Agenda packet — Vallejo City Council, September 10, 2024 (part 5 of 6)

Water Exchanges and Administrative Fee: Under the Agency’s contract with DWR, the transfer of Vallejo’s SWP water will be administered by the Agency. The Agency is in negotiations with other contractors on the SWP. In the exchange transaction, the City of Vallejo’s SWP water would be transferred to one or more SWP contractors this year.

Under the Agency’s contract with DWR, an administrative fee may be charged for this exchange. For the 2024 exchange, the minimum fee agreed upon between SCWA and the City is $250/acre-foot, resulting in up to $500,000 for Vallejo’s estimated 2,000 acre-feet of SWP water exchanged. Exchanges among the Agency’s member agencies happen routinely.

Solano County Water Agency (Agency) Facilitator Role: The Agency is facilitating all aspects of the water transfer including collecting the administrative fee on Vallejo’s behalf and transferring it promptly to Vallejo.

The Agency receives no compensation for facilitating the exchanges - financial or in the form of water - as these exchanges are within the scope of the Agency’s role on behalf of its member agencies. The Agency's Master Contract with DWR assures timely transfer of the administrative fee revenue.

FISCAL IMPACT
Once the contract is completed, Solano County Water Agency will pay the City of Vallejo a water exchange administrative fee of up to $500,000, which will be recorded as revenue in the City Water Capital Fund. There is no fiscal impact on the General Fund from this proposed action.

ENVIRONMENTAL REVIEW
For the exchange of water, under CEQA requirements, the Solano County Water Agency is the “Lead Agency,” and the City is a “Responsible Agency.” The Solano County Water Agency plans to file a Notice of Exemption based upon the Class 1 (CEQA Guidelines Section 15301) and Class 6 (CEQA Guidelines Section 15306) categorical exemptions.

ATTACHMENTS

1. CM Sign LOU_Resolution_CAO Stamp

2. SCWA.2024.SWP.LOU.Vallejo_(4185291.2) CAO Stamp

CONTACT
Beth Schoenberger, Water Director (707) 648-5439
[email protected]

Approved as to form:

By: for
Veronica Nebb, City Attorney
RESOLUTION NO. 24-________

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF VALLEJO APPROVING THE 2024 STATE WATER PROJECT WATER TRANSFER LETTER OF UNDERSTANDING FOR

THE SALE OF EXCESS UNTREATED WATER SUPPLY AND AUTHORIZING THE CITY

MANAGER TO SIGN A LETTER OF UNDERSTANDING ON BEHALF OF THE CITY WHEREAS, the City is a member of the Solano County Water Agency (SCWA) and pays SCWA to receive an allocation of State Water Project (SWP) water every year; and WHEREAS, the allocation for the SWP for water year 2024-2025 was 40%; and WHEREAS, the City pays for 100% of an allocation of SWP every year regardless of the allocation provided by the State; and
WHEREAS, due to surplus conditions in two consecutive water years in the City’s other water supplies, the City has an excess water supply of untreated SWP available for transfer in 2024; and
WHEREAS, the City is in a unique position of being able to potentially sell excess water to another agency on the SWP who holds a contract to receive water deliveries from the SWP, and require more SWP water than their allocation provided in 2024; and WHEREAS, the contract for the water sale would be between SCWA and the buyer; and WHEREAS, SCWA would handle the transfer and collect the charges and convey the collected charges to the City; and
WHEREAS, the City is entering into a Letter of Understanding with SCWA to act as the pass- through entity for transfer of the water and collection of the fees for the water.

NOW THEREFORE, BE IT RESOLVED that the City Council of the City of Vallejo hereby approves the 2024 State Water Project Transfer Letter of Understanding with SCWA for the sale of excess untreated water supply at a reasonable cost to-be-determined (but not less than $250 per acre foot) and authorizes the City Manager to sign the letter on behalf of the City.

ADOPTED BY THE CITY COUNCIL OF THE CITY OF VALLEJO at a regular meeting held on September 10, 2024, with the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
_________________________________________
ROBERT H. MCCONNELL, MAYOR
ATTEST: _________________________________________
DAWN G. ABRAHAMSON, CITY CLERK

SOLANO COUNTY WATER AGENCY
810 Vaca Valley Parkway, Suite 203
Vacaville, CA 95688
(707) 451-6090
Fax (707) 451-6099
Scwa2.com
4185291.2
Approved as to form:

By: for
Veronica Nebb, City Attorney
August 9, 2024
Beth Schoenberger, Water Director
City of Vallejo-Water Department
202 Fleming Hill Road
Vallejo, CA 94589
Re: City of Vallejo’s 2024 SWP Water Transfer Letter of Understanding Dear Ms. Schoenberger:

This letter of understanding (“LOU”) documents and confirms the mutual agreement that has been reached between Solano County Water Agency (“Agency”) and the City of Vallejo (“Vallejo”) (collectively the “Parties” and each a “Party”). This LOU specifies the terms under which the Agency agrees to transfer up to 2,000-acre feet (AF) of Vallejo’s State Water Project (“SWP”) Carryover water (“2024 Transfer”) to a State Water Contractor (“Contractor”) outside of Solano County. The specific Contractor has not yet been identified but will be one of the many SWP contractors that are interested in purchasing the water from Vallejo. In consideration for the 2024 Transfer, Contractor will pay the Agency a minimum fee of $250.00 per AF of water transferred (“Transfer Fee”), for a projected total of $500,000, which the Agency will then remit to Vallejo.

Notwithstanding the foregoing, the Parties may negotiate a higher fee with any such Contractors.

BACKGROUND AND PURPOSE
The Agency holds a contract with the Department of Water Resources (“DWR”) to receive imported water deliveries from the SWP. Vallejo (along with other agencies in Solano County) is a Member Agency of the Agency and pays the Agency to receive an allocation of SWP water under a separate contract.

As of the date of this LOU, the Agency and City have contacted several SWP contractors outside of Solano County that hold contracts to receive water deliveries from the SWP and require more SWP water than their DWR allocation provides in 2024. Vallejo desires to forego a portion, up to two thousand acre-feet (2,000 AF), of the delivery of the 2024 SWP water to which it is entitled under the Vallejo Member Unit Contract and make that water available for transfer to Contractor under the terms and conditions set forth herein. 4185291.2
Pursuant to Vallejo’s request, the Agency will work with the selected Contractor and DWR to facilitate the 2024 Transfer. The basic parameters of the 2024 Transfer are as follows:

Vallejo will receive from the Agency a Transfer Fee of $250.00 (or other reasonably negotiated price) per AF of SWP water transferred to Contractor in the 2024 water year.

The amount of 2024 Transfer water is estimated to be up to 2,000 AF. The final price shall be determined by multiplying the total number of AF transferred by the agreed-upon price per AF.

The Agency will serve as a “pass through” and facilitator of the 2024 Transfer, and will not receive any financial compensation, water, or other remuneration for these efforts.

TERMS AND CONDITIONS

1. Condition Precedent. DWR’s written approval of the 2024 Transfer between the Agency and the Contractor is a condition precedent to the Agency’s authorization to proceed under this LOU. DWR’s approval shall be provided in the form of an agreement between DWR, the Agency, and the Contractor (“Transfer Agreement”).

2. Deliveries to Contractor. The Agency will request that DWR deliver to the Contractor up to 1,000 AF of Vallejo’s 2024 Article 56 Carryover water from the SWP.

Within thirty (30) days following the execution of the Transfer Agreement, the Contractor shall pay the Agency the Transfer Fee for each AF of 2024 Article 56 Carryover water made available by Vallejo, unless a different price is negotiated and agreed upon in writing by Vallejo, the Agency, and the Contractor. Provided all agreements are in place for the 2024 Transfer, the Agency shall pay 100% of the Transfer Fee received from the Contractor to Vallejo within ten (10) days of receipt.

3. Notice of Exemption. Because the 2024 Transfer will be delivered through existing facilities, without the construction of new facilities, Vallejo and the Agency agree that the 2024 Transfer is exempt from the California Environmental Quality Act (CEQA) pursuant to Sections 15061(b)(3) and 15301 of the State CEQA Guidelines. The Agency shall file a Notice of Exemption for the 2024 Transfer with the Clerk of the Board of Supervisors of Solano County, as well as the county in which the Contractor is located, and shall provide a copy to Vallejo.

4. Transaction Costs. Vallejo and the Agency shall each be responsible for its own legal and consulting costs incurred in the preparation, review, and implementation of this LOU. Vallejo and the Agency each agree to cooperate with each other in the preparation, review, and execution of any additional agreements that may be necessary to implement the 2024 Transfer. Vallejo shall not be responsible for payment of any charges imposed by any agency, including the Agency, for the preparation and processing of the Transfer Agreement, or for the preparation and processing of such other approvals as may be necessary to effect the 2024 Transfer.
4185291.2

5. Costs of Defense. In the event of any legal action by a third party to challenge this LOU or the 2024 Transfer, Vallejo and the Agency agree to cooperate in the defense thereof and to share equally in the costs of such defense, utilizing counsel mutually acceptable to the Parties.

6. Force Majeure. In the event that an unavoidable event beyond the reasonable control of the Parties, including, but not limited to availability of SWP water, renders the performance of this LOU impossible or infeasible, the Parties hereto shall be excused from the performance thereof; provided, however, that the Agency shall first coordinate with DWR to determine whether alternate performance may be possible pursuant to an alternate schedule for completion of performance.

7. Authority. The undersigned representatives of Vallejo and the Agency hereby represent that they are authorized to execute the LOU for the Parties on whose behalf this LOU is executed.

8. Notice. Written notice may be provided by either Party to the other by first class mail, postage prepaid to the following addresses:

City of Vallejo-Water Department
202 Fleming Hill Road
Vallejo, CA 94589
Attention: Beth Schoenberger, Water Director
Solano County Water Agency
810 Vaca Valley Parkway, Suite 202
Vacaville, CA 95688
City of Vallejo
By: _______________________________ ______________
Andrew Murray, City Manager Date
Solano County Water Agency
By: _______________________________ ______________
Chris Lee, General Manager Date
ACTION ITEM 9.A.

DATE: September 10, 2024
TO: Mayor and Members of the City Council
FROM: Andrew Murray, City Manager
SUBJECT: DISCUSSION AND DIRECTION ON COUNCIL REFERRALS

RECOMMENDATION
Discuss the current list of City Council referrals and provide direction to staff on next steps. There are four referrals for which staff owes the City Council scopes. Staff recommends that staff present scopes for these at a Council meeting in October. There are eighteen referrals that City Council has not yet provided any direction on. Staff recommends that the City Council review these referrals, decide which to have staff create scopes for, and have staff present those scopes at a City Council meeting in November.

REASONS FOR RECOMMENDATION
Provide direction on next steps regarding the current list of Council referrals.

BACKGROUND AND DISCUSSION
City Council referrals are projects that the City Council directs City staff to undertake in addition to projects directed through other long-term City work planning processes, such as the strategic plan and the budget processes. In Vallejo, the City Council requests and provides direction to staff on referrals through a process that is referred to as “two step,” although there are actually more steps. The steps in the current process are as follows:
• A Council Member requests, during the Report of the Presiding Officer and Members of the City Council portion of a Council Meeting, that the City Council consider at a future meeting whether to direct staff to develop a scope (tasks, schedule, and budget) to implement a project regarding a particular issue (Step 0).
• City staff agendizes Council discussion and action (majority, via minute order) on whether to direct staff to scope a project regarding the issue (Step 1). The Council Member that originally requested the referral describes the issue and objective.
• If approved in Step 1, City staff prepares a scope and agendizes Council discussion and action on whether City staff shall implement the scope (Step 2).
• If approved in Step 2, City staff implements the project and completes the work (Step 3).

This process is similar to that used by many other jurisdictions.

The City Council most recently reviewed the pending list of Council referrals at a Council meeting on January 9, 2024, although did not provide direction to staff on next steps regarding the referrals at that time. Staff has recorded 30 Council referrals dating back to late 2022. The referrals, sorted by request date, are shown in Attachment 1.

These 30 referrals are in one of four stages, consistent with the multi-step process described above:

Date: September 10, 2024
Subject: DISCUSSION AND DIRECTION ON COUNCIL REFERRALS

Page 2 ends

Completed (two referrals);
• Approved for implementation, awaiting completion (seven referrals); • Awaiting scope from staff (four referrals); and
• Pending Council decision on whether to direct staff to scope (eighteen referrals).

Below are the referrals in each stage showing the topic, date of original request, requestor, and notes on current status, sorted by date of original request.

Completed

The two referrals that have been completed are listed in the table below.

Topic Date Requested Requestor Status
Options for Locating Safer
RV/Vehicle Locations and
Potential Services in
Partnership with Local
Nonprofits
Late 2022 Mayor McConnell
and Loera-Diaz
Discussed as part of a
broader workshop on
homelessness on June 20,
2023. This issue will also
again be considered when
staff presents a proposed
updated homeless strategy
on October 8, 2024.

Request CDOJ continue
partnership in ongoing
collaborative reform efforts
relating to VPD beyond
expiration date of current
agreement
May 23, 2023 Loera-Diaz Completed with the
execution of the Settlement
Agreement between the City
and DOJ.

Approved for implementation, awaiting completion

The seven referrals that have been approved by City Council for implementation but are not yet complete are listed below, with notes on their status.

Topic Date Requested Requestor Status
Mare Island CFD Late 2022 Palmares Revisit CFD issue when new Specific Plan is
approved.

Tobacco Retail Licensing (TRL)
Ordinance
Early 2023 Bregenzer Revised ordinance will be
presented to Council in
September 2024.

Sale of Herbert House May 9, 2023 Bregenzer Contract for appraisal was approved in August 2024. Staff
will agendize closed session
discussion with City Council by
end of year 2024.

Date: September 10, 2024
Subject: DISCUSSION AND DIRECTION ON COUNCIL REFERRALS

Page 3 ends

Additional red light enforcement
cameras to assist the Police
Department
May 23, 2023 Bregenzer Staff will agendize for SAB
discussion in September 2024.

