximum of forty (40) hours in January of each year. The Finance Department will send out a request form, in November of the preceding year, that includes written verification of each Employee’s current Executive Leave balance. To be entitled to cash-out Executive Leave, Employees must make an irrevocable request for the upcoming calendar year to cash-out Executive Leave by filling out and signing the form provided by the Finance Department. The form must be submitted to the Finance Department by the date provided on the form, and in no event later than December 31st of each year for cash-out in January of the following year. Moreover, no request for cash-out shall be granted unless first approved by the City Manager. City Manager may consider cash-out of additional unused leave accruals in extreme or emergency situations, but only following the same request procedure.

Section 0103. RESTORING LEAVE CAPS.

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Resolution No. 2023-__
Adopted July 21, 2023
18 ARTICLE IX9 SICK LEAVE AND OTHER LEAVES

Section 01. SICK LEAVES OF ABSENCE.

Section 03. LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY.

A. A. The City shall comply with applicable federal and state laws governing work-related injuries, leaves and compensation.

B. B. Employees shall bring health and/or safety problems in the workplace to the attention of their supervisor as soon as possible.

C. C. The City shall coordinate accrued Sick Leave with Workers'’ Compensation benefits.

D. D. Employees who have exhausted their Sick Leave balances may use accrued Vacation Leave, Executive Leave, and/or Holiday Leave consistent with the provisions of Personnel Rules Subsection 10.3.1. Upon expiration of all paid leave time, an Employee shall be entitled to receive compensation only from the City'’s Workers'’ Compensation third-party administrator.

ARTICLE X10 MEDICAL & DENTAL INSURANCE

Section 01. CORE FLEX PLAN.

The City will contribute the following a Core Flex Plan amounts toward the monthly premium cost based on equivalent to the 2021 Kaiser Permanente Region 1 Premium: for Employee, Employee plus one, and Employee plus Family toward the monthly premium cost.

Time Period Employee Employee + One Employee + Family Effective 7/1/21 $813.64 $1,627.28 $2,115.46
Or the equivalent of the Kaiser Permanente Region 1 Premium, whichever is greater.

Should the health plan premium cost, selected by the employee, be less than the Kaiser Permanente Region 1 premium cost be less than the amounts listed above, the City shall pay no more that the full cost of the Kaiser Permanente rate, with the difference between the cost of the selected health plan premium, and the maximum provided by the city eligible to be applied toward the cost of vision and dental premiums for employees who select Kaiser Permanente.

Section 02. FLEXIBLE BENEFIT OPTIONS.

Resolution No. 2023-__
Adopted July 21, 2023
19 choose choosing the Flexible Benefit Options must establish eligibility by providing verification of enrollment in a group health plan and must reestablish eligibility annually for continued enrollment in the Flexible Benefit Options during the each Open Enrollment Period established in the Suisun City Flexible Benefits Planby the City.

Section 03. RESTRICTIONS.

An Affected Employees may either enroll in the Core Flex Plan or be entitled to the Flexible Benefit Options as described in Section 2 of this Article, but may not participate in both, with the exception of the Voluntary Pre-Tax Payroll Deduction Flexible Spending Account or enrollment in a Dental and/or Vision Plan.

Section 04. MEDICAL INSURANCE BENEFITS AFTER DEATH IN THE LINE OF DUTY.

Section 05. SICK LEAVE CONVERSION TO FUND MEDICAL PREMIUMS.

ARTICLE XI11 WORKERS' COMPENSATION COVERAGE

Section 01. The City shall provide Workers' Compensation Insurance coverage (hereinafter "Workers' Comp") for all Affected Employees through its self-insured program.

ARTICLE XII12 STATE DISABILITY INSURANCE COVERAGE

Section 01. STATE DISABILITY INSURANCE.

The City shall participate in the State Disability Insurance Program (hereinafter "SDI").

Section 02. PAYMENT OF SDI PREMIUMS.

SDI premiums shall be paid in full by the City on behalf of all participating Affected Employees.

323

Resolution No. 2023-__
Adopted July 21, 2023
20 ARTICLE XIII13 LIFE INSURANCE AND DEFERRED COMPENSATION FOR DEPARTMENT HEADS

Section 01. LIFE INSURANCE.

Section 02. DEFERRED COMPENSATION PLAN.

The City shall provide a Deferred Compensation Plan as an optional benefit to Employees. The City will match the Department Head Employee contribution up to 3.5% per pay period. The City's match will be contributed to participating Employees on a per pay-period basis.

ARTICLE XIV14 UNIFORMS AND UNIFORM ALLOWANCESFOR PUBLIC SAFETY

DEPARTMENT
This Article XIV shall apply to Public Safety Department Heads only.

