West Sacramento City Council
October 15, 2025

WEST SACRAMENTO CITY COUNCIL AND WEST SACRAMENTO REDEVELOPMENT SUCCESSOR

AGENCY & WEST SACRAMENTO FINANCING AUTHORITY
CIty Council Regular Meeting
OCTOBER 15, 2025 AGENDA
Martha Guerrero, Mayor
Verna Sulpizio Hull, Mayor Pro Tem
Quirina Orozco, Council Member
Norma Alcala, Council Member
Dawnté Early, Council Member
Aaron Laurel, City Manager
Jeffrey Mitchell, City Attorney
6:30 PM Closed Session Call to Order
7:00 PM Regular Meeting Call to Order
Pledge of Allegiance
Land Acknowledgment
The meeting will be held at City Hall, City Council Chambers, 1110 West Capitol Avenue, West Sacramento GENERAL ADMINISTRATION FUNCTION – PART I

1. PRESENTATIONS BY THE PUBLIC ON MATTERS NOT ON THE AGENDA WITHIN THE

JURISDICTION OF THE COUNCIL
The Council is prohibited from discussing issues not on the agenda brought to them at this time.

According to State Law (the Brown Act), items must first be noticed on the agenda before any discussion or action.

PRESENTATIONS

2. City Manager's Office

PRESENTATION OF PROCLAMATION RECOGNIZING FILIPINO HISTORY MONTH Objective: The purpose of this staff report is to request the City Council’s approval to recognize October 2025 as Filipino American History Month in West Sacramento.

Recommendation: It is respectfully recommended that the City Council approve the proclamation, officially recognizing October 2025 as Filipino American History Month in West Sacramento.

3. City Manager's Office
CONSIDERATION OF PROCLAMATION RECOGNIZING OCTOBER 18 TO OCTOBER 25, 2025

AS CALIFORNIA FLOOD PREPAREDNESS WEEK
Anyone wishing to address the Council, or any agenda item, may fill out the Request to Speak card and present it to the City Clerk prior to the completion of staff presentation. Items on the Consent Agenda will be considered in one motion and the Request to Speak card should be turned in prior to the first item on Consent.
1 Objective: The purpose of this report is to formally recognize California Flood Preparedness Week from October 18 to October 25 in advance of the 2025/26 winter season.

Recommendation: Staff respectfully recommends that the City Council adopt a proclamation recognizing October 18 to October 25, 2025, as California Flood Preparedness Week.

CONSENT AGENDA

4. Capital Projects
CONSIDERATION OF CONTRACT CHANGE ORDER 1 WITH CRUSADER FENCE CO. FOR THE

REPLACEMENT OF SIDELINE KICKBOARDS AND ACCESSORIES FOR THE ALYCE NORMAN PARK – BACKSTOP REPLACEMENT PROJECT (CIP 62161)
Objective: The objective of this report is to provide the City Council with sufficient information to approve Change Order 1 to the Construction Contract with Crusader Fence Co. for the replacement of sideline kickboards and accessories for the Alyce Norman Park - Backstop Replacement Project (CIP 62161).

Recommendation: Staff respectfully recommend that the City Council: (1) Approve and authorize the City Manager, or his designee, to execute Change Order 1 to the Construction Contract with Crusader Fence Co. for the replacement of the sideline kickboards and accessories for the Alyce Norman Park - Backstop Project in the amount of $18,270.30; (2) Authorize the City Manager, or his designee, to execute contract amendments or change orders up to 20% ($3,654.06) of the contract amendment value; (3) Authorize the City Manager, or his designee, to execute nonsubstantive changes or modifications to the construction contract, with approval from the City Attorney; and (4) Authorize the City Manager, or his designee, to execute change orders or amendments to extend the term of the contract, if necessary.

5. Finance
CONSIDERATION OF RESOLUTION 25-109 EXAMINATION OF SALES OR TRANSACTIONAL

AND USE TAX RECORDS
Objective: The objective of this report is to seek Council approval of Resolution 25-109 which authorizes the examination of sales or transactional and use tax records collected by the California Department of Tax and Fee Administration.

Recommendation: Staff respectfully recommends that the City Council adopt Resolution 25-109 authorizing the examination of sales or transactional and use tax records collected by the California Department of Tax and Fee Administration and identifying positions eligible to examine the confidential records.

6. City Manager's Office
REQUEST FOR CONSIDERATION OF RESOLUTION 25-110 AUTHORIZING AN APPROPRIATION OF $186,693 FOR THE RENEWAL OF THE CONTRACT WITH HYLAND (ONBASE)
2 Objective: This report requests City Council consideration of Resolution 25-110, authorizing a budget appropriation of $186,693 for renewal of the contract with Hyland and on-time cost of upgrading of the enterprise content and agenda management systems (OnBase) to a more current version and migrating to the cloud.

Recommendation: Staff respectfully recommends that the City Council approve Resolution 25- 110, approving an appropriation of $186,693 for the renewal of the contract with Hyland, and upgrading of the enterprise content and agenda management systems (OnBase) to a more current version and migrating to the cloud.

7. City Manager's Office

CONSIDERATION OF UPDATES TO THE PUBLICLY AVAILABLE PAY SCHEDULE FOR FISCAL YEAR 2025/26, UPDATES TO THE AUTHORIZED POSITION LIST FOR FISCAL YEAR 2025/26,

ADOPTION OF THE SUCCESSOR MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND WEST SACRAMENTO BATTALION CHIEFS’ ASSOCIATION, UPDATES TO BENEFIT SUMMARIES, AND RESOLUTION 25-113 APPROVING RELATED BUDGET APPROPRIATIONS Objective: Staff respectfully recommends that the City Council: (1) Approve the amended and updated Authorized Position List (APL) for Fiscal Year 2025/26; (2) Approve the amended and updated publicly available pay schedule (Classification Plan) for Fiscal Year 2025/26; (3) Adopt the successor Memorandum of Understanding between the City of West Sacramento and the West Sacramento Battalion Chiefs’ Association effective November 4, 2025 through August 31, 2028; (4) Approve the updated Benefit Summary for the West Sacramento Battalion Chiefs’ Association; (5) Approve the updated Benefit Summary for the Safety Management Group; and (6) Approve Resolution 25-113 authorizing budget appropriations to fund the changes proposed in the revised APL and revised Classification Plan.

Recommendation: Approve

PUBLIC HEARINGS
NONE.

REGULAR AGENDA

8. Economic Development & Housing
CONSIDERATION OF ADOPTION OF RESOLUTION 25-107 DECLARING THE CITY OF WEST SACRAMENTO’S INTENTION TO ESTABLISH THE WEST SACRAMENTO TOURISM

MARKETING DISTRICT AND RELATED ACTIONS
Objective: The objective of this report is to provide Council with sufficient information to consider adoption of Resolution 25-107 which declares the City’s intention to establish the West Sacramento Tourism Marketing District and consideration of authority to move forward with formation of the district.

Recommendation: Staff respectfully recommends that the City Council adopt Resolution 25-107 which: (1) Declares the City’s intention to establish the West Sacramento Tourism Marketing 3 District (WSTMD); (2) Sets the time and place for a public meeting to hear testimony on establishing the WSTMD and levying assessments (November 5, 2025, at 7:00 pm at the Council Chambers located at 1110 West Capitol Avenue, 2nd Floor, West Sacramento, CA 95691); and (3) Sets the time and place for a public hearing to establish the WSTMD and the levy of assessments on certain lodging businesses (December 3, 2025, at 7:00 pm, at the Council Chambers located at 1110 West Capitol Avenue, 2nd Floor, West Sacramento, CA 95691).

GENERAL ADMINISTRATION FUNCTION – PART II

9. COUNCIL COMMUNICATIONS / ASSIGNMENTS
Bikeshare Policy Steering Committee --------------------------------------------Guerrero, Alternate - Early City/County 2x2 ----------------------------------------------------Guerrero/Orozco, Alternate – Sulpizio Hull City/School 2x2 ------------------------------------------------------Guerrero/Sulpizio Hull, Alternate - Alcala Executive Commission to Address Homelessness --------------------Sulpizio Hull, Alternate - Orozco EIFD Public Financing Authority-----------------------------------------------Guerrero, Alcala, Sulpizio Hull League of California Cities --------------------------------------------------- Alcala, Alternate – Sulpizio Hull Local Agency Formation Commission ---------------------------------------------------------------------- Alcala Port District Commission ---------------------------------------------------------Guerrero, Early, Sulpizio Hull Remote Access Network ------------------------------------------------------------------------------------Guerrero River City Regional Stadium Financing Authority------------------------------------------Guerrero, Orozco Sacramento Area Council of Governments (SACOG) ------------------------Early; Alternate - Guerrero Sacramento Area Sewer District Board ----------------------------------Orozco; Alternate - Sulpizio Hull West Sacramento Area Flood Control Agency JPA ----------------------------Alcala; Alternate - Orozco Yolo Animal Servies Planning Agency JPA----------------------------Guerrero; Alternate – Sulpizio Hull Yolo County Housing Authority-------------------------------------------------Early, Alternate - Sulpizio Hull Yolo Transportation District -----------------------------------------------------Early, Alternate - Sulpizio Hull Yolo Habitat Conservancy ------------------------------------------------------------------------------Sulpizio Hull Yolo-Solano Air Quality Management District ----------------------------Alcala; Alternate – Sulpizio Hull Yolo Subbasin Sustainable Groundwater Agency-------------------------Sulpizio Hull; Alternate - Early

COUNCIL INTERMEDIARY REPRESENTATIVES
Delta Protection Commission -------------------------------------------------------Vacant; Alternate - Vacant New Hope Community Development Corporation---------------------------------Early; Alternate - Alcala Yolo County Consolidated Redevelopment Successor Agency Oversight Board--------Sulpizio Hull

10. PART II
A. Council Calendar
B. City Manager Report
C. City Attorney Report
D. Staff Direction from City Council Members
E. Future Agenda Item Requests by Council
F. Adjourn
I, Jennifer Cusmir, City Clerk, declare under penalty of perjury that the foregoing agenda for the 4 October 15, 2025 regular and closed session meetings of the West Sacramento City Council, Redevelopment Successor Agency and Financing Authority was posted October 10, 2025 at the rear entrance at City Hall, 1110 West Capitol Avenue, West Sacramento, CA and was available for public review. __________________________________________
Jennifer Cusmir, City Clerk
NOTE: If you challenge the nature of a proposed action in court, you may be limited to raising only those issues you or someone else raised at the public hearing described in this notice, or in written correspondence delivered to the City Council at, or prior to, the public hearing.

The agenda and agenda reports are also available on the City’s website at www.cityofwestsacramento.org City Council meetings are broadcast live on Wave Cable Channel 20 and rerun the next day at 12:00 PM and the following Saturday at 6:00 PM.

All public materials related to an item on this agenda submitted to the City Council after distribution of the agenda packet are also made available for public inspection on the City’s website at:
www.cityofwestsacramento.org. Any document provided at the meeting by staff or by the public will be provided by the City Clerk upon request by phone at (916) 617-4500, or by email at: [email protected].

If you need assistance to participate in this meeting, including translation support, please contact the City Clerk’s Office at 916-617-4500 or [email protected]. Notifying the City Clerk’s Office at least 72 hours prior to the meeting will assist staff in assuring reasonable arrangements can be made to provide accessibility to the meeting. Assisted listening devices are available at this meeting.

Si necesita ayuda para participar en esta reunión o servicios de traducción, comuníquese con la Oficina del Secretario Municipal al 916-617-4500 o [email protected]. Notificar a la Oficina del Secretario Municipal al menos 72 horas antes de la reunión ayudará al personal a garantizar que se puedan hacer arreglos razonables para proporcionar accesibilidad a la reunión.

Los dispositivos de escucha asistida están disponibles en esta reunión. 5 CITY COUNCIL AGENDA REPORT
MEETING DATE: October 15, 2025 ITEM # 2
SUBJECT:

PRESENTATION OF PROCLAMATION RECOGNIZING FILIPINO HISTORY MONTH INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[ ] Council [X] Staff
[ ] Other
Doug Drozd, Deputy City Manager
City Manager’s Office
ATTACHMENT [X] Yes [ ] No [ ] Information [ ] Direction [X] Action

OBJECTIVE
The purpose of this staff report is to request the City Council’s approval to recognize October 2025 as Filipino American History Month in West Sacramento.

RECOMMENDED ACTION
It is respectfully recommended that the City Council approve the proclamation officially recognizing October 2025 as Filipino American History Month in West Sacramento.

BACKGROUND
Since 2009, Filipino American History Month has been celebrated across the United States each October to honor the arrival of Filipino immigrants and their substantial contributions to the nation. Filipino Americans have been an integral part of California’s history and have brought lasting economic, social, and cultural impacts on communities statewide, including West Sacramento. The Filipino American community in West Sacramento has established a strong presence through business ownership, culinary contributions, educational involvement, civic leadership, and various other fields. Their impact not only enriches the community but also contributes significantly to the city’s economic growth and cultural diversity. This proclamation acknowledges these invaluable contributions and celebrates the cultural heritage, traditions, and achievements that have influenced and enhanced our city.

ANALYSIS
By officially recognizing Filipino American History Month, West Sacramento celebrates the unique heritage of Filipino Americans and affirms its commitment to honoring all community members’ contributions. Additionally, this proclamation serves as an invitation for residents to learn more about Filipino American history and participate in events that celebrate Filipino culture.

Environmental Considerations
N/A
Commission Recommendation
N/A
Strategic Plan Integration
This proclamation supports West Sacramento’s commitment to diversity, inclusivity, and economic and cultural vitality.

Alternatives
N/A
Coordination and Review
N/A
Budget/Cost Impact
N/A

ATTACHMENT
Proclamation
6 PROCLAMATION

OF THE WEST SACRAMENTO CITY COUNCIL
RECOGNIZING OCTOBER 2025 AS FILIPINO AMERICAN HISTORY MONTH WHEREAS, Filipino American History Month is celebrated each October to honor the heritage and contributions of Filipino Americans, marking the first documented landing in Morro Bay in 1587 and the founding of the Filipino American National Historical Society in 1982, later recognized by Congress in 2009; and WHEREAS, Filipino Americans have a long-standing history in the United States and California, including many who have helped shape and enrich West Sacramento through their diverse talents, dedication, and innovations; and WHEREAS, we are deeply proud of the Filipino American community in West Sacramento, who have contributed immensely as business owners, educators, doctors, lawyers, civic leaders, and elected officials, enhancing our city’s growth, economic vitality, and community spirit; and
WHEREAS, Filipino cultural traditions, from vibrant festivals to world-renowned cuisine, have introduced and enriched our community with flavors, values, and customs that strengthen our shared experience and understanding; and WHEREAS, the 2025 theme of Filipino American History Month, “From Quotas to Communities: Filipino American Migration and Movement,” highlights milestones in Filipino migration history and provides an opportunity for all West Sacramento residents to celebrate the contributions and cultural legacy of Filipino Americans.

NOW, THEREFORE, BE IT PROCLAIMED that the City Council of West Sacramento does hereby proclaim October 2025 as Filipino American History Month in the City of West Sacramento and encourages our community to join in the celebration of Filipino heritage, traditions, and accomplishments.

PROCLAIMED this 15th day of October 2025.

ATTEST:

Jennifer Cusmir, City Clerk Martha Guerrero, Mayor
7 CITY COUNCIL AGENDA REPORT
MEETING DATE: October 15, 2025 ITEM # 3
SUBJECT:

CONSIDERATION OF PROCLAMATION RECOGNIZING OCTOBER 18
TO OCTOBER 25, 2025 AS CALIFORNIA FLOOD PREPAREDNESS
WEEK
INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[ ] Council [ X ] Staff
[ ] Other
Jenn Nguyen, Administrative Analyst I
Capital Projects
ATTACHMENT [ X ] Yes [ ] No [ [ ] Information [ ] Direction [ X ] Action

OBJECTIVE
The purpose of this report is to formally recognize California Flood Preparedness Week from October 18 to October 25 in advance of the 2025/26 winter season.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council adopt a proclamation recognizing October 18 to October 25, 2025, as California Flood Preparedness Week.

BACKGROUND
Winter storms can lead to dangerous flooding conditions in many areas of California, including West Sacramento.

Last year there were several atmospheric rivers that brought copious amounts of rain and increased the snowpack in the Sierra Nevada Mountains. This year, the weather forecast predicts a La Niña year, bringing lower than normal precipitation to California and possibly the Sacramento Valley. While this raises the risk of drought, any sudden heavy rainfall on dry soil will not be absorbed quickly, causing water to pool and potentially cause excessive runoff and internal drainage problems
The City of West Sacramento is uniquely located where the American River joins the Sacramento River, pointed directly at the Broderick neighborhood and on the city’s western boundary, the Yolo Bypass carries four times the amount of water of the Sacramento River to relieve the upriver flows of the Feather and Sacramento Rivers. The City of West Sacramento is almost completely surrounded by levees and during high water events; all but the southern areas of the city have water against the levees. Because of the risk of flooding, it’s important for Californians and West Sacramentans to evaluate their flood risk, prepare and practice response plans, and learn from past high-water events.

ANALYSIS
The City of West Sacramento has participated in Flood Preparedness Week for many years. Annually, the City conducts emergency exercises related to potential flood events, which includes coordination across all city departments, coordination with Yolo County and the state. Many City Council members have visited West Sacramento elementary schools during flood preparedness week to encourage students and their families to Plan, Pack, and Protect against flooding.

Adoption of this proclamation signifies the City’s commitment to flood protection, strengthening the levees that protect the city, and working with state and federal partners to keep West Sacramento residents and property owners safe during high water events. The city recognizes Flood Preparedness Week this next week in October as the beginning of the flood season and the importance of being prepared during periods of high precipitation.

Environmental Considerations
Not Applicable
Commission Recommendation
Not Applicable
Strategic Plan Integration
Adoption of this proclamation underscores the City’s commitment to flood protection and preparedness.

Alternatives
Not Applicable 8
2025 Flood Preparedness Week Proclamation
October 15, 2025

Coordination and Review
Not Applicable
Budget/Cost Impact
Not Applicable

ATTACHMENT
1) Proclamation
9 PROCLAMATION OF THE WEST SACRAMENTO CITY COUNCIL
RECOGNIZING OCTOBER 18 TO 25, 2025 AS CALIFORNIA FLOOD PREPAREDNESS WEEK
WHEREAS, the City of West Sacramento is protected by 50 miles of levee, and City leaders recognize the significant public safety threat that flooding poses to its residents, assets, and economy of the City; and
WHEREAS, the City of West Sacramento and the West Sacramento Area Flood Control Agency consider flood protection a top priority and have worked diligently to improve the levee system that protects the city; and
WHEREAS, the West Sacramento Area Flood Control Agency completed design of the Yolo Bypass East Levee South and North Projects in 2021 in advance of federal funding; and WHEREAS, the West Sacramento Project received a New Start designation in 2022 and the US Army Corps of Engineers received federal appropriations for $25.4 million in 2022, $72.3 million in 2023, and $52.8 million in 2024 to design and construct further levee improvements; and
WHEREAS, the Arms Corps of Engineers awarded a contract and completed construction of the Yolo Bypass East Levee South Project in 2023; and WHEREAS, the Army Corps of Engineers awarded a contract and completed construction of the Yolo Bypass East Levee North Project in 2024; and WHEREAS, the Army Corps of Engineers is presently in design for portions of the Sacramento River North Levee, Stone Lock, and Yolo Bypass East Levee South projects; and WHEREAS, without substantial improvements to West Sacramento levees, area properties could suffer billions of dollars in structural and land damage if the City were to experience a large-scale flooding event; and
WHEREAS, during California Flood Preparedness Week, local, state, and Federal agencies across the state work together to inform the public about the dangers of flooding, how to prepare their homes and families for a flood, and plan for recovery.

NOW, THEREFORE, BE IT PROCLAIMED that the City Council of the City of West Sacramento declares October 18 to 25, 2025 as California Flood Preparedness Week, and resolve to support increased public awareness about the threat of flooding and encourages all residents to take action to be prepared.

Proclaimed this 15th day of October 2025.

ATTEST:

Martha Guerrero, Mayor Jennifer Cusmir, City Clerk
10 CITY COUNCIL AGENDA REPORT
MEETING DATE: October 15, 2025 ITEM # 4
SUBJECT:

CONSIDERATION OF CONTRACT CHANGE ORDER 1 WITH CRUSADER FENCE CO.

FOR THE REPLACEMENT OF SIDELINE KICKBOARDS AND ACCESSORIES FOR THE ALYCE NORMAN PARK – BACKSTOP REPLACEMENT PROJECT (CIP 62161) INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:

Inambao Lifanu, Project Manager II
Capital Projects Department

[ ] Council [X] Staff
[ ] Other
Jason Puopolo, Superintendent – Parks Operations
Parks & Recreation Department
ATTACHMENT [ X ] Yes [ ] No [ ] Information [ ] Direction [ X ] Action

OBJECTIVE
The objective of this report is to provide the City Council with sufficient information to approve Change Order 1 to the construction contract with Crusader Fence Co. for the replacement of sideline kickboards and accessories for the Alyce Norman Park - Backstop Replacement Project (CIP 62161).

RECOMMENDED ACTION
Staff respectfully recommend that the City Council:
1) Approve and authorize the City Manager, or his designee, to execute Change order 1 to the Construction Contract with Crusader Fence Co. for the replacement of the sideline kickboards and accessories for the Alyce Norman Park - Backstop Project in the amount of $18,270.30; 2) Authorize the City Manager, or his designee, to execute contract amendments or change orders up to 20% ($3,654.06) of the contract amendment value;
3) Authorize the City Manager, or his designee, to execute non-substantive changes or modifications to the construction contract, with approval from the City Attorney; and 4) Authorize the City Manager, or his designee, to execute change orders or amendments to extend the term of the contract, if necessary.

BACKGROUND
Alyce Norman-Bryte Playfields, located at 725 Todhunter Avenue in West Sacramento, California, is a 17-acre park that serves as a central hub for local youth sports and community activities. The park features four softball fields, three Little League diamonds, a tot-lot, restrooms, play structures, picnic areas, a snack bar, and football facilities.

In February 2024, the Sacramento River Cats and Sutter Health collaborated with the City of West Sacramento to renovate the softball backstop on field No. 4 at Alyce Norman Park, enhancing the safety and longevity of the youth softball programs.

The park continues to be a vital community asset, hosting various events and programs that promote youth engagement and athletic development.

On July 16, 2025, the City Council awarded a Construction Contract to Crusader Fence Co., in the amount of $108,925, to replace the backstops and baseboards of the identified baseball and softball fields. This work has been completed, and all fields are now fully functional.

ANALYSIS
Upon completing the baseball field backstops, staff determined that updating the sideline kickboards would provide a more stable fence structure and enhance the overall appearance of the field.

On August 20, 2025, Crusader Fence Co. submitted a proposal for the removal and replacement of the kickboards at the three (3) baseball fields in the amount of $18,270.30. Based on the current assessment of the fencing and the available budget, staff recommend amending the construction contract with Crusader Fence Co. 11 Alyce Norman Park – Backstop Replacement Project (CIP 62161) October 15, 2025

Environmental Considerations
As part of the Statewide Park Program grant application submittal, on June 5, 2019, the City Council approved a Notice of Exemption for the project. No further CEQA action or documentation is required.

Commission Recommendation
Not applicable.

Strategic Plan Integration
Not applicable.

Alternatives
The City Council may decide to:
1) Approve the recommended actions as stated above;
2) Make changes to recommended actions; or
3) Defer the project to a later date or eliminate the project.

Staff recommend Alternative 1. Replacing the sideline kickboards to improve fence stability, enhances player safety, and refreshes the overall appearance of the baseball fields. New sideline kickboards will extend the life of the fencing system, reduce maintenance issues, and ensure the fields meet safety and aesthetic standards expected for community use.

Coordination and Review
This report was prepared by the Capital Projects Department, in coordination with and reviewed by the Parks and Recreation Department and the Finance Department.

Budget/Cost Impact
The sideline kickboard replacement is funded by Alyce Norman Park Backstop Replacement Project which is fully funded by Measure N (Community Investment Fund).

Table 1: Alyce Norman Backstop Replacement Project Cost Summary Description Amount
Total Project Appropriation (FY 2024/2025) $156,000.00
Contract with Crusader Fence Co. (as of 07/17/2025) ($108,925.00) Project Balance (Before Amendment No. 1) $47,075.00
Amendment No. 1 – Sideline Kickboards Replacement
Item Amount
Kickboards Replacement Proposal $18,270.30
20% Contingency $3,654.06
Labor Compliance $684.00
PM/City Staff Time (incl. ICAP) $6,700.00
Total Amendment No. 1 Costs $29,308.36
Updated Project Balance After Amendment No. 1
Description Amount
Project Balance (Before Amendment No. 1) $47,075.00
Amendment No. 1 – Sideline Kickboards ($29,308.36)
Remaining Project Balance $17,766.64
12 Alyce Norman Park – Backstop Replacement Project (CIP 62161) October 15, 2025

ATTACHMENTS
1) Vicinity Map
2) CPC25-156 Crusader Fence Change Order 1
13 N
A
0 850
FEET

ALYCE NORMAN PARK - BACKSTOP

REPLACEMENT PROJECT
Located at the Southwest playfield of Alyce Norman Park, 1225 Carrie St, West Sacramento, CA 95605.

Prepared on
5/27/2025 by
Cierras
Parks & Recreation
Department
City of West
Sacramento
1 14
 
CPC25-156 Request Date: 8.28.2025
P0171385 Change Order # 1
Council Date 10/15/2025 Funding State or Local Federal
Vendor:

Project:

Initial contract working days:

Increase of working days:

Submitted by: Contractor Reviewed by: Division Manager/Department Head Nick Brown, Project Manager Jamie Teske, Interim CFD Manager Date [email protected]
Reviewed by: Project Manager Approved by:

Inambao Lifanu, Project Manager II Amanda Berlin, Assistant City Manager Date City Budget Approval:

Becky Robertson, Finance Manager Date
Approved as to form: Attest:

Jeff Mitchell, City Attorney Jennifer Cusmir, City Clerk Date Net change by previous Change Orders:
$18,270.30
Contracts initially approved by Council also require City Attorney and City Clerk Signatures The contract sum will be increased by this Change Order:

CONTRACTOR agrees that the amount of increase or decrease in the contract sum specified in this change order shall constitute full compensation for the work required by this change order, including but not limited to all compensation for the additional and/or revised work specified herein, and shall fully compensate CONTRACTOR for any and all direct and indirect costs that may be incurred by CONTRACTOR in connection with such additional and/or revised work, including any changes, disruptions or delays in work schedules or in the performance of other work by CONTRACTOR.

Except as herein above expressly provided, CONTRACTOR further agrees that the performance of the work specified in this Change Order or the rescheduling of other project work made necessary by this Change Order, shall not constitute a delay which will extend the time limit for completion of the work as said term is used in the Contract between CITY and CONTRACTOR for the project.

ELECTRONIC TRANSMISSION OF CONTRACT AND SIGNATURE.

By electronically signing this document in electronic form, Parties agree that this Agreement may be transmitted and signed electronically by all Parties, and that such signatures shall have the same force and effect as original signatures, in accordance with California law and regulations, including but not limited to Civil Code Section 1633.7 New contract sum including all Change Orders: $127,195.30 10 New contract total working days: 40
V022283
30 CHANGE ORDER
Contract # Cost Center #
Purchase Order # 400-9900-5530/400-62161-5866
Alyce Norman Park - Backstop Replacement Project
Description: Replace baseboards for the sidelines upto the dug-outs The original contract sum was: $108,925.00
$0.00
The contract sum prior to this Change Order was:

Upon mutual acceptance of this document the City of West Sacramento, hereinafter referred to as "City"' and your firm, hereinafter referred to a "Contractor", in accordance with the terms and conditions of the original contract documents, you are hereby directed to make the following change or changes for the consideration set forth below:
$108,925.00
15 3115 Gold Valley Dr.

Rancho Cordova, CA 95742
Phone: (888) 818-9191
Fax: (916) 631-8989
C-13 License: 1056652
DIR: 1000449929
Small Business: 2015918
Perimeter Security Solutions Built to Last
Wednesday, August 27, 2025
Attn: Inambao Lifanu
RE: Alyce Norman Park - Backstop Replacement Project CO1 We are pleased to submit our quotation to furnish and install the following:

Quote is for (1) ea backstop - sideline sections: Meza field #2 • Weld (20) ea 2”x3”x 12” tall angle iron pieces to the existing posts • Install approx. 92 LF of 2x12” PT runner boards to the backstop sidelines Total for the above: $6,090.10
Total for all (3) backstops: $18,270.30
Acknowledgements: The wood planks will be on both sides of the fence and be secured together with carriage bolts. No painting of the wood included.