Building Permit fee waivers to
protect businesses from theft and
process for business retention
grant applications/awarding
grants
September 2023 Loera-Diaz The small business hardening
grant program was approved
by the City Council on July 23,
2024 and is being
implemented.

Dispatch move update Mid 2023 Loera-Diaz City staff will agendize a presentation to the City
Council on the dispatch
relocation in October 2024.

Audit for Broadway Project March/April 2024 Loera-Diaz City Council approved a professional services
agreement to complete an
assessment of the Broadway
Project on July 9, 2024. The
assessment is anticipated to
be completed in October 2024.

Awaiting scope from staff

The four referrals for which the City Council has requested a scope, but staff has not yet provided one, are listed below.

Staff recommends that staff present a scope for each of these referrals at a Council meeting in October 2024.

Topic Date Requested Requestor
Create Council ad-hoc committee for purpose of reviewing City Charter January 2023 McConnell Create Council ad-hoc committee to revise Vallejo Municipal Code Chapter 2.02 related to Council Meetings/Rules/Meeting Procedures
January 2023 McConnell
Establish two-person Council ad-hoc committee on collaborative reform efforts related to the Vallejo Police Department
May 23, 2023 Bregenzer
Consideration of increasing fines, penalties, impoundment rules and other deterrents related to sideshows
February 27,
2024
McConnell
and Loera-
Diaz

Pending Council decision on whether to direct staff to scope

The eighteen referrals that are pending a Council decision on whether to direct staff to develop a scope are listed below.

Topic Date Requested Requestor
Short-term rentals ordinance April 11, 2023 Verder-Aliga Creation of Vallejo Vocational Arts School May 12, 2023 McConnell and Arriola
Present overview of Marina condition issues and receive Council direction June 13, 2023 Loera-Diaz Create an Unhoused Commission June 20, 2023 Bregenzer
Analysis of various potential renter protection, land use, and financial protection programs (rent control, just cause evictions, condominium conversions, residential vacancy tax, anti-speculation tax, security deposit limits, payday lender concentration limits, liquor store concentration limits, ban on cash for gold or silver outlets)
July 11, 2023 Palmares
Review of live aboard fees at the Vallejo Marina July 25, 2023 Palmares Date: September 10, 2024
Subject: DISCUSSION AND DIRECTION ON COUNCIL REFERRALS

Page 4 ends

Request on behalf of SAB to amend ordinance to change frequency of regular meetings beyond bi-monthly
September 26,
2023
Arriola
Discussion on building permit fees for low-income housing October 24, 2023
Bregenzer
Study Session on funding “how to help” for non-profits October 24, 2023
Loera-Diaz
Consider supplementing Vallejo Police Department with private security services December 19, 2023
Bregenzer
Consider placing moratorium on Mills Act requests until consistent program is in place
December 19,
2023
Bregenzer
Discuss rebranding of the Vallejo Police Department and name change to Vallejo Police Services Department
December 19,
2023
Loera-Diaz
Review of current City boards/commissions/committees Early 2024 McConnell Analysis of various potential renter protection programs (land trust, just cause evictions, rent stabilization, relocation assistance for no fault termination) May 28, 2024 Verder-Aliga
Ordinance establishing that the City Council will not take a position on international conflicts
May 28,
2024

Verder-Aliga
Direct City staff to provide quarterly reports to Council on all City housing and public works projects
July 9, 2024 Loera-Diaz
Create a Public Safety Committee (Public Safety Task Force) and possibly a Finance Committee.

July 23, 2024 Palmares,
Verder-Aliga,
and
McConnell
Address homelessness encampments at Vallejo Heights, including looking at the New Orleans model.

July 23, 2024 Palmares

Regarding these items, City staff recommends the following:
• If the City Council would like to direct City staff to develop a scope for the issue of creating an unhoused commission, staff recommends that referral be combined into the separate referral on a review of current City boards/commissions/committees;
• If the City Council would like to direct City staff to develop a scope for the issue of analysis of various potential renter protection programs (Verder-Aliga), staff recommends that referral be combined into the separate referral on analysis of various potential renter protection, land use, and financial protection programs (Palmares); and
• City staff recommends that the City Council withdraw the referral on consider supplementing Vallejo Police Department with security services (Bregenzer) as staff has already initiated that process.

For any referral of the eighteen above that City Council directs staff at the September 10, 2024 Council meeting to create a scope for, staff recommends that it present such a scope at a Council meeting in November 2024.

In order for staff to scope a project, staff might need to contact the Council Member that requested the item to get additional information about what specifically the Council Member envisioned for the item.

FISCAL IMPACT
Date: September 10, 2024
Subject: DISCUSSION AND DIRECTION ON COUNCIL REFERRALS

Page 5 ends

There is no noteworthy fiscal impact due to Council directing staff to scope additional Council referrals.

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. Attach 1

2. Attach 2

CONTACT
Andrew Murray, City Manager (707) 648-4576
Andrew/[email protected]

City of Vallejo - City Council Referrals
Sorted by Date of Request
Updated 9/3/2024
Number Requester Date
Requested
(Step 0)
Topic Current Status Decision to Direct Staff to
Scope (Step 1) on Agenda
Step 1 Action
(Approved/Denied)
Decision to Direct Staff to
Implement (Step 2) on
Agenda
Step 2 Action
(Approved/Denied)
Completed Implementation Completion
Date
Responsible Department Step Notes Other Notes
1 Palmares Late 2022 Mare Island CFD/MISTEA Approved for implementation, awaiting
completion
April 25, 2023 - staff
presented as an
informational item
Approved. Directed staff to
allow MISTEA to make a
presentation
May 30, 2023 Economic Development Requested unknown; Approved to move to Step 2 April 25, 2023;
Approved to implement (Step 3) May
30, 2023; Completed March 26, 2024
Item returned to Council on 3/26/24.

Staff was directed to restructure the
CFDs at the time of the new MISP
approval and implementation when the
land densities will be known and can be
accounted for within future
development.
2 Mayor McConnell
and Loera-Diaz
Late 2022 Options for Locating Safer RV/Vehicle
Locations and Potential Services in
Partnership with Local Nonprofits
Completed February 14, 2023 Approved. April 11, 2023 Approved. Date for Step 2 TBD by City Manager but not
later than June 30, 2023.

Yes June 30, 2023 City Manager/Planning and
Development Services
Requested unknown; Approved to
move to Step 2 February 14, 2023;
Approved to implement (Step 3) April
11, 2023; Completed June 30, 2023
Discussed as part of a broader
workshop on homelessness on June 20,
2023. This issue will also again be
considered when staff presents a
proposed updated homeless strategy on
October 8, 2024.
3 Bregenzer Early 2023 Tobacco Retail Licensing (TRL)
Ordinance
Approved for
implementation, awaiting
completion
April 11, 2023 Approval to move to Step 2 April 25, 2023 Approved. Directed staff to return to Council with a
comprehensive ordinance for
its consideration
Planning and Development
Services, City Attorney
Requested unknown; Approved to
move to Step 2 April 11, 2023;
Approved to implement (Step 3) April
25, 2023
Introduction of Ordinance on June 25,
2024. Council directed CAO to hold
retailer/coalition workshops held in
August. Item is scheduled to return to
Council for direction on Sept. 24, 2024.
4 Mayor McConnell January 2023 Create council ad-hoc committee: 1) for purposes of reviewing City Charter
Awaiting scope from staff March 14, 2023 Approval to move to Step 2 City Manager/City Attorney/City Clerk
Requested January 2023; Approved to
move to Step 2 on March 14, 2023
5 Mayor McConnell January 2023 Create council ad-hoc committee: 2) Revise VMC Chapter 2.02 related to
Council Meetings/Rules/Meeting
Procedures.

Awaiting scope from staff March 14, 2023 Approval to move to Step 2 City Manager/City Attorney/City Clerk
Requested January 2023; Approved to
move to Step 2 on March 14, 2023
Councilmember Bregenzer requested
rule to adjourn meetings at 10 pm and
items not covered move to next meeting
agenda (requested at 10/10/23 mtg)
6 Verder-Aliga April 11, 2023 Short-term Rentals (Air BnB, VRBO) Ordinance
Request again at 5/28/24 cc mtg.

Pending Council decision on
whether to direct staff to
scope
Finance, City Attorney,
Planning and Development
Services
Requested April 11, 2023 Discuss policy implications with Council first
7 Bregenzer May 9, 2023 Sale of Herbert House Approved for implementation, awaiting
completion
October 10, 2023 Approved. Return to Council
sometime in December 2023
to include sale of house and
underlying property
December 12, 2023 Approved. Staff was directed
to return to Council with lot
diagrams and obtain further
direction on the sale.

Economic
Development/Public Works
Requested May 9, 2023; Approved to
move to Step 2 October 10, 2023;
Approved to implement (Step 3)
December 12, 2023
Appraisal contract approved August
2024, staff will agendize closed session
discussion with City Council by end of
year 2024
8 Mayor McConnell
and Arriola
May 12, 2023 Pursue creation of Vallejo Vocational
Arts School
Pending Council decision on
whether to direct staff to
scope
City Manager Requested May 12, 2023
9 Bregenzer May 23, 2023 Establish 2-person council ad-hoc subcommittee on collaborative reform
efforts related to VPD
Awaiting scope from staff June 13, 2023 Approval to move to Step 2 City Manager/City Attorney/City Clerk/Police
Department
Requested May 23, 2023; Approved to
move to Step 2 June 13, 2023
10 Loera-Diaz May 23, 2023 Request CDOJ continue partnership in ongoing collaborative reform efforts
relating to VPD beyond expiration date
of current agreement
Completed June 13, 2023 Approval to move to Step 2 Yes Police Department Requested May 23, 2023; Approved to move to Step 2 June 13, 2023
Completed with the execution of the
Settlement Agreement between the City
and DOJ.
11 Bregenzer May 23, 2023 Additional Red Light Enforcement Cameras to assist PD
Approved for
implementation, awaiting
completion
September 26, 2023 Approved. Staff directed to
bring Step 2 back to Council
for further discussion
December 12, 2023 Approved. Police Requested May 23, 2023; Approved to move to Step 2 September 26, 2023
Staff was directed to return to Council
following review/discussion with
recommendations from SAB. See
minutes from 12/12/2023. Staff will
agendize for SAB discussion.
12 Loera-Diaz June 13, 2023 Agendize Marina condition issues and invite Congressional Reps and staff to
be a part of the discussion
Pending Council decision on
whether to direct staff to
scope
Public Works Requested June 13, 2023
13 Bregenzer June 20, 2023 Creation of an Unhoused Commission Pending Council decision on whether to direct staff to
scope
City Manager/City
Attorney/City Clerk
Requested June 20, 2023
Step 0 - Council Member requests at Council meeting that issue be agendized for future Council meeting to be considered for scoping Step 1 - Council discusses issue at a Council meeting to decide whether to direct staff to scope a project related to the issue Step 2 - Council discusses scope of project and decides whether to direct staff to implement project Step 3 - Council has directed staff to implement project and staff is working to complete project 1 City of Vallejo - City Council Referrals
Sorted by Date of Request
Updated 9/3/2024
Number Requester Date
Requested
(Step 0)
Topic Current Status Decision to Direct Staff to
Scope (Step 1) on Agenda
Step 1 Action
(Approved/Denied)
Decision to Direct Staff to
Implement (Step 2) on
Agenda
Step 2 Action
(Approved/Denied)
Completed Implementation Completion
Date
Responsible Department Step Notes Other Notes
Step 0 - Council Member requests at Council meeting that issue be agendized for future Council meeting to be considered for scoping Step 1 - Council discusses issue at a Council meeting to decide whether to direct staff to scope a project related to the issue Step 2 - Council discusses scope of project and decides whether to direct staff to implement project Step 3 - Council has directed staff to implement project and staff is working to complete project 14 Loera-Diaz Mid 2023 Dispatch Move Update Approved for implementation, awaiting
completion
October 24, 2023 Update and directed staff on
the final relocation site for a
temporary emergency
Dispatch Center at 111
Amador Street
May 14, 2024 Adopted Resolution awarding
construction contract to
Whitley Manufacturing Co.

Public Works Requested unknown; Approved to move
to Step 2 (scoping) October 24, 2023;
approved to implement (Step 3) May 14,
2024
15 Palmares July 11, 2023 Analysis and subsequent presentation or report of the following ordinances
·         Rent Control*
·         Just Cause Evictions*
·         Condo/Apartment Conversion
ordinance that would include rights to
refusal or the right to buy or receive
relocation compensation
·         Residential Vacancy Tax
·         Anti speculation tax against house
flipping
·         New security deposit limits
·         Ban or limited concentration on
new payday lenders
·         Ban or limited concentration of
new liquor stores
·         Ban on cash for gold and silver
Pending Council decision on
whether to direct staff to
scope
Planning and Development
Services, City Attorney
Requested July 11, 2023 Council to prioritize requested items *requested by Councilmember Verder-
Aliga at 5/28/24 council meeting.
16 Palmares July 25, 2023 Discuss review of live aboard fees at the Vallejo Marina
Pending Council decision on
whether to direct staff to
scope
Public Works Requested July 25, 2023
17 Loera-Diaz September
2023
Building Permit Fee Waivers to protect
businesses from theft and process for
business retention grant
applications/awarding grants
Approved for
implementation, awaiting
completion
November 28, 2023 Approval to move to Step 2 7/23/24 - Small Business Hardening Grant Program
Approved Small Business
Hardening Grant Program at
7/23/24 meeting
Economic Development Requested September 2023; Approved to move to Step 2 (scoping) November
28, 2023; Approved to implement
(Step 3) July 23, 2024
Council approved a program at its 7/23
meeting with additional funding to
return to Council as part of the next
ARPA scrub.
18 Arriola September 26,
2023
Request on behalf of SAB to amend
ordinance to change frequency of
regular meetings beyond bi-monthly
CM Verder-Aliga supported this at the
7/23/24 cc mtg.

