Agenda packet — Vallejo City Council, July 9, 2024 (part 2 of 4)

the FY 2024-25 Adopted Budget and to approve the new Salary Plan. City Council will consider tonight's notice of intent to amend the budget. If the City Council approves tonight's recommendation, the final action on the budget will be scheduled for City Council's consideration on July 23, 2024. This amended budget would go into effect on July 24, 2024.

FISCAL IMPACT
Approval of the attached Tentative Agreement will increase the FY 2024-25 General Fund and Other Funds expenditures by an estimated $1.04M and $1.3M respectively. City had budgeted 3.5% COLA in FY 24-25.

Additional FY 2024-25 budget impacts are as follows:
• COLA 5% + Equity adjustment of 3%: General Fund $1.2M and Other Funds $1.15M • Group Health insurance increase: General Fund $125K and Other funds $117K • Medflex (In-lieu of): $6,600
• Uniforms: Bullet proof vests @$1K * 7 FTE & boot allowance increase of $100 for 120 FTE = $12,000 • Encampment cleanup: $51K
• Shift Differential: $65K

Additional costs will be expended from the fund balance for FY 2024-25.

Funding for future fiscal years will be requested as part of the annual budget process and will be factored into the Five-Year Financial Forecast.

ENVIRONMENTAL REVIEW
This action is exempt from the California Environmental Quality Act (CEQA) because it is not a project which has a potential for resulting in either a direct physical change in the environment, or a reasonably foreseeable indirect physical change in the environment, pursuant to CEQA Guideline section 15378.

ATTACHMENTS

1. 24.07.09_Attachment 1 - Resolution to Approve IBEW MOU CAO STAMP

2. 24.07.09_Exhibit 1A - COV-IBEW MOU Clean

3. 24.07.09_Exhibit 1B - COV-IBEW MOU final redline

4. 24.07.09_Attachment 2 - Resolution to Amend Salary Plan for FY 24-25 CAO STAMP

5. Exhibit 2A - Full-Time Equivalent Listing-24-094 Positions and Salaries FY 24-25

6. Exhibit 2B - IBEW Salary Schedule Jul 24-Jul 26

CONTACT
Stephanie Sifuentes, Human Resources Director (707) 649-4852 [email protected]

RESOLUTION NO. 24 - ___N.C.

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VALLEJO AUTHORIZING THE

CITY MANAGER TO EXECUTE A MEMORANDUM OF UNDERSTANDING BETWEEN THE

CITY OF VALLEJO AND THE INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS, LOCAL 1245 (IBEW)
WHEREAS, the International Brotherhood of Electrical Workers, Local 1245 (“IBEW”) is the recognized representative for City of Vallejo employees working in classifications covered by the IBEW MOU; and
WHEREAS, the City of Vallejo (“City”) and the International Brotherhood of Electrical Workers, Local 1245 (“IBEW”) are required under the Meyers-Milias-Brown Act to bargain in good faith regarding wages, hours and other terms and conditions of employment; and WHEREAS, representatives of the City of Vallejo (“City”) and representatives of the International Brotherhood of Electrical Workers, Local 1245 (“IBEW”) met and bargained in good faith and have reached agreement on a proposed Memorandum of Understanding (“MOU”); and WHEREAS, the successor Memorandum of Understanding (“MOU”) has been ratified by the International Brotherhood of Electrical Workers, Local 1245 (“IBEW”) membership; and WHEREAS, pursuant to Government Code section 3505.1, the City Council must vote to accept or reject the MOU within 30 days of its presentation, at a publicly noticed meeting.

NOW, THEREFORE, BE IT RESOLVED that the Council of the City of Vallejo hereby approves the MOU and authorizes the City Manager to execute the MOU, which is attached hereto as Exhibit A, and further authorizes the City Manager or his/her designee(s) to take any and all actions reasonably necessary to implement the MOU.

Adopted by the City Council of the City of Vallejo at a special meeting held on July 9, 2024 with the following vote:

AYES:

ABSENT:

ABSTAIN:

NOES:
__________________________________

ROBERT MC CONNELL, MAYOR
ATTEST:
_______________________________________

DAWN ABRAHAMSOM, CITY CLERK

AGREEMENT BETWEEN CITY OF VALLEJO

AND

INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL 1245, AFL-CIO

July 1, 2024 THROUGH June 30, 2027

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 i
City of Vallejo-IBEW Agreement 07/1/2024–06/30/2027

TABLE OF CONTENTS
Page
SECTION 1 LABOR AND EMPLOYEE RELATIONS ................................................................ 5

1.1. RECOGNITION ........................................................................................................ 5

1.2. MANAGEMENT RIGHTS ......................................................................................... 5

1.3. NO DISCRIMINATION ............................................................................................. 5

1.4. DUES, UNION SECURITY ....................................................................................... 6

1.5. UNION ACTIVITY..................................................................................................... 7

1.6. LOCAL 1245 LEADERSHIP AND STEWARD LEAVE TIME ................................. 9

1.7. SUBCONTRACTING ............................................................................................... 9

1.8. COOPERATIVE COMMITTEE .............................................................................. 10

1.9. PART-TIME EMPLOYEES .................................................................................... 12

1.10. VALIDITY OF AGREEMENT ................................................................................. 12

1.11. SUPREMACY CLAUSE ......................................................................................... 13

1.12. AS NEEDED MEETINGS ...................................................................................... 13 SECTION 2 SALARIES ............................................................................................................. 14

2.1. SALARIES .............................................................................................................. 14

2.2. OVERTIME ............................................................................................................. 15

2.3. HOLIDAY PAY - SHIFT EMPLOYEES .................................................................. 16

2.4. STAND-BY ............................................................................................................. 17 SECTION 3 BENEFITS ............................................................................................................. 19

3.1. RETIREMENT ........................................................................................................ 19

3.2. GROUP HEALTH INSURANCE ............................................................................ 20

3.3. OPTICAL AND EYEGLASS PLAN ......................................................................... 24

3.4. DENTAL PLAN ....................................................................................................... 25

3.5. LIFE INSURANCE.................................................................................................. 25

3.6. GROUP DISABILITY INCOME PROTECTION ..................................................... 25

3.7. SOCIAL SECURITY AND DEFERRED COMPENSATION .................................. 26

3.8. EMPLOYEE ASSISTANCE PROGRAM ............................................................... 26

3.9. SPECIAL UNIFORMS AND TOOLS...................................................................... 26

3.10. EDUCATIONAL REIMBURSEMENT .................................................................... 28

3.11. STATE DISABILITY INSURANCE ........................................................................ 29 DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 ii
City of Vallejo-IBEW Agreement 07/1/2024–06/30/2027

3.12. EXISTING BENEFITS ............................................................................................ 29 SECTION 4 COMPENSATION ................................................................................................. 31

4.1. MEAL ALLOWANCE ................................................................................................ 31

4.2. BILINGUAL PAY .................................................................................................... 31

4.3. CLASSIFICATION STUDIES ................................................................................. 32

4.4. CROSS-TRAINING PAY ........................................................................................ 34

4.5. DIFFERENTIAL PAYS ........................................................................................... 34

4.6. SHIFT DIFFERENTIAL PAY .................................................................................. 36

4.7. COMMUNICATIONS OPERATORS DIFFERENTIAL PAY .................................. 36 SECTION 5 LEAVES................................................................................................................. 37

5.1. HOLIDAYS ............................................................................................................. 37

5.2. ANNUAL LEAVE .................................................................................................... 38

5.3. SICK LEAVE, BEREAVEMENT LEAVE, MEDICAL EXAMINATIONS, FAMILY AND MEDICAL LEAVE ................................................................................................... 39

5.4. LEAVES OF ABSENCE ......................................................................................... 41

5.5. MILITARY LEAVE .................................................................................................. 42

5.6. JURY DUTY AND COURT APPEARANCES ........................................................ 42 SECTION 6 ................................................................................................................................ 44

6.1. HOURS OF WORK ............................................................................................... 44

6.2. LAYOFF NOTICE ................................................................................................. 46

6.3. LAYOFF DETERMINATION ................................................................................ 47

6.4. THIS SECTION 6.4 INTENTIONALLY LEFT BLANK. ...................................... 49

6.5. GRIEVANCE PROCEDURE ............................................................................... 49

6.6. SENIORITY ........................................................................................................... 53

6.7. NO STRIKES, LOCKOUTS OR WORK STOPPAGES .................................... 56

6.8. MODIFICATIONS UPON MUTUAL CONSENT ................................................ 56

6.9. MEDIATION........................................................................................................... 56 SECTION 7 MISCELLANEOUS ............................................................................................... 57

7.1. FILLING OF VACANT POSITIONS ........................................................................ 57

7.2. SAFETY .................................................................................................................. 57

7.3. TRANSFERS AND ASSIGNMENTS ..................................................................... 58

7.4. CERTIFICATION/LICENSE FEES ........................................................................ 60

7.5. TRAINING FOR SUPERVISORY EMPLOYEES .................................................. 60 DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 iii
City of Vallejo-IBEW Agreement 07/1/2024–06/30/2027
SECTION 8 TERM OF AGREEMENT ...................................................................................... 61 SECTION 9 SIGNATURE PAGE .............................................................................................. 62 APPENDIX A ............................................................................................................................. 64 CLASSIFICATIONS................................................................................................................... 64 APPENDIX B ............................................................................................................................. 69 LETTER OF AGREEMENT 5/29/19 ......................................................................................... 69 APPENDIX C ............................................................................................................................. 72 LETTER OF AGREEMENT 3/30/2023 ..................................................................................... 72 SALARY SCHEDULES........................................................................................................... 74 DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 iv
City of Vallejo-IBEW Agreement 07/1/2024–06/30/2027

PREFACE

This Agreement is made pursuant to the provisions of the Meyers -Milias-Brown Act (MMBA) and is between the City of Vallejo, a Municipal Corporation, hereinafter referred to as the "City" or "Employer", and the International Brotherhood of Electrical Workers, Local 1245, AFL -CIO, a Labor Union, hereinafter referred to as the "Local 1245", the duly recognized employee organization representing the City's Miscellaneous Employees.

Together, they may be referred to herein as the "parties."

The general purpose of this Agreement is to set forth the wages, hours of employment, and working conditions which shall prevail for the duration of this Agreement and to promote orderly and peaceful labor relations for and among the City, its employees, and Local 1245.

Recognizing that the interest of the community and the job security of the employees depend upon the City's ability to continue to provide proper services to the community, the City and the Union shall abide by the terms and provisions set forth herein for the life of this Agreement.

This document represents the final expression of the Agreement between the parties after meeting and conferring in good faith pursuant to the MMBA. All side agreements as of the date of execution have been incorporated to the extent the parties agree. All other agreements are therefore disclaimed.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 5 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

SECTION 1

LABOR AND EMPLOYEE RELATIONS

1.1. RECOGNITION

The City recognizes Local 1245 as the exclusive representative of employees working in classifications covered by this Agreement. Said classifications are set forth in Appendix A attached hereto and made a part hereof; however, this does not preclude (i) additional classifications from being covered by this Agreement or (ii) the City from proposing to delete classifications from Appendix A subject to any applicable meet and confer requirements during the contract term.

1.2. MANAGEMENT RIGHTS

Except to the extent that the rights are specifically limited by the provisions of the Agreement, the City retains all rights, powers and authority granted to it or which it has pursuant to law or the City Charter including, but not limited to: the right to dire ct the work force; increase, decrease or reassign the work force; hire, promote, demote; discharge or discipline for just cause; transfer or reclassify employees; assign employees days of work, shifts, overtime and special work requirements, and to determine the necessity, merits, mission and organization of any service or activity of the City or of any City Department, Agency or Unit .

1.3. NO DISCRIMINATION
A. Neither the City nor its agents, nor Local 1245, its agents or members, shall discriminate against any employee because of any protected status, as defined by California or federal law, including race, color, religious creed, nationality, age, sex, disability, genetic information, marital status, sexual or gender orientation and identity, medical condition, political activities, military or veteran status, or status as a victim of domestic violence. Neither will the parties discriminate any employee because of Union activity or the absence thereof, or membership or non -membership in Local 1245, or on any other basis prohibited by state or federal law.

1. The City and Local 1245 shall participate in and cooperate in implementing the non-discrimination provision as set forth in Vallejo Municipal Code Sections 2.74.010 - 2.74.110.

2. The City will notify Local 1245 at any time the subject of non - discrimination or related subjects are to be discussed by the City Council or Civil Service Commission, and Local 1245 will be allowed to participate.

B. Because the Americans with Disabilities Act (ADA) requires accommodations for individuals protected under the ADA, and because these accommodations must be determined on an individual case-by-case basis, the parties agree that the provisions of this Agreement may be disregarded in order for the City to avoid discrimination relative to hiring, promotion, transfer, layoff, reassignment, rehire, rates of pay, job and duty classification, seniority, leaves, DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 6 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

fringe benefits, training opportunities, hours of work or other terms and privileges of employment.

1. Local 1245 recognizes that the City has a legal obligation to maintain the privacy of medical information pertaining to an employee's medical condition and/or disability, and also an obligation to meet with the individual employee to be accommodated before any adjustment is made in working conditions. If the employee requests and consents to Union notification and involvement, Local 1245 will be notified of its right to participate in the interactive process meeting to discuss these proposed accommodations prior to a final decision by the City.

2. Any accommodation provided to an individual protected by the ADA shall not establish a past practice, nor shall it be cited or used as evidence of a past practice in the grievance/arbitration procedure.

3. Prior to disregarding any provision of this Agreement in order to undertake reasonable accommodations for an individual protected by the ADA, the City will provide Local 1245 with written notice of its intent to disregard the provision and will allow Local 1245 the opportunity to discuss options to disregarding the Agreement, provided that the employee consents to the disclosure of their need for accommodation.

C. Complaints of discrimination or harassment shall be made pursuant to City Administrative Rule 2.21 and are not subject to the grievance and arbitration procedures of this Agreement.

1.4. DUES, UNION SECURITY

A. Except as otherwise provided by law, the City and Local 1245 agree that pursuant to Government Code Section 3502.5 and all other applicable laws and statutes including SB 866 , all employees within the recognized unit may elect to join Local 1245 or pay Local 1245 a fair share service fee in an amount which shall not exceed the standard initiation fee, monthly dues, and general assessment of Local 1245. The Union shall notify the City of any employee who is a member of Local 1245 who has applied for membership or who elects to pay a fair share service fee and that has given Local 1245 written authorization for deduction of unified dues, initiation fees and general assessments to Local 1245.

B. All other provisions of Government Code Section 3502.5 shall be complied with by the parties. Local 1245 shall also comply with the provision of Government Code Section 3502.5 (f), requiring maintenance of itemized records of financial transactions and making available to the City and employees who are members of the organization, within sixty (60) days after the end of its fiscal year, a detailed written financial record in the form required by law.

C. Upon Local 1245 notification to the City of written authorization by an employee and, the City agrees to deduct from the accrued wages of each employee after all other required deductions have been made, the sum certified DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 7 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

as semi-monthly Union dues, fees, and assessments, and deliver the sum to Local 1245. On a bi-weekly formula basis (twenty-six (26) pay periods per year.

The amount authorized to be deducted as dues and fees are determined solely by Local 1245 but may be changed not more than once each fiscal year, and the amount authorized to be deducted as assessments, if any, may be established not more than twice each fiscal year. Such changes and establishments, including processing of new fee deduction authorization, will be made by the City not later than thirty (30) days following written notice of the change or establishment.

D. Local 1245 shall indemnify and save the City harmless against any and all claims, suits, costs, legal expenses, and any other forms or liability that may arise out of or by reason of action taken in reliance upon such individual authorization forms or by reason of the City's compliance with the provisions of this Section.

E. At the time of hire into a position within the bargaining unit, the City shall provide each new unit member a copy of this Agreement. Within fifteen (15) calendar days following each unit member's date of hire or placement in unit, the City shall notify, in writing, Local 1245 Business Representative of said employee's name, address, position title, and date of hire.

1.5. UNION ACTIVITY

A. Except as provided in this Agreement, employees shall not engage in Union activity during working hours.

B. In no event shall any Union representative leave their work for grievance purposes without first notifying and obtaining the approval of the immediate supervisor.

1. The immediate supervisor shall promptly approve such request unless the absence of Local 1245 representative would have an adverse effect on the operations of the unit.

C. Union representatives may confer between or among themselves or with other bargaining unit employees during working hours on City premises for a reasonable length of time, provided permission is obtained in each instance from Local 1245 representative's immediate supervisor and the immediate supervisor of any other bargaining unit employee involved.

D. Consistent with applicable state law, the City will permit one (1) Union representative to address new hires in the bargaining unit during the scheduled new hire orientation session. Local 1245 representative will be given no less than one half -hour during which to speak with new hires in order to present administrative information to new employees regarding contact information, Union programs available to City employees, and membership information.

E. The City will provide the Union with adequate bulletin board space for the DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 8 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

purpose of posting thereon matters relating to official Union Business.

Union bulletin boards will be installed in IBEW work locations, as agreed upon by the Union and the City. The Union shall not post political, derogatory, or offensive material (includi ng any material that might contribute to an alleged violation of the California Fair Employment and Housing Act). If any such material is posted, the City will contact the Union representative for removal. The Union will promptly respond.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 9 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

1.6. LOCAL 1245 LEADERSHIP AND STEWARD LEAVE TIME

A. Upon request of Local 1245, and consistent with state law, the City shall grant employees a leave of absence without loss of compensation or other benefits to serve as stewards, officers or delegates of the Local 1245, or of any statewide or national employee organization with which the Local 1245 is affiliated.

B. Local 1245 request may be for full-time, part-time, periodic, or on an intermittent basis, and shall be specified in the request. Requests shall be made at least (i) two weeks in advance for leave requests of five (5) or less days and (ii) thirty (30) calendar days in advance for leaves in excess of five (5) days. Requests shall be directed to the Human Resources Director or their designee unless otherwise agreed to between the City and Local 1245.

C. During the leave, the City shall fund the retirement contributions required of the City as an employer and as specified in the MOU. The employee shall earn full-service credit during the leave of absence and shall pay their contributions as specified in this memorandum of understanding.

D. Local 1245 shall reimburse the City for all compensation paid to the employee on leave unless otherwise specified by this memorandum of understanding.

Reimbursement by Local 1245 shall be made within 30 calendar days after receipt of the City’s certification of payment of compensation to the employee.

E. The leave provided under this section shall be in addition to any leave to which an employee may be entitled by other laws or by this memorandum of understanding and shall not service to invalidate any provision of this memorandum of understanding.

F. At the conclusion or termination of the leave, the City shall reinstate the employee to the same position and work location held prior to the leave, or, if not feasible, a substantially similar position without loss of seniority, rank, or classification.

G. The City shall not be liable for any acts committed or omitted, or injuries suffered by the employee which occur during the course and scope of the employee’s leave under this section. If held liable, the Union shall indemnify and hold harmless the City for any such acts.

H. The Union has no obligation to use leave under this section for an employee and may terminate that leave at any time, for any reason.

1.7. SUBCONTRACTING
A. The City reserves the right to contract out and/or subcontract work to the extent permitted by law. However, the City shall not contract or subcontract work normally and customarily performed by bargaining unit employees covered by this Agreement when, in either case, to do so results in bargaining unit employee(s) suffering a loss of employment with the City, a DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 10 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

reduction in regularly scheduled work hours, a reduction in benefits which related to regularly scheduled work hours, or a reduction in base wages.

B. Notwithstanding Section A, above, the City retains the right to consolidate or share operations with other public jurisdictions and/or join or create joint powers authorities. The City shall meet and confer with Local 1245 over the terms and conditions of employment of all bargaining unit employees who may be impacted by such consolidation or sharing of operations prior to the implementation thereof.

C. The Human Resource Department shall provide to Local 1245 on a semi- annual basis:

A current report listing all temporary employees being employed by the City.

For the purpose of this Section, "Temporary Employees" shall include temporary employees, volunteers and contractors performing Local1245 related work. The list shall state the name of the Temporary Employee, department/division, date of initial employment, job description and title, and the fund from which the employee is paid (there may be cost recovery from other funds through the cost allocation plan).

D. The City shall use best efforts to use Temporary Employees to perform IBEW related work only for limited duration work needs.

E. The City shall utilize current active eligibility lists for both permanent and temporary assignments beyond immediate short-term needs.

F. The City shall initiate recruitment for regular employees for budgeted vacant unit positions within ninety (90) days, or up to one hundred and twenty (120) days of the vacancy for positions that are deemed to require any class specification revisions or modifications. In the event a Department delays initiating such recruitment for reasons not specified herein, the City will so advise Local 1245 of the reasons for the delay in writing. Notwithstanding the foregoing, the City retains the right to determine not to fill a budgeted vacant unit position and will provide notice of such decision to Local 1245 as required under this provision .

G. Unless otherwise specified in this Agreement, w hen there is an active certified Register of Eligibles for a budgeted vacant position, the City shall interview all candidates on the list prior to pursuing alternate means of having necessary work performed.

1.8. COOPERATIVE COMMITTEE

A. Introduction

The City and Local 1245 recognize the need for cooperation to improve performance for mutual welfare and public benefit. To foster cooperation, the parties shall create a committee to effectuate these goals.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 11 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

B. Method of Cooperation

1. Cooperative Committee

The parties shall create a Cooperative Committee. The Committee will consist of an equal number of members not exceeding three (3) individuals representing the City and Local 1245. Each party will designate their three (3) representatives. The Committee will meet once every three (3) months. A representative from the City and from Local 1245 will jointly develop an agenda one week prior to the meeting. The agenda shall be distributed the Friday before each meeting. The parties will discuss those topics listed on the agenda.

That does not preclude either party from bringing up items at the meeting to be placed on future agendas.

a. Employees attending such meetings shall be paid at their regular rate of pay for all time absent from their regularly scheduled work while attending such meetings.

2. The Minutes of Cooperative Committee Meetings

a. Minutes will be kept of each Cooperative Committee meeting.

Copies of the meeting's minutes will be furnished to all Committee members for a five (5) day review period. The minutes will then be distributed to Local 1245's Business Representative, City Department Heads and the City Manager.

Copies of the meeting's minutes will also be posted in the Human Resources Department for a period of ten days
following the meeting.

b. From time to time, matters of a confidential nature may be discussed at these meetings. It is agreed that reference to such matters may, at the request of either party, be removed from the minutes, which are distributed. Such confidential matters, however, will be noted and records will be kept in the Human Resources Department.

C. Meeting Procedures to be Followed by Cooperative Committee

1. It is the intention of the parties that these Committee meetings be informal. The parties will attempt to hold these meetings in a round table manner and will consider proposals of any Committee member, as agendized, aimed at improved performance, mutual welfare and public benefit.

However, on any matters that fall within the scope of bargaining [Gov't DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 12 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

Code § 3504] those issues will be dealt with per the MMBA.

1.9. PART-TIME EMPLOYEES

A. In order to share in one -half (1/2) of all the benefits available to full -time employees, any regular, part -time employee shall be assigned to work a minimum of twenty (20) hours per week. However, the foregoing provision does not apply to hourly employees, including , but not limited to, students, and school crossing guards.

B. Part-time employees working in classifications covered by this Agreement shall be eligible to receive the appropriate overtime rate set forth is Section 2 of the MOU for hours worked in excess of (i) the greater of (x) eight (8) hours in a day or (y) their regular shift for that day, and/or (iii) forty (40) hours in a week. I f a part-time employee works on their regular day off, they will be paid straight time for all hours worked on such day unless and until they work fort y (40) hours in the applicable wo rk week .

C. Part-time employees shall also receive any general wage, cost of living, or equity adjustments agreed to by the parties under the same provisions applicable to regular status employees.

D. All benefits provided by this Agreement other than those benefits specifically listed below shall be prorated based on the ratio of an employee’s average regularly scheduled weekly hours to the regularly scheduled weekly hours of a full-time employee. For example, an employee with an average regularly scheduled work week of thirty-two (32) hours would have benefits prorated at eighty percent (80%) of the benefits available to a full-time employee. This number would be arrived at by calculating the ratio of 32 to 40 hours per week which is equal to eighty percent (80%).

E. Part-time employees shall receive the same dental, vision, long-term disability insurance, life insurance, employee assistance program benefits, and medical insurance flex benefits as full-time employees.

F. Attached hereto as Appendix B (Letter of Agreement 5/29/2019) are definitions of the employment statuses utilized by the City.

1.10. VALIDITY OF AGREEMENT

In the event that any provision of this Agreement shall at any time be declared invalid by a decision of any court of competent jurisdiction or administrative agency, such decision shall not invalidate the entire Agreement. Within 90 days of such decision coming into effect, upon request of either party, the City and Union will meet and negotiate whether a side letter agreement regarding the invalidated provision is appropriate. All other provisions not so declared invalid shall remain in full force and effect.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 13 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

1.11. SUPREMACY CLAUSE

A. This Agreement supersedes any rules, regulations or practices of the City which are contrary to or in conflict with the terms and provisions hereof.

B. Where not negated or modified by the express provisions of this Agreement, the City Charter, Vallejo Municipal Code, Civil Service Commission Rules and Regulations and the Administrative Rules of the City shall apply.

1.12. AS NEEDED MEETINGS

Following ratification of this Agreement by Local 1245 and adoption by the City Council in accordance with the MMBA, the Human Resources Director and Local 1245 Business Representative or designee will meet on a quarterly or an as - needed basis regarding the review and discussion of unresolved p ersonnel and contract -related issues.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 14 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

SECTION 2

SALARIES

2.1. SALARIES

A. Water Treatment Plant Operators

1. 12 Hour, 10 Minute Shifts

a. The length of the shift for those Water Treatment Plant Operators who relieve a prior outgoing shift is 12 hours and 10 minutes.

b. Water Treatment Plant Operators who actually work a 12 hour and 10-minute shift will receive the 10 minutes at a 1.5 overtime rate.

Because the regular shift is 12 hours and 1O minutes and is not work in excess of the regular shift, no provision in this MOU regarding work over scheduled hours applies.

c. Notwithstanding any other provision in this MOU, the 10 minutes will be paid in overtime on regular paydays in the regular paycheck and will not be paid in compensatory time off.

d. Failure to arrive at work at the start of the 12-hour, 10- minute shift, will be treated as tardiness.

e. Employees must accurately report their work time.

B. Base Salary Increase

1. Effective the first full pay period following ratification of this Agreement by Local 1245 and adoption by the City Council, unit members shall receive a base salary increase of five percent ( 5%) annual base salary. In addition, due to salaries being below market, a three percent (3%) equity adjustment shall be applied to all classifications represented by Local 1245.

2. Effective the first full pay period following July 1, 202 5, unit members shall receive a base salary increase of five percent ( 5%) annual base salary.

3. Effective the first full pay period following July 1, 2026, unit members shall receive a base salary increase of five percent (5%) annual base salary.

C. In the event the City fails to provide a performance evaluation to an employee within sixty (60) days of their anniversary date, the employee will receive any step increase for which they are eligible.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 15 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

2.2. OVERTIME

A. Overtime is time worked that is authorized by order of competent authority and is in excess of the regularly scheduled hours.

B. Except in cases of emergency (as defined in Municipal Code Section 2.50.020), the City will give the employees involved reasonable notice of overtime to be worked. The City shall make good faith, diligent efforts to notify shift employees at least two (2) hours in advance of the commencement of mandatory overtime.

1. In circumstances in which the City offers overtime work on a voluntary basis, at the time it offers the overtime work, the City may restrict compensation for such overtime work to either overtime pay or compensatory time off. If the overtime work is mandatory, employees may elect to receive compensation of such mandatory overtime work as either overtime pay or compensatory time off. In either case, the City retains the right to approve the usage of any accrued compensatory time off.

2. Overtime for shift employees who work over their normal scheduled shift on an actual, not observed, holiday will be calculated at twice the employee's regular straight time pay rate.

3. Employees may accrue compensatory time off in accordance with the provisions of the Fair Labor Standards Act (FLSA). In the absence of application of the FLSA to local government, employees may accrue a maximum of 240 hours of compensatory time.

D. Subject to ability to perform work, the City shall equalize overtime opportunity among the employees within the job classification. As soon as administratively possible, in departments and divisions for which a need to clarify the overtime distribution has been identified, leadership for those identified departments/divisions shall meet and confer with Local 1245 or its appointed designee(s) to determine a methodology for equitably distributing overtime specific to each department/division and its historic workload. At a minimum such a methodology shall address:

1. How overtime is offered to the group (call, text, preferred phone numbers etc.),

2. The tracking of overtime hours offered, refused and actually worked,

3. The creation of a weekly or bi-weekly list sequencing the order of equitable offering of pre-arranged and emergency overtime based on an employee’s DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 16 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

total number of accumulated overtime worked,

4. How mandatory overtime will be distributed,

5. An overtime tracking period of one (1) fiscal year after which the overtime hours are zeroed out.

E. Employees who have completed a regular work shift and are called back to work shall be paid at the overtime rate and shall be paid a minimum of two (2) hours.

