Agenda packet — Suisun City City Council, September 2, 2025

CITY COUNCIL
Alma Hernandez, Mayor
Jenalee Dawson, Mayor Pro Tem
Amit Pal, Councilmember
Parise Shepherd, Councilmember
Princess Washington, Councilmember

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 SUISUN CITY HOUSING AUTHORITY

TUESDAY, SEPTEMBER
2, 2025
6:30 PM

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

.
5:00 P.M. CLOSED SESSION
6:30 P.M. REGULAR MEETING

MEETINGS ARE HELD IN-PERSON, PUBLIC PARTICIPATION IS ALSO AVAILABLE VIA ZOOM

ZOOM MEETING INFORMATION:

WEBSITE: https://zoom.us/join
MEETING ID:
818 5290 0483
CALL IN PHONE NUMBER: (707) 438-1720

REMOTE PUBLIC COMMENT IS AVAILABLE FOR THE CITY COUNCIL MEETING BY EMAILING [email protected] (PRIOR TO 4 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. – 809)
(Next City Council Res. No. 2025 – 98)
Next Suisun City Council Acting as Successor Agency Res. No. SA2025 - 06) (Next Housing Authority Res. No. HA2025 – 09)

5:00 P.M CLOSED SESSION

CALL TO ORDER
Mayor Hernandez

ROLL CALL
Council / Board Members

1 1.

CONFERENCE WITH LABOR NEGOTIATOR
A Closed Session will be held, Pursuant to Government Code Section 54957.6, to Conduct Labor Negotiations among:

Agency Negotiator: City Manager, Bret Prebula
Employee Organization:

SCEA (Suisun City Employees' Association);
SCPOA (Suisun City Police Officers Association);
SCPFA (Suisun City Professional Firefighters' Association); SCMPEA (Suisun City Management and Professional Employees' Association); Unrepresented Employees;
Temporary/Part-Time Employees.

2. CONFERENCE WITH REAL PROPERTY NEGOTIATORS
Pursuant to Government Code Section 54956.8 Real Property Identified by Assessor's Parcel Number (APN) 0173-010-230, located at 318 Merganser Drive:

Negotiating Party: City Manager
Subject: Price and Terms of Payment
Parties Negotiation with: Ted Caldwell of Casa De Suisun

3. CONFERENCE WITH LEGAL COUNSEL - EXISTING NEGOTIATION Pursuant to Government Code Section (Paragraph (1) of subdivision (d) of Government Code Section 54956.9).

Name of Case: PLAINTIFFS PW FUND B DVELOPMENT. LLC AND BUZZ OATES CONSTRUCTION, INC., V. DEFENDANTS SOLANO COUNTY AIRPORT LAND USE

COMMISSION, COUNTY OF SOLANO, SOLANOT DEPARTMET OF RESOURCE MANAGEMENT, AND REAL PARTY IN INTEREST CITY OF SUISUN CITY. FILED IN SUPRERIOR COURT OF COUNTY OF SOLANO, CASE NUMBER CU24-07026.

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

PUBLIC COMMENT CLOSED SESSION
(In accordance with Section 54956(a), public comments are limited to items on this closed session agenda, and 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 comment period.)

CLOSED SESSION
Pursuant to California Government Code Section 54950 the Suisun City Council will hold a Closed Session for the Purpose of:

RECESS TO CLOSED SESSION (City Manager Conference Room, City Hall)

6:30 RECONVENE OPEN SESSION

CALL TO ORDER
Mayor Hernandez

ROLL CALL
Council / Board Members
2 4.

City Manager Update - (Prebula: [email protected]).

5. City Attorney Report - (Enright).

6. Council Adoption of Resolution No. 2025-__: Authorizing the Purchase of Installation Services from J.B. Steel, LLC. (Vue - [email protected])

7. Authorization to Update the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees and the Citywide Salary Schedule by Approving the Following Resolutions - (Penland: [email protected]):
a
.

Council Adoption of Resolution No. 2025-___: Updating the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees, effective September 2, 2025.
b
.

Council Adoption of Resolution No. 2025-___: Updating the Citywide Salary Schedule, Effective September 2, 2025, to Establish the Classifications of Information Technology Director and Human Resources Director within the Executive Management Tier 1 Salary Band.
c
.

Council Adoption of Resolution No. 2025-___: Updating the Citywide Salary Schedule, Effective September 26, 2025, to Implement the Market Adjustments Approved in the Executive Management Plan.

PLEDGE OF ALLEGIANCE

INVOCATION

CLOSED SESSION REPORT
Announcement of Actions Taken, if any in Closed Session.

APPROVAL OF REORDERING OF AGENDA

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

REPORTS (Informational items only.)

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.)

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

CONSENT CALENDAR
Consent calendar items requiring little or no discussion may be acted upon with one motion. 3 8.

Discussion and Direction Regarding a Mass Notification System to Enhance Communitywide Alert and Warning Capabilities - (Lopez: [email protected]).

9. Discussion and Direction on Strike Concessions and Progression Forward with Solid Waste Services - (Vue: [email protected]).

10. Non-Discussion Items.

PUBLIC HEARING
NONE

GENERAL BUSINESS

COUNCIL COMMENTS

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 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 4 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, Ashley Nash, Administrative Assistant II 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 AGENDA ITEM NO. 6.

AGENDA TRANSMITTAL

MEETING DATE:

September
2, 2025

AGENDA ITEM:

Council Adoption of Resolution No. 2025-__: Authorizing the Purchase of Installation Services from J.B. Steel, LLC.

FISCAL IMPACT:

There would be no impact on the General Fund from this purchase. The cost for the installation of the new metal building kit will be split between the Sewer Maintenance Fund (F185) and the Solid Waste Fund (F130). Adequate funds are available in both budgets to cover the costs of this purchase ($58,306) along with providing a 20% contingency ($11,661) for a total of $69,697.

STRATEGIC PLAN:

Provide Good Governance; Ensure Public Safety.

BACKGROUND:

With the purchase of the new Vacuum Truck (vac truck) in July 2023, best practices dictate that it is kept housed and protected from the elements to ensure its longevity. Additionally, after the first year of receiving a large volume of loose compost, per SB 1383 requirements, it was determined that it is in the best interest of the City and a best practice to have a portion of the required annual loose compost bagged by Republic Services prior to delivery and stored in a covered area that is protected from the elements. The primarily purposes of the metal building will be divided between housing and protecting the City’s new vac truck and housing and protecting a quantity of bagged compost.

STAFF REPORT:

On October 15, 2024, Council authorized the purchase of a new metal building kit from Viking Manufacturing, Inc. (Viking). A portion of the purchase award included funds for the installation of the building by Viking. Since the purchase of the kit, Viking no longer provides in-house installation services and the new price provided by Viking for installation exceeded the available budget. Staff then reached out to three (3) vendors for quotes for installation of the metal building.

Only one (1) of the three (3) vendors was willing to perform this work. The other two (2) vendors only perform installation if the metal building kit is purchased through them.

Responsive vendor quote:

J.B. Steel, LLC - $58,306

Non-responsive vendor contacted:

Pacific Metal Building, Inc.

Viking Steel Structures

Staff recommends authorizing the purchase of installation services from J.B. Steel, LLC.

STAFF RECOMMENDATION:

Council Adoption of Resolution No. 2025-___: Authorizing the Purchase of Installation Services from J.B. Steel, LLC.

DOCUMENTS ATTACHED:
1 .

Resolution No. 2025-___: Authorizing the Purchase of Installation Services from J.B. Steel, LLC. 7 2
.

Quote – J.B. Steel, LLC.

PREPARED BY:

Amanda Dum, Management Analyst II
REVIEWED BY:

Nouae Vue, Public Works Director
APPROVED BY:

Bret Prebula, City Manager

ATTACHMENTS:

1. Resolution Authorizing the Purchase of Installation Services from J.B. Steel, LLC.

2. Quote â€“ J.B. Steel, LLC.
8 RESOLUTION NO. 2025-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY AUTORIZING THE PURCHASE OF INSTALLATION SERVICES FROM J.B. STEEL, LLC

WHEREAS, on October 15, 2024, the City Council approved the purchase of metal building which will house the City’s Vacuum Truck (vac truck) purchased in 2023, and will also provide covered storage for a portion of the City’s required compost procurement volume which is an annual procurement requirement per SB 1383; and
WHEREAS, it has been determined that storing the vac truck within a four walled, roofed building is in the best interest of the unit and the City; and WHEREAS, SB 1383, the Short-Lived Climate Pollutant (SLCP) Reduction Act of 2016, requires all California cities to procure a large volume of compost annually and storing a portion of the required volume of compost in bags and indoors is in the best interest of the City and its residents; and
WHEREAS, staff contacted four (4) vendors for the metal building and received two quotes with Viking Manufacturing, Inc. providing the lowest cost and they were awarded the purchase contract with the agreement including an installation fee to erect the metal building; and WHEREAS, since the purchase of metal building the vendor, Viking Manufacturing, Inc., has discontinued in-house installation services for their metal buildings; and WHEREAS, it became necessary for staff to contact alte rnative vendors for quotes to complete the installation of the new metal building with staff contacting three (3) vendors with J.B. Steel, LLC providing the lowest qualified bid for this work.

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 of installation services from J.B. Steel, LLC.

PASSED AND ADOPTED at a Regular Meeting of the City Council of the City of Suisun City duly held on Tuesday, the 2nd day of September, 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 2nd day of September 2025.

Anita Skinner
City Clerk

9 10
AGENDA ITEM NO. 7.

AGENDA TRANSMITTAL

MEETING DATE:

September
2, 2025

AGENDA ITEM:

Authorization to Update the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees and the Citywide Salary Schedule by Approving the Following Resolutions:
a
.

Council Adoption of Resolution No. 2025-___: Updating the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees, effective September 2, 2025. b
.

Council Adoption of Resolution No. 2025-___: Updating the Citywide Salary Schedule, Effective September 26, 2025, to Implement the Market Adjustments Approved in the Executive Management Plan.

FISCAL IMPACT:

The cost of these salary and benefit adjustments for Fiscal Year 2025-26 is approximately $180,000. These costs will be incorporated into the midyear budget process.

STRATEGIC PLAN:

Provide Good Governance and Fiscal Solvency.

BACKGROUND:

The City Council periodically reviews and updates the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees to ensure that salaries remain competitive in the labor market, to address internal alignment, and to clarify or update benefit provisions as needed.

The City began negotiations with all of its represented bargaining groups in March 2025 with the goal of reaching agreements by June 30, 2025. Contract negotiations with all represented groups remain ongoing. Typically, the City Council adjusts the Executive Management Plan after completing negotiations with represented groups; however, since those discussions are continuing, the City would like to move forward with these plan updates at this time.

As part of this process, it is also necessary to update the Citywide Salary Schedule to place the newly established classifications of Information Technology Director and Human Resources Director into the Executive Management Tier 1 salary Band. This action will ensure consistency between the Executive Management Salary and Benefits Plan and the Citywide Salary Schedule, which is required for CalPERS reporting purposes.

A separate Resolution is also being presented to Council to adopt the Citywide Salary Schedule effective September 26, 2025, which reflects the market-based salary adjustments approved in the Executive Management Plan to bring salaries to 90% of the market median.

