cc 2025 AR 06/24 mou vcea, vcma, management & confidential employee

ACTION:
____________________________

Clerk/Secretary
Department: Human Resources Item No: C18
Prepared by: Natalie Jacobs, Human Resources Director Meeting Date: June 24, 2025 Approved by: John Conley, City Manager Agenda Location: Consent Calendar S
UBJECT: MEMORANDUM OF UNDERSTANDING WITH THE VISTA CITY EMPLOYEES

ASSOCIATION, THE VISTA CITY MAINTENANCE ASSOCIATION, THE MANAGEMENT

CONFIDENTIAL EMPLOYEE COMPENSATION PLAN, AND CITY-WIDE

CLASSIFICATION AND COMPENSATION UPDATE
RE
COMMENDATION:

1. Adopt City Council Resolution No. 2025- , approving a Memorandum of Understanding between the C
ity of Vista and the Vista City Employees Association and repealing the provisions of any resolutions in conflict herewith.

2. A
dopt City Council Resolution No. 2025- , approving a Memorandum of Understanding between the C
ity of Vista and the Vista City Maintenance Association and repealing the provisions of any resolutions in conflict herewith.
3 . Adopt City Council Resolution No. 2025- , amending the Management and Confidential Employee Compensation Plan and repealing the provisions of any resolutions in conflict herewith. 4 . Adopt City Council Resolution No. 2025- , amending the City-Wide Classification and Compensation I
ndex and repealing the provisions of any resolutions in conflict herewith.

CO
RRELATION TO CITY COUNCIL GOALS: Routine operational item not directly corresponding to a specific City Council goal.

P
RIOR ACTION: On May 27, 2025, adopted City Council Resolution No. 2025-79, amending the City- Wide Classification and Compensation Index, and repealing the provisions of any resolutions in conflict herewith (Vote: 5-0).

O
n May 14, 2024, adopted City Council Resolution No. 2024-60 amending the Management and Confidential Employee Compensation Plan and repealing the provisions of any resolutions in conflict herewith (Vote: 4-0, Green absent).

O
n August 24, 2021, adopted City Council Resolution No. 2021-136 approving a Memorandum of Understanding between the City of Vista and the Vista City Employees Association and repealing the provisions of any resolutions in conflict herewith (Vote: 5-0).

AGENDA
REPORT

CITY COUNCIL

COMMUNITY DEVELOPMENT COMMISSION

SUCCESSOR AGENCY

BUENA SANITATION DISTRICT

JOINT POWERS FINANCING AUTHORITY
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MEETING DATE: June 24, 2025 PAGE 2
SUBJECT: MEMORANDUM OF UNDERSTANDING WITH THE VISTA CITY EMPLOYEES

ASSOCIATION, THE VISTA CITY MAINTENANCE ASSOCIATION, THE MANAGEMENT

CONFIDENTIAL EMPLOYEE COMPENSATION PLAN, AND CITY-WIDE CLASSIFICATION

AND COMPENSATION UPDATE
On August 10, 2021, adopted City Council Resolution No. 2021-132 approving a Memorandum of Understanding between the City of Vista and the Vista City Maintenance Association and repealing the provisions of any resolutions in conflict herewith (Vote: 5-0).

S
TATEMENT ON THE SUBJECT:

Vista City Employees Association (VCEA). Representatives of the City have met and conferred with the bargaining team of VCEA and the City issued its Last, Best, and Final offer on June 03, 2025, regarding a successor Memorandum of Understanding (MOU). Subsequently, on June 4, 2025, the membership of the VCEA met and approved the offer. The current MOU expires June 30, 2025, and the new MOU, if approved, takes effect July 1, 2025.

The four-year agreement includes the following major changes to the MOU (Exhibit 1A).

1. S
alary increases of 4 percent for Fiscal Year (FY) 2025/26, effective the first full pay period after the City Council ratifies the agreement. Salary increases of 3.5 percent will occur in the pay period w
ith more days in July than June for FY 2026/27. Subsequent increases of 3 percent will occur in those pay periods with more days in July than June for FY 2027/28, and FY 2028/29.

2. V
acation accruals will increase by the following: from 149 hours annually to 160 hours annually at 11 through 15 years of continuous service; from 165 hours annually to 180 hours annually at 16 t
hrough 20 years of continuous service; and, from 178 hours annually to 200 hours annually at 21 plus years of continuous service.

3. Sic
k leave accrual will increase from 96 hours to 108 hours annually.

4. H
oliday closure for the Civic Center and certain offsite facilities to be closed from December 25, 2025 through January 1, 2026, December 25, 2026 through January 1, 2027, December 27, 2027 t
hrough December 31, 2027, and December 25, 2028 through January 1, 2029.

5. The c
ompensatory time accrual cap will increase from 58 to 80 hours.

6. Boot allowance will increase from $225 to $250 per pair and expand the eligible classifications to include Code Enforcement Officer I, Environmental Specialist I & II, Senior Environmental Specialist, and Right of Way Agent. The allowance will continue to be paid out bi-weekly through December 2025, and starting in calendar year 2026 the allowance will be paid annually in D
ecember.

The Assistant and Associate Engineering classifications will be provided with the opportunity to be reimbursed up to $250 for the purchase of boots in the odd numbered years (i.e. 2025, 2027, and etc.)
V
ista City Maintenance Association (VCMA). Representatives of the City have met and conferred with the bargaining team of VCMA and the City issued its Last, Best, and Final offer on June 10, 2025, regarding a successor Memorandum of Understanding (MOU). Subsequently June 12, 2025 the membership of the VCMA met and approved the offer. The current MOU expires June 30, 2025, and the new MOU, if approved, takes effect July 1, 2025.

The four-year agreement includes the following major changes to the MOU (Exhibit 2A). 06/24/2025
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MEETING DATE: June 24, 2025 PAGE 3
SUBJECT: MEMORANDUM OF UNDERSTANDING WITH THE VISTA CITY EMPLOYEES

ASSOCIATION, THE VISTA CITY MAINTENANCE ASSOCIATION, THE MANAGEMENT

CONFIDENTIAL EMPLOYEE COMPENSATION PLAN, AND CITY-WIDE CLASSIFICATION

AND COMPENSATION UPDATE

1. Salary increases of 4 percent for Fiscal Year (FY) 2025/26, effective the first full pay period after the City Council ratifies the agreement. Salary increases of 3.5 percent will occur in the pay peri od
w
ith more days in July than June for FY 2026/27. Subsequent increases of 3 percent will occur in those pay periods with more days in July than June for FY 2027/28, and FY 2028/29.

3. S
ick leave accrual will increase from 96 hours to 108 hours annually.

4. Ho
liday leave accruals will increase from 9 to 10 hours of allocation for each designated holiday for those assigned to a 4/10 flex schedule.

5. The
compensatory time accrual cap will increase from 60 to 80 hours.

6. B
oot allowance will be the same for all VCEA Members, $500 annually to be paid in a separate c
heck first pay date in December. Fiscal year 2025/26 half of the annual allowance ($250) will be pai
d in July wherein the majority of the days in the pay period fall in July rather than June, and half ($250) will be paid in December 2025. Effective fiscal year 2026/27 the full annual allowance will be pai
d in December each year.

7. S
tandby pay will increase from $300/wk. to $350/wk. ($50/day)

8. Fat
igue time after 14 hours of continuous work (excluding meal periods) in any rolling 24-hour period, employees shall receive the option of up to eight (8) hours of rest. Employees shall receive f
our (4) hours of City paid rest time and the option to utilize up to four (4) additional hours of leave time from their accrued and unused sick, vacation, or compensatory leave banks.

M
anagement and Confidential Employee Compensation Plan (MCCP). The MCCP has been revised to reflect the following changes (Exhibit 3A)

2. V
acation accruals for exempt management and confidential employees will increase by the following: from 149 hours annually to 160 hours annually at 6 through 9 years of service; from 165 hours annually to 180 hours annually at 10 through 20 years of service; and, from 178 hours annually to 200 hours annually at 21 plus years of service.

V
acation accruals for appointed department director employees will increase by the following: from 141 hours annually to 160 hours annually during the first through fifth (5th) years of service; from 165 hours annually to 180 hours annually at sixth (6th) through ninth (9th) years of service; and, from 178 hours annually to 200 hours annually at 21 plus years of service. 06/24/2025
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MEETING DATE: June 24, 2025 PAGE 4
SUBJECT: MEMORANDUM OF UNDERSTANDING WITH THE VISTA CITY EMPLOYEES

ASSOCIATION, THE VISTA CITY MAINTENANCE ASSOCIATION, THE MANAGEMENT

CONFIDENTIAL EMPLOYEE COMPENSATION PLAN, AND CITY-WIDE CLASSIFICATION

AND COMPENSATION UPDATE

3. S
ick leave accrual will increase from 96 hours to 108 hours annually.

5. C
ompensatory time accrual cap will increase from 58 to 80 hours for Confidential employees.

6. Tui
tion reimbursement will increase from $2,000 annually to $3,000.

7. A
dministrative leave annual accrual will increase from 76 hours to 85 hours for appointed em
ployees and Department Directors, and from 60 hours to 70 hours for management employees.

8. Li
fe Insurance in an amount equivalent to one times annual salary not to exceed premium amount increased from $50,000 to $100,000.

Ci
ty-Wide Classification and Compensation Index. Approval of the employment agreement requires the amendment of the City-Wide Classification and Compensation Index (CCI) to reflect the associated compensation changes. The authorizing resolution and updated CCI are included as Exhibit 4A.

F
ISCAL IMPACT: The total cost of implementing these MOU revisions is estimated at $679,649 for FY2025/26. The operational costs of implementing these MOU revisions is estimated at $149,443 for the VCEA agreement, $136,570 for the VCMA agreement, and $393,636 for the Management and Confidential Employee Compensation Plan. Sufficient funding is available in the FY 2025/26 Operating Budget for these operational changes.

E
XHIBITS:

1. City Council Resolution No. 2025- , approving a Memorandum of Understanding between the City of Vista and the Vista City Employees Association and repealing the provisions of any resolutions in c
onflict herewith
1A. VCEA Memorandum of Understanding

2. City Council Resolution No. 2025- , approving a Memorandum of Understanding between the City of Vista and the Vista City Maintenance Association and repealing the provisions of any resolutions in conflict herewith
2A. VCMA Memorandum of Understanding

3. City Council Resolution No. 2025- , amending the Management and Confidential Employ ee
C
ompensation Plan and repealing the provisions of any resolutions in conflict herewith 3A. Management and Confidential Employee Compensation Plan

4. City Council Resolution No. 2025- , amending the City-Wide Classification and Compensation Index, and repealing the provisions of any resolution in conflict herewith 4A. City-Wide Classification and Compensation Index
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RESOLUTION NO. 2025-

A RESOLUTION OF THE CITY COUNCIL OF THE CHARTERED CITY OF

VISTA, CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF VISTA AND THE VISTA CITY EMPLOYEES

ASSOCIATION AND REPEALING THE PROVISIONS OF ANY RESOLUTIONS

IN CONFLICT HEREWITH
The City Council of the City of Vista does resolve as follows:

1. Findings. The City Council hereby finds and declares the following:

A. Authorized representatives of the City of Vista have met and conferred with representatives of the Vista City Employees Association (VCEA), a recognized employee organization representing certain employees of the City of Vista. The City Council approved a Memorandum of Understanding with VCEA by adoption of Resolution 2021-136 on August 24, 2021.

B. As a result of the meet and confer process an agreement has been reached with the representatives of VCEA. The City Council desires to approve a Memorandum of Understanding with VCEA.

2. Action.

A. The Memorandum of Understanding by and between the City of Vista representatives and the representatives of the Vista City Employees Association for the period commencing July 1, 2025, through June 30, 2029, a copy which is on file and available for inspection in the Office of the City Clerk and incorporated herein by reference, is approved.

B. The City Manager is directed and authorized to take all necessary and appropriate action with respect to implementation of the terms and conditions of the Memorandum of Understanding.

C. For the term of the Memorandum of Understanding, the City Council commits to performing an annual salary review to determine if wages of VCEA members are keeping pace with the Consumer Price Index (CPI).

D. The provisions of any resolutions in conflict herewith are repealed and shall be of no further force or effect after July 1, 2025.
[Continued on page 2.]
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EXHIBIT 1
RESOLUTION NO. 2021-

CITY COUNCIL OF THE CHARTERED CITY OF VISTA
PAGE 2

3. Adoption. PASSED AND ADOPTED at a meeting of the City Council of the City of Vista held on June 24, 2025, by the following vote:

AYES:

NOES:

ABSTAIN:

APPROVED AS TO FORM:

WALTER CHUNG, CITY ATTORNEY
By:

JOHN FRANKLIN, MAYOR
ATTEST:

KATHY VALDEZ, CITY CLERK
By:

A
ttachment: Vista City Employees Association Memorandum of Understanding effective July 1, 2025

APPROVED
Walter C. Chung
20250616075758
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RESOLUTION NO. 2025-

A RESOLUTION OF THE CITY COUNCIL OF THE CHARTERED CITY OF

VISTA, CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING

BETWEEN THE CITY OF VISTA AND THE VISTA CITY MAINTENANCE

ASSOCIATION AND REPEALING THE PROVISIONS OF ANY RESOLUTIONS

IN CONFLICT HEREWITH
The City Council of the City of Vista does resolve as follows:

1. Findings. The City Council hereby finds and declares the following:

A. Authorized representatives of the City of Vista have met and conferred with representatives of the Vista City Maintenance Association (VCMA), a recognized employee organization representing certain employees of the City of Vista. The City Council approved a Memorandum of Understanding with VCMA by adoption of Resolution 2021-132 on August 10, 2021.

B. As a result of the meet and confer process an agreement has been reached with the representatives of VCMA. The City Council desires to approve a Memorandum of Understanding with VCMA.

2. Action.

A. The Memorandum of Understanding by and between the City of Vista representatives and the representatives of the Vista City Maintenance Association for the period commencing July 1, 2025, through June 30, 2029, a copy which is on file and available for inspection in the Office of the City Clerk and incorporated herein by reference, is approved.

B. The City Manager is directed and authorized to take all necessary and appropriate action with respect to implementation of the terms and conditions of the Memorandum of Understanding.

C. For the term of the Memorandum of Understanding, the City Council commits to performing an annual salary review to determine if wages of VCMA members are keeping pace with the Consumer Price Index (CPI).

D. The provisions of any resolutions in conflict herewith are repealed and shall be of no further force or effect after July 1, 2025.
[Continued on page 2.]
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EXHIBIT 2
RESOLUTION NO. 2021-

CITY COUNCIL OF THE CHARTERED CITY OF VISTA
PAGE 2

3. Adoption. PASSED AND ADOPTED at a meeting of the City Council of the City of Vista held on June 24, 2025, by the following vote:

AYES:

NOES:

ABSTAIN:

APPROVED AS TO FORM:

WALTER CHUNG, CITY ATTORNEY

By:

JOHN FRANKLIN, MAYOR

ATTEST:

KATHY VALDEZ, CITY CLERK

By:

Attachment: Vista City Maintenance Association Memorandum of Understanding effective July 1, 2025

APPROVED
Walter C. Chung
20250616075944
06/24/2025
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M.O.U.

MEMORANDUM
OF

UNDERSTANDING

Vista City Maintenance Association

2025 - 2029
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2 CITY OF VISTA

VISTA CITY MAINTENANCE ASSOCIATION

MEMORANDUM OF UNDERSTANDING
Table of Contents
Article#

1.0 RECOGNITION 3

2.0 UNIT REPRESENTED 3

3.0 IMPLEMENTATION 3

4.0 TERM 3

5.0 RENEGOTIATION 4

6.0 PURPOSE 4

7.0 PROVISIONS OF LAW 4

8.0 CITY AUTHORITY 4

9.0 EMPLOYEE/ASSOCIATION RIGHTS 5

10.0 AGREEMENT, MODIFICATION, WAIVER 5

11.0 AUTHORIZED AGENTS 6

12.0 STEWARDS 6

13.0 VISITATION 6

14.0 BULLETIN BOARDS 7

15.0 DISCIPLINARY ACTION 7

16.0 GRIEVANCE PROCEDURES 9

17.0 HOURS OF WORK 12

18.0 BREAK PERIODS 14

19.0 BOOT ALLOWANCE 14

20.0 TUITION REIMBURSEMENT 14

21.0 WORKING OUT OF CLASSIFICATION 15

22.0 OVERTIME 15

23.0 CALL BACK 16

24.0 FATIGUE TIME 17

25.0 STANDBY 17

26.0 SICK LEAVE 18

27.0 BEREAVEMENT LEAVE 20

28.0 VACATIONS 21

29.0 HOLIDAYS 22

30.0 GROUP INSURANCE 23

31.0 MOTOR VEHICLE REIMBURSEMENT 25

32.0 SALARIES 25

33.0 RETIREMENT 25

34.0 DISABILITY INSURANCE 26

35.0 SUBSTANCE ABUSE POLICY 26

36.0 FLEX STAFFING OF CERTAIN ENTRY-LEVEL POSITIONS 26

37.0 FLEXIBLE SPENDING ACCOUNTS 27

38.0 BILINGUAL PAY 27

39.0 LAYOFF PROCEDURE 27

40.0 INDUSTRIAL DISABILITY 29

41.0 PROVISIONAL EMPLOYEES 30

42.0 SPECIAL PROJECT WORK 30

43.0 UNIFORMS 31
SIGNATURE PAGE 32
EXHIBIT "A" - IMPASSE PROCEDURE 33
EXHIBIT “B” – GENERAL WORK RULES 33
EXHIBIT "C" – SUBSTANCE ABUSE POLICY 36
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3 CITY OF VISTA - VISTA CITY MAINTENANCE ASSOCIATION
Memorandum of Understanding

1.0 RECOGNITION

1.1 The City of Vista formally recognizes the Vista City Maintenance Association, as the representative for all classifications within the Maintenance Employee Unit. The Maintenance Employee Unit, hereinafter called the "Unit", consists of all full, part -time and provisional employees in classifications listed in Article 2.0 - Unit Represented.

