Agenda packet — Union City City Council, December 16, 2025 (part 1 of 2)

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City Council
Special Meeting Agenda

NOTICE AND AGENDA

CITY COUNCIL OF THE CITY OF UNION CITY

SPECIAL MEETING
GARY SINGH, Mayor
JAIME PATIÑO, Vice Mayor (District 2)
LANCE NISHIHIRA, Councilmember (District 1)
JEFF WANG, Councilmember (District 3)
SCOTT SAKAKIHARA, Councilmember (District 4)
Tuesday, December 16, 2025 | 5:00 PM
City Hall – Tom Kitayama City Council Chambers
34009 Alvarado-Niles Road, Union City, CA 94587

1. CALL TO ORDER

2. ROLL CALL

3. ORAL COMMUNICATIONS - Comments Limited to Items on the Special Meeting Agenda

4. CONSENT CALENDAR
All items listed under the Consent Calendar are considered routine and will be approved together with one motion. If any item requires discussion, it will be removed from the Consent Calendar and discussed separately.

4.1. Adopt a Resolution Accepting the Annual Report for Fiscal Year 2024-2025 Concerning Sources and Uses of Development Impact Fees Pursuant to Government Code Section 66000, et seq., and Making Certain Findings Related Thereto

4.2. Adopt a Resolution Approving Amendments to the City's Classification and Compensation Plan to Implement Previously Negotiated Cost-of-Living and Equity Adjustments, In Conformance With California Code of Regulations, Title 2, Section 570.5

4.3. Adopt a Resolution Approving Amendments to the City’s Classification and Compensation Plan for Unrepresented Part-Time, Seasonal, and Temporary Employees to Implement the Increase in the California Minimum Wage, Which Goes Into Effect on January 1, 2026, in Conformance With California Code of Regulations, Title 2, Section 570.5 December 16, 2025 | 5:00 PM Page 2 of 5
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Special Meeting Agenda

4.4. Adopt A Resolution Approving And Adopting A Side Letter To The Memorandum Of Understanding Between The City Of Union City And The Union City Police Management Association, And A Side Letter To The Memorandum Of Understanding Between The City Of Union City And Police Officers’ Association, For The Period Of January 1, 2025 Through December 31, 2027, To Update Sections 4.00 And 4.9 (Respectively) Regarding Holidays

4.5. Adopt a Resolution Authorizing the City Manager to Enter into a Consulting Services Agreement with Douglas Herring & Associates, for CEQA Mitigation Monitoring Services for the Lazuli Landing Project

4.6. Adopt a Resolution Authorizing the City Manager to Enter into a Consulting Services Agreement with Helix Environmental Planning, Inc., for Environmental Review of a Proposed Drive-Through Restaurant located at 31900 Dyer Street

4.7. Adopt a Resolution Awarding a Contract to Gillig, LLC, for the Purchase of Eight (8) ABB 150 Kilowatt Electric Vehicle Supply Equipment (EVSE) Chargers and Eight (8) Heliox 60 Kilowatt Mobile EVSE Chargers through the California Association for Coordinated Transportation (CalACT) Cooperative Procurement #23-01, in the Amount of $1,701,453, as Part of the Union City Transit Fleet Electrification Project, City Project No. 22-11, and Authorizing the City Manager to Execute the Contract in a Form Approved by the City Attorney

4.8. Adopt a Resolution Awarding a Contract to Gillig, LLC, for the Purchase of Seven (7) Compressed Natural Gas (CNG) Thirty-Five Foot (35’) Heavy-Duty Fixed-Route Transit Vehicles (Buses) through the Washington State Department of Enterprise Services (WADES) Master Contract No. 06719, in the amount of $6,406,547, Authorizing the City Manager to execute the Contract in a Form Approved by the City Attorney, and Authorizing an Amendment to the Capital Improvement Plan

4.9. Adopt a Resolution Accepting Completion of the Annual Sidewalk, Curb & Gutter, and Ramp Repair Project, City Project No. 25-03, and Approving the Application of $36,422 in Budget Savings in an Equally Proportional Discount to Each Property Owner’s Portion of the Cost of Construction

5. CLOSED SESSION

5.1. Public Employee Appointment Pursuant to Government Code § 54957 Title: Finance Director

6. REPORT OUT OF CLOSED SESSION

7. ADJOURNMENT
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City Council
Special Meeting Agenda

MEETING INFORMATION
The City Council is legally authorized to act only on items listed on the agenda.

Regular City Council meetings are held in person on the second and fourth Tuesday of each month at 7:00 p.m. in the Council Chambers, City Hall, 34009 Alvarado-Niles Road, Union City, CA 94587.

Meetings can also be observed via Zoom: http://citycouncil-live.unioncity.org.

Meetings are broadcast live on UCTV Channel 15 and live-streamed on the City's website:
https://bit.ly/3x9mEiR.

Public Comment: If you wish to speak, please fill out a speaker card and submit it before the Oral Communications section. This helps the Chair allocate the appropriate time for speakers.

Members of the public cannot provide comments via Zoom unless specifically permitted, as detailed below.

Remote access is subject to technical availability. If the Zoom platform or other technology fails, the City Council will proceed with the meeting in person unless prohibited by law.

Public Records: Documents related to agenda items are available for review on the City's website (https://www.unioncity.org) or during business hours at the City Clerk's Office, 34009 Alvarado-Niles Road, Union City, CA 94587.

Accessibility: If you require special assistance to participate in the meeting, please contact the City Clerk's Office at (510) 675-5448 at least 72 hours before the meeting. Closed captioning is available for all regular City Council meetings.

ADDRESSING THE CITY COUNCIL
In-Person Public Comment:

Members of the public may address the Council on any agenda item or during the Public Input portion of the meeting. To speak, please fill out a speaker card with your name and city of residence. If you would like a follow-up from the City, you may also provide your mailing address. Completing a speaker card and providing your name, city, or mailing address are not required to make a public comment but are requested for record-keeping purposes.

Written Comment:

To submit written comments on an agenda item or during Public Comment, please email [email protected]. Include "Public Comment" in the subject line and reference the agenda item number. Written comments will be forwarded to the City Council and made publicly available.

Public Comment via Zoom:

As noted above, the public may not address the Council via Zoom unless required by AB 2449. If the City is required to provide this opportunity, the Mayor will announce it at the beginning of the meeting. If allowed, raise your virtual hand on Zoom to indicate that you would like to speak on a specific agenda item.

CITY COUNCIL NORMS AND GUIDELINES
(Resolution No. 6129-23; Adopted May 23, 2023)
The Union City Council abides by the following norms:

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Special Meeting Agenda

1. We conduct ourselves in a professional manner, treat everyone with respect, and act with high integrity, always putting the interests of the City of Union City ahead of self-interests in accordance with our code of ethics.

2. We respect the Council-Manager form of government, and do not interfere with the City Manager's role or any professional duties of City staff.

3. We recognize that matters of confidential nature are to be kept private and undisclosed.

4. We respect each other's opinions and are supportive of each other's work advocating for the City, and we ensure that all voices are heard. We do not criticize others for having a different point of view, and we agree to disagree respectfully.

5. We understand that the City Council acts as a body, all members are equal, and policy direction is only given by a majority vote of the City Council. Once a decision is made, all members of the City Council must respect the City Council's direction.

6. We will be prepared for City Council meetings and ask our questions of the City Manager in advance so we can avoid surprising City staff at meetings.

7. We do not criticize City staff publicly or to others and will refrain from directing them. Instead, we will take our concerns and questions privately to the City Manager.

8. We will govern on an at-large basis, although elected by districts. We will maintain a citywide perspective and consider the needs and interests of the entire community.

9. We will continue to allocate resources based on long-term strategic priorities and efforts, with consideration of citywide service levels and financial capacity.

10. We understand customer service is the priority and each member of the City Council will help constituents regardless of the district in which they reside or from which a Councilmember themselves is elected.

11. We recognize the significant importance of attendance and participation at City Council meetings in proceeding with City business. All members of the City Council should endeavor to miss no more than two regular meetings per calendar year absent extraordinary circumstances. Members of the City Council should, absent unforeseen circumstances, provide a minimum of sixty days' notice to the City Council of planned absences during the Good of the Order or Items Referred by Council portion of the City Council agenda, as appropriate.

May these Council Norms be administered and enforced in the following manner:

1. Councilmembers have the primary responsibility to assure that ethical standards are understood and met by the Council, and that the public can continue to have full confidence in the integrity of government.

2. The Mayor and the Council have the responsibility to intervene when action of its members are in violation of Council Norms.

3. The City Council can review and revise the Council Norms as needed.

4. During City Council discussions, deliberations, and proceedings, the Mayor is designated with the primary responsibility to ensure that Councilmembers adhere to the Council Norms.

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Special Meeting Agenda

CERTIFICATION OF MEETING NOTICE AND AGENDA POSTING
This notice and agenda were posted on the City's website and the City Hall bulletin board at least 24 hours prior to the meeting date, in compliance with the Ralph M. Brown Act. /s/Thai Nam Pham, MMC, CPMC
City Clerk
City Council Staff Report Page 1 of 2 December 16, 2025 Staff Report
Agenda Item No. 4.1
DATE: December 16, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Joan Malloy, City Manager
SUBJECT: Adopt a Resolution Accepting the Annual Report for Fiscal Year 2024-2025 Concerning Sources and Uses of Development Impact Fees Pursuant to Government Code Section 66000, et seq., and Making Certain Findings Related Thereto

EXECUTIVE SUMMARY
Staff recommend that the City Council adopt a resolution accepting the annual report for Fiscal Year 2024-2025 concerning sources and uses of Development Impact Fees pursuant to Government Code Section 66000, et seq., and making certain findings related thereto.

STRATEGIC PLAN ALIGNMENT
This agenda item does not have alignment with the Strategic Plan.

BACKGROUND
Established under California Government Code 66000, Development Impact Fees (DIF) are one-time charges by a local agency to finance some or all of the cost of providing public facilities related to a new development project. The enacting agency must identify the uses for the fees and show that there is a reasonable relationship between the public facilities needed and the development upon which the fees will be assessed. These fees can only be used for capital projects and cannot be used for ongoing salaries.

The City has established eight Development Impact Fees that are assessed on development within the City for the following purposes:

Fund 221 – Fire Equipment Acquisition
Fund 235 – Affordable Housing Impact
Fund 255 – Park In Lieu
Fund 261 – Traffic Signalization Impact
Fund 266 – DIPSA Development Impact
Fund 268 – Public Art In Lieu
Fund 411 – Capital Facilities Impact
Fund 412 – Park Facilities Impact
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Agenda Item No. 4.1
City Council Staff Report Page 2 of 2 December 16, 2025 3 3 California state law obligates local authorities to compile an annual report on the state of their Development Impact Fee Program, with further assessments mandated every fifth year. The resolution and the report attached to it demonstrate a reasonable relationship between the fees and the purposes for which each is assessed. The reports also provide a status on the Development Impact Fees collected, including the projects funded with these fees and the fund balances of the various Development Impact Fees.

DISCUSSION
As required under AB 1600 guidelines, the reports provide:
• A brief description of the type of fee
• The amount of the fee
• Beginning and ending fund balances, including total fees collected and investment earnings, if applicable
• Identification of the public improvement(s) the fees were used for • Identification and timeline of public improvements any unexpended fees will be used for
• Description and uses for transfers or loans of fees, if applicable • Amount of refunds made pursuant to Section 66001(e), if applicable • Amount of allocations pursuant to Section 66001(f), if applicable

FISCAL IMPACT
There is no fiscal impact related to the review and approval of this resolution and the accompanying report.

RECOMMENDATION
Staff recommends that the City Council adopt a resolution accepting the annual report for Fiscal Year 2024-2025 concerning sources and uses of Development Impact Fees pursuant to Government Code Section 66000, et seq., and making certain findings related thereto.

Prepared by: Chu Thai, Accounting Manager
Submitted by: Jackie Acosta, Finance Director
Attachments

1. Draft Resolution

2. Exhibit A - AB 1600 Annual Report For FY 2024-2025
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RESOLUTION NO. 2025-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF UNION CITY ACCEPTING THE ANNUAL REPORT FOR FISCAL YEAR 2024-2025

CONCERNING SOURCES AND USES OF DEVELOPMENT IMPACT
FEES PURSUANT TO GOVERNMENT CODE SECTION 66000, ET SEQ.,

AND MAKING CERTAIN FINDINGS RELATED THERETO
WHEREAS, pursuant to its authority under Government Code 66000, et seq., the City previously adopted eight Development Impact Fees within the City to mitigate the impacts of new developments on public services and facilities in the City (each a “Fee”); and
WHEREAS, at the time the Fees were adopted, the City adopted a report for each Fee that demonstrated a reasonable relationship between the Fee and the purpose for which it is assessed; and
WHEREAS, the Fees are imposed on new development in the City based on, and in proportion to, the impacts generated by such development, and therefore there is a reasonable relationship between the Fees and the purposes for which they are assessed; and
WHEREAS, pursuant to California Government Code Section 66000, et seq. (“AB 1600”), the City is required to prepare an annual report providing the following information about each Fee:
• A brief description of the type of fee
• The amount of the fee
• Beginning and ending fund balances, including total fees collected and investment earnings, if applicable
• Identification of the public improvement(s) the fees were used for • Identification and timeline of public improvements, any unexpended fees will be used for
• Description and uses for transfers or loans of fees, if applicable • Amount of refunds made pursuant to Section 66001(e), if applicable • Amount of allocations pursuant to Section 66001(f), if applicable; and WHEREAS, California state law obligates local authorities to compile an annual report on the state of their Development Impact Fee (DIF) Program, with further assessments mandated every fifth year; and
WHEREAS, the City has prepared the annual report for Fiscal Year 2024-2025, which includes the required information for each Fee and which has been made available to the public and which is attached hereto as Exhibit A; and WHEREAS, the City Council must adopt a Resolution making specific findings if any Development Impact Fees remain unexpended for more than five years, and thus this Resolution serves to meet that requirement; and
WHEREAS, notice of the meeting at which this Resolution is to be considered by the City Council was provided to those on record with the City Clerk requesting such notice. 8 of 245
Resolution No. 2025-XXX
AB 1600 Annual Report for 2024-2025

Page 2 of 2 ends

NOW, THEREFORE, BE IT RESOLVED that the above recitals are true and correct and incorporated herein; and
BE IT FURTHER RESOLVED that the City Council of the City of Union City does hereby accept the annual report for Fiscal Year 2024-2025 concerning sources and uses of Development Impact Fees pursuant to Government Code Section 66000, et seq., attached hereto as Exhibit A, and hereby makes the required findings with respect to the retention of the Development Impact Fees currently unexpended after five years; and BE IT FURTHER RESOLVED by the City Council of the City of Union City that these unexpended Development Impact Fees are accounted for and are still needed for the purposes for which they were collected; and
BE IT FURTHER RESOLVED that the City Council of the City of Union City does hereby determine that the annual report for FY 2024-2025 does comply with the requirements of AB 1600.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Union City at a special meeting held on December 16, 2025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

APPROVED:

GARY SINGH
Mayor
ATTESTED: APPROVED AS TO FORM:

THAI NAM N. PHAM
City Clerk
KRISTOPHER J. KOKOTAYLO
City Attorney
Attachments:

1. Exhibit A – AB 1600 Annual Report for FY 2024-2025
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Development Impact Fee
Annual Report
City of Union City

Fiscal Year Ending June 30, 2025
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Development Impact Fee Annual Report for FY 2024-25 Page 2 of 26 City of Union City
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Development Impact Fee Annual Report for FY 2024-25 Page 3 of 26 City of Union City
Table of Contents
Executive Summary 4
Section 1 – Requirements of the Mitigation Fee Act (AB1600) 5 Section 2 – Annual Report 7
Summary Table 7
Fund 221 – Fire Equipment Acquisition 9
Fund 235 – Affordable Housing Fee 11
Fund 255 – Park In Lieu 13
Fund 261 – Traffic Signalization Impact 15
Fund 266 – DIPSA Development Impact 17
Fund 268 – Public Art In Lieu 19
Fund 411 – Capital Facilities Impact 21
Fund 412 – Park Facilities Impact 24
Contact Information 26
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Executive Summary
Development Impact Fee Annual Report for FY 2024-25 Page 4 of 26 City of Union City
Executive Summary
Development Impact Fees refer to charges levied by local governments on fresh development endeavors, aimed at funding the procurement, building, and enhancement of public facilities and infrastructure required to support these undertakings. In accordance with California state law, local authorities are obligated to compile an annual report on the state of their Development Impact Fee (DIF) Program, with further assessments mandated every fifth year. This report fulfills the legal prerequisites for Fiscal Year 2024-25 (FY25), spanning from July 1, 2024, to June 30, 2025. The City of Union City presently gathers the development impact fees outlined in the table provided below. Each development impact fee must be deposited and managed in a separate fund.

Fund Fee
221 Fire Equipment Acquisition Fee
235 Affordable Housing Impact Fee
255 Park In Lieu Fee
261 Traffic Signalization Impact Fee
266 DIPSA Development Impact Fee
268 Pubic Art In Lieu Fee
411 Capital Facilities Impact Fee
412 Park Facilities Impact Fee
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Section 1 – Requirements of the Mitigation Fee Act (AB1600) Development Impact Fee Annual Report for FY 2024-25 Page 5 of 26 City of Union City
Section 1 – Requirements of the Mitigation Fee Act
(AB1600)
In 1987, the state of California enacted Assembly Bill (AB) 1600, also known as the Mitigation Fee Act, which introduced Section 66000 et. seq. of the Government Code. This Act was later amended by Assembly Bill 518 and Senate Bill (SB) 1693. According to AB1600, the city is obligated to provide annual reports on fee information and submit additional reports every fifth year. Within 180 days after the conclusion of each fiscal year, the City must make accessible the following information from the previous fiscal year:

Requirement 1 – Brief description of the type of fee in the account or fund.

Requirement 2 – Amount of the fee.

Requirement 3 – Beginning and ending balance in the account or fund.

Requirement 4 – Amount of fees collected and the interest earned during the previous year.

Requirement 5 – Identification of each public improvement for which fees were expended and the amount of expenditures, including the total percentage of the cost of the public improvement that was funded with fees.

Requirement 6 – An identification of an approximate date by which the construction of the public improvement will commence if the local agency determines that sufficient funds have been collected to complete financing on an incomplete public improvement and the public improvement remains incomplete.

Requirement 7 – Description of each interfund transfer or loan made from the account, including the public improvement on which the transferred or loaned fees will be expended, and when each loan will be repaid and the rate of interest the account will receive on the loan.

Requirement 8 – Identification of any refunds made once determined that sufficient monies have been collected to fund fee-related projects.

After the initial deposit into the account or fund, and subsequently every five years, including the fifth fiscal year, the City is required to make the following findings regarding any remaining funds in the fee account, regardless of whether those funds are committed or uncommitted:
 Identification of the purpose to which the fees are to be put.  Demonstrate a reasonable relationship between the use of the fee and the type of development paying the fee.
 Identification of all sources and amounts of funding anticipated to complete financing in incomplete improvements identified as part of the City’s annual report.  Identification of the approximate dates on which the funding referred to in Requirement 3 is expected to be deposited into the appropriate account or fund. 14 of 245
Section 1 – Requirements of the Mitigation Fee Act (AB1600) Development Impact Fee Annual Report for FY 2024-25 Page 6 of 26 City of Union City
The City is obligated to make this information accessible for public review and must present it during the next regularly scheduled public meeting, with at least 15 days' notice after the information is made available to the public.

This report specifically addresses the annual reporting requirements and does not encompass the five-year reporting obligations. The City has previously fulfilled the five-year report in FY 2024-25, and the next fiveyear report would be performed around December 2029, for FY2028-29. 15 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 7 of 26 City of Union City
Section 2 – Annual Report
The subsequent section contains essential information essential to comply with the legal prerequisites for each impact fee fund. This includes a concise description of the fee, its amount, the initial and final balances, the collected fee revenues, earned interest, and the expenditures on each project, along with the percentage funded by the fees. Additionally, there is a summarized table indicating whether adequate funds have been designated for future projects and an approximate date for the commencement of public improvement construction if sufficient funds have been identified. Furthermore, any loans and refunds from the account are also clearly identified in this section.

Summary Table
Table 1. Summary Table on the next page provides an accounting of each impact fee fund and a total impact fee account balance. The table summarizes the starting fund balance, the amount of fees collected, the interest earned, the total expenditures, and the fiscal year ending fund balance. 16 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 8 of 26 City of Union City
Table 1. Fund Summary
Fund 221 –
Fire
Equipment
Acquisition
Fund 235 –
Affordable
Housing
Impact
Fund 255 –
Park In Lieu
Fund 261 –
Traffic
Signalization
Impact
Fund 266 –
DIPSA
Development
Impact
Fund 268 –
Public Art In
Lieu
Fund 411 –
Capital
Facilities
Impact
Fund 412 –
Park Facilities
Impact Fee
(Apartments)
Beginning Fund Balance $ 130,576 $ 703,638 $ 923,454 $ 31,989 $ 222,683 $ 1,062,205 $ 174,073 $ 2,689,267 Revenues
Development Fees 1,371 - 64,513 31,044 - 132,357 295,688 29,160 Other Revenues1 - - 35,000 1,091 - - - -
Total Revenues 1,371 - 99,513 32,135 - 132,357 295,688 29,160 Expenses
Project Expenses - - 478,391 111,510 3,820 8,092 480,745 - Other Expenses2 - - - - - - - -
Total Expenses - - 478,391 111,510 3,820 8,092 480,745 - Transfers In - - - - - - - -
Transfers Out3 - 110,145 - - - - - -
Ending Fund Balance $ 131,947 $ 593,493 $ 544,576 $ (47,386) $ 218,863 $ 1,186,471 $ (10,984) $ 2,718,427 1 Other Revenues include interest earnings, reimbursements, donations, and contributions from other funds. 2 Other Expenses include consultant services for reporting requirements. 3 Revenues recorded in the wrong fund were transferred out 17 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 9 of 26 City of Union City
Fund 221 – Fire Equipment Acquisition
Requirement 1. Brief description of the type of fee in the account or fund.

This fund accounts for monies received from developers of commercial properties and certain residential structures to be used for the acquisition of fire equipment. The fee is based on, and in proportion to, the fire equipment needs generated by such development.

Requirement 2. Amount of the fee.

Table 221.a. Fire Equipment Acquisition Fee
Requirement 3. Beginning and ending balance in the account or fund.

Table 221.b provides a summary of the initial and final fund balances for FY 2024-25.

Requirement 4. Amount of fees collected, and the interest earned during the previous year.

Table 221.b provides a summary of the fees collected other revenues during FY 2024-25.

Office, Professional, and Hotel
Buildings
$.06 psf of roof area
$1.40 psf of occupiable space above the 2nd story
Residential Projects $1.40 psf of occupiable space above the 2nd story Industrial Buildings
Table 221.b: Fire Equipment Acquisition Fee Fund Summary Fund 221 – Fire Equipment Acquisition
Beginning Fund Balance as of July 1, 2024 130,576
Revenues
Fees Collected 1,371
Other Revenues1 -
Total Revenues 1,371
Expenses
Project Expenses -
Other Expenses2 -
Total Expenses -
Transfers In -
Transfers Out -
Ending Balance as of June 30, 2025 131,947 1
Other Revenues include interest earnings, reimbursements, donations, and contributions from other funds 2 Other Expenses include consultant services for reporting requirements. 18 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 10 of 26 City of Union City
Requirement 5. Identification of each public improvement for which fees were expended and the amount of expenditures, including the total percentage of the cost of the public improvement that was funded with fees.

Table 221.c provides a summary of the expenditures made during FY 2024-25.

Requirement 6. An identification of an approximate date by which the construction of the public improvement will commence if the local agency determines that sufficient funds have been collected to complete financing on an incomplete public improvement and the public improvement remains incomplete.

Table 221.c provides a summary of the projected future expenditures for Fund 221 and the expected construction start date. As additional funds become available, the City's Capital Improvement Budget team will diligently identify and allocate funds for eligible projects, incorporating them into future Capital Improvement Program (CIP) budgets.

In FY 2024-25, there were no transfers or loans made from this fund.

Requirement 8. The report identifies any refunds issued once it is determined that sufficient funds have been collected to support fee-related projects.

In FY 2024-25, no refunds were made from this fund.

Table 221.c: Fire Equipment Acquisition Fee Project Expenditures Project No. Project Name
Project
Budget
Fund 221
Expense to
Date
Fund 221
Expense FY
2024-25
Fund 221
Future
Expenditures
%
Funded
by Fee
Approx.

Construction
Start Date
22183015 Engine 333 Apparatus 776,261 - - 776,261 100% TBD GRAND TOTAL 776,261 - - 776,261
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Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 11 of 26 City of Union City
Fund 235 – Affordable Housing Fee
Requirement 1. Brief description of the type of fee in the account or fund.

The affordable housing in-lieu fee shall be collected and used to provide/assure continued provision of affordable housing in the City through acquisition, construction, development assistance, rehabilitation, financing, or other methods, and for costs of administering these programs. The fee is based on, and in proportion to, the affordable housing needs of the City.

The affordable housing impact fee shall be collected and used for the purpose of creating, developing, and/or maintaining existing housing targeted for affordable households within the City.

Requirement 2. Amount of the fee.

Table 235.a. Affordable Housing Fee
Requirement 3. Beginning and ending balance in the account or fund.

Table 235.b presents a summary of the initial and final fund balances during FY 2024-25.

Requirement 4. Amount of fees collected, and the interest earned during the previous year.

Table 235.b provides a summary of the fees collected and other revenues during FY 2024-25.

Impact fee for residential additions where
the net new square footage of habitable
space is greater than five hundred (500)
square feet. This includes
teardowns/rebuilds.
$25 per square foot
Small project in-lieu fee (six units or less)
Base fee of $24,000 per unit in the residential
development. All units within the residential development with habitable space exceeding 1,000 square feetshall pay an additional fee of $8 per square foot for all square
footage of habitable space in excess of 1,000 square feet.

Large project optional in-lieu fee (seven
units or more) $27 per square foot
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Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 12 of 26 City of Union City
Requirement 5. Identification of each public improvement for which fees were expended and the amount of expenditures, including the total percentage of the cost of the public improvement that was funded with fees.

Table 235.c provides a summary of the expenditures made during FY 2024-25.

There were no expenditures in FY 2024-25.

Requirement 7. Description of each interfund transfer or loan made from the account, including the public improvement on which the transferred or loaned fees will be expended, and when each loan will be repaid and the rate of interest the account will receive on the loan. $110,145 in revenues were incorrectly posted to Fund 235, and they were transferred out the correct fund in FY 2024-25.

Requirement 8. The report identifies any refunds issued once it is determined that sufficient funds have been collected to support fee-related projects.

In FY 2024-25, no refunds were made from this fund.

Table 235.b: Affordable Housing Impact Fee Fund Summary Fund 235 – Affordable Housing Impact
Beginning Fund Balance as of July 1, 2024 703,638
Revenues
Fees Collected -
Other Revenues1 -
Total Revenues -
Expenses
Project Expenses -
Other Expenses2 -
Total Expenses -
Transfers In -
Transfers Out 110,145
Ending Balance as of June 30, 2025 593,493 1
Other Revenues include interest earnings, reimbursements, donations, and contributions from other funds 2 Other Expenses include consultant services for reporting requirements.

Table 235.c: Affordable Housing Impact Fee Project Expenditures Project No. Project Name
Project
Budget
Fund 235
Expense to
Date
Fund 235
Expense FY
2024-25
Fund 235
Future
Expenditures
%
Funded
by Fee
Approx.

Construction
Start Date
23590000 Capital Project - - - 0% TBD

GRAND TOTAL - - - -
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Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 13 of 26 City of Union City
Fund 255 – Park In Lieu
Requirement 1. Brief description of the type of fee in the account or fund.

To account for bedroom taxes (one‐time park in‐lieu fees imposed on the number of bedrooms in a single home/non‐tract dwelling at construction pursuant to Resolution No. 4093‐80), developer park in lieu fees for tract homes and grant funds received for the development of new parks and improvements to existing parks. The fees are based on, and in proportion to, the park development and park improvement needs generated by such development.

Requirement 2. Amount of the fee.

Table 255.a. Park In Lieu Fee
Requirement 3. Beginning and ending balance in the account or fund.

Table 255.b provides a summary of the initial and final fund balances during FY 2024-25.

Requirement 4. Amount of fees collected, and the interest earned during the previous year.

Table 255.b provides a summary of the fees collected and other revenues during FY 2024-25.

Average # of persons per Residential Unit times 3 divided by 1,000 = Calculated incremental acres required per Residential Unit.

Multiplied by Appraised Value of land per acre times 1.2 Park-in-Lieu Fee per
Residential Unit
Table 255.b: Park In Lieu Fee Fund Summary
Fund 255 – Park In Lieu
Beginning Fund Balance as of July 1, 2024 923,454
Revenues
Fees Collected 64,513
Other Revenues1 35,000
Total Revenues 99,513
Expenses
Project Expenses 478,391
Other Expenses2 -
Total Expenses 478,391
Transfers In -
Transfers Out -
Ending Balance as of June 30, 2025 544,576 1
Other Revenues include interest earnings, reimbursements, donations, and contributions from other funds 2 Other Expenses include consultant services for reporting requirements. 22 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 14 of 26 City of Union City
Requirement 5. Identification of each public improvement for which fees were expended and the amount of expenditures, including the total percentage of the cost of the public improvement that was funded with fees.

