The City has adopted a Reasonable Accommodations Policy that provides a procedure for receiving and resolving requests for accommodation to participate in this meeting. Please visit yubacity.net ADA & Accessibility Resources page. If you need assistance in order to attend the City Council meeting, or if you require auxiliary aids or services, e.g., hearing aids or signing services to make a presentation to the City Council, the City is happy to help. Accommodations should be requested as early as possible as additional time may be required in order to provide the requested accommodation; 72 hours in advance is suggested. Please contact City offices at (530) 822-4817 or (TTY: 530-822-4732), so such aids or services can be arranged. Requests may also be made by email at [email protected] or [email protected] or mail City Clerk, 1201 Civic Center Blvd, Yuba City, CA 95993.
AGENDA
NOVEMBER 7, 2023
REGULAR MEETING
CITY COUNCIL
CITY OF YUBA CITY
5:45 P.M. CLOSED SESSION
SUTTER ROOM/VIRTUAL
6:00 P.M. REGULAR MEETING
COUNCIL CHAMBERS/VIRTUAL
MAYOR ● Wade Kirchner
VICE MAYOR ● Shon Harris
COUNCILMEMBER ● Marc Boomgaarden
COUNCILMEMBER ● Michael Pasquale
COUNCILMEMBER ● Dave Shaw
CITY MANAGER ● Diana Langley
CITY ATTORNEY ● Shannon L. Chaffin
1201 Civic Center Blvd
Yuba City CA 95993
Wheelchair Accessible
AGENDA
REGULAR MEETING
CITY COUNCIL - CITY OF YUBA CITY
NOVEMBER 7, 2023
5:45 P.M. CLOSED SESSION
SUTTER ROOM/VIRTUAL
6:00 P.M. REGULAR MEETING
COUNCIL CHAMBERS/VIRTUAL
Materials related to an item on this Agenda submitted to the Council after distribution of the agenda packet are available for public inspection in the City Clerk’s office at 1201 Civic Center Blvd., Yuba City, during normal business hours. Such documents are also available on the City of Yuba City’s website at www.yubacity.net, subject to staff’s availability to post the documents before the meeting.
The Council Chambers will be open for public attendance and participation. The meeting will also be live streamed for public viewing, but not participation, at the following link:
https://yubacity-net.zoom.us/webinar/register/WN_XBTD6TnTSxOiObKvor3QVg. Emailed comments sent to [email protected] at least 24 hours before the meeting will be distributed to the City Council prior to the meeting. Please identify the Agenda item(s) addressed by the comments.
Public Comment:
Any member of the public wishing to address the City Council on any item listed on the closed session agenda will have an opportunity to present testimony to the City Council in the Council Chamber prior to the City Council convening into closed session. Comments from the public will be limited to three minutes. No member of the public will be allowed to be present once the City Council convenes into closed session.
Closed Session
A. Conference with Legal Counsel – Existing Litigation (Government Code, § 54956.9(d)(1)) Name of Case(s): Bryn Roebuck Kunde
Claim No. 0696610146
Regular Meeting
Call to Order
Roll Call
__ Mayor Kirchner
__ Vice Mayor Harris
__ Councilmember Boomgaarden
__ Councilmember Pasquale
__ Councilmember Shaw
Invocation/Inspiration
Pledge of Allegiance to the Flag
City Attorney's Report on Closed Session Items, City Attorney Shannon Chaffin Agenda Modifications/Approval of Agenda
Ceremonial Presentations
1. 100 Year Birthday Proclamation for Past Yuba City Fire Chief William Burke
2. Veterans Appreciation Proclamation
3. Moose Lodge 75 Year Anniversary Proclamation
4. Small Business Saturday Proclamation
5. Yuba Sutter Chamber of Commerce New Executive Director, Janell Willis Introduction
6. New Local Homeless Action Plan and Point in Time Count Presentation
7. Homelessness Awareness Month Proclamation
Public Communication
8. Appearance of Interested Citizens
You are welcome and encouraged to participate in this meeting. Public comment is taken on action items appearing on the Consent Calendar or Business Items on the Agenda when they are called. Public comment on any other items within the scope of the City’s jurisdiction, including items not listed on the Agenda will be considered at this time. Public comment is limited to three minutes per speaker. Members of the public submitting written requests at least 24 hours prior to the meeting will be allotted five minutes to comment per speaker. Repetitive comments may be limited, and large groups are encouraged to select representatives to express the opinions of the group.
Consent Calendar
All matters listed under Consent Calendar are considered to be routine and can be enacted in one motion. There will be no separate discussion of these items prior to the time that Council votes on the motion unless members of the City Council request specific items to be discussed or removed from the Consent Calendar for individual action.
9. Minutes from the October 17th, and 18th, 2023 meeting Recommendation: Approve the minutes from the October 17th, and 18th, 2023 meeting
10. Yuba City Firefighters' Local 3793 (Local 3793) Memorandum of Understanding (MOU)
Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Local 3793
B. Authorizing the Finance Director to amend the salary schedule C. Authorizing the Finance Director to prepare a supplemental appropriation in the amount of $1,107
11. Yuba City Fire Management (FM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Yuba City Fire Management
B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare a supplemental appropriation in the amount of $27,831
12. Police Mid-Managers (PMM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Police Mid-Managers
B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $46,459
13. Police First Level Managers (PFLM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Police First Level Managers
B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $55,004
14. First Level Managers (FLM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with First Level Managers
B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $61,847
15. Mid-Managers (MM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Yuba City's Mid-Managers bargaining unit
B. Authorizing the Finance Director to amend the salary schedule and perform the necessary budget adjustments
C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $42,846
16. Confidential Resolution
Recommendation: Adopt a Resolution:
A. Approving the Resolution with the Confidential Employees B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $6,951
17. Department Head Salary Schedule
Recommendation: A. Adopt a Resolution authorizing the Finance Director to amend the salary schedule effective July 15, 2023
B. Adopt a Resolution authorizing the City Manager to negotiate any salary changes with department heads
C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $28,221
18. Fiscal Year 2024-2025 Waste Tire Enforcement Grant Application Recommendation: Adopt a Resolution authorizing Yuba County, as the Lead Agency of the Yuba-Sutter Local Enforcement Agency, to
perform Waste Tire Enforcement activities on behalf of the City of Yuba City and submit a Collaborative Application for the Waste Tire Enforcement Grant to CalRecycle for Fiscal Year 2024-25
19. Personal Protective Equipment Extractors
Recommendation: Adopt a Resolution:
A. Authorizing the sole source purchase of three soft-mount Personal Protective Equipment (PPE) Extractors from AllStar Fire Equipment Inc. in the amount of $17,310.78, with the finding that it is in the best interest of the City
B. Authorizing the Finance Director to transfer $17,310.78 from account 1305-62701 into account 2310-64206
20. Consideration of a Development Agreement for the Sohal Ranch Tentative Subdivision Map (TSM) 22-02 and the associated Mitigated Negative Declaration Recommendation: Adopt an Uncodified Ordinance of the City Council of the City of Yuba City approving Environmental Assessment 22-06 by
Adopting a Mitigated Negative Declaration prepared for Tentative Subdivision Map (TSM) 22-02, Sohal Ranch Subdivision and approving a Development Agreement between the City of Yuba City and the Balbir Sohal Family Trust, for the Sohal Ranch Subdivision (TSM 22-02), on 41.36 acres located at the
southeast corner of Lincoln Road and George Washington
Boulevard (Assessor’s Parcel Numbers 065-010-005 And 065- 010-006), and waive the second reading
21. Sutter Butte Flood Control Agency Letter of Support for the Yuba City Sediment Removal Project
Recommendation: Authorize the Mayor to submit a Letter of Support for the Sutter Butte Flood Control Agency Yuba City Sediment Removal
Project
22. Community Sponsorship
Recommendation: Consider the sponsorship request from the Sutter County Community Memorial Museum Association, and if approved:
A. Adopt a Resolution to approve a monetary sponsorship request from the Sutter County Community Memorial Museum Association of $1,000.00 for sponsorship of the Annual Trees & Traditions fundraiser event
23. Consideration of 763 Reeves Ave Public Convenience or Necessity Request Recommendation: Adopt a Resolution making a finding of public convenience or necessity for the transfer of a Type 20 (Off-Sale Beer & Wine) Alcoholic Beverage Control (ABC) License at the northeast corner of Cooper Ave and Reeves Ave (763 Reeves Ave)
24. Water Treatment Plant Backwash Flowmeter
Recommendation: Approve a Capital Acquisition of an Endress Hauser clamp-on flowmeter for the backwash valve at the Water Treatment Plant
25. Appointments to the City of Yuba City Youth Commission Recommendation: Approve the Recommendations for Appointments to the Youth Commission
26. Proposition 1 Integrated Regional Water Management Round 1 Grant Project 5 (Environmental Document Approval)
Recommendation: Adopt a Resolution adopting a CEQA Class 1 Categorical Exemption for the Proposition 1 Integrated Regional Water Management Round 1 Grant Project 5 – Trash Capture Device in Gilsizer Slough Project (21-18)
27. Didar S. Bains Park - Storm Drain Connection
Recommendation: Adopt a Resolution which takes the following actions:
A. Adopts a CEQA Class 4 Categorical Exemption
B. Awards a construction contract to North Star Construction and Engineering, Inc. in the amount of $127,676.39 through
Sourcewell Contract No. CA-R3-GS02-123021-NSC, with the finding that it is in the best interest of the City
C. Authorizes the City Manager to execute all necessary documents related to the project
Business Items
28. Public Hearing No. 1 for Updating of City Councilmember District Boundaries for Annexed Property
Recommendation: A. Receive a report from staff on the redistricting process and permissible criteria to be considered to redraw district
boundaries; and
B. Conduct a Public Hearing to receive public input on district boundaries to account for property annexed to the City
29. Laboratory Fee Schedule Update
Recommendation: Adopt a Resolution amending the Schedule of Fees and Charges for City Services to update the fees for laboratory services for Fiscal Year 23/24
30. 2024 City Council Meeting Calendar
Recommendation: Cancel the January 2 and August 6, 2024 Regular Council Meetings and provide for Special Workshops to be scheduled as needed
Future Agenda Items
31. Future Agenda Items
- Councilmember Pasquale
- Councilmember Boomgaarden
- Councilmember Shaw
- Vice Mayor Harris
- Mayor Kirchner
Reports and Communications
The following reports and communication items are provided for the Council’s information. No action can be taken on items under this section unless the Council agrees to include it on a subsequent agenda
32. City Manager's Report
33. City Council Reports
Adjournment
Proclamation
of the City Council
Celebration of 100 Years of Life
Retired Fire Chief William E. Burke
WHEREAS, William E. Burke was born November 2, 1923, in Roswell, New Mexico, the 7th of 11 siblings; and
WHEREAS, in 1941 he graduated from Lynwood High School in Southern California and enlisted in the Army Air Corps in November of 1942, serving during World War II; and WHEREAS, also in 1942 he married his high school sweetheart Margie, and they had 4 children, and currently have 10 grandchildren – two of which are carrying on the tradition of firefighting; and WHEREAS, in 1945 he left the Army and relocated back to Southern California and in 1946 he began his fire service career. He was quickly promoted to Captain, the youngest to do so in Southern California at the time and worked in Southern California until 1964; and WHEREAS, in 1964 he became Yuba City’s Fire Chief and immediately strengthen the professionalism at the Yuba City Fire Department; and
WHEREAS, Fire Chief William Burke served the Yuba City Community from 1964 and retired in 1980.
Here are some of his accomplishments:
o 1966 - Assisted in implementing the Fire Science Degree Program at Yuba College o Lead the effort for the design and development of the training tower at Fire Station 1 o Was instrumental in acquiring the land and building Fire Station 2 located on Gray Avenue which opened in 1979
o Upgraded fire engines, personnel, training and equipment to keep up with always changing hazards, implemented pre-hospital emergency medical care services delivered by YCFD; and WHEREAS, Chief Burke was also very involved with community organizations such as Local Red Cross, American Legion Post 705 – Boy Scout Liaison, Rotary Club and the Lion’s Club; and WHEREAS, on this centennial celebration of Chief William Burke’s birthday, the City of Yuba City would like to acknowledge his invaluable contributions to the Yuba City Fire Department and the City of Yuba City. His involvement, professionalism and leadership were exemplary and set the stage for the life safety services provided by the Yuba City Fire Department today.
NOW, THEREFORE, BE IT RESOLVED, I, Wade Kirchner, Mayor of the City of Yuba City and on behalf of the entire City Council, do hereby honor and congratulate retired Fire Chief William E. Burke on his celebration of 100 Years of Life and his selfless contributions to the City of Yuba City Community.
Done this 7th day of November 2023, at the City of Yuba City, County of Sutter, State of California.
Proclamation
of the City Council
Veterans Day
November 11, 2023
WHEREAS, it has long been a custom to commemorate November 11, the anniversary of the ending of World War I, by paying tribute to the heroes of that tragic struggle and by rededicating ourselves to the cause of peace; and
WHEREAS, throughout the history of our nation, our men and women in uniform have risked their lives to protect the interests of our country and defend our freedoms; and WHEREAS, Yuba City Citizens and Americans throughout the United States live in freedom because of the contributions and sacrifices made by those who have served and by those who continue to serve; and
WHEREAS, these sacrifices are also made by the family members who support these men and women who preserve the liberties that enrich both this community and the Nation; and
WHEREAS, Yuba City is honored to be the home of about 4,800 veterans; and WHEREAS, on this Veterans Day, Yuba City remembers that we are forever indebted to the service members who have fought and died in defense of our country; and WHEREAS, as we reflect upon the enormous contributions made to our Commonwealth and country by our fallen heroes, we also pay tribute to a new generation who have chosen to serve in the United States Armed Forces and remain committed to sustaining this legacy of unyielding patriotism.
NOW, THEREFORE, BE IT RESOLVED, I, Wade Kirchner, Mayor of the City of Yuba City and on behalf of the entire City Council, do hereby recognize November 11, 2023, as VETERANS DAY and I call this observance to the attention of all Yuba City citizens.
Done this 7th day of November 2023, at the City of Yuba City, County of Sutter, State of California.
Proclamation
of the City Council
Yuba City Moose Lodge #1204
75th Anniversary
WHEREAS, the City of Yuba City would like to celebrate and recognize Yuba City Moose Lodge #1204 on its 75th Anniversary; and
WHEREAS, the Yuba City Moose Lodge #1204 established the first lodge on Bridge Street, then relocated to Wilbur Avenue and in 1975 they moved to their current location at 205 South Walton Avenue; and
WHEREAS, the Yuba City Moose Lodge is the embodiment of community. Its motto is “An International Organization of Men and Women Dedicated to Caring for Young and Old, Bringing Communities Closer Together, and Celebrating Life”; and WHEREAS, the Yuba City Moose Lodge annual events are, but not limited to, the Annual Picnic at Lake Minden, St. Patrick’s Day Dinner, Kids Christmas, Halloween Party-Trunk or Treat, Free Veteran’s Day Dinner, Easter Egg Hunt, Mother’s Day Barbecue, Labor Day Barbecue, Thanksgiving Dinner, and the Luau; and
WHEREAS, the charities they donate to include, but not limited to are, SAYLove, The Diabetes Association, Relay for Life, Casa de Esparanza, Special Olympics, Adopt a Highway Clean Up, Women of Moose Scholarship, Moose Charities, Moose Riders Toy Drive, local schools, and many more; and
WHEREAS, congratulations to the Yuba City Moose Lodge #1204 on celebrating 75 years in the Yuba City community and we are grateful for the generous contribution to the quality of life we all enjoy.
NOW, THEREFORE, BE IT RESOLVED, I, Wade Kirchner, Mayor of the City of Yuba City and on behalf of the entire City Council, do hereby recognize the Yuba City Moose Lodge #1204 and celebrating their 75th Anniversary.
Done this 7th day of November 2023, at the City of Yuba City, County of Sutter, State of California.
Proclamation
of the City Council
Small Business Saturday
November 25, 2023
WHEREAS, locally owned businesses contribute to our unique and vibrant community character; and
WHEREAS, small businesses are the backbone of our economy, and the glue that holds communities together - creating jobs, boosting the local economy and preserving our neighborhoods; and
WHEREAS, in 2022, U.S. shoppers who shopped at independent retailers and restaurants on Small Business Saturday reported spending an estimated $17.9 billion dollars; and WHEREAS, 72% of people who shop on Small Business Saturday end up shopping at local businesses more often; and
WHEREAS, respondents who shopped on Small Business Saturday agree that shopping at small, independently owned businesses supports their commitment to making purchases that have a positive social, economic, and environmental impact; and WHEREAS, consumers who shopped on Small Business Saturday agree that small businesses are essential to their community; and
WHEREAS, 67 cents out of every dollar spent goes back into the local community; and WHEREAS, we are grateful to the small locally owned businesses of Yuba City for their generous contribution to the quality of life we all enjoy.
NOW, THEREFORE, BE IT RESOLVED, I, Wade Kirchner, Mayor of the City of Yuba City and on behalf of the entire City Council, do hereby recognize November 7, 2023, as Small Business Saturday, and urge the citizens of our community, and communities across the country, to support small businesses and merchants on Small Business Saturday and throughout the year.
Done this 7th day of November 2023, at the City of Yuba City, County of Sutter, State of California.
Introduction of the New Executive Director for the Yuba-Sutter Chamber of Commerce Janell Willis
To contact Janell Willis directly:
Johnny Burke, Executive Director Sutter Yuba Homeless Consortium will be presenting on the new Local Homeless Action Plan and Point in Time Count for homeless in the Yuba Sutter area.
Here is the link to the Sutter Yuba Homeless Consortium – WEBSITE Sutter Yuba Homeless Consortium
PO Box 3642
Yuba City Ca 95992
Johnny Burke
[email protected]
530-632-5761
Proclamation
of the City Council
HOMELESSNESS AWARENESS MONTH
November 2023
WHEREAS, homelessness is a challenge that has existed in Yuba City, across the state, and throughout the nation for many decades, impacting the lives of individuals and families, many of whom come from our own neighborhoods; and WHEREAS, Yuba City partners with numerous public and private agencies to develop solutions to homelessness that truly address the underlying situations for each individual who finds himself or herself homeless; and
WHEREAS, since 2016, Yuba City and its partners have been rapidly implementing shelter and housing programs that are designed with best practices to resolve homelessness; and WHEREAS, programs such as the Yuba City Police Department’s Homeless Liaison Officers, Better Way, Hands of Hope, and the Coordinated Entry System have been achieving success as collaborative resources added within the last seven years, increasing shelter beds and housing stock; and
WHEREAS, we recognize that many of those living on the streets are people from our own communities who fell onto hard times or endured other difficult situations that carried them into homelessness, and that it often takes the strength of the whole community to help them regain hope and independence; and
WHEREAS, it is important to educate the public about the many reasons people are homeless, including the shortage of available housing for very low income residents, and to encourage support for homeless assistance service providers as well as community service opportunities through mentoring and relationship building; and
WHEREAS, the people of Yuba City recognize that homelessness continues to be a serious problem for hundreds of individuals and families in the region, and that we as a community cannot stand idly by, as long as this struggle continues.
NOW, THEREFORE, BE IT RESOLVED, I, Wade Kirchner, Mayor of the City of Yuba City and on behalf of the entire City Council, hereby joins in recognition of Homelessness Awareness Month, and encourages all citizens to be aware that many people do not have housing and need support from residents, as well as private and public service entities.
Done on this 7th day of November, 2023 in the City of Yuba City, County of Sutter, State of California.
CITY OF YUBA CITY
Public Communication
Members of the public may address the City Council on items of interest that are within the City’s jurisdiction. Individuals addressing general comments are encouraged to limit their statements.
Procedure
You are welcome and encouraged to participate in this meeting. Complete a Speaker Card located in the lobby and give to the Clerk, public comment is taken on action items appearing on the Consent Calendar or Business Items on the Agenda when they are called. Public comment on any other items within the scope of the City’s jurisdiction, including items not listed on the Agenda, will be considered at this time.
When a matter is announced, wait to be recognized by the Mayor to provide your comments to the Council. Comments should begin by providing your name and place of residence. A three minute limit is requested when addressing Council.
Request for additional time to address Council
Members of the public submitting written requests at least 24 hours prior to the meeting will be allotted 5 minutes to comment per speaker. Repetitive comments may be limited, and large groups are encouraged to select representatives to express the opinions of the group.
Procedure
When requesting to comment, please indicate your name and the topic and mail to:
City of Yuba City
Attn: City Clerk
1201 Civic Center Blvd
Yuba City CA 95993
Or email to:
Jackie Sillman, City Clerk
[email protected]
Agenda Item 9
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Administration Department
Presentation By: Ciara Wakefield, City Clerk Administrator Summary
Subject: Minutes from the October 17th, and 18th, 2023 meeting Recommendation: Approve the minutes from the October 17th, and 18th, 2023 meeting Fiscal Impact: None
Attachments:
1. 10-17-2023 - Regular Meeting Minutes (DRAFT)
2. 10-18-2023 - Special Meeting Council and Housing Successor Agency (DRAFT) Prepared By: Submitted By:
Ciara Wakefield
City Clerk Administrator
Diana Langley
City Manager
ATTACHMENT 1
MINUTES (DRAFT)
REGULAR MEETING OF THE HOUSING SUCCESSOR AGENCY
AND CITY COUNCIL - CITY OF YUBA CITY
OCTOBER 17, 2023
5:45 P.M. CLOSED SESSION
FREMONT ROOM
6:00 P.M. REGULAR MEETING
COUNCIL CHAMBERS/VIRTUAL
Call to Order
The Closed Session Meeting of the City Council was called to order by Mayor Kirchner at 5:45 PM
Roll Call
Present: Mayor Kirchner and Councilmembers Boomgaarden, Harris, Shaw, and Pasquale
Absent: None
Closed Session
A. Confer with Real Property Negotiator (Government Code § 54956.8) Property: APN 51-095-020, located at 1483 Gray Avenue, Yuba City, California Negotiator: Diana Langley, City Manager/Executive Director Negotiating parties: TBD
Under negotiation: Whether to sell the properties, and if so, the price and terms of payment No public comment received
Regular Meeting
Call to Order
The Regular City Council Meeting and the Housing Successor Agency was called to order by Mayor Kirchner at 6:00 PM
Roll Call
Present: Mayor Kirchner and Councilmembers Boomgaarden, Harris, Shaw, and Pasquale
Absent: None
Invocation/Inspiration
Sutter County Sheriff’s Chaplain – Dave Kugleman
Pledge of Allegiance to the Flag
Councilmember Dave Shaw
City Attorney's Report on Closed Session Items
No reportable action
Modifications/Approval of Agenda
No changes were made
Ceremonial Presentations
1. Retirement Proclamation for Robert Condrey, Parks and Grounds Superintendent
Mayor Kirchner presented a proclamation to Rob Condrey
2. Sikh Awareness and Appreciation Month Proclamation
Mayor Kirchner presented a proclamation to Sarb Thiara, Sikh Temple President, and Temple Directors
3. Domestic Violence Awareness Month Proclamation
Mayor Kirchner presented a proclamation to Mina York, Community Outreach Coordinator for Casa de Esperanza
Public Communication
4. Appearance of Interested Citizens
Kim Marquard spoke
Consent Calendar
Councilmember Pasquale moved and Councilmember Shaw seconded the motion to approve Consent Calendar items 5-8
5. Minutes from the October 3rd, 2023 meeting
Approve the minutes from the October 3, 2023 meeting
6. 2024 Minimum Wage Increase
Adopt Resolution 23-134 to adjust the City's salary schedule to comply with the new California wage requirements effective January 1, 2024
7. Emergency Organization Structure
Adopt Ordinance 013-23 of the City Council of the City of Yuba City, California,
Amending Chapter 8 of the Yuba City Municipal Code regarding emergency organization, and waive the second reading
8. Green Means Go Program – Harter Parkway Corridor Improvement Project Adopt Resolution 23-135 which takes the following actions:
A. Authorizes the City Manager to accept and execute all documents associated with the Green Means Go Program – Harter Parkway Corridor Improvement Project grant award on behalf of the City
B. Authorizes the Finance Director to make any necessary budget adjustments and supplemental appropriations to receive the grant funding and provide the City’s required match funds
The motion was passed unanimously
Business Items
9. Revenue Ad Hoc Committee Recommendation
Received an update from the City Manager and recommendation from the Revenue Ad Hoc Committee comprised of Vice Mayor Harris and Councilmember Boomgaarden
10. FY23/24 Cannabis Tax Fund Grant Program (CTFGP) from the California Highway Patrol (CHP)
Mayor Kirchner opened a Public Hearing
No public comment
Mayor Kirchner closed the Public Hearing
Councilmember Shaw moved and Councilmember Pasquale seconded the motion to:
B. Adopt Resolution 23-136 authorizing the Chief of Police to accept $21,300 in grant funding from the 2023/2024 Cannabis Tax Fund Grant Program and approve expenditure recommendations;
C. Authorize a supplemental appropriation in the amount of $21,300 to Account No. 100-43496, 2164-61430 and 2164-63801
The motion was passed unanimously
11. Award of FY 23-24 Selective Traffic Enforcement Program (STEP) Grant, to include DUI Enforcement and Education Efforts Mayor Kirchner opened a Public Hearing
No public comment
Mayor Kirchner closed the Public Hearing
Vice-Mayor Harris moved and Councilmember Boomgaarden seconded the motion to:
B. Adopt Resolution 23-137 authorizing the Chief of Police to accept $120,000 in grant funding from the 2023/2024 Selective Traffic Enforcement Program and approve expenditure recommendations;
C. Authorize a supplemental appropriation in the amount of $120,000 to Account No. 100-43409, 2165-61430, 2165-62801, and 2165-69201 and 2165- 63801
The motion was passed unanimously
12. Consideration of a Development Agreement for the Sohal Ranch Tentative Subdivision Map (TSM) 22-02 and the associated Mitigated Negative Declaration.
Mayor Kirchner opened a Public Hearing
Heather Esemann spoke
Sean Minard spoke
Mayor Kirchner closed the Public Hearing
Councilmember Boomgaarden moved and Councilmember Pasquale seconded the motion to:
B. Introduce an Uncodified Ordinance of the City Council of the City of Yuba City approving Environmental Assessment 22-06 by Adopting a Mitigated Negative Declaration prepared for Tentative Subdivision Map (TSM) 22-02, Sohal Ranch Subdivision and approving a Development Agreement between the City of Yuba City and the Balbir Sohal Family Trust, for the Sohal Ranch Subdivision (TSM 22-02), on
41.36 acres located at the southeast corner of Lincoln Road and George Washington Boulevard (Assessor’s Parcel Numbers 065-010-005 And 065- 010-006), and waive the first reading
The motion was passed unanimously
13. Bogue Road Infrastructure - Newkom Ranch Funding Request Sean Minard spoke
Vice-Mayor Harris moved and Councilmember Shaw seconded the motion to:
Authorize staff to initiate an amendment to Development Agreement 19-01 for the Newkom Ranch Subdivisions, to implement language related to financing Bogue Road infrastructure, streamlining development processes, and establishing specific time requirements
The motion was passed unanimously
Future Agenda Items
14. Future Agenda Items
No suggestions were made
Reports and Communications
15. City Manager's Report
16. City Council Reports
- Councilmember Boomgaarden
- Vice Mayor Harris
- Councilmember Pasquale
- Councilmember Shaw
- Mayor Kirchner
Adjournment
Mayor Kirchner adjourned the Regular Meeting of the City Council and the Housing Successor Agency at 8:16 PM
_____________________________
Wade Kirchner, Mayor
ATTEST:
____________________________
Ciara Wakefield, Deputy City Clerk
ATTACHMENT 2
MINUTES (DRAFT)
NOTICE AND CALL OF A SPECIAL MEETING
HOUSING SUCCESSOR AGENCY AND
CITY COUNCIL - CITY OF YUBA CITY
OCTOBER 18, 2023 at 6:00PM
CLOSED SESSION AFTER SPECIAL MEETING
BUTTE ROOM
Special Meeting
The Special Meeting of the Housing Successor Agency and City Council was called to order by Mayor Kirchner at 6:00 PM
Roll Call
Present: Mayor Kirchner, Councilmembers Boomgaarden, Harris, and Pasquale
Absent: Councilmember Shaw
Pledge of Allegiance to the Flag
Mayor Kirchner led the pledge
1. Public Communication
No public comment received
Consent Calendar
Councilmember Boomgaarden moved and Councilmember Pasquale seconded the motion to:
2. Successor Housing Agency to the Yuba City Redevelopment Agency Sale of 1483 Gray Avenue
Adopt Resolution 23-138 authorizing the City Manager, as the Executive Director on behalf of the Board of Directors of the Successor Housing Agency to the Yuba City Redevelopment Agency, to execute an Agreement for Purchase and Sale of Real Property located at 1483 Gray Avenue (APN 51-095-020), and all other necessary documents, in the amount of $275,000 to Khan Khan and Nasim Khan, and authorize the Finance Director to place sale proceeds in the Successor Agency Low and Moderate Income Housing Asset Fund
The motion was passed with four (4) votes [Shaw absent] Closed Session
A. Conference with Labor Negotiators (Pursuant to Government Code, Section 54957.6.) Agency designated representatives: Diana Langley, City Manager, Natalie Springer, Human Resources Director, Ann Gillen, Community Services Director, Spencer Morrison, Finance Director, Ben Moody, Public Works and Development Services Director, Brian Baker, Police Chief, Jesse Alexander, Fire Chief, Michael Jarvis, LCW
Employee organizations: Yuba City Police Officers; Police Sergeants; Yuba City Firefighters Local 3793; Yuba City Fire Management; First Level Managers, Mid Managers, Police Sworn Mid Managers; and Public Employees Local No. 1
Unrepresented employees: Confidential Employees, Executive Services Employees No public comment received
No reportable action
Adjournment
Mayor Kirchner adjourned the Special Meeting and Special Closed Session of the City Council and the Housing Successor Agency at 6:44 PM
_____________________________
Wade Kirchner, Mayor
ATTEST:
____________________________
Ciara Wakefield, Deputy City Clerk
/js
Agenda Item 10
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Human Resources Department
Presentation By: Natalie Springer, Human Resources Director Summary
Subject: Yuba City Firefighters' Local 3793 (Local 3793) Memorandum of Understanding (MOU)
Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Local 3793 B. Authorizing the Finance Director to amend the salary schedule C. Authorizing the Finance Director to prepare a supplemental appropriation in the amount of $1,107
Fiscal Impact: The increase for Fiscal Year 2023-2024 is $1,107. The increase for Fiscal Year 2024-2025 is $1,583.