STAFF REPORT:

Executive Management Plan Salary and Benefits Adjustments (Resolution 1) Aligns the IT Director and HR Director with the Executive Management Tier 1 salary band.

Provides a market-based wage adjustment effective September 26, 2025 to bring salaries to 90% 11 of the market median:
o Tier 1: 2.6%
o Tier 2: 10.1%
o Tier 3: 2.9%
o City Manager: 2.9%
Provides a 2.5% Cost of Living (COLA) adjustment effective the first pay period of January 2026.

Provides a 2.5% COLA adjustment effective the first pay period of July 2026.

Provides Employer Paid Member Contribution (EPMC) for CalPERS in exchange for employees’ cost-sharing an equal amount of the employer’s CalPERS contribution. This plan item will become effective as soon as practicable after CalPERS approval.

Increases the City’s deferred compensation plan match by .5% (for a total of 4%) aligning this benefit with other management and professional employees.

Updates and clarify certain language in the plan to remove ambiguity or outdated provisions.

Citywide Salary Schedule Updates (Resolution 2)
The second Resolution updates the Citywide Salary Schedule to formally place the IT Director and the HR Director classifications into the Executive Management Tier 1 salary band effective September 2, 2025.

This schedule does not incorporate the 90% market adjustments, however ensures alignment and compliance with CalPERS requirements.

Citywide Salary Schedule Updates (Resolution 3)
Effective September 26, 2025, updates the Citywide Salary Schedule to incorporate the market adjustments approved in the Executive Management Plan.

This ensures compliance with CalPERS requirements and maintains publicly available pay transparency.

Adoption of these resolutions will ensure that the City continues to attract and retain highly qualified executive management staff, maintains competitive compensation practices, complies with CalPERS requirements, and provides clarity and consistency in benefits administration.

STAFF RECOMMENDATION:

City Council Authorization to Update the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees and the Citywide Salary Schedule Effective September 2, 2025 by Approving the Following Resolutions:
a
.

Council Adoption of Resolution No. 2025-___: Updating the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees, effective September 2, 2025. b
.

Council Adoption of Resolution No. 2025-___: Updating the Citywide Salary Schedule, Effective September 26, 2025, to Implement the Market Adjustments Approved in the Executive Management Plan.

DOCUMENTS ATTACHED:
1 .

Council Adoption of Resolution No. 2025-___: Updating the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees, effective September 2, 2025. a
.

Schedule of Salary and Benefits for Unrepresented and Executive Management Employees - Clean.
12 2
.

Citywide Salary Schedule Effective 9/2/2025.
3 .

Council Adoption of Resolution No. 2025-___: Updating the Citywide Salary Schedule, Effective September 26, 2025, to Implement the Market Adjustments Approved in the Executive Management Plan.
a
.

Citywide Salary Schedule Effective 9/26/2025.
4 .

Schedule of Salary and Benefits for Unrepresented and Executive Management Employees - Redline.

PREPARED BY:

Christina Penland, Human Resources Administrator
REVIEWED BY:

Lakhwinder Deol, Finance Director
APPROVED BY:

Bret Prebula, City Manager

ATTACHMENTS:

1. Resolution - Unrep and EM Plan Update
1a. UNREP EM Plan - Clean

2. Resolution - Citywide Salary Schedule Effective 9/2/2025 2a. Citywide Salary Schedule Effective 9/2/2025

3. Resolution - Citywide Salary Schedule Effective 9/26/2025 3a. Citywide Salary Schedule Effective 9/26/2025

4. UNREP EM Plan - Redline
.
13 Resolution No. 2025-___
Adopted September 2, 2025

Page 1 of 2 ends

RESOLUTION NO. 20 25-___

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

UPDATING THE SCHEDULE OF SALARY AND BENEFITS FOR UNREPRESENTED AND EXECUTIVE MANAGEMENT EMPLOYEES EFFECTIVE SEPTEMBER 2, 2025

WHEREAS, the City Council of the City of Suisun City periodically reviews and updates the Salary and Benefits Plan for Unrepresented and Executive Management Employees to ensure salaries and benefits are competitive and consistent with market practices; and WHEREAS, the City began negotiations with all of its represented bargaining groups in March 2025 with the goal of reaching agreements by June 30, 2025 and those negotiations remain ongoing; and
WHEREAS, although the City Council typically updates the Executive Management Plan after completing negotiations with represented groups, the City Council desires to move forward with adjustments to the Executive Management Plan at this time; and WHEREAS, the proposed adjustments include:
 Aligning the Human Resources Director and Information Technology Director with the Executive Management Tier 1 salary band;
 Market-based wage adjustments effective September 26, 2025, to bring salaries to 90% of the market median (Tier 1 by 2.6%, Tier 2 by 10.1%, Tier 3 by 2.9%, City Manager by 2.9%);
 A 2.5% cost of living adjustment effective the first pay period of January 2026;  A 2.5% cost of living adjustment effective the first pay period of July 2026;  Implementation of Employer Paid Member Contribution (EPMC) for CalPERS offset by employee cost-sharing;
 An increase of 0.5% in the City’s deferred compensation plan match; and WHEREAS, Government Code section 54953(c)(3) requires that, before taking final action, the legislative body shall orally report a summary of a recommendation for final action on the salaries, salary schedules, or compensation paid in the form of fringe benefits of a local agency 14 Resolution No. 2025-___
Adopted September 2, 2025

Page 2 of 2 ends

executive, as defined in subdivision (d) of Section 3511.1, during the open meeting in which the final action is to be taken; and
WHEREAS, the total fiscal impact of these adjustments for the current fiscal year is estimated at $180,000, to be incorporated into the budget during the midyear budget process;

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SUISUN CITY AS FOLLOWS:

The City Council of the City of Suisun City hereby adopts the updated Schedule of Salary and Benefits for Unrepresented and Executive Management Employees, effective September 2, 2025, attached hereto and incorporated herein by reference.

PASSED AND ADOPTED at a Regular Meeting of said City Council of the City of Suisun City duly held on Tuesday, the 2nd day of September 2025, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

WITNESS my hand and the seal of said City this 2nd day of September 2025.

Anita Skinner
City Clerk

Attachment:

1. Schedule of Salary and Benefits for Unrepresented and Executive Management Employees 15 Resolution No. 2025-__
Adopted September 2, 2025
1 CITY OF SUISUN CITY

AMENDED AND RESTATED

SCHEDULE OF SALARY AND BENEFITS

FOR UNREPRESENTED AND

EXECUTIVE MANAGEMENT EMPLOYEES
EFFECTIVE September 2, 2025
Adopted by Resolution No. 2025-__

16 Resolution No. 2025-__
Adopted September 2, 2025
2 Table of Contents
ARTICLE 1 INTRODUCTION .............................................................................................................................. 5 Section 01. AFFECTED EMPLOYEES. .............................................................................................................. 5 Section 02. UNREPRESENTED CLASSIFICATIONS AND EMPLOYEES .............................................................. 5 A. FIRE BATTALION CHIEF. ......................................................................................................................... 5 B. CHIEF BUILDING OFFICIAL. .................................................................................................................... 5 C. CITY ENGINEER. ..................................................................................................................................... 5 D. HUMAN RESOURCES MANAGER. .......................................................................................................... 6 Section 03. AT-WILL EMPLOYMENT STATUS. ............................................................................................... 6 Section 04. FUTURE ADDITIONAL CLASSIFICATIONS. ................................................................................... 6 Section 05. EMPLOYMENT CONTRACTS FOR CERTAIN POSITIONS. .............................................................. 6 ARTICLE 2 SALARY ........................................................................................................................................... 6 Section 01. SALARY SCHEDULE SYSTEM. ....................................................................................................... 6 Section 02. BASE WAGES .............................................................................................................................. 7 A. EXECUTIVE MANAGEMENT PAY BANDS. ............................................................................................... 7 B. JULY 2025 BASE WAGE ADJUSTMENT. .................................................................................................. 7 C. SEPTEMBER 2025 BASE WAGE ADJUSTMENT. ...................................................................................... 7 D. JANUARY 2026 BASE WAGE ADJUSTMENT. .......................................................................................... 7 E. JULY 2026 BASE WAGE ADJUSTMENT. .................................................................................................. 8 Section 03. LEVEL OF COMPENSATION. ........................................................................................................ 8 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. FIRE DUTY CHIEF STANDBY PAY. ................................................................................................ 9 Section 03. ADVANCED EDUCATION COMPENSATION. ................................................................................ 9 Section 04. AUTOMOBILE ALLOWANCE. ....................................................................................................... 9 Section 05. TECHNOLOGY/CELL PHONE EQUIPMENT. .................................................................................. 9 Section 06. NOTARY PAY. .............................................................................................................................. 9 Section 07. LONGEVITY PAY. ....................................................................................................................... 10 Section 08. POST CERTIFICATE PAY. ............................................................................................................ 10 17 Resolution No. 2025-__
Adopted September 2, 2025
3 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. ................................................ 11 Section 03. CLASSIC SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS......................................................... 12 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. RESTORING LEAVE CAPS. .......................................................................................................... 14 ARTICLE 7 HOLIDAYS ..................................................................................................................................... 14 Section 01. HOLIDAY DATES. ....................................................................................................................... 14 Section 02. HOLIDAY LEAVE BALANCE ........................................................................................................ 15 Section 03. RESTORING LEAVE CAPS. .......................................................................................................... 15 ARTICLE 8 EXECUTIVE LEAVE ......................................................................................................................... 15 Section 01. EXECUTIVE LEAVE ACCRUAL. .................................................................................................... 15 Section 02. RESTORING LEAVE CAPS. .......................................................................................................... 16 ARTICLE 9 ACCRUED LEAVE CASH OUT ......................................................................................................... 16 Section 01. ANNUAL CASH OUT OF ACCRUED LEAVE. ................................................................................ 16 Section 02. PAYMENT OF ACCRUED LEAVE AT SEPARATION. ..................................................................... 16 ARTICLE 10 SICK LEAVE AND OTHER LEAVES .................................................................................................. 16 Section 01. LEAVES OF ABSENCE. ............................................................................................................... 16 Section 02. LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY. .......................................... 17 ARTICLE 11 MEDICAL & DENTAL INSURANCE ................................................................................................. 17 Section 01. CORE FLEX PLAN. ...................................................................................................................... 17 Section 02. FLEXIBLE BENEFIT OPTIONS. .................................................................................................... 17 Section 03. RESTRICTIONS. ......................................................................................................................... 17 18 Resolution No. 2025-__
Adopted September 2, 2025
4 ARTICLE 12 WORKERS' COMPENSATION COVERAGE ...................................................................................... 18 ARTICLE 13 STATE DISABILITY INSURANCE COVERAGE ................................................................................... 18 Section 01. STATE DISABILITY INSURANCE. ................................................................................................ 18 Section 02. PAYMENT OF SDI PREMIUMS. .................................................................................................. 18 ARTICLE 14 LIFE INSURANCE AND DEFERRED COMPENSATION ..................................................................... 18 Section 01. LIFE INSURANCE. ...................................................................................................................... 18 Section 02. DEFERRED COMPENSATION PLAN. .......................................................................................... 18 ARTICLE 15 UNIFORMS AND UNIFORM ALLOWANCES ................................................................................... 18 ARTICLE 16 SEVERANCE................................................................................................................................... 19 ARTICLE 17 ELECTIONS .................................................................................................................................... 19

19 Resolution No. 2025-__
Adopted September 2, 2025
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 consistent with Article 1, Section 5 of this Plan:

City Manager
Deputy City Manager
Development Services Director
Finance Director
Fire Chief
Human Resources Director
Information Technology Director
Police Chief
Public Works Director / City Engineer
Recreation, Parks, & Marina Director

Section 02. UNREPRESENTED CLASSIFICATIONS AND EMPLOYEES A. FIRE BATTALION CHIEF.

