Agenda packet — Suisun City City Council, September 16, 2025 (part 4 of 4)

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 16, 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:
 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;  Employer Paid Member Contribution (EPMC) for CalPERS in exchange for employees’ cost-sharing an equal amount of the employer’s CalPERS contribution, effective upon CalPERS approval;
 An increase of 0.5% in the City’s deferred compensation plan match (to 4%);  Adds the IT Director classification to the Executive Management Plan; and  Clarifying amendment to remove outdated or ambiguous language; and WHEREAS, Government Code section 54953(c)(3) requires that, before taking final action, the legislative body shall orally report a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 755
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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 16, 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 16th 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 16th day of September 2025.

Anita Skinner
City Clerk

Attachment:

1. Schedule of Salary and Benefits for Unrepresented and Executive Management Employees 756

Resolution No. 2025-__
Adopted September 16, 2025
1 CITY OF SUISUN CITY

AMENDED AND RESTATED

SCHEDULE OF SALARY AND BENEFITS

FOR UNREPRESENTED AND

EXECUTIVE MANAGEMENT EMPLOYEES
EFFECTIVE September 16, 2025
Adopted by Resolution No. 2025-__

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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 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. SEPTEMBER 2025 BASE WAGE ADJUSTMENT. ...................................................................................... 7 B. JANUARY 2026 BASE WAGE ADJUSTMENT. .......................................................................................... 7 C. JULY 2026 BASE WAGE ADJUSTMENT. .................................................................................................. 7 D. EXECUTIVE MANAGEMENT PAY BANDS. ............................................................................................... 7 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. ................................................................................................ 8 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 ARTICLE 4 EDUCATION REIMBURSEMENT .................................................................................................... 10 ARTICLE 5 RETIREMENT BENEFITS ................................................................................................................ 11 758

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3 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. ........................................................ 11 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. ................................................. 12 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. .................................................................................................. 13 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. .......................................................................................................... 15 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. .......................................... 16 ARTICLE 11 MEDICAL & DENTAL INSURANCE ................................................................................................. 17 Section 01. CORE FLEX PLAN. ...................................................................................................................... 17 Section 02. FLEXIBLE BENEFIT OPTIONS. .................................................................................................... 17 Section 03. RESTRICTIONS. ......................................................................................................................... 17 ARTICLE 12 WORKERS' COMPENSATION COVERAGE ...................................................................................... 18 ARTICLE 13 STATE DISABILITY INSURANCE COVERAGE ................................................................................... 18 759

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4 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................................................................................................................................... 18 ARTICLE 17 ELECTIONS .................................................................................................................................... 19

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5 ARTICLE 1 INTRODUCTION

Section 01. AFFECTED EMPLOYEES.

This Schedule of Salary and Benefits for Unrepresented and Executive Management Employees (the "Plan") shall be in force and effect for the following classifications of employees with the City of Suisun City ("City"), hereinafter referred to as the "Affected Employee(s)," and is also subject to any express employment contracts entered into and signed by the City and the Affected Employees consistent with Article 1, Section 5 of this Plan:

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

Section 02. UNREPRESENTED CL ASSIFICATIONS 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 761

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6 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 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.

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 CONTRA CTS 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 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.

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7 Section 02. BASE WAGES

A. 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 cl assifications and the affected cla ssifications 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%
Human Resources Administrator 12.9%

The base wage adjustment to th e Human Resources Administrator to reach 90% of market median aligns the salary for this classification with the Tier 1 Executive Management Pay Band.

B. 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.

C. 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.

D. EXECUTIVE MANAGEMENT PAY BANDS.

Pay bands have historically been established for Ex ecutive Management positions to ensure internal equity, external competitiveness, and fiscal respon sibility. 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 Manageme nt 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 Administrator, 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 employme nt contract and City Council resolution

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8 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.

Section 02. FIRE DUTY CHIEF STANDBY PAY.

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9 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, insurance and recording with the County Recorder of the Notary Commission for any employees required to obtain and maintain an official Notary Commission.

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10 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 rela te 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 require d in advance of registering any the course of instruction.

C. Course work taken only at institutions a ccredited by nationally recognized accrediting agencies that the federal Secretary of Education has determined to be reliable authorities as to the quality of such education or training offered shall be considered for reimbursement.

Correspondence courses shall not be eligible. Reimbursement for course work taken at a non- accredited institution shall be subject to the sole discretion of the City Manager.

D. Employees shall only receive education reimbursement if they satisfactorily complete the approved course with a “pass” or grade of “C” or better.

E. In the event an Employee receives assistance under federal or state government legislation or other student aid program for education charges for an approved course, only the difference, if any, between such assistance and the education charges an employee actually incurs, shall be eligible for reimbursement under this program.

F. Upon completion of each course, an Empl oyee 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.

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11 Section 02. Reimbursement for books and registration fe es 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 pr ovide 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 e ducation 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 MISCELLANEOU S 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.

Section 03. CLASSIC SAFETY FIRE EMPLOYEE RETIREMENT BENEFITS.

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12 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 fo ur (4), Survivor Benefits through CalPERS.

B. The City shall pay the Employer’s contribut ion. 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 approv al, 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.

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 768

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13 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.

Section 03. HOLIDAY DURING VACATION.

An Employee is not charged Vacation Leave for a Holiday occurring during their Vacation Leave.

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Adopted September 16, 2025
14 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.

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. 770

Resolution No. 2025-__
Adopted September 16, 2025
15 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.

Affected Employees may accumulate up to a maximum of one hundred sixty (160) hours of Executive Leave, wherein upon reaching maximum accumulation such accrual shall cease until the balance falls below the establish maximum accumulation.

Section 02. RESTORING LEAVE CAPS.

Resolution No. 2025-__
Adopted September 16, 2025
16 on or after July 1, 2024, shall not accrue any more leave time until they bring their accrual balance below the leave caps and shall not be allowed to accrue over the cap from thereon. The City understands that after buying down the excess accrued leave to the leave caps, that it is likely in the first few payroll periods following that event that employees will exceed he caps again, so the City is providing the one (1) year period to give employees time to sufficiently reduce their leave accruals to avoid future loss of accruals when the hard cap is imposed.

ARTICLE 9 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.

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. 772

Resolution No. 2025-__
Adopted September 16, 2025
17 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 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. 773

Resolution No. 2025-__
Adopted September 16, 2025
18 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.