The City shall annually pay Affected Employees required to wear uniforms in the performance of their duties a Uniform Allowance as follows:

Police Chief: $1,300 annually
Fire Chief: $1,300 annually

Section 02. Uniform allowance will be paid on the regular paychecks on a pro-rata basis, equally divided across each of the twenty-six (26) pay periods/paychecks.

ARTICLE XV15 SEVERANCE

Section 01. The City shall provide a Non-Public Safety Affected Employee who is at-will and who is terminated for any reason, other than For Cause, an amount equivalent to three (3) months of pay at the employee’s then-current rate of pay plus an amount equivalent to three (3) months of COBRA insurance coverage (combined “Severance”),in consideration for and contingent upon the employee’s execution of a general release agreement approved in form by the City Attorney. The City shall give a Public Safety Affected Employee who is at-will and who is terminated for any reason, other than For Cause, an amount equivalent to four (4) months of pay at the employee’s then-current rate of pay plus an amount equivalent to four (4) months of COBRA insurance coverage (combined “Severance”),in consideration for and contingent upon the employee’s execution of a general release agreement approved in form by the City Attorney and which includes a waiver of any Public Safety statutory rights. “For Cause” includes, but is not limited to malfeasance, misfeasance, misconduct, unethical conduct, illegal conduct, insubordination or any other conduct that is deemed to reflect poorly on the City, its employees, or its services.

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Resolution No. 2023-__
Adopted July 21, 2023
21 ARTICLE XVI16 ELECTIONS

Section 01. In no event will the terms of this Unrepresented Employee Benefit Schedule or its adoptive resolution be changed or terminated within ninety (90) days before or after any municipal election for the selection or recall of one or more of the members of the City Council.

END

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AGENDA ITEM NO. 13

AGENDA TRANSMITTAL

MEETING DATE:

July 18, 2023

CITY AGENDA ITEM:

Council Adoption of Resolution No. 2023-__ Amending the Citywide Salary Schedule to Implement the Negotiated Wage Adjustments for Employees and Classifications Represented by the Suisun City Employees’ Association (SCEA), Suisun City Police Officers’ Association (SCPOA), Suisun City Management and Professional Employees’ Association (SCMPEA), Including Wage Adjustments for Temporary, Part-Time, Unrepresented and Executive Management Employees and the City Manager.

FISCAL IMPACT:

There is no additional cost associated with implementing the proposed resolution.

The cost associated with the proposed resolution was authorized with the approved labor agreements and was included in the fiscal year 2023-24 budget.

STRATEGIC PLAN:

Provide Good Governance.

BACKGROUND:

Under separate resolutions, the City Council has accepted, approved and adopted the successor Memorandum’s of Understanding (MOUs) governing wages, benefits and other terms and conditions of employment for employees and classifications represented by SCEA, SCPOA and SCMPEA for the period of July 1, 2023 through June 30, 2025.

Separately, the City Council has approved and adopted an Amended and Restated Schedule of Salary and Benefits for Unrepresented and Executive Management Employees. An Amended and Restated Schedule of Compensation and Benefits for Temporary and Part-Time Employees will be forthcoming.

STAFF REPORT:

The Citywide Salary Schedule is being amended to implement the negotiated base wage adjustments for employees and classifications represented by the SCEA, SCPOA, and SCMPEA, as well as base wage adjustments authorized by Council for Temporary, Part-Time, Unrepresented, Executive Management Employees, and the City Manager as authorized by contract.

Labor contracts for all four of the City’s bargaining groups expired on June 30, 2023. The City and authorized representatives from each of the bargaining groups began negotiations in March 2023 with the goal of securing tentative agreements for successor MOUs by June 30 th
. In preparation for these
contract negotiations, the City completed a salary survey of base wages for benchmark classifications.

The City’s list of comparison agencies includes the Cities of American Canyon, Benicia, Davis, Dixon, Fairfield, Hercules, San Pablo, Vacaville, Vallejo, West Sacramento, and Woodland. The salary survey was completed on March 23, 2023. A summary of the survey results in addition to internal alignment that establishes the relationships between all job classes is attached to this staff report.

The March 2023 salary survey revealed that many of the City’s classifications were paid significantly 327
below market by an average of 20%. The City’s base wage for Police Officer was approximately 32% below market and Police Commander the furthest from market by 41%.

Suisun City’s wages have historically lagged in the market. Resolution No. 2006-131, approved by the City Council on October 10, 2006, stated the City’s long standing compensation goal of “ achieving
compensation levels for its workforce consistent with 90 percent of the compensation afforded by [the City’s list of comparison agencies] for the benchmark job classes… provided that the City has the fiscal wherewithal to do so
.” 90% of the market median continues to be the City’s compensation goal today, provided the City’s ability to pay.

