HomeMy WebLinkAboutItem 5k Seccessor Resolutions for the San Luis Obispo City Employees Association and unrepresented Management and Confidential Employee Groups5k Item 5k
Department: Human Resources
Cost Center: 3001
For Agenda of: 6/17/2025
Placement: Consent
Estimated Time: N/A
FROM: Nickole Domini, Human Resources Director
Prepared By: Jeff Andrews, Human Resources Manager
SUBJECT: SUCCESSOR RESOLUTIONS FOR THE SAN LUIS OBISPO CITY
EMPLOYEES’ ASSOCIATION AND UNREPRESENTED MANAGEMENT
AND CONFIDENTIAL EMPLOYEE GROUPS
RECOMMENDATION
1. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San
Luis Obispo, California, adopting and ratifying the Memorandum of Understanding
between the City of San Luis Obispo and the San Luis Obispo City Employees’
Association for The Period of July 1, 2025, to June 30, 2028” (Attachments A & B);
and
2. Adopt a Draft Resolution entitled, “A Resolution of the City Cou ncil of the City of San
Luis Obispo, California, Amending Management Compensation for Appointed
Officials, Department Heads, and Management Employees and Superseding
Previous Resolutions in Conflict” (Attachments C & D); and
3. Adopt a Draft Resolution entitled, “A Resolution of the City Council of the City of San
Luis Obispo, California, Regarding Compensation for the Unrepresented Confidential
Employees and Superseding Previous Resolutions in Conflict” (Attachments E & F);
and
4. Adopt Regular and Temporary Employee Salary Schedules effective July 3, 2025, as
required by California Public Employees Retirement System. (Attachments G & H)
POLICY CONTEXT
The key components of the successor Memorandum of Understanding (MOU) and unrepresented
employees’ resolutions are in alignment with Council adopted Compensation Philosophy and
Labor Relations Objectives. The agreements also support the City’s Major City Goal of Cultural
Vitality, Economic Resilience, and Fiscal Sustainability by balancing operational needs with a
focus and commitment to the City’s long-term fiscal health.
DISCUSSION
The City has six bargaining groups consisting of four represented groups and two unrepresented
groups. While three public safety bargaining groups have current Memoranda of Understanding
(MOUs) in place until 2027, the agreement for the San Luis Obispo City Employees’ Association
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(SLOCEA) and the Resolutions for the Unrepresented Confidential and Management groups are
set to expire on June 30, 2025. These three groups account for approximately 70% of the City’s
full-time equivalent positions and about 60% of total employee compensation. The purpose of this
report is to provide an overview of the conversations that have taken place with the Unrepresented
Management and Confidential employee groups regarding successor resolutions, as well as the
negotiations with SLOCEA for a successor MOU. For the first time in decades, committed and
collaborative negotiations with SLOCEA have resulted in a proposed agreement that was ratified
by its membership prior to the expiration of the current contract, an achievement worth
acknowledging. Staff recommend a three-year term and modest adjustments to compensation
and benefits for the successor MOU with SLOCEA. Resolutions for the Unrepresented Groups
propose similar modest adjustments to compensation and benefits.
Background
When an MOU or Resolution expires, its terms and conditions remain in effect until a
successor agreement is adopted, or, for represented groups, until the meet and confer
process is completed. Below is an overview of the three relevant employee groups:
1. SLOCEA. SLOCEA is the largest bargaining unit in the City representing 215
positions in classifications providing a wide variety of services to the community
including parks, streets, and facilities maintenance, utilities work, public works
projects and building inspection, code enforcement, engineering, planning,
recreational activities, and administrative support. Compensation and benefits for
this group of employees is established by MOU.
2. Unrepresented Confidential Group. The City’s unrepresented confidential group
consists of thirteen (13) positions in City Administration and Information
Technology, the City Attorney’s Office, Finance, and Human Resources
Departments. These employees are designated as unrepresented in accordance
with the Government Code 3507.5 and Employer-Employee Resolution 6620
because they are privy to information that affects employee relations and labor
negotiations. Therefore, being represented could pose a conflict of interest.
Compensation and benefits for confidential employees are set by Resolution
adopted by the City Council.
3. Unrepresented Management Group. The unrepresented management group
consists of 112 positions across all departments: two appointed officials (the City
Manager and the City Attorney), ten department heads, and 100 other
management positions. These are professional-level employees exempt from the
overtime provisions of the Federal Labor Standards Act (FLSA), and include
deputy directors, first-line supervisors, program managers, senior planners and
engineers, analysts, and other professionals. Compensation and benefits for
unrepresented management employees are set by Resolution adopted by the City
Council.
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SLOCEA
On February 20th, in advance of negotiations, staff met with the SLOCEA bargaining
team where the Director of Finance provided an overview of the City’s fiscal forecast to
address questions the SLOCEA team may have related to the Ci ty’s financial outlook.
The City’s and SLOCEA’s negotiating teams (“the parties”) began negotiations on March
10, 2025, and held six (6) productive negotiating sessions through May 19, 2025. During
this time, SLOCEA provided six (6) formal proposals and presented the City bargaining
team with their group’s priorities and interests, and the City provided seven (7) proposals
as well as a comprehensive overview of proposed edits to the current MOU in an effort to
clean up and clarify language, memorialize side letters, and address non-economic
operational changes in over half of the 44 Articles in the MOU. Discussions were
collaborative and showed mutual respect, even as both parties navigated economic
constraints and competing priorities.
Over the course of the productive negotiation sessions, the parties engaged in a collaborative
process resulting in a tentative agreement that aligns with the Council adopted Compensation
Philosophy and financial objectives. The tentative agreement has been finalized and proposed for
approval in the Resolution and MOU provided in Attachments A & B. The following is a summary of
the key changes included in the successor SLOCEA MOU:
1. Term of Agreement: Three-year agreement – July 1, 2025, to June 30, 2028.
2. Cost-of-Living Adjustments: Provide three percent (3%) cost-of-living
adjustments to all classifications effective the first full pay period of July 2025, July
2026, and July 2027.
3. Overtime: Increase the compensatory time off (CTO) accrual cap from 60 hours
to 70 hours.
4. Standby: Increase the daily standby rates to $55 for scheduled workdays and $75
for scheduled days off – an increase of $10 per day.
5. Health Insurance: (1) Continue the City’s existing health insurance cost-share
formula in 2026, 2027, and 2028; (2) Provide a one-time reset to the City’s monthly
health insurance contribution to the following amounts effective September 2025;
these amounts are equal to 85% of the lowest cost medical plan for each level of
coverage:
Level of Coverage
Current Monthly
2025 City
Contribution
September 2025
Monthly City
Contribution
Employee Only $670 $735
Employee Plus One $1,323 $1,470
Employee Two or
More $1,792 $1,911
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6. Long-Term Disability Insurance: The City will assume responsibility and costs
for providing and administering a plan for long-term disability insurance as soon as
administratively possible following Council adoption.
7. Other Miscellaneous Modifications: The parties agreed to other modifications
related to clarifying language in the MOU regarding callback, temporary upgrade
assignments, holidays, bereavement and family leaves, vacation cash out, and
work schedules, among others.
Unrepresented Groups
Employees in management and confidential-designated classifications are unrepresented, which
means there are no formal negotiations as there are for represented employee groups.
Management and confidential employees’ compensation and benefits are set by Resolution and
adopted by Council.
In November 2024, employees in the unrepresented groups were surveyed on priorities regarding
changes to salaries and benefits. The survey was intended to shape the focus of the planning
effort for the successor resolutions. The groups met in February and March to discuss various
topics including the survey results; the successor resolution process; definitions of
Unrepresented, Confidential, and exempt employees; public versus private sector employment;
and to gain clarity on topics such as leaves of absence, retirement benefits, and disability benefits.
The groups met again in April and June to discuss the proposed changes to wages and benefits
in alignment with the economic authority provided by Council and consistent with the City’s fiscal
forecast and Council-adopted Compensation Philosophy.
Updates to the Unrepresented Groups’ compensation and benefits include the same changes
provided to the SLOCEA group noted above for the term of agreement, cost-of-living adjustments,
and health insurance contributions. Employees in these groups are not assigned standby shifts,
and unrepresented employees already receive city-paid long-term disability benefits. In addition,
modifications to vacation cash out and other clean up language have been made. The proposed
successor Resolutions for the unrepresented groups are provided in Attachments C, D, E & F.
Successor Agreement/Resolutions
While the updated SLOCEA MOU and the proposed successor Resolutions contain substantial
markup, the majority of changes reflect administrative updates, clarification of existing articles,
and revisions to ensure alignment with current laws and CalPERS regulatory requirements. These
updates do not represent significant shifts in policy or compensation but instead improve clarity,
consistency, and compliance across the agreements.
Revised Salary Schedules
In compliance with the Public Employees’ Retirement Law and the Public Employees’ Pension
Reform Act of 2013 (PEPRA), CalPERS requires publicly available pay schedules. It also defines
eight (8) requirements for such schedules, including that the schedule be duly approved and
adopted by the employer’s governing body in accordance with requirement of applicable public
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meetings laws, it is posted on the employer's website, and it is retained by the employer and
available for public inspection for not less than five (5) years. Publicly available pay schedules are
a critical component to verify all members’ pay rates when calculating members’ retirement
benefits. Maintaining a compliant pay schedule will support transparency and expedite CalPERS’
review process. The attached salary schedules (Attachments G & H) meet these requirements
for the proposed salary adjustments.
Previous Council or Advisory Body Action
Council provided direction to City negotiators in closed session.
Public Engagement
This report is on the consent agenda for June 17, 2025. The agenda and report will be posted in
advance of the meeting, and the public will have an opportunity to provide feedback during public
comment in advance of the Council voting on the consent agenda.
CONCURRENCE
The City and SLOCEA reached a tentative agreement, subject to Council approval, and SLOCEA
shared that the tentative agreement was ratified by a vote of the membership on June 4, 2025.
ENVIRONMENTAL REVIEW
The California Environmental Quality Act does not apply to the recommended action in this
report, because the action does not constitute a “Project” under CEQA Guidelines Sec. 15378.
FISCAL IMPACT
Budgeted: Yes Budget Year: 2025-26 and ongoing
Funding Identified: Yes
Fiscal Analysis:
The ongoing costs, encompassing all items in the three successor agreements, amount to
approximately $4,660,080 by the third year of the agreement. It is important to note that these
costs encompass the entirety of the three agreements resulting from the negotiated changes. The
fiscal forecast includes adequate budget to cover the costs as part of the 2025-27 Financial Plan
and the ongoing increases will be built into future fiscal forecasts.
Fiscal Year General
Fund All Funds
Year-Over-
Year Costs
(All Funds)
2025-26 $1,215,864 $1,694,882 $1,694,882
2026-27 $2,252,145 $3,137,838 $1,442,956
2027-28 $3,344,173 $4,660,080 $1,522,241
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SLOCEA costs represent approximately 51% of the General Fund and 46% of All Funds totals.
ALTERNATIVES
Do not approve recommended changes to the unrepresented employees’
resolutions and SLOCEA MOU. Instead, direct staff to return to the bargaining table
with SLOCEA and conversations with the unrepresented groups. However, the
resolutions and MOU are consistent with previous City Council direction and Council-
adopted Compensation Philosophy and Labor Relations Objectives, and the tentative
agreement with SLOCEA has been ratified by the bargaining unit’s members.