Pending Council decision on
whether to direct staff to
scope
Police Department, City
Attorney
Requested September 26, 2023
19 Bregenzer October 24,
2023
Discussion on building permit fees for
low-income housing
Pending Council decision on
whether to direct staff to
scope
Planning and Development
Services
Requested October 24, 2023
20 Loera-Diaz October 24,
2023
Schedule Study Session on funding
“how to help” for non-profits and CM to
provide report mentioned at 10/24
council mtg.

Pending Council decision on
whether to direct staff to
scope
City Manager Requested October 24, 2023
21 Bregenzer December 19,
2023
Consider supplementing VPD with
Security Services
Pending Council decision on
whether to direct staff to
scope
Police Department Requested December 19, 2023 The City issued an RFP for private security services and is reviewing
proposals.
22 Bregenzer December 19,
2023
Consider placing moratorium on Mills
Act requests until consistent program is
in place
Pending Council decision on
whether to direct staff to
scope
Planning and Development
Services
Requested December 19, 2023
23 Loera-Diaz December 19,
2023
Discuss rebranding of the VPD and
change name to Vallejo Police Services
Department
Pending Council decision on
whether to direct staff to
scope
City Manager/Police
Department
Requested December 19, 2023
2 City of Vallejo - City Council Referrals
Sorted by Date of Request
Updated 9/3/2024
Number Requester Date
Requested
(Step 0)
Topic Current Status Decision to Direct Staff to
Scope (Step 1) on Agenda
Step 1 Action
(Approved/Denied)
Decision to Direct Staff to
Implement (Step 2) on
Agenda
Step 2 Action
(Approved/Denied)
Completed Implementation Completion
Date
Responsible Department Step Notes Other Notes
Step 0 - Council Member requests at Council meeting that issue be agendized for future Council meeting to be considered for scoping Step 1 - Council discusses issue at a Council meeting to decide whether to direct staff to scope a project related to the issue Step 2 - Council discusses scope of project and decides whether to direct staff to implement project Step 3 - Council has directed staff to implement project and staff is working to complete project 24 Mayor McConnell Early 2024 Review of
Boards/Commissions/Committees
(mentioned at council meeting)
Pending Council decision on
whether to direct staff to
scope
City Manager/City
Attorney/City Clerk
Requested unknown Received Scope of Work (SOW) from
MRG 12/2023. Consultant completed
work and submitted a draft to staff
March 2024. Draft is with Veronica and
Andrew to review/provide
comment/recommended updates to
draft. Tentatively scheduled for 10/8/24
council meeting
25 McConnell & Loera-
Diaz
February 27,
2024
Consideration of increasing fines,
penalties, impoundment rules and
other deterrents related to Sideshow
activities
Awaiting scope from staff March 12, 2024 Approval to move to Step 2 Police Department and City Attorney
Requested February 27, 2024; Approved
to move to Step 2 March 12, 2024
Direction at 3/12/24 meeting, return to
Council to include research on ideas
expressed as rapidly as possible. An
ordinance has been drafted and will be
brought to Council.
26 Loera-Diaz March/April
2024
Audit for Broadway Project Approved for
implementation, awaiting
completion
May 14, 2024 Approval to move to Step 2 July 9, 2024 Approved Finance Requested unknown; Approved to move to Step 2 May 14, 2024; Approved to
move to implementation (Step 3) July 9,
2024
Council authorized initiation of a
process for audit with MRG for
Broadway Project. Auditor to report to
Council and CM. Audit to include
financials, review dates, timelines,
deadlines with outcomes provided to
Council and CM.
27 Verder-Aliga May 28, 2024 ·         Policy to support Vallejo Community Land Trust
·         Tenant right protection to Council
·         Just cause eviction protection*
·         Rent Stabilization*
·         Relocation assistance for no fault
termination of tenancy ordinances
Pending Council decision on
whether to direct staff to
scope
Planning and Development
Services
Requested May 28, 2024 *requested by Councilmember
Palmares at July 11, 2023 meeting.
28 Verder-Aliga May 28, 2024 Ordinance for COV will not take a position (ex. Ceasefire/Gaza) in
international conflicts. Similar to City of
San Jose
Pending Council decision on
whether to direct staff to
scope
City Manager/City
Attorney/City Clerk
Requested May 28, 2024
29 Loera-Diaz July 9, 2024 Consider & Direct the City Manager to provide quarterly reports to Council on
all Housing & Public Works Projects
Pending Council decision on
whether to direct staff to
scope
City Manager/Planning and
Development Services/Public
Works
Requested July 9, 2024
30 Palmares, Verder-
Aliga & McConnell
July 23, 2024 Creation of a Public Safety Committee
(Public Safety Task Force). Mayor
requested it be considered on a broader
basis for any committee, i.e., a Finance
Committee.

Pending Council decision on
whether to direct staff to
scope
City Manager/City
Attorney/City Clerk/Police
Department
Requested July 23, 2024
31 Palmares July 23, 2024 Address homelessness encampments at Vallejo Heights. Look at City of New
Orleans as they have been successful.

Meet with Association and City staff to
come up with solutions as expeditiously
as possible
Pending Council decision on
whether to direct staff to
scope
City Manager/Planning and
Development Services
Requested July 23, 2024
3 City of Vallejo - City Council Referrals
Sorted by Status
Updated 9/3/2024
Number Requester Date
Requested
(Step 0)
Topic Current Status Other Notes
2 Mayor McConnell
and Loera-Diaz
Late 2022 Options for Locating Safer RV/Vehicle
Locations and Potential Services in
Partnership with Local Nonprofits
Completed Discussed as part of a broader
workshop on homelessness on June 20,
2023. This issue will also again be
considered when staff presents a
proposed updated homeless strategy on
October 8, 2024.
10 Loera-Diaz May 23, 2023 Request CDOJ continue partnership in ongoing collaborative reform efforts
relating to VPD beyond expiration date
of current agreement
Completed Completed with the execution of the
Settlement Agreement between the City
and DOJ.
1 Palmares Late 2022 Mare Island CFD/MISTEA Approved for implementation, awaiting
completion
Item returned to Council on 3/26/24.

Staff was directed to restructure the
CFDs at the time of the new MISP
approval and implementation when the
land densities will be known and can be
accounted for within future
development.
3 Bregenzer Early 2023 Tobacco Retail Licensing (TRL)
Ordinance
Approved for
implementation, awaiting
completion
Introduction of Ordinance on June 25,
2024. Council directed CAO to hold
retailer/coalition workshops held in
August. Item is scheduled to return to
Council for direction on Sept. 24, 2024.
7 Bregenzer May 9, 2023 Sale of Herbert House Approved for implementation, awaiting
completion
Appraisal contract approved August
2024, staff will agendize closed session
discussion with City Council by end of
year 2024
11 Bregenzer May 23, 2023 Additional Red Light Enforcement Cameras to assist PD
Approved for
implementation, awaiting
completion
Staff was directed to return to Council
following review/discussion with
recommendations from SAB. See
minutes from 12/12/2023. Staff will
agendize for SAB discussion.
14 Loera-Diaz Mid 2023 Dispatch Move Update Approved for implementation, awaiting
completion
17 Loera-Diaz September
2023
Building Permit Fee Waivers to protect
businesses from theft and process for
business retention grant
applications/awarding grants
Approved for
implementation, awaiting
completion
Council approved a program at its 7/23
meeting with additional funding to
return to Council as part of the next
ARPA scrub.
26 Loera-Diaz March/April
2024
Audit for Broadway Project Approved for
implementation, awaiting
completion
Council authorized initiation of a
process for audit with MRG for
Broadway Project. Auditor to report to
Council and CM. Audit to include
financials, review dates, timelines,
deadlines with outcomes provided to
Council and CM.
4 Mayor McConnell January 2023 Create council ad-hoc committee: 1) for purposes of reviewing City Charter
Awaiting scope from staff
Step 0 - Council Member requests at Council meeting that issue be agendized for future Council meeting to be considered for scoping Step 1 - Council discusses issue at a Council meeting to decide whether to direct staff to scope a project related to the issue Step 2 - Council discusses scope of project and decides whether to direct staff to implement project Step 3 - Council has directed staff to implement project and staff is working to complete project 1 City of Vallejo - City Council Referrals
Sorted by Status
Updated 9/3/2024
Number Requester Date
Requested
(Step 0)
Topic Current Status Other Notes
Step 0 - Council Member requests at Council meeting that issue be agendized for future Council meeting to be considered for scoping Step 1 - Council discusses issue at a Council meeting to decide whether to direct staff to scope a project related to the issue Step 2 - Council discusses scope of project and decides whether to direct staff to implement project Step 3 - Council has directed staff to implement project and staff is working to complete project 5 Mayor McConnell January 2023 Create council ad-hoc committee: 2) Revise VMC Chapter 2.02 related to
Council Meetings/Rules/Meeting
Procedures.

Awaiting scope from staffCouncilmember Bregenzer requested rule to adjourn meetings at 10 pm and
items not covered move to next meeting
agenda (requested at 10/10/23 mtg)
9 Bregenzer May 23, 2023 Establish 2-person council ad-hoc subcommittee on collaborative reform
efforts related to VPD
Awaiting scope from staff
25 McConnell & Loera-
Diaz
February 27,
2024
Consideration of increasing fines,
penalties, impoundment rules and
other deterrents related to Sideshow
activities
Awaiting scope from staffDirection at 3/12/24 meeting, return to Council to include research on ideas
expressed as rapidly as possible. An
ordinance has been drafted and will be
brought to Council.
6 Verder-Aliga April 11, 2023 Short-term Rentals (Air BnB, VRBO) Ordinance
Request again at 5/28/24 cc mtg.

Pending Council decision on
whether to direct staff to
scope
Discuss policy implications with
Council first
8 Mayor McConnell
and Arriola
May 12, 2023 Pursue creation of Vallejo Vocational
Arts School
Pending Council decision on
whether to direct staff to
scope
12 Loera-Diaz June 13, 2023 Agendize Marina condition issues and invite Congressional Reps and staff to
be a part of the discussion
Pending Council decision on
whether to direct staff to
scope
13 Bregenzer June 20, 2023 Creation of an Unhoused Commission Pending Council decision on whether to direct staff to
scope
15 Palmares July 11, 2023 Analysis and subsequent presentation or report of the following ordinances
·         Rent Control*
·         Just Cause Evictions*
·         Condo/Apartment Conversion
ordinance that would include rights to
refusal or the right to buy or receive
relocation compensation
·         Residential Vacancy Tax
·         Anti speculation tax against house
flipping
·         New security deposit limits
·         Ban or limited concentration on
new payday lenders
·         Ban or limited concentration of
new liquor stores
·         Ban on cash for gold and silver
Pending Council decision on
whether to direct staff to
scope
Council to prioritize requested items
*requested by Councilmember Verder-
Aliga at 5/28/24 council meeting.
16 Palmares July 25, 2023 Discuss review of live aboard fees at the Vallejo Marina
Pending Council decision on
whether to direct staff to
scope
18 Arriola September 26,
2023
Request on behalf of SAB to amend
ordinance to change frequency of
regular meetings beyond bi-monthly
CM Verder-Aliga supported this at the
7/23/24 cc mtg.

Pending Council decision on
whether to direct staff to
scope
19 Bregenzer October 24,
2023
Discussion on building permit fees for
low-income housing
Pending Council decision on
whether to direct staff to
scope
2 City of Vallejo - City Council Referrals
Sorted by Status
Updated 9/3/2024
Number Requester Date
Requested
(Step 0)
Topic Current Status Other Notes
Step 0 - Council Member requests at Council meeting that issue be agendized for future Council meeting to be considered for scoping Step 1 - Council discusses issue at a Council meeting to decide whether to direct staff to scope a project related to the issue Step 2 - Council discusses scope of project and decides whether to direct staff to implement project Step 3 - Council has directed staff to implement project and staff is working to complete project 20 Loera-Diaz October 24,
2023
Schedule Study Session on funding
“how to help” for non-profits and CM to
provide report mentioned at 10/24
council mtg.

Pending Council decision on
whether to direct staff to
scope
21 Bregenzer December 19,
2023
Consider supplementing VPD with
Security Services
Pending Council decision on
whether to direct staff to
scope
The City issued an RFP for private
security services and is reviewing
proposals.
22 Bregenzer December 19,
2023
Consider placing moratorium on Mills
Act requests until consistent program is
in place
Pending Council decision on
whether to direct staff to
scope
23 Loera-Diaz December 19,
2023
Discuss rebranding of the VPD and
change name to Vallejo Police Services
Department
Pending Council decision on
whether to direct staff to
scope
24 Mayor McConnell Early 2024 Review of
Boards/Commissions/Committees
(mentioned at council meeting)
Pending Council decision on
whether to direct staff to
scope
Received Scope of Work (SOW) from
MRG 12/2023. Consultant completed
work and submitted a draft to staff
March 2024. Draft is with Veronica and
Andrew to review/provide
comment/recommended updates to
draft. Tentatively scheduled for 10/8/24
council meeting
27 Verder-Aliga May 28, 2024 ·         Policy to support Vallejo Community Land Trust
·         Tenant right protection to Council
·         Just cause eviction protection*
·         Rent Stabilization*
·         Relocation assistance for no fault
termination of tenancy ordinances
Pending Council decision on
whether to direct staff to
scope
*requested by Councilmember
Palmares at July 11, 2023 meeting.
28 Verder-Aliga May 28, 2024 Ordinance for COV will not take a position (ex. Ceasefire/Gaza) in
international conflicts. Similar to City of
San Jose
Pending Council decision on
whether to direct staff to
scope
29 Loera-Diaz July 9, 2024 Consider & Direct the City Manager to provide quarterly reports to Council on
all Housing & Public Works Projects
Pending Council decision on
whether to direct staff to
scope
30 Palmares, Verder-
Aliga & McConnell
July 23, 2024 Creation of a Public Safety Committee
(Public Safety Task Force). Mayor
requested it be considered on a broader
basis for any committee, i.e., a Finance
Committee.