2.0 UNIT REPRESENTED

Community Improvement Maintenance Worker I/II (V17/V1 9) Fleet Maintenance Mechanic I/II (V21/V25)
Fleet Maintenance Mechanic III (V29)
Facilities Maintenance Worker I/II (V17/V19)
Facilities Maintenance Worker III (V23)
Maintenance Worker Trainee (V11)
Park Maintenance Inspector III (V23)
Street Maintenance Worker I/II (V17 /V19)
Street Maintenance Worker III (V23)
Wastewater Worker I/II (V 20/V22)
Wastewater Worker III (V27 )
Waterpark Facility Specialist (V23)

The above classifications are represented by the Unit. Changes to this Unit may be made by mutual agreement of the parties.

3.0 IMPLEMENTATION

3.1 This Memorandum of Understanding constitutes a mutual recommendation to be submitted to the City Council. It is agreed that this Memorandum of Understanding shall not be binding upon the parties, either in whole or in part, unless and until said City Council acts on the agreement, adopting in a timely manner the implementing ordinances and resolutions.

4.0 TERM

4.1 The term of the Memorandum shall commence on the date when the terms and conditions for its effectiveness, as set forth in Article 3.0 - Implementation are fully met; but in no event shall said Memorandum of Understanding become effective prior to 12:01 A.M., July 1, 20 25.

The effective date of all items herein resulting in cost to the City shall be the first day of the payroll period next following the effective date of the Memorandum of Understanding, unless otherwise specified. This Memorandum of Understanding shall expire and otherwise be fully terminated at 12:00 midnight on June 30, 2029.

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4 5.0 RENEGOTIATION

5.1 In the event either party desires to renegotiate the provisions of a successor Memorandum of Understanding, such parties shall serve upon the other not later than April 1, 2029 , preceding the termination date of the agreement, its written request to commence negotiations. Upon receipt of such written notice and proposals, negotiations shall begin no later than April 15, 2029, unless mutually agreed upon.

5.2 The procedure for resolution of impasse is set forth in the City Personnel Rules. For reference, a copy is attached to this agreement in Exhibit "A".

6.0 PURPOSE

6.1 It is the purpose of this Memorandum of Understanding to promote and provide for harmonious relations, co-operation and understanding between Management and the employees covered by this Memorandum; to provide an orderly and equitable means of resolving any misunderstandings or differences which may arise under this Memorandum; and to set forth the understanding of the parties reached as a result of good faith negotiations regarding wages, hours and other terms and conditions of employment covered by this Memorandum.

6.2 It is agreed that the members of the Vista City Maintenance Association will cooperate with management and all other City employees to do everything within their power to conduct themselves individually and collectively so as to reflect favorably on, and to improve the public standing of the City.

7.0 PROVISIONS OF LAW

7.1 This Memorandum of Understanding is subject to all current and future applicable Federal, State and local laws and regulations. All ordinances, rules and regulations enacted by the City Council shall be subject to the appropriate revisions, amendments and deletions necessary to conform with the purpose, intent and application of the provisions of this Memorandum.

7.2 If any part or provision of this Memorandum is in conflict or inconsistent with such applicable provisions of Federal, State or local laws or regulations, or is otherwise held to be invalid or unenforceable by any tribunal of competent jurisdiction, such part or provision shall be suspended and superseded by such applicable law or regulations, and the remainder of the Memorandum shall not be affected thereby.

8.0 CITY AUTHORITY

8.1 The authority of the City includes, but is not limited to, the exclusive right to determine the mission of its constituent departments, commissions and boards; set standards of service; determine the procedures and standards of selection for employment and promotion; direct its employees; take disciplinary action for cause; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; exercise complete control and discretion over its organization and the 06/24/2025
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5 technology of performing its work, provided, however, that the exercise and retention of such rights does not preclude employees or their representatives from consulting or raising grievances over the practical consequences that decisions on these matters may have on wages, hours and other terms and conditions of employment.

9.0 EMPLOYEE/ASSOCIATION RIGHTS

9.1 Employees of the C ity shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer- employee relations, including but not limited to, wages, hours, and other terms and conditions of employment. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against by the City or by an employee organization because of the exercise of his or her rights, under this Article.

9.2 The Association shall have the right to govern its internal affairs in accordance with the provisions of the Meyers-Milias-Brown Act.

9.3 The Board of Directors of the Vista City Maintenance Association may meet to conduct Association business once per month during working hours for one hour. The meetings will be held as approved beforehand by M anagement. "Working Fridays" are those in which City Hall is open for business. This time is not cumulative, and any time not used will be lost. Board members must notify their respective supervisors one day in advance of the meetings.

9.4 An employee may request a meeting with the Human Resources Director to facilitate a meeting between the employee and employee’s supervisor to discuss a performance evaluation.

9.5 Unless prohibited by law, any employee in the Association who has authorized Association dues deductions on July 1, 20 25 at any time subsequent to the effective date of this Memorandum of Understanding, shall continue to have such dues deductions made by the City during the term of this Memorandum of Understanding or until a successor is reached ; provided however, that any employee in the Association may terminate such dues during the period of October 1 through October 10 of each year of the Memorandum of Understanding by notifying the Association in writing of his election to terminate dues deduction. Such notification shall be delivered in person or by U. S. Mail and should be in the form of a letter containing the following information:
employee name, employee number, job classification, department name, and name of Association from which dues deductions are to be canceled. The Association will provide the City’s Human Resources Office with the appropriate documentation to process dues cancelations within ten (10) business days after the close of the withdrawal period.

10.0 AGREEMENT, MODIFICATION, WAIVER

10.1 This Memorandum of Understanding sets forth the full and entire agreement of the parties regarding the matters set forth herein and any other prior or existing understanding or agreements over said matters between parties, whether formal or informal, are hereby superseded or terminated in their entirety.

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6 10.2 Except as specifically provided herein, it is agreed and understood that the parties hereto reserve the right, upon mutual agreement, to negotiate with respect to any subject or matters within the scope of negotiations during the term of this Memorandum of Understanding.

10.3 No agreement, alteration, understanding, variation, waiver or modification of any of the terms or provisions contained herein shall in any matter be binding upon the parties hereto unless made and executed in writing by said parties and, if required, approved and implemented by City Council.

10.4 The waiver of any breach, term or condition of the Memorandum of Understanding by either party shall not constitute a precedent in the future enforcement of all its terms and provisions.

11.0 AUTHORIZED AGENTS

11.1 For the purpose of administering the terms and provisions of this Memorandum of Understanding:

11.1.1 Management's principal authorized agent shall be the City Manager of the City of Vista, City Hall, 200 Civic Center Drive , Vista, California 92084 (760) 726-1340, or their duly authorized representative, except where a particular Management representative is specifically designated in connection with the performance of a specific function or obligation set forth in this Memorandum.

11.1.2 The authorized agents of the Vista City Maintenance Association shall be the President of the Vista City Maintenance Association and/or the duly authorized representative of the Association.

12.0 STEWARDS

12.1 The Association has the right to designate four (4) stewards. The City will allow stewards a reasonable amount of time to assist with grievances during work hours without loss of pay. The Association shall notify the City in writing of the names of each designated steward by July 1 of each year and of any changes within ten (10) working days of the change. No more than one steward at a time may participate in any one particular matter.

13.0 VISITATION

13.1 A n authorized agent of the Association will be allowed to visit work areas. They have the right to be present at any meeting between a steward and the City and they have the right to interview any employee privately, subject to the following rules:

13.1.1 The agent will contact Management and secure approval before the interview; such approval shall not be unreasonably withheld.

13.1.2 The agent will not disrupt normal work.

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7 14.0 BULLETIN BOARDS

14.1 The City will provide bulletin board space at the City Yard and in the City Hall lunchroom. The Association may use this space for posting announcements, news items, meeting notices, agendas and social activities. Bulletin board material will be subject to City approval.

15.0 DISCIPLINARY ACTION

15.1 Pre-disciplinary Procedures and Discipline

15.1.1 Policy: Prior to any discharge, demotion, pay reduction for disciplinary purposes, or suspension of any regular employee in the competitive service pursuant to provisions of these rules, the following procedure shall be complied with by the Department Director:

15.1.2 Written Notice: Written notice of the proposed disciplinary action shall be given to the employee. Such notice shall include a statement of the reason(s) for the proposed action, the charge(s) being considered and a statement as to the seriousness of the charges.

15.1.3 Employee Review: The employee shall be given an opportunity to review the documents or materials upon which the proposed disciplinary action is based, and they shall be supplied with a copy of the documents.

15.1.4 Employee Response: Within ten (10) City Hall working days after the employee has received written notice as provided above, he/she shall have the right to respond, orally or in writing, or both, at the employee's option, to the Department Director concerning the proposed action.

15.1.5 Temporary Leave with Pay: Notwithstanding the provisions of this article, upon the recommendation of the appointing authority, the Human Resources Director may approve the temporary assignment of an employee to a status of leave with pay pending conduct or completion of such investigations or hearings as may be required to determine if disciplinary action is to be taken.

15.1.6 Representation: If the employee chooses to respond, they may elect to be represented or may choose to represent them self in responding to the charges and proposed disciplinary action.

15.1.7 Nature of Disciplinary Action: When considering disciplinary action, the appointing authority shall take into consideration prior disciplinary actions taken against the employee with regard to the progression of severity of such actions taken.

15.1.8 Disciplinary Action: If, after ten (10) City Hall working days of the receipt by the employee of the notice of proposed disciplinary action, the employee has not responded; or after the Department Director has considered the employee's response, the Department Director shall prepare a decision in 06/24/2025
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8 writing to the employee specifying their findings, the action(s) taken, if any, against the employee, and the effective date(s) of such action(s). The action of the Department Director shall be final unless the employee files an appeal as provided in article 15.2 or, unless the action is suspension without pay of five (5) days or less. A suspension without pay of five (5) days or less may be appealed in writing to the City Manager within ten (10) days after receipt of the Department Director decision. The City Manager shall hear the appeal within ten (10) days of its receipt and give their decision within ten (10) days of the hearing. This decision shall be final.

15.2 Post-Disciplinary Appeals Procedure

15.2.1 Policy: Any regular employee in the competitive service, as defined by the Personnel Rules, shall have the right to appeal any of the following disciplinary actions: suspension in excess of five (5) working days, salary reduction for disciplinary purposes, demotion for disciplinary purposes or dismissal.

15.2.2 Initiation of Appeal & Content of Appeals Document: An employee wishing to appeal shall file a written statement signed by the appellant with the Human Resources Director within ten (10) working days of receipt of the Department Director's written decision. This shall set forth their intention to appeal, the reasons for the appeal, the action desired by the appellant, and whether they wish the use of a Hearing Officer.

15.2.3 City Manager Review (with no Hearing Officer): Upon receipt of such notice, and if no Hearing Officer is selected, the Human Resources Director shall forward the Department Director's decision and the employee's appeal to the City Manager for their review. If the City Manager deems appropriate, or if requested by the employee, a meeting between the City Manager and the employee and/or the employee's representative may be held to discuss the employee's appeal. If the City Manager deems appropriate, they may meet with others to weigh evidence. After weighing evidence, the City Manager may then reaffirm, modify or revoke the decision of the Department Director .

The decision of the City Manager is final.

15.2.4 City Manager Review (with a Hearing Officer): If a Hearing Officer is requested, the Human Resources Director shall set a date for an administrative hearing on the appeal as soon as possible. The Human Resources Director shall notify all interested parties of the date, time and place of the hearing. The hearing shall be conducted in accordance with Article 15.3. The Hearing Officer's findings and recommendations shall be submitted to the City Manager (or designee) for their review. If the City Manager (or designee) deems appropriate, or if requested by the employee, a meeting between the City Manager (or designee) and the employee and/or the employee's representative may be held to discuss the employee's appeal. If the City Manager (or designee) deems appropriate, they may meet with others to weigh evidence. After weighing evidence and the Hearing Officer's findings and recommendations, the City Manager (or designee) may then reaffirm, modify or revoke the decision of the Department Director . The decision of the City Manager is final.
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9 15.3 Administrative Hearing Procedures

15.3.1 Request for Hearing Officer: The use of a Hearing Officer may be requested by either the employee or the City Manager (or designee).

15.3.2 Selection of Hearing Officer: The Hearing Officer shall be a neutral professional with relevant experience, education and training to conduct the hearing.

The Human Resources Director shall first contact the State Mediation and Conciliation Service, or some other reputable source that provides qualified hearing officers and request the names of available Hearing Officers.

The list shall consist of an odd (as opposed to even) number of names. The City Manager (or designee) will work with the Association to attempt to mutually select a Hearing Officer from this group. If mutual selection is not reached, the Association and the Human Resources Director shall alternatively strike the names of Hearing Officers until one remains, who shall serve as the Hearing Officer. The City shall bear the full cost of the Hearing Officer. The decision of who will strike first shall be decided by a coin toss.

15.3.3 Conduct of the Administrative Hearing: An informal, administrative hearing shall be held before the Hearing Officer. The appellant shall appear at the hearing in person, unless physically unable to do so. In the conduct of the hearing the appellant shall have the right, at their own option and expense, to be represented by another person of their own choosing; to the summoning of witnesses on their behalf and/or to the employment of counsel. The conduct and decorum of the hearing shall be under the control of the Hearing Officer, with due regard to the rights and privileges of the parties appearing before them . The hearing shall be closed. The City shall present its case first. Hearings need not be conducted according to the technical rules of evidence and witnesses. Cross examination of witnesses shall be permitted. Recording of the proceedings shall be made by the City.

15.3.4 Findings and Recommendations: Such findings and recommendations shall be based solely on evidence taken during the hearing.

15.3.5 Costs: In the event of an appeal of the City Manager decision into the court system, the cost of the transcript, if required, shall be shared equally be the City and the appellant. Any costs of this procedure may be mutually agreed upon by the City and the Association, except as outlined above.

16.0 GRIEVANCE PROCEDURES

16.1 Grievance Defined
A grievance is a complaint of an employee or group of employees initiated on the employee(s) own behalf and arising out of the City's applications or interpretation of existing City rules or practices or provisions of an existing Memorandum of 06/24/2025
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10 Understanding, except in cases of disciplinary actions which are governed by other provisions.

16.2 Informal Grievance
An informal grievance is one which is discussed between the employee and their supervisor and is subsequently resolved, dropped or passed on to the formal grievance level.

16.3 Formal Grievance
A formal grievance is one which has been submitted in writing, and which meets all the following criteria:

a. The grievance must arise out of and result in a complaint of an employee or employees relating to working condition s, violation of the Personnel Ordinance or Rules, or violation of a provision of an existing Memorandum of Understanding, except in instances where the right of appeal is prohibited by the Personnel Ordinance or Rules.

b. The grievance must concern specific situation s, matters or incidents that have occurred.

c. The grievance must be within the power of the City Manager to correct;

d. The grievance must not require the modification of any ordinance, rule or policy established by the City Council or law.

16.4 Grievances Initiated by Employee Only
A grievance shall be initiated and pursued only at the employee's request.

16.4.1 The Association may grieve an issue involving the MOU.

16.5 Time Spent in Grievance Procedure
Grievances may be heard during normal working hours. An employee shall not be compensated for time spent in hearings outside of normal working hours.

16.6 Time Limits
Time limits specified in these procedures may be extended by mutual agreement between the City and the employee. Regularly scheduled days off shall not be counted when applying any of the time limits provided for in these procedures. For this purpose, vacation and sick leave are not considered regularly scheduled days off.

Grievances that are not taken to the next step within the time limits will be considered resolved and the employee presumed to be satisfied.

16.7 Combining Grievances
Grievances involving a group of employees or one issue grieved by several employees may be handled as a single grievance.

16.8 No Reprisal
No reprisal shall ever be taken by the City against any employee because of their assertion of their rights under this rule.

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11 16.9 Informal Grievance Procedure
Whenever possible, every effort will be made to resolve an employee grievance at the informal level. The employee and their supervisor should discuss the matter informally and shall attempt to resolve the problem together. The supervisor shall respond to the grievance orally within two (2) days of the original discussion.

16.10 Formal Grievance Procedure
Formal grievances which meet the criteria set forth in Article 16.3 shall be submitted on the form prescribed by the Human Resources Director. The grievance form shall at least contain:

a. The specific circumstances complained about .

b. The inequity or damage suffered by the employee.

c. The relief sought.

The employee may have representation of their choice, and such representatives shall be named on the grievance form. The City may limit the number of representatives to one.