ATTACHMENTS
A. Draft Resolution Adopting and Ratifying SLOCEA MOU
B. Exhibit A to Draft Resolution – Successor MOU with SLOCEA – Legislative Draft
C. Draft Resolution Amending Unrepresented Management Employees’ Compensation
D. Exhibit A to Draft Resolution for Management Compensation – Legislative Draft
E. Draft Resolution Amending Unrepresented Confidential Employees’ Compensation
F. Exhibit A to Draft Resolution for Confidential Employees’ Compensation – Legislative
Draft
G. Regular and Limited Term Employee Salary Schedule effective July 3, 2025
H. Temporary Employee Salary Schedule effective July 3, 2025
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R ______
RESOLUTION NO. _____ (2025 SERIES)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, ADOPTING AND RATIFYING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF SAN
LUIS OBISPO AND THE SAN LUIS OBISPO CITY EMPLOYEES’
ASSOCIATION FOR THE PERIOD OF JULY 1, 2025, TO JUNE 30, 2028
WHEREAS, the San Luis Obispo City Employees’ Association (SLOCEA) is
committed to providing high quality service to the community; and
WHEREAS, the City Council is committed to providing competitive compensation
to recruit and retain well qualified employees, as provided in the City’s adopted Labor
Relations Objectives and Compensation Philosophy, while also considering the long-term
financial sustainability of changes in compensation.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis
Obispo, compensation and benefits for the SLOCEA group are revised as follows:
SECTION 1. The Memorandum of Understanding between the City of San Luis
Obispo and SLOCEA, attached hereto as Exhibit “A” and incorporated herein by this
reference, is hereby adopted and ratified.
SECTION 2. The Director of Finance shall adjust the appropriate accounts to
reflect the compensation changes.
SECTION 3. The City Clerk shall file and furnish a copy of the resolution and a
copy of the executed Memorandum of Understanding approved by Ryan Dale, SLOCEA
President, and Nickole Domini, Director of Human Resources.
SECTION 4. Amendments to compensation and benefits for the SLOCEA group
do not constitute a “Project” under CEQA Guidelines Sec. 15378.
Upon motion of Council Member ___________, seconded by Council Member
___________, and on the following roll call vote:
AYES:
NOES:
ABSENT:
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Resolution No. _____ (2025 Series) Page 2
R ______
The foregoing resolution was adopted this _____ day of _______________ 202 5.
___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the
City of San Luis Obispo, California, on ______________________.
___________________________
Teresa Purrington
City Clerk
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i
ARTICLE 1 - PARTIES TO AGREEMENT ................................................................... 1
ARTICLE 2 - RECOGNITION ...................................................................................... 2
ARTICLE 3 - TERM OF AGREEMENT ........................................................................ 3
ARTICLE 4 - RENEGOTIATION .................................................................................. 4
ARTICLE 5 - SALARY ................................................................................................. 5
ARTICLE 6 - OVERTIME ........................................................................................... 12
ARTICLE 7 - STANDBY ............................................................................................ 15
ARTICLE 8 - CALLBACK ........................................................................................... 17
ARTICLE 9 - TEMPORARY UPGRADE ASSIGNMENT ........................................... 21
ARTICLE 10 - BILINGUAL PAY ................................................................................ 24
ARTICLE 11 - INFORMATION TECHNOLOGY CERTIFICATION INCENTIVES ...... 25
ARTICLE 12 - MECHANIC HELPER TOOL ALLOWANCE ....................................... 26
ARTICLE 13 - PAYDAY ............................................................................................. 27
ARTICLE 14 - RETIREMENT .................................................................................... 28
ARTICLE 15 - INSURANCE ...................................................................................... 30
ARTICLE 16 - LONG-TERM DISABILITY INSURANCE ........................................... 37
ARTICLE 17 - HOLIDAYS ......................................................................................... 38
ARTICLE 18 - SICK LEAVE ....................................................................................... 42
ARTICLE 19 - BEREAVEMENT LEAVE .................................................................... 45
ARTICLE 20 - FAMILY LEAVE .................................................................................. 46
ARTICLE 21 - VACATION LEAVE ............................................................................ 48
ARTICLE 22 - WORKERS' COMPENSATION LEAVE .............................................. 52
ARTICLE 23 - WORK SCHEDULE ............................................................................ 53
ARTICLE 24 - PROBATION PERIOD ........................................................................ 56
ARTICLE 25 - PERFORMANCE EVALUATIONS ...................................................... 57
ARTICLE 26 - TRANSFER ........................................................................................ 58
ARTICLE 27 - LAYOFF PROCEDURE ....................................................................... 59
ARTICLE 28 - MODIFIED DUTY ASSIGNMENT ...................................................... 65
ARTICLE 29 - COMMERCIAL DRIVER’S LICENSE PHYSICALS ............................. 66
ARTICLE 30 - UNIFORMS ....................................................................................... 67
ARTICLE 31 - SAFETY PROGRAM .......................................................................... 68
ARTICLE 32 - EMPLOYEE RIGHTS .......................................................................... 69
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ARTICLE 33 - GRIEVANCE PROCEDURE ................................................................ 70
ARTICLE 34 - REPRESENTATIVE ROLE .................................................................. 73
ARTICLE 35 - COMMITTEE REPRESENTATION ..................................................... 75
ARTICLE 36 - DUES DEDUCTION ........................................................................... 76
ARTICLE 37 - MANAGEMENT RIGHTS .................................................................. 77
ARTICLE 38 - PEACEFUL PERFORMANCE ............................................................. 78
ARTICLE 39 - RIGHT TO REPRESENTATION / WEINGARTEN RIGHTS ................ 79
ARTICLE 40 - NEW EMPLOYEE ORIENTATION ..................................................... 80
ARTICLE 41 - PERSONNEL FILE LOG AND SECURITY ......................................... 81
ARTICLE 42 - FULL AGREEMENT ........................................................................... 82
ARTICLE 43 - SAVINGS CLAUSE ............................................................................ 83
ARTICLE 44 - SIGNATURES .................................................................................... 85
APPENDIX A - CLASSIFICATIONS .......................................................................... 86
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ARTICLE 1 - PARTIES TO AGREEMENT
This Agreement is made and entered into this 13th day of December 2022, by, and between
the City of San Luis Obispo, hereinafter referred to as the City, and the San Luis Obispo
City Employees' Association, hereinafter referred to as the Association.
Nothing in this Agreement between the parties shall invalidate nor be substituted for any
provisions in City Resolution No. 6620 or AB 646 codified in California Government Code
Sections 3505.4, 3505.5 and 3507.7 unless so stipulated to by provision(s) contained herein
and agreed to.
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ARTICLE 2 - RECOGNITION
Pursuant to Government Code Section 3500, et seq., and City Resolution No. 6620, the City
hereby recognizes the San Luis Obispo City Employees' Association as the bargaining
representative for purposes of representing regular and probationary employees, occupying
the position classifications set forth in Appendix A, in the General Unit with respect to their
compensation, hours, and other terms and conditions of employment for the duration of the
Agreement.
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ARTICLE 3 - TERM OF AGREEMENT
This Agreement shall become effective July 1, 20252022, except that those provisions which
have specific implementation dates shall be implemented on those dates and shall remain
in full force and effect until midnight June 30, 2028 2025.
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ARTICLE 4 - RENEGOTIATION
Parties agree that either the City or the Association can initiate negotiations no earlier than
120 days or later than 90 days prior to the expiration of the Memorandum of Understanding
(MOU). Negotiations shall begin within, but no later than, thirty (30) days from the date of
receipt of the notice. Parties may, by mutual agreement, modify the date for the
commencement of negotiations.
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ARTICLE 5 - SALARY
A. RULES GOVERNING STEP CHANGES FOR NON-SKILLS BASED PAY
EMPLOYEES
The following rules shall govern step increases for employees:
1. The date of any new appointment, promotion, or transfer to a position within
the bargaining unit becomes the employee’s position anniversary date for step
increase purposes.
1.2. The first step is the minimum rate and shall normally be the hiring rate for the
class. In cases where it is difficult to secure qualified personnel, or if a person
of unusual qualifications is hired, the Director of Human Resources, or their
designee, may authorize hiring at any step.
2.3. The second step is an incentive adjustment to encourage an employee to
improve their work. An employee may be advanced to the second step
following the completion of twelve months satisfactory service upon
recommendation by the department head and the approval of the Human
Resources Director.
3.4. The third step represents the middle value of the salary range and is the rate
at which a fully qualified, experienced, and ordinarily conscientious employee
may expect to be paid after a reasonable period of satisfactory service. An
employee may be advanced to the third step after completion of twelve
months service at the second step, provided the advancement is
recommended by the department head and approved by the Human
Resources Director.
5. The fourth and fifth steps are to be awarded only if performance is deemed
competent or above as shown on the last most recent performance
evaluation. An employee may be advanced to the fourth step after completion
of one year of service at the third step provided the advancement is
recommended by the department head and approved by the Human
Resources Director. An employee may be advanced to the fifth step after
completion of one-year service at the fourth step provided the advancement
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is recommended and justified in writing by the department head and approved
by the Human Resources Director.
4.6. Upon recommendation by the department head, or their designee, and the
approval of the Director of Human Resources, or their designee, an
employee will be advanced a step upon receiving an overall rating of at least
“Meets Performance Standards” on the employee’s annual performance
evaluation following the completion of twelve (12) months of service.
5.7. The above criteria for step increases apply except where other arrangements
are authorized by the City Manager.
6.8. In applying the above rules, the next step shall be granted, other conditions
having been met, on the first day of the payroll period within which the
employee’s position anniversary date occurs.
7. Should the employee not receive a step increase's salary not be increased,
it shall be the privilege discretion of the department head and City Manager,
or their designees, to reconsider such step increase at any time during the
year.
9.
8. Each department head shall be authorized to reevaluate employees who
reach Step 5 in their pay range. An employee who is not performing up to
standard for the fifth step shall be notified in writing that the department head
intends to reduce the employee one step, following due process. unless their
job performance improves to an acceptable level by the end of 60 days. Prior
to the end of 60 days, the department head shall again reevaluate the
employee and, as part of that reevaluation, shall notify the employee if the pay
reduction shall then become effective. The fifth step may be reinstated at any
time upon recommendation of the department head. If the department head
deems it necessary to again remove the fifth step during the same fiscal year,
they may make the change at any time with three business days written
notice.
10.
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B. RULES GOVERNING SKILLS BASED PAY
Employees working in classifications eligible for Skills Based Pay (SBP) will be
paid according to the Step Criteria under the applicable SBP Guidance Document.
During the term of the MOU, the classifications participating in SBP and the contents
of the SBP Guidance Document may be revised based on the mutual agreement of
the City and SLOCEA, without the need for a separate side letter.The guidelines for
Skills Based Pay classifications are set forth in Appendix B.
C. "Y" RATING
An employee who is not performing up to established job standards for reasons
including but not limited to transfer, reclassification, and performance issues may be
"Y" rated, freezing their salary until such time as standards are met. The department
head shall give 60 days’ written notice to any employee they intend to "Y" rate, giving
the employee an opportunity to correct any deficiencies. A "Y" rated employee would
not receive either step increases or salary increases granted by the City Council in a
MOU resolution such as across the board cost of living increases, market equity
increases, or other increases to salary. The "Y" rating procedure shall not result (then
or later) in the employee being frozen below the next lower step of the new range.
For example, if an employee is at step 4 when "frozen" their salary shall not ever be
less than the current step 3 by this action. The only limited exception to “Y” rating
may be found in the Appendix B, Skills Based Pay Guidance document.
D. COMPUTATION OF SALARY RANGE
Each salary range consists of five steps (1 through 5). Steps 1 through 4 equal 95%
of the next highest step, computed to the nearest biweekly one dollar on a biweekly
basis.
Step 4 = 95% of Step 5
Step 3 = 95% of Step 4
Step 2 = 95% of Step 3
Step 1 = 95% of Step 2
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Each across the - -board % salary increase shall raise step 5 of each salary range 1
by that %. Step 5 of each successive salary range will be 2.63% above step 5 of the
next lower range. After all step 5's of salary ranges have been established, each
biweekly step 5 shall be rounded off up to the nearest $1.00 one dollar on a biweekly
basis, and the remaining steps established in accordance with the above formula.
E. SALARY PROVISION FOR THE TERM OF AGREEMENT
The parties agree to a salary increase as set forth below to be effective on the first
day of the first full payroll period following the date specified below for all bargaining
unit members.