Qualifications:
• This bid document and all its terms and conditions shall be incorporated into any contract or subcontract between Subcontractor and G.C. or Owner in relation to the project on which this bid or proposal is issued. The terms of this bid document shall control and take precedence over any terms in any other writing, contract or subcontract entered between Crusader Fence Co. and G.C. and/or Owner for this project which conflict with or are different than the terms herein. This is a material term and acceptance of this Bid or Proposal expressly includes acceptance of this term. • Proposal is based on two move-ins, additionalmove-ins shall be charged at $2,300 each. • Site shall include unencumbered access to fence lines for an all-season truck and installation equipment (i.e. Bobcat) for material delivery and work performance. If hand-digging is required because of poor access, Crusader Fence requires a F.C.O. by G.C. or Owner and will result in additional cost. • Crusader Fence is not responsible for damage to landscape or objects within 6’ of fence line or for any disturbance of existing environmental contaminants. • Staking of fence line shall be laid out by G.C. or Owner prior to Crusader Fence mobilization. Staking shall include all end, corner, and gate locations complete with finished grade elevations. Clearing, grading, grubbing or staking of the fence line is not included in this proposal. • Locating of non-USA member utilities is not included in bid. Private sub-surface locating services can be added with additional cost. The G.C., Owner, and their representatives shall indemnify and hold Crusader Fence harmless from any and all liabilities and/or damage resulting from unmarked non-USA member utilities. If any underground utility is within 3 feet of fence footings, hydro-vac and/or any other means to safely avoid utility strikes will require a F.C.O. by G.C. or Owner. Handdigging to avoid underground utility strikes is excluded. Hydro-vac rate is cost plus 15%. • Non-drillable post holes will require a signed F.C.O. by G.C. or Owner and will result in additional costs. All post holes will be drilled with a 9,000 lbs. (max. size) drilling machine using a 10 min. drill time (max. time) to determine if holes are non-drillable independent of soils report. • All posts set in concrete slabs, walls, etc. are to be set prior to setting concrete; or they must be blocked out or sleeved by G.C. or Owner. Rebar cages are excluded. • Any construction schedule shall be made in consultation with Crusader Fence and shall provide adequate time to perform all work during normal working hours based on an eight-hour day. Crusader Fence is not responsible for liquidated damages if insufficient time has been allocated by G.C. or Owner. • Core drilling, saw cutting, concrete/asphalt patching, spoils haul-off, permits or fees, engineering calculations are not included in this proposal. • Crusader Fence will provide construction cores only for all keyed lock and hardware sets. Fire Department devices (i.e. Knox) are not included. • This bid proposal allows for a maximum of a 5% retention. This retention is due and payable 60 days after acceptance of Crusader Fence’s completed work. • Material pricing in this quotation assumes Owner/GC provided lay-down yard. If no lay-down yard is available, the cost for Crusader Fence to handle, deliver and store the project material is 2% of material cost/month.
• Bond rate - .65% on first $500K, .52% next $2M, .45% next $2.5M (No bond expense included in bid) Insurance - $2M G/L, $1M Worker’s Compensation. • Crusader Fence Co. requires a letter of intent within 14 days to honor bid submission.

Very respectfully,
Nick Brown
Project Manager
Phone #: 916-261-1337
Email: [email protected]
16 CRUSADER FENCE COMPANY LLC.
3115 GOLD VALLEY DRIVE
RANCHO CORDOVA, CA 95672
Owner/GC Contract #:

HOURS LABOR
1 0.0 Foreman O. T. 0.0
2 16.0 REG. 16.0
3 0.0 Laborer O. T. 0.0
4 Superintendent Truck 0.0 REG. 16.0
5 0.0 Foreman O. T. 0.0
6 Demo Hammer 0.0 REG. 0.0
7 Welder 8.0 Laborer O. T. 0.0
8 Concrete saw 0.0 REG. 0.0
9 Material trailer 0.0 Foreman O. T. 0.0
10 Back Hoe/ Mini ex 0.0 REG. 0.0
11 0.0 Laborer O. T. 0.0
12 0.0 REG. 0.0
13 8.0 Superintendent O. T. 0.0
14 0.0 REG. 0.0
Office support REG. 1.0
SHOP REG. 2.0
Subsistance Guys: 0 Nights: 0
NO. UNIT $150
1 $ 3,121.00
1 1
0 $ -
0 $ -
0 % Mark-Up on Labor
% Tax on Material and Equipment

TOTAL THIS REPORT
$ 750.00
Gradhall
$ 87.75
HOURS

MATERIAL

SUBCONTRACTORS
$ -
Subsistance per night is paid at:
$ 182.80
$ -
$ -
$ 38.17
$ 40.00
$ -
$ -
$ 18.00
$ -
$ 4.40
$ 85.00
$ 75.00
$ 75.00
$ -
TOTAL COST OF EQUIPMENT $ 970.16
$ 150.00
Date:

Owner/General Contractor:

Description of Work:

City of West Sacramento
install trim boards along backstop sidelines
Tuesday, August 26, 2025
Job Name: Alyce Norman Backstop project
CF Job #: 25-F288

HOURLY RATE
$ 139.88
$ 93.25
$ -
$ -
$ 93.25
$ 131.63
$ 139.88
$ -
$ 75.00
$ -

EXTENDED AMOUNTS
$ -
$ -
$ -
$ 1,492.00
$ 299.96
$ -
$ 468.15
$ 3,121.00

CRUSADER FENCE REPRESENTATIVE
$ -

TOTAL COST OF MATERIALS
% Mark-Up on Subcontractors $ -

8.75 TOTAL COST OF SUBCONTRACTORS

TOTAL COST OF LABOR
15 15
0 0
TOTAL COST OF MATERIAL AND EQUIPMENT $ 1,999.76
$ 6,090.10
Nick Brown $ 201.23
% Mark-up on Equipment and Material
% Mark-Up for Bonds and insurance

DESCRIPTION
$ 750.00
$ -
carriage bolts

UNIT COST
angle iron, touch up
$ -
$ -
$ 1,029.60
$ 182.80
$ -
$ -
$ 96.80 $ 96.80
lumber TOTAL COST OF LABOR
$ 90.72
$ 127.50
$ 57.72 $ 131.63
$ 68.12
Electrical hand tools
$ 1,404.00
$ 139.88
$ -
$ 93.25
$ -
$ -
$ -
$ 87.75
$ 166.24
$ 87.75
$ -
$ -
$ -
$ -
$ - $ 131.63
$ 49.72
Fork lift
$ 0.55

EXTENDED

AMOUNTS
$ 799.52

EQUIPMENT
(Cal trans rates)
Bobcat c/w auger
Crew truck
$ 39.72
$ 49.97
Cal Trans

HOURLY RATE
$ -
Man lift
$ 20.78
$ 28.50
$ 25.50
$ 27.14
Dump truck or trailer
core drill
17 N
A
0 850
FEET

ALYCE NORMAN PARK - BACKSTOP

REPLACEMENT PROJECT
Located at the Southwest playfield of Alyce Norman Park, 1225 Carrie St, West Sacramento, CA 95605.

Prepared on
5/27/2025 by
Cierras
Parks & Recreation
Department
City of West
Sacramento
1 18

CITY COUNCIL AGENDA REPORT
MEETING DATE: October 15, 2025 ITEM # 5
SUBJECT:

CONSIDERATION OF RESOLUTION 25-109 EXAMINATION OF SALES OR

TRANSACTIONAL AND USE TAX RECORDS
INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[ ] Council [X] Staff
[ ] Other
Marc Rotteveel, Senior Finance Analyst
Finance Department
ATTACHMENT [X] Yes [ ] No [ ] Information [ ] Direction [X] Action

OBJECTIVE
The objective of this report is to seek Council approval of Resolution 25-109 which authorizes the examination of sales or transactional and use tax records collected by the California Department of Tax and Fee Administration.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council adopt Resolution 25-109 authorizing the examination of sales or transactional and use tax records collected by the California Department of Tax and Fee Administration and identifying positions eligible to examine the confidential records.

BACKGROUND
The California Department of Tax and Fee Administration (CDTFA) administers and collects the transactions and use tax. Pursuant to California Revenue and Taxation Code Section 7056, local agencies must adopt a resolution to authorize specific employees, and/or consultants to examine confidential sales, use, and transactions & use tax records. On December 4, 2024 the City Council adopted Resolution 24-131 authorizing designated City staff and the City’s sales tax consultant to access this information for the limited purposes allowed by law, including monitoring allocations, identifying misallocations, and supporting revenue forecasting and compliance.

Since adoption of that resolution, several City staff position titles have changed due to organizational updates.

To maintain compliance with Section 7056 and to ensure proper authorization of current staff, the resolution must be updated to reflect the correct position titles.

ANALYSIS
Resolution 25-109 provides an update to previously adopted Resolution 24-131, which superseded several previous Resolutions adopted for the same purpose. This Resolution authorizes the examination of confidential local sales and use tax transactions and use tax records by certain City positions and by the City’s sales and use tax consultant, Hinderliter de Llamas & Associates (HdL Companies) for specifically defined purposes, including for the budgeting and forecasting of this revenue source. Resolution 25-109 updates the list of authorized City staff positions without altering the underlying authority previously granted.

Environmental Considerations
N/A
Commission Recommendations
N/A
Strategic Plan Integration
N/A
Alternatives
There are no alternatives; the executed agreements are required by the CDTFA in order to collect and administer the approved sales tax measure.
19 Resolutions 25-109
October 15, 2025

Coordination and Review
Resolution and Agreements were provided by the California Department of Tax and Fee Administration.

Budget Cost Impact
No fiscal impact.

ATTACHMENT
1) Resolution 25-109
20 Attachment 1
RESOLUTION 25-109

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST SACRAMENTO

AUTHORIZING EXAMINATION OF SALES OR TRANSACTIONAL AND USE TAX RECORDS WHEREAS, pursuant to Ordinance No. 87-9 and Resolution 87-13, the City of West Sacramento entered into a contract with the California Department of Tax and Fee Administration (Department) to perform all functions incident to the administration and collection of sales and use taxes; and
WHEREAS, pursuant to Ordinance Nos. 02-12, 16-6, 18-12 and 24-7 and Resolutions 04- 87, 17-9, 18-95 and 24-130 and Revenue and Taxation Code section 7270, the City entered into a contract with the California Department of Tax and Fee Administration (Department) to perform all functions incident to the administration and collection of local transactions and use taxes; and WHEREAS, the City Council of the City of West Sacramento deems is desirable and necessary for authorized officers, employees and representatives of the City to examine confidential sales or transitions and use tax records of the Department pertaining to sales or transactions and use taxes collected by the Department for the City pursuant to that contract; and WHEREAS, Section 7056 of the California Revenue and Taxation Code sets forth certain requirements and conditions for the disclosure of Department records, and Section 7056.5 of the California Revenue and Taxation Code establishes criminal penalties for the unlawful disclosure of information contained in, or derived from, the sales or transactions and use tax records of the Department;

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF WEST SACRAMENTO HEREBY RESOLVES AS FOLLOWS:

Section 1. That the City Manager or designee (Assistant City Managers, Deputy City Manager, Finance Director, Finance Manager, Economic Development & Housing Director, Economic Development Manager, Community Investment Manager, Finance Analyst, Senior Finance Analyst, IT Manager, Geographical Information Systems Supervisor, Engineering/GIS Technician, IT Business Services Manager ), or other officer or employee of the City designated in writing by the City Manager to the California Department of Tax and Fee Administration is hereby appointed to represent the City with authority to examine sales or transactions and use tax records of the Department pertaining to sales or transactions and use taxes collected for the City by the Department pursuant to the contract between the City and the Department.

Section 2.

The information obtained by examination of Department records shall be used only for purposes related to the collection of City sales or transactions and use taxes by the Department pursuant to that contract, and for purposes related to the following governmental functions of the City:
(a) Budget preparation; long range forecasting
(b) Future tax and revenue planning
(c) Economic development purposes
21 Attachment 1
The information obtained by examination of Department records shall be used only for those governmental functions of the City listed above.

Section 3. That Hinderliter de Llamas & Associates is hereby designated to examine the sales or transactions and use tax records of the Department pertaining to sales or transactions and use taxes collected for the City by the Department. The person or entity designated by this section meets all of the following conditions, which are also included in the contract between the City and the Hinderliter de Llamas & Associates:
a) has an existing contract with the City to examine those sales or transactions and use tax records;
b) is required by that contract to disclose information contained in, or derived from, those sales or transactions and use tax records only to the officer or employee authorized under Section 1 of this resolution to examine the information.
c) is prohibited by that contract from performing consulting services for a retailer during the term of that contract;
d) is prohibited by that contract from retaining the information contained in, or derived from those sales or transactions and use tax records, after that contract has expired.

BE IT FURTHER RESOLVED that the information obtained by examination of Department records shall be used only for purposes related to the collection of City sales or transactions and use taxes by the Department pursuant to the contract between the City and the Department and for those purposes relating to the governmental functions of the City listed in section 2 of this resolution.

Section 4. That Hinderliter de Llamas & Associates is hereby designated to examine the sales or transactions and use tax records of the Department pertaining to any petition or appeal for the reallocation/redistribtuion of sales or transactions and use taxes that was filed by Hinderliter de Llamas & Associates on behalf of the City pursuant to the contract between Hinderliter de Llamas & Associates and City. The person or entity designated by this section meets all of the following conditions, which are also included in the contract between the City and Hinderliter de Llamas & Associates:
a) has an existing contract with the City to examine those sales or transactions and use tax records;
b) is required by that contract to disclose information contained in, or derived from, those sales or transactions and use tax records only to the officer or employee authorized under Section 1 of this resolution to examine the information.
c) is prohibited by that contract from performing consulting services for a retailer during the term of that contract;
d) is prohibited by that contract from retaining the information contained in, or derived from those sales or transactions and use tax records, after that contract has expired. 22 Attachment 1
Section 5. That this resolution supersedes all prior resolutions of the City Council of the City of West Sacramento adopted pursuant to subdivision (b) of Revenue and Taxation Code section 7056 as follows:
 Resolution 87-13
 Resolution 89-13
 Resolution 04-87
 Resolution 17-9
 Resolution 18-98
 Resolution 20-88
 Resolution 24-131
PASSED AND ADOPTED this 15th day of October 2025 by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:

Martha Guerrero, Mayor
ATTEST:

Jennifer Cusmir, City Clerk
23 CITY COUNCIL AGENDA REPORT
MEETING DATE: October 15, 2025 ITEM # 6
SUBJECT:

REQUEST FOR CONSIDERATION OF RESOLUTION 25-110 AUTHORIZING AN APPROPRIATION OF $186,693 FOR THE RENEWAL OF THE CONTRACT WITH

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

OBJECTIVE
This report requests City Council consideration of Resolution 25-110, authorizing a budget appropriation of $186,693 for renewal of the contract with Hyland and on-time cost of upgrading of the enterprise content and agenda management systems (OnBase) to a more current version and migrating to the cloud.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council approve Resolution 25-110, approving an appropriation of $186,693 for the renewal of the contract with Hyland, and upgrading of the enterprise content and agenda management systems (OnBase) to a more current version and migrating to the cloud.

BACKGROUND
The City adopted the Enterprise Content Management System, OnBase, to modernize its records and agenda management operations, replacing an outdated database and manual processes. OnBase serves as the centralized platform for storing and retrieving the City’s permanent records, streamlining workflows and approval procedures, enhancing interdepartmental collaboration, and improving document accessibility for both staff and the public.

Currently, the system operates on an on-premise server and is several versions behind the latest release.

ANALYSIS
The City’s OnBase system is hosted on internally managed, on-premises servers. As the City continues to digitize and archive additional records, storage requirements are anticipated to grow significantly.

Transitioning to a cloud-based solution will reduce the need for ongoing investment in physical hardware and associated maintenance. Cloud migration also enhances system accessibility by enabling secure remote and mobile access, supports faster deployment of new features and updates, and facilitates seamless integration with other cloud-based platforms such as Microsoft 365 and Geographic Information Systems (GIS).

Staff proposes the renewal of the contract with Hyland and moving forward with the needed upgrades and cloud migration:

Item FY 2025-26 FY 2026-27 FY 2027-28 TOTAL
Hyland Renewal (SaaS Fees –
Subscription)
$133,200 $153,200 $163,200
Professional Services (One-time Fee) $112,810 $0 $0 $562,410 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
24 Resolution 25-110 Hyland Contract
October 15, 2025

Strategic Plan Integration
The recommendation action supports all Council strategic planning goals by facilitating staff’s continued use of best-in-class software products.

Alternatives
The Council’s primary alternatives are summarized below:

1. Adopt Resolution 25-110, approving an appropriation of $186,693 for the renewal of the contract with Hyland including an upgrade to the enterprise content and agenda management systems (OnBase) and migration to the cloud.

2. Approve Resolution 25-110, subject to specific changes directed by the Council.

3. Decline to approve Resolution 25-110, and direct staff to return at a future date with more information.

Alternative 1 is staff’s recommended action. Staff is prepared to effectuate Alternatives 2 or 3 at the Council’s direction.

Coordination and Review
This report was prepared by the City Manager’s Office and was reviewed by the Finance Department.

Budget/Cost Impact
This report requests an appropriation of $186,693 in FY 2024/25, which includes one-time professional services fee of $87,590 for the cloud migration and software upgrades, and $73,883 in ongoing annual appropriation, to combine with the existing budget of $59,317 to cover the first year of this contract renewal. The total cost of the contract over the three-year period is $562,410, including the FY 2025/26 costs. These costs are incurred in the General Support Services Fund (Fund 104) and are allocated to all City funds based on the approved cost allocation methodology.

ATTACHMENT

1. Resolution 25-110
25 Attachment 1
RESOLUTION 25-110

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST SACRAMENTO AUTHORIZING AN APPROPRIATION OF $186,693 IN THE FY 2025/26 BUDGET TO FUND THE RENEWAL OF THE CITY’S CONTRACT WITH HYLAND
WHEREAS, the City Council adopted the biennial Operations and Maintenance (O&M) budget for fiscal years 2025/26 June 18, 2025; and
WHEREAS, OnBase is an industry standard suite of software products that enable the City’s staff to conduct their work related to agenda management and records management; and WHEREAS, the City’s existing contract with Hyland expires on December 31, 2025; and
WHEREAS, the City is incurring monthly maintenance fees hosting an on-premise server storing OnBase data; and
WHEREAS, the City wishes to migrate the existing Hyland software (OnBase) and data storage to the cloud and renew the Hyland contract for FY 2025/2026 and beyond; and WHEREAS, the City wishes to reduce the need for ongoing investment in physical hardware and associated maintenance, enhance accessibility by enabling secure remote and mobile access, support faster deployment of new features and updates, and facilitates seamless integration with other cloud-based platforms such as Microsoft 365 and Geographic Information Systems (GIS); and
WHEREAS, the City’s General Support Services Fund (Fund 104) tracks expenses that are allocated to various City cost centers based on approved cost allocation methodology and the additional cost of $186,693 will be allocated to cost centers based on the approved cost allocation methodology; and
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 2025/26 adopted budget as follows:

SOURCES:
$186,693 104-9022-4990 City Clerk, Transfers In
$186,693 TOTAL SOURCES
USES:
$112,810 104-9022-5261 Professional Services (One-Time) $ 73,883 104-9022-5257 Software Maintenance
$186,693 TOTAL USES

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

PASSED AND ADOPTED by the West Sacramento City Council this 15th day of October, 2025, by the following vote:

AYES:

NOES:

ABSENT:

Martha Guerrero, Mayor
ATTEST:

Jennifer Cusmir, City Clerk
26 CITY COUNCIL AGENDA REPORT
MEETING DATE: October 15, 2025 ITEM # 7
SUBJECT:

CONSIDERATION OF UPDATES TO THE PUBLICLY AVAILABLE PAY SCHEDULE FOR FISCAL YEAR 2025/26, UPDATES TO THE AUTHORIZED POSITION LIST FOR FISCAL YEAR 2025/26, ADOPTION OF THE SUCCESSOR MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND WEST SACRAMENTO BATTALION CHIEFS’ ASSOCIATION, UPDATES TO BENEFIT SUMMARIES, AND RESOLUTION 25-113 APPROVING RELATED

BUDGET APPROPRIATIONS

RESOLUTION AND ORDINANCE TITLES

MUST BE CONSISTENT THROUGOUT THE REPORT
INITIATED OR REQUESTED BY: REPORT COORDINATED OR PREPARED BY:
[ ] Council [X] Staff
[ ] Other
Amanda Berlin, Assistant City 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 provide sufficient information for the City Council to consider updates to the publicly available pay schedule (Classification Plan) for FY 2025/26, the revised Authorized Position List for FY 2025/26, adoption of the successor Memorandum of Understanding between the City of West Sacramento and the West Sacramento Battalion Chiefs’ Association, approval of updated Benefit Summaries and approval of Resolution 25-113 allocating budget for the proposed changes and updates.

RECOMMENDED ACTION
Staff respectfully recommends that the City Council:

1. Approve the amended and updated Authorized Position List (APL) for Fiscal Year 2025/26;

2. Approve the amended and updated publicly available pay schedule (Classification Plan) for Fiscal Year 2025/26;

3. Adopt the successor Memorandum of Understanding between the City of West Sacramento and the West Sacramento Battalion Chiefs’ Association effective November 4, 2025 through August 31, 2028;

4. Approve the updated Benefit Summary for the West Sacramento Battalion Chiefs’ Association;

5. Approve the updated Benefit Summary for the Safety Management Group; and

6. Approve Resolution 25-113 authorizing budget appropriations to fund the changes proposed in the revised APL and revised Classification Plan.

BACKGROUND
Pursuant to City Personnel Rules, Section 3.4, each position in the City of West Sacramento (City) is required to be assigned to an appropriate classification. For each classification, a written description of the classification is required to be prepared by the City Manager and approved by the City Council. The description must include the official title of the classification and the minimum qualifications required for admission in the classification.

When new classifications are added or changes in duties and responsibilities or qualifications for existing classifications are required, the City Council must approve such descriptions.

The Authorized Position List (APL) identifies the number of positions and their respective classification titles by budget unit. Staff must bring an updated Authorized Position List to the City Council for approval whenever there are changes to the number(s) of positions or budget unit(s).

The Publicly Available Pay schedule (Classification Plan) establishes the monthly and annual salary ranges for all regular authorized positions as well as the pay schedule for the Mayor, City Council members, and all extra help positions in the City. CalPERS requires the City bring updated salary ranges (Classification Plan) to the City Council whenever there are changes to the salary ranges or job titles.

In addition, the current MOU between the City and BCA will expire on November 4, 2025. Negotiations for a successor MOU commenced on August 12, 2025. The City and BCA agreed to a total tentative agreement for a successor MOU effective November 4, 2025 through August 31, 2028. The Council approved the total tentative agreement on October 1, 2025. The City Council’s approval of the total tentative agreement on economic terms for a successor MOU for the BCA has created salary and benefit compaction between the Battalion Chief and Deputy Fire Chief classifications necessitating an adjustment to the Deputy Fire Chief benefits. 27 Consideration of Publicly Available Pay Schedule, and APL For Fiscal Year 25/26, BCA MOU and Benefit Summaries October 15, 2025

ANALYSIS
Publicly Available Pay Schedule (Classification Plan):

The City’s publicly available pay schedule identifies job classifications that have been approved by City Council (e.g., accountant, administrative assistant) and the hourly rates of pay for each classification at each step. The requested change to the publicly available pay schedule is a result of the changes in base salary for the Battalion Chief classification due to the Council’s approval of the total tentative agreement on economic terms for a successor Memorandum of Understanding between the City of West Sacramento and the West Sacramento Battalion Chiefs’ Association.

Authorized Position List & Job Descriptions:

The Authorized Position List FY 2025/26 reflects the following proposed amendments:

City Manager's Office  Add 1.0 FTE Administrative Analyst I/II/Senior to 104-9016 o The addition of this position will allow the City Manager's Office to provide enhanced administrative support for the Council and CMO, as well as overseeing the increase in special projects assigned to the CMO that don't fit neatly into the domain of any other department.
 Add 1.0 FTE Program Technician I/II to 104-9026
o In recent years, the demands put on the small Community Relations team have increased requiring additional support for day-to-day services, producing daily social media content and assisting with community outreach. The addition of a Program Technician I/II would position the Community Relations Team to better serve the community with timelier information about the City.

BCA MOU:

The Council approved the total tentative agreement for a successor MOU between the City and BCA on October 1, 2025. As indicated in the October 1 staff report, staff is now returning with the full, successor MOU incorporating the economic provisions outlined in the total tentative agreement, as well as other non-economic provisions, as well as the updated Benefit Summary reflecting the changes in the MOU for City Council approval.

Deputy Fire Chief:

To address the salary and benefit compaction with the Battalion Chief classification, staff is proposing to add to the Safety Management Benefit Summary an incentive benefit for the Deputy Fire Chief of three and one-half percent (3.5%) of base rate of pay for possession of a Chief Officer certificate issued by the California State Fire Marshal's Office.

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 not to approve or to delay consideration of the proposed Classification Plan changes, APL, BCA MOU and Benefit Summaries.

Coordination and Review
This report has been coordinated by the City Manager's Office (Human Resources Division) and the Finance Department.

Budget/Cost Impact
The cost of the 3.5% benefit for a Chief Officer certificate incentive for the Deputy Fire Chief is $12,156 annually to the General Fund. For FY 2025/26, the cost is prorated to cost $8,610 for the remainder of the fiscal year. 28 Consideration of Publicly Available Pay Schedule, and APL For Fiscal Year 25/26, BCA MOU and Benefit Summaries October 15, 2025

The total ongoing cost for the Program Technician position is $100,500 annually, prorated to $67,167 for FY 2025/26, accompanied by $6,500 in one-time costs for office furniture, computer, and other necessary office equipment. This cost is borne by the General Support Services Fund (Fund 104) which is allocated to all cost centers based on the central service allocation methodology. Approximately half of this cost will be allocated to the General Fund.

The total ongoing cost for the Administrative Analyst position is $176,000 annually, prorated to $116,667 for FY 2025/26, accompanied by $6,500 in one-time costs for office furniture, computer, and other necessary office equipment. This cost is borne by the General Support Services Fund (Fund 104) which is allocated to all cost centers based on the central service allocation methodology. Approximately half of this cost will be allocated to the General Fund.