Purpose:
To approve the Yuba City Firefighters' Local 3793 (Local 3793) Memorandum of Understanding (MOU) effective July 1, 2023 through June 25, 2027, in summary: addition of salary survey and comparable agencies and City; effective November 18, 2023, 1.4% bilingual pay; administrative "clean up" in health plans and employee assistance program.
Council's Strategic Goal:
The Memorandum of Understanding addresses the City Council's Strategic Goal of Public Safety.
Background:
On June 20, 2023, City Council approved a four-year MOU term. As a result of a wage re-opener, Local 3793's MOU was approved on August 15, 2023, which included a salary increase and future wage reopeners. This will be the third time that the MOU has gone to City Council for approval. The City and Local 3793 met again, after the MOU was approved by both parties, to continue the discussion on the salary survey and comparable agencies. Since City staff was updating how bilingual pay was being administered, the parties also discussed the proposed bilingual pay changes.
Analysis:
Local 3793 have agreed to a Memorandum of Understanding that, in summary, includes the following items:
1. MOU, 5.1, Salary Surveys: This provision memorializes the salary survey and comparable agencies.
2. MOU, 5.10, Bilingual Pay: Effective November 18, 2023, 1.4% of base rate of pay for speaking a
foreign language.
3. MOU, 7.1, Health Plans: Administrative "clean up".
4. MOU, 7.5, Employee Assistance Program: Administrative "clean up".
Fiscal Impact:
The increase for Fiscal Year 2023-2024 is $1,107. The increase for Fiscal Year 2024-2025 is $1,583.
Authorize the Finance Director to make the following supplemental appropriations to the FY 23/24 Adopted Budget: Fire 2310-61210 $1,107.
Alternatives:
1. Do not approve Local 3793's MOU which will result in no updated MOU. If this occurs, Staff will require direction to address next steps with Local 3793.
Recommendation:
Adopt a Resolution:
A. Approving the Memorandum of Understanding with Local 3793.
B. Authorizing the Finance Director to amend the salary schedule.
C. Authorizing the Finance Director to prepare a supplemental appropriation in the amount of $1,107.
Attachments:
1. Attachment 1 Local 3793 Costing
2. Attachment 2 Local 3793 Resolution
3. Attachment 3 Local 3793 MOU
4. Attachment 4 Local 3793 Salary Schedule
Prepared By: Submitted By:
Natalie Springer
Human Resources Director
Diana Langley
City Manager
ATTACHMENT 1
On‐going One‐time Total
FY 2023‐24
Bilingual Pay 1.4% ‐ effective November 18, 2023 1,107 $ 1,107 Two ‐Year Cost Projections
Total Cost $ ‐ 1,107 $ 1,107 $ FY 2024‐25
Bilingual Pay 1.4% 1,583 $ 1,583
Two ‐Year Cost Projections
Total Cost $ ‐ 1,583 $ 1,583 $ General Fund 2,690 $ 2,690 $
Water ‐ $ ‐ $
Wastewater ‐ $ ‐ $
SASA ‐ $ ‐ $
VMF ‐ $ ‐ $
City of Yuba City
Local 3793 ‐ November 7, 2023 Staff Report
ATTACHMENT 2
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUBA CITY APPROVING THE YUBA CITY FIREFIGHTERS, LOCAL 3793
MEMORANDUM OF UNDERSTANDING
JULY 1, 2023 – JUNE 30, 2027
WHEREAS, the City recognizes the Local 3793’s commitment to the City and its citizens while providing outstanding and dedicated service to all and; WHEREAS, City staff and Local 3793 met and conferred over other MOU terms;
WHEREAS, the City appreciates the efforts and energy the Local 3793 have put forth to finalize this wage reopener and other MOU terms.
NOW, THEREFORE, the City Council of the City of Yuba City does hereby resolve as follows:
Approve the attached Local 3793 Memorandum of Understanding, which includes, in summary, the following terms:
1. MOU, 5.1, Salary Surveys: This provision memorializes the salary survey and comparable agencies.
2. MOU, 5.10, Bilingual Pay: Effective November 18, 2023, 1.4% of base rate of pay for speaking a foreign language.
3. MOU, 7.1, Health Plans: Administrative "clean up".
4. MOU, 7.5, Employee Assistant Program: Administrative "clean up".
In addition, staff is authorized to make any necessary clarifying language changes as long as the changes do not modify the MOU’s substantive terms or past practice.
The Director of Finance is hereby authorized to make the necessary budget adjustments to implement the provisions of this resolution including a supplemental appropriation in the amount of $1,107.
The foregoing Resolution of the City Council of the City of Yuba City was duly introduced, passed and adopted at a regular meeting thereof held on the 7th day of November 2023.
AYES:
NOES:
ABSENT:
_________________________
Wade Kirchner, Mayor
ATTEST:
__________________________
Ciara Wakefield, Deputy City Clerk
APPROVED AS TO FORM
COUNSEL FOR YUBA CITY:
_________________________
Stacey Sheston, Special Counsel
Best Best & Krieger, LLP
ATTACHMENT 4
10/26/20233:14 PM
Fire Association
Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
3110** FIRE RECRUIT FIRE - - - - 5,111 Monthly
- - - - 21.06 Hourly
3120** FIREFIGHTER I FIRE - - - - 5,669 Monthly
- - - - 23.36 Hourly
3130** FIREFIGHTER II FIRE - - - - 8,654 Monthly
- - - - 35.66 Hourly
3140** FIRE APPARATUS OPERATOR FIRE - - - 9,076 9,530 Monthly - - - 37.40 39.27 Hourly
3150** FIRE CAPTAIN FIRE 8,976 9,425 9,896 10,391 10,910 Monthly
36.99 38.84 40.78 42.82 44.96 Hourly
3160 FIRE SAFETY INSPECTOR I FIRE 6,032 6,334 6,651 6,984 7,333 Monthly
34.80 36.54 38.37 40.29 42.30 Hourly
3170 FIRE SAFETY INSPECTOR II FIRE 6,730 7,066 7,419 7,790 8,179 Monthly
38.83 40.77 42.80 44.94 47.19 Hourly
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
3. 10-25-2023 Salary Schedule PFLM PMM
10/26/20233:14 PM
FIRE DEPARTMENT CLASSIFICATIONS CALCULATED ON A 40 HOUR WORK WEEK:
Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
3250 FIRE CAPTAIN FIRE 8,976 9,425 9,896 10,391 10,910
51.78 54.38 57.09 59.95 62.94
3210 FIRE RECRUIT FIRE 5,111
29.49 3220 FIREFIGHTER I FIRE 5,669
32.71 3230 FIREFIGHTER II FIRE 8,654
49.93 3240 FIRE - APPARATUS OPERATOR FIRE 9,076 9,530
52.36 54.98
Pensionable Compensation for New Members (PEPRA)
MOU Article 5.10 - Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the City receive bilingual pay in the amount of 1.4% of the base rate of payMOU Article 17 - Special AssignmentsEmployees who are routinely and consistently assigned to Special Assignments will receive anadditional percentage of their base hourly rate.
Hazmat Team 2.5%
Tactical EMS 2.5%
Technical Rescue Team 2.5%
** Indicates classifications whose hourly rates are computed on the basis of an average 56 hour duty week.
SALARY STEPS
3. 10-25-2023 Salary Schedule PFLM PMM
Agenda Item 11
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Human Resources Department
Presentation By: Natalie Springer, Human Resources Director Summary
Subject: Yuba City Fire Management (FM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Yuba City Fire Management
B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare a supplemental appropriation in the amount of $27,831
Fiscal Impact: The increase for Fiscal Year 2023-2024 is $27,831. The increase for Fiscal Year 2024-2025 is $27,831.
Purpose:
To approve the Yuba City Fire Management Memorandum of Understanding (MOU) which includes, in summary, a wage increase of 3.25% effective July 1, 2023; MOU extension end date of June 25, 2027; effective November 18, 2023, 1.4% bilingual pay; updates wage re-openers to January 2025, May 2025, May 2026; updates to FLSA and new salary smoothing language; addition of reimbursement language for Fire Marshal and salary survey and comparable agencies; administrative "clean up" in the dental and vision, health plans, and cash-in-lieu provisions.
Council's Strategic Goal:
The Memorandum of Understanding addresses the City Council's Strategic Goal of Public Safety.
Background:
Fire Management's Memorandum of Understanding (MOU) is effective July 3, 2021 through June 30, 2024. Within the MOU, there is a wage re-opener that requires the City and Fire Management to meet on the subject of wages. As a result, the City and Fire Management met to discuss the wage reopener.
Analysis:
The City and Fire Management met to discuss the wage re-opener for FY 23/24 and they have agreed to a Memorandum of Understanding that includes, in summary, the following items:
1. MOU, first page: MOU extended to June 25, 2027.
2. MOU, 3.2, Salary Surveys: This provision memorializes the salary survey and comparable agencies.
3. MOU, 3.3, Salary Increases: Effective July 1, 2023, the classification of Battalion Chief and Fire Marshal will receive a three and one quarter percent (3.25%) salary increase.
4. MOU, 3.5, Wage Reopeners: Agreement on wage re-openers in January 2025, May 2025, and May 2026.
5. MOU, 3.6, Bilingual Pay: 1.4% for employees who are proficient in speaking a foreign language.
6. MOU, 3.9, Fire Protection Employees: This language provides the same FLSA cycle and salary smoothing as Local 3793. Additionally, the language notes that the Fire Marshall is exempt.
7. MOU, 5.1, Health Plans: Administrative "clean up".
8. MOU, 5.2, Medical-in-lieu: Administrative "clean up".
9. MOU, 5.3, Dental and Vision Plans: Administrative "clean up".
10.MOU, Article 15, Reimbursements for Fire Marshal: This language provides for the Fire Marshal to be reimbursed should the City bill for, and receive, reimbursement for their work performed that is in excess of normal management expectations.
Fiscal Impact:
The increase for Fiscal Year 2023-2024 is $27,831. The increase for Fiscal Year 2024-2025 is $27,831. Authorize the Finance Director to make the following supplemental appropriations to the FY 23/24 Adopted Budget: Fire-Administration 2305-61210 $6,279; Fire 2310-61210 $21,552.
Alternatives:
1. Do not approve Yuba City Fire Management Memorandum of Understanding which will result in no changes. If this occurs, Staff will require direction to address next steps with Fire Management.
Recommendation:
Adopt a Resolution:
A. Approving the Memorandum of Understanding with Yuba City Fire Management.
B. Authorizing the Finance Director to amend the salary schedule.
C. Authorize the Finance Director to prepare a supplemental appropriation in the amount of $27,831 .
Attachments:
1. Attachment 1 Costing
2. Attachment 2 Resolution
3. Attachment 3 FM MOU
4. Attachment 4 FM Salary Schedule
Prepared By: Submitted By:
Natalie Springer
Human Resources Director
Diana Langley
City Manager
ATTACHMENT 1
On‐going One‐time Total
FY 2023‐24
Salary increase ‐ 3.25% COLA 27,067 $ 27,067
Bilingual Pay 1.4% ‐ No Utilization ‐ $ ‐ 28‐Day FLSA Cycle 764 764
Total Cost $ ‐ 27,831 $ 27,831 $ FY 2024‐25
Salary increase ‐ 3.25% COLA 27,067 $ 27,067
Bilingual Pay 1.4% ‐ No Utilization ‐ $ ‐ 28‐Day FLSA Cycle 764 764
Total Cost $ ‐ 27,831 $ 27,831 $ General Fund 55,662 $ 55,662 $
Water ‐ $ ‐ $
Wastewater ‐ $ ‐ $
SASA ‐ $ ‐ $
VMF ‐ $ ‐ $
City of Yuba City
Fire Management ‐ November 7, 2023 Staff Report
ATTACHMENT 2
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUBA CITY
APPROVING THE YUBA CITY FIRE MANAGEMENT (FM)
MEMORANDUM OF UNDERSTANDING
JULY 1, 2023 – JUNE 25, 2027
WHEREAS, the City recognizes the Yuba City Fire Management (FM) commitment to the City and its citizens while providing outstanding and dedicated service to all and; WHEREAS, City staff and FM met and conferred over the Memorandum of Understanding and;
WHEREAS, the City appreciates the efforts and energy the FM have put forth to finalize the MOU.
NOW, THEREFORE, the City Council of the City of Yuba City does hereby resolve as follows:
Approve the attached FM Memorandum of Understanding, which, in summary, includes the following terms:
1. MOU, first page: MOU extended to June 25, 2027.
2. MOU, 3.2, Salary Surveys: This provision memorializes the salary survey and comparable agencies.
3. MOU, 3.3, Salary Increases: Effective July 1, 2023, the classification of Battalion Chief and Fire Marshal will receive a three and one quarter percent (3.25%) salary increase.
4. MOU, 3.5, Wage Reopeners: Agreement on wage re-openers in January 2025, May 2025, and May 2026.
5. MOU, 3.6, Bilingual Pay: 1.4% for employees who are proficient in speaking a foreign language.
6. MOU, 3.9, Fire Protection Employees: This language provides the same FLSA cycle and salary smoothing as Local 3793. Additionally, the language notes that the Fire Marshall is exempt.
7. MOU, 5.1, Health Plans: Administrative "clean up".
8. MOU, 5.2, Medical-in-lieu: Administrative "clean up".
9. MOU, 5.3, Dental and Vision Plans: Administrative "clean up".
10.MOU, Article 16, Reimbursements for Fire Marshal: This language provides for the Fire Marshal to be reimbursed should the City bill for, and receive, reimbursement for their work performed that is in excess of normal management expectations.
In addition, staff is authorized to make any necessary clarifying language changes as long as the changes do not modify the MOU’s substantive terms or past practice.
The Director of Finance is hereby authorized to make the necessary budget adjustments to implement the provisions of this resolution including a supplemental appropriations in the amount of $27,831.
The foregoing Resolution of the City Council of the City of Yuba City was duly introduced, passed and adopted at a regular meeting thereof held on the 7th day of November 2023.
AYES:
NOES:
ABSENT:
_________________________
Wade Kirchner, Mayor
ATTEST:
__________________________
Ciara Wakefield, Deputy City Clerk
APPROVED AS TO FORM
COUNSEL FOR YUBA CITY:
_________________________
Jack Hughes, Special Counsel
Liebert Cassidy Whitmore
ATTACHMENT 3
12200718.1 YU362-031
Memorandum of Understanding
Between
The City of Yuba City
And
The Yuba City Fire Management
July 1, 2023, through June 25, 2027
i
City of Yuba City Fire Management
Table of Contents
Article 1 - Preamble......................................................................................................... 1 Article 2 - Recognition ..................................................................................................... 1 Article 3 - Wages............................................................................................................. 1
3.1 Salary Schedule................................................................................................. 1
3.2 Salary Surveys ................................................................................................... 1
3.3 Salary Increase .................................................................................................. 1
3.4 Benchmark Classification................................................................................... 1
3.6 Bilingual Pay ...................................................................................................... 2
3.7 Call-Back/Standby Pay ...................................................................................... 2
3.8 Mutual Aid Deployment ...................................................................................... 2
3.9 Fire Protection Employees ................................................................................. 2
3.10 Fire Marshals .................................................................................................. 3 Article 4 - Retirement....................................................................................................... 3
4.1 Retirement Terminology..................................................................................... 3
4.2 Retirement Formulas.......................................................................................... 4 Article 5 – Medical Plans ................................................................................................. 4
5.1 Health Plans....................................................................................................... 4
5.2 Medical-in-lieu.................................................................................................... 4
5.3 Dental and Vision Plans ..................................................................................... 5
5.4 Life Insurance..................................................................................................... 5
5.5 Employee Assistance Program (EAP)................................................................ 6
5.6 Retiree Health Savings Account (RHSA) ........................................................... 6 Article 6 – Deferred Compensation ................................................................................. 6 Article 7 – Certifications................................................................................................... 6 Article 8 – Vacation Accrual ............................................................................................ 6 Article 9 – Catastrophic Illness & Injury Program ............................................................ 6 Article 10 – Strike Team.................................................................................................. 7 Article 11 – Counseling Memos....................................................................................... 7 Article 12 – DMV License Examination ........................................................................... 7 Article 13 – Administrative Leave (Exempt)..................................................................... 7
13.1 Administrative Leave....................................................................................... 7
13.2 Additional Allotment of Administrative Leave .................................................. 7
13.3 Maximum Cash Out ........................................................................................ 7
ii
City of Yuba City Fire Management
Article 14 – Holidays........................................................................................................ 8 Article 15 – Tuition Reimbursement ................................................................................ 9 Article 16 – Reimbursement for Fire Marshals ................................................................ 9
16.1 Reimbursable Excess Hours........................................................................... 9
16.2 Payment.......................................................................................................... 9
16.3 Rate ................................................................................................................ 9
16.4 Retention by the City....................................................................................... 9 Article 17 – Term of Agreement ...................................................................................... 9 Appendix “A” – Procedure for Reasonable Suspicion ................................................... 11 Appendix “B” – Salary Schedule ................................................................................... 16 Appendix “C” — Catastrophic Illness and Injury Donation Plan .................................... 17 Exhibit “D” – Counseling Memo Policy .......................................................................... 18
1 City of Yuba City Fire Management
Article 1 - Preamble
This Agreement between the City of Yuba City (City) and the Yuba City Fire Management (FM) is to promote the harmonious labor relations between the City and the FM, and the establishment of rates of pay, hours of work, and other conditions of employment for employees covered by this agreement.
Article 2 - Recognition
The City recognizes the FM as the exclusive representative for the classifications of Fire Battalion Chief and Fire Marshal.
Article 3 - Wages
Employees are on a five (5) step salary schedule which is attached as Appendix “B” Salary Schedule.
Salary Surveys include only the following Comparable Agencies: City of Chico; City of Davis; City of Lodi; City of Manteca; City of Merced; City of Rocklin; City of Turlock; City of West Sacramento; and the City of Woodland; and will use only the following compensation data: Top Step Salary; Education Pay (maximum); Longevity Pay (maximum); Health Benefits (employer’s maximum contribution towards family medical, dental, & vision); Employer Deferred Compensation Contribution; and employer pickup of employee pension costs and employee pickup of employer pension costs using the retirement tier that was in effect on December 31, 2012.
Effective July 1, 2023, the classification of Battalion Chief will receive a three and one quarter percent (3.25%) salary increase.
The top step for the Fire Marshal is benchmarked to the top step of the Fire Battalion Chief.
3.5 Wage Reopeners
The parties agree to reopen to discuss the City’s financial position no later than the end of January 2025 on the issue of wage, to determine if an agreement can be reached on wage increases only with any changes to be effective the first full pay period in January 2025, unless agreed otherwise.
2 City of Yuba City Fire Management
The parties agree to reopen to discuss the City’s financial position no later than the end of May 2025 on the issue of wage, to determine if an agreement can be reached on wage increases only with any changes to be effective the first full pay period in July 2025, unless agreed otherwise.
The parties agree to reopen to discuss the City’s financial position no later than the end of May 2026 on the issue of wage, to determine if an agreement can be reached on wage increases only with any changes to be effective the first full pay period in July 2026, unless agreed otherwise.
If the parties cannot agree on a wage increase during a reopener, there shall be no salary adjustment for that year.
Effective November 18, 2023, employees who are proficient in speaking a foreign language, as determined by the City, receive bilingual pay in the amount of one-point four percent (1.4%) of their base rate of pay.
Fire Battalion Chiefs who are assigned to standby status will receive $1.50 per hour.
A Fire Battalion Chief on standby, who is called back to work, will receive a minimum of two (2) hours of pay at the rate of time-and-one-half their regular rate of pay.
Division Chiefs assigned to Battalion Chief position due to backfilling mutual aid deployment and the inability to fill the position through primary staffing will receive compensation for the time spent outside of their regular work schedule at time and half the Battalion Chief rate as reimbursed by the Office of Emergency Services. The mutual aid deployment primary staffing is: 1) Battalion Chief. The mutual aid deployment secondary staffing is: 1) Division Chief (Mid-Management) 2) Fire Chief 3) Acting Battalion Chief from Local 3793. Mutual aid deployment secondary staffing only applies when, in the discretion of the Fire Chief or designee, the staffing need cannot be timely filled via the primary staffing process to support minimum staffing or pressing operational needs.
a. FLSA Work Period
All eligible fire protection employees, regardless of rank, are subject to an FLSA work period that is twenty-eight (28) days in length with an FLSA overtime threshold of 212 hours, pursuant to 29 U.S.C. section 207(k).
3 City of Yuba City Fire Management
b. Salary Smoothing
Eligible fire protection employees will receive their normal annual salary paid evenly over twenty-six (26) pay periods. Therefore, employees will be paid for one hundred and twelve (112) hours at their straight-time hourly rate of pay on each paycheck and six (6) hours at half (1/2) their FLSA regular rate of pay on each paycheck of the FLSA work period.
c. Work Schedule
The normal workday begins at 8:00 a.m. and shall consist of twenty-four (24) consecutive hours. Employees work a “48/96” schedule, meaning two (2) days on duty, followed by four (4) days off-duty.
d. Overtime
Overtime refers to hours worked that exceed two hundred and twelve (212) hours in the 28-day work period. Overtime hours are paid at a premium rate of time and one-half the FLSA regular rate of pay. All paid time counts towards the calculation of overtime. Overtime must be authorized in advance by the Fire Chief or designee.
Fire Marshals are exempt from FLSA overtime.
Article 4 - Retirement
Employees receive retirement benefits from the California Public Employees Retirement System (CalPERS).
A “New Member” is defined in Government Code section 7522.04(f) as any of the following:
• An individual who becomes a member of a qualifying public retirement system for the first time on or after January 1, 2013, and has no prior membership in any other qualifying public retirement system; or
• An individual who becomes a member of a qualifying public retirement system for the first time on or after January 1, 2013, and is not eligible for reciprocity with another qualifying public retirement system; or
• An individual who established prior membership in a qualifying public retirement system and after a break in service of more than six (6) months, returns to active membership in that system with a new employer.
4 City of Yuba City Fire Management
A. Employees hired before July 1, 2012, receive the 3% at 50 safety CalPERS formula with the three (3) year final average compensation period. The City pays 100% of the employee's contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay nine percent (9%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
B. Employees hired after June 30, 2012, who are not classified as a new member receive the 3% at 55 safety CalPERS formula with the three (3) year final average compensation period. The City pays 100% of the employee's contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay nine percent (9%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
C. Employees hired after December 31, 2012, who are classified as new members receive the 2.7% at 57 safety CalPERS formula with the three (3) year final average compensation period. These employees pay one half the total normal cost as determined annually by CalPERS on a pre-tax basis.
D. Retirement plans have the following optional CalPERS retirement benefits:
• Sick Leave Service Credit
• Non-Industrial Disability Standard
• Industrial Disability Standard
• Pre-Retirement Death Benefits:
• Optional Settlement 2
• 1959 Survivor Benefit Level Indexed
• Special
• Post-Retirement Death Benefits $500 lump sum
• Survivor Allowance (PRSA)
• 3% Retirement COLA
Article 5 – Medical Plans
The City pays 80% of the lowest cost health plan available to this bargaining unit.
Cash-in-Lieu payments may be available when an employee provides proof of alternative group health coverage and through another employer, such as a spouse’s employer (and thus reduces the level of health care coverage taken through the City) be as follows:
5 City of Yuba City Fire Management
A. Employees who reduce the level of health care coverage that they are entitled to, i.e., from full family coverage to employee plus one, or employee only coverage, or from employee plus one to employee only coverage, are entitled to a Cash-inLieu benefit. The Cash-in-Lieu benefit is based upon the lowest cost health plan.
B. The employee making the election covered above, receives the difference between the Cash-in-Lieu benefit that would have been entitled had they waived coverage at their present coverage level and Cash-in-Lieu benefit for the lower level elected.
C. The Cash-in-Lieu of medical insurance bonus for employees electing to forego health insurance coverage by providing proof of alternative group health coverage through another employer, such as a spouse’s employer, are based on the below percentages of the current lowest cost health plan:
Employee only: 25%
Employee plus one dependent: 25%
Family coverage: 30%
For calendar year 2023, the City pays for enhanced dental/vision benefits. The enhanced dental/vision are as follows: annual deductible is $25 (individual) and $75 (family), calendar year maximum benefit is $2,000, basic coverage is 90%, major coverage is 60%, and vision allowance is $800 in 24-month period.
For each following year, through calendar year 2027, the City will annually evaluate the dental and vision fund excess reserve. The City will make a discretionary determination, that is not subject to bargaining requirements or the grievance process, and then communicate the determination in writing as to whether the City will pay for the enhanced dental/vision benefits set forth above the coming calendar year. In any year when enhanced benefits are not able to be funded, benefit levels will automatically revert to the levels below.
City pays 90% of the dental and vision premiums for covered employees. The maximum annual dental benefit is $1750. The vision benefit is $600 every 24 months. Premiums are based on periodic actuarial conducted by an outside consultant. Employees must participate in the City’s Dental and Vision Plan in a manner provided in the adopted Dental and Vision Plan Agreement.
The City provides employees with a fifty-thousand-dollar ($50,000) life insurance policy.
6 City of Yuba City Fire Management
An EAP is provided to employees, spouses, and dependents. The EAP covers six (6) counseling visits per incident with no limit on the number of incidents per year for each employee and their family.
Employees contribute two percent (2.0%) of their gross earnings to their RHSA Account.
Article 6 – Deferred Compensation
The City contributes fifty dollars ($50.00) per month per employee into a City of Yuba City deferred compensation plan.
Article 7 – Certifications
The City pays the costs associated with obtaining and maintaining special certificates that are required by the State of California, the City of Yuba City, or any governmental agency to obtain and maintain as a condition of employment.
Article 8 – Vacation Accrual
Employees accrue vacation per pay period as follows:
56-hour employees: bi-weekly rate
0 through 4 years of City service 6.5 hours
5 through 9 years of City service 8.6 hours
10 through 14 years of City service 10.2 hours
15 or more years of City service 11.1 hours
40-hour employees: bi-weekly rate
0 through 4 years of City service 4.6 hours
5 through 9 years of City service 6.1 hours
10 through 14 years of City service 7.3 hours
15 or more years of City service 7.9 hours
Article 9 – Catastrophic Illness & Injury Program
Under the Catastrophic Illness & Injury Program (Exhibit C) the City will pay its portion of the contribution to the employee's health, dental, vision and life insurance premiums in accordance with the applicable Memorandum of Understanding. The maximum number of hours that may be donated to an employee not covered by this agreement or the Yuba City Firefighters' Association memorandum of understanding in any twelve (12) month period is 160 hours.
7 City of Yuba City Fire Management
Article 10 – Strike Team
Employees participating in Strike Team or Mutual Aid activities covered by the California Fire Assistance Agreement (CFAA) will be compensated at time and one-half the employee’s regular rate of pay for hours worked outside of regular duty hours when the City is being reimbursed at the time and one-half rate for that employee.
Article 11 – Counseling Memos
The attached policy on Counseling Memos (Exhibit D) remains in effect.
Article 12 – DMV License Examination
Physical examinations for employees who are required to maintain a Class A or B California driver's license as a job requirement will have the expense paid by the City.
Employees may elect to go to their own personal physician or to the medical center designated by the City. Employees electing to go to their own personal physician will be reimbursed upon submission of an itemized receipt to the Human Resources Department.
The maximum amount eligible for reimbursement is the amount the City has contracted for with the designated medical center.
Article 13 – Administrative Leave (Exempt)
Exempt positions receive eighty (80) hours annually of administrative leave and are classified as exempt for overtime purposes.
At the discretion of the City Manager, an additional allotment of administrative leave not to exceed forty (40) hours may be approved annually. Requests for additional leave allocation must be based on an excessive number of hours worked beyond normal management expectations. The allotment of leave is at the full discretion of the City Manager.
By December 1 of each year, an employee may annually make an irrevocable advance election to cash out a maximum of forty (40) hours of administrative leave that will be accrued in the next calendar year. The election shall be made on the form provided by the City for this purpose. The hours selected for cash-out will be paid in the first nonpayroll week of January of the following year.
8 City of Yuba City Fire Management
Article 14 – Holidays
A. For fire suppression employees the City observes the following holidays:
a. New Year’s Day
b. Martin Luther King Day
c. Washington’s Birthday
d. Memorial Day
e. Independence Day
f. Labor Day
g. Veterans Day
h. Thanksgiving Day
i. The day following Thanksgiving Day
j. Christmas Day
k. Christmas Eve
B. Holiday-in-Lieu
Fire suppression employees are in positions that are scheduled to work without regard for the holidays listed above. Fire suppression employees receive holiday-in-lieu at their straight time rate of pay for 5.09 hours per pay period in lieu of receiving any other form of holiday compensation.
C. For forty-hour employees the City observes the following holidays:
a. New Year’s Day
b. Martin Luther King Day
c. Washington’s Birthday
d. Memorial Day
e. Independence Day
f. Labor Day
g. Veterans Day
h. Thanksgiving Day
i. The day following Thanksgiving Day
j. Christmas Day
k. Eight hours of holiday time to be used on either Christmas Eve or New Year’s Eve or, a combination on both days as approved by the department head.
D. Floating Holiday
Forty-hour employees receive two (2) floating holidays per fiscal year. If an employee does not use their floating holiday during the fiscal year the holiday will be cashed out on the final check of the fiscal year. Scheduling/approval of use of the floating holidays must be in accordance with the requirements of Rules.
9 City of Yuba City Fire Management
Article 15 – Tuition Reimbursement
Employees may receive up to five thousand dollars ($5,000) per fiscal year for tuition reimbursement, subject to the Rules.
Article 16 – Reimbursement for Fire Marshals
Employees who are required to work hours in excess of normal management expectations are reimbursed should the City bill for, and receive, reimbursement for their work performed.
Reimbursement for the employee will occur in the next month’s pay period after the overtime occurs.
Reimbursement to the employee will occur at the salary rate billed by the City for those hours over the regularly scheduled salary only, not to exceed time and one half.
Employees will not be required to use vacation time while in a special assignment approved by their Department Head.