16.10.1 Formal (Written) Grievance
If the issue is not resolved to the satisfaction of the employee, the employee may present a written grievance to the supervisor within ten (10) days of the supervisor's oral decision or twenty (20) days of the incident giving rise to the grievance. The supervisor shall respond on the form and present it to their immediate superior (if any below the Department Director level) within two (2) days of receipt and forward a copy of the formal grievance to the Human Resources Director . The superior shall hear the grievance within ten (10) days of receipt and provide a written decision within ten (10) days after the hearing.

16.10.2 Grievance to Department Director
If the issue is not resolved, the employee may present their written grievance to the Department Director within ten (10) days of receiving the superior's written decision. The Department Director shall hear the formal grievance within ten days of its receipt and shall render a decision in writing within ten days of the hearing.

16.10.3 Mediation: If the employee is not satisfied with the decision of the Department Director, within 15 calendar days of receipt of the Department Director’s decision, the employee or Association may request the grievance be submitted to mediation. Any costs associated with mediation shall be borne by the Association and/or member.

Upon request to mediate the grievance, the City shall make a formal, written request for a mediator from the California State Mediation and Conciliation Service.

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12 If the grievance was mediated and resolved, the mediator shall be requested to provide a written summary of the outcome; a description of the dispute and the resolution reached by the parties.

If the grievance was mediated and not resolved, the mediator shall be requested to render a written, advisory opinion letter to the employee or Association and City within 15 calendar days of the final mediation session.

This opinion is non -binding and is intended to advise the employee or Association and City of the mediator’s recommendation to settle the grievance.

16.10.4 Grievance to the City Manager
If the issue is not resolved through mediation , the employee may present their written grievance to the City Manager, or their designee , shall hear the grievance within ten (10) days of its receipt and provide a written decision within five days of the hearing. This decision shall be final.

17.0 HOURS OF WORK

17.1 This article is intended to define the normal hours of work and shall not be construed as a guarantee of hours of work per day or per week or of days of work per week.

17.1.1 Flex Workday. The normal workday for full-time employees participating in the flex program shall be nine (9) or ten (10) consecutive hours of work, exclusive of a lunch period, in a consecutive 24 -hour period. In accordance with this program one workday falling within each pay period will consist of eight (8) consecutive hours of work, exclusive of a lunch period in a consecutive 24-hour period.

17.1.2 Non-Flex Workday. The normal workday for full-time employees not subject to the 9/80 flex schedule shall be eight (8) consecutive hours of work, exclusive of a lunch period, in a consecutive 24-hour period.

17.1.3 Flex 9/80 Workw eek. The normal workweek for full-time employees participating in the standardized 9/80 flex program shall vary during the two week pay period. Employees a ssigned to a 9/80 flex schedule, one week will consist of four (4) nine (9) hour days, one (1) eight-hour day and two days of rest. The other workweek in the pay period will consist of four (4) nine (9) hour days and three (3) days of rest. For all employees who work a 9/80 schedule, their FLSA workweek begins (for payroll calculations purposes) exactly four hours after the start of each employee’s workday on the day of the week in which the employee has their alternating regular day off. All employees who work a 9/80 schedule will work the same schedule as City Hall.

17.1.4 Flex 4/10 Workweek. The normal work week for full-time employees participating in the standardized 4/10 flex program shall vary on assignment. Employees may be assigned to a Monday through Thu rsday work week or Tuesday through Friday work week.

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13 17.1.5 Non-Flex Work week. The normal workweek for full-time employees not subject to the 9/80 or 4/10 flex schedule shall be five (5) work days and two (2) days of rest in a seven (7) consecutive day period.

17.1.6 Changes. Employees shall be scheduled to work on a regular work shift, having regular fixed starting and quitting times. An employee's work schedule shall be made known to them and shall not be changed without written notice to the employees.

17.1.7 Rescheduling. In accordance with Article 36.0, a schedule may be established, provided that the schedule does not exceed forty (40) hours in a seven (7) day period.

17.1.8 The City will notify the Association of its intent to make changes to the permanent schedule of employees within this unit. The City agrees to meet and confer with the Association over the impacts of work schedule changes that affect a majority of employees within the unit.

17.1.9 Nothing herein shall be construed to affect in any manner whatsoever irregular workday or work week assignments required for the maintenance of necessary operations which exist at the effective date of this Memorandum.

17.1.10 Nothing herein shall be construed to limit the authority of Management to make temporary assignments to different or additional shifts for the purpose of meeting emergency situations over which Management has no control. However, such emergency assignments shall not extend beyond the period of such emergencies.

17.1.11 The City will make every effort to provide a one week notice when changing an employee’s work schedule, except in emergency situations. An employee must adhere to the new work schedule even in the absence of a one week notice, however, an employee may grieve such a situation.

17.2 Shift Differentials
All shift differential payments are not included for any hours of paid leave, standby pay, or callbacks, except as required by law.

17.2.1 Effective September 20, 2007, Employees in classifications represe nted by the Vista City Maintenance Association, whose entire normal daytime work shift is temporarily moved to nighttime between the hours of 4:00 P.M. and 6:30 A.M., shall be entitled to receive a shift differential payment of 6% to base pay. Notification of shift change will occur per approved MOU.

17.2.2 Employees who are requested to return to work after the end of their normal work shift shall be entitled to night differential of 2% of base pay for all hours worked between 12:00am and 6:00am except for those employees assigned to Standby.

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14 18.0 BREAK PERIODS

18.1 All employees in the Unit are entitled to and shall be granted two (2) fifteen (15) minute break periods in each scheduled workday , consisting of a fifteen (15) minute break for each four (4) hours of work time. The timing of break periods as permitted herein shall be taken at the discretion of the immediate supervisor.

18.2 In the event an employee, who has begun their 30-minute lunch period, is interrupted to respond to an emergency call at the direction of the lead worker or management, that employee shall be granted a secondary 30 -minute period later in the day but not later than 2:00 p.m. If a full, 30 -minute secondary lunch period cannot be offered by 2:00 p.m., the employee shall be compensated with 30 minutes of overtime at time and one half the regular rate of pay and be allowed reasonable time to eat on duty.

19.0 BOOT ALLOWANCE

19.1 All employees of this unit shall receive five hundred dollars ($ 500) per year to purchase work boots . All boots must meet OSHA and department safety standards and are to be used exclusively for work activities.

For fiscal yea r 2025/26 half of the annual allowance of ($250) will be paid by separate check in July wherein the majority of the days in the pay period fall in July rather than June, and half the annual allowance of ($250) will be paid by separate check the first pay date in December 2025. Beginning fiscal year 2026/27 the full annual allowance will be paid by separate check the first pay date in December each year.

20.0 TUITION REIMBURSEMENT

20.1 If any employee completes with a passing grade a job related class , or a class towards the attainment of a college degree, which has been approved by the Human Resources Director before undertaking same, the employee shall be entitled to reimbursement by the City for the costs of books, tuition and parking.

Prior to beginning such class, the employee shall submit a tuition reimbursement request on forms prescribed by the Human Resources Director to their department head for tentative approval. If tentative approval is granted, the department head shall submit the tuition reimbursement request to the Human Resources Director for final approval. The Human Resources Director shall respond to the request for approval within fifteen (15) workdays.

After finishing the authorized class, the employee shall submit proof of satisfactory completion and receipts for items to be considered for reimbursement to the Human Resources Director. The City shall reimburse the employee for those items designated above and for which receipts are provided, no later than the second payday following such submission. Any books for which the City reimburses under this rule shall become the property of the City. The City's maximum obligation under this rule shall be one - thousand five hundred dollars ($1,500) per individual employee not to exceed seven thousand five hundred dollars ($7,500) for all VCMA members combined in any one
fiscal year.
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15 20.2 The City shall pay for tuition and books for employees taking classes towards a certificate and/or degree in Public Works Management at Palomar College, as long as the employee receives a grade of “C” or better.

21.0 WORKING OUT OF CLASSIFICATION

21.1 City herein agrees that any employee appointed and required to act in a higher classification than their own, and serving continuously in said higher classification for at least 120 consecutive work hours, shall receive the pay established for said higher classification for all such time worked, provided, however, the rate of pay shall be at the lowest step established for said higher classification that results in additional compensation for the acting employee. The City will notify the A ssociation when the employee has worked in a higher classification for more than 160 consecutive hours.

The City agrees to meet with A ssociation representatives to discuss the assignment at the request of either party. Nothing in this article shall limit a supervisor's ability to make emergency assignments. This provision shall not apply to acting in any of those positions classified as Management by Resolution of the City Council, unless and until the City Council provides for such additional acting compensation. The time worked in a higher classification may be considered as qualifying experience for future examinations and promotions.

22.0 OVERTIME

22.1 Overtime may be assigned by the immediate supervisor. Scheduled overtime will be assigned on a rotational basis. Each major division (Fleet Maintenance/Parks/Streets/ Wastewater/Facilities Maintenance ) will establish a list of employees eligible for scheduled overtime in order of seniority based on total length of service within the division. Temporary, probationary and provisional employees are eligible for scheduled overtime only when no employee on the division's rotational list is available.

Scheduled overtime will be assigned, whenever practical, from the appropriate division's list. The person next in line for overtime will be offered the work. If that person refuses the overtime offer, they will not be eligible for scheduled overtime until a full rotation of the list has occurred. The department retains the right to assign lead workers as necessary without regard to the rotational process. The department may make assignments outside of the rotational process if the overtime work requires a specialized skill and/or training, at the department’s discretion.

The above procedure does not apply to emergency or unscheduled overtime.

22.2 Overtime will be scheduled in advance if possible. If the employee presents the supervisor with a valid reason for their inability to perform overtime work at the time requested, then the supervisor will make every effort to find another qualified employee to do the work.

22.3 Any employee who is assigned and works more than forty (40) hours in a work period shall be compensated at the rate of one and one -half (1½) times their regular rate of pay.

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16 22.4 Employees may request and be authorized, if operations permit, to earn compensatory time off pursuant to the provisions of 22.4.1 or 22.4.2 and the City Manager's Administrative Policy on the subject. Earned compensatory time may accrue to a maximum of eighty (80) hours. Employees shall provide 48 hours’ notice before using compensatory time.

22.4.1 Compensatory time may be requested by the employee at the rate of time and one -half; approval of accrual at this rate is at the discretion of the appointing authority, under guidelines provided by the City Manager.

22.4.2 Should the provisions of 22.4.1 not be approved, employees may request payment for overtime in the form of compensatory time in the following formula: The one-half (½) time increment may be accrued as compensatory time and the remaining time shall be paid as straight hours worked. For example, an employee working two hours of overtime would be paid for two (2) hours and would be eligible to accrue one (1) hour as compensatory time.

22.5 Overtime - Leave Time Exclusion Effective July 27, 1991, holiday and sick leave shall count as time worked toward the forty (40) hour work week period in the payment of overtime. Effective July 3, 1999, all paid leave shall count as time worked toward the forty (40) hour workweek period in the calculation of overtime.

23.0 CALL BACK

23.1 Whenever an employee is notified after the end of the normal work shift, and has left the work site, that they are required to return to work because of unanticipated, unscheduled work requirements, they shall receive payment at the rate of one and one-half (1½) times their current hourly rate of pay for a minimum of two (2) hours for each such call back period. This two hour minimum does not apply to situations in which the employee is held over at the end of their normal work shift, or for scheduled overtime.

This payment shall cover all time worked during the two (2) hour minimum call back period, including subsequent returns to work during the two-hour period. A new call back period shall begin when an employee, who has been released from work, is called again to return to work after the two hour period has expired.

23.2 A callback list will be maintained by the Parks Division for callback duty related to City parks. Employees on this list will be called for parks related call outs first. If no one is available, the remaining division s’ Public Works standby list may be used. Parks employees on the callback list shall not be eligible for standby pay.

23.3 After working overtime as the result of responding to an emergency, an employee may request to use earned accumulated compensatory time following the overtime work, with the understanding that compensatory time is not earned until an employee has worked over 40 hours in their “designated work period”. Approval of such compensatory time shall be at the discretion of management considering the impact of the absence of operational needs of the City and the need to allow rest time for the employee. Requests for the use of compensatory time following work performed during 06/24/2025
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17 emergencies shall not be unreasonably denied. In cases where an employee does not have sufficient accumulated compensatory time, but management determines that it is likely that an employee will exceed the 40 hours by virtue of having worked overtime, the use of compensatory time may be authorized in advance of exceeding the 40 hours. However, if for any reason, the 40 hours are not exceeded, the compensatory time shall be paid back by the employee with other accumulated paid leave (excluding sick leave).

24.0 FATIGUE TIME

24.1 After 14 hours of continuous work (excluding meal periods) in any rolling 24-hour period, such an employee shall receive the option of up to eight (8) hours of rest.

Employees shall receive four (4) hours of City paid rest time and the option to utilize up to four (4) additional hours of leave time from their accrued and unused sick, vacation, or compensatory leave banks. Such leave time shall count as hours worked in calculating overtime. The employee must notify their supervisor by the 14 th hour of
consecutive work (excluding meal periods) of the amount of fatigue time they elect to utilize.

25.0 STANDBY

25.1 For all departments/divisions other than the Wastewater classifications, employees may place their name on the list for Standby duty at any time of the year. Employees on the standby list shall be on a voluntary basis as long as there are enough employees that volunteer to fulfill the standby duties. If for any reason volunteers are no longer available, the City shall enact mandatory standby procedures as authorized in Personnel Rule 13.4 City Rights, Sections 13.4.9 & 13.4.15.

For all departments/divisions, including Wastewater classifications:

Standby assignments shall be for a period of one (1) week. This list will be published and a copy given to each employee.

An employee may trade with another available employee to fill a standby assignment.

In all cases except emergency situations, within twenty -four (24) hours of the beginning of a standby assignment, the employee originally assigned the duty shall be responsible to provide in writing, to the respective Public Works Supervisor, or designee, the name of the employee who is filling the assignment, the date of assignment being covered, and all other necessary information. A trade of less than a full day shall not entitle an employee to standby pay for that time period. An employee working a full day on standby shall receive one -seventh (1/7) of the weekly standby amount.

Effective the first pay date in July 20 25 wherein the majority of the days in the pay period fall in July rather than July, employees required to remain in stand-by status and available to respond to emergency situations, shall be paid an additional $ 350 per week for such duty, plus an additional $40 per week for any week in which a holiday occurs. When required to respond, such an employee shall be paid in accordance with Article 23.0 - Call Back in addition thereto. Such employees shall be furnished with a radio receiving device or pager which will permit them to be called to duty on 06/24/2025
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18 locations without telephone service. Employees on any approved leave are eligible for standby pay if they are available to respond.

Employees who do not respond when on standby status shall not earn standby pay for that day and may be subject to appropriate disciplinary action for failure to fulfill their standby obligation.

Standby pay for holidays only applies to holidays recognized by the City in accordance with Article 28.2.

For Wastewater classifications only:

Wastewater employees who live within the residency requirement, as provided below, shall be placed on the Wastewater classification list for Standby duty.

Effective September 14, 2011 , to be on the Wastewater Classification standby list, an employee must live within an area as identified by Google Maps as within 45 minutes response time of the Public Works Department, 1165 E. Taylor Street. All new employees appointed to a Wastewater Worker I, II or III classification must live within an area as identified by Google Maps as within 45 minutes response time of the Public Works Department, 1165 E. Taylor Street as a condition of employment. New employees must meet this requirement no later than upon completion of their probationary periods unless an extension of time is granted by the Public Works Director. A Wastewater standby employee includes all employees in the Wastewater classifications, including probationary employees.

26.0 SICK LEAVE

26.1 City herein agrees that there shall be no limit on accumulated sick leave, and an employee may use any accumulated sick leave as soon as accrued. Sick leave shall be earned at the rate of nine (9) hours per month of full-time employment, except that sick leave will not be accrued for any time that is credited as leave time without pay.

26.1.1 Permanent Part -time employees shall earn sick leave at a pro-rata rate based on the number of hours worked. For example, a person working one - half time (20 hours per week) would earn one -half the amount of sick leave earned by a full-time employee.

26.1.2 The number of sick leave hours available for use by an employee shall be those hours that the employee has accumulated up to the day preceding the use of sick leave. (For example, an employee who takes leave on a Friday may only use accumulated sick leave as of the close of business on Thursday of the same week.)

26.2 Dependent care leave shall be granted in accordance with state law, which provides that an employee is entitled to use ½ of their annual accrued sick leave accrual to care for a family member (i.e., parent, child, spouse, or registered domestic partner).

25.2.1 Upon request to and approval by the appointing authority, up to nine (9) hours per fiscal year of accumulated sick leave may be authorized for personal leave time.
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19 26.3 Retirement Conversion An employee who terminates employment by service retirement with ten (10) or more years of full-time service to the City shall have the following options for converting earned but unused sick leave:

a. Effective July 2021, an employee may convert 90% of the total number of accumulated, unused, sick leave hours multiplied by their base salary at retirement to be left on deposit with the City for payment of retiree group insurance premiums. The employee has the option of receiving up to 25% in cash with the remaining conversion amount left on deposit with the City for the payment of retiree group insurance premiums.