• July 1, 20252 3.0%
• July 1, 20263 23.0%
• July 1, 20274 23.0%
F. MARKET EQUITY ADJUSTMENTS
In addition to the above listed salary increases, the following job classifications shall
receive market equity adjustments to be effective beginning on the December 8, 2022
pay period, payday December 29, 2022. These adjustments are based on the 2021
Benchmark Compensation Study results and are implemented in an effort to address
recruitment and retention challenges:
Job Title Market Equity
Adjustment
Accounting Assistant I 5.3%
Accounting Assistant II 5.3%
Accounting Assistant III 8.0%
Administrative Assistant I 5.3%
Administrative Assistant II 5.3%
Administrative Assistant III 2.6%
Administrative Specialist 2.6%
Aquatics Coordinator 2.7%
Assistant Planner 10.9%
Associate Planner 10.9%
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Job Title Market Equity
Adjustment
Beautification Gardener 13.8%
Building Inspector I 5.4%
Building Inspector II 5.3%
Cannabis Business Coordinator 10.9%
Capital Projects Manager I 8.1%
Capital Projects Manager II 8.1%
Capital Projects Manager III 8.1%
Code Enforcement Officer I 8.1%
Code Enforcement Officer II 8.1%
Code Enforcement Technician I 8.0%
Code Enforcement Technician II 8.1%
Communications Coordinator 2.6%
Control Systems Administrator 16.9%
Deputy City Clerk I 2.6%
Deputy City Clerk II 2.6%
Engineer I 8.1%
Engineer II 8.1%
Engineer III 8.1%
Engineering Inspector I 8.1%
Engineering Inspector II 8.1%
Engineering Inspector III 8.1%
Engineering Inspector IV 8.1%
Engineering Technician I 8.1%
Engineering Technician II 8.0%
Engineering Technician III 8.1%
Enterprise System Database Administrator 16.9%
Environmental Compliance Inspector (SBP) 8.0%
Facilities Maintenance Technician (SBP) 10.0%
Financial Specialist 11.0%
Fleet Services Specialist 2.6%
GIS Specialist I 16.8%
GIS Specialist II 16.8%
Heavy Equipment Mechanic 10.9%
Housing Coordinator 10.9%
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Job Title Market Equity
Adjustment
Information Technology Assistant 16.9%
Information Technology Security Engineer 16.9%
Information Technology System Engineer 16.9%
Laboratory Analyst (SBP) 8.0%
Maintenance Contract Coordinator 8.1%
Maintenance Crew Coordinator 5.3%
Maintenance Worker I 10.9%
Maintenance Worker II 10.9%
Maintenance Worker II - Parks 10.9%
Maintenance Worker III 11.0%
Maintenance Worker III - Parks 11.0%
Mechanic Helper 10.9%
Parking Coordinator 10.9%
Parking Enforcement Officer I 10.9%
Parking Enforcement Officer II 11.0%
Parking Meter Repair Worker 13.8%
Parks Crew Coordinator 13.7%
Parks Maintenance Specialist (SBP) 13.8%
Permit Technician I 5.3%
Permit Technician II 2.6%
Permit Technician III 2.6%
Planning Technician 8.1%
Plans Examiner 5.3%
Ranger Maintenance Worker I 16.7%
Ranger Maintenance Worker II 10.9%
Recreation Coordinator 2.6%
Signal and Street Lighting Technician 13.9%
Solid Waste and Recycling Coordinator 8.1%
Streets Crew Coordinator 13.7%
Streets Maintenance Operator (SBP) 13.8%
Supervising Administrative Assistant 2.6%
Supervising Utility Billing Assistant 2.6%
Sweeper Operator 8.2%
System Application Specialist 16.9%
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Job Title Market Equity
Adjustment
Tourism Coordinator 2.6%
Transit Assistant 2.6%
Transit Coordinator 2.6%
Transportation Planner-Engineer I 8.1%
Transportation Planner-Engineer II 8.1%
Transportation Planner-Engineer III 8.1%
Underground Utilities Locator 13.9%
Urban Forester (SBP) 10.0%
Utility Billing Assistant 5.3%
Wastewater Collection System Operator (SBP) 12.0%
Water Distribution Chief Operator 13.9%
Water Distribution System Operator (SBP) 12.0%
Water Resource Recovery Facility Chief Maintenance Technician 12.4%
Water Resource Recovery Facility Chief Operator 12.4%
Water Resource Recovery Facility Maintenance Technician (SBP) 12.0%
Water Resource Recovery Facility Operator (SBP) 12.0%
Water Resources Technician 11.0%
Water Supply Operator (SBP) 12.0%
Water Treatment Plant Chief Maintenance Technician 12.4%
Water Treatment Plant Chief Operator 12.4%
Water Treatment Plant Operator (SBP) 12.0%
Youth Services Coordinator 2.7%
Youth Services Program Assistant 5.3%
Youth Services Program Specialist 5.3%
G. LUMP-SUM PAYMENTS
Provide a one-time lump sum taxable payment following Council adoption in the amount
of $1,800 to bargaining unit members hired before December 22, 2022 and employed as
of the payment date (December 29, 2022).
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ARTICLE 6 - OVERTIME
A. GENERAL PROVISIONS
Overtime is defined as all hours worked by the employee in excess of forty (40) hours
worked in a work week. Except during emergency operations as determined by the
department head or designee, anAn employee’s failure to have overtime authorized
by management may be subject to discipline up to and including termination.
All paid leave hours shall be counted as hours worked for purposes of calculating
overtime to include Vacation, Holiday, Holiday-in-Lieu, Sick Leave, and
Compensatory Time Off (CTO). All overtime shall be authorized by the department
head or designee prior to being compensated. The assignment of overtime is not
guaranteed, and the City expressly retains the management right to eliminate or
reduce overtime opportunities due to budgetary, operational, or efficiency concerns.
B. COMPENSATION
All overtime as defined in Section A of this Article shall be paid in cash at one and
one -half (1 1/2) the employee's base rate of pay, plus incentives as defined below
in Section D, or in time off (CTO) at the rate of one and one -half (1 1/2) hours for
each hour of overtime worked. All overtime shall be compensated to the nearest five
(5) minutes worked.
C. COMPENSATORY TIME OFF (CTO)
An employee who earns City/Contract overtime as defined in Section A above may
elect compensation in the form of compensatory time off (CTO). An employee may
be compensated in CTO and maintain up to sixty seventy (760) hours of CTO in
their CTO account during the calendar year. Accumulated CTO may be taken
through December 31st of each calendar year. Accumulated CTO not taken by
midnight December 31st shall be compensated in cash at an employee’s hourly rate
of pay not including any incentives. Such compensation shall be paid in January of
the following year.
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An employee who promotes or transfers out of the bargaining unit shall be paid for
any unused CTO at the employee’s regular rate of pay in effect just prior to the
promotion or transfer.
D. PAY INCENTIVES TO BE INCLUDED IN THE BASE RATE FOR OVERTIME
• Bilingual Pay
• Cash-in-Lieu (in compliance with Flores v. City of San Gabriel)
• Microsoft Certified Engineer (MSCE) or VMware Certified Professional
(VCP) Certifications
• Safety Committee Pay
• Standby Pay
• Temporary Assignment Upgrade Pay
• Work out of Grade Pay
E. WORK WEEK FOR CALCULATION OF OVERTIME
For all bargaining unit members working a regular 5/40 work schedule or a 4/10
alternative work schedule, the work week for the purpose of calculating overtime as
defined in Section A of this Article shall be seven consecutive days, beginning at
12:00 am Thursday and ending at 11:59 pm Wednesday.
For all bargaining unit members working a 9/80 alternative work schedule, the work
week for the purpose of calculating overtime as defined in Section A of this Article
shall be seven consecutive days, beginning exactly four hours into their eight-hour
shift on the day of the week which constitutes their alternative regular day off.
F. OVERTIME DISPUTE RESOLUTION PROCEDURE
The City and the Association acknowledge and agree that they have met and
conferred in good faith in accordance with California Government Code Ssection
3505 over the definition, calculation, and payment of contract overtime as defined in
Article 6. The City and the Association further acknowledge and agree that the
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provisions of Article 6 establish the full extent of the City’s contractual obligations to
pay overtime for services rendered within the course and scope of employment by
members of the bargaining unit and that to the extent individual claims for statutory
overtime under the Fair Labor Standards Act (FLSA) are asserted by or on behalf
of any member of the bargaining unit during the term of the MOU, such claims will
not present or support a claim for contract overtime under the MOU.
The agreed upon contract overtime language is intended to provide more pay than
is required under the FLSA. Under no circumstances shall the contract overtime rate
provide less than what is legally required by the FLSA.
G. ELIMINATION OF DUAL CALCULATION
The City and the Association agree to eliminate the dual calculation of overtime as
soon as administratively possible and agree to include cash-in-lieu into the overtime
rate in compliance with the Flores v. City of San Gabriel decision.
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ARTICLE 7 - STANDBY
A. Standby duty is defined as that circumstance which requires an employee so
assigned to:
• Be ready to respond immediately to a call for service; and
• Be readily available at all hours by telephone or other agreed -upon
communication equipment; and
• Refrain from activities which might impair their assigned duties upon call
(including, but not limited to, alcohol consumption).
B. Employees will receive fortyfifty-five dollars ($545.00) for each scheduled workday
weekday, and sixtyseventy-five dollars ($765.00) for each scheduled day off,
including observed holidays, weekend day and holiday of such standby assignment.
Employees working an alternative work schedule who are assigned to standby duties
and are scheduled off work on a weekday shall receive sixty-five dollars ($65.00)
weekend standby pay.
B.C. Employees who are assigned standby duty but are unable to fulfill duty requirements
must notify their supervisor as soon as possible. Such employees will not receive
standby pay.
D. Employees who are contacted and required to work as part of a standby assignment,
as defined in Section A above, will be compensated in accordance with Article 8 –
Callback.
C. For return to work as part of a standby assignment, as defined above, the City will
guarantee either two (2) hours of pay in cash at straight time or pay at time and one
half for time actually worked, whichever is greater.
For employees that who are required to physically return to work in their personal
vehicle as part of a standby assignment, as defined above, the City will
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guarantee either three (3) hours of pay in cash at straight time or pay at time and
one half for time actually worked, whichever is greater. The department head or
designee has the discretion to provide a City vehicle to employees assigned to
standby.
D. The parties shall establish a committee to study how to either increase the financial
incentive for standby duties for employees required to be on standby more than
once per month or decrease the standby work for impacted employees. This study
will be done within six months of Council ratification with recommendations
provided to the City Manager.
E. The parties agree that employees on standby, as defined above, are "waiting to be
engaged."
E.F. The City and SLOCEA agree to maintain a separate document outlininggoverning
standby shifts at the Whale Rock Reservoir that may be revised based on the
mutual agreement of the City and SLOCEA during the course of this MOU, without
the need for a separate side letter. The terms and conditions outlined in the side
letter dated December 6, 2024, will continue in force and effect unless amended
by agreement of the Parties.
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ARTICLE 8 - CALLBACK
A. DEFINITION
Callback is a defined as that circumstance requiring which requires an employee to
unexpectedly return to work duties after the employee has left work at the end of the
employee's work duties. shift or workweek;
If an employee who was called back and has completed their assignment and left
work is again called back to work, they will not receive another minimum if the return
to work is within the original minimum.
Except that, aAn early call -in of up to two (2) hours prior to the scheduled start ofr a
work shift shall not be considered a callback and shall be subject to standard
overtime calculations.
Employees not assigned to standby are not required to respond outside of normal
scheduled hours except in an emergency as defined by the department head or their
designee.
B. COMPENSATION WHEN ASSIGNED TO STANDBY
1. Standby Remote, De minimis (0-7 min): Employees who are contacted and
whose work is completed within seven minutes or less, itthe work is
considered de minimis and shall not be compensated. For example,
employees who are required to acknowledge alarms but are not required to
take any further action would be completing de minimis work, which is non-
compensable.