The Fire Battalion Chief classification is unrepresented and 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 the Executive Management 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.

B. CHIEF BUILDING OFFICIAL.

The Building Official classification is unrepresented and shall receive the same benefits afforded to Senior Management and 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 the Executive Management Plan that apply expressly to Affected Employees in the classifications identified in Section 1. .

C. CITY ENGINEER.

The City Engineer classification is unrepresented and shall receive the same benefits afforded to Senior Management and Management and Professional employees, represented by the Suisun City Management and Professional Employees’ Association (SCMPEA) as provided under the SCMPEA 20 Resolution No. 2025-__
Adopted September 2, 2025
6 MOU, as amended from time to time, even if expired. The City Engineer classification is explicitly excluded from any and all provisions of the Executive Management Plan that apply expressly to Affected Employees in the classifications identified in Section 1. Wages for the City Engineer classification will be adjusted by 8.4% effective September 26, 2025.

D. HUMAN RESOURCES MANAGER.

The Human Resources Manager classification is unrepresented and shall receive the same benefits afforded to Senior Management and 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 Human Resources Manager classification is explicitly excluded from any and all provisions of the Executive Management Plan that apply expressly to Affected Employees in the classifications identified in Section 1.

Section 03. 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 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 04. FUTURE ADDITIONAL CLASSIFICATIONS.

This Plan shall include future additional classifications determined under applicable City Resolution to be “at-will” under the category of Executive Management.

Section 05. EMPLOYMENT CONTRACTS FOR CERTAIN POSITIONS.

The provisions of this Executive Management Plan shall apply to all affected employees listed in Section 1 of this Resolution. Notwithstanding the foregoing, the City Manager, Police Chief, and Fire Chief may also enter into individual employment agreements with the City that may augment, modify, or supplement the compensation and benefits provided to Executive Management employees under this Plan. In the event of any conflict between the terms of an individual employment agreement and the provisions of this Plan, the terms of the individual employment agreement shall govern for that employee, depending on the effective date of the provisions in question.

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 21 Resolution No. 2025-__
Adopted September 2, 2025
7 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 WAGES

A. EXECUTIVE MANAGEMENT PAY BANDS.

Pay bands have historically been established for Executive Management positions to ensure internal equity, external competitiveness, and fiscal responsibility. Pay bands are a structured approach to executive compensation that provides consistency and transparency in how salaries are set across executive classifications; allow flexibility to recognize differences in scope of responsibility, complexity, and organizational impact; and support recruitment and retention of highly qualified executive-level employees. Executive Management positions are grouped into tiers based on their relative responsibilities, organizational impact, and reporting relationships. The tiers are as follows:

Tier 1 Development Services Director, Finance Director, Human Resources Director, IT Director, Recreation, Parks and Marina Director
Tier 2 Fire Chief, Public Works Director/City Engineer
Tier 3 Police Chief
Tier 4 Deputy City Manager
City Manager Salary established by employment contract and City Council resolution

B. JULY 2025 BASE WAGE ADJUSTMENT.

Effective the first full pay period in July of 2025, the base wage rates set forth in the Citywide Salary Schedule increased by a two- and one-half percent (2.5%) COLA as authorized by Resolution No. 2025-

26. C. SEPTEMBER 2025 BASE WAGE ADJUSTMENT.

Effective September 26, 2025, base hourly wages will be adjusted for implementation on the first pay date in October 2025. Benchmark classifications and the affected classifications internally aligned to those benchmark classifications shall be increased to 90% of the market median as follows:

Salary Band % Adjustment
Tier 1 2.6%
Tier 2 10.1%
Tier 3 2.9%
Tier 4 0
City Manager 2.9%

D. JANUARY 2026 BASE WAGE ADJUSTMENT.

Effective the first full pay period in January of 2026, the base wage rates set forth in the Citywide Salary Schedule shall be increased by a two- and one-half percent (2.5%) COLA.

22 Resolution No. 2025-__
Adopted September 2, 2025
8 E. JULY 2026 BASE WAGE ADJUSTMENT.

Effective the first full pay period in July of 2026, the base wage rates set forth in the Citywide Salary Schedule shall be increased by a two- and one-half percent (2.5%) COLA.

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, effective the first day of the assignment. This compensation may be non-pensionable as determined by CalPERS.

23 Resolution No. 2025-__
Adopted September 2, 2025
9 Section 02. 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 03. ADVANCED EDUCATION COMPENSATION.

Affected Employees that have an advanced degree (master’s degree, doctorate, etc.) or professional license or certification 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 or professional licenses or certifications 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 04. 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.

Section 05. 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 06. 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, 24 Resolution No. 2025-__
Adopted September 2, 2025
10 insurance and recording with the County Recorder of the Notary Commission for any employees required to obtain and maintain an official Notary Commission.

Section 07. 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 08. POST CERTIFICATE PAY.

Consistent with the POST Certificate Pay provided to all City sworn law enforcement employees, any Affected Employee who holds a POST Certification above the minimum required for their position, shall receive additional compensation equal to five percent (5%) of their 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:

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.
25 Resolution No. 2025-__
Adopted September 2, 2025
11 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 eight hundred dollars ($1,800.00). 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).

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).

Section 02. CLASSIC MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS.

The employee shall pay the Employee’s contribution as established by CalPERS. Effective October 1, 2021, all Affected Miscellaneous Employees received 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. As soon as practicable after CalPERS approval, the City shall pay 100% of the Classic Miscellaneous Employee contribution in exchange for Classic Miscellaneous employees paying 7% Cost-Share of the employer’s contribution. The Employer Paid Member Contributions (EPMC) will be reported as “Special Compensation”. If permitted under Internal Revenue Code Section 414(h)(2), employee contributions required by and paid by the Employee shall be deducted from each Employee’s gross pay on a pre-tax basis.

26 Resolution No. 2025-__
Adopted September 2, 2025
12 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. Effective October 1, 2021, all Affected Fire Safety Employees received 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. As soon as practicable after CalPERS approval, the City shall pay 100% of the Classic Fire Safety Employee contribution in exchange for Classic Fire Safety employees paying 7% Cost-Share of the employer’s contribution. The Employer Paid Member Contributions (EPMC) will be reported as “Special Compensation”. If permitted under Internal Revenue Code Section 414(h)(2), employee contributions required by and paid by the Employee shall be deducted from each Employee’s gross pay on a pre-tax basis.

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 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 Affected Employee's contribution paid by the Employee shall be deducted from each Employee's gross pay on a pre-tax basis.

D. Effective October 1, 2021, all Affected Safety Police Employees received 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.

E. As soon as practicable after CalPERS approval, the City shall pay 100% of the Classic Police Safety Employee contribution in exchange for Classic Police Safety employees paying 9% Cost- Share of the employer’s contribution. The Employer Paid Member Contributions (EPMC) will be reported as “Special Compensation”. If permitted under Internal Revenue Code Section 414(h)(2), employee contributions required by and paid by the Employee shall be deducted from each Employee’s gross pay on a pre-tax basis.

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 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. 27 Resolution No. 2025-__
Adopted September 2, 2025
13 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 Vacation Leave at the rate of two hundred (200) hours per year.

Section 02. MAXIMUM ACCUMULATION.

Affected Employees may accumulate up to a maximum of three hundred twenty (320) 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, 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.
28 Resolution No. 2025-__
Adopted September 2, 2025
14 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. 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 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, Indigenous People’s Day (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. 29 Resolution No. 2025-__
Adopted September 2, 2025
15 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. 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.

Section 03. RESTORING LEAVE CAPS.

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.

30 Resolution No. 2025-__
Adopted September 2, 2025
16 Section 02. RESTORING LEAVE CAPS.

ARTICLE 9 ACCRUED LEAVE CASH OUT

Section 01. ANNUAL CASH OUT OF ACCRUED LEAVE.

Affected Employees are allowed to cash-out a maximum of one hundred and forty (140) hours of accrued leave in December of each year as long as there remains a minimum of forty (40) hours in employee’s combined accrued leave balances after cash-out. Annual Accrued Leave cash out is limited to the amount of time accrued in the calendar year of the 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 Accrued Leave balances. To be entitled to cash-out Accrued Leave, Employees must make an irrevocable request for the upcoming calendar year to cash-out Accrued 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 December of the following year. With the exception of the December cash-out, Employees may not cash out Accrued Leave except upon leaving City Service.

For the calendar year 2025 only, elections will be made for cash out in 1) January 2026 and 2) December 2026.

Section 02. PAYMENT OF ACCRUED LEAVE 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, Holiday and Executive Leave earned up to the effective date of the separation. Payment shall be at the same hourly rate of pay as was authorized for the Employee at the effective date of termination.

ARTICLE 10 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.

31 Resolution No. 2025-__
Adopted September 2, 2025
17 Section 02. 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 11 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 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 32 Resolution No. 2025-__
Adopted September 2, 2025
18 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 12 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 13 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 14 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.

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 four percent (4%) per pay period. The City's match will be contributed to participating Employees on a per pay-period basis.

ARTICLE 15 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.

33 Resolution No. 2025-__
Adopted September 2, 2025
19 ARTICLE 16 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 17 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
34 Resolution No. 2025-___
Adopted September 2, 2025

Page 1 of 2 ends

RESOLUTION NO. 20 25-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY UPDATING THE CITYWIDE SALARY SCHEDULE, EFFECTIVE SEPTEMBER 2, 2025, TO ESTABLISH THE CLASSIFICATIONS OF INFORMATION TECHNOLOGY

DIRECTOR AND HUMAN RESOURCES DIRECTOR WITHIN THE EXECUTIVE MANAGEMENT TIER 1 SALARY BAND

WHEREAS, the City of Suisun city maintains a Citywide Salary Schedule, which sets forth the approved salary ranges for all City classifications; and WHEREAS, all employers must comply with the compensation earnable and publicly available pay schedule provisions contained within California Government Code (CG) section 20636(d) and California Code of Regulations (CCR) section 570.5; and WHEREAS, it is necessary for the City Council to review, approve, and adopt a publicly available pay schedule in accordance with the requirements of applicable public meeting laws; and WHEREAS, attached to this resolution an d incorporated by reference is the City’s comprehensive salary schedule, which will be made publicly available on the City’s external website and provided upon request; and
WHEREAS, in compliance with CalPERS regulations, the City Council must approve and adopt all changes to the Citywide Salary Schedule; and
WHEREAS, the City Council desires to formally establish the classifications of Information Technology Directo r and Human Resources Director within the Executive Management Tier 1 salary band;
WHEREAS, aligning these classifications within the Executive Management Tier 1 salary band ensures consistency with the updated Executive Management Salary and Benefits Plan and maintains compliance with CalPERS requirements;

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SUISUN CITY AS FOLLOWS:

The City Council of the City of Suisun City hereby approves and adopts the updated Citywide Salary Schedule, attached hereto and incorporated herein by reference, effective September 2, 2025.
35 Resolution No. 2025-___
Adopted September 2, 2025

Page 2 of 2 ends

PASSED AND ADOPTED at a Regular Meeting of said City Council of the City of Suisun City duly held on Tuesday, the 2nd day of September 2025, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

WITNESS my hand and the seal of said City this 2nd day of September 2025.