For example: An employee retires with 1000 hours of unused sick leave. The employee may convert 90%, which is equal to 900 hours. The employee can:
♦ Use all converted hours (i.e. 900) and leave the amount on deposit with the City to pay for retiree group insurance premiums; or ♦ Receive a cash payout of up to 25% of the unused sick leave hours (25% x 1000 = 250 hours) and convert the remaining amount of unused sick leave hours (65% x 1000 = 6 50) to remain on deposit with the City to pay for retiree group insurance premiums; or
♦ Receive a cash payout of a given percentage less than 25% (e.g., 10% x 1000 = 100) and leave the remaining amount of unused sick leave hours ( 80% x 1000 = 800) on deposit with the City to pay for retiree group insurance premiums.

b. Conversions under this article will reduce the amount of sick leave that can be applied toward C alPERS Service Credit for Unused Sick Leave. For example, an employee converting 600 hours of sick leave to the 25% payout conversion will receive 150 hours of payout and 450 hours of CalPERS Service Credit for Unused Sick Leave.

c. The provisions of this article also apply to employees who retire by an ordinary disability retirement, if they meet all the requirements of a service retirement, including ten years of full-time City service.

d. No payment for unused sick leave will be made until the City has received written confirmation of the employee’s retirement from CalPERS.

26.4 Annual Conversion Any employee in this unit shall have the option of converting the unused sick leave accrual for the fiscal year at the rate of two hours of sick leave to one hour of vacation, provided that the employee retains a minimum of eighty (80) hours sick leave accrued at the end of the fiscal year and after use of this conversion option. Each employee interested in this conversion of sick leave shall notify the City in writing of their intent to convert sick leave by the end of the last pay period in June.

Accrual and use of vacation hours provided under this policy shall be governed by applicable City Personnel Rules. This conversion is only available to employees on the payroll effective July 1 of the new fiscal year.

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20 absence during the time for which sick leave was requested. This provision applies when an employee is out for three days or more.

26.6 Employees qualifying for State Disability Insurance (SDI) benefits may elect to coordinate SDI with unused sick leave, such that the employee receives their usual gross salary. Procedures for this benefit are to be set by the Human Resources Director.

26.7 The City and VCMA mutually agree that employees may only use sick leave for illnesses or injuries when they are unable to perform their regular assigned duties.

26.8 The provisions of this section shall not supersede the provision of the Personnel Rules pertaining to Family and Medical Leave. Leaves of absence without pay shall only be approved in those cases where the employee can demonstrate a pressing need for such leave. Prior to the granting of such leave, the employee must first use accrued paid leave that is appropriate to cover the type of absence requested (i.e., sick leave would not be appropriate to cover an absence that would not otherwise qualify for sick leave usage).

25.8.1 Employees who receive State Disability Insurance (SDI) payments during a leave that does not qualify for FMLA are permitted to maintain paid leave balances or integrate paid leave with SDI. Since SDI payments are less than the employee’s base compensation, the employee is permitted to integrate SDI with paid leave. Integration means combining SDI payments and paid leave in an amount equal to the employee’s base compensation.

Employees who receive SDI payments during a leave that does qualify for Family and Medical Leave are required to use paid leave balances as required by Family and Medical Leave, however such use may be by integration with SDI payments.

26.9 The City shall provide a Catastrophic Leave program, effective July 1, 2002 (amended July 1, 2007). This program shall allow VCMA employees to voluntarily donate a portion of their accumulated sick leave hours for use by another employee of the City who has suffered a catastrophic illness or injury or whose immediate family member’s (i.e., spouse, registered domestic partner, child, sibling, parent or grandparent) catastrophic illness or injury requires the presence of the employee. The donated hours shall be at the donor’s hourly rate. Employees may choose to use their own sick leave accruals for catastrophic leave for an immediate family member before requesting leave from other employees. The implementation shall be at the discretion of the City Manager and within limits delineated in City Council Administrative Policy 100-09.

26.10 The City shall pay out the accumulated sick leave to an employee’s designated beneficiary in the event of the employee’s death while employed with the City. The sick leave will be paid at the employee’s normal hourly rate at the time of death.

27.0 BEREAVEMENT LEAVE

27.1 Employees may, with prior approval of their department head, be granted up to three (3) days of bereavement leave with pay, plus up to an additional two (2) days which shall be charged against earned sick leave to discharge duties arising out of the death 06/24/2025
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21 of the father, mother, father-in -law, mother-in -law, grandparent, stepfather, stepmother, brother, sister, husband, wife, registered domestic partner, child, stepchild, or grandchild of an employee or their spouse or registered domestic partner.

If travel over 300 miles is required, up to a maximum of five (5) days of bereavement leave may be granted with pay.

28.0 VACATIONS

28.1 Each eligible employee shall be required to have served the equivalent of one year continuous service in the City to be eligible to utilize the annual vacation leave; provided, however, the employee’s department head may authorize an employee to take accrued vacation earlier if, in the department head’s judgment there are valid reasons to conclude that it is in the best interests of the City and the employee that an exception be granted.

28.2 All eligible full- time employees while on paid status shall earn vacation credit at the following rate:

CONTINUOUS YEARS OF SERVICE

HOURS OF VACATION/YEAR

One through five (1-5)

85 hours per year

Six through ten (6-10)

125 hours per year

Eleven through fifteen (11-15)

160 hours per year

Sixteen through twenty (16-20)

180 hours per year

Twenty-one or more (21+)

200 hours per year

28.2.1 All eligible permanent part -time employees while on paid status, shall earn vacation at a pro -rata rate based on the number of hours worked. For example, a person working one-half time (20 hours per week) would earn one- half the amount of vacation earned by a full-time employee.

28.3 The time during a calendar year when an employee may utilize annual vacation leave shall be determined by the department head with due regard to the wishes of the employee, and particular regard for the needs of the City. Employees with less than 11 years of continuous service shall be allowed to accrue up to 288 hours. Employees with 11 or more years of continuous service, but less than 21, shall be allowed to accrue up to 320 hours. Employees with 21 or more years of continuous service shall be allowed to accrue up to 3 50 hours. If the requirements of the City are such that an employee must defer part or all of their annual vacation in a particular calendar year, the appointing authority shall permit the employee to take such deferred vacation during the following calendar year.

28.4 In the event one or more authorized holidays provided for in Article 28.0 - Holidays fall within an annual vacation leave, such holiday shall not be charged as annual vacation leave, and the vacation leave shall be extended accordingly.

28.5 Upon separation from the City, an employee shall be paid for all accrued and unused vacation hours.
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22 28.6 Vacation time is accrued on those hours which are considered as time worked.

Vacation time is not accrued on any time that is credited as leave time without pay.

28.7 Employees shall submit vacation, floating holiday, and compensatory time off requests at least forty-eight (48) hours in advance of when the time off is being requested.

28.8 Upon request to and approval by the appointing authority, up to nine (9) hours per fiscal year of accumulated vacation time may be authorized for personal leave time.

29.0 HOLIDAYS

29.1 Holiday Leave

Employees working the 9/80 or 4/10 flex schedule are entitled to eleven (11) days of holiday leave per fiscal year. Employees working the traditional eight (8) hour per day schedule are entitled to twelve (12) days of holiday leave per fiscal year. Holiday leave can be taken in hourly increments.

Each employee on a flex 9/80 schedule shall begin with a bank of ninety -nine (99) hours and each employee on a flex 4/10 schedule shall begin with a bank of one hundred ten (110) hours of holiday leave at the beginning of the fiscal year. A flex schedule employee's holiday bank shall be reduced by the number of hours taken for the holiday.

Employees are required to use holiday leave each time a City authorized holiday falls on a day when the employee would normally be scheduled to work. When a City authorized holiday falls on a day when City facilities are normally closed, an additional day will not be authorized as a holiday. When this occurs, no holiday hours will be deducted from employees' holiday banks and employees will be able to use them as holiday leave at another time. Such time must be scheduled in advance and approved by the Department Head with consideration given to sufficient staff being available to continue the efficient operation of the department. Holidays occurring during Leave Without Pay are not earned.

Any holiday leave not used by June 30 of the fiscal year shall be forfeited.

29.1.1 Employees beginning employment during the fiscal year will start with a pro- rated holiday leave bank. Hours will be credited as follows:

a. Nine (9) hours for 9/80 schedule employees and ten (10) hours for 4/10 schedule employees for each City authorized holiday (per Article

28.2) that has not yet occurred.

b. Nine (9) hours for 9/80 schedule employees and ten (10) hours for 4/10 schedule employees of floating holiday time if the employee start date is prior to March 1; four and a half ( 4.5) for 9/80 schedule employees and five (5) hours for 4/10 schedule employees hours of floating holiday time if the employee start date is between March 1 and April 30; and no floating holiday leave time if the employee start date is between May 1 and June 30.
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23 29.1.2 Employees terminating employment with the City during the fiscal year will receive payment for unused holiday leave as follows:

a. Nine (9) hours for 9/80 schedule employees and ten (10) hours for 4/10 schedule employees for each City authorized holiday (per Article

28.2) that has occurred during that fiscal year.

b. Nine (9) hours for 9/80 schedule employees and ten (10) hours for 4/10 schedule employees of personal floating holiday leave. These nine (9) hours are not associated with any particular holiday.

Necessary adjustments to the holiday leave bank upon termination will be deducted from the final paycheck.

29.2 Authorized Holiday: The City of Vista will authorize the following holidays:

a. January 1, known as "New Year's Day";
b. The third Monday in January, known as “Martin Luther King Jr. Day”; c. The third Monday in February, known as "Presidents' Day"; d. The last Monday in May, known as "Memorial Day";
e. July 4, known as "Independence Day";
f. The first Monday in September, known as "Labor Day"; g. November 11, known as "Veteran's Day";
h. The fourth Thursday in November, known as "Thanksgiving Day"; i. The fourth Friday in November, known as "the day after Thanksgiving"; j. December 25, known as "Christmas Day";
k. Any day declared to be a holiday by proclamation of the Mayor, provided, however, that the Mayor shall not declare a holiday except to conform to a holiday declared by the President of the United States or the Governor of California.

30.0 GROUP INSURANCE

30.1 F ull-time and part-time employees who are regularly scheduled to work a minimum of thirty (30) hours per week excluding temporary employees, unless authorized by the City Manager , are eligible for a City contribution to the group health and dental insurance premiums for individual employee coverage and for individual employee plus dependent(s) coverage as follows:

• For employees and dependents enrolled in the narrow HMO plan, the City shall contribute 85% of the health insurance premium and employees shall contribute the remaining 15% of the premium.
• For employees and dependents enrolled in the full HMO plan, the City shall contribute 80% of the health insurance premium and employees s hall contribute the remaining 20% of the premium.
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24 • For employees and dependents enrolled in the PPO plan, the City shall contribute 76% of the health insurance premium and employees s hall contribute the remaining 24% of the premium.
• For employees and dependents enrolled in the Kaiser plan, the City shall contribute 90% of the health insurance premium and employees shall contribute the remaining 10% of the premium.
• For employees and dependents enrolled in the City’s dental insurance plan, the City shall contribute 80% of the insurance premium and employees shall contribute the remaining 20% of the premium.

The City will cover 50% of cost increases for benefit years 2026 through 2029.

Permanent part -time employees who are regularly scheduled to work an average of less than thirty (30) hours per week shall be eligible for group insurance. In such cases, the City’s contribution shall be prorated based on the employee’s regularly scheduled hours per week.

The City agrees that should the City share a greater portion of the premium cost under any health insurance plan and/or coverage that is more advantageous to the employees of the VCEA bargaining unit than it is to employees of the VCMA bargaining unit in any one fiscal year, VCMA employees shall receive the same City -to-Employee premium cost share as received by VCEA employees and such adjusted premium cost share shall be effective the same date as it is effective for employees of VCEA.

30.1.2 Effective the 2015/ 2016 benefit plan year, the City and VCMA agree to replace the current medical provider, other than Kaiser, with an alternative provider that includes HMO and PPO options. Kaiser will continue to be offered.

The parties agree that the rising cost of health insurance is of paramount importance to both the City and employees. In the event it is determined through the collaborative process with the health benefits committee that cost-savings may be achieved by one or more of these changes, the parties agree to meet and confer over any proposed change in insurance carrier, plan design or other method of providing coverage, provided that there shall be no change in the premium cost shares for the City and employees as set forth in this MOU. In the event the parties are unable to reach agreement on any changes to insurance carrier, plan design or other method of providing coverage prior to July 1 of each year, the carrier and plans shall remain the same for the following plan year.

30.1.3 The City agrees to hold an open enrollment period in the fall of each year for employees who wish to make changes in their group insurance coverages.

30.2 The City shall pay all premium charges for basic life insurance benefits contracted for by the City. The life insurance plan for employees in this Unit covers each member at one (1) times their annual salary up to $50,000.

30.2.1 The City agrees to offer a supplemental life insurance program to employees of this unit. Participation in the supplemental life insurance program is 06/24/2025
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25 voluntary, and all premiums resulting from participation shall be paid by the employee.

30.3 The City shall implement and pay all actual premium charges for vision coverage benefits contracted for by the City.

30.4 In the event of an active employee’s death, the City shall pay a “Survivor’s Benefit” in the lump sum amount of $25,000 to the employee’s designated beneficiary. The maximum payment by the City shall be $25,000 regardless of the number of beneficiaries.

31.0 MOTOR VEHICLE REIMBURSEMENT

31.1 Employees in the unit shall be reimbursed for use of their private motor vehicles on City business at the established IRS rate. Administration of this mileage reimbursement shall be as set forth in the City's Personnel Rules.

32.0 SALARIES

32.1 Effective the first full pay date in July 2025 that includes more days in the pay period in July than in June, each VCMA classification shall receive a 4% salary increase across all steps in the salary range.

Effective the first full pay date in July 2026 that includes more days in the pay period in July than in June, each VCMA classification shall receive a 3.5% salary increase across all steps in the salary range.

Effective the first full pay date in July 2027 that includes more days in the pay period in July than in June, each VCMA classification shall receive a 3% salary increase across all steps in the salary range.

Effective the first full pay date in July 2028 that includes more days in the pay period in July than in June, each VCMA classification shall receive a 3% salary increase across all steps in the salary range.

32.2 Employees will have the option to receive their pay by check or by direct deposit.

32.3 Salary Equity Adjustments. Effective the first full pay date in July 2025 that includes more days in the pay period in July than in June, the classifications of Facilities Maintenance Worker III, Fleet Maintenance Mechanic III, and Wastewater Woker II shall receive a salary equity adjustment increase of 1.5%.

33.0 RETIREMENT

33.1 A ll employees not considered “new members” with the Public Employees Retirement System (CalPERS) is responsible for the entire employee contribution rate of eight percent (8) to the employee's CalPERS account

33.2 The City's retirement plan shall include the Single Highest Year provision to the City's contract with the Public Employees Retirement System.
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26 33.3 The City’s contract with the Public Employees Retirement System includes the Credit for Unused Sick Leave Provision.

33.4 The City’s contract with Cal PERS includes the 3% @ 60 retirement formula.

33.5 For employees hired on or after January 1, 2013, who are considered “new members” within the meaning of the Public Employees’ Pension Reform Act of 2013:
a. T he retirement formula (2 @ 62), the determination of final compensation and pensionable compensation, and other pension related conditions covered by PEPRA shall be governed by the provisions of PEPRA.

34.0 DISABILITY INSURANCE

34.1 The City agrees to implement State Disability Insurance benefits at City expense.

34.2 The City will provide a long -term disability insurance program to include a 90 -day elimination period for all employees within the bargaining unit and premiums paid by the City.

35.0 SUBSTANCE ABUSE POLICY

35.1 The City and VCMA agree that the use, possession and/or being under the influence of alcohol and/or drugs on the job detrimentally affects the work performance and safety of employees, their co-workers and members of the public. For reference, a copy is attached to this agreement as an exhibit.

36.0 FLEXIBLE STAFFING OF CERTAIN ENTRY-LEVEL POSITIONS

36.1 Flexible Staffing means the reclassification of employees in certain entry -level positions to a higher level after a specified period of time.

36.2 The following entry-level positions shall be flexibly staffed: Street Maintenance Worker I/Street Maintenance Worker II; Park Maintenance Worker I/Park Maintenance Worker II; Wastewater Worker I/Wastewater Worker II; Fleet Maintenance Worker I/ Fleet Maintenance Worker II; Facilities Maintenance Worker I/Facilities Maintenance Worker II.

36.3 The salary of an employee who is reclassified due to flexible staffing shall be determined as follows: After the successful completion of twenty -four (24) months of service (or the equivalent for permanent part -time positions) with satisfactory evaluations and with the Appointing Authority approval, in lieu of a merit step increase, the employee shall be moved to the lowest step of the agreed -upon higher position which grants the employee no less than five percent (5%) increase in compensation.

The employee's salary anniversary date shall not change, and they shall not be required to serve a new probationary period.

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27 37.0 FLEXIBLE SPENDING ACCOUNTS

37.1 The City agrees to provide a Flexible Spending Account (FSA) that will enable employees within the unit to use pre -tax dollars for childcare , insurance premiums, and other allowable tax regulations. All program costs incurred shall be paid by the City
.

38.0 BILINGUAL PAY

38.1 The City agrees to provide additional compensation in the amount of $960 per year for the use of bilingual skills as determined by the City. The City will use all qualified employees from this unit for bilingual services. Payment for this service will be paid by a separate check in December of each year. Employees who are not on the list for the entire calendar year will receive a pro-rated allowance ($ 80 per month - full months
only). Bilingual pay does not accrue during any leave of more than four consecutive weeks. To qualify for and receive bilingual pay, employees must pass a proficiency test as determined appropriate by the City.