However, iIf an employee receives multiple contacts throughout a single
standby shift requiring action during which those contacts cumulatively
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exceed seven minutes, the employee will be compensated in accordance
with Section 3 – Standby Remote, Callback below.
(1)2. Standby Remote, Minor Action (8-15 min): Employees who are contacted
and whose work is completed between eight and fifteen minutes shall not
qualify for a minimum callback of two hours. Such employees shall be
required to record actual time worked. If an employee receives multiple
contacts throughout a single standby shift during which those contacts
cumulatively exceed fifteen minutes, the employee will be compensated in
accordance with Sections B.(3)-(5) below.
3. Standby Remote, Callback: Employees who are called back and able to
respond remotely will receive either two (2) hours of pay in cash at straight
time or pay at time and one half for time actually worked, whichever is
greater.
(2)4. Standby Callback – City Vehicle: The department head or their designee
has the discretion to provide a City vehicle to employees assigned to
standby. Employees who take home a City vehicle as part of a standby
assignment and are required to return to work in-person will receive either
two (2) hours of pay in cash at straight time or pay at time and one half for
time actually worked, whichever is greater. The compensable time begins
when the employee departs from their current location and concludes when
they stop working.
5. Standby Callback – No City Vehicle: Employees who are required to
return to work and are not assigned a City vehicle will receive either three
(3) hours of pay in cash at straight time or pay at time and one half for time
actually worked, whichever is greater. The compensable time begins when
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the employee departs from their current location and concludes when they
stop working.
B. COMPENSATION WHEN NOT ASSIGNED TO STANDBY
1. Early Call-In: An early call-in of up to two (2) hours prior to the scheduled
start of a work shift shall not be considered a callback and shall be subject
to standard overtime calculations. Employees shall report actual time
worked on their timecard.
2. Remote, De minimis (0-7 min): For employees who are contacted and
whose work is completed within seven minutes or less, the work is considered
de minimis and shall not be compensated.
If an employee receives multiple contacts requiring action during which
those contacts cumulatively exceed seven minutes, the employee will be
compensated in accordance with Section 3 – Callback below.Employees
who are contacted outside of their normal working hours shall be
compensated for this time if work is more than de minimis, which is defined
as seven minutes. When an employee is engaged in work in excess of seven
minutes to discuss departmental business, such time will be considered time
worked.
3. Callback: Employees who are called back to work either physically or
remotely when not on standby will receive either four (4) hours of pay in cash
at straight time or pay at time and one half for time actually worked, whichever
is greater.
C. COMPENSATION
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For an unexpected return to work, as defined in A above, the City will guarantee either
four (4) hours pay in cash at straight time or pay at time and one-half for time actually
worked, whichever is greater.
If an employee who was called back or remotely worked and has completed their
assignment and left work is again called back to work, they will not receive another
minimum if the return is within the original minimum.
C. CTO ACCRUAL FOR CALLBACKS
An employee who returns to work, either physically or remotely, may elect to earn
compensatory time off (CTO) at the rate of one hour of CTO for each guaranteed
hour of minimum straight time pay or, if applicable, at the rate of one and one half (1
½) hours for each hour of overtime worked, as provided above. The accumulation,
usage, maintenance of CTO hours in an employee’s CTO account, and
compensation for accumulated CTO shall be governed by Article 6(C) of this
Agreement.
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ARTICLE 9 - TEMPORARY UPGRADE ASSIGNMENTWORK OUT -OF -
CLASSIFICATION
A. OUT-OF-CLASS ASSIGNMENT
For the purposes of this article, an out-of-class assignment is the full-time
performance of all the significant duties of an available, funded position in one
classification by an individual in a position in another classification. An employee
assigned in writing by management to work out-of-class in a position that is
assigned a higher pay range and is vacant pending an examination, or is vacant
due to an extended sick leave, shall receive five percent (5%) in addition to their
regular base rate commencing on the eleventh consecutive workday on the out-
of-class assignment. In order to receive out of class pay, an employee must be
working in the out of class assignment and may not have a leave of absence longer
than two (2) consecutive weeks, unless otherwise approved.
The work out-of-class assignment will be evaluated after three (3) and six (6)
months to determine if the assignment is still necessary or if a recruitment should
take place. If there is an operational need to have an employee work out-of-class
more than six 6) months, the out-of-class compensation will be increased to at
least the first step of the higher classification and up to an additional five percent
(5%), for a total of at least ten percent (10%) special pay, upon the
recommendation of the supervisor and approval of the department head.
B. SEASONAL SUPERVISION
If, in addition to their regularly assigned employees, any employee responsible for
five (5) or more supplemental (temporary) workers for a period exceeding ten (10)
consecutive workdays shall receive additional pay of five percent (5%)
commencing with the 11th day.
A. For the purposes of this Article, a temporary upgrade assignment is the full-time
assignment to a higher-level classification (with a higher salary).
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B. An employee assigned in writing by management to a temporary upgrade
assignment shall receive temporary upgrade pay of five percent (5%) in addition
to their regular base rate commencing on the eleventh (11th) consecutive workday
of the temporary upgrade assignment.
If the temporary upgrade assignment is to a management-level classification, the
employee shall receive either a five percent (5%) increase or be placed at the
bottom of the salary range for the management-level classification, whichever is
greater.
C. In order to receive temporary upgrade pay, an employee must be working in the
temporary upgrade assignment and may not have a leave of absence longer than
two (2) consecutive weeks, unless otherwise approved.
D. The temporary upgrade assignment will be evaluated after three (3) and six (6)
months. If there is an operational need to have an employee work in the temporary
upgrade assignment more than six (6) months, the temporary upgrade pay will be
increased to at least the first step of the higher classification and/or up to an
additional five percent (5%), for a total of at least ten percent (10%) special pay,
upon the recommendation of the supervisor and approval of the department head.
C.E. If, in addition to their regularly assigned employees, any employee is responsible
for five (5) or more supplemental (temporary) workers for a period exceeding ten
(10) consecutive workdays, the employee shall receive additional pay of five
percent (5%) commencing with the eleventh (11th) consecutive workday of the
temporary upgrade assignment.
ARTICLE 10 - TEMPORARY ASSIGNMENT
An appointing authority or designee may temporarily assign an employee to a different
position for a specific period of time not to exceed 90 days, after which the employee returns
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to their regular duties and position from which they were regularly assigned. The temporary
assignment may be extended past 90 days if agreed to by the employee in writing. Such
action shall have the prior approval of the Human Resources Director of Human Resources
or designee. An appointing authority may assign an employee to a different position for a
period of time not to exceed 90 days, provided the employee has received 24 hours written
notice which includes reasons for the assignment. Employees who are subject to temporary
assignment shall be compensated in accordance with Article 9A. In order to receive
temporary assignment pay, an employee must be working in the temporary assignment and
cannot have a leave of absence longer than two (2) consecutive weeks, unless approved
otherwise.
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ARTICLE 101 - BILINGUAL PAY
Employees certified as bilingual in Spanish and assigned to through a testing process and
certified as being required to regularly use their Spanish speaking skills shall receive a
bilingual payment of thirty-five ($35) dollars per pay period. Employees are eligible for this
incentive the first full pay period following qualification. Additional languages may be
approved by the City based upon demonstrated need. The City will study the need to
incentivize City employees fluent in languages other than English by convening the DEI
Committee annually for that purpose. Regardless of certification and payment, all
employees shall use any language skills they possess to the best of their ability.
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ARTICLE 112 - INFORMATION TECHNOLOGY CERTIFICATION INCENTIVES
The following classifications are eligible to receive a $500 monthly stipend for a Microsoft
Certified Engineer (MSCE) or VMWARE Certified Professional Certification (VCP), which
enhance their ability to do their job. This incentive will be included as part of the total
compensation calculation when conducting benchmark compensation studies.
Employees are eligible for this incentive the first full pay period following qualification:
• Control Systems Administrator
• Information Technology Security Engineer
• Information Technology Systems Engineer
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ARTICLE 123 - MECHANIC HELPER TOOL ALLOWANCE
The following Employees in the Mechanic Helper classifications are eligible toshall receive
a tool allowance of $1,000 per year for tool replacement, tool purchase, and/or tool updates.:
Mechanic Helper
• Heavy Equipment Mechanic
The allowance will be included on the first full pay period in January each calendar year.
Eligible employees hired after the annual tool allowance is provided will receive a prorated
tool allowance based on the employees start date.
The allowance for Mechanic Helper shall be paid in full on the payday following the first full
pay period in January of each calendar year.
Effective in January 2024, due to an expected policy change of City-purchased tools for the
Heavy Equipment Mechanics, the Association and the City agree that the $1,000 tool
allowance for Heavy Equipment Mechanics shall be paid quarterly in the amount of $250 on
the first full pay period in January, April, July, and October of each calendar year. Once tool
purchase is complete and City-provided tools are in operational use, affected employees
shall remove employee-owned tools from City property and the tool allowance will end for
Heavy Equipment Mechanics.
Eligible employees hired after the annual tool allowance is provided shall receive a biweekly
prorated tool allowance based on the employee’s start date in accordance with
disbursement schedules above.
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ARTICLE 134 - PAYDAY
Payroll will be disbursed on a bi-weekly schedule. Payday will be every other Thursday. This
disbursement schedule is predicated upon normal working conditions and is subject to
adjustment for cause beyond the City's control. The City will not compel electronic deposits.
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ARTICLE 145 - RETIREMENT
A. CalPERS Contracts. Employees are classified as Miscellaneous and work twelve
(12) months per year.
1. “Classic Members First Tier” employees hired before December 6, 2012.
The City agrees to provide the Public Employees' Retirement System’s
(CalPERS)
2.7% at age 55 plan to all eligible employees using the highest one-year as
final compensation. The 2.7% at 55 plan includes the following amendments:
the 1959 Survivor’s Benefit – Level Four, conversion of unused sick leave to
additional retirement credit, Military Service Credit, and Pre-Retirement
Optional Settlement 2 Death Benefit. Employees pay the full 8% member
contribution.
2. “Classic Members Second Tier” employees hired on or after December 6,
2012.
The City agrees to provide the CalPERS 2% at 60 plan using the highest
three-year
average as final compensation. The 2.0% at 60 plan includes the following
amendments: the 1959 Survivor's Benefit – Level Four, conversion of unused
sick leave to additional retirement credit, Military Service Credit, and Pre-
Retirement Option Settlement 2 Death Benefit. Employees pay the full 7%
member contribution.
3. “New Members Third Tier” employees hired after January 1, 2013.
PERS determines who are “New Members” within the meaning of the
California Public Employees’ Pension Reform Act (PEPRA). The City will
provide the CalPERS 2% @ 62 plan, using the highest three-year average as
final compensation. Employees pay 50% of total normal cost of the retirement
benefit, as determined by CalPERS.
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Member contributions are made on a pre-tax basis as permitted under IRS Code Section
414(h)(2).
B. Member Contributions
1. “Classic Members First and Second Tier”
Effective the first pay period in January 2014, employees began paying the full member
contribution required under the plan for first and second tier (8% and 7% respectively)
employees and the City discontinued their payment of the member contribution. For
purposes of this Section, employee contributions are based on salary and special
compensation as defined by PERS. All of the employee contributions are made on a pre-
tax basis as allowed under Internal Revenue Service Code Section 414 (h) (2).
2. “New Members Third Tier”
Effective on their date of hire, new members will pay 50% of the normal cost, as determined
by PERS. All of the employee contributions are made on a pre-tax basis as allowed under
Internal Revenue Service Code Section 414 (h) (2).