If an employee receives multiple calls during a minimum two (2) hour period, the employee will be paid additional compensation only for time worked beyond the minimum (2) hours and will be paid overtime consistent with this provision for such hours worked. If, after the employee has completed their callback assignment(s) and has been released, they receive an additional call that occurs outside of the prior two (2) hour minimum period, they shall receive an additional minimum of two (2) hours of overtime pay. Employees shall not receive callback pay for hours that fall during their regular work shift.

F. Overtime worked, whether payment is made or time off is taken, shall be calculated to the nearest one-half (1/2) hour, with the exception that employees who work one (1) to fourteen (14) minutes of overtime shall be paid for one- quarter (1/4) hour.

G. Phone Calls Not Requiring Return to a Work Location

1. Assuming an employee receives an office work-related phone call during non-working hours, the City agrees to compensate said employee for the actual minutes worked at the appropriate overtime rate. Time worked will be rounded to the nearest quarter hour in which they are on the phone or handling work that is related to the phone call.

2. The breakdown will be calculated as follows:

a. Actual time worked between 1-14 minutes shall be paid 15 minutes overtime.

b. Actual time worked between 16-29 minutes shall be paid 30 minutes overtime.

c. If actual work time exceeds one-half hour, the City shall compensate at the appropriate overtime rate of pay for actual hours worked pursuant to F. above.

2.3. HOLIDAY PAY - SHIFT EMPLOYEES

A. The following classifications shall be allowed fourteen (14) days of annual leave, or the same number of days that the other bargaining unit employees receive, in lieu of holidays. The classifications are:

1. Communications Operator I & II;

2. Communications Supervisor;
DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 17 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

3. Crime Scene Investigator I & II;

4. Maintenance Worker I & II (only when assigned to bridge operations)

5. Police Assistant;

6. Police Clerk;

7. Police Records Supervisor;

8. Senior Crime Scene Investigator;

9. Senior Police Assistant;

10. Senior Water Treatment Plant Operator;

11. Water Treatment Plant Operator;

12. Water Treatment Plant Supervisor;

13. Water Treatment Plant Operator Trainee I & II;

14. Water Treatment Regulatory Compliance Officer;

B. Eight (8) holidays shall be taken as annual leave. At the employee's discretion up to six (6) days, plus any additional days which might be granted to the other bargaining unit employees, shall be paid at time and one-half, in one (1) lump sum, between December 1st and December 15th of each year, during the life of this Agreement.

C. The following shall be used to prorate the amount of holiday leave that can be converted to cash for employees working less than a full calendar year:

1. Hired between January and March eligible to sell back up to forty-eight (48) hours of annual leave (100% buy-back).

2. Hired between April and June eligible to sell back up to thirty-six (36) hours of annual leave (75% buy-back).

3. Hired between July and September eligible to sell back up to twenty-four (24) hours of annual leave (50% buy-back).

4. Hired after September 30 eligible to sell back up to twelve (12) hours of annual leave (25% buy-back).

D. When an employee moves from a classification or shift subject to this subsection to a classification or shift covered by the leave accrual provisions of Article 5 and such employee’s accrued leave balance exceeds the accrual cap applicable to their new classification or shift, all accrued leave hours in excess of the new cap shall be cashed out and paid to the applicable employee within two pay periods of the change.

2.4. STAND-BY

A. When assigned standby duty, the employee shall be compensated one (1) hour of pay at the employee's regular base rate of pay for each eight (8) hours of standby duty. Employees assigned to standby duty for twenty-four (24) continuous hours, shall receive one (1) additional hour of pay at the employee's regular base rate of pay.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 18 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

B. An employee who is assigned to standby duty shall:

1. Keep the on-duty supervisor informed at all times where he/she may be reached by telephone; and

2. Be available to report within a reasonable time in the event of a call out.

C. An employee assigned to standby who fails to comply with the telephone and availability conditions shall not receive standby compensation for the standby period.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 19 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

SECTION 3

BENEFITS

3.1. RETIREMENT

A. The California Public Employees' Pension Reform Act ("PEPRA"), which took effect in January 2013, changes the way that California Public Employees Retirement System ("CalPERS") retirement benefits are applied, and places compensation limits on members.

B. Retirement Benefit Plan

1. Classic Members

a. For employees deemed to be "classic" or "legacy" members according to CalPERS, the City agrees to continue its contract with CalPERS providing the 2.7% at 55 plan, pursuant to California Government Code Section 21354.5, subject to the provisions contained herein. This group is referred to herein as "classic members”.

b. The Classic employee contribution rate is currently 9% of PERSable compensation (8% statutory employee contribution plus 1% pickup of the employer rate). Such amount shall be deducted from the employee’s paycheck. The parties understand that this provision must be implemented for all non-safety personnel at the same time.

c. The City shall exercise its best efforts to extend the provisions of section 414(h)(2) of the Internal Revenue Code (IRC) to deductions of employee compensation covering the employees’ share of the CalPERS contributions.

d. The City shall continue to contract with CalPERS to include twelve (12) highest paid consecutive months in computing retirement consistent with the California Public Employees’ Retirement Law (PERL).

2. New Members

a. For employees deemed to be "new" members according to CalPERS, the provisions of PEPRA shall apply, and the
retirement formula shall be 2% at 62. This group is referred to herein as "PEPRA" members.

b. The new employee contribution rate shall be ½ of the normal cost of their pension benefit, as required by California Government Code section 7522.30(c).

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 20 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

c. The City shall continue to contract with CalPERS to include the average of the highest paid thirty-six months of compensation for PEPRA member retirement benefits consistent with the
California PERL.

C. Regardless of Pension Formula

1. All employee contributions required by CalPERS shall be made by the City by deducting the amount of the total CalPERS employee contribution from the salary of the employee. The City shall implement the provisions of section 414(h)(2) of the IRC for the employee contributions deducted from the salary of employees. This shall not be construed as a guarantee by the City of the existence or continuation of any tax benefits arising from this section of the IRC, nor shall the City indemnify any employee against any loss that may result from any different interpretation, change or elimination of the relevant sections of the IRC.

2. The City shall continue to contract with CalPERS to provide for conversion of unused sick leave to service credit upon an employee's retirement.

3. The City shall continue to contract with CalPERS to provide that bargaining unit members may "buy back" time served on active duty with the United State military and hourly temporary workers prior to employment with the City according to CalPERS rules and regulations on a cost-neutral basis to the City.

D. Retirement Death Benefit

1. Upon ratification of the Addenda to the Agreement, the City shall amend its miscellaneous contract with the Public Employees' Retirement System to implement Section 21622 - Retirement Death Benefit. This benefit increases the death benefit for PERS retirees from $500 to $600.

2. Effective as soon as practicable after adoption by the City Council, the City shall amend its contract with PERS to include the Violent Death Benefit and the Pre-Retirement Option Settlement 2W Death Benefit as set forth in Government Code Section 21540.5.

3.2. GROUP HEALTH INSURANCE

A. The City will provide to all employees and eligible dependents and to all eligible retiree-annuitants the CalPERS Health Benefits Program

1. Current Employees

a. Effective the first full pay period following ratification by Local 1245 and approval by City Council of this MOU, the City shall cap its PEMHCA contribution toward medical premiums for DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 21 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

employees and eligible dependents at the PEMHCA minimum contribution. 1 The City shall supplement the direct PEMHCA contribution in an amount that, together with the direct PEMHCA contribution shall not exceed 80% of the Kaiser
North rate for each level of participation - single, single plus one dependent and single plus two or more dependents. This supplemental amount shall be provided to employees in a Section 125 Cafeteria/Flexible Benefits Health and Welfare Plan.

i. For example, if the Kaiser family rate is $1000 per month and an employee with family coverage chooses a non-
Kaiser plan costing $1500 per month, the City will pay the PEMHCA minimum contribution of $157 directly to PERS.

The City will also pay $643 into a Section 125 Cafeteria Plan, which the employee may use towards the payment
of medical premiums or other benefits authorized under
Section 125. In this scenario, the total amount the
employee may apply towards medical premiums is $800
(equal to 80% of the Kaiser premium). The employee
shall be responsible for paying $700 (the difference
between the selected plan and the maximum City
contribution) each month.

2. Retiree-Annuitants

a. Eligible retiree -annuitants will be those retired City employees who meet the requirements of CalPERS retirement. The City shall continue to participate in the retiree -annuitant portion of the Public Employees Medical and Hospital Care Act
("PEMHCA") as provided for in Government Code Section
22857, unless and until such time that it negotiates its withdrawal. Retiree -annuitants will continue to receive the same direct PEMHCA City contribution as active employees (i.e., the PEMHCA minimum). The City's contribution to the flexible benefits plan for active employees shall not be considered part of the City's PEMHCA contributions.

b. Alternative Retirement Health Savings Program

i. For Employees Hired on or after July 1. 2014.

1 The PEMHCA minimum employer contribution for 2024 is $157, subject to annual adjustments by PERS.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 22 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

(1.5%) of the employee's base monthly salary. This
contribution to the RHSP for all post-July 1, 2014 hires shall be retroactive to the employee's date of hire, and all accrued contributions shall be placed in the selected RHSP for each participant. Employees hired on or after
July 1, 2014, shall not participate in the retiree-annuitant portion of the PEMHCA.

ii. For employees Hired Prior to July 1.2014 -
Irrevocable election and waiver.

In order to participate in the RHSP, employees hired prior to July 1, 2014 must exercise a one-time irrevocable
election and waiver by October 31, 2016 (or within thirty (30) days of transfer into a classification represented by Local 1245), in which the employee must either (1)
continue participating in the retiree-annuitant portion of the PEMHCA. or (b) receive the one-and-one- half
percent (1.5%) RHSP contribution by the City, which
shall be retroactive to October 1, 2015. An employee's
receipt of benefits under the PEMHCA will depend on
whether the City remains in PEMHCA at the time of an
employee's retirement. PEMHCA benefits will be granted
to a retiring employee if statutorily required.

The City and Local 1245 shall hold joint employee
explanation meetings prior to October 31, 2016, in
order to explain the impact of an employee irrevocable
election waiver.

(A) Pre-July 1, 2014, Hires Continuing Participation in Retiree-Annuitant Portion of PEMHCA:

(1) Upon retirement the employee shall
receive the PEMHCA benefits in an
amount commensurate with active
employees.

(2) Effective November 1, 2016, the amount of
the PEMHCA benefits shall be the
PEMHCA minimum in effect at the time of
retirement.

(3) Upon retirement, the employee shall also
receive any additional post- employment
benefit amount as determined by
Resolution No. 16-118 N.C. of the City
Council.

(B) Pre-July 1, 2014 Hires Choosing the 1.5% RHSP
Contribution in lieu of PEMHCA:

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 23 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

(1) Employees who choose to receive the one-
and-one-half percent (1.5%) RHSP
contribution, which shall be retroactive to
October 1, 2015, in lieu of PEMHCA, shall
execute a waiver form giving up any right to
receive any other retiree medical
contribution from the City, including but not
limited to:

(a) Participation in the retiree- annuitant
portion of the PEMHCA; and

(b) Any post-employment contribution
by the City made directly to the
employee or on the employee's
behalf towards PEMHCA.

(2) If the City remains in PEMHCA, however,
employees who chose the RHSP in lieu of
PEMHCA will receive PEMHCA benefits in
an amount commensurate with active
employees, if statutorily required. Those
employees will also have access to the
amounts in their RHSP accounts which the
City has funded since October 1, 2015.

(3) Effective November 1, 2016, the amount of
the PEMHCA benefits, should they be
statutorily required, shall be the PEMHCA
minimum in effect at the time of retirement.

iii. Employees who have RHSP accounts and whose account funds were held in a low-interest account prior to the
transfer of such funds to ICMA will receive a one-time, lump sum contribution into their RHSP accounts equal to

5.0% of the value of their account, per year compounded over each employee’s years in membership in the RHSP
up to a maximum of four (4) years. These contributions
are in settlement of any outstanding claims related to
alleged losses suffered by employees while funds were
held in a low-interest account.

3. Waiver: An employee may waive City health care coverage upon verification of coverage from another source. An employee who waives coverage shall receive $400 per month in a cash payment.

B. Health & Welfare Committee

1. In the event that the City wants to explore leaving CalPERS medical DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 24 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

during the term of this Agreement, a committee will be formed for the purpose of finding a suitable alternative. Representatives from all four (4) bargaining groups (CAMP, IBEW, VPOA, and IAFF, Local 1186) will be invited to participate.

2. The committee will work towards consensus in all decision making.

Minimum requirements from all bargaining groups will be submitted to the committee for consideration. The committee will take those minimum requirements into account when considering alternate health care insurance.

3. If unable to reach consensus on staying in/withdrawing from PEMHCA, each individual bargaining group shall have the option of taking the identified alternate choice(s) for a vote of their membership, or to stay in their current PEMHCA plan as authorized by the separate health resolutions the City has on file with CalPERS for each bargaining group.

4. If any of the bargaining groups decides to change, there will be at least one (1) portable plan for current retirees and future retirees who move, or have moved, out of state.

5. Actives and retirees will have access to the same health benefit provider(s) and the same levels of coverage.

6. If the City acquires information that changes the fiscal viability of withdrawing from PEMHCA, and the City does not have time to take the information back to the committee for review, the City has the right to make the final determination to remain in PEMHCA without meeting and conferring. The City agrees that it will not withdraw from PEMHCA without first meeting and conferring with each of the individual bargaining groups.

C. High Deductible Health Care Plan

1. In addition to current plans, upon ratification by Local 1245 and approval by City Council of this MOU, the City and Union shall meet upon request to explore options for a High Deductible Health Care Plan (HDHP) with substantial City savings, using savings to supplement employer Health Savings Account (HSA) contributions.

3.3. OPTICAL AND EYEGLASS PLAN

A. The City shall provide an optical and eyeglass plan with benefits for all employees and their dependents as follows: an eye examination, lenses, and frames will be available every twelve (12) months, with no deductible. Tinted lenses will be covered under this program at no extra cost to the employee in accordance with the benefit levels defined by the optical/eyeglass plan carrier.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 25 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

3.4. DENTAL PLAN

A. The City shall continue the existing dental plan for employees and their dependents, and pay the full premium cost associated with the plan. The annual benefit maximum shall be $2,000 for out of network benefits and $2,100 for in network benefits per person, per calendar year.

The City shall provide an orthodontic plan with fifty percent (50%) coverage to a lifetime maximum of $2,000, for employees and eligible dependents, and with eligibility criteria which covers dependent children up to the age of 23 years, who are not married, not in the military, and do not have to be students.

3.5. LIFE INSURANCE

A. The City shall provide a life insurance plan, which shall consist of the basic amount of life insurance at $40,000 and AD&D coverage at $40,000.

3.6. GROUP DISABILITY INCOME PROTECTION

A. The City shall maintain a plan for group disability income protection.

1. The plan shall be subjected to the following major limitations:

a. The waiting period shall be sixty (60) calendar days from the date of injury or illness, at which time benefits shall become payable.

b. The amount of income protection shall be sixty percent (60%) of the employee's monthly salary at the time of disability and shall be paid in addition to any benefits which may be payable under the Workers' Compensation Laws.

c. In no event shall the total benefits payable to the employee exceed one hundred percent (100%) of their salary at the time of disability.

d. The City shall endeavor to ensure that the employee receives payment due him or her no later than one (1) month following being put on disability, and at least monthly thereafter until the termination of such disability.

2. All other limitations and provisions of the plan, and any other changes in the present plan, shall be as mutually agreed between the City and Local 1245.

3. While an employee is covered under this group disability plan and during any waiting period under such plan, the City shall continue to pay its portion of premiums for health, dental, and life insurance plans not to exceed two (2) months as provided for in this Agreement.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 26 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

4. If a premium is required for this plan, the City shall contribute the full monthly premium.

5. The City shall provide counseling and assistance to any employee regarding eligibility and application for benefits available under this plan.

B. An employee who sustains an injury on the job may file a claim for Workers' Compensation benefits. Leave shall be granted in accordance with applicable regulations for a period not to exceed ninety (90) continuous working days following the date of injury. Depending on the employee's medical condition, the employee may be required to return to work on modified duty or may be cleared to return prior to the expiration of the ninety (90) days, or afterwards.

While on this leave, the employee shall continue to receive pay and benefits, including base salary excluding differentials. The City shall also continue to pay the employer portion of the health insurance and CalPERS and all other benefits, but the employee shall not accrue sick leave or annual leave and the employee must continue to pay the employee portion of health benefits.

Upon termination of the above stated time limits, if the employee remains disabled, the employee shall be placed directly on State Disability.

C. An employee who has an injury sustained on the job shall have the employer's share of their premiums for health, dental and life insurance paid for by the City during the period of their disability for not more than one (1) year from the date of such injury. The employee must continue to pay the employee's share of the premiums.

3.7. SOCIAL SECURITY AND DEFERRED COMPENSATION

A. The City will continue to participate in Social Security.

B. The City shall continue to make available to the employees the existing deferred compensation plans. The program will be funded solely by employee contributions.

3.8. EMPLOYEE ASSISTANCE PROGRAM

The City will provide an Employee Assistance Program. Such a program will provide to each employee a total of five (5) visits per calendar year. Said visits may be utilized by employee dependents.

3.9. SPECIAL UNIFORMS AND TOOLS

A. All employees, except those covered by Section 3.9(B), 3.9(C) or 3.9(D) below, who are required by the City to purchase and use special uniforms and/or special equipment shall be reimbursed for the reasonable purchase price by the City

The City will be responsible for the reasonable replacement cost of such DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 27 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

uniforms and/or tools only when the need for such replacement does not arise out of the employee's negligence or carelessness.

B. Communications Operators, Communications Supervisors, Crime Scene Investigators, Fire Prevention Inspectors, Landscape Inspectors assigned to weed abatement, Police Assistants, Police Clerks, Police Records Supervisor and Senior Police Assistants, and Senior Crime Scene Investigators required to wear a uniform by the City shall be eligible to receive, as of the first full pay period ending December 27, 2014, up to $720.00 per fiscal year for the purchase and replacement of articles of uniform apparel required by the City. This shall be reimbursed to employees bi-weekly for regulation items of uniform and personal equipment that the Police Department requires to be worn as a condition of employment.

1. The uniform payment shall be increased in addition to this amount specified herein above, annually on July 1 of each year commencing on July 1, 2000, by the amount of the Consumer Price Index, U.S.

Average, All Urban Consumers, Men's and Boy's Apparel, for the previous year measured to April preceding the effective date.

2. Said payment is a reimbursement for costs associated with the purchase and replacement of articles of uniform apparel required by the City during the period for which payment is made.

D. The tool allowance is for the purpose of purchase and replacement of hand tools and for the purpose of acquiring additional tools brought about by changes in technology. The tool allowance specified below shall be established as a voucher reimbursement system. An employee desiring to purchase a tool shall receive a voucher from the City. The employee would then give the voucher to a tool vendor approved by the City. The vendor shall complete the voucher and then submit it to the City for payment. The maximum payment under this voucher system in any fiscal year shall be the amount of the allowance specified below.

1. The following classifications shall be eligible for said tool allowance in the amounts listed:

a. Equipment Mechanic II - $731.93 per year

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 28 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

b. Equipment Mechanic I, Utility Mechanic 1/11, Electrician and Traffic and Lighting Technician I/II - $365.96 per year

2. The City shall be responsible for the reasonable replacement cost of stolen tools only when the need for such replacement does not arise out of the employee's negligence or carelessness.

3. The voucher tool allowance specified above shall be increased in addition to the amount specified herein above annually on July 1 of each year commencing on July 1, 1998 by the amount of the Consumer Price Index, U.S. Average, All Urban Consumers, for the previous year measured to April preceding the effective date.

4. The Said tool voucher allowance is a reimbursement for costs incurred by employees during the period for which payment is made.

5. Said tool voucher allowance shall be available beginning July 1 of any fiscal year.

E. Employees shall be provided City identification cards when necessary.

F. Boot Allowance - Employees in classifications identified by Human Resources and the Union as being classifications that are exposed to conditions that result in the requirement of CCR Title 8 §3385 to wear appropriate foot protection shall be eligible to receive a reimbursement up to $300 per fiscal year for the purchase and repair of required appropriate foot protection which meet the ANSI specifications.

3.10. EDUCATIONAL REIMBURSEMENT

A. Upon proof of satisfactory completion, which is defined as a "C" or better or "Pass" in a pass/fail course, the City shall reimburse the employee for one hundred percent (100%) of the costs incurred in the pursuance of educational courses subject to the following limitations:

1. Reimbursable items include textbooks, materials, fees and/or tuition, which are required for the course.

2. All expenses claimed must be accompanied by appropriate receipts.

3. Courses or subjects covered will be job-related in that they:

a. Directly relate to present job

b. Directly relate to a position to which the employee could be promoted.

4. All courses covered and expenditures made by this Agreement must be approved in advance by the employee's department head and the Human Resources Director.

5. To be eligible for reimbursement the courses must be offered through DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 29 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

an accredited college, university, community college or vocational schools.

6. Courses that do not directly relate to the job, i.e., safety courses, management courses, etc., qualify if they are approved in writing by the department head and Human Resources Director .

B. Expenditures under this program shall not exceed $10,000 per fiscal year subject to a maximum of $800 per individual employee for the term of this Agreement; funds will be allocated on a "first come, first served" basis.

C. The City shall encourage career growth and provide counseling to employees.

Cross training shall be encouraged. On-the-job training and appropriate experience shall be considered and applied in evaluating employees for promotion.

D. Dispatcher POST Training: the City will allow Communications Dispatchers to attend POST training courses that are necessary to obtain and maintain certifications and/or to perform duties that the City may require. The City will pay for required travel costs related to POST training courses as specified in the City's travel policy. The City will pay the cost of educational materials related to POST training courses by either the City purchasing materials in advance or by the employee receiving reimbursement for materials they are approved to purchase on their own.

3.11. STATE DISABILITY INSURANCE

The City shall continue to participate in the California State Disability Insurance program (SDI). There will be no cost to the City for participation in SDI. Participation in SDI shall be through employee payroll deductions. This program is implemented by the City in accordance with the regulations set forth by the Disability Insurance Branch of the California Employment Development Department (EDD) - State Plan.

Employees who suffer a loss of wages when they are unable to work due to a non - work-related illness or injury, pregnancy or childbirth, or to care for a seriously ill family member or to bond with a new child, may be eligible for SDI benefits.

3.12. EXISTING BENEFITS

A. Except as otherwise provided in this Agreement, all existing benefits and agreements within the scope of representation which are presently enjoyed by bargaining unit employees and which resulted by reason of Ordinance, Resolution or written Administrative Rule shall remain in full force and effect except as provided for in subsection B below.

B. If the City wishes to change a matter within the scope of representation that is not covered by this Agreement, including any negotiable ordinance, resolution or written administrative rule, the City shall provide written notice to Local 1245 Business Manager or designee by personal service, and shall give Local 1245 an opportunity to request negotiations. If Local 1245 does not respond within fifteen (15) calendar days after receipt of notice, it will be deemed to have accepted such change absent legally justifiable DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 30 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

excuse.

C. Local 1245 is prepared to work with the City to create a more uniform benefits package .

3.13. INTEGRATION OF BENEFITS

If during any approved leave, including but not limited to FMLA, CFRA or PDL leave an employee is receiving some form of income replacement payment, including but not limited to State Disability Insurance (SDI), Paid Family Lave (PFL), Short Term Disability (STD), Long Term Disability (LTD) or Workers’ Compensation employee may (but shall not be compelled) to use available paid leave benefits (i.e., sick, annual leave, or CTO) to supplement the income replacement payment. The combination of income replacement benefits and salary received from use of accrued leave cannot be more than 100% of employee’s regular wages. If an employee elects to integrate leave under this provision, said leave will be integrated to provide 100% salary replacement (in combination with other income replacement) unless the employee specifies otherwise at the time they elect integration. If the employee wishes to change the integration percentage, they must provide the Human Resources Department with written notice of the requested change, which will be implemented as soon as administratively possible.

While the employee is on FMLA/CFRA/PDL or approved medical leave, the City will continue to pay its share of costs associated with the employee’s participation in its benefit plans in which the employee was enrolled before the start of the leave.

Unless an employee is receiving some form of income replacement, employees must use available leave banks while on an approved leave. If the absence is due to the employee’s own health condition, employees must use sick leave first. If sick leave is exhausted, employees may use comp time or other available leave banks. Once an employee has exhausted their leave banks, they may request to go on unpaid leave as set forth under Section 5.4.

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SECTION 4

COMPENSATION

4.1. MEAL ALLOWANCE

A. If the City requires an employee to perform unscheduled work on a workday for more than two (2) hours either prior to the start of their shift or beyond their regular quitting time, it will provide a meal. Thereafter, meals will be provided at intervals of four (4) hours for the duration of said work (so long as such work continues). It is understood that work efforts sometimes continue past the time a meal is due. Meals and the time to eat them will be provided upon completion of the work effort.

B. If the City call s out an employee to perform unscheduled work on a non - workday or after being released on a workday, it shall provide a meal every four (4) hours while such work continues.

C. An employee will be reimbursed on the bi-weekly payroll for the cost of each meal earned and taken up to the amount provided by the U.S.

General Services Administration (GSA) per diem rate for Vallejo, CA for the meal is being consumed. An employee shall receive appropriate reimbursement for meals no later than ten (10) days after the expenditure has occurred.

D. If an employee who is entitled to meals at the City’s expense does not take any such meal, the City will, nevertheless, allow the employee an additional one half (1/2) hour with pay at the appropriate rate for each meal earned and not taken. Such overtime compensation in lieu of meals is not considered time worked for the purposes of calculating re st periods.

E. The assigned supervisor may determine the necessity of providing a meal at the job site, after consulting with affected employees. If this determination is made, a meal will be provided.

4.2. BILINGUAL PAY

A. If a Department Head has certified that an employee’s bilingual skills are job-related and necessary on a regular and frequent basis of once per workday and/or fifty percent (50%) of the time, and that employee has demonstrated their bilingual skills by taking and passing a proficiency exam administered by the Human Resources Department , deeming them certified as bilingual , that employee shall receive an additional premium of $75 to $100 per month, as follows:

1. Level I $75 per month if the employee has the demonstrated ability to converse in the second language and to read English and translate orally into the second language; or

2. Level II $100 per month if the employee has the demonstrated ability to converse in the second language and to read English and translate orally DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 32 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

into the second language, to read the second language and translate orally into English, and to write in the second language; and

3. The compensable second languages shall be limited to those required in the delivery of public services to the various target groups within the City of Vallejo (e.g., Spanish, Tagalog, American Sign Language).

4. If the employee and the Department Head certify that the employee's bilingual skills are no longer needed in the course of the employee’s work, or the employee is assigned to a position which no longer necessitates the use of the employee’s bilingual skills, the bilingual differential shall cease and the employee will no longer be expected to utilize said bilingual skills.

5. When receiving pay under this section, the employee may be called upon when necessary to translate communications as required by the Department Head.

6. This provision does not limit the City from exercising its rights set forth in paragraph A (1) above or (B) below to determine the operational need for bilingual services and/or the types of bilingual services offered by a particular Department.

B. The City may include or delete additional languages which qualify for bilingual pay. The Department Head shall have the discretion to increase or reduce the number of designated bilingual positions depending upon operational needs and other appropriate considerations.

4.3. CLASSIFICATION STUDIES

A. The City shall maintain up-to-date classification specifications for all positions within the bargaining unit and every position shall be allocated to the appropriate classification. As part of the classification system, the City shall also maintain career ladders for each classification. Career ladders improve the ability of the City to manage its human resources and permit the upward mobility of employees. It should be noted that career ladders are intended to illustrate potential career paths but are not intended to indicate salary, organizational, or supervisory relationships.

B. Classification Study

1. Employees shall have the right to request a study of their current position to determine if they are properly classified.

a. The City shall decide whether such study will be conducted; provided, however, that the City's decision to not conduct such study shall not be arbitrary, capricious or discriminatory.

i. Should such study not be undertaken, the employee who filed the request and Local 1245 will be informed in
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writing by the Human Resources Director or his designee within thirty (30) days of the written request for such study as to the precise reasons for the City's decision to not undertake such study.

ii. Should the City undertake such study, the Human
Resources Director will direct such effort to be
completed within forty -five (45) days from the date the Human Resources Department has received the
required packet of information contained in
the Position Description Questionnaire, which is
completed by both the employee and their
supervisor.

iii. Should such study be undertaken and result in no
change or a downward change in classification, the
employee who filed the request will be informed as to the precise reasons therefore by the Director or his
designee.

b. When, through the reclassification procedure, an employee is moved to a classification for which the maximum rate of the range is greater than the maximum rate of the range for the classification from which the employee was moved, such
employee, beginning with the start of the pay period
immediately following said move, shall be advanced to the nearest pay range step in the position to which he or she was moved which will result in an increase in such employee's regular straight -time rate of pay, but not less than $200.00 per year, and thereafter shall be governed by the pay range increments set forth for such classification.

c. When, through the reclassification procedure, an employee is moved to a classification for which the maximum rate of the range is less than the maximum rate of the range for the classification from which the employee was moved, such
employee shall continue to be paid the regular straight-time rate of pay he or she was receiving in the classification from which the employee was moved until such time as the
maximum rate of the range of the classification to which such employee was moved surpasses their then current rate, and thereafter shall be governed by the pay range increments set forth for such classification.