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 774

Resolution No. 2025-__
Adopted September 16, 2025
19 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

775
Resolution No. 2025-___
Adopted September 16, 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 TO ESTABLISH THE

CLASSIFICATION OF IT DIRECTOR AND TO IMPLEMENT THE MARKET

ADJUSTMENTS APPROVED IN THE EXECUTIVE MANAGEMENT PLAN
EFFECTIVE SEPTEMBER 26, 2025

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 reso lution 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 City Council desires to establish the classification of IT Director and align its compensation and benefits with the Executive Management Plan; 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:
776
Resolution No. 2025-___
Adopted September 16, 2025

Page 2 of 2 ends

The City Council of the City of Suisun City hereby approves and adopts the updated Citywide Salary Schedule effective September 26, 2025, attached hereto and incorpor ated 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 16th 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 16th day of September 2025.

Anita Skinner
City Clerk

Attachment:

1. Citywide Salary Schedule
777
Resolution Date: 9/16/2025
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 3778
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 Administrator 505 $77.13 $80.99 $85.04 $89.29 $93.75 $13,370 $16,251 09/26/25 EM Plan EM Exempt 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 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 (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 3779
Job Class Column1 Column2 Range A B C D E Starting Ending Effective Date B.U. B.G. FLSA OT Hourly Monthly Average
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 3780
Resolution No. 2025-___
Adopted September 16, 2025

Page 1 of 2 ends

RESOLUTION NO. 20 25-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY APPROVING AMENDMENT NO. 1 TO THE CITY MANAGER EMPLOYMENT

AGREEMENT

WHEREAS, on April 29, 2024, the City entered into a City Manager Employment Agreement with Bret Prebula; and
WHEREAS, on September 16, 2025, the City Council adopted Resolution No. 2025-__ to amend the City’s Schedule of Salary and Benefits for Unrepresented and Executive Management Employees; and
WHEREAS, the City and the City Manager desire to amend the Employment Agreement to ensure consistency with the Executive Management Benefits Schedule; and WHEREAS, Amendment No. 1 provides the same rules, limitations, terms and conditions provided to all executive management employees in the Executive Management Benefits Schedule shall also apply to the City Manager, and that in the event all executive management are provided with additional benefits, the City Manager shall receive the same benefits effective the same date; and

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 approves Amendment No. 1 to the City Manager Employment Agreement, 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 16th 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 16th day of September 2025.

781
Resolution No. 2025-___
Adopted September 16, 2025

Page 2 of 2 ends

Anita Skinner
City Clerk

Attachment:

1. City Manager Employment Agreement Amendment No. 1
782

AMENDMENT NO. 1 TO CITY MANAGER EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF SUISUN CITY AND BRET PREBULA

This Amendment to City Manager Employment Agreement (“Amendment”) is made and entered into as of September 16, 2025, by and between the City of Suisun City, a California municipal corporation (“City” or “Employer”), and Bret Prebula, an individual (“Employee”), referred to collectively as “Parties.”

RECITALS
A. On April 29, 2024, the City and Employee entered into the City Manager Employment Agreement (“Agreement”) providing for employment of Employee as City Manager.

B. On September 16, 2025, the City Council adopted Resolution No. 2025-__ to amend the City’s Schedule of Salary and Benefits for Unrepresented and Executive Management Employees (the “Executive Management Benefits Schedule”).

C. The City intends to provide benefits to Employee consistent with the benefits provided to Executive Management Employees under the Schedule of Salary and Benefits for Executive Management Employees then in effect.

D. The Parties now wish to amend the Agreement to ensure consistency with the Executive Management Benefits Schedule.

NOW, THEREFORE, in consideration of the mutual covenants and conditions contained herein, the City and Employee agree as follows:

1. Section 2.1 “Compensation” is hereby amended to read as follows:
“2.1 Compensation. For the services rendered pursuant to this Agreement, Employee's base annual compensation shall be Two Hundred and Sixty Two Thousand Three Hundred Ninety-Five Dollars and No Cents ($268,955) annually ("Salary"), which shall be paid on a pro-rated basis bi-weekly at the same time as other employees of the City are paid. Such Salary shall be adjusted for payroll taxes, workers' compensation, and other payroll-related liability costs.

In the event Employee has achieved the first year performance goals established for him by the City Council as determined by the City Council in its sole discretion during the annual performance review to occur following Employee's first full year of employment, then Employee will be paid a one-time performance bonus in the amount of $10,000. The bonus payment shall not be "compensation earnable" under CalPERS laws and regulations for purposes of calculating Employee's CalPERS service retirement benefits.”

2. Section 2.5 “Written Amendment Required To Effectuate Base Salary Adjustment,” is hereby amended to read as follows:
“2.5 Base Salary Adjustment. Except for the automatic CPI increase provided to Employee pursuant to Section 2.3 of this Agreement, any change in base Salary shall be 783

upon approval of the City Council.”

3. Article 6.0 “BENEFITS” is hereby amended to read as follows with all other sections to remain the same:

“6.0 BENEFITS

6.1 Miscellaneous Benefits. Employee shall be entitled to the same benefits as are provided to all executive management employees in the Executive Management Benefits Schedule, except as noted below in this Article 6.0. The same rules, limitations, terms and conditions provided to all executive management employees set forth in the Executive Management Benefits Schedule shall also apply to Employee. In the event all executive management are provided additional benefits under the Executive Management Benefits Schedule, Employee shall be provided the same benefit effective on the same date.

6.2 CalPERS Retirement. The City shall provide to Employee the same CalPERS retirement benefits as are provided to all executive management employees in the Executive Management Benefits Schedule, and as approved by City Council.

6.3 Medical Insurance. The City shall provide to Employee the same medical, dental, and vision insurance benefits as provided to all executive management employees in the Executive Management Benefits Schedule, and as approved by City Council.

6.4 Vacation Leave. Employee shall be entitled to the same accrual rates for vacation leave as provided to all executive management employees under the Executive Management Benefits Schedule, and as approved by City Council. Employee may accumulate up to 400 hours maximum vacation leave. Employee shall be entitled to an opening vacation leave balance of 80 hours. Employee shall be entitled to the same cash out of vacation leave as provided to all executive management employees under the Executive Management Benefits Schedule, and as approved by City Council.

6.5 Executive Leave. Employee shall be entitled to the same accrual rates for executive leave as provided to all executive management employees under the Executive Management Benefits Schedule, and as approved by City Council. Eligibility for cash out of executive leave, if any, shall be as set forth in the Executive Management Benefits Schedule, and as approved by City Council.

6.6 Holidays. Employee shall be entitled to the same holidays as provided to all executive management employees under the Executive Management Benefits Schedule, and as approved by City Council. Utilization and cash out of floating holiday leave shall be subject to the terms and conditions of the Executive Management Benefits Schedule, and as approved by City Council.