39.0 LAYOFF PROCEDURE

39.1 Intent of Procedure. For reasons of economy or efficiency, or in the interest or mandate of the public, reductions or curtailments of City services may be required. In such an event, it may be necessary to lay off one or more City employees. The following procedure is intended to specify the procedure for laying off employees based upon seniority with the City and displacement privileges. The City's decision to abolish a position is not subject to the employees' right of appeal or grievance.

39.2 When a classification to be laid off has been identified, all regular and probationary employees who hold a position in the identified classification shall be listed in the order of their total length of continuous City service. The person with the least seniority shall be designated for layoff.

39.3 Displacement Rights (Bumping)

39.3.1 Regular and probationary employees may displace employees in the next lower classification within the same classification series provided that the employee exercising the displacement privilege has greater total City service seniority than the incumbent in the classification to which the employee is bumping.

Classification Series

1. Street Maintenance I, II and III

2. Wastewater Worker I, II and III

3. Fleet Maintenance Mechanic I, II and III

4. Waterpark Facility Specialist

5. Parks Maintenance Inspector III

6. Facilities Maintenance Worker I, II and III

39.3.2 Regular and probationary employees who have held regular status in a lower classification may displace employees in the lower classification provided that the employee exercising the displacement privilege has greater seniority than the incumbent in the lower classification.
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28 39.3.3 When an employee has held regular status in a different classification series from their current classification, the employee may displace less senior employees in any classification within the different classification series that is lower than the classification held.

39.4 Re-employment Lists. The names of probationary and permanent employees who have been laid off shall be placed on a re -employment list for positions within the employee's former classification and any classifications that the employee would have had displacement (bumping) rights to had the classification been vacant at the time of the layoff. The names on the list shall be in the order of total length of continuous City service and shall remain in effect for one year, unless sooner re-employed.

When a vacancy occurs, the employee with the greatest seniority shall be appointed to the position.

39.5 Severance Package. Laid off employees shall receive the following severance package.

39.5.1 Salary. The City will pay one month salary to each employee that is laid off.

The salary will be included in the employee's final check. Employees will be given an opportunity to adjust their income tax withholding for regular pay but not this lump sum payment as per IRS restrictions

39.5.2 Group Insurance. The City will provide the group insurance coverage listed below to laid off employees for three months following the separation date.

Employee contributions will not change through this period.

Medical insurance
Dental insurance
- Vision insurance
- Life Insurance (subject to carrier approval)

Laid off employees will be eligible to continue group insurance under the COBRA program, following the three month period listed above. Eligibility will continue for a period of eighteen months or longer in accordance with Federal and/or State law.

39.5.3 Temporary Employment. The City will consider the re -employment list when filling temporary vacancies.

39.5.4 Job Listing. Laid off employees will be sent a listing of public sector job openings weekly for the period of time they are on the re -employment list, or until the employee requests that the lists be discontinued. The list will be compiled from job notices available to Human Resources. The City shall not be liable for failing to notify the employee of any job openings.

39.5.5 Job Transition Workshop. A career transition/job search workshop will be offered to all employee s scheduled for layoff. No leave time will be charged to the employees attending. Attendance by the employees will be voluntary.

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29 39.5.6 Sick Leave Conversion. Employees being laid off may convert unused sick leave to vacation at a ratio of 3 hours sick leave to 1 hour vacation. The maximum City payout under this conversion will be 32 hours per employee.

39.6 The City shall p rovide at least 10 calendar days written notice to the Association, or their designated agent, of the intent to layoff any VCMA member(s) and agree to immediately meet and confer with the Association over the impact and effect of the layoff.

40.0 INDUSTRIAL DISABILITY

40.1 The City shall provide Worker's Compensation benefits for all employees as required by State Law.

40.2 Industrial Disability Compensation Procedures : An employee absent from work as a result of injury or illness covered by Worker's Compensation shall utilize sick leave for the first three (3) days of industrial disability leave. Beginning on the fourth day of absence from work for industrial disability leave, the employee shall be paid accrued sick leave to supplement any due temporary disability benefits up to an amount which results in the employee receiving their usual gross salary. If the employee has no accrued sick leave or if the employee depletes their sick leave accrual during the industrial disability leave period, the employee shall be given the option of using their accrued vacation and/or compensatory time to supplement any due temporary disability benefits or shall be placed on industrial disability leave without pay. During a period of industrial disability leave without pay, any temporary disability payments will be made directly to the employee from the City or from the City's adjusting firm and no City payroll check will be issued to the employee. During this period, all payroll deductions will be suspended; retirement contributions by the City will also be suspended. The City will pay its share of employee and dependent group insurance premiums as outlined in the City Personnel Rules. In accordance with existing Workers’ Compensation law, the first three (3) days after an injury shall be compensated if an employee is hospitalized, or if time off the job lasts more than fourteen (14) days.

40.3 Documentation of Industrial Disability Leave : All City employees who lose time from work because of injury or illness covered by Workers' Compensation shall receive a medical examination and, when required, treatment. The Human Resources/ Risk Management Department may approve industrial injury leave without medical examination on the day of injury. Medical treatment documentation forms prescribed by the Human Resources/Risk Management Department shall be returned to the C ity whenever an employee loses time from work because of treatment for an industrial disability injury or illness. All industrial disability leave shall be documented on a City of Vista Employee Leave Report form.

40.4 Termination for Medical Reasons : If any employee is determined, through review of medical evidence, to be physically or psychologically disabled to perform the duties of their position due to industrial injury/illness, the employee may be terminated for inability to perform the duties of their position. Such termination may occur after 12 months of cumulative industrial disability leave or earlier if the medical evidence indicates that the disabling medical/psychological condition is permanent and stationary. Pursuant to the Personnel Rules, the City will make such efforts to place 06/24/2025
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30 the disabled employee in such a position where their disability will not affect the performance of duties or endanger them self or others. Termination for reasons of medical or psychological disability shall be preceded by written notification to the employee of the intent to terminate and citing the medical/psychological reasons for the termination. If within ten (10) City Hall working days, the employee so requests, the Department Director shall provide an opportunity for the employee to respond to the psychological/medical findings in writing or orally and such response shall be considered before taking any action. A written decision shall be provided to the employee within ten (10) City Hall working days following receipt of the employee's response. The decision of the Department Director may be appealed to the City Manager or Hearing Officer pursuant to the procedures applicable for the appeal of a dismissal. The decision of the City Manager shall be final.

An employee who is involuntarily terminated under this Article shall have access to due process rights to which they are entitled.

40.5 Designation of Personal Physician : Pursuant to guidelines established in the Labor Code and Workers' Compensation Rules and Regulations, any employee may notify the City in writing of the name of their personal physician for treatment of Workers' Compensation injuries which may occur after the date of such notice.

41.0 PROVISIONAL EMPLOYEES

41.1 After completion of eighteen (18) continuous months of a single incumbent provisional appointment, the City will initiate an open competitive recruitment to fill the position with a probationary appointment. The provisional time that counts towards the 18 months is restricted to continuous time served after July 1, 2009 by a single incumbent.

41.2 Provisional employees may be hired for reasons authorized by the Personnel Rules.

They serve at the will of the appointing authority. As such, pursuant to the City's Personnel Rules provisional employees may be removed from service at any time for any reason without the right of appeal or hearing.

41.3 Provisional employees may accrue fringe benefits as authorized by the City Manager.

41.4 The following contract articles do not apply to provisional employees: 15.0 Disciplinary Action, 19.0 Boot Allowance, 20.0 Tuition Reimbursement, 38.0 Bilingual Pay.

42.0 SPECIAL PROJECT WORK

42.1 The use of employees will be considered to perform special project work in lieu of contracting for those services, when feasible. Special project work is defined as those projects for which the employees have the skills and abilities to perform but cannot be assigned within the normal work periods because of on-going maintenance commitments and regular workload demands. When considering the need for contract services, the department may contact employees and offer them the opportunity to perform this work, in addition to their regularly assigned duties. This may be done when the cost of performing the work, including overtime rates, supplies and equipment costs, are less than the estimated cost of contracting for this service. The 06/24/2025
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31 City retains sole discretion on whether the work will be performed by a contractor or employees.

43.0 UNIFORMS

43.1 The City will report to CalPERS the monetary value for providing and maintaining the employee’s required uniforms. The City will report the uniform allowance on a biweekly basis to CalPERS to coincide with payroll reporting. The uniform allowance amount reported to CalPERS will derive from the City’s contracted vendor agreement for providing and maintaining the employee’s uniforms, not to exceed $425 per year, per employee.

FOR THE VISTA CITY MAINTENANCE ASSOCIATION:

_________________________________________________________

BRIAN SIDOR, VCMA REPRESENTATIVE

_________________________________________________________

GABRIEL ARANGO CANSECO, VCMA REPRESENTATIVE

_________________________________________________________

MIGUEL CAZARES , VCMA REPRESENTATIVE

_________________________________________________________

BRUCE ARREOLA, VCMA REPRESENTATIVE

FOR THE CITY OF VISTA:

_________________________________________________________

IMELDA HUERTA, ASSISTANT CITY MANAGER

_________________________________________________________

BEVERLY ROXAS, ASSISTANT CITY ATTORNEY

_________________________________________________________

NATALIE JACOBS, HUMAN RESOURCES DIRECTOR
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32 EXHIBIT "A" - IMPASSE PROCEDURE

Impasse Procedure-General Employees:

If the meet and confer process has reached impasse, either party may initiate the impasse procedure by filing a written notice of impasse on the other party and with the Public Employment Relations Board. All impasse procedures shall be governed by the Meyers- Milias-Brown Act.

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33 EXHIBIT "B" – GENERAL WORK RULES

PERSONNEL RULES EXCERPT:

RULE 18.0 - GENERAL WORK RULES

18.1 Purpose and General Information
In order to maintain an orderly and safe place to work, the following work rules have been established. These rules are not meant to be exhaustive but are a general outline of behavior or actions that are not acceptable for employees of the City of Vista. The rules are established to ensure that all employees are aware of these rules and are aware that documented, willful violation of these rules may result in disciplinary action.

Individual departments may have individual work rules and regulations specific to their own operation. These rules shall be maintained in writing and shall be made available for all employees of the department and posted in a conspicuous location.

18.2 Responsibility for Communication of Rules
Supervisors have the primary responsibility of communicating and interpreting these rules. If employees have questions regarding the rules, the supervisor should be consulted for clarification.

18.3 Severity of Infraction
The nature of disciplinary action taken depends on the severity of the offense, the nature of the offense and the circumstances surrounding the offense. All of these must be considered by the supervisor when determining when and if disciplinary action should be taken.

18.4 General Work Rules
No employee shall engage in, encourage or assist in any of the following activities or behavior:

18.4.1 Any deliberate falsification or misrepresentation of information in connection with the preparation of City records, documents or correspondence including an application for employment.

18.4.2 Falsifying one's own time sheet or the time sheet of another employee.

18.4.3 Deliberately and knowingly disclosing information known to be confidential in nature.

18.4.4 Stealing, willful damage, willful abuse or willful destruction of City property or the property or equipment of another employee or the public.

18.4.5 Removing City property from City premises without authorization/permission.

18.4.6 Reckless driving or illegal operation of a City vehicle.

18.4.7 Unauthorized use of City property or City vehicles. 06/24/2025
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34 18.4.8 Repeated documented personal use of City telephones.

18.4.9 Possession or use of illegal drugs on City premises or while on duty.*

18.4.10 Unauthorized or illegal use of any firearms or unauthorized possession, conveyance or storage of explosives or other dangerous weapons on City premises.

18.4.11 Consumption of intoxicating beverages while on duty* or while in City uniform.

Exceptions may be made in the event of a City -sponsored function at which such beverages may be served.

18.4.12 Being at work under the influence of intoxicants to the extent that it affects job performance or safety of oneself or others.

18.4.13 Indecent or morally offensive behavior while on duty*, which is in violation of State, County and/or Federal law.

18.4.14 Fighting, coercing, interfering with or threatening injury to other employees, the public or supervisors.

18.4.15 Careless, reckless or unsafe conduct, endangering the employee him/herself, fellow employees, the public or City or private property.

18.4.16 Discourteous treatment of the public, fellow employees or supervisors.

18.4.17 Unauthorized sleeping while on duty.*

18.4.18 Deliberately delaying or restricting services or work efforts or inciting others to do the same.

18.4.19 Selling, soliciting or distributing literature or goods on City premises and time without permission.

18.4.20 Posting unauthorized material on City bulletin boards or removing or defacing notices thereon without permission. City bulletin boards are considered to be those bulletin boards located on City premises in facilities furnished and maintained by the City.

18.4.21 Leaving regularly assigned work locations without supervisor's knowledge and permission except to take usual breaks and lunch periods or to perform assigned work duties.

18.4.22 Deliberate failure to observe scheduling rules regarding assigned workdays, starting and quitting times, breaks and lunch periods established by a supervisor.

18.4.23 Misuse of time on the job.
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35 18.4.24 Unauthorized tardiness or excessive absenteeism.

18.4.25 Insubordination, including refusal to perform work as directed by a supervisor, except in such cases where the activity directed or the equipment involved is unsafe.

18.4.26 Unsatisfactory, negligent or incompetent work performance.

18.4.27 Political campaigning of any kind on City premises, while on duty or while in a City uniform or using one's official City title or position in connection with political campaign literature or activities.

18.4.28 Any form of harassment or discrimination in the workplace. This includes but is not limited to harassment or discrimination based on sex, race, national origin, religion, disability, age, or sexual orientation.

18.4.29 Unauthorized absence.

18.4.30 Abuse of sick leave privileges.

18.4.31 Dishonesty.

18.4.32 Any act or acts which are incompatible with or contrary to the public service.

*NOTE: On duty time is considered to be the hours of each working day that employees are expected to be performing their duties, excluding lunch periods.

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36 EXHIBIT "C" – SUBSTANCE ABUSE POLICY

June 27, 2002

PURPOSE

It is the policy of the City of Vista to maintain a safe, healthful and productive work environment for all employees. While the City has no intention of intruding into the private lives of its employees, involvement with drugs and alcohol can take its toll on job performance and employee safety. Our concern is that employees are in a condition to perform their duties safely and efficiently, in the interests of their fellow workers, the public, and themselves. The presence of drugs and alcohol on the job, and the influence of these substances on employees during working hours, are inconsistent with this objective.

Employees who think they may have an alcohol or drug usage problem are urged to voluntarily seek confidential assistance from the Employee Assistance Program.

This policy provides guidelines for the detection and deterrence of alcohol and drug abuse. It also outlines the responsibilities of City management personnel and employees. To that end, the City will act to eliminate any substance abuse (involving alcohol, illegal drugs, prescribed medications, or any other substance which could impair the employee’s ability to safely and effectively perform the functions of the particular job) which increases the potential for accidents, absenteeism, substandard performance, or damage to the City’s reputation. All persons covered by this policy should be aware that violations of the policy may result in discipline, up to and including discharge.

POLICY

A. It is City policy that employees shall not be under the influence of or in possession of alcohol or drugs in City vehicles, at work locations, while on duty, or while engaged in any activity where the employee is in paid status representing the City; sell or provide drugs or alcohol to any other employee or person while such employee is on duty, nor have their ability to work impaired as a result of the use of alcohol or drugs.

B. While use of medically prescribed medications (either “over-the counter” or those specifically prescribed for the employee) is not per se a violation of this policy, failure by the employee to notify his/her supervisor, before beginning work, when taking medications which could foreseeably interfere with the safe and effective performance of duties or operation of City equipment can result in discipline, up to and including discharge. In the event there is a question regarding an employee’s ability to safely and effectively perform assigned duties while using such medications, clearance from a qualified physician may be required.

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37 C. The City reserves the right to search, subject to state and federal law, when there is a “reasonable suspicion” (see Section 5) that an employee may have a controlled or illegal substance in his or her possession all areas and property in which the City maintains control or joint control with the employee. Areas in which the City maintains full control include, but are not limited to, all City - owned properties, buildings, and equipment. Areas jointly controlled by the City and employee include, but are not limited to, desks, file cabinets, office cabinets, and bookshelves. Additionally, the City may notify the appropriate law enforcement agency that an employee may have illegal drugs in his or her possession or in an area not jointly or fully controlled by the City.

D. Refusal to submit immediately to an alcohol and/or drug analysis (examination of urine, blood, breath, and/or other designated medical or chemical tests for evidence of drug and/or alcohol use) when requested by City management may constitute insubordination and may be grounds for discipline up to and including discharge.

E. Employees reasonably believed to be under the influence of alcohol or drugs shall be prevented from engaging in further work, or from starting work, and shall be detained until a supervisor or department head can safely transport the employee from the work site to a testing facility to be tested at the City’s expense, and then transported home. The employee shall be paid for such time absent from work when he/she was tested. Pending receipt of the drug test results, the employee will be allowed to return to his/her normal duties the following workday unless circumstances suggest that the employee should be placed on administrative leave with pay. The City, in its sole discretion, shall determine if administrative leave is required.

F. The City has established an Employee Assistance Program (EAP) to assist those employees who voluntarily seek help for alcohol or drug problems. Employees are encouraged to contact the EAP counselor for additional information. All contacts with the EAP are strictly confidential unless the employee so instructs otherwise.