ATTACHMENTS

1. Amended and updated Authorized Position List (APL) for Fiscal Year 2025/26

2. Amended and updated publicly available pay schedule (Classification Plan) for Fiscal Year 2025/26

3. BCA MOU – Redline

4. BCA MOU – Clean

5. BCA Benefit Summary

6. Safety Management Benefit Summary

7. Resolution 25-113
29 Authorized Position List 2025/2026
Cover Page
Approved: 10/15/2025
Effective: 10/15/2025
City of West Sacramento
Authorized Position List
Fiscal Year 2025 / 2026
Total Authorized Positions:
505.55
30 Authorized Position List 2025/2026
Capital Projects
Approved: 10/15/2025
Effective: 10/15/2025

POSITION
101-9653Engineering101-9654Inspection Engineering652-9040Flood Protection 101-9651Engineering Administration101-9652Facilities Development104-9657 Real Property Management Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 2 1 3
CAPITAL IMPROVEMENT MANAGER 0.25 0.5 0.25 1
CONSTRUCTION & FACILITIES DEVELOPMENT MANAGER 0.5 0.5 1 CONSTRUCTION ADMINISTRATION SPECIALIST 0.5 0.5 1
CONSTRUCTION INSPECTION MANAGER 1 1
CONSTRUCTION INSPECTOR I/II/III 5 5
DIRECTOR OF CAPITAL PROJECTS 1 1
ENGINEER SERIES (ASSISTANT/ASSOCIATE/SENIOR) 8 1 9
ENGINEERING TECHNICIAN I/II/III 1 1
FINANCIAL SPECIALIST 1 1
FLOOD PROTECTION MANAGER 1 1
FLOOD PROTECTION PLANNER 1 1
PRINCIPAL ENGINEER 1 1
PROGRAM MANAGER/SENIOR 1 1
PROGRAM TECHNICIAN I/II 2 2
PROJECT MANAGER I/II/SENIOR 7 7
Grand Total 10.25 7 5 3.5 10.3 1 37.00
31 Authorized Position List 2025/2026
City Manager's Office
Approved: 10/15/2025
Effective: 10/15/2025

POSITION
104-9016City Manager's Office104-9021Government Relations104-9022City Clerk104-9024Human Resources104-9026Community Relations104-9034Information Technology104-9035GIS106-9020Economic Development110-9017Kids Home Run Initiative110-9018Smart City Initiatives516-9700Port Administration650-9035GIS650-9310Comm Development Admin.Grand Total ADMINISTRATIVE ANALYST I/II/SENIOR 2 2
ADMINISTRATIVE CLERK I/II/III 1 1
ASSISTANT CITY MANAGER - ADMINISTRATIVE SERVICES 0.62 0.2 0.08 0.1 1 ASSISTANT CITY MANAGER - COMMUNITY SERVICES 1 1
CITY CLERK 1 1
CITY MANAGER 0.55 0.2 0.25 1
DATA SERVICES MANAGER 1 1
DEPUTY CITY CLERK I/II/SENIOR 1.925 0.075 2
DEPUTY CITY MANAGER 0.34 0.33 0.33 1
ENGINEERING/GIS TECHNICIAN 2 2
EXECUTIVE ASSISTANT TO THE CITY MANAGER 0.75 0.05 0.2 1 GEOGRAPHICAL INFORMATION SYSTEMS SUPERVISOR 1 1
HOME RUN MANAGER 1 1
HUMAN RESOURCES & PAYROLL ANALYST I/II 2 2
HUMAN RESOURCES & PAYROLL TECHNICIAN I/II 5 5
HUMAN RESOURCES MANAGER 1 1
HUMAN RESOURCES SUPERVISOR 1 1
INFORMATION TECHNOLOGY BUSINESS SERVICES MANAGER 1 1
INFORMATION TECHNOLOGY MANAGER 1 1
INFORMATION TECHNOLOGY SPECIALIST I/II 4 2 1 1 1 9
PORT GENERAL MANAGER 1 1
PROGRAM MANAGER/SENIOR 1 1 1 3
PROGRAM TECHNICIAN I/II 2 2 4
PUBLIC INFORMATION OFFICER 1 1
TECHNICAL SERVICES MANAGER 1 1
TECHNICAL SUPPORT SPECIALIST I/II/III 4 4
Grand Total 5.92 0.34 3.925 9 3.33 12.2 5 0.33 4 1.33 2.625 1 1 50.00 32 Authorized Position List 2025/2026
Community Development
Approved: 10/15/2025
Effective: 10/15/2025

POSITION
101-9130Code Enforcement108-9130Code Enforcement650-9310Comm Development Admin.650-9315Building Inspection650-9321Dev/Traffic Engineering 650-9311Planning106-9311Planning653-9661Sustainability 101-9655Transportation and Mobility106-9655Transportation and Mobility Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 1 5 6
ASSISTANT/ASSOCIATE PLANNER 1 1
BUILDING INSPECTOR I/II/SENIOR 2.5 2.5
CHIEF BUILDING OFFICIAL 1 1
CLERK/SENIOR CLERK 1 1
CODE ENFORCEMENT MANAGER 1 1
CODE ENFORCEMENT OFFICER I/II/SENIOR 3 1 4
DEVELOPMENT SERVICES MANAGER 1 1
DIRECTOR OF COMMUNITY DEVELOPMENT 1 1
ENGINEER SERIES (ASSISTANT/ASSOCIATE/SENIOR)* 3 1 4
ENGINEERING ASSISTANT I/II/III** 1 1
PERMIT SERVICES MANAGER 1 1
PERMIT TECHNICIAN I/II 3.5 0.5 4
PLANNING MANAGER 1 1
PLANNING TECHNICIAN 1 1
PLANS EXAMINER I/II/SENIOR 1.5 1.5
PRINCIPAL ENGINEER 1 1
SECRETARY 1 1 2
SENIOR PLANNER 2 1 3
SUPERVISING TRANSPORTATION PLANNER 1 1
SUSTAINABILITY MANAGER 1 1
TRANSPORTATION PLANNER SERIES (ASSISTANT/ASSOCIATE/SENIOR) 2 2 Grand Total 5 1 5 9.5 5.5 5 1 6 3 1 42.00
Note*: 1.0 FTE Engineer Series in 650-9321 may be filled at lower level Engineer Assistant I/II/III or Engineering Technician I/II/III.

Note*: 1.0 FTE Engineer Assistant I/II/III may be filled at lower level Engineering Technician I/II/III. 33 Authorized Position List 2025/2026
Economic Development & Housing
Approved: 10/15/2025
Effective: 10/15/2025

POSITION
106-9020Economic Development
111-9020Eco/Housing Activities218-9810Project Homekey
219-9328Parking ActivitiesGrand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 1 1 2
COMMUNITY INVESTMENT MANAGER 1 1
COMMUNITY INVESTMENT PLANNER SERIES (ASSISTANT/ASSOCIATE/SENIOR) 2 2 COMMUNITY INVESTMENT PRINCIPAL PLANNER 1 1
DIRECTOR OF ECONOMIC DEVELOPMENT & HOUSING 1 1
ECONOMIC DEVELOPMENT MANAGER 1 1
HOUSING MANAGER 1 1
PARKING MANAGER 1 1
PROGRAM MANAGER/SENIOR 1 1 1 3
PROGRAM TECHNICIAN I/II 2 9
PROGRAM TECHNICIAN I/II - LIMITED TERM* 7*
SECRETARY 1 1
Grand Total 10 1 10 2 23.00
*7.0 FTE Program Technician I/II in 218-9810 limited term through 9/30/2027 34 Authorized Position List 2025/2026
Finance
Approved: 10/15/2025
Effective: 10/15/2025

POSITION
104-9050Finance Administration104-9051Finance Fiscal Records104-9052Finance Revenue Collections 104-9053 Procurement & Contracting104-9054Budget & Financial Planning Grand Total
ACCOUNTANT I/II/SENIOR 3 3
ACCOUNTING TECHNICIAN I/II/III 2 4 6
ADMINISTRATIVE ANALYST I/II/SENIOR 1 3 4
CLERK/SENIOR CLERK 1 1
DIRECTOR OF FINANCE 1 1
FINANCE ANALYST/SENIOR 2 2
FINANCE MANAGER 1 0.2 0.8 2
FINANCE SUPERVISOR 1 1 2
PURCHASING MANAGER 1 1
Grand Total 2 7 6.2 4 2.8 22.00
35 Authorized Position List 2025/2026
Fire
Approved: 10/15/2025
Effective: 10/15/2025

POSITION
101-9153Fire - Hazardous Materials
101-9150Fire - Administration101-9151Fire - Operations101-9152Fire Prevention 256-9158SAFER - Grant112-9150Fire - Administration112-9151Fire - Operations108-9151Fire - Operations Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 1 1 1 3
DEPUTY FIRE CHIEF 1 1
EQUIPMENT MECHANIC I/II 1 1
FINANCIAL SPECIALIST 1 1
FIRE BATTALION CHIEF 4 4
FIRE CAPTAIN 19 19
FIRE CHIEF 1 1
FIRE ENGINEER 18 18
FIRE INSPECTOR/SENIOR 2 2
FIRE MARSHAL 0.9 0.1 1
FIREFIGHTER* 14 9 2 25
PLANS EXAMINER I/II/SENIOR 1 1
Grand Total 3.9 4.1 55 1 9 1 1 2 77.00
Move 9.0 FTE Fire Fighter from 256-9158 to 112-9151 effective 1/1/2028. 36 Authorized Position List 2025/2026
Parks & Recreation
Approved: 10/15/2025
Effective: 10/15/2025

POSITION
101-9500Parks & Recreation Admin101-9510Recreation Activities254-9555Discovery Preschool Program Various Community Facilities Districts (CFD)213-9175Landscape & Lighting 101-9520Parks & Trail Maintenance110-9520Parks & Trail Maintenance112-9500Parks & Recreation Admin112-9520Parks & Trail Maintenance112-9019Homeless Program101-9554Special Events110-9141Homeless Program - PD108-9515Recreation Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 2 2
BUSINESS MANAGER 1 1
CHIEF PARKS & GROUNDS WORKER 0.8 3.2 1 1 6
DIRECTOR OF PARKS & RECREATION 1 1
GROUNDSKEEPER 4 1 3 1 1 10
LANDSCAPE INSPECTOR/SENIOR 0.8 0.2 1
PARKS & GROUNDS WORKER/SENIOR 7 2 1 10
PARKS FACILITY MAINTENANCE SUPERVISOR 1 1
PARKS OPERATIONS SUPERINTENDENT 1 1
PARKS PLANNING & DEVELOPMENT MANAGER 1 1
PRESCHOOL SITE SUPERVISOR 0.8 0.8
PRESCHOOL TEACHER 0.75 0.75
PROJECT MANAGER I/II/SENIOR 0.8 0.2 1
RECREATION COORDINATOR 6.56 0.44 7
RECREATION MANAGER 2 2
RECREATION SUPERVISOR I/II 6 6
SECRETARY 1 1
SPECIAL EVENTS SUPERVISOR I/II 1 1
Grand Total 5 14.56 1.55 2.4 0.4 15.2 1 2 6 2 1 2 0.44 53.55 37 Authorized Position List 2025/2026
Police
Approved: 10/15/2025
Effective: 10/15/2025

POSITION
101-9110Police - Administration101-9111Police - Investigations101-9113Police - Patrol108-9111Police - Investigations 101-9112Police - Records101-9114Police - COS111-9110Police - Administration111-9113Police - Patrol101-9117Police - C.L.O. Program101-9116Police - Traffic/Parking Safety112-9111Police - Investigations112-9112Police - Records112-9113Police - Patrol112-9114Police - COS112-9116Police - Traffic/Parking Safety110-9141Homeless Program - PD Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 4 2 6
BUSINESS MANAGER 1 1
CALEA COORDINATOR 1 1
CLERK/SENIOR CLERK 1 1
COMMUNITY SERVICES OFFICER I/II/SENIOR 4 2 6
COURT LIAISON OFFICER 0.5 0.5
COURT LIAISON SPECIALIST 0.5 0.5
CRIME ANALYST I/II/SENIOR 1 1
CRIME SCENE INVESTIGATOR I/II/III 2 2
DEPUTY POLICE CHIEF 1 1
FINANCIAL SPECIALIST 1 1
MENTAL HEALTH CLINICIAN 2 2
POLICE CHIEF 1 1
POLICE LIEUTENANT 2 1 2 5
POLICE OFFICER 10 38 1 3 2 6 2 2 64
POLICE RECORDS & PROPERTY MANAGER 1 1
POLICE RECORDS SUPERVISOR 1 1
POLICE RECORDS TECHNICIAN I/II/SENIOR 6 6
POLICE SERGEANT 1 1 8 2 1 1 14
POLICE SERVICES COORDINATOR 1 1
POLICE SUPPORT SERVICES MANAGER 1 1
PROGRAM MANAGER/SENIOR 1 1
PROGRAM TECHNICIAN I/II 1 1 2
PROPERTY/EVIDENCE TECHNICIAN I/II 2 2
SECRETARY 1 1 1 3
YOUTH COUNSELOR 1 1
Grand Total 14 17 52 3 9 4 1 2 1 4 2 1 6 5 3 2 126.00
38 Authorized Position List 2025/2026
Public Works O & M
Approved: 10/15/2025
Effective: 10/15/2025

POSITION
104-9325City Facility Project & Maint108-9205Street Sweeping Maintenance108-9210Road Maintenance201-9205Street Sweeping Maintenance201-9210Road Maintenance215-9230Storm Water Maint-MS4501-9410Sewer Collection506-9610Water Treatment506-9611Water Distribution506-9612Water Backflow Prevention Prg 610-9650Public Works O&M Administration104-9326Fleet Maintenance218-9019Homeless Program108-9515Recreation Center218-9810Project Homekey112-9210Road Maintenance Grand Total
ADMINISTRATIVE ANALYST I/II/SENIOR 2 2
CHIEF FACILITIES MAINTENANCE WORKER 1 1
CHIEF MAINTENANCE WORKER 1 1 1 3 6
CHIEF TREATMENT PLANT MECHANIC 0.5 0.5 1
DIRECTOR OF PUBLIC WORKS OPERATIONS & MAINTENANCE 1 1
ELECTRICAL TECHNICIAN 1 1 2
EQUIPMENT & FACILITIES SUPERINTENDENT 0.5 0.5 1
EQUIPMENT MECHANIC I/II 3 3
FACILITIES MAINTENTANCE WORKER/AIDE/SENIOR 3 1 4
INSTRUMENTATION TECHNICIAN 1 1
MAINTENANCE WORKER/SENIOR 1 1 1 4 2 7 9 2 6 33
PROGRAM TECHNICIAN I/II 1 1
ROAD MAINTENANCE SUPERVISOR 1 1
SECRETARY 2 2
SENIOR WATER TREATMENT PLANT OPERATOR 1 1
STATIONARY ENGINEER 2 1 1 4
TREATMENT PLANT MECHANIC I/II 2 1 3
UTILITIES MAINTENANCE SUPERINTENDENT 0.25 0.25 0.25 0.25 1 WATER METER TECHNICIAN 1 1
WATER TREATMENT PLANT OPERATOR APPRENTICE/II/III 5 5
WATER TREATMENT SUPERINTENDENT 1 1
Grand Total 6.5 1 2 1 4.25 2.25 11.75 10.5 11.25 2 6 3.5 1 1 1 10 75.00 39 Authorized Position List 2025/2026
Summary Amendments
Approved: 10/15/2025
Effective: 10/15/2025
Date Dept Approved By Amendment
7/1/2025 Fire City Council Add 1.0 Equipment Mechanic I/II to 112-9151. 7/1/2025 Capital Projects City Council Eliminate 1.0 FTE Secretary from 652-9040; Add 1.0 Administrative Analyst I/II/Senior to 652-9040; Add 1.0 FTE Project Manager I/II/Senior and

1.0 FTE Program Technician to 101-9652; Add 1.0 FTE Engineer Series (Assistant/Associate/Senior) to 101-9653. 7/1/2025 City Manager's Office City Council
Title change current Assistant City Manager to Assistant City Manager - Administrative Services; Add 1.0 FTE Assistant City Manager - Community Investment to 101-9016; Move 1.0 FTE Engineering Technician I/II/III, 1.0 FTE Engineering GIS Technician and 1.0 FTE IT Specialist I/II from Capital Projects 101-9651 to City Manager's Office 104-9035. Reclassify 1.0 FTE Engineering Technician I/II/II 104-9035 to 1.0 FTE Engineering GIS Technician 104-9035; Change 1.0 FTE IT Specialist I/II from 104-9034 to 650-9035. 7/1/2025 Community Development City Council Reclassify 1.0 FTE Program Technician I/II 653-9661 to Adminstative Analyst I/II/Senior 653-9661. 7/1/2025 Public Works O&M City Council Eliminate unfunded 1.0 FTE Engineering Assistant I/II/II and Traffic Control & Lighting Technician I/II from 101-9112. 7/1/2025 Police City Council
Add 2.0 FTE Police Officer to 112-9116; Add 1.0 FTE Police Officer to 112-9113; Add 2.0 FTE Police Officer to 112-9114; Add 2.0 FTE Police Officer to 112-9111; Add 1.0 FTE Police Sergeant to 112-9116; Add 2.0 FTE Mental Health Clinician to 112-9114; Change 2.0 FTE from 110-9019 to 110- 9141.
7/1/2025 Finance City Council Change 1.0 FTE Finance Analyst/Senior to Administrative Analayst I/II/Senior in 104-9053. 7/1/2025 Parks & Recreation City Council
Add 1.0 FTE Parks Planning Development Manager to 112-9500; Add 1.0 FTE Chief Parks & Grounds Worker, 2.0 Parks & Grounds Worker/SR, 3.0 FTE Groundskeeper to 112-9520. Change 1.0 FTE Special Events Supervisor I/II from 101-9500 to 101-9554; Change .44 FTE Recreation Coordinator from 108-9515 to 108-9510
8/6/2025 City Manager's Office City Council
Eliminate 1.0 FTE Payroll Administrator 104-9024. Title Change Human Resources Analyst I/II to Human Resources & Payroll Analyst I/II. Add 1.0 FTE Human Resources & Payroll Analyst I/II to 104-9024. Eliminate 1.0 FTE IT Operations Manager 104-9034. Add 1.0 FTE Technical Services Manager 104-9034. Title Change Assistant City Manager - Community Investment to Assistant City Manager - Community Services. 8/6/2025 Community Development City Council Move 1.0 FTE Permit Technician I/II from 650-9311 to 650-9315. 8/6/2025 Economic Development &
Housing City Council Title Change Community Investment Planner Series (Assistant/Associate) to Community Investment Planner Series (Assistant/Associate/Senior). 8/6/2025 Finance City Council Eliminate 1.0 FTE Accounting Technician I/II/III 104-9052 and 1.0 FTE Administrative Assistant 104-9050. Add 1.0 FTE Clerk/Senior Clerk 104- 9052 and 1.0 FTE Administrative Analyst I/II/Senior 104-9050. 9/17/2025 Economic Development &
Housing City Council Add 7.0 FTE Program Technician I/II to 218-9810 limited term through 9/30/2027. 10/15/2025 City Manager's Office City Council Add 1.0 FTE Administative Analyst I/II/Senior to 104-9016; add 1.0 FTE Program Technician I/II to 104-9026. 1/1/2028 Fire City Council After SAFER Grant Expiration, move 9.0 FTE Fire Fighter to 112-9151. 40 Title Page City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025
City of West Sacramento
Salary Schedule
Fiscal Year 2025 / 2026

41 Battalion Chief's Association City of West Sacramento 2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE

BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Fire Battalion Chief BCA 11/1/25 $50.3118 $61.1415 $12,209 $14,837 $146,508 $178,044 *Based on 2912 annual hours

42 City Manager City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE

BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I City Manager 7/1/2025 $146.7043 $25,429 $305,145

43 Confidential City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE

EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Administrative Clerk I CONFID 8/9/25 $24.1442 $29.4173 $4,185 $5,099 $50,220 $61,188 $4,185 $4,290 $4,397 $4,507 $4,620 $4,736 $4,854 $4,975 $5,099 Administrative Clerk II CONFID 8/9/25 $26.5673 $32.3654 $4,605 $5,610 $55,260 $67,320 $4,605 $4,720 $4,838 $4,959 $5,083 $5,210 $5,340 $5,473 $5,610 Administrative Clerk III CONFID 8/9/25 $28.0962 $34.2346 $4,870 $5,934 $58,440 $71,208 $4,870 $4,992 $5,117 $5,245 $5,376 $5,510 $5,648 $5,789 $5,934 Executive Assistant to the City Manager CONFID 8/9/25 $34.4712 $42.0000 $5,975 $7,280 $71,700 $87,360 $5,975 $6,124 $6,277 $6,434 $6,595 $6,760 $6,929 $7,102 $7,280 Human Resources & Payroll Analyst I CONFID 8/9/25 $40.2462 $49.0269 $6,976 $8,498 $83,712 $101,976 $6,976 $7,150 $7,329 $7,512 $7,700 $7,892 $8,089 $8,291 $8,498 Human Resources & Payroll Analyst II CONFID 8/9/25 $47.3481 $57.6865 $8,207 $9,999 $98,484 $119,988 $8,207 $8,412 $8,622 $8,838 $9,059 $9,285 $9,517 $9,755 $9,999 Human Resources & Payroll Technician I CONFID 8/9/25 $29.8442 $36.3635 $5,173 $6,303 $62,076 $75,636 $5,173 $5,302 $5,435 $5,571 $5,710 $5,853 $5,999 $6,149 $6,303 Human Resources & Payroll Technician II CONFID 8/9/25 $34.4712 $42.0000 $5,975 $7,280 $71,700 $87,360 $5,975 $6,124 $6,277 $6,434 $6,595 $6,760 $6,929 $7,102 $7,280

44 Elected Officials City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY
MINIMU
M
HOURLY

MAXIMUM

MONTHLY
MINIMU
M

MONTHLY
MAXIMU
M
ANNUAL
MINIMU
M
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I City Council Member ELECTED OFFICIAL 12/14/24 $1,600 $19,200 Mayor ELECTED OFFICIAL 12/14/24 $1,600 $19,200

45 Executive Management City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Assistant City Manager - Administrative Services EXECMGM 8/9/25 $103.0846 $125.2791 $17,868 $21,715 $214,416 $260,581 Assistant City Manager - Community Services EXECMGM 8/9/25 $98.1750 $119.3148 $17,017 $20,681 $204,204 $248,175 Deputy City Manager EXECMGM 8/9/25 $84.1500 $102.2698 $14,586 $17,727 $175,032 $212,721 Director of Capital Projects EXECMGM 8/9/25 $84.1500 $102.2698 $14,586 $17,727 $175,032 $212,721 Director of Community Development EXECMGM 8/9/25 $84.1500 $102.2698 $14,586 $17,727 $175,032 $212,721 Director of Economic Development & Housing EXECMGM 8/9/25 $84.1500 $102.2698 $14,586 $17,727 $175,032 $212,721 Director of Finance EXECMGM 8/9/25 $84.1500 $102.2698 $14,586 $17,727 $175,032 $212,721 Director of Parks & Recreation EXECMGM 8/9/25 $84.1500 $102.2698 $14,586 $17,727 $175,032 $212,721 Director of Public Works Operations & Maintenance EXECMGM 8/9/25 $84.1500 $102.2698 $14,586 $17,727 $175,032 $212,721 Fire Chief EXECMGM 8/9/25 $93.5019 $113.6331 $16,207 $19,696 $194,484 $236,357 Police Chief EXECMGM 8/9/25 $97.9558 $119.0442 $16,979 $20,634 $203,748 $247,612 Port General Manager EXECMGM 8/9/25 $74.8038 $90.9065 $12,966 $15,757 $155,592 $189,085

46 Firefighter's Association City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025
Hired After 1/1/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H Fire Captain FFA 7/1/25 $44.1305 $52.4505 $10,709 $12,728 $128,508 $152,736 $10,709 $10,977 $11,251 $11,532 $11,820 $12,115 $12,418 $12,728 Fire Engineer FFA 7/1/25 $38.4396 $45.6882 $9,328 $11,087 $111,936 $133,044 $9,328 $9,561 $9,800 $10,045 $10,296 $10,553 $10,817 $11,087 Firefighter FFA 7/1/25 $35.2212 $41.8681 $8,547 $10,160 $102,564 $121,920 $8,547 $8,761 $8,980 $9,204 $9,434 $9,670 $9,912 $10,160 Hired Prior to 1/1/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H Fire Captain FFA 7/1/25 $43.1497 $52.4505 $10,471 $12,728 $125,652 $152,736 $10,471 $10,995 $11,545 $12,122 $12,728 Fire Engineer FFA 7/1/25 $37.5865 $45.6882 $9,121 $11,087 $109,452 $133,044 $9,121 $9,577 $10,056 $10,559 $11,087 Firefighter FFA 7/1/25 $34.4423 $41.8681 $8,358 $10,160 $100,296 $121,920 $8,358 $8,776 $9,215 $9,676 $10,160 *Based on 2912 annual hours

47 Local 39 City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Accounting Technician I LOCAL39 7/1/25 $26.5731 $32.3769 $4,606 $5,612 $55,272 $67,344 $4,606 $4,721 $4,839 $4,960 $5,084 $5,211 $5,341 $5,475 $5,612 Accounting Technician II LOCAL39 7/1/25 $29.8846 $36.4154 $5,180 $6,312 $62,160 $75,744 $5,180 $5,310 $5,443 $5,579 $5,718 $5,861 $6,008 $6,158 $6,312 Accounting Technician III LOCAL39 7/1/25 $32.1231 $39.1385 $5,568 $6,784 $66,816 $81,408 $5,568 $5,707 $5,850 $5,996 $6,146 $6,300 $6,458 $6,619 $6,784 Chief Facilities Maintenance Worker LOCAL39 7/1/25 $39.5654 $48.2077 $6,858 $8,356 $82,296 $100,272 $6,858 $7,029 $7,205 $7,385 $7,570 $7,759 $7,953 $8,152 $8,356 Chief Maintenance Worker LOCAL39 7/1/25 $34.0038 $41.3308 $5,894 $7,164 $70,728 $85,968 $5,894 $6,189 $6,498 $6,823 $7,164 Chief Maintenance Worker (Possess a D3
and/or hired after 7/1/19) LOCAL39 7/1/25 $34.4135 $41.9365 $5,965 $7,269 $71,580 $87,228 $5,965 $6,114 $6,267 $6,424 $6,585 $6,750 $6,919 $7,092 $7,269 Chief Parks & Grounds Worker LOCAL39 7/1/25 $32.1231 $39.1385 $5,568 $6,784 $66,816 $81,408 $5,568 $5,707 $5,850 $5,996 $6,146 $6,300 $6,458 $6,619 $6,784 Chief Treatment Plant Mechanic LOCAL39 7/1/25 $43.7827 $53.3423 $7,589 $9,246 $91,068 $110,952 $7,589 $7,779 $7,973 $8,172 $8,376 $8,585 $8,800 $9,020 $9,246 Clerk LOCAL39 7/1/25 $22.0212 $26.8269 $3,817 $4,650 $45,804 $55,800 $3,817 $3,912 $4,010 $4,110 $4,213 $4,318 $4,426 $4,537 $4,650 Clerk, Senior LOCAL39 7/1/25 $23.9423 $29.1692 $4,150 $5,056 $49,800 $60,672 $4,150 $4,254 $4,360 $4,469 $4,581 $4,696 $4,813 $4,933 $5,056 Electrical Technician LOCAL39 7/1/25 $41.0654 $50.0250 $7,118 $8,671 $85,416 $104,052 $7,118 $7,296 $7,478 $7,665 $7,857 $8,053 $8,254 $8,460 $8,671 Engineering Technician I LOCAL39 7/1/25 $30.1558 $36.7442 $5,227 $6,369 $62,724 $76,428 $5,227 $5,358 $5,492 $5,629 $5,770 $5,914 $6,062 $6,214 $6,369 Engineering Technician II LOCAL39 7/1/25 $33.8308 $41.2212 $5,864 $7,145 $70,368 $85,740 $5,864 $6,011 $6,161 $6,315 $6,473 $6,635 $6,801 $6,971 $7,145 Engineering Technician III LOCAL39 7/1/25 $39.0981 $47.6308 $6,777 $8,256 $81,324 $99,072 $6,777 $6,946 $7,120 $7,298 $7,480 $7,667 $7,859 $8,055 $8,256 Engineering/GIS Technician LOCAL39 7/1/25 $41.0538 $50.0135 $7,116 $8,669 $85,392 $104,028 $7,116 $7,294 $7,476 $7,663 $7,855 $8,051 $8,252 $8,458 $8,669 Equipment Mechanic I LOCAL39 7/1/25 $27.6865 $33.7327 $4,799 $5,847 $57,588 $70,164 $4,799 $4,919 $5,042 $5,168 $5,297 $5,429 $5,565 $5,704 $5,847 Equipment Mechanic II LOCAL39 7/1/25 $29.7750 $36.2769 $5,161 $6,288 $61,932 $75,456 $5,161 $5,290 $5,422 $5,558 $5,697 $5,839 $5,985 $6,135 $6,288 Facilities Maintenance Aide LOCAL39 7/1/25 $20.1808 $24.5885 $3,498 $4,262 $41,976 $51,144 $3,498 $3,585 $3,675 $3,767 $3,861 $3,958 $4,057 $4,158 $4,262 Facilities Maintenance Worker LOCAL39 7/1/25 $31.1365 $37.9327 $5,397 $6,575 $64,764 $78,900 $5,397 $5,532 $5,670 $5,812 $5,957 $6,106 $6,259 $6,415 $6,575 Facilities Maintenance Worker, Senior LOCAL39 7/1/25 $34.2692 $41.7519 $5,940 $7,237 $71,280 $86,844 $5,940 $6,088 $6,240 $6,396 $6,556 $6,720 $6,888 $7,060 $7,237 Groundskeeper LOCAL39 7/1/25 $21.2538 $25.8923 $3,684 $4,488 $44,208 $53,856 $3,684 $3,776 $3,870 $3,967 $4,066 $4,168 $4,272 $4,379 $4,488 Instrumentation Technician LOCAL39 7/1/25 $45.5308 $55.4654 $7,892 $9,614 $94,704 $115,368 $7,892 $8,089 $8,291 $8,498 $8,710 $8,928 $9,151 $9,380 $9,614 Maintenance Worker LOCAL39 7/1/25 $27.3519 $33.3404 $4,741 $5,779 $56,892 $69,348 $4,741 $4,860 $4,982 $5,107 $5,235 $5,366 $5,500 $5,638 $5,779 Maintenance Worker, Senior LOCAL39 7/1/25 $30.2365 $36.8423 $5,241 $6,386 $62,892 $76,632 $5,241 $5,372 $5,506 $5,644 $5,785 $5,930 $6,078 $6,230 $6,386 Parks & Grounds Worker LOCAL39 7/1/25 $26.0423 $31.7423 $4,514 $5,502 $54,168 $66,024 $4,514 $4,627 $4,743 $4,862 $4,984 $5,109 $5,237 $5,368 $5,502 Parks & Grounds Worker, Senior LOCAL39 7/1/25 $28.4827 $34.7019 $4,937 $6,015 $59,244 $72,180 $4,937 $5,060 $5,186 $5,316 $5,449 $5,585 $5,725 $5,868 $6,015 Permit Technician I LOCAL39 7/1/25 $29.8788 $36.3981 $5,179 $6,309 $62,148 $75,708 $5,179 $5,308 $5,441 $5,577 $5,716 $5,859 $6,005 $6,155 $6,309 Permit Technician II LOCAL39 7/1/25 $32.1231 $39.1385 $5,568 $6,784 $66,816 $81,408 $5,568 $5,707 $5,850 $5,996 $6,146 $6,300 $6,458 $6,619 $6,784 Planning Technician LOCAL39 7/1/25 $29.8904 $36.4212 $5,181 $6,313 $62,172 $75,756 $5,181 $5,311 $5,444 $5,580 $5,719 $5,862 $6,009 $6,159 $6,313 Recreation Coordinator LOCAL39 7/1/25 $26.5846 $32.3885 $4,608 $5,614 $55,296 $67,368 $4,608 $4,723 $4,841 $4,962 $5,086 $5,213 $5,343 $5,477 $5,614 Recreation Supervisor I LOCAL39 7/1/25 $33.2077 $40.4654 $5,756 $7,014 $69,072 $84,168 $5,756 $5,900 $6,048 $6,199 $6,354 $6,513 $6,676 $6,843 $7,014 Recreation Supervisor II LOCAL39 7/1/25 $36.9115 $44.9769 $6,398 $7,796 $76,776 $93,552 $6,398 $6,558 $6,722 $6,890 $7,062 $7,239 $7,420 $7,606 $7,796 Secretary LOCAL39 7/1/25 $29.7404 $36.2308 $5,155 $6,280 $61,860 $75,360 $5,155 $5,284 $5,416 $5,551 $5,690 $5,832 $5,978 $6,127 $6,280 Senior Water Treatment Plant Operator LOCAL39 7/1/25 $46.8981 $57.1442 $8,129 $9,905 $97,548 $118,860 $8,129 $8,332 $8,540 $8,754 $8,973 $9,197 $9,427 $9,663 $9,905 Special Events Supervisor I LOCAL39 7/1/25 $33.2077 $40.4654 $5,756 $7,014 $69,072 $84,168 $5,756 $5,900 $6,048 $6,199 $6,354 $6,513 $6,676 $6,843 $7,014 Special Events Supervisor II LOCAL39 7/1/25 $36.9115 $44.9769 $6,398 $7,796 $76,776 $93,552 $6,398 $6,558 $6,722 $6,890 $7,062 $7,239 $7,420 $7,606 $7,796 Stationary Engineer LOCAL39 7/1/25 $37.6904 $45.9173 $6,533 $7,959 $78,396 $95,508 $6,533 $6,696 $6,863 $7,035 $7,211 $7,391 $7,576 $7,765 $7,959 Treatment Plant Mechanic I LOCAL39 7/1/25 $35.5385 $43.3038 $6,160 $7,506 $73,920 $90,072 $6,160 $6,314 $6,472 $6,634 $6,800 $6,970 $7,144 $7,323 $7,506 Treatment Plant Mechanic II LOCAL39 7/1/25 $39.0981 $47.6308 $6,777 $8,256 $81,324 $99,072 $6,777 $6,946 $7,120 $7,298 $7,480 $7,667 $7,859 $8,055 $8,256 Water Meter Technician LOCAL39 7/1/25 $27.6865 $33.7327 $4,799 $5,847 $57,588 $70,164 $4,799 $4,919 $5,042 $5,168 $5,297 $5,429 $5,565 $5,704 $5,847 Water Treatment Plant Operator II LOCAL39 7/1/25 $34.6038 $42.1731 $5,998 $7,310 $71,976 $87,720 $5,998 $6,148 $6,302 $6,460 $6,622 $6,788 $6,958 $7,132 $7,310 Water Treatment Plant Operator III LOCAL39 7/1/25 $38.2500 $46.6038 $6,630 $8,078 $79,560 $96,936 $6,630 $6,796 $6,966 $7,140 $7,318 $7,501 $7,689 $7,881 $8,078

