Agenda packet — West Sacramento City Council, January 17, 2024 (part 5 of 9)

Longevity: Completion of 10th year of service = 2.5%;
Completion of 12th year of service = additional 2.5%;
Completion of 15th year of service = additional 5.0%
Total of 10.0%.

Sworn employees may have prior years of qualifying service included in their City years of service if they previously worked in a sworn capacity with a POST participating agency. Prior years of service must be verified by submitting a copy of POST Profile. Additional documentation may be requested if necessary.

Management Leave: None
Medical, Dental and Vision
Insurance:

All POA employees receive a set dollar amount to purchase benefits (cafeteria plan). Health plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. Dental plan is through Delta Dental PPO. Vision plan is through Vision Service Plan (VSP).

The employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as follows:
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed one hundred percent (100%) of the PORAC plan for employee only and the cost of employee only dental and vision per month. • Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed eighty-five percent (85%) of the PORAC plan for employee plus one and eighty-five percent (85%) of the cost of employee plus one dental and vision per month.
• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed eighty-five percent (85%) of the PORAC plan for employee plus two or more and eighty-five percent (85%) of the employee plus two or more dental and vision plans per month.

In no event shall the contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective the pay period after ratification and inclusive of approval by the City Council in January 2024, the employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life (if applicable) at the employee only level at minimum.
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month. • Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month. • Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
620
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/2024 – 12/31/2024

Page 3 ends

Medical, Dental and Vision
Insurance Share the Savings
(Opt Out):

Employees hired before 7/1/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the family rate depending on coverage selected.

Employees hired after 6/30/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the employee only rate. Employees can purchase up to the family rate with the opt out funds.

Medical, Dental, and Vision
After Retirement:

For employees and retirees hired before 1/1/2002: The City supplements the unequal, minimum contribution amount up to 100% of medical premiums indexed to the PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier. Dental and vision premiums to be paid by the retiree.

For employees hired between 12/31/2001 and 06/30/2018: The City supplements the unequal, minimum contribution amount so that the total amount available to the retiree for medical premiums for retirees is as follows:
10-14 years of service = 50% of premiums
15-19 years of service = 75% of premiums
20 or more years of service = 90% of premiums.

For employees hired after 6/30/2018: The City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA). In addition to the PEMHCA minimum, employees will receive the following contributions to their Retiree Health Savings account:
• From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account • After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account.
• After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account.
• After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution. 621
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/2024 – 12/31/2024

Page 4 ends

Non-PERSable Retention Pay: Effective the payroll period after ratification and inclusive of approval by the City Council in January 2024, all employees will receive a one-time, non-PERSable lump sum signing bonus of one-thousand and five hundred dollars ($1,500).

Effective pay period inclusive of December 1, 2024, all employees will receive a one-time, non-PERSable lump sum retention bonus payment of three thousand dollars ($3,000).

Off-Duty Court Time: Paid at 1-1/2 regular rate of pay for a minimum of 4 hours. Applies to hours that are noncontiguous to the employee's regular duty hours.

Officer In Charge: Additional 5% of their hourly rate of pay for all regular hours worked.

On-Call/Stand-by: $4.00 per hour. If called out, paid at 1-1/2 regular rate of pay for a minimum of 2 hours of work.

Overtime Meal Allowance: An additional 30 minute meal allowance will be provided if overtime exceeds 2 hours Overtime: 1-1/2 times regular rate of pay (either 8, 9 or 10 hour days). Overtime to be taken in cash or CTO. All accrued CTO to be paid off at termination at regular rate of pay. CTO not to accrue in excess of 140 hours.

An employee may only use or cash out compensatory time off during the calendar year in which it is earned. All accrued and unused compensatory time off balances will be cashed out on the last pay date of each calendar year so that the employee’s compensatory time off account is reduced to a zero balance. No unused compensatory time off hours may be carried over to a subsequent calendar year. No compensatory time off can be elected for overtime worked during the last pay period of the calendar year.

Probationary Period: Entry Level: Eighteen months at discretion of the Chief of Police.

Laterals: Twelve months at discretion of the Chief of Police.

Retirement: For employees hired on or after January 1, 2013, who have never been a CalPERS member, have not been a CalPERS member in the past 180 days, and who are not eligible for reciprocity with another California public retirement system as defined by the Public Employees’ Pension Reform Act (PEPRA), and are not a rehire who is formerly a classic member, the retirement formula will be 2.7% @ 57 in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA). Employee pays entire employee contribution as determined by CalPERS on a pre-tax basis. This tier includes 3 year final compensation.

For employees hired between October 8, 2011, and December 31, 2012, or classic members as defined by CalPERS, the retirement formula will be 3% @ 55; employee pays entire 9% of employee’s contribution on a pre-tax basis. This tier includes 3 year final compensation.

These employees also pay 4.325% to cost share for the 3% @ 55 formula on a pre-tax basis.

For employees hired before October 8, 2011, the retirement formula will be 3% @ 50; employee pays entire 9% of employee’s contribution on a pre-tax basis. This tier includes 1 year final compensation. These employees also pay 4.325% to share in the cost of the 3% @ 50 formula on a pre-tax basis.

All tiers include 1959 Survivor's Benefit – 4th level; City pays $2.00 per month for benefit; enhanced Non-Job Related Disability options; and unused sick leave credit.

New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 3% @ 55 plan, in accordance with PEPRA. 622 City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/2024 – 12/31/2024

Page 5 ends

Safety Equipment: Department issued.

Salary Increases: Effective the first payroll period after ratification and inclusive of approval by the City Council, employees shall receive a general salary increase of ten percent (10.0%).

Police Liaison Officer: Additional 5% of their hourly rate of pay for all regular hours worked.

Sick Leave: 12 days per year. Unlimited accumulation. Up to 50% payoff of hours at separation rate of pay at retirement, layoff or death and remaining hours reported to CalPERS as additional service credit – OR – 100% of hours to be reported to CalPERS as additional service credit.

Standard Work Schedule: For all full-time employees, the standard work day shall be from eight (8) to twelve and onehalf (12-1/2) hours of work performed, not including any unpaid non-work time, as determined by the Chief of Police.

Unfunded Liability: All employees contribute $10 per month to be used to reduce the unfunded liability for retiree medical.

Vacation: 1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Effective 7/1/2014, maximum accumulation to 19 years of service = 240 hours per year; maximum accumulation 20+ years of service = 300 hours per year. Total payoff at separation.

Annually through December 31, 2024, eligible employees will have the opportunity to sell back unused accrued vacation hours. To be eligible for the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holidays) in the calendar year and submit a request form by December of that calendar year, which will be paid in January of the following year. Eligible employees may sell back up to 80 hours of accrued vacation time in the second pay period of January each calendar year.

The decision by an employee to cash out vacation hours is irrevocable. The hours shall be converted to a dollar amount based on the employee’s regular rate of pay at the time of buy back.

Employees in this group should refer to the City Personnel Rules or Memorandum of Understanding for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment. 623
City of West Sacramento
Benefits Summary
WEST SACRAMENTO POLICE OFFICER'S ASSOCIATION (Civilian) Police Records Technician I/II/Senior, Community Services Officer I/II/Senior, Code Enforcement Officer I/II/Senior, Crime Scene Investigator I/II/III, Property & Evidence Technician I/II, Youth Counselor, Crime Analyst I/II/Senior, Police Services Coordinator TERM OF AGREEMENT: 01/01/20242 - 12/31/20243
Agency Shop: Yes.

Alternate Work Schedule: Alternate work schedule of 4-10 or 9-80 as approved by the Chief.

Association Time Bank: All employees contribute ½ hour of vacation time during the first full payperiod that begins in January of each year to an Association Time Bank.

Auto Allowance: None
Bereavement & Reproductive
Loss Leave:
2-4 days depending upon relationship of employee to deceased. Additional 2 days discretionary. See Personnel Rules.

Bilingual Pay: Employees possessing and utilizing bilingual skills on duty shall receive an additional 5% of their hourly rate of pay. The number of individuals to receive this pay, the languages eligible, and the qualification requirements will be determined by the City.

Call Back: Paid minimum of 2 hours at 1-1/2 regular rate of pay.

Career Enchancement &
Wellness:

The City will reimburse up to one thousand dollars ($1000) per fiscal year to all eligible employees (pro-rated for new hires) for materials and fees for career enhancement & wellness activities. including, but not limited to, job-related classes; classes taken at an accredited college or university in pursuit of a degree; and job-related equipment. Items qualifying for reimbursement include reference books and manuals related to the employee's line of work or approved classes; AV media related to career development; and computer hardware and software and/or other accessories/equipment which can aid the employee in the performance of their job duties and/or advance skills that would enhance job performance, including keyboards, monitors, computer mouse(s)/pointing devices, headsets/earphones, webcams, and printers/printer ink.

Deferred Compensation: Voluntary
Educational Incentive Program: 2.5% for Associate’s Degree OR 54% for a Bachelor’s Degree; and 2.5% for a Master’s Degree.

Maximum educational incentive is 76.5%.

Fitness Center: All civilian employees may workout at the department or the City’s recreation facility at no cost.

Holidays: All members earn 11296 hours of holiday time per calendar year (120 listed holidays plus 2 floating holidays) to be used as time off. The holiday time can be taken at any time after it is earned (the pay period in which the holiday occurs or July 1 for floating holidays). Upon separation, employees are only entitled to payout for any unused floating holiday time. Upon retirement, employees are entitled to cash out all unused holiday time at their separation rate of pay. Upon resignation, layoff or lawful termination, employees are not entitled to any payout for unused holiday time (no cash out).There is no payout for unused holiday time accrued from the 10 listed holidays in Section 16.1.1. (no cash out).

Longevity: Completion of 10th year of service = 2.5%; Completion of 15th year of service = additional 2.5% for total of 5%.

Long-Term Disability: Voluntary
Management Leave: None
Meal Allowance: An additional 30-minute meal allowance will be provided if overtime exceeds 2 hours. 624
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/20242 – 12/31/20243

Page 2 ends

Medical and Dental After
Retirement:

For employees and retirees hired before 7/1/2018: The premiums will be paid, indexed to the CalPERS PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier.
10-14 years of service = $50 + 25% of premiums
15-19 years of service = $75 + 30% of premiums
20 or more years of service = $100 + 50% of premiums
Benefit never to exceed 75% of total premium or seven hundred fifty dollars ($750), whichever is less.

Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution. 625
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/20242 – 12/31/20243

Page 3 ends

Medical, Dental, Life and Vision
Insurance:

All POA employees receive a set dollar amount to purchase beneftis (cafeteria plan). Health plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. Dental plan is through Delta Dental. Vision plan is through Vision Service Plan (VSP). The life insurance is a $16,000 term life insurance with $1,000 coverage for a spouse and children aged 6 months to 23 years, and $100 coverage for children aged 14 days to 6 months.

In no event shall the contribution exceed 100% of the selected plan premium cost including dental and vision.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Medical, Dental and Vision
Insurance Share the Savings
(Opt Out):

Employees hired before 7/1/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred seventy five dollars ($475) per month. The Share the Savings dollars may be diverted to a deferred compensation plan or supplemental salary according to the procedures governing cafeteria plans as established by law. In addition, the City will pay 100% of the premiums for basic dental, and basic vision up to the family rate depending on coverage selected.

Employees hired after 6/30/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five ($475). The Share the Savings dollars may be diverted to a deferred compensation plan or supplemental salary according to the procedures governing cafeteria plans as established by law. In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the employee only rate. Employees can purchase up to the family rate with the opt out funds. 626
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/20242 – 12/31/20243

Page 4 ends

Effective pay period inclusive of December 1, 2024, all employees will receive a one-time, nonPERSable lump sum retention bonus payment of three thousand dollars ($3,000).Effective the payroll period after ratification and approval by the City Council, employees will receive a onetime, non-PERSable lump sum signing bonus of three percent (3%) of annual base pay.

Effective pay period inclusive of July 1, 2023, employees will receive a one-time, non-PERSable lump sum retention payment of three percent (3%) of annual base pay.

Off-Duty Court Time: Paid at 1-1/2 regular rate of pay for a minimum of 4 hours. Applies to hours that are noncontiguous to the employee's regular duty hours.

On-Call/Stand-by: $4.00 per hour. If called out, paid at 1-1/2 regular rate of pay for a minimum of 2 hours of work.

Overtime: 1-1/2 times regular rate of pay (either 8, 9 or 10 hour days). Overtime to be taken in cash or CTO. CTO not to accrue in excess of 80 hours. All accrued CTO to be paid off at termination.

Probationary Period: 12 months.

Records Trainer Differential: A Records Trainer, while actually training a new Police Records Technician for the Department will be compensated an additional 5% of their hourly rate of pay for every training day. Record Trainers are expected to perform their training duties during their normal tour of duty and will not receive overtime for training duties unless specifically authorized by the Chief of Police or their designee. A Records Trainer called upon to act in the capacity of a supervisor will be compensated an additional 5% of their hourly rate of pay after working one (1) regular work shift (eight (8), nine (9) or ten (10) consecutive hours) in the supervisory capacity. During these periods, the Records Trainer will have the same authority and responsibility as the supervisor they replace. The Records Trainer training compensation will not be compounded with the supervisory compensation.

Code Enforcement Officer
Trainer Differential:

A Code Enforcement Officer Trainer, while actually training a new Code Enforcement Officer for the Department will be compensated an additional 5% of their hourly rate of pay for every training day. Code Enforcement Officer Trainers are expected to perform their training duties during their normal tour of duty and will not receive overtime for training duties unless specifically authorized by the Director of Community Development or their designee.

Retiree Health Savings: The City shall contribute $15 per pay period on behalf of each employee hired before 7/1/2018 to the VantageCare Retiree Health Savings plan. The Association may set or adjust the employee contribution amount annually by November 15th. 627
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/20242 – 12/31/20243

Page 5 ends

Retirement: For employees hired on or after January 1, 2013, who have never been a CalPERS member, have not been a CalPERS member in the past 180 days, and who are not eligible for reciprocity with another California public retirement system as defined by the Public Employees’ Pension Reform Act (PEPRA), and are not a rehire who is formerly a classic member, the retirement formula will be 2% @ 62 in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA) and includes highest thirty-six months for final compensation determination and Unused Sick Leave Credit. Employee pays entire contribution as determined by CalPERS on a pre-tax basis.

For employees hired between February 11, 2012, and December 31, 2012, or classic members as defined by CalPERS, the retirement formula shall be the 2% @ 60 formula, highest thirty-six months for final compensation determination, 3rd level of the 1959 Survivor Benefit, Military Service Credit as Public Service, and Unused Sick Leave Credit. Employee pays entire 7% employee contribution on a pre-tax basis.

For employees hired before February 11, 2012, the retirement formula shall be the 2.5% @ 55 plan, includes highest thirty-six months for final compensation determination, 1959 Survivor's Benefit (3rd Level) and Unused Sick Leave Credit. Employee pays entire 8% employee contribution on a pre-tax basis.

New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 2% @ 60 plan, in accordance with PEPRA..

Safety Equipment: Department issue
Salary Increases: Effective the first payroll period after ratification and inclusive of approval by the City Council, employees shall receive a general salary increase of fivethree percent (53.0%).

Effective the first pay period after ratification and approval by the City Council, the following classifications shall receive an equity adjustment as follows:

Community Services Officer I 4.27%
Community Services Officer II 6.00%
Crime Analyst II 8.40%
Crime Scene Investigator I 2.00%
Crime Scene Investigator II 2.00%
Crime Scene Investigator III 2.00%
Police Records Technician II 3.47%
Police Services Coordinator 7.71%
Retroactivity of 2022 GSI and Equity Adjustments: Effective the first pay period after ratification and approval by the City Council, employees will receive a one-time, non-PERSable lump sum, payment retroactive to January 1, 2022 which equates to three percent (3%) of annual base pay.

Effective pay period inclusive of January 1, 2023, employees shall receive a general salary increase of three percent (3.0%).

Shift Differential: A civilian employee shall receive a night shift differential of five percent (5%) of their hourly rate of pay as additional compensation if more than one-half (.5) of their standard workday is before 8:00 a.m. or after 5:00 p.m.Paid additional 5% of hourly rate of pay if ½ of work period is before regular shift starts or after regular shift ends. 628
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Civilian) 01/01/20242 – 12/31/20243

Page 6 ends

Unfunded Liability: Employee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.

Annually through December 31, 20243, eligible employees will have the opportunity to sell back unused accrued vacation hours. To be eligible for the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holidays) in the calendar year and submit a request form by December of that calendar year, which will be paid in January of the following year. Eligible employees may sell back up to 80 hours of accrued vacation time in the second pay period of January each calendar year.

The decision by an employee to cash out vacation hours is irrevocable. The hours shall be converted to a dollar amount based on the employee’s regular rate of pay at the time of buy back.

Employees in this group should refer to the City Personnel Rules or Memorandum of Understanding for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment. 629
City of West Sacramento
Benefits Summary
WEST SACRAMENTO POLICE OFFICER'S ASSOCIATION (Sworn)
Police Officers & Police Sergeants
TERM OF AGREEMENT: 1/1/20224 – 12/31/20243
Agency Shop: Yes
Association Time Bank: All employees contribute ½ hour of vacation time during the first full pay period that begins in January of each year to an Association Time Bank.

Auto Allowance: None
Bereavement & Reproductive
Loss Leave:
2-4 days depending upon relationship of employee to deceased. Additional 2 days discretionary. See Personnel Rules.

Call Back: Paid minimum of 2 hours at 1-1/2 regular rate of pay.

Career Enchancement &
Wellness:

Deferred Compensation: Voluntary.

Educational Incentive Program
& POST Certificates:

Upon verification, employees shall receive four point two five percent (4.25%) of their hourly rate of pay for a Bachelor’s degree.

Upon verification, employees shall receive an additional two and one-half percent (2.5%) of their hourly rate of pay for a Master’s degree.

Maximum incentive under Educational Incentive Program is six and one-halfpoint seven five percent (6.75%).

Upon verification, employees shall receive four point eight fivetwo percent (4.852%) of their hourly rate of pay for an Intermediate POST certificate.

Upon verification, employees shall receive an additional fivetwo and one-half percent (2.5%) of their hourly rate of pay for an Advanced POST certificate.

Maximum incentive under POST Certificate Incentives is ninefour- point eight five percent (4.59.85%).

The incentives Education Incentive Program and POST Certificate Incentives shall be cumulative and not compounded. The maximum incentive under these sections shall be sixteen point sixeleven percent (16.61%).

Fitness Incentive: $27.50 per pay period for personnel who meet specified criteria.

FTO Pay: Additional 5% of their hourly rate of pay for all regular hours worked. 630
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20242 – 12/31/20243

Page 2 ends

Holidays: All members will earn one hundred and twelveninety-six (11296) hours of holiday time per calendar year (the 120 listed holidays in Section 16.1.1 plus 2 floating holidays) to be used as time off. Holiday time can be taken at any time after it is earned (the pay period in which the holiday occurs or July 1 for floating holidays). Upon separation, employees are only entitled to payout for any unused floating holiday time. Upon retirement, employees are entitled to cash out all unused holiday time at their separation rate of pay. Upon resignation, layoff or lawful termination, employees are not entitled to any payout for unused holiday time (no cash out).There is no payout for unused holiday time accrued from the 10 listed holidays in Section 16.1.1. (no cash out).

K-9 Pay: Paid at one-and one-half Officer’s regular rate of pay for 30 minutes per day, 7 days per week.

City will also reimburse for purchase of dog food, grooming supplies and veterinary expenses for service related injury or illness including routine examinations and vaccinations.

Longevity: Completion of 10th year of service = 2.5%;
Completion of 12th year of service = additional 2.5%;
Completion of 15th year of service = additional 5.0%
Total of 10.0%.

Management Leave: None
631
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20242 – 12/31/20243

Page 3 ends

Medical, Dental and Vision
Insurance:

In no event shall the contribution exceed 100% of the selected plan premium cost including dental and vision.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Medical, Dental and Vision
Insurance Share the Savings
(Opt Out):

Employees hired before 7/1/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). The Share the Savings dollars may be diverted to a deferred compensation plan or supplemental salary according to the procedures governing cafeteria plans as established by law. In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the family rate depending on coverage selected.

Employees hired after 6/30/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). The Share the Savings dollars may be diverted to a deferred compensation plan or supplemental salary according to the procedures governing cafeteria plans as established by law. In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the employee only rate. Employees can purchase up to the family rate with the opt out funds.
632
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20242 – 12/31/20243

Page 4 ends

Medical, Dental, and Vision
After Retirement:

Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution.

Effective pay period inclusive of December 1, 2024, all employees will receive a one-time, non-PERSable lump sum retention bonus payment of three thousand dollars ($3,000).Effective the payroll period after ratification and approval by the City Council, employees will receive a one-time, non-PERSable lump sum signing bonus of three percent (3%) of annual base pay.

Effective pay period inclusive of July 1, 2023, employees will receive a one-time, non-PERSable lump sum retention payment of three percent (3%) of annual base pay. 633 City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20242 – 12/31/20243

Page 5 ends

Off-Duty Court Time: Paid at 1-1/2 regular rate of pay for a minimum of 4 hours. Applies to hours that are noncontiguous to the employee's regular duty hours.

Officer In Charge: Additional 5% of their hourly rate of pay for all regular hours worked.

On-Call/Stand-by: $4.00 per hour. If called out, paid at 1-1/2 regular rate of pay for a minimum of 2 hours of work.

Probationary Period: Entry Level: Eighteen months at discretion of the Chief of Police.

Laterals: Twelve months at discretion of the Chief of Police.

These employees also pay 4.325% to cost share for the 3% @ 55 formula on a pre-tax basis.

All tiers include 1959 Survivor's Benefit – 4th level; City pays $2.00 per month for benefit; enhanced Non-Job Related Disability options; and unused sick leave credit.

New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 3% @ 55 plan, in accordance with PEPRA.

Safety Equipment: Department issued.
634
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20242 – 12/31/20243

Page 6 ends

Salary Increases: Effective the first payroll period after ratification and inclusive of approval by the City Council, employees shall receive a general salary increase of tenthree percent (103.0%).

Effective the first pay period after ratification and approval by the City Council, the following classifications shall receive an equity adjustment as follows:

Police Officer 2.00%
Police Sergeant 2.00%
Retroactivity of 2022 GSI and Equity Adjustments: Effective the first pay period after ratification and approval by the City Council, employees will receive a one-time, non-PERSable lump sum, payment retroactive to January 1, 2022 which equates to three percent (3%) of annual base pay.

Effective pay period inclusive of January 1, 2023, employees shall receive a general salary increase of three percent (3.0%).

Effective pay period inclusive of January 1, 2023, the following classifications shall receive an equity adjustment as follows:

Police Officer 1%
Police Sergeant 1%
Police Liaison Officer: Additional 5% of their hourly rate of pay for all regular hours worked.

Unfunded Liability: All employees contribute $10 per month to be used to reduce the unfunded liability for retiree medical.

Uniform Allowance: When hired, an employee shall be directed to the appropriate vendor(s) where they will obtain the required uniforms and/or equipment, which will be paid for by the City directly to the vendor(s).
635
City of West Sacramento
Benefits Summary
West Sacramento Police Officer's Association (Sworn)
1/1/20242 – 12/31/20243

Page 7 ends

The decision by an employee to cash out vacation hours is irrevocable. The hours shall be converted to a dollar amount based on the employee’s regular rate of pay at the time of buy back.

