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Town of Yountville
Staff Report
6550 Yount Street
Yountville, CA 94599
Agenda Item #: 8H
Yountville Town Council Staff Report
DATE: June 17, 2025
TO: Mayor and Town Council
FROM: Ashley Ray, Human Resources Analyst
PREPARED BY: Ashley Ray, Human Resources Analyst
RECOMMENDATION
Adopt Resolution Number 25-4368 of the Town Council adopting the side letter of agreement between the Town of Yountville and the Yountville Employee Association Mid Management and Professional Unit (MMP) Revising the July 1, 2022 – June 30, 2027 Town of Yountville and MMP Memorandum of Understanding (MOU), Section 3 (Salaries and Other Compensation), Subsections A and B (Management Incentive Pay and Confidential Pay under Other Pays) and Section 9 (Leaves), Administrative Leave.
DISCUSSION/BACKGROUND
The current Memorandum of Understanding (MOU) with the Yountville Employee Association Mid-Management and Professional Unit (MMP), covering the period from July 1, 2022, through June 30, 2027, was previously negotiated and approved. Since the MOU’s implementation, several classifications have been added and removed from the MMP unit. The Town and MMP agree that these changes in the MMP unit have created the need to clarify specific provisions within the MOU.
In particular, updates are necessary to the Management Incentive Pay and Confidential Pay provisions to ensure they accurately reflect the current classification structure included in the MMP unit. Additionally, revisions to the Administrative Leave section are proposed to align with current practices regarding eligibility and the payout of Administrative Leave.
The proposed changes have been included for review and consideration as part of this report.
The current language in Section 3 – Salaries and Other Compensation, Subsections A and B of the MOU is as follows:
Other Pays
A) Management Incentive Pay
Employees in the classifications of Town Clerk, Financial Analyst I/II and Management Analyst I/II shall receive five percent (5%) of their base pay for management incentive pay, when assigned in writing to perform duties managing a designated administrative program(s) and/or managing associated staff as a unique nature of their job.
B) Confidential Pay
Employees in the classifications of Town Clerk, Financial Analyst I/II and Management Analyst I/II shall receive five percent (5%) of their base pay for confidential pay when assigned in writing to perform duties 400733.1
which require them to utilize, access and process confidential information in the performance of their required job duties.
Proposed new language in Section 3 – Salaries and Other Compensation, Subsections A and B of the MOU :
Other Pays
A) Management Incentive Pay
Eligible employees shall receive five percent (5%) of their base pay for Management Incentive Pay, when assigned in writing by the employee’s direct supervisor to perform duties managing a designated administrative program(s) and/or managing associated staff as a unique nature of their job, beyond the typical scope of duties for the employee’s position. The written assignment of management duty must explicitly state that the employee will receive management incentive pay for the assignment. The determination of what constitutes the performance of duties managing a designated administrative program(s) and/or managing associated staff so as to earn Management Incentive Pay shall be at the sole discretion of the employee’s direct supervisor.
B) Confidential Pay
Employees in the classifications of Information Systems Administrator, Human Resources Analyst/Administrator, and Financial Analyst I/II shall receive five percent (5%) of their base pay for Confidential Pay when assigned in writing by the employee’s direct supervisor to perform duties which require them to utilize, access and process confidential information in the performance of their required job duties. The written assignment of confidential duty must explicitly state that the employee will receive confidential pay for the assignment. Examples of such information are:
a) Bargaining/negotiating information and data including labor negotiation strategies, positions, and proposals not yet publicly disclosed.
b) Employee personnel data and sensitive information such as performance evaluations, disciplinary records, and medical data.
c) Information of a confidential nature including position, salary and benefit information that is confidential until finalized or approved.
d) System access control management, including the responsibility of configuring user permissions and access levels across the network and ensuring that confidential business communications are protected from unauthorized access.
The determination of what constitutes the performance of duties which require the employee to utilize, access and process confidential information so as to earn Confidential Pay shall be at the sole discretion of the employee’s direct supervisor.
The current language in Section 9 – Leaves, Administrative Leave of the MOU is as follows:
Administrative Leave
The following job positions are classified as FLSA exempt based on results of salary survey comparison and industry standard. Positions are eligible for up to 80 hours of administrative leave in-lieu of overtime eligibility at Town Manager’s discretion. Administrative leave hours are not cumulative and must be used by the end of each fiscal year. Employee is eligible to cash out 50% of administrative leave balance, (i.e., balance of 22 hrs. = 11 hrs. payout) prior to close of fiscal year.
Assistant/Associate Planner 80
Community Facilities Supervisor/Manager 80
Management Analyst I/II 80
Public Works Supervisor/Manager 80
Recreation Supervisor/Manager 80
Utility Operations Supervisor/Manager 80
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Town Clerk I/II 80
Engineering Technician 80
Financial Analyst/Accountant 80
Proposed new language for Section 9 – Leaves, Administrative Leave of the MOU:
Administrative Leave
Job positions that are classified as FLSA exempt based on the Fair Labor Standards Act shall receive, each year on July 1, 80 hours of administrative leave in-lieu of overtime eligibility. FLSA exempt employees hired after the beginning of the fiscal year will have such administrative leave pro-rated based on the start date for the year of hire. Administrative leave hours may not be carried forward to the following year. The administrative leave balance remaining at the close of the fiscal year or the termination of employment is cashed out at the employee’s current FLSA regular rate of pay at the close of the fiscal year or the termination of employment.
ENVIRONMENTAL REVIEW
Exempt per California Environmental Act (CEQA) Guideline, Section 15061(b)(3)
FISCAL IMPACT
Is there a Fiscal Impact? No
Is it Currently Budgeted? Yes
Where is it Budgeted? General Fund, Multiple Departments Is it Mandatory or Discretionary? Discretionary
Is there a Staff Resource Impact? Nominal
STRATEGIC PLAN GOAL
Is item Identified in Strategic Plan? Yes
If yes, Identify Strategic Goal and Objective. Exceptional Town Services and Staff: The Town supports its talented staff who deliver high quality municipal programs and services while maintaining public infrastructure for the benefit of the community.
ATTACHMENTS
1. Resolution No. 25-4368
2. Memorandum of Understanding (July 1, 2022 – June 30, 2027)
3. Side Letter of Agreement between the Town of Yountville and the Yountville Employee Association MidManagement and Professional Unit for the July 1, 2022 – June 30, 2027, Memorandum of Understanding.