SALARY SCHEDULE B

SALARY SCHEDULE A

48 Local 39 City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Accounting Technician III LOCAL39 7/1/25 $32.1981 $39.1385 $5,581 $6,784 $66,972 $81,408 $5,581 $5,860 $6,153 $6,461 $6,784 Senior Water Treatment Plant Operator LOCAL39 7/1/25 $47.0135 $57.1442 $8,149 $9,905 $97,788 $118,860 $8,149 $8,556 $8,984 $9,433 $9,905

49 Management City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Business Manager MGMT 8/9/25 $58.2577 $70.8000 $10,098 $12,272 $121,176 $147,264 Capital Improvement Manager MGMT 8/9/25 $64.6962 $78.6231 $11,214 $13,628 $134,568 $163,536 Chief Building Official MGMT 8/9/25 $64.6962 $78.6231 $11,214 $13,628 $134,568 $163,536 City Clerk MGMT 8/9/25 $67.7769 $82.3673 $11,748 $14,277 $140,976 $171,324 Code Enforcement Manager MGMT 8/9/25 $58.2577 $70.8000 $10,098 $12,272 $121,176 $147,264 Community Investment Manager MGMT 8/9/25 $62.7173 $76.2231 $10,871 $13,212 $130,452 $158,544 Community Investment Principal Planner MGMT 8/9/25 $60.9750 $74.1058 $10,569 $12,845 $126,828 $154,140 Community Investment Senior Planner MGMT 8/9/25 $52.8519 $64.2288 $9,161 $11,133 $109,932 $133,596 Construction & Facilities Development Manager MGMT 8/9/25 $64.6962 $78.6231 $11,214 $13,628 $134,568 $163,536 Construction Inspection Manager MGMT 8/9/25 $52.8462 $64.2231 $9,160 $11,132 $109,920 $133,584 Court Liaison Officer MGMT 8/9/25 $40.2865 $48.9577 $6,983 $8,486 $83,796 $101,832 Data Services Manager MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Development Services Manager MGMT 8/9/25 $64.6962 $78.6231 $11,214 $13,628 $134,568 $163,536 Economic Development Manager MGMT 8/9/25 $62.7173 $76.2231 $10,871 $13,212 $130,452 $158,544 Equipment and Facilities Superintendent MGMT 8/9/25 $58.2519 $70.7942 $10,097 $12,271 $121,164 $147,252 Finance Manager MGMT 8/9/25 $67.7769 $82.3673 $11,748 $14,277 $140,976 $171,324 Finance Supervisor MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Fire Marshal MGMT 8/9/25 $64.6904 $78.6173 $11,213 $13,627 $134,556 $163,524 Flood Protection Manager MGMT 8/9/25 $67.2058 $81.6750 $11,649 $14,157 $139,788 $169,884 Flood Protection Planner MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Geographical Information Systems Supervisor MGMT 8/9/25 $52.8462 $64.2231 $9,160 $11,132 $109,920 $133,584 Home Run Manager MGMT 8/9/25 $64.6962 $78.6231 $11,214 $13,628 $134,568 $163,536 Housing Manager MGMT 8/9/25 $62.7173 $76.2231 $10,871 $13,212 $130,452 $158,544 Human Resources Manager MGMT 8/9/25 $67.7769 $82.3673 $11,748 $14,277 $140,976 $171,324 Human Resources Supervisor MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Information Technology Business Services Manager MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Information Technology Manager MGMT 8/9/25 $67.7769 $82.3673 $11,748 $14,277 $140,976 $171,324 Parking Manager MGMT 8/9/25 $62.7173 $76.2231 $10,871 $13,212 $130,452 $158,544 Parks Facility Maintenance Supervisor MGMT 8/9/25 $52.8462 $64.2231 $9,160 $11,132 $109,920 $133,584 Parks Operations Superintendent MGMT 8/9/25 $58.2519 $70.7942 $10,097 $12,271 $121,164 $147,252 Parks Planning & Development Manager MGMT 8/9/25 $58.2577 $70.8000 $10,098 $12,272 $121,176 $147,264 Permit Services Manager MGMT 8/9/25 $52.8462 $64.2231 $9,160 $11,132 $109,920 $133,584 Planning Manager MGMT 8/9/25 $64.6962 $78.6231 $11,214 $13,628 $134,568 $163,536 Police Records & Property Manager MGMT 8/9/25 $52.8462 $64.2231 $9,160 $11,132 $109,920 $133,584 Police Support Services Manager MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Preschool Site Supervisor MGMT 8/9/25 $34.5577 $42.0000 $5,990 $7,280 $71,880 $87,360 Principal Engineer MGMT 8/9/25 $67.2058 $81.6750 $11,649 $14,157 $139,788 $169,884 Program Manager MGMT 8/9/25 $44.5962 $54.1962 $7,730 $9,394 $92,760 $112,728 Public Information Officer MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Purchasing Manager MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Recreation Manager MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Road Maintenance Supervisor MGMT 8/9/25 $52.8462 $64.2231 $9,160 $11,132 $109,920 $133,584 Senior Analyst MGMT 8/9/25 $50.7231 $61.6442 $8,792 $10,685 $105,504 $128,220 Senior Engineer MGMT 8/9/25 $60.9750 $74.1000 $10,569 $12,844 $126,828 $154,128 Senior Finance Analyst MGMT 8/9/25 $52.8519 $64.2288 $9,161 $11,133 $109,932 $133,596 Senior Planner MGMT 8/9/25 $52.8519 $64.2288 $9,161 $11,133 $109,932 $133,596 Senior Program Manager MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932 Senior Project Manager MGMT 8/9/25 $52.8462 $64.2231 $9,160 $11,132 $109,920 $133,584 Senior Transportation Planner MGMT 8/9/25 $52.8519 $64.2288 $9,161 $11,133 $109,932 $133,596 Supervising Transportation Planner MGMT 8/9/25 $58.2577 $70.8000 $10,098 $12,272 $121,176 $147,264 Sustainability Manager MGMT 8/9/25 $58.2577 $70.8000 $10,098 $12,272 $121,176 $147,264 Technical Services Manager MGMT 8/9/25 $55.3558 $67.2750 $9,595 $11,661 $115,140 $139,932

50 Management City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025
Utilities Maintenance Superintendent MGMT 8/9/25 $58.2519 $70.7942 $10,097 $12,271 $121,164 $147,252 Water Treatment Plant Superintendent MGMT 8/9/25 $60.9750 $74.1058 $10,569 $12,845 $126,828 $154,140

51 Police Officer's Association City of West Sacramento 2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Code Enforcement Officer I POA 5/3/25 $29.6538 $36.1269 $5,140 $6,262 $61,680 $75,144 $5,140 $5,268 $5,400 $5,535 $5,673 $5,815 $5,960 $6,109 $6,262 Code Enforcement Officer II POA 5/3/25 $32.7577 $39.9231 $5,678 $6,920 $68,136 $83,040 $5,678 $5,820 $5,966 $6,115 $6,268 $6,425 $6,586 $6,751 $6,920 Code Enforcement Officer, Senior POA 5/3/25 $36.2019 $44.1058 $6,275 $7,645 $75,300 $91,740 $6,275 $6,432 $6,593 $6,758 $6,927 $7,100 $7,277 $7,459 $7,645 Community Services Officer I POA 5/3/25 $24.3750 $29.7115 $4,225 $5,150 $50,700 $61,800 $4,225 $4,331 $4,439 $4,550 $4,664 $4,781 $4,901 $5,024 $5,150 Community Services Officer II POA 5/3/25 $27.3231 $33.2827 $4,736 $5,769 $56,832 $69,228 $4,736 $4,854 $4,975 $5,099 $5,226 $5,357 $5,491 $5,628 $5,769 Community Services Officer, Senior POA 5/3/25 $30.5885 $37.2750 $5,302 $6,461 $63,624 $77,532 $5,302 $5,435 $5,571 $5,710 $5,853 $5,999 $6,149 $6,303 $6,461 Crime Analyst I POA 5/3/25 $34.9846 $42.6231 $6,064 $7,388 $72,768 $88,656 $6,064 $6,216 $6,371 $6,530 $6,693 $6,860 $7,032 $7,208 $7,388 Crime Analyst II POA 5/3/25 $39.7500 $48.4327 $6,890 $8,395 $82,680 $100,740 $6,890 $7,062 $7,239 $7,420 $7,605 $7,795 $7,990 $8,190 $8,395 Crime Analyst, Senior POA 5/3/25 $44.4462 $54.1500 $7,704 $9,386 $92,448 $112,632 $7,704 $7,897 $8,094 $8,296 $8,503 $8,716 $8,934 $9,157 $9,386 Crime Scene Investigator I POA 5/3/25 $30.4327 $37.0846 $5,275 $6,428 $63,300 $77,136 $5,275 $5,407 $5,542 $5,681 $5,823 $5,969 $6,118 $6,271 $6,428 Crime Scene Investigator II POA 5/3/25 $33.8423 $41.2327 $5,866 $7,147 $70,392 $85,764 $5,866 $6,013 $6,163 $6,317 $6,475 $6,637 $6,803 $6,973 $7,147 Crime Scene Investigator III POA 5/3/25 $37.0038 $45.0808 $6,414 $7,814 $76,968 $93,768 $6,414 $6,574 $6,738 $6,906 $7,079 $7,256 $7,437 $7,623 $7,814 Police Officer POA 5/3/25 $47.8500 $56.8788 $8,294 $9,859 $99,528 $118,308 $8,294 $8,501 $8,714 $8,932 $9,155 $9,384 $9,619 $9,859 Police Records Technician I POA 5/3/25 $23.1692 $28.2231 $4,016 $4,892 $48,192 $58,704 $4,016 $4,116 $4,219 $4,324 $4,432 $4,543 $4,657 $4,773 $4,892 Police Records Technician II POA 5/3/25 $25.5346 $31.1019 $4,426 $5,391 $53,112 $64,692 $4,426 $4,537 $4,650 $4,766 $4,885 $5,007 $5,132 $5,260 $5,391 Police Records Technician, Senior POA 5/3/25 $28.0788 $34.2173 $4,867 $5,931 $58,404 $71,172 $4,867 $4,989 $5,114 $5,242 $5,373 $5,507 $5,645 $5,786 $5,931 Police Sergeant POA 5/3/25 $59.0885 $70.2404 $10,242 $12,175 $122,904 $146,100 $10,242 $10,498 $10,760 $11,029 $11,305 $11,588 $11,878 $12,175 Police Services Coordinator POA 5/3/25 $30.6000 $37.2865 $5,304 $6,463 $63,648 $77,556 $5,304 $5,437 $5,573 $5,712 $5,855 $6,001 $6,151 $6,305 $6,463 Property & Evidence Technician I POA 5/3/25 $27.2596 $33.2077 $4,725 $5,756 $56,700 $69,072 $4,725 $4,843 $4,964 $5,088 $5,215 $5,345 $5,479 $5,616 $5,756 Property & Evidence Technician II POA 5/3/25 $29.9885 $36.5365 $5,198 $6,333 $62,376 $75,996 $5,198 $5,328 $5,461 $5,598 $5,738 $5,881 $6,028 $6,179 $6,333 Youth Counselor POA 5/3/25 $35.8615 $43.6904 $6,216 $7,573 $74,592 $90,876 $6,216 $6,371 $6,530 $6,693 $6,860 $7,032 $7,208 $7,388 $7,573

52 Police Manager's City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE

BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Police Lieutenant POLMGT 2/22/25 $75.5135 $91.9962 $13,089 $15,946 $157,068 $191,352 $13,089 $13,416 $13,751 $14,095 $14,447 $14,808 $15,178 $15,557 $15,946

POSITION TITLE

BARGAINING
UNIT
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Police Lieutenant POLMGT 2/22/25 $75.6981 $91.9962 $13,121 $15,946 $157,452 $191,352

SALARY SCHEDULE A

SALARY SCHEDULE B

53 Recruit City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE

EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Fire Recruit RECRUIT 7/1/25 $39.4500 $6,838 $82,056
Police Recruit RECRUIT 5/3/25 $38.2800 $6,635 $79,622

54 Safety Management City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE EMPLOYEE
GROUP
SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM

STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Deputy Fire Chief SAFEMGT 8/9/25 $82.2000 $99.9000 $14,248 $17,316 $170,976 $207,792 Deputy Police Chief SAFEMGT 8/9/25 $86.1115 $104.6538 $14,926 $18,140 $179,112 $217,680

55 Specialist & Professionals City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025

POSITION TITLE EMPLOYEE GROUP SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Accountant I SPECPROF 8/9/25 $36.6173 $44.6250 $6,347 $7,735 $76,164 $92,820 $6,347 $6,506 $6,669 $6,836 $7,007 $7,182 $7,362 $7,546 $7,735 Accountant II SPECPROF 8/9/25 $42.8192 $52.1769 $7,422 $9,044 $89,064 $108,528 $7,422 $7,608 $7,798 $7,993 $8,193 $8,398 $8,608 $8,823 $9,044 Administrative Analyst I SPECPROF 8/9/25 $36.5885 $44.5904 $6,342 $7,729 $76,104 $92,748 $6,342 $6,501 $6,664 $6,831 $7,002 $7,177 $7,356 $7,540 $7,729 Administrative Analyst II SPECPROF 8/9/25 $44.4750 $54.1962 $7,709 $9,394 $92,508 $112,728 $7,709 $7,902 $8,100 $8,302 $8,510 $8,723 $8,941 $9,165 $9,394 Assistant Community Investment Planner SPECPROF 8/9/25 $36.5885 $44.5904 $6,342 $7,729 $76,104 $92,748 $6,342 $6,501 $6,664 $6,831 $7,002 $7,177 $7,356 $7,540 $7,729 Assistant Engineer SPECPROF 8/9/25 $44.4346 $54.1385 $7,702 $9,384 $92,424 $112,608 $7,702 $7,895 $8,092 $8,294 $8,501 $8,714 $8,932 $9,155 $9,384 Assistant Planner SPECPROF 8/9/25 $36.5885 $44.5904 $6,342 $7,729 $76,104 $92,748 $6,342 $6,501 $6,664 $6,831 $7,002 $7,177 $7,356 $7,540 $7,729 Assistant Transportation Planner SPECPROF 8/9/25 $36.5885 $44.5904 $6,342 $7,729 $76,104 $92,748 $6,342 $6,501 $6,664 $6,831 $7,002 $7,177 $7,356 $7,540 $7,729 Associate Community Investment Planner SPECPROF 8/9/25 $42.8250 $52.1827 $7,423 $9,045 $89,076 $108,540 $7,423 $7,609 $7,799 $7,994 $8,194 $8,399 $8,609 $8,824 $9,045 Associate Engineer SPECPROF 8/9/25 $52.7192 $64.2288 $9,138 $11,133 $109,656 $133,596 $9,138 $9,366 $9,600 $9,840 $10,086 $10,338 $10,596 $10,861 $11,133 Associate Planner SPECPROF 8/9/25 $42.8250 $52.1827 $7,423 $9,045 $89,076 $108,540 $7,423 $7,609 $7,799 $7,994 $8,194 $8,399 $8,609 $8,824 $9,045 Associate Transportation Planner SPECPROF 8/9/25 $42.8250 $52.1827 $7,423 $9,045 $89,076 $108,540 $7,423 $7,609 $7,799 $7,994 $8,194 $8,399 $8,609 $8,824 $9,045 Building Inspector I SPECPROF 8/9/25 $37.7192 $45.9577 $6,538 $7,966 $78,456 $95,592 $6,538 $6,701 $6,869 $7,041 $7,217 $7,397 $7,582 $7,772 $7,966 Building Inspector II SPECPROF 8/9/25 $42.8192 $52.1769 $7,422 $9,044 $89,064 $108,528 $7,422 $7,608 $7,798 $7,993 $8,193 $8,398 $8,608 $8,823 $9,044 CALEA Coordinator SPECPROF 8/9/25 $44.4750 $54.1962 $7,709 $9,394 $92,508 $112,728 $7,709 $7,902 $8,100 $8,302 $8,510 $8,723 $8,941 $9,165 $9,394 Construction Administrative Specialist SPECPROF 8/9/25 $32.4519 $39.5365 $5,625 $6,853 $67,500 $82,236 $5,625 $5,766 $5,910 $6,058 $6,209 $6,364 $6,523 $6,686 $6,853 Construction Inspector I SPECPROF 8/9/25 $37.7192 $45.9577 $6,538 $7,966 $78,456 $95,592 $6,538 $6,701 $6,869 $7,041 $7,217 $7,397 $7,582 $7,772 $7,966 Construction Inspector II SPECPROF 8/9/25 $42.8192 $52.1769 $7,422 $9,044 $89,064 $108,528 $7,422 $7,608 $7,798 $7,993 $8,193 $8,398 $8,608 $8,823 $9,044 Construction Inspector III SPECPROF 8/9/25 $47.3942 $57.7442 $8,215 $10,009 $98,580 $120,108 $8,215 $8,420 $8,631 $8,847 $9,068 $9,295 $9,527 $9,765 $10,009 Court Liaison Specialist SPECPROF 8/9/25 $27.5423 $33.5538 $4,774 $5,816 $57,288 $69,792 $4,774 $4,893 $5,015 $5,140 $5,269 $5,401 $5,536 $5,674 $5,816 Deputy City Clerk SPECPROF 8/9/25 $32.4519 $39.5365 $5,625 $6,853 $67,500 $82,236 $5,625 $5,766 $5,910 $6,058 $6,209 $6,364 $6,523 $6,686 $6,853 Engineering Assistant I SPECPROF 8/9/25 $37.7192 $45.9577 $6,538 $7,966 $78,456 $95,592 $6,538 $6,701 $6,869 $7,041 $7,217 $7,397 $7,582 $7,772 $7,966 Engineering Assistant II SPECPROF 8/9/25 $42.8192 $52.1769 $7,422 $9,044 $89,064 $108,528 $7,422 $7,608 $7,798 $7,993 $8,193 $8,398 $8,608 $8,823 $9,044 Engineering Assistant III SPECPROF 8/9/25 $47.3942 $57.7442 $8,215 $10,009 $98,580 $120,108 $8,215 $8,420 $8,631 $8,847 $9,068 $9,295 $9,527 $9,765 $10,009 Finance Analyst SPECPROF 8/9/25 $47.3481 $57.6865 $8,207 $9,999 $98,484 $119,988 $8,207 $8,412 $8,622 $8,838 $9,059 $9,285 $9,517 $9,755 $9,999 Financial Specialist SPECPROF 8/9/25 $32.4519 $39.5365 $5,625 $6,853 $67,500 $82,236 $5,625 $5,766 $5,910 $6,058 $6,209 $6,364 $6,523 $6,686 $6,853 Fire Inspector SPECPROF 8/9/25 $37.6788 $45.9058 $6,531 $7,957 $78,372 $95,484 $6,531 $6,694 $6,861 $7,033 $7,209 $7,389 $7,574 $7,763 $7,957 Information Technology Specialist I SPECPROF 8/9/25 $39.5827 $48.2308 $6,861 $8,360 $82,332 $100,320 $6,861 $7,033 $7,209 $7,389 $7,574 $7,763 $7,957 $8,156 $8,360 Information Technology Specialist II SPECPROF 8/9/25 $44.4750 $54.1962 $7,709 $9,394 $92,508 $112,728 $7,709 $7,902 $8,100 $8,302 $8,510 $8,723 $8,941 $9,165 $9,394 Landscape Inspector SPECPROF 8/9/25 $37.6788 $45.9058 $6,531 $7,957 $78,372 $95,484 $6,531 $6,694 $6,861 $7,033 $7,209 $7,389 $7,574 $7,763 $7,957 Plans Examiner I SPECPROF 8/9/25 $37.7192 $45.9577 $6,538 $7,966 $78,456 $95,592 $6,538 $6,701 $6,869 $7,041 $7,217 $7,397 $7,582 $7,772 $7,966 Plans Examiner II SPECPROF 8/9/25 $42.8192 $52.1769 $7,422 $9,044 $89,064 $108,528 $7,422 $7,608 $7,798 $7,993 $8,193 $8,398 $8,608 $8,823 $9,044 Police Records Supervisor SPECPROF 8/9/25 $37.7019 $45.9288 $6,535 $7,961 $78,420 $95,532 $6,535 $6,698 $6,865 $7,037 $7,213 $7,393 $7,578 $7,767 $7,961 Preschool Teacher SPECPROF 8/9/25 $20.8962 $25.4654 $3,622 $4,414 $43,464 $52,968 $3,622 $3,713 $3,806 $3,901 $3,999 $4,099 $4,201 $4,306 $4,414 Program Technician I SPECPROF 8/9/25 $28.0962 $34.2346 $4,870 $5,934 $58,440 $71,208 $4,870 $4,992 $5,117 $5,245 $5,376 $5,510 $5,648 $5,789 $5,934 Program Technician II SPECPROF 8/9/25 $32.4519 $39.5365 $5,625 $6,853 $67,500 $82,236 $5,625 $5,766 $5,910 $6,058 $6,209 $6,364 $6,523 $6,686 $6,853 Project Manager I SPECPROF 8/9/25 $42.8250 $52.1827 $7,423 $9,045 $89,076 $108,540 $7,423 $7,609 $7,799 $7,994 $8,194 $8,399 $8,609 $8,824 $9,045 Project Manager II SPECPROF 8/9/25 $47.3481 $57.6865 $8,207 $9,999 $98,484 $119,988 $8,207 $8,412 $8,622 $8,838 $9,059 $9,285 $9,517 $9,755 $9,999 Senior Accountant SPECPROF 8/9/25 $47.3942 $57.7442 $8,215 $10,009 $98,580 $120,108 $8,215 $8,420 $8,631 $8,847 $9,068 $9,295 $9,527 $9,765 $10,009 Senior Building Inspector SPECPROF 8/9/25 $47.3942 $57.7442 $8,215 $10,009 $98,580 $120,108 $8,215 $8,420 $8,631 $8,847 $9,068 $9,295 $9,527 $9,765 $10,009 Senior Deputy City Clerk SPECPROF 8/9/25 $36.5769 $44.5615 $6,340 $7,724 $76,080 $92,688 $6,340 $6,498 $6,660 $6,827 $6,998 $7,173 $7,352 $7,536 $7,724 Senior Fire Inspector SPECPROF 8/9/25 $42.8192 $52.1769 $7,422 $9,044 $89,064 $108,528 $7,422 $7,608 $7,798 $7,993 $8,193 $8,398 $8,608 $8,823 $9,044 Senior Landscape Inspector SPECPROF 8/9/25 $42.8192 $52.1769 $7,422 $9,044 $89,064 $108,528 $7,422 $7,608 $7,798 $7,993 $8,193 $8,398 $8,608 $8,823 $9,044 Senior Plans Examiner SPECPROF 8/9/25 $47.3942 $57.7442 $8,215 $10,009 $98,580 $120,108 $8,215 $8,420 $8,631 $8,847 $9,068 $9,295 $9,527 $9,765 $10,009 Technical Support Specialist I SPECPROF 8/9/25 $28.0904 $34.2288 $4,869 $5,933 $58,428 $71,196 $4,869 $4,991 $5,116 $5,244 $5,375 $5,509 $5,647 $5,788 $5,933 Technical Support Specialist II SPECPROF 8/9/25 $32.4519 $39.5365 $5,625 $6,853 $67,500 $82,236 $5,625 $5,766 $5,910 $6,058 $6,209 $6,364 $6,523 $6,686 $6,853 Technical Support Specialist III SPECPROF 8/9/25 $37.7019 $45.9288 $6,535 $7,961 $78,420 $95,532 $6,535 $6,698 $6,865 $7,037 $7,213 $7,393 $7,578 $7,767 $7,961

POSITION TITLE EMPLOYEE GROUP SALARY

EFFECTIVE
HOURLY

MINIMUM
HOURLY

MAXIMUM

MONTHLY

MINIMUM

MONTHLY

MAXIMUM
ANNUAL

MINIMUM
ANNUAL

MAXIMUM STEP A STEP B STEP C STEP D STEP E STEP F STEP G STEP H STEP I Administrative Analyst II SPECPROF 8/9/25 $44.5904 $54.1962 $7,729 $9,394 $92,748 $112,728 $7,729 $8,115 $8,521 $8,947 $9,394

SALARY SCHEDULE B

56 Extra Help City of West Sacramento
2025/2026 Classification Plan
Approved 10/15/2025
POSITION TITLE SALARY EFFECTIVE Minimum Hourly Maximum Hourly Assistant Pool Manager 4/30/2025 $18.25 $19.00
Emergency Services Coordinator 2/22/2025 $55.00 $55.00
Extra Help/Special Events Officer 5/3/2025 $56.88 $56.88 Laborer 4/30/2025 $16.50 $19.50
Lead Program Leader 3/9/2024 $23.00 $25.50
Lead Recreation Leader 4/30/2025 $18.75 $19.75
Lifeguard/Swim Instructor 4/30/2025 $16.75 $18.25
Planning Commissioner 1/1/2024 $30 per meeting
Pool Manager 4/30/2025 $19.00 $20.00
Program Aide 1/1/2025 $16.50 $18.50
Program Assistant 4/30/2025 $16.50 $21.50
Program Leader 3/9/2024 $18.50 $21.00
Program Site Leader 3/9/2024 $21.00 $23.50
Recreation Aide 4/30/2025 $16.50 $16.50
Recreation Assistant 4/30/2025 $19.75 $21.50
Recreation Leader 4/30/2025 $16.50 $18.00
Retired Annuitant 1/1/2025 $16.50 $77.00
Senior Recreation Leader 4/30/2025 $18.00 $18.75
Senior Traffic Operations Officer 2/22/2025 $22.75 $25.50 Student Intern 4/30/2025 $16.50 $21.50
Substitute Preschool Teacher 4/30/2025 $16.50 $18.75
Traffic Operations Officer 2/22/2025 $20.00 $22.75
Salary increases at $0.25 increments with a maximum of $1.00.