Employees in this group should refer to the City Personnel Rules or Memorandum of Understanding for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment. 636
Title Page City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
City of West Sacramento
Salary Schedule
Fiscal Year 2023 / 2024

Page 1 of 22 ends

637
Battalion Chief's Association City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Fire Battalion Chief 11/4/23 $10,307 $12,526 $123,684 $150,312

MONTHLY SALARY RANGE ANNUAL SALARY

Page 2 of 22 ends

638
City Manager City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
City Manager 8/26/2023 23738 $284,856

MONTHLY SALARY RANGE ANNUAL SALARY

Page 3 of 22 ends

639
Confidential City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E F G H I MINIMUM MAXIMUM
Administrative Assistant 8/26/23 5200 5330 5463 5600 5740 5884 6031 6182 6337 $62,400 $76,044 Administrative Clerk I 8/26/23 3870 3967 4066 4168 4272 4379 4488 4600 4715 $46,440 $56,580 Administrative Clerk II 8/26/23 4258 4364 4473 4585 4700 4817 4937 5060 5187 $51,096 $62,244 Administrative Clerk III 8/26/23 4503 4616 4731 4849 4970 5094 5221 5352 5486 $54,036 $65,832 Executive Assistant to the City Manager 8/26/23 5525 5663 5805 5950 6099 6251 6407 6567 6731 $66,300 $80,772 Human Resources Analyst 8/26/23 7589 7779 7973 8172 8376 8585 8800 9020 9245 $91,068 $110,940 Human Resources & Payroll Technician I 8/26/23 4503 4616 4731 4849 4970 5094 5221 5352 5486 $54,036 $65,832 Human Resources & Payroll Technician II 8/26/23 5200 5330 5463 5600 5740 5884 6031 6182 6337 $62,400 $76,044 Payroll Administrator 8/26/23 5861 6008 6158 6312 6470 6632 6798 6968 7142 $70,332 $85,704

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Administrative Assistant 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Administrative Clerk I 8/26/23 $3,878 $4,072 $4,276 $4,490 $4,715 $46,536 $56,580 Administrative Clerk II 8/26/23 $4,268 $4,481 $4,705 $4,940 $5,187 $51,216 $62,244 Administrative Clerk III 8/26/23 $4,513 $4,739 $4,976 $5,225 $5,486 $54,156 $65,832 Executive Assistant to the City Manager 8/26/23 $5,537 $5,814 $6,105 $6,410 $6,731 $66,444 $80,772 Human Resources Analyst 8/26/23 $7,607 $7,987 $8,386 $8,805 $9,245 $91,284 $110,940 Human Resources & Payroll Technician I 8/26/23 $4,513 $4,739 $4,976 $5,225 $5,486 $54,156 $65,832 Human Resources & Payroll Technician II 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Payroll Administrator 8/26/23 $5,876 $6,170 $6,478 $6,802 $7,142 $70,512 $85,704 FOR EMPLOYEES HIRED BEFORE 07/01/2019

MONTHLY SALARY STEPS ANNUAL SALARY
FOR EMPLOYEES HIRED AFTER 06/30/2019

MONTHLY SALARY STEPS ANNUAL SALARY

Page 4 of 22 ends

640
Elected Officials City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
City Council Member 1/1/87 $300 $3,600
Mayor 1/1/87 $300 $3,600

MONTHLY SALARY STEPS ANNUAL SALARY

Page 5 of 22 ends

641
Executive Management City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Assistant City Manager 8/26/23 $15,735 $19,123 $188,820 $229,473 Director of Capital Projects 8/26/23 $13,487 $16,391 $161,844 $196,691 Deputy City Manager/Director of Innovation & Technology 8/26/23 $13,487 $16,391 $161,844 $196,691 Director of Finance 8/26/23 $13,487 $16,391 $161,844 $196,691 Director of Community Development 8/26/23 $13,487 $16,391 $161,844 $196,691 Director of Economic Development & Housing 8/26/23 $13,487 $16,391 $161,844 $196,691 Director of Parks & Recreation 8/26/23 $13,487 $16,391 $161,844 $196,691 Director of Public Works Operations & Maintenance 8/26/23 $13,487 $16,391 $161,844 $196,691 Fire Chief 8/26/23 $14,986 $18,212 $179,832 $218,545
Flood General Manager 8/26/23 $11,989 $14,570 $143,868 $174,836 Police Chief 8/26/23 $14,986 $18,212 $179,832 $218,545
Port General Manager 8/26/23 $11,989 $14,570 $143,868 $174,836

MONTHLY SALARY RANGE ANNUAL SALARY

Page 6 of 22 ends

642
Firefighter's Association City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Fire Captain 7/1/23 8718 9154 9612 10093 10598 $127,176 $127,176 Fire Engineer 7/1/23 7593 7973 8372 8791 9231 $110,772 $110,772 Firefighter 7/1/23 6960 7308 7673 8057 8460 $83,520 $101,520

MONTHLY SALARY STEPS ANNUAL SALARY

Page 7 of 22 ends

643
Local 39 City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Accounting Technician I 7/1/23 $4,188 $4,397 $4,617 $4,848 $5,090 $50,256 $61,080 Accounting Technician II 7/1/23 $4,710 $4,945 $5,192 $5,452 $5,725 $56,520 $68,700 Accounting Technician III 7/1/23 $5,062 $5,315 $5,581 $5,860 $6,153 $60,744 $73,836 Chief Facilities Maintenance Worker 7/1/23 $6,235 $6,547 $6,874 $7,218 $7,579 $74,820 $90,948 Chief Maintenance Worker 7/1/23 $5,346 $5,613 $5,894 $6,189 $6,498 $64,152 $77,976 Chief Maintenance Worker (Possess a D3
and/or hired after 7/1/19) 7/1/23 $5,424 $5,695 $5,980 $6,279 $6,593 $65,088 $79,116 Chief Parks & Grounds Worker 7/1/23 $5,062 $5,315 $5,581 $5,860 $6,153 $60,744 $73,836 Chief Treatment Plant Mechanic 7/1/23 $6,901 $7,246 $7,608 $7,988 $8,387 $82,812 $100,644 Clerk 7/1/23 $3,470 $3,644 $3,826 $4,017 $4,218 $41,640 $50,616 Clerk, Senior 7/1/23 $3,773 $3,962 $4,160 $4,368 $4,586 $45,276 $55,032 Electrical Technician 7/1/23 $6,470 $6,793 $7,133 $7,490 $7,865 $77,640 $94,380 Engineering/GIS Technician 7/1/23 $6,469 $6,792 $7,132 $7,489 $7,863 $77,628 $94,356 Engineering Technician I 7/1/23 $4,752 $4,990 $5,240 $5,502 $5,777 $57,024 $69,324 Engineering Technician II 7/1/23 $5,331 $5,598 $5,878 $6,172 $6,481 $63,972 $77,772 Engineering Technician III 7/1/23 $6,161 $6,469 $6,792 $7,132 $7,489 $73,932 $89,868 Equipment Mechanic I 7/1/23 $4,363 $4,581 $4,810 $5,051 $5,304 $52,356 $63,648 Equipment Mechanic II 7/1/23 $4,692 $4,927 $5,173 $5,432 $5,704 $56,304 $68,448 Facilities Maintenance Aide 7/1/23 $3,181 $3,340 $3,507 $3,682 $3,866 $38,172 $46,392 Facilities Maintenance Worker 7/1/23 $4,907 $5,152 $5,410 $5,680 $5,964 $58,884 $71,568 Facilities Maintenance Worker, Senior 7/1/23 $5,400 $5,670 $5,953 $6,251 $6,564 $64,800 $78,768 Groundskeeper 7/1/23 $3,348 $3,515 $3,691 $3,876 $4,070 $40,176 $48,840 Instrumentation Technician 7/1/23 $7,174 $7,533 $7,910 $8,305 $8,720 $86,088 $104,640 Maintenance Worker 7/1/23 $4,312 $4,528 $4,754 $4,992 $5,242 $51,744 $62,904 Maintenance Worker, Senior 7/1/23 $4,765 $5,003 $5,253 $5,516 $5,792 $57,180 $69,504 Parks & Grounds Worker 7/1/23 $4,105 $4,310 $4,526 $4,752 $4,990 $49,260 $59,880 Parks & Grounds Worker, Senior 7/1/23 $4,489 $4,713 $4,949 $5,196 $5,456 $53,868 $65,472 Permit Technician I 7/1/23 $4,708 $4,943 $5,190 $5,450 $5,723 $56,496 $68,676 Permit Technician II 7/1/23 $5,062 $5,315 $5,581 $5,860 $6,153 $60,744 $73,836 Planning Technician 7/1/23 $4,710 $4,946 $5,193 $5,453 $5,726 $56,520 $68,712 Recreation Coordinator 7/1/23 $4,190 $4,399 $4,619 $4,850 $5,092 $50,280 $61,104 Recreation Supervisor I 7/1/23 $5,233 $5,495 $5,770 $6,059 $6,362 $62,796 $76,344 Recreation Supervisor II 7/1/23 $5,817 $6,108 $6,413 $6,734 $7,071 $69,804 $84,852 Revenue Supervisor 7/1/23 $5,817 $6,108 $6,413 $6,734 $7,071 $69,804 $84,852 Secretary 7/1/23 $4,687 $4,921 $5,167 $5,425 $5,696 $56,244 $68,352 Special Events Supervisor I 7/1/23 $5,233 $5,495 $5,770 $6,059 $6,362 $62,796 $76,344 Special Events Supervisor II 7/1/23 $5,817 $6,108 $6,413 $6,734 $7,071 $69,804 $84,852 Stationary Engineer 7/1/23 $5,939 $6,236 $6,548 $6,875 $7,219 $71,268 $86,628 FOR EMPLOYEES HIRED BEFORE 08/31/2019

MONTHLY SALARY STEPS ANNUAL SALARY

Page 8 of 22 ends

644
Local 39 City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Traffic Control & Lighting Technician I 7/1/23 $5,265 $5,528 $5,804 $6,094 $6,399 $63,180 $76,788 Traffic Control & Lighting Technician II 7/1/23 $6,161 $6,469 $6,792 $7,132 $7,489 $73,932 $89,868 Treatment Plant Mechanic I 7/1/23 $5,602 $5,882 $6,176 $6,485 $6,809 $67,224 $81,708 Treatment Plant Mechanic II 7/1/23 $6,161 $6,469 $6,792 $7,132 $7,489 $73,932 $89,868 Water Meter Technician 7/1/23 $4,363 $4,581 $4,810 $5,051 $5,304 $52,356 $63,648 Water Treatment Plant Apprentice (Steps 1-4) 7/1/23 $3,970 $4,168 $4,376 $4,595 $47,640 Water Treatment Plant Apprentice (Steps 5-9) 7/1/23 $4,824 $5,065 $5,318 $5,584 $5,863 $70,356 Water Treatment Plant Operator II 7/1/23 $5,454 $5,727 $6,013 $6,314 $6,630 $65,448 $79,560 Water Treatment Plant Operator III 7/1/23 $6,029 $6,330 $6,646 $6,978 $7,327 $72,348 $87,924 Water Treatment Plant Operator, Senior 7/1/23 $7,391 $7,761 $8,149 $8,556 $8,984 $88,692 $107,808

POSITION TITLE SALARY EFFECTIVE

A B C D E F G H I MINIMUM MAXIMUM
Accounting Technician I 7/1/23 $4,179 $4,283 $4,390 $4,500 $4,612 $4,727 $4,845 $4,966 $5,090 $50,148 $61,080 Accounting Technician II 7/1/23 $4,700 $4,817 $4,937 $5,060 $5,186 $5,316 $5,449 $5,585 $5,725 $56,400 $68,700 Accounting Technician III 7/1/23 $5,051 $5,177 $5,306 $5,439 $5,575 $5,714 $5,857 $6,003 $6,153 $60,612 $73,836 Chief Facilities Maintenance Worker 7/1/23 $6,221 $6,377 $6,536 $6,699 $6,866 $7,038 $7,214 $7,394 $7,579 $74,652 $90,948 Chief Maintenance Worker (Possess a D3
and/or hired after 7/1/19) 7/1/23 $5,411 $5,546 $5,685 $5,827 $5,973 $6,122 $6,275 $6,432 $6,593 $64,932 $79,116 Chief Parks & Grounds Worker 7/1/23 $5,051 $5,177 $5,306 $5,439 $5,575 $5,714 $5,857 $6,003 $6,153 $60,612 $73,836 Chief Treatment Plant Mechanic 7/1/23 $6,883 $7,055 $7,231 $7,412 $7,597 $7,787 $7,982 $8,182 $8,387 $82,596 $100,644 Clerk 7/1/23 $3,461 $3,548 $3,637 $3,728 $3,821 $3,917 $4,015 $4,115 $4,218 $41,532 $50,616 Clerk, Senior 7/1/23 $3,765 $3,859 $3,955 $4,054 $4,155 $4,259 $4,365 $4,474 $4,586 $45,180 $55,032 Electrical Technician 7/1/23 $6,455 $6,616 $6,781 $6,951 $7,125 $7,303 $7,486 $7,673 $7,865 $77,460 $94,380 Engineering/GIS Technician 7/1/23 $6,454 $6,615 $6,780 $6,949 $7,123 $7,301 $7,484 $7,671 $7,863 $77,448 $94,356 Engineering Technician I 7/1/23 $4,741 $4,860 $4,981 $5,106 $5,234 $5,365 $5,499 $5,636 $5,777 $56,892 $69,324 Engineering Technician II 7/1/23 $5,320 $5,453 $5,589 $5,729 $5,872 $6,019 $6,169 $6,323 $6,481 $63,840 $77,772 Engineering Technician III 7/1/23 $6,146 $6,300 $6,458 $6,619 $6,784 $6,954 $7,128 $7,306 $7,489 $73,752 $89,868 Equipment Mechanic I 7/1/23 $4,354 $4,463 $4,575 $4,689 $4,806 $4,926 $5,049 $5,175 $5,304 $52,248 $63,648 Equipment Mechanic II 7/1/23 $4,682 $4,799 $4,919 $5,042 $5,168 $5,297 $5,429 $5,565 $5,704 $56,184 $68,448 Facilities Maintenance Aide 7/1/23 $3,174 $3,253 $3,334 $3,417 $3,502 $3,590 $3,680 $3,772 $3,866 $38,088 $46,392 Facilities Maintenance Worker 7/1/23 $4,896 $5,018 $5,143 $5,272 $5,404 $5,539 $5,677 $5,819 $5,964 $58,752 $71,568 Facilities Maintenance Worker, Senior 7/1/23 $5,387 $5,522 $5,660 $5,802 $5,947 $6,096 $6,248 $6,404 $6,564 $64,644 $78,768 Groundskeeper 7/1/23 $3,340 $3,424 $3,510 $3,598 $3,688 $3,780 $3,874 $3,971 $4,070 $40,080 $48,840 Instrumentation Technician 7/1/23 $7,157 $7,336 $7,519 $7,707 $7,900 $8,098 $8,300 $8,507 $8,720 $85,884 $104,640 Maintenance Worker 7/1/23 $4,301 $4,409 $4,519 $4,632 $4,748 $4,867 $4,989 $5,114 $5,242 $51,612 $62,904 Maintenance Worker, Senior 7/1/23 $4,754 $4,873 $4,995 $5,120 $5,248 $5,379 $5,513 $5,651 $5,792 $57,048 $69,504 Parks & Grounds Worker 7/1/23 $4,095 $4,197 $4,302 $4,410 $4,520 $4,633 $4,749 $4,868 $4,990 $49,140 $59,880 Parks & Grounds Worker, Senior 7/1/23 $4,476 $4,588 $4,703 $4,821 $4,942 $5,066 $5,193 $5,323 $5,456 $53,712 $65,472 FOR EMPLOYEES HIRED AFTER 08/31/2019

MONTHLY SALARY STEPS ANNUAL SALARY

Page 9 of 22 ends

645
Local 39 City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Permit Technician I 7/1/23 $4,698 $4,815 $4,935 $5,058 $5,184 $5,314 $5,447 $5,583 $5,723 $56,376 $68,676 Permit Technician II 7/1/23 $5,051 $5,177 $5,306 $5,439 $5,575 $5,714 $5,857 $6,003 $6,153 $60,612 $73,836 Planning Technician 7/1/23 $4,700 $4,817 $4,937 $5,060 $5,187 $5,317 $5,450 $5,586 $5,726 $56,400 $68,712 Recreation Coordinator 7/1/23 $4,180 $4,284 $4,391 $4,501 $4,614 $4,729 $4,847 $4,968 $5,092 $50,160 $61,104 Recreation Supervisor I 7/1/23 $5,221 $5,352 $5,486 $5,623 $5,764 $5,908 $6,056 $6,207 $6,362 $62,652 $76,344 Recreation Supervisor II 7/1/23 $5,805 $5,950 $6,099 $6,251 $6,407 $6,567 $6,731 $6,899 $7,071 $69,660 $84,852 Revenue Supervisor 7/1/23 $5,805 $5,950 $6,099 $6,251 $6,407 $6,567 $6,731 $6,899 $7,071 $69,660 $84,852 Secretary 7/1/23 $4,674 $4,791 $4,911 $5,034 $5,160 $5,289 $5,421 $5,557 $5,696 $56,088 $68,352 Special Events Supervisor I 7/1/23 $5,221 $5,352 $5,486 $5,623 $5,764 $5,908 $6,056 $6,207 $6,362 $62,652 $76,344 Special Events Supervisor II 7/1/23 $5,805 $5,950 $6,099 $6,251 $6,407 $6,567 $6,731 $6,899 $7,071 $69,660 $84,852 Stationary Engineer 7/1/23 $5,924 $6,072 $6,224 $6,380 $6,540 $6,703 $6,871 $7,043 $7,219 $71,088 $86,628 Traffic Control & Lighting Technician I 7/1/23 $5,252 $5,383 $5,518 $5,656 $5,797 $5,942 $6,091 $6,243 $6,399 $63,024 $76,788 Traffic Control & Lighting Technician II 7/1/23 $6,146 $6,300 $6,458 $6,619 $6,784 $6,954 $7,128 $7,306 $7,489 $73,752 $89,868 Treatment Plant Mechanic I 7/1/23 $5,589 $5,729 $5,872 $6,019 $6,169 $6,323 $6,481 $6,643 $6,809 $67,068 $81,708 Treatment Plant Mechanic II 7/1/23 $6,146 $6,300 $6,458 $6,619 $6,784 $6,954 $7,128 $7,306 $7,489 $73,752 $89,868 Water Meter Technician 7/1/23 $4,354 $4,463 $4,575 $4,689 $4,806 $4,926 $5,049 $5,175 $5,304 $52,248 $63,648 Water Treatment Plant Apprentice 7/1/23 $4,812 $4,932 $5,055 $5,181 $5,311 $5,444 $5,580 $5,720 $5,863 $57,744 $70,356 Water Treatment Plant Operator II 7/1/23 $5,442 $5,578 $5,717 $5,860 $6,006 $6,156 $6,310 $6,468 $6,630 $65,304 $79,560 Water Treatment Plant Operator III 7/1/23 $6,014 $6,164 $6,318 $6,476 $6,638 $6,804 $6,974 $7,148 $7,327 $72,168 $87,924 Water Treatment Plant Operator, Senior 7/1/23 $7,373 $7,557 $7,746 $7,940 $8,139 $8,342 $8,551 $8,765 $8,984 $88,476 $107,808

Page 10 of 22 ends

646
Management City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Business Manager 8/26/23 $9,338 $11,348 $112,056 $136,176 Capital Improvement Manager 8/26/23 $10,369 $12,601 $124,428 $151,212 Chief Building Official 8/26/23 $10,369 $12,601 $124,428 $151,212 City Clerk 8/26/23 $10,369 $12,601 $124,428 $151,212
Code Enforcement Manager 8/26/23 $9,338 $11,348 $112,056 $136,176 Community Investment Manager 8/26/23 $9,773 $11,877 $117,276 $142,524 Construction & Facilities Development Manager 8/26/23 $10,369 $12,601 $124,428 $151,212 Construction Inspection Manager 9/27/23 $8,460 $10,282 $101,520 $123,384 Court Liaison Officer 8/26/23 $6,457 $7,847 $77,484 $94,164 Data Services Manager 8/26/23 $8,861 $10,769 $106,332 $129,228 Economic Development Manager 8/26/23 $9,773 $11,877 $117,276 $142,524 Environmental Services & Sustainability Manager 8/26/23 $9,338 $11,348 $112,056 $136,176 Equipment and Facilities Superintendent 8/26/23 $9,324 $11,331 $111,888 $135,972 Finance Manager 8/26/23 $10,369 $12,601 $124,428 $151,212 Finance Supervisor 8/26/23 $8,861 $10,769 $106,332 $129,228 Fire Marshal 8/26/23 $10,359 $12,589 $124,308 $151,068
Flood Protection Planner 8/26/23 $8,873 $10,783 $106,476 $129,396 Housing Manager 8/26/23 $9,773 $11,877 $117,276 $142,524 Human Resources Manager 8/26/23 $10,369 $12,601 $124,428 $151,212 Information Technology Business Services Manager 8/26/23 $8,861 $10,769 $106,332 $129,228 Information Technology Operations Manager 8/26/23 $9,324 $11,331 $111,888 $135,972 Parking Manager 8/26/23 $9,773 $11,877 $117,276 $142,524 Parks Operations Superintendent 8/26/23 $9,324 $11,331 $111,888 $135,972 Permit Services Manager 8/26/23 $8,460 $10,282 $101,520 $123,384 Police Support Services Manager 8/26/23 $8,873 $10,783 $106,476 $129,396 Preschool Site Supervisor 8/26/23 $5,539 $6,731 $66,468 $80,772 Principal Engineer 8/26/23 $10,771 $13,090 $129,252 $157,080 Principal Planner 8/26/23 $9,773 $11,877 $117,276 $142,524 Program Manager 8/26/23 $7,147 $8,686 $85,764 $104,232
Public Information Officer 8/26/23 $8,873 $10,783 $106,476 $129,396 Purchasing Manager 8/26/23 $8,861 $10,769 $106,332 $129,228 Recreation Manager 8/26/23 $8,861 $10,769 $106,332 $129,228 Senior Analyst 8/26/23 $8,130 $9,880 $97,560 $118,560
Senior Engineer 8/26/23 $9,753 $11,853 $117,036 $142,236 Senior Finance Analyst 8/26/23 $8,470 $10,294 $101,640 $123,528

MONTHLY SALARY RANGE ANNUAL SALARY

Page 11 of 22 ends

647
Management City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM

MONTHLY SALARY RANGE ANNUAL SALARY
Senior Human Resources Analyst 8/26/23 $8,470 $10,294 $101,640 $123,528 Senior Planner 8/26/23 $8,470 $10,294 $101,640 $123,528 Senior Program Manager 8/26/23 $8,873 $10,783 $106,476 $129,396 Senior Project Manager 8/26/23 $8,460 $10,282 $101,520 $123,384 Senior Transportation Planner 8/26/23 $8,470 $10,294 $101,640 $123,528 Supervising Transportation Planner 8/26/23 $9,338 $11,348 $112,056 $136,176 Utilities Maintenance Superintendent 8/26/23 $9,324 $11,331 $111,888 $135,972 Water Treatment Plant Superintendent 8/26/23 $9,773 $11,877 $117,276 $142,524

Page 12 of 22 ends

648
Police Officer's Associatio City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E F G H I MINIMUM MAXIMUM
Code Enforcement Officer I 1/13/24 $4,628 $4,744 $4,863 $4,985 $5,110 $5,238 $5,369 $5,503 $5,641 $55,536 $67,692 Code Enforcement Officer II 1/13/24 $5,117 $5,245 $5,376 $5,510 $5,648 $5,789 $5,934 $6,082 $6,234 $61,404 $74,808 Code Enforcement Officer, Senior 1/13/24 $5,653 $5,794 $5,939 $6,087 $6,239 $6,395 $6,555 $6,719 $6,887 $67,836 $82,644 Community Services Officer I 1/13/24 $3,950 $4,049 $4,150 $4,254 $4,360 $4,469 $4,581 $4,696 $4,813 $47,400 $57,756 Community Services Officer II 1/13/24 $4,426 $4,537 $4,650 $4,766 $4,885 $5,007 $5,132 $5,260 $5,392 $53,112 $64,704 Community Services Officer, Senior 1/13/24 $4,956 $5,080 $5,207 $5,337 $5,470 $5,607 $5,747 $5,891 $6,038 $59,472 $72,456 Crime Analyst I 1/13/24 $5,720 $5,863 $6,010 $6,160 $6,314 $6,472 $6,634 $6,800 $6,970 $68,640 $83,640 Crime Analyst II 1/13/24 $6,500 $6,663 $6,830 $7,001 $7,176 $7,355 $7,539 $7,727 $7,920 $78,000 $95,040 Crime Analyst, Senior 1/13/24 $7,266 $7,448 $7,634 $7,825 $8,021 $8,222 $8,428 $8,639 $8,855 $87,192 $106,260 Crime Scene Investigator I 1/13/24 $4,753 $4,872 $4,994 $5,119 $5,247 $5,378 $5,512 $5,650 $5,791 $57,036 $69,492 Crime Scene Investigator II 1/13/24 $5,286 $5,418 $5,553 $5,692 $5,834 $5,980 $6,129 $6,282 $6,439 $63,432 $77,268 Crime Scene Investigator III 1/13/24 $5,778 $5,922 $6,070 $6,222 $6,378 $6,537 $6,700 $6,868 $7,040 $69,336 $84,480 Police Officer 1/13/24 $7,633 $7,824 $8,020 $8,220 $8,426 $8,637 $8,853 $9,074 $9,301 $91,596 $111,612 Police Records Technician I 1/13/24 $3,787 $3,882 $3,979 $4,078 $4,180 $4,285 $4,392 $4,502 $4,615 $45,444 $55,380 Police Records Technician II 1/13/24 $4,175 $4,279 $4,386 $4,496 $4,608 $4,723 $4,841 $4,962 $5,086 $50,100 $61,032 Police Records Technician, Senior 1/13/24 $4,591 $4,706 $4,824 $4,945 $5,069 $5,196 $5,326 $5,459 $5,595 $55,092 $67,140 Police Sergeant 1/13/24 $9,361 $9,595 $9,835 $10,081 $10,333 $10,591 $10,856 $11,127 $11,405 $112,332 $136,860 Police Services Coordinator 1/13/24 $4,958 $5,082 $5,209 $5,339 $5,472 $5,609 $5,749 $5,893 $6,040 $59,496 $72,480 Property & Evidence Technician I 1/13/24 $4,258 $4,364 $4,473 $4,585 $4,700 $4,817 $4,937 $5,060 $5,186 $51,096 $62,232 Property & Evidence Technician II 1/13/24 $4,683 $4,800 $4,920 $5,043 $5,169 $5,298 $5,430 $5,566 $5,705 $56,196 $68,460 Youth Counselor 1/13/24 $5,863 $6,010 $6,160 $6,314 $6,472 $6,634 $6,800 $6,970 $7,144 $70,356 $85,728