6.7 Sick Leave. Employee shall be entitled to the same accrual rates for sick leave as provided to all executive management employees under the Executive Management Benefits Schedule, and as approved by City Council. Employee shall be entitled to an opening sick leave balance of 96 hours.

6.10 Deferred Compensation. The City shall provide to Employee the same deferred compensation matching contributions as provided to all executive management 784

employees under the Executive Management Benefits Schedule, and as approved by City Council.

6.11 Life Insurance. The City shall provide to Employee the same term life insurance and accidental death and dismemberment insurance coverage as provided to all executive management employees under the Executive Management Benefits Schedule, and as approved by City Council.

6.15 Longevity Pay. The City shall provide to Employee the same longevity pay as provided to all executive management employees under the Executive Management Benefits Schedule, and as approved by City Council.”

4. Except as specifically amended herein, all other terms and conditions of the Agreement between the City and the Employee remain in full force and effect.

IN WITNESS WHEREOF, the Parties have caused this Agreement to be signed and executed personally or on its behalf by its duly authorized representative.

EMPLOYEE

Bret Prebula

CITY OF SUISUN CITY

By:

Alma Hernandez, Mayor

ATTEST:

(Seal)
Anita Skinner, City Clerk

APPROVED AS TO FORM:

_________________________
Patrick Enright, City Attorney
785
Resolution No. 2025-___
Adopted September 16, 2025

Page 1 of 2 ends

RESOLUTION NO. 20 25-___

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SUISUN CITY APPROVING AMENDMENT NO. 1 TO THE FIRE CHIEF EMPLOYMENT

AGREEMENT

WHEREAS, on August 22 , 2022, the City entered into a Fire Chief Employment Agreement with Brad Lopez; and
WHEREAS, on September 16, 2025, the City Council adopted Resolution No. 2025-__ to amend the City’s Schedule of Salary and Benefits for Unrepresented and Executive Management Employees; and
WHEREAS, the City and the Fire Chief desire to amend the Employment Agreement to ensure consistency with the Executive Management Benefits Schedule; and WHEREAS, Amendment No. 1 provides the same rules, limitations, terms and conditions provided to all executive management employees in the Executive Management Benefits Schedule shall also apply to the Fire Chief, and that in the event all executive management are provided with additional benefits, the Fire Chief shall receive the same benefits effective the same date; and

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 approves Amendment No. 1 to the Fire Chief Employment Agreement, 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 16th 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 16th day of September 2025.

786
Resolution No. 2025-___
Adopted September 16, 2025

Page 2 of 2 ends

Anita Skinner
City Clerk

Attachment:

1. Fire Chief Employment Agreement Amendment No. 1
787

AMENDMENT NO. 1 TO FIRE CHIEF EMPLOYMENT AGREEMENT BETWEEN

THE CITY OF SUISUN CITY AND BRAD LOPEZ

This Amendment to Fire Chief Employment Agreement (“Amendment”) is made and entered into as of September 16, 2025, by and between the City of Suisun City , a California municipal corporation (“City” or “Employer”), and Brad Lopez , an individual (“Employee”) , referred to collectively as “Parties.”

RECITALS
A. On August 22, 2022, the City and Employee entered into the Fire Chief Employment Agreement (“Agreement”) providing for employment of Employee as Fire Chief.

B. On September 16, 2025, the City Council adopted Resolution No. 2025-__ to amend the City’s Schedule of Salary and B enefits for Unrepresented and Executive Management Employees (the “Executive Management Benefits Schedule”).

C. The City intends to provide benefits to Employee consistent with the benefits provided to Executive Management Employees under the Executive Management Benefits Schedule then in effect.

D. Employee is aware that the benefit lev els provided to Executive Management Employees may change and acknowledges that such change in benefits shall not be deemed a breach of this Agreement.

E. The Parties now wish to amend the Agreement to ensure consistency with the Executive Management Benefits Schedule.

NOW, THEREFORE, in consideration of the mutual covenants and conditions contained herein, the City and Employee agree as follows:

1. Article 6.0 “BENEFITS” is hereby amended to read as follows:

“6.0 BENEFITS

6.1 Regular Benefits. Employee shall be entitled to all benefits including, but not limited to, medical, dental, vision, and life insurance, CalPERS retirement benefits, vacation leave, executive leave, sick leave , holidays, uniform allowance, cellular phone, and deferred compensation, as are provided to executive management employees in the Executive Management Benefits Schedule, except as noted below in this Article 6.0. The same rules, limitations, terms and conditions provided to all executive management employees set forth in the Ex ecutive Management Benefits Schedule shall also apply to Employee. In the event all executive management are provided additional benefits under the Executive Management Benefits Schedule, Employee shall be provided the same benefit effective on the same date.

788

6.2 Vehicle. Employee shall be provided with a City vehicle for employment and emergency response purposes during work hours, as well as after schedul ed work hours. All maintenance, fuel, and insurance will be paid for by the City.

6.3 Gym Membership Reimbursement . Employee shall be eligible for gym membership reimbursement from the City in the amount of $25.00 per pay period.

6.4 Changes in Compensation and Benefits . The compensation and benefits provided to Employee pursuant to this Agreement are intended to be consistent with those provided to the City's Executive Management Benefits Schedule then in effect. Employee acknowledges that the City Council may in the future reduce the level of compensation (exclusive of Employee's base salary) or benefits provided to Department Head Employees by amendment of the Executive Management Benefits Schedule. In the event the level of compensation or benefits provided to Employee changes (whether by increase or decrease), the Parties agree that such c hanges shall not be deemed material or a breach of this Agreement.

6.5 City Manager Amendment Authority . Pursuant to Section 9.2 of this Agreement, the City Manager shall have the authority to agree with Employee to amend this Agreement to provide Employee benefits consistent with the benefits levels authorized by the City Council and specified for the position of Fire Chief in the Executive Management Benefits Schedule then in effect.”

2. Section 9.2 “Amendment” is hereby amended to read as follows:
“9.2 Amendment. This Agreement may be amended at any time by the mutual consent of the Parties by an instrument in writing, upon approval of the City Manager.”

3. Except as specifically amended herein, all other terms and conditions of the Agreement between the City and the Employee remain in full force and effect.

IN WITNESS WHEREOF, the parties have caused this Agreement to be signed and executed personally or on its behalf by its duly authorized representative.

EMPLOYEE

Brad Lopez

CITY OF SUISUN CITY

Bret Prebula, City Manager
789

ATTEST:

(Seal)
Anita Skinner, City Clerk

APPROVED AS TO FORM:

______________________
Patrick Enright, City Attorney

790

AMENDMENT NO. 2 TO CHIEF OF POLICY EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF SUISUN CITY AND AARON ROTH

This Amendment to Chief of Police Employment Agreement (the “Amendment”) is made and entered into as of September 16, 2025, by and between the City of Suisun City, a California municipal corporation (“City” or “Employer”), and Aaron Roth , an individual (“Employee”), referred to collectively as “Parties.”