57 MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF WEST SACRAMENTO
AND
WEST SACRAMENTO BATTALION CHIEFS’ ASSOCIATION
Effective November 4, 2023 2025 through November 4, 2025August 31, 2028 58 Table of Contents

1. RECITALS ......................................................................................................1

2. MANAGEMENT RIGHTS................................................................................1

3. BCA RIGHTS..................................................................................................3

4. NO STRIKE PROVISION................................................................................3

5. SICK LEAVE...................................................................................................4

6. BEREAVEMENT AND REPRODUCTIVE LOSS LEAVE ...............................5

7. VACATION......................................................................................................5

8. HOLIDAYS......................................................................................................7

9. MANAGEMENT LEAVE..................................................................................8

10. RETIREMENT...............................................................................................8

11. UNIFORM ALLOWANCE..............................................................................9

12. HEALTH AND WELFARE BENEFITS ..........................................................9

14. COMPENSATION.........................................................................................13

15. SCHEDULE AND HOURS............................................................................16

16. DEPARTMENT SENIORITY LIST ................................................................17

17. LAYOFFS......................................................................................................17

18. PROBATIONARY PERIOD...........................................................................18

19. WORKING CONDITIONS.............................................................................19

20. NON-DISCIPLINARY GRIEVANCE AND ARBITRATION PROCEDURE ...19

21. DISCIPLINARY PROCEDURE.....................................................................23

22. TERM............................................................................................................26 APPENDIX "A" LEAVE CONVERSION - 40 HOUR PERSONNEL....................i 59 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

1. RECITALS

1.1. This memorandum of Understanding is entered into by and between the City of West Sacramento, hereinafter referred to as the "City" and City of West Sacramento Battalion Chiefs’ Association, hereinafter referred to as the "BCA."

1.2. The City Council, or its designated agent(s) shall represent the City.

1.3. The City recognizes BCA as the sole and exclusive bargaining agent for all employees of the City who are in the Battalion Chief classification.

2. MANAGEMENT RIGHTS
Except as otherwise limited by a specific term of a labor agreement, the City has, and retains the sole and exclusive rights and functions of management, including, but not limited to, the following:
 To determine the nature and extent of services to be performed, as well as the right to determine and implement its public function and responsibility.  To manage all facilities and operations of the City, including the methods, means and personnel by which the City operations are to be conducted.  To schedule working hours and assign work.
 To establish, modify, or change work schedules or standards.  To direct the workforce, including the right to hire, assign, promote, demote, or transfer an employee.
 To determine the location of all work assignments and facilities.  To determine the layout and the machinery, equipment or materials to be used.  To determine processes, techniques, methods and means of all operations, including changes, allocations, or adjustment of any machinery or equipment.  To determine the size and composition of the work force.  To determine policy and procedures affecting the selection or training of employees. 60 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

 To establish, assess and implement employee performance standards, including, but not limited to, quality and quantity standards; the assessment of employee performances; and the procedures for said assessment.
 To control and determine the use and location of City employees, property, material, machinery, or equipment.
 To schedule the operation of, and to determine the number and duration of shifts.  To determine and enforce safety, health, and property protection measures and require adherence thereto.
 To transfer work from one job site to another or from one location or unit to another.  To introduce new, improved, or different methods of operations, or to change existing methods.
 To layoff employees from duty for lack of work and/or lack of funds.  To reprimand, suspend, discharge, or otherwise discipline employees.  To discharge probationary employees without right of appeal.  To establish, modify, determine, or eliminate job classifications and allocate City positions to such classification.
 To promulgate, modify, and enforce work rules, safety rules, and regulations.  To take such other and further action as may be necessary to organize and operate the City in the most efficient and economical manner and in the best interest of the public it serves.
 To take all necessary actions to prepare for and carry out its mission in emergencies.  To contract or subcontract construction, services, maintenance, distribution, or any other work with outside public or private entities.
 No Arbitrator shall have the authority to diminish any of the City rights included in this section.

Any agreement by the City to meet and confer or meet and consult over the effect of the exercising of a City right shall not in any way impair the right of the City to exercise and implement any of its rights.
61 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

3. BCA RIGHTS

3.1. Payroll Deductions
The City shall deduct BCA dues, initiation fees, assessments, and associated provided insurance from each paycheck, or pay as applicable. The City shall promptly pay to the designated payee all sums so deducted.

3.2. Hold Harmless
BCA shall indemnify and hold harmless the City, its officers and employees from any and all claims, demands, suits, or any other action arising from the collection of dues. In no event shall the City be required to pay from its own funds: BCA Association dues, initiation fees, assessments and association provided insurance.

3.3. Meetings
BCA shall have the right to reasonable use of City facilities for meetings upon timely written or oral application stating the purpose of such use. Such use shall not interfere with the regular course of doing business.

4. NO STRIKE PROVISION

4.1. Job Action
The officers, agents, representatives, and/or members agree that during the term of this agreement they will not honor any job action by any other employee(s) or recognize a picket line of a labor organization while in the course of the performance of their official duties.

4.2. BCA Responsibility
In the event of an unauthorized job action, as specified in 4.1 above, the City agrees that there will be no liability on the part of BCA provided the employee organization promptly and publicly disavows such unauthorized action, immediately orders the employees to resume work, and attempts to bring about a prompt resumption of normal operations, and provided, further that BCA notified the City in writing within forty-eight (48) hours after the commencement of such job action, as to the measures it has taken to comply with the provisions of this agreement.

4.3. Disciplinary Action
62 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

Should BCA fail to adhere to, or in any way violate the "No Strike Provision" in this agreement, the City will utilize all lawful remedies and disciplinary actions.

5. SICK LEAVE

5.1 Sick leave is defined as the absence from duty by an employee because of:

5.1.1. Their own illness or injury or exposure to a contagious disease which incapacitates such employee from their duties;

5.1.2. Their own medical or dental appointment(s); or

5.1.3. They must care for a member of their family because of illness, injury or exposure to a contagious disease and when the care of such employee is definitely required, or for their family member's medical or dental appointments.

5.1.3.1. As used in this subsection, "family" means husband, wife, domestic partner, child, brother, sister, parents, grandparents or spouse's parents, brother in law, sister in law or grandparents. "Child" is defined as a biological, foster, or adopted child, a stepchild, a legal ward or a child of a person standing "in loco parentis" (refers to a person who has put themselves in the situation of a lawful parent by assuming the obligations incident to the parental relation without going through the formalities necessary to legal adoption.

5.2. The Fire Chief, or designee, may request a doctor's certificate as proof of necessity for absence in excess of four (4) consecutive shifts (96 hours) for personnel assigned to the forty-eight (48)/ninety-six (96) schedule and three (3) consecutive days for personnel assigned to a forty (40) hour work schedule in order for sick leave with pay to be granted. The parties agree that such means shall not be used to harass or intimidate employees or discourage appropriate use of sick leave. If a pattern has been established where an employee has taken sick leave on certain days of the week (e.g., holidays, last day of the workweek) a doctor's note may be requested.

5.3. Personnel assigned to the forty-eight (48)/ninety-six (96) schedule shall earn sick leave at the rate of one-half (1/2) shift per month.
63 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

5.4. Unit personnel assigned to forty (40) hour work schedules shall have their leave converted pursuant to Appendix A.

5.5. In the event of an employee’s death or layoff, up to fifty percent (50%) of accumulated sick leave will be paid off. At retirement, an employee has two (2) options regarding their accumulated sick leave. The employee can choose up to fifty percent (50%) cash-out, the remaining percent of the employee’s unpaid accumulated sick leave is reported to CalPERS for additional service credit OR in lieu of receiving any cash-out, the employee may choose to have one hundred percent (100%) of the accumulated sick leave reported to CalPERS.

5.6. An employee who is incapacitated due to serious illness or injury while on vacation leave shall have such time charged against sick leave when they promptly notify their supervisor and substantiate such request upon return to normal duty.

6. BEREAVEMENT AND REPRODUCTIVE LOSS LEAVE

6.1. Please see Section 4.5.8 of the City Personnel Rules. The City agrees that the terms and conditions of the Bereavement and Reproductive Loss Leave contained in this Section of the Personnel Rules shall not be changed without meeting and conferring with the BCA.

7. VACATION

7.1. Accumulation of Vacation Leave
Vacation leave is accrued yearly and is computed on the basis of the employee's hire date as a full-time employee.

Maximum accumulation through 19 yrs = 296 hours per year for personnel assigned to a forty (40) hour work schedule.

Maximum accumulation through 19 yrs = 444 hours for personnel assigned to the forty-eight ninety-six schedule (48/96).

Maximum accumulation for over 20 yrs = 356 hours per year for personnel assigned to a forty (40) hour work schedule.
64 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

Maximum accumulation for over 20 yrs = 534 hours for personnel assigned to the forty-eight ninety-six schedule (48/96).

Total payoff at separation.
1 - 24 hour shift = 2 - 8 hour days of vacation.

7.1.1. Accrual of Vacation Leave
56-Hour Employee:

Years of Service Annual Shifts Earned Annual Accrual
Hours
Monthly
Accrual Hours
0 - 5 years 6 144 12
6 - 10 years 9 216 18
11+ years 12 288 24
40-Hour Employee:

Years of Service Conversion Factor Annual Accrual
Hours
Monthly
Accrual Hours
0 - 5 years 6 shifts x 16 hours 96 8
6 - 10 years 9 shifts x 16 hours 144 12
11+ years 12 shifts x 16 hours 192 16

7.1.2. Effective November 4, 2023, eEmployees may have prior years of qualifying service included in their City years of service to count toward their accrual tier if they previously worked as a full time paid Firefighter/EMT or above. Prior years of service must be verified by submitting employment documentation outlining previous dates of employment. Additional documentation may be requested if necessary.

7.2. Scheduling Vacations
Vacation for members will be scheduled to ensure sufficient staffing is available to provide shift battalion chief coverage. Priority of vacation selection shall be by time in the Department.

7.3. Vacation Buy-Back
65 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

Employees will be eligible to sell back unused accrued vacation hours annually in the second pay period of January each calendar year.

To qualify to participate in 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 for the sell back by December prior to the sell back.

If qualified, shift employees can sell back up to one hundred and twenty (120) hours and 40-hour employees can sell back up to eighty (80) hours of accrued vacation time each calendar year.

8. HOLIDAYS

8.1. All forty-eight (48)/ninety-six (96) hour personnel will receive six seven (67) twenty-four (24) hour shifts per year as holidays plus one point seven-five (1.75) shifts of floating holidays. Holidays accrue at the beginning of each calendar year; floating holidays accrue at the beginning of the fiscal year. An employee appointed during the period from July 1 through December 31 shall be entitled to one point seven-five (1.75) shifts for that fiscal year. An employee appointed during the period from January 1 through March 31 shall be entitled to zero point eight seven-five (0.875) shifts 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.

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

Employees on a forty-eight (48)/ninety-six (96) hour schedule may cash out up to ninety-six (96) hours of holiday leave per fiscal year.

Effective the pay period inclusive of November 4, 2025, Sshift personnel assigned to work on a City designated holiday shall receive one and one-half (1-1/2) times their straight time base hourly rate of pay for a maximum of sixteen (16) hours per shift.

8.2. Unit personnel assigned to forty (40) hour work schedules will receive twelve (12) set holidays listed in Section 8.4 and three and one-half (3.5) floating holidays. Holidays accrue at the beginning of each calendar year; floating holidays accrue at the beginning of the fiscal year. 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 66 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

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.

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

For personnel assigned to a 40-hour week, when a City designated holiday falls on regularly scheduled weekday, if they elect to work the holiday, shall receive their base rate and they will bank their holiday hours at the straight time base rate. If they elect to not work the holiday, they will receive holiday pay at their base rate for their hours on that day.

8.3. Shift personnel assigned to work on a City designated holiday due to Emergency Call Back shall receive one and one-half (1-1/2) times their straight time base rate for up to twenty-four (24) hours per shift. This includes responses pursuant to automatic aid agreements and to responses to agencies within Yolo County. (See “Emergency Incident Pay”.)

8.43. The requirements of Section 8.1 and 8.23 above shall be instituted for the following holidays:
1) New Year’s Day (January 1)
2) Martin Luther King Jr.’s Birthday (Third Monday in January) 3) President’s 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 (Fourth Thursday in November)
11) Day after Thanksgiving Day (Friday following Thanksgiving) 12) Christmas Day (December 25)

9. MANAGEMENT LEAVE
Employees on a 40-hour schedule shall receive eighty (80) hours and employees on a shift schedule shall receive one hundred and twenty (120) hours per fiscal year 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. 67 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

10. RETIREMENT

10.1. The City shall continue retirement coverage for all employees under the California Public Employees’ Retirement system (CalPERS).

For employees hired on or after January 1, 2013, who are new CalPERS members, the retirement formula will be 2.7% @ 57 in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA) and includes 3 year final compensation and Unused Sick Leave Credit. Employees shall have a member contribution rate of fifty percent (50%) of the total normal cost rate.

For employees hired on or after December 15, 2012, or who are current CalPERS members, the retirement formula is 3% @ 55 plan and includes 3 year final compensation and Unused Sick Leave Credit. The employee pays entire 9% of employee’s contribution.

For employees hired before December 15, 2012, the retirement formula is 3% @ 50 with final year highest compensation, enhanced non-industrial disability, 1959 Survivor's Benefit (4th level), and Unused Sick Leave Credit. The employee pays entire 9% of employee’s contribution.

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.

10.2 Employee Contribution To Employer Share
Effective November 4, 2023, aAll employees shall pay an additional one percent (1%) towards the employer share of CalPERS retirement. As soon as administratively possible, the City will amend its contract with CalPERS per PERS Section 20516. As applicable, the employee contribution will be made pre-tax.

11. UNIFORM ALLOWANCE

11.1. Each employee shall receive an annual uniform allowance of one (1) percent of their base pay.

Employees shall receive their uniform allowance in equal installments paid in each regular biweekly payroll.
68 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

11.2. Within the one (1) year of employment in the unit, employees shall purchase Class A uniforms.

Class A uniforms shall comply with department standard. Upon promotion into the unit, employees shall ensure Class A uniforms comply with department standards.

12. HEALTH AND WELFARE BENEFITS

12.1. 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. Dental plan is selfinsured through Delta Dental. Vision plan is Vision Service Plan.

12.1.1 Effective November 4, 2023, 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.
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $905 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 $1,358 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 $1,773 per month.  In no event shall the contribution exceed 100% of the selected plan premium cost including dental and vision.
 Share the Savings
o Employees hired prior to June 30, 2019, 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 dental/vision up to the family rate depending on coverage selected. o New employees hired on or after June 30, 2019, who opt out will receive four hundred and seventy-five dollars ($475) and City paid dental/vision at the employee only rate. Employees can purchase up to the family rate with the opt out funds.
69 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

12.1.2. Effective the pay period inclusive of January 1, 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 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.
 Share the Savings
o Employees hired prior to June 30, 2019, 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 dental/vision up to the family rate depending on coverage selected. o New employees hired on or after June 30, 2019, who opt out will receive four hundred and seventy-five dollars ($475) and City paid dental/vision at the employee only rate. Employees can purchase up to the family rate with the opt out funds.

12.1.1. Effective January 1, 2025, 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:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,175 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 $1,922 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 $2,477 per month. 70 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

 In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
 Share the Savings
o Employees hired prior to June 30, 2019, 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 dental/vision up to the family rate depending on coverage selected. o New employees hired on or after June 30, 2019, who opt out will receive four hundred and seventy-five dollars ($475) and City paid dental/vision at the employee only rate. Employees can purchase up to the family rate with the opt out funds.

12.1.2 Effective the pay period inclusive of January 1, 2026, 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 $1,234 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 $2,018 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 $2,601 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

12.1.3 Effective the pay period inclusive of January 1, 2027, 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 $1,296 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 $2,119 per month. 71 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

 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 $2,731 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

12.1.4 Effective the pay period inclusive of January 1, 2028, 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 $1,361 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 $2,225 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 $2,868 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

12.1.5 Share the Savings (Medical Opt Out)
Employees hired prior to July 1, 2019, 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, 2019, 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 employee only rate. Employees can purchase up to the family rate with the opt out funds.

12.2 Life Insurance
72 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

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.

13. RETIREE MEDICAL BENEFITS

13.1 Employees first hired before June 30, 2019 Retired Prior to July 1, 2025 City pays for CalPERS medical plan premiums up to $800 per month. Dental and Vision paid by the retiree. Vision is offered for 18 months (COBRA). Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment.

13.2 Employees first hired by the City before June 30, 2019 and Retired After July 1, 2025 Pursuant to provisions of the CalPERS Health Insurance Program, the City shall pay up to $800 per month for employees retired on the CalPERS Retirement Program. Dental insurance coverage may continue upon retirement, at the retiree’s own expense. Vision insurance is only available for eighteen months, per COBRA, and is at the retiree’s own expense.

Effective the pay period inclusive of November 4, 2025, the Association shall establish a MERP (Medical Expense Reimbursement Plan) account for the benefit of qualified employees under this section. Beginning the payroll period subsequent to the Association notifying the City in writing that the MERP account set up is complete, the City shall deposit one hundred dollars ($100) per month per qualifying employee into the MERP. An additional monthly contribution to the MERP by employee payroll deduction can be established at the determination of the Association. Such deduction must apply to all employees. The Association may set or adjust an employee contribution amount annually by November 15, to be effective the first pay period in February of the following year. The City shall have no administrative responsibilities for the MERP account other than ensuring the appropriate contributions are made to the fund each payroll period.

Those employees who promote into the Association from FFA who received contributions to the MERP while active in FFA will be eligible to continue to participate in the plan.

13.32 Employees first hired by the Cityon or after June 30, 2019 73 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

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.

Employees will fall under the medical retirement tier based on original date of hire as a regular employee.

13.23.1 Effective the pay period after ratification and inclusive of approval by the City, employees first hired after July 1, 2019 may have prior years of qualifying service included in their City years of service to count toward their accrual tier if they previously worked as a full time paid Firefighter/EMT or above. Prior years of service must be verified by submitting employment documentation outlining previous dates of employment. Additional documentation may be requested if necessary.

13.43 Rehired employees
Rehired employees will fall under the medical retirement tier based on original date of hire. If employee is rehired, their prior years of city service from original date of hire as a regular employee, will count towards total years of city service.

13.5 IAFF Medical Expense Reimbursement Plan
74 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

13.5.1 Acknowledgement.

The City acknowledges that Sacramento Area Firefighters, Local 522 has entered into an agreement with the IAFF Medical Expense Reimbursement Plan (hereafter, the “IAFF MERP”) of the Washington State Council of Fire Fighters Employee Benefit Trust (hereafter, the “Trust”). The purpose of the Trust shall be to provide for retiree health expense reimbursement benefits. The Trust shall be, and remain, separate and apart from any City retiree health insurance funding program.

13.5.2 Defined Class of Employees Receiving Contributions.

The “Defined Class” of employees receiving employee and/or City contributions to the Trust, as set forth below, consists of all City of West Sacramento Battalion Chiefs’ Association employees represented by Local 522 (Local 522 WSBCA).

13.5.2.1 Employee Contribution Amount.

The City and Local 522 WSBCA agree that the City shall withhold a mandatory pre-tax contribution of one hundred dollars ($100.00) per month from the pay of each employee of the Defined Class and shall transmit such contributions to the Trust pursuant to the requirements in Part 13.5.3 below. No employee shall be permitted to opt-out of the mandatory employee contributions or receive any portion of the contribution in cash.

13.5.2.2 City Contribution Amount.

For those employees of the Defined Class hired before July 1, 2019 only, the City and Local 522 WSBCA agree that the City shall make a contribution of one hundred dollars ($100.00) per month to the Trust for each employee and shall transmit such contributions to the Trust pursuant to the requirements in Part 13.5.3, as set forth below.

13.5.3 Remittance of Contributions.

The City shall remit all contributions set forth herein directly to the custodian of the Trust within 30 days of the date the payment would have been payable to the employee. The City hereby acknowledges receipt of the Trust Agreement governing the Trust and will comply with rules set by the Trust in regard to reporting and depositing the required contributions set forth herein.

Commented [AB1]: Confirm this is the appropriate
definition for this class
75 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

13.5.4 Reporting to the Trust Office.

The City shall electronically submit to the Trust Office a report of contributing employees for each contribution sent to the Trust, in the format requested by the Trust, and received by the Trust Office within five (5) days of receipt of the contribution funds. The report will include at a minimum: employee first and last name, with suffix as applicable; employee number; Social Security Number; employee status (e.g., active, on leave); date of birth; gender; date of hire; bargaining unit; date of change in bargaining unit, as applicable; home mailing address; City contribution amount; employee contribution amount separation date, as applicable; and separation reason.

The City shall also provide an initial report of contact information for all contributing employees to the Trust Office, in a format reasonably requested by the Trust, and shall send updates to this information to the Trust Office whenever the City has notice of changes to the information.

The Trust Office will provide a secure data transfer platform or process for transmission of this employee information to the Trust Office.

13.5.5 Modification of Employee Contributions.

The City and Local 522 WSBCA agree that Local 522 WSBCA has the right, subject to approval of its members according to Local 522 WSBCA’s internal rules, to prospectively modify the amount of the mandatory employee monthly contribution (Section 13.5.2.1) as long as the modification is mandatory for all employees in the Defined Class.

13.5.6 Indemnification.

Local 522 WSBCA agrees to indemnify and hold the City harmless from any liabilities of any nature which may arise as a result of the operations of the Trust, except for the obligation of the City to make and report on the non-elective transfer of contributions as described in this Section.

14. COMPENSATION

14.1. Salary
Effective the pay period inclusive of November 4, 20232025, the classification of Battalion Chief shall receive a general salary increase of three nine percent (39.0%). 76 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

Effective the pay period inclusive of November 4, 20232025, the classification of Battalion Chief shall receive an additional equity adjustment of three six percent (36.0%).

Effective the pay period inclusive of July October 1, 20242026, the classification Battalion Chief shall receive a general salary increase of three four and one-half percent (34.05%).

Effective the pay period inclusive of September 1, 2027, the classification Battalion Chief shall receive a general salary increase of four and one-half percent (4.5%).

14.2. Training Specialty Assignment
Effective November 4, 2023, eEmployees who are routinely and consistently assigned to train employees shall receive an additional five percent (5%) of base pay during the term of their assignment. The Fire Chief or designee at their sole discretion will assign such duties and determine the number of employees receiving this assignment.

14.2.1. Employees on light/limited duty capacity are not eligible to receive an additional five percent (5%) if assigned work as part of their light/limited duty.

14.3. Administrative Assignment Pay
Effective November 4, 2023, eEmployees assigned to an administrative assignment shall receive an additional five percent (5%) of base pay during the term of their assignment. This additional compensation does not qualify as Special Compensation reportable to CalPERS (as Employees in this unit are not eligible rank and file employees). The Fire Chief or designee will assign such duties and determine the number of employees receiving this assignment at their sole discretion.

14.3.1 Employees on light/limited duty capacity are not eligible to receive an additional five percent (5%) if assigned to administrative work as part of their light/limited duty.

14.4. Educational and Certification Incentive Pay
Maximum educational and certification incentive that may be obtained is eight and one half percent (8.5%) of base pay per employee.

The incentives in sections 14.4.1 and 14.4.2. shall be cumulative and not compounded. Maximum education incentive that may be obtained is five percent (5%) of base rate of pay per employee.

Maximum certificate incentive that may be obtained is five percent (5%) of base rate of pay per 77 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

employee. Changes in sections 14.4, 14.4.1 and 14.4.2 shall be effective the pay period inclusive of November 4, 2025.

14.4.1 Education
Upon verification, employees shall receive five percent (5%) of their base hourly rate of pay for a Bachelor’s degree OR two percent (2%) of their base hourly rate of pay for an Associate's degree.

Employees possessing both an AA/AS and BA/BS will be paid at the highest certificate amount.

Maximum educational incentive that may be obtained is five percent (5%) of base pay per employee.

Education Amount
BA/BS 5%
AA/AS 2%
Maximum educational incentive that may be obtained is five percent (5%) of base pay per employee. Employees possessing both an AA/AS and BA/BS will be paid at the highest certificate amount.

14.4.2 Certificates
Upon verification and effective upon submittal, employees shall receive the identified percentages of their base rate of pay for possession of the identified certificates in the table below. New certificates must be earned off duty.

Maximum incentive under section 14.4.2 is five percent (5%).

Certificates Amount
Chief Fire Officer Certification 3.5%
Safety Officer 0.75%
Strike Team Leader 0.75%
78 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

Maximum certification incentive that may be obtained is three and onehalf percent (3.5%) of base pay per employee. New certificates must be earned off duty.

The incentives in this section shall be cumulative and not compounded. Compensation changes in Section 14.4 shall be effective the payroll period inclusive of ratification by BCA and approval by the City Council.

14.5. Career Enhancement and Wellness Reimbursement
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.

14.6. Time Rounding
Time worked as a continuation of the normal twenty-four (24) hour shift shall be rounded to the nearest twelve (12) minute increment.

14.7. Standby Pay
If the Fire Chief or designee, determine any standby schedule is necessary, an employee shall be paid two dollars ($2.75) per hour for any hours worked on a standby assignment.

14.8. Emergency Incident Pay

14.8.1. Emergency Call Back
Employees assigned to a 56-hour workweek shall be compensated at the rate of time and onehalf (1-1/2) their base rate of pay for all hours worked by employees outside their regular working hours as a result of emergency call back or station staffing.

Employees assigned to a 40-hour work week and working overtime in a 56-hour shift position shall be compensated at the rate of time and one-half (1-1/2) their base rate of pay based on a 56- hour work week (2912 hours worked per year rather than 2080 hours) for all hours worked by employees outside their regular working hours as a result of emergency call back or station staffing. All hours worked by employees outside their regular working hours as a result of 79 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

emergency call back or station staffing will be paid at one and one-half (1-1/2) times the employee's base rate of pay.

14.8.2. Mutual Aid and Other Responses
Employees shall be paid at the rate of time and one-half (1.5) their base rate of pay, based on either a 40 hour or 56-hour work schedule, depending on the employee's normal assigned work week, for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services outside of their regular working hours.

Employees shall be paid at the rate of time and one-half (1.5) their base rate of pay, based on a 56- hour work week (2912 hours worked per year rather than 2080 hours), in the event of an unusual or prolonged emergency situation within the City of West Sacramento outside their regular working hours as approved by the City Manager.

14.8.3. Strike Team/Overhead Deployments
Employees assigned to a reimbursable strike team/overhead deployment (Line EMT, PIO, Overhead or other recognized positions) shall receive a ten percent (10%) differential for any reimbursable strike team/overhead incident. The pay differential shall apply from the time of deployment to the employee's return from the deployment. USAR deployments are excluded from this pay differential.