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Code Enforcement Officer I 1/13/24 $4,640 $4,872 $5,116 $5,372 $5,641 $55,680 $67,692 Code Enforcement Officer II 1/13/24 $5,129 $5,385 $5,654 $5,937 $6,234 $61,548 $74,808 Code Enforcement Officer, Senior 1/13/24 $5,667 $5,950 $6,247 $6,559 $6,887 $68,004 $82,644 Community Services Officer I 1/13/24 $3,960 $4,158 $4,366 $4,584 $4,813 $47,520 $57,756 Community Services Officer II 1/13/24 $4,435 $4,657 $4,890 $5,135 $5,392 $53,220 $64,704 Community Services Officer, Senior 1/13/24 $4,967 $5,215 $5,476 $5,750 $6,038 $59,604 $72,456 Crime Analyst I 1/13/24 $5,734 $6,021 $6,322 $6,638 $6,970 $68,808 $83,640 Crime Analyst II 1/13/24 $6,516 $6,842 $7,184 $7,543 $7,920 $78,192 $95,040 Crime Analyst, Senior 1/13/24 $7,285 $7,649 $8,031 $8,433 $8,855 $87,420 $106,260 Crime Scene Investigator I 1/13/24 $4,764 $5,002 $5,252 $5,515 $5,791 $57,168 $69,492 Crime Scene Investigator II 1/13/24 $5,297 $5,562 $5,840 $6,132 $6,439 $63,564 $77,268 Crime Scene Investigator III 1/13/24 $5,792 $6,082 $6,386 $6,705 $7,040 $69,504 $84,480 FOR EMPLOYEES HIRED AFTER 06/30/2018 & PROMOTED AFTER 7/1/2022

MONTHLY SALARY STEPS ANNUAL SALARY
FOR EMPLOYEES HIRED BEFORE 07/01/2018

MONTHLY SALARY STEPS ANNUAL SALARY

Page 13 of 22 ends

649
Police Officer's Associatio City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Police Officer 1/13/24 $7,651 $8,034 $8,436 $8,858 $9,301 $91,812 $111,612 Police Records Technician I 1/13/24 $3,797 $3,987 $4,186 $4,395 $4,615 $45,564 $55,380 Police Records Technician II 1/13/24 $4,184 $4,393 $4,613 $4,844 $5,086 $50,208 $61,032 Police Records Technician, Senior 1/13/24 $4,603 $4,833 $5,075 $5,329 $5,595 $55,236 $67,140 Police Sergeant 1/13/24 $9,383 $9,852 $10,345 $10,862 $11,405 $112,596 $136,860 Police Services Coordinator 1/13/24 $4,969 $5,217 $5,478 $5,752 $6,040 $59,628 $72,480 Property & Evidence Technician I 1/13/24 $4,267 $4,480 $4,704 $4,939 $5,186 $51,204 $62,232 Property & Evidence Technician II 1/13/24 $4,693 $4,928 $5,174 $5,433 $5,705 $56,316 $68,460 Youth Counselor 1/13/24 $5,877 $6,171 $6,480 $6,804 $7,144 $70,524 $85,728

Page 14 of 22 ends

650
Police Manager's City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Police Lieutenant 1/13/24 $11,928 $14,496 $143,136 $173,952

POSITION TITLE SALARY EFFECTIVE

A B C D E F G H I MINIMUM MAXIMUM
Police Lieutenant 1/13/24 $11,898 $12,195 $12,500 $12,812 $13,132 $13,460 $13,797 $14,142 $14,496 $142,776 $173,952 FOR EMPLOYEES HIRED AFTER 06/30/2018

MONTHLY SALARY STEPS ANNUAL SALARY
FOR EMPLOYEES HIRED BEFORE 07/1/2018

MONTHLY SALARY RANGE ANNUAL SALARY

Page 15 of 22 ends

651
Recruit City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Fire Recruit 7/1/22 $5,379 $64,548
Police Recruit 1/1/23 $5,552 $66,624
FOR EMPLOYEES HIRED AFTER 06/30/2018

MONTHLY SALARY STEPS ANNUAL SALARY

Page 16 of 22 ends

652
Safety Mangement City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Deputy Fire Chief 8/26/23 $11,645 $14,152 $139,740 $169,824 Deputy Police Chief 8/26/23 $13,175 $16,011 $158,100 $192,132

MONTHLY SALARY RANGE ANNUAL SALARY

Page 17 of 22 ends

653
Specialist & Professionals City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE
SALARY

EFFECTIV
E

A B C D E F G H I MINIMUM MAXIMUM
Accountant I 8/26/23 $5,861 $6,008 $6,158 $6,312 $6,470 $6,632 $6,798 $6,968 $7,142 $70,332 $85,704 Accountant II 8/26/23 $6,853 $7,024 $7,200 $7,380 $7,564 $7,753 $7,947 $8,146 $8,350 $82,236 $100,200 Administrative Analyst I 8/26/23 $5,866 $6,013 $6,163 $6,317 $6,475 $6,637 $6,803 $6,973 $7,147 $70,392 $85,764 Administrative Analyst II 8/26/23 $7,128 $7,306 $7,489 $7,676 $7,868 $8,065 $8,267 $8,474 $8,686 $85,536 $104,232 Assistant Community Investment Planner 8/26/23 $5,866 $6,013 $6,163 $6,317 $6,475 $6,637 $6,803 $6,973 $7,147 $70,392 $85,764 Assistant Engineer 8/26/23 $7,122 $7,300 $7,482 $7,669 $7,861 $8,058 $8,259 $8,465 $8,677 $85,464 $104,124 Assistant Planner 8/26/23 $5,866 $6,013 $6,163 $6,317 $6,475 $6,637 $6,803 $6,973 $7,147 $70,392 $85,764 Assistant Transportation Planner 8/26/23 $5,866 $6,013 $6,163 $6,317 $6,475 $6,637 $6,803 $6,973 $7,147 $70,392 $85,764 Associate Community Investment Planner 8/26/23 $6,864 $7,036 $7,212 $7,392 $7,577 $7,766 $7,960 $8,159 $8,363 $82,368 $100,356 Associate Engineer 8/26/23 $8,449 $8,660 $8,877 $9,099 $9,326 $9,559 $9,798 $10,043 $10,294 $101,388 $123,528 Associate Planner 8/26/23 $6,864 $7,036 $7,212 $7,392 $7,577 $7,766 $7,960 $8,159 $8,363 $82,368 $100,356 Associate Transportation Planner 8/26/23 $6,864 $7,036 $7,212 $7,392 $7,577 $7,766 $7,960 $8,159 $8,363 $82,368 $100,356 Building Inspector I 8/26/23 $6,035 $6,186 $6,341 $6,500 $6,663 $6,830 $7,001 $7,176 $7,355 $72,420 $88,260 Building Inspector II 8/26/23 $6,853 $7,024 $7,200 $7,380 $7,564 $7,753 $7,947 $8,146 $8,350 $82,236 $100,200 CALEA Coordinator 8/26/23 $7,128 $7,306 $7,489 $7,676 $7,868 $8,065 $8,267 $8,474 $8,686 $85,536 $104,232 Construction Administrative Specialist 8/26/23 $5,200 $5,330 $5,463 $5,600 $5,740 $5,884 $6,031 $6,182 $6,337 $62,400 $76,044 Construction Inspector I 9/27/23 $6,035 $6,186 $6,341 $6,500 $6,663 $6,830 $7,001 $7,176 $7,355 $72,420 $88,260 Construction Inspector II 9/27/23 $6,853 $7,024 $7,200 $7,380 $7,564 $7,753 $7,947 $8,146 $8,350 $82,236 $100,200 Construction Inspector III 9/27/23 $7,586 $7,776 $7,970 $8,169 $8,373 $8,582 $8,797 $9,017 $9,242 $91,032 $110,904 Court Liaison Specialist 8/26/23 $4,414 $4,524 $4,637 $4,753 $4,872 $4,994 $5,119 $5,247 $5,378 $52,968 $64,536 Deputy City Clerk 8/26/23 $5,200 $5,330 $5,463 $5,600 $5,740 $5,884 $6,031 $6,182 $6,337 $62,400 $76,044 Engineering Assistant I 8/26/23 $6,035 $6,186 $6,341 $6,500 $6,663 $6,830 $7,001 $7,176 $7,355 $72,420 $88,260 Engineering Assistant II 8/26/23 $6,853 $7,024 $7,200 $7,380 $7,564 $7,753 $7,947 $8,146 $8,350 $82,236 $100,200 Engineering Assistant III 8/26/23 $7,586 $7,776 $7,970 $8,169 $8,373 $8,582 $8,797 $9,017 $9,242 $91,032 $110,904 Finance Analyst 8/26/23 $7,589 $7,779 $7,973 $8,172 $8,376 $8,585 $8,800 $9,020 $9,245 $91,068 $110,940 Financial Specialist 8/26/23 $5,200 $5,330 $5,463 $5,600 $5,740 $5,884 $6,031 $6,182 $6,337 $62,400 $76,044 Fire Inspector 8/26/23 $6,035 $6,186 $6,341 $6,500 $6,663 $6,830 $7,001 $7,176 $7,355 $72,420 $88,260 Information Technology Specialist I 8/26/23 $6,343 $6,502 $6,665 $6,832 $7,003 $7,178 $7,357 $7,541 $7,730 $76,116 $92,760 Information Technology Specialist II 8/26/23 $7,128 $7,306 $7,489 $7,676 $7,868 $8,065 $8,267 $8,474 $8,686 $85,536 $104,232 Landscape Inspector 8/26/23 $6,035 $6,186 $6,341 $6,500 $6,663 $6,830 $7,001 $7,176 $7,355 $72,420 $88,260 Plans Examiner I 8/26/23 $6,035 $6,186 $6,341 $6,500 $6,663 $6,830 $7,001 $7,176 $7,355 $72,420 $88,260 Plans Examiner II 8/26/23 $6,853 $7,024 $7,200 $7,380 $7,564 $7,753 $7,947 $8,146 $8,350 $82,236 $100,200 Police Records Supervisor 8/26/23 $6,040 $6,191 $6,346 $6,505 $6,668 $6,835 $7,006 $7,181 $7,361 $72,480 $88,332 Preschool Teacher 8/26/23 $3,350 $3,434 $3,520 $3,608 $3,698 $3,790 $3,885 $3,982 $4,082 $40,200 $48,984 Preschool Teacher/Family Support Specialist 8/26/23 $3,388 $3,473 $3,560 $3,649 $3,740 $3,834 $3,930 $4,028 $4,129 $40,656 $49,548 Program Technician I 8/26/23 $4,503 $4,616 $4,731 $4,849 $4,970 $5,094 $5,221 $5,352 $5,486 $54,036 $65,832 FOR EMPLOYEES HIRED AFTER 06/30/2019

MONTHLY SALARY STEPS ANNUAL SALARY

Page 18 of 22 ends

654
Specialist & Professionals City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Program Technician II 8/26/23 $5,200 $5,330 $5,463 $5,600 $5,740 $5,884 $6,031 $6,182 $6,337 $62,400 $76,044 Project Manager I 8/26/23 $6,864 $7,036 $7,212 $7,392 $7,577 $7,766 $7,960 $8,159 $8,363 $82,368 $100,356 Project Manager II 8/26/23 $7,589 $7,779 $7,973 $8,172 $8,376 $8,585 $8,800 $9,020 $9,246 $91,068 $110,952 Senior Accountant 8/26/23 $7,586 $7,776 $7,970 $8,169 $8,373 $8,582 $8,797 $9,017 $9,242 $91,032 $110,904 Senior Building Inspector 8/26/23 $7,586 $7,776 $7,970 $8,169 $8,373 $8,582 $8,797 $9,017 $9,242 $91,032 $110,904 Senior Deputy City Clerk 8/26/23 $5,861 $6,008 $6,158 $6,312 $6,470 $6,632 $6,798 $6,968 $7,142 $70,332 $85,704 Senior Fire Inspector 8/26/23 $6,861 $7,033 $7,209 $7,389 $7,574 $7,763 $7,957 $8,156 $8,360 $82,332 $100,320 Senior Landscape Inspector 8/26/23 $6,861 $7,033 $7,209 $7,389 $7,574 $7,763 $7,957 $8,156 $8,360 $82,332 $100,320 Senior Plans Examiner 8/26/23 $7,586 $7,776 $7,970 $8,169 $8,373 $8,582 $8,797 $9,017 $9,242 $91,032 $110,904 Technical Support Specialist I 8/26/23 $4,502 $4,615 $4,730 $4,848 $4,969 $5,093 $5,220 $5,351 $5,485 $54,024 $65,820 Technical Support Specialist II 8/26/23 $5,200 $5,330 $5,463 $5,600 $5,740 $5,884 $6,031 $6,182 $6,337 $62,400 $76,044 Technical Support Specialist III 8/26/23 $6,040 $6,191 $6,346 $6,505 $6,668 $6,835 $7,006 $7,181 $7,361 $72,480 $88,332

POSITION TITLE
SALARY

EFFECTIV
E

A B C D E MINIMUM MAXIMUM
Accountant I 8/26/23 $5,876 $6,170 $6,478 $6,802 $7,142 $70,512 $85,704 Accountant II 8/26/23 $6,869 $7,212 $7,573 $7,952 $8,350 $82,428 $100,200 Administrative Analyst I 8/26/23 $5,880 $6,174 $6,483 $6,807 $7,147 $70,560 $85,764 Administrative Analyst II 8/26/23 $7,146 $7,503 $7,878 $8,272 $8,686 $85,752 $104,232 Assistant Community Investment Planner 8/26/23 $5,880 $6,174 $6,483 $6,807 $7,147 $70,560 $85,764 Assistant Engineer 8/26/23 $7,138 $7,495 $7,870 $8,264 $8,677 $85,656 $104,124 Assistant Planner 8/26/23 $5,880 $6,174 $6,483 $6,807 $7,147 $70,560 $85,764 Assistant Transportation Planner 8/26/23 $5,880 $6,174 $6,483 $6,807 $7,147 $70,560 $85,764 Associate Community Investment Planner 8/26/23 $6,881 $7,225 $7,586 $7,965 $8,363 $82,572 $100,356 Associate Engineer 8/26/23 $8,469 $8,892 $9,337 $9,804 $10,294 $101,628 $123,528 Associate Planner 8/26/23 $6,881 $7,225 $7,586 $7,965 $8,363 $82,572 $100,356 Associate Transportation Planner 8/26/23 $6,881 $7,225 $7,586 $7,965 $8,363 $82,572 $100,356 Building Inspector I 8/26/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Building Inspector II 8/26/23 $6,869 $7,212 $7,573 $7,952 $8,350 $82,428 $100,200 CALEA Coordinator 8/26/23 $7,146 $7,503 $7,878 $8,272 $8,686 $85,752 $104,232 Construction Administrative Specialist 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Construction Inspector I 9/27/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Construction Inspector II 9/27/23 $6,869 $7,212 $7,573 $7,952 $8,350 $82,428 $100,200 FOR EMPLOYEES HIRED BEFORE 07/01/2019

MONTHLY SALARY STEPS ANNUAL SALARY

Page 19 of 22 ends

655
Specialist & Professionals City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Construction Inspector III 9/27/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Court Liaison Specialist 8/26/23 $4,425 $4,646 $4,878 $5,122 $5,378 $53,100 $64,536 Deputy City Clerk 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Engineering Assistant I 8/26/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Engineering Assistant II 8/26/23 $6,869 $7,212 $7,573 $7,952 $8,350 $82,428 $100,200 Engineering Assistant III 8/26/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Finance Analyst 8/26/23 $7,607 $7,987 $8,386 $8,805 $9,245 $91,284 $110,940 Financial Specialist 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Fire Inspector 8/26/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Information Technology Specialist I 8/26/23 $6,359 $6,677 $7,011 $7,362 $7,730 $76,308 $92,760 Information Technology Specialist II 8/26/23 $7,146 $7,503 $7,878 $8,272 $8,686 $85,752 $104,232 Landscape Inspector 8/26/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Plans Examiner I 8/26/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Plans Examiner II 8/26/23 $6,869 $7,212 $7,573 $7,952 $8,350 $82,428 $100,200 Police Records Supervisor 8/26/23 $6,055 $6,358 $6,676 $7,010 $7,361 $72,660 $88,332 Preschool Teacher 8/26/23 $3,359 $3,527 $3,703 $3,888 $4,082 $40,308 $48,984 Preschool Teacher/Family Support Specialist 8/26/23 $3,397 $3,567 $3,745 $3,932 $4,129 $40,764 $49,548 Program Technician I 8/26/23 $4,513 $4,739 $4,976 $5,225 $5,486 $54,156 $65,832 Program Technician II 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Project Manager I 8/26/23 $6,881 $7,225 $7,586 $7,965 $8,363 $82,572 $100,356 Project Manager II 8/26/23 $7,608 $7,988 $8,387 $8,806 $9,246 $91,296 $110,952 Senior Accountant 8/26/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Senior Building Inspector 8/26/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Senior Deputy City Clerk 8/26/23 $5,876 $6,170 $6,478 $6,802 $7,142 $70,512 $85,704 Senior Fire Inspector 8/26/23 $6,878 $7,222 $7,583 $7,962 $8,360 $82,536 $100,320 Senior Landscape Inspector 8/26/23 $6,878 $7,222 $7,583 $7,962 $8,360 $82,536 $100,320 Senior Plans Examiner 8/26/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Technical Support Specialist I 8/26/23 $4,512 $4,738 $4,975 $5,224 $5,485 $54,144 $65,820 Technical Support Specialist II 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Technical Support Specialist III 8/26/23 $6,055 $6,358 $6,676 $7,010 $7,361 $72,660 $88,332

Page 20 of 22 ends

656
Extra Help City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
POSITION TITLE SALARY EFFECTIVE Minimum Hourly Maximum Hourly Assistant Pool Manager 1/1/2023 $17.50 $18.25
Designated Level I Reserve Police Officer 1/1/2023 $25.50 $30.50 Emergency Services Coordinator 1/1/2023 $55.00 $55.00
Laborer 1/1/2024 $16.00 $19.00
Lead Program Leader 1/1/2023 $19.25 $21.00
Lead Recreation Leader 1/1/2023 $18.25 $19.25
Lifeguard/Swim Instructor 1/1/2023 $16.00 $17.50
Parking/Traffic Enforcement Officer 1/1/2023 $18.50 $21.25 Planning Commissioner 1/1/2023 $30 per meeting
Pool Manager 1/1/2023 $18.25 $19.25
Program Aide 1/1/2023 $16.00 $17.00
Program Assistant 1/1/2023 $16.00 $21.00
Program Leader 1/1/2023 $17.00 $18.25
Program Site Leader 1/1/2023 $18.25 $19.25
Recreation Aide 1/1/2023 $16.00 $16.25
Recreation Assistant 1/1/2023 $19.25 $21.00
Recreation Leader 1/1/2023 $16.25 $17.50
Retired Annuitant 1/1/2023 $16.00 $77.00
Senior Parking/Traffic Enforcement Officer 1/1/2023 $21.50 $4.50 Senior Recreation Leader 1/1/2023 $17.50 $18.25
Student Intern 1/1/2023 $16.00 $21.00
Substitute Preschool Teacher 1/1/2023 $16.00 $18.25
Salary increases at $0.25 increments with a maximum of $1.00.

Page 21 of 22 ends

657
Y Rate City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE
SALARY

EFFECTIVE

MONTHLY
SALARY
STEPS
ANNUAL
SALARY
Y - Rate MAXIMUM
Senior Maintenance Worker - Y-Rate 8/27/22 $5,820 $69,840

Page 22 of 22 ends

658
Attachment 6
RESOLUTION 24-15

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST SACRAMENTO ADOPTING AMENDMENTS TO THE BUDGET FOR FISCAL YEARS 2023/24 AND 2024/25 TO FUND UPDATES TO THE POLICE OFFICERS’ ASSOCIATION MOU WHEREAS, the Police Officers’ Association (POA) MOU had an original expiration date of December 31, 2023; and
WHEREAS, Representatives from the POA and the City began negotiating in good faith in October 2023; and
WHEREAS, a tentative agreement was reached with POA on December 22, 2023; and

WHEREAS, the proposed MOU updates require budget amendments to fund the revisions in FY 2023/24 and FY 2024/25; and

WHEREAS, the City Council has considered all information related to this matter, as presented at the public meetings of the City Council identified herein, including any supporting reports by City staff, and any other information provided during public meetings.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of West Sacramento as follows:

1. The City Council hereby approves budget amendments for FYs 2023/24 and 2024/25 as provided for in Exhibit A to this resolution.

2. The City Council hereby finds that the facts set forth in the recitals to this Resolution are true and correct and establish the factual basis for the City Council's adoption of this Resolution.

3. This Resolution shall take effect immediately upon its adoption.

PASSED AND ADOPTED by the City Council of the City of West Sacramento this 17th day of January 2024, by the following vote:

AYES: NOES:

ABSENT:

Martha Guerrero, Mayor
ATTEST:

Jennifer Cusmir, City Clerk
659
Cost Center
FY 2023/24
One-Time
FY 2023/24
Ongoing
FY 2024/25
One-Time
FY 2024/25
Ongoing
101-9110 $ - $ 28,727 $ - $ 29,588
101-9113 $ 84,001 $ 522,141 $ 169,201 $ 1,048,567
101-9111 $ 24,798 $ 150,762 $ 49,885 $ 301,737
108-9111 $ 5,074 $ 53,527 $ 10,227 $ 109,936
108-9130 $ 1,548 $ 3,082 $ 3,096 $ 5,211
101-9116 $ 6,766 $ 57,960 $ 13,636 $ 120,276
101-9110 $ 4,787 $ 20,865 $ 9,602 $ 39,367
101-9130 $ 4,644 $ 11,592 $ 9,289 $ 20,316
101-9112 $ 9,288 $ 15,712 $ 18,578 $ 29,924
101-9114 $ 1,548 $ 2,712 $ 3,096 $ 5,528
111-9113 $ 3,096 $ 6,021 $ 6,193 $ 9,541
TOTAL $ 145,550 $ 873,103 $ 292,802 $ 1,719,992

EXHIBIT A - BUDGET ADJUSTMENTS FOR POLICE OFFICERS' ASSOCIATION (POA) MOU FOR FISCAL YEARS 2023/24 AND 2024/25
660

CITY COUNCIL AGENDA REPORT
MEETING DATE: January 17, 2024 ITEM # 16
SUBJECT:

CONSIDERATION OF THE TERMS OF SUCCESSOR AGREEMENT AND ADOPTION OF

THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF WEST SACRAMENTO AND THE WEST SACRAMENTO POLICE MANAGER’S ASSOCIATION AND ADOPTION OF RESOLUTION 24-16 APPROVING AMENDMENTS TO THE BUDGET FOR FISCAL YEARS 2023/24 AND 2024/25
INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[ ] Council [X] Staff
[ ] Other
Amanda Berlin, Assistant City Manager
Liane Lee, Human Resources Manager
Kaitlyn Montez, Sr. Human Resources Analyst
City Manager’s Office
ATTACHMENT [X ] Yes [ ] No [ ] Information [ ] Direction [X] Action

OBJECTIVE
The purpose of this report is to seek City Council consideration of a one-year (1) year successor Memorandum of Understanding (MOU) between the City of West Sacramento and the West Sacramento Police Manager’s Association (PMA) and Resolution 24-16, approving related budget amendments.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council:

1. Approve the terms of the successor agreement and adopt the Memorandum of Understanding between the City of West Sacramento and the West Sacramento Police Manager’s Association (PMA) effective January 1, 2024 through December 31, 2024;

2. Approve the updated Classification Plan (Salary Schedule) for PMA;

3. Approve the updated Benefits Summary for PMA; and

4. Adopt Resolution 24-16 approving amendments to the approved biennial budget for Fiscal Years 2023/24 and FY 2024/25 to fund the proposed salary and benefit changes.