RECITALS
A. On June 18, 2019 , the City and Employee enter ed into the Chief of Police Employment Agreement (“Agreement”) providing for employment of Employee as Chief of Police.

B. On November 24, 2020, the City Council approved an amended and restatement employment agreement to establish the terms and conditions of Employee’s services to the City and ensure consistency with the employment agreement between the City and Fire Chief Justin Vincent.

C. On September 16, 2025, the City Council adopted Resolution No. 2025-__ to amend the City’s Schedule of Salary and B enefits for Unrepresented and Executive Management Employees (the “Executive Management Benefits Schedule”).

D. The City intends to provide benefits to Employee consistent with the benefits provided to Executive Management Employees under the Executive Management Benefits Schedule then in effect.

E. Employee is aware that the benefit levels provided to Executive Management Employees may change and acknowledges that such change in benefits shall not be deemed a breach of this Agreement.

F. The Parties now wish to amend the Agreement to ensure consistency with the Executive Management Benefits Schedule.

NOW, THEREFORE, in consideration of the mutual covenants and conditions contained herein, the City and Employee agree as follows:

1. Article 6.0 “BENEFITS” is hereby amended to read as follows:

“6.0 BENEFITS

6.1 Regular Benefits. Employee shall be entitled to all benefits, including, but not limited to, medical, dental, vision, and life insurance, CalPERS retirement benefits, vacation leave, executive leave, sick leave holidays, uniform allowance, cellular phone, and deferred compensation , as are provided to executive management employees in the Executive Management Benefits Schedule, except as no ted below in this Article 6.0. The same rules, limitations, terms and conditions provided to all executive management 791

employees set forth in the Executive Management Benefits Schedule shall also apply to Employee. In the event all executive management are provided additional benefits under the Executive Management Benefits Schedule, Employee shall be provided the same benefit effective on the same date.

6.2 Vehicle. Employee shall be provided with a City vehicle for employment and emergency response purpo ses during work hours, as well as after schedul ed work hours. All maintenance, fuel, and insurance will be paid for by the City.

6.3 Gym Membership Reimbursement . Employee shall be eligible for gym membership reimbursement from the City in the amount of $25 per pay period.

6.4 Changes in Compensation and Benefits . The compensation and benefits provided to Employee pursuant to this Agreement are intended to be consistent with those provided to the City's Executive Management Benefits Schedule then in effect. Employee acknowledges that the City Council may in the future reduce the level of compensation (exclusive of Employee's base salary) or benefits provided to Department Head Employees by amendment of the Executive Management Benefits Schedule. In th e event the level of compensation or benefits provided to Employee changes (whether by increase or decrease), the Parties agree that such changes shall not be deemed material or a breach of this Agreement.

6.5 City Manager Amendment Authority . Pursuant t o Section 9.2 of this Agreement, the City Manager shall have the authority to agree with Employee to amend this Agreement to provide Employee benefits consistent with the benefits levels authorized by the City Council and specified for the position of Chie f of Police in the Executive Management Benefits Schedule then in effect.”

2. Section 9.2 “Amendment” is hereby amended to read as follows:

“9.2 Amendment. This Agreement may be amended at any time by the mutual consent of the Parties by an instrument in writing, upon approval of the City Manager.”

3. Except as specifically amended herein, all other terms and conditions of the Agreement between the City and the Employee remain in full force and effect.

IN WITNESS WHEREOF, the parties have caused this Agreem ent to be signed and executed personally or on its behalf by its duly authorized representative.

EMPLOYEE

Aaron Roth

792

CITY OF SUISUN CITY

Bret Prebula, City Manager

ATTEST:

(Seal)
Anita Skinner, City Clerk

APPROVED AS TO FORM:

______________________
Patrick Enright, City Attorney

793

AMENDMENT NO. 2 TO CHIEF OF POLICY EMPLOYMENT AGREEMENT

BETWEEN THE CITY OF SUISUN CITY AND AARON ROTH

This Amendment to Chief of Police Employment Agreement (the “Amendment”) is made and entered into as of September 16, 2025, by and between the City of Suisun City, a California municipal corporation (“City” or “Employer”), and Aaron Roth, an individual (“Employee”), referred to collectively as “Parties.”

RECITALS
A. On June 18, 2019, the City and Employee entered into the Chief of Police Employment Agreement (“Agreement”) providing for employment of Employee as Chief of Police.

C. On September 16, 2025, the City Council adopted Resolution No. 2025-__ to amend the City’s Schedule of Salary and Benefits for Unrepresented and Executive Management Employees (the “Executive Management Benefits Schedule”).

D. The City intends to provide benefits to Employee consistent with the benefits provided to Executive Management Employees under the Executive Management Benefits Schedule then in effect.

E. Employee is aware that the benefit levels provided to Executive Management Employees may change and acknowledges that such change in benefits shall not be deemed a breach of this Agreement.

F. The Parties now wish to amend the Agreement to ensure consistency with the Executive Management Benefits Schedule.

NOW, THEREFORE, in consideration of the mutual covenants and conditions contained herein, the City and Employee agree as follows:

1. Article 6.0 “BENEFITS” is hereby amended to read as follows:

“6.0 BENEFITS

6.1 Regular Benefits. Employee shall be entitled to all benefits, including, but not limited to, medical, dental, vision, and life insurance, CalPERS retirement benefits, vacation leave, executive leave, sick leave holidays, uniform allowance, cellular phone, and deferred compensation, as are provided to executive management employees in the Executive Management Benefits Schedule, except as noted below in this Article 6.0. The same rules, limitations, terms and conditions provided to all executive management employees set forth in the Executive Management Benefits Schedule shall also apply to 794

Employee. In the event all executive management are provided additional benefits under the Executive Management Benefits Schedule, Employee shall be provided the same benefit effective on the same date.

6.2 Vehicle. Employee shall be provided with a City vehicle for employment and emergency response purposes during work hours, as well as after scheduled work hours. All maintenance, fuel, and insurance will be paid for by the City.

6.3 Gym Membership Reimbursement. Employee shall be eligible for gym membership reimbursement from the City in the amount of $25 per pay period.

6.4 Changes in Compensation and Benefits. The compensation and benefits provided to Employee pursuant to this Agreement are intended to be consistent with those provided to the City's Executive Management Benefits Schedule then in effect. Employee acknowledges that the City Council may in the future reduce the level of compensation (exclusive of Employee's base salary) or benefits provided to Department Head Employees by amendment of the Executive Management Benefits Schedule. In the event the level of compensation or benefits provided to Employee changes (whether by increase or decrease), the Parties agree that such changes shall not be deemed material or a breach of this Agreement.