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ARTICLE 156 -- INSURANCE
A. HEALTH FLEX ALLOWANCE CONTRIBUTION
Employees electing medical coverage in the City’s plans shall receive a health flex
allowance as defined by the Affordable Care Act (“ACA”) and shall purchase such
coverage through the City’s Section 125 Plan “Cafeteria Plan”. If the health flex
allowance is less than the cost of the medical plan, the employee shall have the
opportunity to pay the difference between the health flex allowance and the
premium cost on a pre-tax basis through the City’s Cafeteria Plan. If the premium
cost for medical coverage is less than the health flex allowance, the employee shall
not receive any unused health flex in the form of cash or purchase additional
benefits under the Cafeteria Plan. In order to be eligible for the health flex allowance
in a particular pay period, an employee will need to get paid for more than half of their
regularly scheduled hours, unless the employee is on a protected leave. Less than
full-time employees shall receive a prorated share of the City's contribution. Effective
the first paycheck in January 2023, the 2023 monthly health flex allowance amount
for regular, full-time employees will be reset as outlined below.
Level of Coverage 2022 Monthly
Rate
Employee Only $600
Employee Only "Legacy"
*with no cash back option $790
Employee Plus One $1,187
Family $1,607
Employees electing coverage in the City medical plans shall receive a health flex
contribution and shall purchase such coverage through the City’s Section 125 Plan
“Cafeteria Plan.” To be eligible for the health flex contribution in a particular pay
period, an employee will need to get paid for more than half of their regularly
scheduled hours, unless the employee is on an approved FMLA/CFRA leave of
absence or receiving temporary disability benefits through workers’ compensation.
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Less than full-time employees shall receive a prorated share of the City’s
contribution.
The City will contribute directly to CalPERS on behalf of each employee the
statutory minimum monthly employer contribution required under the Public
Employees’ Medical and Hospital Care Act (PEMHCA), as set annually by
CalPERS. For 2025, the PEMHCA minimum contribution is $158 per month. The
City will provide a contribution through its cafeteria plan, which combined with the
City’s PEMHCA contribution, will equal the total health flex contribution in the
amounts listed below.
The City’s current monthly health flex contribution is listed below, along with the
updated contribution that will take effect the first paycheck in September 2025.
Level of Coverage 2025 Monthly
Contribution
Reset Monthly
Contribution
Effective
September 2025
Employee Only $670 $735
Employee Only "Legacy"
*with no cash back option $790 $790
Employee Plus One $1,323 $1,470
Family $1,792 $1,911
Employees hired prior tobefore September 1, 2008, who elect employee only medical
coverage will receive the health flex allowance listed above for eEmployee Oonly
“Llegacy” contribution amount until such amount is less than the Employee Only
(non-Legacy) contribution amount coverage. If an employee who is receiving
Employee Only or Opt Out “Llegacy” coverage changes their level of coverage, they
will be eligible to return to the legacy coverage in a future year. If the premium cost
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for medical coverage is less than the health flex contributionallowance, the employee
shall not receive any unused health flex in the form of cash or to purchase additional
benefits.
Effective for the 2024 and 20252026, 2027, and 2028 premiums, the City’s total
health flex allowancecontribution for group medical coverage shall be increased by
an amount equal to one-half of the average percentage change for family coverage
in the CalPERS health plans available in San Luis Obispo County. In any event, the
City’s contribution will not be decreased. For example: if three plans were available
and the year-to-year changes were +10%, +20%, and -6% respectively, the City’s
contribution would be increased by 4% ((10% + 20% + -6%) ÷ 3 = 8% x 1/2). The
employee-only “legacy” amount will not adjust.
The City agrees to continue its contribution to the health flex contribution or
conditional opt out amount as described below allowance for two (2)one full pay
periods in the event that an employee has exhausted all paid time off, including paid
leave donated through the catastrophic leave program, and leave approved under
the federal Family and Medical Leave Act (FMLA) and the California Family Rights
Act (CFRA), due to an employee's catastrophic illness. That is, the employee shall
receive the regular City health flex contribution or conditional opt out amount
allowance for the first two (2) full pay periods following the pay period in which the
employee's accrued paid leave balances reach zero (0) andor FMLA/CFRA benefits
have leave has been exhausted. This continuation of the City health flex
contribution is available once per rolling 12-month period, per employee.
B. PERS HEALTH BENEFIT PROGRAM
The City has elected to participate in the PERS Health Benefit Program. The City
shall contribute an equal amount towards the cost of medical coverage under the
Public Employees’ Medical and Hospital Care Act (PEMHCA) for both active
employees and retirees. The City’s contribution toward coverage under PEMHCA
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shall be the statutory minimum contribution amount established by CalPERS on an
annual basis. The City's contribution for active employees, is achieved as a portion
of will come out of that amount the City currently contributes to employees as part of
the City’s Cafeteria Planthe health flex contribution. The cost of the City's participation
in PERS will not require the City to expend additional funds toward health insurance.
In summary, this cost and any increases will be borne by the employees.
Health Insurance Benefits for Domestic Partners
The City has adopted a resolution electing to provide health insurance benefits to
domestic partners (Section 22873 of the PEMHCA).
C.B. CONDITIONAL OPT OUT
Employees may receive a monthly opt out incentive (Cash-in-Lieu) instead of the
health flex contribution and medical coverage through the City’s medical plans if the
following conditions are met:
1. The employee completes an attestation form during initial enrollment or during
the annual open enrollment period;
2. The attestation form verifies that the employee and all individuals for whom
the employee expects to claim a personal exemption deduction (Tax Family)
have alternative minimum essential coverage;
3. Coverage in the individual market or individual coverage through Covered
California does not meet the requirement of alternative minimum essential
coverage for the employee and the employee’s Tax Family.
In order to receive the conditional opt-out incentive, employees will be required to
complete an affidavit and provide proof of other minimum essential coverage for
themselves and their qualified dependents (tax family) upon initial enrollment and
annually thereafter. Employees are required to certify that they are not enrolled in an
individual plan or in a medical plan offered under a federal marketplace or a state
exchange plan. The monthly conditional opt-out (Cash-in-Lieu) incentives are:
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Opt Out $200
“Legacy” Opt Out $790 (hired before September 1, 2008)
The conditional opt-out incentive shall be paid in cCash-in-Lieu shall be (taxable
income) to the employee. The employee must notify the City within 30 days of the
loss of alternative other minimum essential coverage. The conditional opt-out
payment shall no longer be payable if the employee and family members cease to
be enrolled in alternative other minimum essential coverage. The City will not pay
Cash-in-Lieu if the City knows or has reason to know that the employee or an
individual in the employee’s Tax Family does not have the required alternative
coverage. Employees on an unpaid leave of absence, will not be eligible to receive
the conditional opt out payment.The conditional opt-out incentive will cease as
described above one full pay period after the employee exhausts unpaid leave or
FMLA/CFRA, whichever is later.
Employees receiving the conditional opt-out amount will also be assessed $16.00
per month to be placed in the Retiree Health Insurance Account. This account will be
used to fund the City's contribution toward retiree premiums and the City's costs for
the Public Employees’ Contingency Reserve Fund and the Administrative Costs.
However, there is no requirement that these funds be used exclusively for this
purpose nor any guarantee that they will be sufficient to fund retiree health costs,
although they will be used for negotiated employee benefits.
D.C. DENTAL AND VISION INSURANCE/DEPENDENT COVERAGE
Effective January 1, 2017, eEmployee participation in the City's dental and vision
plans is optional. Employees who elect coverage shall pay the dental and/or vision
premium(s) by payroll deductions on a pre-tax basis through the City’s Cafeteria
Plan.
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E.D. LIFE INSURANCE AND ACCIDENTIAL DEATH AND DISMEMBERMENT (AD&D)
Employees shall pay for life insurance and Accidental Death and Dismemberment
coverage of Fifty Thousand Dollars ($50,000) through the City’s Cafeteria Plan.
F.E. MEDICAL PLAN REVIEW COMMITTEE
The Association shall appoint two voting representatives to serve on a Medical Plan
Review Committee. In addition, the Association may appoint one non-voting
representative to provide a wider range of viewpoints for discussion. The vote of each
voting representative shall be weighted according to the number of employees
represented by the Association.
1. DUTIES AND OBLIGATIONS OF THE MEDICAL PLAN REVIEW
COMMITTEE
a. Review and suggest changes for the City's Cafeteria Plan and the
insurance plans offered under the MOU;
b. Submit to the City and its employee associations recommendations on
proposed changes for the City's Cafeteria Plan and the insurance
plans offered under the MOU;
c. Disseminate information and educate employees about the City's
Cafeteria Plan and the insurance plans offered under the MOU;
d. Participate in other related assignments requested by the City and its
employee associations.
2. MISCELLANEOUS
a. The actions of the Medical Plan Review Committee shall not preclude
the Association and the City from meeting and conferring.
b. No recommendation of the Medical Plan Review Committee on
matters within the scope of bargaining shall take effect before
completion of meet and confer requirements between the City and
Association.
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c. If changes to the City's Cafeteria Plan are subject to meet and confer
requirements, the City and the Association agree to meet and confer
in good faith.
d. In performing its duties, the Medical Plan Review Committee may
consult independent outside experts. The City shall pay any fees
incurred for this consultation provided that the City has approved the
consultation and fees in advance.
G. CALPERS MEDICAL ADMINISTRATIVE FEE
The City will pay the CalPERS Medical Administrative Fee.
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ARTICLE 167 - LONG- TERM DISABILITY INSURANCE
SLOCEA assumes sole responsibility for providing and administering a plan for long- term
disability (LTD) insurance. The City will have no role in or responsibility for determining
eligibility and enrolling employees in the plan or administering its provisions. In this respect,
the City’s only role will be to effectuate payroll deductions for employees enrolled in the plan
by SLOCEA and verified by SLOCEA to have authorized said deductions. As part of the
transition of duties and responsibilities for the LTD plan, SLOCEA will be responsible for
confirming or denying existing and continuing LTD plan coverage for all bargaining unit
members.
Effective as soon as administrative possible following Council adoption, all bargaining unit
members will be offered long-term disability (LTD) insurance through the City’s plan. The
City will cover the full cost of the LTD benefit, which provides 66.67% of an employee’s gross
salary (up to a maximum benefit $15,000 per month) until age 65, for any qualifying sickness
or accident. Coverage begins after a 30-day waiting period and is subject to the exclusions
outlined in the City’s LTD plan. Employees may use paid leave time to supplement the LTD
benefit to receive up to 100% of their regular pay, as permitted by the plan.
SLOCEA will terminate its existing LTD plan by providing 30 days’ notice to the current
provider. This notice will be given after the City provides written confirmation of the effective
date for transitioning all bargaining unit members to the City’s LTD plan, ensuring there is
no lapse in coverage.
SLOCEA and the City will create an exploratory committee to examine the desirability and
feasibility of enrolling in California State Disability Insurance at the conclusion of the term of
this MOU.
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ARTICLE 178 - HOLIDAYS
A. DESIGNATED PAID HOLIDAYS
1. The following thirteen days of each year are designated as paid holidays:
January 1 - New Year's Day
Third Monday in January - Martin Luther King Jr. BirthdDay
Third Monday in February - Presidents’ Day
Last Monday in May - Memorial Day
July 4 - Independence Day
First Monday in September - Labor Day
November 11 - Veteran's Day
Fourth Thursday in November - Thanksgiving Day
Friday after Thanksgiving
One-half day before Christmas
December 25 - Christmas Day
One-half day before Christmas
One-half day before New Year's Day
Two Floating Holidays
2. A holiday shall be defined as eight (8) hours of paid time off for regular full-
time employees and prorated for part-time employees.
2.
3. For employees who are not regularly scheduled to work on weekends, wWhen
a holiday falls on a Saturday, the preceding Friday shall be observed. When
a holiday falls on a Sunday, the following Monday shall be observed.
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3.4. For employees withon a compressed work schedules, Wwhen a holiday falls
on anthe employee’s flex day, holiday hours must be observed on another
adjacent scheduled workday within the same FLSA work week. A holiday
shall be defined as eight (8) hours of paid time off for regular full-time
employees and prorated for part-time employees.