BACKGROUND
The current MOU between the City of West Sacramento (City) and PMA expired on December 31, 2023.

Negotiations for a successor MOU commenced in November 2023. A tentative agreement was reached on January 2, 2024. Represented members of PMA ratified the tentative agreement on January 2, 2024.

The negotiated economic terms of the successor agreement are specifically designed to foster recruitment and retention through increasing the competitiveness of compensation.

ANALYSIS
The City and PMA agreed to a one (1) year MOU effective January 1, 2024 through December 31, 2024. The successor MOU is attached hereto as Attachments 1 (Redline) and 2 (Clean) and contains a number of noneconomic and economic terms. Key economic points of the tentative agreement are as follows:

1. Effective the first payroll period after ratification and inclusive of approval by the City Council, employees shall receive a general salary increase of ten percent (10.0%).

2. Effective the payroll period after ratification and inclusive of approval by the City Council, employees will receive a one-time, non-PERSable lump sum signing bonus of $3,000.

3. Effective the pay period inclusive of December 1, 2024, employees will receive a one-time, nonPERSable lump sum retention payment of $4,000.

4. Effective the first payroll period after ratification and inclusive of approval by the City Council, and upon verification, employees shall receive five percent (5%) of their hourly rate of pay for issuance of a POST Management Certificate plus completion a professional development course that is pre-approved by the Police Chief. This represents an increase from the previously agreed upon four and one-half percent (4.5%).

5. Effective the payroll period after ratification and inclusive of approval by the City Council, the mandatory 4% employee contribution to the 401(a) plan is eliminated and any employee contribution is voluntary.

6. Effective the payroll period after ratification and inclusive of approval by the City Council, the employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum. 661
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a. Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.
b. Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month.
c. Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month. d. In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
e. Share the Savings (Medical Opt Out):
i. Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental/vision up to the family rate depending on coverage selected.
ii. New employees hired on or after July 1, 2018, who opt out will receive four hundred and seventy-five dollars ($475) and City paid basic dental/vision at the employee only rate.

Employees can purchase up to the family rate with the opt out funds.

7. Effective the payroll period after ratification and inclusive of approval by the City Council, employees will receive two additional city-paid holidays (Cesar Chavez Day and Juneteenth) and upon retirement, employees are entitled to cash out all unused holiday time at their separation rate of pay.

8. Effective the payroll period after ratification and inclusive of approval by the City Council, the City will reimburse up to one thousand dollars ($1000) per fiscal year to all eligible employees (prorated for new hires) for eligible expenses related to Career Enhancement and/or Wellness Activities and Programs incurred within twelve (12) months from the date of the expenditure, pursuant to the requirements and procedures outlined in City Administrative Policy II-E-1.

Environmental Considerations
Not applicable.

Commission Recommendation
Not applicable.

Strategic Plan Integration
These recommendations support the City Council’s Mission to provide Quality Municipal Services and a City government that is financially sound with a superior workforce.

Alternatives
The City Council may choose to accept or reject any or all of the terms of the agreement. However, should the terms of this agreement be rejected or modified, the City and the Union will have to reopen negotiations.

Coordination and Review
Representatives of the PMA and the City of West Sacramento (Human Resources & Finance) have agreed to the terms of the agreement. The PMA membership ratified the tentative agreement on January 2, 2024.

Budget/Cost Impact
The approval of the MOU with the West Sacramento Police Manager’s Association will result in a total additional cost of $117,363 in Fiscal Year 2023/24 ($100,748 ongoing costs and $16,615 in one-time costs) and $214,894 in FY 2024/25 ($192,656 in ongoing costs and $22,238 in one-time costs). This item requests adoption of Resolution 24-16 approving amendments to the adopted budget for the General Fund to fund the proposed changes in salary and benefits for the Police Manager’s Association MOU.

ATTACHMENTS

1. Memorandum of Understanding (Clean)

2. Memorandum of Understanding (Redline)

3. Benefit Summary (Clean)

4. Benefit Summary (Redline)

5. PMA Salary Schedule

6. Resolution 24-16
662

MEMORANDUM
OF

UNDERSTANDING

BETWEEN

THE CITY OF WEST SACRAMENTO
AND
THE WEST SACRAMENTO POLICE MANAGERS’ ASSOCIATION
Effective January 1, 2024 through December 31, 2024
663
Table of Contents

1. Recitals................................................................................................................................. 1

2. Wages................................................................................................................................... 1

3. Uniform Allowance .............................................................................................................. 5

4. Retirement........................................................................................................................... 5

5. Health and Welfare Benefits................................................................................................ 7

6. Sick Leave............................................................................................................................. 12

7. Vacation Leave..................................................................................................................... 12

8. Holidays................................................................................................................................ 14

9. Management Leave ............................................................................................................. 16

10. Reversion Rights .................................................................................................................. 16

11. General Provisions............................................................................................................... 16 664
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01/01/2024 – 12/31/2024

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1. Recitals

1.1. Parties
This Memorandum of Understanding (“MOU” or “Agreement”) is entered into by and between the City of West Sacramento (“the City”) and the West Sacramento Police Managers' Association (“the PMA” or “the Association”).

1.2. Recognition
The City recognizes the PMA as the sole and exclusive bargaining representative for all full-time employees of the City who are in the classification of Police Lieutenant.

1.3. Definitions

1.3.1. Appointing Authority
The Appointing Authority shall mean the City Manager or designee.

1.3.2. Chief of Police
The Chief of Police or designee.

1.3.3. City Manager
The City Manager or designee.

1.3.4. Department
Department shall mean the Police Department.

1.3.5. Employee
Employee shall mean an employee in the bargaining unit represented by the Association.

2. Wages

2.1. Rates of Pay

2.1.1. Hourly Rate of Pay
The hourly rate of pay shall mean the employee’s current hourly rate without any additional pays. 665
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01/01/2024 – 12/31/2024

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2.1.2. Regular Rate of Pay
The regular rate of pay shall mean the employee’s current hourly rate of pay plus all incentives (including Education/POST, Medical in Lieu (opt out), and Bilingual) pay for which the employee qualifies under the MOU.

2.1.3. Separation Rate of Pay
The separation rate of pay for all employees shall mean the employee’s current hourly rate of pay at time of separation plus the following incentives: Bilingual, and Education/POST, for which the employee qualifies under this MOU.

2.2. Salary

2.2.2. Salary Schedule
For employees hired prior to July 1, 2018, there will be no steps in the salary range. Each range has a minimum and a maximum monthly salary for the classification. Advancement within the salary range shall not be automatic but shall be contingent upon completion of their annual evaluation.

Upon promotion to the Police Lieutenant classification, current City employees existing at the time of ratification/approval of this MOU will continue to be placed within the salary range with no steps.

For employees hired after June 30, 2018, the salary range consists of nine (9) steps (A through I) with approximately two-point five percent (2.5%) between each step. Advancement to the next step in the range is contingent upon obtaining a “satisfactory” or higher rating on their annual performance evaluation.

2.2.3. Retention Bonus Pay
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01/01/2024 – 12/31/2024

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• Effective the payroll period after ratification and inclusive of approval by the City Council in January 2024, employees will receive a one-time, non-PERSable lump sum signing bonus of three-thousand dollars ($3,000).
• Effective pay period inclusive of December 1, 2024, employees will receive a one-time, nonPERSable lump sum retention payment of four-thousand dollars ($4,000).

2.3. Bilingual Pay
Employees possessing and utilizing bilingual skills on duty shall receive bilingual pay in the amount of five percent (5.0%) of their hourly rate of pay. Pay continues to be received while employee is utilizing sick leave or holiday pay. The number of employees, the languages available, and the qualification requirements will be determined by the City.

2.4. Call Back Pay
Employees called back to work shall be paid at their hourly rate of pay for the duration of the call back.

The employee can take this in the form of pay or compensatory time off.

2.5. Mutual Aid and Other Responses
Employees shall be paid at the rate of time and one-half (1.5) their regular rate of pay for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services.

Employees shall be paid at the rate of time and one-half (1.5) their regular rate of pay in the event of an unusual or prolonged emergency situation within the City of West Sacramento as approved by the City Manager.

2.6. Special Event Pay
An Employee who is required by the Department to work at a Special Event during hours outside their normally scheduled workday shall be paid at the rate of time and one-half their regular rate of pay for time worked at the Special Event. The Employee shall only be compensated under this section if the Employee is deployed to a Special Event for which the special event permitee is required to pay city support and/or public services costs under West Sacramento Municipal Code Chapter 12.08. Special 667
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01/01/2024 – 12/31/2024

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Events, such that the full cost of the Employee's time working the event is recouped by the City. The need for an Employee to be deployed to work such a Special Event will be identified by the Department through the City of West Sacramento Special Event permitting process.

2.7. 401(a) Money Purchase Plan
The City contributes three percent (3%) of the employee’s hourly rate of pay, and the employee may contribute a voluntary percentage of their hourly rate of pay to a 401(a) Money Purchase Plan.

2.8. Incentives

2.8.1. Educational/POST Incentives
Upon verification, employees shall receive five percent (5.0%) of their hourly rate of pay for issuance of a Bachelor’s Degree.

Upon verification, employees shall receive five percent (5.0%) of their hourly rate of pay for issuance of a Master’s Degree.

Upon verification, employees shall receive five percent (5.0%) of their hourly rate of pay for issuance of a POST Management Certificate plus completion a professional development course that is pre-approved by the Police Chief. Examples of professional development courses that would satisfy this requirement are:

California Police Chief Association Executive Leadership Institute, POST Command College, FBI National Academy or Law Enforcement Executive Development Seminar, Police Executive Research Forum Senior Management in Policing program, Naval Post Graduate School certificate programs, California POST Master Instructor Program, University-based executive development courses. Subject to course offerings and schedules, department operational and staffing needs, and budgetary constraints, it is the City’s intent that individuals seeking such professional development courses will typically be able to commence the course within two (2) years of the request.

The maximum incentive under this section shall be fifteen percent (15.0%). 668
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01/01/2024 – 12/31/2024

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2.8.2. Career Enhancement & Wellness
The City will reimburse up to one thousand dollars ($1000) per fiscal year to all eligible employees (prorated for new hires) for eligible expenses related to Career Enhancement and/or Wellness Activities and Programs incurred within twelve (12) months from the date of the expenditure, pursuant to the requirements and procedures outlined in City Administrative Policy II-E-1.

3. Uniform Allowance

3.1. When hired, an employee shall be directed to the appropriate vendor(s) where they will obtain the required uniforms and/or equipment, which will be paid for by the City directly to the vendor(s). The required uniform and equipment for each classification will be contained in a policy and furnished to the Association on an annual basis. Employees are required to meet Department uniform standards.

3.2. Employees who damage their clothing or personal items while working shall be reimbursed according to the provisions of the City Administrative Policy II-E-8.

3.3. The City shall provide sworn employees with level three A (3A) soft body armor with trauma plate and replace the body armor when damaged or prior to the manufacturer’s expiration date.

4. Retirement

4.1. CalPERS Retirement
The City will continue its participation in the California Public Employees' Retirement System (CalPERS).

4.1.1. Police Safety Members hired prior to October 8, 2011, shall receive the 3% @ 50 formula, highest twelve (12) months for final compensation determination, the Third Level of the 1959 Survivor’s Benefit, Unused Sick Leave Option, and Military Service Credit as Public Service.

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West Sacramento Police Managers’ Association
01/01/2024 – 12/31/2024

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The CalPERS contract includes Section 20516, Employees Sharing Cost of Additional Benefits. This allows affected employees to share in the cost of the 3% @ 50 enhanced retirement formula. These employees pay four point three two five percent (4.325%) to share in the cost of the 3% @ 50 formula.

As applicable, the employee contribution will be made pre-tax.

These Police Safety Members will pay the entire nine percent (9%) of the CalPERS employee contribution on a pre-tax basis.

4.1.2. Police Safety Members hired between October 8, 2011, and December 31, 2012, or Classic Members, as defined by CalPERS, shall receive the 3% @ 55 formula, highest thirty-six (36) months for final compensation determination, the Third Level of the 1959 Survivor’s Benefit, Unused Sick Leave Credit option and Military Service Credit as Public Service.

The CalPERS contract includes Section 20516, Employees Sharing Cost of Additional Benefits. This allows affected employees to share in the cost of the 3% @ 55 enhanced retirement formula. These employees pay four point three-two-five percent (4.325%) to cost share for the 3% @ 55 formula. As applicable, the employee contribution will be made pre-tax.

These Police Safety Members will also pay the entire nine percent (9%) of the CalPERS employee contribution on a pre-tax basis.

4.1.3 New Police Safety Members hired on or after January 1, 2013, who have never been a CalPERS member, have not been a CalPERS member in the past 180 days, and who are not eligible for reciprocity with another California public retirement system as defined by the Public Employees’ Pension Reform Act (PEPRA), and are not a rehire who is formerly a classic member, shall receive the

2.7% @ 57 formula, highest thirty-six (36) months for final compensation determination, the Third Level of the 1959 Survivor’s Benefit, Unused Sick Leave Credit option and Military Service Credit as Public Service.

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01/01/2024 – 12/31/2024

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These Police Safety Members will pay the entire CalPERS employee contribution as determined by CalPERS on a pre-tax basis.

5. Health and Welfare Benefits

5.1.1 The City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum:
• for employee only will be the actual premium amount up to one hundred percent (100%) of the PORAC plan for employee only and the cost of employee only basic dental and basic vision, not to exceed $846 per month;
• for employee plus one will be the actual premium amount up to eighty-five percent (85%) of the PORAC plan for employee plus one and eighty-five percent (85%) of the employee plus one basic dental and basic vision plans, not to exceed $1545 per month; and • for employee plus two or more will be the actual premium amount up to eighty five percent (85%) of the PORAC plan for employee plus two or more and eighty five percent (85%) of the employee plus two or more basic dental and basic vision plans, not to exceed $1980 per month.

5.1.2. Share the Savings
Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.
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01/01/2024 – 12/31/2024

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New employees hired on or after July 1, 2018, who opt out will receive four hundred and seventy-five dollars ($475) and City paid basic dental and basic vision at the employee only rate. Employees can purchase up to the family rate with the opt out funds.

5.2.1 Effective the pay period after ratification and inclusive of approval by the City Council in January 2024, the City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum:
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.
• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month. • Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month. • In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

5.2.2. Share the Savings
Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic vision up to the family rate depending on coverage selected.

5.3. Retiree Medical Benefits

5.3.1. Employees Retired Prior To July 1, 2018
Employees will receive one hundred percent (100%) of medical premiums to be paid by the City not to exceed eight-hundred dollars ($800) per month. Dental and Vision premiums are to be paid by the retiree. Employees hired after July 1, 2010, must have ten (10) years of service with the City in order 672
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01/01/2024 – 12/31/2024

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to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

5.3.2. Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, and Promoted from Within The City

5.3.2.1. Employees Hired Before January 1, 2002
Employees hired before January 1, 2002, will receive retiree medical benefits to be provided through PEHMCA. One hundred percent (100%) of the premiums will be paid, indexed to the PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier. Dental and Vision premiums are to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree. The City agrees not to change the terms and conditions of retiree health benefits contained in the Retiree Health Benefits Information Guide (RHBIG) without meeting and conferring with the Association.

5.3.2.2. Employees Hired After December 31, 2001
Employees hired after December 31, 2001, will receive retiree medical benefits pursuant to the following formula:
10 years of service= 50% of premiums
15 years of service= 75% of premiums
20 years of service= 90% of premiums
These premiums will be paid, indexed to the PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier.

Dental and Vision premiums are to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree. The 673
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01/01/2024 – 12/31/2024

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City agrees not to change the terms and conditions of retiree health benefits contained in the RHBIG without meeting and conferring with the Association.

5.3.2.3. Employees Hired After June 30, 2014
Employees hired after June 30, 2014, will receive retiree medical benefits pursuant to the following formula:
10 years of service= 50% of premiums
15 years of service= 75% of premiums
20 years of service= 90% of premiums
These premiums will be paid, indexed to the PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier, and not to exceed one thousand two hundred ($1,200) dollars per month. Dental and Vision premiums are to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

5.3.3. Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, Hired from Outside the City Employees will receive one hundred percent (100%) of medical premiums to be paid by the City not to exceed eight-hundred dollars ($800) per month. Dental and Vision premiums are to be paid by the retiree. Employees hired after July 1, 2012, must have ten (10) years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.
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01/01/2024 – 12/31/2024

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5.3.4. Employees First Hired on Or After July 1, 2018
For employees first hired on or after July 1, 2018, the City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA).

The following contributions shall also be made to the employees Retiree Health Savings Account (RHS). After accruing ten (10) continuous years of service with the City, and upon separation from the City, employees may draw from the City contribution in this account. Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution.
• From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account
• After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account. • After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account. • After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

5.3.5. Employees who separate from the City but are rehired into a POA or PMA classification shall be entitled to the Retiree Medical benefits tier associated with their original date of hire.

5.3.6. Employees shall contribute ten dollars ($10) per month to be used to reduce the unfunded liability for retiree medical.

5.4 Life Insurance
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01/01/2024 – 12/31/2024

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The Life Insurance is a $24,000 term life insurance policy with $1,000 coverage for a spouse and children aged 6 months to 23 years and $100 coverage for children aged 14 days to 6 months. Premiums shall be paid by the employee.

6. Sick Leave

6.1. Accrual of Sick Leave
Employees shall be entitled to sick leave with pay which shall accrue at the rate of eight (8) hours for each month of service commencing with the date of employment. • Employees hired on or before the fifteenth (15th) day of a month shall be credited with eight (8) hours of sick leave for that month.
• Employees hired after the fifteenth (15th) day of a month shall have sick leave credited to them beginning the first (1st) day of the following month.

6.2. Pay Out of Sick Leave
Upon layoff or death, one-half (.5) of the value of an employee's accumulated sick leave will be paid to the employee or their beneficiary at their separation rate of pay.

Employees who retire have the option to choose between a cash-out of up to one-half (.5) of their unused sick leave at their separation rate of pay, with the remaining balance reported to CalPERS as service credit; in lieu of any cash-out, up to one hundred percent (100%) of unused sick leave will be reported to CalPERS as service credit.

7. Vacation Leave

7.1. Vacation Accrual
Employees shall accrue vacation leave based on their continuous years of full-time employment with the City as follows:

7.1.1 Starting with the first year of employment, each employee shall be entitled to eighty (80) hours of vacation leave with pay. Such vacation leave shall accrue at the rate of eighty (80) hours per year until such employee has served continuously for five (5) years. 676
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01/01/2024 – 12/31/2024

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7.1.2. Each full-time employee who has served continuously for five (5) years shall be entitled one hundred twenty (120) hours of vacation leave with pay per year up to ten (10) years.

7.1.3. Each full-time employee who has served continuously for ten (10) years shall be entitled to one hundred sixty (160) hours of vacation leave with pay per year up to twenty (20) years.

7.1.4. Each full-time employee who has served continuously for twenty (20) years or more shall be entitled to two hundred (200) hours of vacation leave with pay per year.

7.1.5. Maximum Vacation Accrual
Employees with less than twenty (20) years of service may accrue a maximum of two hundred and forty (240) hours. Employees with twenty years of service or more may accrue a maximum of three hundred (300) hours.

7.1.6. Employees may have prior years of qualifying years of service included in their City years of service if they previously worked in a sworn capacity with a POST participating agency, in determining their vacation accrual tier. Prior years of service must be verified by submitting a copy of POST Profile.

Additional documentation may be requested if necessary.

7.2. Vacation Buy Back
Eligible employees will have the opportunity to sell back unused accrued vacation hours. To be eligible for the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holidays) in the preceding calendar year and submit a request form by December in the year prior to the year of sell back. Eligible employees may sell back up to 40 hours, twice a year (for a total 80 hours max) of accrued vacation time. The decision by an employee to cash out vacation hours is irrevocable. The hours shall be converted to a dollar amount based on the employee’s regular rate of pay at the time of buy back.
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7.3. Vacation Scheduling

7.3.1. Vacations may be taken as vacation hours are accrued, subject to approval by the Chief of Police.

7.3.2. The time for and scheduling of vacations shall be subject to approval by the Chief of Police and coordination by the Department with other employees.

7.4. Vacation Pay upon Termination
Upon leaving employment, an employee shall be cashed out of their accrued vacation at their separation rate of pay.

8. Holidays

8.1. City Holidays
Employees shall earn ninety-six (96) hours of holiday time per calendar year as listed in Section 8.1.1.

Holiday time can be taken at any time after it is earned (the pay period in which the holiday occurs).

8.1.1. City Holidays

1. New Year's Day (January 1)

2. Martin Luther King, Jr.'s Birthday (third Monday in January)

3. Presidents’ Day (third Monday in February)

4. Cesar Chavez Day (March 31)

5. Memorial Day (last Monday in May)

6. Juneteenth (June 19)

7. Independence Day (July 4)

8. Labor Day (first Monday in September)
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9. Veteran's Day (November 11)

10. Thanksgiving Day (last Thursday in November)

11. Day After Thanksgiving (last Friday in November)

12. Christmas Day (December 25)

8.1.2. When any of the above holidays fall on a Sunday, the Monday following shall be observed as a holiday.

When any of the above holidays fall on a Saturday, the preceding Friday shall be observed as the holiday. An observed holiday must be in the calendar year that the holiday occurs.

8.2. Floating Holidays
Employees shall accrue twenty-eight (28) hours of floating holiday annually at the beginning of the fiscal year, July 1. An employee appointed during the period from July 1 through December 31 shall be entitled to twenty-eight (28) hours for that fiscal year. An employee appointed during the period from January 1 through March 31 shall be entitled to fourteen (14) hours for the remainder of the fiscal year. An employee appointed during the period from April 1 through June 30 shall not be entitled to any floating holiday hours for that fiscal year.

8.2.1. Upon separation, employees are entitled to payout for any unused floating holiday time.

8.3. Compensation for Work on Holidays
If an employee is required to work on a day being observed as a City holiday, the employee shall be paid at time and one-half (1-1/2) the employee's regular rate of pay plus retain the holiday hours to be used within the fiscal year or be compensated for same prior to the fiscal year end. At the end of each fiscal year, any unused accrued holiday time, up to 80 hours shall be paid out to employees in the pay period inclusive of June 30th.

8.3.1. If a holiday occurs during the time an employee is on an excused absence without pay, the employee shall not be entitled to receive pay for the holiday.
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8.3.2. When any of the above holidays fall during a regularly scheduled paid leave period, or the employee is on sick leave, the employee will receive holiday time in lieu of being charged the appropriate leave time.

8.3.3. Should a holiday be observed on an employee's regularly scheduled day off, the employee shall be compensated for eight (8) hours work at their regular rate of pay or may retain the holiday hours to be taken at a later time within the same fiscal year at the employee's choice.

9. Management Leave
Employees shallreceive eighty (80) hours of management leave annually on July 1. Employees hired during the fiscal year shall receive a pro-rated amount of management leave for that year. Upon separation, employees are entitled to payout for any unused management leave hours.

10. Reversion Rights
If a member of the Police Management Association (PMA) is selected for a higher-level position within the Police Department other than Police Chief and either does not pass probation in that higher level position or is released based on the position’s at-will status, they will have return rights to their former Lieutenant position. This side letter supersedes Section 3.13 of the City’s Personnel Rules. A member of the PMA who does not pass probation at a higher-level position or is demoted based on the at-will nature of the higherlevel position will be returned to the rank of Lieutenant even if there are no vacancies at that rank.

11. General Provisions

11.1. Integration
This MOU constitutes the entire agreement between the parties and concludes meeting and conferring on any subject, except as provided herein, or as otherwise mutually agreed upon, whether included in the MOU or not.

11.2. Prior Agreements
It is agreed that the terms and conditions of the MOU itself shall constitute the whole of the agreement between the parties thereto, and that the terms and conditions of this MOU shall supersede all earlier 680
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proposals, conversations, practices or oral or written agreements constituting any portion of the meet and confer process or other discussion leading up to this MOU.

11.3. Other Matters
The parties agree that no agreement was reached on other matters discussed and that the City is not obligated to make any changes or take any action regarding them. The City reserves the right to make organizational changes with notice to the Association.

11.4. Alteration
No alteration or variation of the terms of this Agreement shall be valid unless made in writing and signed by the parties hereto, and no oral understanding or agreement not incorporated herein shall be binding on any of the parties hereto.

11.5. Severability
If any provision of the MOU is determined to be invalid by operation of law, or by any tribunal of competent jurisdiction or, if compliance with or enforcement of such provision is restrained by any tribunal, the remainder of this MOU shall not be affected thereby. If any portion of this MOU is so held to be invalid, or if compliance with any provision is restrained, the City is authorized to take immediate action to achieve compliance with the laws, provided that the City shall give notice to the Association prior to such action and the City shall provide the Association with an opportunity to meet and confer within thirty (30) days after any determination of invalidity or service of a restraining order, for the purpose of arriving at a mutually satisfactory replacement for such article or section.