Table 255.c provides a summary of the expenditures made during FY 2024-25.

Table 255.c provides a summary of the projected future expenditures and the expected construction start date. As additional funds become available, the City's Capital Improvement Budget team will actively identify and allocate funds for eligible projects, incorporating them into future Capital Improvement Program (CIP) budgets.

In FY 2024-25, there were no transfers or loans made from this fund.

Requirement 8. The report identifies any refunds issued once it is determined that sufficient funds have been collected to support fee-related projects.

In FY 2024-25, no refunds were made from this fund.

Table 255.c: Park-In Lieu Fee Project Expenditures
Project No. Project Name
Project
Budget
Fund 255
Expense to
Date
Fund 255
Expense FY
2024-25
Fund 255
Future
Expenditures
%
Funded
by Fee
Approx.

Construction
Start Date
25590519 Parks Irrigation 532,934 101,975 10,959 420,000 100% In Progress 25591109 Ply Equip & Fitness Course 842,127 84,632 2,495 755,000 100% In Progress 25592113 Old Alv/Cesar Chavez Park Impr 918,493 918,493 - - 100% Completed 25592117 Prop 68 Park Improvements Proj 50 50 - - 100% Completed 25592215 Park Lighting&Restrm Controls 39,688 39,688 - - 100% Completed 25592222 Veterans Pk Tennis Court 430,677 430,677 - - 100% Completed 25592413 Mariner Park PE & Surface 344,022 - 344,022 - 100% Completed 25592415 Kennedy Park Improvements I 273,684 - 73,684 200,000 100% In Progress 25592420 Parks & Community Fac MP 367,027 - 27,027 340,000 100% In Progress 25592434 ShortyGarcia Stadium Lights 21,500 21,500 - - 100% Completed 25592515 Kennedy Park Improvements II 1,250,000 - - 1,250,000 100% TBD 25592521 Urban Forestry Master Plan 400,000 - - 400,000 100% TBD 25592527 Park Renovations 420,000 - - 420,000 100% TBD
25592528 Citywide Parks Planting Imp 360,000 - - 360,000 100% TBD 25592532 Civic Center Ground & Park Imp 2,725,000 - - 2,725,000 100% TBD 25592533 Stadium Lighting Sports Fields 600,204 - 20,204 580,000 100% In Progress 25592535 7 Hills Park Improvements 625,000 - - 625,000 50% TBD 25592536 CW Parks Surface Improvements 325,000 - - 325,000 100% TBD 25592616 Fred Castro Park Improve II 65,000 - - 65,000 100% TBD 25590000 UCB Park & Ride Lot - - -
GRAND TOTAL 10,540,406 1,597,015 478,391 8,465,000
23 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 15 of 26 City of Union City
Fund 261 – Traffic Signalization Impact
Requirement 1. Brief description of the type of fee in the account or fund.

Development Impact Fee imposed on new developments for the purpose of traffic signal installation, based on, and in proportion to, the traffic signal needs generated by such development.

Requirement 2. Amount of the fee.

Table 261.a. Traffic Signalization Impact Fee
Requirement 3. Beginning and ending balance in the account or fund.

Table 261.b provides a summary of the initial and final fund balances during FY 2024-25.

Requirement 4. Amount of fees collected, and the interest earned during the previous year.

Table 261.b provides a summary of the fees collected and other revenues during FY 2024-25. A negative fund balance is reasonable as impact funds sometimes borrow from the General Fund for a short term. This occurs when the timing of impact fee revenues are not ideal, or staff want to proceed with a project in a timely, cost effective manner.
a) $ 2,171.00 per acre
b) $ 1,736.00 per acre
c) $ 1,736.00 per acre
d) $ 3,908.00 per acre
e) $ 6,729.00 per acre
f) $ 3,365.00 per acre
g) $ 1,216.00 per acre
Zoning - Single Family and ADU
Zoning - Commercial
Zoning - Industrial
Zoning - Mobile Home
Zoning - Accessory Dwelling (ADU)
Zoning - Single-Family
Zoning - Multi-Family
Table 261.b: Traffic Signalization Impact Fee Fund Summary Fund 261 – Traffic Signalization Impact
Beginning Fund Balance as of July 1, 2024 31,989
Revenues
Fees Collected 31,044
Other Revenues1 1,091
Total Revenues 32,135
Expenses
Project Expenses 111,510
Other Expenses2 -
Total Expenses 111,510
Transfers In -
Transfers Out -
Ending Balance as of June 30, 2025 (47,386) 1
Other Revenues include interest earnings, reimbursements, donations, and contributions from other funds 2 Other Expenses include consultant services for reporting requirements. 24 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 16 of 26 City of Union City
Requirement 5. Identification of each public improvement for which fees were expended and the amount of expenditures, including the total percentage of the cost of the public improvement that was funded with fees.

Table 261.c provides a summary of the expenditures made during FY 2024-25.

Table 261.c provides a summary of the projected future expenditures, and the expected construction start date. As additional funds become available, the City's Capital Improvement Budget team will actively identify and allocate funds for eligible projects, incorporating them into future Capital Improvement Program (CIP) budgets.

In FY 2024-25, there were no transfers or loans made from this fund.

Requirement 8. The report identifies any refunds issued once it is determined that sufficient funds have been collected to support fee-related projects.

In FY 2024-25, no refunds were made from this fund.

Table 261.c: Traffic Signalization Impact Fee Project Expenditures Project No. Project Name
Project
Budget
Fund 261
Expense to
Date
Fund 261
Expense FY
2024-25
Fund 261
Future
Expenditures
%
Funded
by Fee
Approx.

Construction
Start Date
26133002 Engineer Administration 78,244 78,244 - - 100% Completed 26190506 Upgrade Traffic Signal 108,563 108,563 - - 100% Completed 26190721 Battery Backup System-C 33,267 33,267 - - 100% Completed 26191611 HSIP 7 Traffic Signal Improvments 54,831 54,831 - - 100% Completed 26191727 IDEA Grant Traffic Signal Impr 142,160 142,160 - - 100% Completed 26192124 Traffic Sig & Communication MP 118,705 104,593 14,112 - 100% Completed 26192126 Traffic Signal Maintenance Pro 236,477 236,477 - - 100% Completed 26192214 On-Call Traffic Signal Support 72,696 34,806 37,890 - 100% Completed 26192320 Traffic Signal Maintenance Prg 88,292 28,783 59,508 - 100% Completed 26192525 Traffic Signal System Upgrades 2,070,000 - - 2,070,000 92% TBD 26192554 Decoto-Royal Ann Signal Imp 700,000 - - 700,000 88% TBD 26190000 UCB Park & Ride Lot 10,000 - 10,000 100% TBD
GRAND TOTAL 3,713,235 821,725 111,510 2,780,000
25 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 17 of 26 City of Union City
Fund 266 – DIPSA Development Impact
Requirement 1. Brief description of the type of fee in the account or fund.

DIPSA Development Impact Fee imposed on new developments situated within the geographic area of the City's Decoto Industrial Park Study Area (DIPSA). The fees are based on, and in proportion to, the capital facility needs generated by such development.

Requirement 2. Amount of the fee.

Table 266.a. DIPSA Development Impact Fee
Requirement 3. Beginning and ending balance in the account or fund.

Table 266.b provides a summary of the initial and final fund balances during FY 2024-25.

Requirement 4. Amount of fees collected, and the interest earned during the previous year.

Table 266.b provides a summary of the fees collected and other revenues during FY 2024-25.

Requirement 5. Identification of each public improvement for which fees were expended and the amount of expenditures, including the total percentage of the cost of the public improvement that was funded with fees.

Table 266.c provides a summary of the expenditures made during FY 2024-25.

For residential construction in DIPSA area only
Single-Family $ 13,973.00 per unit
Multi-Family $ 8,274.00 per unit
Table 266.b: DIPSA Development Impact Fee Fund Summary
Fund 266 – DIPSA Development Impact
Beginning Fund Balance as of July 1, 2024 222,683
Revenues
Fees Collected -
Other Revenues1 -
Total Revenues -
Expenses
Project Expenses 3,820
Other Expenses2 -
Total Expenses 3,820
Transfers In -
Transfers Out -
Ending Balance as of June 30, 2025 218,863 1
Other Revenues include interest earnings, reimbursements, donations, and contributions from other funds 2 Other Expenses include consultant services for reporting requirements. 26 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 18 of 26 City of Union City
Requirement 6. An identification of an approximate date by which the construction of the public improvement will commence if the local agency determines that sufficient funds have been collected to complete financing on an incomplete public improvement and the public improvement remains incomplete.

Table 266.c provides a summary of the projected future expenditures, and the expected construction start date. As additional funds become available, the City's Capital Improvement Budget team will actively identify and allocate funds for eligible projects, incorporating them into future Capital Improvement Program (CIP) budgets.

In FY 2024-25, there were no transfers or loans made from this fund.

Requirement 8. The report identifies any refunds issued once it is determined that sufficient funds have been collected to support fee-related projects.

In FY 2024-25, no refunds were made from this fund.

Table 266.c: DIPSA Development Impact Fee Project Expenditures Project No. Project Name
Project
Budget
Fund 266
Expense to
Date
Fund 266
Expense FY
2024-25
Fund 266
Future
Expenditures
%
Funded
by Fee
Approx.

Construction
Start Date
26621011 Records/Comms/Property 184,859 184,859 - - 100% Completed 26684804 Gateway Site - Plans & Studies 152,870 2,870 - 150,000 100% In Progress 26691414 At-Grade Ped Crossing at BART 500,000 - - 500,000 100% In Progress 26691714 WCA Site - Parking & Dev Plans 141,451 20,712 739 120,000 100% In Progress 26691804 Quarry Lakes Pkwy 4,223,648 420,567 3,080 3,800,000 32% In Progress 26691916 11th Street Fountain 119,323 119,323 - - 16% Completed 26692211 Transit Fleet Electrification 900,000 - - 900,000 10% TBD 26692306 Station Dist Pedestrian Bridge 200,000 - - 200,000 100% TBD 26692314 Intermodal Station, Phase III 500,000 - - 500,000 100% TBD 26692416 7th Street Infrastructure Imp 2,800,000 - - 2,800,000 89% TBD 26692424 SD Landscaping Enhancements 500,000 - - 500,000 91% TBD 26692522 Block 5 Parking - Mobility Hub 1,500,000 - - 1,500,000 37% TBD 26692541 Mission Blvd Complete Streets 1,000,000 - - 1,000,000 100% TBD GRAND TOTAL 12,722,151 748,331 3,820 11,970,000
27 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 19 of 26 City of Union City
Fund 268 – Public Art In Lieu
Requirement 1. Brief description of the type of fee in the account or fund.

This fund accounts for monies received from developers of commercial properties and certain residential structures to be used for the creation and installation of public art. The fee is based on, and in proportion to, the public art needs generated by such development.

Requirement 2. Amount of the fee.

Table 268.a. Public Art In Lieu Fee
Requirement 3. Beginning and ending balance in the account or fund.

Table 268.b provides a summary of the initial and final fund balances during FY 2024-25.

Requirement 4. Amount of fees collected, and the interest earned during the previous year.

Table 268.b provides a summary of the fees collected and other revenues during FY 2024-25.

Private-Permit valuation over $50 million Negotiated between Developer and City Private-Permit valuation over $250,000
Public-Permit valuation over $250,000
Must construct Public Art or pay in-lieu fee equivalent to 1% of permit valuation
Must construct Public Art with a value equivalent to
1% of permit valuation
Table 268.b: Public Art In Lieu Fee Fund Summary
Fund 268 – Public Art In Lieu
Beginning Fund Balance as of July 1, 2024 1,062,205
Revenues
Fees Collected 132,357
Other Revenues1 -
Total Revenues 132,357
Expenses
Project Expenses 8,092
Other Expenses2 -
Total Expenses 8,092
Transfers In -
Transfers Out -
Ending Balance as of June 30, 2025 1,186,471 1
Other Revenues include interest earnings, reimbursements, donations, and contributions from other funds 2 Other Expenses include consultant services for reporting requirements. 28 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 20 of 26 City of Union City
Requirement 5. Identification of each public improvement for which fees were expended and the amount of expenditures, including the total percentage of the cost of the public improvement that was funded with fees.

Table 268.c provides a summary of the expenditures made during FY 2024-25.

Table 268.c provides a summary of the projected future expenditures, and the expected construction start date. As additional funds become available, the City's Capital Improvement Budget team will actively identify and allocate funds for eligible projects, incorporating them into future Capital Improvement Program (CIP) budgets.

In FY 2024-25, there were no transfers or loans made from this fund.

Requirement 8. The report identifies any refunds issued once it is determined that sufficient funds have been collected to support fee-related projects.

In FY 2024-25, no refunds were made from this fund.

Table 268.c: Public Art In Lieu Fee Project Expenditures Project No. Project Name
Project
Budget
Fund 268
Expense to
Date
Fund 268
Expense FY
2024-25
Fund 268
Future
Expenditures
%
Funded
by Fee
Approx.

Construction
Start Date
26871135 Citywide Mural Project 122,421 14,329 8,092 100,000 100% In Progress 26871136 BART Columns Mural Project 200,000 - - 200,000 100% In Progress 26891626 Alvarado Hist District Sign 323,039 23,039 - 300,000 100% In Progress GRAND TOTAL 645,460 37,368 8,092 600,000
29 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 21 of 26 City of Union City
Fund 411 – Capital Facilities Impact
Requirement 1. Brief description of the type of fee in the account or fund.

Capital facilities fee imposed on each new residential development in the City based on, and in proportion to, the capital facility needs generated by such development.

Requirement 2. Amount of the fee.

Table 411.a. Capital Facilities Impact Fee
Requirement 3. Beginning and ending balance in the account or fund.

Table 411.b provides a summary of the initial and final fund balances during FY 2024-25.

Requirement 4. Amount of fees collected, and the interest earned during the previous year.

Table 411.b provides a summary of the fees collected and other revenues during FY 2024-25. A negative fund balance is reasonable as impact funds sometimes borrow from the General Fund for a short term. This occurs when the timing of impact fee revenues are not ideal, or staff want to proceed with a project in a timely, cost effective manner.

Table 411.c provides a summary of the expenditures made during FY 2024-25.

Single-Family $ 12,231.00
Single-Family, Secondary Dwelling $ 8,624.00
Multi-Family $ 8,624.00
Table 411.b: Capital Facilities Impact Fee Fund Summary Fund 411 – Capital Facilities Impact
Beginning Fund Balance as of July 1, 2024 174,073
Revenues
Fees Collected 295,688
Other Revenues1 -
Total Revenues 295,688
Expenses
Project Expenses 480,745
Other Expenses2 -
Total Expenses 480,745
Transfers In -
Transfers Out -
Ending Balance as of June 30, 2025 (10,984) 1
Other Revenues include interest earnings, reimbursements, donations, and contributions from other funds 2 Other Expenses include consultant services for reporting requirements. 30 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 22 of 26 City of Union City
Requirement 6. An identification of an approximate date by which the construction of the public improvement will commence if the local agency determines that sufficient funds have been collected to complete financing on an incomplete public improvement and the public improvement remains incomplete.

Table 411.c provides a summary of the projected future expenditures, and the expected construction start date. As additional funds become available, the City's Capital Improvement Budget team will actively identify and allocate funds for eligible projects, incorporating them into future Capital Improvement Program (CIP) budgets.

Table 411.c: Capital Facilities Impact Fee Project Expenditures Project No. Project Name
Project
Budget
Fund 411
Expense to
Date
Fund 411
Expense FY
2024-25
Fund 411
Future
Expenditures
%
Funded
by Fee
Approx.

Construction
Start Date
41100000 Non Dept-Citywide 39,516 39,516 - - 100% Completed 41121004 Police Patrol 761,815 727,778 34,038 - 100% Completed 41181005 Desktop&Laptop Computer Lease 596,737 461,501 135,236 - 100% Completed 41181011 Remote Site Security Camera Rn 100,000 - - 100,000 100% In Progress 41181012 Conf Room AV Upgrade-PD & HC 120,000 - - 120,000 100% In Progress 41182010 PD Radio Purch-Handpck & Vehcl 1,661,238 1,469,944 191,293 - 100% Completed 41182011 ProPhoenix CAD & RMS Project 929,296 929,296 - - 100% Completed 41182012 Axon Integ Transparency Solutn 260,409 260,409 - - 100% Completed 41184805 ECD Digitalization Project 27,286 - 27,286 - 12% Completed 41190924 Public Building Energy Retofit 192,502 158,679 33,823 - 100% Completed 41191311 Kennedy Center 10,443 10,443 - - 100% Completed 41191521 Holly Center Modernization 1,155,925 - 925 1,155,000 100% In Progress 41191706 Energy Efficiency Project 875 875 - - 100% Completed 41191811 City Hall Carpet 38,962 38,962 - - 100% Completed 41191817 HMGP Senior Center Generator 406,007 1,007 - 405,000 60% In Progress 41192006 CH Generator Line Leak Detector 46,293 46,293 - - 100% Completed 41192103 Fire Station 33 HVAC 44,765 44,765 - - 100% Completed 41192116 Senior Center Shower 93,940 93,940 - - 100% Completed 41192119 City Hall Space Planning Proj 76,301 76,301 - - 100% Completed 41192233 CH Lobby Painting & Wood 48,012 48,012 - - 100% Completed 41192234 KYC Cafe-Mop Sink Install 26,058 26,058 - - 100% Completed 41192323 PD Men's Shower Stall 62,935 62,935 - - 100% Completed 41192346 CH-Front Counter SecurityGlass 10,027 10,027 - - 100% Completed 41192427 FS 32 Improvements 240,000 - - 240,000 100% TBD 41192432 City Hall Carpet 512,500 - - 512,500 83% TBD
41192530 CY Modernization, Phase 1B 2,110,463 - 463 2,110,000 95% In Progress 41192531 City-Owned Building Imprv 527,682 - 57,682 470,000 100% In Progress 41192542 Electronic Program Boards 300,000 - - 300,000 100% TBD 41192543 Fire Station 31 Improvements 800,000 - - 800,000 100% TBD 41192544 Office Space for YFS & Centro 1,800,000 - - 1,800,000 100% TBD 41192545 City-Owned Parking Lot Improve 380,000 - - 380,000 100% TBD 41192547 Public Vehicle Charge Stations 150,000 - - 150,000 100% TBD 41192548 MGSC New Emergency Generator 500,000 - - 500,000 100% TBD 41192553 Historical Museum 350,000 - - 350,000 100% TBD 41192557 CHWorkstation ModernizationIII 163,000 - - 163,000 100% TBD 41192558 CH Server Room Transfer Switch 50,000 - - 50,000 100% TBD 41192563 Ruggieri Sr Center Sunroom Imp 200,000 - - 200,000 100% TBD 41192564 MG Sports Center Flooring Imp 200,000 - - 200,000 100% TBD 41192568 Larry Orozco Teen Workshop 200,000 - - 200,000 100% TBD 41192571 Kennedy Center Modernization 500,000 - - 500,000 100% TBD 41192610 City Hall - PD Modernization 1,000,000 - - 1,000,000 100% TBD 41192612 PD Substation Improvements 275,000 - - 275,000 100% TBD 41192711 PD Parking Lot Modernization 200,000 - - 200,000 100% TBD GRAND TOTAL 17,167,985 4,506,740 480,745 12,180,500
31 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 23 of 26 City of Union City
Requirement 7. Description of each interfund transfer or loan made from the account, including the public improvement on which the transferred or loaned fees will be expended, and when each loan will be repaid and the rate of interest the account will receive on the loan.

In FY 2024-25, there were no transfers or loans made from this fund.

Requirement 8. The report identifies any refunds issued once it is determined that sufficient funds have been collected to support fee-related projects.

In FY 2024-25, no refunds were made from this fund.
32 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 24 of 26 City of Union City
Fund 412 – Park Facilities Impact
Requirement 1. Brief description of the type of fee in the account or fund.

To account for funds collected from new non-subdivided residential construction (apartments) developers. These monies will be used for park facilities and the costs of acquiring land for park improvements. These fees are based on, and in proportion to, the park facilities needs generated by such development.

Requirement 2. Amount of the fee.

Table 412.a. Park Facilities Impact Fee
Requirement 3. Beginning and ending balance in the account or fund.

Table 412.b provides a summary of the initial and final fund balances during FY 2024-25.

Requirement 4. Amount of fees collected, and the interest earned during the previous year.

Table 411.b provides a summary of the fees collected and other revenues during FY 2024-25.

Table 412.c provides a summary of the expenditures made during FY 2024-25.

For residential non-subdivided property only $ 3,262.00 per unit Table 412.b: Park Facilities Impact Fee Fee Fund Summary Fund 412 – Park Facilities Impact
Beginning Fund Balance as of July 1, 2024 2,689,267
Revenues
Fees Collected 29,160
Other Revenues1 -
Total Revenues 29,160
Expenses
Project Expenses -
Other Expenses2 -
Total Expenses -
Transfers In -
Transfers Out -
Ending Balance as of June 30, 2025 2,718,427 1
Other Revenues include interest earnings, reimbursements, donations, and contributions from other funds 2 Other Expenses include consultant services for reporting requirements. 33 of 245
Section 2 – Annual Report
Development Impact Fee Annual Report for FY 2024-25 Page 25 of 26 City of Union City
Requirement 6. An identification of an approximate date by which the construction of the public improvement will commence if the local agency determines that sufficient funds have been collected to complete financing on an incomplete public improvement and the public improvement remains incomplete.

Table 412.c provides a summary of the projected future expenditures, and the expected construction start date. As additional funds become available, the City's Capital Improvement Budget team will actively identify and allocate funds for eligible projects, incorporating them into future Capital Improvement Program (CIP) budgets.

In FY 2024-25, there were no transfers or loans made from this fund.

Requirement 8. The report identifies any refunds issued once it is determined that sufficient funds have been collected to support fee-related projects.

In FY 2024-25, no refunds were made from this fund.

Table 412.c: Park Facilities Impact Fee Fee Project Expenditures Project No. Project Name
Project
Budget
Fund 412
Expense to
Date
Fund 412
Expense FY
2024-25
Fund 412
Future
Expenditures
%
Funded
by Fee
Approx.

Construction
Start Date
41292534 New Park Restrooms 600,000 - - 600,000 100% TBD 41292535 7 Hills Park Improvements 625,000 - - 625,000 50% TBD 41292537 Arroyo Park Enhancements 1,400,000 - - 1,400,000 100% TBD 41292565 Accinelli Sports Field 1,000,000 - - 1,000,000 100% TBD 41292566 Community Garden (Westside) 300,000 - - 300,000 100% TBD 41292567 Liberty Park Improvements 200,000 - - 200,000 100% TBD GRAND TOTAL 4,125,000 - - 4,125,000
34 of 245
Contact Information
City of Union City
34009 Alvarado-Niles Rd
Union City, CA 94587
Tel (510) 471-3292
www.unioncityca.gov
35 of 245
City Council Staff Report Page 1 of 2 December 16, 2025 Staff Report
Agenda Item No. 4.2
DATE: December 16, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Joan Malloy, City Manager
SUBJECT: Adopt a Resolution Approving Amendments to the City's Classification and Compensation Plan to Implement Previously Negotiated Cost-of-Living and Equity Adjustments, in Conformance with California Code of Regulations, Title 2, Section 570.5

EXECUTIVE SUMMARY
Staff recommends that the City Council adopt a resolution approving amendments to the City’s Classification and Compensation Plan for the Operating Engineers Local 3 Management Employees’ Group (MEG), Operating Engineers Local 3 Professional Employees’ Group (PEG), Service Employees’ International Union, Local 1021 (SEIU), Police Chief, Police Management Association (PMA), Police Officers’ Association (POA) and Unrepresented Department Heads, Unrepresented Management, Unrepresented Non-Management and Unrepresented Police Department positions, effective January 5, 2026.

STRATEGIC PLAN ALIGNMENT
This action supports Strategy 8 of Goal B, Governance and Organization Effectiveness, by ensuring salaries are competitive to recruit, attract, and retain talented employees.

BACKGROUND
In late 2024 to mid-2025, the City Council approved successor Memorandums of Understanding (MOUs) with OE3 MEG, OE3 PEG, SEIU Local 1021, PMA, and POA, and the Compensation and Benefit Plan for Unrepresented Department Heads, Unrepresented Management, Unrepresented Non-Management, and Unrepresented Police Department positions for the period of January 1, 2025, through December 31, 2027. Each of the previously approved MOUs and the Compensation and Benefits Plan included built-in cost-of-living adjustments. The City Council also previously approved Amendment No. 1 to the Employment Agreement with the Police Chief, which included a cost-of-living adjustment. Additionally, the PMA and POA MOUs also included provisions for equity adjustments based upon established criteria.
36 of 245
Agenda Item No. 4.2
City Council Staff Report Page 2 of 2 December 16, 2025 3 3 DISCUSSION
In late 2024 to mid-2025, the City Council approved successor Memorandums of Understanding (MOUs) with OE3 MEG, OE3 PEG, SEIU Local 1021, PMA, and POA, and the Compensation and Benefit Plan for Unrepresented Department Heads, Unrepresented Management, Unrepresented Non-Management, and Unrepresented Police Department positions for the period of January 1, 2025, through December 31, 2027. Each of the previously approved MOUs and the Compensation and Benefit Plan included built-in cost-of-living adjustments that take effect on the first day of the first whole pay period in 2026 (January 5).

The City Council also previously approved Amendment No. 1 to the Employment Agreement with the Police Chief, which also included a cost-of-living adjustment.

Additionally, the PMA and POA MOUs included equity adjustments based on established criteria, and, based on those criteria, the Human Resources Director has determined that the PMA and POA sworn positions are entitled to a 4% equity adjustment and the POA non-sworn positions are entitled to a 2% equity adjustment.

FISCAL IMPACT
The funding for the negotiated COLAs and equity adjustments was included in the adopted FY 2025-2026 & FY 2026-2027 biennial budget.

RECOMMENDATION
Staff recommends that the City Council adopt a resolution approving amendments to the City’s Classification and Compensation Plan for the Operating Engineers Local 3 Management Employees’ Group (MEG), Operating Engineers Local 3 Professional Employees’ Group (PEG), Service Employees’ International Union, Local 1021 (SEIU), Police Chief, Police Management Association (PMA), Police Officers’ Association (POA) and Unrepresented Department Heads, Unrepresented Management, Unrepresented Non-Management and Unrepresented Police Department positions, effective January 5, 2026.

Prepared by: Jackie Acosta, Finance Director
Submitted by: Jackie Acosta, Finance Director
Attachments

1. Draft Resolution

2. Exhibit A - Classification and Compensation Plan (Salary Table) 37 of 245
RESOLUTION NO. 2025-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF UNION CITY APPROVING AN AMENDMENT TO THE CITY’S CLASSIFICATION AND

COMPENSATION PLAN IN CONFORMANCE WITH CALIFORNIA CODE
OF REGULATIONS, TITLE 2, SECTION 570.5
WHEREAS, the City of Union City (the “City”) has previously adopted, and periodically amended, the City’s Classification and Compensation Plan; and WHEREAS, the City has previously approved Memorandums of Understanding with the Operating Engineers Local 3 Management Employees’ Group (“MEG”), the Operating Employees Local 3 Professional Employees’ Group (“PEG”), the Service Employees’ International Union, Local 1021 (“SEIU”), the Police Management Association (“PMA”) and the Police Officers’ Association (“POA”) (collectively, the “MOUs”); and
WHEREAS, the City has previously approved the Compensation and Benefit Plan for Unrepresented Department Heads, Unrepresented Management, Unrepresented Non-Management, and Unrepresented Police Department positions (the “Plan”); and WHEREAS, the City has previously approved Amendment No. 1 to the Employment Agreement with the Police Chief (the “Employment Agreement”); and WHEREAS, the MOUs, the Plan, and the Employment Agreement include previously approved cost-of-living adjustments to take effect on the first day of the first full pay period in 2026 (“COLAs”); and
WHEREAS, the PMA and POA MOUs also include previously approved market equity adjustments based upon established criteria to take effect on the first day of the first whole pay period in 2026 (“Equity Adjustments”); and WHEREAS, the City Council desires to amend the City’s Classification and Compensation Plan to reflect the previously approved COLAs and Equity Adjustments.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Union hereby approves an amendment to the City’s Classification and Compensation Plan, attached hereto as Exhibit A and incorporated herein by reference, effective January 5, 2026.
38 of 245
Resolution No. 2025-XXX
2026 COLAs and Equity Adjustments

Page 2 of 2 ends

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Union City at a special meeting held on December 16, 2025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

APPROVED:

GARY SINGH
Mayor
ATTESTED: APPROVED AS TO FORM:

THAI NAM N. PHAM
City Clerk
KRISTOPHER J. KOKOTAYLO
City Attorney
Attachments:

1. Exhibit A - Classification and Compensation Plan (Salary Table) 39 of 245
Exhibit No. 1
City of Union City
Classification and Compensation Plan
FY 2025-2026
Effective: January 5, 2026
Amendment #1: August 12, 2025 - Resolution No. 2025-112 Amendment #2: August 12, 2025 - Resolution No. 2025-113 Amendment #3: December 9, 2025 - Resolution No. 2025-XXX Amendment #4: December 16, 2025 - Resolution No. 2025-XXX Amendment #5: December 16, 2025 - Resolution No. 2025-XXX 40 of 245
Bargaining Unit Job Code Classification Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 FULL-TIME (monthly rates shown )
City Council 10010 Mayor 2,937
City Council 10020 Council Member 2,125
City Manager 20010 City Manager 29,406
UNREPRESENTED Min. Range Max.