When Christmas or New Year’s Holiday falls on a Tuesday or Thursday,
tThe City reserves the right to close non-essential City services and offices
on weekdays between the Christmas Day and New Year’s Eve
Holidays.Monday or Friday (the day adjacent to the observed holiday).
Essential City services are determined at the discretion of the Department
Head. Employees scheduled to work during this time in non-essential
functions on the days adjacent to the paid holidaysare would be required to
use appropriate personal leave or take the days as non-pay. Essential City
services and functions are determined at the discretion of the Department
Head.
5. The City willwould notify employees of closure of non-essential City services
and offices no later than October 31st of the same year in order to provide
employees with ample time to plan accordingly.
B. FLOATING HOLIDAY ACCRUAL
Employees will be provided two floating holidays (16 hours) in a floating holiday leave
bank the pay period that January 1st falls within and will be prorated on a pay period
basis if an employee starts later in the year. Employees will have the ability to use
floating holiday leave hours at any point during the calendar year. Unused floating
holiday leave will not be carried over year-to-year but can be taken through
December 31st of each year.
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If an employee terminates for any reason, having taken off hours in excess of their
biweekly prorated share of the floating holiday, the value of the overage will be
deducted from the employee’s final paycheck.
C. HOLIDAY-IN-LIEU
1. Effective starting in January 2026, employees in the classifications listed
below work without regard to holidays and shall earn 104 hours of holiday
leave in lieu of observing the designated holidays listed in Section A and B of
this Article. The holiday-in-lieu hours shall be advanced to the employee
effective the payroll period that January 1st falls within.
Eligible Classifications:
• Laboratory Analyst
• Senior Laboratory Analyst
• Water Resource Recovery Facility Operator
• Water Treatment Plant Operator
2. Any holiday-in-lieu hours remaining at the end of each calendar year will be
paid to the employee at the straight time rate on the last paycheck in
December.
3. Holiday-in-lieu hours shall be prorated on a pay period basis when an
employee is appointed or terminated during the calendar year. If an
employee terminates for any reason, having taken off hours in excess of
their prorated share, the value of the overage, calculated on a pay period
basis, will be deducted from the employee’s final paycheck.
4. Employees may not simultaneously use holiday-in-lieu hours and regular
working hours.
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Floating holiday accrual: Employees will be provided two floating holidays (16 hours,
biweekly prorated for part-time employees) in a floating holiday leave bank the pay
period that January 1st falls within and will be prorated on a per pay period basis if an
employee starts later in the year. Employees will have the ability to use floating
holiday leave hours at any point during the calendar year. Unused floating holiday
leave will not be carried over year to year but can be taken through December 31st
of each year.
If an employee terminates for any reason, having taken off hours in excess of their
biweekly prorated share of the floating holiday, the value of the overage will be
deducted from the employee’s final paycheck.
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ARTICLE 189 - SICK LEAVE
A. Sick leave shall be defined as absence from duty because of illness, off -the- -job
injury, or exposure to contagious diseases as evidenced by certification from an
accepted medical authority.
B. Rules governing sick leave:
1. Each incumbent of a position in the bargaining unit shall accrue sick leave
with pay at the rate of twelve (12) days, or the prorated shift equivalent for
part-time employees, per year of continuous service.
2. Sick leave may be used after the completion of the month of service in which
it was earned.
3. Sick leave shall begin with the first day of illness.
4. Department heads shall be responsible to the City Manager for the uses of
sick leave in their departments.
5. A department head shall require written proof of illness from an authorized
medical authority at the employee's expense for sick leave use in excess of
five (5) consecutive working days by personnel in their department. Such
proof may be required for periods less than five (5) consecutive working days
where there exists an indication of sick leave abuse.
6. Any employee who is absent because of sickness or other physical disability
shall provide reasonable advance notification of their need to use accrued
paid sick leave to their supervisor if the need for paid sick leave use is
foreseeable (e.g., doctor’s appointment scheduled in advance). Reasonable
advance notification for this purpose is defined as three (3) working days. If
the need for paid sick leave use is unforeseeable, the employee should
provide, at a minimum, a one (1) hour advance notice to the supervisor or
delegate prior to the start of the scheduled shift. Any employee who fails to
comply with this provision without having a valid reason may be subject to
disciplinary action.
7. Any employee absent for an extended illness or other physical disability may
be required by the Director of Human Resources to have an examination by
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the City's medical examiner, at City expense, prior to reinstatement to the City
service.
8. An appointing authority, subject to approval of the Director of Human
Resources, may require any employee to be medically examined where
reasonable cause exists to believe that an employee has a medical condition
which impairs their job effectiveness or may endanger the health, safety, or
welfare of the employee, other employees, or the public. Employees who are
judged to be physically incapable of meeting normal requirements of their
positions may be placed in a classification of work for which they are suitable
when a vacancy exists, or may be separated for physical disability after
completion of the interactive process.
9. In the event that an employee's sick leave benefits become exhausted due to
illness or exposure to contagious disease, the employee shall revert to a
status of leave of absence without pay and be subject to the provisions of the
Personnel Rules unless eligible to participate in the City's Catastrophic Leave
Policy. For continuation of medical insurance, see Article 15 - Insurance,
Article 16, Section A.
10. The right to benefits under the sick leave plan shall continue only during the
period that the employee is employed by the City. This plan shall not give any
employee the right to be retained in the services of the City nor any right of
claim to sickness disability benefits after separation from the services of the
City.
11. Notwithstanding anything contained in this section, no employee shall be
entitled to receive any payment or other compensation from the City while
absent from duty by reason of injuries or disability received as a result of
engaging in employment other than employment by the City for monetary gain
or other compensation other than business or activity connected with their City
employment.
12. Accumulation of sick leave shall be unlimited.
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13. Upon termination of employment by death or retirement, the employee or
beneficiary may choose:
a. 1) aA payout of the employee’s accumulated sick leave balance based
on years of service according to the following schedule; or, 2)
b. tTo convert the remaining a portion or all of the employee’s sick leave
balance to service credit in accordance with CalPERS regulations; or,
or, 3)
13. aA combination of these two options:
c.
(a)1. Death - 30%
(b)2. Retirement and actual commencement of CalPERS benefits:
(1)i. After ten years of continuous employment – 10%
(2)ii. After fifteen years of continuous employment – 15%
(3)iii. After twenty years of continuous employment – 20%
(4)iv. After twenty-five years of continuous employment – 25%
(5)v. After thirty years of continuous employment – 30%
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ARTICLE 1920 - BEREAVEMENT LEAVE
A. Bereavement Leave. At each employee’s option, sick leave, or vacation leave may
be used to be absent from duty due to the death of an employee’s family member as
defined in Labor Code section 245.5(c)Article 21, Section C, provided such leave as
defined in this section Article shall not exceed five (5) working days (no more than 40
hours) for each incident. The leave days may be taken non-consecutively as needed.
The employee may be required to submit proof of relative's death before being
granted sick or vacation leave pay. Providing fFalse information concerning the
qualifying death or relationship shall may result in discipline up to and including
terminationbe cause for discharge.
B. Reproductive Loss Leave. Employees experiencing a miscarriage, failed adoption,
failed surrogacy, stillbirth, or unsuccessful assisted reproduction are entitled to up to
five (5) days (no more than 40 hours) of leave following the qualifying loss. The leave
days may be taken non-consecutively as needed. Employees may utilize sick leave
or vacation leave to be paid during reproductive loss leave. To utilize this leave, the
employee may confidentially report the qualifying event to whomever in their chain of
command they feel most comfortable, including their supervisor, manager, or Human
Resources.
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ARTICLE 201 - FAMILY LEAVE
A. An employee may take up to forty-eight (six (6) days (48) hours) of sick leave per
year if required to be away from the job to personally care for a member of their
family. A family member for purposes of this Article is any relationship listed in Labor
Code section 245.5(c).Part-time employees are eligible to use a prorated amount of
family leave.
However, iIf the family member aAn employee is part of the employee’s household
and is hospitalized, the employee may take up to seven (7) days (56 hours) (rather
than 48 hours stated above) of sick leave per year to care for the family member if
the family member is part of the employee's household and is hospitalized. The
employee shall submit written verification of such hospitalization.
Part-time employees are eligible to use a prorated amount of family leave.
Family leave is counted concurrently with the Family Medical Leave Act / California
Family Rights Act FMLA/CFRA, if applicable.
A. For purposes of this Article, family is defined as spouse/domestic partner, child,
brother, sister, parent, parent-in---law, step-parent, step-brother, step-sister,
grandparent, grandchild, or any other relative as defined by Labor Code 233 and/or
Assembly Bill 1522.
B. The amounts shown in A, B, and C above are annual maximums, not maximums per
qualifying family member.
C.B. In conjunction with existing leave benefits, employees with one year of City service
who have worked at least 1,250 hours in the last year, may be eligible for up to 12
weeks of Family/Medical Leave within any 12-month period. If eligible for
Family/Medical Leave, employees must use all available sick, vacation,
compensatory time off, and floating holiday pay prior to receiving unpaid
Family/Medical Leave. The City maintains a separate Family and Medical Leave
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ActFamily and Medical Leave Administration Policy policy consistent with the City’s
legal obligations to provide Family Medical Leave Act and California Family Rights
Act, among other forms of leaves this leave. This policy can be accessed in the
Forms and Policies section on SharePoint.
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ARTICLE 212 - VACATION LEAVE
A. Each incumbent of a 40- hour a week position in the bargaining unit shall accrue
vacation leave at the following rates for completed years of service with the City. Part-
time employees will accrue a prorated amount of vacation leave.
Years of Completed
Service
Annual
Vacation
Accrual Days*
Annual
Vacation
Accrual Hours
Less than 5 years 12 days 96 hours
5 to less than 10 years 15 days 120 hours
10 to less than 20 years 18 days 144 hours
20+ years 20 days 160 hours
*One vacation day is equivalent to eight (8) hours for a 40-hour per week position in
the bargaining unit.
B. An incumbent is not eligible to use accrued vacation leave until it has been accrued
and approved as provided below.
C. A regular employee who leaves the City service shall receive payment for any
unused vacation leave.
D. It is the employee's responsibility to request and use vacation leave in a manner that
neither jeopardizes their vacation balance nor the efficiency of the work unit. Vacation
schedules must be reviewed by management prior to the scheduled vacation.
Vacation schedules will be based upon the needs of the City and then, insofar as
possible, upon the wishes of the employee. Management may not deny an
employee's vacation request if such denial will result in the loss of vacation accrual
by the employee, except that, management may approve a two-month extension of
maximum vacation accrual. In no event shall more than one such extension be
granted in any calendar year.
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E. Any employee who is on approved vacation leave and becomes eligible for sick
leave, as defined in Section 2.36.420 of the Municipal Code, may have such time
credited as sick leave under the following conditions:
1. A physician's statement certifying that a physical or mental illness, injury or
exposure to contagious disease has occurred is presented to the supervisor
upon returning to work.
2. The vacation leave immediately ends and the employee reports to work
following the end of sick leave usage. (Ordinance No. 782 - 1978 Series).
F. Vacation leave shall be accrued as earned through the last pay day in December, up
to a maximum of twice the annual rate. If an employee reaches the cap at any time
throughout the year, the employee will stop accruing vacation leave.
G. Effective as soon as administratively possible following Council adoption,
Eemployees will be are eligible for a year-for-year accelerated vacation accrual
based on prior public sector and military experience. For example, if an employee
has ten (10) years of public sector experience prior to working for the City of San Luis
Obispo, their vacation accrual rate will be advanced by ten (10) years.
H. All eEmployees in this unit are eligible, once in December, to request payment for
up to forty (40) hours of unused vacation leave subject to following conditions:
1. The employee must make an irrevocable election in the month of December
in the prior calendar year;
2. The cash out shall be issued in December of the year following the irrevocable
election.; and
1) Employees must have eighty (80) hours of accrued vacation leave to be
eligible for cash out at the time of the irrevocable election; and.