The City will retain reimbursement received by the City in excess of the salary for the employee.
Article 17 – Term of Agreement
This Agreement constitutes the full Agreement between the City of Yuba City and the Fire Management and may not be modified without the mutual consent of both parties. The term of this agreement is July 1, 2023, through June 25, 2027.
Signatures to follow on next page.
11 City of Yuba City Fire Management
Appendix “A” – Procedure for Reasonable Suspicion
A. Procedures – Reasonable Suspicion Testing
1. A supervisor observes a safety-sensitive employee who may possibly be under the influence of alcohol and/or controlled substances.
Any employee may identify someone suspected of alcohol and/or controlled substance to any supervisor. Employees should realize, however, that it is against City policy to make false or malicious statements about other employees and doing so can result in disciplinary action being taken against the offending employee.
2. The supervisor is then obligated to ensure that the matter is immediately investigated. If possible, two supervisors determine (independently or together) that the safety-sensitive employee in question may indeed be under the influence of alcohol and/or controlled substances.
3. When the supervisor(s) suspect and believe that the safety-sensitive employee may be under the influence of alcohol and/or controlled substances, the safetysensitive employee is then immediately relieved from duty (with pay) and driven by City staff (or others designated) to the City specified collection site. Because of a testing facility requirement, the safety-sensitive employee in question must show proof of identification, such as a photo driver license or state-issued photo identification card.
Whenever practical, the Department Head and Human Resources Administrator should be notified in advance of the employee being taken to the collection site.
4. At the collection site, the safety-sensitive employee will be required to submit a urine sample in the event that controlled substances are suspected or a breath sample in the event that alcohol intoxication is suspected to the on-duty technician.
Care will be taken to provide the safety-sensitive employee with maximum privacy without compromising the integrity of the sample.
5. The City will take precautions to prevent the safety-sensitive employee being tested from going back to work and driving their own car home. Instead, the safetysensitive employee will be given assistance in obtaining a ride home from the collections site.
6. The safety-sensitive employee whose test results are negative (0.02 alcohol concentration or less) will be reinstated. The safety-sensitive employee whose confirmation test results indicate an alcohol concentration greater than 0.02 but less than 0.04 will not be permitted to return to duty or perform a safety-sensitive function for 24 hours after the administration of the test. The safety-sensitive employee whose confirmation test result indicates an alcohol concentration of 0.04 or greater for alcohol will be referred to a City specified outside Substance Abuse Professional (SAP) who will assess the safety-sensitive employee’s condition and
12 City of Yuba City Fire Management
make a recommendation for treatment which must be followed by the safetysensitive employee. Failure to follow the accepted recommendations or refusal to submit to return-to-duty and unannounced follow-up testing will result in the safetysensitive employee’s termination.
7. The safety-sensitive employee whose controlled substance test results are verified negative will be reinstated. The safety-sensitive employee whose controlled substance test is verified positive by the Medical Review Officer will be referred to a City specified outside Substance Abuse Professional who will assess the safetysensitive employee’s condition and make a recommendation for treatment, which must be followed by the safety-sensitive employee. Failure to follow the accepted recommendation or refusal to submit to return-to-duty and unannounced follow-up testing will result in the safety-sensitive employee’s termination.
B. Procedures – Random Testing
1. The compliance company notifies the supervisor to send the safety-sensitive employee to the collection site or the mobile unit for alcohol and/or controlled substance testing.
2. The supervisor notifies the safety-sensitive employee to go to the collection site for alcohol and/or controlled substance testing immediately. Because of a testing facility requirement, the safety-sensitive employee in question must have proof of identification, such as a photo driver license or state-issued photo identification card.
3. At the collection site, the safety-sensitive employee will be required to submit a urine sample in the event that controlled substances are to be tested for, or a breath sample in the event that alcohol is being tested for to the on-duty technician.
Care will be taken to provide the safety-sensitive employee with maximum privacy without compromising the integrity of the sample.
4. The safety-sensitive employee whose test results are negative (0.02 alcohol concentration or less) will be reinstated. The safety-sensitive employee whose confirmation test results indicate an alcohol concentration greater than 0.02 but less than 0.04 will not be permitted to return to duty or perform a safety-sensitive function for 24 hours after the administration of the test. The safety-sensitive employee whose confirmation test result indicates an alcohol concentration of 0.04 or greater for alcohol will be referred to a City specified outside Substance Abuse Professional (SAP) who will assess the safety-sensitive employee’s condition and make a recommendation for treatment which must be followed by the safetysensitive employee. Failure to follow the accepted recommendations or refusal to submit to return-to-duty and unannounced follow-up testing will result in the safetysensitive employee’s termination.
5. The safety-sensitive employee whose controlled substance test results are verified negative will be reinstated. The safety-sensitive employee whose controlled
13 City of Yuba City Fire Management
substance test is verified positive by the Medical Review Officer will be referred to a City specified outside Substance Abuse Professional who will assess the safetysensitive employee’s condition and make a recommendation for treatment, which must be followed by the safety-sensitive employee. Failure to follow the accepted recommendation or refusal to submit to return-to-duty and unannounced follow-up testing will result in the safety-sensitive employee’s termination.
C. Procedures – Post Accident
1. The safety-sensitive employee notifies a supervisor that an accident has occurred.
2. The supervisor determines that the circumstances of the accident warrant a postaccident test when a citation was issued, or a fatality occurred. Thereafter, the supervisor directs the safety-sensitive employee to immediately go to the collection site for alcohol and controlled substance testing. Because of a testing facility requirement, the safety-sensitive employee in question must have proof of identification, such as a photo driver license or state-issued photo identification card.
3. At the collection site, the safety-sensitive employee will be required to submit a urine sample for controlled substances and a breath sample for alcohol testing to the on-duty technician. Care will be taken to provide the safety-sensitive employee with maximum privacy without compromising the integrity of the sample.
4. The Department Head and Director of Human Resources will be notified that an accident has occurred, and that the safety-sensitive employee was instructed to go to the collection site.
5. The safety-sensitive employee whose test results are negative (0.02 alcohol concentration or less) will be reinstated. The safety-sensitive employee whose confirmation test results indicate an alcohol concentration greater than 0.02 but less than 0.04 will not be permitted to return to duty or perform a safety-sensitive function for 24 hours after the administration of the test. The safety-sensitive employee whose confirmation test result indicates an alcohol concentration of 0.04 or greater for alcohol will be referred to a City specified outside Substance Abuse Professional (SAP) who will assess the safety-sensitive employee’s condition and make a recommendation for treatment which must be followed by the safetysensitive employee. Failure to follow the accepted recommendations or refusal to submit to return-to-duty and unannounced follow-up testing will result in the safetysensitive employee’s termination.
6. The safety-sensitive employee whose controlled substance test results are verified negative will be reinstated. The safety-sensitive employee whose controlled substance test is verified positive by the Medical Review Officer will be referred to a City specified outside Substance Abuse Professional who will assess the safetysensitive employee’s condition and make a recommendation for treatment, which must be followed by the safety-sensitive employee. Failure to follow the accepted
14 City of Yuba City Fire Management
recommendation or refusal to submit to return-to-duty and unannounced follow-up testing will result in the safety-sensitive employee’s termination.
D. Procedures – Return-to-Duty and Follow-up
1. The compliance company notifies the City to send the safety-sensitive employee to the collection site for alcohol and controlled substance testing.
2. The supervisor notifies the safety-sensitive employee to immediately go to the collection site for alcohol and controlled substance testing. Because of a testing facility requirement, the safety-sensitive employee in question must have proof of identification, such as a photo driver license or state-issued photo identification card.
3. At the collection site, the safety-sensitive employee will be required to submit a urine sample in the event that controlled substances are to be tested for, or a breath sample in the event that alcohol is being tested for to the on-duty technician.
Care will be taken to provide the safety-sensitive employee with maximum privacy without compromising the integrity of the sample.
4. The safety-sensitive employee whose confirmation test results indicate an alcohol concentration greater than 0.02 or whose controlled substance test is verified positive will be terminated.
E. Procedures – Chain of Custody for Controlled Substance Specimens
1. At the time a specimen is collected, the safety-sensitive employee will be given a copy of the specimen collection procedures.
2. Urine will be in a wide-mouthed clinic specimen container, which will remain in full view of the safety-sensitive employee until split, transferred to, sealed and initialed in two tamper-resistant urine bottles.
3. Immediately after the specimens are collected, the urine bottles will, in the presence of the safety-sensitive employee, be labeled and then initialed by the employee. If the sample must be collected at a site other than the controlled substance and/or alcohol-testing laboratory, the specimens will then be placed in the transportation container. The container will be sealed in the safety-sensitive employee’s presence and the safety-sensitive employee will be asked to initial or sign the container. The container will be sent to the designated testing laboratory on that day or the earliest business day by the fastest available method.
4. A chain of custody form will be completed by the on-duty technician during the specimen’s collection process, attached to, and mailed with the specimen.
15 City of Yuba City Fire Management
F. Procedures – Specimen Collection of Strange and/or Unrecognizable Substances
1. A safety-sensitive employee is observed with a strange and/or unrecognizable substance.
2. The supervisor, in the presence of a witness, places the strange and/or unrecognizable substance into a clear plastic bag. The bag is sealed, labeled and signed by both the supervisor and the witness.
3. The incident report is made and signed by both the supervisor and a witness.
4. The plastic bag containing the specimen and a copy of the incident report is taken to the collection site for transportation to the laboratory for analysis.
G. Procedures – Alcohol Concentration
1. The safety-sensitive employee and the on-duty Breath Alcohol Technician (BAT) complete the alcohol testing form to ensure that the results are properly recorded.
2. After an explanation of how the breathalyzer works, an initial breath sample is taken.
3. If the results of the initial test show an alcohol concentration of 0.02 or greater a second or confirmation test must be conducted. The confirmation test must not be conducted less than 15 minutes after, nor more than 20 minutes after the screening test.
4. The confirmation test will utilize Evidential Breath Testing devices that print out the results, date and time, a sequential test number, and the name and serial number of the Evidential Breath Testing device to ensure the reliability of the results.
10/26/20233:17 PM
Fire Management
Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
6055** FIRE BATTALION CHIEF FM 10,190 10,700 11,235 11,797 12,387 Monthly
41.99 44.09 46.30 48.61 51.04 Hourly
6066 FIRE MARSHAL FM 10190 10700 11,235 11,797 12,387 Monthly
58.79 61.73 64.82 68.06 71.46 Hourly
FIRE DEPARTMENT CLASSIFICATIONS CALCULATED ON A 40 HOUR WORK WEEK:
Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
6140 FIRE BATTALION CHIEF FM 10,190 10,700 11,235 11,797 12,387
58.79 61.73 64.82 68.06 71.46
** Indicates classifications whose hourly rates are computed on the basis of an average 56 hour duty week.EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
SALARY STEPS
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
4. 11-07-23 Salary Schedule 3793
17 City of Yuba City Fire Management
Appendix “C” — Catastrophic Illness and Injury Donation Plan Purpose
To assist employees confronting personal or family catastrophic illness or injury who need the support of City employees to avoid financial hardship.
Plan Guidelines
1. Regular and probationary employees who are on an approved leave of absence (in accordance with Human Resources Rules 2.11 (B) or (D)) may receive donated hours of vacation, sick leave, or compensatory time off (CTO) from other employees.
2. Employees seeking donations of time shall submit a written request to the Human Resources Department stating the reason(s) for the request. The Director of Human Resources shall review requests. Each request shall be evaluated solely on its merits.
If approved, the Director of Human Resources will initiate efforts to notify City employees of the request for the donation of hours. The name of the employee will be identified but the City will not release confidential medical information.
If disapproved, the requesting employee may seek review of the decision by the joint labor-management committee consisting of one representative from each of the following groups:
A) Yuba City Employees Association
B) Firefighters’ Association
C) Police Officers’ Association
D) Middle Managers Group
E) First Level Managers Group
F) Human Resources Department
In the event the Committee reaches a tie decision, the decision shall be made in favor of the employee.
The decision of the labor-management committee shall be final and binding and shall not be subject to the grievance procedure.
3. To be eligible for donated leave hours, the employee must be on an approved leave of absence for their critical illness or injury or to provide required care for a family member (spouse, child, parent) who is critically ill or injured. The guidelines of Family Care Leave (Human Resources Rule 2.11 (D)) shall be used to determine whether the critical illness or injury qualifies for the donation of leave hours. Verification of need via physician statements will normally be required. The employee must have exhausted, or is reasonably expected to exhaust, all accumulated leave hours (vacation, sick leave, CTO) to receive leave.
18 City of Yuba City Fire Management
Exhibit “D” – Counseling Memo Policy
When a department head becomes aware of employee conduct, which requires documentation but does not warrant formal disciplinary action, a counseling memorandum may be issued to the employee. The purpose of a counseling memo is to provide notice to the employee of a deficiency or problem observed, document infractions, and modify behavior.
Counseling memos shall be issued on a standard form used by the City. A copy of the counseling memo shall be given to the employee and a copy shall be maintained in the employee’s personnel file for a period of two years. At the conclusion of two years, the employee can ask that the counseling memo be removed from the personnel file. At that time or any time thereafter that it is discovered that a counseling memo exists in the personnel file after two years, all copies shall be removed from any file maintained by the City, including the department or supervisor, and given to the employee. No future reference to the counseling memo will be made in a subsequent disciplinary process or performance evaluation. However, should an employee receive a subsequent counseling memo, or other disciplinary action within the two-year period, a counseling memo shall not be discarded until a two-year period has passed in which no counseling memo or disciplinary action has been issued.
During the two-year period the counseling memo may be used by a supervisor to support disciplinary action. The fact that a counseling memo has been issued shall not be referenced in a performance evaluation, however the substance of the counseling memo may be referenced in a performance evaluation if the supervisor deems it necessary.
Counseling memos used prior to the adoption of this Memorandum of Understanding are subject to this policy.
ATTACHMENT 4
10/26/20233:17 PM
Fire Management
Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
6055** FIRE BATTALION CHIEF FM 10,190 10,700 11,235 11,797 12,387 Monthly
41.99 44.09 46.30 48.61 51.04 Hourly
6066 FIRE MARSHAL FM 10190 10700 11,235 11,797 12,387 Monthly
58.79 61.73 64.82 68.06 71.46 Hourly
FIRE DEPARTMENT CLASSIFICATIONS CALCULATED ON A 40 HOUR WORK WEEK:
Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
6140 FIRE BATTALION CHIEF FM 10,190 10,700 11,235 11,797 12,387
58.79 61.73 64.82 68.06 71.46
** Indicates classifications whose hourly rates are computed on the basis of an average 56 hour duty week.EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
SALARY STEPS
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
4. 11-07-23 Salary Schedule 3793
Agenda Item 12
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Human Resources Department
Presentation By: Natalie Springer, Human Resources Director Summary
Subject: Police Mid-Managers (PMM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Police Mid-Managers B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $46,459
Fiscal Impact: The increase for Fiscal Year 2023-2024 is $46,459. The increase for Fiscal Year 2024-2025 is $51,700.
Purpose:
To approve the Police Mid-Managers (PMM) three year term Memorandum of Understanding (MOU) effective July 1, 2023 through June 26, 2026, in summary: 2.5% longevity pay upon completion of 15 years of service with City, 1.75% longevity pay upon completion of 20 years of service with City; 1.4% bilingual pay; remove restrictions on type of degrees eligible for education pay; administrative "clean up" for health plans, cash-in-lieu flexible spending accounts, tuition reimbursement, and dental and vision plan provisions; eliminate health benefits committee provision as bargaining unit is in CalPERS medical; eliminate certificates provision as it does not apply to this bargaining unit; eliminate Short Term Disability provision; addition of salary survey and comparable agencies and counseling memorandum provisions; wage re-openers to January 2025 and May 2025, and employee contributions to Retiree Health Savings Account (RHSA).
Council's Strategic Goal:
The Memorandum of Understanding addresses the City Council's Strategic Goal of Public Safety.
Background:
Police Mid-Manager's Memorandum of Understanding (MOU) expired June 30, 2023. The City and PMM began meeting in April and signed tentative agreements on all matters on September 17, 2023.
Since mid-September, PMM and the City's Chief Negotiator, Michael Jarvis, have been finalizing the MOU for ratification and City Council approval.
Analysis:
PMM have agreed to a Memorandum of Understanding that includes, in summary, the following items:
1. Term: Three-year term from July 1, 2023 through June 26, 2026.
2. MOU, 2.2, Salary Surveys: This provision memorializes the salary survey and comparable agencies.
3. MOU, 2.4, Wage Reopeners: Reopeners to discuss the City's financial position and the issue of wages.
4. MOU, 3.2, Longevity: 2.5% longevity pay upon completion of 15 years of service with City, 1.75% longevity pay upon completion of 20 years of service with City.
5. MOU,3.3, Education Incentive: This provision removes restrictions on the type of degrees eligible for education pay.
6. MOU, 3.4, Bilingual Pay: 1.4% for employees who are proficient in speaking a foreign language.
7. MOU, 3.5, Tuition Reimbursement: Administrative "clean up".
8. MOU, 6.1, Health Plans: Administrative"clean up".
9. MOU, 6.2, Cash-in-Lieu: Administrative "clean up".
10. MOU, 6.3, Dental and Vision Plans: Administrative "clean up".
11. MOU, 6.5, Retiree Health Savings Account: Employee contributions to a retiree health savings account.
12. MOU, 6.7, Flexible Spending Account: Administrative "clean up".
13. MOU, 6.8, Dependent Care Spending Program: Administrative "clean up".
14. MOU, 10.1, Counseling Memorandum: Administrative "clean up".
The following provisions were removed from the PMM MOU:
1. Health Benefits Committee: The Committee is no longer used because this bargaining unit is in CalPERS medical.
2. Certifications: This does not apply to this bargaining unit.
3. Short Term Disability: The City's Short Term Disability program is being phased out.
Fiscal Impact:
The increase for Fiscal Year 2023-2024 is $46,459. The increase for Fiscal Year 2024-2025 is $51,700. Authorize the Finance Director to make the following supplemental appropriations to the FY 23/24 Adopted Budget: PD-Administration 2120-61210 $7,667; Investigation 2130-61210 $18,366; Field Operations 2140-61210 $20,426.
Alternatives:
1. Do not approve Police Mid-Managers Memorandum of Understanding which will result in no updated MOU. If this occurs, Staff will require direction to address next steps with PMM.
Recommendation:
Adopt a Resolution:
A. Approving the Memorandum of Understanding with the PMM.
B. Authorizing the Finance Director to amend the salary schedule.
C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $46,459.
Attachments:
1. Attachment 1 Costing
2. Attachment 2 Resolution
3. Attachment 3 PMM MOU
4. Attachment 4 PMM Salary Schedule
Prepared By: Submitted By:
Natalie Springer
Human Resources Director
Diana Langley
City Manager
ATTACHMENT 1
On‐going One‐time Total
FY 2023‐24
Longevity Pay 4.25% Cap 46,459 $ 46,459
Bilingual Pay 1.4% ‐ No Current Utilization ‐ $ ‐ Two ‐Year Cost Projections
Total Cost $ ‐$ 46,459$ 46,459 FY 2024‐25
Longevity Pay 4.25% Cap 51,700 $ 51,700
Bilingual Pay 1.4% ‐ No Current Utilization ‐ $ ‐ Two ‐Year Cost Projections
Total Cost $ ‐$ 51,700$ 51,700 General Fund 98,159 $ 98,159 $
Water ‐ $ ‐ $
Wastewater $ ‐ $ ‐ SASA $ ‐ $ ‐
VMF $ ‐ $ ‐
City of Yuba City
Police Mid Managers ‐ November 7, 2023 Staff Report
ATTACHMENT 2
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUBA CITY
APPROVING THE POLICE MID-MANAGERS (PMM)
MEMORANDUM OF UNDERSTANDING
JULY 1, 2023 – JUNE 26, 2026
WHEREAS, the City recognizes the Police Mid-Manager’s (PMM) commitment to the City and its citizens while providing outstanding and dedicated service to all and; WHEREAS, City staff and PMM met and conferred over the Memorandum of Understanding and;
WHEREAS, the City appreciates the efforts and energy the PMM have put forth to finalize the MOU.
NOW, THEREFORE, the City Council of the City of Yuba City does hereby resolve as follows:
Approve the attached PMM Memorandum of Understanding, which includes, in summary, the following terms:
1. Term: Three-year term from July 1, 2023 through June 26, 2026.
2. MOU, 2.2, Salary Surveys: This provision memorializes the salary survey and comparable agencies.
3. MOU, 2.4, Wage Reopeners: Reopeners to discuss the City's financial position and the issue of wages.
4. MOU, 3.2, Longevity: 2.5% longevity pay upon completion of 15 years of service with City,
1.75% longevity pay upon completion of 20 years of service with City.
5. MOU,3.3, Education Incentive: This provision removes restrictions on the type of degrees eligible for education pay.
6. MOU, 3.4, Bilingual Pay: 1.4% for employees who are proficient in speaking a foreign language.
7. MOU, 3.5, Tuition Reimbursement: Administrative "clean up".
8. MOU, 6.1, Health Plans: Administrative "clean up".
9. MOU, 6.2, Cash-in-Lieu: Administrative "clean up".
10. MOU, 6.3, Dental and Vision Plans: Administrative "clean up".
11. MOU, 6.5, Retiree Health Savings Account: Employee contributions to a retiree health savings account.
12. MOU, 6.7, Flexible Spending Account: Administrative "clean up".
13. MOU, 6.8, Dependent Care Spending Program: Administrative "clean up".
14. MOU, 10.1, Counseling Memorandum: Administrative "clean up".
In addition, staff is authorized to make any necessary clarifying language changes as long as the changes do not modify the MOU’s substantive terms or past practice.
The Director of Finance is hereby authorized to make the necessary budget adjustments to implement the provisions of this resolution including a supplemental appropriations in the amount of $46,459.
The foregoing Resolution of the City Council of the City of Yuba City was duly introduced, passed and adopted at a regular meeting thereof held on the 7th day of November 2023.
AYES:
NOES:
ABSENT:
_________________________
Wade Kirchner, Mayor
ATTEST:
__________________________
Ciara Wakefield, Deputy City Clerk
APPROVED AS TO FORM
COUNSEL FOR YUBA CITY:
_________________________
Stacey Sheston, Special Counsel
Best Best & Krieger, LLP
ATTACHMENT 3
ATTACHMENT 4
10/23/20235:35 PM
Police Mid-Managers
CLASSIFICATION Group 1 2 3 4 5
7010* ADMINISTRATIVE MANAGER Police MM 8,655 9,088 9,542 10,019 10,520 Monthly
49.93 52.43 55.05 57.80 60.69 Hourly
7180* ASSISTANT POLICE CHIEF Police MM 12,541 13,168 13,826 14,517 15,243 Monthly
72.35 75.97 79.77 83.75 87.94 Hourly
7150* POLICE COMMANDER Police MM 11,944 12,541 13,168 13,826 14,517 Monthly
68.91 72.35 75.97 79.77 83.75 Hourly
7111* POLICE LIEUTENANT Police MM 10,638 11,170 11,728 12,314 12,930 Monthly
61.37 64.44 67.66 71.04 74.60 Hourly
Pensionable Compensation for New Members (PEPRA)
MOU Article 3.2 - Longevity Pay (Cumulative but not compounded) Upon completion of service with the City of Yuba City:
15 years 2.50%20 years 1.75%
MOU Article 3.3 - Education Incentive Police Sworn Mid-Manager employees awarded a Master's degree or who has successfully completed theFBI National Academy will be eligible to receive an education incentive of 2.5% of base salary.The maximum education incentive is limited to 2.5% of base salary.MOU Article 3.4 - Bilingual PayPolice Mid-Manager employees who are certified as bilingual will receive a bilingual pay incentive 1.4% of their base hourly rate::
* Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PMM - Police Mid Managers FM - Fire Management PFLM - Police First Level Managers
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE July 1, 2023
SALARY STEPS
3. 10-25-2023 Salary Schedule PFLM PMM
10/23/20235:36 PM
Police Mid-Managers
CLASSIFICATION Group 1234 56789
7410* ADMINISTRATIVE MANAGER Police MM 8,655 8,872 9,088 9,315 9,542 9,781 10,019 10,270 10,520 Monthly
49.93 51.18 52.43 53.74 55.05 56.43 57.80 59.25 60.69 Hourly Pensionable Compensation for New Members (PEPRA)
MOU Article 3.2 - Longevity Pay (Cumulative but not compounded)Upon completion of service with the City of Yuba City:
15 years 2.50% - --
20 years 1.75%
MOU Article 3.3 - Education Incentive Police Sworn Mid-Manager employees awarded a Master's degree or who has successfully completed theFBI National Academy will be eligible to receive an education incentive of 2.5% of base salary.The maximum education incentive is limited to 2.5% of base salary.MOU Article 3.4 - Bilingual PayPolice Mid-Manager employees who are certified as bilingual will receive a bilingual pay incentive 1.4% of their base hourly rate::
* Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PMM - Police Mid Managers FM - Fire Management PFLM - Police First Level Managers
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE July 1, 2023
SALARY STEPS
3. 10-25-2023 Salary Schedule PFLM PMM
Agenda Item 13
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Human Resources Department
Presentation By: Natalie Springer, Human Resources Director Summary
Subject: Police First Level Managers (PFLM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Police First Level Managers
B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $55,004
Fiscal Impact: The increase for Fiscal Year 2023-2024 is $55,004. The increase for Fiscal Year 2024-2025 is $56,717.
Purpose:
To approve the Police First Level Managers (PFLM) three year term Memorandum of Understanding (MOU) effective July 1, 2023 through June 26, 2026, in summary: effective July 1, 2023, 3% salary increase; effective November 18, 2023, 1.4% bilingual pay; wage re-openers to January 2025 and May 2025, administrative "clean up" for health plans, flexible spending accounts, safety retirement formulas, on-call pay, work schedules, tuition reimbursement, and dental and vision plan provisions; addition of salary survey and comparable agencies and City and employee contributions to Retiree Health Savings Account (RHSA); replacement of acting pay provision with temporary upgrade pay and supervisor premium pay to maintain compliance with CalPERS; holiday-in-lieu paid as a percentage of base pay to maintain compliance with CalPERS; eliminate compensatory time off provision, DMV License Examiniation provision, Short Term Disability provision, American Disability Act compliance provision; update call back pay provision.
Council's Strategic Goal:
The Memorandum of Understanding addresses the City Council's Strategic Goal of Public Safety.
Background:
Police First Level Managers' Memorandum of Understanding (MOU) expired June 30, 2023. The City and PFLM began meeting in April and signed tentative agreements on all matters on September 17,
2023. Since mid-September, PFLM and the City's Chief Negotiator, Michael Jarvis, have been finalizing the MOU for ratification and City Council approval.
Analysis:
PFLM have agreed to a Memorandum of Understanding that includes, in summary, the following items:
1. Term: Three-year term from July 1, 2023 through June 26, 2026.
2. MOU, 3.1, Salary Increase: 3% salary increase.
3. MOU, 3.2, Wage Reopeners: Reopeners to discuss the City's financial position and the issue of wages.
4. MOU, 3.3, Salary Surveys: This provision memorializes the salary survey and comparable agencies.
5. MOU, 4.3, Compensatory Time Off: Eliminates compensatory time cash out.
6. MOU, 5.4, Bilingual Pay: Effective November 18, 2023, 1.4% of base rate of pay for speaking a foreign language.
7. MOU, 5.5, Call-Back Pay: Modifies the terms of call-back pay.
8. MOU, 5.6, On-Call Pay: Administrative "clean up" as MOU language did not match current practice of paying on-call pay.
9. MOU, 5.9, Temporary Upgrade Pay: Replacement of obsolete language to maintain compliance with CalPERS.
10. MOU, 5.10, Supervisor Premium: Replacement of obsolete language to maintain compliance with CalPERS.
11. MOU, 5.14, Tuition Reimbursement: Administrative "clean up".
12. MOU, 6.2, Holiday-in-Lieu: Converting holiday-in-lieu hours to a percentage of base pay to maintain compliance with CalPERS.
13. MOU, 7.2, Safety Retirement Formulas: Administrative "clean up".
14. MOU, 8.1, Health Plans: Administrative "clean up".
15. MOU, 8.2, Dental and Vision Plans: Administrative "clean up".
16. MOU, 8.4, Flexible Spending Account: Administrative "clean up".
17. MOU, 8.5, Dependent Care Spending Plan: Administrative "clean up".
18. MOU, 8.7, Retiree Health Savings Account: City and employee contributions to RHSA.
19. MOU, Article 9, Work Schedules: Administrative "clean up" with all hours counting towards hours worked.
The following provisions were removed from the PFLM MOU:
1. DMV License Examination: This does not apply to this bargaining unit.
2. Short Term Disability: The City's Short Term Disability program is being phased out.
3. American Disabilities Act: This provision is a reinstatement of the law.
Fiscal Impact:
The increase for Fiscal Year 2023-2024 is $55,004. The increase for Fiscal Year 2024-2025 is $56,717. Authorize the Finance Director to make the following supplemental appropriations to the FY 23/24 Adopted Budget: PD-Administration 2120-61210 $2,331; Investigation 2130-61210 $11,853; Field Operations 2140-61210 $31,458; Traffic 2110-61210 $5,738; Communications 2170-61210 $3,624.
Alternatives:
Do not approve the Police First Level Managers Memorandum of Understanding which will result in no updated MOU. If this occurs, Staff will require direction to address next steps with PFLM.
Recommendation:
Adopt a Resolution:
A. Approving the Memorandum of Understanding with Police First Level Managers.
B. Authorizing the Finance Director to amend the salary schedule.
C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $55,004.