APPLICATION

This policy applies to alcohol and to all substances, drugs, or medications, legal or illegal, which could impair an employee’s ability to effectively and safely perform the functions of the job.
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38 EMPLOYEE RESPONSIBILITIES

An employee must:

A. not report to work or be subject to duty while his/her ability to perform job duties is impaired due to on or off duty alcohol or drug use;

B. not possess or use alcohol or impairing drugs (illegal drugs and prescribed medications without a prescription made out to the employee) during working hours, breaks, anytime while on City property or in City vehicles, or while engaged in activity where the employee is in paid status representing the City;

C. not directly or through a third party sell or provide controlled substances to any person, including any employee, while either employee or both employees are on duty or off duty;

D. submit immediately to an alcohol and/or drug analysis when requested by the Human Resources Director when there is a “reasonable suspicion” and,

E. notify his/her supervisor, before beginning work, when taking any medications or drugs, prescription or non-prescription, which may interfere with the safe and effective performance of duties or operation of City equipment; and,

F. provide within 24 hours of request bona fide verification of a current valid prescription (in the employee’s name) for any potentially impairing drug or medication identified when an alcohol and/or drug analysis is positive.

Employees should also be aware that random testing for a period of one year may be required as a condition for return to employment following completion of a treatment or rehabilitation program for alcohol or drugs. If follow -up testing is required, the City will pay for the first follow -up test and all subsequent follow -up tests that are negative.

An employee whose first follow-up test is positive shall assume full responsibility for all subsequent follow-up testing.

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39 MANAGEMENT RESPONSIBILITIES AND GUIDELINES

A. Department Heads, managers, and supervisors are responsible for reasonable enforcement of this policy.

B. A Department Head, manager, or supervisor may request that an employee under his/her direct supervision submit to an alcohol and/or drug analysis when he/she has a “reasonable suspicion” that an employee is intoxicated or under the influence of drugs or alcohol while on the job.

“Reasonable suspicion” is a belief based on objective facts sufficient to lead a responsibly prudent supervisor to suspect that an employee is under the influence of drugs or alcohol so that the employee’s ability to perform the functions of the job is impaired or so that the ability to perform his/her job safely is reduced.

Examples of conduct that may constitute reasonable suspicion include, but are not limited to:

1. Slurred speech.

2. Alcohol odor on breath.

3. Unsteady walking and movement.

4. Accidents caused by negligence.

5. Physical altercation.

6. Verbal altercation.

7. Unusual behavior.

C. The supervisor requesting an employee to submit to an alcohol and/or drug analysis must document in writing a Performance Impairment Report, on file in the Personnel Department, detailing any reasonable suspicion that the employee in question is intoxicated or under the influence of drugs.

D. The supervisor encountering an employee who refuses an order to submit to an alcohol and/or drug analysis upon request shall remind the employee of the requirements and disciplinary consequences of this policy. Refusal to submit to a test shall be documented by the supervisor and may be deemed insubordination.
(Any employee who refuses to submit to a drug and/or alcohol analysis shall not be forced to submit to such testing.) Where there is a reasonable suspicion that the employee is under the influence of alcohol or drugs, the Department Head or designee should arrange for the employee to be safely transported home.

E. Department Heads and supervisors shall not physically search employees, nor shall they search the personal possessions of employees without their freely
given written consent and in the presence of the employee.

F. Managers or supervisors shall notify their Department Head or designee when they have reasonable suspicion to believe that an employee may have illegal drugs in his or her possession or in an area not jointly or fully controlled by the City.
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40 PHYSICAL EXAMINATION AND RESULTS

A. Physical Examination

The drug and/or alcohol analysis may test for any substance which could impair an employee’s ability to effectively and safely perform the functions of his/her job, including, but not limited to, prescription medication, alcohol, heroin, cocaine, morphine and its derivatives, P. C. P., methadone, barbiturates, amphetamines, marijuana, and other cannabinoids.

Testing will be conducted at Akeso Occupational Medicine. Should the City determine that it is necessary or desirable to change the medical testing facility the City will meet and confer prior to making such changes over any matters within the scope of representation in accordance with Government Code 3500 et sec.

B. Testing Procedures

1. When a supervisor has established a reasonable suspicion that an employee may be under the influence of a controlled substance based upon specific observations, the supervisor shall contact a management employee to confirm the reasonable suspicion. The supervisor shall also contact an Association representative to inform the representative of the immediate situation. If, after reasonable efforts, an Association representative cannot be reached, the City may proceed with the testing.

2. An employee, after being informed of the observations establishing reasonable suspicion and of the requirement for immediate fitness for work examination shall be taken to the medical facility by a City representative. The employee will be required to sign consent forms authorizing: (a) the medical facility to obtain
a urine sample; (b) the testing laboratory to release the results of the testing to the medical facility for physician review and to the City of Vista; and (c) at the employee’s discretion, to the Association.

By signing these consent forms, the employee does not waive any claim or cause of action under the law. An employee’s refusal to sign the release shall constitute a refusal to be examined and tested, and the employee shall be subject to discipline.

3. In an effort to protect individual privacy, employees will not be subject to direct observation while rendering urine samples. If the employee provides urine samples that contain confirmed evidence of any form of tampering or substitution, the act shall constitute a refusal to be tested and the employee
shall be subject to discipline up to and including discharge.

C. Test Results

1. Screening for nine drug groups shall be performed by enzyme immunoassay.

Each sample shall be analyzed individually for each of the nine drug groups, and each immunoassay shall be calibrated specifically for the analyzed drug.

Specimens which are deemed negative shall fall below the following established levels:
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41 Benzodiazepines 300 ng/mL
Methadone 300 ng/mL
Amphetamines 1000 ng/mL
Barbiturates 200 ng/mL
Cocaine 300 ng/mL
Methaqualone 300 ng/mL
Opiates 300 ng/mL
Phencyclidine 25 ng/mL
Cannabinoids 100 ng/mL

All samples screened positive by immunoassay shall be confirmed by gas chromatography/mass spectrometry (GC/MS). The confirmatory tests shall be performed for the specific drug(s) detected by the screening tests.

2. If the employee requests an analysis of the split specimen within seventy -two (72) hours of having been informed of a verified positive test, the City shall direct, in writing, the laboratory who conducted the primary test to provide the split specimen to another certified laboratory for analysis. The certified laboratory which tests the split specimen is determined by the employer. If the split specimen test comes up positive, the cost for the split specimen shall be paid by the employee. If the split specimen test comes up negative, the City will pay for the cost of the test.

3. If an alcohol or drug analysis is confirmed positive, the City shall conduct an investigation to gather all the facts prior to making a decision regarding potential discipline. Any decision to discipline an employee will take into consideration the facts of each case, the employee’s overall performance record, the employee’s willingness to enter into treatment, and the prospects for rehabilitation.

4. If an alcohol or drug analysis is confirmed to be negative, the negative test results shall be documented on the Performance Impairment Report and shall not appear in the employee’s personnel file.

CONFIDENTIALTY

Performance Impairment Reports, laboratory reports or test results shall not appear in an employee’s general personnel file. Information of this nature will be filed in a separate confidential medical folder. As provided for in the Medical Information Consent Form, the reports or test results may be disclosed to City management on a strictly need -to-know basis as determined by the Human Resources Director. Copies of the lab test results will be provided to the employee. Disclosures, without employee consent, may also occur when: (1) the information is compelled by law or by judicial or administrative process; (2) the information has been placed at issue in a formal dispute between the employer and employee; (3) statistical information is needed to administer an employee benefit plan; or, (4) the information is needed by medical personnel for the diagnosis or treatment of the employee who is unable to authorize disclosure.

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42 REHABILITATION

Employees who have problems with drugs or alcohol are encouraged to seek voluntary treatment and rehabilitation. The City has established an Employee Assistance Program (EAP) to assist with such problems. The EAP provides counseling services and will assist employees in referrals to appropriate programs. The City’s health insurance programs may also provide benefits covering alcohol and drug abuse. Volunteering for treatment or rehabilitation will not, however, automatically eliminate the risk of discipline where violation of this policy has been determined. If an employee enters a treatment or rehabilitation program, the following will apply:

A. The employee may be granted a leave of absence with or without pay in accordance with the City’s Personnel Rules. Accrued sick leave will also be approved in conjunction with such leave of absence.

B. The employee may be required to sign a “last chance agreement” in which he/she promises to complete the treatment or rehabilitation program acceptable to the City and to comply with other terms stated therein. Any and all costs associated with a required treatment or rehabilitation program shall be borne by the employee. 06/24/2025
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RESOLUTION NO. 2025-

A RESOLUTION OF THE CITY COUNCIL OF THE CHARTERED CITY OF

VISTA, CALIFORNIA, APPROVING THE MANAGEMENT AND

CONFIDENTIAL EMPLOYEE COMPENSATION PLAN AND REPEALING THE

PROVISIONS OF ANY RESOLUTIONS IN CONFLICT HEREWITH
The City Council of the City of Vista does resolve as follows:

1. Findings. The City Council hereby finds and declares the following:

A. The City Council established a Management and Confidential Employee Compensation Plan by adoption of Resolution 2024-60 on May 14, 2024.

2. Action.

A. The Management and Confidential Employee Compensation Plan, a copy which is on file and available for inspection in the Office of the City Clerk and incorporated herein by reference, is hereby amended and approved.

B. The City Manager is directed and authorized to take all necessary and appropriate action with respect to implementation of the amended Management and Confidential Employee Compensation Plan.

C. The provisions of any resolutions in conflict herewith are repealed and shall be of no further force or effect after July 1, 2025.

3. Adoption. PASSED AND ADOPTED at a meeting of the City Council of the City of Vista held on June 24, 2025, by the following vote:

AYES:

NOES:

ABSTAIN:

APPROVED AS TO FORM:

WALTER CHUNG, CITY ATTORNEY
By:

JOHN FRANKLIN, MAYOR
ATTEST:

KATHY VALDEZ, CITY CLERK
By:

A
ttachment: Management and Confidential Employee Compensation Plan effective July 1, 2025

APPROVED
Walter C. Chung
20250618094957
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EXHIBIT 3

Vista Management & Confidential Employee
Compensation Plan

Table of Contents

Article # Page

1.0 Purpose 1

2.0 Acknowledgements 1

3.0 Management Employees 1

4.0 Confidential Employees 2

5.0 Salaries 4

6.0 Benefits 5

7.0 Acting Pay 14

8.0 Paramedic License Pay 14

9.0 Uniforms 14

10.0 Discrimination / Harassment Prevention Policy 15

11.0 Exempt Management Special Merit Increase 15

12.0 Temporary Appointments 15

13.0 Flexible Staffing of Certain Entry-Level Confidential Positions 15

14.0 Health Reimbursement Arrangement 16

Management and Confidential
Employee Compensation Plan

EFFECTIVE: 07/01/2025
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2 Effective 07/01/2025

CITY OF VISTA

MANAGEMENT AND CONFIDENTIAL

EMPLOYEE COMPENSATION PLAN

1.0 PURPOSE: To maintain a distinct and separate procedure for establishing compensation for unrepresented Management and Confidential employees. The employees in these groups, as designated below, shall be compensated as set forth in this plan. The City Manager shall meet periodically with each group to discuss this plan.

Employees in these groups may not be represented by any employee association which also represents employees who are not in these groups.

2.0 ACKNOWLEDGEMENTS: The City of Vista recognizes the special responsibilities and demands placed upon its unrepresented Management and Confidential employees. The City also notes the need to compensate these employees to maintain a high caliber of top leadership and administrative support. At the same time, the City expects certain levels of performance in return for compensation.

The City Manager may at their discretion grant increased benefits in certain cases to recruit/retain employees (e.g., starting new employee with a bank of vacation; or tradeoff for waiving insurance) and shall be authorized to provide a severance package for at-will employees whose positions have been identified for elimination in a general layoff.

3.0 MANAGEMENT EMPLOYEES:

3.1 Appointed: Employees in this group are exempt from the competitive service.

Their appointments are at-will and incumbents serve at the pleasure of the City Council. In the event that provisions of an Employment Agreement are in conflict with any provisions contained herein, the Employment Agreement provisions shall prevail.

City Manager
City Attorney

3.2 Department Directors: Employees in this group are exempt from the competitive service. Their appointments are at-will and incumbents serve at the pleasure of the City Manager.

Assistant City Manager
City Clerk
Community Development Director
Economic Development Director
Engineering Director
Finance Director/Treasurer
Fire Chief
Human Resources Director
Information Technology Director
Public Works Director
Recreation & Community Services Director
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3 3.3 Exempt Management: Employees in this group are exempt from the competitive service. Their appointments are at-will and incumbents serve at the pleasure of the Appointing Authority.

Administrative Program Manager
Assistant City Attorney
Assistant City Clerk
Assistant Community Development Director
Assistant Finance Director
Assistant Public Works Director
Assistant to the City Manager
Building Official
Capital Projects Manager
City Planner
Climate Action Plan Program Administrator
Code Enforcement Manager
Communications Officer
Community Services Program Manager
Deputy City Attorney
Emergency Services Officer
Engineering Division Manager
Finance Manager
Geographic Information System Analyst
Housing & Homeless Services Division Manager
Housing Program Manager
Human Resources Analyst
Human Resources Manager
Information Technology Analyst
Information Technology Manager
Management Analyst
Principal Engineer
Principal Planner
Principal Transportation Mobility Planner
Public Works Operations Manager
Public Works Supervisor
Recreation & Community Services Operations Manager
Risk & Safety Program Manager
Senior Accountant
Senior Engineer
Senior Capital Projects Manager
Senior Information Technology Analyst
Senior Management Analyst
Senior Planner
Stormwater Program Manager
Waterpark Manager

4.0 CONFIDENTIAL EMPLOYEES: Employees in this group are designated as such by virtue of the fact that they are privy to information used in the conduct of 06/24/2025
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4 employer/employee relations. Confidential positions are designated in the City-Wide Classification and Compensation Index. Confidential Employees are exempt from the competitive service and serve at the pleasure of the Appointing Authority.

5.0 SALARIES:

5.1 A ll unrepresented Management and Confidential employees will receive across- the-board base salary increases as follows:

4 .0% in fiscal year 2025/2026

3.5% in fiscal year 2026/2027

3.0% in fiscal year 2027/2028

3.0% in fiscal year 2028/2029

The effective date of the increase will be the first pay date in July wherein the majority of the days in the pay period fall in July rather than in June.

5.2 Appointed Employees: The salaries for Appointed Employees shall be set by the City Council.

5.3 Department Directors: The City Manager shall periodically review the pay ranges for Department Directors and recommend changes when deemed necessary to the City Council. Such ranges shall consist of a maximum and minimum salary. An adjustment to a salary range shall not prescribe a mandatory adjustment for any incumbent in a Department Director position.

The City Manager shall evaluate each Department Director in writing annually on the anniversary date of the Department Director's appointment to this group. The City Manager shall set the actual salary of each Department Director. The effective date of such salary adjustments shall be established by the City Manager.

5.4 Exempt Management: The City Manager shall periodically review the pay ranges for Exempt Management Employees and recommend changes when deemed necessary to the City Council. Such ranges shall consist of a maximum and minimum salary. An adjustment to a salary range shall not prescribe a mandatory adjustment for any incumbent in an Exempt Management position.

Annually, on the employee's anniversary date, appointing authorities shall evaluate each subordinate Exempt Management employee in writing. Based on those evaluations, the Appointing Authority shall recommend placement of the Exempt Management employee's salary. The number of hours worked in a given year and leaves of absence without pay will not affect an Exempt Management employee’s anniversary date. Exempt Management employees who are appointed to the bottom of the salary range allocated for that classification will be reviewed at the end of six months for merit increase consideration.

5.5 Confidential Employees: The City Manager shall periodically review the pay ranges for Confidential Employees and recommend changes when deemed 06/24/2025
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5 necessary to the City Council. Such ranges shall consist of a maximum and minimum salary with step increases in between. Each step will progress to the maximum in increments of approximately 5%. Advancement through the salary range shall be as set forth in the Personnel Rules. Confidential employees shall be evaluated by their supervisors in the same manner as General employees.

Forms for evaluating the performance of Confidential employees shall be the same as those used to evaluate General employees.

6.0 BENEFITS:

6.1 Health Plan: The City shall contribute the percentages below of the group insurance premium for individual employee coverage and for individual employee plus dependent(s) coverage for full-time and part-time employees who are regularly scheduled to work a minimum of thirty (30) hours per week excluding temporary employees, unless authorized by the City Manager.

• For employees and dependents enrolled in the Kaiser plan, the City shall contribute 90% of the health insurance premium and employees shall contribute the remaining 10% of the premium.

• For employees and dependents enrolled in the narrow HMO plan, the City shall contribute enough of the health insurance premium so that employees pay the same cost share amount as the Kaiser plan.

• For employees and dependents enrolled in the full HMO plan, the City shall contribute 80% of the health insurance premium and employees shall contribute the remaining 20% of the premium.

• For employees and dependents enrolled in the PPO plan, the City shall contribute 76% of the health insurance premium and employees shall contribute the remaining 24% of the premium.

• For employees and dependents enrolled in the City’s dental insurance plan, the City shall contribute 80% of the insurance premium and employees shall contribute the remaining 20% of the premium.

Effective benefit year 2022, employees shall begin contributing 50% of the increase to each program.

6.1.1 Part-time Employees: Part-time employees who are scheduled to work less than thirty (30) hours per week shall not be eligible for group insurance unless authorized by the City Manager. In such cases, the City's contribution shall be prorated based on the employees’ regularly scheduled hours per week.