11.6. Implementation
The provisions of the MOU, except as provided herein, shall supersede any City ordinances and resolutions currently in effect for the term of this MOU to the extent that they are inconsistent with the provisions of the MOU.

11.7 Term
Except as set forth in this document, the MOU shall become effective January 1, 2024, following ratification by the Association and adoption by the City Council and shall remain in full force and effect to 681
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and including December 31, 2024. The parties agree to begin bargaining for a successor MOU by October 31, 2024.

11.8. Waiver
The waiver by the City or any of its officers or employees or the failure of the City or any of its officers or employees to take action with respect to, any right conferred by, or any breach of any term, covenant, or condition of this agreement shall not be deemed to be a waiver of such a term, covenant, or condition or subsequent breach of the same, or of any other term, covenant, or condition of this agreement.

Dated: ____________________________
Martha Guerrero, Mayor
City of West Sacramento
Ryan Lukins
West Sacramento Police Managers’ Association
Jeff Carter, Labor Consultant
Mastagni Law
682

MEMORANDUM
OF

UNDERSTANDING

BETWEEN

THE CITY OF WEST SACRAMENTO
AND
THE WEST SACRAMENTO POLICE MANAGERS’ ASSOCIATION
Effective January 1, 2022 2024 through December 31, 20232024 683
Table of Contents

1. Recitals................................................................................................................................. 1

2. Wages................................................................................................................................... 1

3. Uniform Allowance .............................................................................................................. 5

4. Retirement........................................................................................................................... 5

5. Health and Welfare Benefits................................................................................................ 7

6. Sick Leave............................................................................................................................. 12

7. Vacation Leave..................................................................................................................... 13

8. Holidays................................................................................................................................ 14

9. Management Leave ............................................................................................................. 16

10. Reversion Rights .................................................................................................................. 16

11. General Provisions............................................................................................................... 17 684
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1. Recitals

1.2. Recognition
The City recognizes the PMA as the sole and exclusive bargaining representative for all full-time employees of the City who are in the classification of Police Lieutenant.

1.3. Definitions

1.3.1. Appointing Authority
The Appointing Authority shall mean the City Manager or designee.

1.3.2. Chief of Police
The Chief of Police or designee.

1.3.3. City Manager
The City Manager or designee.

1.3.4. Department
Department shall mean the Police Department.

1.3.5. Employee
Employee shall mean an employee in the bargaining unit represented by the Association.

2. Wages

2.1. Rates of Pay

2.1.1. Hourly Rate of Pay
The hourly rate of pay shall mean the employee’s current hourly rate without any additional pays. 685
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2.2. Salary

2.2.1. Salary Adjustments
• Effective the first payroll period after ratification and inclusive of approval by the City Council in January 2024, employees shall receive a general salary increase of three ten percent (310.0%) retroactive to February 1, 2022.
• Effective pay period inclusive of January 1, 2023, employees shall receive a general salary increase of three percent (3.0%).

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2.2.3. Retention Bonus Pay
• Effective the payroll period after ratification and inclusive of approval by the City Council in January 2024, employees will receive a one-time, non-PERSable lump sum signing bonus of three percent (3%) of annual base paythree-thousand dollars ($3,000). • Effective pay period inclusive of July 1December 1, 20232024, employees will receive a onetime, non-PERSable lump sum retention payment of four-thousand dollars ($4,000)f three percent (3%) of annual base pay.

2.4. Call Back Pay
Employees called back to work for shall be paid at their hourly rate of pay for the duration of the call back.

The employee can take this in the form of pay or compensatory time off.

2.6. Special Event Pay
An Employee who is required by the Department to work at a Special Event during hours outside their normally scheduled workday shall be paid at the rate of time and one-half their regular rate of pay for 687
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time worked at the Special Event. The Employee shall only be compensated under this section if the Employee is deployed to a Special Event for which the special event permitee is required to pay city support and/or public services costs under West Sacramento Municipal Code Chapter 12.08. Special Events, such that the full cost of the Employee's time working the event is recouped by the City. The need for an Employee to be deployed to work such a Special Event will be identified by the Department through the City of West Sacramento Special Event permitting process.

2.7. 401(a) Money Purchase Plan
The City contributes three percent (3%) of the employee’s hourly rate of pay, and the employee may contributes a mandatory four percent (4%)voluntary percentage of the employee’stheir hourly rate of pay to a 401(a) Money Purchase Plan.

2.8. Incentives

2.8.1. Educational/POST Incentives
Upon verification, employees shall receive five percent (5.0%) of their hourly rate of pay for issuance of a Bachelor’s Degree.

Upon verification, employees shall receive five percent (5.0%) of their hourly rate of pay for issuance of a Master’s Degree.

Upon verification, employees shall receive four and one-halffive percent (4.5.0%) of their hourly rate of pay for issuance of a POST Management Certificate plus completion a professional development course that is pre-approved by the Police Chief. Examples of professional development courses that would satisfy this requirement are:

California Police Chief Association Executive Leadership Institute, POST Command College, FBI National Academy or Law Enforcement Executive Development Seminar, Police Executive Research Forum Senior Management in Policing program, Naval Post Graduate School certificate programs, California POST Master Instructor Program, University-based executive development courses. Subject to course offerings and schedules, department operational and staffing needs, and budgetary constraints, it is the City’s intent that individuals seeking such professional 688
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development courses will typically be able to commence the course within two (2) years of the request.

The maximum incentive under this section shall be fourteen and one-halffifteen percent (14.15.0%).

3. Uniform Allowance

3.2. Employees who damage their clothing or personal items while working shall be reimbursed according to the provisions of the City Administrative Policy II-E-8.

3.3. The City shall provide sworn employees with level three A (3A) soft body armor with trauma plate and replace the body armor when damaged or prior to the manufacturer’s expiration date.

4. Retirement

4.1. CalPERS Retirement
The City will continue its participation in the California Public Employees' Retirement System (CalPERS). 689
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As applicable, the employee contribution will be made pre-tax.

These Police Safety Members will pay the entire nine percent (9%) of the CalPERS employee contribution on a pre-tax basis.

These Police Safety Members will also pay the entire nine percent (9%) of the CalPERS employee contribution on a pre-tax basis.

4.1.3 New Police Safety Members hired on or after January 1, 2013, who have never been a CalPERS member, have not been a CalPERS member in the past 180 days, and who are not eligible for reciprocity with another California public retirement system as defined by the Public Employees’ 690
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Pension Reform Act (PEPRA), and are not a rehire who is formerly a classic member, shall receive the

These Police Safety Members will pay the entire CalPERS employee contribution as determined by CalPERS on a pre-tax basis.

5. Health and Welfare Benefits

5.1. City Contributions for Dental, Vision and Medical
The City shall continue enrollment in the State of California Public Employees' Retirement System (CalPERS) Health Insurance Program. Medical plans are offered through the CalPERS medical program (PEHMCA) using the unequal minimum contribution methodology. The Dental Plan is self-insured through Delta Dental. Vision is offered through Vision Service Plan.Association Members will be covered under the CalPERS medical program (PEHMCA) using the unequal minimum contribution methodology. The Dental Plan is self-insured through Delta Dental. Vision is offered through Vision Service Plan. The City’s contribution to the cafeteria plan:

5.1.1 The City’s contribution to the cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life at the employee only level at minimum:
• for employee only will be the actual premium amount up to one hundred percent (100%) of the PORAC plan for employee only and the cost of employee only basic dental and basic vision, not to exceed $846 per month;
• for employee plus one will be the actual premium amount up to eighty-five percent (85%) of the PORAC plan for employee plus one and eighty-five percent (85%) of the employee plus one basic dental and basic vision plans, not to exceed $1545 per month; and 691
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• for employee plus two or more will be the actual premium amount up to eighty five percent (85%) of the PORAC plan for employee plus two or more and eighty five percent (85%) of the employee plus two or more basic dental and basic vision plans, not to exceed $1980 per month.

5.1.2. Share the Savings
Employees hired prior to July 1, 2018, who choose not to participate in any of the City’s medical plans (“opt out”) and show proof of other group health care coverage, shall receive four hundred and seventy-five dollars ($475) per month plus City paid basic dental and basic/ vision up to the family rate depending on coverage selected.

New employees hired on or after July 1, 2018, who opt out will receive four hundred and seventy-five dollars ($475) and City paid basic dental and basic/ vision at the employee only rate. Employees can purchase up to the family rate with the opt out funds.

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5.3. Retiree Medical Benefits

5.3.1. Employees Retired Prior To July 1, 2018
Employees will receive one hundred percent (100%) of medical premiums to be paid by the City not to exceed eight-hundred dollars ($800) per month. Dental and Vision premiums are to be paid by the retiree. Employees hired after July 1, 2010, must have ten (10) years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

5.3.2. Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, and Promoted from Within The City

5.3.2.2. Employees Hired After December 31, 2001
Employees hired after December 31, 2001, will receive retiree medical benefits pursuant to the following formula:
10 years of service= 50% of premiums
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15 years of service= 75% of premiums
20 years of service= 90% of premiums
These premiums will be paid, indexed to the PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier.

Dental and Vision premiums are to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree. The City agrees not to change the terms and conditions of retiree health benefits contained in the RHBIG without meeting and conferring with the Association.

5.3.2.4. For employees who fall under sections 5.3.2.1, 5.3.2.2, and 5.3.2.3, upon reaching age 65 and Medicare eligibility, the City’s reimbursement of retiree medical premiums shall be reduced and shall not exceed eight-hundred dollars $800 per month.
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5.3.5. 695
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Employees who separate from the City but are rehired into a POA or PMA classification shall be entitled to the Retiree Medical benefits tier associated with their original date of hire.

5.3.6. Employees shall contribute ten dollars ($10) per month to be used to reduce the unfunded liability for retiree medical.

5.4 Life Insurance
The Life Insurance is a $24,000 term life insurance policy with $1,000 coverage for a spouse and children aged 6 months to 23 years and $100 coverage for children aged 14 days to 6 months. Premiums shall be paid by the employee.

6. Sick Leave

6.2. Pay Out of Sick Leave
Upon layoff or death, one-half (.5) of the value of an employee's accumulated sick leave will be paid to the employee or their beneficiary at their separation rate of pay.

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7. Vacation Leave

7.1. Vacation Accrual
Employees shall accrue vacation leave based on their continuous years of full-time employment with the City as follows:

7.1.2. Each full-time employee who has served continuously for five (5) years shall be entitled one hundred twenty (120) hours of vacation leave with pay per year up to ten (10) years.

7.1.3. Each full-time employee who has served continuously for ten (10) years shall be entitled to one hundred sixty (160) hours of vacation leave with pay per year up to twenty (20) years.

7.1.4. Each full-time employee who has served continuously for twenty (20) years or more shall be entitled to two hundred (200) hours of vacation leave with pay per year.

Additional documentation may be requested if necessary. 697
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7.3. Vacation Scheduling

7.3.1. Vacations may be taken as vacation hours are accrued, subject to approval by the Chief of Police.

7.3.2. The time for and scheduling of vacations shall be subject to approval by the Chief of Police and coordination by the Department with other employees.

7.4. Vacation Pay upon Termination
Upon leaving employment, an employee shall be cashed out of their accrued vacation at their separation rate of pay.

8. Holidays

8.1. City Holidays
Employees shall earn eighty ninety-six (8096) hours of holiday time per calendar year as listed in Section

8.1.1.. Holiday time can be taken at any time after it is earned (the pay period in which the holiday occurs).

Upon retirement, employees are entitled to cash out all unused holiday time at their separation rate of pay. Upon resignation, layoff or lawful termination, employees are not entitled to any payout for unused holiday time (no cash out).Upon separation, employees are not entitled to any payout for unused holiday time (no cash out).
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8.1.1. City Holidays

1. New Year's Day (January 1)

2. Martin Luther King, Jr.'s Birthday (third Monday in January)

3. Presidents’ Day (third Monday in February)

4. Cesar Chavez Day (March 31)

5. Memorial Day (last Monday in May)

6. Juneteenth (June 19)

7. Independence Day (July 4)

8. Labor Day (first Monday in September)

9. Veteran's Day (November 11)

10. Thanksgiving Day (last Thursday in November)

11. Day After Thanksgiving (last Friday in November)

12. Christmas Day (December 25)

8.1.2. When any of the above holidays fall on a Sunday, the Monday following shall be observed as a holiday.

When any of the above holidays fall on a Saturday, the preceding Friday shall be observed as the holiday. An observed holiday must be in the calendar year that the holiday occurs.

8.2.1. Upon separation, employees are entitled to payout for any unused floating holiday time.

8.3. Compensation for Work on Holidays
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If an employee is required to work on a day being observed as a City holiday, the employee shall be paid at time and one-half (1-1/2) the employee's regular rate of pay plus retain the holiday hours to be used within the fiscal year or be compensated for same prior to the fiscal year end. At the end of each fiscal year, any unused accrued holiday time, up to 80 hours shall be paid out to employees in the pay period inclusive of June 30th.

8.3.1. If a holiday occurs during the time an employee is on an excused absence without pay, the employee shall not be entitled to receive pay for the holiday.

10. Reversion Rights
If a member of the Police Management Association (PMA) is selected for a higher-level position within the Police Department other than Police Chief and either does not pass probation in that higher level position or is released based on the position’s at-will status, they will have return rights to their former Lieutenant position. This side letter supersedes Section 3.13 of the City’s Personnel Rules. A member of the PMA who 700
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does not pass probation at a higher-level position or is demoted based on the at-will nature of the higherlevel position will be returned to the rank of Lieutenant even if there are no vacancies at that rank.

11. General Provisions

11.2. Prior Agreements
It is agreed that the terms and conditions of the MOU itself shall constitute the whole of the agreement between the parties thereto, and that the terms and conditions of this MOU shall supersede all earlier proposals, conversations, practices or oral or written agreements constituting any portion of the meet and confer process or other discussion leading up to this MOU.

11.5. Severability
If any provision of the MOU is determined to be invalid by operation of law, or by any tribunal of competent jurisdiction or, if compliance with or enforcement of such provision is restrained by any tribunal, the remainder of this MOU shall not be affected thereby. If any portion of this MOU is so held to be invalid, or if compliance with any provision is restrained, the City is authorized to take immediate action to achieve compliance with the laws, provided that the City shall give notice to the Association prior 701
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to such action and the City shall provide the Association with an opportunity to meet and confer within thirty (30) days after any determination of invalidity or service of a restraining order, for the purpose of arriving at a mutually satisfactory replacement for such article or section.

11.7 Term
Except as set forth in this document, the MOU shall become effective January 1, 20222024, following ratification by the Association and adoption by the City Council and shall remain in full force and effect to and including December 31, 20232024. The parties agree to begin bargaining for a successor MOU by October 31, 20232024.

Dated: ____________________________
Martha Guerrero, Mayor
City of West Sacramento
Ryan Lukins
West Sacramento Police Managers’ Association
Jeff Carter, Labor Consultant
Mastagni Law
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City of West Sacramento
Benefits Summary
POLICE MANAGER’S ASSOCIATION
(Police Lieutenant)
TERM OF AGREEMENT: 01/01/2024 – 12/31/2024
Auto Allowance: None
Bereavement & Reproductive
Loss Leave:

See Personnel Rules.

Bilingual Pay: A premium pay of 5% will be added for employees possessing and utilizing bilingual skills on duty. The number of individuals to receive this pay, the languages available, and the qualification requirement will be determined by the City.

Call Back: For the position of Police Lieutenant, Call Back will be paid at the hourly rate. This can be in the form of pay or comp time. (See also “Mutual Aid and Other Responses” below.) Career Enchancement &
Wellness:

The City will reimburse up to one thousand dollars ($1000) per fiscal year to all eligible employees (prorated for new hires) for materials and fees for career enhancement & wellness activities.

Deferred Compensation: Voluntary
401(a) Money Purchase Plan: City contributes 3% of the employees hourly rate of pay.

Education/POST Incentive: Employees shall receive 5% for Bachelors Degree, and additional 5% for Master’s Degree. (Must be accredited)
Employees shall receive 5% of their hourly rate of pay for issuance of a POST Management Certificate plus completion a professional development course that is pre-approved by the Police Chief.

The maximum incentive under this section shall be 15%.

Holidays: 12 set and 3.5 floating. (96 set holiday hours, and 28 floating holiday hours). Holiday time can be taken at any time after it is earned (the pay period in which the holiday occurs or July 1 for floating holidays).

Upon separation, employees are only entitled to payout for any unused floating holiday time. Upon retirement, employees are entitled to cash out all unused holiday time at their separation rate of pay.

Upon resignation, layoff or lawful termination, employees are not entitled to any payout for unused holiday time (no cash out).

Long-Term Disability: Voluntary – Plan offered is Standard LTD.

Management Leave: 80 hours per fiscal year – pro-rated depending on date of hire (see Internal Procedures). No accumulation.
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Medical, Dental and Vision
After Retirement:

Employees Retired Prior To July 1, 2018: 100% of medical premiums to be paid by the City to maximum of $800 per month. Dental and Vision premiums to be paid by the retiree. Employees hired after July 1, 2010, must have 10 years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, he/she cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, and Promoted from Within The City:

Dental and vision premiums to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, he/she cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

For employees hired between 1/1/2002 and 06/30/2018: The City supplements the unequal, minimum contribution amount so that the total amount available to the retiree for medical premiums for retirees is as follows:
10-14 years of service = 50% of premiums
15-19 years of service = 75% of premiums
20 or more years of service = 90% of premiums.
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Medical, Dental and Vision
After Retirement (cont.):

These premiums will be paid, indexed to the CalPERS PORAC rate depending on coverage tier selected, not to exceed the level paid to active employees of associated coverage tier. For employees hired after 6/30/2014 the amount is capped at one thousand, two hundred dollars ($1,200) per month. Dental and vision premiums to be paid by the retiree. Should the retiree not elect to participate in dental after retirement or cancels coverage, he/she cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

For employees who fall under this section, upon reaching age 65 and Medicare eligibility, the City’s reimbursement of retiree medical premiums shall be reduced and shall not exceed eight-hundred dollars $800 per month.

Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, Hired from Outside the City: 100% of medical premiums to be paid by the City to maximum of $800 per month. Dental and Vision premiums to be paid by the retiree. Employees hired after July 1, 2010, must have 10 years of service with the City in order to receive this benefit. Should the retiree not elect to participate in dental after retirement or cancels coverage, he/she cannot re-elect coverage during open enrollment. Vision is offered for up to 18 months (COBRA) and is paid by the retiree.

For employees first hired on or after July 1, 2018: The City’s maximum monthly medical contribution for each eligible retiree shall be equal to the minimum employer contribution required for active employees pursuant to the Public Employees Medical and Hospital Care Act (PEMHCA). In addition to the PEMHCA minimum, employees will receive the following contributions to their Retiree Health Savings account:
• From zero (0) to five (5) years of service, employees shall receive twenty-five ($25) per month in to be deposited to the employee’s RHS account
• After completion of five (5) years of continuous service with the City, employees shall receive one hundred dollars ($100.00) per month to be deposited into their RHS account. • After completion of ten (10) years of continuous service with the City, employees shall receive one hundred and fifty dollars ($150.00) per month to be deposited into their RHS account. • After completion of twenty (20) years of continuous service with the City, employees shall receive two hundred dollars ($200.00) per month to be deposited into their RHS account.

Employees who terminate City service for reasons other than retirement or layoff prior to ten (10) years of continuous service with the City will forfeit any City contribution. After accruing ten (10) continuous years of service with the City, and upon separation from the City, employees may draw from the City contribution in this account.

Employees who separate from the City but are rehired into a POA or PMA classification shall be entitled to the Retiree Medical benefits tier associated with their original date of hire.

Medical, Dental, Vision, Life
and LTD Insurance:

All PMA employees receive a set dollar amount to purchase benefits (cafeteria plan). The employee must purchase dental, vision and life insurance. and has the option to purchase medical insurance with the remainder of the allotment. Medical insurance is offered through the CalPERS Medical Program.

Dental plan is self-insured through Delta Dental. Vision plan is Vision Service Plan. The life insurance is a $24,000 term life insurance with $1,000 coverage for a spouse and children aged 6 months to 23 years, and $100 coverage for children aged 14 days to 6 months. See current rate chart for all premiums. 706
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2024 – 12/31/2024

Page 4 ends

Medical, Dental, Vision, Life
and LTD Insurance (cont.):

Employee only will be the actual premium amount up to one hundred percent (100%) of the PORAC plan for employee only and the cost of employee only dental and vision, not to exceed $846 per month; and,
Employee plus one will be the actual premium amount up to eighty-five percent (85%) of the PORAC plan for employee plus one and eighty-five percent (85%) of the employee plus one dental and vision plans, not to exceed $1545 per month; and,
Employee plus two or more will be the actual premium amount up to eighty five percent (85%) of the PORAC plan for employee plus two or more and eighty five percent (85%) of the employee plus two or more dental and vision plans, not to exceed $1980 per month.

Effective the pay period after ratification and inclusive of approval by the City Council in January 2024, the employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life (if applicable) at the employee only level at minimum. • Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.
• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month.
• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Medical, Dental and Vision
Insurance Share the Savings
(Opt Out):

Employees hired before 7/1/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the family rate depending on coverage selected.

Employees hired after 6/30/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the employee only rate. Employees can purchase up to the family rate with the opt out funds.

Mutual Aid and Other
Responses:

The position of Police Lieutenant shall be paid at the rate of time and one-half (1.5) their regular rate of pay for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services. Employees shall be paid at the rate of time and one-half (1.5) their regular rate of pay in the event of an unusual or prolonged emergency situation within the City of West Sacramento as approved by the City Manager.

One-Time Retention Bonus
Payment:

Effective the payroll period after ratification and inclusive of approval by the City Council in January 2024, all employees will receive a one-time, non-PERSable lump sum signing bonus of three-thousand dollars ($3,000).

Effective pay period inclusive of December 1, 2024, all employees will receive a one-time, nonPERSable lump sum retention bonus payment of four thousand dollars ($4,000). 707
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2024 – 12/31/2024

Page 5 ends

4.325% to cost share for the 3% @ 55 formula on a pre-tax basis.

These employees also pay 4.325% to share in the cost of the 3% @ 50 formula on a pre-tax basis.

New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 3% @ 55 plan, in accordance with PEPRA.

Salary Increases: Effective the first payroll period after ratification and inclusive of approval by the City Council, employees shall receive a general salary increase of ten percent (10.0%).

Sick Leave Accural: 8 hours per month. Unlimited accumulation and no payoff at termination or resignation. Up to 50% payoff of hours at separation rate of pay at retirement and remaining hours reported to CalPERS as additional service credit – OR – 100% of hours to be reported to CalPERS as additional service credit. 50% payoff of hours at separation rate of pay at layoff or death.

Special Event Pay: An Employee who is required by the Department to work at a Special Event during hours outside their normally scheduled work day shall be paid at the rate of time and one-half their regular rate of pay for time worked at the Special Event. The Employee shall only be compensated under this section if the Employee is deployed to a Special Event for which the special event permitee is required to pay city support and/or public services costs under West Sacramento Municipal Code Chapter 12.08. Special Events, such that the full cost of the Employee's time working the event is recouped by the City. The need for an Employee to be deployed to work such a Special Event will be identified by the Department through the City of West Sacramento Special Event permitting process.

Unfunded Liability Employee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.

Uniform Allowance: When hired, an employee shall be directed to the appropriate vendor(s) where they will obtain the required uniforms and/or equipment, which will be paid for by the City directly to the vendor(s). 708
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2024 – 12/31/2024

Page 6 ends

Vacation Accural: 1-5 yrs = 80 hours per year; 6-10 yrs = 120 hours per year; 11-19 yrs = 160 hours per year; 20+ yrs = 200 hours per year. Maximum accumulation to 19 yrs = 240 hours per year; maximum accumulation to 20 yrs = 300 hours per year. Total payoff at separation.

Eligible employees will have the opportunity to sell back unused accrued vacation hours. To be eligible for the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holidays) in the preceding calendar year and submit a request form by December in the year prior to the year of sell back. Eligible employees may sell back up to 40 hours, twice a year (for a total 80 hours max) of accrued vacation time. The decision by an employee to cash out vacation hours is irrevocable. The hours shall be converted to a dollar amount based on the employee’s regular rate of pay at the time of buy back.

Employees in this group should refer to the City Personnel Rules for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment.
709
City of West Sacramento
Benefits Summary
POLICE MANAGER’S ASSOCIATION
(Police Lieutenant)
TERM OF AGREEMENT: 01/01/2024 – 12/31/2024
Auto Allowance: None
Bereavement & Reproductive
Loss Leave:

See Personnel Rules.