Attachments:
1. Attachment 1 Costing
2. Attachment 2 Resolution
3. Attachment 3 PFLM MOU
4. Attachment 4 PFLM Salary Schedules
Prepared By: Submitted By:
Natalie Springer
Human Resources Director
Diana Langley
City Manager
ATTACHMENT 1
On‐going One‐time Total
FY 2023‐24
Salary increase ‐ 3.0% COLA 49,063 $ 49,063
Bilingual Pay 1.4% $ 453 453 Holiday Pay 4.25% 1,598 $ 1,598
Retirement Health Savings Account 3,890 $ 3,890 Two ‐Year Cost Projections
Total Cost $ ‐$ 55,004$ 55,004 On‐going One‐time Total
FY 2024‐25
Salary increase ‐ 3.0% COLA 50,651 $ 50,651
Bilingual Pay 1.4% $ 459 459 Holiday Pay 4.25% 1,673 $ 1,673
Retirement Health Savings Account 3,934 $ 3,934 Two ‐Year Cost Projections
Total Cost $ ‐$ 56,717$ 56,717 Total Two Year Cost $ 111,721 111,721$
General Fund 111,491 $ 111,491 $
Water ‐ $ ‐ $
Wastewater $ ‐ $ ‐ SASA $ ‐ $ ‐
VMF $ ‐ $ ‐
City of Yuba City
Police First Level Managers ‐ November 7, 2023 Staff Report
ATTACHMENT 2
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUBA CITY
APPROVING THE POLICE FIRST LEVEL MANAGERS (PFLM)
MEMORANDUM OF UNDERSTANDING
JULY 1, 2023 – JUNE 26, 2026
WHEREAS, the City recognizes the Police First Level Managers’ (PFLM) commitment to the City and its citizens while providing outstanding and dedicated service to all and; WHEREAS, City staff and PFLM met and conferred over the Memorandum of Understanding and;
WHEREAS, the City appreciates the efforts and energy the PFLM have put forth to finalize the MOU.
NOW, THEREFORE, the City Council of the City of Yuba City does hereby resolve as follows:
Approve the attached PFLM Memorandum of Understanding, which includes the following terms:
PFLM have agreed to Memorandum of Understanding that includes, in summary, the following items:
1. Term: Three-year term from July 1, 2023 through June 26, 2026.
2. MOU, 3.1, Salary Increase: 3% salary increase.
3. MOU, 3.2, Wage Reopeners: Reopeners to discuss the City's financial position and the issue of wages.
4. MOU, 3.3, Salary Surveys: This provision memorializes the salary survey and comparable agencies. .
5. MOU, 4.3, Compensatory Time Off: Eliminates compensatory time cash out.
6. MOU, 5.4, Bilingual Pay: Effective November 18, 2023, 1.4% of base rate of pay for speaking a foreign language.
7. MOU, 5.5, Call-Back Pay: Modifies the terms of call-back pay.
8. MOU, 5.6, On-Call Pay: Administrative "clean up" as MOU language did not match current practice of paying on-call pay.
9. MOU, 5.9, Temporary Upgrade Pay: Replacement of obsolete language to maintain compliance with CalPERS.
10. MOU, 5.10, Supervisor Premium: Replacement of obsolete language to maintain compliance with CalPERS.
11. MOU, 5.14, Tuition Reimbursement: Administrative "clean up".
12. MOU, 6.2, Holiday-in-Lieu: Converting holiday-in-lieu hours to a percentage of base pay to maintain compliance with CalPERS.
13. MOU, 7.2, Safety Retirement Formulas: Administrative "clean up".
14. MOU, 8.1, Health Plans: Administrative "clean up".
15. MOU, 8.2, Dental and Vision Plans: Administrative "clean up".
16. MOU, 8.4, Flexible Spending Account: Administrative "clean up".
17. MOU, 8.5, Dependent Care Spending Plan: Administrative "clean up".
18. MOU, 8.7, Retiree Health Savings Account: City and employee contributions to RHSA.
19. MOU, Article 9, Work Schedules: Administrative "clean up" with all hours counting towards hours worked.
In addition, staff is authorized to make any necessary clarifying language changes as long as the changes do not modify the MOU’s substantive terms or past practice.
The Director of Finance is hereby authorized to make the necessary budget adjustments to implement the provisions of this resolution including supplemental appropriations in the amount of $55,004.
The foregoing Resolution of the City Council of the City of Yuba City was duly introduced, passed and adopted at a regular meeting thereof held on the 7th day of November 2023.
AYES:
NOES:
ABSENT:
_________________________
Wade Kirchner, Mayor
ATTEST:
__________________________
Ciara Wakefield, Deputy City Clerk
APPROVED AS TO FORM
COUNSEL FOR YUBA CITY:
_________________________
Stacey Sheston, Special Counsel
Best Best & Krieger, LLP
ATTACHMENT 3
10/23/20235:30 PM
Police First Level Managers
Bargaining
JCN CLASSIFICATION Group 12 345
6100* POLICE SERGEANT PFLM 7,573 7,952 8,350 8,768 9,206 Monthly
43.69 45.88 48.17 50.58 53.11 Hourly
6106 POLICE RECORDS SUPERVISOR PFLM 4,773 5,012 5,263 5,526 5,802 Monthly
27.54 28.92 30.36 31.88 33.47 Hourly
6035 COMMUNICATIONS CENTER SUPERVISOR PFLM 6,472 6,796 7,136 7,493 7,867 Monthly
37.34 39.21 41.17 43.23 45.39 Hourly
Pensionable Compensation for New Members (PEPRA)
MOU Article 5.1 - Longevity Pay (Cumulative but not compounded)Upon completion of service with the City of Yuba City:
5 years 1.25%
10 years 2.50%15 years 5.00%20 years 7.50%
MOU Article 5.2 & 5.3 - Education IncentiveEducation Incentive Pay shall be base pay cumulative but not compoundedSworn personnel shall have a 12.7% cap Associate Degree 2.50%
Bachelor Degree 7.50%
POST Intermediate Cert 2.50%
POST Advanced Cert 7.50%
POST Supervisory Cert 5.20%
Non-sworn personnel
Associate Degree 2.50%
Bachelor Degree 5.00%
POST Public Safety Dispatch Adv 2.50%
POST Dispatch Supervisor 5.00%
MOU Article 5.4 - Bilingual PayPolice First Level Managers who are certified as bilingual will receive a bilingual pay incentive 1.4% of their base hourly rate:MOU Article 6.2 - Holiday PayPolice First Level Managers assigned to regular patrol shifts shall receive 4.25% of their base hourly ratein lieu of receiving any other form of holiday compensation.MOU Article 5.12 & 5.13 - FTO Pay and Traffic DivisionEmployees assigned to Field Training Officer, and/or the Traffic Divisionshall receive 5% of incentive pay (calculated from base hourly wage). MOU Article 5.11 - Detective and Net-5 (increase from 5% to 7.5% effective 9/28/19)Employees assigned to Investigation and/or Net-5shall receive 7.5% of incentive pay (calculated from base hourly wage).
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
3. 10-25-2023 Salary Schedule PFLM PMM
10/23/20235:31 PM
Police First Level Managers
Bargaining
JCN CLASSIFICATION Group 12 3456789
6406 POLICE RECORDS SUPERVISOR PFLM 4,773 4,893 5,012 5,138 5,263 5,395 5,526 5,664 5,802 Monthly
27.54 28.23 28.92 29.64 30.36 31.13 31.88 32.68 33.47 Hourly 6435 COMMUNICATIONS CENTER SUPERVISOR PFLM 6,472 6,634 6,796 6,966 7,136 7,315 7,493 7,680 7,867 Monthly
37.34 38.27 39.21 40.19 41.17 42.20 43.23 44.31 45.39 Hourly Pensionable Compensation for New Members (PEPRA)
MOU Article 5.1 - Longevity Pay (Cumulative but not compounded)Upon completion of service with the City of Yuba City:
5 years 1.25%
10 years 2.50%15 years 5.00%20 years 7.50%
MOU Article 5.2 & 5.3 - Education IncentiveEducation Incentive Pay shall be base pay cumulative but not compoundedSworn personnel shall have a 12.7% cap Associate Degree 2.50%
Bachelor Degree 7.50%
POST Intermediate Cert 2.50%
POST Advanced Cert 7.50%
POST Supervisory Cert 5.20%
Non-sworn personnel
Associate Degree 2.50%
Bachelor Degree 5.00%
POST Public Safety Dispatch Adv 2.50%
POST Dispatch Supervisor 5.00%
MOU Article 5.4 - Bilingual PayPolice First Level Managers who are certified as bilingual will receive a bilingual pay incentive 1.4% of their base hourly rate:MOU Article 6.2 - Holiday PayPolice First Level Managers assigned to regular patrol shifts shall receive 4.25% of their base hourly ratein lieu of receiving any other form of holiday compensation.
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
3. 10-25-2023 Salary Schedule PFLM PMM
ATTACHMENT 4
10/23/20235:30 PM
Police First Level Managers
Bargaining
JCN CLASSIFICATION Group 12 345
6100* POLICE SERGEANT PFLM 7,573 7,952 8,350 8,768 9,206 Monthly
43.69 45.88 48.17 50.58 53.11 Hourly
6106 POLICE RECORDS SUPERVISOR PFLM 4,773 5,012 5,263 5,526 5,802 Monthly
27.54 28.92 30.36 31.88 33.47 Hourly
6035 COMMUNICATIONS CENTER SUPERVISOR PFLM 6,472 6,796 7,136 7,493 7,867 Monthly
37.34 39.21 41.17 43.23 45.39 Hourly
Pensionable Compensation for New Members (PEPRA)
MOU Article 5.1 - Longevity Pay (Cumulative but not compounded)Upon completion of service with the City of Yuba City:
5 years 1.25%
10 years 2.50%15 years 5.00%20 years 7.50%
MOU Article 5.2 & 5.3 - Education IncentiveEducation Incentive Pay shall be base pay cumulative but not compoundedSworn personnel shall have a 12.7% cap Associate Degree 2.50%
Bachelor Degree 7.50%
POST Intermediate Cert 2.50%
POST Advanced Cert 7.50%
POST Supervisory Cert 5.20%
Non-sworn personnel
Associate Degree 2.50%
Bachelor Degree 5.00%
POST Public Safety Dispatch Adv 2.50%
POST Dispatch Supervisor 5.00%
MOU Article 5.4 - Bilingual PayPolice First Level Managers who are certified as bilingual will receive a bilingual pay incentive 1.4% of their base hourly rate:MOU Article 6.2 - Holiday PayPolice First Level Managers assigned to regular patrol shifts shall receive 4.25% of their base hourly ratein lieu of receiving any other form of holiday compensation.MOU Article 5.12 & 5.13 - FTO Pay and Traffic DivisionEmployees assigned to Field Training Officer, and/or the Traffic Divisionshall receive 5% of incentive pay (calculated from base hourly wage). MOU Article 5.11 - Detective and Net-5 (increase from 5% to 7.5% effective 9/28/19)Employees assigned to Investigation and/or Net-5shall receive 7.5% of incentive pay (calculated from base hourly wage).
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
3. 10-25-2023 Salary Schedule PFLM PMM
10/23/20235:30 PM
EMPLOYEE BARGAINING GROUPS
CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department
MM - Middle Manager PMM - Police Mid Managers
FM - Fire Management PFLM - Police First Level Managers
3. 10-25-2023 Salary Schedule PFLM PMM
10/23/20235:31 PM
Police First Level Managers
Bargaining
JCN CLASSIFICATION Group 12 3456789
6406 POLICE RECORDS SUPERVISOR PFLM 4,773 4,893 5,012 5,138 5,263 5,395 5,526 5,664 5,802 Monthly
27.54 28.23 28.92 29.64 30.36 31.13 31.88 32.68 33.47 Hourly 6435 COMMUNICATIONS CENTER SUPERVISOR PFLM 6,472 6,634 6,796 6,966 7,136 7,315 7,493 7,680 7,867 Monthly
37.34 38.27 39.21 40.19 41.17 42.20 43.23 44.31 45.39 Hourly Pensionable Compensation for New Members (PEPRA)
MOU Article 5.1 - Longevity Pay (Cumulative but not compounded)Upon completion of service with the City of Yuba City:
5 years 1.25%
10 years 2.50%15 years 5.00%20 years 7.50%
MOU Article 5.2 & 5.3 - Education IncentiveEducation Incentive Pay shall be base pay cumulative but not compoundedSworn personnel shall have a 12.7% cap Associate Degree 2.50%
Bachelor Degree 7.50%
POST Intermediate Cert 2.50%
POST Advanced Cert 7.50%
POST Supervisory Cert 5.20%
Non-sworn personnel
Associate Degree 2.50%
Bachelor Degree 5.00%
POST Public Safety Dispatch Adv 2.50%
POST Dispatch Supervisor 5.00%
MOU Article 5.4 - Bilingual PayPolice First Level Managers who are certified as bilingual will receive a bilingual pay incentive 1.4% of their base hourly rate:MOU Article 6.2 - Holiday PayPolice First Level Managers assigned to regular patrol shifts shall receive 4.25% of their base hourly ratein lieu of receiving any other form of holiday compensation.
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
3. 10-25-2023 Salary Schedule PFLM PMM
10/23/20235:31 PM
EMPLOYEE BARGAINING GROUPS
CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PMM - Police Mid Managers FM - Fire Management PFLM - Police First Level Managers
3. 10-25-2023 Salary Schedule PFLM PMM
Agenda Item 14
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Human Resources Department
Presentation By: Natalie Springer, Human Resources Director Summary
Subject: First Level Managers (FLM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with First Level Managers B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $61,847
Fiscal Impact: The increase for Fiscal Year 2023-2024 is $61,847. The increase for Fiscal Year 2024-2025 is $72,169.
Purpose:
To approve the First Level Managers Memorandum of Understanding (MOU) which includes, in summary, a wage increase of 1.5% effective July 1, 2023; MOU extension end date of June 25, 2027; effective November 18, 2023, 1.4% bilingual pay; updates wage re-openers to January 2025, May 2025, May 2026; effective 2024, Thanksgiving week is recognized as a holiday; administrative "clean up" in the dental and vision, animal services standby pay, health plans, and callback and standby time provisions.
Council's Strategic Goal:
This First Level Manager MOU addresses the City Council's Strategic Goals of being business friendly and infrastructure.
Background:
First Level Managers (FLM) Memorandum of Understanding (MOU) is effective July 1, 2022 through June 30, 2025. Within the MOU, there is a wage re-opener that requires the City and First Level Managers to meet on the subject of wages. As a result, the City and FLM met to discuss the wage reopener.
Analysis:
The City and First Level Managers met twice to discuss the wage re-opener for FY 23/24 and have agreed to a Memorandum of Understanding that includes, in summary, the following items:
1. MOU, first page: MOU extended to June 25, 2027.
2. MOU, 1.1 , Salary Increases: All classifications receive a cost of living increase of 1.5% effective July 1, 2023.
3. MOU, 1.2, Wage Reopeners: Agreement on wage re-openers in January 2025, May 2025, and May 2026.
4. MOU, 1.4, Bilingual Pay: 1.4% for employees who are proficient in speaking a foreign language.
5. MOU, 1.5, Animal Services Standby Pay: Administrative "clean up".
6. MOU, Article 3, Holidays: Thanksgiving Holiday and reduce floating holiday to one day.
7. MOU, 4.1, Health Plans: Administrative "clean up".
8. MOU, 4.2, Dental and Vision Plans: Administrative "clean up".
9. MOU,14.2, Callback and Standby-by Time: Administrative "clean up".
Fiscal Impact:
The increase for Fiscal Year 2023-2024 is $61,847. The increase for Fiscal Year 2024-2025 is $72,169. Authorize the Finance Director to make the appropriate supplemental appropriations to the FY 23/24 Adopted Budget. The fiscal impact for FY 2023-204: General Fund $35,879; Vehicle Maintenance Fund $1,505; Water Fund $10,080; SASA $1,258; Wastewater Fund $13,125.
Alternatives:
1. Do not approve First Level Managers' Memorandum of Understanding. If this occurs, Staff will require direction to address next steps with FLM.
Recommendation:
Adopt a Resolution:
A. Approving the Memorandum of Understanding with First Level Managers.
B. Authorizing the Finance Director to amend the salary schedule.
C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $61,847.
Attachments:
1. Attachment 1 Costing
2. Attachment 2 Resolution
3. Attachment 3 FLM MOU
4. Attachment 4 FLM Salary Schedules
Prepared By: Submitted By:
Natalie Springer
Human Resources Director
Diana Langley
City Manager
ATTACHMENT 1
On‐going One‐time Total
FY 2023‐24
Salary increase ‐ 1.5% COLA 60,711 $ 60,711
Bilingual Pay 1.4% ‐ effective November 18, 2023 1,136 $ 1,136 Two ‐Year Cost Projections
Total Cost $ ‐ 61,847 $ 61,847 $ FY 2024‐25
Salary increase ‐ 1.5% COLA 61,216 $ 61,216
Bilingual Pay 1.4% 10,953 $ 10,953
Two ‐Year Cost Projections
Total Cost $ ‐ 72,169 $ 72,169 $ General Fund 78,682 $ 78,682 $
Water 21,943 $ 21,943 $
Wastewater 27,866 $ 27,866 $
SASA 2,515 $ 2,515 $
VMF 3,010 $ 3,010 $
City of Yuba City
First Level Managers ‐ November 7, 2023 Staff Report
ATTACHMENT 2
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUBA CITY
APPROVING THE FIRST LEVEL MANAGERS
MEMORANDUM OF UNDERSTANDING
July 1, 2023 – JUNE 25, 2027
WHEREAS, the City recognizes the First Level Managers’ commitment to the City and its citizens while providing outstanding and dedicated service to all and; WHEREAS, City staff and First Level Managers met and conferred over the FY 23/24 wage reopener and;
WHEREAS, the City appreciates the effort and energy that First Level Managers have put forth to finalize the wage reopener and other MOU terms.
NOW, THEREFORE, the City Council of the City of Yuba City does hereby resolve as follows:
Approve the attached First Level Managers Memorandum of Understanding, which, in summary, includes the following terms:
1. MOU, first page: MOU extended to June 25, 2027.
2. MOU, 1.1 , Salary Increases: All classifications receive a cost of living increase of 1.5% effective July 1, 2023.
3. MOU, 1.2, Wage Reopeners: Agreement on wage re-openers in January 2025, May 2025, and May 2026.
4. MOU, 1.4, Bilingual Pay: 1.4% for employees who are proficient in speaking a foreign language.
5. MOU, 1.5, Animal Services Standby Pay: Administrative "clean up".
6. MOU, Article 3, Holidays: Thanksgiving Holiday and reduce floating holiday to one day.
7. MOU, 4.1, Health Plans: Administrative "clean up".
8. MOU, 4.2, Dental and Vision Plans: Administrative "clean up".
9. MOU,14.2, Callback and Standby-by Time: Administrative "clean up".
In addition, staff is authorized to make any necessary clarifying language changes as long as the changes do not modify the MOU’s substantive terms or past practice.
The Director of Finance is hereby authorized to make the necessary budget adjustments to implement the provisions of this resolution including a supplemental appropriations in the amount of $61,847.
The foregoing Resolution of the City Council of the City of Yuba City was duly introduced, passed and adopted at a regular meeting thereof held on the 7th day of November 2023.
AYES:
NOES:
ABSENT:
_________________________
Wade Kirchner, Mayor
ATTEST:
__________________________
Ciara Wakefield, Deputy City Clerk
APPROVED AS TO FORM
COUNSEL FOR YUBA CITY:
_________________________
Stacey Sheston, Special Counsel
Best Best & Krieger, LLP
ATTACHMENT 3
Memorandum of Understanding
Between
The City of Yuba City
And
The First Level Managers (FLM)
July 1, 2023, through June 25, 2027
i
City of Yuba City First Level Managers
Table of Contents
Preamble......................................................................................................................... 1 Article 1 - Salary.............................................................................................................. 1
1.1 Salary Increase .................................................................................................. 1
1.2 Wage Reopeners ............................................................................................... 1
1.3 New 9-Step Salary Schedule ............................................................................. 1
1.4 Bilingual Pay ...................................................................................................... 1
1.5 Animal Services Standby Pay ............................................................................ 2
1.6 Work Schedule................................................................................................... 3 Article 2 – Public Employees’ Retirement System........................................................... 3
2.1 Retirement Terminology..................................................................................... 3
2.2 Miscellaneous Member Retirement Formulas.................................................... 3 Article 3 –Holidays........................................................................................................... 4
3.1 Recognized Holidays ......................................................................................... 4
3.2 Floating Holidays................................................................................................ 5 Article 4 – Benefits .......................................................................................................... 5
4.1 Health Plans....................................................................................................... 5
4.2 Dental and Vision Plans ..................................................................................... 6
4.3 Life Insurance..................................................................................................... 6
4.4 Employee Assistance Program (EAP)................................................................ 6
4.5 Health Benefits Committee ................................................................................ 7
4.6 Long Term Disability .......................................................................................... 7
4.7 Tuition Reimbursement ...................................................................................... 7 Article 5 – Deferred Compensation ................................................................................. 7 Article 6 - Insurances....................................................................................................... 7 Article 7 – Dept. of Transportation Commercial Drivers Testing...................................... 7 Article 8 – Commercial Driver’s License Examination ..................................................... 7 Article 9 – Vacation Leave............................................................................................... 8
9.1 Vacation Accrual Rate........................................................................................ 8
9.2 Returning Former Employees ............................................................................ 8
9.3 Vacation Accrual and Post-Separation Contributions of Accrued Leave Hours . 8 Article 10 – Catastrophic Illness and Injury Leave Donation Program............................. 9 Article 11 – Administrative Leave .................................................................................... 9
11.1 Exempt Classification...................................................................................... 9
ii
City of Yuba City First Level Managers
11.2 Maximum Cash Out ........................................................................................ 9
11.3 Maximum Carry Over.................................................................................... 10
11.4 Additional Allotment ...................................................................................... 10
11.5 Separation of Employment............................................................................ 10 Article 12 – Compensatory Time ................................................................................... 10
12.1 Maximum Accumulation................................................................................ 10
12.2 Maximum Cash Out ...................................................................................... 10 Article 13 – Counseling Memorandum .......................................................................... 10 Article 14 – Incentives ................................................................................................... 11
14.1 Water Certificate Pay .................................................................................... 11
14.2 Callback and Stand-by Time......................................................................... 11
14.3 Personnel Eligibility for Stand-by .................................................................. 12
14.4 Assignment Period........................................................................................ 13 Article 15 – Term of Agreement .................................................................................... 14 Appendix A – Represented Classifications.................................................................... 15 The First Level Managers represents the following classifications:............................... 15 Appendix B — 5 Step Salary Schedule......................................................................... 16 Appendix C – 9 Step Salary Schedule .......................................................................... 17 Appendix D – Bilingual Classifications .......................................................................... 18
1 City of Yuba City First Level Managers
Preamble
This agreement between the City of Yuba City (City) and the First Level Managers (FLM), is to promote harmonious labor relations between the City and the FLM and the establishment of rates of pay, hours of work, and other conditions of employment. The City recognizes the First Level Managers as the exclusive representative for full-time and regular part-time employees in the classifications in Appendix “A” as amended.
Article 1 - Salary
Effective July 1, 2023, all classifications will receive a cost-of-living increase of one and a half percent (1.5%) salary increase.
The parties will meet to discuss the City’s financial position no later than the end of January 2025 on the issue of wage, to determine if an agreement can be reached on wage increases only with any changes to be effective the first full pay period in January 2025, unless agreed otherwise.
The parties will meet to discuss the City’s financial position no later than the end of May 2025 on the issue of wage, to determine if an agreement can be reached on wage increases only with any changes to be effective the first full pay period in July 2025, unless agreed otherwise.
The parties will meet to discuss the City’s financial position no later than the end of May 2026 on the issue of wage, to determine if an agreement can be reached on wage increases only with any changes to be effective the first full pay period in July 2026, unless agreed otherwise.
If the parties cannot agree on a wage increase during a discussion, there shall be no salary adjustment for that year.
Employees hired in any FLM position after November 25, 2017, will be on the 9-step salary schedule, attached as Appendix “C”. The 9-step salary schedule has both the first step and last step the same as the 5-step salary schedule. The 5-Step salary schedules are attached as Appendix “B”.
Effective November 18, 2023, employees in classifications identified in Appendix “D” Bilingual Classifications who are proficient in speaking a foreign language as determined by the City receive bilingual pay incentive in the amount of one point four percent (1.4%) of their base rate of pay.
2 City of Yuba City First Level Managers
When the Animal Services Manager is on vacation or off duty due to injury or illness:
• The Animal Services Supervisor shall maintain phone availability during the hours between 7:45 am and 6:45 pm, seven days each week, which correlates to the duty hours of the Animal Control Officers.
• The Animal Services Supervisor is available only to Animal Control Officers who are on probation. Animal Control Officers who have successfully passed probation are expected to work independently and make sound judgements relative to field calls and shelter operations in the absence of a supervisor. • Unless there is an extreme emergency, the stand-by call-out for the Animal Services Supervisor shall be for phone consultation to provide directions. Rarely would the Animal Services Supervisor be required to respond to a location to give directions to Animal Control Officers, however, the possibility is that it could occur at some point. The Animal Services Supervisor is responsible for determining whether responding to a location is warranted. In some cases, the Animal Services Supervisor will receive direction from Animal Services Manager to report to a location.
• If the Animal Services Supervisor is required to stand-by during otherwise offduty hours, stand-by pay shall be compensated at $2.45 per hour. • The Animal Services Manager and Animal Services Supervisor will alternate planned time off to ensure management staff is available for phone consultation by subordinate staff. No other staff member will fill in for management consultation in the absence of the Animal Services Manager or Animal Services Supervisor with the exception of the Executive Director.
• The Animal Services Supervisor will not be issued a take-home vehicle. • The Animal Services Supervisor will utilize their Department issued cellphone as needed for any phone consultation work performed while on stand-by. • The Animal Services Supervisor shall be compensated in the same manner as the stand-by Animal Control Officer. When responding to a stand-by phone consultation or call-out, the Animal Shelter Supervisor shall receive a minimum of two (2) hours at time and one-half the employees' regular rate of pay. Multiple callouts within a two (2) hour minimum period (starting from the time of the first call) are not compensable separately. If continuous work hours exceed the two (2) hour minimum, the actual time worked is paid at time and one - half the employees' regular pay. When responding to a location, callback pay is from portal to portal when calculating actual hours worked.
• When on stand-by, the Animal Services Supervisor must refrain from the use of alcohol, medication or substances that may interfere with their ability to effectively
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respond to any call for service. The Animal Services Supervisor must be available by phone and, if needed, be physically able to respond within 45 minutes to an incident location within Animal Control's jurisdiction. • The Animal Services Supervisor must maintain a current California Driver's License.
Assigned work schedule may be changed at sole discretion of the Department Head subject to written notice to the employee including the duration of work schedule no less than one (1) week prior to the implementation.
Article 2 – Public Employees’ Retirement System
Employees will receive retirement benefits from the California Public Employees' Retirement System (CalPERS).
The use of terms "classic member" and "new member" shall be as defined by CalPERS and the Public Employee Pension Reform Act of 2013 (PEPRA).
A new member is defined as:
• An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and has no prior membership in any other public retirement system; or
• An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and is not eligible for reciprocity with another public retirement system; or
• An individual who established prior membership in a retirement system and after a break in service of more than six months, returns to active membership in that system with a new employer.
A. Employees hired before August 2, 1991, receive the 2.7% at 55 miscellaneous CalPERS formula with the one (1) year final average compensation period. The City pays 100% of the employee's contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay eight percent (8%) of the employers’ contribution via a CalPERS contract amendment on a pretax basis.
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B. Employees hired between August 1, 1991, and July 1, 2012, receive the 2.7% at 55 miscellaneous CalPERS formula with the three (3) year final average compensation period. The City pays 100% of the employee's contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay eight percent (8%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
C. Employees hired after June 30, 2012, who are not classified as a new member receive the 2% at 55 miscellaneous CalPERS formula with the three (3) year final average compensation period. The City pays 100% of the employee's contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay seven percent (7%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
D. Employees hired after December 31, 2012, who are classified as new members receive the 2% at 62 miscellaneous CalPERS formula with the three (3) year final average compensation period. These employees pay one half the total normal cost as determined annually by CalPERS on a pre-tax basis.
E. All miscellaneous retirement formulas have the following optional CalPERS retirement benefits:
• Non-Industrial Disability Improved
• Optional Settlement 2
• 1959 Survivor Benefit Level Indexed
• Post-Retirement Death Benefits $500 lump sum
• Survivor Allowance (PRSA)
• 3% Retirement COLA
Article 3 –Holidays
Employees are entitled to holidays with pay. Holidays are paid on an eight (8) hour basis.
The City recognizes following holidays:
a. New Year’s Day (the first day of January)
b. Martin Luther King Day (the third Monday in January) c. Washington’s Birthday (the third Monday in February) d. Memorial Day (the last Monday in May)
e. Independence Day (the fourth day of July)
f. Labor Day (the first Monday in September)
g. Veterans Day (observed on the day established by the Yuba City Unified School District)
h. The Week of Thanksgiving, effective 2024
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i. Christmas Day (the 25th day of December)
j. Eight hours of holiday time to be used on either Christmas Eve or New Year’s Eve, or a combination on both days as approved by the department head.
Whenever a holiday falls on Sunday, the following Monday is observed as a holiday, and whenever a holiday falls on a Saturday, the preceding Friday is observed as a holiday.
Employees are entitled to holiday with pay only if (i) the employee would have been regularly scheduled to work and (ii) the employee is in a paid status on the date immediately preceding or succeeding the holiday.
Employees required to work during the week of Thanksgiving will be allowed to take those holiday hours off during the months of October, November, or December.
Effective July 1, 2024, employees receive one (1) floating holiday annually on July 1. If an employee does not use their floating holiday during the fiscal year the holiday will be cashed out on the final check of the fiscal year. Scheduling/approval of use of the floating holiday must be in accordance with the requirements of Rules.
Article 4 – Benefits
A. Employee Contributions:
Employee contributions are on a pre-tax basis.
B. Health Care Premium Cost:
The City pays 80% of the lowest cost health plan available to the majority of City employees.
C. Cash-in-lieu Payment:
Cash-in-Lieu payments are when an employee reduces the level of health care coverage rather than entire coverage shall be as follows:
• Employees, who reduce the level of health care coverage to which they are entitled, i.e., from full family coverage to employee plus one, or employee only coverage, or from employee plus one to employee only coverage, shall be entitled to a Cash-in-Lieu benefit. The Cash-in-Lieu benefit is based upon the lowest cost health plan available to the majority of City Employees.
The employee making the election covered above, shall receive the difference between the Cash-in-Lieu benefit they would have been entitled had they waived coverage at their present coverage level and Cash-in-Lieu benefit for the lower level elected.