The following chart identifies the recent 10-year history of base wage adjustments to City classifications.

Date
Amount
2012 July
5% pay concession
2014 July
Restore 2.5% of pay concession.
2015 July
Restore remaining 2.5% of pay concession.
2016 July
2% Cost of Living Adjustment (COLA)
2017 January

1.5% COLA
2017 July

1.5% COLA
2017 December
3% COLA
2018 December
4% COLA
2019 December

3.9% COLA
2020 July
6% critical staffing Police/Dispatch: Non-pensionable temporary pay. 2021 July
Sunset of the 6% critical staffing for Police and Dispatch employees on 6/30/2021. Provide Temporary Premium Pay, funded by the American Rescue Plan Act (ARPA), of $2/hour to Miscellaneous Employees, $4/hour to Dispatch employees, $6/hour to Police and Fire Safety employees). This was non- pensionable temporary pay scheduled to sunset 6/30/2023. 2021 October

7.5% Miscellaneous and Fire employees; 5.5% Police employees.

This base wage increase is referred to as the “EPMC (Employer Paid Member Contribution) Swap.” Classic Employees began paying the full-CalPERS Employee Contribution that was previously paid by the City. This wage increase offset the increase picked up by Employees and reflected a net zero pay increase to Classic members.

As reflected in the above chart, the city’s wages have increased just 16% in the past 10 years, an average of 1.5% a year where inflation has increased greater than 32% during this same period.

As labor contract negotiations began, the City experienced a mass exodus of Police Officers, with a total of seven Officers submitting resignations between February and June 2023. All seven officers left to neighboring agencies that offered a significantly higher base wage, in addition to hiring and sign-on bonuses of ten and twenty thousand dollars or more. With its low wages, Suisun City faced significant challenges with recruiting and retaining Police Officers.

Wages was a primary topic during the recent labor contract negotiations, where most City employees have not seen a base wage increase since December 2019 and the City had an urgent need to prioritize wages for Police Officers to help retain the remaining workforce and attract new talent to fill the rapidly 328
growing number of vacancies.

In an effort of good faith bargaining, the City engaged with its represented employee groups to amend the prior MOUs to provide base wage increases by an amount equal to the value of the temporary premium pay that was scheduled to sunset on June 30, 2023. The temporary premium pay provided $2.00 per hour to miscellaneous employees, $4.00 per hour to dispatch employees, and $6.00 per hour to police and fire safety employees. These base wage adjustments occurred during May 2023, and while these base wage adjustments advanced many benchmark classifications closer to or beyond the City’s stated 90% compensation goal, several classifications remained well below market.

In addition to prioritizing wages for Police Officers, wages were also prioritized for the City’s lowest paid workers represented by the SCEA and for Temporary and Part-Time Recreation Specialists.

Positions represented by SCEA and Recreation Specialists are typically grant funded, has the ability to offset the additional cost by increasing registration fees, and/or do not pose a significant direct cost to the general fund. In order to ensure a living wage, wage adjustments were negotiated to align SCEA employees to the market median, and the Recreation Specialists will receive a starting wage of $18.00 per hour. Police Officers and Sergeants were adjusted competitively just above the market median. All other benchmark classifications were adjusted to 90% of the median. The City Manager is adjusted based on CPI per contract.

Base wage adjustments for employees and classifications represented by SCEA, SCPOA and SCMPEA are effective July 7, 2023.

Base wage adjustments for Temporary, Part-Time, Unrepresented, and Executive Management Employees are effective July 21, 2023.

The base wage adjustment for the City Manager is effective July 1, 2023.

As of the drafting of this report, the City has not yet reached tentative agreement with the Suisun City Professional Firefighters’ Association (SCPFA) on a successor MOU. The City is hopeful that the parties will come to a tentative agreement and will schedule a future agenda item on outcome of the SCPFA negotiations.

STAFF RECOMMENDATION:

It is recommended that the City Council adopt Resolution No. 2023- ___ - Amending the Citywide Salary Schedule to Implement the Negotiated Wage Adjustments for Employees and Classifications Represented by the Suisun City Employees’ Association (SCEA), Suisun City Police Officers’ Association (SCPOA), Suisun City Management and Professional Employees’ Association (SCMPEA), Including Wage Adjustments for Temporary, Part-Time, Unrepresented and Executive Management Employees and the City Manager.

DOCUMENTS ATTACHED:
1 .