2. Prior to establishing and assigning a new classification, the Local 1245 Business Representative shall be notified. When a new classification is established and assigned to a bargaining unit, Local 1245 may file a request in writing with the Director for an explanation of why the new classification was assigned to a particular bargaining DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 34 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

unit. The Director or his designee shall respond in writing within thirty (30) days of receipt of Local 1245's request.

3. When an existing position is substantially changed in duties and responsibilities or allocated to a new classification, Local 1245 may file a request in writing with the Director or his designee for an explanation of the process by which, and the precise reasons for the change. The Director or his designee shall respond in writing within thirty (30) days of receipt of Local 1245's request.

4. If the duties and responsibilities of a classification have been changed substantially enough from the specifications in existence at the time this contract is signed or an award is issued to impact on the salary of that classification .

5. The parties agree that the subjects addressed herein are mandatory subjects of bargaining and are subject to the requirements of meeting and conferring in good faith in accordance with the Meyers-Milias-Brown Act.

4.4. CROSS-TRAINING PAY

Communications Operators I and II who are assigned by the Police Department to provide in-house training to employees in their assigned discipline shall receive $1.50 per hour for each hour in addition to their base salary when the Operators are providing training at the direction of the Department.

4.5. DIFFERENTIAL PAYS

A. Employees classified as Public Works Maintenance Worker I or II assigned to operate a street sweeper shall receive a five percent (5%) premium pay only for those hours the employee is actually operating and maintaining the street sweeper. This salary differential shall not apply during periods of time that the employee is not operating and maintaining the street sweeper, including paid leave or during the use of accrued compensatory time.

B. An employee who is assigned to apply pesticides shall receive a salary differential of five percent (5%) applied to their base salary above the salary step currently held for all hours during which the employee actually applied pesticides. Only those employees who possess a valid Qualified Applicator Certificate from the State of California Department of Food and Agriculture, who have the requisite knowledge and experience to safely and effectively apply the pesticide shall be eligible to receive this salary DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 35 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

differential. This salary differential shall not apply during periods of paid leave or during the use of accrued compensatory time.

C. An employee who is assigned to clean homeless encampments shall receive a salary differential of three percent (3%) applied to their base salary above the salary step currently held for all hours during which the employee actually cleans homeless encampments.

D. Class A or B License Differential

1. Employees in possession of a Class A or B license who wish to operate a vehicle requiring such a license for the City shall be required to sign a volunteer agreement and shall abide by the terms of that agreement.

2. Employees who are in possession of a valid California Class A or B drivers' license and who are required by the City to operate equipment requiring the possession of such license shall receive a two and one -half percent (2.5%) premium pay differential for each hour spent operating the equipment requiring the Class A or B license. The hourly overtime rate spent operating equipment requiring the possession of a Class A or B license shall be an employee's base rate of pay plus the differential.

Effective the first full pay period ending on August 7, 2015 , employees in a classification designated as "A" (Maintenance Worker IA, Maintenance Worker llA, Senior Maintenance Worker A and Equipment Operator A) will receive a two and one -half percent (2.5%) premium pay differential and will not be covered by the ab ove paragraph.

3. This subsection shall not apply to any employee in a classification requiring possession of a California Class A or B driver's license.

E. Equipment Mechanic II classification employees holding a Certified Smog Certificate shall receive a salary differential of five percent (5%) above the salary step currently held for all hours during which the employee actually is engaged in smog checking City vehicles. This salary differential shall not apply during periods of paid leave or during the use of accrued compensatory time.

F. The parties understand and agree that pay for Smog Certificate, Pesticide application and Street Sweeper are paid only during the time when the employee is actually performing the functions (e.g., employees who drive the Street Sweeper are paid the Street Sweeper differential only when they are assigned to operate the Street Sweeper).

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4.6. SHIFT DIFFERENTIAL PAY

A swing shift differential of seven percent ( 7%) shall be paid to each employee who works a regularly scheduled eight (8) hour or twelve (12) hour shift between the hours of 4 pm and 12 midnight. A night shift differential of ten percent ( 10%) shall be paid to each employee who works a regularly scheduled eight (8) hour or twelve (12) hour shift between the hours of midnight and 8 am.

An employee shall be eligible for shift differential pay if at least (i) five-eights (5/8) of their shift for 8-hour employees or (ii) seven -twelfths of their shift for 12-hour employees is after 4 pm or before 8 am. Eligible employees shall be paid the relevant differential only for the actual number of hours worked for which the shift differential pay is authorized. The relevant shift differential shall be in addition to the employee's current base salary. Part time or temporary employees are not eligible for shift differential.

4.7. COMMUNICATIONS OPERATORS DIFFERENTIAL PAY

Communications operators who work a shift of a minimum of eight (8) hours and who are not relieved to take a lunch break, during those eight (8) hours, shall be paid an additional one-half (1/2) hour, per regularly scheduled work shift, of straight time pay in addition to their regular base salary, resulting in a total 8.5 hours of pay. This provision shall not apply if communication operators are permitted to eat at the dispatch console. This includes regularly scheduled and overtime shifts .

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SECTION 5
LEAVES

5.1. HOLIDAYS

A. For employees not subject to the Holiday Pay provisions of Section 2.3, the City will recognize the following fourteen (14) holidays per fiscal year (July 1- June 30) including two (2) floating holidays, shall be observed:

1. Independence Day, July 4th

2. Labor Day, First Monday in September

3. Indigenous Peoples’ Day, Second Monday in October

4. Veterans Day, November 11th

5. Thanksgiving Day, as set by the President or Governor

6. Friday after Thanksgiving Day

7. Christmas Day, December 25th

8. New Year's Day, January 1st

9. Martin Luther King, Jr., Day, as set by the President or Governor

10. Presidents' Day, Third Monday in February

11. Memorial Day, Last Monday in May

12. Juneteenth, June 19th

13. Two (2) Floating Holidays

B. Administration of Holiday Observance

1. A Holiday shall be eight (8) hours. A work week, for purposes of this Section, consists of seven (7) days, in which Day One is the first regularly scheduled day of work following an employee's regularly scheduled days off, and Day Seven is the last regularly scheduled day off.

2. If any of the above holidays falls on a Saturday, the previous Friday shall be observed. If any of the above holidays falls on a Sunday, the following Monday shall be observed. If the observed holiday falls on an employee's regular day off, the employee will be credited eight (8) hours of floating holiday.

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3. The City Council may declare other holidays by ordinance or resolution.

Floating holidays may be used at any time during the calendar year with supervisory approval. Supervisors shall not be arbitrary or capricious in denying an employee's request to use floating holiday leave. These floating holidays shall be used within the calendar year in which they are earned. If they are not used in the calendar year in which they were earned, the employee will be paid their base rate of pay for the floating holiday hours, in the last payroll period of the year.

4. Whenever an employee is granted and takes a holiday leave, the number of holiday leave hours to be paid that employee will be eight (8) holiday hours. Alternative schedule employees shall have eight (8) hours of holiday credited towards any holiday they take, and if the alternative schedule employee would like to supplement those eight (8) hours to receive pay for the normally schedule d hours on their alternative schedule, (i.e., two (2) extra hours for the 4/10 employee), the employee may supplement the eight (8) holiday hours with one (1) or more annual leave hours from the employee's annual leave bank.

5. Any FLSA non-exempt employee who is required to work on an observed holiday shall be paid a premium of two (2) times their regular rate of pay. All holiday call backs and holdovers are subject to a minimum of two (2) hours overtime per call back or holdover. "Shift" employees as defined in Section 2.3 are excluded from this provision.

5.2. ANNUAL LEAVE

A. Employees shall receive annual leave as follows:

B. All employees shall begin to accrue annual leave from their first day of employment and may use any earned annual leave after six (6) months.

Employees are eligible to accumulate annual leave up to the amount which can be accumulated in three (3) years.

1. No employee shall be allowed to accrue annual leave
above the maximum allowed accumulation at any time unless one of the following exceptions is granted by the Human Resources Director or designate. An exception may be granted by the Human Resources Directo r, or designate, in the event that an injury or illness to the employee, or the employee serving on jury duty, or DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 39 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

operational/emergency declaration needs exist which precludes that employee using accrued annual leave or where an employee’s scheduled annual leave was cancelled by the employee’s
department head. To be considered for this exception, the Human Resources Director must be informed of the circumstances surrounding the need to allow for the exception before an employee's annual leave accumulation reaches the maximum.

2. The impacted employee(s) shall be paid for any accrual in excess of the maximum determined appropriate by the Human Resources Director at the employee’s current pay rate. At a minimum, an employee shall be paid for that amount of annual leave they would have accrued during the period they were precluded from using accrued annual leave.

3. Whenever an employee is granted and takes annual leave, the number of annual leave hours to be paid for that employee will be based on the employee’s schedule. All annual leave hours shall be subtracted from the employee’s accumulated annual leave bank.

C. All employees who resign, retire, or who are terminated for any reason shall be paid their accrued annual leave at their regular rate of pay in effect at the time they leave employment by the City.

5.3. SICK LEAVE, BEREAVEMENT LEAVE, MEDICAL EXAMINATIONS, FAMILY AND

MEDICAL LEAVE

A. All employees shall accrue ninety-six (96) sick leave hours per year.

1. Sick leave accrual shall begin from the first day of employment, and the employees may begin to use accrued sick leave for bona fide illness or injury after the sick leave has been accrued.

2. Whenever an employee is granted and takes sick leave, the number of hours which occur during said leave based on the employee’s scheduled workday shall be subtracted from the accumulated sick leave balance.

B. Separation

1. All employees with ten (10) or more years of employment with the City shall be entitled to a lump sum payment of their accumulated sick leave in the event of resignation, death (in which case payment shall be made to the employee's designated retirement beneficiary), or layoff. Such lump sum payment shall be twenty -five percent (25%) of the accumulated sick leave.

2. Upon retirement, an eligible employee may elect to have the entire accumulated sick leave balance converted to service credit in accordance with CalPERS regulations.

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Employees have the option of using annual leave, sick leave, or compensatory time leave bank accruals to remain in a paid status during the unpaid bereavement leave. For purposes of this section, family member is defined to include a child (including a biological child, adopted child, foster child, stepchild, legal ward, or child to whom the employee stands in loco parentis ), a parent (including a biological parent, adoptive parent, foster parent, stepparent, or legal guardian of the employee or employee’s spouse or registered domestic partner, or person who stood in loco parentis when the employee was a minor child), a spouse, a registered domestic partner, a grandparent, a grandchild, or a sibling, provided :

1. The employee notified the City of the purpose of their absence prior to the first day of such absence (except in cases where such notice cannot be provided in advance);

2. The employee, when requested, furnishes proof satisfactory to the City of the death, and their relationship to the deceased.

3. Employees may ask their department heads for additional time off work beyond the five (5) days. If approved, such time off shall either be deducted from the employee's annual leave balance, if available, or it shall be approved as leave without pay, at the discretion of the employee.

D. Time off for doctor, dentist, or ocular appointments may be taken as sick leave if the appointment is necessary because of illness, injury, dental care or eye examination or preventative medical examinations. Employees shall endeavor to secure dental, medical or ocular appointments so as to fall on their own time, but where such is not possible, appointments shall be secured to reduce to a minimum the time a way from the job.

E. An employee may use up to ½ of their annual sick leave accruals or five days whichever is greater for the care of a family member or “designated person .” For purposes of this section, family member is defined to include a child (including a biological child, adopted child, foster child, stepchild, legal ward, or child to whom the employee stands in loco parentis ), a parent (including a biological parent, adoptive parent, foster parent, stepparent, or legal guardian of the employee or employee’s spouse or register ed domestic partner, or person who stood in loco parentis when the employee was a minor child), a spouse, a registered domestic partner, a grandp arent, a grandchild, or a sibling . The term “designated person” refers to an individual related by blood or whose association with the employee is equivalent to a family relationship. An employee who is a victim of domestic violence, sexual assault or stalking may also use sick leave to seek aid, treatment, or related assistance.

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F. All employees will be eligible for maternity leave for childbearing or pregnancy related disability. Maternity leave shall be granted in accordance with City policy and applicable state and Federal law.

G. Employees who use five (5) days or less of sick leave in a fiscal year may have the option of converting sick leave to annual leave pursuant to the following formula:

Employees electing to convert sick leave must do so no later than the 4th Monday of August of the following fiscal year by notifying the Human Resources Department. For example, if an employee qualifies to convert sick leave based on their sick leave usage in FY2024-25, they must elect to convert sick leave to annual leave no later than the fourth Monday of August 2025. Failure to make an election by this deadline shall result in a waiver of the ability to convert sick leave for the prior fiscal year. Human Resources will track and communicate to employees their qualifications no later than the 4th Monday in July each fiscal year.

5.4. LEAVES OF ABSENCE

A. The City Manager may grant a regular employee a leave of absence, with or without pay, not to exceed one (1) year, if either or both of the following should be found:

1. The employee's occupation during the leave of absence will improve their proficiency in their City employment and their return is desirable and in the City's interest; and/or

2. The employee's circumstance, including disability arising from pregnancy of the employee, is such that he or she must resign if the leave of absence is not granted and their performance is such that the employee's return is desired and the inconvenience of their absence is thereby justified.

B. No such leave shall be granted except upon written request of the employee.

Approval or denial of such leave shall be in writing.

C. Upon expiration of a regularly approved leave of absence, or within a reasonable period of time after notice to return to duty, the employee shall be reinstated in a position of the same or substantially equivalent class as that he or she held at the time such leave was granted. Failure on the part of the employee on such leave to report promptly at its expiration, or within a reasonable time after notice to return to duty, shall be cause for dismissal; provided, however, that nothing DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 42 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

herein shall be construed as bringing within the scope of the Grievance Procedure those matters which arise under Section 803 (n) and (o) of the City Charter.

D. Any scheduled annual leave time taken during Family Medical Leave, California Family Rights Act Leave or Pregnancy Disability Leave shall be designated as part of the leave time under those laws.

5.5. MILITARY LEAVE

A. Military leave, as defined in state and federal law, shall be granted to any regular employee in accordance with state and federal law.

B. Any employee who is granted military leave shall be paid at their regular rate of pay, to a maximum of thirty (30) calendar days, in any calendar year, while on such leave.

5.6. JURY DUTY AND COURT APPEARANCES

A. Employees who are required to serve on jury duty shall receive their regular straight time rate of pay, less all jury pay received, to a maximum of thirty (30) calendar days in any calendar year while on such duty. If an employee is required to serve on jury duty for more than thirty (30) calendar days, the Human Resources Director shall make a recommendation to the City Council that the employee shall continue to receive their regular straight time rate of pay, less all jury pay, with the final decision to be made by the City Council.

The time spent awaiting impaneling for jury service is to be considered covered time under this Subsection A.

Day Shift: Same day off
Swing Shift: Same day off
Graveyard: Night before off

2. The City may require written verification of jury duty service.

B. An employee who is absent from work as a result of a subpoena to appear as a witness in a criminal case (but not as the individual being prosecuted) or as a witness in a civil action related to their employment with the City shall receive their regular straight time rate of pay, less all witness fees received, during this absence from their regular duty hours. In order to receive their regular straight time rate of pay under this Subsection, an employee must demand witness fees.

1. Employees required to make court appearances during off-duty hours shall be compensated at the rate of time and one-half for all hours of such time with a minimum of four (4) hours compensation.

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a. Travel time shall be included in the minimum compensation if four (4) hours or less total time is involved.

C. An employee who is absent from work due to a subpoena or other need to appear in a legal proceeding or court appearance unrelated to their employment with the City must use annual leave, compensatory leave time, or floating holiday.

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SECTION 6

LABOR AND EMPLOYEE RELATIONS

6.1. HOURS OF WORK

A. The normal workday shall consist of eight (8) hours and the normal work week shall consist of forty (40) hours. The work week shall consist of seven (7) consecutive 24-hour periods beginning at 12:00 am on Saturday. The workday for some positions may vary from the normal schedule (e.g., ten (10) hour workdays, a combination of twelve (12) hour and eight (8) hour workdays, a combination of nine (9) and eight (8) hour workdays).

B. Nothing contained herein shall be construed as a guarantee of a minimum number of hours of work or pay per day or per week.

C. For those operations scheduled for day shift operations only, the normal starting hours shall be from 7:00 am to 8:30 am as specified by the Department Head and shall continue for eight (8) hours of work excluding a thirty (30) minute, forty- five (45) minute, or sixty (60) minute (as specified by the Department Head) unpaid lunch period at or near the midpoint of the shift. The beginning of an employee's lunch period shall occur neither earlier nor later than sixty (60) minutes from the midpoint of said employee's shift.

1. Employees who are subject to a 52-week work period pursuant to Section 7(b)(2) of the Fair Labor Standards Act shall be provided a preliminary 52-week schedule of their assigned shifts on an annual basis by no later than October 1 for the next calendar year, with a final schedule, inclusive of all leave requests turned in and approved for the next calendar year, posted no later than November 30. Annual leave requests submitted after November 15 by employees who are subject to a 52-week work period will be approved on a case-by-case basis based on operational need.

2. Day, shift and alternatively scheduled employees, will be allowed to exchange and work with each other in their respective departments and divisions, to cover hours, workdays, regular days off (RDO), excluding RDO’s for 9/80 schedule employees, and shifts as needed for the purposes of covering unexpected absences or personal leave needs.

Such changes are subject to the approval of management.

D. Except in cases of emergency, the City shall avoid temporary changes of employees' regular shift hours. Should the City seek to make a temporary change to the employees’ regular shift hours other than in the case of an emergency, the City shall provide at least seven (7) calendar days’ notice of said change. Should the City seek to make a permanent change to employees’ regular shift hours other than in the case of an emergency, the City shall provide at least fourteen (14) calendar days’ DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 45 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

notice of said change. Notwithstanding this provision, in no case will employees covered under this Agreement have their schedules arbitrarily or unilaterally changed for any reason by the City without the impacted employees first being notified.

E. Departments may initiate flexible scheduling with the approval of the Department Head. The Department Head may adjust or terminate such schedules when, in the sole discretion of the department head or designee, operational needs so dictate subject to the provisions of Section 6.1(H) below.

F. In the event it becomes necessary to change the hours of work for other reasons not addressed in Section 6.1(H) of this Agreement, the City shall meet and confer with Local 1245.

G. Rest Period

1. Employees who work outside of their regularly scheduled hours and engage in that work between11:00 pm and 6:00 am are eligible for paid rest hours as set forth below:

a. If an eligible worker works outside of their regularly scheduled hours and between 11:00 pm and 6:00 am, the worker receives time off with pay, on an hour-for-hour basis, up to eight (8) hours of time off with pay, that same day before reporting to a scheduled shift or additional work (e.g., if an employee works 11:00pm to 5:00 am, they will be entitled to a six-hour rest period).

2. Rest Period for Employees on 12-Hour Shift Schedules

If a 12-hour employee’s rest period overlaps into their scheduled shift the employee receives time off with pay up to eight (8) hours, on an hour-for- hour basis, immediately following the employee’s release from work before reporting to a regularly scheduled shift or additional work.

In the application of the foregoing, an employee, due to operational needs, may be required to report to work at the end of the employee’s rest period. An employee entitled to a rest period hereunder may nevertheless be required to work during regular work hours on a workday without having had a rest period of eight (8) consecutive hours, in which event the employee shall be paid at the rate of time and one-half the starting rate of pay for all work performed until the employee has been relieved from duty for at least eight (8) consecutive hours.

If the rest hours’ entitlement overlaps with the employee’s regular day off, the employee shall not be compensated.

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3. Exceptions

a. All Employees holding a Commercial Driving License will be required to abide by hours-of-service requirements mandated by Federal or State of California authorities.

i. Such as CFR 40 and FMCSA.

H. Division Heads are encouraged to identify work schedules which incorporate alternatives to the normal workday that better utilize human resources, better meet the needs of the employees and at the same time improve service levels to the public. If a Division Head and the majority of the employees in a work unit agree on a revised work schedule, the Division Head may allow the implementation of the new schedule for up to a twelve-month trial period. The Division Head may cancel the trial period at any time during the twelve-month trial period and revert back to the normal workday. If this occurs, the Division Head shall inform the employees and Local 1245 of the reasons for the cancellation of the trial period and give the employees and Local 1245 the opportunity to present alternatives that may address the problems with the alternative work schedule identified by the Division Head. If during the trial period, the new schedule is determined to be satisfactory by the Division Head, the new schedule may be continued on a year-to-year basis at the discretion of the Division Head. If the Division Head determines that the new schedule is not satisfactory, the Division Head shall inform the employees and Local 1245 of the reasons for the cancellation of the new schedule and give the employees and Local 1245 the opportunity to present alternatives that may address the problems with the alternative work schedule identified by the Division Head. No actions taken by the City under this subsection of the Agreement Section 6.1(H) shall be the subject of a grievance filed under Section 6.5 of this Agreement.

6.2. LAYOFF NOTICE

A. Should it become necessary to reduce the size of the work force, the City shall provide the bargaining unit employees to be laid off a minimum of sixty (60) calendar days' notice of such layoff.

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6.3. LAYOFF DETERMINATION

A. The City in its sole discretion shall decide whether layoffs are necessary and what positions will be eliminated to effectuate a reduction in the work force.

The City shall not be arbitrary or capricious in the exercise of this discretion.

The City shall inform the employee and Local 1245 of the reasons for a layoff, but this shall not diminish in any way the discretion that the City has under this subsection.

B. Classification Assignment

1. Employees filling positions under the provisions of Section 6.6 of the Agreement shall be assigned duties within the scope of the classification to which they are assigned.

C. Order of Layoff

1. Layoffs within the bargaining unit shall be in inverse order of seniority.

D. Voluntary Layoff

1. Upon declaration that layoffs are imminent, an employee may elect to offer to take a voluntary layoff. The City shall accept or reject such offers at its sole discretion.

2. Any employee who has elected an option under the layoff procedure may subsequently elect to take a voluntary layoff.

E. Layoff Sequence

1. Employees who are subject to layoff shall be given layoff notice pursuant to Section 6.2, and Local 1245 shall be given simultaneous notice of all layoffs.

2. An employee who is subject to layoff shall be given a list of known available options concurrent with the notice of layoff or as soon thereafter as possible.

3. When the City has determined that a position will be eliminated, the incumbent of the position may bump the employee with the least seniority in the same classification, or, if the City in its sole discretion elects to fill such a vacant position, the incumbent may be restored to a vacant position in any City department in the classification from which the employee is subject to layoff.

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junior employee in the highest previously held classification in which they have successfully completed a probationary period.

5. Any employee who has options available to them as a result of receiving notice that their job will be affected as a result of layoff shall have five (5) calendar days from date of receipt of notice to notify the City of their decision including election to take a voluntary layoff.

6. Any employee subject to layoff who elects not to exercise their option to "bump" under Section 6.3(E)(3) of this Agreement within the time limits provided shall be laid off.

7. No changing positions or classifications under the provisions of Section

6.3(E)(3) of the Agreement shall result in an employee being promoted to a classification with a higher pay range maximum than the classification held by the employee subject to layoff at the time of layoff.

F. Employee Qualifications

1. Any employee filling a position under the provisions of Section 6.3(E)(3) of the Agreement shall meet all requirements and qualifications of the classification and position to which they seek to fill. This includes any normal and customary testing and background investigation as a condition to filling a position.

G. Recall

1. The names of employees laid off shall be placed on a reemployment list, in rank order of seniority for each classification in which they had satisfactorily completed a probationary period.

2. An employee's name shall remain on the reemployment list for two (2) years subject to Section 6.3(G) below.

3. Employees shall be recalled from a reemployment list in order of seniority.

4. Employees on layoff status may compete for promotional and open competitive opportunities.

5. During the first year on layoff status, the City shall notify laid off employees of all bargaining unit employment opportunities with the City through certified letter sent to the last known address of the employee. City's receipt of the return receipt or return of an undelivered letter shall constitute proof of the City satisfying its obligation under this subsection.

6. Employees shall be notified of their recall by certified mail, a copy of which shall be sent to Local 1245. The employee shall have three (3) regularly scheduled working days to report for work after receipt by Local 1245 of such notice of recall. Special dispensation may be available for employees who are not able to report for duty within the specified time DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 49 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

limits for legitimate reasons.

H. Suppression

1. Section 6.3 of the Agreement supersedes all Vallejo Civil Service Commission Rules and Regulations concerning layoff and recall.

Moreover, Section 6.3 of the Agreement supersedes all prior language, agreements and past practices relating to layoffs, layoff and recall sequence, and the effects of layoffs and recalls. The layoff and recall provisions herein form the parties' complete agreement on all matters related to layoff and recall. The provisions of Civil Service Rule 19.1 and Rule 20 shall not be held to apply to employees covered by this Agreement in connection with any and all matters and disputes regarding abolition and reinstatement of positions, reduction in personnel, layoff, seniority, and all other matters referenced in Civil Service Rule 20.

I. Disputes

1. Disputes regarding layoffs and recall from layoffs shall be processed in accordance with the provisions of the Grievance procedures set forth in Section 6.5 of this Agreement.

2. Grievances regarding layoffs and recall from layoff must be filed within five (5) regularly scheduled workday s of the notice of layoff. Absent mutual agreement, any and all such grievances shall be resolved (including, as necessary, issuance of the arbitrator's award) prior to the expiration of the sixty (60) calendar day layoff notice period (Section

6.2); provided, however, that the City may effect a layoff after the sixty (60) day notice period irrespective of whether the arbitration process has been completed.

6.4. This Section 6.4 intentionally left blank.

6.5. GRIEVANCE PROCEDURE

A. The term "grievance" means any dispute with respect to the application, interpretation or enforcement of the terms of this Agreement, as well as to questions of arbitrability hereunder. The term “grievance” will also include a disciplinary action involving any loss of wages and benefits. Such disciplinary action may be grieved as set forth below.

Employees who may be subject to disciplinary action potentially resulting in a loss of wages or benefits, including but not limited to suspensions, demotions, up to and including termination, shall first be afforded appropriate notice and an opportunity to be heard consistent with state law. Once a pre - disciplinary or “Skelly” hearing has been concluded, the notice of final disciplinary action shall be provided to the employee and the Local 1245 Business Representative, if the employee has previously reque sted DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 50 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

representation from Local 1245. If disciplinary action is sustained, the employee may select, within five (5) business days of receiving any final notice of discipline to appeal that determination through arbitration pursuant to this Agreement or the Civil Service Commission Appeals process. Such employee may not appeal a disciplinary action to both the Civil Service Commission and arbitration.

1. Employees electing to utilize the Grievance Procedure shall have the matter processed beginning at the Third Step of the grievance procedure through the Local 1245 Business Representative.

B. Procedure for Settlement of Grievances:

1. First Step-Immediate Supervisor

Any employee who believes that he or she has a grievance shall discuss such grievance with their immediate supervisor (designated for that purpose by the department head), with or without a Union representative, within five (5) regularly scheduled working days of the occurrence or knowledge of the event over which the employee believes he or she is aggrieved. The immediate supervisor shall orally answer the grievance within two (2) regularly scheduled working days.

In the event the grievance involves the immediate supervisor, the Department will designate someone else to hear the First Step.

2. Second Step-Department Head

a. If the employee is dissatisfied with the immediate supervisor's answer and desires to pursue the matter, the grievance shall then be reduced to writing and submitted to the Department Head or their designee within ten (10) regularly scheduled working days after receipt of the immediate supervisor's oral answer.

b. The grievance must be in writing and must:

i. state the facts on which it is based;

ii. state when the event occurred;

iii. specify the Section(s) of the Agreement allegedly
violated;

iv. specify the desired resolution; and

v. be signed by the employee and Local 1245 Business
Representative or their designee.

c. Within three (3) regularly scheduled working days following appropriate submission of the written grievance, the Department Head and/or their designee, who has authority to resolve the DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 51 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

grievance, shall meet with the employee and a Union
representative to discuss the grievance. A written answer shall be given by the Department Head or their designee to the employee and Local 1245 representative within five (5) regularly scheduled working days after the date of this Second Step meeting.

3. Third Step-Human Resources Director

a. If Local 1245 is dissatisfied with the Second Step answer and desires to pursue the matter, Local 1245 Business
Representative or his designee shall notify the Director of Human Resources in writing of its appeal within five (5) regularly scheduled working days after receipt of the Second Step answer.

b. Within ten (10) regularly scheduled working days after receipt by the Director of Local 1245's notice of appeal, the grievance shall be reviewed and discussed at a meeting between the Grievance Committees of Local 1245 and the City. Within five (5) regularly scheduled working days after the date of said meeting, a written answer shall be given by the City's
Grievance Committee to Local 1245's Grievance Committee, with a copy to the employee.