The City will reimburse up to one thousand dollars ($1000) per fiscal year to all eligible employees (prorated for new hires) for materials and fees for career enhancement & wellness activities.

Deferred Compensation: Voluntary
401(a) Money Purchase Plan: City contributes 3% of the employees hourly rate of pay.

The maximum incentive under this section shall be 15%.

Upon resignation, layoff or lawful termination, employees are not entitled to any payout for unused holiday time (no cash out).

Long-Term Disability: Voluntary – Plan offered is Standard LTD.

Management Leave: 80 hours per fiscal year – pro-rated depending on date of hire (see Internal Procedures). No accumulation.
710
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2024 – 12/31/2024

Page 2 ends

Medical, Dental and Vision
After Retirement:

Employees Retired After June 30, 2018, and Active at the Time of Ratification and Approval of MOU In July 2018, and Promoted from Within The City:

For employees hired between 1/1/2002 and 06/30/2018: The City supplements the unequal, minimum contribution amount so that the total amount available to the retiree for medical premiums for retirees is as follows:
10-14 years of service = 50% of premiums
15-19 years of service = 75% of premiums
20 or more years of service = 90% of premiums.
711
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2024 – 12/31/2024

Page 3 ends

Medical, Dental and Vision
After Retirement (cont.):

Employees who separate from the City but are rehired into a POA or PMA classification shall be entitled to the Retiree Medical benefits tier associated with their original date of hire.

Medical, Dental, Vision, Life
and LTD Insurance:

Dental plan is self-insured through Delta Dental. Vision plan is Vision Service Plan. The life insurance is a $24,000 term life insurance with $1,000 coverage for a spouse and children aged 6 months to 23 years, and $100 coverage for children aged 14 days to 6 months. See current rate chart for all premiums. 712
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2024 – 12/31/2024

Page 4 ends

Medical, Dental, Vision, Life
and LTD Insurance (cont.):

Effective the pay period after ratification and inclusive of approval by the City Council in January 2024, the employer contribution toward a cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. The employee must purchase dental, vision and life (if applicable) at the employee only level at minimum. • Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,075 per month.
• Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $1,822 per month.
• Employee plus two or more: City will pay up to actual premium amount of medical, dental, and vision for employee plus two or more, not to exceed $2,377 per month.

In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Medical, Dental and Vision
Insurance Share the Savings
(Opt Out):

Employees hired before 7/1/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the family rate depending on coverage selected.

Employees hired after 6/30/18: Employees who choose not to participate in any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred, seventy five dollars ($475). In addition, the City will pay 100% of the premiums for basic dental and basic vision up to the employee only rate. Employees can purchase up to the family rate with the opt out funds.

Mutual Aid and Other
Responses:

One-Time Retention Bonus
Payment:

Effective pay period inclusive of December 1, 2024, all employees will receive a one-time, nonPERSable lump sum retention bonus payment of four thousand dollars ($4,000). 713
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2024 – 12/31/2024

Page 5 ends

4.325% to cost share for the 3% @ 55 formula on a pre-tax basis.

These employees also pay 4.325% to share in the cost of the 3% @ 50 formula on a pre-tax basis.

New employees covered by a public retirement system with reciprocity (i.e., 37 Act), will be placed in the 3% @ 55 plan, in accordance with PEPRA.

Salary Increases: Effective the first payroll period after ratification and inclusive of approval by the City Council, employees shall receive a general salary increase of ten percent (10.0%).

Unfunded Liability Employee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.

Uniform Allowance: When hired, an employee shall be directed to the appropriate vendor(s) where they will obtain the required uniforms and/or equipment, which will be paid for by the City directly to the vendor(s). 714
City of West Sacramento
Benefits Summary
Police Managers Association
01/01/2024 – 12/31/2024

Page 6 ends

Employees in this group should refer to the City Personnel Rules for further information on Employer/Employee relations, personnel practices, and terms and conditions of employment.
715
Title Page City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
City of West Sacramento
Salary Schedule
Fiscal Year 2023 / 2024

Page 1 of 22 ends

716
Battalion Chief's Association City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Fire Battalion Chief 11/4/23 $10,307 $12,526 $123,684 $150,312

MONTHLY SALARY RANGE ANNUAL SALARY

Page 2 of 22 ends

717
City Manager City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
City Manager 8/26/2023 23738 $284,856

MONTHLY SALARY RANGE ANNUAL SALARY

Page 3 of 22 ends

718
Confidential City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

MONTHLY SALARY STEPS ANNUAL SALARY
FOR EMPLOYEES HIRED AFTER 06/30/2019

MONTHLY SALARY STEPS ANNUAL SALARY

Page 4 of 22 ends

719
Elected Officials City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
City Council Member 1/1/87 $300 $3,600
Mayor 1/1/87 $300 $3,600

MONTHLY SALARY STEPS ANNUAL SALARY

Page 5 of 22 ends

720
Executive Management City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

MONTHLY SALARY RANGE ANNUAL SALARY

Page 6 of 22 ends

721
Firefighter's Association City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

MONTHLY SALARY STEPS ANNUAL SALARY

Page 7 of 22 ends

722
Local 39 City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

MONTHLY SALARY STEPS ANNUAL SALARY

Page 8 of 22 ends

723
Local 39 City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Traffic Control & Lighting Technician I 7/1/23 $5,265 $5,528 $5,804 $6,094 $6,399 $63,180 $76,788 Traffic Control & Lighting Technician II 7/1/23 $6,161 $6,469 $6,792 $7,132 $7,489 $73,932 $89,868 Treatment Plant Mechanic I 7/1/23 $5,602 $5,882 $6,176 $6,485 $6,809 $67,224 $81,708 Treatment Plant Mechanic II 7/1/23 $6,161 $6,469 $6,792 $7,132 $7,489 $73,932 $89,868 Water Meter Technician 7/1/23 $4,363 $4,581 $4,810 $5,051 $5,304 $52,356 $63,648 Water Treatment Plant Apprentice (Steps 1-4) 7/1/23 $3,970 $4,168 $4,376 $4,595 $47,640 Water Treatment Plant Apprentice (Steps 5-9) 7/1/23 $4,824 $5,065 $5,318 $5,584 $5,863 $70,356 Water Treatment Plant Operator II 7/1/23 $5,454 $5,727 $6,013 $6,314 $6,630 $65,448 $79,560 Water Treatment Plant Operator III 7/1/23 $6,029 $6,330 $6,646 $6,978 $7,327 $72,348 $87,924 Water Treatment Plant Operator, Senior 7/1/23 $7,391 $7,761 $8,149 $8,556 $8,984 $88,692 $107,808

POSITION TITLE SALARY EFFECTIVE

MONTHLY SALARY STEPS ANNUAL SALARY

Page 9 of 22 ends

724
Local 39 City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Permit Technician I 7/1/23 $4,698 $4,815 $4,935 $5,058 $5,184 $5,314 $5,447 $5,583 $5,723 $56,376 $68,676 Permit Technician II 7/1/23 $5,051 $5,177 $5,306 $5,439 $5,575 $5,714 $5,857 $6,003 $6,153 $60,612 $73,836 Planning Technician 7/1/23 $4,700 $4,817 $4,937 $5,060 $5,187 $5,317 $5,450 $5,586 $5,726 $56,400 $68,712 Recreation Coordinator 7/1/23 $4,180 $4,284 $4,391 $4,501 $4,614 $4,729 $4,847 $4,968 $5,092 $50,160 $61,104 Recreation Supervisor I 7/1/23 $5,221 $5,352 $5,486 $5,623 $5,764 $5,908 $6,056 $6,207 $6,362 $62,652 $76,344 Recreation Supervisor II 7/1/23 $5,805 $5,950 $6,099 $6,251 $6,407 $6,567 $6,731 $6,899 $7,071 $69,660 $84,852 Revenue Supervisor 7/1/23 $5,805 $5,950 $6,099 $6,251 $6,407 $6,567 $6,731 $6,899 $7,071 $69,660 $84,852 Secretary 7/1/23 $4,674 $4,791 $4,911 $5,034 $5,160 $5,289 $5,421 $5,557 $5,696 $56,088 $68,352 Special Events Supervisor I 7/1/23 $5,221 $5,352 $5,486 $5,623 $5,764 $5,908 $6,056 $6,207 $6,362 $62,652 $76,344 Special Events Supervisor II 7/1/23 $5,805 $5,950 $6,099 $6,251 $6,407 $6,567 $6,731 $6,899 $7,071 $69,660 $84,852 Stationary Engineer 7/1/23 $5,924 $6,072 $6,224 $6,380 $6,540 $6,703 $6,871 $7,043 $7,219 $71,088 $86,628 Traffic Control & Lighting Technician I 7/1/23 $5,252 $5,383 $5,518 $5,656 $5,797 $5,942 $6,091 $6,243 $6,399 $63,024 $76,788 Traffic Control & Lighting Technician II 7/1/23 $6,146 $6,300 $6,458 $6,619 $6,784 $6,954 $7,128 $7,306 $7,489 $73,752 $89,868 Treatment Plant Mechanic I 7/1/23 $5,589 $5,729 $5,872 $6,019 $6,169 $6,323 $6,481 $6,643 $6,809 $67,068 $81,708 Treatment Plant Mechanic II 7/1/23 $6,146 $6,300 $6,458 $6,619 $6,784 $6,954 $7,128 $7,306 $7,489 $73,752 $89,868 Water Meter Technician 7/1/23 $4,354 $4,463 $4,575 $4,689 $4,806 $4,926 $5,049 $5,175 $5,304 $52,248 $63,648 Water Treatment Plant Apprentice 7/1/23 $4,812 $4,932 $5,055 $5,181 $5,311 $5,444 $5,580 $5,720 $5,863 $57,744 $70,356 Water Treatment Plant Operator II 7/1/23 $5,442 $5,578 $5,717 $5,860 $6,006 $6,156 $6,310 $6,468 $6,630 $65,304 $79,560 Water Treatment Plant Operator III 7/1/23 $6,014 $6,164 $6,318 $6,476 $6,638 $6,804 $6,974 $7,148 $7,327 $72,168 $87,924 Water Treatment Plant Operator, Senior 7/1/23 $7,373 $7,557 $7,746 $7,940 $8,139 $8,342 $8,551 $8,765 $8,984 $88,476 $107,808

Page 10 of 22 ends

725
Management City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

MONTHLY SALARY RANGE ANNUAL SALARY

Page 11 of 22 ends

726
Management City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM

Page 12 of 22 ends

727
Police Officer's Associatio City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

MONTHLY SALARY STEPS ANNUAL SALARY
FOR EMPLOYEES HIRED BEFORE 07/01/2018

MONTHLY SALARY STEPS ANNUAL SALARY

Page 13 of 22 ends

728
Police Officer's Associatio City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Police Officer 1/13/24 $7,651 $8,034 $8,436 $8,858 $9,301 $91,812 $111,612 Police Records Technician I 1/13/24 $3,797 $3,987 $4,186 $4,395 $4,615 $45,564 $55,380 Police Records Technician II 1/13/24 $4,184 $4,393 $4,613 $4,844 $5,086 $50,208 $61,032 Police Records Technician, Senior 1/13/24 $4,603 $4,833 $5,075 $5,329 $5,595 $55,236 $67,140 Police Sergeant 1/13/24 $9,383 $9,852 $10,345 $10,862 $11,405 $112,596 $136,860 Police Services Coordinator 1/13/24 $4,969 $5,217 $5,478 $5,752 $6,040 $59,628 $72,480 Property & Evidence Technician I 1/13/24 $4,267 $4,480 $4,704 $4,939 $5,186 $51,204 $62,232 Property & Evidence Technician II 1/13/24 $4,693 $4,928 $5,174 $5,433 $5,705 $56,316 $68,460 Youth Counselor 1/13/24 $5,877 $6,171 $6,480 $6,804 $7,144 $70,524 $85,728

Page 14 of 22 ends

729
Police Manager's City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Police Lieutenant 1/13/24 $11,928 $14,496 $143,136 $173,952

POSITION TITLE SALARY EFFECTIVE

A B C D E F G H I MINIMUM MAXIMUM
Police Lieutenant 1/13/24 $11,898 $12,195 $12,500 $12,812 $13,132 $13,460 $13,797 $14,142 $14,496 $142,776 $173,952 FOR EMPLOYEES HIRED AFTER 06/30/2018

MONTHLY SALARY STEPS ANNUAL SALARY
FOR EMPLOYEES HIRED BEFORE 07/1/2018

MONTHLY SALARY RANGE ANNUAL SALARY

Page 15 of 22 ends

730
Recruit City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Fire Recruit 7/1/22 $5,379 $64,548
Police Recruit 1/1/23 $5,552 $66,624
FOR EMPLOYEES HIRED AFTER 06/30/2018

MONTHLY SALARY STEPS ANNUAL SALARY

Page 16 of 22 ends

731
Safety Mangement City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE SALARY EFFECTIVE

A B C D E MINIMUM MAXIMUM
Deputy Fire Chief 8/26/23 $11,645 $14,152 $139,740 $169,824 Deputy Police Chief 8/26/23 $13,175 $16,011 $158,100 $192,132

MONTHLY SALARY RANGE ANNUAL SALARY

Page 17 of 22 ends

732
Specialist & Professionals City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE
SALARY

EFFECTIV
E

MONTHLY SALARY STEPS ANNUAL SALARY

Page 18 of 22 ends

733
Specialist & Professionals City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Program Technician II 8/26/23 $5,200 $5,330 $5,463 $5,600 $5,740 $5,884 $6,031 $6,182 $6,337 $62,400 $76,044 Project Manager I 8/26/23 $6,864 $7,036 $7,212 $7,392 $7,577 $7,766 $7,960 $8,159 $8,363 $82,368 $100,356 Project Manager II 8/26/23 $7,589 $7,779 $7,973 $8,172 $8,376 $8,585 $8,800 $9,020 $9,246 $91,068 $110,952 Senior Accountant 8/26/23 $7,586 $7,776 $7,970 $8,169 $8,373 $8,582 $8,797 $9,017 $9,242 $91,032 $110,904 Senior Building Inspector 8/26/23 $7,586 $7,776 $7,970 $8,169 $8,373 $8,582 $8,797 $9,017 $9,242 $91,032 $110,904 Senior Deputy City Clerk 8/26/23 $5,861 $6,008 $6,158 $6,312 $6,470 $6,632 $6,798 $6,968 $7,142 $70,332 $85,704 Senior Fire Inspector 8/26/23 $6,861 $7,033 $7,209 $7,389 $7,574 $7,763 $7,957 $8,156 $8,360 $82,332 $100,320 Senior Landscape Inspector 8/26/23 $6,861 $7,033 $7,209 $7,389 $7,574 $7,763 $7,957 $8,156 $8,360 $82,332 $100,320 Senior Plans Examiner 8/26/23 $7,586 $7,776 $7,970 $8,169 $8,373 $8,582 $8,797 $9,017 $9,242 $91,032 $110,904 Technical Support Specialist I 8/26/23 $4,502 $4,615 $4,730 $4,848 $4,969 $5,093 $5,220 $5,351 $5,485 $54,024 $65,820 Technical Support Specialist II 8/26/23 $5,200 $5,330 $5,463 $5,600 $5,740 $5,884 $6,031 $6,182 $6,337 $62,400 $76,044 Technical Support Specialist III 8/26/23 $6,040 $6,191 $6,346 $6,505 $6,668 $6,835 $7,006 $7,181 $7,361 $72,480 $88,332

POSITION TITLE
SALARY

EFFECTIV
E

MONTHLY SALARY STEPS ANNUAL SALARY

Page 19 of 22 ends

734
Specialist & Professionals City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
Construction Inspector III 9/27/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Court Liaison Specialist 8/26/23 $4,425 $4,646 $4,878 $5,122 $5,378 $53,100 $64,536 Deputy City Clerk 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Engineering Assistant I 8/26/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Engineering Assistant II 8/26/23 $6,869 $7,212 $7,573 $7,952 $8,350 $82,428 $100,200 Engineering Assistant III 8/26/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Finance Analyst 8/26/23 $7,607 $7,987 $8,386 $8,805 $9,245 $91,284 $110,940 Financial Specialist 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Fire Inspector 8/26/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Information Technology Specialist I 8/26/23 $6,359 $6,677 $7,011 $7,362 $7,730 $76,308 $92,760 Information Technology Specialist II 8/26/23 $7,146 $7,503 $7,878 $8,272 $8,686 $85,752 $104,232 Landscape Inspector 8/26/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Plans Examiner I 8/26/23 $6,050 $6,353 $6,671 $7,005 $7,355 $72,600 $88,260 Plans Examiner II 8/26/23 $6,869 $7,212 $7,573 $7,952 $8,350 $82,428 $100,200 Police Records Supervisor 8/26/23 $6,055 $6,358 $6,676 $7,010 $7,361 $72,660 $88,332 Preschool Teacher 8/26/23 $3,359 $3,527 $3,703 $3,888 $4,082 $40,308 $48,984 Preschool Teacher/Family Support Specialist 8/26/23 $3,397 $3,567 $3,745 $3,932 $4,129 $40,764 $49,548 Program Technician I 8/26/23 $4,513 $4,739 $4,976 $5,225 $5,486 $54,156 $65,832 Program Technician II 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Project Manager I 8/26/23 $6,881 $7,225 $7,586 $7,965 $8,363 $82,572 $100,356 Project Manager II 8/26/23 $7,608 $7,988 $8,387 $8,806 $9,246 $91,296 $110,952 Senior Accountant 8/26/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Senior Building Inspector 8/26/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Senior Deputy City Clerk 8/26/23 $5,876 $6,170 $6,478 $6,802 $7,142 $70,512 $85,704 Senior Fire Inspector 8/26/23 $6,878 $7,222 $7,583 $7,962 $8,360 $82,536 $100,320 Senior Landscape Inspector 8/26/23 $6,878 $7,222 $7,583 $7,962 $8,360 $82,536 $100,320 Senior Plans Examiner 8/26/23 $7,604 $7,984 $8,383 $8,802 $9,242 $91,248 $110,904 Technical Support Specialist I 8/26/23 $4,512 $4,738 $4,975 $5,224 $5,485 $54,144 $65,820 Technical Support Specialist II 8/26/23 $5,213 $5,474 $5,748 $6,035 $6,337 $62,556 $76,044 Technical Support Specialist III 8/26/23 $6,055 $6,358 $6,676 $7,010 $7,361 $72,660 $88,332

Page 20 of 22 ends

735
Extra Help City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024
POSITION TITLE SALARY EFFECTIVE Minimum Hourly Maximum Hourly Assistant Pool Manager 1/1/2023 $17.50 $18.25
Designated Level I Reserve Police Officer 1/1/2023 $25.50 $30.50 Emergency Services Coordinator 1/1/2023 $55.00 $55.00
Laborer 1/1/2024 $16.00 $19.00
Lead Program Leader 1/1/2023 $19.25 $21.00
Lead Recreation Leader 1/1/2023 $18.25 $19.25
Lifeguard/Swim Instructor 1/1/2023 $16.00 $17.50
Parking/Traffic Enforcement Officer 1/1/2023 $18.50 $21.25 Planning Commissioner 1/1/2023 $30 per meeting
Pool Manager 1/1/2023 $18.25 $19.25
Program Aide 1/1/2023 $16.00 $17.00
Program Assistant 1/1/2023 $16.00 $21.00
Program Leader 1/1/2023 $17.00 $18.25
Program Site Leader 1/1/2023 $18.25 $19.25
Recreation Aide 1/1/2023 $16.00 $16.25
Recreation Assistant 1/1/2023 $19.25 $21.00
Recreation Leader 1/1/2023 $16.25 $17.50
Retired Annuitant 1/1/2023 $16.00 $77.00
Senior Parking/Traffic Enforcement Officer 1/1/2023 $21.50 $4.50 Senior Recreation Leader 1/1/2023 $17.50 $18.25
Student Intern 1/1/2023 $16.00 $21.00
Substitute Preschool Teacher 1/1/2023 $16.00 $18.25
Salary increases at $0.25 increments with a maximum of $1.00.

Page 21 of 22 ends

736
Y Rate City of West Sacramento
2023/2024 Classification Plan
Approved: 1/17/2024

POSITION TITLE
SALARY

EFFECTIVE

MONTHLY
SALARY
STEPS
ANNUAL
SALARY
Y - Rate MAXIMUM
Senior Maintenance Worker - Y-Rate 8/27/22 $5,820 $69,840

Page 22 of 22 ends

737
Attachment 6
RESOLUTION 24-16

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST SACRAMENTO ADOPTING AMENDMENTS TO THE BUDGET FOR FISCAL YEARS 2023/24 AND 2024/25 TO FUND UPDATES TO THE POLICE MANAGERS’ ASSOCIATION MOU WHEREAS, the City Council adopted the biennial Operations and Maintenance (O&M) budget for Fiscal Years 2023/24 and 2024/25 on June 28, 2023; and WHEREAS, the Police Managers’ Association (PMA) MOU had an original expiration date of December 31, 2023; and
WHEREAS, Representatives from the PMA and the City began negotiating in good faith in November 2023; and
WHEREAS, a tentative agreement was reached and signed by PMA on January 2, 2024; and
WHEREAS, the proposed MOU updates require budget amendments to fund the revisions in FY 2023/24 and 2024/25; and
WHEREAS, the City Council has considered all information related to this matter, as presented at the public meetings of the City Council identified herein, including any supporting reports by City staff, and any other information provided during public meetings.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of West Sacramento as follows:

1. The City Council hereby approves amendments to the ongoing General Fund Budget for fiscal year 2023/24 in the amount of $100,748 and for fiscal year 2024/25 in the amount of $192,656, and amendments to the one-time General Fund Budget of $16,615 in FY 2023/24 and $22,238 in FY 2024/25 as provided for in Exhibit A to this Resolution.

2. The City Council hereby finds that the facts set forth in the recitals to this Resolution are true and correct and establish the factual basis for the City Council's adoption of this Resolution.

3. This Resolution shall take effect immediately upon its adoption.

PASSED AND ADOPTED by the City Council of the City of West Sacramento this 17th day of January 2024, by the following vote:

AYES:

NOES:

ABSENT:

Martha Guerrero, Mayor
ATTEST:

Jennifer Cusmir, City Clerk
738
Cost Center
FY 2023/24
One-Time
FY 2023/24
Ongoing
FY 2024/25
One-Time
FY 2024/25
Ongoing
101-9110 $ 6,646 $ 45,317 $ 8,895 $ 80,898
101-9113 $ 6,646 $ 35,747 $ 8,895 $ 71,421
101-9111 $ 3,323 $ 19,684 $ 4,448 $ 40,337
TOTAL $ 16,615 $ 100,748 $ 22,238 $ 192,656
$ 117,363 $ 214,894

EXHIBIT A - BUDGET ADJUSTMENTS FOR POLICE MANAGEMENT ASSOCIATION (PMA) MOU FOR FISCAL YEARS 2023/24 AND 2024/25
739

CITY COUNCIL AGENDA REPORT
MEETING DATE: January 17, 2024 ITEM # 17
SUBJECT:

CONSIDERATION OF AMENDMENT TO A PROFESSIONAL SERVICES CONTRACT

WITH THE WASHINGTON UNIFIED SCHOOL DISTRICT FOR THE AFTER SCHOOL ENRICHMENT & SAFETY (ASES) GRANT AND APPROVAL OF RESOLUTION 24-17 FOR RELATED BUDGET ADJUSTMENTS.

INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[ ] Council [X ] Staff
[ ] Other
Kaitlyn Montez, Sr. Human Resources Analyst
City Manager’s Office
Jennifer Hall, Recreation Supervisor II
Parks & Recreation
ATTACHMENT [ X ] Yes [ ] No [ ] Information [ ] Direction [ X ] Action

OBJECTIVE
The objective of this report is to provide the City Council with sufficient information for approval of an Amendment to the professional services contract with Washington Unified School District for the After School Enrichment & Safety (ASES) Grant and approve resolution 24-17 for related budget adjustments.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council:
1) Approve the Amendment to the Professional Services Contract with Washington Unified School District for the After School Enrichment & Safety (ASES) Grant in the amount of $1,112,127 ($962,890 in ongoing monies, and $149,237 in one-time monies for various program staff bonuses); 2) Approve Resolution 24-17 for related budget adjustments; and 3) Authorize the City Manager, or contract designee to execute the contract amendment.

BACKGROUND
KidZone/Club West is a partnership between Washington Unified School District (WUSD) and the City to provide quality, enriching, after-school services to the youth of West Sacramento funded under Proposition 49. The After School Education & Safety (ASES) Grant provides funds for KidZone & Club West which operates throughout the year providing academic, enrichment, and recreation activities which include provision of a daily supper and snack, disguised learning activities, physical activity, and arts & crafts.