Resolution No. 2023-__: Amending the Citywide Salary Schedule to Implement the Negotiated Wage Adjustments for Employees and Classifications Represented by the Suisun City Employees’ Association (SCEA), Suisun City Police Officers’ Association (SCPOA), Suisun City Management and Professional Employees’ Association (SCMPEA), Including Wage Adjustments for Temporary, Part-Time, Unrepresented and Executive Management Employees and the City Manager.
a. Citywide Salary Schedule
b. Internal Alignment Criteria
329
2 .
2023 Salary Survey Summary Results

PREPARED BY:

Christina Penland, Human Resources Administrator
REVIEWED BY:

Kris Lofthus, Deputy City Manager
APPROVED BY:

Kris Lofthus, Deputy City Manager

ATTACHMENTS:

1. Resolution Approving Citywide Salary Schedule.pdf
a. Citywide Salary Schedule.pdf
b. Internal Alignment Criteria.pdf

2. 2023 Salary Survey Summary Results.pdf
330

Resolution No. 2023-__
Adopted July 18, 2023
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RESOLUTION NO. 2023-__

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY AMENDING

THE CITYWIDE SALARY SCHEDULE TO IMPLEMENT THE NEGOTIATED WAGE

ADJUSTMENTS FOR EMPLOYEES AND CLASSIFICATIONS REPRESENTED BY THE SUISUN CITY EMPLOYEES’ ASSOCIATION (SCEA), SUISUN CITY POLICE OFFICERS’

ASSOCIATAION (SCPOA), SUISUN CITY MANAGEMENT AND PROFESSIONAL EMPLOYEES’ ASSOCIATION (SCMPEA), INCLUDING WAGE ADJUSTMENTS FOR

TEMPORARY, PART-TIME, UNREPRESENTED AND EXECUTIVEMENT
MANAGEMENT EMPLOYEES AND THE CITY MANAGER.

WHEREAS, on October 10, 2006, the City Council adopted a goal of achieving 90 percent of the compensation levels of the local labor market benchmark classes that would be pursued within the City’s ability to afford such compensation levels within the Financial Policies contained in the Annual Budget with the adoption of Resolution No. 2006-131; and
WHEREAS, Resolution No. 2006-131 adopted the local labor-market cities to be the Cities of American Canyon, Benicia, Davis, Dixon, Fairfield, Hercules, San Pablo, Vacaville, Vallejo, West Sacramento, and Woodland; and
WHEREAS, Resolution No. 2006-131 adopted internal alignment criteria to establish the relationships between all job classes that existed in the City’s Classification and Compensation Plan at that time; and
WHEREAS, updates to the City’s Classification and Compensation Plan have been is adopted from time to time, as needed, to establish new classes or revise existing classes; and WHEREAS , on May 2, 2023, the City Council approved amending the Salary Schedule with the adoption of Resolution No. 2023-45 implementing the Second Amendment to the Suisun City Police Officers’ Association (SCPOA) MOU 2021-23, the First Amendment to the Suisun City Professional Firefighters’ Association (SCPFA) MOU 2022-23 and the Amended and Restated Schedule of Benefits for Unrepresented Employees; and
WHEREAS, on May 23, 2023, the City Council approved the current Salary Schedule with the adoption of Resolution No. 2023-63 implementing the Second Amendment to the Suisun City Employees’ Association (SCEA) MOU 2021-23, the Third Amendment to the Suisun City Management and Professional Employees’ Association (SCMPEA) MOU 2021-23; and WHEREAS, the City and authorized labor relations representatives for SCEA, SCPOA, SCMPEA met and conferred in good faith pursuant to the requirements of the Meyers-Milias-Brown Act (MMBA)(Gov’t Code Sections 3500-3511) for successor MOUs that provide wage adjustments to represented classifications; and
WHEREAS, the City Council desires to provide wage adjustments to Tempoary, Part-Time, Unrepresented and Executive Management employees consistent with the adjustments provided to represented employees; and
WHEREAS, the City Manager’s employment contract, approved by City Council on March 5, 2019 with the adoption of Resolution No. 2019-20, Section 2.3 provides a base salary adjustment effective July 1st of every year in accordance with any increase in the all-Urban Consumer Price Index for the San 331
Resolution No. 2023-__
Adopted July 18, 2023
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Francisco-Oakland-Hayward Area (“CPI”), rounded up to the nearest dollar, based on the April year-to- year change which was 4.2% from April 2022 to April 2023; and WHEREAS, the negotiated wage adjustments, influenced by the salary survey of base wages for benchmark classifications completed on March 23, 2023, would allow the City to recruit and retain employees consistent with local labor-market conditions, and the City’s ability to pay.

NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF SUISUN CITY:

THAT consistent with Resolution No. 2006-131, it continues to be the City’s goal to achieve compensation levels for its workforce consistent with 90 percent of the compensation afforded by its local labor-market survey cities for benchmark job classes, provided that the City has the fiscal wherewithal to do so; and
THAT consistent with Resolution No. 2006-131, the local labor-market survey cities continue to be the Cities of American Canyon, Benicia, Davis, Dixon, Fairfield, Hercules, San Pablo, Vacaville, Vallejo, West Sacramento, and Woodland; and
THAT consistent with Resolution No. 2006-131, Council adopts the updated internal alignment of job classes that includes new and revised job classes that have occurred over time, as indicated in Exhibit B; and
THAT base wage adjustments for employees and classifications represented by SCEA, SCPOA and SCMPEA are effective July 7, 2023; base wage adjustments for Temporary, Part-Time, Unrepresented, and Executive Management Employees are effective July 21, 2023; and the base wage adjustment for the City Manager is effective July 1, 2023; and
THAT the City Council of the City of Suisun City hereby adopts Resolution No. 2023-____:

Amending the Citywide Salary Schedule to Implement the Negotiated Wage Adjustments for Employees and Classifications Represented by the Suisun City Employees’ Association (SCEA), Suisun City Police Officers’ Association (SCPOA), Suisun City Management and Professional Employees’ Association (SCMPEA), Including Wage Adjustments for Temporary, Part-Time, Unrepresented and Executive Management Employees and the City Manager.

PASSED AND ADOPTED at a Regular Meeting of said City Council of the City of Suisun City duly held on Tuesday, the 18th day of July 2023, by the following vote:

AYES: Council Members:

NOES: Council Members:

ABSENT: Council Members:

ABSTAIN: Council Members:

WITNESS my hand and the seal of said City this 18th day of July 2023.