4. Fourth Step-Selection of Neutral; Mediation

a. If Local 1245 is dissatisfied with the Third Step answer and desires to pursue the matter to Fourth Step mediation , it shall so advise the Director in writing within ten (10) regularly scheduled working days after receipt of the Third Step
answer. Such notice to the Director shall specify the Section(s) of the Agreement allegedly violated and the specific reasons the Third Step answer is considered unacceptable. The
mediation procedure in Fourth Step, paragraph (c) will be used to resolve the dispute.

b. The Director and Local 1245 representative shall jointly and promptly select an impartial mediator. If within five (5) regularly scheduled working days after receipt of Local 1245's appeal to Step 4 the parties are unable to agree on a mediator , the DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 52 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

Director and Local 1245 Business Representative shall send a joint letter to the State Mediation and Conciliation Service to provide a list of seven (7) qualified mediators . Within three (3) working days’ receipt of said list, the Director, or designee, and Union Business Representative, or designee, shall alternately strike a name from the list, and the last name remaining shall be designated as the mediator. The order of striking shall be determined by coin toss with the winner of the toss making the second strike.

c. The mediator shall meet with the parties in an effort to resolve the grievance through mediation.

If the parties are unable to reach a resolution at the Fourth Step, either party may confirm the conclusion of the Fourth Step in writing to the other party. Within ten (10) regularly scheduled working days following the written notice, and should Local 1245 elect to move to Fifth Step – City Manager, Local 1245 shall provide written notification to the City Manager.

5. Fifth Step-City Manager

The City Manager shall conduct a review of the grievance and shall render a decision within two (2) weeks after the written notification .

The City Manager’s decision shall be final and binding on the parties .

C. The time limits specified in this section may be extended or waived by mutual written agreement between the parties. Failure on the part of Local 1245 and/or employee to meet the specified time limit(s) shall preclude further processing of the grievance. Failure on the part of the City to meet such time limit(s) shall, at Local 1245's option, move the grievance to the next step in the Grievance Procedure. This also includes the time limits that are set for the scheduling of mediation sessions.

D. Union representatives shall suffer no loss of pay from the regularly scheduled work for time necessarily spent investigating complaints and processing grievances under Section 6.5.

1. For the purpose of Section 6.5, eligible Union representatives shall be limited to Local 1245 Business Representative, the Executive Officer in charge of grievances, and not more than nine (9) shop stewards.

2. Not more than three (3) Union representatives shall attend Joint Grievance Committee meetings, mediation sessions.

3. Not more than three (3) City representatives shall attend Joint Grievance Committee meetings, mediation sessions.

E. A grievance concerning matters directly affecting five (5) or more employees DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 53 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

in the bargaining unit in one or more departments/divisions shall be filed not later than ten (10) regularly scheduled working days following the occurrence which is being grieved and shall be signed by the Chairperson of Local 1245 Grievance Committee. Such grievance may be processed, at Local 1245's option, starting at the Second or Third Step of the Grievance Procedure and filed on behalf of specific grievants and or “All Affected.”

F. Local 1245 shall promptly inform the City in writing as to the membership of the Committee of Union Representatives and any changes of its representatives.

G. Wherever the words "regularly scheduled working days" are used in this Agreement, such words shall be defined as those days which are scheduled for work from Monday through Friday, both inclusive, excluding holidays recognized under this Agreement.

H. Grievance Settlement - The City will make every reasonable effort to effectuate remedies provided for in a grievance settlement within ninety (90) calendar days of such settlement after receipt of all necessary information and/or documentation, unless otherwise agreed by the parties in the grievance settlement documentation.

I. This Grievance Procedure supersedes the employee grievance procedure set forth in Administrative Rule 2.3., and the said Rule shall be of no further force and effect between the parties during the term of this Agreement.

J. Local 1245 will endeavor to ensure that all of its witness and information requests are valid and pertinent to any grievance matter being processed. The City shall respond promptly to all information requests presented in writing (letter or electronically) by Local 1245. If an item requested is denied, the City will provide its rationale for denying such request.

6.6. SENIORITY

A. Seniority Defined

1. Seniority shall mean continuous service with the City as an employee covered by this Agreement.

2. For purposes of layoff or recall, when two or more employees within the same classification have the same seniority date, order of seniority shall be determined through Civil Service final score, as listed on the Register of Eligibles for that classification. Seniority shall be in descending order of final scores, with the employee with the highest final score being considered most senior and the employee with the lowest final score being considered least senior.

B. Adjustment in Seniority

1. Except to the extent prohibited by law, seniority shall be adjusted for any DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 54 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

period of absence without pay from the service of the City of more than thirty (30) continuous calendar days.

C. Excluded Service

1. Seniority shall not include any time spent working with the City in a temporary or seasonal position.

D. Seniority List

1. The City shall provide Local 1245 with a current seniority list of all bargaining unit employees as of January 1st of each year by January 31st of each year.

E. Probationary Employees

1. Probationary employees have no seniority rights until they have successfully completed their original probationary period. Upon successful completion of the original probationary period, the employee's name shall be added to the seniority list and their seniority date shall be the employee's date of hire into the position for which the probationary period was served.

2. The original probationary period for all employees hired on or after July 1, 1998 shall be 365 continuous calendar days (12 months). Newly hired Communications Operators I and newly hired Communications Operators II probationary period shall be 547 continuous days (18 months).

3. When the City offers and awards an open and competitive promotional opportunity within their class series to a probationary employee who has not completed their original twelve (12) month probationary period, the employee will be subject to the promotional probation period of six (6) months and will serve a minimum of twelve (12) months in combined original and promotional probationary periods.

Employees who successfully complete their promotional probationary period and a minimum of a combined twelve (12) months in their original promotional probationary periods will be considered to have completed both their original and promotional probationary periods.

Employees who do not successfully complete at least twelve (12) months of their combined original and promotional probationary periods shall not be granted any of the property rights considered to be held by employees during a promotional probationary period, including as set forth in Civil Service Rule 17.5. Employees who have completed less than a twelve (12) month combined original and promotional probationary period, may, at the discretion of the City, be returned to their prior position if there is a vacancy in said position.

Employees who do not successfully complete their promotional probationary period will receive credit for the lesser of (i) the amount of DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 55 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

time spent in their original probationary period prior to accepting the promotional position or (ii) nine (9) months.

a. For purposes of this section, “special circumstances” and “administrative” references are understood to be limited to matters related to the scheduling/rescheduling of associated courses, testing and training beyond the employee’s or the City’s control.

b. Such extensions shall not be arbitrarily applied and shall be added by mutual agreement between the City and IBEW Local Union 1245.

F. Annual Leave Scheduling/Shift Assignments

1. Seniority, as defined in Section 6.6 (A) above, shall be applied on a budgeted divisional basis within classification for annual leave scheduling. Nothing herein shall preclude a Department Head or their designee and the employees in that department from mutually agreeing, without prejudice or precedent, to some other formula or method of scheduling annual leave.

2. In the Police Department, seniority, as defined in Section 6.6 (A) above, shall be applied on a budgeted divisional basis within classification for shift selection for non-probationary employees in the following classifications: Police Clerk, Communications Operator I, Communications Operator II, Communications Center Supervisor, Police Assistant, and Senior Police Assistant. It is understood and agreed that shifts covered by this provision only pertain to operations that are scheduled for six (6) or seven (7) days of coverage per week. Operations that are day shift operations only are not covered by this subsection (Section 6.6, F- 2).

a. Non-probationary employees assigned to the following classifications: Communications Operator I, Communications Operator II, Communications Center Supervisor, Police Assistant, Senior Police Assistant and Police Clerks shall be entitled to select by seniority the same shift for all rotations during a single calendar year during the term of this Agreement. There shall be up to four (4) rotations per year at the discretion of the Chief of Police.

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3. Where an employee covered by this Agreement is transferred from one department to another department, such employee shall not be entitled to exercise their seniority in regard to annual leave scheduling until the expiration of six (6) months after the date of initial transfer.

G. Loss of Seniority

1. Unless otherwise specified in this Agreement, no employee shall suffer loss of seniority unless he or she:

a. Is discharged; provided, however, that nothing herein shall be construed as bringing within the scope of the Grievance Procedure those matters which arise under Section 803(n) and (o) of the City Charter;

b. Resigns or voluntarily quits;

c. Is absent from work for more than two (2) years due to layoff;

d. Fails to return to work upon completion of an approved leave of absence; or

e. Fails to report for work when recalled as provided in this section.

6.7. NO STRIKES, LOCKOUTS OR WORK STOPPAGES

A. There shall be no strikes, lockouts, work stoppages or disruptions of work of any kind during the life of this Agreement.

6.8. MODIFICATIONS UPON MUTUAL CONSENT

A. Except as specifically provided in this Agreement, during the life of this Agreement no meet and confer sessions or collective negotiations on the matter of wages, hours or working conditions covered by this Agreement shall take place without the mutual consent of the parties.

6.9. MEDIATION

A. Mediation means effort by an impartial third party to assist in reconciling a dispute regarding wages, hours and other terms and conditions of employment between representatives of the City and Local 1245, through interpretation, suggestion and advice.

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SECTION 7

MISCELLANEOUS

7.1. FILLING OF VACANT POSITIONS

The City retains the sole and exclusive right to determine when and if a vacant position will be filled. Such decision shall not be subject to grievance or arbitration.

7.2. SAFETY

A. It is the policy of the City to comply with all federal, state and local health and safety regulations to provide a work environment as free as practicable from recognized hazards. Employees are expected to comply with all safety and health requirements whether established by the City or by federal, state or local law.

1. No employee shall be expected to work in the presence of any valid safety or health hazard. Should any employee believe that such conditions exist, the employee should so notify a supervisor to determine the degree of the existing hazard.

2. It is the responsibility of management and supervisory personnel to provide suitable safety equipment, training and supervision to each employee and to address known safety hazards.

3. Should an employee or Local 1245 believe that any of the above provisions have been violated, the employee or Local 1245 may enforce such provisions through the California Department of Industrial Relations.

B. Appropriate safety equipment will be furnished and maintained by the City in a condition suitable for its purpose. Employees are to appropriately maintain City-provided personal protective safety equipment. The City will be responsible for the reasonable replacement cost of such equipment only when the need for such replacement does not arise out of the employee's negligence or carelessness.

C. The City agrees to allow one (1) employee designated by Local 1245 to accompany an OSHA Inspector and any other persons who may be designated by the City on any appropriate inspection tour of a City facility at which employees in this bargaining unit normally work. Time necessarily lost by the employee from their regularly scheduled work shall be compensated at said employee's regular straight -time rate of pay.

D. The City and Local 1245 shall establish a Joint Safety Committee consisting of three (3) employee representatives appointed by Local 1245 and three (3) City representatives.

1. It shall be the right of the committee members to (a) report and discuss DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 58 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

unsafe conditions they may observe, or which may be called to their attention, including accidents; (b) assist in the development and dissemination of safety information to the employees; and (c) make recommendations with respect to the adequacy of the safety devices, safety equipment and safety practices within the City's operation.

2. The Joint Safety Committee shall have a regular monthly meeting unless there are no matters to be discussed. A report relative to the discussions at and results of such meeting shall be prepared and sent within five (5) calendar days to the City Manager. Time necessarily lost by the Joint Safety Committee members from their regularly scheduled work shall be compensated at said employees' regular straight -time rate of pay.

The Joint Safety Committee shall not file or handle grievances involving safety.

E. Unless exigent circumstances exist, the City will notify Local 1245’s assigned Business Representative as soon as practically possible, but in no case later than twenty-four (24) hours, after the City knows or with diligent inquiry would have known of the death or serious injury or illness as defined in Section 330(h), Title 8, California Administrative Code. Additionally, the City will, as soon as practicably possible, notify Local 1245 of any scheduled or unscheduled CalOSHA investigations related to the death or serious injury or illness as defined in Section 330(h), Title 8, California Administrative Code or complaint investigations that may occur.

7.3. TRANSFERS AND ASSIGNMENTS

A. Out of Class Assignments

a. In no case shall an employee in an out of class assignment suffer a loss in pay as a result of such a transfer.

b. When an employee is in an out of class assignment such employee shall receive the rate of pay applicable as if the employee were promoted to such position, for each day such work is performed. The employee shall be placed on step 1 in the new higher range or placed at the next higher step which provides at least a minimum five percent (5%) increase for the employee, provided that employees serving in such positions shall not receive a rate of pay above the maximum step of the range of the position in which they are serving in an acting capacity.

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2. The commencement and termination of each such out of class assignment shall be immediately reported by the employee's supervisor on a form designated for that purpose by the Human Resources Department . The employee involved shall promptly receive a copy of each such completed form.

3. When an employee is transferred or assigned to a position within a higher pay range such employee may remain in such higher-rated position as long as they perform satisfactorily and the need for filling such position on a temporary basis continues to exist. In no event, however, shall a temporary assignment or transfer exceed nine hundred and sixty (960) hours. Employees who work beyond four hundred and eighty (480) hours will continue to receive "acting pay" when they are on paid leave.

4. Any employee in an out of class assignment pursuant to this Section shall not acquire any permanent title or right to the applicable position but, shall retain their seniority in the permanent classification from which such out of class assignment was made.

5. This Section specifically supersedes and renders null and void any and all Civil Service Commission Rules and Regulations in conflict herewith, and the Civil Service Commission shall be foreclosed from dealing with such matters for positions within the bargaining unit.

B. Permanent Transfers/Assignments

1. Employees who wish to transfer permanently from one position in a classification to another position in the same classification shall so inform the Human Resources Department , which shall maintain a transfer list of such employees.

2. When a vacancy occurs within the City, the Human Resources Department shall poll the employees whose names are on the transfer list to determine who is interested in being considered for the vacancy.

The Human Resources Department shall convey the transfer list with appropriate documentation to the appropriate department for consideration; the employees may be interviewed at the discretion of the department involved.

C. Promotions

Upon promotion, the employee promoted shall be placed on Step 1 in the new higher salary range or placed at the salary step which is a minimum five percent (5%) salary increase for the employee, whichever is greater , not to exceed the highest salary step of the new salary range.

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7.4. CERTIFICATION/LICENSE FEES

A. Employees who are required as a condition of employment or continued employment to obtain state certification or licensing in the field in which they are employed by the City shall have such costs associated covered (at management’s sole discretion) or shall be reimbursed by the City for the annual cost of such certificate or license

B. Unless outside of the employee or the City’s control, the City and the employee will make reasonable efforts to schedule any training, certification or licensing during an employee’s regularly schedule hours/workday/workweek.

7.5. TRAINING FOR SUPERVISORY EMPLOYEES
A. Individuals in supervisory classifications or lead worker positions who are responsible for supervising personnel as part of their daily job duties and functions will receive training within the first year of their appointment into their supervisor/lead-worker position and may request or will be provided additional supervisory and/or leadership training on an annual basis to continue their development of supervisory/leadership skills as deemed appropriate by their Department, Human Resources, or the City Manager..

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SECTION 8

TERM OF AGREEMENT

A. This Agreement shall become effective upon adoption by the City Council and shall remain in full force and effect through June 30, 2027. The parties may, by mutual consent expressed in writing, extend this Agreement for a period of time specified therein.

B. Upon the giving of the notice provided above, the parties shall promptly meet, negotiate and attempt to resolve differences concerning proposed amendments and changes submitted by either of them. Should the parties fail to agree upon said requested amendments and changes, all such differences shall be submitted and determined in accordance with the applicable provisions of the City Charter and laws then in existence as described below.

SIGNATURES APPEAR ON THE FOLLOWING PAGE
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SECTION 9

SIGNATURE PAGE

In WITNESS WHEREOF, the parties hereto, acting by and through their duly authorized Representatives have executed this Agreement the ______ day of, __________ 2024.

FOR THE CITY OF VALLEJO FOR THE UNION

__________________________________ __________________________________ Andrew Murray, City Manager Bob Dean, Business Manager

__________________________________ __________________________________ Date Date

APPROVED AS TO CONTENT

__________________________________ __________________________________ Stephanie Sifuentes, Human Resources Director Kim Camatti, Business Representative

__________________________________ __________________________________ Date Date

APPROVED AS TO FORM

__________________________________ __________________________________ Veronica Nebb, City Attorney Al Fortier, Sr. Assistant Business Manager

__________________________________ __________________________________ Date Date

ATTEST

__________________________________ __________________________________ Dawn G. Abrahamson, City Clerk Josh Sosa, Committee Member

__________________________________ __________________________________ Date Date

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 7/5/2024
63 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

__________________________________
Sophia Valenti, Committee Member

__________________________________
Date

__________________________________
Josh Davidson, Committee Member

__________________________________
Date

__________________________________
Sheldon Henderson, Committee Member

__________________________________
Date

__________________________________
Brian Monahan, Committee Member

__________________________________
Date

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APPENDIX A

CLASSIFICATIONS

Pursuant to Section 1 of this Agreement, employees of the City of Vallejo who now or may hereinafter occupy positions in the classifications set forth below are considered to be within the bargaining unit represented by the International Brotherhood of electrical workers, Local 1245. Persons employed pursuant to the “Comprehensive Employment and Training Act” are excluded from said unit.

CLASSIFICATION TITLE RANGE
NUMBER
valid to
01/01/2022
CLASS
CODE
Accountant 38 2430
Accounting Clerk I 19 1230
Accounting Clerk II 23 1235
Accounting Technician 34 2370
Administrative Clerk I 15 1200
Administrative Clerk II 19 1205
Assistant Engineer 41 2450
Assistant Planner 38 2405
Associate Civil Engineer 47 2465
Associate Planner 42 2410
Building Inspection Supervisor 53 2215
Building Inspector I 39 2200
Building Inspector II 42 2205
Building Maintenance Worker I 26 2600
Building Maintenance Worker II 30 2605
Building Permit Technician I 31 2206
Building Permit Technician II 34 2207
Building Supervisor 37 2610
Cashier Clerk 15 1258
Code Enforcement Officer 35 2305
Communications Operator I 23 2245
Communications Operator II 35 2250
Communications Supervisor 41 2255
Crime Analyst 41 2495
Crime Scene Investigator I 290 2710
Crime Scene Investigator II 329 2715
Customer Service Representative 23 1260
Customer Service Supervisor 35 1269
Electrician 36 2640
Engineering Technician I 32 2270
Engineering Technician II 39 2275
DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 65 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

Equipment Maintenance Supervisor 39 2670
DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 66 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

CLASSIFICATION TITLE RANGE
NUMBER
CLASS
CODE
Equipment Mechanic I 29 2660
Equipment Mechanic II 33 2665
Executive Secretary 30 1220
Fire Prevention Inspector (Non-Safety) 39 2318
Geographic Information Systems Specialist I 41 2105
Geographic Information Systems Specialist II 45 2110
Geographic Information Systems Specialist III 49 2115
Heavy Equipment Operator 32 2635
Housing Specialist I 25A 2224
Housing Specialist II 29A 2225
Housing Specialist Supervisor 39 2237
Information Services Specialist 40 2368
Information Systems Support Technician I 30 2366
Information Systems Support Technician II 34 2367
Instrument Technician I 34 2641
Instrument Technician II 38 2644
Laboratory Analyst I 31 2345
Laboratory Analyst II 33 2355
Landscape Inspector 37 2295
Maintenance Worker I 24 1601
Maintenance Worker II 28 1602
Marina Maintenance Attendant 23 1645
Marina Office Attendant 23 1300
Marina Supervisor 37 1655
Meter Mechanic 28 2651
Meter Reader 25 1245
Parts Specialist 25 2655
Payroll Supervisor 44 3010
Plan Check Engineer 53 5010
Planning Technician 31 2403
Police Assistant 31 2000
Police Clerk 22 1290
Police Clerk Supervisor 28 1296
Police Records Supervisor 31 1295

Public Works Supervisor 37 1625
Records Coordinator 23 1275
Reservoir Keeper I 27 1660
DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 67 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

CLASSIFICATION TITLE RANGE
NUMBER
CLASS
CODE
Reservoir Keeper II 31 1661
Secretary 24 1215
Senior Accountant 44 2483
Senior Administrative Clerk 22 1210
Senior Building Inspector 43 2213
Senior Building Maintenance Worker 34 2609
Senior Civil Engineer 51 2470
Senior Code Enforcement Officer 46 2315
Senior Community Development Analyst 48 2425
Senior Crime Scene Investigator 368 2720
Senior Customer Service Representative 27 1265
Senior Engineering Technician 43 2280
Senior Equipment Mechanic 36 2666
Senior Housing Specialist 32 2230
Senior Instrument Technician 43 2645
Senior Landscape Inspector 41 2300
Senior Meter Mechanic 33 2652
Senior Meter Reader 29 1250
Senior Police Assistant 35 2005
Senior Public Works Maintenance Worker 30 1610
Senior Utility Mechanic 41 2654
Senior Water Distribution Technician 36 2619
Senior Water Treatment Plant Operator 52A 2335
Technical Services Media Coordinator 38 2361
Traffic and Lighting Technician I 32 2642
Traffic and Lighting Technician II 36 2643
Tree Maintenance Worker 30 1615
Utility Field Representative 29 1255
Utility Mechanic I 32 2650
Utility Mechanic II 36 2653
Utility Supervisor 37 2630
Warehouse Specialist 26 1305
Warehouse Supervisor 32 1310
Water Distribution Technician 32 2616
Water Maintenance Worker I 25 1622
Water Maintenance Worker II 29 1623
Water Quality Analyst 39 2500
Water Treatment Plant Operator 50A 2330
Water Treatment Plant Operator Trainee I 27 2320
Water Treatment Plant Operator Trainee II 31 2325
Water Treatment Plant Supervisor 56A 2340
DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 68 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

Water Treatment Plant Regulatory Compliance
Officer
56A 2341

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 69 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

APPENDIX B
LETTER OF AGREEMENT 5/29/19

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 70 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 71 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 72 City of Vallejo-IBEW Agreement 07/1/2024–6/30/2027

APPENDIX C
LETTER OF AGREEMENT 3/30/2023

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96

Page 73 ends

7 DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 IBEW
July 2024
5% COLA + 3% Equity

Page 1 of 2 ends

Range Classification Rate Step 1 Step 2 Step 3 Step 4 Step 5 77J Accountant Hourly 40.5735 42.6021 44.7323 46.9689 49.3173 40H Accounting Clerk I Hourly 22.5638 23.6920 24.8766 26.1203 27.4264 80H Accounting Clerk II Hourly 24.9337 26.1805 27.4895 28.8640 30.3071 89I Accounting Technician Hourly 32.6513 34.2838 35.9980 37.7981 39.6878 09H Administrative Clerk I Hourly 20.8832 21.9275 23.0238 24.1750 25.3838 50H Administrative Clerk II Hourly 23.1344 24.2911 25.5057 26.7809 28.1200 20K Assistant Engineer Hourly 45.0594 47.3125 49.6782 52.1618 54.7700 30J Assistant Planner Hourly 36.0809 37.8849 39.7792 41.7680 43.8565 79K Associate Civil Engineer Hourly 52.2113 54.8219 57.5629 60.4411 63.4631 70J Associate Planner Hourly 39.8706 41.8640 43.9573 46.1551 48.4628 70H Bridge Operator Hourly 24.3190 25.5349 26.8116 28.1521 29.5598 79K Building Inspection Supervisor Hourly 52.2113 54.8219 57.5629 60.4411 63.4631 40J Building Inspector I Hourly 36.9931 38.8427 40.7849 42.8242 44.9655 70J Building Inspector II Hourly 39.8706 41.8640 43.9573 46.1551 48.4628 10I Building Maintenance Worker I Hourly 26.8061 28.1465 29.5538 31.0315 32.5831 50I Building Maintenance Worker II Hourly 29.6217 31.1027 32.6578 34.2908 36.0054 60I Building Permit Technician I Hourly 30.3707 31.8892 33.4836 35.1578 36.9157 89I Building Permit Technician II Hourly 32.6513 34.2838 35.9980 37.7981 39.6878 70K Building Plan Engineer Hourly 51.0512 53.6036 56.2838 59.0979 62.0528 20J Building Supervisor Hourly 35.1912 36.9507 38.7982 40.7382 42.7751 01H Cashier Clerk Hourly 20.4702 21.4938 22.5684 23.6969 24.8817 99I Code Enforcement Officer Hourly 33.4769 35.1508 36.9084 38.7536 40.6914 13J Communications Operator I Hourly 34.5814 36.3104 38.1259 40.0323 42.0339 63J Communications Operator II Hourly 39.1797 41.1387 43.1956 45.3555 47.6231 32K Communications Supervisor Hourly 46.4301 48.7515 51.1891 53.7485 56.4359 12K Community Development Analyst I Hourly 44.1683 46.3767 48.6956 51.1303 53.6868 51K Community Development Analyst II Hourly 48.6859 51.1201 53.6761 56.3599 59.1780 64J Crime Analyst Hourly 39.2777 41.2414 43.3036 45.4688 47.7422 26J Crime Scene Investigator I Hourly 35.7223 37.5084 39.3838 41.3530 43.4208 65J Crime Scene Investigator II Hourly 39.3758 41.3447 43.4119 45.5825 47.8616 80H Customer Service Representative Hourly 24.9337 26.1805 27.4895 28.8640 30.3071 99I Customer Service Supervisor Hourly 33.4769 35.1508 36.9084 38.7536 40.6914 10J Electrician Hourly 34.3234 36.0395 37.8414 39.7335 41.7201 70I Engineering Technician I Hourly 31.1386 32.6955 34.3302 36.0467 37.8491 40J Engineering Technician II Hourly 36.9931 38.8427 40.7849 42.8242 44.9655 79J Equipment Maintenance Supervisor Hourly 40.7767 42.8155 44.9562 47.2040 49.5643 49I Equipment Mechanic I Hourly 29.5478 31.0253 32.5765 34.2053 35.9156 88I Equipment Mechanic II Hourly 32.5700 34.1984 35.9083 37.7038 39.5890 61I Executive Secretary Hourly 30.4466 31.9690 33.5675 35.2458 37.0081 40J Fire Prevention Inspector Hourly 36.9931 38.8427 40.7849 42.8242 44.9655 20K Forensic Analyst Hourly 45.0594 47.3125 49.6782 52.1618 54.7700 60J GIS Specialist I Hourly 38.8873 40.8317 42.8732 45.0169 47.2678 99J GIS Specialist II Hourly 42.8647 45.0078 47.2582 49.6211 52.1021 40K GIS Specialist III Hourly 47.3667 49.7352 52.2220 54.8330 57.5746 70I Heavy Equipment Operator Hourly 31.1386 32.6955 34.3302 36.0467 37.8491 02I Housing Specialist I Hourly 26.2761 27.5899 28.9694 30.4179 31.9387 42I Housing Specialist II Hourly 29.0359 30.4876 32.0121 33.6127 35.2933 40J Housing Specialist Supervisor Hourly 36.9931 38.8427 40.7849 42.8242 44.9655 66J Instrument Technician I Hourly 39.4743 41.4480 43.5204 45.6965 47.9813 09K Instrument Technician II Hourly 43.8387 46.0307 48.3322 50.7487 53.2862 50J IS Services Specialist Hourly 37.9283 39.8248 41.8160 43.9068 46.1021 50I IS Support Technician I Hourly 29.6217 31.1027 32.6578 34.2908 36.0054 89I IS Support Technician II Hourly 32.6513 34.2838 35.9980 37.7981 39.6878 17J Laboratory Analyst I Hourly 34.9285 36.6750 38.5086 40.4340 42.4558 59J Laboratory Analyst II Hourly 38.7903 40.7298 42.7664 44.9047 47.1500 79J Landscape Inspector Hourly 40.7767 42.8155 44.9562 47.2040 49.5643 79J Landscape Supervisor Hourly 40.7767 42.8155 44.9562 47.2040 49.5643 90H Maintenance Worker I Hourly 25.5641 26.8423 28.1845 29.5937 31.0734 30I Maintenance Worker II Hourly 28.1787 29.5876 31.0670 32.6203 34.2513 *This document is attached for informational purposes only. Please see the official salary schedule distributed online by the City each year.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 IBEW
July 2024
5% COLA + 3% Equity