Dept. Heads 20015 Assistant City Manager/Chief Financial Officer 19,138 23,001 Dept. Heads 20020 Deputy City Manager 18,439 22,116
Dept. Heads 20470 Community & Recreation Services Director 17,981 21,558 Dept. Heads 20515 Economic & Community Development Director 17,981 21,558 Dept. Heads 20275 Finance Director 17,981 21,558
Dept. Heads 20280 Human Resources Director 17,981 21,558 Dept. Heads 20290 Information Technology Director 17,981 21,558 Dept. Heads 40010 Police Chief 26,393 27,449 28,547 29,688 30,876 Dept. Heads 20710 Public Works Director 18,320 21,972
Unrep'd. Mgmt. 21050 Assistant to the City Manager 15,528 18,646 Unrep'd. Mgmt. 21185 Chief Human Resources Officer 16,305 19,579 Unrep'd. Mgmt. 21315 Chief Technology Officer 16,305 19,579 Unrep'd. Mgmt. 20030 City Clerk 12,890 13,480 14,101 14,753 15,437 Unrep'd. Mgmt. 21410 Deputy Police Chief 23,868 24,987 26,164 27,395 28,694 Unrep'd. Mgmt. 20145 Human Resources Analyst I 8,727 9,110 9,513 9,936 10,381 Unrep'd. Mgmt. 20155 Human Resources Analyst II 10,672 11,155 11,660 12,188 12,745 Unrep'd. Mgmt. 20180 Human Resources Manager 13,628 14,256 14,911 15,602 16,326 Unrep'd. Mgmt. 20930 Supervising Construction Inspector 11,067 11,569 12,097 12,651 13,231 Unrep'd. Non-Mgmt.21010 Administrative Specialist - Confidential 7,455 7,830 8,222 8,634 9,066 Unrep'd. Non-Mgmt.30800 Human Resources Technician 7,862 8,257 8,660 9,102 9,552 OPERATING ENGINEERS LOCAL 3, MANAGEMENT EMPLOYEES GROUP (OE3-MEG) Management 20360 Accounting Manager 13,231 13,841 14,476 15,147 15,850 Management 20590 Chief Building Official/Senior Plans Examiner 15,223 15,923 16,662 17,433 18,248 Management 20810 City Engineer 17,102 17,900 18,737 19,614 20,536 Management 20505 Clinical Supervisor 10,166 10,616 11,088 11,584 12,104 Management 20650 Communications & Marketing Manager 12,671 13,297 13,923 14,541 15,167 Management 20450 Community & Recreation Services Manager 13,345 13,958 14,604 15,279 15,991 Management 20508 Community Services Manager 13,345 13,958 14,604 15,279 15,991 Management 20800 Cyber Security Manager 13,718 14,336 14,984 15,650 16,364 Management 20630 Economic Development Manager 13,308 13,965 14,623 15,271 15,929 Management 20600 Environmental Program Manager 13,685 14,317 14,978 15,673 16,403 Management 20911 Fleet Supervisor 11,873 12,414 12,980 13,577 14,201 Management 20540 Housing & Community Development Manager 13,571 14,197 14,853 15,541 16,264 Management 20310 Information Technology Manager 15,829 16,564 17,339 18,152 19,008 Management 20500 Intervention Counselor I 8,022 8,372 8,735 9,119 9,520 Management 20080 Management Analyst I 8,897 9,287 9,698 10,129 10,582 Management 20090 Management Analyst II 10,879 11,372 11,887 12,425 12,993 Management 20100 Management Analyst III 13,231 13,841 14,476 15,147 15,850 Management 20510 Neighborhood Preservation Coordinator 13,308 13,965 14,623 15,271 15,929 Management 20560 Planning Manager 14,498 15,165 15,868 16,603 17,378 Management 20860 Principal Civil Engineer 14,176 14,831 15,519 16,243 16,999 Management 20920 Public Works Grounds Supervisor 11,873 12,414 12,980 13,577 14,201 Management 20910 Public Works Streets Supervisor 11,873 12,414 12,980 13,577 14,201 Management 20730 Public Works Superintendent 13,799 14,434 15,104 15,804 16,542 Management 20700 Recycling & Solid Waste Program Manager 12,327 12,892 13,485 14,107 14,760 Management 20620 Redevelopment Manager 13,685 14,317 14,978 15,673 16,403 Management 20370 Revenue Collections Manager 13,231 13,841 14,476 15,147 15,850 Management 20350 Supervising Accountant 12,350 12,914 13,506 14,127 14,779 Management 20912 Transit Manager 13,345 13,958 14,604 15,279 15,991 City of Union City - Classification and Compensation Plan 41 of 245
Bargaining Unit Job Code Classification Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

POLICE MANAGEMENT ASSOCIATION (PMA)
Police Mgmt. 40020 Police Captain 21,671 22,693 23,763 24,888 26,070 Police Mgmt. 40040 Police Lieutenant 18,372 19,271 20,216 21,218 22,269 Police Mgmt. 40045 Police Commander 19,284 20,223 21,211 22,256 23,354

POLICE OFFICERS' ASSOCIATION (POA)
UCPOA 40220 Community Relations Officer 8,161 8,569 8,997 9,448 9,922 UCPOA 40095 Community Resources Coordinator 7,082 7,436 7,808 8,197 8,607 UCPOA 40090 Community Service Aide 6,987 7,298 7,625 7,970 8,334 UCPOA 40240 Confidential Operations Assistant 8,129 8,537 8,963 9,410 9,882 UCPOA 40080 Crime Analyst 9,922 10,418 10,938 11,487 12,060 UCPOA 40070 Dispatch Clerk 7,725 7,937 8,295 8,673 9,068 UCPOA 40170 Dispatch Clerk Trainee 6,689
UCPOA 40241 Executive Assistant to the Police Chief 8,129 8,537 8,963 9,410 9,882 UCPOA 40063 Personnel and Training Supervisor 8,161 8,569 8,997 9,448 9,922 UCPOA 40130 Police Corporal 14,538
UCPOA 40230 Police Department Office Coordinator 7,032 7,385 7,754 8,141 8,550 UCPOA 40140 Police Office Assistant 6,409 6,730 7,067 7,421 7,791 UCPOA 40050 Police Officer 10,560 11,047 11,547 12,038 12,644 13,277 13,940 UCPOA 40150 Police Officer Recruit I 8,461
UCPOA 40160 Police Officer Recruit II 10,126
UCPOA 40060 Police Records Supervisor 8,161 8,569 8,997 9,448 9,922 UCPOA 40030 Police Sergeant 14,272 14,913 15,575 16,353 17,171 UCPOA 40120 Prisoner Transportation Officer 6,987 7,298 7,625 7,970 8,334 UCPOA 40100 Property & Evidence Specialist 6,987 7,298 7,625 7,970 8,334 UCPOA 40065 Property & Evidence Supervisor 8,161 8,569 8,997 9,448 9,922 UCPOA 40110 Public Services Officer I 7,082 7,436 7,808 8,197 8,607 UCPOA 40180 Public Services Officer II 7,455 7,829 8,220 8,629 9,062 POA REPRESENTED PART-TIME (hourly rates shown)
UCPOA PT 40070 Dispatcher Clerk (PT) 44.56 45.79 47.85 50.03 52.31 UCPOA PT 40120 Prisoner Transportation Officer (PT) 40.31 42.10 43.99 45.98 48.08 UCPOA PT 40181 Public Services Officer I (PT) 40.86 42.90 45.05 47.29 49.66 UCPOA PT 40182 Public Services Officer II (PT) 43.01 45.17 47.43 49.78 52.28 PD UNREPRESENTED PART-TIME (hourly rates shown)
Unrep. Police PT 60120 Police Cadet 17.87 18.76 19.70
Unrep. Police PT 60150 Police Officer Trainee 53.91
OPERATING ENGINEERS LOCAL 3, PROFESSIONAL EMPLOYEES GROUP (OE3-PEG) Professionals 30060 Accountant 8,918 9,362 9,820 10,321 10,834 Professionals 30250 Assistant Planner 7,930 8,325 8,739 9,178 9,636 Professionals 30230 Associate Planner 9,227 9,686 10,168 10,679 11,210 Professionals 30053 Building Code Compliance Coordinator 11,922 12,544 13,169 13,790 14,413 Professionals 30090 Case Manager 7,059 7,411 7,781 8,171 8,580 Professionals 30600 Economic Development Coordinator 10,697 11,237 11,740 12,280 12,822 Professionals 30275 Emergency Services Coordinator 9,813 10,304 10,810 11,353 11,921 Professionals 30150 Engineer I (Civil) 8,748 9,180 9,642 10,126 10,631 Professionals 30130 Engineer II (Civil) 9,716 10,201 10,699 11,244 11,801 Professionals 30120 Engineer III (Civil) 11,107 11,662 12,238 12,850 13,493 Professionals 30030 Environmental Analyst I 7,864 8,258 8,670 9,106 9,562 Professionals 30031 Environmental Analyst II 8,877 9,344 9,837 10,354 10,900 Professionals 30040 Environmental Programs Inspector 10,619 11,179 11,765 12,382 13,036 Professionals 30095 Homeless Program Coordinator/Case Manager 6,883 7,251 7,620 7,989 8,399 Professionals 30080 Intervention Counselor 7,422 7,793 8,184 8,593 9,023 Professionals 30185 Lead Construction Inspector 10,699 11,217 11,694 12,250 12,808 Professionals 30066 Lead Payroll Technician 8,790 9,188 9,666 10,142 10,699 Professionals 30065 Payroll Technician 8,357 8,775 9,204 9,673 10,153 Professionals 30100 Recreation Supervisor 8,807 9,248 9,709 10,194 10,703 City of Union City - Classification and Compensation Plan 42 of 245
Bargaining Unit Job Code Classification Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 OPERATING ENGINEERS LOCAL 3, PROFESSIONAL EMPLOYEES GROUP (OE3-PEG) (CONT'D.) Professionals 30020 Senior Accountant 10,310 10,835 11,377 11,939 12,529 Professionals 30055 Senior Building/Code Compliance Inspector 10,619 11,179 11,765 12,382 13,036 Professionals 4052 Senior Environmental Programs Inspector 11,262 11,825 12,416 13,037 13,689 Professionals 30210 Senior Planner 10,664 11,225 11,818 12,437 13,092 Professionals 30400 Senior Recreation Supervisor 10,341 10,846 11,374 11,931 12,512 Professionals 30260 Senior Systems Analyst 11,922 12,544 13,169 13,790 14,413 Professionals 30310 Sustainability Analyst I 7,750 8,137 8,544 8,971 9,420 Professionals 30320 Sustainability Analyst II 9,150 9,606 10,088 10,593 11,121 Professionals 30265 Systems Analyst 11,433 12,006 12,606 13,236 13,898 Professionals 30501 Transit Planner - Assistant 7,614 7,995 8,391 8,812 9,254 Professionals 30502 Transit Planner - Associate 9,119 9,572 10,048 10,553 11,076 Professionals 30503 Transit Planner - Senior 10,664 11,225 11,818 12,437 13,092 Professionals 30270 Web and Database Administrator 10,909 11,454 12,028 12,629 13,260

SERVICE EMPLOYEES' INTERNATIONAL UNION (SEIU)
SEIU 1021 50520 Administrative Assistant I 6,309 6,600 6,902 7,226 7,556 SEIU 1021 50525 Administrative Assistant II 6,902 7,226 7,556 7,908 8,274 SEIU 1021 50530 Administrative Assistant III 7,556 7,908 8,274 8,662 9,069 SEIU 1021 50290 Building/Code Compliance Inspector 9,104 9,525 9,962 10,419 10,894 SEIU 1021 50201 Building/Code Compliance Inspector - Trainee 7,990 8,364 8,747 9,148 9,567 SEIU 1021 50255 Building Permit Technician 7,224 7,587 7,953 8,320 8,683 SEIU 1021 50251 Building Permit Technician II 7,855 8,235 8,637 9,058 9,501 SEIU 1021 50566 Communications Coordinator 6,480 6,779 7,089 7,421 7,761 SEIU 1021 50256 Community Development Technician 7,080 7,436 7,795 8,154 8,509 SEIU 1021 50351 Facility Maintenance Worker 7,145 7,467 7,804 8,163 8,531 SEIU 1021 50080 Finance Specialist I 5,771 6,029 6,319 6,617 6,925 SEIU 1021 50090 Finance Specialist II 6,319 6,617 6,925 7,258 7,601 SEIU 1021 50100 Finance Specialist III 6,925 7,258 7,601 7,963 8,345 SEIU 1021 50539 Homeless Program Outreach Worker 5,071 5,325 5,591 5,871 6,164 SEIU 1021 50332 Lead Facilities Maintenance Worker 8,374 8,756 9,158 9,565 10,010 SEIU 1021 50323 Lead Vehicle Heavy Equipment Mechanic 8,630 9,021 9,437 9,856 10,314 SEIU 1021 50361 Leisure Services Maintenance Worker 5,947 6,244 6,556 6,884 7,228 SEIU 1021 50360 Maintenance I - Parks & Grounds 6,483 6,790 7,106 7,439 7,792 SEIU 1021 50330 Maintenance I - Streets 6,733 7,051 7,381 7,727 8,093 SEIU 1021 50342 Maintenance II - Parks & Grounds 7,860 8,231 8,614 9,020 9,446 SEIU 1021 50320 Maintenance II - Streets 7,717 8,080 8,455 8,854 9,273 SEIU 1021 50325 Maintenance Trainee - Parks & Grounds 5,556 5,813 6,086 6,367 6,664 SEIU 1021 50350 Maintenance Trainee - Streets 5,495 5,750 6,020 6,298 6,592 SEIU 1021 50200 Neighborhood Preservation Inspector 8,385 8,773 9,176 9,597 10,034 SEIU 1021 50500 Office Specialist I 5,223 5,462 5,704 5,958 6,228 SEIU 1021 50505 Office Specialist II 5,689 5,944 6,214 6,497 6,790 SEIU 1021 50510 Office Specialist III 6,209 6,492 6,785 7,098 7,422 SEIU 1021 50560 Preschool Site Supervisor II 4,965 5,214 5,475 5,749 6,035 SEIU 1021 50291 Public Works Inspector 8,809 9,303 9,754 10,225 10,719 SEIU 1021 50370 Public Works Maintenance II 7,099 7,434 7,780 8,147 8,532 SEIU 1021 50110 Recreation Administrative Technician 7,759 8,147 8,555 8,982 9,432 SEIU 1021 50160 Recreation Program Coordinator 7,155 7,504 7,873 8,263 8,667 SEIU 1021 50600 Recycling Programs Coordinator 7,287 7,642 8,018 8,417 8,828 SEIU 1021 50380 Special Projects Coordinator 6,606 6,918 7,239 7,579 7,939 SEIU 1021 50538 Street Outreach Worker 5,071 5,325 5,591 5,871 6,164 SEIU 1021 50341 Street Sweeper Operator 7,183 7,507 7,845 8,206 8,576 SEIU 1021 50400 Technical Support Specialist I 6,754 7,094 7,434 7,774 8,072 SEIU 1021 50405 Technical Support Specialist II 7,476 7,858 8,241 8,623 8,964 SEIU 1021 50517 Transit Coordinator 8,419 8,813 9,263 9,653 10,107 SEIU 1021 50321 Vehicle Heavy Equipment Mechanic 7,705 8,053 8,422 8,803 9,211 SEIU 1021 50326 Vehicle Equipment Technician 6,874 7,215 7,578 7,956 8,353 SEIU 1021 50536 Youth Employment Coordinator 6,859 7,203 7,564 7,941 8,338 SEIU 1021 50537 Youth Services Specialist 6,907 7,253 7,616 7,996 8,396 City of Union City - Classification and Compensation Plan 43 of 245
Bargaining Unit Job Code Classification Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 SEIU REPRESENTED PART-TIME (hourly rates shown)
SEIU 1021 PT 50373 Facilities Maintenance Attendant (PT) 30.98 32.52 34.16 35.87 37.67 SEIU 1021 PT 50533 Community and Recreation Program Specialist ( 24.34 25.53 26.82 28.14 29.53 SEIU 1021 PT 50500 Office Specialist I (PT) 30.13 31.51 32.91 34.37 35.93 SEIU 1021 PT 50505 Office Specialist II (PT) 32.82 34.29 35.85 37.49 39.18 SEIU 1021 PT 50510 Office Specialist III (PT) 35.82 37.45 39.14 40.95 42.82 SEIU 1021 PT 50561 Preschool Site Supervisor I (PT) 23.22 24.37 25.60 26.87 28.21 SEIU 1021 PT 50532 Program Coordinator (PT) 41.28 43.29 45.42 47.67 50.00 SEIU 1021 PT 50531 Senior Recreation Leader (PT) 19.73 20.74 21.77 22.86 24.03 SEIU 1021 PT 50539 Homeless Program Outreach Worker (PT) 29.26 30.72 32.26 33.87 35.56 SEIU 1021 PT 50538 Street Outreach Worker (PT) 29.26 30.72 32.26 33.87 35.56 UNREPRESENTED PART-TIME (hourly rates shown)
Unrep. Gen. PT 60069 CRS Program Manager (PT) 21.73 22.81 23.96 25.15 26.41 Unrep. Gen. PT 60100 Preschool Aide (PT) 16.90 17.74
Unrep. Gen. PT 60090 Preschool Teacher (PT) 19.31 20.28 21.29 22.36 23.48 Unrep. Gen. PT 60072 Program Coordinator (PT) 25.35 26.62 27.95 29.34 30.81 Unrep. Gen. PT 60232 Recreation Aide (PT) 16.90 17.74
Unrep. Gen. PT 60233 Recreation Leader (PT) 18.11 19.01 19.96 20.96 22.01 Unrep. Gen. PT 60300 Seasonal Maintenance Worker (PT) 24.14 Unrep. Gen. PT 60234 Senior Recreation Leader (PT) 19.31 20.28 21.29 22.36 23.48 Unrep. Gen. PT 60600 Intern (PT) 16.90 61.56
Unrep. Gen. PT 60570 Project Specialist (PT) 16.90 126.48 Unrep. Gen. PT 60400 Retired Annuitant (PT) 28.64 178.13 City of Union City - Classification and Compensation Plan 44 of 245
City Council Staff Report Page 1 of 2 December 16, 2025 Staff Report
Agenda Item No. 4.3
DATE: December 16, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Joan Malloy, City Manager
SUBJECT: Adopt a Resolution Approving Amendments to the City’s Classification and Compensation Plan for Unrepresented Part-Time, Seasonal, and Temporary Employees to Implement the Increase in the California Minimum Wage, Which Goes Into Effect on January 1, 2026, in Conformance With California Code of Regulations, Title 2, Section 570.5

EXECUTIVE SUMMARY
Staff recommends that the City Council adopt a resolution approving amendments to the City’s Classification and Compensation Plan for unrepresented part-time, seasonal, and temporary positions not subject to the Compensation and Benefits Plan, effective December 22, 2025.

This resolution addresses the state-mandated increase in the minimum wage from $16.50 per hour to $16.90 per hour, effective January 1, 2026.

STRATEGIC PLAN ALIGNMENT
This action supports Strategy 8 of Goal B, Governance and Organization Effectiveness, by ensuring that salaries are competitive to recruit, attract, and retain talented employees.

BACKGROUND
Effective January 1, 2026, the California minimum wage will increase from $16.50 per hour to $16.90 per hour, an increase of 2.42%. However, to coincide with the beginning of the payroll period that includes January 1, 2026, the City will implement the new minimum wage effective December 22, 2025.

DISCUSSION
Effective January 1, 2026, the California minimum wage will increase from $16.50 per hour to $16.90 per hour, an increase of 2.42%. The unrepresented part-time, seasonal, and temporary positions affected by the increase in the minimum wage are: Preschool Aide, Recreation Aide, Intern, and Project Specialist.

Staff also recommends applying a similar 2.42% increase to the other unrepresented parttime, seasonal, and temporary positions to avoid compaction. These other part-time, 45 of 245
Agenda Item No. 4.3
City Council Staff Report Page 2 of 2 December 16, 2025 seasonal, and temporary positions include: CRS Program Manager, Preschool Teacher, Program Coordinator, Recreation Leader, Seasonal Maintenance Worker, and Senior Recreation Leader. All of these part-time, seasonal, and temporary positions are at-will, non-benefited positions hired as needed to provide staffing support to the City and its programs.

Finally, staff is correcting an error in the salary range for the Retired Annuitant position, which is also an unrepresented, part-time, temporary position, but is not affected by the minimum wage increase.

FISCAL IMPACT
The funding for the minimum wage increase was anticipated and included in the adopted FY 2025-2026 budget.

RECOMMENDATION
Staff recommends that the City Council adopt a resolution approving amendments to the City’s Classification and Compensation Plan for the unrepresented part-time, seasonal, and temporary positions not subject to the Compensation and Benefits Plan, effective December 22, 2025.

Prepared by: Jackie Acosta, Finance Director
Submitted by: Jackie Acosta, Finance Director
Attachments

1. Draft Resolution

2. Exhibit A - Classification and Compensation Plan
46 of 245
RESOLUTION NO. 2025-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF UNION CITY

APPROVING AMENDMENTS TO THE CITY'S CLASSIFICATION AND

COMPENSATION PLAN FOR UNREPRESENTED PART-TIME,

SEASONAL, AND TEMPORARY POSITIONS TO IMPLEMENT THE

INCREASE IN THE CALIFORNIA MINIMUM WAGE WHICH GOES INTO EFFECT ON JANUARY 1, 2026, IN CONFORMANCE WITH CALIFORNIA CODE OF REGULATIONS, TITLE 2, SECTION 570.5
WHEREAS, effective January 1, 2026, the hourly minimum wage in California will increase from $16.50 per hour to $16.90 per hour, an increase of approximately 2.42%; and
WHEREAS, the following unrepresented part-time, seasonal, and temporary positions are affected by the increase in the minimum wage: Preschool Aide, Recreation Aide, Intern, and Project Specialist; and
WHEREAS, to avoid compaction, City staff recommends that the salary ranges for the other unrepresented part-time, seasonal, and temporary positions of CRS Program Manager, Preschool Teacher, Program Coordinator, Recreation Leader, Seasonal Maintenance Worker, and Senior Recreation Leader also be increased by

2.42%; and
WHEREAS, the updated compensation for these unrepresented part-time, seasonal, and temporary positions will allow the City to attract and recruit new candidates and encourage seasonal employees to return; and
WHEREAS, the salary range for the unrepresented part-time position of Retired Annuitant is not affected by the increase in the minimum wage but is being adjusted to correct an error in the salary range; and
WHEREAS, the City Council has considered the above and has determined that the amendments to the City's Classification and Compensation Plan for these unrepresented part-time, seasonal, and temporary positions are appropriate.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Union City hereby approves amendments to the City’s Classification and Compensation Plan, attached hereto as Exhibit A and incorporated herein by reference, effective December 22, 2025.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Union City at a special meeting held on December 16, 2025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
47 of 245
Resolution No. 2025-XXX
2026 Minimum Wage Adjustment
APPROVED:

GARY SINGH
Mayor
ATTESTED: APPROVED AS TO FORM:

THAI NAM N. PHAM
City Clerk
KRISTOPHER J. KOKOTAYLO
City Attorney
Attachments:

1. Exhibit A - Classification and Compensation Plan
48 of 245
City of Union City
Classification and Compensation Plan
FY 2025-2026
Effective: December 22, 2025
Amendment #1: August 12, 2025 - Resolution No. 2025-112 Amendment #2: August 12, 2025 - Resolution No. 2025-113 Amendment #3: December 9, 2025 - Resolution No. 2025-XXX Amendment #4: December 16, 2025 - Resolution No. 2025-XXX 49 of 245
Bargaining Unit Job Code Classification Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 FULL-TIME (monthly rates shown )
City Council 10010 Mayor 2,937
City Council 10020 Council Member 2,125
City Manager 20010 City Manager 29,406
UNREPRESENTED Min. Range Max.

Dept. Heads 20015 Assistant City Manager/Chief Financial Officer 18,581 22,331 Dept. Heads 20020 Deputy City Manager 17,902 21,472
Dept. Heads 20470 Community & Recreation Services Director 17,457 20,930 Dept. Heads 20515 Economic & Community Development Director 17,457 20,930 Dept. Heads 20275 Finance Director 17,457 20,930
Dept. Heads 20280 Human Resources Director 17,457 20,930 Dept. Heads 20290 Information Technology Director 17,457 20,930 Dept. Heads 40010 Police Chief 25,624 26,649 27,715 28,824 29,977 Dept. Heads 20710 Public Works Director 17,786 21,332
Unrep'd. Mgmt. 21050 Assistant to the City Manager 15,075 18,103 Unrep'd. Mgmt. 21185 Chief Human Resources Officer 15,830 19,009 Unrep'd. Mgmt. 21315 Chief Technology Officer 15,830 19,009 Unrep'd. Mgmt. 20030 City Clerk 12,515 13,088 13,691 14,323 14,988 Unrep'd. Mgmt. 21410 Deputy Police Chief 22,307 23,353 24,452 25,602 26,817 Unrep'd. Mgmt. 20145 Human Resources Analyst I 8,473 8,845 9,236 9,647 10,078 Unrep'd. Mgmt. 20155 Human Resources Analyst II 10,361 10,830 11,321 11,833 12,374 Unrep'd. Mgmt. 20180 Human Resources Manager 13,231 13,840 14,476 15,147 15,850 Unrep'd. Mgmt. 20930 Supervising Construction Inspector 10,745 11,232 11,745 12,282 12,846 Unrep'd. Non-Mgmt. 21010 Administrative Specialist - Confidential 7,238 7,602 7,982 8,382 8,802 Unrep'd. Non-Mgmt. 30800 Human Resources Technician 7,633 8,016 8,407 8,837 9,274 OPERATING ENGINEERS LOCAL 3, MANAGEMENT EMPLOYEES GROUP (OE3-MEG) Management 20360 Accounting Manager 12,846 13,438 14,055 14,706 15,388 Management 20590 Chief Building Official/Senior Plans Examiner 14,780 15,459 16,177 16,925 17,716 Management 20810 City Engineer 16,604 17,379 18,191 19,042 19,938 Management 20505 Clinical Supervisor 9,870 10,307 10,765 11,246 11,751 Management 20650 Communications & Marketing Manager 12,302 12,910 13,518 14,117 14,725 Management 20450 Community & Recreation Services Manager 12,956 13,551 14,178 14,834 15,525 Management 20508 Community Services Manager 12,956 13,551 14,178 14,834 15,525 Management 20800 Cyber Security Manager 13,319 13,919 14,547 15,194 15,887 Management 20630 Economic Development Manager 12,921 13,558 14,197 14,827 15,465 Management 20600 Environmental Program Manager 13,286 13,900 14,541 15,216 15,925 Management 20911 Fleet Supervisor 11,527 12,053 12,602 13,181 13,787 Management 20540 Housing & Community Development Manager 13,176 13,784 14,420 15,088 15,790 Management 20310 Information Technology Manager 15,368 16,082 16,834 17,624 18,455 Management 20500 Intervention Counselor I 7,789 8,128 8,480 8,854 9,242 Management 20080 Management Analyst I 8,638 9,016 9,415 9,834 10,274 Management 20090 Management Analyst II 10,562 11,040 11,540 12,063 12,614 Management 20100 Management Analyst III 12,846 13,438 14,055 14,706 15,388 Management 20510 Neighborhood Preservation Coordinator 12,921 13,558 14,197 14,827 15,465 Management 20560 Planning Manager 14,076 14,723 15,406 16,120 16,872 Management 20860 Principal Civil Engineer 13,763 14,399 15,067 15,770 16,504 Management 20920 Public Works Grounds Supervisor 11,527 12,053 12,602 13,181 13,787 Management 20910 Public Works Streets Supervisor 11,527 12,053 12,602 13,181 13,787 Management 20730 Public Works Superintendent 13,397 14,013 14,664 15,343 16,060 Management 20700 Recycling & Solid Waste Program Manager 11,968 12,516 13,092 13,696 14,330 Management 20620 Redevelopment Manager 13,286 13,900 14,541 15,216 15,925 Management 20370 Revenue Collections Manager 12,846 13,438 14,055 14,706 15,388 Management 20350 Supervising Accountant 11,991 12,537 13,112 13,716 14,349 Management 20912 Transit Manager 12,956 13,551 14,178 14,834 15,525 City of Union City - Classification and Compensation Plan 50 of 245
Bargaining Unit Job Code Classification Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7

POLICE MANAGEMENT ASSOCIATION (PMA)
Police Mgmt. 40020 Police Captain 20,254 21,208 22,209 23,260 24,365 Police Mgmt. 40040 Police Lieutenant 17,170 18,011 18,894 19,830 20,812 Police Mgmt. 40045 Police Commander 18,023 18,900 19,824 20,800 21,827