6.5 City Manager Amendment Authority. Pursuant to Section 9.2 of this Agreement, the City Manager shall have the authority to agree with Employee to amend this Agreement to provide Employee benefits consistent with the benefits levels authorized by the City Council and specified for the position of Chief of Police in the Executive Management Benefits Schedule then in effect.”

2. Section 9.2 “Amendment” is hereby amended to read as follows:

“9.2 Amendment. This Agreement may be amended at any time by the mutual consent of the Parties by an instrument in writing, upon approval of the City Manager.”

3. Except as specifically amended herein, all other terms and conditions of the Agreement between the City and the Employee remain in full force and effect.

IN WITNESS WHEREOF, the parties have caused this Agreement to be signed and executed personally or on its behalf by its duly authorized representative.

EMPLOYEE

Aaron Roth

795

CITY OF SUISUN CITY

Bret Prebula, City Manager

ATTEST:

(Seal)
Anita Skinner, City Clerk

APPROVED AS TO FORM:

______________________
Patrick Enright, City Attorney

796

Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
1 CITY OF SUISUN CITY

AMENDED AND RESTATED

SCHEDULE OF SALARY AND BENEFITS

FOR UNREPRESENTED AND

EXECUTIVE MANAGEMENT EMPLOYEES
EFFECTIVE August 13, 2024September 16, 2025
Adopted by Resolution No. 20245-__

797

Resolution No. 20245-__
Adopted August 13, 2024September 16, 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. ..................................................................................................................................... 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. SEPTEMBER 2025 BASE WAGE ADJUSTMENT. ...................................................................................... 7 B. JANUARY 2026 BASE WAGE ADJUSTMENT. .......................................................................................... 8 C. JULY 2026 BASE WAGE ADJUSTMENT. .................................................................................................. 8 D. EXECUTIVE MANAGEMENT PAY BANDS. ............................................................................................... 8 Section 03. LEVEL OF COMPENSATION. ........................................................................................................ 8 Section 04. ADVANCEMENT WITHIN THE SALARY SCHEDULE. ..................................................................... 8 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 ARTICLE 4 EDUCATION REIMBURSEMENT .................................................................................................... 11 ARTICLE 5 RETIREMENT BENEFITS ................................................................................................................ 12 798

Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
3 Section 01. THE CALIFORNIA PUBLIC EMPLOYEES’ PENSION REFORM ACT OF 2013 (PEPRA). ................... 12 Section 02. CLASSIC MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS. ................................................ 12 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. ..................................................................... 18 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. ......................................................................................................................... 19 ARTICLE 12 WORKERS' COMPENSATION COVERAGE ...................................................................................... 20 ARTICLE 13 STATE DISABILITY INSURANCE COVERAGE ................................................................................... 20 799

Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
4 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. .......................................................................................... 20 ARTICLE 15 UNIFORMS AND UNIFORM ALLOWANCES ................................................................................... 21 ARTICLE 16 SEVERANCE................................................................................................................................... 21 ARTICLE 17 ELECTIONS .................................................................................................................................... 21

800

Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
5 ARTICLE 1 INTRODUCTION

Section 01. AFFECTED EMPLOYEES.

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.

801

Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
6 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 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.

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

Section 01. SALARY SCHEDULE SYSTEM.

Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
7 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. 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
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Adopted August 13, 2024September 16, 2025
8 City Manager 2.9%
Human Resources Administrator 12.9%

The base wage adjustment to the Human Resources Administrator to reach 90% of market median aligns the salary for this classification with the Tier 1 Executive Management Pay Band.

B. 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.

C. 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.

D. 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 Administrator, 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

Section 03. LEVEL OF COMPENSATION.

Section 04. ADVANCEMENT WITHIN THE SALARY SCHEDULE.

Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
9 payroll period following the City Manager's approval unless otherwise specified by the City Manager.

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 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.

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Adopted August 13, 2024September 16, 2025
10 Section 032. 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 043. ADVANCED EDUCATION COMPENSATION.

Section 054. AUTOMOBILE ALLOWANCE.

Section 065. TECHNOLOGY/CELL PHONE EQUIPMENT.

Section 07. CONFIDENTIAL EMPLOYEE PROGRAM TERMINATION.

Currently, the Recreation, Parks, and Marina Director, hired prior to July 30, 2019, receives a 3% Confidential Pay Differential which is added to the employee's base pay. No other Executive Management classifications are eligible for this pay and the Confidential Pay Program will end with the departure of the current incumbent Recreation, Parks, and Marina Director. 806

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11 Section 086. NOTARY PAY.

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:

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.
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12 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.

F. Upon completion of each course, an Employee shall be responsible for reporting grades received to the Personnel Department for recording purposes and for supplying a copy of the grade receipt for the employee’s personnel file.

Section 02. Reimbursement for books and registration fees shall be paid upon proof of payment by the Employee. Tuition costs shall be reimbursed following completion of the course and submittal of proof for the successful completion of the course as required by this Article. If the City requires the employee to withdraw from the course, the City shall reimburse the employee for the full cost of tuition. All payments shall be made as part of the regular City warrant.

Section 03. Failure on the part of an Employee to provide any information required to determine eligibility for reimbursement, or providing false information for reimbursement requests, shall result in the employee being ineligible for any future tuition reimbursements, and may result in disciplinary action up to and including termination of employment.

Section 04. In no case shall the total amount of education reimbursement for individual courses provided to an Employee in a given fiscal year exceed one thousand five 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).

Section 02. CLASSIC MISCELLANEOUS EMPLOYEE RETIREMENT BENEFITS.

Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
13 Level three (3), for Classic Miscellaneous 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 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.

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 809

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14 (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.

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.

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.

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. 810

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15 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 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.

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Adopted August 13, 2024September 16, 2025
16 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.

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.

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Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
17 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.

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, 813

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Adopted August 13, 2024September 16, 2025
18 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.

Section 02. PAYMENT OF ACCRUED LEAVE AT SEPARATION.

Resolution No. 20245-__
Adopted August 13, 2024September 16, 2025
19 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.

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 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.

Section 03. RESTRICTIONS.
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Adopted August 13, 2024September 16, 2025
20 Affected Employees may either enroll in the Core Flex Plan or be entitled to the Flexible Benefit Options as described in Section 2 of this Article, but may not participate in both, with the exception of the Voluntary Pre-Tax Payroll Deduction Flexible Spending Account or enrollment in a Dental and/or Vision Plan.

Section 04. MEDICAL INSURANCE BENEFITS AFTER DEATH IN THE LINE OF DUTY.