Page 2 of 2 ends

Range Classification Rate Step 1 Step 2 Step 3 Step 4 Step 5 80H Marina Maintenance Attendant Hourly 24.9337 26.1805 27.4895 28.8640 30.3071 80H Marina Office Attendant Hourly 24.9337 26.1805 27.4895 28.8640 30.3071 77J Marina Supervisor Hourly 40.5735 42.6021 44.7323 46.9689 49.3173 70I Meter Mechanic Hourly 31.1386 32.6955 34.3302 36.0467 37.8491 04I Meter Reader Hourly 26.4076 27.7280 29.1144 30.5700 32.0987 01I Parts Specialist Hourly 26.2105 27.5210 28.8971 30.3420 31.8591 37K Payroll Supervisor Hourly 47.0134 49.3640 51.8321 54.4238 57.1451 79K Plan Check Engineer Hourly 52.2113 54.8219 57.5629 60.4411 63.4631 61I Planning Technician Hourly 30.4466 31.9690 33.5675 35.2458 37.0081 60I Police Assistant Hourly 30.3707 31.8892 33.4836 35.1578 36.9157 77H Police Clerk Hourly 24.7477 25.9850 27.2843 28.6485 30.0808 75J Police Records Supervisor Hourly 40.3714 42.3899 44.5095 46.7349 49.0716 10I Public Works Maintenance Worker II Hourly 26.8061 28.1465 29.5538 31.0315 32.5831 20I Public Works Maintenance Worker IIA Hourly 27.4838 28.8581 30.3010 31.8160 33.4069 77J Public Works Supervisor Hourly 40.5735 42.6021 44.7323 46.9689 49.3173 20I Reservoir Keeper I Hourly 27.4838 28.8581 30.3010 31.8160 33.4069 60I Reservoir Keeper II Hourly 30.3707 31.8892 33.4836 35.1578 36.9157 90H Secretary Hourly 25.5641 26.8423 28.1845 29.5937 31.0734 37K Senior Accountant Hourly 47.0134 49.3640 51.8321 54.4238 57.1451 99J Senior Building Inspector Hourly 42.8647 45.0078 47.2582 49.6211 52.1021 89I Senior Building Maintenance Worker Hourly 32.6513 34.2838 35.9980 37.7981 39.6878 20L Senior Civil Engineer Hourly 57.6953 60.5800 63.6091 66.7895 70.1289 10K Senior Code Enforcement Officer Hourly 43.9483 46.1458 48.4531 50.8759 53.4196 12L Senior Community Development Analyst Hourly 56.5543 59.3821 62.3511 65.4687 68.7422 05K Senior Crime Scene Investigator Hourly 43.4031 45.5733 47.8520 50.2445 52.7568 20I Senior Customer Service Representative Hourly 27.4838 28.8581 30.3010 31.8160 33.4069 79J Senior Engineering Technician Hourly 40.7767 42.8155 44.9562 47.2040 49.5643 19J Senior Equipment Mechanic Hourly 35.1033 36.8585 38.7014 40.6364 42.6682 70I Senior Housing Specialist Hourly 31.1386 32.6955 34.3302 36.0467 37.8491 47K Senior Instrument Technician Hourly 48.2019 50.6120 53.1427 55.7999 58.5898 20K Senior Landscape Inspector Hourly 45.0594 47.3125 49.6782 52.1618 54.7700 10J Senior Meter Mechanic Hourly 34.3234 36.0395 37.8414 39.7335 41.7201 45I Senior Meter Reader Hourly 29.2542 30.7168 32.2527 33.8653 35.5587 99I Senior Police Assistant Hourly 33.4769 35.1508 36.9084 38.7536 40.6914 50I Senior Public Works Maintenance Worker Hourly 29.6217 31.1027 32.6578 34.2908 36.0054 28K Senior Utility Mechanic Hourly 45.9686 48.2670 50.6804 53.2144 55.8752 10J Senior Water Distribution Technician Hourly 34.3234 36.0395 37.8414 39.7335 41.7201 70K Senior Water Treatment Plant Operator Hourly 51.0512 53.6036 56.2838 59.0979 62.0528 01J Traffic and Lighting Technician I Hourly 33.5607 35.2386 37.0006 38.8506 40.7930 41J Traffic and Lighting Technician II Hourly 37.0855 38.9398 40.8867 42.9310 45.0776 58L Traffic Engineer Hourly 63.4376 66.6095 69.9400 73.4370 77.1089 45I Utility Field Representative Hourly 29.2542 30.7168 32.2527 33.8653 35.5587 46J Utility Mechanic I Hourly 37.5514 39.4291 41.4005 43.4704 45.6441 88J Utility Mechanic II Hourly 41.7033 43.7884 45.9779 48.2769 50.6907 98J Utility Supervisor Hourly 42.7577 44.8957 47.1404 49.4975 51.9723 12I Warehouse Specialist Hourly 26.9404 28.2875 29.7017 31.1869 32.7462 73I Warehouse Supervisor Hourly 31.3727 32.9413 34.5884 36.3178 38.1337 70I Water Distribution Technician Hourly 31.1386 32.6955 34.3302 36.0467 37.8491 01I Water Maintenance Worker I Hourly 26.2105 27.5210 28.8971 30.3420 31.8591 40I Water Maintenance Worker II Hourly 28.8913 30.3357 31.8525 33.4451 35.1174 98J Water Quality Analyst Hourly 42.7577 44.8957 47.1404 49.4975 51.9723 50K Water Treatment Plant Operator Hourly 48.5644 50.9926 53.5424 56.2195 59.0304 20I Water Treatment Plant Operator Trainee I Hourly 27.4838 28.8581 30.3010 31.8160 33.4069 60I Water Treatment Plant Operator Trainee II Hourly 30.3707 31.8892 33.4836 35.1578 36.9157 10L Water Treatment Plant Supervisor Hourly 56.2725 59.0862 62.0405 65.1424 68.3995 10L Water Treatment Regulatory Compliance Officer Hourly 56.2725 59.0862 62.0405 65.1424 68.3995 *This document is attached for informational purposes only. Please see the official salary schedule distributed online by the City each year.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 IBEW
July 2025
5% COLA

Page 1 of 2 ends

Range Classification Rate Step 1 Step 2 Step 3 Step 4 Step 5 77J Accountant Hourly 42.6022 44.7322 46.9689 49.3173 51.7832 40H Accounting Clerk I Hourly 23.6920 24.8766 26.1204 27.4263 28.7977 80H Accounting Clerk II Hourly 26.1804 27.4895 28.8640 30.3072 31.8225 89I Accounting Technician Hourly 34.2839 35.9980 37.7979 39.6880 41.6722 09H Administrative Clerk I Hourly 21.9274 23.0239 24.1750 25.3838 26.6530 50H Administrative Clerk II Hourly 24.2911 25.5057 26.7810 28.1199 29.5260 20K Assistant Engineer Hourly 47.3124 49.6781 52.1621 54.7699 57.5085 30J Assistant Planner Hourly 37.8849 39.7791 41.7682 43.8564 46.0493 79K Associate Civil Engineer Hourly 54.8219 57.5630 60.4410 63.4632 66.6363 70J Associate Planner Hourly 41.8641 43.9572 46.1552 48.4629 50.8859 70H Bridge Operator Hourly 25.5350 26.8116 28.1522 29.5597 31.0378 79K Building Inspection Supervisor Hourly 54.8219 57.5630 60.4410 63.4632 66.6363 40J Building Inspector I Hourly 38.8428 40.7848 42.8241 44.9654 47.2138 70J Building Inspector II Hourly 41.8641 43.9572 46.1552 48.4629 50.8859 10I Building Maintenance Worker I Hourly 28.1464 29.5538 31.0315 32.5831 34.2123 50I Building Maintenance Worker II Hourly 31.1028 32.6578 34.2907 36.0053 37.8057 60I Building Permit Technician I Hourly 31.8892 33.4837 35.1578 36.9157 38.7615 89I Building Permit Technician II Hourly 34.2839 35.9980 37.7979 39.6880 41.6722 70K Building Plan Engineer Hourly 53.6038 56.2838 59.0980 62.0528 65.1554 20J Building Supervisor Hourly 36.9508 38.7982 40.7381 42.7751 44.9139 01H Cashier Clerk Hourly 21.4937 22.5685 23.6968 24.8817 26.1258 99I Code Enforcement Officer Hourly 35.1507 36.9083 38.7538 40.6913 42.7260 13J Communications Operator I Hourly 36.3105 38.1259 40.0322 42.0339 44.1356 63J Communications Operator II Hourly 41.1387 43.1956 45.3554 47.6233 50.0043 32K Communications Supervisor Hourly 48.7516 51.1891 53.7486 56.4359 59.2577 12K Community Development Analyst I Hourly 46.3767 48.6955 51.1304 53.6868 56.3711 51K Community Development Analyst II Hourly 51.1202 53.6761 56.3599 59.1779 62.1369 64J Crime Analyst Hourly 41.2416 43.3035 45.4688 47.7422 50.1293 26J Crime Scene Investigator I Hourly 37.5084 39.3838 41.3530 43.4207 45.5918 65J Crime Scene Investigator II Hourly 41.3446 43.4119 45.5825 47.8616 50.2547 80H Customer Service Representative Hourly 26.1804 27.4895 28.8640 30.3072 31.8225 99I Customer Service Supervisor Hourly 35.1507 36.9083 38.7538 40.6913 42.7260 10J Electrician Hourly 36.0396 37.8415 39.7335 41.7202 43.8061 70I Engineering Technician I Hourly 32.6955 34.3303 36.0467 37.8490 39.7416 40J Engineering Technician II Hourly 38.8428 40.7848 42.8241 44.9654 47.2138 79J Equipment Maintenance Supervisor Hourly 42.8155 44.9563 47.2040 49.5642 52.0425 49I Equipment Mechanic I Hourly 31.0252 32.5766 34.2053 35.9156 37.7114 88I Equipment Mechanic II Hourly 34.1985 35.9083 37.7037 39.5890 41.5685 61I Executive Secretary Hourly 31.9689 33.5675 35.2459 37.0081 38.8585 40J Fire Prevention Inspector Hourly 38.8428 40.7848 42.8241 44.9654 47.2138 20K Forensic Analyst Hourly 47.3124 49.6781 52.1621 54.7699 57.5085 60J GIS Specialist I Hourly 40.8317 42.8733 45.0169 47.2677 49.6312 99J GIS Specialist II Hourly 45.0079 47.2582 49.6211 52.1022 54.7072 40K GIS Specialist III Hourly 49.7350 52.2220 54.8331 57.5747 60.4533 70I Heavy Equipment Operator Hourly 32.6955 34.3303 36.0467 37.8490 39.7416 02I Housing Specialist I Hourly 27.5899 28.9694 30.4179 31.9388 33.5356 42I Housing Specialist II Hourly 30.4877 32.0120 33.6127 35.2933 37.0580 40J Housing Specialist Supervisor Hourly 38.8428 40.7848 42.8241 44.9654 47.2138 66J Instrument Technician I Hourly 41.4480 43.5204 45.6964 47.9813 50.3804 09K Instrument Technician II Hourly 46.0306 48.3322 50.7488 53.2861 55.9505 50J IS Services Specialist Hourly 39.8247 41.8160 43.9068 46.1021 48.4072 50I IS Support Technician I Hourly 31.1028 32.6578 34.2907 36.0053 37.8057 89I IS Support Technician II Hourly 34.2839 35.9980 37.7979 39.6880 41.6722 17J Laboratory Analyst I Hourly 36.6749 38.5088 40.4340 42.4557 44.5786 59J Laboratory Analyst II Hourly 40.7298 42.7663 44.9047 47.1499 49.5075 79J Landscape Inspector Hourly 42.8155 44.9563 47.2040 49.5642 52.0425 79J Landscape Supervisor Hourly 42.8155 44.9563 47.2040 49.5642 52.0425 90H Maintenance Worker I Hourly 26.8423 28.1844 29.5937 31.0734 32.6271 *This document is attached for informational purposes only. Please see the official salary schedule distributed online by the City each year.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 IBEW
July 2025
5% COLA

Page 2 of 2 ends

Range Classification Rate Step 1 Step 2 Step 3 Step 4 Step 5 30I Maintenance Worker II Hourly 29.5876 31.0670 32.6204 34.2513 35.9639 80H Marina Maintenance Attendant Hourly 26.1804 27.4895 28.8640 30.3072 31.8225 80H Marina Office Attendant Hourly 26.1804 27.4895 28.8640 30.3072 31.8225 77J Marina Supervisor Hourly 42.6022 44.7322 46.9689 49.3173 51.7832 70I Meter Mechanic Hourly 32.6955 34.3303 36.0467 37.8490 39.7416 04I Meter Reader Hourly 27.7280 29.1144 30.5701 32.0985 33.7036 01I Parts Specialist Hourly 27.5210 28.8971 30.3420 31.8591 33.4521 37K Payroll Supervisor Hourly 49.3641 51.8322 54.4237 57.1450 60.0024 79K Plan Check Engineer Hourly 54.8219 57.5630 60.4410 63.4632 66.6363 61I Planning Technician Hourly 31.9689 33.5675 35.2459 37.0081 38.8585 60I Police Assistant Hourly 31.8892 33.4837 35.1578 36.9157 38.7615 77H Police Clerk Hourly 25.9851 27.2843 28.6485 30.0809 31.5848 75J Police Records Supervisor Hourly 42.3900 44.5094 46.7350 49.0716 51.5252 10I Public Works Maintenance Worker II Hourly 28.1464 29.5538 31.0315 32.5831 34.2123 20I Public Works Maintenance Worker IIA Hourly 28.8580 30.3010 31.8161 33.4068 35.0772 77J Public Works Supervisor Hourly 42.6022 44.7322 46.9689 49.3173 51.7832 20I Reservoir Keeper I Hourly 28.8580 30.3010 31.8161 33.4068 35.0772 60I Reservoir Keeper II Hourly 31.8892 33.4837 35.1578 36.9157 38.7615 90H Secretary Hourly 26.8423 28.1844 29.5937 31.0734 32.6271 37K Senior Accountant Hourly 49.3641 51.8322 54.4237 57.1450 60.0024 99J Senior Building Inspector Hourly 45.0079 47.2582 49.6211 52.1022 54.7072 89I Senior Building Maintenance Worker Hourly 34.2839 35.9980 37.7979 39.6880 41.6722 20L Senior Civil Engineer Hourly 60.5801 63.6090 66.7896 70.1290 73.6353 10K Senior Code Enforcement Officer Hourly 46.1457 48.4531 50.8758 53.4197 56.0906 12L Senior Community Development Analyst Hourly 59.3820 62.3512 65.4687 68.7421 72.1793 05K Senior Crime Scene Investigator Hourly 45.5733 47.8520 50.2446 52.7567 55.3946 20I Senior Customer Service Representative Hourly 28.8580 30.3010 31.8161 33.4068 35.0772 79J Senior Engineering Technician Hourly 42.8155 44.9563 47.2040 49.5642 52.0425 19J Senior Equipment Mechanic Hourly 36.8585 38.7014 40.6365 42.6682 44.8016 70I Senior Housing Specialist Hourly 32.6955 34.3303 36.0467 37.8490 39.7416 47K Senior Instrument Technician Hourly 50.6120 53.1426 55.7998 58.5899 61.5193 20K Senior Landscape Inspector Hourly 47.3124 49.6781 52.1621 54.7699 57.5085 10J Senior Meter Mechanic Hourly 36.0396 37.8415 39.7335 41.7202 43.8061 45I Senior Meter Reader Hourly 30.7169 32.2526 33.8653 35.5586 37.3366 99I Senior Police Assistant Hourly 35.1507 36.9083 38.7538 40.6913 42.7260 50I Senior Public Works Maintenance Worker Hourly 31.1028 32.6578 34.2907 36.0053 37.8057 28K Senior Utility Mechanic Hourly 48.2670 50.6804 53.2144 55.8751 58.6690 10J Senior Water Distribution Technician Hourly 36.0396 37.8415 39.7335 41.7202 43.8061 70K Senior Water Treatment Plant Operator Hourly 53.6038 56.2838 59.0980 62.0528 65.1554 01J Traffic and Lighting Technician I Hourly 35.2387 37.0005 38.8506 40.7931 42.8327 41J Traffic and Lighting Technician II Hourly 38.9398 40.8868 42.9310 45.0776 47.3315 58L Traffic Engineer Hourly 66.6095 69.9400 73.4370 77.1089 80.9643 45I Utility Field Representative Hourly 30.7169 32.2526 33.8653 35.5586 37.3366 46J Utility Mechanic I Hourly 39.4290 41.4006 43.4705 45.6439 47.9263 88J Utility Mechanic II Hourly 43.7885 45.9778 48.2768 50.6907 53.2252 98J Utility Supervisor Hourly 44.8956 47.1405 49.4974 51.9724 54.5709 12I Warehouse Specialist Hourly 28.2874 29.7019 31.1868 32.7462 34.3835 73I Warehouse Supervisor Hourly 32.9413 34.5884 36.3178 38.1337 40.0404 70I Water Distribution Technician Hourly 32.6955 34.3303 36.0467 37.8490 39.7416 01I Water Maintenance Worker I Hourly 27.5210 28.8971 30.3420 31.8591 33.4521 40I Water Maintenance Worker II Hourly 30.3359 31.8525 33.4451 35.1174 36.8733 98J Water Quality Analyst Hourly 44.8956 47.1405 49.4974 51.9724 54.5709 50K Water Treatment Plant Operator Hourly 50.9926 53.5422 56.2195 59.0305 61.9819 20I Water Treatment Plant Operator Trainee I Hourly 28.8580 30.3010 31.8161 33.4068 35.0772 60I Water Treatment Plant Operator Trainee II Hourly 31.8892 33.4837 35.1578 36.9157 38.7615 10L Water Treatment Plant Supervisor Hourly 59.0861 62.0405 65.1425 68.3995 71.8195 10L Water Treatment Regulatory Compliance Officer Hourly 59.0861 62.0405 65.1425 68.3995 71.8195 *This document is attached for informational purposes only. Please see the official salary schedule distributed online by the City each year.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 IBEW
July 2026
5% COLA

Page 1 of 2 ends

Range Classification Rate Step 1 Step 2 Step 3 Setp 4 Step 5 77J Accountant Hourly 44.7323 46.9688 49.3173 51.7832 54.3724 40H Accounting Clerk I Hourly 24.8766 26.1204 27.4264 28.7976 30.2376 80H Accounting Clerk II Hourly 27.4894 28.8640 30.3072 31.8226 33.4136 89I Accounting Technician Hourly 35.9981 37.7979 39.6878 41.6724 43.7558 09H Administrative Clerk I Hourly 23.0238 24.1751 25.3838 26.6530 27.9857 50H Administrative Clerk II Hourly 25.5057 26.7810 28.1201 29.5259 31.0023 20K Assistant Engineer Hourly 49.6780 52.1620 54.7702 57.5084 60.3839 30J Assistant Planner Hourly 39.7791 41.7681 43.8566 46.0492 48.3518 79K Associate Civil Engineer Hourly 57.5630 60.4412 63.4631 66.6364 69.9681 70J Associate Planner Hourly 43.9573 46.1551 48.4630 50.8860 53.4302 70H Bridge Operator Hourly 26.8118 28.1522 29.5598 31.0377 32.5897 79K Building Inspection Supervisor Hourly 57.5630 60.4412 63.4631 66.6364 69.9681 40J Building Inspector I Hourly 40.7849 42.8240 44.9653 47.2137 49.5745 70J Building Inspector II Hourly 43.9573 46.1551 48.4630 50.8860 53.4302 10I Building Maintenance Worker I Hourly 29.5537 31.0315 32.5831 34.2123 35.9229 50I Building Maintenance Worker II Hourly 32.6579 34.2907 36.0052 37.8056 39.6960 60I Building Permit Technician I Hourly 33.4837 35.1579 36.9157 38.7615 40.6996 89I Building Permit Technician II Hourly 35.9981 37.7979 39.6878 41.6724 43.7558 70K Building Plan Engineer Hourly 56.2840 59.0980 62.0529 65.1554 68.4132 20J Building Supervisor Hourly 38.7983 40.7381 42.7750 44.9139 47.1596 01H Cashier Clerk Hourly 22.5684 23.6969 24.8816 26.1258 27.4321 99I Code Enforcement Officer Hourly 36.9082 38.7537 40.6915 42.7259 44.8623 13J Communications Operator I Hourly 38.1260 40.0322 42.0338 44.1356 46.3424 63J Communications Operator II Hourly 43.1956 45.3554 47.6232 50.0045 52.5045 32K Communications Supervisor Hourly 51.1892 53.7486 56.4360 59.2577 62.2206 12K Community Development Analyst I Hourly 48.6955 51.1303 53.6869 56.3711 59.1897 51K Community Development Analyst II Hourly 53.6762 56.3599 59.1779 62.1368 65.2437 64J Crime Analyst Hourly 43.3037 45.4687 47.7422 50.1293 52.6358 26J Crime Scene Investigator I Hourly 39.3838 41.3530 43.4207 45.5917 47.8714 65J Crime Scene Investigator II Hourly 43.4118 45.5825 47.8616 50.2547 52.7674 80H Customer Service Representative Hourly 27.4894 28.8640 30.3072 31.8226 33.4136 99I Customer Service Supervisor Hourly 36.9082 38.7537 40.6915 42.7259 44.8623 10J Electrician Hourly 37.8416 39.7336 41.7202 43.8062 45.9964 70I Engineering Technician I Hourly 34.3303 36.0468 37.8490 39.7415 41.7287 40J Engineering Technician II Hourly 40.7849 42.8240 44.9653 47.2137 49.5745 79J Equipment Maintenance Supervisor Hourly 44.9563 47.2041 49.5642 52.0424 54.6446 49I Equipment Mechanic I Hourly 32.5765 34.2054 35.9156 37.7114 39.5970 88I Equipment Mechanic II Hourly 35.9084 37.7037 39.5889 41.5685 43.6469 61I Executive Secretary Hourly 33.5673 35.2459 37.0082 38.8585 40.8014 40J Fire Prevention Inspector Hourly 40.7849 42.8240 44.9653 47.2137 49.5745 20K Forensic Analyst Hourly 49.6780 52.1620 54.7702 57.5084 60.3839 60J GIS Specialist I Hourly 42.8733 45.0170 47.2677 49.6311 52.1128 99J GIS Specialist II Hourly 47.2583 49.6211 52.1022 54.7073 57.4426 40K GIS Specialist III Hourly 52.2218 54.8331 57.5748 60.4534 63.4760 70I Heavy Equipment Operator Hourly 34.3303 36.0468 37.8490 39.7415 41.7287 02I Housing Specialist I Hourly 28.9694 30.4179 31.9388 33.5357 35.2124 42I Housing Specialist II Hourly 32.0121 33.6126 35.2933 37.0580 38.9109 40J Housing Specialist Supervisor Hourly 40.7849 42.8240 44.9653 47.2137 49.5745 66J Instrument Technician I Hourly 43.5204 45.6964 47.9812 50.3804 52.8994 09K Instrument Technician II Hourly 48.3321 50.7488 53.2862 55.9504 58.7480 50J IS Services Specialist Hourly 41.8159 43.9068 46.1021 48.4072 50.8276 50I IS Support Technician I Hourly 32.6579 34.2907 36.0052 37.8056 39.6960 89I IS Support Technician II Hourly 35.9981 37.7979 39.6878 41.6724 43.7558 17J Laboratory Analyst I Hourly 38.5086 40.4342 42.4557 44.5785 46.8075 59J Laboratory Analyst II Hourly 42.7663 44.9046 47.1499 49.5074 51.9829 79J Landscape Inspector Hourly 44.9563 47.2041 49.5642 52.0424 54.6446 79J Landscape Supervisor Hourly 44.9563 47.2041 49.5642 52.0424 54.6446 90H Maintenance Worker I Hourly 28.1844 29.5936 31.0734 32.6271 34.2585 *This document is attached for informational purposes only. Please seek the official salary schedule distributed online by the City each year.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96 IBEW
July 2026
5% COLA

Page 2 of 2 ends

Range Classification Rate Step 1 Step 2 Step 3 Setp 4 Step 5 30I Maintenance Worker II Hourly 31.0670 32.6204 34.2514 35.9639 37.7621 80H Marina Maintenance Attendant Hourly 27.4894 28.8640 30.3072 31.8226 33.4136 80H Marina Office Attendant Hourly 27.4894 28.8640 30.3072 31.8226 33.4136 77J Marina Supervisor Hourly 44.7323 46.9688 49.3173 51.7832 54.3724 70I Meter Mechanic Hourly 34.3303 36.0468 37.8490 39.7415 41.7287 04I Meter Reader Hourly 29.1144 30.5701 32.0986 33.7034 35.3888 01I Parts Specialist Hourly 28.8971 30.3420 31.8591 33.4521 35.1247 37K Payroll Supervisor Hourly 51.8323 54.4238 57.1449 60.0023 63.0025 79K Plan Check Engineer Hourly 57.5630 60.4412 63.4631 66.6364 69.9681 61I Planning Technician Hourly 33.5673 35.2459 37.0082 38.8585 40.8014 60I Police Assistant Hourly 33.4837 35.1579 36.9157 38.7615 40.6996 77H Police Clerk Hourly 27.2844 28.6485 30.0809 31.5849 33.1640 75J Police Records Supervisor Hourly 44.5095 46.7349 49.0718 51.5252 54.1015 10I Public Works Maintenance Worker II Hourly 29.5537 31.0315 32.5831 34.2123 35.9229 20I Public Works Maintenance Worker IIA Hourly 30.3009 31.8161 33.4069 35.0771 36.8311 77J Public Works Supervisor Hourly 44.7323 46.9688 49.3173 51.7832 54.3724 20I Reservoir Keeper I Hourly 30.3009 31.8161 33.4069 35.0771 36.8311 60I Reservoir Keeper II Hourly 33.4837 35.1579 36.9157 38.7615 40.6996 90H Secretary Hourly 28.1844 29.5936 31.0734 32.6271 34.2585 37K Senior Accountant Hourly 51.8323 54.4238 57.1449 60.0023 63.0025 99J Senior Building Inspector Hourly 47.2583 49.6211 52.1022 54.7073 57.4426 89I Senior Building Maintenance Worker Hourly 35.9981 37.7979 39.6878 41.6724 43.7558 20L Senior Civil Engineer Hourly 63.6091 66.7895 70.1291 73.6355 77.3171 10K Senior Code Enforcement Officer Hourly 48.4530 50.8758 53.4196 56.0907 58.8951 12L Senior Community Development Analyst Hourly 62.3511 65.4688 68.7421 72.1792 75.7883 05K Senior Crime Scene Investigator Hourly 47.8520 50.2446 52.7568 55.3945 58.1643 20I Senior Customer Service Representative Hourly 30.3009 31.8161 33.4069 35.0771 36.8311 79J Senior Engineering Technician Hourly 44.9563 47.2041 49.5642 52.0424 54.6446 19J Senior Equipment Mechanic Hourly 38.7014 40.6365 42.6683 44.8016 47.0417 70I Senior Housing Specialist Hourly 34.3303 36.0468 37.8490 39.7415 41.7287 47K Senior Instrument Technician Hourly 53.1426 55.7997 58.5898 61.5194 64.5953 20K Senior Landscape Inspector Hourly 49.6780 52.1620 54.7702 57.5084 60.3839 10J Senior Meter Mechanic Hourly 37.8416 39.7336 41.7202 43.8062 45.9964 45I Senior Meter Reader Hourly 32.2527 33.8652 35.5586 37.3365 39.2034 99I Senior Police Assistant Hourly 36.9082 38.7537 40.6915 42.7259 44.8623 50I Senior Public Works Maintenance Worker Hourly 32.6579 34.2907 36.0052 37.8056 39.6960 28K Senior Utility Mechanic Hourly 50.6804 53.2144 55.8751 58.6689 61.6025 10J Senior Water Distribution Technician Hourly 37.8416 39.7336 41.7202 43.8062 45.9964 70K Senior Water Treatment Plant Operator Hourly 56.2840 59.0980 62.0529 65.1554 68.4132 01J Traffic and Lighting Technician I Hourly 37.0006 38.8505 40.7931 42.8328 44.9743 41J Traffic and Lighting Technician II Hourly 40.8868 42.9311 45.0776 47.3315 49.6981 58L Traffic Engineer Hourly 69.9400 73.4370 77.1089 80.9643 85.0125 45I Utility Field Representative Hourly 32.2527 33.8652 35.5586 37.3365 39.2034 46J Utility Mechanic I Hourly 41.4005 43.4706 45.6440 47.9261 50.3226 88J Utility Mechanic II Hourly 45.9779 48.2767 50.6906 53.2252 55.8865 98J Utility Supervisor Hourly 47.1404 49.4975 51.9723 54.5710 57.2994 12I Warehouse Specialist Hourly 29.7018 31.1870 32.7461 34.3835 36.1027 73I Warehouse Supervisor Hourly 34.5884 36.3178 38.1337 40.0404 42.0424 70I Water Distribution Technician Hourly 34.3303 36.0468 37.8490 39.7415 41.7287 01I Water Maintenance Worker I Hourly 28.8971 30.3420 31.8591 33.4521 35.1247 40I Water Maintenance Worker II Hourly 31.8527 33.4451 35.1174 36.8733 38.7170 98J Water Quality Analyst Hourly 47.1404 49.4975 51.9723 54.5710 57.2994 50K Water Treatment Plant Operator Hourly 53.5422 56.2193 59.0305 61.9820 65.0810 20I Water Treatment Plant Operator Trainee I Hourly 30.3009 31.8161 33.4069 35.0771 36.8311 60I Water Treatment Plant Operator Trainee II Hourly 33.4837 35.1579 36.9157 38.7615 40.6996 10L Water Treatment Plant Supervisor Hourly 62.0404 65.1425 68.3996 71.8195 75.4105 10L Water Treatment Regulatory Compliance Officer Hourly 62.0404 65.1425 68.3996 71.8195 75.4105 *This document is attached for informational purposes only. Please seek the official salary schedule distributed online by the City each year.