14.9. Retention Bonus
Effective the pay period inclusive of November 1, 2024, all Association members will receive a one-time, non-PERSable lump sum retention payment in the amount of four percent (4%) of annual base rate of pay.

14.109. Bilingual Pay
Employee’s possessing and utilizing bilingual skills on duty shall receive bilingual pay in the amount of five percent (5%) of their base rate of pay. The number of employees, languages available, and the qualification requirements will be determined by the City.

14.1110. Base Rate of Pay
80 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

The base rate of pay for all employees shall mean the employee’s current hourly rate without any additional pays.

14.11 Longevity

14.11.1 Effective the pay period inclusive of November 4, 2025, all represented Employees shall receive the following longevity increases:
 After a total of fifteen (15) years of service, an additional one percent (1%) of their base rate of pay in the first full pay period after completion of fifteen (15) years is verified (i.e., beginning at the 16th year).
 After a total of twenty (20) years of service, an additional two and one-half percent (2.5%) of their base rate of pay in the first full pay period after completion of twenty (20) years is verified (i.e., beginning at the 21st year).  After a total of twenty-five (25) years of service, an additional four percent (4%) of their base rate of pay after completion of twenty (25) years is verified (i.e., beginning of the 26th year).

The cumulative maximum longevity pay is seven and one-half percent (7.5%) after completion of the 25th year.

14.11.2 Employees may have prior years of qualifying service included in their City years of service to count toward their longevity tier if they previously worked as a full-time paid Firefighter/EMT or above. Prior years of service must be verified by submitting employment documentation outlining previous dates of employment. Additional documentation may be requested if necessary.

15. SCHEDULE AND HOURS

15.1. Duty Schedule
All shift personnel shall work a forty-eight (48)/ninety-six (96) hour schedule. (48 hours on duty, followed by 96 hours off duty.) All forty-eight (48)/ninety-six (96) hour shift personnel shall report for duty at 0800 hours and go off duty at 0800, forty-eight (48) hours later.

Example Duty Schedule: (Regular Shift Personnel)
81 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

"X" denotes workday or duty shift
"O" denotes day off or shift off

X X O O O O

15.3. Shift Bids
Employees shall have the opportunity to bid annually on or around November 30 for shifts and those bids shall take effect in January. If a mutual agreement cannot be met by that date, then the bidding will be completed by seniority in rank (See section 16). Based on operational need, the Fire Chief or designee retains discretion to modify shift assignment determined through the shift bid process.

15.4. Shift Trades
The City has adopted the Lexipol Policy Manual section, which provides a procedure by which employees may request voluntary shift trades. Shift trading shall not qualify as Emergency Call Back under Section 14.8.1.

16. DEPARTMENT SENIORITY LIST

16.1. Employees shall be placed on the seniority list in accordance with the date they were first placed on the payroll of the Fire Department as full-time employees. Reserve, part-time, or extra-help employment will not be credited.

16.1.1. When two (2) or more employees are assigned to the payroll on the same date, preference in the placement on the list shall be given based on relative standing on the eligibility list.

If the eligibility list ranking of two or more employees hired on the same date is the same, seniority shall be in order of the individual's total time as a full-time sworn fire personnel employed with the City. If the ranking of two or more employees hired on the same date is the same and their total time as full-time sworn fire personnel employed with the City is the same, then seniority shall be determined by drawing of lot.

17. LAYOFFS
82 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

17.1. Order of Layoff
Layoffs shall be based on the inverse order of seniority as set out in the seniority roster last provided to BCA, pursuant to the hereinafter-mentioned Memorandum of Understanding, with any additions or deletions of employees’ names appended thereto by action of the City Council.

Layoffs hereunder shall be so that employees with the least seniority shall be laid off first.

17.2. Seniority
The seniority date of an employee and their position on the seniority roster, shall be determined pursuant to criteria set out in the Memorandum of Understanding between BCA and the City (See Section 16).

17.3. Seniority Roster Availability
A current copy of the Seniority Roster shall be made available for inspection at reasonable times to employees upon request.

17.4. Employee Notice
The employee shall be given a thirty (30) calendar day written notice of layoff or demotion by the City Council or its authorized representative. The notice of layoff or demotion shall include the following information:
a) Reason for layoff or demotion; and
b) Effective date of layoff or demotion.

17.5. Future Vacancies
When vacancies occur within five (5) years thereafter, such reduced or laid off employees shall be given the opportunity to be rehired or advanced to their former classification from the established layoff eligibility list on the basis of seniority prior to the employment of any new eligibles; provided, however, that such eligibles meet a physical examination. If any such laid off employee fails to report for duty within thirty (30) calendar days after mailing to them of a written notice by registered mail to the last known address, they shall lose their right to be hired. 83 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

18. PROBATIONARY PERIOD

18.1. New Hires
No appointment of employment in the City shall be deemed final and permanent until after the expiration of a twelve (12) months probationary service. During this probationary period, the Fire Chief may terminate the employment. Probationary employees terminated during their probationary period shall not have the right to appeal.

18.2. Promotion
No promotion to a position in the unit shall be deemed final and permanent until after the expiration of a period of twelve (12) months probationary service. In the event of unsatisfactory performance, an employee may be demoted to their previous permanent rank.

If a member of the BCA is selected for a higher-level position within the Fire Department other than Fire 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 Battalion Chief position, even if there are no vacancies at that rank.

19. WORKING CONDITIONS

19.1. The City shall provide and maintain a station environment consistent with reasonable standards of safety, sanitation, comfort, and appearance. The station environment includes, but is not limited to: kitchen, rest rooms, dormitory, beds and mattresses, station furniture, lighting, floor covering, exercise facilities, and apparatus area.

19.2. Employees of the City shall care for such station environment consistent with the highest possible standard.

19.3. The City shall furnish bed sheets, pillow coverings, and bath towels.

19.4. Changes in said station environment constitute changes in working conditions and are therefore negotiable.

19.5. The City shall pay the cost for enrolling and participation in the approved Safety Exposure Reporting Program.
84 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

20. NON-DISCIPLINARY GRIEVANCE AND ARBITRATION PROCEDURE

20.1. Purpose
The purpose of this procedure is to provide for an orderly process for reviewing and resolving employee grievances at the lowest possible administrative level in the shortest possible time.

20.2. Definitions of Grievance
Grievance: A grievance is a complaint of one or a group of employees or a dispute between the City and an Exclusively Recognized Employee Organization involving the interpretation, application, or enforcement of the express terms of any Memorandum of Understanding, rules or regulations.

Discharge, suspension, demotion, and/or other disciplinary actions of an employee shall not be subject to the grievance procedure pursuant to this Section. Those matters shall be governed by the disciplinary procedures set forth in the City Personnel Rules.

20.3. Informal Grievance Procedures
The grievant shall orally discuss their grievance with their immediate supervisor within ten (10) days from the event giving rise to the grievance or from the date the employee could reasonably have expected to have had knowledge of such event, but in no event longer than thirty (30) days from the act or omission. The employee shall identify the discussion as the informal step of the procedure. However, failure to identify the discussion as an informal step of the procedure shall not prejudice the grievant. The supervisor shall have seven (7) days to give an answer to the employee. The supervisor’s response may be given orally or in writing and should clearly be identified as the informal response to the grievance.

20.4. Formal Grievance Procedure

20.4.1. Level I
If a grievant is not satisfied with the resolution at the informal level, they may, within five (5) days of receipt of such answer, file a formal written grievance on a prescribed form with their supervisor. The supervisor within five (5) days thereafter shall give a written answer to the grievant.
85 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

20.4.2. Level II
If the grievant is not satisfied with the written answer from their supervisor, the grievant may, within five (5) days from the receipt of such answer, file a written appeal to the Department Head. Within fifteen (15) days of the receipt of the written appeal, the Department Head shall investigate the grievance, which may include a meeting with the concerned parties, and give a written answer to the grievant. The Department Head may affirm, modify, reverse, or otherwise resolve the decision appealed.

20.4.3. Level III
If the grievant is not satisfied with the written answer from the Department Head, the grievant may, within five (5) days of such answer, file a written appeal to the City Manager or designee. Within twenty (20) days of the receipt of the written appeal, the City Manager or designee shall investigate the grievance, which may include a meeting with the concerned parties and thereafter give a written answer to the grievant, which answer shall be final and binding unless appealed. The City Manager may affirm, modify, reverse, or otherwise resolve the decision appealed.

20.4.4. Level IV
If the grievant is not satisfied by the decision made by the City Manager, they must submit a written request within fifteen (15) days of the receipt of the response from the City Manager for a hearing before the Adjustment Board. Either party may request that Level IV be waived and that the appeal be elevated to Level V, arbitration. If the parties do not mutually agree to waive the Adjustment Board within the time frame as specified above; that is within fifteen (15) days of the receipt of the response from the City Manager, the grievance will proceed to the Adjustment Board. If the parties do mutually agree to waive the Adjustment Board, the grievance will proceed to Section 21.5, Selection of Arbitrator.

The hearing before the Adjustment Board shall be heard whenever possible within thirty (30) days of receipt of the request by the City Manager. The grievant shall be sent notice of the hearing at least fifteen (15) days prior to the hearing. 86 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

The Adjustment Board will be comprised of two (2) Union representatives, no more than one (1) of whom shall be either an employee of the City or an elected or appointed official of the Union; and two (2) representatives of the City, no more than one (1) of whom shall be either an employee of the City or a member of the staff of any organization employed to represent the City in the meet and confer process. No decision of the Adjustment Board shall be final and binding without receiving the affirmative votes of at least three (3) members of the Board.

20.4.5. Level V
If the Adjustment Board is unable to arrive at a majority decision, either the Union or the City may, within fifteen (15) days of the written receipt of the Adjustment Board decision, require that the grievance be referred to an impartial Arbitrator.

20.5. Selection of Arbitrator
An Arbitrator may be mutually agreed upon by the two parties. If they fail to agree upon the Arbitrator within ten (10) working days, the Division of State Mediation and Conciliation Service (SMCS) of the State of California Public Relations Board shall be requested to submit a list of five (5) Arbitrators and, from such, the employee and the City Manager or designee shall promptly select the Arbitrator by the alternate striking of names, commencing with the employee, from said list.

Upon selection of the Arbitrator, the City Manager or designee shall contact the Arbitrator and arrange for the earliest hearing date available with regard to the parties' and arbitrator’s schedules. Should the Arbitrator's calendar preclude a hearing date within sixty (60) days, the City Manager or designee may require the parties to strike names for a replacement.

20.6. Arbitration Hearing and Decision
The arbitration hearing shall be conducted as an evidentiary hearing with full due process rights, including the right to present witnesses, present evidence, cross examine opposing witnesses, the right to counsel and findings to support the decision.
87 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

The Arbitrator shall conduct a hearing and shall either issue an oral bench decision or shall, within thirty (30) days of conclusion of the hearing, render a written decision and/or order. Any decision and/or order of the Arbitrator shall be final.

20.7. Automatic Advances
If, at any step in the informal or formal grievance procedure, it is determined that the designated person who is to respond to the grievance does not have the authority to resolve the issue presented, the grievance automatically advances to the next line of authority, as designated in the grievance procedure, who does have the authority to respond.

20.8. Cost of Grievance Arbitration
The cost of the arbitration, including the Arbitrator's fee, shall be shared equally by the employee and the City.

20.9. Time Limits
Time limits are considered an integral and important part of the grievance procedure, and may not be waived except by mutual written consent of the parties. In the event that a grievant fails to carry their grievance forward within a prescribed time period, the grievance shall be considered settled without precedent based upon the decision rendered at the most recent step utilized, and any right to pursue the grievance further shall be deemed waived and abandoned. If a supervisor or manager fails to respond with an answer to a grievant within a given time period, the grievant may proceed to the next higher level of the grievance procedure.

21. DISCIPLINARY PROCEDURE
This procedure shall be followed for the following disciplinary actions: suspension without pay, reduction in pay, demotion, or dismissal. Specific grounds for disciplinary action are outlined in Section 4.9 of the City Personnel Rules.

21.1. Purpose
The purpose of the disciplinary procedure is to provide employees subject to disciplinary action with all rights to which they are entitled by law; to provide an orderly procedure for pre-action 88 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

notice, response, implementation, and appeal; to correct deficiencies in employee performance and to assure improvement to meet job standards.

21.2. Employee Representation
An employee may have a representative present at all stages of the disciplinary process as outlined in Sections 25.4 through 25.10 provided that the representative is not a party to the action.

21.3. Administrative Leave
An employee may be placed on administrative leave, with pay, pending investigation of facts possibly giving rise to the potential need for discipline.

21.4. Notice of Proposed Disciplinary Action
Prior to suspension without pay, reduction in pay, demotion, or dismissal, the employee shall be provided the following:
a) Notice of the proposed action;
b) The reasons for the proposed action;
c) A copy of the charges and any materials upon which the proposed action is based; d) Notice that the employee is entitled to an opportunity to respond to the charges orally or in writing, or both, personally or with a representative, which may be an attorney; e) The date and time of the response meeting during which the employee and their representative shall have an opportunity to refute the charges or present facts that may not be known;
f) Notice that if the employee fails to attend the response meeting, the employee shall be deemed to have waived all rights to said meeting and from appeal to any action taken.

21.5. Notice of the Response Meeting
Notice of the response meeting shall be given no less than seven (7) days prior to the meeting. 89 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

21.6. Response Meeting
At the time and place set for the meeting giving the employee an opportunity to respond, the employee may respond orally and/or in writing, personally, or with a representative. Neither party shall be entitled to call witnesses or take testimony. At the meeting, the City Manager or designee may consider information contained in the charges and recommendations, as well as information presented by the employee or their representative. At the conclusion of the response meeting or within seven (7) days, the City Manager or designee shall issue an order either implementing or determining not to implement the action. The City Manager or designee may implement an action that is of lesser severity than that which was initially proposed.

21.7. Implementation of Decision
When discipline is imposed, a copy of the order shall be served upon the employee either personally, or by registered or certified mail, return receipt requested, at the last known address on file with the City. The order shall include:
a) A statement of the nature of the discipline imposed; b) The effective date of the discipline;
c) A statement of the causes for the discipline;
d) A statement of the specific facts or omissions upon which the discipline is based; and e) A statement advising the employee of their rights to appeal the disciplinary action. This statement shall include the manner and time within which an appeal must be taken, and the required content of the appeal notice.

21.8. Disciplinary Appeal Procedure
The employee, or representative, after service of an order of disciplinary action as specified in Section 21.7 may request that the matter be submitted to an impartial Arbitrator. A written request for a hearing before an Arbitrator must be served on the City Manager or representative within ten (10) days following receipt of the order of discipline. The demand for a hearing shall include:
90 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

a) Specific grounds for review; and
b) Copies of materials on which the appeal is based.

21.9. Selection of Arbitrator
An Arbitrator may be mutually agreed upon by the two parties. If they fail to agree upon the Arbitrator within ten (10) working days, the Division of State Mediation and Conciliation Service (SMCS) of the State of California Public Employment Relations Board shall be requested to submit a list of five (5) Arbitrators, and from such, the employee or their representative and the City Manager or designee shall promptly select the Arbitrator by the alternate striking of names, commencing with the employee, from said list.

Upon selection of the Arbitrator, the City Manager or designee shall contact the Arbitrator and arrange for the earliest hearing date available with regard to the parties’ schedules. Should the Arbitrator’s calendar preclude a hearing date within sixty (60) days, the City Manager may require the parties to strike names for a replacement hearing officer.

21.10. Arbitration Hearing and Decision
The arbitration hearing shall be conducted as a full-scale evidentiary hearing with full due process rights including the right to present witnesses, present evidence, cross examine opposing witnesses, the right to counsel and findings to support the decision. No arbitrator shall have the power to amend or modify this MOU or written agreements or addenda supplementary hereto or to establish any new terms or conditions of employment. The arbitrator's decision shall be limited only to the application and interpretation of the provisions of this MOU in the matter referred for consideration.

Within thirty (30) days of the conclusion of the hearing, the Arbitrator shall render a written decision. The decision of the Arbitrator shall be provided to both parties. Any decision of the Arbitrator shall be binding to both parties. The decision of the Arbitrator shall be final subject only to judicial review pursuant to the Code of Civil Procedure Section 1094.6.

21.11. Cost of Disciplinary Arbitration
91 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

The cost of the Arbitrator and any expenses associated with the hearing shall be shared equally by the employee and the City. If a transcript of the proceedings is requested, the party making such request shall pay the cost.

22. TERM
The term of the Memorandum of Understanding shall be for a period of two (2) yearsapproximately three (3) years commencing from the beginning of the pay period inclusive of ratification by BCA and approval by the City CouncilNovember 4, 2025 through August 31, 2028. ____________________________________ DATED: __________________________ Martha Guerrero, Mayor
City of West Sacramento
____________________________________ DATED: __________________________ Trevor Jamison, President
IAFF Local 522/West Sacramento Firefighters
_____________________________________ DATED: __________________________ Scott Pfeifer, President
West Sacramento Battalion Chiefs’ Association
92 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028

93 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2023 2025 – 11/4/20258/31/2028
Appendix Page i
APPENDIX "A" LEAVE CONVERSION - 40 HOUR PERSONNEL
One twenty-four (24) hour shift of leave time (i.e., vacation, holiday, or sick leave) is equivalent to two (2) eight-hour (8) days (i.e., sixteen (16) hours). Members assigned to a forty (40) hour workweek will accrue leave based on the following conversion factor:
 One (1) twenty-four (24) hour shift of leave time for a fifty-six (56) hour a week employee is equal to sixteen (16) hours of leave for a forty (40) hour a week employee.  The number of annual shifts of leave for a fifty-six (56) hour a week employee multiplied by sixteen (16) hours equals the number of hours of leave for a forty (40) hour a week employee.

On January 1 of each year, the forty (40) hour employee will be credited with the combined amount of vacation and holiday hours accrued in the prior calendar year. Sick leave is accrued on a monthly basis.

The various accruals for a fifty-six (56) hour and forty (40) hour employee are noted below:

Vacation:
56-Hour Employee:

Years of Service Shifts Earned Annual Accrual
Hours
Monthly
Accrual Hours
0 - 5 years 6 144 12
6 - 10 years 9 216 18
11+ years 12 288 24
40-Hour Employee:

Years of Service Conversion Factor Annual Accrual
Hours
Monthly
Accrual Hours
0 - 5 years 6 shifts x 16 hours 96 8
6 - 10 years 9 shifts x 16 hours 144 12
11+ years 12 shifts x 16 hours 192 16
Holidays:
56 Hour Employee Conversion Factor 40 Hour Employee Annual Holiday Hours
6 7 shifts 6 7 shifts x 16 hours 11296
Floating Holidays:
56 Hour Employee Conversion Factor 40 Hour Employee Annual Floating Holiday Hours

1.75 shifts Per Year 1.75 shifts x 16 hours 28
Sick Leave:
56 Hour Employee Conversion Factor 40 Hour Employee
Monthly Accrual
1/2 shifts 1/2 shift x 16 hours 8 hours
94 MEMORANDUM OF UNDERSTANDING

BETWEEN

THE CITY OF WEST SACRAMENTO
AND
WEST SACRAMENTO BATTALION CHIEFS’ ASSOCIATION
Effective November 4, 2025 through August 31, 2028
95 Table of Contents

1. RECITALS ......................................................................................................1

2. MANAGEMENT RIGHTS................................................................................1

3. BCA RIGHTS..................................................................................................3

4. NO STRIKE PROVISION................................................................................3

5. SICK LEAVE...................................................................................................4

6. BEREAVEMENT AND REPRODUCTIVE LOSS LEAVE ...............................5

7. VACATION......................................................................................................5

8. HOLIDAYS......................................................................................................7

9. MANAGEMENT LEAVE..................................................................................8

10. RETIREMENT...............................................................................................8

11. UNIFORM ALLOWANCE..............................................................................9

12. HEALTH AND WELFARE BENEFITS ..........................................................9

14. COMPENSATION.........................................................................................13

15. SCHEDULE AND HOURS............................................................................16

16. DEPARTMENT SENIORITY LIST ................................................................17

17. LAYOFFS......................................................................................................17

18. PROBATIONARY PERIOD...........................................................................18

19. WORKING CONDITIONS.............................................................................19

20. NON-DISCIPLINARY GRIEVANCE AND ARBITRATION PROCEDURE ...19

21. DISCIPLINARY PROCEDURE.....................................................................23

22. TERM............................................................................................................26 APPENDIX "A" LEAVE CONVERSION - 40 HOUR PERSONNEL....................i 96 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

1. RECITALS

1.1. This memorandum of Understanding is entered into by and between the City of West Sacramento, hereinafter referred to as the "City" and City of West Sacramento Battalion Chiefs’ Association, hereinafter referred to as the "BCA."

1.2. The City Council, or its designated agent(s) shall represent the City.

1.3. The City recognizes BCA as the sole and exclusive bargaining agent for all employees of the City who are in the Battalion Chief classification.

2. MANAGEMENT RIGHTS
Except as otherwise limited by a specific term of a labor agreement, the City has, and retains the sole and exclusive rights and functions of management, including, but not limited to, the following:
 To determine the nature and extent of services to be performed, as well as the right to determine and implement its public function and responsibility.  To manage all facilities and operations of the City, including the methods, means and personnel by which the City operations are to be conducted.  To schedule working hours and assign work.
 To establish, modify, or change work schedules or standards.  To direct the workforce, including the right to hire, assign, promote, demote, or transfer an employee.
 To determine the location of all work assignments and facilities.  To determine the layout and the machinery, equipment or materials to be used.  To determine processes, techniques, methods and means of all operations, including changes, allocations, or adjustment of any machinery or equipment.  To determine the size and composition of the work force.  To determine policy and procedures affecting the selection or training of employees. 97 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

 To establish, assess and implement employee performance standards, including, but not limited to, quality and quantity standards; the assessment of employee performances; and the procedures for said assessment.
 To control and determine the use and location of City employees, property, material, machinery, or equipment.
 To schedule the operation of, and to determine the number and duration of shifts.  To determine and enforce safety, health, and property protection measures and require adherence thereto.
 To transfer work from one job site to another or from one location or unit to another.  To introduce new, improved, or different methods of operations, or to change existing methods.
 To layoff employees from duty for lack of work and/or lack of funds.  To reprimand, suspend, discharge, or otherwise discipline employees.  To discharge probationary employees without right of appeal.  To establish, modify, determine, or eliminate job classifications and allocate City positions to such classification.
 To promulgate, modify, and enforce work rules, safety rules, and regulations.  To take such other and further action as may be necessary to organize and operate the City in the most efficient and economical manner and in the best interest of the public it serves.
 To take all necessary actions to prepare for and carry out its mission in emergencies.  To contract or subcontract construction, services, maintenance, distribution, or any other work with outside public or private entities.
 No Arbitrator shall have the authority to diminish any of the City rights included in this section.

Any agreement by the City to meet and confer or meet and consult over the effect of the exercising of a City right shall not in any way impair the right of the City to exercise and implement any of its rights.
98 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

3. BCA RIGHTS

3.1. Payroll Deductions
The City shall deduct BCA dues, initiation fees, assessments, and associated provided insurance from each paycheck, or pay as applicable. The City shall promptly pay to the designated payee all sums so deducted.

3.2. Hold Harmless
BCA shall indemnify and hold harmless the City, its officers and employees from any and all claims, demands, suits, or any other action arising from the collection of dues. In no event shall the City be required to pay from its own funds: BCA Association dues, initiation fees, assessments and association provided insurance.

3.3. Meetings
BCA shall have the right to reasonable use of City facilities for meetings upon timely written or oral application stating the purpose of such use. Such use shall not interfere with the regular course of doing business.

4. NO STRIKE PROVISION

4.1. Job Action
The officers, agents, representatives, and/or members agree that during the term of this agreement they will not honor any job action by any other employee(s) or recognize a picket line of a labor organization while in the course of the performance of their official duties.

4.2. BCA Responsibility
In the event of an unauthorized job action, as specified in 4.1 above, the City agrees that there will be no liability on the part of BCA provided the employee organization promptly and publicly disavows such unauthorized action, immediately orders the employees to resume work, and attempts to bring about a prompt resumption of normal operations, and provided, further that BCA notified the City in writing within forty-eight (48) hours after the commencement of such job action, as to the measures it has taken to comply with the provisions of this agreement.

4.3. Disciplinary Action
99 Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

Should BCA fail to adhere to, or in any way violate the "No Strike Provision" in this agreement, the City will utilize all lawful remedies and disciplinary actions.

5. SICK LEAVE

5.1 Sick leave is defined as the absence from duty by an employee because of:

5.1.1. Their own illness or injury or exposure to a contagious disease which incapacitates such employee from their duties;

5.1.2. Their own medical or dental appointment(s); or

5.1.3. They must care for a member of their family because of illness, injury or exposure to a contagious disease and when the care of such employee is definitely required, or for their family member's medical or dental appointments.

5.1.3.1. As used in this subsection, "family" means husband, wife, domestic partner, child, brother, sister, parents, grandparents or spouse's parents, brother in law, sister in law or grandparents. "Child" is defined as a biological, foster, or adopted child, a stepchild, a legal ward or a child of a person standing "in loco parentis" (refers to a person who has put themselves in the situation of a lawful parent by assuming the obligations incident to the parental relation without going through the formalities necessary to legal adoption.

5.2. The Fire Chief, or designee, may request a doctor's certificate as proof of necessity for absence in excess of four (4) consecutive shifts (96 hours) for personnel assigned to the forty-eight (48)/ninety-six (96) schedule and three (3) consecutive days for personnel assigned to a forty (40) hour work schedule in order for sick leave with pay to be granted. The parties agree that such means shall not be used to harass or intimidate employees or discourage appropriate use of sick leave. If a pattern has been established where an employee has taken sick leave on certain days of the week (e.g., holidays, last day of the workweek) a doctor's note may be requested.

5.3. Personnel assigned to the forty-eight (48)/ninety-six (96) schedule shall earn sick leave at the rate of one-half (1/2) shift per month.
100
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

5.4. Unit personnel assigned to forty (40) hour work schedules shall have their leave converted pursuant to Appendix A.

5.5. In the event of an employee’s death or layoff, up to fifty percent (50%) of accumulated sick leave will be paid off. At retirement, an employee has two (2) options regarding their accumulated sick leave. The employee can choose up to fifty percent (50%) cash-out, the remaining percent of the employee’s unpaid accumulated sick leave is reported to CalPERS for additional service credit OR in lieu of receiving any cash-out, the employee may choose to have one hundred percent (100%) of the accumulated sick leave reported to CalPERS.

5.6. An employee who is incapacitated due to serious illness or injury while on vacation leave shall have such time charged against sick leave when they promptly notify their supervisor and substantiate such request upon return to normal duty.

6. BEREAVEMENT AND REPRODUCTIVE LOSS LEAVE

6.1. Please see Section 4.5.8 of the City Personnel Rules. The City agrees that the terms and conditions of the Bereavement and Reproductive Loss Leave contained in this Section of the Personnel Rules shall not be changed without meeting and conferring with the BCA.

7. VACATION

7.1. Accumulation of Vacation Leave
Vacation leave is accrued yearly and is computed on the basis of the employee's hire date as a full-time employee.

Maximum accumulation through 19 yrs = 296 hours per year for personnel assigned to a forty (40) hour work schedule.

Maximum accumulation through 19 yrs = 444 hours for personnel assigned to the forty-eight ninety-six schedule (48/96).

Maximum accumulation for over 20 yrs = 356 hours per year for personnel assigned to a forty (40) hour work schedule.
101
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

Maximum accumulation for over 20 yrs = 534 hours for personnel assigned to the forty-eight ninety-six schedule (48/96).

Total payoff at separation.
1 - 24 hour shift = 2 - 8 hour days of vacation.

7.1.1. Accrual of Vacation Leave
56-Hour Employee:

Years of Service Annual Shifts Earned Annual Accrual
Hours
Monthly
Accrual Hours
0 - 5 years 6 144 12
6 - 10 years 9 216 18
11+ years 12 288 24
40-Hour Employee:

Years of Service Conversion Factor Annual Accrual
Hours
Monthly
Accrual Hours
0 - 5 years 6 shifts x 16 hours 96 8
6 - 10 years 9 shifts x 16 hours 144 12
11+ years 12 shifts x 16 hours 192 16

7.1.2. Employees may have prior years of qualifying service included in their City years of service to count toward their accrual tier if they previously worked as a full time paid Firefighter/EMT or above. Prior years of service must be verified by submitting employment documentation outlining previous dates of employment. Additional documentation may be requested if necessary.