3.
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4. Late irrevocable election forms will not be accepted, nor can they be
changed after the established deadline.
I. Emergency Vacation Cash Out: Notwithstanding the requirement for an
irrevocable election for the cash out of vacation for the upcoming calendar year,
an employee may cash out vacation in an existing year, subject to the following
conditions:
1. The employee may cash out no more than the forty (40) hours of vacation
(including any cash out previously elected).
2. The amount cashed out pursuant to this subdivision must be in whole-hour
increments with a minimum cash out of twenty (20) hours and shall be
subject to a twenty percent (20%) penalty. That is, if an employee cashes
out 40 hours of emergency cash out, the penalty shall be 20% of the amount
cashed out. For example, if an employee wishes to cash out forty (40) hours
due to an emergency but failed to make an irrevocable election, the
employee will receive the cash value of thirty-two (32) hours, but forty (40)
hours will be removed from the employee’s accrued balance.
J. Vacation Accrual Cap Cash Out: If an employee reaches the annual accrual cap
before December, the employee will be able to request vacation payment one
additional time during the calendar year, in addition to the December cash out.
However, no more than 40 hours of unused vacation leave will be paid out in any
calendar year. Upon request, vacation sellback payments shall be made by separate
check.
Effective for the 2023 calendar year, all employees in this unit are eligible, once
annually in December, to request payment for up to 40 hours of unused vacation
leave. If an employee reaches the annual accrual cap before December, the
employee will be able to request vacation payment one additional time during the
calendar year, in addition to the December cash out. To request payment for unused
Commented [ND1]: Review prior formatting
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vacation leave, employees must submit an irrevocable election form to Payroll in
December of each year, prior to the pay period that includes January 1 of the year the
cash out is to be paid, to receive payment for accrued vacation effective on the pay
period that includes January 1st of the following calendar year, subject to IRS
regulations. Late irrevocable election forms will not be accepted, nor can they be
changed after the deadline. The remaining unused leave shall remain in the
employee’s vacation accrual bank. The hours which are paid out are hours which will
be accrued in following year.
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ARTICLE 223 - WORKERS' COMPENSATION LEAVE
Any employee who is absent from duty because of on-the-job injury in accordance with state
workers' compensation law and is not eligible for disability payments under Labor Code
Section 4850 shall be paid the difference between their base salary and the amount
provided by workers' compensation during the first ninety (90) business days of such
temporary disability absence. Eligibility for workers' compensation leave requires an open
workers' compensation claim.
If an employee is eligible for Total Temporary Disability benefits after exhausting the salary
continuation as defined in the paragraph above, the employee will receive such payment
directly from the City’s workers’ compensation administrator and will only be able to
supplement one-third pay with accrued leave.
For continuation of medical insurance, see Article 15 - Insurance, Article 16, Section A.
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ARTICLE 234 - WORK SCHEDULE
A. Employees shall be scheduled to work on regular work shifts having regular starting
and quittingending times. Except for emergencies as determined by the department
head or designee, employees' work shifts shall not be changed without reasonable
prior written notice to the employee and the Human Resources Director of Human
Resources or designee. An emergency for purposes of this Article is limited to a
situation involving an immediate threat to human life, health, the environment, or
property. At least 14 days’ notice will normally be given, but in no event will less than
seven days’ notice be given, for an ordered work shift change. Neither callback nor
overtime constitutes a change in work shift. All references to accrual of vacation,
holiday, or sick leave in the Agreement shall be interpreted as one (1) day being
equivalent to eight (8) hours.
A. Employee Rest Time
B.
1. Commitment to Safety and Well-Being. The City is committed to providing
and maintaining a safe working environment for every employee. To support
this commitment, the City aims to prevent excessive work hours that could
result in fatigue or compromise employee well-being.
1.
Overtime and Rest Periods. If an employee works more than four (4)
hours of overtime within a sixteen (16) hour period, and their next regularly
scheduled shift begins less than six (6) hours after the overtime ends, the
employee will be afforded a rest period of at least six (6) hours before
returning to work.
2.
3. Options Wwhen Rest Period Overlaps with Regular Shift. If the six (6)
hour rest period overlaps with any portion of the employee’s next regularly
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scheduled shift, the employee may choose one of the following options for the
affected portion of the shift:
a. Continue Working. Report to work at the beginning of the next
regularly scheduled shift without utilizing the rest period. This option
requires the employee to affirm they are fit for duty.
b. Use Leave Time. Take time off (up to six hours) using accrued sick
leave, vacation leave, floating holiday, holiday-in-lieu, CTO, or unpaid
time off.
c. Shift Schedule. Request to shift or adjust their work schedule within
the same FLSA workweek to accommodate the rest period without loss
of pay or leave, subject to operational needs and supervisor approval.
4. Additional Rest If Needed. If the employee feels they are still not sufficiently
rested after the initial six (6) hour rest period, they may request additional time
off. This additional time off may be taken as sick leave, vacation leave, floating
holiday or holiday-in-lieu, CTO, or unpaid time off.
5. Example:
• An employee's regular shift ends at 4:30 pm.
• The employee is called back to work at 11:00 pm, working five (5)
hours of overtime, and finishes at 4:00 am.
• The employee's next regular shift begins at 7:00 am.
In this case, the employee is entitled to a six (6) hour rest period starting at
4:00 am. Since the rest period overlaps with their next shift from 7:00 am to
10:00 am, the employee may:
a. Report to work at 7:00 am if they feel fit for duty,
b. Use three (3) hours of leave (sick, vacation, floating holiday or holiday-
in-lieu, CTO, or unpaid), or
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c. Request to shift their work schedule to make up those three hours later
in the same FLSA workweek, pending supervisor approval.
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ARTICLE 245 - PROBATION PERIOD
All new appointments to positions in the bargaining unit shall be subject to a probationary
period of one year for the appointed position. Employees who haves passed probation and
are being promoted or transferred to a different position in the bargaining unit shall be
subject to a new probationary period of six months. The probationary period may be
extended or reinstated if further employee evaluation is deemed necessary for up to six
months upon the written recommendation of the department head and the written approval
of the Director of Human Resources.
Employees who successfully pass the one-year probationary period may be eligible for a
step increase as outlined in Article 5. Promoted or transferred employees who
successfully pass the six-month probationary period may be eligible for a step increase
after 12 months of service in the new position as outlined in Article 5.
The Director of Human Resources, or their designee, will notify SLOCEA of the extension
of an employee’s probationary period beyond the length specified in this Article after the
probationary extension memorandum has been delivered to the employee.
Employees not successfully passing a promotional or transfer probation, or voluntarily
requesting to have the promotion rescinded during the first ninety (90) calendar days of the
probationary period, shall be returned to their previously held position without notice or
hearing. If the cause for not passing probation was sufficient grounds for dismissal, the
employee shall be subject to dismissal without reinstatement to the lower position. If no
vacancy exists, the name of the employee may be placed on a Reemployment List per
Article 278, Layoffs, Section B.
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ARTICLE 256 - PERFORMANCE EVALUATIONS
All regular full-time eEmployees shall receive an annual written performance evaluation from
their supervisor within thirty (30) days of the employee’s anniversary date, absent
exceptional circumstances.
All regular full-time pProbationary employees shall receive quarterly written performance
evaluations within (30) days following the due date from their supervisor, absent exceptional
circumstances.
The overall performance evaluation scale consists of the following three categories:
Exceeds Performance Standards, Meets Performance Standards, and Below Performance
Standards..
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ARTICLE 267 - TRANSFER
A. TRANSFER PROCESS
Upon proper notice and concurrence by the City Manager, an employee may be transferred
by the appointing authority from one position to another in the same pay range provided
they possess the minimum qualifications as determined by the Human Resources Director
of Human Resources.
If the transfer involves a change from one department to another, both department heads
must consent thereto unless the City Manager orders the transfer for purposes of economy
and efficiency.
Unless the transfer was requested by the employee, the employee shall be given fourteen
(14) five (5) business calendar days' written notice of the transfer including the reason for
the change.
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ARTICLE 278 - LAYOFF PROCEDURE
In accordance with Personnel Rule 2.36.280, the City Council of San Luis Obispo shall
determine when and in what position or classifications layoffs are to occur. The Human
Resources Director of Human Resources shall be responsible for the implementation of
a layoff order of the City Council in accordance with the procedures outlined below:
A. After determining which job classification within a department shall be laid off, the
order of layoffs shall be as follows:
1. Temporary/supplemental and contract employees, in the order to be
determined by the appointing authority.
2. Probationary employees (promotional probation excluded), in the order to
be determined by the appointing authority.
For regular employees, layoffs shall be governed by job performance and seniority
in service within a particular department and job classification. For the purpose of
implementing this provision, job performance categories shall be defined as
follows:
Category 1: Performance that is below performance standards. Performance
defined by this category is evidenced by the employee's two most recent
performance evaluations with an overall rating that falls in the lowest performance
evaluation category: Below Performance Standards.
Category 2: Performance that is competent, superior, meets expectations, meets
performance standards, exceeds performance standards and expectations or is
outstanding. Performance defined by this category is evidenced by an employee's
two most recent performance evaluations with an overall rating that falls within the
Meets Performance Standards or Exceeds Performance Standards performance
evaluation categories.
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A regular employee being laid off shall be that employee with the least seniority in
the particular job classification concerned and in the department involved who is
in the lowest job performance category. Employees in Category 1 with the lowest
seniority will be laid off first, followed by employees in Category 2. Should the two
performance evaluations contain overall ratings that are in the two different
Categories as defined above, the third most recent evaluation overall rating shall
be used to determine which performance category the City shall use in determining
order of layoffs.
a.1. In the event two or more employees in the same job classification are in the
same job performance category, the employee with the least amount of
service with the City shall be laid off first.
b.2. Transfer to another department in lieu of layoff is authorized upon approval
of the department needs, if there is a vacancy and the employee meets the
minimum job requirements.
c.3. Regular part time employees shall receive prorated seniority credit.
B. Laid Off Employees on Reemployment List
The names of employees who have been laid off shall be placed on the appropriate
Reemployment List for one year. The recall of employees will be in reverse order
of layoff, depending upon City requirements.
Reemployment lists shall be used for filling those classes requiring substantially
the same minimum qualifications, duties and responsibilities of the class from
which the layoff was made.
C. Appointment of Laid-Off Employees to Vacant Class.
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An appointing authority may, with the approval of the department head and the
Human Resources Director of Human Resources and in agreement with the
employee, appoint an employee who is to be laid off to a vacancy in a vacant class
for which he or she is qualified.
D. Employee Reassignments (Bumping Procedure):
1. Employees who have been promoted during their service with the City may
bump back one classification in their career series, or to a position within a
classification they formerly held, if there is an employee in the lower
previously held classification with less seniority than the employee who
wants to bump. Seniority for the purpose of this section shall mean time in
the position in the lower classification plus time in other classifications. For
example, (1) an employee attempting to bump to Accounting Administrative
Assistant II from AccountingAdministrative Assistant III would utilize their
combined time as a II and III in determining whether or not they had more
seniority than an individual in the II classification. (2) An employee
attempting to bump to a Parks Maintenance Specialist from a Sweeper
Operator position would utilize their combined time in each respective
position to determine seniority.
2. Reassignment rights may be exercised only once in connection with any
one layoff, and shall be exercised within seven (7) calendar days from the
date of the notice of the layoff, by written notice from the employee.
3. The bumping right shall be considered exercised by the displacement of
another employee with lesser total service or by the acceptance of a vacant
position in the class with the same or lower salary.
4. Full time and part time regular employees shall have bumping rights for
either full time regular or part time regular positions.