Anita Skinner
City Clerk

Attachment:

1. Citywide Salary Schedule
36 Resolution Date: 9/2/2025
Effective 9/2/2025
Job Class Column1 Column2 Range A B C D E Starting Ending Effective Date B.U. B.G. FLSA OT Account Clerk I (F) 268 $24.34 $25.56 $26.83 $28.17 $29.58 $4,219 $5,128 06/06/25 SCEA SCEA Account Clerk II (F) 291 $26.77 $28.11 $29.52 $30.99 $32.54 $4,641 $5,641 06/06/25 SCEA SCEA Account Clerk III 313 $29.45 $30.92 $32.47 $34.09 $35.80 $5,105 $6,205 06/06/25 SCEA SCEA Accountant 362 $36.57 $38.40 $40.32 $42.33 $44.45 $6,339 $7,705 06/06/25 SCMPEA SCMPEA Exempt Accounting Technician 332 $32.13 $33.73 $35.42 $37.19 $39.05 $5,569 $6,769 06/06/25 SCEA SCEA Administrative Assistant I (F) 285 $25.97 $27.26 $28.63 $30.06 $31.56 $4,501 $5,471 06/06/25 SCEA SCEA Administrative Assistant II (F) 307 $28.56 $29.99 $31.49 $33.06 $34.72 $4,951 $6,018 06/06/25 SCEA SCEA Administrative Technician 327 $31.42 $32.99 $34.64 $36.37 $38.19 $5,446 $6,619 06/06/25 SCEA SCEA Assistant Engineer (F) 389 $41.78 $43.87 $46.06 $48.37 $50.78 $7,242 $8,802 06/06/25 SCMPEA SCMPEA Exempt Assistant Planner (F) 361 $36.42 $38.24 $40.15 $42.16 $44.27 $6,313 $7,674 06/06/25 SCMPEA SCMPEA Exempt Associate Engineer (F) 409 $45.96 $48.26 $50.67 $53.20 $55.86 $7,966 $9,683 06/06/25 SCMPEA SCMPEA Exempt Associate Planner (F) 380 $40.06 $42.07 $44.17 $46.38 $48.70 $6,944 $8,441 06/06/25 SCMPEA SCMPEA Exempt Background Investigator 391 - - - - $49.92 - - 12/24/21 Temp/PT Temp/PT Battalion Chief (2912 annual hours) 375 $38.92 $40.87 $42.91 $45.06 $47.31 $9,445 $11,481 06/06/25 Unrep SCPFA Building Inspection Services Manager 407 $45.57 $47.85 $50.24 $52.76 $55.39 $7,899 $9,602 06/06/25 SCMPEA SCMPEA Exempt Building Inspector I (F) 320 $30.37 $31.88 $33.48 $35.15 $36.91 $5,264 $6,398 06/06/25 SCEA SCEA Building Inspector II (F) 341 $33.40 $35.07 $36.83 $38.67 $40.60 $5,790 $7,038 06/06/25 SCEA SCEA Building Maintenance Worker I (F) 272 $24.81 $26.05 $27.36 $28.72 $30.16 $4,301 $5,228 06/06/25 SCEA SCEA Building Maintenance Worker II (F) 296 $27.29 $28.66 $30.09 $31.60 $33.18 $4,731 $5,751 06/06/25 SCEA SCEA Chief Building Official 469 $62.86 $66.00 $69.30 $72.77 $76.41 $10,896 $13,244 06/06/25 Unrep SCMPEA Exempt City Engineer 467 $62.19 $65.30 $68.56 $71.99 $75.59 $10,779 $13,102 06/06/25 Unrep SCMPEA Exempt City Manager 595 $125.66 - - - $137.98 $21,781 $23,917 07/04/25 EM Plan EM Exempt Code Enforcement Officer I (F) 310 $28.98 $30.43 $31.95 $33.55 $35.23 $5,024 $6,106 06/06/25 SCEA SCEA Code Enforcement Officer II (F) 330 $31.88 $33.48 $35.15 $36.91 $38.75 $5,526 $6,717 06/06/25 SCEA SCEA Community Services Officer I (F) 284 $25.84 $27.13 $28.49 $29.91 $31.41 $4,479 $5,444 06/06/25 SCEA SCEA Community Services Officer II (F) 305 $28.42 $29.85 $31.34 $32.90 $34.55 $4,927 $5,989 06/06/25 SCEA SCEA Computer Systems Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23 Temp/PT Temp/PT Computer Technician 358 $35.96 $37.76 $39.65 $41.63 $43.71 $6,234 $7,577 06/06/25 SCEA SCEA Deputy City Clerk (C) 363 $36.79 $38.63 $40.56 $42.59 $44.72 $6,377 $7,751 06/06/25 ConfidentialSCMPEA Exempt Deputy City Manager 543 $89.19 $93.65 $98.33 $103.25 $108.41 $15,460 $18,792 07/04/25 EM Plan EM Exempt Deputy Fire Chief 470 $63.21 $66.37 $69.69 $73.18 $76.84 $10,957 $13,318 06/06/25 SCMPEA SCMPEA Exempt Development Services Director 505 $75.18 $78.94 $82.88 $87.03 $91.38 $13,031 $15,839 07/04/25 EM Plan EM Exempt Division Fire Chief 445 $55.95 $58.75 $61.69 $64.77 $68.01 $9,698 $11,788 06/06/25 SCMPEA SCMPEA Exempt Economic Development Consultant 441 - - - - $65.00 - - 12/24/21 Temp/PT Temp/PT Finance Director 505 $75.18 $78.94 $82.88 $87.03 $91.38 $13,031 $15,839 07/04/25 EM Plan EM Exempt Finance Manager 436 $53.57 $56.25 $59.06 $62.01 $65.11 $9,285 $11,286 06/06/25 SCMPEA SCMPEA Exempt Financial Services Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23 Temp/PT Temp/PT Fire Captain (2,912 annual hours) 350 $35.38 $37.15 $39.01 $40.96 $43.01 $8,587 $10,437 06/06/25 SCPFA SCPFA Fire Chief 514 $77.93 $81.83 $85.92 $90.22 $94.73 $13,509 $16,420 07/04/25 EM Plan EM Exempt Fire Engineer (2912 annual hours) A333 $33.26 $34.61 $36.04 $37.53 $39.10 $8,071 $9,488 06/06/25 SCPFA SCPFA Fire Engineer (2912 annual hours) 333 $32.17 $33.78 $35.46 $37.24 $39.10 $7,806 $9,488 06/06/25 SCPFA SCPFA City of Suisun City
Salary Schedule
Hourly Monthly Average
(C) Denotes Confidential Class
(F) Denotes a Flexibly Staffed Classification
** City Manager's Salary is set by Contract
B.U. Bargaining Unit
B.G. Benefits Group Page 1 of 337
Job Class Column1 Column2 Range A B C D E Starting Ending Effective Date B.U. B.G. FLSA OT Hourly Monthly Average
Fire Marshal 445 $55.95 $58.75 $61.69 $64.77 $68.01 $9,698 $11,788 06/06/25 SCMPEA SCMPEA Exempt Firefighter (2912 annual hours) 292 $26.81 $28.15 $29.55 $31.03 $32.58 $6,505 $7,907 06/06/25 SCPFA SCPFA Fleet Mechanic 288 $26.41 $27.73 $29.11 $30.57 $32.10 $4,577 $5,564 06/06/25 SCEA SCEA Housing Programs Manager 412 $47.43 $49.80 $52.29 $54.91 $57.65 $8,222 $9,993 06/06/25 SCMPEA SCMPEA Exempt Housing Specialist I (F) 306 $28.47 $29.90 $31.39 $32.96 $34.61 $4,935 $5,999 06/06/25 SCEA SCEA Housing Specialist II (F) 326 $31.32 $32.89 $34.53 $36.26 $38.07 $5,429 $6,599 06/06/25 SCEA SCEA Human Resources Director 505 $75.18 $78.94 $82.88 $87.03 $91.38 $13,031 $15,839 09/02/25 EM Plan EM Exempt Human Resources Manager 485 $68.35 $71.76 $75.35 $79.12 $83.08 $11,847 $14,400 07/04/25 Unrep EM Exempt Human Resources Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 $3,471 $4,219 09/02/25 Temp/PT Temp/PT Human Resources Technician I (F/C) 311 $29.21 $30.67 $32.20 $33.81 $35.50 $5,062 $6,153 06/06/25 ConfidentialSCEA Human Resources Technician II (F/C) 332 $32.13 $33.73 $35.42 $37.19 $39.05 $5,569 $6,769 06/06/25 ConfidentialSCEA IT Director 505 $75.18 $78.94 $82.88 $87.03 $91.38 $13,031 $15,839 09/02/25 EM Plan EM Exempt IT Services Manager 443 $55.34 $58.10 $61.01 $64.06 $67.26 $9,592 $11,659 06/06/25 SCMPEA SCMPEA Exempt Maintenance Worker I (F) 300 $27.84 $29.24 $30.70 $32.23 $33.84 $4,826 $5,866 06/06/25 SCEA SCEA Maintenance Worker II (F) 322 $30.63 $32.16 $33.77 $35.46 $37.23 $5,309 $6,453 06/06/25 SCEA SCEA Management Analyst I (F) 361 $36.42 $38.24 $40.15 $42.16 $44.27 $6,313 $7,674 06/06/25 SCMPEA SCMPEA Exempt Management Analyst II (F) 380 $40.06 $42.07 $44.17 $46.38 $48.70 $6,944 $8,441 06/06/25 SCMPEA SCMPEA Exempt Marketing Manager 379 $39.79 $41.78 $43.87 $46.06 $48.36 $6,897 $8,383 06/06/25 SCMPEA SCMPEA Exempt Office Assistant 263 $23.80 $24.99 $26.24 $27.55 $28.93 $4,126 $5,015 06/06/25 SCEA SCEA Permit Technician I (F) 303 $28.17 $29.58 $31.06 $32.61 $34.24 $4,883 $5,935 06/06/25 SCEA SCEA Permit Technician II (F) 324 $30.99 $32.54 $34.16 $35.87 $37.67 $5,371 $6,529 06/06/25 SCEA SCEA Planning Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23 Temp/PT Temp/PT Police Chief 547 $90.77 $95.31 $100.08 $105.08 $110.34 $15,734 $19,125 07/04/25 EM Plan EM Exempt Police Commander 498 $72.29 $75.90 $79.70 $83.68 $87.87 $12,530 $15,231 06/06/25 SCMPEA SCMPEA Exempt Police Evidence and Property Technician I (F)284 $25.84 $27.13 $28.49 $29.91 $31.41 $4,479 $5,444 06/06/25 SCEA SCEA Police Evidence and Property Technician II (F)305 $28.42 $29.85 $31.34 $32.90 $34.55 $4,927 $5,989 06/06/25 SCEA SCEA Police Officer (F) 411 $46.34 $48.66 $51.09 $53.64 $56.33 $8,032 $9,763 06/06/25 SCPOA SCPOA Police Officer Trainee (F) 276 - - - $28.63 $30.06 - - 12/24/21 Temp/PT Temp/PT Police Sergeant 460 $58.39 $61.31 $64.37 $67.59 $70.97 $10,121 $12,302 06/06/25 SCPOA SCPOA Police Support Services Manager 450 $56.70 $59.53 $62.51 $65.63 $68.91 $9,827 $11,945 06/06/25 SCMPEA SCMPEA Exempt Principal Planner 433 $52.88 $55.53 $58.30 $61.22 $64.28 $9,167 $11,142 06/06/25 SCMPEA SCMPEA Exempt Project Manager 408 $45.76 $48.04 $50.45 $52.97 $55.62 $7,931 $9,640 06/06/25 SCMPEA SCMPEA Exempt Public Safety Dispatch/Police Records Supervisor410 $46.78 $49.12 $51.58 $54.16 $56.87 $8,109 $9,857 06/06/25 SCPOA SCPOA Public Safety Dispatcher I (F) 349 $35.15 $36.91 $38.75 $40.69 $42.72 $6,093 $7,406 06/06/25 SCPOA SCPOA Public Safety Dispatcher II (F) 373 $38.66 $40.60 $42.63 $44.76 $47.00 $6,702 $8,146 06/06/25 SCPOA SCPOA Public Works Director/City Engineer 514 $77.93 $81.83 $85.92 $90.22 $94.73 $13,509 $16,420 07/04/25 EM Plan EM Exempt Public Works Inspector 351 $34.74 $36.48 $38.30 $40.22 $42.23 $6,022 $7,320 06/06/25 SCEA SCEA Public Works Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23 Temp/PT Temp/PT Public Works Superintendent 432 $52.35 $54.97 $57.72 $60.61 $63.64 $9,075 $11,030 06/06/25 SCMPEA SCMPEA Exempt Public Works Supervisor 370 $38.00 $39.90 $41.89 $43.99 $46.19 $6,587 $8,006 06/06/25 SCMPEA SCMPEA Exempt Recreation Coordinator 302 $28.07 $29.47 $30.94 $32.49 $34.12 $4,865 $5,913 06/06/25 SCEA SCEA Recreation Manager 399 $43.76 $45.95 $48.24 $50.66 $53.19 $7,585 $9,219 06/06/25 SCMPEA SCMPEA Exempt Recreation Specialist I (F) 200 $18.00 $18.54 $19.10 $19.67 $20.26 - - 07/21/23 Temp/PT Temp/PT Recreation Specialist II (F) 220 $19.80 $20.39 $21.01 $21.64 $22.29 - - 07/21/23 Temp/PT Temp/PT Recreation Specialist III (F) 250 $21.78 $22.43 $23.11 $23.80 $24.51 - - 07/21/23 Temp/PT Temp/PT Recreation Supervisor 343 $33.68 $35.36 $37.13 $38.99 $40.94 $5,838 $7,096 06/06/25 SCMPEA SCMPEA Exempt (C) Denotes Confidential Class
(F) Denotes a Flexibly Staffed Classification
** City Manager's Salary is set by Contract
B.U. Bargaining Unit
B.G. Benefits Group Page 2 of 338
Job Class Column1 Column2 Range A B C D E Starting Ending Effective Date B.U. B.G. FLSA OT Hourly Monthly Average
Recreation, Parks & Marina Director 505 $75.18 $78.94 $82.88 $87.03 $91.38 $13,031 $15,839 07/04/25 EM Plan EM Exempt Senior Accountant 390 $42.06 $44.16 $46.37 $48.68 $51.12 $7,290 $8,861 06/06/25 SCMPEA SCMPEA Exempt Senior Associate Engineer (F) 425 $50.55 $53.08 $55.74 $58.52 $61.45 $8,763 $10,651 06/06/25 SCMPEA SCMPEA Exempt Senior Building Inspector 381 $40.09 $42.09 $44.20 $46.41 $48.73 $6,949 $8,446 06/06/25 SCMPEA SCMPEA Exempt Senior Maintenance Worker 344 $33.69 $35.37 $37.14 $39.00 $40.95 $5,840 $7,098 06/06/25 SCEA SCEA Senior Management Analyst 400 $44.07 $46.27 $48.59 $51.02 $53.57 $7,639 $9,285 06/06/25 SCMPEA SCMPEA Exempt Senior Planner 400 $44.07 $46.27 $48.59 $51.02 $53.57 $7,639 $9,285 06/06/25 SCMPEA SCMPEA Exempt Senior Public Safety Dispatcher 395 $42.53 $44.66 $46.89 $49.24 $51.70 $7,372 $8,961 06/06/25 SCPOA SCPOA Youth Services Specialist 356 $35.53 $37.31 $39.17 $41.13 $43.19 $6,159 $7,486 06/06/25 SCEA SCEA (C) Denotes Confidential Class
(F) Denotes a Flexibly Staffed Classification
** City Manager's Salary is set by Contract
B.U. Bargaining Unit
B.G. Benefits Group Page 3 of 339
Resolution No. 2025-___
Adopted September 2, 2025