Pending Council decision on
whether to direct staff to
scope
31 Palmares July 23, 2024 Address homelessness encampments at Vallejo Heights. Look at City of New
Orleans as they have been successful.

Meet with Association and City staff to
come up with solutions as expeditiously
as possible
Pending Council decision on
whether to direct staff to
scope
3 ACTION ITEM 9.B.

DATE: September 10, 2024
TO: Mayor and Members of the City Council
FROM: Jason Ta, Interim Chief of Police
SUBJECT: CONSIDERATION OF AND FINDING TO CONTINUE THE STATE OF LOCAL

EMERGENCY RELATING TO PUBLIC SAFETY STAFFING AND UPDATE ON ACTIONS

TAKEN TO DATE

RECOMMENDATION
Receive the update and confirm the continued existance of the conditions leading to the declaration of a state of local emergency.

REASONS FOR RECOMMENDATION
As presented at the July 25, 2023 City Council meeting, the City of Vallejo Police Department is facing a significant staffing crisis and the number of sworn staff continues to decline. When presented with this information, City Council unanimously agreed to approve a Proclamation of Emergency. The proclamation allows the City Manager to quickly implement changes related to police staffing and the continuation of providing police services to Vallejo.

State law requires that it be reaffirmed every 60 days. The 60th day since the last confirmation of the proclamation is September 21, 2024.

BACKGROUND AND DISCUSSION
On July 25, 2023, the City Council unanimously voted to approve a Proclamation of Emergency due to the critical staffing levels at the City of Vallejo Police Department. Below is an update on the items previously discussed when the local emergency was declared:

Status of the 4 Phases (as of July 16, 2024):

Phase #1 – Service Model Reduction
This phase has been partially implemented. The department held two town hall meetings to share data and discuss service impacts regarding alarm call response. The department also met with the alarm industry to discuss alarm calls and service impacts. These meetings and discussions concluded on Sept. 7, 2023. At the February 13th council meeting, Council directed staff to proceed with a Verified Response ordinance and protocol. The ordinance has not been updated.

Phase #2 & #3 – Rotation of Officers to Patrol Shifts & Completely Collapsing Traffic and Detective Divisions Phase #2 is completed.

Phase #3 is in progress with the Traffic Division collapsed as of July 2023. Due to returning VPD officers, detectives are no longer filling patrol vacancies.

Phase #4 – Modifying All Patrol Shifts to 12-hour Shifts or Another Staffing Model It does not appear that the department will be entering into Phase 4.

Date: September 10, 2024
Subject: CONSIDERATION OF AND FINDING TO CONTINUE THE STATE OF LOCAL

EMERGENCY RELATING TO PUBLIC SAFETY STAFFING AND UPDATE ON

ACTIONS TAKEN TO DATE

Page 2 ends

Current Staffing Numbers (as of Oct 21, 2024):

Total Sworn Staffing: 73
Number of Officers Working Patrol: 34

Outside Agency Assistance:

On March 12, 2024, the City Council unanimously adopted a resolution notifying the Solano County Board of Supervisors of the City's desire to receive law enforcement services from the Solano County Sheriff. On April 12, the City of Vallejo provided county counsel with requested data. Currently, the Sheriff is awaiting a decision from the Governor on SB 1379 to proceed with up-staffing, to provide public safety contract assistance to the Vallejo Police Department.

The City Manager has concluded a Request for Proposal (RFP) for uniformed unarmed and armed security guards. Several companies have applied. The City Manager's office, the City Attorney's office, and the police department is considering various deployment strategies.

Emergency Conditions Remain:

As stated above on July 23, 2023, the City Council adopted a proclamation declaring a state of local emergency pursuant to Government Code Section 8550 et. seq. Pursuant to California Government Code Section 8630(c) the City Council is required to review the need for continuing the local emergency at least once every 60 days until the City Council terminates the local emergency. Council last reaffirmed the emergency at its July 23, 2024, meeting.

SB 1379, which would allow the Solano County Sheriff's Office an exemption for retired annuitants to assist the City of Vallejo during its staffing crisis. The bill has successfully passed the Appropriations Committee, the Senate, the Assembly PERS committee, and the Assembly. The bill is awaiting the Governor's review and approval.

In May 2024, the Mayor and City Manager sent letters requesting assistance to Senator Dodd's office and Governor Newsome's office.

Based upon the continuing staffing conditions outlined above, staff requests that the City Council reaffirm the existence of the state of local emergency.

FISCAL IMPACT
There is no immediate financial impact associated with this item. Any potential impact will be brought back to City Council with related costs.

ATTACHMENTS
None

CONTACT
Jason Ta, Interim Chief of Police (707) 648-4540
[email protected]
Date: September 10, 2024
Subject: CONSIDERATION OF AND FINDING TO CONTINUE THE STATE OF LOCAL

EMERGENCY RELATING TO PUBLIC SAFETY STAFFING AND UPDATE ON

ACTIONS TAKEN TO DATE

Page 3 ends

ACTION ITEM 9.C.

DATE: September 10, 2024
TO: Mayor and Members of the City Council
FROM: Stephanie Sifuentes, Human Resources Director
SUBJECT: ADOPT RESOLUTIONS: (1) APPROVING A SUCCESSOR MEMORANDUM OF

UNDERSTANDING BETWEEN THE CITY OF VALLEJO AND THE CONFIDENTIAL,

ADMINISTRATIVE, MANAGERIAL, AND PROFESSIONAL ASSOCIATION OF VALLEJO (CAMP); AND (2) PROVIDING NOTICE OF INTENT TO AMEND THE FY 2024-2025 BUDGET AND APPROVE A SALARY PLAN AMENDMENT (STEP 1)

RECOMMENDATION
Adopt resolutions: 1) Approving a Successor Memorandum of Understanding between the City of Vallejo and the Confidential, Administrative, Managerial, and Professional Association of Vallejo (CAMP), and (2) providing notice of intent to amend the City's Fiscal Year 2024-2025 Adopted Budget and amend the Salary Plan.

REASONS FOR RECOMMENDATION
The memorandum of Understanding between the City of Vallejo and CAMP expired on June 30, 2024. The City and CAMP have been actively engaged in negotiations and have come to a tentative agreement. IBEW members ratified this agreement on August 23, 2024. Pursuant to California Government Code 3505.1, if the parties reach a Tentative Agreement, the Council shall vote to accept or reject it within 30 days of its presentation to the Council at a publicly noticed hearing. This is the first step of the required two-step budget amendment process to amend the FY 2024-25 Adopted Budget. If the City Council approves tonight's recommendation, the final action will be scheduled for City Council's consideration on September 24, 2024.

BACKGROUND AND DISCUSSION
The current MOU between the City and CAMP expired on June 30, 2024. The parties have been engaged in negotiations and have come to a tentative agreement. CAMP members ratified this agreement on August 23, 2024, with the following key terms:

Duration Two-year (expires on June 30, 2026)
Wages (COLAs) 5% effective the first full pay period after adoption 5% effective the first full pay period following July 1, 2025 Group Health Insurance Increase from 75% to 80%
Increase in Medflex (cash in-lieu) from $250/month to $400/month Management Leave
(FLSA-Exempt CAMP
members)
40 hours, prorated for the 2024 calendar year, effective September 21, 2024 60 hours effective the first full pay period following January 1, 2025

This first resolution approves the new Memorandum of Understanding with the substantial provisions noted above. The second resolution is the first step of the required two-step budget amendment process to amend 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 September 24, 2024. This amended budget

Date: September 10, 2024
Subject: ADOPT RESOLUTIONS: (1) APPROVING A SUCCESSOR MEMORANDUM OF

UNDERSTANDING BETWEEN THE CITY OF VALLEJO AND THE CONFIDENTIAL,

ADMINISTRATIVE, MANAGERIAL, AND PROFESSIONAL ASSOCIATION OF VALLEJO (CAMP); AND (2) PROVIDING NOTICE OF INTENT TO AMEND THE FY 2024-2025 BUDGET AND APPROVE A SALARY PLAN AMENDMENT (STEP 1)

Page 2 ends

would go into effect on September 21, 2024.

FISCAL IMPACT
Approval of the attached Tentative Agreement will increase the FY 2024-25 General Fund and Other Funds expenditures by an estimated $736K and $277K respectively. City had budgeted 3.5% COLA in FY 24-25 in General Fund.

Net additional FY 2024-25 budget impacts are as follows:
• COLA 5%: General Fund $189K and Other Funds $238K
• Group Health insurance increase: General Fund $104K and Other Funds $38K • Medflex (In-lieu of): General Fund $2K, Other Funds $1K

Net 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.

ATTACHMENTS

1. Attachment 1 - Resolution to Approve CAMP MOU_24.09.10 CAO STAMP

2. Exhibit 1A - (Clean) - CAMP Agreement July 1 2024- June 30 2026

3. Exhibit 1B - (Redline) - CAMP Agreement July 1 2024- June 30 2026

4. Attachment 2 - Resolution to Amend Salary Plan for FY 24-25_24.09.10 CAO STAMP

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

6. Exhibit 2B - CAMP Salary Schedules Sept 24 - Jul 25

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 CONFIDENTIAL,

ADMINISTRATIVE, MANAGERIAL, AND PROFESSIONAL ASSOCIATION OF

VALLEJO (CAMP)
WHEREAS, the Confidential, Administrative, Managerial, and Professional Association of Vallejo (“CAMP”) is the recognized representative for City of Vallejo employees working in classifications covered by the CAMP MOU; and
WHEREAS, the City of Vallejo (“City”) and the Confidential, Administrative, Managerial, and Professional Association of Vallejo (“CAMP”) 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 Confidential, Administrative, Managerial, and Professional Association of Vallejo (“CAMP”) 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 Confidential, Administrative, Managerial, and Professional Association of Vallejo (“CAMP”) 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 regular meeting held on September 10, 2024 with the following vote:

AYES:

ABSENT:

ABSTAIN:

NOES:
__________________________________

ROBERT MC CONNELL, MAYOR
ATTEST:
_______________________________________

DAWN ABRAHAMSOM, CITY CLERK

AGREEMENT BETWEEN

CITY OF VALLEJO
AND

THE CONFIDENTIAL, ADMINISTRATIVE, MANAGERIAL,

AND PROFESSIONAL ASSOCIATON OF VALLEJO
July 1, 2024 - June 30, 2026

ii
City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26
Table of Contents
Table of Contents
SECTION 1. RECOGNITION ..........................................................................................................................5 SECTION 2. NON-DISCRIMINATION ..........................................................................................................5

2.1. Discrimination Prohibited......................................................................................................................5

2.2. Association Membership or Activity .....................................................................................................5 SECTION 3. CITY RIGHTS.............................................................................................................................5

3.1. At Will Status.........................................................................................................................................5

3.2. Rights.....................................................................................................................................................5

4.1 Maintenance Authorization of CAMP Contributions...........................................................................6

4.2 New Employee Orientation ..................................................................................................................7 SECTION 5. CLASSIFICATION ACTIONS ...................................................................................................7

5.1. Job Classifications .................................................................................................................................7

5.2. Classification Studies.............................................................................................................................7

5.3. Salary Changes ......................................................................................................................................7

5.4. Equity Adjustments................................................................................................................................8 SECTION 6. SALARY......................................................................................................................................8

6.1. Wages ....................................................................................................................................................8

6.2. Compensation Survey and Market Equity Adjustments ........................................................................9

6.3. Eligibility for Increases..........................................................................................................................9 SECTION 7. BENEFITS.................................................................................................................................10

7.1. Group Health Insurance .......................................................................................................................10

7.1.1. Premium Contribution for Active Employees..................................................................................10

7.1.2. Premium Contributions for Retiree-Annuitants ...............................................................................10

7.1.3. VEBA or Alternative Retirement Health Savings Program.............................................................10

7.1.4. Effective Date for Coverage ............................................................................................................12

7.1.5. Waiver .............................................................................................................................................12

7.2. Retirement Plan...................................................................................................................................12

7.2.1. Retirement Formula .........................................................................................................................12

7.2.2. Employee Contribution Rate............................................................................................................12

7.2.3. Elimination of Salary Conversion....................................................................................................13

7.2.4. Pre-Retirement Death Benefit..........................................................................................................13

7.3. Life Insurance ......................................................................................................................................13

7.4. Group Disability Income Program ....................................................................................................13 iii
City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26

7.5. Employee Assistance Program..........................................................................................................13

7.6. Dental Plan .........................................................................................................................................13

7.7. Orthodontic Plan .................................................................................................................................13

7.8. Vision ..................................................................................................................................................13

7.9. Right to Select Carriers........................................................................................................................14

7.10. Longevity Pay .................................................................................................................................14

7.11. Part-Time Employee Fringe Benefits.............................................................................................15

7.11.1. Definition.........................................................................................................................................15

7.11.2. Eligibility .........................................................................................................................................15

7.11.3. Benefit Proration..............................................................................................................................15

7.11.4. Benefits Not Prorated.......................................................................................................................15

7.11.5. Medical Insurance............................................................................................................................15

7.12. Uniform Allowance. .......................................................................................................................15

7.13. Safety Shoes....................................................................................................................................16

7.14. Educational Reimbursement ...........................................................................................................16

7.14.1. Completion and Reimbursement......................................................................................................16

7.14.2. Approval in Advance .......................................................................................................................16

7.15. Bilingual Pay ...................................................................................................................................16 SECTION 8. PAID TIME OFF .......................................................................................................................17

8.1. Holidays...............................................................................................................................................17

8.1.1. Declared Holidays............................................................................................................................17

8.1.2. Holiday Leave..................................................................................................................................17

8.1.3. Floating Holiday Leave....................................................................................................................19

8.2. Annual Leave......................................................................................................................................19

8.2.1. Annual Leave Accumulation Rate ...................................................................................................19

8.2.2. Limitation of Accumulation.............................................................................................................19

8.2.3. Separation From Service..................................................................................................................20

8.3. Sick Leave............................................................................................................................................20

8.3.1. Accumulation...................................................................................................................................20

8.3.2. Sick Leave Usage.............................................................................................................................20

8.3.3. Separation from Service...................................................................................................................20