DocuSign Envelope ID: E6F3435F-AAF5-4E95-80EE-921D66244D96

AGREEMENT BETWEEN CITY OF VALLEJO
AND
INTERNATIONAL BROTHERHOOD OF ELECTRICAL WORKERS LOCAL 1245, AFL-CIO July 1, 2021 2024 THROUGH June 30, 2027
i
City of Vallejo-IBEW Agreement 07/1/20241–06/30/20274

TABLE OF CONTENTS
Page
SECTION 1 LABOR AND EMPLOYMENT RELATIONS..........................................................5

1.1. RECOGNITION ...................................................................................................5

1.2. MANAGEMENT RIGHTS ....................................................................................5

1.3. NO DISCRIMINATION.........................................................................................5

1.4. DUES, UNION SECURITY...................................................................................6

1.5. UNION ACTIVITY................................................................................................7

1.6. LOCAL 1245 LEADERSHIP AND STEWARD LEAVE TIME ..............................9

1.7. SUBCONTRACTING...........................................................................................9

1.8. COOPERATIVE COMMITTEE ..........................................................................10

1.9. PART-TIME EMPLOYEES ................................................................................12

1.10. VALIDITY OF AGREEMENT.............................................................................12

1.11. SUPREMACY CLAUSE.....................................................................................13

1.12. AS NEEDED MEETINGS ..................................................................................13 SECTION 2 SALARIES...........................................................................................................14

2.1. SALARIES .........................................................................................................14

2.2. OVERTIME........................................................................................................16

2.3. HOLIDAY PAY - SHIFT EMPLOYEES ..............................................................18

2.4. STAND-BY.........................................................................................................19 SECTION 3 BENEFITS...........................................................................................................21

3.1. RETIREMENT ...................................................................................................21

3.2. GROUP HEALTH INSURANCE ........................................................................22

3.3. OPTICAL AND EYEGLASS PLAN.....................................................................27

3.4. DENTAL PLAN ..................................................................................................27

3.5. LIFE INSURANCE.............................................................................................27

3.6. GROUP DISABILITY INCOME PROTECTION .................................................27

3.7. SOCIAL SECURITY AND DEFERRED COMPENSATION...............................28

3.8. EMPLOYEE ASSISTANCE PROGRAM............................................................28

3.9. SPECIAL UNIFORMS AND TOOLS..................................................................29

3.10. EDUCATIONAL REIMBURSEMENT.................................................................30

3.11. STATE DISABILITY INSURANCE.....................................................................31 ii
City of Vallejo-IBEW Agreement 07/1/20241–06/30/20274

3.12. EXISTING BENEFITS .......................................................................................32 SECTION 4 COMPENSATION ...............................................................................................33

4.1. MEAL ALLOWANCE..........................................................................................33

4.2. BILINGUAL PAY................................................................................................33

4.3. CLASSIFICATION STUDIES.............................................................................34

4.4. CROSS-TRAINING PAY ...................................................................................36

4.5. DIFFERENTIAL PAYS.......................................................................................36

4.6. SHIFT DIFFERENTIAL PAY..............................................................................38

4.7. COMMUNICATIONS OPERATORS DIFFERENTIAL PAY ...............................38 SECTION 5 .............................................................................................................................39 LEAVES ........................................................................................................................39

5.1. HOLIDAYS.........................................................................................................39

5.2. ANNUAL LEAVE................................................................................................40

5.3. SICK LEAVE, BEREAVEMENT LEAVE, MEDICAL EXAMINATIONS, FAMILY AND MEDICAL LEAVE .................................................................................................41

5.4. LEAVES OF ABSENCE.....................................................................................43

5.5. MILITARY LEAVE..............................................................................................44

5.6. JURY DUTY AND COURT APPEARANCES ....................................................44 SECTION 6 .............................................................................................................................46

6.1. HOURS OF WORK ...........................................................................................46

6.2. LAYOFF NOTICE .............................................................................................48

6.3. LAYOFF DETERMINATION ............................................................................49

6.4. This Section 6.4 intentionally left blank. .........................................................51

6.5. GRIEVANCE PROCEDURE ...........................................................................51

6.6. SENIORITY ......................................................................................................56

6.7. NO STRIKES, LOCKOUTS OR WORK STOPPAGES .................................59

6.8. MODIFICATIONS UPON MUTUAL CONSENT .............................................59

6.9. MEDIATION ......................................................................................................59 SECTION 7 MISCELLANEOUS..............................................................................................60

7.1. FILLING OF VACANT POSITIONS....................................................................60

7.2. SAFETY.............................................................................................................60

7.3. TRANSFERS AND ASSIGNMENTS .................................................................61

7.4. CERTIFICATION/LICENSE FEES ....................................................................63 iii
City of Vallejo-IBEW Agreement 07/1/20241–06/30/20274

7.5. TRAINING FOR SUPERVISORY EMPLOYEES...............................................63 SECTION 8 TERM OF AGREEMENT.....................................................................................64 SECTION 9 SIGNATURE PAGE ............................................................................................65 APPENDIX A...........................................................................................................................67 CLASSIFICATIONS ................................................................................................................67 APPENDIX B...........................................................................................................................89 LETTER OF AGREEMENT 5/29/19........................................................................................89 APPENDIX C...........................................................................................................................92 LETTER OF AGREEMENT 3/30/2023....................................................................................92 iv
City of Vallejo-IBEW Agreement 07/1/20241–06/30/20274

PREFACE
This Agreement is made pursuant to the provisions of the Meyers-Milias-Brown Act (MMBA) and is between the City of Vallejo, a Municipal Corporation, hereinafter referred to as the "City" or "Employer", and the International Brotherhood of Electrical Workers, Local 1245, AFL-CIO, a Labor Union, hereinafter referred to as the "Local 1245", the duly recognized employee organization representing the City's Miscellaneous Employees.

Together, they may be referred to herein as the "parties." The general purpose of this Agreement is to set forth the wages, hours of employment, and working conditions which shall prevail for the duration of this Agreement and to promote orderly and peaceful labor relations for and among the City, its employees, and Local 1245.

LABOR AND EMPLOYEE RELATIONS

1.1.RECOGNITION
The City recognizes Local 1245 as the exclusive representative of employees working in classifications covered by this Agreement. Said classifications are set forth in Appendix A attached hereto and made a part hereof; however, this does not preclude (i) additional classifications from being covered by this Agreement or (ii) the City from proposing to delete classifications from Appendix A subject to any applicable meet and confer requirements during the contract term.

1.2.MANAGEMENT RIGHTS
Except to the extent that the rights are specifically limited by the provisions of the Agreement, the City retains all rights, powers and authority granted to it or which it has pursuant to law or the City Charter including, but not limited to: the right to direct the work force; increase, decrease or reassign the work force; hire, promote, demote; discharge or discipline for just cause; transfer or reclassify employees; assign employees days of work, shifts, overtime and special work requirements, and to determine the necessity, merits, mission and organization of any service or activity of the City or of any City Department, Agency or Unit.

1.3.NO DISCRIMINATION
A. Neither the City nor its agents, nor Local 1245, its agents or members, shall discriminate against any employee because of any protected status, as defined by California or federal law, including race, color, religious creed, nationality, age, sex, disability, genetic information, marital status, sexual or gender orientation and identity, medical condition, political activities, military or veteran status, or status as a victim of domestic violence. Neither will the parties discriminate any employee because of Union activity or the absence thereof, or membership or non-membership in Local 1245, or on any other basis prohibited by state or federal law.

1. The City and Local 1245 shall participate in and cooperate in implementing the non-discrimination provision as set forth in Vallejo Municipal Code Sections 2.74.010 - 2.74.110.

2. The City will notify Local 1245 at any time the subject of non- discrimination or related subjects are to be discussed by the City Council or Civil Service Commission, and Local 1245 will be allowed to participate.

B. Because the Americans with Disabilities Act (ADA) requires accommodations for individuals protected under the ADA, and because these accommodations must be determined on an individual case-by-case basis, the parties agree that the provisions of this Agreement may be disregarded in order for the City to avoid discrimination relative to hiring, promotion, transfer, layoff, reassignment, rehire, rates of pay, job and duty classification, seniority, leaves, 6 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 fringe benefits, training opportunities, hours of work or other terms and privileges of employment.

C. Complaints of discrimination or harassment shall be made pursuant to City Administrative Rule 2.21 and are not subject to the grievance and arbitration procedures of this Agreement.

1.4.DUES, UNION SECURITY
A. Except as otherwise provided by law, the City and Local 1245 agree that pursuant to Government Code Section 3502.5 and all other applicable laws and statutes including SB 866, all employees within the recognized unit may elect to join Local 1245 or pay Local 1245 a fair share service fee in an amount which shall not exceed the standard initiation fee, monthly dues, and general assessment of Local 1245. The Union shall notify the City of any employee who is a member of Local 1245 who has applied for membership or who elects to pay a fair share service fee and that has given Local 1245 written authorization for deduction of unified dues, initiation fees and general assessments to Local 1245.

C. Upon Local 1245 notification to the City of written authorization by an employee and, the City agrees to deduct from the accrued wages of each employee after all other required deductions have been made, the sum certified 7 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 as semi-monthly Union dues, fees, and assessments, and deliver the sum to Local 1245. On a bi-weekly formula basis (twenty-six (26) pay periods per year.

1.5.UNION ACTIVITY
A. Except as provided in this Agreement, employees shall not engage in Union activity during working hours.

B. In no event shall any Union representative leave their work for grievance purposes without first notifying and obtaining the approval of the immediate supervisor.

1. The immediate supervisor shall promptly approve such request unless the absence of Local 1245 representative would have an adverse effect on the operations of the unit.

D. Consistent with applicable state law, the City will permit one (1) Union representative to address new hires in the bargaining unit during the scheduled new hire orientation session. Local 1245 representative will be given no less than one half-hour during which to speak with new hires in order to present administrative information to new employees regarding contact information, Union programs available to City employees, and membership information.

D. The City will provide the Union with adequate bulletin board space 8 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 for the purpose of posting thereon matters relating to official Union Business. Union bulletin boards will be installed in IBEW work locations, as agreed upon by the Union and the City. The Union shall not post political, derogatory, or offensive material (including any material that might contribute to an alleged violation of the California Fair Employment and Housing Act). If any such material is posted, the City will contact the Union representative for removal. The Union will promptly respond.
9 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

1.6.LOCAL 1245 LEADERSHIP AND STEWARD LEAVE TIME
A. Upon request of Local 1245, and consistent with state law, the City shall grant employees a leave of absence without loss of compensation or other benefits to serve as stewards, officers or delegates of the Local 1245, or of any statewide or national employee organization with which the Local 1245 is affiliated.

D. Local 1245 shall reimburse the City for all compensation paid to the employee on leave unless otherwise specified by this memorandum of understanding.

Reimbursement by Local 1245 shall be made within 30 calendar days after receipt of the City’s certification of payment of compensation to the employee.

H. The Union has no obligation to use leave under this section for an employee and may terminate that leave at any time, for any reason.

1.7.SUBCONTRACTING
A. The City reserves the right to contract out and/or subcontract work to the extent permitted by law. However, the City shall not contract or subcontract work normally and customarily performed by bargaining unit employees covered by this Agreement when, in either case, to do so results in bargaining unit employee(s) suffering a loss of employment with the City, a 10 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 reduction in regularly scheduled work hours, a reduction in benefits which related to regularly scheduled work hours, or a reduction in base wages.

C. The Human Resource Department shall provide to Local 1245 on a semi- annual basis:

A current report listing all temporary employees being employed by the City.

For the purpose of this Section, "Temporary Employees" shall include temporary employees, volunteers and contractors performing Local1245 related work. The list shall state the name of the Temporary Employee, department/division, date of initial employment, job description and title, and the fund fromin which the employee is paid from (there may be cost recovery from other funds through the cost allocation plan).

D. The City shall use best efforts to use Temporary Employees to perform IBEW related work only for limited duration work needs.

E. The City shall utilize current active eligibility lists for both permanent and temporary assignments beyond immediate short-term needs.

G. Unless otherwise specified in this Agreement, when there is an active certified Register of Eligibles for a budgeted vacant position, the City shall interview all candidates on the list prior to pursuing alternate means of having necessary work performed.

1.8.COOPERATIVE COMMITTEE
A. Introduction
The City and Local 1245 recognize the need for cooperation to improve performance for mutual welfare and public benefit. To foster cooperation, the parties shall create a committee to effectuate these goals. 11 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 B. Method of Cooperation

1. Cooperative Committee
The parties shall create a Cooperative Committee. The Committee will consist of an equal number of members not exceeding three (3) individuals representing the City and Local 1245. Each party will designate their three (3) representatives. The Committee will meet once every three (3) months beginning after the adoption of this Agreement by the City Council . A representative from the City and from Local 1245 will jointly develop an agenda one week prior to the meeting. The agenda shall be distributed the Friday before each meeting. The parties will discuss those topics listed on the agenda.

That does not preclude either party from bringing up items at the meeting to be placed on future agendas.
a. Employees attending such meetings shall be paid at their regular rate of pay for all time absent from their regularly scheduled work while attending such meetings.

2. The Minutes of Cooperative Committee Meetings
a. Minutes will be kept of each Cooperative Committee meeting.

Copies of the meeting's minutes will also be posted in the Human Resources Department for a period of ten days following the meeting.
b. From time to time, matters of a confidential nature may be discussed at these meetings. It is agreed that reference to such matters may, at the request of either party, be removed from the minutes, which are distributed. Such confidential matters, however, will be noted and records will be kept in the Human Resources Department.

C. Meeting Procedures to be Followed by Cooperative Committee

2. There is no limit to the range of specific subjects that may be submitted for discussion by Committee members. Any matter that may be of mutual benefit to the parties or in the public's interest is proper for discussion.
12 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 However, on any matters that fall within the scope of bargaining [Gov't Code § 3504] those issues will be dealt with per the MMBA.

1.9.PART-TIME EMPLOYEES
A. In order to share in one-half (1/2) of all the benefits available to full-time employees, any regular, part-time employee shall be assigned to work a minimum of twenty (20) hours per week. However, the foregoing provision does not apply to hourly employees, including, but not limited to, students, and school crossing guards.

B. Part-time employees working in classifications covered by this Agreement shall be eligible to receive the appropriate overtime rate set forth is Section 2 of the MOU for hours worked in excess of (i) the greater of (x) eight (8) hours in a day or (y) their regular shift for that day, and/or (iii) forty (40) hours in a week. If a part-time employee works on their regular day off, they will be paid straight time for all hours worked on such day unless and until they work forty (40) hours in the applicable work week.

C. Part-time employees shall also receive any general wage, cost of living, or equity adjustments agreed to by the parties under the same provisions applicable to regular status employees.

F. Attached hereto as Appendix B (Letter of Agreement 5/29/2019) are definitions of the employment statuses utilized by the City.

1.10.VALIDITY OF AGREEMENT
In the event that any provision of this Agreement shall at any time be declared invalid by a decision of any court of competent jurisdiction or administrative agency, such decision shall not invalidate the entire Agreement . Within 90 days of such decision coming into effect, upon request of either party, the City and Union will meet and negotiate whether a side letter agreement regarding the invalidated provision is appropriate .

All other provisions not so declared invalid shall remain in full force and effect. 13 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

1.11.SUPREMACY CLAUSE
A. This Agreement supersedes any rules, regulations or practices of the City which are contrary to or in conflict with the terms and provisions hereof.

1.12.AS NEEDED MEETINGS
Following ratification of this Agreement by Local 1245 and adoption by the City Council in accordance with the MMBA, the Human Resources Director and Local 1245 Business Representative or designee will meet on a quarterly or an as- needed basis regarding the review and discussion of unresolved personnel and contract-related issues. 14 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

2.1. SALARIES
SECTION 2

SALARIES
A.Water Treatment Plant Operators

1. 12 Hour, 10 Minute Shifts
a. The length of the shift for those Water Treatment Plant Operators who relieve a prior outgoing shift is 12 hours and 10 minutes. effective as of July 5, 2012. This is not a change in work hours but is instead a recognition of a past practice.
b. Water Treatment Plant Operators who actually work a 12 hour and 10-minute shift will receive the 10 minutes at a 1.5 overtime rate.

Because the regular shift is 12 hours and 1O minutes and is not work in excess of the regular shift, no provision in this MOU regarding work over scheduled hours applies.
c. Notwithstanding any other provision in this MOU, the 10 minutes will be paid in overtime on regular paydays in the regular paycheck and will not be paid in compensatory time off. d. Failure to arrive at work at the start of the 12-hour, 10- minute shift, will be treated as tardiness.
e. Employees must accurately report their work time.

B. If during the term of this Memorandum of Understanding, which shall be defined for this purpose as beginning on the date of adoption by the City Council and ending on December 31, 2015, the City of Vallejo implements an across the board salary increase with any other represented employee bargaining unit, the City will meet with IBEW to negotiate implementation of an equivalent across the board salary increase, net of any concessions made in exchange for the salary increase. For example, if another bargaining unit agrees to a concession worth 2% of salary and an across the board increase of 3%, the parties will meet over implementation of a 1% raise. If another bargaining unit agrees to exchange a wage increase for an equivalent employee payment of the City's PERS contribution, that would not be deemed an across-the-board salary increase. This provision shall expire and will no longer be effective on December 31, 2015.

C. All benchmark and related classifications determined through the 2020 Bryce market survey to be more than fifteen percent (15%) below the median for the jurisdictions surveyed, after the application of any negotiated compensation terms effective in FY2021-22, shall receive an equity adjustment to bring them to fifteen percent (15%) below market the first full pay period after January 1, 2022.
15 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 In addition, for FY2022-23, all benchmark and related classifications determined through the 2020 Bryce market survey to be more than ten percent (10%) below the median for the jurisdictions surveyed (including those receiving adjustments in FY2021-22 under this section), after the application of any negotiated compensation terms effective in FY2022-23, shall receive an equity adjustment to bring them to ten percent (10%) below market effective the first full pay period following January 1, 2023.

In addition, for FY2023-24, all benchmark and related classifications determined through the 2020 Bryce market survey to be more than five percent (5%) below the median for the jurisdictions surveyed (including those receiving adjustments in FY2021-22 and FY2022-23 under this section), after the application of any negotiated compensation terms effective in FY2023-24, shall receive an equity adjustment to bring them to five percent (5%) below market effective the first full pay period following January 1, 2024.

D.C. Base Salary Increase

1. Effective the later of the (i) first full pay period following ratification of this Agreement by Local 1245 and adoption by the City Council or (ii) the first full pay period following July 1, 2021, unit members shall receive a base salary increase of two five percent (25%) annual base salary. In addition, due to salaries being below market, a three percent (3%) equity adjustment shall be applied to all classifications represented by Local 1245.

2. Effective the first full pay period following July 1, 20252, unit members shall receive a base salary increase of two five percent (25%) annual base salary.

3. Effective the first full pay period following July 1, 20263, unit members shall receive a base salary increase of three five percent (35%) annual base salary.

E. One-Time Cash Payment

1. In recognition of, and to help secure the employees' speedy ratification of this MOU, the City has exercised its discretion to provide a one-time discretionary cash payment of $1,000 for regular employees in the bargaining unit following Council approval of this MOU.

2. This one-time discretionary cash payment shall only be paid as follows:
a. Permanent employees who were employed in a classification assigned to the bargaining unit on June 30, 2021 and continue to be employed in a classification assigned to the bargaining unit at the time of the disbursement which is estimated to occur on the first pay period after Council approval of MOU. 16 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 b. Employees holding non-promotion probationary status in the bargaining unit at the time Council approves this MOU will not receive this one-time discretionary cash payment unless and until their successful completion of the original probationary period. This payment will be made in the first full pay period following successful completion of the original probationary period.
c. Non-promotion probationary employees who have their original probation period extended because of performance are ineligible for this one-time discretionary cash payment.

3. In addition, employees hired after Council approval of this MOU, and temporary employees regardless of hire date are expressly excluded from receiving this one-time discretionary cash payment.

4. The discretionary payment contemplated in this subsection E is meant to formalize the City's decision previously made, to the extent Local 1245's ratification is set to occur shortly. The parties agree that there is no enforceable contractual right to this discretionary cash payment and both the fact that payment is to be made and the amount of the payment are determined at the sole discretion of the City at or near the end of the negotiations period and not pursuant to any prior contract, agreement, or promise causing the employee to expect such payments regularly. 1
F.D. In the event the City fails to provide a performance evaluation to an employee within sixty (60) days of their anniversary date, the employee will receive any step increase for which they are eligible.

2.2. OVERTIME
A. Overtime is time worked that is authorized by order of competent authority and is in excess of the regularly scheduled hours.

C. All overtime worked, whether paid or taken in compensatory time off, shall be calculated at the rate of time-and-one-half of the employee's regular straight-time base rate of pay. No premium payments of any kind shall be considered as part of base pay for purposes of overtime computation.
1 29 USCS 297(e)(3); 29 C.F.R. 778.211 (Discretionary Bonus); DOL WHO Opinion Letter FLSA 2008-12 (December 1, 2008).
17 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

2. Overtime for shift employees who work overtime their normal scheduled shift on an actual, not observed, holiday will be calculated at twice the employee's regular straight time pay rate.

1. How overtime is offered to the group (call, text, preferred phone numbers etc.),

2. The tracking of overtime hours offered, refused and actually worked,

3. The creation of a weekly or bi-weekly list sequencing the order of equitable offering of pre-arranged and emergency overtime based on an employee’s total number of accumulated overtime worked,

4. How mandatory overtime will be distributed,

5. An overtime tracking period of one (1) fiscal year after which the overtime hours are zeroed out.

E. Employees who have completed a regular work shift and are called back to work shall be paid at the overtime rate and shall be paid a minimum of two (2) hours.

If an employee receives multiple calls during a minimum two (2) hour period, the employee will be paid additional compensation only for time worked beyond the minimum (2) hours and will be paid overtime consistent with this provision for such hours worked. If, after the employee has completed their callback assignment(s) and has been released, they receive an additional call that occurs outside of the prior two (2) hour minimum period, they shall receive an additional minimum of two (2) hours of overtime pay. Employees shall not receive callback 18 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 pay for hours that fall during their regular work shift.

G. Phone Calls Not Requiring Return to a Work Location

2. The breakdown will be calculated as follows:
a. Actual time worked between 1-14 minutes shall be paid 15 minutes overtime.
b. Actual time worked between 16-29 minutes shall be paid 30 minutes overtime.
c. If actual work time exceeds one-half hour, the City shall compensate at the appropriate overtime rate of pay for actual hours worked pursuant to F. above.

2.3. HOLIDAY PAY - SHIFT EMPLOYEES
A. The following classifications shall be allowed fourteen (14) days of annual leave, or the same number of days that the other bargaining unit employees receive, in lieu of holidays. The classifications are:

1. Communications Operator I & II;

2. Communications Supervisor;

3. Crime Scene Investigator I & II;

4. Maintenance Worker I & II (only when assigned to bridge operations)

5. Police Assistant;

6. Police Clerk;

7. Police Records Supervisor;

8. Senior Crime Scene Investigator;

9. Senior Police Assistant;

10. Senior Water Treatment Plant Operator;

11. Water Treatment Plant Operator;

12. Water Treatment Plant Supervisor;

13. Water Treatment Plant Operator Trainee I & II;
A.14. Water Treatment Regulatory Compliance Officer;

1. Communications Operator I & II;

2. Communications Supervisor;
19 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

3. Water TPO Trainee I & II;

4. Treatment Plant Operator;

5. Advanced Treatment Plant Operator;

6. Water Treatment Regulatory Compliance Officer;

7. Treatment Plant Supervisor;

8. Police Clerk;

9. Police Assistant;

10. Senior Police Assistant;

11. Police Records Supervisor;
B. Eight (8) holidays shall be taken as annual leave. At the employee's discretion up to six (6) days, plus any additional days which might be granted to the other bargaining unit employees, shall be paid at time and one-half, in one (1) lump sum, between December 1st and December 15th of each year, during the life of this Agreement.

C. The following shall be used to prorate the amount of holiday leave that can be converted to cash for employees working less than a full calendar year:

1. Hired between January and March eligible to sell back up to forty-eight (48) hours of annual leave (100% buy-back).

2. Hired between April and June eligible to sell back up to thirty-six (36) hours of annual leave (75% buy-back).

3. Hired between July and September eligible to sell back up to twenty-four (24) hours of annual leave (50% buy-back).

4. Hired after September 30 eligible to sell back up to twelve (12) hours of annual leave (25% buy-back).

2.4. STAND-BY
A. When assigned standby duty, the employee shall be compensated one (1) hour 20 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 of pay at the employee's regular base rate of pay for each eight (8) hours of standby duty. Employees assigned to standby duty for twenty-four (24) continuous hours, shall receive one (1) additional hour of pay at the employee's regular base rate of pay.

B. An employee who is assigned to standby duty shall:

1. Keep the on-duty supervisor informed at all times where he/she may be reached by telephone; and

2. Be available to report within a reasonable time in the event of a call out.

C. An employee assigned to standby who fails to comply with the telephone and availability conditions shall not receive standby compensation for the standby period.
21 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 SECTION 3

BENEFITS

3.1. RETIREMENT
A. The California Public Employees' Pension Reform Act ("PEPRA"), which took effect in January 2013, changes the way that California Public Employees Retirement System ("CalPERS") retirement benefits are applied, and places compensation limits on members.

B. Retirement Benefit Plan

1. Classic Members
a. For employees deemed to be "classic" or "legacy" members according to CalPERS, the City agrees to continue its contract with CalPERS providing the 2.7% at 55 plan, pursuant to California Government Code Section 21354.5, subject to the provisions contained herein. This group is referred to herein as "classic members”.
b. The Classic employee contribution rate is currently 9% of PERSable compensation (8% statutory employee contribution plus 1% pickup of the employer rate). Such amount shall be deducted from the employee’s paycheck. The parties understand that this provision must be implemented for all non-safety personnel at the same time.
c. The City shall exercise its best efforts to extend the provisions of section 414(h)(2) of the Internal Revenue Code (IRC) to deductions of employee compensation covering the employees’ share of the CalPERS contributions.
d. The City shall continue to contract with CalPERS to include twelve (12) highest paid consecutive months in computing retirement consistent with the California Public Employees’ Retirement Law (PERL).

2. New Members
a. For employees deemed to be "new" members according to CalPERS, the provisions of PEPRA shall apply, and the retirement formula shall be 2% at 62. This group is referred to herein as "PEPRA" members.
b. The new employee contribution rate shall be ½ of the normal cost of their pension benefit, as required by California Government Code section 7522.30(c).
22 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 c. The City shall continue to contract with CalPERS to include the average of the highest paid thirty-six months of compensation for PEPRA member retirement benefits consistent with the
California PERL.

C. Regardless of Pension Formula

2. The City shall continue to contract with CalPERS to provide for conversion of unused sick leave to service credit upon an employee's retirement.

D. Retirement Death Benefit

3.2. GROUP HEALTH INSURANCE
A. The City will provide to all employees and eligible dependents and to all eligible retiree-annuitants the CalPERS Health Benefits Program

1. Current Employees
a. Effective January 1, 2010, the City PEMHCA (Public Employees Medical and Hospital Care Act) contribution was reduced to an 23 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 amount equivalent to 75% of the Kaiser North rate for each level of participation - single, single plus one dependent and single plus two or more dependents.
b.a. Effective the first full pay period following ratification by Local 1245 and approval by City Council of this MOU, as soon as practicable, the City shall cap its PEMHCA
contribution toward medical premiums for employees and eligible dependents at the PEMHCA minimum contribution. 2 The City shall supplement the direct PEMHCA contribution in an amount that, together with the direct PEMHCA contribution shall not exceed 7580% of the Kaiser North rate for each level of participation - single, single plus one dependent and single plus two or more dependents. This supplemental amount shall be provided to employees in a Section 125 Cafeteria/Flexible Benefits Health and Welfare Plan.
i. For example, if the Kaiser family rate is $1000 per month and an employee with family coverage chooses a non-
Kaiser plan costing $1500 per month, the City will pay the PEMHCA minimum contribution of $15725 directly to
PERS. The City will also pay $64325 into a Section 125
Cafeteria Plan, which the employee may use towards the
payment of medical premiums or other benefits
authorized under Section 125. In this scenario, the total amount the employee may apply towards medical
premiums is $800750 (equal to 7580% of the Kaiser
premium). The employee shall be responsible for paying
$70050 (the difference between the selected plan and the maximum City contribution) each month.

2. Retiree-Annuitants
a. Eligible retiree-annuitants will be those retired City employees who meet the requirements of CalPERS retirement. The City shall continue to participate in the retiree-annuitant portion of the Public Employees Medical and Hospital Care Act
("PEMHCA") as provided for in Government Code Section 22857, unless and until such time that it negotiates its withdrawal. Retiree-annuitants will continue to receive the same direct PEMHCA City contribution as active employees (i.e., the PEMHCA minimum). The City's contribution to the flexible benefits plan for active employees shall not be considered part of the City's PEMHCA contributions.
2 The PEMHCA minimum employer contribution for 2016 2024 is $15725, subject to annual adjustments by PERS. 24 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 b. Alternative Retirement Health Savings Program
i. For Employees Hired on or after July 1. 2014.

Employees first hired on or after July 1, 2014 shall
receive retiree medical benefits in the form of an
individual account with Retirement Health Savings
Program ("RHSP") selected by the City. The City shall
contribute monthly an amount of money into each
employee's RHSP equal to one and one-half percent
(1.5%) of the employee's base monthly salary. This
contribution to the RHSP for all post-July 1, 2014 hires shall be retroactive to the employee's date of hire, and all accrued contributions shall be placed in the selected RHSP for each participant. Employees hired on or after
July 1, 2014, shall not participate in the retiree-annuitant portion of the PEMHCA.
ii. For employees Hired Prior to July 1.2014 -
Irrevocable election and waiver.