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• The Cash-in-Lieu of medical insurance bonus for employees electing to forego health insurance coverage will be based on the below percentages of the current lowest cost health plan available to the majority of City employees:
Employee only 25%
Employee plus one dependent 25%
Family coverage 30%
For calendar year 2023, the City pays for enhanced dental/vision benefits. The enhanced dental/vision are as follows: annual deductible is $25 (individual) and $75 (family), calendar year maximum benefit is $2,000, basic coverage is 90%, major coverage is 60%, and vision allowance is $800 in 24-month period.
For each following year, through calendar year 2027, the City will annually evaluate the dental and vision fund excess reserve. The City will make a discretionary determination, that is not subject to bargaining requirements or the grievance process, and then communicate the determination in writing as to whether the City will pay for the enhanced dental/vision benefits set forth above the coming calendar year. In any year when enhanced benefits are not able to be funded, benefit levels will automatically revert to the levels below.
City pays 90% of the dental and vision premiums for covered employees. The maximum annual dental benefit is $1750. The vision benefit is $600 every 24 months. Premiums are based on periodic actuarial conducted by an outside consultant. Employees must participate in the City’s Dental and Vision Plan in a manner provided in the adopted Dental and Vision Plan Agreement.
A life insurance benefit amount of fifty thousand dollars ($50,000) shall be maintained for employees.
The EAP is an employee benefit that assists employees with personal problems and/or work-related problems that may impact their job performance, health, mental and emotional well-being. The EAP provides free and confidential assessments, short-term counseling, referrals, and follow-up services for employees and their household members. For details about the EAP program, please see the Human Resources Department.
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The First Level Managers shall designate one (1) representative to the committee. The general purpose of the committee is to address benefit plan design and cost containment.
The committee consists of members from each employee association and serves in an advisory capacity to management.
The City provides a long-term disability program for employees.
Employees may receive up to five thousand dollars ($5,000) per fiscal year for tuition reimbursement, subject to the Rules.
Article 5 – Deferred Compensation
Employees receive fifty dollars ($50.00) a month paid into their deferred compensation account.
Article 6 - Insurances
The City pays the costs associated with obtaining and maintaining special certificates or licenses that are required by the State of California, the City of Yuba City or any governmental agency to obtain and maintain as a condition of employment. (Note: if the certificate or license is required prior to employment, the City will only reimburse post-hire expenses.)
Article 7 – Dept. of Transportation Commercial Drivers Testing It is mutually agreed that the Addendum to Alcohol and Drug Abuse Policy implementing the Omnibus Transportation Employee Testing Act of 1991 (Exhibit A) shall remain in effect.
Article 8 – Commercial Driver’s License Examination
Physical examinations for employees who are required to maintain a Class A or B California driver's license as a job requirement shall have the expense paid by the City.
Employees may elect to go to their own personal physician or to the medical center designated by the City. Employees electing to go to their own personal physician will be reimbursed upon submission of an itemized receipt to the Human Resources Department.
The maximum amount eligible for reimbursement is the amount the City has contracted for with the designated medical center.
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Article 9 – Vacation Leave
Employees will accrue vacation will be as follows:
Years of Service Bi-Weekly Rate
0 – Completion of 4 years 4.0 hours
5 – Completion of 10 years 5.5 hours
11 – Completion of 15 years 6.5 hours
16 or more years 7.1 hours
At the City Manager's discretion, employees who are returning, or who have returned, to City employment may be allowed to accrue vacation leave based upon the total years of service to the City or as otherwise agreed upon, under the following guidelines:
A. They must have worked for the City at least five years previously; B. They must be hired into a First Level Management position upon return; C. The department head must make a written request to the City Manager and the City Manager must provide written instructions to Human Resources to take this action.
With respect to accrued vacation leave hours (as well as other leave hours described below) that are on the books at the time of an employee's separation, the City will make mandatory contributions of such hours as follows:
Upon separation from employment, for retirement from City service or otherwise, 100% of eligible leave, including sick, vacation, administrative and comp time, (determined in accordance with City Rules and Regulations, applicable MOU and based upon length of service) shall be contributed on a mandatory basis for the benefit of the employee to the City's 457(b) plan by the City subject to the annual limitations on contributions to such plan, including catch up contribution limits if applicable. The eligible and remaining leave balance (determined in accordance with City Rules and Regulations, applicable MOU and based upon length of service) after the mandatory allocation to the 457(b) plan, shall be paid out to the employee in taxable compensation; provided that the total amount allocated to the 457(b) plan and paid as taxable compensation does not exceed the applicable limits as set forth in the MOU.
Example 1: An employee has 2500 hours of accrued sick leave and 300 hours of accrued vacation hours and is separating from service (whether to retire or otherwise). If the employee is subject to the 50% limit of total accrued sick leave based on their MOU and
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length of service, the employee would only have 1250 sick leave hours eligible for allocation. As such, only 1250 sick leave hours are considered eligible. The 1250 sick leave hours would be contributed to the City's 457(b) plan, subject to the applicable contribution limits, and any remaining hours would be paid out as taxable compensation. 100% of accrued vacation hours are eligible for allocation. As such, 300 hours would be contributed to the City's 457(b) plan, subject to the applicable contribution limits, and any remaining hours of the 1250 would be paid out as taxable compensation.
Example 2: An employee has 2500 hours of accrued sick leave and 300 hours of accrued vacation hours and is separating from service (whether to retire or otherwise). If the employee is subject to the 30% limit of total accrued sick leave based on their MOU and length of service, the employee would only have 750 sick leave hours eligible for allocation. As such, only 750 sick leave hours are considered "eligible". All 750 sick leave hours would be contributed to the City's 457(b) plan, subject to the applicable contribution limits, and any remaining hours would be paid out as taxable compensation. 100% of accrued vacation hours are eligible for allocation. As such, all 300 hours would be contributed to the City's 457(b) plan, subject to the applicable contribution limits, and any remaining hours would be paid out as taxable compensation. For clarification of a related note, the PERS Sick Leave Conversion is not available for the miscellaneous employees in this unit.
Article 10 – Catastrophic Illness and Injury Leave Donation Program The Catastrophic Illness and Injury Leave Donation Program remains in effect (Exhibit B).
Article 11 – Administrative Leave
Employees whose job classification is declared exempt from overtime under the FLSA guidelines receive 80 hours administrative leave with the first payroll period of each calendar year in lieu of compensatory time and overtime. Employees may use leave subject to the approval of their department head, except that leave cannot be used prior to separation of employment to delay the separation date. New hires receive a pro-rated amount of administrative leave for their first year based upon the month of hire.
Employees who receive administrative leave can elect once a year to cash out a maximum of 40 hours that will be accrued the following year. By December 1 of each year, an employee may annually make an irrevocable advance election to cash out a maximum of 40 hours of administrative leave that will be accrued in the next calendar year. The election shall be made on the form provided by the City for this purpose. The hours selected for cash-out will be paid in the first non-payroll week of January of the following year. (For example, if an employee elects in December 2018 to cash-out forty (40) hours that will be earned in 2019, those hours will be paid in January 2020).
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Employees are allowed to carry over unused administrative leave to the next calendar year, subject to a maximum carryover balance of eighty (80) hours.
At the discretion of the City Manager, an additional allotment of administrative leave not to exceed forty (40) hours per calendar year may be approved. Requests for additional leave allocation must be based on an excessive number of hours worked beyond normal management expectations during the calendar year to the date of the request. Requests for additional leave must be resubmitted by the department head to the City Manager each year, if needed.
In the event of separation of employment, employees will be paid for unused administrative leave.
Article 12 – Compensatory Time
Compensatory time for non-exempt employees may be accumulated to a maximum of eighty (80) hours.
Upon written request, employees who receive compensatory time can elect, once each year, to cash out a maximum of forty (40) hours of future compensatory time. By January 1 of each year, an employee may annually make an irrevocable advance election to cash out a maximum of forty (40) hours of compensatory time that will be accrued by November 30 of that calendar year. The election shall be made on the form provided by the City for this purpose. The hours selected for cash-out will be paid in the first non-payroll week in December. (For example, if an employee elects in January 2019 to cash-out 40 hours of CTO that will be accrued later that year, those hours will be paid in December 2019). An employee can only cash-out hours that are earned/accrued. For example, if a FLM elects, in January 2019, to cash-out forty (40) hours of CTO that will be earned before November 30, but only earns thirty-two (32) hours in CTO in that timeframe, then only thirty-two (32) hours will be paid out in December. Separate and apart from the employee's ability to make an irrevocable advance election, the City, at its option, may pay out up to forty (40) accrued hours of compensatory time at the end of each calendar year.
Article 13 – Counseling Memorandum
The attached policy on Counseling Memos (Exhibit C) shall remain in effect.
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Article 14 – Incentives
The City's water distribution system is classified as a D4 system. Due to this D4 system classification, the Chief Operator is required to have a minimum of a D4 certificate, and shift operators are required to have a minimum of a D3 certificate. To meet the intent of this drinking water regulation, the City must have employees working in water distribution who possess water distribution certifications. Water Distribution Certificate pay is for employees who work with or have the potential to work with the City's water system, possess D-1 through D-4 certification, and is included in the employee's base hourly rate.
For this section, employees who are assigned to work in water distribution are referred to as "Water employees". employees who are not assigned to the area of water distribution are referred to as "Non-Water employees".
The chart below reflects how water distribution certificate pay is applied to Non-Water employees. Total amount of certification pay (when reduced to an hourly rate based on regularly scheduled hours) cannot under any circumstances exceed 10% of the employees' base hourly rate (this includes bilingual pay).
Non-Water (i.e., Maintenance Supervisor-Streets):
If multiple certifications, only receive $50 per month (cap). $50 per month (D-1)
$50 per month (non-cumulative) (D-2)
$50 per month (non-cumulative) (D-3)
N/A
Water Treatment FLMs who are required to have a treatment (T-1 through T-4) or distribution (D1 through D-4) certificate shall have the certification pay included in their hourly rate.
This section addresses employees assigned to supervise the Water Distribution Division and Electrical/Instrumentation Division staff on stand-by for after hours and weekend/holidays for a seven-day period.
A. There are three (3) types of stand-by time: General, Electrical, and Water Distribution. The General stand-by employee is responsible for any after-hours calls except for Water Distribution and Electrical related calls. The Water Distribution Supervisor is the designated Chief Operator for stand-by for the water system and must respond to water distribution calls while on stand-by duty. The Electrical/Instrumentation Supervisor on standby is responsible for the City’s electrical infrastructure, including, but not limited to, traffic signals, streetlights,
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City facilities, the Water Treatment Plant, and the Wastewater Treatment facility, and must respond to electrical calls while on stand-by duty.
B. Stand-by pay is $2.45 per hour for all hours occurring between the end of the shift and the beginning of the next regular shift. A rotation stand-by list will be created and posted in January each year. Only supervisors assigned to Water Distribution and Electrical/Instrumentation are eligible for stand-by pay on an "as needed basis".
For the Water Distribution Supervisor an "as needed basis" is dependent upon the number of D-3 or D-4 certified Water Distribution Operators in the stand-by rotation. If needed, the Water Distribution Supervisor must work on stand-by for water calls until it is determined that sufficient Water Distribution Operator staffing levels exist to respond to water stand-by calls.
For the Electrical/Instrumentation Supervisor an “as needed basis” is dependent upon the number of Electrical Technicians in the stand-by rotation. If needed, the Electrical/Instrumentation Supervisor must work on stand-by for electrical calls until it is determined that sufficient Electrical Technician staffing levels exist to respond to electrical stand-by calls.
C. The Water Distribution and Electrical/Instrumentation Supervisors are allowed to trade stand-by weeks or individual days to stand-by eligible employees with written notice to their supervisor for approval at least two (2) days in advance of their scheduled stand-by week.
D. The Water Distribution and Electrical/Instrumentation Supervisors are provided designated take home vehicles for the purpose of responding to callouts. Takehome vehicles may not be driven for any purpose other than driving to and from service calls and traveling to and from work. Employees required to use their personal vehicle while on stand-by shall receive the current IRS mileage rate for personal vehicle mileage while responding to callouts. Personal vehicle usage must have pre-approval of insurance coverage in accordance with the City's policy.
E. When a Water Distribution or Electrical/Instrumentation Supervisor is called back to work they receive a minimum two (2) hours at time and one-half the employee's regular rate of pay. Multiple callouts within a two (2) hour minimum period are not separately compensable. If continuous work hours exceed the two (2) hour minimum, the actual time worked is paid at time and one- half the employees' regular pay. The stand-by pay is from portal-to-portal or when a call is received from dispatch until the employee has returned to their residence.
A. The Water Distribution Supervisor must have a valid California Water Distribution D-4 or higher certification.
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B. Supervisors must have a minimum of a Class A California Driver's License.
C. Supervisors must be within forty-five (45) minutes response time using an internet mapping site.
D. Supervisors must remain physically able to respond within forty-five (45) minutes to the incident and refrain from the use of alcohol, medications or substances that may interfere with their ability to effectively respond to any call for service while on stand-by.
The stand-by period is one (1) week beginning on Thursday at the conclusion of the workday and continuing to the following Thursday at conclusion of the workday.
14.5 Assignment Limits
Supervisors are limited to two (2) weeks stand-by at a time in a row, however the supervisors may be required to work more than two (2) weeks in a row should extenuating circumstances occur. Should a supervisor cover both their specialty stand-by and any other stand-by simultaneously, they will not collect any additional pay.
14.6 Coverage for Supervisors
A. The supervisor is responsible for finding qualified employees when necessary.
When a substitute is found, the stand-by employee must notify a supervisor and police dispatch.
B. Stand-by is typically filled on a voluntary basis. In the event that no employees volunteer to cover stand-by, the Department Head or designee will assign a employee. The stand-by employee substituting for the supervisor must meet the applicable qualifications.
14.7 Shift Differential
A shift differential of five percent (5.0%) of employee’s base pay is paid to those supervisors who are assigned to work an operator shift from 7:00 p.m. to 7:00 a.m. If a supervisor who is assigned to an operator shift elects to utilize vacation, sick leave, CTO or any other paid leave time (jury duty, military duty, etc.), then they shall not be paid shift differential while on such leave.
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Appendix A – Represented Classifications
The First Level Managers represents the following classifications:
Accountant II
Administrative Analyst II
Animal Shelter Supervisor
Construction Inspector – Senior
Customer Service Manager
Development Liaison
Electrical/Instrumentation Supervisor
Engineer – Associate Civil
Environmental Compliance Coordinator
Facilities Maintenance Supervisor
Fleet Maintenance Supervisor
Information Technology Analyst
Information Technology Analyst, Senior
Laboratory Supervisor
Maintenance Supervisor – Streets
Park Maintenance Supervisor
Planner – Associate
Plant Maintenance Supervisor – Water
Plant Maintenance Supervisor – Wastewater
Recreation Supervisor I/II/II
Wastewater Collections Supervisor
Wastewater Treatment Facility Chief Operator
Wastewater Treatment Facility Supervisor
Water Distribution Supervisor
Water Treatment Facility Chief Operator
Water Treatment Facility Supervisor
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First Level Management - EMPLOYEES HIRED PRIOR TO NOVEMBER 25, 2017 Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
6069 ACCOUNTANT II FLM 6,394 6,714 7,050 7,403 7,773 Monthly
36.89 38.73 40.67 42.71 44.84 Hourly
6060 ADMINISTRATIVE ANALYST II FLM 6,750 7,087 7,441 7,813 8,203 Monthly
38.94 40.89 42.93 45.08 47.33 Hourly
6015 ANIMAL SHELTER SUPERVISOR FLM 5,042 5,294 5,559 5,837 6,129 Monthly
29.09 30.54 32.07 33.68 35.36 Hourly
6090 CONSTRUCTION INSPECTOR-SENIOR FLM 6,708 7,043 7,395 7,765 8,153 Monthly
38.70 40.63 42.66 44.80 47.04 Hourly
6044 CRIME ANALYST FLM 4,706 4,941 5,188 5,447 5,720 Monthly
27.15 28.51 29.93 31.43 33.00 Hourly
6063 CUSTOMER SERVICE MANAGER FLM 6,528 6,854 7,197 7,557 7,936 Monthly
37.66 39.54 41.52 43.60 45.79 Hourly
6215 DEVELOPMENT LIAISON FLM 6,950 7,298 7,663 8,046 8,448 Monthly
40.10 42.10 44.21 46.42 48.74 Hourly
6220 ELECTRICAL/INSTRUMENTATION SUPERVISOR FLM 8,164 8,572 9,001 9,451 9,923 Monthly
47.10 49.45 51.93 54.53 57.25 Hourly
6120 ENGINEER - ASSOCIATE CIVIL FLM 8,130 8,537 8,964 9,412 9,883 Monthly
46.90 49.25 51.72 54.30 57.02 Hourly
6225 ENVIRONMENTAL COMPLIANCE COORDINATOR FLM 6,937 7,284 7,648 8,030 8,431 Monthly
40.02 42.02 44.12 46.33 48.64 Hourly
6042 FACILITIES MAINTENANCE SUPERVISOR FLM 6,025 6,326 6,642 6,974 7,322 Monthly
34.76 36.50 38.32 40.23 42.24 Hourly
6050 FLEET MAINTENANCE SUPERVISOR FLM 6,051 6,354 6,672 7,006 7,357 Monthly
34.91 36.66 38.49 40.42 42.44 Hourly
6064* INFORMATION TECHNOLOGY ANALYST FLM 7,150 7,508 7,883 8,277 8,689 Monthly
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
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41.25 43.32 45.48 47.75 50.13 Hourly
6142* SENIOR INFORMATION TECHNOLOGY ANALYST FLM 7,864 8,257 8,670 9,103 9,558 Monthly
45.37 47.64 50.02 52.52 55.14 Hourly
6085 LABORATORY SUPERVISOR FLM 7,061 7,414 7,785 8,174 8,582 Monthly
40.74 42.77 44.91 47.16 49.51 Hourly
6040 MAINTENANCE SUPERVISOR-STREETS FLM 6,025 6,326 6,642 6,974 7,322 Monthly
34.76 36.50 38.32 40.23 42.24 Hourly
6043 PARKS MAINTENANCE SUPERVISOR FLM 6,025 6,326 6,642 6,974 7,322 Monthly
34.76 36.50 38.32 40.23 42.24 Hourly
6061 PLANNER-ASSOCIATE FLM 6,619 6,950 7,298 7,663 8,046 Monthly
38.19 40.10 42.10 44.21 46.42 Hourly
6065 PLANT MAINTENANCE SUPERVISOR FLM 8,492 8,917 9,363 9,831 10,324 Monthly
48.99 51.44 54.02 56.72 59.56 Hourly
6030* RECREATION SUPERVISOR I FLM 5,794 6,084 6,388 6,707 7,042 Monthly
33.43 35.10 36.85 38.69 40.63 Hourly
6045* RECREATION SUPERVISOR II FLM 6,373 6,692 7,027 7,378 7,746 Monthly
36.77 38.61 40.54 42.57 44.69 Hourly
6046* RECREATION SUPERVISOR III FLM 7,011 7,362 7,730 8,116 8,522 Monthly
40.45 42.47 44.60 46.82 49.17 Hourly
6210 WASTEWATER COLLECTIONS SUPERVISOR FLM 6,816 7,157 7,515 7,891 8,285 Monthly
39.32 41.29 43.36 45.53 47.80 Hourly
6096 WASTEWATER TRT FACILITY CHIEF OPERATOR FLM 8,648 9,080 9,534 10,011 10,511 Monthly
49.89 52.38 55.00 57.76 60.64 Hourly
6111 WASTEWATER TRT FACILITY SUPERVISOR FLM 9,512 9,988 10,487 11,011 11,563 Monthly
54.88 57.62 60.50 63.53 66.71 Hourly
6041 WATER DISTRIBUTION SUPERVISOR FLM 7,730 8,116 8,522 8,948 9,396 Monthly
44.60 46.82 49.17 51.62 54.21 Hourly
6160 WATER TREATMENT FACILITY CHIEF OPERATOR FLM 8,648 9,080 9,534 10,011 10,511 Monthly
49.89 52.38 55.00 57.76 60.64 Hourly
6110 WATER TREATMENT FACILITY SUPERVISOR FLM 9,512 9,988 10,487 11,011 11,563 Monthly
54.88 57.62 60.50 63.53 66.71 Hourly
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10/30/20239:45 AM
Pensionable Compensation for New Members (PEPRA)
MOU Article 1.4 - Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the City receive bilingual pay in the amount of 1.4% of the base rate of payMOU Article 14.7 - Shift DifferentialA shift differential of 5% of base pay shall be paid to those supervisors who are assigned to work an operator shift from 7:00pm to 7:00am. If a supervisor who is assigned to an operator shift elects to utilize vacation, sick leave, CTO or any other paid leave time, shall not be paid shift differential while on such leave.MOU Article 14.1 - Water Certificate PayNon-Water FLM employees possessing a D-1, D-2 or D-3 certificate will receive an additional $50, non cumulative (cap) * Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).
EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
5. 11-07-23 Salary Schedule FM
10/30/20239:46 AM
First Level Management - EMPLOYEES HIRED ON OR AFTER NOVEMBER 25, 2017 Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5 6789
6469 ACCOUNTANT II FLM 6,394 6,554 6,714 6,882 7,050 7,227 7,403 7,588 7,773 Monthly
36.89 37.81 38.73 39.70 40.67 41.69 42.71 43.78 44.84 Hourly 6460 ADMINISTRATIVE ANALYST II FLM 6,750 6,919 7,087 7,264 7,441 7,627 7,813 8,007 8,203 Monthly
38.94 39.92 40.89 41.91 42.93 44.00 45.08 46.19 47.33 Hourly 6415 ANIMAL SHELTER SUPERVISOR FLM 5,042 5,168 5,294 5,427 5,559 5,698 5,837 5,983 6,129 Monthly
29.09 29.82 30.54 31.31 32.07 32.87 33.68 34.52 35.36 Hourly 6490 CONSTRUCTION INSPECTOR-SENIOR FLM 6,708 6,876 7,043 7,219 7,395 7,580 7,765 7,958 8,153 Monthly
38.70 39.67 40.63 41.65 42.66 43.73 44.80 45.91 47.04 Hourly 6444 CRIME ANALYST FLM 4,706 4,824 4,941 5,065 5,188 5,318 5,447 5,583 5,720 Monthly
27.15 27.83 28.51 29.22 29.93 30.68 31.43 32.21 33.00 Hourly 6463 CUSTOMER SERVICE MANAGER FLM 6,528 6,691 6,854 7,026 7,197 7,377 7,557 7,746 7,936 Monthly
37.66 38.60 39.54 40.53 41.52 42.56 43.60 44.69 45.79 Hourly 6515 DEVELOPMENT LIAISON FLM 6,950 7,124 7,298 7,481 7,663 7,855 8,046 8,247 8,448 Monthly
40.10 41.10 42.10 43.16 44.21 45.32 46.42 47.58 48.74 Hourly 6420 ELECTRICAL/INSTRUMENTATION SUPERVISOR FLM 8,164 8,368 8,572 8,787 9,001 9,226 9,451 9,688 9,923 Monthly
47.10 48.28 49.45 50.69 51.93 53.23 54.53 55.89 57.25 Hourly 6520 ENGINEER - ASSOCIATE CIVIL FLM 8,130 8,334 8,537 8,751 8,964 9,188 9,412 9,648 9,883 Monthly
46.90 48.08 49.25 50.49 51.72 53.01 54.30 55.66 57.02 Hourly 6425 ENVIRONMENTAL COMPLIANCE COORDINATOR FLM 6,937 7,111 7,284 7,466 7,648 7,839 8,030 8,230 8,431 Monthly
40.02 41.03 42.02 43.07 44.12 45.23 46.33 47.48 48.64 Hourly 6442 FACILITIES MAINTENANCE SUPERVISOR FLM 6,025 6,176 6,326 6,484 6,642 6,808 6,974 7,148 7,322 Monthly
34.76 35.63 36.50 37.41 38.32 39.28 40.23 41.24 42.24 Hourly 6450 FLEET MAINTENANCE SUPERVISOR FLM 6,051 6,203 6,354 6,513 6,672 6,839 7,006 7,180 7,357 Monthly
34.91 35.79 36.66 37.58 38.49 39.46 40.42 41.42 42.44 Hourly 6464* INFORMATION TECHNOLOGY ANALYST FLM 7,150 7,329 7,508 7,696 7,883 8,080 8,277 8,483 8,689 Monthly
41.25 42.28 43.32 44.40 45.48 46.62 47.75 48.94 50.13 Hourly
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
10/30/20239:46 AM
6542 SENIOR INFORMATION TECHNOLOGY ANALYST FLM 7,864 8,061 8,257 8,464 8,670 8,887 9,103 9,331 9,558 Monthly
45.37 46.51 47.64 48.83 50.02 51.27 52.52 53.83 55.14 Hourly 6485 LABORATORY SUPERVISOR FLM 7,061 7,238 7,414 7,600 7,785 7,980 8,174 8,378 8,582 Monthly
40.74 41.76 42.77 43.85 44.91 46.04 47.16 48.33 49.51 Hourly 6440 MAINTENANCE SUPERVISOR-STREETS FLM 6,025 6,176 6,326 6,484 6,642 6,808 6,974 7,148 7,322 Monthly
34.76 35.63 36.50 37.41 38.32 39.28 40.23 41.24 42.24 Hourly 6443 PARKS MAINTENANCE SUPERVISOR FLM 6,025 6,176 6,326 6,484 6,642 6,808 6,974 7,148 7,322 Monthly
34.76 35.63 36.50 37.41 38.32 39.28 40.23 41.24 42.24 Hourly 6461 PLANNER-ASSOCIATE FLM 6,619 6,785 6,950 7,124 7,298 7,481 7,663 7,854 8,046 Monthly
38.19 39.14 40.10 41.10 42.10 43.16 44.21 45.31 46.42 Hourly 6465 PLANT MAINTENANCE SUPERVISOR FLM 8,492 8,705 8,917 9,140 9,363 9,597 9,831 10,076 10,324 Monthly
48.99 50.22 51.44 52.73 54.02 55.37 56.72 58.13 59.56 Hourly 6430 RECREATION SUPERVISOR I FLM 5,794 5,939 6,084 6,236 6,388 6,548 6,707 6,875 7,042 Monthly
33.43 34.26 35.10 35.98 36.85 37.78 38.69 39.66 40.63 Hourly 6445 RECREATION SUPERVISOR II FLM 6,373 6,533 6,692 6,860 7,027 7,203 7,378 7,562 7,746 Monthly
36.77 37.69 38.61 39.58 40.54 41.56 42.57 43.63 44.69 Hourly 6446 RECREATION SUPERVISOR III FLM 7,011 7,187 7,362 7,546 7,730 7,923 8,116 8,319 8,522 Monthly
40.45 41.46 42.47 43.53 44.60 45.71 46.82 47.99 49.17 Hourly 6610 WASTEWATER COLLECTIONS SUPERVISOR FLM 6,816 6,987 7,157 7,336 7,515 7,703 7,891 8,088 8,285 Monthly
39.32 40.31 41.29 42.32 43.36 44.44 45.53 46.66 47.80 Hourly 6496 WASTEWATER TRT FACILITY CHIEF OPERATOR FLM 8,648 8,864 9,080 9,307 9,534 9,773 10,011 10,260 10,511 Monthly
49.89 51.14 52.38 53.69 55.00 56.38 57.76 59.19 60.64 Hourly 6511 WASTEWATER TRT FACILITY SUPERVISOR FLM 9,512 9,750 9,988 10,238 10,487 10,749 11,011 11,286 11,563 Monthly
54.88 56.25 57.62 59.07 60.50 62.01 63.53 65.11 66.71 Hourly
5. 11-07-23 Salary Schedule FM
10/30/20239:46 AM
6441 WATER DISTRIBUTION SUPERVISOR FLM 7,730 7,923 8,116 8,319 8,522 8,735 8,948 9,172 9,396 Monthly
44.60 45.71 46.82 47.99 49.17 50.39 51.62 52.92 54.21 Hourly 6560 WATER TREATMENT FACILITY CHIEF OPERATOR FLM 8,648 8,864 9,080 9,307 9,534 9,773 10,011 10,260 10,511 Monthly
49.89 51.14 52.38 53.69 55.00 56.38 57.76 59.19 60.64 Hourly 6510 WATER TREATMENT FACILITY SUPERVISOR FLM 9,512 9,750 9,988 10,238 10,487 10,749 11,011 11,286 11,563 Monthly
54.88 56.25 57.62 59.07 60.50 62.01 63.53 65.11 66.71 Hourly Pensionable Compensation for New Members (PEPRA)
MOU Article 1.4 - Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the City receive bilingual pay in the amount of 1.4% of the base rate of payMOU Article 14.7 - Shift DifferentialA shift differential of 5% of base pay shall be paid to those supervisors who are assigned to work an operator shift from 7:00pm to 7:00am.
If a supervisor who is assigned to an operator shift elects to utilize vacation, sick leave, CTO or any other paid leave time, shall not be paid shift differential while on such leave.MOU Article 14.1 - Water Certificate PayNon-Water FLM employees possessing a D-1, D-2 or D-3 certificate will receive an additional $50, non cumulative (cap) * Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).
EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
5. 11-07-23 Salary Schedule FM
18 City of Yuba City First Level Managers
Appendix D – Bilingual Classifications
ATTACHMENT 4
10/30/20239:45 AM
First Level Management - EMPLOYEES HIRED PRIOR TO NOVEMBER 25, 2017 Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
6069 ACCOUNTANT II FLM 6,394 6,714 7,050 7,403 7,773 Monthly
36.89 38.73 40.67 42.71 44.84 Hourly
6060 ADMINISTRATIVE ANALYST II FLM 6,750 7,087 7,441 7,813 8,203 Monthly
38.94 40.89 42.93 45.08 47.33 Hourly
6015 ANIMAL SHELTER SUPERVISOR FLM 5,042 5,294 5,559 5,837 6,129 Monthly
29.09 30.54 32.07 33.68 35.36 Hourly
6090 CONSTRUCTION INSPECTOR-SENIOR FLM 6,708 7,043 7,395 7,765 8,153 Monthly
38.70 40.63 42.66 44.80 47.04 Hourly
6044 CRIME ANALYST FLM 4,706 4,941 5,188 5,447 5,720 Monthly
27.15 28.51 29.93 31.43 33.00 Hourly
6063 CUSTOMER SERVICE MANAGER FLM 6,528 6,854 7,197 7,557 7,936 Monthly
37.66 39.54 41.52 43.60 45.79 Hourly
6215 DEVELOPMENT LIAISON FLM 6,950 7,298 7,663 8,046 8,448 Monthly
40.10 42.10 44.21 46.42 48.74 Hourly
6220 ELECTRICAL/INSTRUMENTATION SUPERVISOR FLM 8,164 8,572 9,001 9,451 9,923 Monthly
47.10 49.45 51.93 54.53 57.25 Hourly
6120 ENGINEER - ASSOCIATE CIVIL FLM 8,130 8,537 8,964 9,412 9,883 Monthly
46.90 49.25 51.72 54.30 57.02 Hourly
6225 ENVIRONMENTAL COMPLIANCE COORDINATOR FLM 6,937 7,284 7,648 8,030 8,431 Monthly
40.02 42.02 44.12 46.33 48.64 Hourly
6042 FACILITIES MAINTENANCE SUPERVISOR FLM 6,025 6,326 6,642 6,974 7,322 Monthly
34.76 36.50 38.32 40.23 42.24 Hourly
6050 FLEET MAINTENANCE SUPERVISOR FLM 6,051 6,354 6,672 7,006 7,357 Monthly
34.91 36.66 38.49 40.42 42.44 Hourly
6064* INFORMATION TECHNOLOGY ANALYST FLM 7,150 7,508 7,883 8,277 8,689 Monthly
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
10/30/20239:45 AM
41.25 43.32 45.48 47.75 50.13 Hourly
6142* SENIOR INFORMATION TECHNOLOGY ANALYST FLM 7,864 8,257 8,670 9,103 9,558 Monthly
45.37 47.64 50.02 52.52 55.14 Hourly
6085 LABORATORY SUPERVISOR FLM 7,061 7,414 7,785 8,174 8,582 Monthly
40.74 42.77 44.91 47.16 49.51 Hourly
6040 MAINTENANCE SUPERVISOR-STREETS FLM 6,025 6,326 6,642 6,974 7,322 Monthly
34.76 36.50 38.32 40.23 42.24 Hourly
6043 PARKS MAINTENANCE SUPERVISOR FLM 6,025 6,326 6,642 6,974 7,322 Monthly
34.76 36.50 38.32 40.23 42.24 Hourly
6061 PLANNER-ASSOCIATE FLM 6,619 6,950 7,298 7,663 8,046 Monthly
38.19 40.10 42.10 44.21 46.42 Hourly
6065 PLANT MAINTENANCE SUPERVISOR FLM 8,492 8,917 9,363 9,831 10,324 Monthly
48.99 51.44 54.02 56.72 59.56 Hourly
6030* RECREATION SUPERVISOR I FLM 5,794 6,084 6,388 6,707 7,042 Monthly
33.43 35.10 36.85 38.69 40.63 Hourly
6045* RECREATION SUPERVISOR II FLM 6,373 6,692 7,027 7,378 7,746 Monthly
36.77 38.61 40.54 42.57 44.69 Hourly
6046* RECREATION SUPERVISOR III FLM 7,011 7,362 7,730 8,116 8,522 Monthly
40.45 42.47 44.60 46.82 49.17 Hourly
6210 WASTEWATER COLLECTIONS SUPERVISOR FLM 6,816 7,157 7,515 7,891 8,285 Monthly
39.32 41.29 43.36 45.53 47.80 Hourly
6096 WASTEWATER TRT FACILITY CHIEF OPERATOR FLM 8,648 9,080 9,534 10,011 10,511 Monthly
49.89 52.38 55.00 57.76 60.64 Hourly
6111 WASTEWATER TRT FACILITY SUPERVISOR FLM 9,512 9,988 10,487 11,011 11,563 Monthly
54.88 57.62 60.50 63.53 66.71 Hourly
6041 WATER DISTRIBUTION SUPERVISOR FLM 7,730 8,116 8,522 8,948 9,396 Monthly
44.60 46.82 49.17 51.62 54.21 Hourly
6160 WATER TREATMENT FACILITY CHIEF OPERATOR FLM 8,648 9,080 9,534 10,011 10,511 Monthly
49.89 52.38 55.00 57.76 60.64 Hourly
6110 WATER TREATMENT FACILITY SUPERVISOR FLM 9,512 9,988 10,487 11,011 11,563 Monthly
54.88 57.62 60.50 63.53 66.71 Hourly
5. 11-07-23 Salary Schedule FM
10/30/20239:45 AM
Pensionable Compensation for New Members (PEPRA)
MOU Article 1.4 - Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the City receive bilingual pay in the amount of 1.4% of the base rate of payMOU Article 14.7 - Shift DifferentialA shift differential of 5% of base pay shall be paid to those supervisors who are assigned to work an operator shift from 7:00pm to 7:00am. If a supervisor who is assigned to an operator shift elects to utilize vacation, sick leave, CTO or any other paid leave time, shall not be paid shift differential while on such leave.MOU Article 14.1 - Water Certificate PayNon-Water FLM employees possessing a D-1, D-2 or D-3 certificate will receive an additional $50, non cumulative (cap) * Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).
EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
5. 11-07-23 Salary Schedule FM
10/30/20239:46 AM
First Level Management - EMPLOYEES HIRED ON OR AFTER NOVEMBER 25, 2017 Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5 6789
6469 ACCOUNTANT II FLM 6,394 6,554 6,714 6,882 7,050 7,227 7,403 7,588 7,773 Monthly
36.89 37.81 38.73 39.70 40.67 41.69 42.71 43.78 44.84 Hourly 6460 ADMINISTRATIVE ANALYST II FLM 6,750 6,919 7,087 7,264 7,441 7,627 7,813 8,007 8,203 Monthly
38.94 39.92 40.89 41.91 42.93 44.00 45.08 46.19 47.33 Hourly 6415 ANIMAL SHELTER SUPERVISOR FLM 5,042 5,168 5,294 5,427 5,559 5,698 5,837 5,983 6,129 Monthly
29.09 29.82 30.54 31.31 32.07 32.87 33.68 34.52 35.36 Hourly 6490 CONSTRUCTION INSPECTOR-SENIOR FLM 6,708 6,876 7,043 7,219 7,395 7,580 7,765 7,958 8,153 Monthly
38.70 39.67 40.63 41.65 42.66 43.73 44.80 45.91 47.04 Hourly 6444 CRIME ANALYST FLM 4,706 4,824 4,941 5,065 5,188 5,318 5,447 5,583 5,720 Monthly
27.15 27.83 28.51 29.22 29.93 30.68 31.43 32.21 33.00 Hourly 6463 CUSTOMER SERVICE MANAGER FLM 6,528 6,691 6,854 7,026 7,197 7,377 7,557 7,746 7,936 Monthly
37.66 38.60 39.54 40.53 41.52 42.56 43.60 44.69 45.79 Hourly 6515 DEVELOPMENT LIAISON FLM 6,950 7,124 7,298 7,481 7,663 7,855 8,046 8,247 8,448 Monthly
40.10 41.10 42.10 43.16 44.21 45.32 46.42 47.58 48.74 Hourly 6420 ELECTRICAL/INSTRUMENTATION SUPERVISOR FLM 8,164 8,368 8,572 8,787 9,001 9,226 9,451 9,688 9,923 Monthly
47.10 48.28 49.45 50.69 51.93 53.23 54.53 55.89 57.25 Hourly 6520 ENGINEER - ASSOCIATE CIVIL FLM 8,130 8,334 8,537 8,751 8,964 9,188 9,412 9,648 9,883 Monthly
46.90 48.08 49.25 50.49 51.72 53.01 54.30 55.66 57.02 Hourly 6425 ENVIRONMENTAL COMPLIANCE COORDINATOR FLM 6,937 7,111 7,284 7,466 7,648 7,839 8,030 8,230 8,431 Monthly
40.02 41.03 42.02 43.07 44.12 45.23 46.33 47.48 48.64 Hourly 6442 FACILITIES MAINTENANCE SUPERVISOR FLM 6,025 6,176 6,326 6,484 6,642 6,808 6,974 7,148 7,322 Monthly
34.76 35.63 36.50 37.41 38.32 39.28 40.23 41.24 42.24 Hourly 6450 FLEET MAINTENANCE SUPERVISOR FLM 6,051 6,203 6,354 6,513 6,672 6,839 7,006 7,180 7,357 Monthly
34.91 35.79 36.66 37.58 38.49 39.46 40.42 41.42 42.44 Hourly 6464* INFORMATION TECHNOLOGY ANALYST FLM 7,150 7,329 7,508 7,696 7,883 8,080 8,277 8,483 8,689 Monthly
41.25 42.28 43.32 44.40 45.48 46.62 47.75 48.94 50.13 Hourly
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
10/30/20239:46 AM
6542 SENIOR INFORMATION TECHNOLOGY ANALYST FLM 7,864 8,061 8,257 8,464 8,670 8,887 9,103 9,331 9,558 Monthly
45.37 46.51 47.64 48.83 50.02 51.27 52.52 53.83 55.14 Hourly 6485 LABORATORY SUPERVISOR FLM 7,061 7,238 7,414 7,600 7,785 7,980 8,174 8,378 8,582 Monthly
40.74 41.76 42.77 43.85 44.91 46.04 47.16 48.33 49.51 Hourly 6440 MAINTENANCE SUPERVISOR-STREETS FLM 6,025 6,176 6,326 6,484 6,642 6,808 6,974 7,148 7,322 Monthly
34.76 35.63 36.50 37.41 38.32 39.28 40.23 41.24 42.24 Hourly 6443 PARKS MAINTENANCE SUPERVISOR FLM 6,025 6,176 6,326 6,484 6,642 6,808 6,974 7,148 7,322 Monthly
34.76 35.63 36.50 37.41 38.32 39.28 40.23 41.24 42.24 Hourly 6461 PLANNER-ASSOCIATE FLM 6,619 6,785 6,950 7,124 7,298 7,481 7,663 7,854 8,046 Monthly
38.19 39.14 40.10 41.10 42.10 43.16 44.21 45.31 46.42 Hourly 6465 PLANT MAINTENANCE SUPERVISOR FLM 8,492 8,705 8,917 9,140 9,363 9,597 9,831 10,076 10,324 Monthly
48.99 50.22 51.44 52.73 54.02 55.37 56.72 58.13 59.56 Hourly 6430 RECREATION SUPERVISOR I FLM 5,794 5,939 6,084 6,236 6,388 6,548 6,707 6,875 7,042 Monthly
33.43 34.26 35.10 35.98 36.85 37.78 38.69 39.66 40.63 Hourly 6445 RECREATION SUPERVISOR II FLM 6,373 6,533 6,692 6,860 7,027 7,203 7,378 7,562 7,746 Monthly
36.77 37.69 38.61 39.58 40.54 41.56 42.57 43.63 44.69 Hourly 6446 RECREATION SUPERVISOR III FLM 7,011 7,187 7,362 7,546 7,730 7,923 8,116 8,319 8,522 Monthly
40.45 41.46 42.47 43.53 44.60 45.71 46.82 47.99 49.17 Hourly 6610 WASTEWATER COLLECTIONS SUPERVISOR FLM 6,816 6,987 7,157 7,336 7,515 7,703 7,891 8,088 8,285 Monthly
39.32 40.31 41.29 42.32 43.36 44.44 45.53 46.66 47.80 Hourly 6496 WASTEWATER TRT FACILITY CHIEF OPERATOR FLM 8,648 8,864 9,080 9,307 9,534 9,773 10,011 10,260 10,511 Monthly
49.89 51.14 52.38 53.69 55.00 56.38 57.76 59.19 60.64 Hourly 6511 WASTEWATER TRT FACILITY SUPERVISOR FLM 9,512 9,750 9,988 10,238 10,487 10,749 11,011 11,286 11,563 Monthly
54.88 56.25 57.62 59.07 60.50 62.01 63.53 65.11 66.71 Hourly
5. 11-07-23 Salary Schedule FM
10/30/20239:46 AM
6441 WATER DISTRIBUTION SUPERVISOR FLM 7,730 7,923 8,116 8,319 8,522 8,735 8,948 9,172 9,396 Monthly
44.60 45.71 46.82 47.99 49.17 50.39 51.62 52.92 54.21 Hourly 6560 WATER TREATMENT FACILITY CHIEF OPERATOR FLM 8,648 8,864 9,080 9,307 9,534 9,773 10,011 10,260 10,511 Monthly
49.89 51.14 52.38 53.69 55.00 56.38 57.76 59.19 60.64 Hourly 6510 WATER TREATMENT FACILITY SUPERVISOR FLM 9,512 9,750 9,988 10,238 10,487 10,749 11,011 11,286 11,563 Monthly
54.88 56.25 57.62 59.07 60.50 62.01 63.53 65.11 66.71 Hourly Pensionable Compensation for New Members (PEPRA)
MOU Article 1.4 - Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the City receive bilingual pay in the amount of 1.4% of the base rate of payMOU Article 14.7 - Shift DifferentialA shift differential of 5% of base pay shall be paid to those supervisors who are assigned to work an operator shift from 7:00pm to 7:00am.
If a supervisor who is assigned to an operator shift elects to utilize vacation, sick leave, CTO or any other paid leave time, shall not be paid shift differential while on such leave.MOU Article 14.1 - Water Certificate PayNon-Water FLM employees possessing a D-1, D-2 or D-3 certificate will receive an additional $50, non cumulative (cap) * Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).
EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
5. 11-07-23 Salary Schedule FM
Agenda Item 15
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Human Resources Department
Presentation By: Natalie Springer, Human Resources Director Summary
Subject: Mid-Managers (MM) Memorandum of Understanding (MOU) Recommendation: Adopt a Resolution:
A. Approving the Memorandum of Understanding with Yuba City's Mid-Managers bargaining unit
B. Authorizing the Finance Director to amend the salary schedule and perform the necessary budget adjustments
C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $42,846
Fiscal Impact: The increase for Fiscal Year 2023-2024 is $42,846. The increase for Fiscal Year 2024-2025 is $42,318.
Purpose:
To approve the Mid-Manager Memorandum of Understanding (MOU) which includes, in summary, a wage increase of 1.5% effective July 1, 2023; MOU extension end date of June 25, 2027; effective November 18, 2023, 1.4% bilingual pay; updates wage re-openers to January 2025, May 2025, May 2026; effective 2024, Thanksgiving week is recognized as a holiday; administrative "clean up" in the dental and vision, health plans, and uniform provisions.
Council's Strategic Goal:
The Memorandum of Understanding addresses the City Council's Strategic Goals of Public Safety, Business Friendly and Infrastructure.
Background:
Mid-Managers's Memorandum of Understanding (MOU) is effective July 1, 2022 through June 30, 2025. Within the MOU, there is a wage re-opener that requires the City and Mid-Managers to meet on the subject of wages. As a result, the City and Mid-Managers met to discuss the wage re-opener.
Analysis:
The City and Mid-Managers met and discussed the wage re-opener for FY 23/24 and they have agreed to a Memorandum of Understanding that, in summary, includes the following items:
1. MOU, first page: MOU extended to June 25, 2027.
2. MOU, 1.2, Salary Increases: Effective July 1, 2023, all classifications will receive 1.5% salary increase.
3. MOU, 1.4, Wage Reopeners: Agreement on wage re-openers in January 2025, May 2025, and May 2026.
4. MOU, 1.5, Bilingual Pay: 1.4% for employees who are proficient in speaking a foreign language.
5. MOU, 3.1, Health Plans: Administrative "clean up".
6. MOU, Article 6, Holidays: Thanksgiving week recognized as a holiday with reduction of floating holidays to one (1).
7. MOU, Article 10, Uniforms: Administrative "clean up".
Fiscal Impact:
The increase for Fiscal Year 2023-2024 is $42,846. The increase for Fiscal Year 2024-2025 is $42,318. Authorize the Finance Director to make the appropriate supplemental appropriations to the FY 23/24 Adopted Budget. The fiscal impact for FY 2023-204: General Fund $34,565; Water Fund $1,951; SASA $2,114; Wastewater Fund $4,216.
Alternatives:
1. Do not approve the Mid-Manager Memorandum of Understanding which will result in no changes. If this occurs, Staff will require direction to address next steps with Mid-Manager.
Recommendation:
Adopt a Resolution:
A. Approving the Memorandum of Understanding with Yuba City's Mid-Managers bargaining unit.
B. Authorizing the Finance Director to amend the salary schedule.
C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $42,846.
Attachments:
1. Attachment 1 Costing
2. Attachment 2 Resolution
3. Attachment 3 MM MOU
4. Attachment 4 MM Salary Schedules
Prepared By: Submitted By:
Natalie Springer
Human Resources Director
Diana Langley
City Manager
ATTACHMENT 1
On‐going One‐time Total
FY 2023‐24
Salary increase ‐ 1.5% COLA 42,846 $ 42,846
Bilingual Pay 1.4% ‐ No Utilization
Two ‐Year Cost Projections
Total Cost $ ‐ 42,846 $ 42,846 $ FY 2024‐25
Salary increase ‐ 1.5% COLA 42,318 $ 42,318
Bilingual Pay 1.4% ‐ No Utilization
Two ‐Year Cost Projections
Total Cost $ ‐ 42,318 $ 42,318 $ General Fund 68,571 $ 68,571 $
Water 3,902 $ 3,902 $
Wastewater 8,432 $ 8,432 $
SASA 4,259 $ 4,259 $
VMF ‐ $ ‐ $
City of Yuba City
Mid Managers ‐ November 7, 2023 Staff Report
ATTACHMENT 2
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUBA CITY
APPROVING THE MID-MANAGERS (MM)
MEMORANDUM OF UNDERSTANDING
JULY 1, 2023 – JUNE 25, 2027
WHEREAS, the City recognizes the Mid-Manager’s (MM) commitment to the City and its citizens while providing outstanding and dedicated service to all and; WHEREAS, City staff and MM met and conferred over the Memorandum of Understanding and;
WHEREAS, the City appreciates the efforts and energy the MM have put forth to finalize the MOU.
NOW, THEREFORE, the City Council of the City of Yuba City does hereby resolve as follows:
Approve the attached MM Memorandum of Understanding, which, in summary, includes the following terms:
1. MOU, first page: MOU extended to June 25, 2027.
2. MOU, 1.2, Salary Increases: Effective July 1, 2023, all classifications will receive 1.5% salary increase.
3. MOU, 1.4, Wage Reopeners: Agreement on wage re-openers in January 2025, May 2025, and May 2026.
4. MOU, 1.5, Bilingual Pay: 1.4% for employees who are proficient in speaking a foreign language.
5. MOU, 3.1, Health Plans: Administrative "clean up".
6. MOU, Article 6, Holidays: Thanksgiving week recognized as a holiday with reduction of floating holidays to one (1).
7. MOU, Article 10, Uniforms: Administrative "clean up".
In addition, staff is authorized to make any necessary clarifying language changes as long as the changes do not modify the MOU’s substantive terms or past practice.
The Director of Finance is hereby authorized to make the necessary budget adjustments to implement the provisions of this resolution including a supplemental appropriations in the amount of $42,846.
The foregoing Resolution of the City Council of the City of Yuba City was duly introduced, passed and adopted at a regular meeting thereof held on the 7th day of November 2023.
AYES:
NOES:
ABSENT:
_________________________
Wade Kirchner, Mayor
ATTEST:
__________________________
Ciara Wakefield, Deputy City Clerk
APPROVED AS TO FORM
COUNSEL FOR YUBA CITY:
_________________________
Stacey Sheston, Special Counsel
Best Best & Krieger, LLP
ATTACHMENT 3
Memorandum of Understanding
Between
The City of Yuba City
And
The Mid-Managers Unit
July 1, 2023, through June 25, 2027
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The City of Yuba City The Mid-Managers Unit
Table of Contents
Preamble......................................................................................................................... 1 Article 1 – Salary ............................................................................................................. 1
1.1 Salary Schedule................................................................................................. 1
1.2 Salary Increases ................................................................................................ 1
1.3 Benchmark Classifications ................................................................................. 1
1.4 Wage Reopeners ............................................................................................... 1
1.5 Bilingual Pay ...................................................................................................... 2 Article 2 – Public Employees’ Retirement System........................................................... 2
2.1 Retirement Terminology..................................................................................... 2
2.2 Miscellaneous Member Retirement Formulas.................................................... 2
2.3 Fire Safety Member Retirement Formulas ......................................................... 3 Article 3 – Benefits .......................................................................................................... 4
3.1 Health Plans....................................................................................................... 4
3.2 Dental and Vision Plans ..................................................................................... 5
3.3 Life Insurance..................................................................................................... 5
3.4 Employee Assistance Program (EAP)................................................................ 5
3.5 Health Benefits Committee ................................................................................ 5
3.6 Flexible Spending Account................................................................................. 6
3.7 Dependent Care Spending Program .................................................................. 6
3.8 Long Term Disability .......................................................................................... 6
3.9 Tuition Reimbursement ...................................................................................... 6 Article 4 – Deferred Compensation ................................................................................. 6 Article 5 – Vacation Accrual ............................................................................................ 6 Article 6 – Holidays.......................................................................................................... 7
6.1 Recognized Holidays ......................................................................................... 7
6.2 Floating Holiday ................................................................................................. 8 Article 7 – Administrative Leave ...................................................................................... 8
7.1 Allocation ........................................................................................................... 8
7.2 Maximum Cash Out ........................................................................................... 8
7.3 Maximum Carry Over ......................................................................................... 8
7.4 Additional Allotment ........................................................................................... 9 Article 8 – Duty Chief Assignment................................................................................... 9 Article 9 – Certifications................................................................................................... 9
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Article 10 – Uniforms....................................................................................................... 9 Article 11 – Reimbursement Policy ................................................................................. 9
11.1 Reimbursable Excess Hours........................................................................... 9
11.2 Payment.......................................................................................................... 9
11.3 Rate ................................................................................................................ 9
11.4 Retention by the City....................................................................................... 9
11.5 Strike Team .................................................................................................. 10 Article 12 – DMV License Examination ......................................................................... 10 Article 13 – Term of Agreement .................................................................................... 10 Appendix “A” – Represented Classifications ................................................................. 11 Appendix “B” – 5 Step Salary Schedule ........................................................................ 12 Appendix “C” – 9 Step Salary Schedule........................................................................ 13 Appendix "D" - Bilingual Classifications……………………………………………………..14
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Preamble
This agreement between the City of Yuba City (City) and the Mid-Managers Unit has as its purpose the promotion of harmonious labor relations between the City and the MidManagers Unit and the establishment of rates of pay, hours of work, and other conditions of employment. The City recognizes the Mid-Mangers Unit as the exclusive representative for full-time and regular part-time employees in the classifications in Appendix “A” as amended.
Article 1 – Salary
Employees hired in any Mid-Manager position after November 25, 2017, are on the 9- step salary schedule, attached as Appendix “C”. The 9-step salary schedule has both the first step and last step the same as the 5-step salary schedule. The 5-Step salary schedule is attached as Appendix “B”.
Effective July 1, 2023, all classifications will receive a cost-of-living increase of one and a half percent (1.5%) salary increase.
The top step for the Division Fire Chief is benchmarked at fifteen percent (15.0%) above the top step of the Battalion Chief.
The top step for the Engineer - Senior is benchmarked at fifteen percent (15.0%) above the top step for the Civil Engineer – Associate.
The top step for the Parks Maintenance Manager is benchmarked at fifteen percent (15.0%) above the top step for the Parks Maintenance Supervisor.
The parties will meet to discuss the City’s financial position no later than the end of January 2025 on the issue of wage, to determine if an agreement can be reached on wage increases only with any changes to be effective the first full pay period in January 2025, unless agreed otherwise.
The parties will meet to discuss the City’s financial position no later than the end of May 2025 on the issue of wage, to determine if an agreement can be reached on wage increases only with any changes to be effective the first full pay period in July 2025, unless agreed otherwise.
The parties will meet to discuss the City’s financial position no later than the end of May 2026 on the issue of wage, to determine if an agreement can be reached on wage
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increases only with any changes to be effective the first full pay period in July 2026, unless agreed otherwise.
If the parties cannot agree on a wage increase during a discussion, there shall be no salary adjustment for that year.
Effective November 18, 2023, employees in classifications listed in Appendix “D” who are proficient in speaking a foreign language, as determined by the City, receive bilingual pay in the amount of one-point four percent (1.4%) of their base rate of pay.
Article 2 – Public Employees’ Retirement System
Employees receive retirement benefits from the California Public Employees’ Retirement System (CalPERS).
The use of terms “classic member” and “new member” are as defined by CalPERS and the Public Employee Pension Reform Act of 2013 (PEPRA).
A new member is defined as:
• An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and has no prior membership in any other public retirement system; or
• An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and is not eligible for reciprocity with another public retirement system; or
• An individual who established prior membership in a retirement system and after a break in service of more than six (6) months, returns to active membership in that system with a new employer.
A. Employees hired before August 2, 1991, receive the 2.7% at 55 miscellaneous CalPERS formula with the one (1) year final average compensation period. The City pays 100% of the employee’s contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay eight percent (8%) of the employers’ contribution via a CalPERS contract amendment on a pretax basis.
B. Employees hired between August 1, 1991, and July 1, 2012, receive the 2.7% at 55 miscellaneous CalPERS formula with the three (3) year’s final average
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compensation period. The City pays 100% of the employee’s contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay eight percent (8%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
C. Employees hired after June 30, 2012, who are not classified as a new member receive the 2% at 55 miscellaneous CalPERS formula with the three (3) year’s final average compensation period. The City pays 100% of the employee’s contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay seven percent (7%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
D. Employees hired after December 31, 2012, who are classified as new members receive the 2% at 62 miscellaneous CalPERS formula with the three (3) year’s final average compensation period. These employees pay one half the total normal cost as determined annually by CalPERS on a pre-tax basis.
E. Miscellaneous retirement formulas have the following optional CalPERS retirement benefits:
• Non-Industrial Disability Improved
• Optional Settlement 2
• 1959 Survivor Benefit Level Indexed
• Post-Retirement Death Benefits $500 lump sum
• Survivor Allowance (PRSA)
• 3% Retirement COLA
A. Employees hired before July 1, 2012, receive the 3% at 50 safety CalPERS formula with the three (3) year’s final average compensation period. The City pays 100% of the employee's contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay nine percent (9%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
B. Employees hired after June 30, 2012, who are not classified as new members receive the 3% at 55 safety CalPERS formula with the three (3) year’s final average compensation period. The City pays 100% of the employee's contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay nine percent (9%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
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C. Employees hired after December 31, 2012, who are classified as new members receive the 2.7% at 57 safety CalPERS formula with the three (3) year’s final average compensation period. These employees pay one half the total normal cost as determined annually by CalPERS on a pre-tax basis.
D. All retirement plans have the following optional CalPERS retirement benefits:
• Sick Leave Service Credit
• Non-Industrial Disability Standard
• Industrial Disability Standard
• Pre-Retirement Death Benefits:
• Optional Settlement 2
• 1959 Survivor Benefit Level Indexed
• Special
• Post-Retirement Death Benefits $500 lump sum
• Survivor Allowance (PRSA)
• 3% Retirement COLA
Article 3 – Benefits
A. Employee Contributions:
Employee contributions are on a pre-tax basis.
B. Health Care Premium Cost:
The City pays 80% of the lowest cost health plan available to this bargaining unit.
C. Cash-in-Lieu Payment:
Cash-in-Lieu payments are when an employee reduces the level of health care coverage rather than entire coverage is as follows:
• Employees who reduce the level of health care coverage that they are entitled to, i.e., from full family coverage to employee plus one, or employee only coverage, or from employee plus one to employee only coverage, are entitled to a Cash-in-Lieu benefit. The Cash-in-Lieu benefit is based upon the lowest cost health plan.
• The employee making the election covered above, receives the difference between the Cash-in-Lieu benefit to which they would have been entitled had they waived coverage at their present coverage level and Cash-in-Lieu benefit for the lower level elected.
• The Cash-in-Lieu of medical insurance bonus for employees electing to forego health insurance coverage will be based on the below percentages of the current lowest cost health plan available:
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Employee only: 25%
Employee plus one dependent: 25%
Family coverage: 30%
For calendar year 2023, the City pays for enhanced dental/vision benefits. The enhanced dental/vision are as follows: annual deductible is $25 (individual) and $75 (family), calendar year maximum benefit is $2,000, basic coverage is 90%, major coverage is 60%, and vision allowance is $800 in 24-month period.
For each following year, through calendar year 2027, the City will annually evaluate the dental and vision fund excess reserve. The City will make a discretionary determination, that is not subject to bargaining requirements or the grievance process, and then communicate the determination in writing as to whether the City will pay for the enhanced dental/vision benefits set forth above the coming calendar year. In any year when enhanced benefits are not able to be funded, benefit levels will automatically revert to the levels below.
City pays 90% of the dental and vision premiums for covered employees. The maximum annual dental benefit is $1750. The vision benefit is $600 every 24 months. Premiums are based on periodic actuarial conducted by an outside consultant. Employees must participate in the City’s Dental and Vision Plan in a manner provided in the adopted Dental and Vision Plan Agreement.
Life insurance benefit amount of one hundred thousand dollars ($100,000) is maintained for employees.
The EAP is an employee benefit that assists employees with personal problems and/or workrelated problems that may impact their job performance, health, mental and emotional wellbeing. The EAP provides free and confidential assessments, short-term counseling, referrals, and follow-up services for employees and their household members. For details about the EAP program, please see the Human Resources Department.
The Mid-Managers Unit designates at least one (1) representative to the citywide health benefits committee. The general purpose of the committee is to address benefit plan design and cost containment. The committee will also contain members from other employee groups.
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Employees may contribute to a Flexible Spending Account (FSA) on a pre-tax basis to assist with the cost of medical, dental, and vision expenses, deductibles, and copayments.
Employees may contribute to a Dependent Care Plan on a pre-tax basis to assist with the cost of eligible child or elder care expenses.
The City provides a long-term disability program for employees.
Employees may receive up to five thousand dollars ($5,000) per fiscal year for tuition reimbursement, subject to the Rules.
Article 4 – Deferred Compensation
Employees receive $100.00 per month into their deferred compensation account.