8.3.4. Sick Leave Cashout for pre-February 9, 2009 Employees...............................................................21

8.3.5. Sick Leave Conversion ....................................................................................................................22

8.4. Worker's Compensation .....................................................................................................................22

8.4.1. Leave ...............................................................................................................................................22

8.4.2. Benefit Premium Payments..............................................................................................................22

8.5. Bereavement Leave .............................................................................................................................22 iv
City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26

8.5.1. Use of Leave ....................................................................................................................................22

8.5.2. Additional Time Off ........................................................................................................................23

8.6. Management Leave..............................................................................................................................23 SECTION 9. MISCELLANEOUS PROVISIONS..........................................................................................24

9.1. Fair Labor Standards Act Status .......................................................................................................24

9.1.1. Status ...............................................................................................................................................24

9.1.2. Overtime ..........................................................................................................................................24

9.2. Performance Evaluation Program.....................................................................................................24

9.3. Americans with Disabilities Act .........................................................................................................24

9.4. Association Activity.............................................................................................................................24

9.5. Layoff Notice.......................................................................................................................................25

9.6. Certification/License Fees ...................................................................................................................25

9.7. Out-of-Class Assignment.....................................................................................................................25 SECTION 10. WORK SCHEDULES .............................................................................................................26

10.1. Regular Work Schedule ...................................................................................................................26

10.2. Alternative Work Schedule.............................................................................................................26 SECTION 11. GRIEVANCE PROCEDURE..................................................................................................27

11.1. Definition.........................................................................................................................................27

11.2. Procedure .........................................................................................................................................28

11.2.1. First Step — Supervisor...................................................................................................................28

11.2.2. Second Step — Director of Human Resources ................................................................................28

11.2.3. Third Step — Selection of Neutral; Mediation Upon Mutual Agreement .......................................28

11.2.4. Fourth Step — Expedited Arbitration.............................................................................................29

11.2.5. Decision ...........................................................................................................................................31

11.2.6. Fees and Expenses ...........................................................................................................................31

11.3. Time Limit for Filing......................................................................................................................31

11.4. Grievances on Matters Not Subject to Arbitration.........................................................................31 SECTION 12. EXISTING AGREEMENTS ...................................................................................................31

12.1. Savings ............................................................................................................................................31

12.2. Entire Agreement ...........................................................................................................................32

13.1. Term of Agreement.........................................................................................................................32 SECTION 14. SIGNATURE PAGE................................................................................................................33 APPENDIX A .................................................................................................................................................34 APPENDIX B..................................................................................................................................................36 5 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26
SECTION 1. RECOGNITION
The City hereby recognizes the Confidential, Administrative, Management and Professional Association of Vallejo (CAMP) as the sole and exclusive bargaining representative of the representational unit defined for the unclassified employee unit defined in the Vallejo Municipal Code. The City reserves the right to amend or to clarify the appropriate representational unit after meeting and consulting with CAMP.

SECTION 2. NON-DISCRIMINATION

2.1.Discrimination Prohibited
Neither the City nor CAMP shall discriminate against any employee covered by this Agreement in a manner which would violate any applicable laws because of race, color, national origin, religious creed, age, sex, gender, sexual orientation, marital status, medical condition (cancer or genetic characteristics), genetic information or disability.

2.2.Association Membership or Activity
Neither the City nor CAMP shall interfere with the right of employees covered by this Agreement to become or not become members of CAMP, and there shall be no discrimination against any such employee because of lawful CAMP membership or non- membership activity or status.

SECTION 3. CITY RIGHTS

3.1.At Will Status
Employees filling positions included in this representational unit are at will employees and therefore shall serve at the will and pleasure of the City. At will employees acquire no property interest in their positions and have no guarantees, either implied or express, regarding continued employment, nor any right to appeal termination of such employment or any disciplinary action. Nothing herein shall abrogate the at will status of these employees.

3.2.Rights
It is understood and agreed that the City possesses the sole right and authority to operate and direct the employees of the City and its various departments in all aspects, including, but not limited to, all rights and authority exercised by the City prior to the execution of this Agreement except as modified in this Agreement. These rights include, but are not limited to:

3.2.1.The right to determine its mission, policies, and to set forth all standards of service offered to the public;

3.2.2.To plan, direct, control and determine the operations or services to be conducted by employees of the City;

3.2.3.To determine the methods, means, number of personnel needed to carry out the mission of the City or the mission of any department;

3.2.4.To direct the working forces;

3.2.5.To hire, promote and assign or to transfer employees within the City or a department;

3.2.6.To lay-off or relieve employees due to lack of work or funds or for other reasons determined appropriate by the City;
6 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26

3.2.7.To make, publish and enforce rules and regulations;

3.2.8.To introduce new or improved methods, equipment, or facilities;

3.2.9.To contract out for goods and services.

3.3.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.

SECTION 4. ASSOCIATION SECURITY

4.1 Maintenance Authorization of CAMP Contributions
(a) An employee in the bargaining unit represented by CAMP may, at any time, execute a payroll deduction authorization form as furnished by the Union. CAMP will be the custodian of records for such deduction authorizations and will provide the City with written certification that it will maintain an individual employee authorization signed by the individual from whose wages the deduction is to be made. (b) The city shall begin deductions in the amount prescribed by CAMP in the first full payroll period after receipt of written certification of employee authorization from CAMP. (c) Except as otherwise provided in this section, and in accordance with S.B.866 (2018) and A.B.119 (2017), each pay period, the City shall remit all sums so directed to CAMP, together with a written statement of the name, job title, department, work location, work, home, and personal cellular telephone number, personal e-mail addresses on file with the city, and home addresses of all employees and amounts deducted, including an accumulated total amount per employee
(d)When CAMP adjusts the level of contributions, CAMP shall provide written notice to the City.
(e) Deductions may be revoked only pursuant to the terms of the employee’s written authorization. The City shall direct requests to cancel or change deductions to CAMP and shall rely on information provided by CAMP regarding whether deductions were properly canceled or changed. Except as otherwise provided in this section, the City shall continue to deduct and remit contributions until it receives notice of revocation from CAMP as provided in this section, or it receives an order from the court or administrative body directing the City to discontinue deductions for one or more employees.
(f) No Fault.

CAMP agrees to indemnify and defend and hold the City harmless for any and all claims, demands, suits, or other action by employees arising from the provisions of this Section or from complying with any demand for revocation.
(g) Leave of Absence.

City will not make deductions from the pay of employees on leave without pay. Upon return from leave of absence without pay, the City shall reinstate the CAMP payroll deductions in 7 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26
place prior to the employee taking leave.
(g) The City shall not resolve disputes between CAMP and represented employees concerning CAMP membership or contribution deductions or provide advice to employees about such matters. The City shall direct employees with questions or concerns about the CAMP contributions to CAMP without expressing an opinion or otherwise responding to employee questions or concerns. (h) Upon request of CAMP, the City agrees to meet with CAMP to discuss and attempt to resolve issues pertaining to delivery of services relating to such deductions.

4.2 New Employee Orientation
CAMP will be allowed a representative at all City orientations for new employees represented by CAMP consistent with Government Code § 3550-3559. Such CAMP representative shall be allowed twenty (20) minutes to make a presentation and answer questions to employees in classifications represented CAMP. CAMP may present packets to represented employees at orientation. The City or department, where appropriate, will normally notify CAMP ten (10) days in advance of such an orientation session in order to ensure CAMP’s attendance at the orientation. When the City is unable to provide ten (10) days advance notice of an orientation to CAMP (e.g., when the orientation is scheduled less than ten (10) days ahead of time), it will notify CAMP as soon as practical. If CAMP is unable to attend an orientation due to inadequate notice, the parties will work to schedule an alternative time for CAMP to meet with employees.

SECTION 5. CLASSIFICATION ACTIONS

5.1.Job Classifications
When a new job classification is established or an existing one is changed, the City will submit the new or revised job class specification in writing and the wage rate assignment to CAMP. If CAMP requests within five (5) calendar days after receipt of the new or revised job class specification, the City and CAMP shall meet and consult over the job class specification and the assigned wage rate. After meeting and consulting, the City shall be free to implement the classification and wage rate assignment as deemed appropriate.

5.2.Classification Studies
Employees shall have a right to request a study of their current positions to determine if they are properly classified. The Director of Human Resources shall decide whether such a study will be conducted; provided, however, that the Director of Human Resources' decision to not conduct such study shall not be arbitrary, capricious or discriminatory.

Should such study not be undertaken, the employee who filed the request and CAMP will be informed in writing by the Director of Human Resources or his designate 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. 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 of Human Resources or designate.

5.3.Salary Changes
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 8 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26
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.

5.3.1.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 his or her then current rate, and thereafter shall be governed by the pay range increments set forth for such classification.

5.4.Equity Adjustments

5.4.1.Effective July 1, 2004 and each July 1st during the term of this Agreement, CAMP may submit to the Human Resources Director requests for equity adjustments for up to three job classifications no later than the preceding March 31st.

5.4.2.CAMP may request that each equity adjustment consider any or all of the following methodologies to determine if an equity adjustment is necessary:

5.4.2.1.External Salary Comparison. An external salary comparison shall include a review and analysis of the top step base salary for similar job classifications, and for benchmark positions, within all of the market survey cities. The market survey cities shall be the same survey cities utilized by the bargaining unit from which the positions are compared from all ranks in that division.

5.4.2.2.Internal Salary Comparison. An internal salary comparison shall include a review and analysis of existing positions within the City that are performing similar ongoing duties and assignments with similar levels of responsibilities. The internal salary review shall compare the top step base salaries of these positions.

5.4.2.3.Compaction Salary Comparison. The compaction salary comparison shall include a review and analysis of the top step base salary of the employee being reviewed to the top step base salary of their highest paid subordinate. In determining the appropriate salary level for compaction, the City shall review the current market practices of the survey cities. In analyzing the market trends and internal data until such time as the city- wide policy addressing salary adjustments has been developed.

5.4.3.The City shall conduct equity adjustments promptly. Upon completion of the initial preliminary review, the City shall meet and confer with CAMP to determine the appropriate salary range for the classification. Should the results of such review indicate that the pay rate of a classification be increased, the City shall immediately, and retroactively to July 1st, provide the classification with the appropriate salary adjustment. Should the results of such a review indicate that the pay rate of a classification be reduced, the employee(s) in that classification may be Y- rated and/or handled in the same manner as the reclassification procedure defined in Section 5.3 and 5.3.1.

SECTION 6. SALARY

6.1.Wages
9 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26
All employees represented by CAMP will receive a 5% general wage increase, effective the first full pay period following CAMP ratification and public approval by the City Council of this MOU. These salary rates are reflected in the salary schedule attached hereto as Appendix A.

All employees represented by CAMP will receive a 5% general wage increase, effective the first full pay period following July 1, 2025. These salary rates are reflected in the salary schedule attached hereto as Appendix B.

6.2.Compensation Survey and Market Equity Adjustments
After ratification by CAMP and public approval by the City Council of this MOU, the parties will meet to discuss the formation of a Joint Committee to develop and initiate a total wage and compensation survey (the “Survey”). The Joint Committee will use its best efforts to complete the Survey by June 30, 2025.

The Survey will use comparable agencies and benchmark classifications as determined by the City upon consultation with the Joint Committee. Upon completion of the survey the parties will meet and discuss the implementation of upward wage adjustments warranted by the survey results.

It is understood that no equity adjustments will be implemented during the term of the 2024- 2026 MOU unless CAMP and the City so agree. In the event the parties do not reach agreement as to the implementation of any or all adjustments during the term of the MOU then they will address such issues during the 2026 negotiations for the successor MOU.

6.3.Eligibility for Increases
Employees shall receive the salary increases specified in this Agreement provided that their work performance has not been evaluated by the appropriate department head or designated supervisor as being unsatisfactory in a major job responsibility in the twelve- m o n t h period preceding the effective date of the salary increase. The unsatisfactory work performance must be documented and provided to the employee at the time of the unsatisfactory performance and the employee given a reasonable length of time to correct such unsatisfactory performance. An employee who does not receive a salary increase shall be eligible to be considered for such an increase after performance improves to satisfactory levels.
1 1 29 USCS 297(e)(3); 29 C.F.R. 778.211 (Discretionary Bonus); DOL WHO Opinion Letter FLSA 2008-12 (December 1, 2008).
10 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 SECTION 7. BENEFITS

7.1.Group Health Insurance
The City shall provide to all eligible employees, retiree- annuitants, and dependents a comprehensive medical and flexible benefits plan under the Public Employees Retirement System ("CalPERS") Health Benefits Program in compliance with the Public Employee Medical and Hospital Care Act ("PEMHCA").

7.1.1.Premium Contribution for Active Employees
a.Commencing January 1, 2014 and until June 30, 2016, the City capped its PEMHCA contribution towards medical premiums for employees and eligible dependents at $300 per month.
b.Effective on and commencing July 1, 2016, the City capped its PEMHCA contribution toward medical premiums for employees and eligible dependents at the PEMHCA minimum contribution.2

7.1.1.1.For all employees regardless of date of hire, the City will pay seventy- five percent (80%) of the Kaiser Bay Area (North) rate at each level of coverage (i.e., employee only, employee plus one, or employee plus two or more) in effect at the time the premium is paid. The City will contribute the difference between the PEMHCA minimum contribution and 80% of the Kaiser Bay Area (North) rate through a flexible benefits plan. The City's contribution through the flexible benefits plan shall be limited for use for medical premiums. The employee is responsible for any premium cost in excess of the total City contributions set forth above.

Example # 1: An employee is enrolled in a medical plan at the Family level. If the Kaiser Bay Area (North) Family rate is $1224/month, the City will pay the PEMHCA minimum ($157 for 2024) as a direct employer PEMHCA contribution and $761 through the flexible benefit plan. The employee is responsible for any premium cost in excess of $979.2 (80% of Kaiser).

7.1.2.Premium Contributions for Retiree-Annuitants
The City shall continue to participate in the retiree-annuitant portion of the PEMHCA as provided for in Government Code Section 22857. 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 contribution.