POLICE OFFICERS' ASSOCIATION (POA)
UCPOA 40220 Community Relations Officer 7,772 8,161 8,569 8,998 9,450 UCPOA 40095 Community Resources Coordinator 6,744 7,082 7,437 7,807 8,197 UCPOA 40090 Community Service Aide 6,654 6,950 7,262 7,591 7,937 UCPOA 40240 Confidential Operations Assistant 7,742 8,130 8,536 8,962 9,411 UCPOA 40080 Crime Analyst 9,450 9,922 10,417 10,940 11,486 UCPOA 40070 Dispatch Clerk 7,357 7,559 7,900 8,260 8,636 UCPOA 40170 Dispatch Clerk Trainee 6,370
UCPOA 40241 Executive Assistant to the Police Chief 7,742 8,130 8,536 8,962 9,411 UCPOA 40063 Personnel and Training Supervisor 7,772 8,161 8,569 8,998 9,450 UCPOA 40130 Police Corporal 13,587
UCPOA 40230 Police Department Office Coordinator 6,697 7,034 7,384 7,754 8,143 UCPOA 40140 Police Office Assistant 6,104 6,410 6,730 7,067 7,420 UCPOA 40050 Police Officer 9,869 10,325 10,791 11,251 11,817 12,408 13,028 UCPOA 40150 Police Officer Recruit I 7,908
UCPOA 40160 Police Officer Recruit II 9,436
UCPOA 40060 Police Records Supervisor 7,772 8,161 8,569 8,998 9,450 UCPOA 40030 Police Sergeant 13,338 13,937 14,556 15,284 16,048 UCPOA 40120 Prisoner Transportation Officer 6,654 6,950 7,262 7,591 7,937 UCPOA 40100 Property & Evidence Specialist 6,654 6,950 7,262 7,591 7,937 UCPOA 40065 Property & Evidence Supervisor 7,772 8,161 8,569 8,998 9,450 UCPOA 40110 Public Services Officer I 6,744 7,082 7,437 7,807 8,197 UCPOA 40180 Public Services Officer II 7,100 7,456 7,829 8,218 8,630 POA REPRESENTED PART-TIME (hourly rates shown)
UCPOA PT 40070 Dispatcher Clerk (PT) 42.44 43.61 45.57 47.65 49.82 UCPOA PT 40120 Prisoner Transportation Officer (PT) 38.39 40.10 41.89 43.79 45.79 UCPOA PT 40181 Public Services Officer I (PT) 38.91 40.86 42.90 45.04 47.29 UCPOA PT 40182 Public Services Officer II (PT) 40.96 43.02 45.17 47.41 49.79 PD UNREPRESENTED PART-TIME (hourly rates shown)
Unrep. Police PT 60120 Police Cadet 17.44 18.32 19.23
Unrep. Police PT 60150 Police Officer Trainee 50.38
OPERATING ENGINEERS LOCAL 3, PROFESSIONAL EMPLOYEES GROUP (OE3-PEG) Professionals 30060 Accountant 8,658 9,089 9,534 10,021 10,518 Professionals 30250 Assistant Planner 7,699 8,083 8,484 8,910 9,355 Professionals 30230 Associate Planner 8,958 9,404 9,872 10,368 10,883 Professionals 30053 Building Code Compliance Coordinator 11,575 12,179 12,786 13,389 13,993 Professionals 30090 Case Manager 6,853 7,195 7,554 7,933 8,330 Professionals 30600 Economic Development Coordinator 10,386 10,910 11,398 11,922 12,448 Professionals 30275 Emergency Services Coordinator 9,528 10,004 10,496 11,022 11,574 Professionals 30150 Engineer I (Civil) 8,493 8,912 9,361 9,831 10,321 Professionals 30130 Engineer II (Civil) 9,433 9,904 10,387 10,916 11,457 Professionals 30120 Engineer III (Civil) 10,784 11,322 11,881 12,476 13,100 Professionals 30030 Environmental Analyst I 7,635 8,018 8,417 8,841 9,283 Professionals 30031 Environmental Analyst II 8,619 9,072 9,551 10,052 10,583 Professionals 30040 Environmental Programs Inspector 10,310 10,853 11,422 12,022 12,657 Professionals 30095 Homeless Program Coordinator/Case Manager 6,683 7,040 7,398 7,756 8,154 Professionals 30080 Intervention Counselor 7,205 7,566 7,945 8,343 8,760 Professionals 30185 Lead Construction Inspector 10,388 10,890 11,353 11,894 12,435 Professionals 30066 Lead Payroll Technician 8,534 8,920 9,384 9,847 10,388 Professionals 30065 Payroll Technician 8,114 8,519 8,936 9,392 9,857 Professionals 30100 Recreation Supervisor 8,550 8,978 9,426 9,897 10,391 Professionals 30020 Senior Accountant 10,010 10,520 11,045 11,592 12,164 City of Union City - Classification and Compensation Plan 51 of 245
Bargaining Unit Job Code Classification Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 OPERATING ENGINEERS LOCAL 3, PROFESSIONAL EMPLOYEES GROUP (OE3-PEG) (CONT'D.) Professionals 30055 Senior Building/Code Compliance Inspector 10,310 10,853 11,422 12,022 12,657 Professionals 4052 Senior Environmental Programs Inspector 10,934 11,481 12,055 12,657 13,290 Professionals 30210 Senior Planner 10,354 10,898 11,474 12,075 12,710 Professionals 30400 Senior Recreation Supervisor 10,040 10,530 11,043 11,583 12,147 Professionals 30260 Senior Systems Analyst 11,575 12,179 12,786 13,389 13,993 Professionals 30310 Sustainability Analyst I 7,525 7,900 8,295 8,710 9,145 Professionals 30320 Sustainability Analyst II 8,884 9,327 9,795 10,284 10,797 Professionals 30265 Systems Analyst 11,100 11,656 12,239 12,850 13,493 Professionals 30501 Transit Planner - Assistant 7,393 7,762 8,146 8,556 8,984 Professionals 30502 Transit Planner - Associate 8,853 9,293 9,756 10,246 10,753 Professionals 30503 Transit Planner - Senior 10,354 10,898 11,474 12,075 12,710 Professionals 30270 Web and Database Administrator 10,591 11,121 11,677 12,261 12,874

SERVICE EMPLOYEES' INTERNATIONAL UNION (SEIU)
SEIU 1021 50520 Administrative Assistant I 6,125 6,407 6,701 7,015 7,336 SEIU 1021 50525 Administrative Assistant II 6,701 7,015 7,336 7,678 8,033 SEIU 1021 50530 Administrative Assistant III 7,336 7,678 8,033 8,410 8,805 SEIU 1021 50290 Building/Code Compliance Inspector 8,838 9,248 9,672 10,115 10,577 SEIU 1021 50201 Building/Code Compliance Inspector - Trainee 7,758 8,120 8,492 8,881 9,289 SEIU 1021 50255 Building Permit Technician 7,014 7,366 7,721 8,077 8,430 SEIU 1021 50251 Building Permit Technician II 7,626 7,996 8,386 8,795 9,224 SEIU 1021 50566 Communications Coordinator 6,291 6,581 6,883 7,205 7,535 SEIU 1021 50256 Community Development Technician 6,874 7,220 7,568 7,917 8,261 SEIU 1021 50351 Facility Maintenance Worker 6,937 7,249 7,577 7,925 8,282 SEIU 1021 50080 Finance Specialist I 5,603 5,853 6,135 6,424 6,723 SEIU 1021 50090 Finance Specialist II 6,135 6,424 6,723 7,047 7,379 SEIU 1021 50100 Finance Specialist III 6,723 7,047 7,379 7,731 8,102 SEIU 1021 50539 Homeless Program Outreach Worker 4,923 5,170 5,428 5,700 5,985 SEIU 1021 50332 Lead Facilities Maintenance Worker 8,130 8,501 8,891 9,286 9,718 SEIU 1021 50323 Lead Vehicle Heavy Equipment Mechanic 8,379 8,759 9,162 9,569 10,013 SEIU 1021 50361 Leisure Services Maintenance Worker 5,773 6,062 6,365 6,683 7,018 SEIU 1021 50360 Maintenance I - Parks & Grounds 6,294 6,592 6,899 7,222 7,565 SEIU 1021 50330 Maintenance I - Streets 6,537 6,846 7,166 7,502 7,857 SEIU 1021 50342 Maintenance II - Parks & Grounds 7,631 7,991 8,363 8,758 9,171 SEIU 1021 50320 Maintenance II - Streets 7,492 7,845 8,209 8,596 9,003 SEIU 1021 50325 Maintenance Trainee - Parks & Grounds 5,394 5,644 5,909 6,182 6,470 SEIU 1021 50350 Maintenance Trainee - Streets 5,335 5,583 5,845 6,114 6,400 SEIU 1021 50200 Neighborhood Preservation Inspector 8,140 8,518 8,908 9,317 9,742 SEIU 1021 50500 Office Specialist I 5,071 5,303 5,538 5,785 6,047 SEIU 1021 50505 Office Specialist II 5,523 5,770 6,033 6,308 6,593 SEIU 1021 50510 Office Specialist III 6,028 6,303 6,587 6,891 7,206 SEIU 1021 50560 Preschool Site Supervisor II 4,820 5,062 5,316 5,581 5,860 SEIU 1021 50291 Public Works Inspector 8,552 9,033 9,470 9,927 10,406 SEIU 1021 50370 Public Works Maintenance II 6,893 7,217 7,553 7,910 8,283 SEIU 1021 50110 Recreation Administrative Technician 7,533 7,910 8,305 8,721 9,157 SEIU 1021 50160 Recreation Program Coordinator 6,946 7,285 7,644 8,022 8,415 SEIU 1021 50600 Recycling Programs Coordinator 7,075 7,419 7,785 8,172 8,571 SEIU 1021 50380 Special Projects Coordinator 6,413 6,716 7,029 7,358 7,707 SEIU 1021 50538 Street Outreach Worker 4,923 5,170 5,428 5,700 5,985 SEIU 1021 50341 Street Sweeper Operator 6,973 7,288 7,617 7,967 8,326 SEIU 1021 50400 Technical Support Specialist I 6,558 6,887 7,218 7,547 7,837 SEIU 1021 50405 Technical Support Specialist II 7,258 7,630 8,001 8,372 8,703 SEIU 1021 50517 Transit Coordinator 8,174 8,556 8,993 9,372 9,812 SEIU 1021 50321 Vehicle Heavy Equipment Mechanic 7,481 7,819 8,177 8,547 8,943 SEIU 1021 50326 Vehicle Equipment Technician 6,673 7,005 7,357 7,724 8,110 SEIU 1021 50536 Youth Employment Coordinator 6,659 6,993 7,343 7,710 8,096 SEIU 1021 50537 Youth Services Specialist 6,705 7,042 7,394 7,763 8,151 City of Union City - Classification and Compensation Plan 52 of 245
Bargaining Unit Job Code Classification Title Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 SEIU REPRESENTED PART-TIME (hourly rates shown)
SEIU 1021 PT 50373 Facilities Maintenance Attendant (PT) 30.08 31.58 33.16 34.82 36.57 SEIU 1021 PT 50533 Community and Recreation Program Specialist ( 23.63 24.79 26.04 27.32 28.67 SEIU 1021 PT 50500 Office Specialist I (PT) 29.25 30.60 31.95 33.37 34.89 SEIU 1021 PT 50505 Office Specialist II (PT) 31.87 33.29 34.81 36.39 38.03 SEIU 1021 PT 50510 Office Specialist III (PT) 34.78 36.36 38.00 39.76 41.57 SEIU 1021 PT 50561 Preschool Site Supervisor I (PT) 22.55 23.66 24.85 26.09 27.39 SEIU 1021 PT 50532 Program Coordinator (PT) 40.07 42.03 44.10 46.28 48.55 SEIU 1021 PT 50531 Senior Recreation Leader (PT) 19.15 20.13 21.14 22.19 23.33 SEIU 1021 PT 50539 Homeless Program Outreach Worker (PT) 28.40 29.83 31.32 32.89 34.53 SEIU 1021 PT 50538 Street Outreach Worker (PT) 28.40 29.83 31.32 32.89 34.53 UNREPRESENTED PART-TIME (hourly rates shown)
Unrep. Gen. PT 60069 CRS Program Manager (PT) 21.73 22.81 23.96 25.15 26.41 Unrep. Gen. PT 60100 Preschool Aide (PT) 16.90 17.74
Unrep. Gen. PT 60090 Preschool Teacher (PT) 19.31 20.28 21.29 22.36 23.48 Unrep. Gen. PT 60072 Program Coordinator (PT) 25.35 26.62 27.95 29.34 30.81 Unrep. Gen. PT 60232 Recreation Aide (PT) 16.90 17.74
Unrep. Gen. PT 60233 Recreation Leader (PT) 18.11 19.01 19.96 20.96 22.01 Unrep. Gen. PT 60300 Seasonal Maintenance Worker (PT) 24.14 Unrep. Gen. PT 60234 Senior Recreation Leader (PT) 19.31 20.28 21.29 22.36 23.48 Unrep. Gen. PT 60600 Intern (PT) 16.90 61.56
Unrep. Gen. PT 60570 Project Specialist (PT) 16.90 126.48 Unrep. Gen. PT 60400 Retired Annuitant (PT) 27.81 172.94 City of Union City - Classification and Compensation Plan 53 of 245
City Council Staff Report Page 1 of 4 December 16, 2025 Staff Report
Agenda Item No. 4.4
DATE: December 16, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Joan Malloy, City Manager
SUBJECT: Adopt a Resolution Approving and Adopting a Side Letter to the Memorandum of Understanding Between the City of Union City and the Union City Police Management Association, and a Side Letter to the Memorandum of Understanding Between the City of Union City and the Police Officers’ Association, for the Period of January 1, 2025, Through December 31, 2027, to Update Sections 4.00 and 4.9 (Respectively) Regarding Holidays

EXECUTIVE SUMMARY
Staff recommends that the City Council adopt the attached resolution approving and adopting the Side Letter to the Memorandum of Understanding (MOU) between the City of Union City (City) and the Police Management Association (PMA) and the Side Letter to the MOU between the City and the Police Officers’ Association (POA), for the period of January 1, 2025 through December 31, 2027, to update section 4.00 and 4.9 (respectively) regarding holidays.

These Side Letters document the City's historic practice regarding the administration of Holiday Pay for sworn and non-sworn employees of the police department.

STRATEGIC PLAN ALIGNMENT
This action supports Strategy 8 of Goal B, Governance and Organization Effectiveness, by ensuring that Holidays are competitive in retaining talented staff and providing an attractive recruiting environment.

BACKGROUND
The City and the PMA are parties to an existing MOU covering the period of January 1, 2025, through December 31, 2027 (herein “Existing PMA MOU”). Staff and the PMA have been negotiating in good faith for an agreement to a Side Letter to the PMA MOU. The City and the PMA have reached a tentative agreement on matters related to Section 4.00 Holidays to the Existing MOU, consistent with authority provided by the City Council, as reflected in the Existing PMA MOU.
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Agenda Item No. 4.4
City Council Staff Report Page 2 of 4 December 16, 2025 3 3 DISCUSSION
The relevant revisions included in the Side Letters for Section 4.00 and Section 4.9 (respectively) regarding Holidays are as follows:

General Language Clean-Up and Corrections: These were made throughout the Side Letters regarding holidays, sentence structure, and punctuation.

SECTION 4.00 HOLIDAYS, PMA employees work in positions that require scheduled staffing without regard to holidays. Therefore, additional compensation will be given as they are normally required to work on approved holidays. Employees will receive one hundred forty-four (144) hours of regular Holiday time each fiscal year. The Holiday time must be taken as a cash benefit equivalent to 144 hours of pay, calculated at the employee’s base salary rate, and paid out in equal payments each pay period.

The designated holidays that are covered by the one-hundred forty-four (144) hours of Regular Holiday time are:

1. New Year’s Day

2. Martin Luther King Jr. Day

3. Presidents’ Day

4. Memorial Day

5. Juneteenth

6. Independence Day

7. Labor Day

8. Veterans Day

9. Thanksgiving Day

10. Friday after Thanksgiving

11. Christmas Eve

12. Christmas Day
The Holiday Pay benefit is special compensation added to the employee’s base salary, as specified in the Public Employees Retirement Law, Section 571(a)(5). Holiday Pay special compensation will be reported at the rate it was earned.

These additional twenty (20) Floating Holiday hours are not considered special compensation added to the employee’s base salary under the Public Employees Retirement Law, Section 571(a)(5).

SECTION 4.00 LEAVE ADMINISTRATION HOLIDAYS – 4.9 HOLIDAYS: POA employees work in positions that require scheduled staffing without regard to holidays.

Therefore, in lieu of time off for holidays observed by the City, each sworn employee shall be paid seventy-nine (79) hours of regular Holiday time for Sworn Employees, and each non-sworn employee shall be paid sixty-six (66) hours. The designated holidays that are covered by the seventy-nine (79) hours of Regular Holiday time for Sworn Employees and sixty-six (66) hours for Non-Sworn Employees include:
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Agenda Item No. 4.4
City Council Staff Report Page 3 of 4 December 16, 2025 3 3 1. New Year’s Day

2. Martin Luther King Jr. Day

3. Presidents’ Day

4. Memorial Day

5. Juneteenth

6. Independence Day

7. Labor Day

8. Veterans Day

9. Thanksgiving Day

10. Friday after Thanksgiving

11. Christmas Eve

The remaining forty-seven (47) hours of Holiday Time (Sworn Employees) and sixty (60) hours of Holiday Time (Non-Sworn Employees) that is credited to their Holiday Time Bank on July 1st of each year, but per Public Employees Retirement Law: Section 571(a)(5), these hours are not considered special compensation that is added to the employee’s base salary.

These side letters will be effective retroactively to 1/1/2020.

FISCAL IMPACT
There will be no fiscal impact as a result of the approval of this Side Letter Agreement.

RECOMMENDATION
Staff recommends that the City Council adopt the attached resolution approving and adopting the Side Letter to the Memorandum of Understanding between the City of Union City and the Police Management Association for the period of January 1, 2025, through December 31, 2027, authorizing the City Manager to execute the Side Letter on behalf of the City.

Staff also recommends that the City Council adopt the attached resolution approving and adopting the Side Letter to the Memorandum of Understanding between the City of Union City and the Police Officers Association for the period of January 1, 2025, through December 31, 2027, authorizing the City Manager to execute the Side Letter on behalf of the City.
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Agenda Item No. 4.4
City Council Staff Report Page 3 of 4 December 16, 2025 3 3 57 of 245
Agenda Item No. 4.4
City Council Staff Report Page 4 of 4 December 16, 2025 3 3 Prepared by: Jason Castleberry, Human Resources Director Submitted by: Jason Castleberry, Human Resources Director Attachments

1. Draft Resolution

2. Union City and POA Side Letter Agreement

3. Union City and POA Memorandum of Understanding

4. Union City and PMA Side Letter Agreement

5. Union City and PMA Memorandum of Understanding
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RESOLUTION NO. 2025-XXX

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF UNION

CITY APPROVING AND ADOPTING A SIDE LETTER TO THE

MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF

UNION CITY AND T H E UNION CITY POLICE MANAGEMENT

ASSOCIATION, AND A SIDE LETTER TO THE MEMORANDUM OF

UNDERSTANDING BETWEEN THE CITY OF UNION CITY AND
POLICE OFFICERS’ ASSOCIATION, FOR THE PERIOD OF
JANUARY 1, 2025 THROUGH DECEMBER 31, 2027, TO UPDATE
SECTIONS 4.00 AND 4.9 (RESPECTIVELY) REGARDING

HOLIDAYS
WHEREAS, the existing Memorandum of Understanding (Existing MOU) between the City of Union City (City) and the Police Officers’ Association (POA) and the Police Management Association (PMA) went into effect on January 1, 2025; and WHEREAS, the City Staff have entered into negotiations for a side letter to each respective Memorandum of Understanding (MOU); and
WHEREAS, pursuant to the provisions of the Meyers-Milias-Brown Act (Government Code Section 3500, et seq.) and the Union City Municipal Code, the City Manager or her designee, as authorized by the City Council, has met and conferred in good faith with representatives of both the PMA and the POA on matters related to Sections 4.00 and 4.9 Holidays, respectively.

WHEREAS, the representatives of the City and the PMA and the POA have reached a tentative agreement for a side letter to each MOU on Section 4.00 Holidays for PMA and Section 4.9 Holidays for POA, attached hereto and incorporated herein by this reference as Exhibits; and
WHEREAS, the City Council finds that the terms and conditions of the Side Letters are proper and in the best interests of the City.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Union City hereby approves and adopts the Side Letters to the Memorandum of Understanding between the City of Union City and the Police Officers’ Association and the Police Management Association for the period of January 1, 2025, through December 31, 2027.

BE IT FURTHER RESOLVED that the City Council of the City of Union City hereby authorizes the City Manager to execute the Side Letters to each of the Memoranda of Understanding on behalf of the City and to take such further actions as may be necessary to implement the Side Letters, including any essential non-substantive modifications. 59 of 245
Resolution No. 2025-XXX
POA and PMA Side Letters on Holiday Pay

Page 2 of 2 ends

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Union City at a special meeting held on December 16, 2025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

APPROVED:

GARY SINGH
Mayor
ATTESTED: APPROVED AS TO FORM:

THAI NAM N. PHAM
City Clerk
KRISTOPHER J. KOKOTAYLO
City Attorney
Attachments:

1. Exhibit A – POA Side Letter Holiday Pay

2. Exhibit B – POA Memorandum of Understanding (January 1, 2025 – December 31, 2027)

3. Exhibit C – PMA Side Letter Holiday Pay

4. Exhibit D – PMA Memorandum of Understanding (January 1, 2025 – December 31, 2027)
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Side Letter to the Memorandum
of Understanding Between
The City of Union City
and
Union City Police Officers’ Association
The City of Union City (“City”) and the Police Officers’ Association (“POA”) (collectively the “Parties”) enter into this Side Letter to the Parties’ Memorandum of Understanding effective January 1, 2025 through December 31, 2027, to amend SECTION 4.00 LEAVE ADMINISTRATION – 4.9 HOLIDAYS in its entirety to read as follows:

POA employees work in positions that require scheduled staffing without regard to holidays.

Therefore, in lieu of time off for holidays observed by the City, each Effective upon adoption of the agreement, each represented employee (sworn and non-sworn) shall receive time credit in the following manner:

Sworn Employees
In lieu of time off for holidays observed by the City, each sworn employee shall be paid for seventy-nine (79) hours of the one hundred and twenty-six (126) hours of holiday time. The remaining forty-seven (47) hours of holiday time shall be credited to the sworn employees' Holiday Time Bank on July 1st of each year.

Non-Sworn Employees
In lieu of time off for holidays observed by the City, each non-sworn employee shall be paid for sixty-six (66) hours of the one hundred and twenty-six (126) hours of holiday time. The remaining sixty (60) hours of holiday time shall be credited to the non-sworn employees' Holiday Time Bank on July 1st of each year.

Holiday Pay
Benefit
Total Holiday
Hours
Paid Holiday
Hours
Banked Holiday
Hours
Sworn 126 79 47
Non-Sworn 126 66 60
The designated holidays that are covered by the seventy-nine (79) hours of paid holiday time for sworn employees and sixty-six (66) hours for non-sworn employees include:

New Year’s Day
Martin Luther King Jr. Day
Presidents’ Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Friday after Thanksgiving
Christmas Eve
Christmas Day
The holiday pay benefit is special compensation that is added to the employee’s base salary as listed in the Public Employees Retirement Law: Section 571(a)(5). Holiday pay special compensation will be reported at the rate it was earned. 61 of 245
The remaining forty-seven (47) hours of holiday time credit for sworn employees and sixty (60) hours of holiday time credit for non-sworn employees that is credited to their holiday time bank on July 1st of each year is not considered special compensation that is added to the employee’s base salary per Public Employees Retirement Law: Section 571(a)(5).

All Employees
Holiday time is paid at the employee's regular rate with payments to be made in twenty-six (26) equal payments corresponding with each pay period.
o All new employees shall have their holiday time bank hours prorated o An employee may carry over up to one hundred twenty-six (126) hours unused balance in their holiday time bank from one fiscal year to the next fiscal year o If an employee has accumulated holiday time that exceeds 126 hours, and does not have scheduled holiday time off during the current fiscal year that would reduce the employee's accumulated holiday time bank below 126 hours, the Chief of Police can mandate that an employee use their accumulated holiday time, subject to the following:
o The Chief of Police must provide the affected employee with at least seven (7) days' notices before mandating use of accumulated holiday time o The affected employee can utilize the seven (7) days’ notices to identify an alternative (date or dates) to utilize their accumulated holiday time o Mandated use of accumulated holiday time must be for full shifts only In the event the Chief of Police fails to exercise this authority, an employee will be able to carry over accrued holiday time in excess of 126 hours from one fiscal year to the next.

However, in such circumstances, the employee's accrual of holiday time in the following fiscal year will be reduced by an equal amount. See example diagram below.

In the event any employee separates from the Department (for any reason), the employee's hours in their holiday time bank shall be paid at the employee's regular rate of pay.

Requests for Holiday Time Off shall be made in accordance with the Department's vacation use procedure. Employees may only reserve a maximum of six (6) weeks of Vacation and/or Holiday Time during the annual vacation sign up period.

Sworn
0 47 47
50 47 97
130 43 173
Non
Sworn
0 60 50
50 60 110
130 56 186
Bal @ end
of FY
Hours loaded @
Beginning of FY
Holiday Time
Bank Balance
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Procedures For Filling Vacancies
The following procedure for filling vacancies will be applicable for the following holidays only:

Thanksgiving, Christmas Eve, Christmas Day, New Year's Eve, and New Year's Day. At all other times, barring unusual, unexpected, and exigent circumstances, the past practice of filling vacancies/absences will be adhered to (i.e., Posting vacancy for overtime, calling for volunteers, ordering any available personnel in to work).

1. All vacation time scheduled during the "Vacation Sign-Up" period will be honored. Should a vacancy/absence occur the method for filling the vacancy/absence shall begin with section 3 listed below.

2. Time off consisting of a full regularly scheduled workweek, be it 37 hours or 49 hours, shall be honored. Should a vacancy/absence occur the method for filling the vacancy/absence shall begin with section 3 listed below.

3. Should a vacancy/absence occur more than one (1) week prior to a listed holiday the vacancy/absence shall be posted for overtime in accordance with current practice until one week prior to the listed holiday.

4. Should the vacancy/absence remain unfilled utilizing the method specified in Section 3 the Watch Commander for the affected shift shall review the time off request forms from all employees requesting less than a full regularly scheduled shift, and, in order of date requested, order the last employee of the affected shift granted time off to report for duty on the affected date. The Watch Commander shall continue with this method until minimum staffing levels have been attained or until there are no other employees who have requested time off.

5. Should a vacancy/absence still remain after following the methods listed in section 3 and 4 the Watch Commander shall order in to work the least senior employee in the affected section who has the affected holiday off. The Watch Commander shall continue to order in to work the next least senior employee in the affected section who has the affected holiday off, and will continue in order of seniority, until minimum staffing levels have been attained.

Any Employee entering into agreements for "Watch Swaps" on the listed holidays shall be ultimately responsible for ensuring that their slot on the holiday is filled. Should an employee with whom a "Watch Swap" has been negotiated be unable to fulfill the "Swap" the scheduled employee shall work the holiday or make other arrangements with another qualified employee to work the holiday.”
This side letter will be effective retroactively to 1/1/2020.

FOR THE CITY: FOR POA:
____________________________________ ____________________________________ Jason Castleberry Date Ian Hobson Date
Joan Malloy Date Brandon Hayward Date
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CITY OF UNION CITY

MEMORANDUM OF UNDERSTANDING

UNION CITY POLICE OFFICERS' ASSOCIATION
January 1, 2025 to December 31, 2027

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4 PREAMBLE
On the date hereinafter subscribed, authorized representatives of the City of Union City ("City"), and the Union City Police Officers' Association entered into this Memorandum of Understanding ("Memorandum of Understanding" or "Agreement"). This Memorandum of Understanding constitutes the full and complete agreement between the parties on all items falling within the scope of representation. The provisions set forth herein supersede previous memoranda between the City and Association and shall take precedence over conflicting provisions of any City resolution or ordinance in effect during the term of this Memorandum of Understanding.

SECTION 1.00 GENERAL PROVISIONS

1.1 CITY RIGHTS
Except as specifically restricted by an express provision of this Agreement, the City retains all management rights and prerogatives. Neither these rights nor their exercise shall be subject to the grievance or arbitration mechanisms of this Agreement.

1.2 RECOGNITION
The City recognizes the Association as the sole and exclusive bargaining representative for the classifications of: Police Officer Recruit II, Police Officer, Police Sergeant, Police Office Assistant, Police Department Office Coordinator, Community Resources Coordinator, Property and Evidence Specialist, Community Service Aide, Public Services Officer I, Public Services Officer II, Property and Evidence Supervisor, Records Supervisor, Crime Analyst, Confidential Operations Assistant and Personnel and Training Supervisor.

1.3 ASSOCIATION RIGHTS
The City recognizes the right of the Association to police this Agreement, assist its members in resolution of grievances, and participate in the negotiation of this and future Agreements. In recognizing these rights, the City shall provide reasonable time for the negotiating of this and future memoranda. For the purposes of the Memorandum of Understanding, reasonable time shall be that time that is agreed upon between authorized bargaining representatives and their Division Commander, or in their absence, any other available Division Commander. Such time shall be negotiated and agreed upon prior to its use. If agreement cannot be reached the Chief of Police shall decide the issue. No other Association business shall be conducted on City time by any employee of the Police Department without prior approval of the Chief of Police.

Members of the Executive Board of the Union City Police Officers' Association may be allowed to utilize personal leave to attend bona fide union membership meetings provided the employee submits a request for time-off in advance. The Association and its designated legal representative have a right of access to members. The City shall, with prior approval, provide adequate space and access to Association members or a designated legal representative. The City shall not provide access to copy machines, telephones or other equipment that is the sole possession of the City of Union City without prior approval from the Chief of Police.