Anita Skinner,
City Clerk
Attachments: A. Citywide Salary Schedule
B. Internal Alignment Criteria
332
Resolution Date:7/18/2023
Job Class Column1 Column2 Range A B C D E Starting Ending Effective DateB.U. FLSA Account Clerk I 268 $23.74 $24.93 $26.18 $27.49 $28.86 $4,116 $5,003 07/07/23 SCEA Account Clerk II 291 $26.12 $27.43 $28.80 $30.24 $31.75 $4,527 $5,503 07/07/23SCEA Account Clerk III 313 $28.73 $30.17 $31.68 $33.26 $34.92 $4,980 $6,053 07/07/23SCEA Accountant 362 $35.68 $37.46 $39.33 $41.30 $43.37 $6,184 $7,517 07/07/23SCMPEA Exempt Accounting Technician 323 $31.34 $32.91 $34.56 $36.28 $38.10 $5,433 $6,604 07/07/23SCEA Administrative Assistant I 285 $25.33 $26.60 $27.93 $29.33 $30.79 $4,391 $5,337 07/07/23SCEA Administrative Assistant II 307 $27.87 $29.26 $30.72 $32.26 $33.87 $4,830 $5,871 07/07/23SCEA Assistant Engineer 389 $40.76 $42.80 $44.94 $47.19 $49.54 $7,065 $8,588 07/07/23SCMPEA Exempt Assistant Planner 361 $35.53 $37.31 $39.18 $41.13 $43.19 $6,159 $7,486 07/07/23SCMPEA Exempt Associate Engineer 409 $44.84 $47.08 $49.43 $51.90 $54.50 $7,772 $9,447 07/07/23SCMPEA Exempt Associate Planner 380 $39.09 $41.04 $43.09 $45.25 $47.51 $6,775 $8,235 07/07/23SCMPEA Exempt Background Investigator 391 - - - - $49.92 - - 12/24/21Temp/PT Battalion Chief (2912 annual hours) 375 $37.97 $39.87 $41.87 $43.96 $46.16 $9,462 $11,501 07/21/23Unrep Exempt Building Inspection Services Manager407 $44.46 $46.68 $49.02 $51.47 $54.04 $7,707 $9,367 07/07/23SCMPEA Exempt Building Inspector I 320 $29.63 $31.11 $32.66 $34.30 $36.01 $5,135 $6,242 07/07/23SCEA Building Inspector II 341 $32.59 $34.22 $35.93 $37.73 $39.61 $5,649 $6,866 07/07/23SCEA Building Maintenance Worker I 272 $24.21 $25.42 $26.69 $28.02 $29.42 $4,196 $5,100 07/07/23SCEA Building Maintenance Worker II 296 $26.63 $27.96 $29.36 $30.83 $32.37 $4,616 $5,610 07/07/23SCEA Chief Building Official 469 $61.33 $64.39 $67.61 $70.99 $74.54 $10,630 $12,921 07/21/23Unrep EMExempt City Engineer 467 $60.67 $63.70 $66.89 $70.23 $73.75 $10,516 $12,783 07/07/23SCMPEA Exempt City Manager 595 - - - - $134.00 - $23,227 07/01/23Unrep EMExempt Code Enforcement Officer I 310 $28.28 $29.69 $31.17 $32.73 $34.37 $4,901 $5,958 07/07/23SCEA Code Enforcement Officer II 330 $31.10 $32.66 $34.29 $36.01 $37.81 $5,391 $6,553 07/07/23SCEA Community Services Officer I 284 $25.21 $26.47 $27.79 $29.18 $30.64 $4,370 $5,311 07/07/23SCEA Community Services Officer II 305 $27.73 $29.12 $30.57 $32.10 $33.71 $4,807 $5,843 07/07/23SCEA Computer Systems Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23Temp/PT Computer Technician 358 $35.09 $36.84 $38.68 $40.62 $42.65 $6,082 $7,392 07/07/23SCEA Deputy City Clerk (C) 363 $35.89 $37.69 $39.57 $41.55 $43.63 $6,221 $7,562 07/07/23SCMPEA Exempt Deputy Fire Chief 470 $61.67 $64.76 $67.99 $71.39 $74.96 $10,690 $12,994 07/07/23SCMPEA Exempt Development Services Director 498 $70.53 $74.05 $77.76 $81.64 $85.73 $12,225 $14,859 07/21/23Unrep EMExempt Dispatch/Records Supervisor 377 $38.36 $40.27 $42.29 $44.40 $46.62 $6,648 $8,081 07/07/23SCMPEA Exempt Division Fire Chief 445 $54.59 $57.32 $60.18 $63.19 $66.35 $9,462 $11,501 07/07/23SCMPEA Exempt Economic Development Consultant 441 - - - - $65.00 - - 12/24/21Temp/PT Finance Director 498 $70.53 $74.05 $77.76 $81.64 $85.73 $12,225 $14,859 07/21/23Unrep EMExempt Finance Manager 436 $52.26 $54.87 $57.62 $60.50 $63.52 $9,058 $11,011 07/07/23SCMPEA Exempt Financial Services Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23Temp/PT Fire Captain (2,912 annual hours) A350 $34.85 $36.29 $37.81 $39.40 $41.07 $8,683 $10,233 05/12/23IAFF Fire Captain* (2,912 annual hours) 350 $33.79 $35.48 $37.25 $39.11 $41.07 $8,418 $10,233 05/12/23IAFF Fire Chief 514 $76.03 $79.84 $83.83 $88.02 $92.42 $13,179 $16,019 07/21/23Unrep EMExempt City of Suisun City
Salary Schedule
Hourly Monthly Average
(C) Denotes Confidential Class