7.1.3.VEBA or Alternative Retirement Health Savings Program Employees first hired on, or coming into the CAMP bargaining unit, after July 1, 2013, may receive retiree medical benefits in the form of an individual account with a Voluntary Employee Beneficiary Association ("VEBA") [IRC Section 501(c)(9) trust] or alternative Retirement Health Savings Program ("RHSP") selected by the City. The 2 The PEMHCA minimum contribution for 2024 is $157, subject to annual adjustments by PERS. 11 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

CITY OF VALLEJO/CONFIDENTIAL ADMINISTRATIVE MANAGERIAL & PROFESSIONAL ASSOCIATION MOU July 1, 2024 — June 30, 2026
City shall contribute monthly an amount of money into each employee's VEBA account or alternative RHSP selected by the City equal to one and one- half percent (1.5%) of the employee's base monthly salary.

7.1.3.1.Irrevocable election and waiver. In order to participate in the VEBA or alternative RHSP selected by the City, employees must exercise a one-time irrevocable election and waiver, by July 1, 2016, or within thirty (30) days of employment or within (30) thirty days of transfer into a classification represented by CAMP, whichever is later, in which the employee must choose to either (a) continue participating in the retiree- annuitant portion of the PEMHCA or (b) instead receive the 1.5% VEBA or alternative RHSP selected by the City.
a) Those employees who continue to participate in the retiree- annuitant portion of the PEMHCA shall, upon their retirement, receive PEMHCA benefits in an amount commensurate with
active employees. Effective July 1, 2016, that is the PEHMCA minimum plus any additional post employment benefit amount as determined by Resolution of the City Council.
b) Those employees who opt to instead receive the 1.5% VEBA or alternative RHSP, selected by the City, City contribution shall execute a waiver form giving up any right to receive any other retiree medical contribution from the City, including but not limited to (i) participation in the retiree-annuitant portion of the Public Employees' Medical and Hospital Care Act ("PEMHCA") and (ii) any post-employment contribution by the City made directly to the employee or on the employee's behalf towards PEMHCA. If the City remains in PEMHCA, however, those
employees who opted for the VEBA or alternative RHSP selected by the City, will receive PEMHCA benefits in an amount
commensurate with active employees, (Effective July 1, 2016, that is the PEMHCA minimum) and in addition, will have access to the amounts in their VEBA or RHSP accounts.

7.1.3.2.Pre July 1, 2013 Employees. Those employees hired prior to July 1, 2013, may choose whether or not to participate in the VEBA or alternative RSHP selected by the City. In order to participate in the VEBA or alternative RHSP selected by the City, these employees must affirmatively exercise in writing their irrevocable election pursuant to and consistent with subsection 7.1.3.1 above no later than July 1, 2016.

The employees who elect to receive the VEBA or alternative RHSP will do so in accordance with subsection 7.1.3.1(b). Those employees who choose not to participate in the VEBA or
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CITY OF VALLEJO/CONFIDENTIAL ADMINISTRATIVE MANAGERIAL & PROFESSIONAL ASSOCIATION MOU July 1, 2024 — June 30, 2026
alternative RHSP selected by the City will continue to receive PEMHCA benefits in an amount commensurate with active
employees (Effective July 1, 2016, that is the PEMHCA minimum), plus any additional post-employment benefit amount as determined by Resolution of the City Council.

7.1.3.3. Employees who have VEBA/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 3.5% of the value of their account, per year compounded over each employee’s years in membership in the VEBA/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.

7.1.4.Effective Date for Coverage
New employees shall be eligible for coverage under this section in accordance with the provisions of the Public Employees Medical and Hospital Care Act.

7.1.5.Waiver
Employees who have health insurance may waive the health insurance coverage offered by the City if they prove to the City's satisfaction that they have medical coverage from another source. Effective January 1, 2014, an employee who has continuously waived being covered since December 31, 2013 shall receive $550 per month in a cash payment. Any other employee who waives the health coverage shall receive $400 per month in a cash payment.

7.2.Retirement Plan

7.2.1.Retirement Formula

7.2.1.1.Employees hired before January 1, 2013 and new bargaining unit hires on or after January 1, 2013 who are determined by Ca1PERS to be "classic" or "legacy" members of the Ca1PERS system. The City shall continue to participate in the Ca1PERS Local Miscellaneous 2.7% at 55 retirement plan.

7.2.1.2.New bargaining unit employees hired on or after January 1, 2013 that are new to the Ca1PERS retirement system. The City shall provide the California Public Employee Retirement System Local Miscellaneous 2% at 62 retirement program. In this and all other relevant respects, the City would comply with Government Code sections 7522 et seq. including but not limited to the employee cost-share, the cap on pension benefits, and the three-year average for calculating final compensation.

7.2.2.Employee Contribution Rate
Pursuant to Government Code Section 20516 (Employee Sharing of Cost of Additional Benefit), the member contribution rate for all bargaining unit members who qualify as "classic" under the PEPRA shall be nine percent (9.0%). Bargaining unit members who qualify as "new" members under the 13 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

CITY OF VALLEJO/CONFIDENTIAL ADMINISTRATIVE MANAGERIAL & PROFESSIONAL ASSOCIATION MOU July 1, 2024 — June 30, 2026
PEPRA shall pay a member contribution rate equal to 50% of the normal cost for their retirement benefit. Such amount shall be deducted from the employees' paycheck.

7.2.3.Elimination of Salary Conversion
All employee contributions required by Ca1PERS shall be made by the City of Vallejo by deducting the amount of the total Ca1PERS employee contribution from the salary of the employee. The City shall implement the provisions of section 414(h)(2) of the Internal Revenue Code ("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.

7.2.4.Pre-Retirement Death Benefit
During the term of this Agreement, the City shall continue to provide the Pre- Retirement Optional Settlement 2-W Death Benefit set forth in Government Code Section 21548 for bargaining unit employees.

7.3.Life Insurance
The City shall provide life insurance to each employee covered by this Agreement in the amount of $40,000. Accidental death and dismemberment shall be maintained at the same level as basic coverage. During the term of this Agreement the City shall pay the full cost of premiums for this coverage.

7.4.Group Disability Income Program
During the term of this Agreement, the City shall continue to provide a group disability income protection plan substantially similar to the one in effect on June 30, 2013. The City shall pay the full cost of coverage for the term of the Agreement.

7.5.Employee Assistance Program
During the term of this Agreement, the City shall continue to provide an employee assistance program substantially similar to the one in effect on June 30, 2004. The City shall pay the full cost of this coverage for the term of the Agreement.

7.6.Dental Plan
During the term of this Agreement, the City shall continue to provide a dental plan substantially similar to the one in effect on June 30, 2013. The City shall pay the full cost of this coverage for the employee and eligible dependents during the term of this Agreement.

7.7.Orthodontic Plan
The City shall provide an orthodontic plan providing employee and dependent coverage of 50% to a lifetime maximum of $2,000 per covered individual. The City shall pay the full cost of this coverage for employees and their eligible dependents during the term of this Agreement.

7.8.Vision
During the term of this Agreement, the City shall continue to provide a vision 14 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

CITY OF VALLEJO/CONFIDENTIAL ADMINISTRATIVE MANAGERIAL & PROFESSIONAL ASSOCIATION MOU July 1, 2024 — June 30, 2026
plan substantially similar to the one in effect on June 30, 2013. The City shall pay the full cost of this coverage for the employee and eligible dependents during the term of this Agreement.

7.9.Right to Select Carriers
The benefits provided for in this section shall be provided through a self-insured plan or under group insurance policy or policies issued by an insurance company or insurance companies selected by the City. If these benefits are insured by an insurance company, all benefits are subject to the provisions of the policies between the City and the insurance company. If provided through a self-insurance plan, all benefits are subject to the provisions of the plan document. Notwithstanding any such changes, the level of benefits shall remain substantially the same.

7.10.Longevity Pay

7.10.1.The City provides Longevity Pay for those employees hired before July 4, 2004 who became CAMP bargaining unit members before February 11, 2009, up to a maximum of ten percent (10%) of an employee's base salary as follows:

7.10.1.1 An employee with more than twenty (20) but less than twenty-five (25) years of City of Vallejo service shall receive an additional amount equal to five percent (5%) of their base salary. This payment shall begin at the beginning of the 20 th year based on the anniversary date of the employee.

7.10.1.2 An employee with twenty-five (25) or more years of City of Vallejo service shall receive an additional amount equal to ten percent (10%) of their base salary. This payment shall begin at the beginning of the 25 th year based on the anniversary date of the employee.

7.10.2.The City shall provide Longevity Pay to those employees hired after July 4, 2004, but who became CAMP bargaining unit members before February 11, 2009, up to a maximum of five percent (5%) of base salary as follows:

7.10.2.1 An employee with more than twenty (20) but less than twenty-five (25) years of City of Vallejo service shall receive an additional amount equal to two and one-half percent (2.5%) of their base salary. This payment shall begin at the beginning of the 20th year based on the anniversary date of the employee.

7.10.2.2 An employee with twenty-five (25) or more years of City of Vallejo service shall receive an additional amount equal to five percent (5%) of their base salary. This payment shall begin at the beginning of the 25 th year based on the anniversary date of the employee.
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CITY OF VALLEJO/CONFIDENTIAL ADMINISTRATIVE MANAGERIAL & PROFESSIONAL ASSOCIATION MOU July 1, 2024 — June 30, 2026

7.10.3.Employees hired after February 11, 2009 are not eligible for Longevity Pay.

7.10.4.Employees hired before July 4, 2004, who become CAMP bargaining unit members after February 11, 2009, will be subject to the provisions of 7.11.2.

Hire Date BU Date Longevity
Pre 7/4/04 Pre 2/11/09 Full Longevity
Pre 7/4/04 Post 2/11/09 1/2 Longevity
Post 7/4/04 Post 7/4/04 — Pre 2/11/09 '/2 Longevity
Post 7/4/04 Post 2/11/09 No Longevity

7.11.Part-Time Employee Fringe Benefits

7.11.1.Definition
A part-time employee is considered to be any employee with a work schedule of at least twenty (20) but less than forty (40) hours per week on a year-round basis.

7.11.2.Eligibility
Part-time employees will be eligible for the benefits provided for in this Agreement in accordance with the provisions of this section. Part-time employees who are scheduled to work less than twenty (20) hours per week on a year-round basis shall not be eligible for any fringe benefits under this Agreement.

7.11.3.Benefit Proration
All benefits provided by this Agreement other than those benefits specifically listed in Section 7.12.4 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%).

7.11.4.Benefits Not Prorated
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.

7.11.5.Medical Insurance
The City shall pay the full cost of the health insurance premium for part-time employees in accordance with the provisions of the City's contract with PERS.

7.12.Uniform Allowance.

If employees in the CAMP bargaining unit are required to wear uniforms, the parties will meet and confer over the subject of a uniform allowance. 16 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

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7.13.Safety Shoes

7.13.1.Employees required by the City to wear safety shoes shall be eligible to receive a reimbursement of up to $100 per fiscal year for the purchase and repair of required safety shoes which meet the ANSI specifications.

7.14.Educational Reimbursement

7.14.1.Completion and Reimbursement
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 pursuit of qualified educational courses, up to a maximum of $2,000 per employee per fiscal year during the term of this MOU. Reimbursable items include textbooks, materials, fees and/or tuition, which are required for the course. All expenses must be accompanied by appropriate receipts. Courses or subjects must be job-related in that they:
a.Directly relate to the employee's present job; or
b.Directly relate to a position to which the employee could be promoted.

7.14.2.Approval in Advance
All courses covered and expenditures reimbursed under this MOU must be approved in advance by the employee's department head and the Director of Human Resources. To be eligible for reimbursement, courses must be offered through an accredited college, university, community college, or vocational school. Courses that do not directly relate to the job (i.e., safety courses, management courses, etc.) may qualify if they are approved in writing by the department head and City Manager (or by the City Attorney for employees of the City Attorney’s Office). Expenditures under this program shall not exceed $25,000 per fiscal year subject to a maximum of $2,000 per individual employee per fiscal year during the term of this Agreement. Funds will be allocated on a "first come, first served" basis.

7.15.Bilingual Pay

7.15.1.An employee certified as bilingual shall receive an additional premium of $75 per month if he or she is certified as bilingual as follows:

7.16.1.1.The employee has the demonstrated ability to translate Spanish, Tagalog or American Sign Language into English and vice versa, both in writing and verbally, established by passing a proficiency test administered by the Department of Human Resources; and

7.16.1.2.The Employee and the Department Head certify that the employee's bilingual skills are desired by the department, and the employee may be called upon when necessary to translate communications as required by the Department Head.
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7.15.2.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.

SECTION 8. PAID TIME OFF

8.1.Holidays

8.1.1.Declared Holidays
Twelve (12) holidays per fiscal year and two (2) floating holidays shall be observed during the term of this Agreement. Those holidays are as follows:

Independence Day, July 4
Labor Day, First Monday in
September
Indigenous People’s Day, Second Monday in October
Veteran's Day, November 11
Thanksgiving Day
Friday after Thanksgiving
Christmas Day, December
25 New Year's Day,
January 1
Martin Luther King, Jr. Day, Third Monday in January
President's Day, Third Monday in February
Memorial Day, Last Monday in
May
Juneteenth, June 19
Two (2) Floating Holidays
The holiday observance provisions for this representational unit shall be the same as those for the unit represented by the International Brotherhood of Electrical Workers, Local 1245, AFL-CIO.

8.1.2.Holiday Leave
All employees in this representational unit shall be entitled to n i n e t y - s i x ( 9 6 ) hours of holiday leave placed in their Holiday Leave Bank per calendar year (8 hours for each of the 12 holidays listed in section 8.1.1), effective January 1st of any year. Employees who are hired, promoted or leave a position included in this representational unit during the calendar year shall have this benefit prorated according to the number of holidays that occur during the period of time that they actually work in a position included in this unit.