Section 05. SICK LEAVE CONVERSION TO FUND MEDICAL PREMIUMS.

ARTICLE 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.

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. 816

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21 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
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Summary of Compensation and Benefits Adjustments•Establish IT Director Classification•Provides market-based wage adjustments effective 9/26/2025•Tier 1 by 2.6%•Tier 2 by 10.1%•Tier 3 by 2.9%•City Manager by 2.9%•Human Resources Administrator 12.9%•Provides a 2.5% COLA adjustment in January 2026•Provides a 2.5% COLA adjustment in 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•Increases the City’s deferred compensation plan match by .5% (to 4%) 818

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Senate Bill No. 969
CHAPTER 869
An act to amend Sections 23039.5, 23357, 23358, 23396, and 25690 of, and to add Sections 25691 and 25692 to, the Business and Professions Code, relating to alcoholic beverages.
[Approved by Governor September 28, 2024. Filed with
Secretary of State September 28, 2024.]
legislative counsel’s digest
SB 969, Wiener. Alcoholic beverages: entertainment zones: consumption.

The Alcoholic Be verage Control Act contains v arious pro visions regulating the application for , the issuance of, the suspension of, and the conditions imposed upon alcoholic beverage licenses by the Department of Alcoholic Beverage Control. Existing law defines “entertainment zone” for purposes of the act as a zone created by ordinance on or after January 1, 2024, in the City and County of San Francisco, that authorizes consumption of one or more types of alcoholic beverages on public streets, sidewalks, or public rights-of-way adjacent to and during a special e vent permitted or licensed by the department. Existing law authorizes the City and County of San Francisco to establish an entertainment zone, subject to certain requirements, including pro viding specified information relating to the entertainment zone to the department and establishing a process or procedure by which persons in possession of alcoholic beverages in the entertainment zone may be readily identifiable as being 21 years of age or older.

This bill would, instead, define “entertainment zone” as a zone created by a city, county, or city and county ordinance on or after January 1, 2025, that authorizes consumption of one or more types of alcoholic be verages on public streets, side walks, or public rights-of-w ay. The bill w ould additionally authorize any city, county, or city and county to establish an entertainment zone, subject to the abo ve-described requirements. Before enacting an ordinance to establish or modify an entertainment zone, the bill would require a city , county , or city and county to notify local la w enforcement and request feedback about specific information, including, among others, the entertainment zone’s proposed boundaries and days and hours of operation. The bill would require a city, county, or city and county that establishes an entertainment zone, or its designated subordinate officer or body, to re view the operation of the entertainment zone e very 2 years following the adoption of the entertainment zone, as specified, and to make any reports produced during the re view available to the department upon request.

Existing la w authorizes a licensed beer manuf acturer, a licensed winegrower, and an y on-sale licensee to permit consumers to lea ve the

95 361820
premises with open containers of alcoholic beverages for consumption off the premises within an entertainment zone, subject to certain conditions.

Existing la w specifies that a licensed beer manuf acturer, a licensed winegrower, and an y on-sale licensee whose pri vileges are restricted due to operating conditions or other statutory restrictions may be prohibited from e xercising entertainment zone pri vileges that are contrary to their operating conditions. For this purpose, existing law requires any restrictions on the exercise of off-sale privileges to apply to the remo val of alcoholic beverages from the licensed premises for consumption in the entertainment zone.

This bill would, instead, prohibit any restrictions on the exercise of off-sale privileges from applying to the remo val of open alcoholic beverages from the licensed premises for consumption in the entertainment zone.

This bill would incorporate additional changes to Section 23358 of the Business and Professions Code proposed by AB 2177 to be operative only if this bill and AB 2177 are enacted and this bill is enacted last.

The people of the State of California do enact as follows:

SECTION 1. Section 23039.5 of the Business and Professions Code is amended to read:
23039.5. “Entertainment zone” means a zone created by a city, county, or city and county ordinance on or after January 1, 2025, that authorizes consumption of one or more types of alcoholic beverages on public streets, sidewalks, or public rights-of-way.

SEC. 2. Section 23357 of the Business and Professions Code is amended to read:
23357. (a) A licensed beer manufacturer may, at the licensed premises of production, sell to consumers for consumption off the premises beer that is produced and bottled by, or produced and packaged for, that manufacturer.

Licensed beer manuf acturers may also e xercise an y of the follo wing privileges:
(1)  Sell that beer to any person holding a license authorizing the sale of beer.
(2)  Sell that beer to consumers for consumption on the manuf acturer’s licensed premises or on premises o wned by the manuf acturer that are contiguous to the licensed premises and which are operated by and for the manufacturer.
(3)  Sell beer and wine, re gardless of source, to consumers for consumption at a bona fide public eating place on the manufacturer’s licensed premises or at a bona fide public eating place on premises o wned by the manufacturer which are contiguous to the licensed premises and which are operated by and for the manufacturer.
(4)  (A)  Permit consumers to leave the premises with open containers of alcoholic beverages for consumption off the premises within an entertainment zone if all of the following conditions are satisfied:
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(i)  The premises is located within the entertainment zone. (ii)  Consumption of that type of alcoholic beverage is authorized by the ordinance creating the entertainment zone.
(iii)  Open alcohol containers only lea ve the premises during the hours allowed by the ordinance establishing the entertainment zone. (iv)  Patrons with open containers e xit the premises directly into an entertainment zone.
(v)  All alcoholic beverages in the entertainment zone are purchased only at a licensed premises located within the entertainment zone. (vi)  The premises expressly prohibits open containers or closed containers of alcoholic beverages acquired outside their premises. (vii)  Delivery of alcoholic be verages to consumers within the entertainment zone by the licensee or by any third-party delivery service is expressly prohibited unless the delivery is to a residential building or private business that is not a licensee.
(viii)  No alcoholic be verages purchased at the licensed premises may leave the premises in an open glass or metal container for consumption in an entertainment zone.
(ix)  The licensee annually submits their notice of intent to participate in an open container entertainment zone to the department. (B)  This paragraph does not require a licensee to sell an y alcoholic beverage for consumption off the premises within an entertainment zone. (C)  Licensees whose privileges are restricted due to operating conditions or other statutory restrictions may be prohibited from e xercising entertainment zone privileges that are contrary to their operating conditions.

For purposes of this paragraph, any restrictions on the exercise of off-sale privileges shall not apply to the removal of open alcoholic beverages from the licensed premises for consumption in the entertainment zone. (b) Notwithstanding any other provision of this di vision, licensed beer manufacturers and holders of out-of-state beer manuf acturer’s certificates may be issued and may hold retail package off-sale beer and wine licenses.