ANALYSIS
In recent years KidZone and Club West After School programs have experienced drastic challenges recruiting applicants and meeting staffing ratios to provide the ASES (After School Education and Safety) Program at all five Washington Unified School District (WUSD) Sites covered by the grant. Washington Unified administers the ASES grant and contracts with the Parks and Recreation Department to provide extra help staff to work at the program sites under the grant. A more competitive wage scale specific to the ASES Program was developed and adopted by the City Council on December 7, 2022. In August 2023, WUSD reached out to City staff requesting that ASES Extra Help staff wages be increased to be more competitive and comparable to what other after school sites are paying in our county and region due to minimum wage changes.

Proposed ASES Staff Pay Scales:

Program Aide $16.00 to $ 18.50
Program Leader $18.50 to $ 21.00
Asst Site Leader $18.50 to $ 21.00
Site Leader $21.00 to $ 23.50
Lead Program Leader $23.00 to $ 25.50
Program staff adjustments into the amended wage scale will take effect the first payroll period after ratification and approval by the City Council and the WUSD and the contract amendment is signed.

Along with a new wage scale, WUSD endorsed the idea of continuing to offer one-time stipends, as well as end of the year stipends based on hours worked in the ASES program and position, for school year 2023-2024 only, to increase recruitment and retention. The first round of stipends will take effect the first payroll period after ratification and approval by the City Council and WUSD and the contract amendment is signed. 740
ASES Amendment
January 17, 2024

Page 2 ends

Mid-Year Retention Pay – Paid as a one time lump sum bonus Program Aide $ 200.00
Program Leader $ 300.00
Assistant Program Site Leader $ 400.00
Program Site Leader $ 500.00
Lead Program Leader $ 600.00
 Requirements:
o Based on position/title at time of pay.
o * Effective the first payroll period after ratification and approval by the City Council and WUSD and the contract amendment is signed.

End of the Year Stipend – Paid based on the number of hours worked within the ASES program during the school year
Program Aide $ 1.00
Program Leader $ 1.50
Assistant Program Site Leader $ 1.75
Program Site Leader $ 2.00
Lead Program Leader $ 2.00
Requirements
Based on regular* hours worked & title
Must work a minimum of 100 hours.

Holiday, vacation, sick or other forms of hours outside hours worked not eligible Only hours worked within ASES program are eligible
Environmental Considerations
Not applicable
Commission Recommendation
Not applicable
Strategic Plan Integration
These recommendations support the City Council’s Mission to provide Quality Municipal Services and a City government that is financially sound with a superior workforce.

Alternatives
The City Council’s primary alternatives are summarized below:
1) Approve the Recommended Action;
2) Reject the Recommended Action and direct staff to return with alternative recommendations.

Staff recommends Alternative 1 as the best way to ensure appropriate staffing levels for the program and increase recruitment and retention efforts.

Coordination and Review
This report has been coordinated between the City Manager's Office, Human Resources Division, Finance Department, Parks & Recreation Department and the Washington Unified School District.

Budget/Cost Impact
There is no direct financial impact to the City with the approval of the ASES Grant amendment. The After School Enrichment and Safety (ASES) Grant amendment provides an additional grant amount of $1,112,127.48 ($962,890.48 in on-going monies, and $149,237.00 in one-time monies for various program staff bonuses) for the 2023-2024 school year. Resolution 24-17 amends the FY 23-24 operations and maintenance budget to appropriate the additional revenues and expenses associated with the ASES Grant amendment. 741
ASES Amendment
January 17, 2024

Page 3 ends

ATTACHMENTS

1. Contract Amendment

2. Resolution 24-17
742

AMENDMENT TO CONTRACT SERVICES
Washington Unified School District
10/17/19 CJ
mutally agree to the following amendment at
TO
Amount of Increase
Amount of Decrease
These signatures attest the parties agreement hereto:

Date Date
Site / Department Administrator Date Title

DISTRICT CONTRACTOR
Total Amount of Increase / Decrease

REVISED CONTRACT AMOUNT
Authorized District Signature Authorizing Signature

BUDGET CODES

AMENDMENT
The contract between Washington Unified School District and the CONTRACTOR is amended as provided herein:

Original Contract Amount
Site / Department
Date Date

AMENDMENT DATE
The effective dates of this amendment to Contract Services are The Washington Unified School District and
Contractor
Purchase Order Number Date Change Order Created Board Approval Date Rahele Atabaki/ Director WUSD 12/8/2023
743
Attachment 2
RESOLUTION 24-17

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST SACRAMENTO APPROVING BUDGET AMENDMENTS OF $1,112,127 FOR AN AMENDMENT TO THE AFTER SCHOOL ENRICHMENT & SAFETY (ASES) GRANT FOR FY 2023/24
WHEREAS, the City Council adopted Resolution 23-57 on June 28, 2023, approving the biennial O&M budget for Fiscal Years 2023/24 and 2024/25; and WHEREAS, at the beginning of this school year, KidZone and Club West After School programs were experiencing drastic challenges recruiting applicants and meeting staffing ratios to provide the ASES (After School Education and Safety) Program at all five Washington Unified School District (WUSD) Sites covered by the grant; and
WHEREAS, in August 2022, WUSD reached out to City staff requesting that ASES Extra Help staff wages be increased to be more competitive and comparable to what other after school sites are paying in our county and region information was collected from similar after school programs in the region, and a more competitive wage scale specific to the ASES Program was developed and adopted by the City Council on December 7, 2022; and WHEREAS, in August 2023, WUSD again reached out to City staff requesting that ASES Extra Help staff wages be increased to remain competitive with other school programs in the region due to changes to minimum wage; and
WHEREAS, along with a new wage scale, WUSD endorsed the idea of continuing to offer one- time stipend bonuses, as well as end of the year stipends based on regular hours worked in the ASES program and position, for school year 2023-2024 only to increase recruitment and retention; and
WHEREAS, WUSD is proposing to amend their contract with the City to include extra help wage increases annually ($962,890 on-going), as well as to offer recruitment and retention stipends ($149,237 one-time) for this current school year with the first round of stipends to take effect the first payroll period after ratification and approval by the City Council and WUSD and the contract amendment is signed.

NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of West Sacramento as follows:

1. The City Council hereby approves amendments to the FY 2023/24 budget as listed below:

SOURCES:
$1,112,127 254-9551-4810 ASES Program Grant Reimbursement $1,112,127 TOTAL SOURCES
USES:
$962,890 254-9551-5111 ASES Program Extra Help Wage Increases $149,237 254-9551-5111 ASES Program Recruitment/Retention Stipends $1,112,127 TOTAL USES

2. The City Council hereby finds that the facts set forth in the recitals to this Resolution are true and correct and establish the factual basis for the City Council’s adoption of this Resolution.

3. This Resolution shall take effect immediately upon its adoption.

PASSED AND ADOPTED by the West Sacramento City Council this 17th day of January 2024, by the following vote:
744
Resolution 24-17

Page 2 ends

AYES:

NOES:

ABSENT:

Martha Guerrero, Mayor
ATTEST:

Jennifer Cusmir, City Clerk
745

CITY COUNCIL AGENDA REPORT
MEETING DATE: January 17, 2024 ITEM # 18
SUBJECT:

CONSIDERATION OF APPROVAL OF UPDATED ADMINISTRATIVE POLICIES UNDER

CITY COUNCIL AUTHORITY IN ACCORDANCE WITH LAWS, PROCESSES, AND BEST

PRACTICES
INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[ ] Council [X] Staff
[ ] Other
Amanda Berlin, Assistant City Manager
City Manager’s Office
ATTACHMENT [X] Yes [ ] No [ ] Information [ ] Direction [X] Action

OBJECTIVE
The purpose of this report is to present for the Council’s consideration and approval Administrative Policies under City Council authority that have been updated in response to updated laws, processes, and best practices.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council:

1. Approve the revisions to the following Administrative Policies:
 I-A-10 Council Placement of Items on the Agenda
 I-A-12 City Attorney Conflicts
 II-B-10 Veterans’ Preference in Hiring
 II-E-3 Anti-Discrimination, Harassment and Retaliation Policy  IX-A-6 Fee Waiver for Special Events

2. Approve new Administrative Policy I-B-8 City Hall Flags

BACKGROUND
The City maintains a manual of administrative policies. The primary benefit of these policies is to provide consistency in the performance of key City functions, resulting in greater efficiency. When laws, processes, or best practices change, this can trigger a new, updated or deleted policy. Administrative Policies are approved by authority of either the City Council or by the City Manager. Policies under City Council authority are those that have the potential to create public controversy or materially affect Council initiatives or strategic priorities whereas the policies under City Manager approval authority are those that affect departmental processes (Administrative Policy I-A-00, 2022). When policies under City Council authority are added or amended, they must be brought to the City Council for approval.

ANALYSIS
The Administrative Policies under City Council authority requiring review and approval at this time are listed below with their key reasons for updates. All policies received general pronoun and punctuation adjustments to match current practices.

1. I-A-10 Council Placement of Items on the Agenda: Includes an update to the day, person, and format in which a council member can request an item on the agenda that will require a significant amount of staff time to prepare. The updates are consistent with the current process, as outlined in the Council Procedures Manual.

2. I-A-12 City Attorney Conflicts: In the Policy section, includes the addition of “under applicable rules and law, including the California Rules of Professional Conduct” and specifications to whom and how City Council will be informed if consent for further representation is given.

3. II-A-4 Veterans’ Preference in Hiring: Includes updated language to reflect current hiring language. In addition to the proposed amendments, staff recommends changing the approval authority to the City Manager, as these practices are prescribed by law and are for administrative purposes only. This policy affects recruitment practices but was originally under subsection B related to Leave, this policy will be moved to subsection A related to Recruitment.

4. II-E-3 Anti-Discrimination, Harassment and Retaliation Policy: This is an update/replacement of the policy previously titled Sexual Harassment Policy. It includes an updated title “Anti-discrimination, Harassment and Retaliation Policy” for expanded policy scope about reproductive health decision making, as well as updating the governing agency to California Civil Rights Department (CRD). In addition to the updated/replacement policy, staff recommends changing the approval authority to the City Manager as these practices are prescribed by law and are for administrative purposes only. 746
Administrative Policy Updates
January 17, 2024

Page 2 ends

5. IX-A-6 Fee Waiver for Special Events: This policy reflects the approved changes from the June 15, 2022, Council meeting regarding Ordinance 22-18, amending Chapter 12.08 of the City of West Sacramento Municipal Code related to Special Events within the city limits. Includes added language for permit, staff and late fees, where applicable, as well as limiting waivers to one (1) per organization per year.

6. I-B-8 City Hall Flags: In recent years, the Council has approved the flying of a ceremonial flag during Pride month. This policy outlines the process for displaying flags on the flag poles at City Hall, including ceremonial flags.

Environmental Considerations
This action is not a project that is subject to CEQA because it is not an activity that may cause either a direct or reasonably foreseeable indirect physical change in the environment. (Pub. Resources Code, § 21065; CEQA Guidelines §§ 15060(c), 15378(a).)
Commission Recommendation
N/A
Strategic Plan Integration
Alternatives
The Council’s primary alternatives are summarized below:

1. Approve proposed revisions to Administrative Policies I-A-10, I-A-12, II-B-9, II-B-10, II-E-3, IX-A-6 and approve new Administrative Policy I-B-8

2. Direct staff to modify selected policy(ies) and return at a future Council meeting.

3. Decline to approve all Administrative Policies and direct staff to return at a future Council meeting.

Alternative 1 is staff’s recommendation. Staff is prepared to effectuate Alternative 2 at the Council’s direction.

Staff does not recommend Alternative 3.

Coordination and Review
This report was prepared by the City Manager’s Office based on input from appropriate Department staff.

Budget/Cost Impact
N/A

ATTACHMENTS

1. Administrative Policy I-A-10 Council Placement of Items on the Agenda

2. Administrative Policy I-A-12 City Attorney Conflicts

3. Administrative Policy II-A-4 Veterans’ Preference in Hiring

4. Administrative Policy II-E-3 Anti-Discrimination, Harassment and Retaliation Policy

5. Administrative Policy IX-A-6 Fee Waiver for Special Events

6. Administrative Policy I-B-8 City Hall Flags
747
1 CITY OF WEST SACRAMENTO
ADMINISTRATIVE POLICY NUMBER: I-A-10
DATE: October 20, 1999
Revised: January 17, 2024
SUBJECT: COUNCIL PLACEMENT OF ITEMS ON
AGENDA
AUTHORITY: City Council

PURPOSE
The purpose of this policy is to establish an orderly process and procedure for consideration of council member requests for placement of items on a future council agenda.

POLICY
It is the policy of the City Council for individual council members to agendize for discussion items that would require a significant allocation of staff time or other resources.

PROCEDURE
A council member that has an interest in pursuing an item that will require a significant amount of staff time or other resources should take the following steps:

1. No later than the TuesdayThursday of the week prior to a council meeting, the council member should advise the City Clerk Manager of the subject matter he/she would like discussed. This shall be done in writing and include any documentation that will aid the Council in coming to a decisionmay be done in writing or simply through an oral request.

2. Upon receipt of the request, the City Clerk will place the item on the agenda under the heading “Future Agenda Item Requests by Council Members.” If the submitting council member provided Ssupporting information , it will be included in the agenda packet.

3. When the item is considered, the cCouncil will take action asdiscuss to whether staff resources should be further allocated to the matter. If appropriate and approved upon consensus of a majority of by the councilCouncil, the matter may be referred to staff. andStaff will then prepare a staff report and returned to the council Council for additional action at a subsequent council meeting.
748

CITY OF WEST SACRAMENTO
ADMINISTRATIVE POLICY NUMBER: I-A-12
DATE: October 20, 1999
Revised: January 17, 2024
SUBJECT: CITY ATTORNEY CONFLICTS AUTHORITY: City Council

PURPOSE
The purpose of this policy is to delineate the approval process for continued participation by the Ccity Aattorney in a matter where the Ccity Aattorney is required to obtain the informed written consent of the city because of existing or potential engagement by other clients to avoid conflicts of interest.

POLICY
It is the policy of the Ccity of West Sacramento to have the Mmayor review situations wherein the Ccity attorney may potentially have a future conflict of interest and is required to obtain the Ccity’s informed written consent. under applicable rules and law, including the California Rules of Professional Conduct.

PROCEDURE
The Ccity Aattorney is required to inform the Ccity any time there is a matter that could potentially give rise to a conflict of interest with another client of the Ccity Aattorney. There are some situations where the conflict is abundantly clear, and the Ccity Aattorney is required to excuse themself from further representation of both parties as to the specific issue or matter. In other matters, there is an ethical obligation of the Ccity Aattorney to inform and obtain the Ccity’s written consent to avoid a future conflict of interest. An example is where the Ccity Aattorney represents the Ccity and another client on different matters, and the other client has separate representation on a matter of common interest. In the latter case, the following steps shall be taken:

1. Upon receipt of such notification by the Ccity Aattorney, the Ccity Mmanager and any staff that the Ccity Mmanager deems appropriate will review the matter. After review of the matter, the Ccity Mmanager will consult with the Mmayor and offer a recommendation. The Mmayor will decide whether consent to continue further representation shouldwill be given.

2. If consent for further representation is given by the Mayor, the City Council will be informed through a confidential memo from the City Manager and the City Attorneyat its next regular meeting. The item will be agendized under the City Attorney’s Report. The Mayor may instead refer the matter to the full City Council for a decision; or if the Mayor does not wish to consent, the City Attorney may request that the matter be presented to the full City Council for discussion and action. The discussion may be in closed session if appropriate under the Brown Act. In the event that City Attorney believes such disclosure may compromise the matter at hand, the Council will be informed via the confidential newsletter. In the event that the mayor does not wish to consent to further representation, the matter will be presented to the full council for further discussion and action if requested by the city attorney.

3. In deciding whether to grant consent, the Ccity Mmanager, in making a recommendation, and the Mmayor, in acting on that recommendation, shall consider the facts of the situation.

Such facts will include the level of involvement of the Ccity Aattorney with their other client, representation of the other client by a different firm on the subject matter of common interest, the 749
Administrative Policy I-A-12B-2
Use of City VehiclesCity Attorney Conflicts
(continued)
2237449.12 7203-001 2
receipt of the other client’s consent to sole representationwaiver of the cityconflict and the practicality inherent in maintaining an ethical wall within the Ccity Aattorney’s office. 750
1 CITY OF WEST SACRAMENTO
ADMINISTRATIVE POLICY NUMBER: II-B-10 II-A-4
DATE: December 12, 2001
Revised: January 17, 2024
SUBJECT: VETERANS’ PREFERENCE IN HIRING AUTHORITY: City Council

PURPOSE
The following policy and procedures are established to implement a Veterans’ Preference in Hiring system.

POLICY
An applicant who qualifies for veterans’ preference and successfully places on an eligibility list for initial entrance into employment with the city shall be advanced one rank on the final eligibility list.

Where there are five (5) or less qualified applicants, no veterans’ preference shall apply and all applicants shall be placed on the certification list forwarded to the departments for hiring consideration. The exercise of veterans’ preference shall be exhausted upon appointment to a regular position from an eligibility list.

PROCEDURE
A veteran is defined in accordance with California Government Code §18973 and §18540.4 which states that a veteran shall mean any person who has served full time in the armed forces in time of national emergency or state military emergency or during any expedition of the armed forces and who has been discharged or released under conditions other than dishonorableany person who has served full time for thirty (30) days or more in the armed forces in time of war or in time of peace in a campaign or expedition for service in which a medal has been authorized by the government of the United States, or during the period September 16, 1940, to January 31, 1955, or who has served at least 181 consecutive days since January 31, 1955, and who has been discharged or released under conditions other than dishonorable, but does not include any person who served only in auxiliary or reserve components of the armed forces whose service therein did not exempt him or her from the operation of the Selective Training and Service Act of 1940.

Veterans shall apply for open (non-promotional positions) like all other applicants, by completing a city of West Sacramento application form and submitting all other required documents as specified in the job announcement and flyerjob posting. Upon application, the veteran must attach a copy of the DD 214 form to his/hertheir application package as proof of military status. Failure to submit the required form by the final filing deadline of the recruitment will be deemed a waiver of veterans’ preference.

An applicant eligible for veterans’ preference must meet the minimum qualifications established for entrance into the examination process. He/sheThey must attain a passing score in each phase of the examination process. He/sheThey will then be placed on an eligibility list, by his/hertheir score. Once all the successful applicants are placed on the eligibility list, the veteran shall be advanced one rank. No actual score shall be changed as a result of the application of veterans’ preference. Because If there may beareis more than one applicant in a rank, the veteran would not displace a higher-ranking applicant.

Veterans’ preference will not be applied in situations where there are five (5) or less qualified applicants for a vacancy, as they would all be placed on the certification sent to the department 751
Administrative Policy II-AB-42
Use of City VehiclesVeterans’ Preference in Hiring
(continued)
2 for hiring consideration. All applicants, including the applicant with veterans’ preference, shall be placed on the certification list in alphabetical order, as is the current procedure. The applicant shall not be identified on the certification list as having veterans’ preference. 752
1 CITY OF WEST SACRAMENTO
ADMINISTRATIVE POLICY NUMBER: II-E-3
DATE: November 2, 1988
Revised: August 1, 1999
Revised: January 17, 2024
SUBJECT: ANTI-DISCRIMINATION, HARASSMENT AND

RETALIATION POLICY
AUTHORITY: City
CouncilCity Manager

PURPOSE
The purpose of this administrative policy is to reinforce the City’s commitment to equal employment opportunity and a work environment free of discrimination, harassment, including sexual harassment, and retaliation.

POLICY
It is the policy of the City of West Sacramento to provide a workplace free of unlawful discrimination, harassment, and retaliation. The City prohibits discrimination, harassment, and retaliation of an employee, job applicant, elected and appointed officials, vendor, contractor, volunteer, or a member of the public by any person conducting City business, including but not limited to, employees, agents, vendors, contractors, or volunteers. Discrimination, harassment, and retaliation are considered acts of misconduct and may result in disciplinary action up to, and including, dismissal. This policy applies to all employer agents and employees, including supervisors and non-supervisory employees, elected and appointed officials and contractors, volunteers, members of the public and other persons who participate in City programs and services. In addition, this policy extends to conduct with a connection to an employee’s work, even when the conduct takes place away from City premises, such as a business trip or businessrelated social function. All supervisors and Department Heads are responsible for implementing and monitoring compliance with this policy.

All employees, supervisors, management staff, Department Heads, and elected and appointed officials shall be sent copies of this policy. This policy shall be accessible to all staff at each work site. New employees will be provided a copy of the policy in their orientation packet. A copy will be available for public review at the Human Resources Division.

CONDUCT PROHIBITED BY THIS POLICY/DEFINITIONS
DISCRIMINATION: As used in this policy, discrimination is defined as conduct by which an employer refuses to hire or employ a person or refuses to select a person for a training program leading to employment, or to bar or to discharge a person from employment or from a training program leading to employment, or to discriminate against a person in compensation or in terms, conditions, or privileges of employment because the person belongs to a protected group or category. Protected categories include: race, color, religion, religious creed (including religious dress and grooming practices), national origin, ancestry, citizenship, physical or mental disability, reproductive health decision making, medical condition (including cancer and genetic characteristics), genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, age (40 years and over), sexual orientation, veteran and/or military status, protected medical leaves (requesting or approved for leave under the Family and Medical Leave Act or the California Family Rights Act), domestic violence victim status, political affiliation, and any other status protected by state or federal law. Discrimination includes unequal treatment based upon the employee or applicant’s association with a member of these protected classes. 753
Administrative Policy II-E-3
Anti-Discrimination, Harassment, and Retaliation Policy (continued)
2 Discrimination may include but is not necessarily limited to: hostile or demeaning behavior towards employees because of their protected category; allowing the employee’s protected category to be a factor in hiring, promotion, compensation or other employment related decisions unless otherwise permitted by applicable law, and providing unwarranted assistance or withholding work-related assistance, cooperation, and/or information to employees because of their protected category.

HARASSMENT: As used in this policy, harassment is defined as unwelcome or unsolicited verbal, physical or visual conduct based on any of the protected categories listed above, which is made a term or condition of employment; used as the basis for employment decisions; or creates an intimidating, hostile or offensive working environment. Harassment can be verbal (such as slurs, jokes, insults, epithets, gestures, or teasing), visual (such as the posting or distribution of offensive posters, symbols, cartoons, drawings, computer displays, or emails), or physical conduct (such as physically threatening another person, blocking someone’s way, making physical contact in an unwelcome manner, etc.).

SEXUAL HARASSMENT: As used in this policy, sexual harassment is defined as harassment based on sex or conduct of a sexual nature, and includes harassment based on sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity or gender expression. It may include all the actions described above as harassment, as well as other unwelcome sex-based conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities, or other verbal or physical conduct of a sexual nature. Sexually harassing conduct need not be motivated by sexual desire and may include situations that began as reciprocal relationships, but that later cease to be reciprocal.

Sexual harassment is generally categorized into two types:

1. Quid Pro Quo Sexual Harassment (“this for that”)
 Submission to sexual conduct is made explicitly or implicitly a term or condition of an individual's employment.
 Submission to or rejection of the conduct by an employee is used as the basis for employment decisions affecting the employee.

2. Hostile Work Environment Sexual Harassment
 Conduct of a sexual nature or based on sex by any person in the workplace that unreasonably interferes with an employee’s work performance and/or creates an intimidating, hostile or otherwise offensive working environment. Examples include:
o Unwelcome sexual advances, flirtation, teasing, sexually suggestive or obscene letters, invitations, notes, emails, voicemails, or gifts. o Sex, gender or sexual orientation-related comments, slurs, jokes, remarks, or epithets.
o Leering, obscene, or vulgar gestures or making sexual gestures. o Displaying or distributing sexually suggestive or derogatory objects, pictures, cartoons, or posters or any such items.
o Impeding or blocking movement, unwelcome touching, or assaulting others. o Any sexual advances that are unwelcome as well as reprisals or threats after a negative response to sexual advances.
o Conduct or comments consistently targeted at one gender, even if the content is not sexual.

RETALIATION PROHIBITED: As used in this policy, retaliation is defined as any adverse employment action taken against an employee because the employee engaged in activity 754
Administrative Policy II-E-3
Anti-Discrimination, Harassment, and Retaliation Policy (continued)
3 protected under this policy. Protected activities may include, but are not limited to, reporting, or assisting in reporting suspected violations of this policy, cooperating in investigations or proceedings arising out of a violation of this policy, or opposing any practice prohibited by this policy.

Adverse employment action is conduct or an action that materially affects the terms and conditions of the employee’s employment status or is reasonably likely to deter the employee from engaging in protected activity. Even actions that do not result in a direct loss of compensation may be regarded as an adverse employment action when considered in the totality of the circumstances.