The City and Local 1245 shall hold joint employee
explanation meetings prior to October 31, 2016, in
order to explain the impact of an employee irrevocable
election waiver.
(A) Pre-July 1, 2014, Hires Continuing Participation in Retiree-Annuitant Portion of PEMHCA:
(1) Upon retirement the employee shall
receive the PEMHCA benefits in an
amount commensurate with active
employees.
(2) Effective November 1, 2016, the amount of
the PEMHCA benefits shall be the
25 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 PEMHCA minimum in effect at the time of
retirement.
(3) Upon retirement, the employee shall also
receive any additional post- employment
benefit amount as determined by
Resolution No. 16-118 N.C. of the City
Council.
(B) Pre-July 1, 2014 Hires Choosing the 1.5% RHSP
Contribution in lieu of PEMHCA:
(1) Employees who choose to receive the one-
and-one-half percent (1.5%) RHSP
contribution, which shall be retroactive to
October 1, 2015, in lieu of PEMHCA, shall
execute a waiver form giving up any right to
receive any other retiree medical
contribution from the City, including but not
limited to:
(a) Participation in the retiree- annuitant
portion of the PEMHCA; and
(b) Any post-employment contribution
by the City made directly to the
employee or on the employee's
behalf towards PEMHCA.
(2) If the City remains in PEMHCA, however,
employees who chose the RHSP in lieu of
PEMHCA will receive PEMHCA benefits in
an amount commensurate with active
employees, if statutorily required. Those
employees will also have access to the
amounts in their RHSP accounts which the
City has funded since October 1, 2015.
(3) Effective November 1, 2016, the amount of
the PEMHCA benefits, should they be
statutorily required, shall be the PEMHCA
minimum in effect at the time of retirement.
iii. Employees who have RHSP accounts and whose account funds were held in a low-interest account prior to the
transfer of such funds to ICMA will receive a one-time, lump sum contribution into their RHSP accounts equal to

5.0% of the value of their account, per year compounded over each employee’s years in membership in the RHSP
up to a maximum of four (4) years. These contributions
26 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 are in settlement of any outstanding claims related to
alleged losses suffered by employees while funds were
held in a low-interest account.

3. Waiver: An employee may waive City health care coverage upon verification of coverage from another source. An employee who waives coverage shall receive $250 $400 per month in a cash payment.

B. Health & Welfare Committee

1. In the event that the City wants to explore leaving CalPERS medical during the term of this Agreement, a committee will be formed for the purpose of finding a suitable alternative. Representatives from all four (4) bargaining groups (CAMP, IBEW, VPOA, and IAFF, Local 1186) will be invited to participate.

2. The committee will work towards consensus in all decision making.

4. If any of the bargaining groups decides to change, there will be at least one (1) portable plan for current retirees and future retirees who move, or have moved, out of state.

5. Actives and retirees will have access to the same health benefit provider(s) and the same levels of coverage.

C. High Deductible Health Care Plan

6.1. In addition to current plans, upon ratification by Local 1245 and approval by City Council of this MOU, the City and Union shall meet upon request to explore options for a High Deductible Health Care Plan (HDHP) with substantial City savings, using savings to supplement employer Health Savings Account (HSA)
27 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 contributions.

3.3. OPTICAL AND EYEGLASS PLAN
A. The City shall provide an optical and eyeglass plan with benefits for all employees and their dependents as follows: an eye examination, lenses, and frames will be available every twelve (12) months, with no deductible. Tinted lenses will be covered under this program at no extra cost to the employee in accordance with the benefit levels defined by the optical/eyeglass plan carrier.

3.4. DENTAL PLAN
A. The City shall continue the existing dental plan for employees and their dependents, and pay the full premium cost associated with the plan. The annual benefit maximum shall be $2,000 for out of network benefits and $2,100 for in network benefits per person, per calendar year.

3.5. LIFE INSURANCE
A. The City shall provide a life insurance plan, which shall consist of the basic amount of life insurance at $40,000 and AD&D coverage at $40,000 effective July 1, 1998.

3.6. GROUP DISABILITY INCOME PROTECTION
A. The City shall maintain a plan for group disability income protection.

1. The plan shall be subjected to the following major limitations:
a. The waiting period shall be sixty (60) calendar days from the date of injury or illness, at which time benefits shall become payable.
b. The amount of income protection shall be sixty percent (60%) of the employee's monthly salary at the time of disability and shall be paid in addition to any benefits which may be payable under the Workers' Compensation Laws.
c. In no event shall the total benefits payable to the employee exceed one hundred percent (100%) of their salary at the time of disability.
d. The City shall endeavor to ensure that the employee receives payment due him or her no later than one (1) month following being put on disability, and at least monthly thereafter until the 28 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 termination of such disability.

2. All other limitations and provisions of the plan, and any other changes in the present plan, shall be as mutually agreed between the City and Local 1245.

4. If a premium is required for this plan, the City shall contribute the full monthly premium.

5. The City shall provide counseling and assistance to any employee regarding eligibility and application for benefits available under this plan.

Upon termination of the above stated time limits, if the employee remains disabled, the employee shall be placed directly on State Disability.

3.7. SOCIAL SECURITY AND DEFERRED COMPENSATION
A. The City will continue to participate in Social Security.

B. The City shall continue to make available to the employees the existing deferred compensation plans. The program will be funded solely by employee contributions.

3.8. EMPLOYEE ASSISTANCE PROGRAM
The City will provide an Employee Assistance Program. Such a program will provide to each employee a total of five (5) visits per calendar year. Said visits may be utilized by employee 29 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 dependents.

3.9. SPECIAL UNIFORMS AND TOOLS
A. All employees, except those covered by Section 3.9(B), 3.9(C) or 3.9(D) below, who are required by the City to purchase and use special uniforms and/or special equipment shall be reimbursed for the reasonable purchase price by the City
The City will be responsible for the reasonable replacement cost of such uniforms and/or tools only when the need for such replacement does not arise out of the employee's negligence or carelessness.

B. Police Assistants, Senior Police Assistants, Communications Operators, Communications Supervisors, Police Clerks, Weed Abatement Inspectors, B. Fire Prevention Inspector and Police Records Supervisor Communications Operators, Communications Supervisors, Crime Scene Investigators, Fire Prevention Inspectors, Landscape Inspectors assigned to weed abatement, Police Assistants, Police Clerks, Police Records Supervisor and Senior Police Assistants, and Senior Crime Scene Investigators required to wear a uniform by the City shall be eligible to receive, as of the first full pay period ending December 27, 2014, up to $720.00 per fiscal year for the purchase and replacement of articles of uniform apparel required by the City. This shall be reimbursed to employees bi-weekly for regulation items of uniform and personal equipment that the Police Department requires to be worn as a condition of employment.

Average, All Urban Consumers, Men's and Boy's Apparel, for the previous year measured to April preceding the effective date.

2. Said payment is a reimbursement for costs associated with the purchase and replacement of articles of uniform apparel required by the City during the period for which payment is made.

C. Employees in Code Enforcement will be provided four (4) Polo-style shirts and two (2) pairs of full length coveralls, which employees may use as personal protective equipment when entering or accessing assigned areas that pose potential health and safety risks, clearly identifying the employee and department upon appointment and up to two (2) replacements for shirts and one (1) replacement for coveralls, as needed, each fiscal year thereafter they remain in the department. The City shall provide Code Enforcement Officers with bullet proof, fitted and certified vests to be replaced in accordance with manufacturer’s recommendations. For incumbent employees, the Department will provide the coveralls as soon as administratively possible, but not more than ninety (90) calendar days, following adoption of this Agreement.
30 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 D. A tool allowance for the classifications described below will be established.

Said The tool allowance is for the purpose of purchase and replacement of hand tools and for the purpose of acquiring additional tools brought about by changes in technology. The tool allowance specified below shall be established as a voucher reimbursement system. An employee desiring to purchase a tool shall receive a voucher from the City. The employee would then give the voucher to a tool vendor approved by the City. The vendor shall complete the voucher and then submit it to the City for payment. The maximum payment under this voucher system in any fiscal year shall be the amount of the allowance specified below.

1. The following classifications shall be eligible for said tool allowance in the amounts listed:
a. Equipment Mechanic II - $731.93 per year
b. Equipment Mechanic I, Utility Mechanic 1/11, Electrician and Traffic and Lighting Technician I/II - $365.96 per year

2. The City shall be responsible for the reasonable replacement cost of stolen tools only when the need for such replacement does not arise out of the employee's negligence or carelessness.

4. The Said tool voucher allowance is a reimbursement for costs incurred by employees during the period for which payment is made.

5. Said tool voucher allowance shall be available beginning July 1 of any fiscal year.

E. Employees shall be provided City identification cards when necessary.

F. Boot Allowance - Employees in classifications identified by Human Resources and the Union as being classifications that are exposed to conditions that result in the requirement of CCR Title 8 §3385 to wear appropriate foot protection shall be eligible to receive a reimbursement up to $200 $300 per fiscal year for the purchase and repair of required appropriate foot protection which meet the ANSI specifications.

3.10. EDUCATIONAL REIMBURSEMENT
A. Upon proof of satisfactory completion, which is defined as a "C" or better or "Pass" in a pass/fail course, the City shall reimburse the employee for one hundred percent (100%) of the costs incurred in the pursuance of educational courses subject to the following limitations:
31 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

1. Reimbursable items include textbooks, materials, fees and/or tuition, which are required for the course.

2. All expenses claimed must be accompanied by appropriate receipts.

3. Courses or subjects covered will be job-related in that they:
a. Directly relate to present job
b. Directly relate to a position to which the employee could be promoted.

4. All courses covered and expenditures made by this Agreement must be approved in advance by the employee's department head and the Human Resources Director.

5. To be eligible for reimbursement the courses must be offered through an accredited college, university, community college or vocational schools.

6. Courses that do not directly relate to the job, i.e., safety courses, management courses, etc., qualify if they are approved in writing by the department head and Human Resources Director.

C. The City shall encourage career growth and provide counseling to employees.

Cross training shall be encouraged. On-the-job training and appropriate experience shall be considered and applied in evaluating employees for promotion.

D. Dispatcher POST Training: Effective following ratification of this Agreement by Local 1245 and adoption by the City Council in accordance with the MMBA, the City will allow Communications Dispatchers to attend POST training courses that are necessary to obtain and maintain certifications and/or to perform duties that the City may require. The City will pay for required travel costs related to POST training courses as specified in the City's travel policy. The City will pay the cost of educational materials related to POST training courses by either the City purchasing materials in advance or by the employee receiving reimbursement for materials they are approved to purchase on their own.

3.11. STATE DISABILITY INSURANCE
The City shall continue to participate in the California State Disability Insurance program (SDI). There will be no cost to the City for participation in SDI. Participation in SDI shall be through employee payroll deductions. This program is implemented by the City in accordance with the regulations set forth by the Disability Insurance Branch of the California Employment Development Department (EDD) - State Plan. 32 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 Employees who suffer a loss of wages when they are unable to work due to a non- work-related illness or injury, pregnancy or childbirth, or to care for a seriously ill family member or to bond with a new child, may be eligible for SDI benefits.

3.12. EXISTING BENEFITS
A. Except as otherwise provided in this Agreement, all existing benefits and agreements within the scope of representation which are presently enjoyed by bargaining unit employees and which resulted by reason of Ordinance, Resolution or written Administrative Rule shall remain in full force and effect except as provided for in subsection B below.

C. Local 1245 is prepared to work with the City to create a more uniform benefits package.

3.13. INTEGRATION OF BENEFITS
If during any approved leave, including but not limited to FMLA, CFRA or PDL leave an employee is receiving some form of income replacement payment, including but not limited to State Disability Insurance (SDI), Paid Family Lave (PFL), Short Term Disability (STD), Long Term Disability (LTD) or Workers’ Compensation employee may (but shall not be compelled) to use available paid leave benefits (i.e., sick, vacation, annual leave PTO, or CTO) to supplement the income replacement payment. The combination of income replacement benefits and salary received from use of accrued leave cannot be more than 100% of employee’s regular wages. If an employee elects to integrate leave under this provision, said leave will be integrated to provide 100% salary replacement (in combination with other income replacement) unless the employee specifies otherwise at the time they elect integration. If the employee wishes to change the integration percentage, they must provide the Human Resources Department with written notice of the requested change, which will be implemented as soon as administratively possible.

Unless an employee is receiving some form of income replacement, employees must use available leave banks while on an approved leave. If the absence is due to the employee’s own health condition, employees must use sick leave first. If sick leave is exhausted, employees may use vacation or comp time, or other available leave banks. Once an employee has exhausted their leave banks, they may request to go on unpaid leave as set forth under Section 5.4. 33 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 SECTION 4

COMPENSATION

4.1. MEAL ALLOWANCE
A. If the City requires an employee to perform unscheduled work on a workday for more than two (2) hours either prior to the start of their shift or beyond their regular quitting time, it will provide a meal. Thereafter, meals will be provided at intervals of four (4) hours for the duration of said work (so long as such work continues). It is understood that work efforts sometimes continue past the time a meal is due. Meals and the time to eat them will be provided upon completion of the work effort.

B. If the City calls out an employee to perform unscheduled work on a non- workday or after being released on a workday, it shall provide a meal every four (4) hours while such work continues.

C. An employee will be reimbursed on the bi-weekly payroll for the cost of each meal earned and taken up to the amount provided by the U.S.

E. The assigned supervisor may determine the necessity of providing a meal at the job site, after consulting with affected employees. If this determination is made, a meal will be provided.

4.2.BILINGUAL PAY
A. If a Department Head has certified that an employee’s bilingual skills are job-related and necessary on a regular and frequent basis of once per workday and/or fifty percent (50%) of the time, and that employee has demonstrated their bilingual skills by taking and passing a proficiency exam administered by the Human Resources Department, deeming them certified as bilingual, that employee shall receive an additional premium of $75 to $100 per month, as follows:

1. Level I $75 per month if the employee has the demonstrated ability to converse in the second language and to read English and translate orally into the second language; or

2. Level II $100 per month if the employee has the demonstrated ability to converse in the second language and to read English and translate orally 34 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 into the second language, to read the second language and translate orally into English, and to write in the second language; and

4. If tThe employee and the Department Head certify that if the employee's bilingual skills are no longer needed in the course of the employee’s work, or the employee is assigned to a position which no longer necessitates the use of the employee’s bilingual skills, the bilingual differential shall cease and the employee will no longer be expected to utilize said bilingual skills.

5. When receiving pay under this section, the employee may be called upon when necessary to translate communications as required by the Department Head.

6. Employees who, at the time of implementation of this benefit change following Council approval of this Agreement, are receiving bilingual pay shall receive Level II bilingual pay. This provision does not limit the City from exercising its rights set forth in paragraph A (1) above or (B) below to determine the operational need for bilingual services and/or the types of bilingual services offered by a particular Department.

4.3.CLASSIFICATION STUDIES
A. The City shall maintain up-to-date classification specifications for all positions within the bargaining unit and every position shall be allocated to the appropriate classification. As part of the classification system, the City shall also maintain career ladders for each classification. Career ladders improve the ability of the City to manage its human resources and permit the upward mobility of employees. It should be noted that career ladders are intended to illustrate potential career paths but are not intended to indicate salary, organizational, or supervisory relationships.

B. Classification Study

1. Employees shall have the right to request a study of their current position to determine if they are properly classified.
a. The City shall decide whether such study will be conducted; provided, however, that the City's decision to not conduct such study shall not be arbitrary, capricious or discriminatory. 35 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 i. Should such study not be undertaken, the employee who filed the request and Local 1245 will be informed in
writing by the Human Resources Director or his designee within thirty (30) days of the written request for such study as to the precise reasons for the City's decision to not undertake such study.
ii. Should the City undertake such study following
ratification of this Agreement by Local 1245 and
adoption by the City Council in accordance with the
MMBA , the Human Resources Director will direct such effort to be completed within forty-five (45) days from the date the Human Resources Department has
received the required packet of information contained in the Position Description Questionnaire, which is
completed by both the employee and their
supervisor.
iii. Should such study be undertaken and result in no change or a downward change in classification, the
employee who filed the request will be informed as to the precise reasons therefore by the Director or his
designee.
b. When, through the reclassification procedure, an employee is moved to a classification for which the maximum rate of the range is greater than the maximum rate of the range for the classification from which the employee was moved, such employee, beginning with the start of the pay period
immediately following said move, shall be advanced to the nearest pay range step in the position to which he or she was moved which will result in an increase in such employee's regular straight-time rate of pay, but not less than $200.00 per year, and thereafter shall be governed by the pay range increments set forth for such classification.
c. When, through the reclassification procedure, an employee is moved to a classification for which the maximum rate of the range is less than the maximum rate of the range for the classification from which the employee was moved, such
employee shall continue to be paid the regular straight-time rate of pay he or she was receiving in the classification from which the employee was moved until such time as the
maximum rate of the range of the classification to which such employee was moved surpasses their then current rate, and thereafter shall be governed by the pay range increments set forth for such classification.
36 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

2. Prior to establishing and assigning a new classification, the Local 1245 Business Representative shall be notified. When a new classification position is established and assigned to a bargaining unitclassification, Local 1245 may file a request in writing with the Director for an explanation of why the new classification position was assigned to a particular classificationbargaining unit.

The Director or his designee shall respond in writing within thirty (30) days of receipt of Local 1245's request.

4.4.CROSS-TRAINING PAY
Communications Operators I and II who are assigned by the Police Department to provide in-house training to employees in their assigned discipline shall receive $1.50 per hour for each hour in addition to their base salary when the Operators are providing training at the direction of the Department.

4.5.DIFFERENTIAL PAYS
A. Employees classified as Public Works Maintenance Worker I or II assigned to operate a street sweeper shall receive a five percent (5%) premium pay only for those hours the employee is actually operating and maintaining the street sweeper. This salary differential shall not apply during periods of time that the employee is not operating and maintaining the street sweeper, including paid leave or during the use of accrued compensatory time.

B. An employee who is assigned to apply pesticides shall receive a salary differential of five percent (5%) applied to their base salary above the salary step currently held for all hours during which the employee actually applied pesticides. Only those employees who possess a valid Qualified Applicator Certificate from the State of California Department of Food and Agriculture, who have the requisite knowledge and experience to safely and effectively apply the pesticide shall be eligible to receive this salary 37 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 differential. This salary differential shall not apply during periods of paid leave or during the use of accrued compensatory time.

C.D. Class A or B License Differential

2. Employees who are in possession of a valid California Class A or B drivers' license and who are required by the City to operate equipment requiring the possession of such license shall receive a two and one-half percent (2.5%) premium pay differential for each hour spent operating the equipment requiring the Class A or B license. The hourly overtime rate spent operating equipment requiring the possession of a Class A or B license shall be an employee's base rate of pay plus the differential.

Effective the first full pay period ending on August 7, 2015, employees in a classification designated as "A" (Maintenance Worker IA, Maintenance Worker llA, Senior Maintenance Worker A and Equipment Operator A) will receive a two and one-half percent (2.5%) premium pay differential and will not be covered by the above paragraph.

3. This subsection shall not apply to any employee in a classification requiring possession of a California Class A or B driver's license.

D.E. Equipment Mechanic II classification employees holding a Certified Smog Certificate shall receive a salary differential of five percent (5%) above the salary step currently held for all hours during which the employee actually is engaged in smog checking City vehicles. This salary differential shall not apply during periods of paid leave or during the use of accrued compensatory time.

E.F. The parties understand and agree that pay for Smog Certificate, Pesticide application and Street Sweeper are paid only during the time when the employee is actually performing the functions (e.g., employees who drive the Street Sweeper are paid the Street Sweeper differential only when they are assigned to operate the Street Sweeper).
38 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

4.6.SHIFT DIFFERENTIAL PAY
A swing shift differential of five seven percent (57%) shall be paid to each employee who works a regularly scheduled eight (8) hour or twelve (12) hour shift between the hours of 4 pm and 12 midnight. A night shift differential of seven ten percent (710%) shall be paid to each employee who works a regularly scheduled eight (8) hour or twelve (12) hour shift between the hours of midnight and 8 am.

An employee shall be eligible for shift differential pay if at least (i) five-eights (5/8) of their shift for 8-hour employees or (ii) seven-twelfths of their shift for 12-hour employees is after 4 pm or before 8 am. Eligible employees shall be paid the relevant differential only for the actual number of hours worked for which the shift differential pay is authorized. The relevant shift differential shall be in addition to the employee's current base salary. Part time or temporary employees are not eligible for shift differential.

4.7.COMMUNICATIONS OPERATORS DIFFERENTIAL PAY
Communications operators who work a shift of a minimum of eight (8) hours and who are not relieved to take a lunch break, during those eight (8) hours, shall be paid an additional one-half (1/2) hour, per regularly scheduled work shift, of straight time pay in addition to their regular base salary, resulting in a total 8.5 hours of pay. This provision shall not apply if communication operators are permitted to eat at the dispatch console. This includes regularly scheduled and overtime shifts.
39 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 SECTION 5
LEAVES

5.1.HOLIDAYS
A. For employees not subject to the Holiday Pay provisions of Section 2.3, the City will recognize the following fourteen (14) holidays per fiscal year (July 1- June 30) including two (2) floating holidays, shall be observed:

1. Independence Day, July 4th

2. Labor Day, First Monday in September

3. Indigenous Peoples’ Day, Second Monday in October

4. Veterans Day, November 11th

5. Thanksgiving Day, as set by the President or Governor

6. Friday after Thanksgiving Day

7. Christmas Day, December 25th

8. New Year's Day, January 1st

9. Martin Luther King, Jr., Day, as set by the President or Governor

10. Presidents' Day, Third Monday in February

11. Memorial Day, Last Monday in May

12. Juneteenth, June 19th*

13. Two (2) Floating Holidays
*Effective beginning in fiscal year 2021-22 Juneteenth (June 19th) will be a City-observed holiday.

B. Administration of Holiday Observance

3. The City Council may declare other holidays by ordinance or resolution.

Floating holidays may be used at any time during the calendar year with supervisory approval. Supervisors shall not be arbitrary or capricious in denying an employee's request to use floating holiday leave. These floating holidays are non-cumulative and shall be used within the calendar year in which they are earned. If they are not used in the calendar year in which they were earned, the employee will be paid their base rate of pay for the floating holiday hours, in the last payroll period of the year.

4. Whenever an employee is granted and takes a holiday leave, the number of holiday leave hours to be paid that employee will be eight (8) holiday hours. Alternative schedule employees shall have eight (8) hours of holiday credited towards any holiday they take, and if the alternative schedule employee would like to supplement those eight (8) hours to receive pay for the normally scheduled hours on their alternative schedule, (i.e., two (2) extra hours for the 4/10 employee), the employee may supplement the eight (8) holiday hours with one (1) or more annual leave hours from the employee's annual leave bank.

5.2.ANNUAL LEAVE
A. Employees shall receive annual leave as follows:

Years of Service Annual Leave
Less than 5 Eighty (80) hours
5 through less than 11 One-Hundred and Twenty (120) hours 11 through less than 21 One-Hundred and Sixty (160) hours 21 or more Two Hundred (200) hours
B. All employees shall begin to accrue annual leave from their first day of employment and may use any earned annual leave after six (6) months.

Employees are eligible to accumulate annual leave up to the amount which can be accumulated in three (3) years.

1. Effective January 1, 1996, nNo employee shall be allowed to accrue annual leave above the maximum allowed accumulation at any time unless one of the following exceptions is granted by the Human Resources Director or designate . An exception may be 41 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 granted by the Human Resources Director, or designate, in the event that an injury or illness to the employee, or the employee serving on jury duty, or operational/emergency declaration needs exist which precludes that employee using accrued annual leave or where an employee’s scheduled annual leave was cancelled by the employee’s department head. To be considered for this exception, the Human Resources Director must be informed of the circumstances surrounding the need to allow for the exception before an employee's vacation annual leave accumulation reaches the maximum.

2. The impacted employee(s) shall be paid for any accrual in excess of the maximum determined appropriate by the Human Resources Director at the employee’s current pay rate. At a minimum, an employee shall be paid for that amount of annual leavevacation they would have accrued during the period they were precluded from using accrued annual leave.

3. Whenever an employee is granted and takes annual leave, the number of annual leave hours to be paidpaid for that employee will be based on the employee’s schedule. All annual leave hours shall be subtracted from the employee’s accumulated annual leave bank.

C. All employees who resignresign, retire, or who are terminated for any reason shall be paid their accrued annual leave at their regular rate of pay in effect at the time they leave employment by the City.

5.3.SICK LEAVE, BEREAVEMENT LEAVE, MEDICAL EXAMINATIONS, FAMILY AND

MEDICAL LEAVE
A. All employees shall accrue ninety-six (96) sick leave hours per year.

1. Sick leave accrual shall begin from the first day of employment, and the employees may begin to use accrued sick leave for bona fide illness or injury after the sick leave has been accrued.

3. Notwithstanding the foregoing, an employee assigned to an alternative work schedule in excess of eight (8) hours per day and who is off sick for the entire shift shall only have eight (8) hours deducted from their sick leave balance. In these circumstances, additional hours of one (1), two (2), or four (4) hours needed for a full nine (9) hour, ten (10) hour or twelve (12) hour day respectively will be coded as Other Sick Leave and such hours will not be deducted from an employee’s sick leave balance. Other Sick Leave hours are not an accrued benefit, have no cash value, do not impact or add to any other sick leave benefits, and shall not exceed twelve (12) hours for nine (9) hour days, twenty-four (24) hours for ten (10) hour days, 42 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 and forty-eight (48) hours for twelve (12) hour days per fiscal year. Other Sick Leave Hours do not roll over annually and can only be used during the fiscal year if an employee has accrued sick leave available to cover eight (8) hours as described herein. This provision shall sunset effective June 30, 2024.

B. Separation

2. Upon retirement, an eligible employee may elect to have the entire accumulated sick leave balance converte d to service credit in accordance with CalPERS regulations.

C. Each employee occupying a permanent position shall be eligible for paid Bereavement Leave up to a maximum of three (3) working days per bereavement for the death of an employee’s family member. Employees may also take an additional two (2) days of unpaid bereavement leave. Employees have the option of using annual leave, sick leave, or compensatory time leave bank accruals to remain in a paid status during the unpaid bereavement leave. For purposes of this section, family member is defined to include a child (including a biological child, adopted child, foster child, stepchild, legal ward, or child to whom the employee stands in loco parentis ), a parent (including a biological parent, adoptive parent, foster parent, stepparent, or legal guardian of the employee or employee’s spouse or registered domestic partner, or person who stood in loco parentis when the employee was a minor child), a spouse, a registered domestic partner, a grandparent, a grandchild, or a sibling, provided:

1. The employee notified the City of the purpose of their absence prior to the first day of such absence (except in cases where such notice cannot be provided in advance);

2. The employee, when requested, furnishes proof satisfactory to the City of the death, and their relationship to the deceased.

3. Employees may ask their department heads for additional time off work beyond the three five (35) days. If approved, such time off shall either be deducted from the employee's annual leave balance, if available, or it shall be approved as leave without pay, at the discretion of the employee.

D. Time off for doctor, dentist, or ocular appointments may be taken as sick leave if the appointment is necessary because of illness, injury, dental care or eye examination or preventative medical examinations. Employees shall 43 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 endeavor to secure dental, medical or ocular appointments so as to fall on their own time, but where such is not possible, appointments shall be secured to reduce to a minimum the time away from the job.

E. An employee may use up to ½ of their annual sick leave accruals or five days whichever is greater for the care of a family member or “designated person .” For purposes of this section, family member is defined to include a child (including a biological child, adopted child, foster child, stepchild, legal ward, or child to whom the employee stands in loco parentis ), a parent (including a biological parent, adoptive parent, foster parent, stepparent, or legal guardian of the employee or employee’s spouse or registered domestic partner, or person who stood in loco parentis when the employee was a minor child), a spouse, a registered domestic partner, a grandparent, a grandchild, or a sibling. The term “designated person” refers to an individual related by blood or whose association with the employee is equivalent to a family relationship. An employee who is a victim of domestic violence, sexual assault or stalking may also use sick leave to seek aid, treatment, or related assistance.

G. Employees who use five (5) days or less of sick leave in a fiscal year may have the option of converting sick leave to annual leave pursuant to the following formula:

One fourth (1/4) of the remaining annual balance of sick leave, computed to the nearest one quarter (1/4) hour, may be added to annual leave; the balance will continue to be recorded as sick leave. (Example: Twelve (12) days sick leave accrued in one year, minus four (4) days used equals eight (8) days unused. One quarter (1/4) of eight (8) days equals two (2) days added to annual leave and six (6) days left as sick leave.)
Employees electing to convert sick leave must do so no later than the 4th Monday of August of the following fiscal year by notifying the Human Resources Department. For example, if an employee qualifies to convert sick leave based on their sick leave usage in FY20240-251, they must elect to convert sick leave to annual leave no later than the fourth Monday of August 20251. Failure to make an election by this deadline shall result in a waiver of the ability to convert sick leave for the prior fiscal year. Human Resources will track and communicate to employees their qualifications no later than the 4th Monday in July each fiscal year.