Alcoholic beverage products sold at or from the of f-sale premises that are not produced and bottled by , or produced and packaged for , the beer manufacturer shall be purchased by the beer manuf acturer only from a licensed wholesaler.
(c) Notwithstanding any other provision of this division, a licensed beer manufacturer may manufacture cider or perry at the licensed premises of production and may sell cider or perry to an y licensee authorized to sell wine. F or purposes of this subdi vision, “cider” and “perry” ha ve the meanings provided in Section 4.21(e)(8) of Title 27 of the Code of Federal Regulations. This subdivision does not alter or amend the classification of cider or perry as wine for an y purpose other than that pro vided by this section.
(d) A beer manufacturer may also ha ve upon the licensed premises, or on premises owned by the manufacturer that are contiguous to the licensed premises and are operated by and for the manufacturer all beers and wines, regardless of source, for sale or service only to guests during private events 95 Ch. 869 — 3 —

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or pri vate functions not open to the general public. Alcoholic be verage products sold at the premises that are not produced and bottled by , or produced and packaged for , the beer manuf acturer shall be purchased by the beer manuf acturer only from a licensed wholesaler . All alcoholic beverages sold or serv ed shall be produced by a licensee authorized to manufacture the product.

SEC. 3. Section 23358 of the Business and Professions Code is amended to read:
23358. (a)  Licensed winegrowers, notwithstanding any other provisions of this division, may also exercise the following privileges:
(1)  Sell wine and brandy to any person holding a license authorizing the sale of wine or brandy.
(2)  Sell wine and brandy to consumers for consumption off the premises where sold.
(3)  Sell wine to consumers for consumption on the premises. (4)  Sell all beers, wines, and brandies, regardless of source, to consumers for consumption on the premises in a bona fide eating place as defined in Section 23038, which is located on the licensed premises or on premises owned by the licensee that are contiguous to the licensed premises and which is operated by and for the licensee. At such a bona fide public eating place, beer, wine, and brandy may be used in the preparation of food and beverages to be consumed on the premises.
(5)  (A)  Permit consumers to leave the premises with open containers of alcoholic beverages for consumption off the premises within an entertainment zone if all of the following conditions are satisfied:
(i)  The premises is located within the entertainment zone. (ii)  Consumption of that type of alcoholic beverage is authorized by the ordinance creating the entertainment zone.
(iii)  Open alcohol containers only lea ve the premises during the hours allowed by the ordinance establishing the entertainment zone. (iv)  Patrons with open containers e xit the premises directly into an entertainment zone.
(v)  All alcoholic beverages in the entertainment zone are purchased only at a licensed premises located within the entertainment zone. (vi)  The premises expressly prohibits open containers or closed containers of alcoholic beverages acquired outside their premises. (vii)  Delivery of alcoholic be verages to consumers within the entertainment zone by the licensee or by any third-party delivery service is expressly prohibited unless the delivery is to a residential building or private business that is not a licensee.
(viii)  No alcoholic be verages purchased at the licensed premises may leave the premises in an open glass or metal container for consumption in an entertainment zone.
(ix)  The licensee annually submits their notice of intent to participate in an open container entertainment zone to the department. (B)  This paragraph does not require a licensee to sell an y alcoholic beverage for consumption off the premises within an entertainment zone. 95 — 4 — Ch. 869

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(C) Licensees whose privileges are restricted due to operating conditions or other statutory restrictions may be prohibited from e xercising entertainment zone privileges that are contrary to their operating conditions.

For purposes of this paragraph, any restrictions on the exercise of off-sale privileges shall not apply to the removal of open alcoholic beverages from the licensed premises for consumption in the entertainment zone. (6)  Produce spirits of wine and blend those spirits of wine into wine produced by the wine grower or sell those spirits of wine to an industrial alcohol dealer or a distilled spirits manufacturer.
(b)  A winegrower may also have upon the premises all beers, wines, and brandies, re gardless of source, for sale or service only to guests during private events or private functions not open to the general public. Alcoholic beverage products sold at the premises that are not produced and bottled by, or produced and packaged for , the wine grower shall be purchased by the winegrower only from a licensed wholesaler.
(c)  A winegrower shall actually produce on the wine grower’s licensed premises by conversion of grapes, berries, or other fruit, into wine, not less than 50 percent of all wines sold to consumers on the winegrower’s licensed premises and any licensed branch premises.
(d)  The department may , if it shall determine for good cause that the granting of any such privilege would be contrary to public welfare or morals, deny the right to e xercise any on-sale privilege authorized by this section in either a bona fide eating place the main entrance to which is within 200 feet of a school or church, or on the licensed winery premises, or both. (e)  Nothing in this section or in Section 23390 is intended to alter , diminish, replace, or eliminate the authority of a county , city, or city and county from exercising land use re gulatory authority by la w to the e xtent the authority may restrict, b ut not eliminate, pri vileges afforded by these sections.

SEC. 3.5. Section 23358 of the Business and Professions Code is amended to read:
23358. (a)  Licensed winegrowers, notwithstanding any other provisions of this division, may also exercise the following privileges:
(1)  Sell wine and brandy to any person holding a license authorizing the sale of wine or brandy.
(2)  Sell wine and brandy to consumers for consumption off the premises where sold.
(3)  Sell wine to consumers for consumption on the premises. (4)  Sell all beers, wines, and brandies, regardless of source, to consumers for consumption on the premises in a bona fide eating place as defined in Section 23038, which is located on the licensed premises or on premises owned by the licensee that are contiguous to the licensed premises and which is operated by and for the licensee. At such a bona fide public eating place, beer, wine, and brandy may be used in the preparation of food and beverages to be consumed on the premises.
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(5)  (A)  Permit consumers to leave the premises with open containers of alcoholic beverages for consumption off the premises within an entertainment zone if all of the following conditions are satisfied:
(i)  The premises is located within the entertainment zone. (ii)  Consumption of that type of alcoholic beverage is authorized by the ordinance creating the entertainment zone.
(iii)  Open alcohol containers only lea ve the premises during the hours allowed by the ordinance establishing the entertainment zone. (iv)  Patrons with open containers e xit the premises directly into an entertainment zone.
(v)  All alcoholic beverages in the entertainment zone are purchased only at a licensed premises located within the entertainment zone. (vi)  The premises expressly prohibits open containers or closed containers of alcoholic beverages acquired outside their premises. (vii)  Delivery of alcoholic be verages to consumers within the entertainment zone by the licensee or by any third-party delivery service is expressly prohibited unless the delivery is to a residential building or private business that is not a licensee.
(viii)  No alcoholic be verages purchased at the licensed premises may leave the premises in an open glass or metal container for consumption in an entertainment zone.
(ix)  The licensee annually submits their notice of intent to participate in an open container entertainment zone to the department. (B)  This paragraph does not require a licensee to sell an y alcoholic beverage for consumption off the premises within an entertainment zone. (C)  Licensees whose privileges are restricted due to operating conditions or other statutory restrictions may be prohibited from e xercising entertainment zone privileges that are contrary to their operating conditions.