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5 1.4 NON-DISCRIMINATION
The City and the Association agree that they will not discriminate in any way on account of race, color, creed, religion, sex, sexual orientation, age, national origin, political affiliation, physical or mental disability, medical condition, or for union activity, to the extent prohibited by applicable state and federal law.

1.5 UNION ACCESS TO ORIENTATION AND PAYROLL DEDUCTIONS
All employees within the bargaining unit represented by the Association may voluntarily join the Association and pay dues, initiation fees, and general assessments, as well as payment of any other membership benefit program sponsored by the organization (hereinafter "payroll deductions") as determined by the Association. It shall be the responsibility of the Association to maintain a record of employees who have given their written consent to join and pay dues to the Association. The Association shall certify to the City the amount of such payroll deductions to be deducted.

NEW EMPLOYEE ORIENTATION
The City shall provide the Association with two (2) weeks advance notice of the start date of any new hire to a represented classification. The City shall provide the Association with an exclusive thirty (30) minutes meeting with any new employee or group of employees covered by this MOU, during the employee orientation (i.e., the first two (2) days of employment). The specific date, time, and location of the thirty (30) minutes union meeting with new employees will be coordinated by the Chief of Police (or their designee) and the President of the Association.

PAYROLL DEDUCTIONS/AUTHORIZATIONS
The City agrees to deduct the periodic payroll deductions from the paycheck of each employee who voluntarily executes a valid authorization form as certified by the Association, or pursuant to an authorization form tendered to the City by either the Association or the employee. All sums deducted by the City shall be remitted to the Association in an expedient manner and at the intervals requested by the Association together with a list of names of each employee for whom a deduction was made.

The City will implement any change to an employee's payroll deductions in the first full pay period following notification of such change by the Association.

If an employee member in the bargaining unit desires to revoke, cancel or change prior dues deduction authorization, the City shall direct the employee member to the Association. Any such dues deduction revocation, cancellation and/or change shall only be effective when submitted by the Association directly to the City and is subject to the terms and conditions as set forth in the original payroll deduction/authorization.

1.6 INDEMNIFICATION AND HOLD HARMLESS
The Association shall hold the City harmless and shall fully and promptly reimburse the City for reasonable legal fees and costs incurred in responding to or defending against any claims, disputes, or challenges, which are actually brought against the City or any of its agents by an employee in a represented classification in connection with the administration or enforcement of this section of the agreement. Such reimbursement shall include costs and attorney's fees incurred by the City.

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6 Upon notice that the City is going to seek indemnification or to be held harmless under this provision, the Association shall have the right to meet with the City regarding the reasonableness and merit of any claim, demand, suit, or action for which the City seeks indemnification, and shall attempt to agree whether any such action listed above in "(A)" shall be compromised, resisted, defended, tried, or appealed.

Determining whether or not such action shall be compromised, resisted, defended, tried, or appealed, the City will defer to the Association's interest if the City does not have a distinct and separate legal interest in the matter in dispute.

The City shall not be entitled to be reimbursed for any fees, costs, charges, or penalties for which the Association was not properly notified and provided the opportunity to discuss as set forth herein; nor will the City be entitled to any such reimbursement when the City's efforts in defending against such action would be duplicative, or when the City is defending a separate and distinct legal interest or when the City is defending an activity which is arguably subject to criminal liability on the part of any City administrator.

1.7 USE OF FACILITIES
The City shall provide reasonable space on bulletin boards for Association business. The Association President or designee shall be responsible for maintenance of Association postings.

Furthermore, the City shall reasonably make available conference rooms or other meeting areas to the Association at no cost to the Association for the purpose of conducting general membership meetings during City non-business hours, except under unusual circumstances.

Requests for the use of such facilities must follow established procedures and must be made to the appropriate City representative.

1.8 RELEASE TIME
POA Bargaining Team Members
All on-duty POA personnel who are active members of the Associations' Bargaining Team are entitled to two hours (2) of adjusted time off as preparation time immediately preceding any regularly scheduled bargaining meeting.

Any Association Bargaining Team member who is on a regularly scheduled day off on the day of the bargaining meeting shall be compensated at a rate of time-and- one-half the employee's regular hourly rate to attend the bargaining meeting between the Association and the City. Team members who are on their regularly scheduled day off will not be compensated for the two (2) hour preparation time.

The Association Bargaining Team shall have no more than seven (7) members. The Association may replace Bargaining Team members who are unable to continue as designated Bargaining Team Members; however, the Association's Team membership eligible for compensation under this section shall not exceed seven (7) members.

POA Release Time Bank
The City and the POA agree to establish and maintain a "Release Time Bank" for use by POA members to conduct and/or attend essential union activities including, but not limited to, conventions, professional association meetings, training classes, and symposia, and excluding political activity, fund raisers, and recreational activities. For purposes of this section, political

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7 activity shall not include meetings with individual City Council members or attending City Council meetings. The City shall provide a maximum of 200 hours per fiscal year to the POA Release Time Bank. The POA President or his designee shall have sole discretion as to the use of the time bank.

Requests to use accrued time from the "POA Release Time Bank" shall be made to the affected Division Commander as soon as possible but no later than twenty-four (24) hours in advance of the proposed use. The Division Commander may deny any requests that cause overtime to be generated. The POA may appeal the decision of a Division Commander to the Chief of Police who may authorize the utilization of overtime on a non-precedent setting case by case basis.

The City may cover the cost of attendance (excluding travel, travel meals, and lodging) for a number of participants to be determined by the Police Chief (or the Chief’ s designee) for any conventions, symposia, or trainings that provide POST training credit.

SECTION 2.00 COMPENSATION

2.1 SALARY
A. Cost of Living Adjustments
Effective the first full pay period following January 1, 2025, the City will provide each represented classification with a cost-of-living increase of three percent (3.0%).

Effective the first full pay period following January 1, 2026, the City will provide each represented classification with a cost-of-living increase of three percent (3.0%).

Effective the first full pay period of January 1, 2027, the City will provide each represented classification with a cost-of-living increase of three percent (3.0%).

B. Market Equity Adjustments
Effective the first full pay period following January 1st of each year of this agreement, the City will provide each sworn represented classification with a market equity adjustment increase based on the benchmark classification of Police Officer. The amount of the equity adjustment for all sworn represented classifications shall be determined by the percentage increase required to bring the Police Officer classification to one percent above the market median for the Police Officer benchmark based upon the survey methodology set forth in Appendix 1. The market equity adjustment shall not exceed four percent (4%) in any year for any classification.

Effective the first full pay period following January 1st of each year of this agreement, the City will provide each non-sworn represented classification with a market equity adjustment based on the benchmark classification of Records Clerk (equivalent to the Union City classification known as Police Office Assistant). The amount of the equity adjustment for all non-sworn represented classifications shall be determined by the percentage increase required to bring the Police Office Assistant classification to one percent above the market median for the Records Clerk benchmark based upon the survey methodology set forth in Appendix 1. The market equity adjustment shall not exceed two percent (2%) in any year for any classification.

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8 2.2 WORKING IN A HIGHER CLASSIFICATION (ACTING PAY)
A. Temporary Upgrade Premium
Employees who are assigned by the Chief of Police or their designee to assume the duties of a position of higher classification when (1) a vacancy in that higher classification exists; (2) the City is actively seeking to fill the vacancy on a permanent basis: and (3) the employee has been assigned and worked for a period of one full shift (non-cumulative), shall be paid retroactive to the first day of assignment at five percent (5%) above their regular salary. The employee must initiate appropriate departmental documentation and submit such documentation through the chain of command.

B. Acting Out of Class Premium
During an absence of a week or more of a Sergeant which cannot be covered by another Sergeant the Chief of Police may appoint an Acting Sergeant to replace the Sergeant during the absence. The designated employee shall be paid five percent (5%) above their regular base salary. Such appointments should be for a minimum of thirty-seven (37) hours. The designated employee must assume the actual patrol supervisor schedule of the absent Sergeant. Work assignments of unit members shall not be changed for the sole purpose of evading the acting pay requirements.

2.3 SALARY STEP SCHEDULE
Salary Step increases shall be implemented in the following manner:

A. An employee who is eligible for a step increase and whose anniversary date occurs during the first seven (7) days of the pay period shall have their step increase implemented on the first day of the pay period during which the anniversary date occurs.

B. An employee who is eligible for a step increase and whose anniversary date occurs during the last seven (7) days of the pay period shall have their step increase implemented on the first day of the following pay period.

2.4 MINIMUM COURT TIME
A bargaining unit employee who is required to attend court during off-duty time in response to a valid subpoena received as a result of their City employment shall be paid a minimum of four (4) hours at time-and-one-half their regular rate of pay for their classification. The following conditions and exceptions shall apply:

A. An employee may receive a minimum court time allowance of four (4) hours of overtime pay only once in any day. The four (4) hour minimum will be paid only for the first appearance of the day.

B. An employee shall not be paid for a lunch period of one (1) hour or less when courts take an actual luncheon recess.

C. An employee who has received the minimum court time pay of four (4) hours at the overtime rate for their first appearance shall be entitled to a minimum pay of one (1) hour at the overtime rate for their second appearance on the same day.

D. An employee subpoenaed to court one-and-one-half (I 1/2) hours or less after the end

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9 of a regularly scheduled shift shall extend their previous shift to make their court appearance. The four (4) hour minimum shall not apply.

E. An employee subpoenaed to court four (4) hours or less before the beginning of a regularly scheduled shift shall extend the beginning of their upcoming shift to the time they are subpoenaed to appear in court. The four
(4) hour minimum shall not apply.

To be entitled to compensation under this section, employees in an off-duty status at the time of the scheduled court appearance shall confirm with the police department subpoena clerk on or before 1700 hours (5:00 p.m.) on the court day preceding the scheduled court date to determine if an appearance is required. If the court appearance is canceled after it has been confirmed by the police department subpoena clerk and the employee reports for court, then compensation will be authorized. If the employee fails to contact the police department subpoena clerk but reports for court and the appearance has not been canceled compensation will be authorized. However, if the employee does not contact the police department subpoena clerk but reports for court and the police department subpoena clerk had been notified of the cancellation the employee will not be compensated.

2.5 OVERTIME
A. Overtime
All time worked beyond the employee's normal schedule or shift shall be compensated at time and-one-half the employee's regular rate or accumulated as compensatory time off at time-and-one-half the employee's regular rate pursuant to current regulations and the agreements contained herein. Employees will receive overtime pay for overtime worked when the relevant compensatory time bank is full.

Overtime compensation shall be computed to the nearest minute.

Overtime pay for scheduled overtime assignments shall commence at the time an employee is instructed to report and end upon completion of the assignment. At the discretion of the Chief of Police, or his or her designee, overtime work may be assigned twenty-four (24) hours in advance of commencement of the assignment.

For sworn employees, the Fair Labor Standards Act (FLSA) overtime is hours actually worked in excess of one hundred seventy-one (171) hours in a twenty-eight (28) day designated work period. For all other employees, FLSA overtime is hours actually worked in excess of forty (40) hours in a seven (7) day designated work period. All other hours qualifying for overtime under the first paragraph of this section shall be considered non-- FLSA overtime.

B. Compensatory Time Off
Employees may accrue up to a maximum of 200 hours of CTO. Employees who had accrued more than a total of 200 hours of non-FLSA and FLSA CTO prior to adoption of this MOU shall be permitted to retain their CTO balances but may not accrue further CTO until their balance falls below 200 hours.

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10 CTO shall be granted in accordance with current time off practice taking into account, but not limited to, staffing minimums and workload. CTO requests shall not be granted during the time of natural disasters, labor disputes, scheduled community events, Continuing Professional Training classes or other similar occurrences demanding additional personnel, or during New Year’s Eve, New Year's Day, Fourth of July, Thanksgiving Day, Christmas Eve, and Christmas Day as the granting of time in these instances would be unduly disruptive to the functioning of the Department and services provided to the community. Employees are encouraged to make requests to use CTO as far as possible in advance of the date(s) the employee wish to use their CTO.

2.6 MINIMUM CALL BACK
A call back occurs when a bargaining unit employee has completed an assigned shift, has left the employee's duty station, and is then required to return to work. Under these circumstances, the employee shall be paid a minimum of three (3) hours at time-and-one-half the employee's regular rate for being required to return to work, unless the employee is required to return to work to rectify the employee's own error. For purposes of recording time, the call back begins at the time the employee is notified of the requirement to return to work. An employee who is required to return to work to rectify their own error shall be paid at time-and-one- half the employee's regular hourly rate from the time of arrival at the duty station to the time the error has been corrected.

2.7 EARLY CALL IN
An early call in occurs when an employee is required to appear early for their regularly scheduled shift. When an employee is required to report to their duty station for a regularly scheduled shift prior to that shift's assigned report time, the employee shall be paid at time-and-one-half the employee's regular hourly rate from the time of arrival at the duty station to the beginning of their regularly scheduled shift.

2.8 MINIMUM CALL IN
A call in occurs when an employee, while on a regular day(s) off, on vacation, or on some other form of elective time off, is required to report to work at a time that is not otherwise considered to be either "Call Back" or "Early Call In." In these situations, an employee shall be paid a minimum of two (2) hours at time-and-one- half the employee's regular hourly rate from the time they arrive at their duty station.

2.9 MEAL ALLOWANCE
A meal allowance of ten dollars ($10.00) shall be paid to an employee who works two (2) or more hours immediately following a regular shift and for each four (4) hours thereafter. No receipts shall be required.

No meal allowance will be paid if the City provides a meal for the employee(s). However, employees shall be entitled to a meal allowance, even if the City provides a meal, if the employees work assignment/duty station or duties being performed, render them unable to respond to the location of the meal or have it delivered to them.

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11 2.10 CANINE HANDLER DIFFERENTIAL
All canine handlers shall be compensated for time spent training and caring for their assigned canine and associated travel, including but not limited to travel time to and from training, at the rate of seven and one-half percent (7.5%) of base salary.

Based upon experience of canine handlers represented by the Association, it is estimated that canine handlers work approximately one hundred and fifty-six (156) hours per year performing such work outside of their regularly scheduled shifts. The parties agree that this compensation conforms with the provisions of Leever v. Carson City, 360 F.3d 1014, 1017 (9th Cir. 2004) as they pertain to the compensation of canine handlers.

Canine handlers attending the Department's mandatory training scheduled the second and fourth Tuesday of each month shall be compensated for the 3-hours of training when they attend on Off-Duty time. The compensation is for the hours actually spent training and does not include travel to and from the training location.

2.11 SPECIALTY PAY
The following "specialty pay" premiums shall be deemed to be within the discretion of the Chief in the sense that this additional pay shall be contingent on the bargaining unit member performing their duties at an "At Standard" performance level or better. Bargaining unit members not performing at an “At Standard" performance level or better acknowledge that a transfer from the section, and subsequent loss of pay, is a management right and is not punitive in nature. As such the bargaining unit members agree that assignment to, and transfer from, the section, is wholly at the discretion of the Chief of Police and not subject to any form of administrative appeal.

A. Detective/Investigations Premium

1. Professional Standards Unit (PSU)
The Sergeant assigned to the Professional Standards Unit shall receive a five percent (5%) investigations premium for the term of their assignment. The PSU Sergeant shall be on-call and available to respond in a timely manner to call outs twenty-four (24) hours per day unless the PSU Sergeant has provided prior notification they will be unavailable.

2. Investigations
The City will compensate each sworn bargaining unit member assigned to the Investigations Section, including those sworn bargaining unit members assigned to Special Services Unit (SSU), five percent (5%) of their base salary while assigned to the Investigations Section. Bargaining unit members placed in a semi-permanent assignment in the Investigations Section shall receive an additional two and onehalf percent (2.5%) premium for a total of seven and one-half percent (7.5%) of their base salary.

This specialty pay will not apply to sworn bargaining unit members temporarily assigned to the section by virtue of, but not limited to, modified duty assignments, short term special needs assignments, etc.

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12 In consideration of specialty pay one (1) detective assigned to the Investigations Section per week will be designated and serve as the 'On- call" detective. The detective so designated shall be on-call and available to respond in a timely manner to call outs twenty-four (24) hours per day for a consecutive seven (7) day period.

The City should provide on-call detectives with a City vehicle for use in the course and scope of his duties during the on-call period. The Investigations Section Sergeant will be responsible for scheduling the on-call detective.

The on-call detective will carry a department-issued cell phone and will respond to calls and callouts during the entire designated period. Failure to respond to calls and or callouts will result in no specialty compensation for the indicated call-out period.

This compensation agreement will be monitored weekly and reviewed every six months for compliance and effectiveness.

B. Traffic/Motors Premium
The City will compensate each sworn bargaining unit member assigned to the Traffic Unit five percent (5.0%) of their base salary while assigned. Bargaining unit members placed in a semi-permanent assignment in the Traffic Unit shall receive an additional two and one-half percent (2.5%) premium for a total of seven and one-half percent (7.5%) of their base salary.

In consideration of specialty pay, one (1) employee assigned to the Traffic Unit per week will be designated and serve as the "on-call" traffic investigator. The employee so designated shall be on-call and available to respond in a timely manner to call outs twenty-four (24) hours per day for a consecutive seven (7) day period. The Traffic Unit Sergeant will be responsible for scheduling the on-call traffic investigator.

C. Training Officer Premium
The City will compensate each sworn bargaining unit member assigned to the full time Field Training Program seven and one-half percent (7.5%) of their base salary.

Temporary/ Reserve Field Training Officers (FTO) will be compensated seven and onhalf percent (7.5%) only when assigned to a trainee.

Full-time FTOs will be used in the Acting Sergeant capacity to work vacant supervisory shifts. Full-time FTOs are not eligible for an additional 5% acting out of class premium pay when working in an Acting Sergeant capacity. Employees in other assignments that receive specialty pay shall only receive a total of seven and one-half percent (7.5%) specialty pay premium when assigned to a trainee.

2.12 BILINGUAL COMPENSATION
The City will compensate each bilingual Association member forty-six dollars and 15 cents ($46.15) per pay period. All employees requesting compensation under this agreement must pass a City test. The test will examine the employee's ability to converse fluently in a language other than English. No additional compensation will be paid to employees fluent in more than one language.

Compensated employees agree to utilize their bilingual skills whenever called upon.

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13 This compensation agreement will be reviewed every six (6) months for compliance and effectiveness. The City reserves the right to revoke this agreement at any time for noncompliance or for organizational effectiveness and efficiency.

2.13 LONGEVITY PAY
The City will compensate each bargaining unit member five percent (5%) of their base salary upon completion of their twelfth year of permanent full-time service with the City of Union City.

For sworn personnel, the City shall credit all years of service as a Penal Code Section 830.1 peace officer towards the experience thresholds for longevity pay. Part-time employment or employees working in designated part-time positions or in positions not represented by the bargaining unit do not apply. Except as specified above, all credited time must be as a permanent, full time bargaining unit member employed by Union City to be eligible.

2.14 CRIME SCENE TECHNICIAN ON-CALL COMPENSATION
The City will compensate one Crime Scene Technician (CST) two hundred and fifty dollars ($250.00) per week for on-call compensation. The on-call CST agrees to be on call and available to respond in a timely manner whenever the need for a CST exists. The on-call CST will be available for call outs twenty-four (24) hours a day for a consecutive seven-day (7) period. The Investigation Unit Sergeant will be responsible for scheduling the on-call CST. The on-call CST will be determined by a rotating schedule, which utilizes all participating CST's. CST's will be included in the on-call rotation for three years. The CST can remain on the on-call rotation if the CST agrees to a longer term and the City is in agreement.

CST's receiving the on-call compensation will carry a department-issued cell phone and will respond to calls and callouts during the entire compensated period. Failure to respond to calls and/or callouts will result in no compensation for the indicated call-out period.

This compensation agreement will be monitored weekly and reviewed every six months for compliance and effectiveness.

2.15 SHIFT DIFFERENTIAL
Employees regularly scheduled to work a midnight shift shall receive shift differential equal to two and one-half percent (2.5%) of base pay.

2.16 AUTOMATIC PAYROLL DEPOSIT
Payroll payments shall be deposited through the Automated Payroll Process to an account designated by the employee. Employees have the responsibility to designate an account that meets the requirements of Automated Clearing House (ACH).

SECTION 3.00 RETIREMENT BENEFITS

3.1 SWORN CLASSIC MEMBERS
Consistent with its historical practice, the City pays and reports to CalPERS the full share of the Employer Paid Member Contributions (EPMC) on behalf of the sworn CalPERS classic members in the POA bargaining unit. These payments are equal to 9% of the member

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14 employees' reportable income and are reported to CalPERS as special compensation.

Sworn employees hired by City prior to November 30, 2010, are provided benefits pursuant to the CalPERS 3% at 50 benefits formula described in Government Code Section 21362.2, using the single highest year as the final compensation period.

Sworn employees hired on or after November 30, 2010, are provided benefits pursuant to the CalPERS 3% at 55 formula described in Government Code Section 21363.1, using a three-year final compensation period.

Beginning in 2011, the Parties agreed that sworn members would begin providing the City with pre-tax cost sharing payments to cover portions of the City's portion of the pension costs. The historical cost sharing payments made by sworn POA members are as follows:
• Effective July 1, 2011, 1 .0%
• Effective the payroll period including January 1, 2013, 5.0% • Effective June 30, 2013, 9.0%
• Effective July 1, 2015, 10.5%
• Effective July 1,2016, 12%
The City continues to pay the full 9% EPMC and reports the value to CalPERS for all classic sworn members.

3.2 NON-SWORN CLASSIC MEMBERS
Consistent with its historical practice, the City pays and reports to CalPERS the full share of the Employer Paid Member Contributions (EPMC) on behalf of the non-sworn CalPERS classic members in the POA bargaining unit. These payments are equal to 7% (Classic Tier 2) or 8% (Classic Tier 1) of the member employees' reportable income and are reported as special compensation to CalPERS.

Tier 1: Non-Sworn employees hired by the City prior to November 30, 2010, are provided benefits pursuant to the CalPERS 2.5% at 55 benefits formula, using the single highest year as the final compensation period.

Beginning in 2006, the Parties agreed that non-sworn Tier 1 members would begin providing the City with pre-tax cost sharing payments to cover portions of the City's portion of the pension costs. The historical cost sharing payments made by the Tier 1non-sworn POA classic members are as follows:
• Effective July 1, 2006, 3.5%
• Effective October 18, 2010, 4.5%
• Effective the payroll period including January 1, 2013, 6.25% • Effective payroll period including January 1, 2014, 8% Tier 2: Non-Sworn employees hired on or after November 30, 2010, are provided benefits pursuant to the CalPERS 2% at 60 formula, using a three-year final compensation period. These employees provide cost sharing payments at the rate of 7% to cover part of the City's portion of CalPERS contributions.

The City continues to pay and report to CalPERS the full EPMC (8% for Tier 1 and 7% for Tier 2) for all non-sworn classic members.

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15 3.3 “NEW MEMBERS” AS DEFINED IN PUBLIC EMPLOYEE PENSION REFORM ACT (PEPRA)
The retirement plan formulas and employee contributions for "new members" shall be those established by AB 340 (2.7%@57 for sworn personnel; 2%@62 for miscellaneous/non-sworn personnel). All new members will contribute 50% of the normal cost of their respective benefits as determined by CalPERS on a pre-tax basis. In the event that the sworn classic employee contributions provided herein, above, exceed the contribution required for sworn "new members" pursuant to PEPRA. Sworn "new members" shall contribute an additional amount to provide equal contributions for all sworn personnel.

3.4 FOR ALL ASSOCIATION MEMBERS
The City agrees to continue its contract with PERS to allow for the following optional benefits:

Credit For Unused Sick Leave (Government Code Section 20965); 1959 Survivor Benefit, Level 1; Military Service Credit As Public Service, with the eligible employee required to contribute both the employer's and employee's contributions and interest (Government Code Section 21024); Improved Non-Industrial Disability Allowance (Government Code Section 21427); PreRetirement Optional Settlement 2 Death Benefit (Government Code Section 21548); and Death Benefit -Remarriage (Government Code Section 21551).

SECTION 4.00 LEAVE ADMINISTRATION

4.1 SICK LEAVE ALLOWANCE
Employees shall earn 3.69 hours per pay period of sick leave without limit on accumulation.

Employees or new hires who are absent without pay for any reason for more than thirty-seven (37) hours during a pay period do not earn sick leave benefits for that pay period. Employees shall have sick leave absence deducted in hourly increments. Sick leave shall be taken in periods of no less than one hour.

Recognizing that newly hired employees may experience either personal or family illness that may be sufficiently severe to prevent their coming to work, the Chief of Police has the discretion to take such administrative measures as the Chief of Police deems appropriate to prevent the employee from suffering a loss of compensation. Each incident shall be evaluated on its own merits on a case-by-case basis, and any action taken by the Chief of Police shall be nonprecedent-setting.

A bargaining unit employee may convert up to thirty-seven (37) hours of the employee's accrued sick leave to vacation provided that the employee has four hundred (400) or more hours of accrued sick leave and used twelve and one half (12.5) or less hours of sick leave during the fiscal year. A bargaining unit employee may convert up to twenty-five (25) hours of the employee's accrued sick leave to vacation provided that the employee has four hundred (400) or more hours of accrued sick leave and used more than twelve and one half (12.5) but less than twenty-five (25) hours of sick leave during the fiscal year. Conversion of Sick Leave to Vacation Leave is on an hour-for-hour basis and may only take place at the end of each fiscal year, as requested by the employee. For purposes of this paragraph, sick leave utilized while under protected leave (e.g., FMLA, CFRA, PDL, Workers Compensation, etc.), shall not be counted toward the limitations on sick leave use for purposes of determining eligibility for converting sick leave to vacation.

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16 Sworn employees will receive credit for sick leave accrued from their most recent employer for service as a Penal Code Section 830.1 peace officer, up to a maximum of four hundred and eighty (480) hours, upon verification by Union City and the previous employer agency, as needed. This will only apply to sick leave accrued, and not paid out, from the most recent employer

4.2 SICK LEAVE UTILIZATION
Sick leave may be utilized due to the employee's personal sickness, injury, pregnancy-related disability, or sickness or injury in the immediate family, if the immediate family member lives in the same household as the employee. Immediate family means mother, father, sister, brother, spouse, child, grandparent, grandchild, father- in-law, mother-in-law, brother-in-law, sister-inlaw, son-in-law, daughter-in law, stepfather, stepmother, stepchild, domestic partner, or other individuals residing in the household for whom the employee has legal guardianship. The City understands that certain members of the nuclear family of the employee (children and parents of the employee) may not live full time in the same household of the employee, yet the employee may still be a primary caregiver for the individual. In these cases, and upon verification that the employee is a primary caregiver (e.g., Divorce decree, Durable Power of Attorney, etc.), the City recognizes the employee has the responsibility for care of the individual and use of sick leave would be appropriate. Employees shall, whenever possible, make medical, dental and similar appointments outside of working hours and days. If this is not possible, sick leave or personal leave may be utilized for these purposes for a minimum of one (1) hour and up to four (4) hours (except in unusual circumstances). If the employee wishes to use personal leave for medical or dental appointments, the employee shall state that it is for a medical or a dental appointment when submitting the request for time off.

The City will apply sick leave usage according to the Federal Family Medical Leave Act and the California Family Rights Act.

Employees who have scheduled elective time off, and who has completed their last regularly scheduled work assignment prior to the scheduled elective time off, may not substitute sick leave for the scheduled elective time off.

The following will be the policy regarding the use of Sick Leave for the listed holidays:

On Thanksgiving, Christmas Eve, Christmas, New Year's Eve, New Year's day, and the 4th of July those employees, assigned to work, who believe that they are too ill to work shall be directed to respond to St. Rose Hospital, or other health care facility currently utilized by the City, to be examined by a physician in order to determine the nature of the illness and if it will affect the employees ability to report to work. A written medical report will be required.

Should an employee feel that he/she is too ill to respond to St. Rose Hospital, or other health care facility currently utilized by the City, for an examination, another employee of the department will respond to transport the ill employee to the hospital. This will be accomplished at the convenience of the Watch Commander taking into account available resources.

The employer may elect to have the hours taken from other time banks to cover the anticipated absence of employee who requests to use sick leave for purposes expressed under this section, and who does not have any sick leave hours in their time bank. The banks from which the employer may select time from are (in order): personal leave, holiday time, and vacation time.

The employer must receive authorization from the employee before taking any comp-time hours from the employee's comp-time bank.

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17 Effective July 1, 2012, employees who do not use any sick leave for six (6) consecutive months shall be credited with one (1) additional Floating Holiday. The number of hours for each Floating Holiday earned as a result of this section shall be the same number of hours as the employee's workday at the time the Floating Holiday was earned (e.g., an employee working a 4/10 shift shall receive a 10-hour Floating Holiday, while an employee working a 3/12 work schedule shall receive a 12.33-hour Floating Holiday). For purposes of this paragraph, sick leave utilized for the birth or adoption of a child, including but not limited to bonding leave, shall not be counted toward determining an employee’s eligibility to be awarded a floating holiday.

4.3 SICK LEAVE NOTICE AND CERTIFICATION
In order to achieve compensation while absent on sick leave, the employee or someone on their behalf shall notify the employee's immediate supervisor prior to the time set for reporting to work, except in unusual circumstances. When an absence is for thirty-seven (37) or more consecutive work hours, the employee must file a physician 's certificate with the employee's supervisor, stating the cause of the absence. The supervisor shall forward the certificate to the Administrative Services Director. When the absence is for thirty-seven (37) or more consecutive work hours and is due to sickness or injury in the immediate family, the employee must file a physician’s certificate stating the family member’s cause of illness with the supervisor. The supervisor shall forward the certificate to the Administrative Services Director.