6.2 Public Employees' Retirement System:

E mployees hired before January 1, 2013, or if hired on or after January 1, 2013, and are not considered “New members” within the meaning of the Public Employees’ Pension Reform Act of 2013 (PEPRA) will be provided the 3% @ 60 Plan for miscellaneous and 3%@50 for Safety. Miscellaneous employees 06/24/2025
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6 currently contribute the entire employee contribution amount of 8% and Safety employees contribute the employee contribution amount of 9%. Safety

E mployees hired on or after January 1, 2013, who are considered “new members” within the meaning of the Public Employees’ Pension Reform Act of 2013, the retirement formula is 2% @ 62 for miscellaneous employees and

2.7%@57 for safety employees, the determination of final compensation and pensionable compensation, and other pension related conditions covered by PEPRA shall be governed by the provisions of PEPRA.

6.2.1 1959 Survivor Benefit For Safety Members

Safety members shall receive the CalPERS Fourth Level 1959 Survivor Benefit for Safety Members. The Fourth Level 1959 Survivor Benefit will take effect upon CalPERS’ adoption of the contract amendment.

6.3 Tuition Reimbursement: The City will reimburse employees for expenses of job- related course-work if approved in advance by the City Manager and if the course work is completed with a grade of "C" or better, or other passing score.

The maximum limit per employee will be $3,000 each fiscal year. Professional development training taken on an employee’s own time that may not provide a grade at the completion of the course, which has been approved by the Human Resources Director before undertaking same, shall also be considered eligible for reimbursement. The procedure for approval is designated in the Administrative Policy manual.

6.4 Holiday Leave: Employees working the 9/80 flex schedule are entitled to eleven (11) days of holiday leave per fiscal year. Employees working the traditional eight (8) hour per day schedule are entitled to twelve (12) days of holiday leave per fiscal year. Holiday leave can be taken in hourly increments.

For accounting purposes, each employee on a flex schedule shall begin with a bank of ninety-nine (99) hours of holiday leave at the beginning of the fiscal year.

Employees are required to use holiday leave each time a City authorized holiday falls on a day when the employee would normally be scheduled to work. When a City authorized holiday falls on a day when City facilities are normally closed, an additional day will not be designated as a holiday. When this occurs, no holiday hours will be deducted from employees’ holiday banks and employees will be able to use them as holiday leave at another time. Such time must be scheduled in advance and approved by the Department Director with consideration given to sufficient staff being available to continue the efficient operation of the department. Holidays occurring during Leave Without Pay are not earned.

Any holiday leave not used by June 30 of the fiscal year shall be forfeited.

6.4.1 Employees beginning employment during the fiscal year will start with a pro-rated holiday leave bank. Hours will be credited as follows:

a. Nine (9) hours for each City authorized holiday (per Article 6.4.3) that has not yet occurred.
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7 b. Nine (9) hours of floating holiday time if the employee start date is prior to March 1; Four and one half (4.5) hours of floating holiday time if the employee start date is between March 1 and April 30; and no floating holiday leave time if the employee start date is between May 1 and June 30.

6.4.2 Employees terminating employment with the City during the fiscal year will receive payment for unused holiday leave as follows:

a. Nine (9) hours for each City authorized holiday (per Article 6.4.3) that has occurred during that fiscal year.

b. Nine (9) hours of personal floating holiday leave. These nine (9) hours are not associated with any particular holiday.

Necessary adjustments to the holiday leave bank upon termination will be deducted from the final pay check.

6.4.3 Authorized Holidays: The City of Vista will authorize the following holidays:

a. January 1, known as "New Year's Day";
b. The third Monday in January, known as “Martin Luther King Day”; c. The third Monday in February, known as "Presidents' Day"; d . The last Monday in May, known as "Memorial Day";
e. July 4, known as "Independence Day";
f. The first Monday in September, known as "Labor Day"; g. November 11, known as "Veteran's Day";
h. The fourth Thursday in November, known as "Thanksgiving Day"; i. The fourth Friday in November, known as "the day after Thanksgiving";
j. December 25, known as "Christmas Day";
k. Any day declared to be a holiday by proclamation of the Mayor, provided, however, that the Mayor shall not declare a holiday except to conform to a holiday declared by the President of the United States or the Governor of California.

6.4.4 Holiday Closure: The Civic Center and certain offsite facilities will be closed from Thursday, December 25, 2025 through Thursday, January 1, 2026. It will reopen to the public on Monday, January 5, 2026.

The Civic Center and certain offsite facilities will be closed from Friday, December 25, 2026 through Friday, January 1, 2027. It will reopen to the public on Monday, January 4, 2027. .

The Civic Center and certain offsite facilities will be closed from Monday, December 27, 2027 through Friday, December 31, 2027. It will reopen to 06/24/2025
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8 the public on Monday, January 3, 2028.

The Civic Center and certain offsite facilities will be closed from Monday, December 25, 2028 through Monday, January 1, 2029. It will reopen to the public on Tuesday, January 2, 2029.

Employees would utilize their accrued leave (Vacation, Comp Time, Floating Holiday) for any non-paid holidays during the closure. The City will increase the personal leave charged to sick leave by 18 hours for the purpose of providing additional leave options to cover certain days during the closure week. If an employee does not have enough leave, they will be allowed to go into a negative vacation leave balance. The employees who utilize the negative vacation leave balance option will temporarily not accrue additional vacation hours until enough pay periods have passed to accrue the vacation leave hours used during this period.

6.5 Attendance and Leave Time: The following provisions apply to Management and Confidential Employees:

6.5.1. Sick Leave
S ick leave shall accrue at the rate of nine (9) hours per month. An employee on leave without pay does not accrue sick leave. Unused sick leave may accumulate without limit. Sick leave with pay can only be granted by the recommendation of the appointing authority for the reasons provided in Personnel Rule 9.2.5.

The following Personnel Rules also apply 9.2.1 Evidence of Illness, 9.2.2 Penalty for Sick Leave Abuse,9.2.3 Illness While on Vacation, 9.2.4 Holidays During Sick Leave and 9.3 Bereavement Leave.

6.5.2. Catastrophic Leave

1. The City shall provide a Catastrophic Leave program. This program shall allow Management and Confidential employees to voluntarily donate a portion of their accumulated sick leave hours for use by another employee of the City who has suffered a catastrophic illness or injury or whose immediate family member’s (i.e., spouse, child, sibling, parent, registered domestic partner or grandparent) catastrophic illness or injury requires the presence of the employee. The donated hours shall be at the donor’s hourly rate. Employees may choose to use their own sick leave allowances for catastrophic leave for an immediate family member before requesting leave from other employees. The implementation shall be at the discretion of the City Manager within the limits delineated in the Catastrophic Leave
Administrative Policy.

6.5.3. Sick Leave Payout to Beneficiary in event of death while employed

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9 to the employee’s designated beneficiary in the event of the employee’s death while employed with the City. The sick leave will be paid at the employee’s normal hourly rate at the time of death.

6.6 Payment for Unused Sick Leave on Retirement: An employee who terminates employment by service retirement with ten (10) or more years of service to the City shall have the following options for converting earned but unused sick leave:

Convert up to twenty-five (25%) percent of the total number of accumulated, unused sick leave hours multiplied by their base salary at retirement.

No payment for unused sick leave will be made until the City receives written confirmation of the employee's retirement from PERS.

The provisions of this section also apply to employees who retire by ordinary disability retirement, provided they meet all the requirements of a service retirement, including ten years of full-time City service.

An employee who retires by service retirement and later changes to industrial disability retirement is not eligible for this payment. In the event such payment has been made to the employee, it shall be returned to the City.

Sick Leave Conversion at Retirement: If a retiree (non-industrial disability) satisfies the eligibility provisions of 6.6 (above) and Personnel Rule 9.8.5, the employee may utilize all or any sick leave amount remaining after the application of 6.6 to offset group insurance premium costs and any increases thereto as a retiree participant on the City's group insurance policy, as defined by the policy document and Personnel Rule 9.8.5. For purposes of this section, the remaining sick leave hours after application of 6.6 shall be converted to dollars at the employee's base hourly pay at retirement and shall be retained by the City for premium payment to the City's group insurance carrier for the retiree and dependent premium until eligibility ceases or such funds have been exhausted.

The provisions of this section do not entitle the retiree to any cash payment of sick leave hours other than those provided in 6.6.

Conversion under this article will reduce the amount of sick leave that can be applied toward PERS Service Credit for Unused Sick Leave.

6.7 Sick Leave Conversion: Any employee in this group has the option of converting the unused sick leave accrual for the fiscal year at the rate of three hours of sick leave to two hours of vacation, provided that the employee retains a minimum of eighty (80) hours sick leave accrued at the end of the fiscal year and after use of this conversion option. Each employee interested in this conversion of sick leave shall notify the City in writing of their intent to convert sick leave by the end of the last pay period in June. Accrual and use of vacation hours provided under this policy shall be governed by applicable City rules. This conversion is only available to employees on the payroll effective July 1 of the new fiscal year.

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10 6.8 Dependent Leave and Personal Leave: Employees may use up to 18 hours of their accrued sick leave on a fiscal year basis for personal leave time and 54 hours dependent leave, or the amount defined by state law.

Currently dependent care leave shall be granted in accordance with state law, which provides that an employee is entitled to use ½ of their annual accrued sick leave to care for a family member (i.e., parent, child, or spouse/registered domestic partner.)

6.9 Flexible Spending Accounts: Effective January 1, 1991, the City will provide a Flexible Spending Account (FSA) in which employees may use pre-tax dollars to pay for childcare, group insurance premiums, or other related expenses.

Program administrative costs will be paid by the City.

6.10 Long-Term Disability Plan: The City shall pay premiums of the Long-Term Disability Plan contracted for by the City.

6.11 Short-Term Disability Plan: Management Employees shall be eligible for the City's Short-Term Disability Plan and premiums shall be paid by the City.

6.12 State Disability Insurance (SDI): Confidential Employees shall be eligible for the City's SDI plan and premiums shall be paid by the City.

6.13 Vision Plan: The City shall pay premiums for the vision plan contracted for by the City on behalf of employees and their dependents.

6.14 Life Insurance: The City shall provide group life insurance for each employee in an amount equivalent to one times annual salary, not to exceed $1000,000.

Supplemental life insurance is available at employee's expense.

6.14.1 In the event of an active employee’s death, the City shall pay a “Survivor’s Benefit” in the lump sum amount of $25,000 to the employee’s designated beneficiary. The maximum payment by the City shall be $25,000 regardless of the number of beneficiaries.

6.15 Vacation: Vacation may be taken as it accrues and may accumulate to no more than 360. When an employee terminates employment with the City, they shall be paid at their base hourly rate for any hours remaining on record for unused, accrued vacation to the maximum accrual allowed.

If the City Manager determines that a Management Employee has been unable to take vacation due to the demands of City business, the City Manager may, on written request of the employee, once annually authorize cash payment for up to 64 hours (80 hours for Department Directors and Appointed Employees) of vacation. To qualify for this benefit, the employee must use an equivalent number of vacation hours to the number of sell-back hours within ninety (90) days of such payment, unless otherwise authorized by the City Manager. If, after the provisions of the above paragraph have been utilized during a fiscal year, a Management Employee's written request to take vacation is refused on the grounds that the City's needs preclude the employee taking time off, and such 06/24/2025
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11 refusal results in the employee exceeding the accrual limit, the City Manager may approve cash compensation at straight time for the hours accrued in excess of the time limit during the period of time in which the requested leave was denied.

6.15.1 Accruals:

A. Appointed Employees and Department Directors:

160 hours during first through fifth years
180 hours during the sixth year through the twentieth year 200 hours during the twenty-first year and thereafter

B. Exempt Management and Confidential:

125 hours during first through fifth years
160 hours during sixth through ninth years
180 hours during the tenth year through the twentieth year 200 hours during the twenty-first year and thereafter

6.16 Administrative Leave: Appointed Employees and Department Directors shall be credited with eighty-five (85) hours of administrative leave accrued on a fiscal year basis on the first full payroll period of July. Management Employees shall be credited with seventy (70) hours. Such leave must be used during the fiscal year or it is forfeited. Should the employee terminate employment with the City for any reason during the fiscal year, any amount of administrative leave taken by the employee over that amount which would have been accrued by the employee by pay period at the date of termination, shall be deducted from the employee's final paycheck. Should the terminating employee have a balance of administrative leave at the time of termination, the employee shall be compensated for that portion of the time, which would have been accrued by the employee by pay period at the date of termination.

6.17 Overtime: Confidential employees shall be compensated for overtime in the same manner as General employees. All paid leave time shall count as hours worked computing overtime. Compensatory time for Confidential employees may be accrued to a maximum of eighty (80) hours.

6.18 Severance Pay: If an employee is requested to resign or terminated from employment, they shall receive severance pay based on years of service according to the following formula, provided that the termination of employment was not the result of a general lay-off:

Zero through five years of service 8 0 hours
Six through ten years of service 160 hours
More than ten years of service 320 hours

The City Manager and City Attorney are exempted from the provisions of this section.
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12 6.19 Bilingual Pay: This provision is not applicable to Appointed Employees or Department Directors. The City agrees to provide additional compensation in the amount of $960 per calendar year for the use of bilingual skills as determined by the Human Resources Director. Effective July 1, 2025, payment for this service will be on a bi-weekly basis in the amount of $36.92 and will commence upon qualification.

Bilingual pay does not accrue during any leave of more than four consecutive weeks. To qualify for and receive bilingual pay, employees must pass a proficiency test as determined appropriate by the City.

The Confidential employee (designated by and certified as bilingual by the Human Resources Director), who regularly serves as the City's switchboard operator, shall receive bilingual pay in the amount of $75 per pay period (full pay periods only).

7.0 ACTING PAY: Any Management or Confidential employee assigned to act in a higher classification, and serving continuously in said higher classification for at least three (3) weeks, shall receive the pay established for said higher classification for all such time worked. At a minimum, the rate of pay shall be at the lowest salary established for said higher classification that results in additional compensation for the acting employee.

Acting pay for Management and Confidential employees requires the approval of the City Manager or designee.

8.0 UNIFORMS
The City provides and maintains uniforms for all management Fire Department personnel. For those employees who are not “new members” under the Public Employees’ Pension Reform Act of 2013 (PEPRA), the City will report on a biweekly basis to CalPERS the monetary value for providing and maintaining the employee’s required uniforms. The City will report the uniform value on a biweekly basis to CalPERS to coincide with payroll reporting. The uniform allowance reported to CalPERS is derived from the City’s operating budget and is $33.65 biweekly ($875 per year) per employee

For those employees who are not “new members” under PEPRA, pursuant to Title 2 CCR Section 571(a)(5), “Uniform Allowance”.

9.0 DISCRIMINATION/HARASSMENT PREVENTION POLICY: All Management and Confidential Employees are subject to the provisions of the Personnel Rules concerning the Discrimination/Harassment Prevention Policy.

10.0 EXEMPT MANAGEMENT SPECIAL MERIT INCREASES: An Appointing Authority may adjust the salary placement of an employee within the salary range of an “Exempt Management” position at any time with the approval of the City Manager. A special merit salary adjustment that occurs outside of the employee’s anniversary date shall change an employee’s salary anniversary date, and the employee will be evaluated annually on their new anniversary date and may receive a salary adjustment as recommended by the appointing authority and approved by the City Manager.

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13 Management Employees who are at the top step in their range may be eligible for performance pay above the top of the range, subject to approval by the City Manager. In such cases, the recommending Department Director shall state the term of the special merit increase for final approval by the City Manager. The duration of the special merit pay shall be for no longer than six months unless extended by the City Manager.

11.0 TEMPORARY APPOINTMENTS: Temporary appointments as addressed in Personnel Rule 4.1.4 may be made to Management and Confidential positions.

12.0 FLEXIBLE STAFFING OF CERTAIN ENTRY- LEVEL CONFIDENTIAL POSITIONS:

12.1 Flexible Staffing means the reclassification of employees in certain entry-level Confidential positions to a higher level after a specified period of time.

12.2 The Confidential Office Specialist I/II and Human Resources Technician I/II positions shall be flexibly staffed, pursuant to the provisions of this Article.

12.3 Flexible staffing is a method that allows a non-competitive promotion from one classification level to another upon the recommendation of the Department Director and approval of the Human Resources Director. It is used for positions within designated classifications where progressively responsible duties are assigned as an employee becomes more proficient and experienced. Normally, positions are filled at the lower level, unless the needs of the department require that the position be filled at the higher level. When an employee is hired at the lower level, the person may be advanced to the higher level after the responsibilities, difficulty and complexity of assigned duties increase with additional experience and knowledge.

A person in a lower level position shall be considered for advancement to the higher level flexibly staffed position after serving for twenty four (24) months in the lower level position. Advancement is not automatic and shall be at the discretion of the Department Director subject to a position classification audit, to be completed prior to the twenty four (24) months, by the Human Resources Office. This does not preclude the City from identifying certain positions in the lower level class that contain primarily routine and repetitive tasks and maintaining those positions at the lower level. The salary of an employee who is advanced to a higher classification by flexible staffing shall be governed by the Personnel Rules pertaining to Compensation on Promotion.