Page 1 of 2 ends

RESOLUTION NO. 20 25-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY UPDATING THE CITYWIDE SALARY SCHEDULE EFFECTIVE SEPTEMBER 26, 2025, TO IMPLEMENT THE MARKET ADJUSTMENTS APPROVED IN THE

EXECUTIVE MANAGEMENT PLAN

WHEREAS, the City of Suisun city maintains a Citywide Salary Schedule, which sets forth the approved salary ranges for all City classifications; and WHEREAS, all employers must comply with the compensation earnable and publicly available pay schedule provisions contained within California Government Code (CG) section 20636(d) and California Code of Regulations (CCR) section 570.5; and WHEREAS, it is necessary for the City Council to review, approve, and adopt a publicly available pay schedule in accordance with the requirements of applicable public meeting laws; and WHEREAS, attached to this resolution and incorporated by reference is the City’s comprehensive salary schedule, which will be made publicly available on the City’s external website and provided upon request; and
WHEREAS, in compliance with CalPERS regulations, the City Council must approve and adopt all changes to the Citywide Salary Schedule; and
WHEREAS, the Schedule of Salary and Benefits for Unrepresented and Executive Management Employees provides market -based wage adjustments for Executive Management classifications, effective September 26, 2025, to bring salaries to 90% of the market median (Tier 1 by 2.6%, Tier 2 by 10.1%, Tier 3 by 2.9% and City Manager by 2.9%); and; WHEREAS, adoption of the update salary schedule is required to align with the Executive Management Salary and Benefits Plan and for CalPERS compliance and public transparency;

NOW, THEREFORE, BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SUISUN CITY AS FOLLOWS:

The City Council of the City of Suisun City hereby approves and adopts the updated Citywide Salary Schedule, attached hereto and incorporated herein by reference, effectiv e September 26, 2025.
40 Resolution No. 2025-___
Adopted September 2, 2025

Page 2 of 2 ends

PASSED AND ADOPTED at a Regular Meeting of said City Council of the City of Suisun City duly held on Tuesday, the 2nd day of September 2025, by the following vote:

AYES: Councilmembers:

NOES: Councilmembers:

ABSENT: Councilmembers:

ABSTAIN: Councilmembers:

WITNESS my hand and the seal of said City this 2nd day of September 2025.

Anita Skinner
City Clerk

Attachment:

1. Citywide Salary Schedule
41 Resolution Date: 9/2/2025
Effective 9/26/2025
Job Class Column1 Column2 Range A B C D E Starting Ending Effective Date B.U. B.G. FLSA OT Account Clerk I (F) 268 $24.34 $25.56 $26.83 $28.17 $29.58 $4,219 $5,128 06/06/25 SCEA SCEA Account Clerk II (F) 291 $26.77 $28.11 $29.52 $30.99 $32.54 $4,641 $5,641 06/06/25 SCEA SCEA Account Clerk III 313 $29.45 $30.92 $32.47 $34.09 $35.80 $5,105 $6,205 06/06/25 SCEA SCEA Accountant 362 $36.57 $38.40 $40.32 $42.33 $44.45 $6,339 $7,705 06/06/25 SCMPEA SCMPEA Exempt Accounting Technician 332 $32.13 $33.73 $35.42 $37.19 $39.05 $5,569 $6,769 06/06/25 SCEA SCEA Administrative Assistant I (F) 285 $25.97 $27.26 $28.63 $30.06 $31.56 $4,501 $5,471 06/06/25 SCEA SCEA Administrative Assistant II (F) 307 $28.56 $29.99 $31.49 $33.06 $34.72 $4,951 $6,018 06/06/25 SCEA SCEA Administrative Technician 327 $31.42 $32.99 $34.64 $36.37 $38.19 $5,446 $6,619 06/06/25 SCEA SCEA Assistant Engineer (F) 389 $41.78 $43.87 $46.06 $48.37 $50.78 $7,242 $8,802 06/06/25 SCMPEA SCMPEA Exempt Assistant Planner (F) 361 $36.42 $38.24 $40.15 $42.16 $44.27 $6,313 $7,674 06/06/25 SCMPEA SCMPEA Exempt Associate Engineer (F) 409 $45.96 $48.26 $50.67 $53.20 $55.86 $7,966 $9,683 06/06/25 SCMPEA SCMPEA Exempt Associate Planner (F) 380 $40.06 $42.07 $44.17 $46.38 $48.70 $6,944 $8,441 06/06/25 SCMPEA SCMPEA Exempt Background Investigator 391 - - - - $49.92 - - 12/24/21 Temp/PT Temp/PT Battalion Chief (2912 annual hours) 375 $38.92 $40.87 $42.91 $45.06 $47.31 $9,445 $11,481 06/06/25 Unrep SCPFA Building Inspection Services Manager 407 $45.57 $47.85 $50.24 $52.76 $55.39 $7,899 $9,602 06/06/25 SCMPEA SCMPEA Exempt Building Inspector I (F) 320 $30.37 $31.88 $33.48 $35.15 $36.91 $5,264 $6,398 06/06/25 SCEA SCEA Building Inspector II (F) 341 $33.40 $35.07 $36.83 $38.67 $40.60 $5,790 $7,038 06/06/25 SCEA SCEA Building Maintenance Worker I (F) 272 $24.81 $26.05 $27.36 $28.72 $30.16 $4,301 $5,228 06/06/25 SCEA SCEA Building Maintenance Worker II (F) 296 $27.29 $28.66 $30.09 $31.60 $33.18 $4,731 $5,751 06/06/25 SCEA SCEA Chief Building Official 469 $62.86 $66.00 $69.30 $72.77 $76.41 $10,896 $13,244 06/06/25 Unrep SCMPEA Exempt City Engineer 467 $67.41 $70.78 $74.32 $78.04 $81.94 $11,685 $14,203 09/26/25 Unrep SCMPEA Exempt City Manager 595 $129.31 - - - $137.98 $22,413 $23,917 09/26/25 EM Plan EM Exempt Code Enforcement Officer I (F) 310 $28.98 $30.43 $31.95 $33.55 $35.23 $5,024 $6,106 06/06/25 SCEA SCEA Code Enforcement Officer II (F) 330 $31.88 $33.48 $35.15 $36.91 $38.75 $5,526 $6,717 06/06/25 SCEA SCEA Community Services Officer I (F) 284 $25.84 $27.13 $28.49 $29.91 $31.41 $4,479 $5,444 06/06/25 SCEA SCEA Community Services Officer II (F) 305 $28.42 $29.85 $31.34 $32.90 $34.55 $4,927 $5,989 06/06/25 SCEA SCEA Computer Systems Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23 Temp/PT Temp/PT Computer Technician 358 $35.96 $37.76 $39.65 $41.63 $43.71 $6,234 $7,577 06/06/25 SCEA SCEA Deputy City Clerk (C) 363 $36.79 $38.63 $40.56 $42.59 $44.72 $6,377 $7,751 06/06/25 ConfidentialSCMPEA Exempt Deputy City Manager 543 $89.19 $93.65 $98.33 $103.25 $108.41 $15,460 $18,792 07/04/25 EM Plan EM Exempt Deputy Fire Chief 470 $63.21 $66.37 $69.69 $73.18 $76.84 $10,957 $13,318 06/06/25 SCMPEA SCMPEA Exempt Development Services Director 505 $77.13 $80.99 $85.04 $89.29 $93.75 $13,370 $16,251 09/26/25 EM Plan EM Exempt Division Fire Chief 445 $55.95 $58.75 $61.69 $64.77 $68.01 $9,698 $11,788 06/06/25 SCMPEA SCMPEA Exempt Economic Development Consultant 441 - - - - $65.00 - - 12/24/21 Temp/PT Temp/PT Finance Director 505 $77.13 $80.99 $85.04 $89.29 $93.75 $13,370 $16,251 09/26/25 EM Plan EM Exempt Finance Manager 436 $53.57 $56.25 $59.06 $62.01 $65.11 $9,285 $11,286 06/06/25 SCMPEA SCMPEA Exempt Financial Services Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23 Temp/PT Temp/PT Fire Captain (2,912 annual hours) 350 $35.38 $37.15 $39.01 $40.96 $43.01 $8,587 $10,437 06/06/25 SCPFA SCPFA Fire Chief 514 $85.81 $90.10 $94.60 $99.33 $104.30 $14,873 $18,078 09/26/25 EM Plan EM Exempt Fire Engineer (2912 annual hours) A333 $33.26 $34.61 $36.04 $37.53 $39.10 $8,071 $9,488 06/06/25 SCPFA SCPFA Fire Engineer (2912 annual hours) 333 $32.17 $33.78 $35.46 $37.24 $39.10 $7,806 $9,488 06/06/25 SCPFA SCPFA City of Suisun City
Salary Schedule
Hourly Monthly Average
(C) Denotes Confidential Class
(F) Denotes a Flexibly Staffed Classification
** City Manager's Salary is set by Contract
B.U. Bargaining Unit
B.G. Benefits Group Page 1 of 342
Job Class Column1 Column2 Range A B C D E Starting Ending Effective Date B.U. B.G. FLSA OT Hourly Monthly Average
Fire Marshal 445 $55.95 $58.75 $61.69 $64.77 $68.01 $9,698 $11,788 06/06/25 SCMPEA SCMPEA Exempt Firefighter (2912 annual hours) 292 $26.81 $28.15 $29.55 $31.03 $32.58 $6,505 $7,907 06/06/25 SCPFA SCPFA Fleet Mechanic 288 $26.41 $27.73 $29.11 $30.57 $32.10 $4,577 $5,564 06/06/25 SCEA SCEA Housing Programs Manager 412 $47.43 $49.80 $52.29 $54.91 $57.65 $8,222 $9,993 06/06/25 SCMPEA SCMPEA Exempt Housing Specialist I (F) 306 $28.47 $29.90 $31.39 $32.96 $34.61 $4,935 $5,999 06/06/25 SCEA SCEA Housing Specialist II (F) 326 $31.32 $32.89 $34.53 $36.26 $38.07 $5,429 $6,599 06/06/25 SCEA SCEA Human Resources Director 505 $77.13 $80.99 $85.04 $89.29 $93.75 $13,370 $16,251 09/26/25 EM Plan EM Exempt Human Resources Manager 485 $68.35 $71.76 $75.35 $79.12 $83.08 $11,847 $14,400 07/04/25 Unrep SCMPEA Exempt Human Resources Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 $3,471 $4,219 09/02/25 Temp/PT Temp/PT Human Resources Technician I (F/C) 311 $29.21 $30.67 $32.20 $33.81 $35.50 $5,062 $6,153 06/06/25 ConfidentialSCEA Human Resources Technician II (F/C) 332 $32.13 $33.73 $35.42 $37.19 $39.05 $5,569 $6,769 06/06/25 ConfidentialSCEA IT Director 505 $77.13 $80.99 $85.04 $89.29 $93.75 $13,370 $16,251 09/26/25 EM Plan EM Exempt IT Services Manager 443 $55.34 $58.10 $61.01 $64.06 $67.26 $9,592 $11,659 06/06/25 SCMPEA SCMPEA Exempt Maintenance Worker I (F) 300 $27.84 $29.24 $30.70 $32.23 $33.84 $4,826 $5,866 06/06/25 SCEA SCEA Maintenance Worker II (F) 322 $30.63 $32.16 $33.77 $35.46 $37.23 $5,309 $6,453 06/06/25 SCEA SCEA Management Analyst I (F) 361 $36.42 $38.24 $40.15 $42.16 $44.27 $6,313 $7,674 06/06/25 SCMPEA SCMPEA Exempt Management Analyst II (F) 380 $40.06 $42.07 $44.17 $46.38 $48.70 $6,944 $8,441 06/06/25 SCMPEA SCMPEA Exempt Marketing Manager 379 $39.79 $41.78 $43.87 $46.06 $48.36 $6,897 $8,383 06/06/25 SCMPEA SCMPEA Exempt Office Assistant 263 $23.80 $24.99 $26.24 $27.55 $28.93 $4,126 $5,015 06/06/25 SCEA SCEA Permit Technician I (F) 303 $28.17 $29.58 $31.06 $32.61 $34.24 $4,883 $5,935 06/06/25 SCEA SCEA Permit Technician II (F) 324 $30.99 $32.54 $34.16 $35.87 $37.67 $5,371 $6,529 06/06/25 SCEA SCEA Planning Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23 Temp/PT Temp/PT Police Chief 547 $93.41 $98.08 $102.98 $108.13 $113.54 $16,190 $19,679 09/26/25 EM Plan EM Exempt Police Commander 498 $72.29 $75.90 $79.70 $83.68 $87.87 $12,530 $15,231 06/06/25 SCMPEA SCMPEA Exempt Police Evidence and Property Technician I (F)284 $25.84 $27.13 $28.49 $29.91 $31.41 $4,479 $5,444 06/06/25 SCEA SCEA Police Evidence and Property Technician II (F)305 $28.42 $29.85 $31.34 $32.90 $34.55 $4,927 $5,989 06/06/25 SCEA SCEA Police Officer (F) 411 $46.34 $48.66 $51.09 $53.64 $56.33 $8,032 $9,763 06/06/25 SCPOA SCPOA Police Officer Trainee (F) 276 - - - $28.63 $30.06 - - 12/24/21 Temp/PT Temp/PT Police Sergeant 460 $58.39 $61.31 $64.37 $67.59 $70.97 $10,121 $12,302 06/06/25 SCPOA SCPOA Police Support Services Manager 450 $56.70 $59.53 $62.51 $65.63 $68.91 $9,827 $11,945 06/06/25 SCMPEA SCMPEA Exempt Principal Planner 433 $52.88 $55.53 $58.30 $61.22 $64.28 $9,167 $11,142 06/06/25 SCMPEA SCMPEA Exempt Project Manager 408 $45.76 $48.04 $50.45 $52.97 $55.62 $7,931 $9,640 06/06/25 SCMPEA SCMPEA Exempt Public Safety Dispatch/Police Records Supervisor410 $46.78 $49.12 $51.58 $54.16 $56.87 $8,109 $9,857 06/06/25 SCPOA SCPOA Public Safety Dispatcher I (F) 349 $35.15 $36.91 $38.75 $40.69 $42.72 $6,093 $7,406 06/06/25 SCPOA SCPOA Public Safety Dispatcher II (F) 373 $38.66 $40.60 $42.63 $44.76 $47.00 $6,702 $8,146 06/06/25 SCPOA SCPOA Public Works Director/City Engineer 514 $85.81 $90.10 $94.60 $99.33 $104.30 $14,873 $18,078 09/26/25 EM Plan EM Exempt Public Works Inspector 351 $34.74 $36.48 $38.30 $40.22 $42.23 $6,022 $7,320 06/06/25 SCEA SCEA Public Works Specialist 222 $20.02 $21.02 $22.08 $23.18 $24.34 - - 07/21/23 Temp/PT Temp/PT Public Works Superintendent 432 $52.35 $54.97 $57.72 $60.61 $63.64 $9,075 $11,030 06/06/25 SCMPEA SCMPEA Exempt Public Works Supervisor 370 $38.00 $39.90 $41.89 $43.99 $46.19 $6,587 $8,006 06/06/25 SCMPEA SCMPEA Exempt Recreation Coordinator 302 $28.07 $29.47 $30.94 $32.49 $34.12 $4,865 $5,913 06/06/25 SCEA SCEA Recreation Manager 399 $43.76 $45.95 $48.24 $50.66 $53.19 $7,585 $9,219 06/06/25 SCMPEA SCMPEA Exempt Recreation Specialist I (F) 200 $18.00 $18.54 $19.10 $19.67 $20.26 - - 07/21/23 Temp/PT Temp/PT Recreation Specialist II (F) 220 $19.80 $20.39 $21.01 $21.64 $22.29 - - 07/21/23 Temp/PT Temp/PT Recreation Specialist III (F) 250 $21.78 $22.43 $23.11 $23.80 $24.51 - - 07/21/23 Temp/PT Temp/PT Recreation Supervisor 343 $33.68 $35.36 $37.13 $38.99 $40.94 $5,838 $7,096 06/06/25 SCMPEA SCMPEA Exempt (C) Denotes Confidential Class
(F) Denotes a Flexibly Staffed Classification
** City Manager's Salary is set by Contract
B.U. Bargaining Unit
B.G. Benefits Group Page 2 of 343
Job Class Column1 Column2 Range A B C D E Starting Ending Effective Date B.U. B.G. FLSA OT Hourly Monthly Average
Recreation, Parks & Marina Director 505 $77.13 $80.99 $85.04 $89.29 $93.75 $13,370 $16,251 09/26/25 EM Plan EM Exempt Senior Accountant 390 $42.06 $44.16 $46.37 $48.68 $51.12 $7,290 $8,861 06/06/25 SCMPEA SCMPEA Exempt Senior Associate Engineer (F) 425 $50.55 $53.08 $55.74 $58.52 $61.45 $8,763 $10,651 06/06/25 SCMPEA SCMPEA Exempt Senior Building Inspector 381 $40.09 $42.09 $44.20 $46.41 $48.73 $6,949 $8,446 06/06/25 SCMPEA SCMPEA Exempt Senior Maintenance Worker 344 $33.69 $35.37 $37.14 $39.00 $40.95 $5,840 $7,098 06/06/25 SCEA SCEA Senior Management Analyst 400 $44.07 $46.27 $48.59 $51.02 $53.57 $7,639 $9,285 06/06/25 SCMPEA SCMPEA Exempt Senior Planner 400 $44.07 $46.27 $48.59 $51.02 $53.57 $7,639 $9,285 06/06/25 SCMPEA SCMPEA Exempt Senior Public Safety Dispatcher 395 $42.53 $44.66 $46.89 $49.24 $51.70 $7,372 $8,961 06/06/25 SCPOA SCPOA Youth Services Specialist 356 $35.53 $37.31 $39.17 $41.13 $43.19 $6,159 $7,486 06/06/25 SCEA SCEA (C) Denotes Confidential Class
(F) Denotes a Flexibly Staffed Classification
** City Manager's Salary is set by Contract
B.U. Bargaining Unit
B.G. Benefits Group Page 3 of 344

Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
1 CITY OF SUISUN CITY

AMENDED AND RESTATED

SCHEDULE OF SALARY AND BENEFITS

FOR UNREPRESENTED AND

EXECUTIVE MANAGEMENT EMPLOYEES
EFFECTIVE August 13, 2024September 2, 2025
Adopted by Resolution No. 20245-__

45 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
2 Table of Contents
ARTICLE 1 INTRODUCTION .............................................................................................................................. 5 Section 01. AFFECTED EMPLOYEES. .............................................................................................................. 5 Section 02. UNREPRESENTED CLASSIFICATIONS AND EMPLOYEES .............................................................. 5 A. FIRE BATTALION CHIEF. ......................................................................................................................... 5 B. CHIEF BUILDING OFFICIAL. .................................................................................................................... 5 C. CITY ENGINEER. ..................................................................................................................................... 5 D. HUMAN RESOURCES MANAGER. .......................................................................................................... 6 Section 03. AT-WILL EMPLOYMENT STATUS. ............................................................................................... 6 Section 04. FUTURE ADDITIONAL CLASSIFICATIONS. ................................................................................... 6 Section 05. EMPLOYMENT CONTRACTS FOR CERTAIN POSITIONS. .............................................................. 6 ARTICLE 2 SALARY ........................................................................................................................................... 6 Section 01. SALARY SCHEDULE SYSTEM. ....................................................................................................... 7 Section 02. BASE WAGES .............................................................................................................................. 7 A. EXECUTIVE MANAGEMENT PAY BANDS. ............................................................................................... 7 B. JULY 2025 BASE WAGE ADJUSTMENT. .................................................................................................. 8 C. SEPTEMBER 2025 BASE WAGE ADJUSTMENT. ...................................................................................... 8 D. JANUARY 2026 BASE WAGE ADJUSTMENT. .......................................................................................... 8 E. JULY 2026 BASE WAGE ADJUSTMENT. .................................................................................................. 8 Section 03. LEVEL OF COMPENSATION. ........................................................................................................ 8 Section 04. ADVANCEMENT WITHIN THE SALARY SCHEDULE. ..................................................................... 9 Section 05. WORK SCHEDULES. .................................................................................................................... 9 Section 06. ALTERNATIVE WORK SCHEDULES. ............................................................................................. 9 Section 07. FLSA EXEMPT STATUS. ............................................................................................................... 9 ARTICLE 3 OTHER COMPENSATION ................................................................................................................ 9 Section 01. ACTING CITY MANAGER PAY. ..................................................................................................... 9 Section 02. FIRE DUTY CHIEF STANDBY PAY. .............................................................................................. 10 Section 03. ADVANCED EDUCATION COMPENSATION. .............................................................................. 10 Section 04. AUTOMOBILE ALLOWANCE. ..................................................................................................... 10 Section 05. TECHNOLOGY/CELL PHONE EQUIPMENT. ................................................................................ 10 Section 06. NOTARY PAY. ............................................................................................................................ 11 Section 07. LONGEVITY PAY. ....................................................................................................................... 11 Section 08. POST CERTIFICATE PAY. ............................................................................................................ 11 46 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
3 ARTICLE 4 EDUCATION REIMBURSEMENT .................................................................................................... 11 ARTICLE 5 RETIREMENT BENEFITS ................................................................................................................ 12 Section 01. THE CALIFORNIA PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA). ................... 12 Section 02. CLASSIC MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS. ................................................ 13 Section 03. CLASSIC SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS......................................................... 13 Section 04. CLASSIC SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS. ................................................... 13 Section 05. PEPRA NEW MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS. ......................................... 14 Section 06. PEPRA NEW SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS. ................................................. 14 Section 07. PEPRA NEW SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS. ............................................ 14 Section 08. SICK LEAVE CONVERSION. ......................................................................................................... 14 ARTICLE 6 VACATION LEAVE ......................................................................................................................... 14 Section 01. VACATION ACCRUAL. ............................................................................................................... 14 Section 02. MAXIMUM ACCUMULATION. .................................................................................................. 15 Section 03. HOLIDAY DURING VACATION. .................................................................................................. 15 Section 04. UTILIZATION OF VACATION LEAVE. .......................................................................................... 15 Section 05. RESTORING LEAVE CAPS. .......................................................................................................... 16 ARTICLE 7 HOLIDAYS ..................................................................................................................................... 16 Section 01. HOLIDAY DATES. ....................................................................................................................... 16 Section 02. HOLIDAY LEAVE BALANCE ........................................................................................................ 17 Section 03. RESTORING LEAVE CAPS. .......................................................................................................... 17 ARTICLE 8 EXECUTIVE LEAVE ......................................................................................................................... 17 Section 01. EXECUTIVE LEAVE ACCRUAL. .................................................................................................... 17 Section 02. RESTORING LEAVE CAPS. .......................................................................................................... 18 ARTICLE 9 ACCRUED LEAVE CASH OUT ......................................................................................................... 18 Section 01. ANNUAL CASH OUT OF ACCRUED LEAVE. ................................................................................ 18 Section 02. PAYMENT OF ACCRUED LEAVE AT SEPARATION. ..................................................................... 19 ARTICLE 10 SICK LEAVE AND OTHER LEAVES .................................................................................................. 19 Section 01. LEAVES OF ABSENCE. ............................................................................................................... 19 Section 02. LEAVE OF ABSENCE DUE TO INJURY INCURRED WHILE ON DUTY. .......................................... 19 ARTICLE 11 MEDICAL & DENTAL INSURANCE ................................................................................................. 19 Section 01. CORE FLEX PLAN. ...................................................................................................................... 19 Section 02. FLEXIBLE BENEFIT OPTIONS. .................................................................................................... 19 Section 03. RESTRICTIONS. ......................................................................................................................... 20 47 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
4 ARTICLE 12 WORKERS' COMPENSATION COVERAGE ...................................................................................... 20 ARTICLE 13 STATE DISABILITY INSURANCE COVERAGE ................................................................................... 20 Section 01. STATE DISABILITY INSURANCE. ................................................................................................ 20 Section 02. PAYMENT OF SDI PREMIUMS. .................................................................................................. 20 ARTICLE 14 LIFE INSURANCE AND DEFERRED COMPENSATION ..................................................................... 20 Section 01. LIFE INSURANCE. ...................................................................................................................... 20 Section 02. DEFERRED COMPENSATION PLAN. .......................................................................................... 21 ARTICLE 15 UNIFORMS AND UNIFORM ALLOWANCES ................................................................................... 21 ARTICLE 16 SEVERANCE................................................................................................................................... 21 ARTICLE 17 ELECTIONS .................................................................................................................................... 21

48 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
5 ARTICLE 1 INTRODUCTION

Section 01. AFFECTED EMPLOYEES.

City Manager
Deputy City Manager
Development Services Director
Finance Director
Fire Chief
Human Resources AdministratorDirector
Information Technology Director
Police Chief
Public Works Director / City Engineer
Recreation, Parks, & Marina Director

Section 02. UNREPRESENTED CLASSIFICATIONS AND EMPLOYEES A. FIRE BATTALION CHIEF.

The Fire Battalion Chief classification is unrepresented and 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 the Executive Management 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.

B. Section 03. CHIEF BUILDING OFFICIAL.

The Building Official classification is unrepresented and shall receive the same benefits afforded to Senior Management and 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 the Executive Management 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.

C. CITY ENGINEER.
49 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
6 The City Engineer classification is unrepresented and shall receive the same benefits afforded to Senior Management and 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 City Engineer classification is explicitly excluded from any and all provisions of this the Executive Management Plan that apply expressly to Affected Employees in the classifications identified in Section 1. Wages for the City Engineer classification will be adjusted by 8.4% effective September 26, 2025.

D. HUMAN RESOURCES MANAGER.

Section 043. AT-WILL EMPLOYMENT STATUS.

This provision does not waive any public safety statutory rights afforded to the Police Chief and/or Fire Chief.

Section 054. FUTURE ADDITIONAL CLASSIFICATIONS.

This Plan shall include future additional classifications determined under applicable City Resolution to be “at-will” under the category of within the categories of Unrepresented or Executive Management.

Section 05. EMPLOYMENT CONTRACTS FOR CERTAIN POSITIONS.

ARTICLE 2 SALARY

50 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
7 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 S INCRASES

C. 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.

D. 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%

E. FINANCE DIRECTOR BASE WAGE ADJUSTMENT.

Effective February 16, 2024, the base hourly wage for the Finance Director will be increased by 4%.

F. DEVELOPMENT SERVICES DIRECTOR, RECREATION, PARKS, & MARINA DIRECTOR, HUMAN RESOURCES ADMINISTRATOR BASE WAGE ADJUSTMENT.

Effective August 16, 2024, the base hourly wage for the Development Services Director, the Recreation, Parks, & Marina Director, and the Human Resources Administrator will be increased by 4%.

A. EXECUTIVE MANAGEMENT PAY BANDS.

Pay bands have historically been established for Executive Management positions to ensure internal equity, external competitiveness, and fiscal responsibility. Pay bands are a structured approach to executive compensation that provides consistency and transparency in how salaries are set across executive classifications; allow flexibility to recognize differences in scope of responsibility, complexity, 51 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
8 and organizational impact; and support recruitment and retention of highly qualified executive-level employees. Executive Management positions are grouped into tiers based on their relative responsibilities, organizational impact, and reporting relationships. The tiers are as follows:

B. JULY 2025 BASE WAGE ADJUSTMENT.

26. C. SEPTEMBER 2025 BASE WAGE ADJUSTMENT.

Salary Band % Adjustment
Tier 1 2.6%
Tier 2 10.1%
Tier 3 2.9%
Tier 4 0
City Manager 2.9%

D. JANUARY 2026 BASE WAGE ADJUSTMENT.

Effective the first full pay period in January of 2026, the base wage rates set forth in the Citywide Salary Schedule shall be increased by a two- and one-half percent (2.5%) COLA.