For purposes of this paragraph, any restrictions on the exercise of off-sale privileges shall not apply to the removal of open alcoholic beverages from the licensed premises for consumption in the entertainment zone. (6)  Produce spirits of wine and blend those spirits of wine into wine produced by the wine grower or sell those spirits of wine to an industrial alcohol dealer or any person holding a license authorizing the manufacture or rectification of distilled spirits.
(b)  A winegrower may also have upon the premises all beers, wines, and brandies, re gardless of source, for sale or service only to guests during private events or private functions not open to the general public. Alcoholic beverage products sold at the premises that are not produced and bottled by, or produced and packaged for , the wine grower shall be purchased by the winegrower only from a licensed wholesaler.
(c)  A winegrower shall actually produce on the wine grower’s licensed premises by conversion of grapes, berries, or other fruit, into wine, not less than 50 percent of all wines sold to consumers on the winegrower’s licensed premises and any licensed branch premises.
(d)  The department may , if it shall determine for good cause that the granting of any such privilege would be contrary to public welfare or morals, 95 — 6 — Ch. 869

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deny the right to e xercise any on-sale privilege authorized by this section in either a bona fide eating place the main entrance to which is within 200 feet of a school or church, or on the licensed winery premises, or both. (e) Nothing in this section or in Section 23390 is intended to alter , diminish, replace, or eliminate the authority of a county , city, or city and county from exercising land use re gulatory authority by la w to the e xtent the authority may restrict, b ut not eliminate, pri vileges afforded by these sections.

SEC. 4. Section 23396 of the Business and Professions Code is amended to read:
23396. (a)  Any on-sale license authorizes the sale of the alcoholic beverage specified in the license for consumption on the premises where sold. No alcoholic be verages, other than beers, may be sold or serv ed in any bona fide public eating place for which an on-sale license has been issued unless the premises comply with the requirements prescribed in Section 23038, 23038.1, 23038.2, or 23038.3.
(b)  (1)  In addition to the privilege in subdivision (a), any on-sale license for a premises located in an entertainment zone authorizes the licensee to permit consumers to lea ve the licensed premises with open containers of alcoholic be verages for consumption of f the premises within the entertainment zone if all of the following conditions are satisfied:
(A)  The alcoholic be verage is specified in both the license and the ordinance creating the entertainment zone.
(B)  Open alcohol containers only lea ve the premises during the hours allowed by the ordinance establishing the entertainment zone. (C)  Patrons with open containers exit the licensed premises directly into an entertainment zone.
(D)  All alcoholic beverages in the entertainment zone are purchased only at a licensed premises located within the entertainment zone. (E)  The premises expressly prohibits open containers or closed containers of alcoholic beverages acquired outside their premises. (F)  Delivery of alcoholic beverages to consumers within the entertainment zone by the licensee or by an y third-party deli very service is e xpressly prohibited unless the delivery is to a residential building or private business that is not a licensee.
(G)  No alcoholic beverages purchased at the licensed premises may leave the premises in an open glass or metal container for consumption in an entertainment zone.
(H)  The licensee annually submits their notice of intent to participate in an open container entertainment zone to the department. (2)  This subdivision does not require a licensee to sell an y alcoholic beverage for consumption off the premises within an entertainment zone. (3)  Licensees whose privileges are restricted due to operating conditions or other statutory restrictions may be prohibited from e xercising entertainment zone privileges that are contrary to their operating conditions.

For purposes of this paragraph, any restrictions on the exercise of off-sale 95 Ch. 869 — 7 —

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privileges shall not apply to the removal of open alcoholic beverages from the licensed premises for consumption in the entertainment zone.

SEC. 5. Section 25690 of the Business and Professions Code is amended to read:
25690. A city , county , or city and county that establishes an entertainment zone shall do both of the following:
(a)  Establish a process or procedure by which persons in possession of alcoholic beverages in the entertainment zone may be readily identifiable as being 21 years of age or older.
(b)  Upon establishing or modifying the entertainment zone, pro vide all of the following to the department:
(1)  A copy of the ordinance establishing or modifying the entertainment zone.
(2)  Information as may be necessary to identify the boundaries of the entertainment zone.
(3)  The days and hours of operation of the entertainment zone. (4)  The types of alcoholic beverages permitted within the entertainment zone.
(5)  The approved nonglass and nonmetal containers in which alcoholic beverages may be authorized.

SEC. 6. Section 25691 is added to the Business and Professions Code, to read:
25691. (a) An ordinance establishing or modifying an entertainment zone shall not authorize consumption of alcoholic be verages during the hours in which sales of alcoholic be verages are prohibited under Section 25631.
(b) An ordinance establishing or modifying an entertainment zone may only authorize consumption of alcoholic be verages during the hours in which at least one licensee within the boundaries of the entertainment zone is permitted to sell alcoholic beverages for consumption on the premises.

SEC. 7. Section 25692 is added to the Business and Professions Code, to read:
25692. (a)  Before enacting an ordinance to establish or modify an entertainment zone, a city, county, or city and county shall notify local law enforcement and request feedback about both of the following:
(1)  Potential health and safety impacts that might be generated by the entertainment zone and strategies to mitigate those impacts. (2)  The entertainment zone’ s proposed boundaries, days and hours of operation, types of alcoholic be verages permitted, and appro ved nonglass and nonmetal containers.
(b)  A city, county, or city and county that establishes an entertainment zone, or its designated subordinate officer or body, shall review the operation of the entertainment zone e very two years follo wing the adoption of the entertainment zone to ensure that the entertainment zone is being maintained in a manner that protects the health and safety of the general public. This review shall be conducted in consultation with local la w enforcement 95 — 8 — Ch. 869

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agencies and any reports produced during the review shall be made available to the department upon request.

SEC. 8. Section 3.5 of this bill incorporates amendments to Section 23358 of the Business and Professions Code proposed by both this bill and Assembly Bill 2177. That section of this bill shall only become operati ve if (1) both bills are enacted and become ef fective on or before January 1, 2025, (2) each bill amends Section 23358 of the Business and Professions Code, and (3) this bill is enacted after Assembly Bill 2177, in which case Section 3 of this bill shall not become operative.

O
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Suisun City City CouncilSeptember 16, 2025

Suisun City City Council
September 16, 2025