** City Manager's Salary is set by Contract Page 1 of 3333 Job Class Column1 Column2 Range A B C D E Starting Ending Effective DateB.U. FLSA Hourly Monthly Average
Fire Engineer (2912 annual hours) 333 $31.38 $32.95 $34.60 $36.33 $38.15 $7,820 $9,505 05/12/23IAFF Fire Engineer (2912 annual hours) A333 $32.45 $33.77 $35.16 $36.62 $38.15 $8,085 $9,505 05/12/23IAFF Fire Marshal 445 $54.59 $57.32 $60.18 $63.19 $66.35 $9,462 $11,501 07/07/23SCMPEA Exempt Firefighter 292 $26.15 $27.46 $28.83 $30.27 $31.79 - - 07/21/23Temp/PT Fleet Mechanic 288 $25.76 $27.05 $28.40 $29.82 $31.32 $4,466 $5,428 07/07/23SCEA Housing Programs Manager 412 $46.28 $48.59 $51.02 $53.57 $56.25 $8,021 $9,750 07/07/23SCMPEA Exempt Housing Specialist I 306 $27.78 $29.17 $30.63 $32.16 $33.77 $4,815 $5,853 07/07/23SCEA Housing Specialist II 326 $30.56 $32.08 $33.69 $35.37 $37.14 $5,297 $6,438 07/07/23SCEA Human Resources Administrator 478 $64.11 $67.32 $70.69 $74.22 $77.93 $11,113 $13,508 07/21/23Unrep EMExempt Human Resources Technician (C) 323 $31.34 $32.91 $34.56 $36.28 $38.10 $5,433 $6,604 07/07/23SCEA IT Services Manager 443 $53.99 $56.69 $59.52 $62.50 $65.62 $9,358 $11,374 07/07/23SCMPEA Exempt Maintenance Worker I 300 $27.16 $28.52 $29.95 $31.45 $33.02 $4,708 $5,723 07/07/23SCEA Maintenance Worker II 322 $29.88 $31.37 $32.94 $34.59 $36.32 $5,179 $6,295 07/07/23SCEA Management Analyst I 361 $35.53 $37.31 $39.18 $41.13 $43.19 $6,159 $7,486 07/07/23SCMPEA Exempt Management Analyst II 380 $39.09 $41.04 $43.09 $45.25 $47.51 $6,775 $8,235 07/07/23SCMPEA Exempt Marketing Manager 379 $38.82 $40.76 $42.80 $44.94 $47.18 $6,728 $8,178 07/07/23SCMPEA Exempt Office Assistant 263 $23.22 $24.38 $25.60 $26.88 $28.23 $4,025 $4,892 07/07/23SCEA Permit Technician I 303 $27.48 $28.86 $30.30 $31.82 $33.41 $4,764 $5,791 07/07/23SCEA Permit Technician II 324 $30.23 $31.74 $33.33 $35.00 $36.75 $5,240 $6,370 07/07/23SCEA Planning Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23Temp/PT Police Chief 547 $88.56 $92.99 $97.64 $102.52 $107.64 $15,350 $18,658 07/21/23Unrep EMExempt Police Commander 498 $70.53 $74.05 $77.76 $81.64 $85.73 $12,225 $14,859 07/07/23SCMPEA Exempt Police Evidence and Property Technician I284 $25.21 $26.47 $27.79 $29.18 $30.64 $4,370 $5,311 07/07/23SCEA Police Evidence and Property Technician II305 $27.73 $29.12 $30.57 $32.10 $33.71 $4,807 $5,843 07/07/23SCEA Police Officer 411 $45.21 $47.47 $49.84 $52.34 $54.95 $7,836 $9,525 07/07/23SCPOA Police Officer Trainee 276 - - - $28.63 $30.06 - - 12/24/21Temp/PT Police Sergeant 444 $54.25 $56.96 $59.81 $62.80 $65.94 $9,404 $11,430 07/07/23SCPOA Police Support Services Manager 413 $46.48 $48.81 $51.25 $53.81 $56.50 $8,057 $9,793 07/07/23SCMPEA Exempt Principal Planner 433 $51.59 $54.17 $56.88 $59.73 $62.71 $8,943 $10,870 07/07/23SCMPEA Exempt Project Manager 408 $44.64 $46.87 $49.22 $51.68 $54.26 $7,738 $9,405 07/07/23SCMPEA Exempt Public Safety Dispatcher I 314 $28.82 $30.26 $31.77 $33.36 $35.03 $4,995 $6,071 07/07/23SCPOA Public Safety Dispatcher II 335 $31.70 $33.28 $34.95 $36.70 $38.53 $5,494 $6,679 07/07/23SCPOA Public Works Director/City Engineer514 $76.03 $79.84 $83.83 $88.02 $92.42 $13,179 $16,019 07/21/23Unrep EMExempt Public Works Inspector 351 $33.89 $35.59 $37.37 $39.24 $41.20 $5,875 $7,141 07/07/23SCEA Public Works Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23Temp/PT Public Works Superintendent 432 $51.08 $53.63 $56.31 $59.13 $62.08 $8,853 $10,761 07/07/23SCMPEA Exempt Public Works Supervisor 370 $37.07 $38.93 $40.87 $42.92 $45.06 $6,426 $7,811 07/07/23SCMPEA Exempt Recreation Coordinator 302 $27.38 $28.75 $30.19 $31.70 $33.28 $4,746 $5,769 07/07/23SCEA Recreation Manager 399 $42.69 $44.83 $47.07 $49.42 $51.89 $7,400 $8,995 07/07/23SCMPEA Exempt Recreation Specialist I 200 $18.00 $18.54 $19.10 $19.67 $20.26 - - 07/21/23Temp/PT Recreation Specialist II 220 $19.80 $20.39 $21.01 $21.64 $22.29 - - 07/21/23Temp/PT Recreation Specialist III 250 $21.78 $22.43 $23.11 $23.80 $24.51 - - 07/21/23Temp/PT Recreation Supervisor 343 $32.86 $34.50 $36.23 $38.04 $39.94 $5,696 $6,923 07/07/23SCMPEA Exempt (C) Denotes Confidential Class