7.2. Scheduling Vacations
Vacation for members will be scheduled to ensure sufficient staffing is available to provide shift battalion chief coverage. Priority of vacation selection shall be by time in the Department.

7.3. Vacation Buy-Back
Employees will be eligible to sell back unused accrued vacation hours annually in the second pay period of January each calendar year.
102
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

To qualify to participate in 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 for the sell back by December prior to the sell back.

If qualified, shift employees can sell back up to one hundred and twenty (120) hours and 40-hour employees can sell back up to eighty (80) hours of accrued vacation time each calendar year.

8. HOLIDAYS

8.1. All forty-eight (48)/ninety-six (96) hour personnel will receive seven (7) twenty-four (24) hour shifts per year as holidays plus one point seven-five (1.75) shifts of floating holidays. Holidays accrue at the beginning of each calendar year; floating holidays accrue at the beginning of the fiscal year. An employee appointed during the period from July 1 through December 31 shall be entitled to one point seven-five (1.75) shifts for that fiscal year. An employee appointed during the period from January 1 through March 31 shall be entitled to zero point eight seven-five (0.875) shifts 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.

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

Employees on a forty-eight (48)/ninety-six (96) hour schedule may cash out up to ninety-six (96) hours of holiday leave per fiscal year.

Effective the pay period inclusive of November 4, 2025, shift personnel assigned to work on a City designated holiday shall receive one and one-half (1-1/2) times their straight time base hourly rate of pay for a maximum of sixteen (16) hours per shift.

8.2. Unit personnel assigned to forty (40) hour work schedules will receive twelve (12) set holidays listed in Section 8.4 and three and one-half (3.5) floating holidays. Holidays accrue at the beginning of each calendar year; floating holidays accrue at the beginning of the fiscal year. 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.
103
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

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

For personnel assigned to a 40-hour week, when a City designated holiday falls on regularly scheduled weekday, if they elect to work the holiday, shall receive their base rate and they will bank their holiday hours at the straight time base rate. If they elect to not work the holiday, they will receive holiday pay at their base rate for their hours on that day.

8.3. The requirements of Section 8.1 and 8.2 above shall be instituted for the following holidays:
1) New Year’s Day (January 1)
2) Martin Luther King Jr.’s Birthday (Third Monday in January) 3) President’s 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 (Fourth Thursday in November)
11) Day after Thanksgiving Day (Friday following Thanksgiving) 12) Christmas Day (December 25)

9. MANAGEMENT LEAVE
Employees on a 40-hour schedule shall receive eighty (80) hours and employees on a shift schedule shall receive one hundred and twenty (120) hours per fiscal year 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. RETIREMENT

10.1. The City shall continue retirement coverage for all employees under the California Public Employees’ Retirement system (CalPERS).

For employees hired on or after January 1, 2013, who are new CalPERS members, the retirement formula will be 2.7% @ 57 in accordance with the Public Employees’ Pension Reform Act of 2013 104
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

(PEPRA) and includes 3 year final compensation and Unused Sick Leave Credit. Employees shall have a member contribution rate of fifty percent (50%) of the total normal cost rate.

For employees hired on or after December 15, 2012, or who are current CalPERS members, the retirement formula is 3% @ 55 plan and includes 3 year final compensation and Unused Sick Leave Credit. The employee pays entire 9% of employee’s contribution.

For employees hired before December 15, 2012, the retirement formula is 3% @ 50 with final year highest compensation, enhanced non-industrial disability, 1959 Survivor's Benefit (4th level), and Unused Sick Leave Credit. The employee pays entire 9% of employee’s contribution.

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.

10.2 Employee Contribution To Employer Share
All employees shall pay an additional one percent (1%) towards the employer share of CalPERS retirement. As soon as administratively possible, the City will amend its contract with CalPERS per PERS Section 20516. As applicable, the employee contribution will be made pre-tax.

11. UNIFORM ALLOWANCE

11.1. Each employee shall receive an annual uniform allowance of one (1) percent of their base pay.

Employees shall receive their uniform allowance in equal installments paid in each regular biweekly payroll.

11.2. Within the one (1) year of employment in the unit, employees shall purchase Class A uniforms.

Class A uniforms shall comply with department standard. Upon promotion into the unit, employees shall ensure Class A uniforms comply with department standards.

12. HEALTH AND WELFARE BENEFITS

12.1. 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. Dental plan is selfinsured through Delta Dental. Vision plan is Vision Service Plan. 105
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

12.1.1. Effective January 1, 2025, 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:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,175 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 $1,922 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 $2,477 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.
o

12.1.2 Effective the pay period inclusive of January 1, 2026, 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 $1,234 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 $2,018 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 $2,601 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

12.1.3 Effective the pay period inclusive of January 1, 2027, 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 $1,296 per month. 106
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

 Employee plus one: City will pay up to actual premium amount of medical, dental, and vision for employee plus one, not to exceed $2,119 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 $2,731 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

12.1.4 Effective the pay period inclusive of January 1, 2028, 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 $1,361 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 $2,225 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 $2,868 per month.  In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

12.1.5 Share the Savings (Medical Opt Out)
Employees hired prior to July 1, 2019, 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, 2019, 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 employee only rate. Employees can purchase up to the family rate with the opt out funds.

12.2 Life Insurance
107
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

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.

13. RETIREE MEDICAL BENEFITS

13.1 Employees Retired Prior to July 1, 2025
City pays for CalPERS medical plan premiums up to $800 per month. Dental and Vision paid by the retiree. Vision is offered for 18 months (COBRA). Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment.

13.2 Employees first hired by the City before June 30, 2019 and Retired After July 1, 2025 Pursuant to provisions of the CalPERS Health Insurance Program, the City shall pay up to $800 per month for employees retired on the CalPERS Retirement Program. Dental insurance coverage may continue upon retirement, at the retiree’s own expense. Vision insurance is only available for eighteen months, per COBRA, and is at the retiree’s own expense.

Effective the pay period inclusive of November 4, 2025, the Association shall establish a MERP (Medical Expense Reimbursement Plan) account for the benefit of qualified employees under this section. Beginning the payroll period subsequent to the Association notifying the City in writing that the MERP account set up is complete, the City shall deposit one hundred dollars ($100) per month per qualifying employee into the MERP. An additional monthly contribution to the MERP by employee payroll deduction can be established at the determination of the Association. Such deduction must apply to all employees. The Association may set or adjust an employee contribution amount annually by November 15, to be effective the first pay period in February of the following year. The City shall have no administrative responsibilities for the MERP account other than ensuring the appropriate contributions are made to the fund each payroll period.

Those employees who promote into the Association from FFA who received contributions to the MERP while active in FFA will be eligible to continue to participate in the plan.

13.3 Employees first hired by the City after June 30, 2019 108
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

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.

Employees will fall under the medical retirement tier based on original date of hire as a regular employee.

13.3.1 Employees first hired after July 1, 2019 may have prior years of qualifying service included in their City years of service to count toward their accrual tier if they previously worked as a full time paid Firefighter/EMT or above. Prior years of service must be verified by submitting employment documentation outlining previous dates of employment. Additional documentation may be requested if necessary.

13.4 Rehired employees
Rehired employees will fall under the medical retirement tier based on original date of hire. If employee is rehired, their prior years of city service from original date of hire as a regular employee, will count towards total years of city service.

13.5 IAFF Medical Expense Reimbursement Plan

13.5.1 Acknowledgement.
109
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

The City acknowledges that Sacramento Area Firefighters, Local 522 has entered into an agreement with the IAFF Medical Expense Reimbursement Plan (hereafter, the “IAFF MERP”) of the Washington State Council of Fire Fighters Employee Benefit Trust (hereafter, the “Trust”). The purpose of the Trust shall be to provide for retiree health expense reimbursement benefits. The Trust shall be, and remain, separate and apart from any City retiree health insurance funding program.

13.5.2 Defined Class of Employees Receiving Contributions.

The “Defined Class” of employees receiving employee and/or City contributions to the Trust, as set forth below, consists of all City of West Sacramento Battalion Chiefs’ Association employees represented by Local 522 (Local 522 WSBCA).

13.5.2.1 Employee Contribution Amount.

The City and Local 522 WSBCA agree that the City shall withhold a mandatory pre-tax contribution of one hundred dollars ($100.00) per month from the pay of each employee of the Defined Class and shall transmit such contributions to the Trust pursuant to the requirements in Part 13.5.3 below. No employee shall be permitted to opt-out of the mandatory employee contributions or receive any portion of the contribution in cash.

13.5.2.2 City Contribution Amount.

For those employees of the Defined Class hired before July 1, 2019 only, the City and Local 522 WSBCA agree that the City shall make a contribution of one hundred dollars ($100.00) per month to the Trust for each employee and shall transmit such contributions to the Trust pursuant to the requirements in Part 13.5.3, as set forth below.

13.5.3 Remittance of Contributions.

The City shall remit all contributions set forth herein directly to the custodian of the Trust within 30 days of the date the payment would have been payable to the employee. The City hereby acknowledges receipt of the Trust Agreement governing the Trust and will comply with rules set by the Trust in regard to reporting and depositing the required contributions set forth herein.

13.5.4 Reporting to the Trust Office.
110
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

The City shall electronically submit to the Trust Office a report of contributing employees for each contribution sent to the Trust, in the format requested by the Trust, and received by the Trust Office within five (5) days of receipt of the contribution funds. The report will include at a minimum: employee first and last name, with suffix as applicable; employee number; Social Security Number; employee status (e.g., active, on leave); date of birth; gender; date of hire; bargaining unit; date of change in bargaining unit, as applicable; home mailing address; City contribution amount; employee contribution amount separation date, as applicable; and separation reason.

The City shall also provide an initial report of contact information for all contributing employees to the Trust Office, in a format reasonably requested by the Trust, and shall send updates to this information to the Trust Office whenever the City has notice of changes to the information.

The Trust Office will provide a secure data transfer platform or process for transmission of this employee information to the Trust Office.

13.5.5 Modification of Employee Contributions.

The City and Local 522 WSBCA agree that Local 522 WSBCA has the right, subject to approval of its members according to Local 522 WSBCA’s internal rules, to prospectively modify the amount of the mandatory employee monthly contribution (Section 13.5.2.1) as long as the modification is mandatory for all employees in the Defined Class.

13.5.6 Indemnification.

Local 522 WSBCA agrees to indemnify and hold the City harmless from any liabilities of any nature which may arise as a result of the operations of the Trust, except for the obligation of the City to make and report on the non-elective transfer of contributions as described in this Section.

14. COMPENSATION

14.1. Salary
Effective the pay period inclusive of November 4, 2025, the classification of Battalion Chief shall receive a general salary increase of nine percent (9.0%). 111
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

Effective the pay period inclusive of November 4, 2025, the classification of Battalion Chief shall receive an additional equity adjustment of six percent (6.0%).

Effective the pay period inclusive of October 1, 2026, the classification Battalion Chief shall receive a general salary increase of four and one-half percent (4.5%).

Effective the pay period inclusive of September 1, 2027, the classification Battalion Chief shall receive a general salary increase of four and one-half percent (4.5%).

14.2. Training Specialty Assignment
Employees who are routinely and consistently assigned to train employees shall receive an additional five percent (5%) of base pay during the term of their assignment. The Fire Chief or designee at their sole discretion will assign such duties and determine the number of employees receiving this assignment.

14.2.1. Employees on light/limited duty capacity are not eligible to receive an additional five percent (5%) if assigned work as part of their light/limited duty.

14.3. Administrative Assignment Pay
Employees assigned to an administrative assignment shall receive an additional five percent (5%) of base pay during the term of their assignment. This additional compensation does not qualify as Special Compensation reportable to CalPERS (as Employees in this unit are not eligible rank and file employees). The Fire Chief or designee will assign such duties and determine the number of employees receiving this assignment at their sole discretion.

14.3.1 Employees on light/limited duty capacity are not eligible to receive an additional five percent (5%) if assigned to administrative work as part of their light/limited duty.

14.4. Educational and Certification Incentive Pay
The incentives in sections 14.4.1 and 14.4.2. shall be cumulative and not compounded. Maximum education incentive that may be obtained is five percent (5%) of base rate of pay per employee.

Maximum certificate incentive that may be obtained is five percent (5%) of base rate of pay per employee. Changes in sections 14.4, 14.4.1 and 14.4.2 shall be effective the pay period inclusive of November 4, 2025.
112
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

14.4.1 Education
Upon verification, employees shall receive five percent (5%) of their base hourly rate of pay for a Bachelor’s degree OR two percent (2%) of their base hourly rate of pay for an Associate's degree.

Employees possessing both an AA/AS and BA/BS will be paid at the highest certificate amount.

Maximum educational incentive that may be obtained is five percent (5%) of base pay per employee.

Education Amount
BA/BS 5%
AA/AS 2%

14.4.2 Certificates
Upon verification and effective upon submittal, employees shall receive the identified percentages of their base rate of pay for possession of the identified certificates in the table below. New certificates must be earned off duty.

Maximum incentive under section 14.4.2 is five percent (5%).

Certificates Amount
Chief Fire Officer Certification 3.5%
Safety Officer 0.75%
Strike Team Leader 0.75%

14.5. Career Enhancement and Wellness Reimbursement
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.

14.6. Time Rounding
113
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

Time worked as a continuation of the normal twenty-four (24) hour shift shall be rounded to the nearest twelve (12) minute increment.

14.7. Standby Pay
If the Fire Chief or designee, determine any standby schedule is necessary, an employee shall be paid two dollars ($2.75) per hour for any hours worked on a standby assignment.

14.8. Emergency Incident Pay

14.8.1. Emergency Call Back
Employees assigned to a 56-hour workweek shall be compensated at the rate of time and onehalf (1-1/2) their base rate of pay for all hours worked by employees outside their regular working hours as a result of emergency call back or station staffing.

Employees assigned to a 40-hour work week and working overtime in a 56-hour shift position shall be compensated at the rate of time and one-half (1-1/2) their base rate of pay based on a 56- hour work week (2912 hours worked per year rather than 2080 hours) for all hours worked by employees outside their regular working hours as a result of emergency call back or station staffing.

14.8.2. Mutual Aid and Other Responses
Employees shall be paid at the rate of time and one-half (1.5) their base rate of pay, based on either a 40 hour or 56-hour work schedule, depending on the employee's normal assigned work week, for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services outside of their regular working hours.

Employees shall be paid at the rate of time and one-half (1.5) their base rate of pay, based on a 56- hour work week (2912 hours worked per year rather than 2080 hours), in the event of an unusual or prolonged emergency situation within the City of West Sacramento outside their regular working hours as approved by the City Manager.

14.8.3. Strike Team/Overhead Deployments
114
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

Employees assigned to a reimbursable strike team/overhead deployment (Line EMT, PIO, Overhead or other recognized positions) shall receive a ten percent (10%) differential for any reimbursable strike team/overhead incident. The pay differential shall apply from the time of deployment to the employee's return from the deployment. USAR deployments are excluded from this pay differential.

14.9. Bilingual Pay
Employee’s possessing and utilizing bilingual skills on duty shall receive bilingual pay in the amount of five percent (5%) of their base rate of pay. The number of employees, languages available, and the qualification requirements will be determined by the City.

14.10. Base Rate of Pay
The base rate of pay for all employees shall mean the employee’s current hourly rate without any additional pays.

14.11 Longevity

14.11.1 Effective the pay period inclusive of November 4, 2025, all represented Employees shall receive the following longevity increases:
 After a total of fifteen (15) years of service, an additional one percent (1%) of their base rate of pay in the first full pay period after completion of fifteen (15) years is verified (i.e., beginning at the 16th year).
 After a total of twenty (20) years of service, an additional two and one-half percent (2.5%) of their base rate of pay in the first full pay period after completion of twenty (20) years is verified (i.e., beginning at the 21st year).  After a total of twenty-five (25) years of service, an additional four percent (4%) of their base rate of pay after completion of twenty (25) years is verified (i.e., beginning of the 26th year).

The cumulative maximum longevity pay is seven and one-half percent (7.5%) after completion of the 25th year.

14.11.2 115
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

Employees may have prior years of qualifying service included in their City years of service to count toward their longevity tier if they previously worked as a full-time paid Firefighter/EMT or above. Prior years of service must be verified by submitting employment documentation outlining previous dates of employment. Additional documentation may be requested if necessary.

15. SCHEDULE AND HOURS

15.1. Duty Schedule
All shift personnel shall work a forty-eight (48)/ninety-six (96) hour schedule. (48 hours on duty, followed by 96 hours off duty.) All forty-eight (48)/ninety-six (96) hour shift personnel shall report for duty at 0800 hours and go off duty at 0800, forty-eight (48) hours later.

Example Duty Schedule: (Regular Shift Personnel)
"X" denotes workday or duty shift
"O" denotes day off or shift off

X X O O O O

15.3. Shift Bids
Employees shall have the opportunity to bid annually on or around November 30 for shifts and those bids shall take effect in January. If a mutual agreement cannot be met by that date, then the bidding will be completed by seniority in rank (See section 16). Based on operational need, the Fire Chief or designee retains discretion to modify shift assignment determined through the shift bid process.

15.4. Shift Trades
The City has adopted the Lexipol Policy Manual section, which provides a procedure by which employees may request voluntary shift trades. Shift trading shall not qualify as Emergency Call Back under Section 14.8.1.

16. DEPARTMENT SENIORITY LIST
116
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

16.1. Employees shall be placed on the seniority list in accordance with the date they were first placed on the payroll of the Fire Department as full-time employees. Reserve, part-time, or extra-help employment will not be credited.

16.1.1. When two (2) or more employees are assigned to the payroll on the same date, preference in the placement on the list shall be given based on relative standing on the eligibility list.

If the eligibility list ranking of two or more employees hired on the same date is the same, seniority shall be in order of the individual's total time as a full-time sworn fire personnel employed with the City. If the ranking of two or more employees hired on the same date is the same and their total time as full-time sworn fire personnel employed with the City is the same, then seniority shall be determined by drawing of lot.

17. LAYOFFS

17.1. Order of Layoff
Layoffs shall be based on the inverse order of seniority as set out in the seniority roster last provided to BCA, pursuant to the hereinafter-mentioned Memorandum of Understanding, with any additions or deletions of employees’ names appended thereto by action of the City Council.

Layoffs hereunder shall be so that employees with the least seniority shall be laid off first.

17.2. Seniority
The seniority date of an employee and their position on the seniority roster, shall be determined pursuant to criteria set out in the Memorandum of Understanding between BCA and the City (See Section 16).

17.3. Seniority Roster Availability
A current copy of the Seniority Roster shall be made available for inspection at reasonable times to employees upon request.

17.4. Employee Notice
117
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

The employee shall be given a thirty (30) calendar day written notice of layoff or demotion by the City Council or its authorized representative. The notice of layoff or demotion shall include the following information:
a) Reason for layoff or demotion; and
b) Effective date of layoff or demotion.

17.5. Future Vacancies
When vacancies occur within five (5) years thereafter, such reduced or laid off employees shall be given the opportunity to be rehired or advanced to their former classification from the established layoff eligibility list on the basis of seniority prior to the employment of any new eligibles; provided, however, that such eligibles meet a physical examination. If any such laid off employee fails to report for duty within thirty (30) calendar days after mailing to them of a written notice by registered mail to the last known address, they shall lose their right to be hired.

18. PROBATIONARY PERIOD

18.1. New Hires
No appointment of employment in the City shall be deemed final and permanent until after the expiration of a twelve (12) months probationary service. During this probationary period, the Fire Chief may terminate the employment. Probationary employees terminated during their probationary period shall not have the right to appeal.

18.2. Promotion
No promotion to a position in the unit shall be deemed final and permanent until after the expiration of a period of twelve (12) months probationary service. In the event of unsatisfactory performance, an employee may be demoted to their previous permanent rank.

If a member of the BCA is selected for a higher-level position within the Fire Department other than Fire 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 Battalion Chief position, even if there are no vacancies at that rank.
118
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

19. WORKING CONDITIONS

19.1. The City shall provide and maintain a station environment consistent with reasonable standards of safety, sanitation, comfort, and appearance. The station environment includes, but is not limited to: kitchen, rest rooms, dormitory, beds and mattresses, station furniture, lighting, floor covering, exercise facilities, and apparatus area.

19.2. Employees of the City shall care for such station environment consistent with the highest possible standard.

19.3. The City shall furnish bed sheets, pillow coverings, and bath towels.

19.4. Changes in said station environment constitute changes in working conditions and are therefore negotiable.

19.5. The City shall pay the cost for enrolling and participation in the approved Safety Exposure Reporting Program.

20. NON-DISCIPLINARY GRIEVANCE AND ARBITRATION PROCEDURE

20.1. Purpose
The purpose of this procedure is to provide for an orderly process for reviewing and resolving employee grievances at the lowest possible administrative level in the shortest possible time.

20.2. Definitions of Grievance
Grievance: A grievance is a complaint of one or a group of employees or a dispute between the City and an Exclusively Recognized Employee Organization involving the interpretation, application, or enforcement of the express terms of any Memorandum of Understanding, rules or regulations.

Discharge, suspension, demotion, and/or other disciplinary actions of an employee shall not be subject to the grievance procedure pursuant to this Section. Those matters shall be governed by the disciplinary procedures set forth in the City Personnel Rules.

20.3. Informal Grievance Procedures
119
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

The grievant shall orally discuss their grievance with their immediate supervisor within ten (10) days from the event giving rise to the grievance or from the date the employee could reasonably have expected to have had knowledge of such event, but in no event longer than thirty (30) days from the act or omission. The employee shall identify the discussion as the informal step of the procedure. However, failure to identify the discussion as an informal step of the procedure shall not prejudice the grievant. The supervisor shall have seven (7) days to give an answer to the employee. The supervisor’s response may be given orally or in writing and should clearly be identified as the informal response to the grievance.

20.4. Formal Grievance Procedure

20.4.1. Level I
If a grievant is not satisfied with the resolution at the informal level, they may, within five (5) days of receipt of such answer, file a formal written grievance on a prescribed form with their supervisor. The supervisor within five (5) days thereafter shall give a written answer to the grievant.

20.4.2. Level II
If the grievant is not satisfied with the written answer from their supervisor, the grievant may, within five (5) days from the receipt of such answer, file a written appeal to the Department Head. Within fifteen (15) days of the receipt of the written appeal, the Department Head shall investigate the grievance, which may include a meeting with the concerned parties, and give a written answer to the grievant. The Department Head may affirm, modify, reverse, or otherwise resolve the decision appealed.

20.4.3. Level III
If the grievant is not satisfied with the written answer from the Department Head, the grievant may, within five (5) days of such answer, file a written appeal to the City Manager or designee. Within twenty (20) days of the receipt of the written appeal, the City Manager or designee shall investigate the grievance, which may include a meeting with the concerned parties and thereafter give a written answer to the grievant, which answer 120
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

shall be final and binding unless appealed. The City Manager may affirm, modify, reverse, or otherwise resolve the decision appealed.

20.4.4. Level IV
If the grievant is not satisfied by the decision made by the City Manager, they must submit a written request within fifteen (15) days of the receipt of the response from the City Manager for a hearing before the Adjustment Board. Either party may request that Level IV be waived and that the appeal be elevated to Level V, arbitration. If the parties do not mutually agree to waive the Adjustment Board within the time frame as specified above; that is within fifteen (15) days of the receipt of the response from the City Manager, the grievance will proceed to the Adjustment Board. If the parties do mutually agree to waive the Adjustment Board, the grievance will proceed to Section 21.5, Selection of Arbitrator.

The hearing before the Adjustment Board shall be heard whenever possible within thirty (30) days of receipt of the request by the City Manager. The grievant shall be sent notice of the hearing at least fifteen (15) days prior to the hearing.

The Adjustment Board will be comprised of two (2) Union representatives, no more than one (1) of whom shall be either an employee of the City or an elected or appointed official of the Union; and two (2) representatives of the City, no more than one (1) of whom shall be either an employee of the City or a member of the staff of any organization employed to represent the City in the meet and confer process. No decision of the Adjustment Board shall be final and binding without receiving the affirmative votes of at least three (3) members of the Board.

20.4.5. Level V
If the Adjustment Board is unable to arrive at a majority decision, either the Union or the City may, within fifteen (15) days of the written receipt of the Adjustment Board decision, require that the grievance be referred to an impartial Arbitrator.

20.5. Selection of Arbitrator
An Arbitrator may be mutually agreed upon by the two parties. If they fail to agree upon the Arbitrator within ten (10) working days, the Division of State Mediation and Conciliation Service 121
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

(SMCS) of the State of California Public Relations Board shall be requested to submit a list of five (5) Arbitrators and, from such, the employee and the City Manager or designee shall promptly select the Arbitrator by the alternate striking of names, commencing with the employee, from said list.

Upon selection of the Arbitrator, the City Manager or designee shall contact the Arbitrator and arrange for the earliest hearing date available with regard to the parties' and arbitrator’s schedules. Should the Arbitrator's calendar preclude a hearing date within sixty (60) days, the City Manager or designee may require the parties to strike names for a replacement.

20.6. Arbitration Hearing and Decision
The arbitration hearing shall be conducted as an evidentiary hearing with full due process rights, including the right to present witnesses, present evidence, cross examine opposing witnesses, the right to counsel and findings to support the decision.

The Arbitrator shall conduct a hearing and shall either issue an oral bench decision or shall, within thirty (30) days of conclusion of the hearing, render a written decision and/or order. Any decision and/or order of the Arbitrator shall be final.

20.7. Automatic Advances
If, at any step in the informal or formal grievance procedure, it is determined that the designated person who is to respond to the grievance does not have the authority to resolve the issue presented, the grievance automatically advances to the next line of authority, as designated in the grievance procedure, who does have the authority to respond.

20.8. Cost of Grievance Arbitration
The cost of the arbitration, including the Arbitrator's fee, shall be shared equally by the employee and the City.

20.9. Time Limits
Time limits are considered an integral and important part of the grievance procedure, and may not be waived except by mutual written consent of the parties. In the event that a grievant fails to carry their grievance forward within a prescribed time period, the grievance shall be considered 122
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

settled without precedent based upon the decision rendered at the most recent step utilized, and any right to pursue the grievance further shall be deemed waived and abandoned. If a supervisor or manager fails to respond with an answer to a grievant within a given time period, the grievant may proceed to the next higher level of the grievance procedure.

21. DISCIPLINARY PROCEDURE
This procedure shall be followed for the following disciplinary actions: suspension without pay, reduction in pay, demotion, or dismissal. Specific grounds for disciplinary action are outlined in Section 4.9 of the City Personnel Rules.

21.1. Purpose
The purpose of the disciplinary procedure is to provide employees subject to disciplinary action with all rights to which they are entitled by law; to provide an orderly procedure for pre-action notice, response, implementation, and appeal; to correct deficiencies in employee performance and to assure improvement to meet job standards.

21.2. Employee Representation
An employee may have a representative present at all stages of the disciplinary process as outlined in Sections 25.4 through 25.10 provided that the representative is not a party to the action.

21.3. Administrative Leave
An employee may be placed on administrative leave, with pay, pending investigation of facts possibly giving rise to the potential need for discipline.

21.4. Notice of Proposed Disciplinary Action
Prior to suspension without pay, reduction in pay, demotion, or dismissal, the employee shall be provided the following:
a) Notice of the proposed action;
b) The reasons for the proposed action;
123
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

c) A copy of the charges and any materials upon which the proposed action is based; d) Notice that the employee is entitled to an opportunity to respond to the charges orally or in writing, or both, personally or with a representative, which may be an attorney; e) The date and time of the response meeting during which the employee and their representative shall have an opportunity to refute the charges or present facts that may not be known;
f) Notice that if the employee fails to attend the response meeting, the employee shall be deemed to have waived all rights to said meeting and from appeal to any action taken.

21.5. Notice of the Response Meeting
Notice of the response meeting shall be given no less than seven (7) days prior to the meeting.

21.6. Response Meeting
At the time and place set for the meeting giving the employee an opportunity to respond, the employee may respond orally and/or in writing, personally, or with a representative. Neither party shall be entitled to call witnesses or take testimony. At the meeting, the City Manager or designee may consider information contained in the charges and recommendations, as well as information presented by the employee or their representative. At the conclusion of the response meeting or within seven (7) days, the City Manager or designee shall issue an order either implementing or determining not to implement the action. The City Manager or designee may implement an action that is of lesser severity than that which was initially proposed.

21.7. Implementation of Decision
When discipline is imposed, a copy of the order shall be served upon the employee either personally, or by registered or certified mail, return receipt requested, at the last known address on file with the City. The order shall include:
a) A statement of the nature of the discipline imposed; b) The effective date of the discipline;
124
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

c) A statement of the causes for the discipline;
d) A statement of the specific facts or omissions upon which the discipline is based; and e) A statement advising the employee of their rights to appeal the disciplinary action. This statement shall include the manner and time within which an appeal must be taken, and the required content of the appeal notice.