8.1.2.1.Employees whose regular day off falls on the day a holiday occurs may use their holiday leave at another time which meets with their supervisor's approval. (i.e., an employee who has Monday as their regular day off will not use holiday leave to take off on a President's Day Monday holiday and may use that holiday leave on another occasion). Holidays taken at another time than on the actual holiday must nevertheless be taken in the same pay period. 18 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

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8.1.2.2.Except as provided below, an employee scheduled to work on the day a holiday occurs shall use 8 hours from his or her Holiday Leave Bank.

8.1.2.3.Holiday Leave for Alternative Schedule Employees.

Employees who work an alternative work schedule shall
use 8 hours of holiday leave. Employees may choose to
supplement with annual leave from their annual leave
bank in order to receive pay for the number of hours
normally worked on alternative schedule, or, upon written notice to their manager, may work additional hours to achieve pay for 40 hours a week as follows:
a)FLSA non-exempt (hourly) EMPLOYEES on an
alternative schedule. Alternative schedule employees will be paid only 8 hours of Holiday pay per holiday (default).

However, these alternative schedule employees may also
draw down hours from their annual leave bank to be paid for a full 40 hour workweek, upon written notice to their manager. Alternatively, in order to receive pay for a full 40 hour workweek, these employees may request to
work additional hour(s) as long as this request does not result in FLSA overtime (e.g., an employee on a 4/10
schedule may request to work 2 additional hours on
another work day and receive 8 hours of holiday pay
without drawing from their annual leave bank- see
example B). Such request must be made in writing by the employee seven days prior to the holiday and must be
approved by their supervisor.

A. Example of an hourly employee on a 9/80 schedule working additional hours:

Sunday Monday Tuesday Wednesday Thursday Friday Saturday Off 9 regular 9 regular 9 regular 9 regular 4 (end) /4 (start) regular
Off
Off 9 regular 9 regular 9 regular 9 regular Off
(end)/off
Off
Off 8 Holiday 9+1 add'l
hour
9 regular 9 regular 4 (end)/4 (start) Off
Off 9 regular 9 regular 9 regular 9 regular Off
(end)/off
Off
In the above example, the hourly employee, whose workweek starts and ends in the middle of a Friday, would normally be paid for 31 regular hours and 8 holiday hours for a total of 39 hours. That employee may work an additional hour of time between those two Fridays (the example shows it on a Tuesday) without incurring overtime, and would then work and be paid for that additional hour at a regular rate.
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8.1.3.Floating Holiday Leave
All employees in this representational unit shall be entitled to sixteen (16) hours of floating holiday leave per calendar year effective January 1st of any year, to be used in the same manner as Holiday Leave (8.1.2 above). This leave benefit shall not be prorated. Floating Holiday Leave is to be scheduled in accordance with each department's procedure for requesting vacation leave and also must be used prior to the end of a given calendar year. If an employee’s Floating Holiday Leave hours 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 Leave hours, in the last payroll period of the year.

8.2.Annual Leave

8.2.1.Annual Leave Accumulation Rate
Employees covered by this Agreement shall be entitled to accumulate annual leave in accordance with the following schedule:

All employees shall begin to accrue annual leave benefits from their first day of employment and shall be eligible to use annual leave from the point that it is accrued. The City retains discretion to award a second level of annual leave accrual to employees who become members of the CAMP bargaining unit after February 11, 2009.

8.2.2.Limitation of Accumulation
Employees included in this representational unit shall be eligible to accumulate annual leave up to that which can be accumulated in three (3) years.

No employee shall be allowed to accrue annual leave above the maximum allowed accumulation unless one of the following exceptions is granted by the Director of Human Resources, or designee.

YEARS OF CONTINUOUS SERVICE ACCRUED ANNUAL LEAVE
0 through 4 80 Hours
More than 4 through 10 120 Hours
More than 10 through 20 160 Hours
More than 20 through 26 200 Hours
More than 26 224 Hours
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determined appropriate by the Director of Human Resources 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.

8.2.2.2.The Director of Human Resources, or designee, may grant an exception in cases where an employee's scheduled annual leave was canceled by the employee's department head. To be considered for this exception, the Director of Human Resources must be informed of the circumstances surrounding the need to allow for the exception before an employee's annual leave accumulation reaches the maximum. The employee shall be paid for any accrual in excess of the maximum determined appropriate by the Director of Human Resources 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.

8.2.3.Separation From Service
Any employee who is laid off, resigns, retires, or is otherwise separated from the service of the City, shall receive annual leave pay for all of their accrued annual leave upon their separation from employment with the City. The amount of payment for all unused annual leave shall be calculated based upon the employee's regular straight time hourly rate of pay, including longevity pay and other special pays listed in Section

7.13 that are applied to an employee's hourly rate of pay, in effect for the employee's regular job, on the last day that employee actually works.

8.3.Sick Leave

8.3.1.Accumulation
All employees covered by this Agreement shall be entitled to accumulate sick leave at the rate of twelve (12) hours per month. Employees shall accrue sick leave benefits from their first day of employment and shall be eligible to use sick leave from the point that it is accrued.

8.3.2.Sick Leave Usage
An employee on a regular schedule shall be required to use eight (8) hours from their Sick Leave Account for every sick day off. Employees on an alternative schedule shall be required to use and deduct nine (9), ten (10), or twelve (12) hours from their Sick Leave Account in order to receive pay for a full workday off, as applicable, based on their alternative schedule work day.

7.11-7.16 that are applied to an employee's hourly rate of pay, in effect, for 21 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

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the employee's regular job, on the last work day of the employee's employment.

In the event of the death of the employee, any payment shall be made to the employee's designated retirement beneficiary.

An employee retiring into the Ca1PERS system shall have the remaining unpaid portion of sick leave converted as service credit at the time of retirement as allowed by CalPERS. A retiring employee shall have the option to waive payment for any portion of their accumulated sick leave at retirement and elect to have their entire sick leave balance converted to CalPERS service.

8.3.4.Sick Leave Cashout for pre-February 9, 2009 Employees An employee who is in the CAMP bargaining unit on or before February 1, 2009 and who has made the one-time non-revocable election by March 9, 2009, may elect to either a) preserve a higher 12 hour a month sick leave accrual (which was the former rate), or, b) to accrue at the current level of 8 hours a month of sick leave applicable to all post February 1, 2009 hires. That employee's options were to:

8.3.4.1.Maintain existing sick leave accrual/cash out policy as it existed prior to this Agreement (i.e., 8 hours accrual per month with option to cash out. above); or

8.3.4.2.Freeze his/her existing sick leave bank and increase sick leave accrual from eight (8) hours to twelve (12) hours sick leave for each additional full month of employment. Upon lay off, resignation or retirement, or other separation from the service of the City, that employee who has frozen sick leave accumulated up to and before February 1, 2009, shall be entitled to cash-out up to one-half (1/2) of their accrued sick leave balance as of February 1, 2009. The employee may cash out up to one- third (1/3) of their accrued sick leave balance accumulated on or after February 1, 2009.
a) Upon election of this option any sick leave used will be deducted from the new accrual bank. If there are not sufficient hours in the new bank the frozen bank will have the hours deducted from it. b) If an employee chooses to increase sick leave credit from eight (8) to twelve (12) hours, the employee cannot utilize any hours earned after exercising this option to participate in the Sick Leave Cash Out provision in 8.3.3.1 above. Sick leave hours earned prior to exercising this option remain eligible for Sick Leave Cash- Out. All non-cashed out sick leave hours (whether accumulated before or exercising the option) may be applied towards retirement service credit pursuant to Section 8.3.3 above.

8.3.4.3.The Sick Leave Cash Out benefit shall not be available to those employees who become members of the CAMP bargaining unit on or after February 1, 2009. However, these employees will be subject to 22 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

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the higher accrual (12 hours per month) and may convert their entire sick leave balance to Ca1PERS service credit as stated in 8.3.3 above.

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

8.3.5.1.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.) This conversion shall be made within the first quarter of a fiscal year.

8.4.Worker's Compensation

While on this leave, the employee shall continue to receive full pay and benefits. Upon expiration of the leave, the employee shall be placed on the group disability insurance specified in Section 7.4 without a waiting period subject to the provisions of the insurance agreement with the disability insurance carrier. Employees qualifying for benefits under California Labor Code Section 4850 shall not be eligible for the benefits under Section 8.4.1 of this Agreement.

8.4.2.Benefit Premium Payments
An employee who has an illness or injury sustained on the job shall have his/her premiums for health, dental and life insurance paid for by the City during the period of his/her disability for not more than one (1) year from the date of said injury.

8.5.Bereavement Leave

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 23 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

CITY OF VALLEJO/CONFIDENTIAL ADMINISTRATIVE MANAGERIAL & PROFESSIONAL ASSOCIATION MOU July 1, 2024 — June 30, 2026
unpaid bereavement leave. Bereavement leave may also be used for the death of the parent, child, sibling, grandparent, or grandchild of the employee’s spouse or registered domestic partner. Provided the employee complies with the following:

8.5.1.1.The employee must notify the City of the purpose of his/her absence on the first day of such absence; and

8.5.1.2.The employee, when requested, must furnish proof satisfactory to the City of the death, and his/her relationship to the deceased.

8.5.2.Additional Time Off
Employees may ask their department heads for additional time off work beyond the five (5) days. If approved, such additional time 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.

8.6.Management Leave
All CAMP represented employees who are identified by the Human Resources Department as being FLSA-Exempt (exempt) shall be provided 40 hours of Management Leave per calendar year. Effective the first full pay period following CAMP ratification and public approval by the City Council of the successor MOU, all eligible CAMP represented employees shall be provided with the appropriate pro-rated amount of Management Leave for the remainder of the calendar year.1
Effective the first full pay period following January 1, 2025, all CAMP represented employees who are FLSA-Exempt (exempt) shall be provided 60 hours of Management Leave per calendar year.

Management Leave must be used before the end of the 26th pay period of each year or be forfeited. There is no cash value to the leave.

For employees who are hired during the year, the amount of leave they receive will be pro-rated based upon the number of pay periods remaining in the payroll calendar year.

For employees who leave the City during the year, the amount of leave to which they are entitled will be adjusted according to the number of pay periods they worked in the payroll calendar year. If they have used more hours than available in that calculation, the adjustment will be made as part of their vacation payout. 1 For example, if the MOU is effective pay period 16 of 26, Management Leave for this calendar year will be calculated as follows:
40 hours of Management Leave / 26 pay periods (pp) = 1.538 hours / pp Balance number of pay periods in the year = 26pp – 15pp = 11pp Management Leave accrual for calendar year 2024 will be: 11pp * 1.538 hrs = 16.92 hrs 24 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

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SECTION 9. MISCELLANEOUS PROVISIONS

9.1.Fair Labor Standards Act Status

9.1.1.Status
The City shall determine which individuals covered by this Agreement are exempt or nonexempt from the overtime provisions of the Fair Labor Standards Act (FLSA) following the provisions of that Act. A work week shall consist of seven (7) consecutive 24-hour periods designated by the City.

9.1.2.Overtime
Employees covered by this Agreement determined by the City to be nonexempt from the overtime provisions of the Fair Labor Standards Act shall receive overtime compensation in accordance with the provisions of the Fair Labor Standards Act.

Employees covered by this agreement determined by the City to be nonexempt from overtime may bank overtime as comp time at a rate of time-and-one-half of the time worked up to a maximum of 100 hours of compensatory time. Once the maximum number of compensatory hours is reached, any additional overtime worked shall be paid as overtime pay. In circumstances in which the City offers overtime work, the City may restrict compensation for such overtime work to either overtime pay or compensatory time off. If the overtime is mandatory, employees may elect to receive compensation of such mandatory overtime work as either overtime pay or compensatory time off. In any case the City retains the right to approve the usage of any accrued compensatory time off.

9.2.Performance Evaluation Program
The City has developed a formal performance evaluation program. Nothing regarding the performance evaluation program shall be subject to the grievance procedure included in this Agreement.

9.3.Americans with Disabilities Act
The City and CAMP acknowledge the Americans with Disabilities Act of 1990 (ADA) which prohibits discrimination against disabled individuals in employment.

Because the ADA requires accommodation for individuals protected under the Act, and because these accommodations must be determined on an individual, case-by-case basis, the parties may disregard provisions of this Agreement in order for the City to avoid discrimination. CAMP recognizes that the City has a legal obligation to meet with the individual to be accommodated before any adjustment is made in working conditions. CAMP will be notified of the proposed accommodations prior to implementation by the City. Prior to disregarding any provision of this Agreement in order to undertake the required accommodations for an individual protected by the Act, the City will provide CAMP with written notice of its intent to disregard the provision, and will allow CAMP the opportunity to discuss options to disregarding certain provisions of the Agreement.

9.4.Association Activity
Authorized employees may engage in legitimate association business activities related to 25 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

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the negotiation and direct administration of this Agreement provided that these activities do not interfere with the normal activities of City business.

9.5.Layoff Notice
The City in its sole discretion shall determine whether layoffs are necessary. When it becomes necessary for layoffs, employees to be laid off shall be given a minimum of sixty
(60) calendar days' notice prior to the effective date of the layoff.

9.5.1.The parties agree that MOU section 9.5 authorizes the City to impose temporary as well as permanent layoffs and that there are no bumping rights for members of the CAMP bargaining unit. The notice period for temporary layoffs will be sixty (60) days.

9.5.2.Notwithstanding any other provision of this Agreement, effective June 30, 2016, furlough days (temporary layoffs pursuant to 9.5) are eliminated for the remainder of this Agreement.

9.5.3.Furloughs will be implemented in the following manner: Employees will be credited a number of "furlough hours" which they may use at any time during the furlough period. Wages will be reduced by a comparable amount for each pay period in the furlough period.

9.6.Certification/License Fees
Employees who are required as a condition of employment or continued employment to obtain a state certification or licensing in the field in which they are employed by the City shall be reimbursed by the City for the annual cost of such certification or license.