4.4 OCCUPATIONAL INJURY LEAVE
Employees injured while on duty shall receive worker's compensation benefits as prescribed by state law. For a non-sworn employee’s injury or disability that is covered under the state Worker's Compensation Act, the employee is entitled to additional compensation equal to the difference between the employee's regular pay and their disability compensation allowable for a total not to exceed one hundred seventy-six (176) hours per year or equal to one-half (1/2) of the amount of the employee's accumulated sick leave, whichever is greater, as of July 1 of each fiscal year.

Included in the calculation of the one hundred seventy-six (176) hours granted, will be compensation for any waiting period, however, not included would be related medical appointments. Following exhaustion of this benefit, the employee may utilize accumulated sick leave to the extent available to make up the difference between the employee's regular pay and their disability compensation allowance.

4.5 OCCUPATIONAL INJURY/ILLNESS MEDICAL APPOINTMENT
The parties agree that employees may use a reasonable amount of on-duty time to obtain physical therapy, or attend medication appointments as required by a medical doctor for the rehabilitation of industrial injuries, subject to the following conditions:

A. The employee shall submit a written request (UCPD#131) to the employee's Division Commander as soon as an appointment or series of appointments are scheduled, but no less than twenty-four (24) hours in advance of the scheduled appointment in accordance with departmental procedures (emergency requests shall be reviewed by the Division Commander on a case-by-case basis). Appointments shall be scheduled at the beginning or end of the employee's scheduled shift or modified shift, as much as possible, to minimize adverse impacts to Department operations.

B. The amount of time spent at such appointment(s) shall be reasonable and may include time spent traveling to and from the work site as well as time actually spent receiving therapy.

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18 C. On return from the appointment(s), the employee shall submit to the employee's supervisor a completed fo1m (UCPD#131) indicating the total amount of time spent for the rehabilitation of the employee’s industrial injury.

D. All requests submitted in accordance with this procedure shall be subject to the review of Police Management, on a case-by-case basis, to determine the reasonableness of the requested time off.

The parties recognize the Police Department's needs for adequate operational coverage is of paramount consideration in the administration of this policy. The parties shall discuss specific issues and problems arising from the administration of this policy with a view for the reasonableness of the individual situations, and impact on the department's operating commitments.

4.6 PERSONAL LEAVE
Personal business activities are business activities that cannot be conducted at a time other than during the employee's workday. Personal leave shall not be used as a substitute for, or in conjunction with, vacation leave, nor shall it be used to attend social activities.

The employee must request non-emergency personal leave at least twenty-four (24) hours (one day) in advance on the form provided. In cases of emergency, the twenty-four (24) hour notification procedure may be waived by the on-duty Watch Commander or employee's immediate supervisor, provided the appropriate form is completed and the reason for the request is provided.

The City agrees that the approval of Personal Leave is not dependent upon minimum staffing levels. In addition, the City will backfill staff vacancies, which fall below minimum staffing levels, due to the approval of Personal Leave. Finally, in those rare instances where more than one employee per shift may request leave using the Personal Leave time bank, the City reserves the right to limit the number of employees off per shift for operational and safety needs.

The Association accepts that during certain times of the year a request for personal leave may raise questions as to whether the request falls within the guidelines of this policy regarding personal leave. A request by a supervisor for a further explanation does not infer that the request will be denied; and the employee should be willing to provide a reasonable explanation.

Personal Leave requests occurring between 2200-0600 will require verification for any date. In addition, employees requesting Personal Leave on Thanksgiving, Christmas Eve, New Year's Eve, Christmas Day, New Year's Day, or the 4th of July will require verification that the usage conforms to the instances enumerated in this section.

The City will convert twenty (20) hours per year of accumulated sick leave to be used for conducting personal business activities. In order for sick leave to be converted, the employee needs a balance of 20 or more hours of sick leave on July 1 of each year. If the employee has less than 20 hours of sick leave available, then the employee is not eligible for conversion. In the employee's first fiscal year, an additional eight (8) hours of personal leave may be accumulated in addition to the regular twenty (20) hours allowance, increasing the personal leave allowance to twenty-eight (28) hours within the fiscal year.

In addition, for employees who have accumulated a minimum of one hundred (100) hours of sick leave as of July 1 of each year, the City will convert eight (8) additional hours of accumulated

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19 sick leave for personal leave during the ensuing fiscal year. For employees who have accumulated two hundred (200) hours of sick leave as of July 1 of each year, the City will convert twelve (12) additional hours of accumulated sick leave for personal leave during the ensuing fiscal year. Personal leave hours credited under this provision are non-- cumulative. The maximum number of personal leave hours available in any fiscal year is forty (40). This maximum is available to an employee who is credited with the annual twenty (20) hours, accumulates the allowable eight (8) hours and is eligible for the additional twelve (12) hours.

Every year, the Finance Department will convert the appropriate number of hours by the end of August unless the employee makes a request in writing to opt out of the conversion to the Finance Department by July 15.

Personal leave should be used judiciously and not abused to the detriment of either the Association or the City. The Association will monitor the use of personal leave and will meet quarterly with the City in an effort to identify any problems or abuses as they arise, and to work jointly with the City to alleviate any identified problem areas.

4.7 LEAVE OF ABSENCE
The City Manager, upon written request of a full time non-probationary employee may grant for the good of the service a leave of absence without pay for a maximum period of one (1) year.

Leaves authorized under this Section shall include educational leave, maternity leave, and leave for any other purpose promoting the good of the service. Permission for such leave shall be in writing and signed by the City Manager. Upon expiration of such leave, the employee shall be reinstated to the position held at the time the leave was granted. Failure of the employee to report promptly at the expiration of the leave or within a reasonable time after notice to return to duty shall terminate the employee's right to be reinstated.

4.8 BEREAVEMENT LEAVE
Employees shall be granted paid bereavement leave not to exceed forty (40) hours upon the death of a member of the employee's immediate family. Immediate family is defined as mother, father, sister, brother, spouse, child, grandparent, grandchild, father-in-law, mother-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepchild, domestic partner, or other individuals residing in the household for whom the employee has legal guardianship. Employees shall be granted up to one workday’s bereavement leave to attend the funeral of a close relative not in the employee's immediate family (for example, aunts or uncles).

Employees shall also be granted time off to attend the funerals of fellow employees consistent with operating requirements.

Bargaining units’ members agree that the intent of this section is to allow time for the bargaining unit member, upon the death of an immediate family member as defined above, to deal with issues associated with the death (e.g., Attend the service/memorial, handle legal matters associated with the death, clean out belongings of the individual, etc.).

To be eligible for the paid bereavement leave the employee shall sign a City verification form indicating the relationship of the deceased to the employee and the date of death.

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20 4.9 HOLIDAYS
Effective upon adoption of the agreement, each represented employee (sworn and non-sworn) shall receive time credit in the following manner:

Holiday Pay
Benefit
Total Holiday
Hours
Paid Holiday
Hours
Banked Holiday
Hours
Sworn 126 79 47
Non-Sworn 126 66 60
All Employees
Holiday time is paid at the employee's regular rate with payments to be made in twenty-six (26) equal payments corresponding with each pay period.
o All new employees shall have their holiday time bank hours prorated o An employee may carry over up to one hundred twenty-six (126) hours unused balance in their holiday time bank from one fiscal year to the next fiscal year o If an employee has accumulated holiday time that exceeds 126 hours, and does not have scheduled holiday time off during the current fiscal year that would reduce the employee's accumulated holiday time bank below 126 hours, the Chief of Police can mandate that an employee use their accumulated holiday time, subject to the following:
o The Chief of Police must provide the affected employee with at least seven (7) days' notices before mandating use of accumulated holiday time o The affected employee can utilize the seven (7) days’ notices to identify an alternative (date or dates) to utilize their accumulated holiday time o Mandated use of accumulated holiday time must be for full shifts only In the event the Chief of Police fails to exercise this authority, an employee will be able to carry over accrued holiday time in excess of 126 hours from one fiscal year to the next. However, in such circumstances, the employee's accrual of holiday time in the following fiscal year will be reduced by an equal amount. See example diagram below.

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21 In the event any employee separates from the Department (for any reason), the employee's hours in their holiday time bank shall be paid at the employee's regular rate of pay.

Employees separating from the City prior to July 1st shall have their holiday time off prorated and any overage paid by the City shall be deducted from any sum owed the employee by the City upon separation. ·
Requests for Holiday Time Off shall be made in accordance with the Department's vacation use procedure. Employees may only reserve a maximum of six (6) weeks of Vacation and/or Holiday Time during the annual vacation sign up period.

Procedures For Filling Vacancies
The following procedure for filling vacancies will be applicable for the following holidays only:

1. All vacation time scheduled during the "Vacation Sign-Up" period will be honored.

Should a vacancy/absence occur the method for filling the vacancy/absence shall begin with section 3 listed below.

Sworn
0 47 47
50 47 97
130 43 173
Non
Sworn
0 60 50
50 60 110
130 56 186
Bal @ end
of FY
Hours loaded
@ Beginning of
FY
Holiday Time
Bank Balance

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22 5. Should a vacancy/absence still remain after following the methods listed in section 3 and 4 the Watch Commander shall order in to work the least senior employee in the affected section who has the affected holiday off. The Watch Commander shall continue to order in to work the next least senior employee in the affected section who has the affected holiday off, and will continue in order of seniority, until minimum staffing levels have been attained.

4.10 VACATION
Full-time employees shall earn vacation as follows:

Years of Service Pay Period Accrual Rate Annual Accrual Rate 0- 3 years 3.08 hours 80 hours
4 - 8 years 4.62 hours 120 hours
9 - 12 years 5.38 hours 140 hours
13 - 15 years 6.15 hours 160 hours
16 + years 7.69 hours 200 hours
Employees may not use vacation benefits while they are participating in a Field Training Program.

Vacation accrues bi-weekly and may be accrued to a maximum balance of two times the annual accrual.

Employees absent without pay for more than thirty-seven (37) hours during a two week pay period do not earn vacation benefits for that pay period.

The City recognizes 50% of a sworn employee’s years of service with another agency as a Penal Code Section 830.1 peace officer, rounded up or down, to the nearest six (6) month period beginning at two full years of service or more with another agency, for calculating benefits identified in this Section.

Employees shall continue to select their desired vacation schedule on the basis of seniority. In selecting their vacation schedule, employees may utilize holiday time and accrued compensatory time off in addition to vacation leave in order to have sufficient time to take a particular work week off. The total amount of vacation leave that can be selected is based on the employee's current vacation accrual rate. For example, if an employee accrues four weeks a year in vacation accrual, the employee can sign up for four weeks of vacation leave using vacation, holiday, and compensatory time banks for the time leave.

Under the following conditions employees may make an irrevocable election to sell back to the City up to eighty (80) hours of accrued vacation leave per fiscal year at the employee’s base rate of pay. To remain eligible for distribution, the following must be true:
x The employee must have taken a minimum of eighty (80) hours of vacation, holiday, and/or compensatory time off in the preceding twelve (12) months. Employees that have been

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23 unable to take time off due to statutory leave (e.g., 4850, military leave, etc.) lasting at least three (3) months during the preceding twelve months are exempt from this requirement. x The employee must have a remaining balance of at least forty (40) hours of accrued vacation following the sell back.

These criteria are evaluated at the end of the eleventh (11th) pay period of each calendar year.

Requests to sell back vacation leave must be received by Human Resources no later than December 31 of each year, for the following year’s election and will be paid out prior to the last pay period of the fiscal year.

The City makes no representation as to the tax consequences of an employee cashing out accrued leave or the vacation sellback program. It is the employee’s sole responsibility to address the tax consequences of cashing out accrued leave or the vacation sellback program.

4.11 JURY DUTY
An employee summoned to jury duty shall not suffer a loss of pay or other benefits by reason of jury service. If at least one-half (1/2) of the employee's normal day shift remains after being released from service, the employee shall return to work. If the employee's work shift is other than a day shift the employee shall not be required to report to work on that day if the jury duty service is greater than four(4) hours, excluding travel time and lunch break.

Employees working other than a day shift who are scheduled to serve on jury duty shall be allowed eight (8) hours rest time between the scheduled shift and the time they are to report to jury duty (or example, an employee scheduled to work 1430- 0250 and scheduled to report for jury duty at 0800 shall be adjusted off at 0001 to allow sufficient rest time). For the purpose of this Section, "day shift" shall be defined as work assignment commencing between 0500 and 1200 hours.

The employee summoned to jury duty shall be required to provide the City with court verification of the date and time of service.

4.12 WATCH SWAPS
The City of Union City and the Union City Police Officers' Association (UCPOA) agree to the following conditions for the implementation of "Watch Swap" for the benefit of the members of the UCPOA:

A. "Watch Swaps" are allowed between members of the UCPOA occupying the same job classification.

B. Requests for consideration for "Watch Swaps" shall be documented on the UCPD Absence Report (UCPD # 131, Rev. 10/05) and are subject to approval by the Department.

C. The employee normally scheduled for a shift involved in a "Watch Swap" will be ultimately responsible for ensuring the "Watch Swap" occurs or the shift is covered. For "Watch Swaps" resulting in unscheduled absences the time to cover the absence shall be deducted from the scheduled employee's elective time bank. The ultimate responsibility to cover the shift, or cover the absence, rests with the employee normally scheduled for the shift and not with the employee consenting to cover the shift on a "watch swap." D. When it becomes apparent that a previously scheduled and approved "Watch Swap" will not

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24 be able to be fulfilled, and the absence would result in the shift staffing below approved minimum staffing levels, the Department will not authorize overtime to staff the shift to minimum staffing levels. In such an instance it will be the responsibility of the normally scheduled employee to staff the shift or arrange for an alternate "Watch Swap." E. "Watch Swaps" are acknowledged by the UCPOA as private agreements between the individual members and as such are not subject to terms and conditions of the Fair Labor Standards Act (FLSA) as they are; A) Voluntarily undertaken and agreed to solely by the employees and, (B) Approved by the Department.

4.13 MILITARY LEAVE
The City shall provide eligible employees military leave benefits in accordance with State and Federal statutes, as well as any City policies, rules or regulations that provide benefits that exceed state and federal statutes.

SECTION 5.00 HEALTH AND WELFARE BENEFITS

5.1 HEALTH PLAN
Effective January 1st, 2025, the City agrees to contribute to a cafeteria plan an amount up to Two Thousand One Hundred and Twenty-Five Dollars ($2,125) per month toward the cost of medical, dental and vision premiums and other eligible benefits for all bargaining unit members, regardless of in which plan(s) they are enrolled.

5.2 LIFE INSURANCE
The City agrees to provide one hundred thousand dollars ($100,000.00) for life insurance and accidental death and dismemberment coverage for all bargaining unit employees. Increased life insurance may be added at the employee's expense.

5.3 DISABILITY INSURANCE
The City agrees to pay the disability insurance premium per bargaining unit employee to a carrier designated by the Association.

5.4 SPOUSAL/ALTERNATE COVERAGE
Employees who are covered for medical benefits through a spouse's or domestic partner's alternative medical insurance plan · may elect not to enroll in a city medical plan. In lieu of medical coverage, the City will contribute to the employee's deferred compensation account, or add to salary, three hundred and fifty dollars ($350.00) per month. Approval for the deferred compensation option is subject to acceptance of satisfactory certification of alternate medical coverage.

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25 5.5 RETIREE MEDICAL PLAN
Premium Reimbursement Benefit - Employees Hired Prior to January 1st, 2013* Retirees are not required to continue in the existing City or Association medical health plans upon retirement. Retirees shall receive the benefit monies under this Section in monthly payments. The City will annually require appropriate documentation to verify the cost employees are paying for medical coverage. Because of the documentation required, the City will not provide retirees a 1099R form.

Beginning July 1, 2002, the following benefit will be available:

After fifteen (15) years of service as a member of Union City Police Officers Association- Fifty percent (50%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser S1 + one benefit, to a maximum of $1,000 per month.

After twenty (20) years of service as a member of Union City Police Officers AssociationSeventy five percent (75%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser S1 + one benefit, to a maximum of $1,500 per month.

After twenty-five (25) years of service as a member of Union City Police Officers AssociationOne hundred percent (100%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser S1 + one benefit, to a maximum of $2,000 per month.

For those who retire, fifty percent (50%) of the above benefit will continue to any eligible surviving spouse or domestic partner, as long as the surviving spouse or domestic partner does not remarry or enter into another domestic partnership recognized under California law.

Premium Reimbursement Benefit - Employees Hired on Or After January 1st, 2013* After fifteen (15) years of service as a member of the Union City Police Officers Association - Fifty percent (50%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser Single benefit to a maximum of $500 per month.

After twenty (20) years of service as a member of the Union City Police Officers Association - Seventy-five percent (75%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser Single benefit, to a maximum of $750 per month.

After twenty-five (25) years of service as a member of the Union City Police Officers Association - One hundred percent (100%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser Single benefit, to a maximum of $1,000 per month. *Employees do not receive Years of Service credit with another employer for purposes of calculating retiree medical premium reimbursements pursuant to this Section.

Joint Contributions
Effective the first payroll period following ratification, employees will contribute one and one-half percent (1.5%) of salary per pay period to pre-fund the Union City Retiree Medical Fund (UCRMF). The City shall match employee contributions each payroll period to further pre-fund the UCRMF.

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26 City Contributions
The City will contribute annually to the fund an amount reasonably necessary to fund the above benefit.

Medicare Eligible Retirees and Spouses
Retiree Medical Benefits shall be available until such time as the retiree or spouse is eligible for Medicare, at which time the retiree medical plan benefits shall be limited to Medicare Supplemental Benefit of the CalPERS plans.

When a retiree's spouse is a full-time employee of Union City, the retiree medical benefit shall commence when their spouse either retires or leaves employment with the City. At no time shall retiree and spouse receive double retiree medical benefits either as an active employee and retiree or when both employee and spouse are retired.

5.6 DOMESTIC PARTNERS
A "Domestic Partnership" shall exist between two persons, one of whom is an employee of the City of Union City, if the employee and Domestic Partner are registered as Domestic Partners with the California Secretary of State's Office. Domestic Partners shall have the same rights, protections and benefits, as well as the same responsibilities, obligations and duties provided to current and former spouses under California State law and this MOU, including the rights to community property, defined benefit pensions and health benefits of the employee. The employee must provide proof to the City's Personnel Office that the employee has registered with the California Secretary of State's Office as a Domestic Partner. The employee must also promptly notify the City's Personnel Office should the employee's Domestic Partnership end.

Cohabitating heterosexual couples that satisfy all of the requirements for Domestic Partnership under California law other than being of the same gender shall be entitled to the same dental and vision benefits as Domestic Partners, but shall have no other rights, including rights to health contributions or other benefits or accruals, than other couples who are not married or in a registered Domestic Partnership recognized by California law. Cohabitating couples that satisfy the requirements of this section must file an "Affidavit of Cohabitation" with the Personnel Office to qualify for the dental and vision benefits. The employee must also promptly notify the City's Personnel Office should the employee's cohabitating relationship as set forth in this paragraph and in the "Affidavit of Cohabitation" end.

SECTION 6.00 UNIFORMS

6.1 UNIFORM ALLOWANCE
The annual uniform allowance provided for each position represented shall be:

Sworn $1,250.00
Community Service Aide $1,000.00
Public Services Officer $1,000.00
All Other Non-Sworn $1,000.00

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27 For new employees, the initial uniform allowance shall be four hundred fifty dollars ($450.00) for a Police Officer and three hundred twenty-five dollars ($325.00) for non-sworn personnel.

Uniform allowance payments shall be made in twenty-six (26) equal payments coinciding with each pay period. Employees whose official City position classification is eligible for payment of a uniform allowance shall be required to wear the designated uniform during all on-duty hours, except as may be exempted by the employee's Division Commander.

SECTION 7.00 MISCELLANEOUS PROVISIONS

7.1 SALARY UPON PROMOTION
In the case of promotions within the bargaining unit, the City agrees to pay the promoted employee a minimum of five percent (5%) above the top step salary including additional compensation under 2.10 and 2.11 for the position from which the employee was promoted.

7.2 PROFESSIONAL ACHIEVEMENT PROGRAM
The purpose of the professional achievement program is to encourage and reward the educational and professional achievements of the career law enforcement employee, who, by preparing for advancement, has contributed to raising the efficiency and effectiveness of the Police Department.

This program applies to both sworn and non-sworn. Employees may receive compensation for either the P.O.S.T. Certificate Incentive or the Education Incentive, but not both.

The employee must provide written notification and all proper documentation to the City for eligibility in this Professional Achievement Program. Academic degrees from institutions submitted for incentive pay must be from an institution listed by an accrediting agency recognized by the United States Department of Education. Requirements for eligibility are as follows:

A. SWORN EMPLOYEES
P.O.S.T. Incentive

2.5%: Possess Intermediate P.O.S.T. Certificate

5.0%: Possess Advanced P.O.S.T. Certificate
Education Incentive

2.5%: Possess AA or AS Degree

5.0%: Possess BA or BS Degree
In no case will the total incentive (P.O.S.T. Incentive and/or Education Incentive) received under this Professional Achievement Program for sworn employees exceed 5.0%.

B. NON-SWORN EMPLOYEES

2.5%: Possess AA or AS Degree

5.0%: Possess BA or BS Degree

7.5%: Possess MA or MS Degree
In no case will the total incentive (Education Incentive) received under this Professional Achievement Program for non-sworn employees exceed 7.5%.

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28 7.3 LAYOFF PROCEDURE
Pursuant to Section 2.40 of Ordinance No. 149-76, the City Council may abolish any position or employment in the competitive series and the incumbent(s) of such positions may be laid off, demoted, or transferred, without disciplinary action. The City Council shall notify the City Manager (Appointing Authority) of the intent to layoff whenever layoffs are necessary in the interest of economy or whenever the necessity for the position(s) no longer exists. The Appointing Authority shall immediately notify all employees, and the Union City Police Officers' Association (POA), of the proposed action and allow reasonable time for representatives of the City and POA to meet and confer on the effects, if any, of the proposed actions, and consider such alternatives as they may propose. Such notification shall include notice of all public hearings regarding the action.

The criteria applied in determining particular employees to be laid off, transferred, or demoted, shall be those specified in this side letter of agreement.

Unless specifically mentioned in this side letter, all other layoff and reemployment procedures shall remain in effect as specified in City Personnel Rule Thirteen.

Layoff Procedure (Supersedes 13.01 of Rule 13)

1. Layoff shall be on a citywide basis by prescribed classification.

2. No regular employee in an affected classification shall be laid off if the City retains employees with non-regular status in the same classification. Employees with nonregular status in an affected classification shall be laid off in the following order:
emergency, seasonal, temporary, provisional, and probationary.

3. If authorized part-time positions in a particular classification remain after the abolishment of full-time, regular and non-regular positions, the part- time position shall be offered to the next eligible full-time employee within that classification.

4. The order of layoff by classification shall be in reverse order of seniority within classification. Seniority shall mean time employed by the City based on promotion date and hire date, uninterrupted by continuous employment service to the city of Union City.

5. Employees on paid or unpaid leaves of absence at the time of a layoff shall be treated the same as if they were in an employed status and do not waive right to reinstatement according to their seniority status.

6. Seniority shall be computed on the basis of promotion/employment dates with uninterrupted breaks in service, including time spent in temporary, provisional or probationary employment status before obtaining permanent employee status.

7. Seniority dates will be adjusted to reflect any break in service, which would include all unpaid leaves of absence, excluding leaves as a result of "on the job” injuries.

8. For the purposes of seniority calculation, time spent in the classification of police recruit I or II shall be considered the same as police officer.

9. If two or more employees have the same seniority for a given classification, the order of layoff shall be determined by their position on the police department seniority list (the list most commonly used to determine the vacation and shift sign-up order).

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29 10. A Police Department employee who is laid off has the right of displacement to a position previously held within the Police Department, or to a position held by the least senior person in the successive lower classification series (position supervised), provided the following criteria are met:
a. The laid-off employee's total seniority time within classification (the total of time in current classification plus time spent in lower classification to be bumped) exceed the total seniority time of at least one employee in the lower classification.
b. The laid off employee meets the full qualifications of the lower classification:
and,
c. The laid off employee has either served in the classification series or has been supervisory to the classification being considered.

11. The Appointing Authority shall first communicate to the Administrative Services Director the classification(s) of positions to be considered for layoff. The Administrative Services Director shall provide to the Appointing Authority a list of employees who will be affected by the proposed layoff, together with designation of seniority. The Appointing Authority shall assign remaining staff to existing functions and services in a manner that in their opinion best reflects the City's organizational needs and priorities. Such assignments and/or reassignments shall be consistent with the employee's classification.

12. In lieu of displacing an employee to a part-time position or to a position status that differs from their position held prior to layoffs, an employee may choose to be laid-off without jeopardizing their reinstatement rights.

Section 13.02 of Rule 13 shall remain intact.

Section 13.03 of Rule 13 shall remain intact, with the exception of the following sections:
a. Lay-off time that exceeds 30 days shall cause the seniority date of the employee to be adjusted commensurate with the length of absence exceeding thirty days, with the exception of determining vacations as set forth in Rule 13. b. An employee who voluntarily separates from the Police Department shall have no right to placement on any lay-off list created as a result of a lay-off in their former classification. They will retain re- employment rights consistent with City Personnel Rules, after those on the lay-off list have been rehired or refused an offer to be rehired.

7.4 WORK SCHEDULE AND SHIFT SELECTION
The parties agree to work a 3/12:20/40 Work Schedule for sworn positions in Patrol and Traffic Operations. All other bargaining unit staff shall work a 4/10/40 schedule. Implementation of these work schedules is subject to the conditions agreed upon by the Association and the City, as memorialized in the collective agreement between the parties effective 1996 - 1999.

The parties agree that if the Chief of Police, for operational needs, deems it necessary to temporarily change the above schedules, those personnel assigned to work a 3/12:20/40 work schedule shall have their work schedule altered to no less than a 4/10/40 work schedule.

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30 Shift selection shall remain in effect for twelve (12) months for all eligible members with less than (10) years of seniority within the Department; all eligible members with ten (10) or more years seniority may select shifts for twenty-four (24) months. This option is applicable only to those sworn employees assigned to the patrol function. This option is not applicable to non-sworn employees or sworn employees assigned to specialties. The Association and City agree to review the shift selection issue after two years of implementation of this section and to Meet & Confer on potential refinement thereto.

7.5 POLICE OFFICER RECRUIT
Non-lateral sworn employees shall be hired with the classification of "Police Officer Recruit II". "Police Officer Recruit II" shall be compensated in the same fashion as the classification of "Police Officer" with the following exceptions:

A. Prior to successful completion of a P.O.S.T. approved academy, a Police Officer Trainee shall be compensated at a salary of five dollars ($5.00) less per hour than that of an "A" step Police Officer.

B. Upon successful completion of a P.O.S.T. approved academy, "Police Officer Recruit II" shall be compensated at a salary range of two dollars and fifty cents ($2.50) less per hour than that of an "A" step Police Officer until successful completion of the Union City Police Department Recruit Field Training Program.

C. Upon successful completion of the Union City Police Department Recruit Field Training Program, the employee shall be compensated at the "A" step salary rate for the position of Police Officer.

Candidates qualifying as lateral hires, and hired as such, shall be hired as Police Officers at the salary step commensurate with their experience as determined by the City.

7.6 LEAVE OPEN

7.7 PROBATIONARY PERIOD – POLICE OFFICER
Probationary period for Police Officer shall commence upon appointment or promotion to the rank of Recruit II, i.e., Start of Field Training period.

SECTION 8.00 GRIEVANCE PROCEDURE

8.1 PURPOSE
The purpose of this Grievance Procedure is to promote communication and improve employeremployee relations by establishing a process to encourage settlement of disputes. The parties recognize that it is in their mutual interest to resolve problems expeditiously at the lowest possible administrative level. Any resolution of dispute at this level must be consistent with the terms of this Agreement.

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31 8.2 GRIEVANCE DEFINITION
A grievance shall be defined as a dispute arising from the application or interpretation of a specific Article or Articles of this Agreement or specific section(s) of the City Personnel Rules. A disciplinary action imposed by the City shall not be cause for a grievance unless it is specifically alleged that such action represents an incorrect application or violation of this Agreement. In no event shall this Agreement alter or interfere with the disciplinary procedure previously followed by the City, or provided for by the City Personnel Rules and Regulations, ordinance or law, including the procedure for disciplinary appeals as provided in Section 9.00 of the City Personnel Rules.

8.3 PROCEDURE FOR GRIEVANCES
Step 1 - Police Captain:

The affected bargaining unit employee and/or his or her Union representative shall submit a written grievance to the employee's Police Captain within ten (10) working days of the date the grievant knew or could reasonably have become aware of the alleged violation. The written grievance shall contain the following information:
a) a statement of the grievance, the facts upon which it is based, and the person(s) involved.
b) the specific Section(s) of this Agreement, the City Personnel Rules, or other regulations alleged to have been violated.
c) the remedy requested; and
d) the aggrieved employee's signature.

The Police Captain shall respond in writing within ten (10) working days of receipt of the written grievance. The written response at this step (and all management responses at all steps hereafter) shall contain the following information:
a) an affirmation or denial of the facts upon which the grievance is based. b) an analysis of the alleged violation of the Agreement, or the City Personnel Rules. c) a response to the remedy requested; and
d) the Police Captain's signature.