5.4.LEAVES OF ABSENCE
A. The City Manager may grant a regular employee a leave of absence, with or without pay, not to exceed one (1) year, if either or both of the following should be found:

1. The employee's occupation during the leave of absence will improve 44 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 their proficiency in their City employment and their return is desirable and in the City's interest; and/or

B. No such leave shall be granted except upon written request of the employee.

Approval or denial of such leave shall be in writing.

C. Upon expiration of a regularly approved leave of absence, or within a reasonable period of time after notice to return to duty, the employee shall be reinstated in a position of the same or substantially equivalent class as that he or she held at the time such leave was granted. Failure on the part of the employee on such leave to report promptly at its expiration, or within a reasonable time after notice to return to duty, shall be cause for dismissal; provided, however, that nothing herein shall be construed as bringing within the scope of the Grievance Procedure those matters which arise under Section 803 (n) and (o) of the City Charter.

D. Any scheduled annual leavevacation time taken during Family Medical Leave, California Family Rights Act Leave or Pregnancy Disability Leave shall be designated as part of the leave time under those laws.

5.5.MILITARY LEAVE
A. Military leave, as defined in state and federal law, shall be granted to any regular employee in accordance with state and federal law.

B. Any employee who is granted military leave shall be paid at their regular rate of pay, to a maximum of thirty (30) calendar days, in any calendar year, while on such leave.

5.6.JURY DUTY AND COURT APPEARANCES
A. Employees who are required to serve on jury duty shall receive their regular straight time rate of pay, less all jury pay received, to a maximum of thirty (30) calendar days in any calendar year while on such duty. If an employee is required to serve on jury duty for more than thirty (30) calendar days, the Human Resources Director shall make a recommendation to the City Council that the employee shall continue to receive their regular straight time rate of pay, less all jury pay, with the final decision to be made by the City Council.

The time spent awaiting impaneling for jury service is to be considered covered time under this Subsection A.

1. Employees called for jury duty shall give the department reasonable advance notice by providing a copy of their original notice to appear. They shall thereafter receive time off for jury duty as follows:
45 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 Day Shift: Same day off
Swing Shift: Same day off
Graveyard: Night before off

2. The City may require written verification of jury duty service.

1. Employees required to make court appearances during off-duty hours shall be compensated at the rate of time and one-half for all hours of such time with a minimum of four (4) hours compensation.
a. Travel time shall be included in the minimum compensation if four (4) hours or less total time is involved.

LABOR AND EMPLOYEE RELATIONS

6.1. HOURS OF WORK
A. The normal workday shall consist of eight (8) hours and the normal work week shall consist of forty (40) hours. The work week shall consist of seven (7) consecutive 24-hour periods beginning at 12:00 am on Saturday. The workday for some positions may vary from the normal schedule (e.g., ten (10) hour workdays, a combination of twelve (12) hour and eight (8) hour workdays, a combination of nine (9) and eight (8) hour workdays).

B. Nothing contained herein shall be construed as a guarantee of a minimum number of hours of work or pay per day or per week.

Such changes are subject to the approval of management.

D. Except in cases of emergency, the City shall avoid temporary changes of employees' regular shift hours. Should the City seek to make a temporary change to the employees’ regular shift hours other than in the case of an emergency, the City shall provide at leastve seven (7) calendar days’ notice of said change. Should the City seek to make a permanent change to employees’ regular shift hours other than in the case of an emergency, the City shall provide at least fourteen (14) calendar days’
47 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 notice of said change. Notwithstanding this provision, in no case will employees covered under this Agreement have their schedules arbitrarily or unilaterally changed for any reason by the City without the impacted employees first being notified.

E. Departments may initiate flexible scheduling with the approval of the dDepartment hHead. The Department Head may adjust or terminate such schedules when, in the sole discretion of the department head or designee, operational needs so dictate subject to the provisions of Section 6.1(H) below.

F. In the event it becomes necessary to change the hours of work for other reasons not addressed in Section 6.1(H) of this Agreement, the City shall meet and confer with Local 1245.

G. Rest Period

1. Employees who work outside of their regularly scheduled hours and engage in that work between11:00 pm and 6:00 am are eligible for paid rest hours as set forth below:
a. If an eligible worker works outside of their regularly scheduled hours and between 11:00 pm and 6:00 am, the worker receives time off with pay, on an hour-for-hour basis, up to eight (8) hours of time off with pay, that same day before reporting to a scheduled shift or additional work (e.g., if an employee works 11:00pm to 5:00 am, they will be entitled to a six-hour rest period).

2. Rest Period for Employees on 12-Hour Shift Schedules If a 12-hour employee’s rest period overlaps into their scheduled shift the employee receives time off with pay up to eight (8) hours, on an hour-for- hour basis, immediately following the employee’s release from work before reporting to a regularly scheduled shift or additional work.

If the rest hours’ entitlement overlaps with the employee’s regular day off, the employee shall not be compensated.
48 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

3. Exceptions
a. All Employees holding a Commercial Driving License will be required to abide by hours-of-service requirements mandated by Federal or State of California authorities.
i. Such as CFR 40 and FMCSA.

No employee covered by this Agreement shall be required to work in excess of sixteen (16) consecutive hours. Employees having worked twelve (12) consecutive hours must be allowed a minimum of eight (8) hours off, at the employee's option, with no deduction from the employee's leave balances, before an additional work assignment. Notwithstanding the foregoing, employees may be required to exceed these general limitations on consecutive hours worked as provided in the parameters described above or in the event of an operational emergency or significant risk and safety to the public
H. Division Heads are encouraged to identify work schedules which incorporate alternatives to the normal workday that better utilize human resources, better meet the needs of the employees and at the same time improve service levels to the public. If a Division Head and the majority of the employees in a work unit agree on a revised work schedule, the Division Head may allow the implementation of the new schedule for up to a twelve-month trial period. The Division Head may cancel the trial period at any time during the twelve-month trial period and revert back to the normal workday. If this occurs, the Division Head shall inform the employees and Local 1245 of the reasons for the cancellation of the trial period and give the employees and Local 1245 the opportunity to present alternatives that may address the problems with the alternative work schedule identified by the Division Head. If during the trial period, the new schedule is determined to be satisfactory by the Division Head, the new schedule may be continued on a year-to-year basis at the discretion of the Division Head. If the Division Head determines that the new schedule is not satisfactory, the Division Head shall inform the employees and Local 1245 of the reasons for the cancellation of the new schedule and give the employees and Local 1245 the opportunity to present alternatives that may address the problems with the alternative work schedule identified by the Division Head. No actions taken by the City under this subsection of the Agreement Section 6.1(H) shall be the subject of a grievance filed under Section 6.5 of this Agreement.

6.2. LAYOFF NOTICE
A. Should it become necessary to reduce the size of the work force, the City shall provide the bargaining unit employees to be laid off a minimum of sixty (60) calendar days' notice of such layoff.
49 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

6.3. LAYOFF DETERMINATION
A. The City in its sole discretion shall decide whether layoffs are necessary and what positions will be eliminated to effectuate a reduction in the work force.

The City shall not be arbitrary or capricious in the exercise of this discretion.

The City shall inform the employee and Local 1245 of the reasons for a layoff, but this shall not diminish in any way the discretion that the City has under this subsection.

B. Classification Assignment

1. Employees filling positions under the provisions of Section 6.6 of the Agreement shall be assigned duties within the scope of the classification to which they are assigned.

C. Order of Layoff

1. Layoffs within the bargaining unit shall be in inverse order of seniority.

D. Voluntary Layoff

1. Upon declaration that layoffs are imminent, an employee may elect to offer to take a voluntary layoff. The City shall accept or reject such offers at its sole discretion.

2. Any employee who has elected an option under the layoff procedure may subsequently elect to take a voluntary layoff.

E. Layoff Sequence

1. Employees who are subject to layoff shall be given layoff notice pursuant to Section 6.2, and Local 1245 shall be given simultaneous notice of all layoffs.

2. An Eemployee who is subject to layoff shall be given a list of known available options concurrent with the notice of layoff or as soon thereafter as possible.

4. If the employee is still not able to retain a job, the employee subject to layoff may be placed into a vacant position in any City department in any classification in which the employee has successfully completed a probationary period, if the City in its sole discretion elects to fill such a vacant position, or the employee subject to layoff shall bump the most 50 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 junior employee in the highest previously held classification in which they have successfully completed a probationary period.

6. Any employee subject to layoff who elects not to exercise their option to "bump" under Section 6.3(E)(3) of this Agreement within the time limits provided shall be laid off.

7. No changing positions or classifications under the provisions of Section

F. Employee Qualifications

G. Recall

1. The names of employees laid off shall be placed on a reemployment list, in rank order of seniority for each classification in which they had satisfactorily completed a probationary period.

2. An employee's name shall remain on the reemployment list for two (2) years subject to Section 6.3(G) below.

3. Employees shall be recalled from a reemployment list in order of seniority.

4. Employees on layoff status may compete for promotional and open competitive opportunities.

6. Employees shall be notified of their recall by certified mail, a copy of which shall be sent to Local 1245. The employee shall have three (3) regularly scheduled working days to report for work after receipt by Local 1245 of such notice of recall. Special dispensation may be available for employees who are not able to report for duty within the specified time 51 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 limits for legitimate reasons.
a. Employees on layoff status prior to July 1, 1995shall remain on the reemployment list for five (5) years from the original date of layoff.

H. Suppression

1. Section 6.3 of the Agreement supersedes all Vallejo Civil Service Commission Rules and Regulations concerning layoff and recall.

I. Disputes

1. Disputes regarding layoffs and recall from layoffs shall be processed in accordance with the provisions of the Grievance procedures set forth in Section 6.5 of this Agreement.

2. Grievances regarding layoffs and recall from layoff must be filed within five (5) regularly scheduled workdays of the notice of layoff. Absent mutual agreement, any and all such grievances shall be resolved (including, as necessary, issuance of the arbitrator's award) prior to the expiration of the sixty (60) calendar day layoff notice period (Section

6.2); provided, however, that the City may effect a layoff after the sixty (60) day notice period irrespective of whether the arbitration process has been completed.

6.4. This Section 6.4 intentionally left blank.

6.5. GRIEVANCE PROCEDURE
A. The term "grievance" means any dispute with respect to the application, interpretation or enforcement of the terms of this Agreement, as well as to questions of arbitrability hereunder. Effective following ratification of this Agreement by Local 1245 and adoption by the City Council, tThe term “grievance” will also include a disciplinary action involving any loss of wages and benefits. Such disciplinary action may be grieved as set forth below.

Employees who may be subject to disciplinary action potentially resulting in a loss of wages or benefits, including but not limited to suspensions, demotions, up to and including termination, shall first be afforded appropriate 52 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 notice and an opportunity to be heard consistent with state law. Once a pre- disciplinary or “Skelly” hearing has been concluded, the notice of final disciplinary action shall be provided to the employee and the Local 1245 Business Representative, if the employee has previously requested representation from Local 1245. If disciplinary action is sustained, the employee may select, within five (5) business days of receiving any final notice of discipline to appeal that determination through arbitration pursuant to this Agreement or the Civil Service Commission Appeals process. Such employee may not appeal a disciplinary action to both the Civil Service Commission and arbitration.

1. Employees electing to utilize the Grievance Procedure shall have the matter processed beginning at the Third Step of the grievance procedure through the Local 1245 Business Representative.

B. Procedure for Settlement of Grievances:

1. First Step-Immediate Supervisor
Any employee who believes that he or she has a grievance shall discuss such grievance with their immediate supervisor (designated for that purpose by the department head), with or without a Union representative, within five (5) regularly scheduled working days of the occurrence or knowledge of the event over which the employee believes he or she is aggrieved. The immediate supervisor shall orally answer the grievance within two (2) regularly scheduled working days.

In the event the grievance involves the immediate supervisor, the Department will designate someone else to hear the First Step.

2. Second Step-Department Head
a. If the employee is dissatisfied with the immediate supervisor's answer and desires to pursue the matter, the grievance shall then be reduced to writing and submitted to the Department Head or their designee within ten (10) regularly scheduled working days after receipt of the immediate supervisor's oral answer. b. The grievance must be in writing and must:
i. state the facts on which it is based;
ii. state when the event occurred;
iii. specify the Section(s) of the Agreement allegedly
violated;
iv. specify the desired resolution; and
v. be signed by the employee and Local 1245 Business
Representative or their designee.
53 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 c. Within three (3) regularly scheduled working days following appropriate submission of the written grievance, the Department Head and/or their designee, who has authority to resolve the grievance, shall meet with the employee and a Union
representative to discuss the grievance. A written answer shall be given by the Department Head or their designee to the employee and Local 1245 representative within five (5) regularly scheduled working days after the date of this Second Step meeting.

3. Third Step-Human Resources Director
a. If Local 1245 is dissatisfied with the Second Step answer and desires to pursue the matter, Local 1245 Business
Representative or his designee shall notify the Director of Human Resources in writing of its appeal within five (5) regularly scheduled working days after receipt of the Second Step answer.
b. Within ten (10) regularly scheduled working days after receipt by the Director of Local 1245's notice of appeal, the grievance shall be reviewed and discussed at a meeting between the Grievance Committees of Local 1245 and the City. Within five (5) regularly scheduled working days after the date of said meeting, a written answer shall be given by the City's Grievance Committee to Local 1245's Grievance Committee, with a copy to the employee.

4. Fourth Step-Selection of Neutral; Mediation Upon Mutual Agreement a. If Local 1245 is dissatisfied with the Third Step answer and desires to pursue the matter to Fourth Step mediation, it shall so advise the Director in writing within ten (10) regularly scheduled working days after receipt of the Third Step answer. Such notice to the Director shall specify the Section(s) of the Agreement allegedly violated and the specific reasons the Third Step answer is considered unacceptable. The mediation procedure in Fourth Step, paragraph (c) will be used to resolve the dispute. only if the City and Local 1245 agree that mediation will be effective in resolving the dispute. If the parties do not mutually agree to mediation, Local 1245 may alternatively elect to move to Fifth Step – Arbitration. b. The Director and Local 1245 representative shall jointly and promptly select an impartial mediator. If within five (5) regularly scheduled working days after receipt of Local 1245's appeal to Step 4 the parties are unable to agree on a mediator, the 54 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 Director and Local 1245 Business Representative shall send a joint letter to the State Mediation and Conciliation Service to provide a list of seven (7) qualified mediators. Within three (3) working days’ receipt of said list, the Director, or designee, and Union Business Representative, or designee, shall alternately strike a name from the list, and the last name remaining shall be designated as the mediator. The order of striking shall be determined by coin toss with the winner of the toss making the second strike.
c. The mediator shall meet with the parties in an effort to resolve the grievance through mediation.

5. Fifth Step-City Manager Arbitration
Following their selection, the arbitrator, who shall be selected pursuant Section 6.5, 4.b., shall immediately set the matter for hearing within a period of not more than thirty (30) working days from the conclusion of Step 3 or 4 (if applicable), or as soon as administratively possible.

The arbitrator shall be limited to resolving grievable matters as defined in this Article as raised in the formal grievance originally filed by the employee and/or Local 1245. The arbitrator shall examine the case to the extent and manner justified. The arbitrator shall hold such hearings and shall consider such evidence as appears necessary and proper. The first hearing should be held within ninety (90) days of the date of referral to arbitration, subject to the arbitrator’s availability and/or mutual agreement to extend by the parties.

Following the hearings and prior to the arbitrator’s final decision, the arbitrator shall submit a proposed decision to the parties for their review and the opportunity to submit additional information prior to the issuance of the arbitrator’s final decision. The arbitrator’s decision shall be advisory on the City Manager. The City Manager shall conduct a review of the grievance and arbitrator’s decision with the authority to either affirm, reverse, or modify the arbitrator’s decision.

The City Manager shall render a decision within two (2) weeks after the written notification . arbitrator issues their decision and the The City Manager’s decision shall be final and binding on the parties.

However, should the City Manager not render a decision within thirty (30) days, the arbitrator’s decision will become binding on the parties. 55 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 The arbitrator shall have no power to alter, change, detract from, or add to the provisions governing the labor relations of the City and its employees, including, but not limited to, the MMBA, and this Agreement.

The fees and expenses for arbitration shall be shared equally by the parties.

For a contractual grievance involving or concerning the payment of compensation, the arbitrator shall not make any retroactive adjustment for more than sixty (60) days from the date upon which the complaint was filed.

D. Union representatives shall suffer no loss of pay from the regularly scheduled work for time necessarily spent investigating complaints and processing grievances under Section 6.5.

2. Not more than three (3) Union representatives shall attend Joint Grievance Committee meetings, mediation sessions and hearings .

3. Not more than three (3) City representatives shall attend Joint Grievance Committee meetings, mediation sessions and hearings .

E. A grievance concerning matters directly affecting five (5) or more employees in the bargaining unit in one or more departments/divisions shall be filed not later than ten (10) regularly scheduled working days following the occurrence which is being grieved and shall be signed by the Chairperson of Local 1245 Grievance Committee. Such grievance may be processed, at Local 1245's option, starting at the Second or Third Step of the Grievance Procedure and filed on behalf of specific grievants and or “All Affected.” F. Local 1245 shall promptly inform the City in writing as to the membership of the Committee of Union Representatives and any changes of its representatives.

G. Wherever the words "regularly scheduled working days" are used in this 56 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 Agreement, such words shall be defined as those days which are scheduled for work from Monday through Friday, both inclusive, excluding holidays recognized under this Agreement.

6.6. SENIORITY
A. Seniority Defined

1. Seniority shall mean continuous service with the City as an employee covered by this Agreement.

B. Adjustment in Seniority

1. Except to the extent prohibited by law, seniority shall be adjusted for any period of absence without pay from the service of the City of more than thirty (30) continuous calendar days.

C. Excluded Service

1. Seniority shall not include any time spent working with the City in a temporary or seasonal position.

D. Seniority List

1. The City shall provide Local 1245 with a current seniority list of all bargaining unit employees as of January 1st of each year by January 31st 57 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 of each year.

E. Probationary Employees

Employees who do not successfully complete their promotional probationary period will receive credit for the lesser of (i) the amount of time spent in their original probationary period prior to accepting the promotional position or (ii) nine (9) months.

4. The City may extend the probationary period (either initial or promotional) for new employees and incumbent employees who are promoted for a period not to exceed six (6) additional months due to special circumstances surrounding administrative licensing and certification needs specific to the classification.
a. For purposes of this section, “special circumstances” and “administrative” references are understood to be limited to matters related to the scheduling/rescheduling of associated courses, 58 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 testing and training beyond the employee’s or the City’s control. b. Such extensions shall not be arbitrarily applied and shall be added by mutual agreement between the City and IBEW Local Union 1245.

F. Annual Leave Scheduling/Shift Assignments

2. In the Police Department, seniority, as defined in Section 6.6 (A) above, shall be applieds on a budgeted divisional basis within classification for shift selection for non-probationary employees in the following classifications: Police Clerk, Communications Operator I, Communications Operator II, Communications Center Supervisor, Police Assistant, and Senior Police Assistant. It is understood and agreed that shifts covered by this provision only pertain to operations that are scheduled for six (6) or seven (7) days of coverage per week. Operations that are day shift operations only are not covered by this subsection (Section 6.6, F- 2).

Nothing herein shall preclude the Chief of Police, or their designee and the employees covered by this subsection from agreeing, without prejudice or precedent, to some other formula or method of selecting shifts.
a. Non-probationary employees assigned to the following classifications: Communications Operator I, Communications Operator II, Communications Center Supervisor, Police Assistant, Senior Police Assistant and Police Clerks shall be entitled to select by seniority the same shift for all rotations during a single calendar year during the term of this Agreement. There shall be up to four (4) rotations per year at the discretion of the Chief of Police.

G. Loss of Seniority

1. Unless otherwise specified in this Agreement, no employee shall suffer loss of seniority unless he or she:
a. Is discharged; provided, however, that nothing herein shall be 59 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 construed as bringing within the scope of the Grievance Procedure those matters which arise under Section 803(n) and (o) of the City Charter;
b. Resigns or voluntarily quits;
c. Is absent from work for more than two (2) years due to layoff; d. Fails to return to work upon completion of an approved leave of absence; or
e. Fails to report for work when recalled as provided in this section.

6.7. NO STRIKES, LOCKOUTS OR WORK STOPPAGES
A. There shall be no strikes, lockouts, work stoppages or disruptions of work of any kind during the life of this Agreement.

6.8. MODIFICATIONS UPON MUTUAL CONSENT
A. Except as specifically provided in this Agreement, during the life of this Agreement no meet and confer sessions or collective negotiations on the matter of wages, hours or working conditions covered by this Agreement shall take place without the mutual consent of the parties.

6.9. MEDIATION
A. Mediation means effort by an impartial third party to assist in reconciling a dispute regarding wages, hours and other terms and conditions of employment between representatives of the City and Local 1245, through interpretation, suggestion and advice.
60 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 SECTION 7

MISCELLANEOUS

7.1. FILLING OF VACANT POSITIONS
The City retains the sole and exclusive right to determine when and if a vacant position will be filled. Such decision shall not be subject to grievance or arbitration.

7.2. SAFETY
A. It is the policy of the City to comply with all federal, state and local health and safety regulations to provide a work environment as free as practicable from recognized hazards. Employees are expected to comply with all safety and health requirements whether established by the City or by federal, state or local law.

2. It is the responsibility of management and supervisory personnel to provide suitable safety equipment, training and supervision to each employee and to address known safety hazards.

D. The City and Local 1245 shall establish a Joint Safety Committee consisting of three (3) employee representatives appointed by Local 1245 and three (3) City representatives.

1. It shall be the right of the committee members to (a) report and discuss 61 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 unsafe conditions they may observe, or which may be called to their attention, including accidents; (b) assist in the development and dissemination of safety information to the employees; and (c) make recommendations with respect to the adequacy of the safety devices, safety equipment and safety practices within the City's operation.

The Joint Safety Committee shall not file or handle grievances involving safety.

7.3. TRANSFERS AND ASSIGNMENTS
A. Out of Class Assignments

1. The City shall have the right to temporarily transfer or assign employees irrespective of their seniority status from one job classification to another to cover for employees who are absent, to fill temporary vacancies, or to take care of unusual conditions or situations which may arise.
a. In no case shall an employee in an out of class assignment suffer a loss in pay as a result of such a transfer.
b. When an employee is in an out of class assignment such employee shall receive the rate of pay applicable as if the employee were promoted to such position, for each day such work is performed. The employee shall be placed on step 1 in the new higher range or placed at the next higher step which provides at least a minimum five percent (5%) increase for the employee, provided that employees serving in such positions shall not receive a rate of pay above the maximum step of the range of the position in which they are serving in an acting capacity.
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2. The commencement and termination of each such out of class assignment shall be immediately reported by the employee's supervisor on a form designated for that purpose by the Human Resources Department. The employee involved shall promptly receive a copy of each such completed form.

B. Permanent Transfers/Assignments

1. Employees who wish to transfer permanently from one position in a classification to another position in the same classification shall so inform the Human Resources Department, which shall maintain a transfer list of such employees.

C. Promotions
Upon promotion, the employee promoted shall be placed on Step 1 in the new higher salary range or placed at the salary step which is a minimum five percent (5%) salary increase for the employee, whichever is greater, not to exceed the highest salary step of the new salary range. 63 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

7.4. CERTIFICATION/LICENSE FEES
A. Employees who are required as a condition of employment or continued employment to obtain state certification or licensing in the field in which they are employed by the City shall have such costs associated covered (at management’s sole discretion) or shall be reimbursed by the City for the annual cost of such certificate or license
B. Unless outside of the employee or the City’s control, the City and the employee will make reasonable efforts to schedule any training, certification or licensing during an employee’s regularly schedule hours/workday/workweek.

This provision will take effect following ratification of this Agreement by Local 1245 and adoption by the City Council in accordance with the Government Code and the MMBA.
64 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 SECTION 8

TERM OF AGREEMENT
A. This Agreement shall become effective upon adoption by the City Council and shall remain in full force and effect through June 30, 2027 June 30, 2024. The parties may, by mutual consent expressed in writing, extend this Agreement for a period of time specified therein.

SIGNATURES APPEAR ON THE FOLLOWING PAGE
65 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 SECTION 9

SIGNATURE PAGE
In WITNESS WHEREOF, the parties hereto, acting by and through their duly authorized Representatives have executed this Agreement the ______ day of, __________ 20242.

FOR THE CITY OF VALLEJO FOR THE UNION
__________________________________ __________________________________ Andrew Murray, City Manager Bob Dean, Business Manager
__________________________________ __________________________________ Date Date

APPROVED AS TO CONTENT
__________________________________ __________________________________ Stephanie Sifuentes, Human Resources Director Kim Camatti, Business Representative __________________________________ __________________________________ Date Date

APPROVED AS TO FORM
__________________________________ __________________________________ Veronica Nebb, City Attorney Al Fortier, Sr. Assistant Business Manager __________________________________ __________________________________ Date Date
ATTEST
__________________________________ __________________________________ Dawn G. Abrahamson, City Clerk Josh Sosa, Committee Member __________________________________ __________________________________ Date Date
66 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 __________________________________
Sophia Valenti, Committee Member
__________________________________
Date
__________________________________
Josh Davidson, Committee Member
__________________________________
Date
__________________________________
Sheldon Henderson, Committee Member
__________________________________
Date
__________________________________
Brian Monahan, Committee Member
__________________________________
Date
67 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274

APPENDIX A

CLASSIFICATIONS
Pursuant to Section 1 of this Agreement, employees of the City of Vallejo who now or may hereinafter occupy positions in the classifications set forth below are considered to be within the bargaining unit represented by the International Brotherhood of electrical workers, Local 1245. Persons employed pursuant to the “Comprehensive Employment and Training Act” are excluded from said unit.

CLASSIFICATION TITLE RANGE
NUMBER
valid to
01/01/2022
CLASS
CODE
Accountant 38 2430
Accounting Clerk I 19 1230
Accounting Clerk II 23 1235
Accounting Technician 34 2370
Administrative Clerk I 15 1200
Administrative Clerk II 19 1205
Advanced Water Treatment Plant Operator 52A 2335
Assistant Engineer 41 2450
Assistant Planner 38 2405
Associate Civil Engineer 47 2465
Associate Planner 42 2410
Building Inspection Supervisor 53 2215
Building Inspector I 39 2200
Building Inspector II 42 2205
Building Maintenance Worker I 26 2600
Building Maintenance Worker II 30 2605
Building Permit Technician I 31 2206
Building Permit Technician II 34 2207
Building Supervisor 37 2610
Cashier Clerk 15 1258
Code Enforcement Officer 35 2305
Communications Operator I 23 2245
Communications Operator II 35 2250
Communications Supervisor 41 2255
Crime Analyst 41 2495
Crime Scene Investigator I 290 2710
Crime Scene Investigator II 329 2715
Customer Service Representative 23 1260
Customer Service Supervisor 35 1269
Electrician 36 2640
Engineering Technician I 32 2270
68 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 Engineering Technician II 39 2275
Equipment Maintenance Supervisor 39 2670
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CLASSIFICATION TITLE RANGE
NUMBER
CLASS
CODE
Reservoir Keeper II 31 1661
Secretary 24 1215
Senior Accountant 44 2483
Senior Administrative Clerk 22 1210
Senior Building Inspector 43 2213
Senior Building Maintenance Worker 34 2609
Senior Civil Engineer 51 2470
Senior Code Enforcement Officer 46 2315
Senior Community Development Analyst 48 2425
Senior Crime Scene Investigator 368 2720
Senior Customer Service Representative 27 1265
Senior Engineering Technician 43 2280
Senior Equipment Mechanic 36 2666
Senior Housing Specialist 32 2230
Senior Instrument Technician 43 2645
Senior Landscape Inspector 41 2300
Senior Meter Mechanic 33 2652
Senior Meter Reader 29 1250
Senior Police Assistant 35 2005
Senior Public Works Maintenance Worker 30 1610
Senior Utility Mechanic 41 2654
Senior Water Distribution Technician 36 2619
Senior Water Treatment Plant Operator 52A 2335
Technical Services Media Coordinator 38 2361
Traffic and Lighting Technician I 32 2642
Traffic and Lighting Technician II 36 2643
Tree Maintenance Worker 30 1615
Utility Field Representative 29 1255
Utility Mechanic I 32 2650
Utility Mechanic II 36 2653
Utility Supervisor 37 2630
Warehouse Specialist 26 1305
Warehouse Supervisor 32 1310
Water Distribution Technician 32 2616
Water Maintenance Worker I 25 1622
Water Maintenance Worker II 29 1623
Water Quality Analyst 39 2500
Water Treatment Plant Operator 50A 2330
Water Treatment Plant Operator Trainee I 27 2320
Water Treatment Plant Operator Trainee II 31 2325
Water Treatment Plant Supervisor 56A 2340
71 City of Vallejo-IBEW Agreement 07/1/20241–6/30/20274 Water Treatment Plant Regulatory Compliance
Officer
56A 2341
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APPENDIX B
LETTER OF AGREEMENT 5/29/19

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APPENDIX C
LETTER OF AGREEMENT 3/30/2023

Page 93 ends

Vallejo City CouncilJuly 9, 2024

Vallejo City Council
July 9, 2024