Article 5 – Vacation Accrual
A. Employees accrue vacation as follows:
Years of Service
0-Completion of 4 years
5-Completion of 10 years
11-Completion of 15 years
16 or more years
Bi-Weekly Rate
4.0 hours
5.5 hours
6.5 hours
7.1 hours
Vacation Accrual and Post-Separation Contributions of Accrued Leave Hours With respect to accrued vacation leave hours (as well as other leave hours described below) that are on the books at the time of an employee’s separation, the City will make mandatory contributions of such hours as follows:
Upon separation from employment, for retirement from City service or otherwise, 100% of eligible leave, including sick, vacation, and administrative leave, (determined in accordance with City Rules and Regulations, applicable LOU and based upon length of service) shall be contributed on a mandatory basis for the benefit of the employee to the City’s 457(b) plan by the City subject to the annual limitations on contributions to such plan, including catch up contribution limits if applicable. The eligible and remaining leave balance (determined in accordance with City Rules and Regulations, applicable LOU and based upon length of service) after the mandatory allocation to the 457(b) plan, be paid
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out to the employee in taxable compensation; provided that the total amount allocated to the 457(b) plan and paid as taxable compensation does not exceed the applicable limits as set forth in the LOU.
Example 1: An employee has 2500 hours of accrued sick leave and 300 hours of accrued vacation hours and is separating from service (whether to retire or otherwise).
If the employee is subject to the 50% limit of total accrued sick leave based on their MOU and length of service, the employee would only have 1250 sick leave hours eligible for allocation. As such, only 1250 sick leave hours are considered eligible. The 1250 sick leave hours would be contributed to the City’s 457(b) plan, subject to the applicable contribution limits, and any remaining hours would be paid out as taxable compensation. 100% of accrued vacation hours are eligible for allocation. As such, 300 hours would be contributed to the City’s 457(b) plan, subject to the applicable contribution limits, and any remaining hours of the 1250 would be paid out as taxable compensation.
Example 2: An employee has 2500 hours of accrued sick leave and 300 hours of accrued vacation hours and is separating from service (whether to retire or otherwise). If the employee is subject to the 30% limit of total accrued sick leave based on their MOU and length of service, the employee would only have 750 sick leave hours eligible for allocation. As such, only 750 sick leave hours are considered “eligible”. All 750 sick leave hours would be contributed to the City’s 457(b) plan, subject to the applicable contribution limits, and any remaining hours would be paid out as taxable compensation. 100% of accrued vacation hours are eligible for allocation. As such, 300 hours would be contributed to the City’s 457(b) plan, subject to the applicable contribution limits, and any remaining hours would be paid out as taxable compensation. For clarification of a related note, the PERS Sick Leave Conversion is not available for the miscellaneous employees in this unit.
Article 6 – Holidays
Employees are entitled to holidays with pay. Holidays are paid on an eight (8) hour basis.
The City recognizes following holidays:
a. New Year’s Day (the first day of January)
b. Martin Luther King Day (the third Monday in January) c. Washington’s Birthday (the third Monday in February) d. Memorial Day (the last Monday in May)
e. Independence Day (the fourth day of July)
f. Labor Day (the first Monday in September)
g. Veterans Day (observed on the day established by the Yuba City Unified School District)
h. The Week of Thanksgiving, effective 2024
i. Christmas Day (the 25th day of December)
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j. Eight hours of holiday time to be used on either Christmas Eve or New Year’s Eve, or a combination on both days as approved by the department head.
Whenever a holiday falls on Sunday, the following Monday is observed as a holiday, and whenever a holiday falls on a Saturday, the preceding Friday is observed as a holiday.
Employees are entitled to holiday with pay only if (i) the employee would have been regularly scheduled to work and (ii) the employee is in a paid status on the date immediately preceding or succeeding the holiday.
Employees required to work during the week of Thanksgiving will be allowed to take those holiday hours off during the months of October, November, or December.
Effective July 1, 2024, employees receive one (1) floating holiday annually on July 1. If an employee does not use their floating holiday during the fiscal year the holiday will be cashed out on the final check of the fiscal year. Scheduling/approval of use of the floating holiday must be in accordance with the requirements of Rules.
Article 7 – Administrative Leave
Mid-Managers are exempt employees whose duties often require them to work outside of the City’s typical business hours. In acknowledgement of such duties, bargaining unit employees are allocated eighty (80) hours of administrative leave with the first payroll period of each calendar year. For any employee who becomes a member mid-year, the employee will receive a pro-rata amount of administrative leave for the balance of the year. Employees may use leave subject to the approval of their Department Head, except that leave cannot be used prior to separation of employment to delay the separation date.
By December 1 of each year, an employee may annually make an irrevocable advance election to cash out a maximum of forty (40) hours of administrative leave that will be accrued in the next calendar year. The election shall be made on the form provided by the City for this purpose. The hours selected for cash-out will be paid in the first nonpayroll week of January of the following year.
Employees may carry over a maximum of forty (40) hours of unused administrative leave to the next calendar year, subject to a maximum accrual cap of 160 administrative hours.
Any unused administrative leave hours are paid out upon termination of employment.
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At the discretion of the City Manager, an additional allotment of administrative leave not to exceed forty (40) hours may be approved each year. Requests for additional leave allocation must be based on an excessive number of hours worked beyond normal management expectations. The allotment of leave is at the full discretion of the City.
Article 8 – Duty Chief Assignment
The Division Chief is assigned as the Duty Chief. The schedule will be developed and approved by the Fire Chief. While assigned as the Duty Chief, the employee must be available for immediate emergency response within time frames established by the Fire Chief. Duty Chiefs must be available to be immediately contacted by telephone, cellular telephone, radio and/or pager.
Article 9 – Certifications
The City pays the costs associated with obtaining and maintaining special certificates that are both required by the State of California, the City of Yuba City, or any governmental agency to obtain and maintain as a condition of employment.
Article 10 – Uniforms
Uniforms are issued and replaced by the City for employees in the Fire Department.
Article 11 – Reimbursement Policy
Employees who are required to work hours in excess of normal management expectations will be reimbursed should the City bill for, and receive, reimbursement for their work performed.
Reimbursement for the employee will occur in the next normal pay period after the overtime occurs.
Reimbursement to the employee will occur at the salary rate billed by the City for the employees for those hours over the regularly scheduled salary only, not to exceed time and one-half. Employees will not be required to use vacation time while in a special assignment approved by their Department Head.
The City retains reimbursements received by the City in excess of the salary for the employee.
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Appendix “A” – Represented Classifications
The Mid-Managers Unit represents the following classifications:
Accounting Manager
Administrative Analyst III
Animal Services Manager
Chief Building Official
City Clerk Administrator
Deputy Director of Development Services
Deputy Public Works Director – Engineering
Deputy Public Works Director – Maintenance
Deputy Public Works Director – Utilities
Division Fire Chief
Information Security Administrator
Information Technology Manager
Park Maintenance Manager
Parks and Grounds Superintendent
Planning Manager
Project Manager
Recreation Manager
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Mid Managers - EMPLOYEES HIRED PRIOR TO APRIL 28, 2018
CLASSIFICATION Group 1 2 3 4 5
7165* ACCOUNTING MANAGER MM 10,041 10,543 11,070 11,624 12,205 Monthly
57.93 60.83 63.87 67.06 70.42 Hourly
7070* ADMINISTRATIVE ANALYST III MM 7,761 8,149 8,556 8,984 9,433 Monthly
44.78 47.01 49.36 51.83 54.42 Hourly
7125* ANIMAL SERVICES MANAGER MM 8,600 9,030 9,481 9,955 10,452 Monthly
49.62 52.10 54.70 57.43 60.30 Hourly
7112* CHIEF BUILDING OFFICIAL MM 9,857 10,350 10,868 11,411 11,981 Monthly
56.87 59.71 62.70 65.83 69.12 Hourly
7418* CITY CLERK ADMINISTRATOR MM 9,434 9,906 10,401 10,921 11,467 Monthly
54.43 57.15 60.01 63.01 66.16 Hourly
7185 DEPUTY DIRECTOR OF DEVELOPMENT SERVICES MM 11,468 12,041 12,643 13,275 13,939 Monthly
66.16 69.47 72.94 76.59 80.42 Hourly
7175* DEPUTY P.W. DIRECTOR - ENGINEERING MM 11,298 11,863 12,456 13,079 13,733 Monthly
65.18 68.44 71.86 75.46 79.23 Hourly
7195* DEPUTY P.W. DIRECTOR - MAINTENANCE MM 9,388 9,857 10,350 10,867 11,411 Monthly
54.16 56.87 59.71 62.69 65.83 Hourly
7160* DEPUTY P.W. DIRECTOR - UTILITIES MM 9,989 10,488 11,012 11,563 12,141 Monthly
57.63 60.51 63.53 66.71 70.05 Hourly
7110* DIVISION FIRE CHIEF MM 11,720 12,306 12,921 13,567 14,245 Monthly
67.62 71.00 74.54 78.27 82.18 Hourly
7120* ENGINEER - SENIOR MM 9,350 9,818 10,309 10,824 11,366 Monthly
53.94 56.64 59.48 62.45 65.57 Hourly
7200* ENVIRONMENTAL COMPLIANCE MANAGER MM 9,080 9,534 10,011 10,512 11,037 Monthly
52.38 55.00 57.76 60.65 63.68 Hourly
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
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7205* INFORMATION SECURITY ADMINISTRATOR MM 9,043 9,495 9,970 10,469 10,992 Monthly
52.17 54.78 57.52 60.40 63.42 Hourly
7105* INFORMATION TECHNOLOGY MANAGER MM 10,018 10,519 11,045 11,597 12,177 Monthly
57.80 60.69 63.72 66.91 70.25 Hourly
7043* PARK MAINTENANCE MANAGER MM 6,928 7,274 7,638 8,020 8,421 Monthly
39.97 41.97 44.07 46.27 48.58 Hourly
7044* PARKS AND GROUNDS SUPERINTENDENT MM 8,600 9,030 9,481 9,955 10,452 Monthly
49.62 52.10 54.70 57.43 60.30 Hourly
7060* PLANNING MANAGER MM 9,556 10,034 10,536 11,063 11,616 Monthly
55.13 57.89 60.78 63.83 67.01 Hourly
7085* PROJECT MANAGER MM 7,879 8,273 8,687 9,121 9,578 Monthly
45.46 47.73 50.12 52.62 55.26 Hourly
7046* RECREATION MANAGER MM 8,062 8,465 8,888 9,332 9,799 Monthly
46.51 48.84 51.28 53.84 56.53 Hourly
MOU Article 1.5 - Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the City - --receive bilingual pay in the amount of 1.4% of the base rate of pay * Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).
EMPLOYEE BARGAINING GROUPS
CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
5. 11-07-23 Salary Schedule FM
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Mid Managers - EMPLOYEES HIRED ON OR AFTER APRIL 28, 2018 CLASSIFICATION Group 1 2 3456789
7565* ACCOUNTING MANAGER MM 10,041 10,292 10,543 10,807 11,070 11,347 11,624 11,915 12,205 Monthly
57.93 59.38 60.83 62.35 63.87 65.46 67.06 68.74 70.42 Hourly 7470* ADMINISTRATIVE ANALYST III MM 7,761 7,955 8,149 8,353 8,556 8,770 8,984 9,209 9,433 Monthly
44.78 45.89 47.01 48.19 49.36 50.60 51.83 53.13 54.42 Hourly 7525* ANIMAL SERVICES MANAGER MM 8,600 8,815 9,030 9,256 9,481 9,718 9,955 10,204 10,452 Monthly
49.62 50.86 52.10 53.40 54.70 56.07 57.43 58.87 60.30 Hourly 7512* CHIEF BUILDING OFFICIAL MM 9,857 10,104 10,350 10,609 10,868 11,140 11,411 11,696 11,981 Monthly
56.87 58.29 59.71 61.21 62.70 64.27 65.83 67.48 69.12 Hourly 7419* CITY CLERK ADMINISTRATOR MM 9,434 9,670 9,906 10,154 10,401 10,661 10,921 11,194 11,467 Monthly
54.43 55.79 57.15 58.58 60.01 61.51 63.01 64.58 66.16 Hourly 7585 DEPUTY DIRECTOR OF DEVELOPMENT SERVICES MM 11,468 11,755 12,041 12,342 12,643 12,959 13,275 13,607 13,939 Monthly
66.16 67.82 69.47 71.20 72.94 74.76 76.59 78.50 80.42 Hourly 7575* DEPUTY P.W. DIRECTOR - ENGINEERING MM 11,298 11,581 11,863 12,160 12,456 12,768 13,079 13,406 13,733 Monthly
65.18 66.81 68.44 70.15 71.86 73.66 75.46 77.34 79.23 Hourly 7595* DEPUTY P.W. DIRECTOR - MAINTENANCE MM 9,388 9,623 9,857 10,104 10,350 10,609 10,867 11,139 11,411 Monthly
54.16 55.52 56.87 58.29 59.71 61.21 62.69 64.26 65.83 Hourly 7560* DEPUTY P.W. DIRECTOR - UTILITIES MM 9,989 10,239 10,488 10,750 11,012 11,288 11,563 11,852 12,141 Monthly
57.63 59.07 60.51 62.02 63.53 65.12 66.71 68.38 70.05 Hourly 7510* DIVISION FIRE CHIEF MM 11,720 12,013 12,306 12,614 12,921 13,244 13,567 13,906 14,245 Monthly
67.62 69.31 71.00 72.77 74.54 76.41 78.27 80.23 82.18 Hourly 7520* ENGINEER - SENIOR MM 9,350 9,584 9,818 10,064 10,309 10,567 10,824 11,095 11,366 Monthly
53.94 55.29 56.64 58.06 59.48 60.96 62.45 64.01 65.57 Hourly 7600* ENVIRONMENTAL COMPLIANCE MANAGER MM 9,080 9,307 9,534 9,773 10,011 10,262 10,512 10,775 11,037 Monthly
52.38 53.69 55.00 56.38 57.76 59.20 60.65 62.16 63.68 Hourly 7605* INFORMATION SECURITY ADMINISTRATOR MM 9,043 9,269 9,495 9,733 9,970 10,220 10,469 10,731 10,992 Monthly
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
10/30/20239:34 AM
52.17 53.48 54.78 56.15 57.52 58.96 60.40 61.91 63.42 Hourly 7505* INFORMATION TECHNOLOGY MANAGER MM 10,018 10,269 10,519 10,782 11,045 11,321 11,597 11,887 12,177 Monthly
57.80 59.24 60.69 62.20 63.72 65.31 66.91 68.58 70.25 Hourly 7443* PARK MAINTENANCE MANAGER MM 6,928 7,101 7,274 7,456 7,638 7,829 8,020 8,220 8,421 Monthly
39.97 40.97 41.97 43.02 44.07 45.17 46.27 47.42 48.58 Hourly 7444* PARKS AND GROUNDS SUPERINTENDENT MM 8,600 8,815 9,030 9,256 9,481 9,718 9,955 10,204 10,452 Monthly
49.62 50.86 52.10 53.40 54.70 56.07 57.43 58.87 60.30 Hourly 7460* PLANNING MANAGER MM 9,556 9,795 10,034 10,285 10,536 10,800 11,063 11,339 11,616 Monthly
55.13 56.51 57.89 59.34 60.78 62.31 63.83 65.42 67.01 Hourly 7485* PROJECT MANAGER MM 7,879 8,076 8,273 8,480 8,687 8,904 9,121 9,349 9,578 Monthly
45.46 46.59 47.73 48.92 50.12 51.37 52.62 53.94 55.26 Hourly 7446* RECREATION MANAGER MM 8,062 8,264 8,465 8,677 8,888 9,110 9,332 9,565 9,799 Monthly
46.51 47.68 48.84 50.06 51.28 52.56 53.84 55.18 56.53 Hourly MOU Article 1.5 - Bilingual Pay - effective November 18, 2023 -Employees who are proficient in speaking a foreign language, as determined by the Cityreceive bilingual pay in the amount of 1.4% of the base rate of pay * Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
5. 11-07-23 Salary Schedule FM
14 The City of Yuba City The Mid-Managers Unit
12200581.1 YU362-030
Appendix “D” – Bilingual Classifications
ATTACHMENT 4
10/30/20239:33 AM
Mid Managers - EMPLOYEES HIRED PRIOR TO APRIL 28, 2018
CLASSIFICATION Group 1 2 3 4 5
7165* ACCOUNTING MANAGER MM 10,041 10,543 11,070 11,624 12,205 Monthly
57.93 60.83 63.87 67.06 70.42 Hourly
7070* ADMINISTRATIVE ANALYST III MM 7,761 8,149 8,556 8,984 9,433 Monthly
44.78 47.01 49.36 51.83 54.42 Hourly
7125* ANIMAL SERVICES MANAGER MM 8,600 9,030 9,481 9,955 10,452 Monthly
49.62 52.10 54.70 57.43 60.30 Hourly
7112* CHIEF BUILDING OFFICIAL MM 9,857 10,350 10,868 11,411 11,981 Monthly
56.87 59.71 62.70 65.83 69.12 Hourly
7418* CITY CLERK ADMINISTRATOR MM 9,434 9,906 10,401 10,921 11,467 Monthly
54.43 57.15 60.01 63.01 66.16 Hourly
7185 DEPUTY DIRECTOR OF DEVELOPMENT SERVICES MM 11,468 12,041 12,643 13,275 13,939 Monthly
66.16 69.47 72.94 76.59 80.42 Hourly
7175* DEPUTY P.W. DIRECTOR - ENGINEERING MM 11,298 11,863 12,456 13,079 13,733 Monthly
65.18 68.44 71.86 75.46 79.23 Hourly
7195* DEPUTY P.W. DIRECTOR - MAINTENANCE MM 9,388 9,857 10,350 10,867 11,411 Monthly
54.16 56.87 59.71 62.69 65.83 Hourly
7160* DEPUTY P.W. DIRECTOR - UTILITIES MM 9,989 10,488 11,012 11,563 12,141 Monthly
57.63 60.51 63.53 66.71 70.05 Hourly
7110* DIVISION FIRE CHIEF MM 11,720 12,306 12,921 13,567 14,245 Monthly
67.62 71.00 74.54 78.27 82.18 Hourly
7120* ENGINEER - SENIOR MM 9,350 9,818 10,309 10,824 11,366 Monthly
53.94 56.64 59.48 62.45 65.57 Hourly
7200* ENVIRONMENTAL COMPLIANCE MANAGER MM 9,080 9,534 10,011 10,512 11,037 Monthly
52.38 55.00 57.76 60.65 63.68 Hourly
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
10/30/20239:33 AM
7205* INFORMATION SECURITY ADMINISTRATOR MM 9,043 9,495 9,970 10,469 10,992 Monthly
52.17 54.78 57.52 60.40 63.42 Hourly
7105* INFORMATION TECHNOLOGY MANAGER MM 10,018 10,519 11,045 11,597 12,177 Monthly
57.80 60.69 63.72 66.91 70.25 Hourly
7043* PARK MAINTENANCE MANAGER MM 6,928 7,274 7,638 8,020 8,421 Monthly
39.97 41.97 44.07 46.27 48.58 Hourly
7044* PARKS AND GROUNDS SUPERINTENDENT MM 8,600 9,030 9,481 9,955 10,452 Monthly
49.62 52.10 54.70 57.43 60.30 Hourly
7060* PLANNING MANAGER MM 9,556 10,034 10,536 11,063 11,616 Monthly
55.13 57.89 60.78 63.83 67.01 Hourly
7085* PROJECT MANAGER MM 7,879 8,273 8,687 9,121 9,578 Monthly
45.46 47.73 50.12 52.62 55.26 Hourly
7046* RECREATION MANAGER MM 8,062 8,465 8,888 9,332 9,799 Monthly
46.51 48.84 51.28 53.84 56.53 Hourly
MOU Article 1.5 - Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the City - --receive bilingual pay in the amount of 1.4% of the base rate of pay * Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).
EMPLOYEE BARGAINING GROUPS
CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
5. 11-07-23 Salary Schedule FM
10/30/20239:34 AM
Mid Managers - EMPLOYEES HIRED ON OR AFTER APRIL 28, 2018 CLASSIFICATION Group 1 2 3456789
7565* ACCOUNTING MANAGER MM 10,041 10,292 10,543 10,807 11,070 11,347 11,624 11,915 12,205 Monthly
57.93 59.38 60.83 62.35 63.87 65.46 67.06 68.74 70.42 Hourly 7470* ADMINISTRATIVE ANALYST III MM 7,761 7,955 8,149 8,353 8,556 8,770 8,984 9,209 9,433 Monthly
44.78 45.89 47.01 48.19 49.36 50.60 51.83 53.13 54.42 Hourly 7525* ANIMAL SERVICES MANAGER MM 8,600 8,815 9,030 9,256 9,481 9,718 9,955 10,204 10,452 Monthly
49.62 50.86 52.10 53.40 54.70 56.07 57.43 58.87 60.30 Hourly 7512* CHIEF BUILDING OFFICIAL MM 9,857 10,104 10,350 10,609 10,868 11,140 11,411 11,696 11,981 Monthly
56.87 58.29 59.71 61.21 62.70 64.27 65.83 67.48 69.12 Hourly 7419* CITY CLERK ADMINISTRATOR MM 9,434 9,670 9,906 10,154 10,401 10,661 10,921 11,194 11,467 Monthly
54.43 55.79 57.15 58.58 60.01 61.51 63.01 64.58 66.16 Hourly 7585 DEPUTY DIRECTOR OF DEVELOPMENT SERVICES MM 11,468 11,755 12,041 12,342 12,643 12,959 13,275 13,607 13,939 Monthly
66.16 67.82 69.47 71.20 72.94 74.76 76.59 78.50 80.42 Hourly 7575* DEPUTY P.W. DIRECTOR - ENGINEERING MM 11,298 11,581 11,863 12,160 12,456 12,768 13,079 13,406 13,733 Monthly
65.18 66.81 68.44 70.15 71.86 73.66 75.46 77.34 79.23 Hourly 7595* DEPUTY P.W. DIRECTOR - MAINTENANCE MM 9,388 9,623 9,857 10,104 10,350 10,609 10,867 11,139 11,411 Monthly
54.16 55.52 56.87 58.29 59.71 61.21 62.69 64.26 65.83 Hourly 7560* DEPUTY P.W. DIRECTOR - UTILITIES MM 9,989 10,239 10,488 10,750 11,012 11,288 11,563 11,852 12,141 Monthly
57.63 59.07 60.51 62.02 63.53 65.12 66.71 68.38 70.05 Hourly 7510* DIVISION FIRE CHIEF MM 11,720 12,013 12,306 12,614 12,921 13,244 13,567 13,906 14,245 Monthly
67.62 69.31 71.00 72.77 74.54 76.41 78.27 80.23 82.18 Hourly 7520* ENGINEER - SENIOR MM 9,350 9,584 9,818 10,064 10,309 10,567 10,824 11,095 11,366 Monthly
53.94 55.29 56.64 58.06 59.48 60.96 62.45 64.01 65.57 Hourly 7600* ENVIRONMENTAL COMPLIANCE MANAGER MM 9,080 9,307 9,534 9,773 10,011 10,262 10,512 10,775 11,037 Monthly
52.38 53.69 55.00 56.38 57.76 59.20 60.65 62.16 63.68 Hourly 7605* INFORMATION SECURITY ADMINISTRATOR MM 9,043 9,269 9,495 9,733 9,970 10,220 10,469 10,731 10,992 Monthly
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
10/30/20239:34 AM
52.17 53.48 54.78 56.15 57.52 58.96 60.40 61.91 63.42 Hourly 7505* INFORMATION TECHNOLOGY MANAGER MM 10,018 10,269 10,519 10,782 11,045 11,321 11,597 11,887 12,177 Monthly
57.80 59.24 60.69 62.20 63.72 65.31 66.91 68.58 70.25 Hourly 7443* PARK MAINTENANCE MANAGER MM 6,928 7,101 7,274 7,456 7,638 7,829 8,020 8,220 8,421 Monthly
39.97 40.97 41.97 43.02 44.07 45.17 46.27 47.42 48.58 Hourly 7444* PARKS AND GROUNDS SUPERINTENDENT MM 8,600 8,815 9,030 9,256 9,481 9,718 9,955 10,204 10,452 Monthly
49.62 50.86 52.10 53.40 54.70 56.07 57.43 58.87 60.30 Hourly 7460* PLANNING MANAGER MM 9,556 9,795 10,034 10,285 10,536 10,800 11,063 11,339 11,616 Monthly
55.13 56.51 57.89 59.34 60.78 62.31 63.83 65.42 67.01 Hourly 7485* PROJECT MANAGER MM 7,879 8,076 8,273 8,480 8,687 8,904 9,121 9,349 9,578 Monthly
45.46 46.59 47.73 48.92 50.12 51.37 52.62 53.94 55.26 Hourly 7446* RECREATION MANAGER MM 8,062 8,264 8,465 8,677 8,888 9,110 9,332 9,565 9,799 Monthly
46.51 47.68 48.84 50.06 51.28 52.56 53.84 55.18 56.53 Hourly MOU Article 1.5 - Bilingual Pay - effective November 18, 2023 -Employees who are proficient in speaking a foreign language, as determined by the Cityreceive bilingual pay in the amount of 1.4% of the base rate of pay * Indicates classifications which are not eligible for overtime compensation and are exempt from the Fair Labor Standards Act (FLSA).EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
5. 11-07-23 Salary Schedule FM
Agenda Item 16
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Human Resources Department
Presentation By: Natalie Springer, Human Resources Director Summary
Subject: Confidential Resolution
Recommendation: Adopt a Resolution:
A. Approving the Resolution with the Confidential Employees B. Authorizing the Finance Director to amend the salary schedule C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $6,951
Fiscal Impact: The increase for Fiscal Year 2023-2024 is $6,951. The increase for Fiscal Year 2024-2025 is $6,852.
Purpose:
To approve the Confidential Employees’ wage and benefits Resolution which includes, in summary, a wage increase of 1.5% effective July 1, 2023, 1.4% bilingual pay, accrue up to 80 hours of compensatory time off, Thanksgiving week is recognized as a holiday, changes to administrative leave provision for new employees, and administrative "clean up" in the dental and vision, and health plans.
Council's Strategic Goal:
The Resolution addresses the City Council's Strategic Goal of Public Safety.
Background:
In April 2014, the City adopted a Resolution identifying unrepresented Confidential employees with the City and aligning their benefits with the Mid-Managers' bargaining unit. The purpose of the Resolution was to properly designate classifications as "confidential" in accordance with the principles of state labor law. The principles of state labor law specifically define "confidential" employees as those who are involved in employer-employee relations, including negotiations or investigating and responding to union grievances. These "confidential" duties may include participating on the City's team in negotiations, preparing sensitive information to be used in negotiations, drafting or costing our proposals, drafting contract language for negotiations, and participating in impasse resolution or the fact-finding process. Confidential positions are designated as such so they do not undermine or create a conflict of interest within the employer-union relationship. It was determined that a clean-up resolution would be good practice to ensure all the Confidential Employees’ pay and benefits were contained in one resolution.
Analysis:
The City and Confidential Employees met and discussed the Compensation Resolution and they have agreed to a Resolution that includes, in summary, the following items:
1. Resolution 1.2, Salary Increases: Effective July 1, 2023, all classifications will receive 1.5% salary increase.
2. Resolution, 1.3, Bilingual Pay: 1.4% of base pay for employees who are proficient in speaking a foreign language.
3. Resolution, 2.2, Compensatory Time Off: Accrue up 80 hours of compensatory time off.
4. Resolution, 3, Administrative Leave: Employees hired before July 1, 2023 are grandfathered in to receive administrative leave. Employees hired after July 1, 2023 are not eligible to receive administrative leave.
5. Resolution, 5.1, Health Plans: Administrative "clean up".
6. Resolution, 5.2 Dental and Vision Plans: Administrative "clean up".
7. Resolution 7.1, Holidays: Thanksgiving week is recognized as a holiday with reduction of floating holidays to one (1).
Fiscal Impact:
The increase for Fiscal Year 2023-2024 is $6,951. The increase for Fiscal Year 2024-2025 is $6,852.
Authorize the Finance Director to prepare supplemental appropriations as follows: City Manager 1305- 61210 $1,362; City Clerk 1710-61210 $5,589.
Alternatives:
1. Do not approve the Resolutions for Confidential Employees. If this occurs, Staff will require direction to address next steps with the Confidential Employees.
Recommendation:
Adopt a Resolution:
A. Approving the Resolution with the Confidential Employees.
B. Authorizing the Finance Director to amend the salary schedule.
C. Authorize the Finance Director to prepare a supplemental appropriation in the amount of $6,951.
Attachments:
1. Attachment 1 Costing
2. Attachment 2 Resolution
3. Attachment 3 Yuba City Confidential Reso 2023
4. Attachment 4 CONF Salary Schedule
Prepared By: Submitted By:
Sheleen Loza
Administrative Analyst III
Diana Langley
City Manager
ATTACHMENT 1
On‐going One‐time Total
FY 2023‐24
Salary increase ‐ 1.5% COLA 6,951 $ 6,951
Bilingual Pay 1.4% ‐ No Utilization ‐ $ ‐ Two ‐Year Cost Projections
Total Cost $ ‐ 6,951 $ 6,951 $ FY 2024‐25
Salary increase ‐ 1.5% COLA 6,852 $ 6,852
Bilingual Pay 1.4% ‐ No Utilization ‐ $ ‐ Two ‐Year Cost Projections
Total Cost $ ‐ 6,852 $ 6,852 $ General Fund 13,803 $ 13,803 $
Water ‐ $ ‐ $
Wastewater ‐ $ ‐ $
SASA ‐ $ ‐ $
VMF ‐ $ ‐ $
City of Yuba City
Confidential Unit ‐ November 7, 2023 Staff Report
ATTACHMENT 2
RESOLUTION NO.
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUBA CITY
APPROVING THE UNREPRESENTED CONFIDENTIAL EMPLOYEES WAGE AND
BENEFITS RESOLUTION
WHEREAS, the City recognizes the Confidential Employees’ commitment to the City and its citizens while providing outstanding and dedicated service to all and; WHEREAS, City staff and Confidential Employees met and conferred over the Resolution and;
WHEREAS, the City appreciates the efforts and energy the Confidential Employees have put forth to finalize the Resolution.