Step 2 - Police Chief:

If the grievance is not resolved at Step 1, the grievant or the grievant Union Representative shall submit the written grievance to the Police Chief within ten (10) working days of receipt of the Police Captain's written response. The Police Chief shall respond in writing to this grievance within ten (10) working days of receipt of the written grievance.

Step 3 - City Manager:

Should the grievance remain unsolved at Step 2, the written grievance shall be submitted within ten (10) working days of receipt of the Step 2 response to the City Manager or City Manager's

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32 designee, who shall meet with the Union Representative within thirty (30) working days of receipt of the written grievance. The City Manager or City Manager's designee shall provide a written response within ten (10) working days of the date of discussion with the Union Representative.

Step 4 - Arbitration:

If the grievance is not resolved at Step 3, the Union Representative shall, within ten (10) working days of receipt of the Step 3 response, notify the City Manager in writing of the request to submit the grievance to arbitration.

Arbitration:

If the parties are unable to mutually agree on the selection of an arbitrator, the names of the five (5) arbitrators shall be obtained from the California State Mediation and Conciliation Service. By coin toss, the losing party shall strike one (1) name from the panel list. The other party shall strike one (1) name alternately until only one (1) name remains, who shall serve as the arbitrator.

The city and the Union agree to divide equally the cost of the arbitrator and the court reporter.

Each party shall bear their own respective costs of making their presentation to the arbitrator, including but not limited to, their own attorneys' fees, expert witness fees, regular witness fees, and related costs. The arbitrator's decision shall be final and binding; however, the arbitrator shall have no power to add to, subtract from or alter, change or modify the terms of this Agreement or the City's Personnel Rules, and the arbitrator's power shall be limited to the interpretation or application of this Agreement or the City's Personnel Rules. The arbitrator shall issue a written decision within forty-five (45) calendar days of the close of the hearing or issue a bench decision if mutually agreed to and requested by both parties to this Agreement.

Time Limits:

Any time limits specified in this Grievance Procedure may be extended by mutual agreement.

Requests for an agreement to extend any deadline shall be confined in writing. Except for time extensions by mutual agreement, failure by the employee or the Union to follow the established time limits shall cause the grievance to be considered withdrawn. Failure by the City to follow the established time limits shall cause the grievance to be settled in favor of the employee.

Witnesses:

Persons who have direct knowledge of circumstances relating to the grievance may be released from their duties to provide testimony at any stage of the proceedings. At the request of either party, witnesses who have not yet testified may be sequestered from the hearing. The grievant or the grievant Union Representative shall provide reasonable advance notification to the City of any requests to release employees from their regular duties to attend any such proceedings.

Employees shall be compensated at their regular rate of pay for actual time spent in such meetings.

SECTION 9.00 DISCIPLINE

9.1 DISCIPLINARY INVESTIGATIONS
All sworn members shall be afforded all rights listed in the Government Code Sections 3300- 3311, Public Safety Officer Procedural Bill of Rights Act. The City shall utilize the same procedures for all non-sworn employees for conducting investigations, entering adverse comments into personnel files, permitting inspection of personnel files, and searching lockers.

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33 9.2 STANDARD DISCIPLINARY APPEAL PROCEDURE
An appeal from standard disciplinary action shall be in writing and subject to the following procedure. Appeals of written reprimands shall be appealable only to the Chief of Police (Department Head), with no further right of appeal.

Definition of Standard Disciplinary Action:

For the purpose of this provision, a standard disciplinary action shall mean a written reprimand, reduction in salary, equal to or less than a suspension of 160 hours, suspension equal to or less than 160 hours, or disciplinary transfer.

Procedure:

Appeals from standard discipline imposed by a Police Captain of Police Lieutenant must be initiated at Step 1. Appeals from standard discipline imposed by the Police Chief may be initiated at Step 2. Appeals from standard discipline imposed by the City Manager may be initiated at Step

3. Step 1 - Police Chief:

The employee may appeal standard discipline to the Police Chief or designee by submitting a written notice of appeal within ten (10) working days of receipt of notification of disciplinary action. Such appeal shall be made in person before the Police Chief or designee or filed in writing with the Police Chief or designee at a mutually agreed upon time after the employee's receipt of all investigation materials. The Police Chief or designee shall provide a written response to the employee within ten (10) working days after the later of either the employee submitting the appeal to the Police Chief or designee or providing an in-person response to the Police Chief or designee. There shall be no further appeal of a written reprimand beyond Step 1 of the Standard Discipline Appeal Procedure.

Step 2 - City Manager:

If the employee is dissatisfied with the response at Step 1, and the disciplinary action is one of the discipline actions defined in this section other than a written reprimand, the employee may file a written notice of appeal with either the City Manager or City Manager's designee. Such appeal shall be made in person before the City Manager or designee or filed in writing with the City Manager or designee within thirty (30) working days of receipt of the appeal from Step 1, or in the event there is no Step 1, at a mutually agreed upon time after the employee's receipt of all investigation materials. The City Manager or City Manager's designee shall provide a written response to the employee within ten (10) working days of the date of discussion with the employee and/or the employee's chosen Association Representative.

Step 3 - Factfinder:

If the employee is dissatisfied with the response of Step 2, and the disciplinary action is one of the discipline actions defined in this section other than a written reprimand, the employee or the employee's Association Representative may request involvement of a factfinder within thirty (30) days of the meeting held at Step 2, by filing a written notice with the City Manager or designee.

The names of five (5) factfinders shall be obtained from the California State Mediation and Conciliation Service. Beginning with a coin toss, the City and the Association shall alternately strike names from the list until one remains. The City and the Association agree to divide equally

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34 the cost of the factfinder and the court reporter. Each party shall bear their own respective costs of making their presentation to the factfinder, including but not limited to, their ·own attorneys' fees, expert witness fees, regular witness fees, and related costs. The factfinder designated to hear the appeal shall submit findings of fact and conclusions to the parties. The fact-finder's recommendation must be accepted by both the Association and the City Council in order to be effective. In the event the fact-finder's recommendation(s) are rejected by either party, the determination at the prior level shall stand. The factfinder shall have no authority to add to, subtract from, alter, change, or modify the terms of this Agreement, and the fact-finder's power shall be limited to addressing the facts and merits of the disciplinary action being appealed.

9.3 MAJOR DISCIPLINARY APPEAL PROCEDURE
An appeal from a major disciplinary action shall be in writing and subject to the following procedure.

Definition of a Major Disciplinary Action
For the purpose of this provision, a major disciplinary action shall mean a reduction in salary equal to more than a suspension of 160 hours, suspension for more than 160 hours, a demotion, or discharge (termination).

Procedure:

Step 1 - City Manager:

The employee may appeal major discipline, if the disciplinary action is one of the disciplines defined in Definition of a Major Disciplinary Action, to the City Manager or City Manager's designee by submitting a written notice of appeal within ten (10) working days of receipt of notification of major disciplinary action. Such appeal shall be made in person before the City Manager or designee or filed in writing with the City Manager or City Manager's designee, at a mutually agreed upon time after the employee’s receipt of all investigation materials. The City Manager or City Manager’s designee shall provide a written response to the employee within ten (10) working days after the later of either the employee submitting the appeal to the City Manager or designee or providing an in-person response to the City Manager or designee.

Step 2 - Arbitration:

If the Association or the employee is dissatisfied with the response of Step 1, and the disciplinary action is one of the disciplines defined in Definition of a Major Disciplinary Action, the Association Representative may request involvement of an Arbitrator within thirty (30) days of the meeting held at Step 1, by filing a written notice with the City Manager or the City Manager's designee.

The names of seven (7) Arbitrators shall be obtained from the California State Mediation and Conciliation Service. The City and the Association agree to divide equally the cost of the list of Arbitrators. Beginning with a coin toss, the City and the Association shall alternately strike names from the list until one remains.

The City and the Association agree to divide equally the cost of the Arbitrator and the court reporter.

Each party shall bear their own respective costs of making their presentation to the Arbitrator, including but not limited to, their own attorneys' fees, expert witness fees, regular witness fees, and related costs.

The Arbitrator shall have no authority to add to, subtract from, alter, change, or modify the terms of this Agreement, and the Arbitrator's power shall be limited to addressing the facts and merits of the

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35 disciplinary action being appealed.

The decision of the Arbitrator shall be final and binding on the parties.

9.4 EXCLUSIONS/LIMITATIONS
The procedures set forth in Section 9.02 and 9.03 shall not be applicable to the following employees, nor not shall they be applicable to any City action(s) as to which an administrative appeal already exists elsewhere in this Agreement or law:
a) Probationary employees who are rejected during probation (except probationary employees are entitled to meet with the Police Chief); and b) any temporary or provisional employees.

9.5 CONDUCT OF HEARING
The hearing shall be conducted according to the Code of Civil Procedure, Section 1282, et seq.

9.6 TIME LIMITS
Any time limits specified in this Disciplinary Appeal Procedure may be extended by mutual agreement. Requests for an agreement to extend any deadline shall be confirmed in writing.

Except for time extensions by mutual agreement, failure by the employee, the Association, or City to follow the established time limits shall automatically cause the appeal to be moved to the next level.

9.7 WITNESSES
Persons who have direct knowledge of the circumstances relating to the appeal may be released from their duties to provide testimony. At the request of either party, witnesses who have not yet testified may be sequestered from the hearing. The parties shall provide each other with a final witness list within three (3) business days of the arbitration. The appellant or the appellant's Association Representative shall provide reasonable advance notification to the City of any requests to release employees from their regular duties to attend any such proceedings.

Employees shall be compensated at their regular rate of pay for actual time spent attending such meetings.

SECTION 10.00 SEPERABILITY
Should any section, clause, or provision of the Agreement be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause or provision shall not invalidate the remaining portions, and those other portions shall remain in full force and effect for the duration of this Agreement. Furthermore, the parties shall meet and confer pursuant to Government Code Sections 3500, et seq. for the purpose of arriving at a mutually satisfactory resolution regarding any invalid or unlawful provision.

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36 SECTION 11.00 COMPLETION OF NEGOTIATIONS
During negotiations which resulted in this Agreement, both parties acknowledge that each had the right and opportunity to make demands and proposals with respect to all subjects within the scope of representation. Therefore, for. the term of this Agreement, the parties shall not be obligated to meet and confer with respect to any subject specifically referred to or covered in this Agreement, or to any subject discussed and later withdrawn by either party, except the parties shall meet quarterly to review those sidebar items identified in the negotiation process and any other contract(s) items that either party deems necessary.

SECTION 12.00
This Agreement shall continue in full force and effect from January 1, 2025, until December 31, 2027.

FOR THE CITY: FOR THE ASSOCIATION:
______________________________________ ______________________________________ Jason Castleberry, Human Resources Director Ian Hobson, Police Officers’ Association ______________________________________ ______________________________________ Joan Malloy, City Manager Brandon Hayward, Police Officers’ Association ______________________________________
Jeff Bailey, IEDA Labor Negotiator
Date: ______________ Date: ______________

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37 City of Union City and
Union City Police Officers’ Association
Side Letter of Agreement
This Side Letter is by and between Union City Police Officers’ Association (“POA”) and the City of Union City (“City”) and will become effective pending the ratification and approval of the 2021-2024 MOU between the City and the POA.

During negotiations for 2021-2024 MOU between the City and the POA, the POA presented its Proposal #7 on 10/13/21 to change the medical benefits for retirees hired on or after January 1, 2013 from the current Union City Retiree Medical Fund (UCRMF) program to a retiree medical expense reimbursement plan administered by the PORAC Retiree Medical Trust. Although there is a mutual interest in exploring the potential benefits of this proposal, the parties acknowledge that additional time is needed to analyze the proposal and its potential impacts.

To complete the negotiations for the 2021 MOU in a timely manner, the City and the POA agree to address POA Proposal #7 separately from the successor MOU negotiations. The POA hereby agrees to withdraw its Proposal #7 for the purposes MOU negotiations, and the City and the POA shall meet and confer in good faith over POA Proposal #7 upon the conclusion of negotiations for the 2021-2024 MOU.

The parties agree that no changes to retiree medical benefits shall be made absent mutual agreement of the parties.

The parties agree to schedule their first meet and confer meeting on this topic within sixty days of the approval of the 2021-2024 POA MOU by the City Council.

FOR THE CITY: FOR THE ASSOCIATION:
_______________________________ ___________________________ _______________________________ ___________________________ _______________________________ ___________________________ Date:______________ Date:___________

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Appendix 1
For purposes of compiling labor market data, and comparing total compensation, the parties agree to use the following eight survey agencies:

Fremont Pleasanton
Hayward San Leandro
Milpitas Redwood City
Newark Livermore
Factors the parties considered relevant in deciding to use these comparison agencies include city revenue per capita; size of city budget; scope and type of municipal services provided; median household income; population served; number of city employees, and geographic proximity.

The salary and benefits that will be included in total compensation surveys shall be the following: Top Step Salary, Total Employee PERS Contribution for New Members (PEPRA), Uniform Allowance, Educational Incentive, and maximum employer contributions to Medical, Vision, and Dental premiums. The City and the Association further agree to survey Paid Time Off accruals (e.g. vacation, sick leave, holiday, annual leave, etc.) as part of total compensation studies for future negotiations, but such data will not be included in preparing Market Equity Adjustments.

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^ŝĚĞ>ĞƚƚĞƌƚŽƚŚĞDĞŵŽƌĂŶĚƵŵ
ŽĨhŶĚĞƌƐƚĂŶĚŝŶŐĞƚǁĞĞŶ
dŚĞŝƚǇŽĨhŶŝŽŶŝƚǇ
ĂŶĚ
WŽůŝĐĞKĨĨŝĐĞƌƐ͛ƐƐŽĐŝĂƚŝŽŶ
The City of Union City (“City”) and the Police Officers’ Association (“POA”) (collectively the “Parties”) enter into this Side Letter to the Parties’ Memorandum of Understanding effective January 1, 2022 through December 31, 2024, to add a new position.

WHEREAS, the City seeks to establish the new Executive Assistant to the Police Chief position; and
WHEREAS, the City and POA desire to have POA serve as the sole and exclusive bargaining representative for the Executive Assistant to the Police Chief position; and WHEREAS, the Parties desire to enter into a Side Letter clarifying and memorializing the Parties’ agreement.

NOW, THEREFORE, the Parties agree to amend Section 1.2, Recognition, of the Memorandum of Understanding to add the classification of Executive Assistant to the Police Chief.

FOR THE CITY: FOR POA:
>ŝƐĂĐŚĞŶ ĂƚĞ /ĂŶ,ŽďƐŽŶ ĂƚĞ
:ŽĂŶDĂůůŽǇ ĂƚĞ :ĂŵĞƐŽƌĚĞƌŽ ĂƚĞ

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The City of Union City (“City”) and Police Officer Association (POA) (collectively the “Parties”) enter into this side letter to the Parties’ Memorandum of Understanding effective January 1, 2025 through December 31, 2027, to amend Health and Welfare Benefits Section 5.1 (Health Plan) of the Memorandum of Understanding.

WHEREAS, Section 5.1 of the Memorandum of Understanding established that “the City agrees to contribute to a cafeteria plan an amount up to Two Thousand One Hundred and Twenty-Five Dollars ($2,125) per month toward the cost of medical, dental and vision premiums and other eligible benefits for all bargaining unit members, regardless of in which plan(s) they are enrolled[;]” and
WHEREAS, the City and the POA entered into a Tentative Agreement (“Tentative Agreement”) which established that: “[…] if, during the negotiations for the City's MOUs for the term beginning January 1, 2025, the City agrees to provide any other bargaining unit a health plan contribution in an amount greater than Two Thousand One Hundred and Twenty Five Dollars ($2,125) per month, the City will increase the health plan contribution to eligible Association members to the same amount, on the same terms and on the same effective date as the bargaining unit with the greater benefit[;]”and
WHEREAS, on April 8, 2025, the City adopted a resolution that approved and adopted the Memorandum of Understanding between the City of Union City (City) and the Service Employees’ International Union (SEIU) for the period of January 1, 2025, through December 31, 2027 (SEIU MOU); and
WHEREAS, Section 8.1 (MEDICAL INSURANCE) of the SEIU MOU, increased cafeteria plan contribution benefits for employees in the classifications identified in the SEIU MOU in the following ways: (1) it increased the cafeteria plan monthly allowance from $2,000 to $2,200, effective the first pay date of the month following City Council’s approval of the SEIU MOU (May 2025); (2) it provided an additional increase to the cafeteria plan monthly allowance from $2,200 to $2,250, effective the first pay date of 2027 (January 2027); and Side Letter to the
Memorandum of Understanding
Between
The City of Union City
and
Police Officer Association (POA)
Docusign Envelope ID: B2D4FA4A-5E07-4618-966F-1B654B56D776 103 of 245
WHEREAS, pursuant to the Tentative Agreement between the City and the POA, the City shall now increase the cafeteria plan contribution to eligible POA members to the same amount, on the same terms and on the same effective date as the SEIU MOU; and WHEREAS, the City and POA agree that effective the first pay date of the month following City Council approval of this Agreement (May 2025), the City shall increase its contribution to the cafeteria plan to up to Two Thousand Two Hundred Dollars ($2,200) per month for each employee; and
WHEREAS, the City and POA agree that effective the first pay date of 2027, the City shall increase its contribution to the cafeteria plan to up to Two Thousand Two Hundred Fifty Dollars ($2,250) per month for each employee; and
WHEREAS the Parties wish to enter into a side letter clarifying and memorializing the Parties’ agreement.

NOW, THEREFORE the Parties agree to amend Section 5.1 (Health Plan), of the Memorandum of Understanding to include the following:

Effective the first pay date of May 2025, the City shall increase its contribution to the cafeteria plan up to Two Thousand Two Hundred dollars ($2,200) per month toward the cost of medical, dental and vision premiums and other eligible benefits for all bargaining unit members, regardless of in which plan(s) they are enrolled
Effective the first pay date of 2027, the City shall increase its contribution to the cafeteria plan up to Two Thousand Two Hundred Fifty dollars ($2,250) per month toward the cost of medical, dental and vision premiums and other eligible benefits for all bargaining unit members, regardless of in which plan(s) they are enrolled
For Union City: For POA:
___________________________ ___________________________ Joan Malloy, City Manager Ian Hobson, Unit Leader
___________________________ ___________________________ Jason Castleberry, Human Resources Director Brandon Hayward, Unit Leader Docusign Envelope ID: B2D4FA4A-5E07-4618-966F-1B654B56D776 4/21/2025
4/21/2025
4/21/2025
4/22/2025
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Side Letter to the Memorandum
of Understanding Between
The City of Union City
and
Union City Police Management Association
The City of Union City (“City”) and the Police Management Association (“PMA”) (collectively the “Parties”) enter into this Side Letter to the Parties’ Memorandum of Understanding effective January 1, 2025 through December 31, 2027, to amend SECTION 4.00 HOLIDAYS in its entirety to read as follows:
“All members covered by the Police Management Association Memorandum of Understanding - SECTION 4.00 HOLIDAYS, work in positions that require scheduled staffing without regard to holidays. Therefore, additional compensation will be given as they are normally required to work on approved holidays. Employees will receive one hundred forty-four (144) hours of regular Holiday time each fiscal year. The Holiday time must be taken as a cash benefit equivalent to one hundred forty-four hours of pay calculated at the employee’s base salary rate which will be paid out in equal payments each pay period.

The designated holidays that are covered by the one-hundred forty-four (144) hours of Regular Holiday time are:

All members covered by the Police Management Association Memorandum of Understanding - SECTION 4.00 HOLIDAYS, will also receive twenty (20) hours of Floating Holiday time at the beginning of each fiscal year. The Floating Holiday hours must be used within the fiscal year earned and may not be accumulated or cashed out. These additional twenty (20) Floating Holiday hours are not considered special compensation that is added to the employee’s base salary per Public Employees Retirement Law: Section 571(a)(5).”
This side letter will be effective retroactively to 1/1/2020.

FOR THE CITY: FOR PMA:
____________________________________ ____________________________________ Jason Castleberry Date Andrew Holt Date
Joan Malloy Date Paul Kanazeh Date
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CITY OF UNION CITY

MEMORANDUM OF UNDERSTANDING

UNION CITY

POLICE MANAGEMENT ASSOCIATION
EFFECTIVE DATES: January 1, 2025 to December 31, 2027

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2 Table of Contents
PREAMBLE ........................................................................................................................................................................... 4 SECTION 1.00 GENERAL PROVISIONS ............................................................................................................................ 4 A. City Rights .................................................................................................................................................................... 4 B. Recognition ................................................................................................................................................................... 4 C. Association Rights ........................................................................................................................................................ 4 D. Non-Discrimination ...................................................................................................................................................... 4 SECTION 2.00 LEAVE .......................................................................................................................................................... 5 A. Administrative Leave ................................................................................................................................................... 5 B. Bereavement Leave ...................................................................................................................................................... 6 C. Jury Leave .................................................................................................................................................................... 6 D. Military Leave ............................................................................................................................................................... 6 E. Personal Leave .............................................................................................................................................................. 6 F. Unpaid Leave of Absence .............................................................................................................................................. 7 G. Family Leave ................................................................................................................................................................. 7 H. Sick Leave ..................................................................................................................................................................... 7 I. Occupational Injury Leave ............................................................................................................................................ 7 SECTION 3.00 VACATION .................................................................................................................................................. 8 SECTION 4.00 HOLIDAYS .................................................................................................................................................. 9 SECTION 5.00 EDUCATIONAL INCENTIVE .................................................................................................................... 9 SECTION 5.01 TUITION REIMBURSEMENT .................................................................................................................... 9 SECTION 5.10 BILINGUAL COMPENSATION ............................................................................................................... 10 SECTION 6.00 INSURANCE COVERAGE ....................................................................................................................... 10 A. Health and Welfare Coverage ..................................................................................................................................... 10 B. Life Insurance ............................................................................................................................................................. 10 C. Deferred Compensation Plan ...................................................................................................................................... 11 SECTION 7.00 UNIFORMS ................................................................................................................................................ 11 SECTION 8.00 RETIREE MEDICAL PLAN ...................................................................................................................... 11 Premium Reimbursement Benefit - Employees Hired Prior to January 1, 2013* ............................................................. 11 Premium Reimbursement Benefits- Employees Hired On or After January 1, 2013* ...................................................... 12 Employee Contributions ................................................................................................................................................... 12 City Contributions ............................................................................................................................................................. 12 Medicare Eligible Retirees and Spouses ........................................................................................................................... 12 SECTION 9.00 SALARIES .................................................................................................................................................. 12 A. Longevity Pay ............................................................................................................................................................. 12 B. Advancement in Pay ................................................................................................................................................... 13 C. Cost of Living Adjustment .......................................................................................................................................... 13 D. Market Equity Adjustments ........................................................................................................................................ 14 E. Comparable Compensation Surveys ........................................................................................................................... 14

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3 F. Acting Pay ................................................................................................................................................................... 15 G. Salary Step Schedule .................................................................................................................................................... 15 SECTION 9.10 PROMOTIONS ........................................................................................................................................... 15 SECTION 10.00 RETIREMENT .......................................................................................................................................... 16 SECTION 11.00 RETIREMENT BENEFITS ...................................................................................................................... 17 SECTION 12.00 WORK SCHEDULES ............................................................................................................................... 17 SECTION 13.00 SEPARABILITY ...................................................................................................................................... 18 SECTION 14.00 DURATION .............................................................................................................................................. 18

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4 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF UNION CITY AND

THE UNION CITY POLICE MANAGEMENT ASSOCIATION

PREAMBLE
On the date hereinafter subscribed, authorized representatives of the City of Union City ("City"), and the Union City Police Management Association ("Association") entered into this Memorandum of Understanding ("Memorandum of Understanding" or "Agreement"). This Memorandum of Understanding constitutes the full and complete agreement between the parties on all items falling within the scope of representation. The provisions set forth herein shall take precedence over conflicting provisions of any City resolution or ordinance in effect during the term of this Memorandum of Understanding.

SECTION 1.00 GENERAL PROVISIONS
A. City Rights
Except as specifically restricted by an express provision of this Agreement, the City retains all management rights and prerogatives. Neither these rights, nor their exercise shall be subject to the grievance or arbitration mechanisms of this Agreement.

B. Recognition
The City recognizes the Association as the sole and exclusive bargaining representative for the classifications of Police Captain and Police Lieutenant.

C. Association Rights
The City recognizes the rights of the Association to police this Agreement, assist its members in resolution of grievances, and participate in the negotiation of this and future Agreements. In recognizing these rights, the City shall provide reasonable time for the negotiating of this and future memoranda No other Association business shall be conducted on City time without prior approval of the Police Chief.

The City shall not provide access to copy machines, telephones or other equipment that is the sole possession of the City of Union City without prior approval from the Police Chief.

D. Non-Discrimination
The City and the Association agree that they will not discriminate based on any category protected under state or federal law, including but not limited to, race, religion, color, national origin, ancestry, physical disability, mental disability, medical condition, genetic information, marital status, sex, gender, gender identity, gender expression, age (over 40), sexual orientation, denial of medical and family care leave, military/veteran, political affiliation or for union activity.

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5 SECTION 2.00 LEAVE
A. Administrative Leave
In lieu of paid overtime, Police Managers shall receive one hundred twenty (120) hours of Administrative Leave at the beginning of each fiscal year. The guidelines for making use of Administrative Leave will be as follows:

1. Employees shall submit a Time Off Request Form requesting time off under Administrative Leave provisions. Such requests shall be submitted directly to the employee's immediate supervisor. The request will be approved or denied based upon operational needs.

2. The use of Administrative Leave is not automatic and is subject to approval as stated above.

3. Administrative Leave is based on the City's fiscal year and therefore runs from July 1st to June 30th.

4. Unused Administrative Leave may be accumulated up to a maximum of two (2) times the annual accrual rate of one hundred twenty hours (120) per fiscal year.

Under the following conditions employees may make an irrevocable election to sell back to the City up to one hundred twenty (120) hours of accrued administrative leave per fiscal year at the employee’s base rate of pay. To remain eligible for distribution, the following must be true:
• The employee must have taken a minimum of eighty (80) hours of vacation, holiday and/or administrative leave in the preceding twelve (12) months. Employees that have been unable to take time off due to statutory leave (e.g., 4850, military leave, etc.) lasting at least three (3) months during the preceding twelve months are exempt from this requirement.
• The employee must have a remaining balance of vacation leave of at least forty (40) hours following the sell back.

These criteria are evaluated at the end of the eleventh (11th) pay period of each calendar year.

Requests to sell back administrative leave must be received by Human Resources no later than December 31of each year, for the following year’s election and will be paid out prior to the last pay period of the fiscal year.

The City makes no representation as to the tax consequences of an employee cashing out accrued leave. It is the employee’s sole responsibility to address the tax consequences of cashing out accrued leave.

5. Employees shall receive cash payment on a pro-rated basis for unused Administrative Leave at the time of separation or upon the start of an extended leave from City employment (e.g., military duty, etc.). Said payment shall be based upon the employee's accrued Administrative Leave hours and base salary rate at the time of separation or upon the start of an extended leave from City employment.

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6 6. Administrative Leave for employees hired after July 1st will be prorated.

7. Employees may not use Administrative Leave during their first six months of service.

Exception to this policy may be granted on a case-by-case basis by the Police Chief and City Manager.

B. Bereavement Leave
Employees may be granted paid bereavement leave, not to exceed five (5) workdays, (days may be taken non-consecutively) upon the death of a close relative. Close relatives are defined as mother, father, sister, brother, spouse, child, grandparent, grandchild, mother-in-law, father-in-law, sister-inlaw, brother-in-law, stepmother, stepfather, stepchild, domestic partner, individuals residing in the household for whom the employee has legal guardianship, or any other individual as required by law.

In addition, employees may be granted one (1) workday’s paid bereavement leave to attend the funeral of a relative not in the employee’s immediate family (for example, aunts, uncles, nephews, nieces, or spouse/domestic partner's close relatives as defined above).

C. Jury Leave
An employee summoned to jury duty or summoned as a witness in a City-related matter shall not suffer a loss of pay or other benefits by reason of said service. Verification of jury duty attendance is required upon returning to work. The juror badge attached to the jury duty summons does not qualify as verification of attendance.

D. Military Leave
Military Leave shall be granted in accordance with the provisions of State law. All employees entitled to Military Leave shall give their department head an opportunity within the limits of military requirements to determine when such leave shall be taken.

E. Personal Leave
The City will convert twenty (20) hours, per fiscal year, of accumulated sick leave to be used for conducting personal or emergency business that cannot be conducted outside regular working hours.

In order for sick leave to be converted, the employee needs a balance of 20 or more hours of sick leave on July 1 of each year. If the employee has less than 20 hours of sick leave available, then the employee is not eligible for conversion. An additional ten (10) hours will be allowed for those employees who have an accumulated sick leave balance as of July 1 of each fiscal year of one hundred (100) hours or more for a total of thirty (30) hours per fiscal year. An additional ten (10) hours will be allowed for those employees who have accumulated a sick leave balance as of July 1 of each fiscal year of two hundred (200) hours or more, for a total of forty (40) hours per fiscal year.

Personal Leave shall not be used as a substitute for, or in conjunction with any other type of leave.