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RESOLUTION NO. 2025-

A RESOLUTION OF THE CITY COUNCIL OF THE CHARTERED CITY OF

VISTA, CALIFORNIA, AMENDING THE CITY-WIDE CLASSIFICATION AND

COMPENSATION INDEX AND REPEALING THE PROVISIONS OF ANY

RESOLUTIONS IN CONFLICT HEREWITH
The City Council of the City of Vista does resolve as follows:

1. Findings. The City Council hereby finds and declares the following:

A. The City Council established a Classification and Compensation Index to designate wage and range scales for employees by its adoption of Resolution No. 2025-79 on May 27, 2025.

B. The City Council desires to amend the City-Wide Classification and Compensation Index to reflect the compensation changes adopted concurrently with the Vista City Employees Association, Vista City Maintenance Association, and the Management and Confidential Employee Compensation Plan.

2. Action.

A. The City-Wide Classification and Compensation Index is hereby amended as provided in Attachment 4A, attached hereto and incorporated herein by reference, and shall take effect as of July 1, 2025.

B. All resolutions in conflict herewith are repealed and shall be of no further force or effect after July 1, 2025.

3. Adoption. PASSED AND ADOPTED at a meeting of the City Council of the City of Vista held on June 24, 2025, by the following vote:

AYES:

NOES:

ABSTAIN:

APPROVED AS TO FORM:

WALTER CHUNG, CITY ATTORNEY
By:

JOHN FRANKLIN, MAYOR
ATTEST:

KATHY VALDEZ, CITY CLERK
By:

A
ttachment: Management and Confidential Employee Compensation Plan effective July 1, 2025

APPROVED
Walter C. Chung
20250618095138
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EXHIBIT 4

CITY OF VISTA

CITY-WIDE CLASSIFICATION AND COMPENSATION INDEX
EFFECTIVE July 1, 2025
Resolution No. Page 1 of 3

AUTHORIZED
DEPARTMENT GROUP CLASSIFICATION RANGE* SUBTOTAL POSITIONS NOTES CITY COUNCIL Elct Mayor 1 3,317$
Elct Councilmember 4 3,196$
Con Secretary to the City Council C28 1 6,054$ - 7,358$ SUBTOTAL 6
CITY MANAGER ----- City Manager MCP 1 -$ - 26,243$ DD Assistant City Manager MCP 1 10,707$ - 22,652$ Mgt Assistant to the City Manager MCP 1 10,424$ - 12,671$ Mgt Communications Officer MCP 1 8,699$ - 10,572$ Mgt Climate Action Plan Program Administrator MCP 1 8,396$ - 10,206$ Mgt Management Analyst MCP 2 F 7,304$ - 8,874$
Con Secretary to the City Manager C28 1 6,054$ - 7,358$ Vma Community Improvement Maintenance Worker II V19 2 A/F 5,007$ - 6,086$ Vma Community Improvement Maintenance Worker I V17 F 4,769$ - 5,796$ Gen Communications Specialist G18 2 4,744$ - 5,766$ Gen Office Specialist II G9 1 F 3,809$ - 4,630$ Code Mgt Code Enforcement Manager MCP 1 8,714$ - 10,592$ Enforcement Gen Senior Code Enforcement Officer G32 1 6,675$ - 8,114$ Gen Code Enforcement Officer II G26 4 5,766$ - 7,009$ Gen Code Enforcement Officer I G19 2 4,861$ - 5,909$ Gen Senior Office Specialist G13 1 4,199$ - 5,104$ Housing and Mgt Housing & Homeless Services Division Manager MCP 1 9,929$ - 12,070$ Homeless Services Mgt Housing Program Manager MCP 1 9,237$ - 11,228$ Mgt Management Analyst MCP 1 7,304$
Gen Staff Assistant G21 1 5,104$ - 6,204$
Gen Senior Office Specialist G13 1 4,199$ - 5,104$ SUBTOTAL 27
INFORMATION DD Information Technology Director MCP 1 10,707$ - 22,652$ TECHNOLOGY Mgt Information Technology Manager MCP 1 10,473$ - 12,727$ Mgt Senior Information Technology Analyst MCP 1 8,524$ - 10,360$ Mgt GIS Analyst MCP 1 7,364$ - 8,950$
Mgt Information Technology Analyst MCP 2 7,364$ - 8,950$ Con Information Technology Technician C26 2 5,766$ - 7,009$ SUBTOTAL 8
HUMAN DD Human Resources Director MCP 1 10,707$ - 22,652$ RESOURCES Mgt Human Resources Manager MCP 1 11, 034$ - 13,410$ Mgt Risk & Safety Program Manager MCP 1 F 8,396$ - 10,206$ Mgt Human Resources Analyst MCP 1 F 7,304$ - 8,874$ Con Human Resources Coordinator C29 1 6,204$ - 7,540$ Con Human Resources Technician II C23 3 F 5,360$ - 6,514$ Con Senior Office Specialist C14 1 4,303$ - 5,231$ Con Office Specialist II C10 1 F 3,904$ - 4,744$ SUBTOTAL 10
ECONOMIC DD Economic Development Director MCP 1 10,707$ - 22,652$ DEVELOPMENT Gen Economic Development Specialist G31 1 6,514$ - 7,918$ SUBTOTAL 2
FINANCE DD Finance Director/Treasurer MCP 1 10,707$ - 22,652$ Mgt Assistant Finance Director MCP 1 11,804$ - 14,348$ Mgt Finance Manager MCP 1 11,034$ - 13,410$
Mgt Senior Management Analyst MCP 2 8,396$ - 10,206$ Mgt Senior Accountant MCP 1 8,396$ - 10,206$
Mgt Management Analyst MCP 1 7,304$ - 8,874$
Con Accountant C31 1 6,514$ - 7,918$
Con Accounting Technician C23 1 5,360$ - 6,514$ Gen Accounting Technician G22 2 5,231$ - 6,357$ Gen Account Clerk G14 3 4,303$ - 5,231$
SUBTOTAL 14
CITY ATTORNEY ----- City Attorney MCP 1 -$ - 24,135$ Mgt Assistant City Attorney MCP 3 F 15,483$ - 18,820$ Con Legal Secretary C25 1 5,627$ - 6,840$
Con Staff Assistant C22 1 5,231$ - 6,357$
Con Senior Office Specialist C14 1 4,303$ - 5,231$ SUBTOTAL 7
CITY CLERK DD City Clerk MCP 1 10,707$ - 22,652$
Mgt Assistant City Clerk MCP 1 6,846$ - 8,319$
Gen Program Assistant G16 1 4,518$ - 5,492$
Gen Office Specialist II G9 1 F 3,809$ - 4,630$ SUBTOTAL 4

MONTHLY SALARY
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Page 2 of 3 ends

AUTHORIZED
GROUP CLASSIFICATION RANGE* SUBTOTAL POSITIONS NOTES
FIRE DD Fire Chief MCP 1 10,707$ - 22,652$
DEPARTMENT Vco Deputy Fire Chief FM40 2 15,075$ - 18,324$ Vco Fire Division Chief FM30 1 14,474$ - 17,593$
Vco Fire Battalion Chief (40-hour) FM15 1 13,841$ - 16,824$ Vco Fire Battalion Chief (56-hour) FM10 3 12,583$ - 15,295$ Vco Fire Marshal FM20 1 12,583$ - 15,295$
Mgt Emergency Services Officer MCP 1 9,436$ - 11,471$ Mgt Management Analyst MCP 2 7,304$ - 8,874$
Fir Fire Captain S80 19 9,472$ - 11, 513$
Fir Fire Engineer S70 18 8,186$ - 9, 954$
Fir Firefighter/Paramedic S30 42 A 7,872$ - 9, 572$ Fir Fightfighter/Paramedic Recruit (40-hour) S29 A/F - 5,343$ Fir Assistant Fire Marshal S85 1 9,473$ - 11, 515$ Fir Fire Inspector S35 4 6,658$ - 8, 924$
Fir Emergency Medical Technicians I/II (EMT) (40-hour) S20/S21 18 6 partially funded 3,294$ - 4, 204$ Gen Staff Assistant G21 1 5,104$ - 6,204$
Gen Senior Office Specialist G13 2 4,199$ - 5,104$ SUBTOTAL 117
PUBLIC WORKS DD Public Works Director MCP 1 10,707$ - 22,652$ Administration Mgt Assistant Public Works Director MCP 1 12,220$ - 14,855$ Mgt Public Works Operations Manager MCP 1 11,034$ - 13,410$ Mgt Administrative Programs Manager MCP 1 8,396$ - 10,206$ Mgt Management Analyst MCP 1 7,304$ - 8,874$
Con Management Assistant C32 1 6,675$ - 8,114$
Gen Wastewater Asset Program Specialist G32 1 6,675$ - 8,114$ Gen Senior Account Clerk G18 1 4,744$ - 5,766$
Gen Office Specialist II G9 3 F 3,809$ - 4,630$ Vehicle Mgt Public Works Supervisor MCP 1 7,444$ - 9,048$ Maintenance Vma Fleet Maintenance Worker III V29 2 6,390$ - 7,767$ Vma Fleet Maintenance Worker II V25 3 A/F 5,796$ - 7,044$ Vma Fleet Maintenance Worker I V21 F 5,258$ - 6,390$ Right-of-Way Mgt Public Works Supervisor MCP 1 7,444$ - 9,048$ Maintenance Vma Street Maintenance Worker III V23 4 5,520$ - 6,710$ Vma Street Maintenance Worker II V19 12 A/F 5,007$ - 6,086$ Vma Street Maintenance Worker I V17 F 4,769$ - 5,796$ Vma Maintenance Worker Trainee V11 4,119$ - 5,007$ Sanitary Sewer Mgt Public Works Supervisor MCP 1 7,444$ - 9,048$ Maintenance Vma Wastewater Worker III V27 3 6,086$ - 7,397$ Vma Wastewater Worker II V22 12 A/F 5,387$ - 6,547$ Vma Wastewater Worker I V20 F 5,131$ - 6,236$
Vma Maintenance Worker Trainee V11 4,119$ - 5,007$ Park/Facility Mgt Public Works Supervisor MCP 2 7,444$ - 9,048$ Maintenance Vma Park Maintenance Worker III V23 2 5,520$ - 6,710$ Vma Facilities Maintenance Worker III V23 2 5,520$ - 6,710$ Vma Facilities Maintenance Worker II V19 4 A/F 5,007$ - 6,086$ Vma Facilities Maintenance Worker I V17 4,769$ - 5,796$ Vma Maintenance Worker Trainee V11 4,119$ - 5,007$ SUBTOTAL 60
RECREATION & DD Recreation & Community Services Director MCP 1 10,707$ - 22,652$ COMMUNITY Mgt Recreation & Community Services Operations Manager MCP 2 11,034$ - 13,410$ SERVICES Mgt Community Services Program Manager MCP 2 8,396$ - 10,206$ Mgt Waterpark Manager MCP 1 8,396$ - 10,206$
Mgt Management Analyst MCP 1 7,304$ - 8,874$
Gen Theater Technical Coordinator G19 1 4,861$ - 5,909$ Gen Senior Account Clerk G18 1 4,744$ - 5,766$
Vma Waterpark Facility Specialist V23 1 5,520$ - 6,710$ Gen Assistant Waterpark Manager G18 2 4,744$ - 5,766$ Gen Ticket Office Supervisor G19 1 4,861$ - 5,909$ Gen Theater Administrative Coordinator G19 1 4,861$ - 5,909$ Gen Staff Assistant G21 1 5,104$ - 6,204$
Gen Senior Office Specialist G13 1 4,199$ - 5,104$ Gen Park Ranger G12 4 4,098$ - 4,981$
Gen Recreation Leader IV G10 1 3,904$ - 4,744$
Gen Office Specialist II G9 1.75 3,809$ - 4,630$ Gen Recreation Coordinator GN/AD34 4 4,471$ - 5,436$ Gen Food Services Supervisor GN33 1 4,364$ - 5,304$ Gen Bus Driver GN15 0.875 3,679$ - 4,471$
SUBTOTAL 28.625
Resolution No.

MONTHLY SALARY
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Resolution No. Page 3 of 3

AUTHORIZED
GROUP CLASSIFICATION RANGE* SUBTOTAL POSITIONS NOTES
COMMUNITY DD Community Development Director MCP 1 10,707$ - 22,652$ DEVELOPMENT Mgt Assistant Community Development Director MCP 1 14,504$ - 16,331$ Planning Mgt City Planner MCP 1 11,713$ - 12,913$ Mgt Senior Planner MCP 1 8,472$ - 10,296$
Gen Associate Planner G36 1 7,358$ - 8,944$
Gen Junior Planner G24 1 5,492$ - 6,675$
Gen Staff Assistant G21 1 5,104$ - 6,204$
Development Mgt Building Official MCP 1 12,801$ - 15,555$ Services Gen Plan Check Engineer G44 1 8,944$ - 10,872$ Gen Junior Plan Check Engineer G32 1 6,675$ - 8,114$ Gen Senior Building Inspector G36 1 7,358$ - 8,944$ Gen Building Inspector II G32 2 A/F 6,675$ - 8,114$ Gen Supervising Dev. Services Tech G32 1 6,675$ - 8,114$ Gen Senior Dev. Services Tech G30 1 6,357$ - 7,727$ Gen Development Services Tech II G27 1 F 5,909$ - 7,182$ Gen Senior Office Specialist G13 1 4,199$ - 5,104$ SUBTOTAL 17
ENGINEERING DD Engineering Director/City Engineer MCP 1 10,707$ - 22,652$ Mgt Engineering Division Manager MCP 1 14,056$ - 17,086$ Mgt Senior Engineer MCP 1 11,209$ - 13,621$
Mgt Senior Capital Projects Manager MCP 1 10,223$ - 12,424$ Mgt Capital Projects Manager MCP 1 9,237$ - 11,228$ Mgt Administrative Programs Manager MCP 1 8,396$ - 10,206$ Gen Right of Way Agent G48 1 9,862$ - 11,986$
Gen GIS Mapping Technician G25 1 5,627$ - 6,840$ Stormwater Mgt Stormwater Program Manager MCP 1 9,929$ - 12,070$ Gen Sr. Environmental Specialist G36 1 7,358$ - 8,944$ Gen Environmental Specialist II G32 3 F 6,675$ - 8,114$ Mgt Management Analyst MCP 1 7,304$ - 8,874$
Traffic Mgt Engineering Division Manager MCP 1 14,056$ - 17,086$ Engineering Mgt Principal Transportation Mobility Planner MCP 1 12,588$ - 15,292$ Gen Traffic Systems Operations Specialist G44 1 8,944$ - 10,872$ Gen Assistant Engineer G38 1 7,727$ - 9,392$
Gen Senior Office Specialist G13 1 4,199$ - 5,104$ Land Mgt Senior Engineer MCP 1 11,209$ - 13,621$
Development Gen Assistant Engineer G38 2 7,727$ - 9,392$ Gen Construction Inspector II G32 1 F 6,675$ - 8,114$ Sewer Projects Mgt Engineering Division Manager MCP 1 14,056$ - 17,086$ Mgt Principal Engineer MCP 1 12,588$ - 15,292$
Mgt Senior Engineer MCP 1 11,209$ - 13,621$
Mgt Capital Projects Manager MCP 1 9,237$ - 11,228$ Gen Computerized Maint. Management Systems Specialist G44 1 8,944$ - 10,872$ Gen Assistant Engineer G38 1 7,727$ - 9,392$
Gen Senior Construction Inspector G36 1 7,358$ - 8,944$ Gen Construction Inspector II G32 2 F 6,675$ - 8,114$ Gen Engineering Technician II G31 1 F 6,514$ - 7,918$ SUBTOTAL 33
333.625
GROUP KEY: Elct-Elected Official; DD-Department Director; Mgt-Management; Vco - (VCOA); Gen-General (VCEA); Vma-General (VCMA); Fir-Fire (VFFA); Con-Confidential; MCP-Mgmt. Compensation Plan; GN-Nutrition Center (VCEA); AD-Adobe (VCEA) NOTES:

A Number of allocated positions may vary within the stated ranges provided the aggregate total does not change.

PT
F
ADDITIONAL NOTE *The salary ranges for all groups except the MCP group are approximate numbers. The actual numbers for these groups are contained in each respective salary table. The range numbers for the MCP group are the actual minimums and maximums of the salary ranges.

MONTHLY SALARY

TOTAL POSITIONS
Part-time Position
Human Resources Management Analyst/Assistant, Risk and Safety Management Analyst/Assistant and Assistant City Attorney/Deputy City Attorney are flexibly staffed classifications. Incumbents of the lower classification may be advanced to the higher classification at the discretion of the appointing authority and approval of the Human Resources Director. The salary range for the Human Resources and Risk and Safety Management Assistant, which is included in the Confidential Employee Group, is 10% below Management Analyst. The salary range for Deputy City Attorney is 15% below Assistant City Attorney. Firefighter/Paramedic Recruit and Firefighter/Paramedic are flexibly staff positions. Human Resources Technician I/II, Engineering Technician I/II, Environmental Specialist I/II, Development Services Technician I/II, Community Improvement Maintenance Worker I/II, Fleet Maintenance Worker I/II, Facility Maintenance Worker I/II, Office Specialist I/II, Construction Inspector I/II, Building Inspector I/II, Street Maintenance Worker I/II, Wastewater Worker I/II, and Park Maintenance Worker I/II are also flexibly staffed classifications. 06/24/2025
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Vista City Council
June 24, 2025