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(c) An employee assigned and receiving payment for an Out-of-Class assignment shall receive such payment when said employee is on vacation, sick leave, holiday, compensatory time off, or other leave with pay status; an employee must be assigned to an out-of-class assignment for a minimum of ten (10) consecutive workdays to receive the payment set forth in this subsection when the employee is on vacation or sick leave.
(d) An employee who separates from service while in an out-of-class assignment shall receive their standard hourly rate for payoff or accrued vacation or compensatory time off.

SECTION 10. WORK SCHEDULES

10.1.Regular Work Schedule
Employees on a regular schedule shall generally be scheduled to work Monday through Friday, 8 hours a day, 40 hours a week, with a start time and an end time, and enough time for an unpaid lunch in between, as determined by the department head based on departmental needs.

10.2.Alternative Work Schedule
The City has made available the 9/80 and the 4/10 work schedules for employees included in this bargaining unit subject to the following limitations:

10.2.1.Participation in the alternative work schedule shall be voluntary on the part of the employees.

10.2.2.For FLSA Non-exempt Employees,
a.The default work week applicable to employees working any schedule other than the 9/80 work schedule (including employees on a standard work schedule of five 8-hour days) shall be a one hundred and sixty-eight
(168) hour period beginning on Saturday at 12:00 a.m. and ending on Sunday at 11:59 p.m. Different work weeks may be established for individual employees or groups of employees by notice from the City.
b.The default work week applicable to employees working a 9/80 work schedule shall be a one hundred and sixty-eight (168) hour period beginning four hours and one minute into the employee's regularly scheduled 8-hour workday. For example, if an
employee works a 9/80 schedule with alternating Fridays off, the employee's work week will begin at 12:01 p.m. on Friday and end at noon the following Thursday. Different work weeks may be established for individual employees or groups of employees by notice from the City.
c.Unless a different work week is established by the City, the 27 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

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schedule of hours worked in a 9/80 work week shall be as follows:

Sunday Monday Tuesday Wednesday Thursday Friday Saturday Off 9 9 9 9 4 (end)/4 (start) Off
Off 9 9 9 9 Off Off
Off 9 9 9 9 4 (end)/4 (start) Off
Off 9 9 9 9 Off Off
d.Unless a different work week is established by the City, the schedule of hours worked in a 4/10 work week shall be as follows:

Sunday Monday Tuesday Wednesday Thursday Friday Saturday Off Off 10 10 10 10 Off
e.Because of the unique requirements of the 9/80 work schedule, Fair Labor Standards Act non-exempt employees participating in the alternative work schedule shall not work more than 40 hours in one week without the written prior approval of their supervisor. The supervisor may work with the employee to designate a different schedule of hours worked during a work week than the one designated above, provided that the agreed upon alternative schedule work week for a non-exempt employee shall be agreed to in writing by both manager and employee, and not be longer than 40 hours.

10.2.3.For Exempt Employees:

Exempt employees on an alternative schedule shall generally be scheduled to work an average of 40 hours a week, on a schedule to be set by each department based on departmental needs.

10.2.4.The City shall not be required to implement the 9/80 schedule in a department or work unit where it is determined by the City that the schedule would cause service needs to not be met.

10.2.5.Effective July 1, 2016, it is understood and agreed that any accrued annual leave taken on a regularly scheduled work day shall be deducted from the employee's Annual Leave Bank and equal the number of hours the employee was scheduled to work on the day the leave was taken.

SECTION 11. GRIEVANCE PROCEDURE

11.1.Definition
A grievance is a dispute of opinion raised by an employee, or by a group of employees (with respect to a single common issue) covered by this Agreement against the City involving the meaning, interpretation or application of the express provisions of this Agreement.
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11.2.Procedure
A grievance shall be processed in the following manner with the exception of those grievances specifically listed in Section 11.4, below:

11.2.1.First Step — Supervisor

11.2.1.1.Any employee, with or without a CAMP representative, covered by this Agreement who has a grievance shall submit it to the immediate non-representational unit supervisor provided that said grievance shall be in writing and
signed by the aggrieved employee. The supervisor shall
give his/her answer within fourteen (14) calendar days after such presentation.

11.2.2.Second Step — Director of Human Resources

The Director of Human Resources, or designee, shall discuss the grievance within seven (7) calendar days with the
CAMP representatives at a time mutually agreeable to the parties. If no settlement is reached, the Human Resources director shall give his/her answer to the grievant within seven (7) calendar days following the meeting with CAMP representatives.

11.2.3.Third Step — Selection of Neutral; Mediation Upon Mutual Agreement

11.2.3.1.If CAMP is dissatisfied with the Second Step answer and desires to pursue the matter to arbitration, it shall so advise the Director in writing within fourteen (14) calendar days after receipt of the Second Step answer. Such notice to the
Director shall specify the Section(s) of the Agreement
allegedly violated and the specific reasons the Second Step answer is considered unacceptable.

The Director and the CAMP representatives shall jointly and promptly select an impartial mediator/arbitrator. If within seven (7) calendar days after receipt of CAMP's appeal to the Third Step the parties are unable to agree on a
mediator/arbitrator, the Director and the CAMP President shall send a joint letter to the State Mediation and Conciliation Service to provide a list of seven (7) qualified arbitrators.

Immediately upon receipt of said list, the Director, or designee, and CAMP President, or designee, shall alternately strike a name from the list, and the last name remaining shall 29 City of Vallejo — CAMP Agreement 07/01/24 - 06/30/26 06/30/24

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be designated as the mediator/arbitrator. The order of striking shall be determined by coin toss with the winner of the toss making the second strike.

11.2.3.2.If the City and CAMP agree that mediation will be effective in resolving the dispute, the parties shall proceed to the mediation phase of the process as outlined in
Section 11.2.3.4, below. If the parties do not mutually agree to mediation, the Third Step of the grievance
procedure will be deemed concluded and the parties shall proceed to the fourth step of the process, expedited
arbitration as outlined in Section 11.2.4., below.

11.2.3.3.The mediator/arbitrator shall meet with the parties in an effort to resolve the grievance through mediation. The
mediation procedure is informal in nature. The
mediator/arbitrator shall insure that the relevant facts are elicited in a narrative fashion, rather than through
examination and cross-examination of witness. The rules of evidence do not apply, and no record of the proceedings is made. The grievant is required to participate fully in the proceedings, both by stating his/her views and by asking questions of the other participants in the mediation. The primary effort of the mediator/arbitrator at this step in the process is to assist the parties to settle the grievance in a mutually satisfactory fashion. Neither party shall be
represented by an attorney or have an attorney present during the mediation process.

11.2.4.Fourth Step — Expedited Arbitration

11.2.4.1.If the grievance is not resolved in Step 3, or if the City and CAMP do not elect to use the mediation procedures specified above, the arbitrator shall immediately set the matter for hearing within a period of not more than forty-five (45) calendar days from the conclusion of Step 3. If the arbitrator originally selected to hear the dispute is not available to conduct the arbitration hearing within the forty-five (45) calendar days, this time period shall be waived unless the City and CAMP agree otherwise. The hearing shall be conducted in accordance with the following expedited procedures. The City and
CAMP may mutually agree to waive any of the provisions of the expedited procedure. Otherwise, the arbitrator shall apply all of such provisions in regulating the hearing.

11.2.4.1.1.The hearing shall be informal;

11.2.4.1.2.Neither party shall be represented at the arbitration hearing by an attorney unless written notice is given to the other party at the conclusion of Step 3. In such
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case, both parties may be represented by an attorney at the arbitration hearing;

11.2.4.1.3.The parties shall present to the arbitrator a mutually agreeable written statement of the issue and of the
facts. If the parties are unable to mutually agree on the issue and the facts, both parties shall present to the
arbitrator a written statement of the issue and the facts in advance of the arbitration hearing;

11.2.4.1.4.The arbitrator shall insure that the relevant facts are elicited in a narrative fashion rather than through
examination and cross-examination of witnesses;

11.2.4.1.5.The formal rules of evidence shall not apply to the hearing;

11.2.4.1.6The arbitrator shall have the obligation of
assuring that all necessary facts and
considerations are brought before him/her by
the representatives of the parties. In all
respects, he/she shall assure that the hearing
is a fair one;

11.2.4.1.7The hearing shall normally be completed within one (1) day unless the arbitrator determines that
additional time is necessary;

11.2.4.1.8. No briefs shall be filed or transcripts made except as requested by the arbitrator;

11.2.4.1.9 The arbitrator may issue a bench decision at the hearing but in any event shall render a
decision within fourteen (14) calendar days
after conclusion of the hearing. Such decisions
shall be based on the record before the
arbitrator and may include a brief written
explanation of the basis of such conclusion;

11.2.4.1.10. An arbitrator who issues a bench decision shall furnish a copy of the award to the parties within two
(2) regularly scheduled calendar days of the close of
hearing;

11.2.4.1.11The arbitrator shall not have the authority to add to, subtract from, change or modify any
provisions of this Agreement, but shall be
limited solely to the application and
interpretation of the express terms of the
Agreement as written; and
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11.2.4.1.12The parties shall endeavor to exchange a
witness list and documents that will be used
at the arbitration hearing with each other in
advance of the hearing.

11.2.5.Decision
A decision rendered consistent with the terms of this Agreement shall be binding on the City and CAMP.

11.2.6.Fees and Expenses
The fees and expenses of the arbitrator and the selection of an arbitrator and the cost of a written transcript for the arbitrator shall be divided equally between the City and CAMP; provided, however, that each party shall be responsible for compensating its own representatives and witnesses, and purchasing its own copy of the written transcript.

11.3.Time Limit for Filing
No grievance shall be entertained or processed unless it is submitted within fourteen (14) calendar days after the employee concerned has become aware or should have become aware, through the use of reasonable diligence of the occurrence of the event giving rise to the alleged grievance. If a grievance is not presented within the time limits set forth above, it shall be considered "waived". If a grievance is not appealed to the next Step within the specified time limit or any extension thereof, it shall be considered settled on the basis of the City's last answer. If the City does not answer a grievance or an appeal thereof within the specified time limits, CAMP may elect to treat the grievance as denied at that Step and immediately appeal the grievance to the next Step. The time limit in each Step may be extended by mutual written agreement of the City and the representatives involved in each Step.

11.4.Grievances on Matters Not Subject to Arbitration
Any grievance filed regarding the terms or conditions of employment outlined in Section 3 of this Agreement shall be processed in accordance with the procedures contained in Section

11.2 above with the exception that any such grievance regarding the aforementioned Section 3 shall not be subject to the arbitration procedure included in Section 11.2.4.

SECTION 12. EXISTING AGREEMENTS

12.1.Savings
If any provision of this Agreement is subsequently declared by legislative or judicial authority to be unlawful, unenforceable, or not in accordance with applicable laws, statutes, ordinances and regulations of the City of Vallejo, Solano County, the State of California or the United States of America, all other provisions of this Agreement shall remain in full force and effect for the duration of this Agreement and the parties shall meet as soon as possible to agree on a substitute provision.

However, if parties are unable to agree within thirty (30) calendar days following commencement of the initial meeting then the matter shall be postponed until contract negotiations are reopened.
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12.2.Entire Agreement
The parties acknowledge that during the negotiations which resulted in this Agreement, each had the unlimited opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of meeting and conferring, and that the understandings and agreements arrived at by the parties after exercise of that right and opportunity are set forth in the Agreement. Therefore, the City and CAMP, for the duration of this Agreement, each voluntarily and unqualifiedly waives the right to meet and confer with respect to any subject or matter referred to, or covered in this Agreement, or with respect to any subject or matter not specifically referred to, or covered in this Agreement, even though such subjects or matters may not have been within the knowledge or contemplation of either or both of the parties at the time they negotiated or signed this Agreement. This Agreement may only be amended during its term by the parties' mutual agreement in writing. This Agreement constitutes the total and entire agreements between the parties and no verbal statement shall supersede any of its provisions.

12.3.Existing Benefits
All existing benefits which are presently provided employees within this representational unit but which are not included in terms of this Agreement will remain in full force and effect during the term of this Agreement unless modified through the meet and confer process under the Meyers Milias Brown Act, either through mutual agreement or through statutory impasse resolution procedures.

SECTION 13. TERM OF AGREEMENT

13.1. Term of Agreement
This Agreement shall commence on July 1, 2024 and shall remain in full force and effect through June 30, 2026. This Agreement supersedes the preexisting Labor Agreement between the City and CAMP.
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SECTION 14. SIGNATURE PAGE
IN WITNESS WHEREOF, the parties hereto, acting by and through their duly authorized representatives, have executed this Agreement the day of __________________________.

FOR THE CITY OF VALLEJO FOR THE CONFIDENTIAL,

ADMINISTRATIVE, MANAGERIAL &

PROFESSIONAL ASSOCIATION
__________________________________ __________________________________ Andrew Murray, City Manager Angela Knight, President
__________________________________ __________________________________ Date Date

APPROVED AS TO CONTENT
__________________________________
Stephanie Sifuentes, Human Resources Director
__________________________________
Date

APPROVED AS TO FORM
__________________________________
Veronica Nebb, City Attorney
__________________________________
Date
ATTEST
__________________________________
Dawn G. Abrahamson, City Clerk
__________________________________
Date
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APPENDIX A

SALARY SCHEDULE
SEPTEMBER 2024 5% COLA
* Classification is Non-Exempt

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APPENDIX B

SALARY SCHEDULE
JULY 2025 5% COLA
* Classification is Non-Exempt

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AGREEMENT BETWEEN

CITY OF VALLEJO
AND

THE CONFIDENTIAL, ADMINISTRATIVE, MANAGERIAL,

AND PROFESSIONAL ASSOCIATON OF VALLEJO
July 1, 202 41 - June 30, 202 64

CITY OF VALLEJO/CONFIDENTIAL ADMINISTRATIVE MANAGERIAL & PROFESSIONAL ASSOCIATION MOU July 1, 20241 - June 30, 20264
ii
City of Vallejo — CAMP Agreement 07/01/21 - 06/30/24
Table of Contents
Table of Contents
SECTION 1. RECOGNITION ..........................................................................................................................5 SECTION 2. NON-DISCRIMINATION ..........................................................................................................5