** City Manager's Salary is set by Contract Page 2 of 3334 Job Class Column1 Column2 Range A B C D E Starting Ending Effective DateB.U. FLSA Hourly Monthly Average
Recreation, Parks & Marina Director498 $70.53 $74.05 $77.76 $81.64 $85.73 $12,225 $14,859 07/21/23Unrep EMExempt Senior Accountant 390 $41.03 $43.08 $45.24 $47.50 $49.87 $7,112 $8,644 07/07/23SCMPEA Exempt Senior Associate Engineer 425 $49.32 $51.79 $54.38 $57.09 $59.95 $8,549 $10,391 07/07/23SCMPEA Exempt Senior Building Inspector 381 $39.11 $41.07 $43.12 $45.27 $47.54 $6,779 $8,240 07/07/23SCMPEA Exempt Senior Maintenance Worker 344 $32.87 $34.51 $36.24 $38.05 $39.95 $5,697 $6,925 07/07/23SCEA Senior Management Analyst 400 $42.99 $45.14 $47.40 $49.77 $52.26 $7,452 $9,059 07/07/23SCMPEA Exempt Senior Planner 400 $42.99 $45.14 $47.40 $49.77 $52.26 $7,452 $9,059 07/07/23SCMPEA Exempt Senior Public Safety Dispatcher 357 $34.87 $36.61 $38.44 $40.37 $42.38 $6,044 $7,346 07/07/23SCPOA Youth Services Specialist 356 $34.66 $36.40 $38.22 $40.13 $42.13 $6,008 $7,303 07/07/23SCEA (C) Denotes Confidential Class
** City Manager's Salary is set by Contract Page 3 of 3335 Internal Alighment Criteria
Resolution Date: July 18, 2023
Job Class Group Internal Alignment Criteria
Account Clerk I SCEA 10% below Account Clerk II
Account Clerk II SCEA Benchmark
Account Clerk III SCEA 10% above Account Clerk II
Accountant SCMPEABenchmark
Accounting Technician SCEA 20% above Account Clerk II
Administrative Assistant I SCEA 10% Below Admin Assistant II Administrative Assistant II SCEA Benchmark
Assistant Engineer SCMPEA10% below Assoc Engineer
Assistant Planner SCMPEA10% below Assoc Planner
Associate Engineer SCMPEABenchmark
Associate Planner SCMPEABenchmark
Battalion Chief (2912 annual hours) Unrep 10% Above Monthly Average of Fire Captain Building Inspection Services ManagerSCMPEABenchmark
Building Inspector I SCEA 10% below Bldg Insp II
Building Inspector II SCEA Benchmark
Building Maintenance Worker I SCEA 10% below Building Maintenance Worker II Building Maintenance Worker II SCEA Benchmark
Chief Building Official Unrep Benchmark
City Engineer SCMPEABenchmark
City Manager Unrep Benchmark
Code Enforcement Officer I SCEA 10% below Code Enforcement Officer II Code Enforcement Officer II SCEA Benchmark
Community Services Officer I SCEA 10% below Community Services Officer II Community Services Officer II SCEA Benchmark
Computer Technician SCEA Benchmark
Deputy City Clerk (C) SCMPEABenchmark
Deputy Fire Chief SCMPEA10% Above Division Fire Chief
Development Services Director Unrep Tier 1 Executive
Dispatch/Records Supervisor SCMPEABenchmark
Division Fire Chief SCMPEA10% Above Monthly Average of Fire Captain Finance Director Unrep Tier 1 Executive
Finance Manager SCMPEABenchmark
Fire Captain SCPFA Pending
Fire Chief Unrep Tier 2 Executive
Fire Engineer SCPFA Benchmark
Fire Marshal SCMPEA10% Above Monthly Average of Fire Captain Fleet Mechanic SCEA Benchmark
Housing Programs Manager SCMPEABenchmark
Housing Specialist I SCEA 10% below Housing Specialist II Housing Specialist II SCEA Benchmark
Human Resources Administrator Unrep 10% below Tier 1 Executive Human Resources Technician (C) SCEA Match Acct Tech
IT Services Manager SCMPEABenchmark
Maintenance Worker I SCEA 10% below Maintenance Worker II Maintenance Worker II SCEA Benchmark
Management Analyst I SCMPEA10% below Management Analyst II Management Analyst II SCMPEABenchmark
Marketing Manager SCMPEA15% below Project Manager
Office Assistant SCEA 20% below Admin Asst II
Permit Technician I SCEA 10% below Permit Technician II Permit Technician II SCEA Benchmark
Police Chief Unrep Tier 3 Executive
Police Commander SCMPEA30% above Sergeants
Police Evidence and Property Technician ISCEA 10% below Evidence Prop Tech II

Page 1 of 2336 ends

Suisun City City CouncilJuly 18, 2023

Suisun City City Council
July 18, 2023