Examples of retaliation under this policy include but are not limited to: demotion; suspension; reduction in pay; denial of a merit salary increase; failure to hire or consider for hire; refusing to promote or consider for promotion because of reporting a violation of this policy; harassing another employee for filing a complaint; denying employment opportunities because of making a complaint or for cooperating in an investigation; changing someone’s work assignments for identifying harassment or other forms of discrimination in the workplace; treating people differently such as denying an accommodation; or not talking to an employee when otherwise required by job duties, or otherwise excluding the employee from job-related activities because of engagement in activities protected under this policy.

RESPONSIBILITIES
ALL EMPLOYEES: All employees shall be responsible for:

1. Maintaining a work environment free of discrimination and harassment, complying with the policy, and taking appropriate measures to ensure that such conduct does not occur.

2. Reporting complaints of discrimination or harassment to a supervisor, Department Head or Human Resources Division immediately.

3. Cooperating fully with all investigations of discrimination and harassment and implementation of remedial measures.

4. Refraining from retaliating against any employee who participates in an investigation or opposes discriminatory practices.

SUPERVISORS/MANAGERS: Supervisors/Managers shall be responsible for contacting the Department Director and the Human Resources Division immediately upon receiving a complaint or when aware of situation involving potential violations of this policy.

Supervisors/Managers who know or should have known of discrimination or harassment and fail to report such conduct and fail to take immediate corrective action are also subject to disciplinary action up to and including termination from City service.

DEPARTMENT HEADS: Department Heads shall be responsible for:

1. Assisting the Human Resources Division by disseminating this Policy to department employees and ensuring that the workplace remains free of discrimination and harassment.

2. Contacting the Human Resources Division immediately upon receiving a complaint from an employee or notification that a complaint has been filed with the Equal Employment Opportunity Commission (EEOC) or California Civil Rights Department (CRD), or when aware of situation involving potential violations of this policy.

3. Coordinating and cooperating with the Human Resources Division in resolving complaints involving employees in their respective departments; and when discrimination and/or harassment has occurred:
i. taking prompt and appropriate remedial action; and
755
Administrative Policy II-E-3
Anti-Discrimination, Harassment, and Retaliation Policy (continued)
4 ii. taking reasonable steps to protect the complainant from further discrimination/harassment; and
iii. taking reasonable steps to protect the complainant from retaliation because of communicating the complaint; and
iv. taking action to remedy the effects of discrimination/harassment.

HUMAN RESOURCES DIVISION: The Human Resources Division shall be responsible for:

1. Ensuring that this Policy is disseminated to all employees.

2. Providing training and assistance to Department Heads, supervisors, and employees in preventing and addressing discrimination and harassment.

3. Investigating, resolving and, when appropriate, making recommendations for corrective actions of complaints.

4. Forwarding a Determination Letter to complainant and person charged.

5. Responding to complaints filed with the EEOC or CRD.

COMPLAINT PROCEDURE
Any employee who believes they may be the victim of discrimination, harassment, or retaliation has the right to pursue the City’s complaint procedure as outlined herein without fear of retaliation.

An affected employee need not follow the chain of command in filing a discrimination or harassment complaint. A report of discrimination, harassment, or retaliation can be made verbally or in writing, but the employee will be asked to communicate all known facts and information about the acts or occurrences so that an investigation can be conducted.

Allegations of discrimination, or harassment, or retaliation will be promptly and objectively investigated. The investigation and findings will be based upon the totality of circumstances and each situation will be evaluated on a case-by-case basis. Where discrimination, harassment, or retaliation has occurred, prompt and effective remedial action commensurate with the severity of the offense will be taken in accordance with existing City discipline procedures.

FILING A COMPLAINT:

Complaints Involving Employees: An employee who believes they have been subjected to unlawful discrimination, harassment or retaliation may make a complaint orally or in writing with any of the following:
 A supervisor
 A Department Head
 The Human Resources Division
 The City Manager
 The Equal Employment Opportunity Commission (EEOC)
 The California Civil Rights Department (CRD)
If an employee is uncomfortable filing a complaint with a supervisor, the complaint can be made to the Department Head or directly to the Human Resources Division. Employees have the right to file a complaint with an outside agency (EEOC or CRD). However, a violation of this policy may exist even when there is no violation of the law.

If a complaint is filed with a department, or if a department receives notification that a complaint has been filed, the department shall immediately notify the Human Resources Division or the City Manager.

Complaints Involving the Public: The City prohibits discrimination or harassment of any member of the public by any person representing the City, whether an employee or independent contractor. If an applicant for employment believes they have been subject to discrimination or harassment by a City representative, they should direct the complaint to the Human Resources 756
Administrative Policy II-E-3
Anti-Discrimination, Harassment, and Retaliation Policy (continued)
5 Division. Human Resources will handle the complaint in the same manner as it handles an employee’s complaint. If any other member of the public believes they have been harassed, they are urged to contact the City Manager’s Office for investigation and appropriate action.

If an employee feels that they have been harassed by a member of the public, the employee should report such harassment to their supervisor for investigation and appropriate action.

Employees will not be disciplined for refusing to tolerate harassment from a member of the public.

FORMAL INVESTIGATION: After reviewing the discrimination, harassment, or retaliation complaint, the Human Resources Manager shall generally determine if an investigation is necessary to resolve the issues of the complaint and, if so, authorize and supervise the investigation of the complaint. A neutral third party may be brought in to assist with or coordinate the investigation.

If the complainant or accused is a Department Head or member of the City Council, the City Manager or designee, shall determine if an investigation is necessary to resolve the issues of the complaint and, if so, authorize and supervise the investigation of the complaint. A neutral third party shall be brought in to assist with or coordinate the investigation of a member of the City Council.

If the complainant or accused is the City Manager, the Human Resources Manager shall provide a confidential report to the City Council advising of the complaint. The City Council shall determine if an investigation is necessary to resolve the issues of the complaint and, if so, the City Council shall retain a neutral third party to conduct the investigation. At the request of the City Council, the Human Resources Manager may assist coordinating bringing in the neutral third party to conduct the investigation.

The investigation may include collection of relevant documents and interviews with the complainant, witnesses, accused employee(s), and all persons whom the investigator reasonably believes would have relevant knowledge concerning the complaint.

RESOLUTION OF INVESTIGATION: When the investigation is completed, the designated investigator will determine if there is sufficient evidence to substantiate a violation of this Policy or if any other misconduct has occurred, and if remedial action is necessary to resolve the issues of the complaint. If the determination is made that discrimination, harassment, or retaliation occurred which violates City policy, the designated investigator shall prepare a report, including a recommendation for disposition, which may include prompt and effective corrective action(s) commensurate with the severity of the offense(s). Such corrective action(s) may include, but are not limited to, letters of reprimand, suspension, demotion, or termination. The report of the designated investigator will be provided to the City Manager or their designee for review as the City’s Affirmative Action Officer. The City Manager has the authority to access any further information necessary to resolve the complaint. They may affirm or modify the report and make a determination of whether or not there is a basis to the complaint. The City Manager will direct the Human Resources Manager to prepare a final written disposition of the complaint. They will also direct the Human Resources Manager to send a letter of determination to the complainant notifying them of the completion of the investigation and of the ultimate outcome (i.e., whether the evidence establishes a violation of City policy), but the nature of any discipline will not be disclosed.

If the complaint involves the City Manager, the neutral third party shall report their findings and recommendations for action to the City Council and City Attorney in closed session for appropriate action. The City Council has the authority to request and access any further information necessary to resolve the complaint. The City Council may affirm or modify the report and make a 757
Administrative Policy II-E-3
Anti-Discrimination, Harassment, and Retaliation Policy (continued)
6 determination of whether or not there is a basis to the complaint. If the City Council determines that the investigation substantiates a violation of this policy, the City Council shall determine if corrective/disciplinary action is required and if so, the appropriate corrective/disciplinary action.

The City Council will direct the neutral third party to prepare a final written disposition of the complaint. The City Council or designee will also send a letter of determination to the complainant notifying them of the completion of the investigation and of the ultimate outcome (i.e., whether the evidence establishes a violation of City policy), but the nature of any discipline will not be disclosed.

Upon the completion of the investigation, the designated investigator may provide investigation materials and evidence to the relevant Department Head or other employee(s) as strictly necessary to carry out any disciplinary or corrective action. However, preservation of the confidentiality of the records pursuant to applicable statutes shall apply.

Employees who report discrimination or harassment will be protected from retaliation. Relevant supervisors and managers must continue to monitor the workplace during and after the complaint and investigation process to ensure that there is no recurrence of behavior constituting discrimination or harassment and to maintain an environment of full compliance with the provisions of this policy.

If dissatisfied with final determination, the complainant may consider contacting the California Civil Rights Department (CRD), the Equal Employment Opportunity Commission (EEOC), or a private attorney.

CONFIDENTIALITY: To the extent feasible, proceedings, reports and records are confidential to the parties involved. Reasonable effort will be made to protect the privacy interests of the parties.

Information will be given only to those who have a need to know.

TRAINING
Each supervisor has the responsibility of maintaining an environment free of harassment in their workplace. This responsibility includes discussing this policy with their employees and assuring them that they are not required to endure any form of prohibited harassment. The responsibility also includes reporting any incidents of illegal harassment, to the appropriate management employee, Department Head and Human Resources Division. Supervisory and management employees will receive two hours of mandatory harassment prevention training within six months of assuming a supervisory position and repeat that training at least every two years.

Nonsupervisory employees will receive one hour of harassment prevention training within six months of hire and at least every two years thereafter.

DEFINITIONS
 Age - refers to the chronological age of any individual who has reached his or her 40th birthday.
 Gender - means sex and includes a person's gender identity and gender expression.  Gender expression - means a person's gender-related appearance and behavior whether or not stereotypically associated with the person's assigned sex at birth.  Gender identity - a person’s identification as male, female, a gender different from the person’s sex at birth, or transgender.
 Genetic information - includes information about an individual’s genetic tests and the genetic tests of an individual’s family members, as well as information about the manifestation of a disease or disorder in an individual’s family members (i.e. family medical history). Family medical history is included in the definition of genetic information because it is often used to determine whether someone has an increased risk of getting a disease, disorder, or condition in the future. Genetic information also includes an individual's request 758
Administrative Policy II-E-3
Anti-Discrimination, Harassment, and Retaliation Policy (continued)
7 for, or receipt of, genetic services, or the participation in clinical research that includes genetic services by the individual or a family member of the individual, and the genetic information of a fetus carried by an individual or by a pregnant woman who is a family member of the individual and the genetic information of any embryo legally held by the individual or family member using an assisted reproductive technology.  Marital status - person’s state of being single, married, separated, divorced, or widowed.  Medical condition - is a term specifically defined at Government Code section 12926, to mean either: (A) any cancer-related physical or mental health impairment from a diagnosis, record, or history of cancer; or (B) a “genetic characteristic,” as defined at Government Code section 12926. “Genetic characteristics” means: 1) Any scientifically or medically identifiable gene or chromosome, or combination or alteration of a gene or chromosome, or any inherited characteristic that may derive from a person or the person’s family member, 2) that is known to be a cause of a disease or disorder in a person or the person’s offspring, or that is associated with a statistically increased risk of development of a disease or disorder, though presently not associated with any disease or disorder symptoms.  Mental disability - having any mental or psychological disorder or condition, such as intellectual disability, organic brain syndrome, emotional or mental illness, or specific learning disabilities, that limits a major life activity.  Military and Veteran status - means a member or veteran of the United States Armed Forces, United States Armed Forces Reserve, the United States National Guard, and the California National Guard
 National ancestry - refers to the country, nation, tribe, or other identifiable group of people from which a person descends. It can also refer to the physical, cultural, or linguistic characteristics of the person's ancestors.
 National origin - refers to a person’s, or their ancestor’s, country of birth or because a person has physical, cultural or linguistic characteristics of a national origin group.  Physical disability - any physiological disease, disorder, condition, cosmetic disfigurement, or anatomical loss that affects one or more of the following body systems: neurological, immunological, musculoskeletal, special sense organs, respiratory, including speech organs, cardiovascular, reproductive, digestive, genitourinary, hemic, and lymphatic, skin, and endocrine and limits a major life activity.
 Political affiliation - when a person associates themselves with and takes the ideas and morals of a certain political group.
 Race - refers to a group of people united or classified together based on a common history, nationality or geography and is inclusive of traits historically associated with race, including, but not limited to, hair texture and protective hairstyles. “Protective hairstyles” includes, but is not limited to, such hairstyles as braids, locks, and twists.  Religious creed - includes all aspects of religious belief, observance, and practice, including religious dress and grooming practices.
 Reproductive health decision making – includes, but is not limited to, a decision to use or access a particular drug, device, product, or medical service for reproductive health.  Sex - has the same definition as provided in California Government Code section 12926, which includes, but is not limited to, pregnancy, childbirth, medical conditions related to pregnancy, childbirth, or breast feeding, gender identity and gender expression.  Sex Stereotype - an assumption about a person’s appearance or behavior, or about an individual’s ability or inability to perform certain kinds of work based on a myth, social expectation, or generalization about the individual’s sex.  Sexual orientation - the sex of those to whom one is sexually and romantically attracted.  Skin color - refers to the color or shade of a person's skin.  Transgender - a general term that refers to a person whose gender identity differs from the person’s sex at birth. A transgender person may or may not have a gender expression that is different from the social expectations of the sex assigned at birth. A transgender person may or may not identify as “transsexual.”
759

CITY OF WEST SACRAMENTO
ADMINISTRATIVE POLICY NUMBER: IX-A-6
DATE: June 17, 2015
Revised: January 17, 2024
SUBJECT: FEE WAIVER FOR SPECIAL EVENTS AUTHORITY: City Council

PURPOSE
City staff anticipates that on certain occasions, applicants for special event permits will request a waiver of all or a portion of the service fees associated with the production of an event. The City Council wishes to allow fee waivers by a standardized process outlined in this policy. City Ordinance chapter 12.08 allows for the collection of both an administrative application fee, permit fee, late fees (if applicable) and payment for anticipated costs the City will incur in connection with the event. Typical costs incurred by the City may include but are not limited to administrativeAdditional Processing fees, park rental fees, traffic control, street cleaning, litter clean-up, and staff time for public safety, parks and public works personnel.

The granting of waivers will be dependent upon budget and operating impacts. To the extent a reduction or waiver can be granted without negatively impacting department budgets or operations, this policy will guide the City Council’s discretion. The purpose of this policy is to set forth the policy factors and procedure for City Council to consider when administering special event fee waivers to ensure they are approved, limited, or denied in a fair, nondiscriminatory, and consistent manner, and to establish mutually beneficial partnerships between the City, event organizers, and the community.

POLICY
On June 17, 2015, City Council approved the policy to waive special events fees as prescribed in this policy.

PROCEDURE

GENERAL PRINCIPLES

1. Fee waiver/reductions will be limited to one (1) per applicantorganization, per event, per year.

2. Fee waiver/reductions will generally not be considered;  For organizers intending to profit from an event.
 For events or activities that are not open to the general public.  For events based outside of the West Sacramento City limits.  For organizers who have failed to fulfill their obligations during previous events for which fees were waived or reduced.

I. APPLICATION
A. Applicants may request a full or partial waiver of the requirement to pay the special event permit fee.
 A request for a fee waiver must be submitted in writing along with a special 760
2 Administrative Policy IX-A-6
Fee Waiver for Special Events
(continued)
event permit application.
 Organizations with non-profit status must submit a copy of the IRS 501 (c)c3 determination letter at the time the request is made.  Incomplete applications will not be considered for waiver/reduction of fees.  Staff will review the fee waiver request and forward a recommendation to the Council for consideration.
 The City Council may, at its discretion, approve all, part, or none of a fee waiver request.

II. CONSIDERATION
A. The City Council will consider the following factors in its review of a request for a fee waiver/reduction.
 The benefit to the community from the event.
 Positive publicity for the City from the event.
 The City’s cost of services for /to the event.
 Whether there are revenues that can be used to offset the impact of the waiver on the City’s general fund.
 Whether the event promotes education, public health, or public safety.  Whether the event is operated by a non-profit organization.  Whether, in the past, the event in the past has performed in accordance with the previously approved permit.
 Whether event admission is free or there is a charge.  Whether the event is expected to have a local or regional draw.  Whether the proposed event involves the use of a park/ or park facility and will not unreasonably interfere with or detract from the general public enjoyment of the park.
 The event aAddresses Council priorities, as set forth in the sStrategic pPlan.

B. Fee waiver/reductions will also be considered if the organizer provides in-kind or other contribution of goods, services, or programs that will benefit the City of West Sacramento or its residents. In-kind contributions may include, but are not limited to, equipment or materials, promotional opportunities, free attendance to event, or service projects that improve or provide programs benefitting the City or its residents.

III. NOTIFICATION
A. Applicant shall be notified within 24 hours of Council’s decision to grant a full or partial waiver, or deny has denied the request.

IV. OTHER OBLIGATIONS
A. Any waiver/reduction of fees will not affect the applicant’s obligation to comply with the remaining qualifications, restrictions, or criteria as outlined in the City’s special event ordinance, including the payment of other City costs, or obligation to provide insurance.
761
3 Administrative Policy IX-A-6
Fee Waiver for Special Events
(continued)
B. Applicant must pay for fees applied by other jurisdictions including, County Health Department fees or fees related to the sale or distribution of alcohol.

C. All applicants in receipt of a waiver/reduction of fees will acknowledge the City of West Sacramento in all publicity relating to the special event. Acknowledgement includes City logo on promotional material, statements in advertising, media releases or other promotional contexts.
762

CITY OF WEST SACRAMENTO
ADMINISTRATIVE POLICY NUMBER: I-B-8
DATE: January 17, 2024

SUBJECT: CITY HALL FLAGS AUTHORITY: City Council

PURPOSE
The purpose of this administrative policy is to provide procedural guidance for the displays of National, State, and other flags as an expression of the City’s official sentiments on the flag poles at West Sacramento City Hall.

POLICY
All flags will be displayed in accordance with Federal and State statutes, including, but not limited to, Title 4, Chapter 1 of the United States Code and Sections 430 through 439 of the California Government Code, and City Council action stated in this Policy. It is the City’s policy with respect to the location and days when commemorative flags may be displayed, that the procedures outlined herein must be followed.

The City’s flagpoles are intended to serve as a forum for expression by the City, and not a forum for expression by the public.

The City Manager or designee is responsible for ensuring the proper execution of this policy.

PROCEDURE

1. General:

A. The only flags that may be flown by City Hall are the National Flag of the United States of America (as defined by United State Code Title 4, Chapter 1), the official flag of the state of California (as defined by California Code Title 1, Division 2, Chapter 2), the official flag of the City of West Sacramento, Military flags and any approved commemorative flag, as further set forth in this Policy.

B. The Flag of the United States of America will always be displayed in a position of priority.

C. The order of precedence for displaying flags will be as follows:
1) The National flag of the United States of America;
2) The official flag of the State of California;
3) The official flag of the City of West Sacramento;
4) Military Flags; and
5) Approved commemorative flags.

D. Flags are not to fall, lie on, or touch the ground when being carried or displayed.

E. Flags displayed at City Hall shall be displayed in accordance with the official protocols by the Federal Government and the State of California, including, but not limited to, United States Code, Title 4, Chapter 1 and California Government Code section 430 et seq.
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Administrative Policy I-B-8
City Hall Flag Policy
(continued)
2 F. City Facilities staff shall be the responsible City division for placing and inspecting the flags that fly at City Hall for wear and tear.

2. Half-Staffing of Flags:

A. “Half-staff” is a style of flag display where a flag is flown from below the top at one width of the flag. National flags and/or the California flag on City-owned property shall be flown at half-staff upon order of the President of the United States, or authorization by the Governor of California or City Council. City staff subscribes to and receives half-staff auto notifications from a national service.

B. The City Manager may also authorize flying of the City Hall flags at half-staff at their discretion. Occasions appropriate for flying such flag at half-staff include, but are not limited to:
 The death of a current or former Mayor or City Councilmember  The death of a prominent federal, state or local government official  The death of a City employee or member of the public safety community  The death of a prominent resident or other prominent person  A significant community event

3. Commemorative Flags:

A. “Commemorative Flag” shall mean any flag which identifies with a specific date, historical event, cause, nation or group of people, whereby the City honors or commemorates the date, event, cause, nation or people by flying the flag.

Commemorative flags will be displayed exclusively on the City Hall flagpoles in the lowest position of honor, and to the extent such display does not conflict with federal or state law, or this policy.

B. The City will authorize the display of commemorative flags on as an expression of the City’s official sentiments upon adoption of City Council proclamation. The procedures for adopting such a proclamation are as follows:
1) Requests for proclamations should be submitted by a Council Member pursuant to Administrative Policy I-A-14 at least 60 days in advance of the first date on which the flag is requested to be flown. The request will be placed on the next Council meeting agenda, under the heading “Future Agenda Items Requests by Council” along with the submitted request information.
2) Upon Council consensus regarding the Future Agenda Item Request, the proclamation will be drafted and placed on the agenda at a subsequent City Council meeting, at which the proclamation will be presented along with a proposed date of flag-raising, the length of flag display (no longer than thirty-one (31) continuous days), and expression of the City’s official sentiments regarding the proposed flag. 3) The proclamation must be approved by a majority of City Council members to be adopted.

If the City Council votes to display a commemorative flag, the person or group will provide a flag of sufficient quality to the City and be responsible for the cost of the flag.

Nothing set forth in this Policy is intended to prohibit or curtail individuals from displaying a flag on private property under his or her control or wearing or carrying a flag. City employees must comply with City policy.
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CITY COUNCIL AGENDA REPORT
MEETING DATE: January 17, 2024 ITEM # 19
SUBJECT:

CONSIDERATION OF SECOND READING AND ADOPTION OF ORDINANCE 24-4 AMENDING MUNICIPAL CODE CHAPTER 2.18 RELATED TO CAMPAIGN

CONTRIBUTION LIMITATIONS
INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[X] Council [ ] Staff
[ ] Other
Amanda Berlin, Assistant City Manager
Jennifer Cusmir, City Clerk
City Manager’s Office
ATTACHMENT [X] Yes [ ] No [ ] Information [ ] Direction [X] Action

OBJECTIVE
The purpose of this report is to facilitate second reading and adoption of Ordinance 24-4, which will amend Chapter 2.18 of the West Sacramento Municipal Code to update the campaign contribution limitations.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council waive second reading and adopt Ordinance 24-4 amending Municipal Code Chapter 2.18 related to campaign contributions.

BACKGROUND
In 1993, the City Council enacted the City’s first local campaign contribution limitation requirements, Chapter

2.18 of the Municipal Code, in an effort to attain equal ground for local elections and to ensure that contributions made by any one donor did not materially influence the outcome of an election. In 2002, the City Council revised these provisions and approved several amendments including the addition of enforcement language, restrictions on contributions to Independent Expenditure Committees and Ballott Measure Committees, and a mechanism to “trigger” an increase to the $250 limit to $500 for candidates under specific circumstances. The campaign contribution limit increases from $250 to $500 when a candidate contributes more than $2,500 to their campaign during an election cycle.

As a result of evolving case law surrounding campaign contribution limits, multiple revisions have been made to the Code since 2002. The limits are no longer applicable to contributions to Independent Expenditure Committees and Ballot Measure Committees, late contributions have been redefined, and asymmetrical limits for candidates are no longer allowed. What has remained, however, is the “trigger” that increases the $250 limit to $500 for all candidates under certain circumstances. This portion of the Code has consistently generated the most confusion and reporting errors on the part of candidates and their treasurers. With the adoption of Council districts, the “trigger” increases the level of confusion and complication.

At the February 19, 2020, City Council meeting, the Council received a presentation regarding campaign contribution limits and miscellaneous additional regulations.

Due to the COVID-19 Pandemic, efforts to implementing the staff recommendation was paused.

In 2022, the California Legislature passed SB 1439, amending Section 84308 of the Political Reform Act which broadened the scope of the statute by applying the statute’s restrictions to agencies whose members are elected by voters. The changes took effect on January 1, 2023.

Section 84308 prohibits certain officials from taking part in a proceeding involving a license, permit, or other entitlement for use if the official has received a contribution exceeding $250 from a party or participant in the proceeding withing the preceding 12 months. An official is also prohibited from accepting, soliciting, or directing a contribution exceeding $250 from a party or participant in the proceeding for a certain period of time after a final decision is rendered in such a proceeding.

At the December 6, 2023 City Council meeting, the Council received staff’s presentation on campaign contribution limits under SB 1439 and waived the first reading of Ordinance 24-4 amending Municipal Code Chapter 2.18 related to campaign contributions.
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Ordinance 24-4
January 17, 2024

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West Sacramento City CouncilJanuary 17, 2024

West Sacramento City Council
January 17, 2024