E. JULY 2026 BASE WAGE ADJUSTMENT.

Effective the first full pay period in July of 2026, the base wage rates set forth in the Citywide Salary Schedule shall be increased by a two- and one-half percent (2.5%) COLA.

Section 03. LEVEL OF COMPENSATION.

52 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
9 Section 04. ADVANCEMENT WITHIN THE SALARY SCHEDULE.

Section 05. WORK SCHEDULES.

Section 06. ALTERNATIVE WORK SCHEDULES.

Section 07. FLSA EXEMPT STATUS.

ARTICLE 3 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 designee who is covered by the City’s 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 program is also extended. Assignees will be 53 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
10 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 032. FIRE DUTY CHIEF STANDBY PAY.

Section 043. ADVANCED EDUCATION COMPENSATION.

Section 054. AUTOMOBILE ALLOWANCE.

Section 065. TECHNOLOGY/CELL PHONE EQUIPMENT.

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 086. 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 097. LONGEVITY PAY.

Section 1008. POST EXECUTIVE MANAGEMENT CERTIFICATE PAY.

Consistent with the POST Certificate Pay provided to all City sworn law enforcement employees, any Affected Employees that possess who holds a POST Executive Management Certificateion above the minimum required for their position, shall receive an amount equal to five percent (5%) of current base salary additional compensation equal to five percent (5%) of their current base salary.

ARTICLE 4 EDUCATION REIMBURSEMENT

Section 01. LIMITATIONS ON EDUCATION REIMBURSEMENT.

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:
55 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
12 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.

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.

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 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 eight hundred dollars ($1,5800.00). 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).

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 56 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
13 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 CalPERSEffective October 1, 2021, all Affected Miscellaneous Employees will received 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. As soon as practicable after CalPERS approval, the City shall pay 100% of the Classic Miscellaneous Employee contribution in exchange for Classic Miscellaneous employees paying 7% Cost-Share of the employer’s contribution. The Employer Paid Member Contributions (EPMC) will be reported as “Special Compensation”. If permitted under Internal Revenue Code Section 414(h)(2), employee contributions required by and paid by the Employee shall be deducted from each Employee’s gross pay on a pre-tax basis.

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 CalPERSEffective October 1, 2021, all Affected Fire Safety Affected Employees will received 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. As soon as practicable after CalPERS approval, the City shall pay 100% of the Classic Fire Safety Employee contribution in exchange for Classic Fire Safety employees paying 7% Cost-Share of the employer’s contribution. The Employer Paid Member Contributions (EPMC) will be reported as “Special Compensation”. If permitted under Internal Revenue Code Section 414(h)(2), employee contributions required by and paid by the Employee shall be deducted from each Employee’s gross pay on a pre-tax basis.

Section 04. CLASSIC SAFETY POLICE EMPLOYEE RETIREMENT BENEFITS.

A. The City shall continue to provide Level four (4), Survivor Benefits through CalPERS.

B. The City shall pay the Employer’s contribution. The employee shall pay the Employee’s contribution as established by CalPERS.
57 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
14 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 CalPERSEffective October 1, 2021, all Affected Safety Police Affected Employees will received 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.

Section 06. PEPRA NEW SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS.

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 6 VACATION LEAVE

Section 01. VACATION ACCRUAL.
58 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
15 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 Vacation Leave at the rate 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.

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.

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 59 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
16 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 075. RESTORING LEAVE CAPS.

ARTICLE 7 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, Indigenous People’s Day (Columbus Day).

The eleventh day of November, Veteran's Day.

The fourth Thursday in November, Thanksgiving Day.
60 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
17 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.

Section 03. RESTORING LEAVE CAPS.

ARTICLE 8 EXECUTIVE LEAVE

Section 01. EXECUTIVE LEAVE ACCRUAL.

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.
61 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
18 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 032. RESTORING LEAVE CAPS.

ARTICLE 9 ACCRUED LEAVE CASH OUT

Section 01. ANNUAL CASH OUT OF ACCRUED LEAVE.

For the calendar year 2025 only, elections will be made for cash out in 1) January 2026 and 2) December 2026.

62 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
19 Section 02. PAYMENT OF ACCRUED LEAVE AT SEPARATION.

ARTICLE 910 SICK LEAVE AND OTHER LEAVES

Section 01. LEAVES OF ABSENCE.

Section 032. 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.

ARTICLE 1011 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.

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 63 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
20 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.

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.

ARTICLE 1112 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 1213 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 1314 LIFE INSURANCE AND DEFERRED COMPENSATION

Section 01. LIFE INSURANCE.

64 Resolution No. 20245-__
Adopted August 13, 2024September 2, 2025
21 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 four percent 3.5%(4%) per pay period. The City's match will be contributed to participating Employees on a per pay-period basis.

ARTICLE 1415 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 1516 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 1617 ELECTIONS

END
65 THIS PAGE INTENTIONALLY LEFT BLANK
66 AGENDA ITEM NO. 8.

AGENDA TRANSMITTAL

MEETING DATE:

September
2, 2025

AGENDA ITEM:

Discussion and Direction Regarding a Mass Notification System to Enhance Communitywide Alert and Warning Capabilities.

FISCAL IMPACT:

The estimated cost of the project is $353,486.65, and it is not funded.

STRATEGIC PLAN:

Goal A - Public Safety.

BACKGROUND:

While technology has advanced alert and warning systems through applications, emails, and text messaging, there remains a strong case for a community-wide alert siren to notify residents during disasters. In Suisun City’s early days, both residents and firefighters were alerted to emergencies by the ringing of a bell mounted atop the fire station. Similarly, in the Midwest, public sirens are activated during tornado sightings to warn residents to take immediate shelter. Currently, in California, there is no standardized system to notify the public of emergencies without requiring individuals to opt in to third-party platforms such as Nixle or Alert Solano.

STAFF REPORT:

Staff has consulted with agencies that currently operate community alert and siren systems. In addition, staff engaged Day Wireless Systems, a local vendor specializing in mass notification technology, to provide a system design and installation quote for Suisun City. The proposed design includes the strategic placement of five (5) mass notification warning units throughout the community to enhance public safety.

Each unit is equipped to broadcast six (6) distinct siren tones and up to sixteen (16) prerecorded messages. The system also includes a live public address feature, allowing real-time communication during emergencies. To further increase accessibility, each siren head is fitted with a red LED light cluster for visual alerting, providing critical notification to individuals who are hearing impaired.

STAFF RECOMMENDATION:

Staff is seeking direction from the City Council on whether to further explore additional information and potential funding options for the scope of this project.

DOCUMENTS ATTACHED:

1. Updated Quote 7.31.25 Day Wireless pdf.

2. Suisun City Community Siren Presentation pptx.

PREPARED BY:

Brad Lopez, Fire Chief
REVIEWED BY:

Brad L. Lopez, Fire Chief
APPROVED BY:

Bret Prebula, City Manager

ATTACHMENTS:
67 1. Quote 7 31 25

2. PPT Suisun City Community Siren Project
.
68 69
70 71
72 73
74 75
76 Mass
Notification
System
By Chief Lopez
77 Systems Explored

CITY OF BENICIA CONTRA COSTA
COUNTY

NAPA COUNTY
78 System Design-
Suisun City
 Command and Control Unit
 5 Mass Notification Warning Systems
 Solar Powered Sites
 6 Distinct Siren Tones
 16 Prerecorded Messages
 Live Public Address (PA) Feature
 Visual Alert Red LED light cluster for
hearing impaired
79 Map
Example
80 Estimated Costs
81 Funding
Options
Grant Funding
General Fund
Lease Options
Earmark Funding
82 Questions?
83 THIS PAGE INTENTIONALLY LEFT BLANK
84 AGENDA ITEM NO. 9.

AGENDA TRANSMITTAL

MEETING DATE:

September
2, 2025

AGENDA ITEM:

Discussion and Direction on Strike Concessions and Progression Forward with Solid Waste Services.

FISCAL IMPACT:

There would be no fiscal impact to the General Fund from this item. The outcome of Council's decisions could have fiscal impact implications.

STRATEGIC PLAN:

Provide Good Governance. Enhance the Environment.

BACKGROUND:

The City is in the final stages of completing the renegotiation of the full Franchise Agreement and of establishing new rates and services with Republic Services.

STAFF REPORT:

Staff will be presenting an informational PowerPoint covering the concessions being offered from the recent Teamsters’ strike as well as scenarios for progressing forward in a manner that ensures Solid Waste services for the residents and businesses in Suisun City.

STAFF RECOMMENDATION:

Council will be providing staff with their recommendations for direction moving forward to ensure the City has Solid Waste services in place, and for direction on offered strike concessions.

DOCUMENTS ATTACHED:
1 .

PowerPoint Presentation.

PREPARED BY:

Amanda Dum, Management Analyst II
REVIEWED BY:

Nouae Vue, Public Works Director & City
Engineer
APPROVED BY:

Bret Prebula, City Manager

ATTACHMENTS:

1. PowerPoint Presentation
85 DISCUSSION & DIRECTION

STRIKE CONCESSIONS & PROGRESSION FORWARD

REPUBLIC SERVICES
Amanda Dum, Management Analyst II Public Works
September 2, 2025
1 86

OVERVIEW

1. Current Timeline & Strike 2025

2. Strike Concession Options

3. Progressing Forward - Options
29/02/2025
87 CURRENT TIMELINE
3 9/02/2025
…STRIKE 202588
STRIKE

CONCESSION OPTIONS
4 • Two Month Delay Rate Increase ($11.86)
OR
• Flat Rate Credit ($16.70)
• 3rd Bulky Waste Pick-Up
• $22,171 Reimbursement
• Strike Language Update in Agreement
9/02/2025
89 9/02/2025 5
• Conduct Public Hearing on
September 16th
• Count Protest Letters
• Council Vote
• Notify Republic Services
• Hire consultant to support
RFP process
• Release Request for
Proposals (RFP)
• Begin process of negotiating
new Franchise Agreement
90 PROCEEDING


PROP 218 PROCESS
6 Potential Advantages
• New proposed rates include
many new beneficial services
• New strike language in place for
the future
• Continuation of street sweeping
services & funding for Illegal
Dump Crew
• Continuity of service & vendor
• In the final stretch of process
• Go out for RFP process at end of
10-year contract term
Potential Disadvantages
• Public perception
• Delay of 14 to 18 months (best
case) to new Franchise Agreement
• Wondering “what if”
• Illegal Dump Crew becomes
unfunded
• Street Sweeping services will end
9/02/2025
91 ACTIVATING RFP PROCESS
7 • Public Perception
• New Agreement
• Unpredictable risk
• Cost to hire consultant (~ $50K – $100K)
• Timeline for process (~14 to 18 mos. best case)
• Time & cost to transition to possible new hauler
• Loss of funding for Illegal Dump Crew
• Establishment of new street sweeping services
• Loss of established relationships
• Loss of hauler with direct knowledge of Suisun
market
Potential Advantages
Potential Disadvantages:
9/02/2025
92 QUESTIONS
8 DISCUSSION
& DIRECTION
93

Suisun City City CouncilSeptember 2, 2025

Suisun City City Council
September 2, 2025