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7 F. Unpaid Leave of Absence
The City Manager may grant, for the good of the service, a Leave of Absence without pay for a maximum period of one (1) year. The City Manager may grant an extension of an approved Leave of Absence without pay for an additional period, said extension not to exceed one (1) year. Leave may be granted if it does not have an unduly adverse impact on the service of the City, the purpose of the leave would be beneficial to the City, or it would meet some pressing and extreme need of the employee. Whenever granted, such leave requests shall be in writing and signed by the City Manager.

Upon expiration of such a leave, the employee will be reinstated to the position held at the time leave was granted and said employee shall retain their seniority rights based on years of service earned prior to the leave of absence. Failure of the employee to report promptly at the expiration of the Leave of Absence shall terminate their right to be reinstated. Unpaid Leaves of Absence shall not be taken during the first six (6) months of City employment.

Employee is fully responsible for all premiums of benefits while on an approved leave of absence.

G. Family Leave
The City shall comply with all provisions of the Federal Family and Medical Leave Act and the California Family Rights Act, including their respective implementing regulations. However, Administrative Policy Memorandum (APM) #61 shall provide the overriding basis and criteria for all decisions and matters relating to Family Leave.

H. Sick Leave
Employees shall earn eight (8) hours per month of Sick Leave without limit on accumulation.

Employees shall be allowed to convert up to eighty (80) hours of unused Sick Leave per fiscal year to their Vacation Time Bank provided the employee maintains a sick leave balance of four hundred eighty (480) hours or more.

Conversion of Sick Leave to Vacation Leave is on an hour-for-hour basis and may only take place at the end of each fiscal year, as requested by the employee.

Sworn employees will receive credit for sick leave accrued from their most recent employer up to a maximum of four hundred and eighty (480) hours, upon verification by Union City and the previous employer agency, as needed. This will only apply to sick leave accrued, and not paid out, from the most recent employer.

I. Occupational Injury Leave
For employee injury or disability, the provisions of the State Workers’ Compensation Act and other applicable laws pertaining to sworn personnel shall apply.

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8 SECTION 3.00 VACATION
Employees shall receive vacation benefits in accordance with the following schedule and provisions effective January 1, 2022:

Years of Service Pay Period Accrual Annual Accrual Rate 0-3 years 3.08 hours 80 hours
4-8 years 4.62 hours 120 hours
9-12 years 5.38 hours 140 hours
13-15 years 6.15 hours 160 hours
16+ years 7.69 hours 200 hours
Employees may accumulate up to 560 hours of vacation.

To remain eligible for distribution, the following must be true:
• The employee must have taken a minimum of eighty (80) hours of vacation, holiday and/or administrative leave in the preceding twelve (12) months. Employees that have been unable to take time off due to statutory leave (e.g., 4850, military leave, etc.) lasting at least three (3) months during the preceding twelve months are exempt from this requirement.
• The employee must have a remaining balance of at least forty (40) hours of accrued vacation leave following the sell back.

These criteria are evaluated at the end of the eleventh (11th) pay period of each calendar year.

Employees may cash out up to 320 hours of vacation at the time of their separation from the City; any leave accruals above 320 hours at separation must be taken as time off or forfeited. Employees shall receive cash payment for unused Vacation Leave at their current base salary rate at the time of separation or upon the start of an extended leave from City employment

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9 SECTION 4.00 HOLIDAYS
Police Managers will receive one-hundred forty-four (144) hours of Regular Holiday time each fiscal year. The Regular Holiday time must be taken as a cash benefit equivalent to one hundred forty-four hours of pay calculated at the employee's base salary rate which will be paid out in equal payments each pay period.

The Holiday Pay benefit is special compensation that is added to the employee's base salary as listed in the Public Employees Retirement Law; Section 571(a)(5).

Police Managers will also receive twenty (20) hours of Floating Holiday time at the beginning of each fiscal year. The Floating Holiday hours must be used within the fiscal year earned and may not be accumulated or cashed out.

SECTION 5.00 EDUCATIONAL INCENTIVE
Police Managers meeting the below listed educational requirements will receive an additional five percent (5%) in base salary.

Bachelor's Degree or higher, in conjunction with the successful completion of one of the following additional educational courses:

Senior Management Institute for Police (SMIP)
POST Command College
FBI National Academy
West Point Leadership Program
POST Management School
Possession of a Master's Degree
The Educational Incentive benefit is special compensation that is added to the employee's base salary as listed in the Public Employees Retirement Law; Section 571 (a)(2).

SECTION 5.01 TUITION REIMBURSEMENT
When an employee voluntarily and with prior approval of the Police Chief and Finance Director undertakes an education or training program that will improve their skills and abilities in relation to the job, the City will reimburse the employee upon successful completion of the course for the cost of the course or training and required textbooks or manuals. The reimbursement will be limited to an aggregate annual cap of $9,000 for all Police Management Association members to be distributed by the Association with City Manager approval. Where the education or training program is of unusual value and cannot be scheduled during the employee’s off hours, the employee may be excused at no loss of pay.

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10 SECTION 5.10 BILINGUAL COMPENSATION
The City will compensate each bilingual Police Manager forty-six dollars and fifteen cents ($46.15) per pay period. All employees requesting compensation under this agreement must pass a City test.

The test will examine the employee's ability to converse fluently in a language other than English.

No additional compensation will be paid to employees fluent in more than one language.

Compensated employees agree to utilize their bilingual skills whenever called upon.

The Bilingual Compensation benefit is special compensation that is added to the employee's base salary as listed in the Public Employees Retirement Law; Section 571 (a)(4).

SECTION 6.00 INSURANCE COVERAGE
A. Health and Welfare Coverage
If employees choose to receive medical and dental benefits through the City's group plans, they must either pay the City directly for the benefits or sign an agreement permitting the City to deduct the cost of such benefits from their paychecks. For employees enrolled in a PERS health plan through the City, the City shall pay the minimum contribution for such health benefits required under PEMHCA.

The City agrees to provide up to Two Thousand, One Hundred and Twenty-Five dollars ($2,125) per month to each employee to pay for medical, dental, vision and long-term disability insurance costs.

Employees who are covered for medical benefits through an alternative medical insurance plan (e.g., coverage through a spouse, domestic partner, parent, etc.) may elect not to enroll in a City group medical plan. Employees electing this option shall provide proof of medical coverage to the City.

In lieu of medical coverage, the City will contribute to the employee's deferred compensation account, or add to salary, Three Hundred and Fifty dollars ($350.00) per month. Approval for the deferred compensation option is subject to acceptance of satisfactory certification of alternate medical coverage.

The City agrees to advance the cost of health premiums (medical and dental coverage) when an employee is on leave without pay for medical reasons. Amounts advanced shall be limited to three (3) months and shall be due and payable to the City within six (6) months of return to work or upon termination.

If employees choose to receive vision care insurance through the City's group plans, they must either pay the City directly for the benefit or sign an agreement permitting the City to deduct the cost of such benefits from their paychecks.

B. Life Insurance
Life Insurance coverage for Police Managers is as follows: $100,000 for life insurance and $100,000 for accidental death or dismemberment. Supplemental life insurance is also available, the cost of which shall be borne by the employee.

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11 C. Deferred Compensation Plan
For the duration of this agreement, the City agrees to contribute one hundred dollars $100.00 per month to a pre-tax 40l(a) Deferred Compensation Plan.

All details of the Deferred Compensation Plan will be consistent with the requirements of the plan provider.

SECTION 7.00 UNIFORMS
Police Managers shall receive Uniform Allowance of $1,250 per year which shall be paid in equal cash payments each pay period. The Uniform Allowance benefit is special compensation that is added to the employee's base salary as listed in the Public Employee Retirement Law; Section 571(a)(5).

SECTION 8.00 RETIREE MEDICAL PLAN
Premium Reimbursement Benefit - Employees Hired Prior to January 1, 2013* Retirees are not required to continue in the existing City or Association medical health plans upon retirement. Retirees shall receive the benefit monies under this Section in monthly payments. The City will annually require appropriate documentation to verify the cost employees are paying for medical coverage. Because of the documentation required, the City will not provide retirees a 1099R form.

Beginning July 1, 2002, the following benefit will be available:

After fifteen (15) years of combined service with the City, as a member of the UCPOA and UCPMA - Fifty percent (50%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser Single + one benefit, to a maximum of $1,000 per month.

After twenty (20) years of combined service with the City, as a member of the UCPOA and UCPMA - Seventy five percent (75%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser Single + one, to a maximum of $1,500 per month.

After twenty-five (25) years of combined services with the City as a member of the UCPOA and UCPMA - One hundred percent (100%,) of the cost of the plan premium up to the CalPERS Bay Area Kaiser Single + one to a maximum of up to $2,000 per month.

For those who retire after ratification of this Memorandum of Understanding fifty percent (50%) of the above benefit will continue to any eligible surviving spouse or domestic partner, as long as the surviving spouse or domestic partner does not re-marry or enter into another domestic partnership recognized under California law.

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12 Premium Reimbursement Benefits- Employees Hired On or After January 1, 2013* After fifteen (15) years of combined service with the City, as a member of the UCPOA and UCPMA - Fifty percent (50%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser Single benefit to a maximum of $500 per month.

After twenty (20) years of combined service with the City, as a member of UCPOA and UCPMA – Seventy-five percent (75%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser Single benefits, to a maximum of $750 per month.

After twenty-five (25) years of combined service with the City, as a member of the UCPOA and UCPMA - One hundred percent (100%) of the cost of the plan premium up to the CalPERS Bay Area Kaiser Single benefit, to a maximum of $1,000 per month. * Employees do not receive Years of Service credit with another employer for purposes of calculating retiree medical premium reimbursements pursuant to this Section.

Employee Contributions
Bargaining unit members will contribute sixty dollars ($60) per pay period to the Union City Retiree Medical Fund.

City Contributions
The City will contribute annually to the fund an amount reasonably necessary to fund the above benefit.

SECTION 9.00 SALARIES
A. Longevity Pay
The City will compensate each bargaining unit member five percent (5%) of their base salary upon completion of their twelfth year of permanent full-time service as a sworn police officer. Such payments will commence with the first pay period after the employee's 12th anniversary as a full-time sworn police officer. The City shall credit all years of service as a Penal Code Section 830.1 peace officer towards the experience thresholds for longevity pay.

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13 B. Advancement in Pay
Step Increase Reviews shall provide the means through which a bargaining unit member is evaluated and assigned to an appropriate salary level within his or her classification.

These reviews shall be completed separately before a Scheduled Step Increase. The following shall establish schedules, criteria and guidelines for Step Increase Reviews:

1. Scheduled Step Increases:

Bargaining unit members are eligible to receive Step Increases after meeting the following Time-inStep Requirements.

STEP TIME-IN-STEP REQUIREMENT
1 6 months
2 6 months
3 12 months
4 12 months
5 N/A
If warranted for the good of the service or when an employee demonstrates outstanding performance of their duties, that employee may be advanced in step prior to the completion of the above Time-inStep Requirements and/or may be advanced more than (1) step. Such exceptions are contingent upon recommendations of the department head and approval of the City Manager.

If an employee is on leave without pay for more than one (1) month, the time on leave shall be deducted from the employee's accumulated Time-in-Step.

Step Increases, however, shall not be granted solely because an employee is eligible according to the above Time-in-Step Requirements. Eligibility is also dependent upon satisfactory job performance as determined by employee's supervisor.

C. Cost of Living Adjustment
Effective the first full pay period following January 1, 2025, the City shall increase the salaries for all bargaining unit members by three percent (3.0%).

Effective the first full pay period following January 1, 2026, the City shall increase the salaries for all bargaining unit members by three percent (3.0%).

Effective the first full pay period following 1, January 2027 the City shall increase the salaries for all bargaining unit members by three percent (3.0%).

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14 D. Market Equity Adjustments
Effective the first full pay period following January 1st of each year of this agreement, the City will provide all bargaining unit members an additional equity adjustment that does not exceed 4% each year so that a compaction issue does not occur between sworn classifications. The UCPMA shall receive the same equity adjustments that the sworn classifications of UCPOA receive each year in their contract.

E. Comparable Compensation Surveys
Internal compensation surveys - In prior negotiations, the parties have used a 15% Total Compensation differential between Sergeant and Lieutenant positions and between Lieutenant and Captain positions.

Compaction surveys between Sergeant and Lieutenant positions will either include the average overtime and compensation time earned for Sergeants or exclude Administrative Leave for Lieutenants.

External compensation surveys - designed to compare total compensation between Union City Police Department Lieutenants and Captains and similar ranks of the established benchmark cities (Fremont, Hayward, Livermore, Milpitas, Newark, Pleasanton, Redwood City, San Leandro) shall include, at a minimum, the following criteria:

Total Salary Categories:
• Maximum monthly base salary
• Uniform Allowance
• Holiday Pay
• Educational Pay
Total Benefits Categories will be agreed upon by the parties prior to subsequent negotiations in determining the components that will be included in the Salary Compensation Study.

Examples:
• PERS EPMC (Employer Paid Member Contribution)
• PERS (Normal Cost)
• Deferred Compensation (Employer Paid)
• Medical
• Vision
• Dental
• OASDI
• Medicare
• Life Insurance
• LTD/STD
• Admin Leave and Overtime in cities where Lieutenants receive overtime compensation • Special Management Benefits
Criteria may be modified in the salary surveys as mutually agreed upon by the CITY and UCPMA.

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15 F. Acting Pay
Employees who are assigned by the Police Chief or their designee to assume the duties of a position of higher classification and have been assigned and worked for one full shift or more shall be paid retroactive to the first day of assignment at five percent (5%) above their regular salary. For purposes of acting pay compensation, it is the assigned employees’ responsibility to submit a memo listing the dates and hours worked to the Police Chief through the chain of command.

Assignment of employees to serve in an acting capacity shall be based upon methods determined at the sole discretion of the Police Chief.

Nothing in this section shall limit the authority of the Police Chief or designee to assign employees temporarily to a position of higher classification for the purpose of providing specific training in the work of the higher classification. Such temporary training assignments shall not constitute service in an acting capacity and shall not create entitlements to acting pay.

Additional compensation shall not apply to employees assigned to a modified duty assignment pending recuperation from an industrial or non-industrial injury or illness.

Employees who qualify for acting pay shall be compensated at their acting pay salary level during periods of approved leave with pay during which they could otherwise be performing the duties of the higher classification, if not for being on such approved leave with pay. In the event an employee performing such acting assignment is absent from work because of illness or injury, the City may replace said employee with another employee to perform the acting assignment, or, after five (5) consecutive days of such absence, the City may terminate the employee’s acting assignment designation and the additional compensation provided therefore.

G. Salary Step Schedule
Salary Step increases shall be implemented in the following manner:

An employee who is eligible for a step increase and whose anniversary date occurs during the first seven (7) days of the pay period shall have his/her step increase implemented on the first day of the pay period during which the anniversary date occurs.

An employee who is eligible for a step increase and whose anniversary date occurs during the last seven (7) days of the pay period shall have his/her step increase implemented on the first day of the following pay period.

SECTION 9.10 PROMOTIONS
In the case of promotions within the bargaining unit, the City agrees to pay the promoted employee a minimum of five percent (5%) above the top step salary for the position from which the employee was promoted. The City shall use the promoted employee’s base salary and any incentive pay they were receiving to determine the employee’s salary and proper step placement. Incentive Pay may include Specialty Pay and Educational Pay.

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16 SECTION 10.00 RETIREMENT
The City shall contract with the California Public Employees' Retirement System to provide for the following retirement benefits as are currently referenced to Sections from the Government Code:

1. 3% @Age 50 Benefit Formula as provided in Section 21362.2.

2. Indexed Level of the 1959 Survivor Benefit as provided in Section 21571 Level 1.

3. One-Year Fiscal Compensation as provided in Section 20042.

4. Prior Service Credit as provided in Section 20055. This is service rendered by the employee prior to the effective date of the contract with CalPERS.

5. Removal of Exclusion as provided in Section 20503. Positions that were previously excluded from membership may now be eligible for membership when requirements for membership are met. Previously excluded members may elect to purchase earlier service as "public service."

6. Pre-Retirement Option 2 as provided in Section 21548. Upon the death of a member who was eligible to retire, the spouse may receive an allowance equal to the amount the member would have received if the member had retired for service retirement on the date of death and elected Option 2W.

7. Benefits Payable to Surviving Spouse upon the death of an employee who qualified for retirement shall continue in full should the Spouse remarry as provided in Section 21551.

8. Military Credit for time served in active military or merchant marine service prior to employment with the City as Public Service as provided in Section 21024, provided such cost of this enhancement be fully borne by the employee.

9. Sick Leave Credit as provided in Section 20965 for any unused sick leave days will be converted to service credit at the rate of 0.004% years of service for each day of sick leave provided there is less than 120 days between the member's separation date and retirement date.

10. Non-Industrial Disability pursuant to Section 21427, providing an annuity equal to30% of final compensation with five years of service increasing 1% for each year in excess of five years to a maximum of 500/o of final compensation.

11. One-time lump sum payout of $500 upon the death of a retiree paid to the retiree's survivor or retiree's estate pursuant to Section 21620.

12. COLA Adjustment of 2% beginning after the second calendar year after the year of retirement and each year thereafter provided the adjustment is not greater than the change in CPI-Section 21329.

13. Two Years Additional Service Credit to employees who retire within a specified period provided in Government Code Section 20903.

Pursuant to the provisions of Section 20691 of the California Government Code, the City shall pay the employee contribution (9%) in the employee's name to the Public Employees' Retirement System.

Such payments shall be implemented pursuant to the provisions of Section 20636 (c)(4) of the California Government Code, and reported to the Public Employees' Retirement System as compensation earnable.

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17 SECTION 11.00 RETIREMENT BENEFITS
The City agrees to continue providing retirement benefits with the Public Employees Retirement System ("PERS") using the "single highest year'' formula (Government Code Section 20042) with full reimbursement of the employee's contribution.

The City agrees to continue the PERS retirement plan known as "3% @ 50" (Government Code Section 21362.2) for all sworn personnel. The City shall report the Employer-Paid Member contribution (9% safety) to PERS as "special compensation" for purposes of calculating an employee's "single highest year" in accordance with Government Code Section 20042.

Newly hired sworn personnel hired after the adoption of the new retirement formula, shall receive the PERS retirement plan known as "3.0%@ 55" (Government Code Section 1363.1) using the 36- month formula (Government Code Section 20037). The City shall report the Employer-Paid Member Contribution to PERS as special compensation for the purpose of calculating an employee's "36-month average" in accordance with Government Code Section 20042.

Effective the May 29, 2015 pay check, all bargaining unit members will reimburse the City an additional 1.5% towards PERS retirement costs on a pre-tax basis.

Effective July 1, 2015, all bargaining unit members will reimburse the City an additional 1.5% towards PERS retirement costs on a pre-tax basis.

Pursuant to the provisions of Government Code Section (GCS) 20691, the City shall pay the employee contribution in the employee's name in the Public Employees' Retirement System.

Such payments shall be implemented pursuant to the provisions of GCS 20636 (c)(4) and reported to the Public Employees' Retirement System as compensation earnable.

The City shall report the Employer-Paid Member contribution to PERS as "special compensation" for purposes of calculating as employee's "single-highest year" in accordance with GCS 20042.

New Members as Defined Pursuant to AB 340:

The increased reimbursements described above shall not apply to ''New Members" as defined by AB 340. The employee contributions shall be those established by AB 340.

SECTION 12.00 WORK SCHEDULES
Police Managers shall work a four-day, ten hours per day (4-10), 20 hours per week work schedule.

The City shall comply with all applicable laws regarding the use of time off. In structuring schedules, the Department Head shall be governed by the priority to provide quality service to the community and flexible scheduling opportunities shall remain solely at the City's discretion.

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18 ______________________________________ _____________________________________ Joan Malloy, Andrew Holt,
City Manager Union City Police Management Association
______________________________________ ____________________________________ Jason Castleberry, Paul Kanazeh,
Human Resources Director Union City Police Management Association ______________________________________
Jeff Bailey,
IEDA Labor Negotiator
SECTION 13.00 SEPARABILITY
Should any section, clause, or provision of the Agreement be declared illegal by final judgment of a court of competent jurisdiction, such invalidation of such section, clause or provision shall not invalidate the remaining portions, and those other portions shall remain in full force and effect for the duration of this Agreement. Furthermore, the parties shall meet and confer pursuant to Government Code Sections 3500, et seq. for the purpose of arriving at a mutually satisfactory resolution regarding any invalid or unlawful provision.

SECTION 14.00 DURATION
The Memorandum of Understanding shall be in effect for the period from January 1, 2025 to December 31, 2027, unless extended by mutual agreement by the parties.

Executed this ____ day of _________ 20____

.
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The City of Union City (“City”) and Police Management Association (PMA) (collectively the “Parties”) enter into this side letter to the Parties’ Memorandum of Understanding effective January 1, 2025 through December 31, 2027, to amend Section 6.0(A) of the Memorandum of Understanding relating to Health and Welfare Coverage.

WHEREAS the Memorandum of Understanding established in relevant part that “[t]he City agrees to provide up to Two Thousand, One-Hundred and Twenty-Five Dollars ($2,125) per month to each employee to pay for medical, dental, vision and long-term disability insurance costs”; and
WHEREAS, the City and the PMA entered into a Tentative Agreement (“Tentative Agreement”) which established that: “[…] if, during the negotiations for the City's MOUs for the term beginning January 1, 2025, the City agrees to provide any other bargaining unit a health plan contribution in an amount greater than Two Thousand One Hundred and Twenty Five Dollars ($2,125) per month, the City will increase the health plan contribution to eligible Association members to the same amount, on the same terms and on the same effective date as the bargaining unit with the greater benefit[;]” and
WHEREAS, on April 8, 2025, the City adopted a resolution that approved and adopted the Memorandum of Understanding between the City of Union City (City) and the Service Employees’ International Union (SEIU) for the period of January 1, 2025, through December 31, 2027 (SEIU MOU); and
WHEREAS, Section 8.1 (MEDICAL INSURANCE) of the SEIU MOU, increased cafeteria plan contribution benefits for employees in the classifications identified in the SEIU MOU in the following ways: (1) it increased the cafeteria plan monthly allowance from $2,000 to $2,200, effective the first pay date of the month following City Council’s approval of the SEIU MOU (May 2025); (2) it provided an additional increase to the cafeteria plan monthly allowance from $2,200 to $2,250, effective the first pay date of 2027 (January 2027); and Side Letter to the
Memorandum of Understanding
Between
The City of Union City
and
Police Management Association
(PMA)
Docusign Envelope ID: FB3A2E7F-EC61-4B04-8DD2-CD6A22C7BE6F 124 of 245
WHEREAS, pursuant to the Tentative Agreement between the City and the PMA, the City shall now increase the cafeteria plan contribution to eligible PMA members to the same amount, on the same terms and on the same effective date as the SEIU MOU; and WHEREAS, the City and PMA agree that effective the first pay date of the month following City Council approval of this Agreement (May 2025), the City shall increase its contribution to the cafeteria plan to up to Two Thousand Two Hundred Dollars ($2,200) per month for each employee; and
WHEREAS, the City and PMA agree that effective the first pay date of 2027, the City shall increase its contribution to the cafeteria plan to up to Two Thousand Two Hundred Fifty Dollars ($2,250) per month for each employee; and
WHEREAS the Parties wish to enter into a side letter clarifying and memorializing the Parties’ agreement.

NOW, THEREFORE the Parties agree to amend Section 6.00, Insurance Coverage (specifically subsection A relating to Health and Welfare Coverage), of the Memorandum of Understanding to include the following:

Effective the first pay date of May 2025, the City shall increase its contribution to the cafeteria plan up to Two Thousand Two Hundred dollars ($2,200) per month to each employee to pay for medical, dental, vision and long-term disability insurance costs.

Effective the first pay date of 2027, the City shall increase its contribution to the cafeteria plan up to Two Thousand Two Hundred Fifty dollars ($2,250) per month to each employee to pay for medical, dental, vision and long-term disability insurance costs.

For Union City: For PMA:
___________________________ ___________________________ Joan Malloy, City Manager Andrew Holt, Unit Leader
___________________________ ___________________________ Jason Castleberry, Human Resources Director Paul Kanazeh. Unit Leader Docusign Envelope ID: FB3A2E7F-EC61-4B04-8DD2-CD6A22C7BE6F 4/18/2025
4/19/2025
4/21/2025
4/21/2025
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City Council Staff Report Page 1 of 2 December 16, 2025 Staff Report
Agenda Item No. 4.5
DATE: December 16, 2025
TO: Honorable Mayor and Members of the City Council
FROM: Joan Malloy, City Manager
SUBJECT: Adopt a Resolution Authorizing the City Manager to Enter into a Consulting Services Agreement with Douglas Herring & Associates, for CEQA Mitigation Monitoring Services for the Lazuli Landing Project

EXECUTIVE SUMMARY
Staff is requesting the City Council adopt the attached Resolution (Attachment 1) authorizing the City Manager to enter into a consulting services agreement with Douglas Herring & Associates for mitigation monitoring services, in conformance with the California Environmental Quality Act (CEQA), for the Lazuli Landing (Project), in an amount not to exceed $82,573. See Exhibit A for a detailed scope of work. The project is located between Mission Boulevard, Second Street, D Street, and E Street (APNs: 486- 3-29, 486-3-28, 486-3-30, 486-3-35, 486-3-34-3, 486-3-34-4).

STRATEGIC PLAN ALIGNMENT
This agenda item is aligned with the following:

Goal C, Strategy 5: Promote housing development for all income levels in the community by implementing the Housing Element, updating the zoning ordinance to include objective standards for new multi-family residential development to streamline the review of applications for housing developments, and other measures.

BACKGROUND
The Lazuli Landing Project is an 81-unit affordable housing development by MidPen Housing Corporation (MidPen) on 1.65 acres of City-owned land, to be leased to MidPen for 99 years. The project received its major entitlements in 2019-2021 and, most recently, approvals for an amendment to the Disposition, Development, and Loan Agreement, Financing Plan, and Final Parcel Map on October 28, 2025. Construction is scheduled to start in mid-December 2025 with project completion in mid-2027. 126 of 245
Agenda Item No. 4.5
City Council Staff Report Page 2 of 2 December 16, 2025 A Mitigation Monitoring and Reporting Plan (MMRP) was included with the Mitigated Negative Declaration approved for the Project under the California Environmental Quality Act (CEQA) on February 11, 2020. The MMRP includes several mitigation measures that require monitoring throughout construction.

DISCUSSION
Douglas Herring & Associates is a qualified firm with extensive experience preparing and implementing CEQA documentation for a variety of projects, including the Mitigated Negative Declaration for the Lazuli Landing project. The scope of work for the mitigation monitoring includes measures related to air quality, cultural resources, and noise.

Douglas Herring & Associates has assembled a well-qualified team, including subconsultants for cultural resources and noise. The scope includes monitoring of construction activities on the site to ensure compliance with the adopted mitigation measures.

FISCAL IMPACT
There is no fiscal impact to the General Fund. MidPen will pay for the work covered by the agreement with Douglas Herring & Associates.

RECOMMENDATION
Staff recommends that the City Council adopt the attached Resolution (Attachment 1) authorizing the City Manager to enter into an agreement, in a form approved by the City Attorney, with Douglas Herring & Associates for mitigation monitoring services for the Lazuli Landing Project, in an amount not to exceed $82,573.

Prepared by: Leslie Carmichael, Contract Planner
Submitted by: Carmela Campbell, Economic and Community Development Director Attachments:

1. Draft Resolution Authorizing Agreement with Douglas Herring & Associates Exhibit A - Douglas Herring & Associates Scope of Work
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RESOLUTION NO. 2025-XXX

RESOLUTION AUTHORIZING THE CITY MANAGER TO ENTER INTO

A CONSULTING SERVICES AGREEMENT, IN A FORM APPROVED BY

THE CITY ATTORNEY, BETWEEN THE CITY OF UNION CITY AND

DOUGLAS HERRING & ASSOCIATES, FOR CEQA MITIGATION

MONITORING SERVICES FOR THE LAZULI LANDING PROJECT, IN
AN AMOUNT NOT TO EXCEED $82,573
WHEREAS, the applicant, MidPen Housing Corporation (MidPen), has received approvals for the Lazuli Landing Project (Project) for 81 dwelling units located on 1.65 acres between Mission Boulevard, Second Street, D Street, and E Street (APNs: 486-3- 29, 486-3-28, 486-3-30, 486-3-35, 486-3-34-3, 486-3-34-4); and WHEREAS, the Project approvals include a Mitigated Negative Declaration and Mitigation Monitoring and Reporting Program (MMRP) prepared pursuant to the California Environmental Quality Act (CEQA); and
WHEREAS, staff is bringing on a consultant, Douglas Herring & Associates, to provide mitigation monitoring services necessary to satisfy the requirements of the MMRP; and
WHEREAS, the scope of work, labeled Exhibit A, is attached hereto and made a part hereof; and
WHEREAS, the scope-of-work budget is not to exceed $82,573 and will be paid by MidPen.

NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Union City hereby authorizes the City Manager to enter into a consulting services agreement, in a form approved by the City Attorney, with Douglas Herring & Associates, for CEQA mitigation monitoring services for the Lazuli Landing Project, in an amount not to exceed $82,573.

PASSED, APPROVED, AND ADOPTED by the City Council of the City of Union City at a special meeting held on December 16, 2025, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

APPROVED:

GARY SINGH
Mayor
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Resolution No. 2025-XXX
Douglas Herring & Associates CSA for Lazuli Landing

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Union City City CouncilDecember 16, 2025

Union City City Council
December 16, 2025