NOW, THEREFORE, the City Council of the City of Yuba City does hereby resolve as follows:
Approve the attached Confidential Resolution, which includes, in summary, the following terms:
1. Resolution 1.2, Salary Increases: Effective July 1, 2023, all classifications will receive 1.5% salary increase.
2. Resolution, 1.3, Bilingual Pay: 1.4% of base pay for employees who are proficient in speaking a foreign language.
3. Resolution, 2.2, Compensatory Time Off: Accrue up 80 hours of compensatory time off.
4. Resolution, 3, Administrative Leave: Employees hired before July 1, 2023 are grandfathered in to receive administrative leave. Employees hired after July 1, 2023 are not eligible to receive administrative leave.
5. Resolution, 5.1, Health Plans: Administrative "clean up".
6. Resolution, 5.2 Dental and Vision Plans: Administrative "clean up".
7. Resolution 7.1, Holidays: Thanksgiving week is recognized as a holiday with reduction of floating holidays to one (1).
In addition, staff is authorized to make any necessary clarifying language changes as long as the changes do not modify the Resolution’s substantive terms or past practice.
The Director of Finance is hereby authorized to make the necessary budget adjustments to implement the provisions of this resolution including a supplemental appropriation in the amount of $6,951.
The foregoing Resolution of the City Council of the City of Yuba City was duly introduced, passed and adopted at a regular meeting thereof held on the 7th day of November 2023.
AYES:
NOES:
ABSENT:
_________________________
Wade Kirchner, Mayor
ATTEST:
__________________________
Ciara Wakefield, Deputy City Clerk
APPROVED AS TO FORM
COUNSEL FOR YUBA CITY:
_________________________
Stacey Sheston, Special Counsel
Best Best & Krieger, LLP
ATTACHMENT 3
The City of Yuba City
Compensation Resolution
For
Confidential Employees
Effective July 1, 2023
i
The City of Yuba City Confidential Employees
Table of Contents
Preamble......................................................................................................................... 1 Article 1 – Salary ............................................................................................................. 1
1.1 Salary Schedule................................................................................................. 1
1.2 Salary Increases ................................................................................................ 1
1.3 Bilingual Pay ...................................................................................................... 1
1.4 Deferred Compensation ..................................................................................... 1 Article 2 – Overtime......................................................................................................... 1
2.1 Overtime ............................................................................................................ 1
2.2 Compensatory Time Off (CTO) .......................................................................... 1 Article 3 – Administrative Leave ...................................................................................... 2
3.1 Allocation ........................................................................................................... 2
3.2 Maximum Cash Out ........................................................................................... 2
3.3 Maximum Carry Over......................................................................................... 2 Article 4 – Public Employees’ Retirement System........................................................... 2
4.1 Retirement Terminology..................................................................................... 2
4.2 Miscellaneous Member Retirement Formulas.................................................... 2 Article 5 – Benefits .......................................................................................................... 3
5.1 Health Plans....................................................................................................... 3
5.2 Dental and Vision Plans ..................................................................................... 4
5.3 Life Insurance..................................................................................................... 4
5.4 Employee Assistance Program (EAP)................................................................ 4
5.5 Flexible Spending Account................................................................................. 5
5.6 Dependent Care Spending Program .................................................................. 5
5.7 Long Term Disability .......................................................................................... 5
5.8 Tuition Reimbursement ...................................................................................... 5 Article 6 – Vacation Accrual ............................................................................................ 5 Article 7 – Holidays.......................................................................................................... 5
7.1 Recognized Holidays ......................................................................................... 5
7.2 Floating Holiday ................................................................................................. 6 Article 8 – Term............................................................................................................... 6 Appendix “A” – Confidential Classifications..................................................................... 7 Appendix “B” – 5 Step Salary Schedule .......................................................................... 8 Appendix “C” – 9 Step Salary Schedule.......................................................................... 9
ii
The City of Yuba City Confidential Employees
Appendix "D” – Bilingual Classifications........................................................................ 10
1 The City of Yuba City Confidential Resolution
12200581.1 YU362-030
Preamble
This Compensation Resolution applies to only employees in the Confidential Unit, listed in Appendix “A” Confidential Employees.
Article 1 – Salary
Employees hired after November 25, 2017, are on the 9-step salary schedule, attached as Appendix “C”. The 9-step salary schedule has both the first step and last step the same as the 5-step salary schedule. The 5-Step salary schedule is attached as Appendix “B”.
Effective July 1, 2023, all classifications will receive a cost-of-living increase of one and a half percent (1.5%) salary increase.
Employees listed in Appendix “D” Bilingual Classifications who are proficient in speaking a foreign language, as determined by the City, receive bilingual pay in the amount of onepoint four percent (1.4%) of their base rate of pay.
Employees receive $100.00 per month into their deferred compensation account.
Article 2 – Overtime
2.1 Overtime
Employees required to work in excess of forty (40) hours in the work period receive overtime at time-and-a-half an employee’s regular rate of pay. All paid time counts as hours worked towards the calculation of overtime.
2.2 Compensatory Time Off (CTO)
Employees may accrue a maximum of eighty (80) hours of (CTO). Employees may not cash out CTO. Upon separation, CTO will be paid out at the employee's current regular rate of pay or the average regular rate of pay for the last three (3) years, whichever is greater.
Article 3 – Administrative Leave
Employees hired before July 1, 2023, are allocated eighty (80) hours of administrative leave with the first payroll period of each calendar year. For any employee who becomes
2 The City of Yuba City Confidential Resolution
12200581.1 YU362-030
a member mid-year, the employee will receive a pro-rata amount of administrative leave for the balance of the year. Employees may use leave subject to the approval of their Department Head, except that leave cannot be used prior to separation of employment to delay the separation date.
By December 1 of each year, an employee may annually make an irrevocable advance election to cash out a maximum of forty (40) hours of administrative leave that will be accrued in the next calendar year. The election must be made on the form provided by the City for this purpose. The hours selected for cash-out will be paid in the first nonpayroll week of January of the following year.
Employees may carry over a maximum of forty (40) hours of unused administrative leave to the next calendar year, subject to a maximum accrual cap of 160 administrative hours.
Any unused administrative leave hours are paid out upon termination of employment.
Article 4 – Public Employees’ Retirement System
Employees receive retirement benefits from the California Public Employees’ Retirement System (CalPERS).
The use of terms “classic member” and “new member” are as defined by CalPERS and the Public Employee Pension Reform Act of 2013 (PEPRA).
A new member is defined as:
• An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and has no prior membership in any other public retirement system; or
• An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and is not eligible for reciprocity with another public retirement system; or
• An individual who established prior membership in a retirement system and after a break in service of more than six (6) months, returns to active membership in that system with a new employer.
A. Employees hired between August 1, 1991, and July 1, 2012, receive the 2.7% at 55 miscellaneous CalPERS formula with the three (3) year’s final average compensation period. The City pays 100% of the employee’s contribution to
3 The City of Yuba City Confidential Resolution
12200581.1 YU362-030
CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay eight percent (8%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
B. Employees hired after June 30, 2012, who are not classified as a new member receive the 2% at 55 miscellaneous CalPERS formula with the three (3) year’s final average compensation period. The City pays 100% of the employee’s contribution to CalPERS and reports the employer payment of the member contributions to CalPERS as additional compensation for retirement purposes only. These members pay seven percent (7%) of the employers’ contribution via a CalPERS contract amendment on a pre-tax basis.
C. Employees hired after December 31, 2012, who are classified as new members receive the 2% at 62 miscellaneous CalPERS formula with the three (3) year’s final average compensation period. These employees pay one half the total normal cost as determined annually by CalPERS on a pre-tax basis.
D. Miscellaneous retirement formulas have the following optional CalPERS retirement benefits:
• Non-Industrial Disability Improved
• Optional Settlement 2
• 1959 Survivor Benefit Level Indexed
• Post-Retirement Death Benefits $500 lump sum
• Survivor Allowance (PRSA)
• 3% Retirement COLA
Article 5 – Benefits
A. Employee Contributions:
Employee contributions are on a pre-tax basis.
B. Health Care Premium Cost:
The City pays 80% of the lowest cost health plan available to this bargaining unit.
C. Cash-in-Lieu Payment:
Cash-in-Lieu payments are when an employee reduces the level of health care coverage rather than entire coverage is as follows:
• Employees who reduce the level of health care coverage that they are entitled to, i.e., from full family coverage to employee plus one, or employee only coverage, or from employee plus one to employee only coverage, are entitled
4 The City of Yuba City Confidential Resolution
12200581.1 YU362-030
to a Cash-in-Lieu benefit. The Cash-in-Lieu benefit is based upon the lowest cost health plan.
• The employee making the election covered above, receives the difference between the Cash-in-Lieu benefit to which they would have been entitled had they waived coverage at their present coverage level and Cash-in-Lieu benefit for the lower level elected.
• The Cash-in-Lieu of medical insurance bonus for employees electing to forego health insurance coverage will be based on the below percentages of the current lowest cost health plan:
Employee only: 25%
Employee plus one dependent: 25%
Family coverage: 30%
For calendar year 2023, the City pays for enhanced dental/vision benefits. The enhanced dental/vision are as follows: annual deductible is $25 (individual) and $75 (family), calendar year maximum benefit is $2,000, basic coverage is 90%, major coverage is 60%, and vision allowance is $800 in 24-month period.
For each following year, through calendar year 2027, the City will annually evaluate the dental and vision fund excess reserve. The City will make a discretionary determination as to whether the City will pay for the enhanced dental/vision benefits set forth above the coming calendar year. In any year when enhanced benefits are not able to be funded, benefit levels will automatically revert to the levels below.
City pays 90% of the dental and vision premiums for covered employees. The maximum annual dental benefit is $1750. The vision benefit is $600 every 24 months. Premiums are based on periodic actuarial conducted by an outside consultant. Employees must participate in the City’s Dental and Vision Plan in a manner provided in the adopted Dental and Vision Plan Agreement.
Life insurance benefit amount of one hundred thousand dollars ($100,000) is maintained for employees.
The EAP is an employee benefit that assists employees with personal problems and/or workrelated problems that may impact their job performance, health, mental and emotional wellbeing. The EAP provides free and confidential assessments, short-term counseling, referrals, and follow-up services for employees and their household members. For details about the
5 The City of Yuba City Confidential Resolution
12200581.1 YU362-030
EAP program, please see the Human Resources Department.
Employees may contribute to a Flexible Spending Account (FSA) on a pre-tax basis to assist with the cost of medical, dental, and vision expenses, deductibles, and copayments.
Employees may contribute to a Dependent Care Plan on a pre-tax basis to assist with the cost of eligible child or elder care expenses.
The City provides a long-term disability program for employees.
Employees may receive up to five thousand dollars ($5,000) per fiscal year for tuition reimbursement, subject to the Rules.
Article 6 – Vacation Accrual
A. Employees accrue vacation as follows:
Years of Service
0-Completion of 4 years
5-Completion of 10 years
11-Completion of 15 years
16 or more years
Bi-Weekly Rate
4.0 hours
5.5 hours
6.5 hours
7.1 hours
Article 7 – Holidays
Employees are entitled to holidays with pay. Holidays are paid on an eight (8) hour basis.
Effective January 1, 2024, the City recognizes the following holidays:
a. New Year’s Day (the first day of January)
b. Martin Luther King Day (the third Monday in January) c. Washington’s Birthday (the third Monday in February) d. Memorial Day (the last Monday in May)
e. Independence Day (the fourth day of July)
f. Labor Day (the first Monday in September)
g. Veterans Day (observed on the day established by the Yuba City Unified School District)
h. The Week of Thanksgiving
6 The City of Yuba City Confidential Resolution
12200581.1 YU362-030
i. Christmas Day (the 25th day of December)
j. Eight hours of holiday time to be used on either Christmas Eve or New Year’s Eve, or a combination on both days as approved by the department head.
Whenever a holiday falls on Sunday, the following Monday is observed as a holiday, and whenever a holiday falls on a Saturday, the preceding Friday is observed as a holiday.
Employees are entitled to holiday with pay only if (i) the employee would have been regularly scheduled to work and (ii) the employee is in a paid status on the date immediately preceding or succeeding the holiday.
Employees required to work during the week of Thanksgiving will be allowed to take those holiday hours off during the months of October, November, or December.
Employees on alternate work schedule who wish to be paid for their full normal shift on a paid holiday may either:
a. Use accrued vacation or CTO hours to supplement the 8-hours of holiday pay; or
b. Flex their schedules and work additional hours on another day in the same FLSA workweek to cover the difference between their scheduled day and the 8-hours of holiday pay.
Effective 2024, employees receive one (1) floating holiday per fiscal year. If an employee does not use their floating holiday during the fiscal year the holiday will be cashed out on the final check of the fiscal year. Scheduling/approval of use of the floating holiday must be in accordance with the requirements of Rules.
Article 8 – Term
This Resolution is effective July 1, 2023, and continues in full force and effect until superseded by a subsequent Resolution.
7 The City of Yuba City Confidential Resolution
12200581.1 YU362-030
Appendix “A” – Confidential Classifications
This Resolution covers the following classifications:
10/30/20239:10 AM
Confidential - EMPLOYEES HIRED PRIOR TO APRIL 28, 2018
Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
1050 ADMINISTRATIVE ANALYST I CON 6,350 6,668 7,001 7,351 7,718 Monthly
36.63 38.47 40.39 42.41 44.53 Hourly
1052 ADMINISTRATIVE ANALYST II CON 6,985 7,334 7,701 8,086 8,490 Monthly
40.30 42.31 44.43 46.65 48.98 Hourly
1045 EXECUTIVE ASSISTANT TO THE CITY MANAGER CON 5,383 5,652 5,935 6,232 6,544 Monthly
31.06 32.61 34.24 35.95 37.75 Hourly
1018 HUMAN RESOURCES TECHNICIAN I CON 4,238 4,450 4,673 4,907 5,153 Monthly
24.45 25.67 26.96 28.31 29.73 Hourly
1020 HUMAN RESOURCES TECHNICIAN II CON 4,663 4,896 5,141 5,398 5,668 Monthly
26.90 28.25 29.66 31.14 32.70 Hourly
1062 MANAGEMENT ANALYST CON 7,684 8,068 8,471 8,895 9,339 Monthly
44.33 46.55 48.87 51.32 53.88 Hourly
Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the Cityreceive bilingual pay in the amount of 1.4% of the base rate of pay EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
10/30/20239:12 AM
Confidential - EMPLOYEES HIRED ON OR AFTER APRIL 28, 2018 Bargaining
JCN CLASSIFICATION Group 1 2 3456789
1250 ADMINISTRATIVE ANALYST I CON 6,350 6,509 6,668 6,835 7,001 7,176 7,351 7,535 7,718 Monthly
36.63 37.55 38.47 39.43 40.39 41.40 42.41 43.47 44.53 Hourly 1252 ADMINISTRATIVE ANALYST II CON 6,985 7,160 7,334 7,518 7,701 7,894 8,086 8,288 8,490 Monthly
40.30 41.31 42.31 43.37 44.43 45.54 46.65 47.82 48.98 Hourly 1245 EXECUTIVE ASSISTANT TO THE CITY MANAGER CON 5,383 5,518 5,652 5,794 5,935 6,084 6,232 6,388 6,544 Monthly
31.06 31.83 32.61 33.43 34.24 35.10 35.95 36.85 37.75 Hourly 1218 HUMAN RESOURCES TECHNICIAN I CON 4,238 4,344 4,450 4,562 4,673 4,790 4,907 5,030 5,153 Monthly
24.45 25.06 25.67 26.32 26.96 27.63 28.31 29.02 29.73 Hourly 1220 HUMAN RESOURCES TECHNICIAN II CON 4,663 4,780 4,896 5,019 5,141 5,270 5,398 5,533 5,668 Monthly
26.90 27.58 28.25 28.96 29.66 30.40 31.14 31.92 32.70 Hourly 1262 MANAGEMENT ANALYST CON 7,684 7,876 8,068 8,270 8,471 8,683 8,895 9,117 9,339 Monthly
44.33 45.44 46.55 47.71 48.87 50.09 51.32 52.60 53.88 Hourly Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the Cityreceive bilingual pay in the amount of 1.4% of the base rate of pay EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
SALARY STEPS
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
5. 11-07-23 Salary Schedule FM
10 The City of Yuba City Confidential Resolution
12200581.1 YU362-030
Appendix “D” – Bilingual Classifications
ATTACHMENT 4
10/30/20239:10 AM
Confidential - EMPLOYEES HIRED PRIOR TO APRIL 28, 2018
Bargaining
JCN CLASSIFICATION Group 1 2 3 4 5
1050 ADMINISTRATIVE ANALYST I CON 6,350 6,668 7,001 7,351 7,718 Monthly
36.63 38.47 40.39 42.41 44.53 Hourly
1052 ADMINISTRATIVE ANALYST II CON 6,985 7,334 7,701 8,086 8,490 Monthly
40.30 42.31 44.43 46.65 48.98 Hourly
1045 EXECUTIVE ASSISTANT TO THE CITY MANAGER CON 5,383 5,652 5,935 6,232 6,544 Monthly
31.06 32.61 34.24 35.95 37.75 Hourly
1018 HUMAN RESOURCES TECHNICIAN I CON 4,238 4,450 4,673 4,907 5,153 Monthly
24.45 25.67 26.96 28.31 29.73 Hourly
1020 HUMAN RESOURCES TECHNICIAN II CON 4,663 4,896 5,141 5,398 5,668 Monthly
26.90 28.25 29.66 31.14 32.70 Hourly
1062 MANAGEMENT ANALYST CON 7,684 8,068 8,471 8,895 9,339 Monthly
44.33 46.55 48.87 51.32 53.88 Hourly
Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the Cityreceive bilingual pay in the amount of 1.4% of the base rate of pay EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
SALARY STEPS
5. 11-07-23 Salary Schedule FM
10/30/20239:12 AM
Confidential - EMPLOYEES HIRED ON OR AFTER APRIL 28, 2018 Bargaining
JCN CLASSIFICATION Group 1 2 3456789
1250 ADMINISTRATIVE ANALYST I CON 6,350 6,509 6,668 6,835 7,001 7,176 7,351 7,535 7,718 Monthly
36.63 37.55 38.47 39.43 40.39 41.40 42.41 43.47 44.53 Hourly 1252 ADMINISTRATIVE ANALYST II CON 6,985 7,160 7,334 7,518 7,701 7,894 8,086 8,288 8,490 Monthly
40.30 41.31 42.31 43.37 44.43 45.54 46.65 47.82 48.98 Hourly 1245 EXECUTIVE ASSISTANT TO THE CITY MANAGER CON 5,383 5,518 5,652 5,794 5,935 6,084 6,232 6,388 6,544 Monthly
31.06 31.83 32.61 33.43 34.24 35.10 35.95 36.85 37.75 Hourly 1218 HUMAN RESOURCES TECHNICIAN I CON 4,238 4,344 4,450 4,562 4,673 4,790 4,907 5,030 5,153 Monthly
24.45 25.06 25.67 26.32 26.96 27.63 28.31 29.02 29.73 Hourly 1220 HUMAN RESOURCES TECHNICIAN II CON 4,663 4,780 4,896 5,019 5,141 5,270 5,398 5,533 5,668 Monthly
26.90 27.58 28.25 28.96 29.66 30.40 31.14 31.92 32.70 Hourly 1262 MANAGEMENT ANALYST CON 7,684 7,876 8,068 8,270 8,471 8,683 8,895 9,117 9,339 Monthly
44.33 45.44 46.55 47.71 48.87 50.09 51.32 52.60 53.88 Hourly Bilingual Pay - effective November 18, 2023Employees who are proficient in speaking a foreign language, as determined by the Cityreceive bilingual pay in the amount of 1.4% of the base rate of pay EMPLOYEE BARGAINING GROUPS CON - Confidential FLM - 1st Level Manager PUE, Local #1 - General Employees PD - Police Department DH - Department Head FIRE - Fire Department MM - Middle Manager PSMM - Police Sworn Mid Manager FM - Fire Management PS - Police Sergeant
SALARY STEPS
CITY OF YUBA CITY
SALARY SCHEDULE AND GENERAL COMPENSATION PLAN
EFFECTIVE JULY 1, 2023
5. 11-07-23 Salary Schedule FM
Agenda Item 17
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Administration Department
Presentation By: Diana Langley, City Manager
Summary
Subject: Department Head Salary Schedule
Recommendation: A. Adopt a Resolution authorizing the Finance Director to amend the salary schedule effective July 15, 2023
B. Adopt a Resolution authorizing the City Manager to negotiate any salary changes with department heads
C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $28,221
Fiscal Impact: The increase for Fiscal Year 2023-2024 is $28,221. The increase for Fiscal Year 2024-2025 is $29,659.
Purpose:
To authorize the Finance Director to update the salary schedules for a 3.25% base salary increase for Police Chief and Fire Chief classifications; 1.5% base salary increase for Public Works & Development Services Director, Finance Director, Community Services Director, and Human Resources Director classifications; and to authorize the City Manager to negotiate any salary changes with the Department Heads within the parameters of the salary schedule.
Council’s Strategic Goal:
The salary schedule changes address the City Council's overarching Strategic Goals of Quality of Life as Department Heads oversee City operations.
Background:
The Department Head classifications are: 1) Police Chief, 2) Fire Chief, 3) Public Works & Development Services Director, 4) Finance Director, 5) Community Services Director, and 6) Human Resources Director. The Department Heads serve in “at will” positions. Department Heads have individual employment contracts; the current employment contracts originated in 2020 and were implemented in 2020 or when the employee was appointed.
Analysis:
It is being proposed that the salary schedules for the Public Works & Development Services Director, Finance Director, Community Services Director, and Human Resources Director classifications receive a 1.5% base salary and the Police Chief and Fire Chief classifications receive a 3.25% base salary increase. Resulting salary increases would be effective July 15, 2023. Potential increases for these executive positions have been being discussed parallel to the bargaining unit negotiations. This salary increase methodology is consistent with the offers provided to the corresponding bargaining units and alleviates compaction issues between the Department Heads and their mid-manager classifications.
Fiscal Impact:
The increase for Fiscal Year 2023-2024 is $28,221. The increase for Fiscal Year 2024-2025 is $29,659. Authorize the Finance Director to prepare the appropriate supplemental appropriations. The fiscal impact for FY 2023-204: General Fund $54,678; Water Fund $1,601; Wastewater Fund $1,601.
Alternatives:
Do not approve the Department Head salary schedules which will result in no changes. If this occurs, Staff will require direction to address next steps with Department Heads.
Recommendation:
A. Adopt a Resolution authorizing the Finance Director to amend the salary schedule effective July 15, 2023
B. Adopt a Resolution authorizing the City Manager to negotiate any salary changes with department heads
C. Authorize the Finance Director to prepare supplemental appropriations in the amount of $28,221 Attachments:
1. Attachment 1 Costing
2. Attachment 2 Resolution
3. Attachment 3 Salary Schedule
Prepared By: Submitted By:
Natalie Springer
Human Resources Director
Diana Langley
City Manager
ATTACHMENT 1
ATTACHMENT 2
RESOLUTION NO. _____
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUBA CITY
APPROVING THE DEPARTMENT HEAD SALARY SCHEDULE AND
AUTHORIZING THE CITY MANAGER TO NEGOTIATE SALARY INCREASES
WITH DEPARTMENT HEADS
WHEREAS, Department Heads include the following classifications: Police Chief, Fire Chief, Public Works & Development Services Director, Finance Director, Community Services Director, and Human Resources Director; and
WHEREAS, the City recognizes the Department Heads’ commitment to the City and its citizens while providing outstanding and dedicated service to all; and WHEREAS, Department Heads are “at will” employees and have individual employee contracts that reflect the terms of their employment; and NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Yuba City as follows:
A. Authorize the Finance Director to update the Department Head salary schedules as follows:
• The classifications of Public Works & Development Services Director, Finance Director, Community Services, and Human Resources Director shall each receive a 1.5% base salary increase,
• The classifications of Fire Chief and Police shall receive 3.25% base salary increase.
B. Consistent with current authority and the authority of this Resolution, the City Manager is authority to negotiate any salary increases with the Department Heads within the parameters of the approved salary schedule.
The Director of Finance is hereby authorized to make the necessary budget adjustments to implement the provisions of this resolution including a supplemental appropriations in the amount of $28,221.
The foregoing Resolution of the City Council of the City of Yuba City was duly introduced, passed and adopted at a regular meeting thereof held on the 7th day of November 2023.
AYES:
NOES:
ABSENT:
________________________
Wade Kirchner, Mayor
ATTEST:
____________________________
Ciara Wakefield, Deputy City Clerk
Approved as to form:
____________________
Stacey Sheston
BB&K, Special Counsel
ATTACHMENT 3
Agenda Item 18
CITY OF YUBA CITY
STAFF REPORT
Date: November 7, 2023
To: Honorable Mayor & Members of the City Council;
From: Administration Department
Presentation By: Ciara Wakefield, City Clerk Administrator Summary
Subject: Fiscal Year 2024-2025 Waste Tire Enforcement Grant Application Recommendation: Adopt a Resolution authorizing Yuba County, as the Lead Agency of the YubaSutter Local Enforcement Agency, to perform Waste Tire Enforcement activities on behalf of the City of Yuba City and submit a Collaborative Application for the Waste Tire Enforcement Grant to CalRecycle for Fiscal Year 2024-25 Fiscal Impact: None directly to the City. The Yuba-Sutter LEA estimates receiving funding of $90,000-$110,000 for enforcement activities
Purpose:
To ensure that generators of waste tires properly handle, store, transport and dispose of waste tires as required under regulations. This is accomplished by annual facility inspections and education and by conducting surveillance for illegally disposed tires.
Background:
In 1989, CalRecycle (formerly called the California Integrated Waste Management Board) certified all County Environmental Health Departments to be the Local Enforcement Agencies (LEA) to carry out solid waste permitting, inspection and enforcement activities. Sutter County and Yuba County opted to form a joint local enforcement agency with Yuba County Environmental Health Department being the lead agency. Enforcement activities include the cities of Yuba City, Live Oak, Marysville, and Wheatland, as well as Yuba and Sutter Counties.
CalRecycle receives revenue through fees generated from each new tire sold in California to fund the Waste Tire grants.
Analysis:
The Yuba-Sutter LEA, through Yuba County, has one inspector dedicated to Waste Tire Enforcement activities for the bi-county region. The inspector performs 30 – 40 inspections and responds to one or two complaints per month. Inspections are performed every two to three years on tire shops, auto repair shops, farmers, or any business that receives, sells, or stores tires. The businesses are required to keep disposal records for up to three years. The inspector verifies that the business is in compliance with state laws regarding their disposal process and how many waste and used tires are on hand.
Violators are given 30 days to become compliant; if in 30 days they are still in violation, the business is referred to CalRecycle for enforcement (see attached Flow Chart).
On behalf of the Yuba-Sutter Local Enforcement Agency, Yuba County is prepared to submit a collaborative application for the Waste Tire Enforcement Grant for FY 2024-25. The grant pays for the cost of the inspector and inspections at $119 per hour, which includes personnel time, a truck and other equipment, mileage, administration and overhead costs, etc.
Fiscal Impact:
None directly to the City. Jurisdictions with populations equal or less than 900,000 are eligible to receive up to $300,000. The Yuba-Sutter LEA usually budgets for $90,000 to $110,000 per grant cycle and at least 80% of this money is spent. The Yuba-Sutter LEA received a grant of $102,540 for Waste Tire Enforcement activities for FY 2023-24.
Alternatives:
If the City Council elects not to participate in the collaborative application with the Yuba-Sutter Local Enforcement Agency, it may result in a loss of waste tire enforcement activities within the City boundaries.
Recommendation:
Adopt a Resolution authorizing Yuba County, as the Lead Agency of the Yuba-Sutter Local Enforcement Agency, to perform Waste Tire Enforcement activities on behalf of the City of Yuba City and submit a Collaborative Application for the Waste Tire Enforcement Grant to CalRecycle for Fiscal Year 2024-25.
Attachments:
1. Resolution - 2024-2025 Waste Tire Program (1)
Prepared By: Submitted By:
Ciara Wakefield
City Clerk Administrator
Diana Langley
City Manager
ATTACHMENT 1
RESOLUTION NO. ______
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF YUBA CITY
AUTHORIZING THE COUNTY OF YUBA TO PERFORM WASTE TIRE
ENFORCEMENT ACTIVITIES ON BEHALF OF THE CITY OF YUBA CITY AND
SUBMIT A COLLABORATIVE APPLICATION FOR THE WASTE TIRE
ENFORCEMENT GRANT, FISCAL YEAR 2024-25
WHEREAS, Public Resources Code sections 4000 et seq. authorize the Department of Resources Recycling and Recovery (CalRecycle) to administer various Grant Programs (Grant) in furtherance of the State of California’s (State) efforts to reduce, recycle and reuse solid waste generated in the State, thereby preserving landfill capacity and protecting public health, health and safety and the environment; and
WHEREAS, funds are allocated and available from the CalRecycle for Grants to cities, counties, and cities and counties with regulatory authority within the City and County government to perform enforcement/compliance and surveillance activities of entities and/or individuals involved with the waste tire industry; and
WHEREAS, CalRecycle has been delegated the responsibility for the administration of the Program within the State; and
WHEREAS, in furtherance of this authority CalRecycle is required to establish necessary procedures governing the application, awarding and management of the Grants; and WHEREAS, procedures established by the State and CalRecycle require each Applicant’s governing body to certify by resolution its approval of the submittal of Grant Application to CalRecycle; and
WHEREAS, the County of Yuba has agreed to perform waste tire activities on behalf of the City of Yuba City.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Yuba City hereby authorizes the County of Yuba to submit to the CalRecycle a Collaborative Application for the Waste Tire Enforcement Grant, Fiscal Year 2024-25 on its behalf.
BE IT FURTHER RESOLVED that the County of Yuba is hereby authorized and empowered to execute all Grant-related documents, including, but not limited to, Applications, Payment Requests, Agreements, and Amendments necessary to secure Grant funds and to implement and carry out the purposed specified in the Grant Application.
BE IT FURTHER RESOLVED that the County of Yuba is hereby authorized to conduct waste tire enforcement activities within the jurisdictional boundaries of the City of Yuba City during the term of Fiscal Year 2024-25 Local Government Waste Tire Enforcement Grant.
The foregoing Resolution was duly and regularly introduced, passed, and adopted by the City Council of the City of Yuba City at a regular meeting thereof held on the 7th day of November 2023.
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