21.8. Disciplinary Appeal Procedure
The employee, or representative, after service of an order of disciplinary action as specified in Section 21.7 may request that the matter be submitted to an impartial Arbitrator. A written request for a hearing before an Arbitrator must be served on the City Manager or representative within ten (10) days following receipt of the order of discipline. The demand for a hearing shall include:
a) Specific grounds for review; and
b) Copies of materials on which the appeal is based.

21.9. Selection of Arbitrator
An Arbitrator may be mutually agreed upon by the two parties. If they fail to agree upon the Arbitrator within ten (10) working days, the Division of State Mediation and Conciliation Service (SMCS) of the State of California Public Employment Relations Board shall be requested to submit a list of five (5) Arbitrators, and from such, the employee or their representative and the City Manager or designee shall promptly select the Arbitrator by the alternate striking of names, commencing with the employee, from said list.

Upon selection of the Arbitrator, the City Manager or designee shall contact the Arbitrator and arrange for the earliest hearing date available with regard to the parties’ schedules. Should the Arbitrator’s calendar preclude a hearing date within sixty (60) days, the City Manager may require the parties to strike names for a replacement hearing officer.

21.10. Arbitration Hearing and Decision
125
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

The arbitration hearing shall be conducted as a full-scale evidentiary hearing with full due process rights including the right to present witnesses, present evidence, cross examine opposing witnesses, the right to counsel and findings to support the decision. No arbitrator shall have the power to amend or modify this MOU or written agreements or addenda supplementary hereto or to establish any new terms or conditions of employment. The arbitrator's decision shall be limited only to the application and interpretation of the provisions of this MOU in the matter referred for consideration.

Within thirty (30) days of the conclusion of the hearing, the Arbitrator shall render a written decision. The decision of the Arbitrator shall be provided to both parties. Any decision of the Arbitrator shall be binding to both parties. The decision of the Arbitrator shall be final subject only to judicial review pursuant to the Code of Civil Procedure Section 1094.6.

21.11. Cost of Disciplinary Arbitration
The cost of the Arbitrator and any expenses associated with the hearing shall be shared equally by the employee and the City. If a transcript of the proceedings is requested, the party making such request shall pay the cost.

22. TERM
The term of the Memorandum of Understanding shall be for a period of approximately three (3) years commencing from November 4, 2025 through August 31, 2028. ____________________________________ DATED: __________________________ Martha Guerrero, Mayor
City of West Sacramento
____________________________________ DATED: __________________________ Trevor Jamison, President
126
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028

IAFF Local 522/West Sacramento Firefighters
_____________________________________ DATED: __________________________ Scott Pfeifer, President
West Sacramento Battalion Chiefs’ Association
127
Memorandum of Understanding
West Sacramento Battalion Chief’s Association
11/4/2025 – 8/31/2028
Appendix Page i
APPENDIX "A" LEAVE CONVERSION - 40 HOUR PERSONNEL
One twenty-four (24) hour shift of leave time (i.e., vacation, holiday, or sick leave) is equivalent to two (2) eight-hour (8) days (i.e., sixteen (16) hours). Members assigned to a forty (40) hour workweek will accrue leave based on the following conversion factor:
 One (1) twenty-four (24) hour shift of leave time for a fifty-six (56) hour a week employee is equal to sixteen (16) hours of leave for a forty (40) hour a week employee.  The number of annual shifts of leave for a fifty-six (56) hour a week employee multiplied by sixteen (16) hours equals the number of hours of leave for a forty (40) hour a week employee.

On January 1 of each year, the forty (40) hour employee will be credited with the combined amount of vacation and holiday hours accrued in the prior calendar year. Sick leave is accrued on a monthly basis.

The various accruals for a fifty-six (56) hour and forty (40) hour employee are noted below:

Vacation:
56-Hour Employee:

Years of Service Shifts Earned Annual Accrual
Hours
Monthly
Accrual Hours
0 - 5 years 6 144 12
6 - 10 years 9 216 18
11+ years 12 288 24
40-Hour Employee:

Years of Service Conversion Factor Annual Accrual
Hours
Monthly
Accrual Hours
0 - 5 years 6 shifts x 16 hours 96 8
6 - 10 years 9 shifts x 16 hours 144 12
11+ years 12 shifts x 16 hours 192 16
Holidays:
56 Hour Employee Conversion Factor 40 Hour Employee Annual Holiday Hours
7 shifts 7 shifts x 16 hours 112
Floating Holidays:
56 Hour Employee Conversion Factor 40 Hour Employee Annual Floating Holiday Hours

1.75 shifts Per Year 1.75 shifts x 16 hours 28
Sick Leave:
56 Hour Employee Conversion Factor 40 Hour Employee
Monthly Accrual
1/2 shifts 1/2 shift x 16 hours 8 hours
128
City of West Sacramento
Benefits Summary
West Sacramento Battalion Chief's Association
Term of Contract: 11/4/2023 2025 – 118/431/20252028
Administrative Assignment Pay: Employees assigned to an administrative assignment shall receive an additional five percent (5.0%) of base pay during the term of their assignment.

Bilingual Pay: Employee’s possessing and utilizing bilingual skills on duty shall receive bilingual pay in the amount of five percent (5%) of their hourly rate of pay. The number of employees, languages available, and the qualification requirements will be determined by the City.

Career Enhancement and
Wellness Reimbursement
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.

Deferred Compensation: Voluntary.

Educational & Certification
Incentive Pay:

The incentives in this section shall be cumulative and not compounded. Maximum education incentive that may be obtained is five percent (5%) of base rate of pay per employee. Maximum certificate incentive that may be obtained is five percent (5%) of base rate of pay per employee.Maximum educational and certification incentive that may be obtained is eight and one half percent (8.5%) of base pay per employee.

Education Amount
BA/BS 5.0%
AA/AS 2.0%
Maximum educational incentive that may be obtained is five percent (5%) of base pay per employee. Employees possessing both an AA/AS and BA/BS will be paid at the highest certificate amount.

Certificates Amount
Chief Fire Officer Certification 3.5%
Safety Officer 0.75%
Strike Team Leader 0.75%
Upon verification and effective upon submittal, employees shall receive the identified percentages of their base rate of pay for possession of the identified certificates in the table below. New certificates must be earned off duty.

Maximum certification incentive that may be obtained is three and one-half percent (3.5%) of base pay per employee. New certificates must be earned off duty.

The incentives in this section shall be cumulative and not compounded.

Emergency Call Back: Employees assigned to a 56-hour workweek shall be compensated at the rate of time and one-half (1-1/2) their base rate of pay for all hours worked by employees outside their regular working hours as a result of emergency call back or station staffing. 129
City of West Sacramento
Benefits Summary
West Sacramento Battalion Chief's Assn.
11/04/2023 2025 – 118/431/20252028

Employees assigned to a 40-hour work week and working overtime in a 56-hour shift position shall be compensated at the rate of time and one-half (1-1/2) their base rate of pay based on a 56- hour work week (2912 hours worked per year rather than 2080 hours) for all hours worked by employees outside their regular working hours as a result of emergency call back or station staffing.

All hours worked by employees outside their regular working hours as a result of emergency call back or station staffing will be paid at one and one-half (1-1/2) times the employee's base rate of pay.

Holidays: 12 set and 3.5 floating.

Those employees on a shift schedule will earn sevensix (67) twenty-four (24) hour shifts per year as holidays plus one point seven-five (1.75) shifts of floating holidays. Holidays accrue at the beginning of each calendar year; floating holidays accrued at the beginning of the fiscal year. Employees on a shift schedule may cash out up to ninety-six (96) hours of holiday leave per fiscal year.

Effective the pay period inclusive of November 4, 2025, shift personnel assigned to work on a City designated holiday shall receive one and one-half (1-1/2) times their straight time base hourly rate of pay for a maximum of sixteen (16) hours per shift.

Longevity Effective the pay period inclusive of November 4, 2025, all represented Employees shall receive the following longevity increases:
• After a total of fifteen (15) years of service, an additional one percent (1%) of their base rate of pay in the first full pay period after completion of fifteen (15) years is verified (i.e., beginning at the 16th year).
• After a total of twenty (20) years of service, an additional two and one-half percent (2.5%) of their base rate of pay in the first full pay period after completion of twenty (20) years is verified (i.e., beginning at the 21st year). • After a total of twenty-five (25) years of service, an additional four percent (4%) of their base rate of pay after completion of twenty (25) years is verified (i.e., beginning of the 26th year).

The cumulative maximum longevity pay is seven and one-half percent (7.5%) after completion of the 25th year.

Employees may have prior years of qualifying service included in their City years of service to count toward their longevity tier if they previously worked as a full-time paid Firefighter/EMT or above. Prior years of service must be verified by submitting employment documentation outlining previous dates of employment. Additional documentation may be requested if necessary.

Management Leave: Employees on a 40-hour schedule shall receive eighty (80) hours and employees on a shift schedule shall receive one hundred and twenty (120) hours per fiscal year 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.

Medical & Dental After
Retirement:

For employees Retired Prior to July 1, 2025and retirees hired on or before 6/30/2019:

City pays for CalPERS medical plan premiums up to $800 per month. Dental and Vision paid by the retiree. Vision is offered for 18 months (COBRA). 130
City of West Sacramento
Benefits Summary
West Sacramento Battalion Chief's Assn.
11/04/2023 2025 – 118/431/20252028

Employees first hired by the City before June 30, 2019 and Retired After July 1, 2025 Pursuant to provisions of the CalPERS Health Insurance Program, the City shall pay up to $800 per month for employees retired on the CalPERS Retirement Program. Dental insurance coverage may continue upon retirement, at the retiree’s own expense. Vision insurance is only available for eighteen months, per COBRA, and is at the retiree’s own expense.

Effective the pay period inclusive of November 4, 2025, the Association shall establish a MERP (Medical Expense Reimbursement Plan) account for the benefit of qualified employees under this section. Beginning the payroll period subsequent to the Association notifying the City in writing that the MERP account set up is complete, the City shall deposit one hundred dollars ($100) per month per qualifying employee into the MERP.

An additional monthly contribution to the MERP by employee payroll deduction can be established at the determination of the Association. Such deduction must apply to all employees. The Association may set or adjust an employee contribution amount annually by November 15, to be effective the first pay period in February of the following year.

The City shall have no administrative responsibilities for the MERP account other than ensuring the appropriate contributions are made to the fund each payroll period.

Those employees who are promoted into the Association from FFA who received contributions to the MERP while active in FFA will be eligible to continue to participate in the plan.

For employees hired on orby the City after 7/1/2019: 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 (RHS) account:
• From zero (0) to five (5) years of service: Twenty-five ($25) per month. • After completion of five (5) years of continuous service with the City:, One hundred dollars ($100.00) per month.
• After completion of ten (10) years of continuous service with the City: One hundred and fifty dollars ($150.00) per month.
• After completion of twenty (20) years of continuous service with the City: Two hundred dollars ($200.00) per month to be deposited into their RHS account.

Effective the first pay period after ratification and approval by the City Council, employees may have prior years of qualifying service included in their City years of service to count toward their accrual tier if they previously worked as a full time paid Firefighter/EMT or above. Prior years of service must be verified by submitting employment documentation outlining previous dates of employment.

Additional documentation may be requested if necessary.

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

Employees will fall under the medical retirement tier based on original date of hire as a regular employee.
131
City of West Sacramento
Benefits Summary
West Sacramento Battalion Chief's Assn.
11/04/2023 2025 – 118/431/20252028

Medical, Dental, Vision & Life
Insurance:

Health plans offered through CalPERS. Dental plan is Delta Dental. Vision plan is Vision Service Plan. 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.

The employer contributed cafeteria plan amounts for employees to apply toward health benefits (medical, dental and vision) shall be as listed below. At a minimum, the employee must purchase dental, vision and life insurance at the employee only level. • Employee Only: City will pay up to actual premium amount of medical, dental, and vision, not to exceed $905 per month.
• Employee Plus One: City will pay up to actual premium amount of medical, dental, and vision, not to exceed $1,358 per month.
• Employee Plus Two or More: City will pay up to actual premium amount of medical, dental, and vision, not to exceed $1,773 per month. • In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective pay period inclusive of January 1, 2024:
• 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.

Effective pay period inclusive of January 1, 2025:
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,175 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 $1,922 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 $2,477 per month.
• In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective the pay period inclusive of January 1, 2026:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,234 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 $2,018 per month. 132
City of West Sacramento
Benefits Summary
West Sacramento Battalion Chief's Assn.
11/04/2023 2025 – 118/431/20252028

 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 $2,601 per month.
 In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective the pay period inclusive of January 1, 2027.
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,296 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 $2,119 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 $2,731 per month.
 In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective the pay period inclusive of January 1, 2028:
 Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,361 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 $2,225 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 $2,868 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 7/1/19: Employees who choose to opt out of any of the City’s medical plans and show proof of enrollment in another group medical plan 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.

Employees hired after 7/1/19: Employees who choose to opt-out of any of the City’s medical plans (opt out) and show proof of health care coverage shall receive four hundred and seventy-five dollars ($475). In addition, the City will pay 100% of the premiums for basic dental and vision up to the Employee Only rate. Employees can purchase up to the Employee Plus Two or More rate with the opt-out funds.

Medicare Tax: 1.45%
Mutual Aid and Other
Responses
Employees shall be paid at the rate of time and one-half (1.5) their base rate of pay, based on either a 40 hour or 56-hour work schedule, depending on the employee's normal assigned work week, for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services outside of their regular working hours.

Employees shall be paid at the rate of time and one-half (1.5) their base rate of pay, based on a 56- hour work week (2912 hours worked per year rather than 2080 hours), in the event of an unusual or prolonged emergency situation within the City of West Sacramento outside their regular working hours as approved by the City Manager. 133
City of West Sacramento
Benefits Summary
West Sacramento Battalion Chief's Assn.
11/04/2023 2025 – 118/431/20252028

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), the retirement formula shall be 2.7%@57.

Employees shall have a member contribution rate of fifty percent (50%) of the total normal cost rate on a pre-tax basis.

For employees hired on or after December 15, 2012, and before January 1, 2013 or Classic members as defined by CalPERS, the second-tier retirement formula shall be 3%@55.

Employees shall pay the entire 9% of their employee CalPERS contribution on a pre-tax basis.

For employees hired before December 15, 2012, the retirement formula shall be 3%@50.

Employees shall pay the entire 9% of their employee CalPERS 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 3% @ 55 plan, in accordance with PEPRA.

Effective November 4, 2023, all employees shall pay an additional one percent (1%), of PERSable compensation towards the employer share of CalPERS retirement pursuant to PERS Code Section 20516.

Safety Equipment: Department issued.

Salary Increases: Effective the pay period inclusive of November 4, 2025, the classification of Battalion Chief shall receive a general salary increase of nine percent (9.0%).

Effective the pay period inclusive of November 4, 2025, the classification of Battalion Chief shall receive an additional equity adjustment of six percent (6.0%).

Effective the pay period inclusive of July October 1, 2026, the classification Battalion Chief shall receive a general salary increase of four and one-half percent (4.5%).

Effective the pay period inclusive of September 1, 2027, the classification Battalion Chief shall receive a general salary increase of four and one-half percent (4.5%).

Effective November 4, 2023, the classification of Battalion Chief shall receive a general salary increase of three percent (3.0%).

Effective November 4, 2023, the classification of Battalion Chief shall receive an additional equity adjustment of three percent (3.0%).

Effective the pay period inclusive of July 1, 2024, the classification Battalion Chief shall receive a general salary increase of three percent (3.0%).

Sick Leave: 12 days per year (144 hours per year for those employees on a shift schedule). Unlimited accumulation. Up to 50% payoff of hours 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 upon layoff or death.

Strike Team/Overhead
Deployments
Employees assigned to a reimbursable strike team/overhead deployments (Line EMT, PIO, Overhead or other recognized positions) shall receive a ten percent (10.0%) differential for any reimbursable incident. The differential shall apply from the time of 134
City of West Sacramento
Benefits Summary
West Sacramento Battalion Chief's Assn.
11/04/2023 2025 – 118/431/20252028

deployment to the employee's return from the deployment. USAR deployments are excluded from this pay differential.

Training Specialty Assignment: Employees who are routinely and consistently assigned to train employees shall receive an additional five percent (5.0%) of base pay during the term of their assignment.

Uniform Allowance: 1% of base salary.

Vacation: 1-5 years = 6 shifts; 6-10 years = 9 shifts; 11+ years = 12 shifts. 1 - 24 hour shift = 2 - 8 hour days of vacation.

Maximum accumulation to 19 yrs. = 296 hours (shift employees = 444); maximum accumulation over 20 yrs. = 356 hours (shift employees = 534). Total payoff at separation.

Employees will be eligible to sell back unused accrued vacation hours annually in the second pay period of January each calendar year.

To qualify to participate in the vacation sell back program, the employee must use a minimum of 40 hours of accrued leave time (not including sick leave or paid holiday) in the preceding calendar year, and submit a request form by December prior to the sell back.

If qualified, employees can sell back up to 80 hours (shift employees = 120 hours) of accrued vacation time each calendar year.

Employees may have prior years of qualifying service included in their City years of service to count toward their accrual tier if they previously worked as a full time paid Firefighter/EMT or above.

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.
135
City of West Sacramento
Benefits Summary
SAFETY MANAGEMENT GROUP*
Revised: 810/615/2025
Auto Allowance: None
Bereavement and
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.

Career Enhancement &
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 per Admin Policy II-E-01.

Deferred
Compensation:

Voluntary
Educational Incentive
Program
For the position of Deputy Fire Chief: 2% for an Associate’s Degree, OR 5% for a Bachelor’s Degree; AND Five percent (5%) of base rate of pay annually for a Master’s Degree or above from an accredited program related to the employee’s field of work upon verification by supervisor/Department Head and Human Resources; AND three and one-half percent (3.5%) of base rate of pay for possession of a Chief Officer certificate issued by the California State Fire Marshal's Office. Maximum incentive is 1013.5%.

Deputy Police Chief: 4% for POST Management Certificate AND additional one percent 1% for completion of a professional development course that is pre-approved by the Police Chief; AND five percent (5%) of base rate of pay for completion of the POST Executive Development course; AND five percent (5%) of base rate of pay annually for a Master’s Degree or above from an accredited program related to the employee’s field of work upon verification by supervisor/Department Head and Human Resources. Maximum incentive is 15%.

Emergency Call Back: Emergency Call Back will be paid at the straight-time rate. includes responses pursuant to automatic aid agreements and to responses to agencies within Yolo County. (See also “Mutual Aid and Other Responses” below.)
Holidays: 12 set and 3.5 floating.

At the end of each fiscal year, any unused accrued holiday time, up to 80 hours shall be paid out to employees in the last pay period of the fiscal year.

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

Management Leave: 80 hours per fiscal year – prorated depending on date of hire (see Internal Procedures). No accumulation.

Medical, Dental and
Vision After Retirement:

Employees will fall under the medical retirement tier based on original date of hire as a regular employee.

If employee was rehired, prior years of city service from original date of hire as a regular employee, will count towards total years of city service.

For employees and retirees hired before 7/1/2019: City pays for CalPERS medical plan premiums up to $800 per month. Dental and Vision paid by the retiree. Vision is offered for 18 months (COBRA). Should the retiree not elect to participate in dental after retirement or cancels coverage, they cannot re-elect coverage during open enrollment.

Effective after Council adoption in FY 25/26 and during the payroll period subsequent to the City’s adoption of a new Retiree Health Savings (RHS) plan for employees first hired before July 1, 2019 and active and time of Council adoption, City will contribute one-hundred dollars ($100) per month per qualifying employee into the RHS account.

For employees hired after 6/30/2019: 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). 136
City of West Sacramento
Benefits Summary
Safety Management Group

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.

Deputy Fire Chiefs hired after November 4, 2025 who previously held a Firefighters’ Association (FFA) or Battalion Chiefs’ Association (BCA) classification
A classification under FFA or BCA required to contribute to an IAFF Medical Expense Reimbursement Plan (MERP) by employee payroll deduction while active in BCA and/or FFA shall, upon promotion to Deputy Fire Chief, continue to participate in the plan with mandatory employee payroll deductions only, in the same amount as required in the MOUs between the City and FFA and/or the City and BCA, as applicable.

Deputy Police Chiefs who previously held a Police Officer’s Assocation or Police Manager’s Assocation classification and retired after January 1, 2022:

For employees and retirees hired by the City 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. 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 by the City 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.

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.
137
City of West Sacramento
Benefits Summary
Safety Management Group

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.

Medical, Dental, Vision,
Life and LTD Insurance:

Medical plans are offered through the CalPERS medical program (PEHMCA) using the unequal, minimum contribution methodology. 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. Premium paid for by employee.

The employer contributed 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.

Effective pay period inclusive of January 1, 2025:
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,175 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 $1,922 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 $2,477 per month.

Effective the pay period inclusive of January 1, 2026:
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,234 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 $2,018 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 $2,601 per month. • In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Effective the pay period inclusive of January 1, 2027:
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,296 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 $2,119 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 $2,731 per month. 138
City of West Sacramento
Benefits Summary
Safety Management Group

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

Effective the pay period inclusive of January 1, 2028:
• Employee only: City will pay up to actual premium amount of medical, dental, and vision for employee only, not to exceed $1,361 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 $2,225 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 $2,868 per month. • In no event shall the City contribution exceed 100% of the selected plan premium cost including dental and vision.

Medical Opt Out: City will pay $865 per month upon showing proof of other group medical coverage, but employee must purchase dental, vision and life at the employee-only level. Remainder may be diverted to supplemental salary according to the procedures governing cafeteria plans as established by law. 401(a) Money Purchase
Plan:

City contributes 3% of the employees hourly rate of pay.

Mutual Aid and Other
Responses:

Employees will receive overtime at the rate of time and one-half for mutual aid response through the California Mutual Aid System and for call-out and response through the California Office of Emergency Services. The City Manager may also request additional authority from the City Council for payment of overtime at time and onehalf in the event of an unusual or prolonged emergency situation within the City of West Sacramento.

Retirement (Fire): For employees hired on or after January 1, 2013, who are new CalPERS members, the retirement formula will be

2.7% @ 57 in accordance with the Public Employees’ Pension Reform Act of 2013 (PEPRA) and includes 3 year final comp; Unused Sick Leave Credit. Employees shall have a member contribution rate of fifty percent (50%) of the total normal cost rate.

For employees hired on or after December 15, 2012, or who are current CalPERS members, 3% @ 55 plan.

Includes 3 year final comp; Unused Sick Leave Credit. The employee pays entire 9% of employee’s contribution.

For employees hired before December 15, 2012, 3% @ 50 with final year highest comp, enhanced non-industrial disability, 1959 Survivor's Benefit (3rd level), and Unused Sick Leave CreditThe employee pays entire 9% of employee’s contribution.

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

Retirement (Police): For employees hired on or after January 1, 2013, who are new CalPERS members, the retirement formula will be

2.7% @ 57 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. Employees shall have a member contribution rate of fifty percent (50%) of the total normal cost rate.

For employees hired on or after October 8, 2011, or who are current CalPERS members, 3% @ 55 plan. Includes highest thirty-six months for final compensation determination and Unused Sick Leave Credit. The employee pays the entire 13.325% employee contribution.

For employees hired before October 8, 2011, 3% at 50 plan with final year highest comp Unused Sick Leave Credit and 1959 Survivor’s Benefit (3rd Level). The employee pays the entire 13.325% employee contribution.

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: Salary range increases due to Equity Adjustments:
• FY 25/26: Effective first pay period after Council adoption:
139
City of West Sacramento
Benefits Summary
Safety Management Group

POSITION INCREASE
DEPUTY POLICE CHIEF 5.00%
General Salary Increase:
 FY 25/26: Effective first pay period after Council adoption – 5.00% GSI.  FY 26/27: Pay Period Inclusive of July 1, 2026 – 5.00% GSI.  FY 27/28: Pay Period Inclusive of July 1, 2027 – 5.00% GSI.

Retroactivity of FY 25/26 GSI: Effective the first pay period after approval by the City Council, employees will receive a one-time, non-PERSable lump sum equivalent payment of the base pay general salary increase adjustments retroactive to pay period inclusive of July 1, 2025.

One-Time Lump Sum Payments:
 FY 25/26: A one-time, non-PERSable lump sum payment of 2% of annual base salary paid the first pay period after Council adoption.
 FY 26/27: A one-time, non-PERSable lump sum payment of 2% of annual base salary paid in the pay period inclusive of July 1, 2026.
 FY 27/28: A one-time, non-PERSable lump sum payment of 2% of annual base salary paid in the pay period inclusive of July 1, 2027.

Sick Leave: 12 days per year. Unlimited accumulation and no payoff. However, an employee shall be paid one-half of the value of their accumulated sick leave upon layoff or death based upon their salary at the time of termination. At retirement, employee may choose to have up to 50% of the value of their accumulated sick leave paid out in cash or have up to 100% of unused sick leave reported to CalPERS as service credit.

Stand-By Pay: $2.75 per hour. (For Fire personnel only) Unfunded Liability Employee contributes $10 per month to be used to reduce the unfunded liability for retiree medical.

Uniform Allowance: 1% of base salary.

Vacation: 1-5 yrs = 10 days; 6-10 yrs = 15 days; 11-19 yrs = 20 days; 20+ yrs - 25 days. Maximum accumulation to 19 yrs = 296 hours; maximum accumulation to 20 yrs = 356 hours. Total payoff at separation.

Employees will be eligible to sell back unused accrued vacation hours annually in the second pay period of January each calendar year.

To qualify to participate in 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 prior to the sell back.

If qualified, employees can sell back up to 80 hours of accrued vacation time each calendar year.

Deputy Police Chief 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; Deputy Fire Chief may have prior years of qualifying service included in their City years of service to count toward their accrual tier if they previously worked as a full time paid Firefighter/EMT or above. Prior years of service must be verified by submitting employment documentation outlining previous dates of employment. Additional documentation may be requested if necessary.
140
City of West Sacramento
Benefits Summary
Safety Management Group

If employee was rehired, prior years of city service from original date of hire as a regular employee, will count towards total years of city service.

Employees in this group should refer to the City Personnel Rules for further information on personnel practices, and terms and conditions of employment.
*Safety Management is part of the Management employee group. Positions include Deputy Police Chief and Deputy Fire Chief. This benefit summary was prepared for ease of benefit administration.
141
RESOLUTION 25-113

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF WEST SACRAMENTO ADOPTING AMENDMENTS TO THE BUDGET FOR FISCAL YEAR 2025/26 WHEREAS, the City Council adopted the biennial Operations and Maintenance (O&M) budget for Fiscal Year 2025/26 on June 18, 2025; and
WHEREAS, due to increasing demands on City Manager’s Office staff, staff proposes to add one full-time Administrative Analyst position and one full-time Program Technician position; and
WHEREAS, the total ongoing cost for the Administrative Analyst position is $176,000 annually, prorated to $116,667 for FY 2025/26, accompanied by $6,500 in one-time costs, borne by the General Support Services Fund (Fund 104); and
WHEREAS, the total ongoing cost for the Program Technician position is $100,500 annually, prorated to $67,167 for FY 2025/26, accompanied by $6,500 in one-time costs, borne by the General Support Services Fund (Fund 104); and
WHEREAS, due to the salary and benefit compaction created from the recent approval of increased salary and benefits for the Battalion Chief classification, staff is proposing to add to the Safety Management Benefit Summary an incentive benefit for the Deputy Fire Chief of three and one-half percent (3.5%) of base rate of pay for possession of a Chief Officer certificate issued by the California State Fire Marshal's Office; and
WHEREAS, the cost of the additional incentive for the Deputy Fire Chief is $12,156 annually to the General Fund. For FY 2025/26, the cost is prorated to cost $8,610 for the remainder of the fiscal year; and
WHEREAS, the proposed additions and changes require budget amendments to fund the revisions in FY 2025/26; 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 the adjustments to the FY 2025/26 budget as provided below:

SOURCES
$ 73,667 104-9026-4990 Comm Relations Transfers In
$ 124,167 104-9016-4990 City Manager Transfers In
$ 8,610 101-0000-3110 General Fund FB
$ 206,443 TOTAL SOURCES
USES
$ 66,667 104-9026-5111 Program Tech I/II Salary and Benefits $ 6,500 104-9026-5251 Program Tech I/II Office Expenses (One-Time) $ 500 104-9026-5258 Program Tech I/II Training and Travel 142
Resolution 25-113