5. Notwithstanding the foregoing, if the City Manager determines that the
public interest will not be served by application of the above criteria, the City
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Manager may depart therefrom on the basis of a clearly demonstrable
superiority in performance and/or qualifications.
6. Employees on layoff shall be offered reemployment in the inverse order of
layoff, provided no intervening factors have occurred which that essentially
change the ability of the employee to perform the offered employment.
E. Employment programs with special requirements will be administered in
accordance with appropriate Federal or State guidelines and directives.
F. The City will notify recognized employee organizations of the effective date of any
reduction in force concurrent with the notice to the affected employee(s) pursuant
to G, below.
G. Notice of Layoff to Employees.
An employee to be laid-off shall be notified in writing of the impending action at
least thirty (30) calendar days in advance of the effective date of the layoff. The
notice shall include the following information:
1. Reason for layoff.
2. Effective date of layoff.
3. Employee rights as provided in these rules.
H. Removal of Names from Reemployment Lists.
The Human Resources Director of Human Resources may remove an employee's
name from a reinstatement list if any of the following occur:
1. The individual indicates that they will be unable to return to employment
with the City during the life of the list; or
2. The individual cannot be reached after reasonable efforts have been made
to do so. The City shall utilize certified mail when contacting individuals; or
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3. The individual refuses two reemployment offers. Individuals shall have ten
(10) days to respond to the offer of reemployment and an additional fourteen
(14) days to return to work.
I. Employee Rights and Responsibilities.
In addition to rights identified herein, employees affected by these procedures shall
also have the following rights:
1. Through prior arrangement with their immediate supervisor, an employee
who has been notified of the impending layoff shall be granted reasonable
time off without loss of pay to participate in a prescheduled interview or test
for other employment.
2. An employee who has been laid off shall be paid in full for their unused
accrued vacation leave on the effective date of the layoff.
3. When an individual is reemployed they shall be entitled to:
a. Retain their seniority date.
b. Accrue vacation leave at the same rate at which it was accrued at
the time of the layoff.
c. Have any unused sick leave reinstated.
An individual reemployed into the job classification from which they were laid off
shall be assigned to the same salary range and step they held at the time of the
layoff. An individual reemployed into a job classification other than the
classification from which they were laid off shall be assigned to the salary range
of the new classification at the amount closest to the salary they earned at the
time of the layoff. An individual reemployed into the classification from which they
were laid off while still a probationary employee shall complete, upon return to
the job, the remaining portion of the probationary period, if any, in effect at the
time of the layoff. Similarly, an individual who is reemployed shall complete upon
return to the job the same work time they would have had to work at the time of
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the layoff to attain a higher vacation leave accrual rate or to become eligible for
a salary step increase, if such changes are possible.
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ARTICLE 289 - MODIFIED DUTY ASSIGNMENT
If an employee's medical condition temporarily precludes the performance of their normal
duties and management determines modified work is available and necessary to be
performed, he or she may, with medical authorization, be temporarily assigned to such work
for a period not to exceed six (6) months. No change in base pay will result unless the duties
to be performed are substantially greater or lesser than those normally performed by the
employee and the employee's current pay rate is not within the pay range for the temporarily
assigned work. In no event shall any employee's current pay rate be reduced more than four
(4) ranges at the same step.
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ARTICLE 2930 - CLASS "A & B" COMMERCIAL DRIVER’S LICENSE PHYSICALS
The City will pay for costs for physical exams not covered by City insurance policies required
for those employees required by the City to hold valid Class "A or B" California commercial
driver’s licenses.
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ARTICLE 301 - UNIFORMS AND UNIFORM ALLOWANCE
A. All employees required to wear City uniforms shall be provided clean uniforms. A
uniform includes either one shirt and pants combination or one pair of coveralls.
A.B. City Uuniforms and work shoes shall only be used on City business.
B. Employees required to wear City uniforms shall only be permitted to wear other
clothing for medical reasons upon submission of a letter from the city doctor certifying
that the city uniform is injurious to their health. Decisions regarding this paragraph
shall be made by the Human Resources Director of Human Resources on a case-
by--case basis.
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ARTICLE 312 - SAFETY PROGRAM
The City shall continue a compensation program for safety committee representatives. on
the basis that eEach designated safety member shall be compensated at the rate of $10.00
per month. As soon as administratively possible following Council adoption, the incentive
shall be increased to $10.00 per pay period. The description of the duties of a safety
committee member shall be designed by the Human Resources Director of Human
Resources or designee. The intent of the safety representatives is to assist the Human
Resources Director of Human Resources and the overall safety program in reducing
accidents by reporting hazardous conditions.
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ARTICLE 323 - EMPLOYEE RIGHTS
Employees of the City shall have the right to form, join and participate in the activities of
employee organizations of their own choosing for the purpose of representation on all
matters of employer--employee relations including but not limited to, wages, hours and other
terms and conditions of employment. Employees of the City also shall have the right to
refuse to join or participate in the activities of employee organizations and shall have the
right to represent themselves individually in their employment relations with the City. No
employee shall be interfered with, intimidated, restrained, coerced, or discriminated against
because of the exercise of these rights.
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ARTICLE 334 - GRIEVANCE PROCEDURE
A grievance is defined as an alleged violation, misinterpretation, or misapplication of the
employer-employee resolution, the Personnel Rules and Regulations, any Memorandum of
Understanding, excluding disciplinary matters, or any existing written policy or procedure
relating to wages, hours or other terms and conditions of employment, excluding disciplinary
matters.
Each grievance shall be handled in the following manner:
A. The employee who is dissatisfied with the response of the immediate supervisor shall
discuss the grievance with the supervisor's immediate superior. The employee shall
have the right to choose a representative to accompany him/her at each step of the
process. If the matter can be resolved at that level to the satisfaction of the employee,
the grievance shall be considered terminated.
B. If still dissatisfied, the employee may submit the grievance in writing to the
department head for consideration, stating the facts on which it was based, including
the provision of the rules, regulations, or agreement said to be violated, and the
proposed remedy. This action must take place within fifteen (15) business days of
the response of the supervisor's immediate superior but in no event later than thirty
(30) calendar days after the occurrence of the event giving rise to the grievance. The
department head shall promptly consider the grievance and render a decision in
writing within fifteen (15) business days of receiving the written grievance. If the
employee accepts the department head's decision, the grievance shall be considered
terminated.
C. If the employee is dissatisfied with the department head's decision, the employee
may immediately submit the grievance in writing to the Human Resources Director
of Human Resources within seven (7) business days of receiving the department
head’s decision. The Human Resources Director of Human Resources shall confer
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with the employee and, the department head, and any other interested parties, and
shall conduct such other investigations as may be advisable.
D. The results of findings of such conferences and investigations shall be submitted
to the City Manager in writing within fifteen (15) business days of receiving the
employee's written request. The City Manager will meet with the employee if the
employee so desires before rendering a decision with respect to the complaint.
The City Manager's decision and reason if denied shall be in writing and given to
the employee within twenty (20) business days of receiving the Human Resources
Director of Human Resources's results and findings. Such decision shall be final
unless employee desires the Personnel Board to review the decision. If such is the
case, the employee will have ten (10) business days following receipt of the City
Manager's decision to submit a written request to the Personnel Board through the
Human Resources Director of Human Resources for a review of the decision. The
Personnel Board within thirty (30) business days shall review the record and either
(1) issue an advisory opinion to the City Manager; or (2) conduct a hearing on the
matter. If a hearing is held, an advisory opinion shall be rendered by the Board
within ten (10) business days of the close of such hearing. If an opinion signed by
at least three (3) members of the Personnel Board recommends overruling or
modifying the City Manager's decision, the City Manager shall comply or appeal
this recommendation to the City Council. Such appeal shall be filed with the City
Clerk within three (3) business days of the Board's action. If appealed, the City
Council shall review the case on the record and render a final decision within thirty
(30) business days of submittal.
E. In the case of grievances alleging a violation, misinterpretation, or misapplication
of an express provision(s) of this MOU, any appeal from the City Manager’s
decision shall be submitted to final and binding arbitration. Selection of the
arbitrator and the hearing procedures to be followed shall be in accordance with
Section 2.36.360 - Grievance Procedure F.2 a, b, d of the Personnel Rules and
Regulations. The hearing officer’s jurisdiction under this subsection shall be limited
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to alleged violations, misinterpretation, or misapplication of express provisions of
this MOU. The hearing officer’s decision will be final and binding.
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ARTICLE 345 - REPRESENTATIVE ROLE
A. Members of any recognized employee organization may, by a reasonable method,
select not more than seven (7) employee members of such organization to meet and
confer with the Municipal Employee Relations Officer and other management officials
(after written certification of such selection is provided by an authorized official of the
organization) on subjects within the scope of representation during regular duty or
work hours without loss of compensation or other benefits.
The employee organization shall, whenever practicable, submit the name(s) of each
employee representative to the Municipal Employee Relations Officer at least two
working days in advance of such meeting. Provided further:
(1)1. That no employee representative shall leave his or her duty or work station or
assignment without specific approval of the department head or other
authorized City management official. If employee representatives cannot be
released, date of meeting will be rescheduled in accordance with item 2
below.
(2)2. That any such meeting is subject to scheduling by City management
consistent with operating needs and work schedules. Nothing provided
herein, however, shall limit or restrict City management from scheduling such
meetings before or after regular duty or work hours.
B. Association members will donate a total of 300 hours per year (inclusive of any
carryover time) of vacation time off to an Association “time bank” under the following
guidelines:
(1)1. Prior to the first full pay period of July each calendar year, the Association
Board of Directors shall determine the number of hours remaining in the
Association time bank. The Association President shall give notice to Payroll
and the number of hours shall be subtracted from the maximum number of
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time bank hours of 300 hours. The difference between the actual number of
hours and the 300-hour maximum will be divided by the number of
represented Association employees. Each represented employee shall then
contribute an equal number of vacation hours to be debited by the City to
maintain the 300-hour time bank.
a. Only Association officers, directors or bargaining team members may
draw from the time bank.
b. Requests to use time from the time bank must be made reasonably in
advance of the use. Approval is subject to the operational necessity of
the departments and normal time off approval processes.
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ARTICLE 356 - COMMITTEE REPRESENTATION
A. If the Human Resources Director of Human Resources establishes a committee to
study possible changes which that will affect significant numbers of employees in
the unit in subjects within the scope of representation, and if the Human Resources
Director of Human Resources includes unit members on the committee, such
committee members shall be designated by the Human Resources Director of
Human Resources after consultation with the Association. This unit shall have the
same number of committee members as each other unit has.
B. Two representatives of the bargaining unit designated by the Association and two
representatives of management designated by the City shall meet on an as-
needed basis to discuss issues of concern to the parties.
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ARTICLE 367 - DUES DEDUCTION
A. The City agrees to automatically deduct from bargaining unit member’s members’
pay SLOCEA dues and other SLOCEA assessments as authorized and certified by
SLOCEA. Certification by SLOCEA will be in writing and directed to the City’s
Finance Director or designee. Requests to cancel or change deductions once
certified by SLOCEA will be directed to SLOCEA rather than to the City. The City
shall rely on the information provided by SLOCEA regarding whether the deductions
were properly deducted, cancelled, or changed, and SLOCEA will indemnify the City
of any claims made by the employee for deductions, cancellations or changes made
in reliance on the certification/information to the City by SLOCEA.
B. The City further agrees to issue a deposit transfer each payroll period, payable to
SLOCEA’s designated financial institution, for the total amount of the individual
bargaining unit members members' deductions for dues and assessments collected
during each payroll period.
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ARTICLE 378 - MANAGEMENT RIGHTS
The rights of the City include, but are not limited to, the exclusive right to determine the
mission of its constituent departments, commissions, and boards; set standards of service;
determine the procedures and standards of selection for employment and promotion; direct
its employees; take disciplinary action; relieve its employees from duty because of lack of
work or for other legitimate reasons; maintain the efficiency of governmental operations;
determine the methods, means and personnel by which government operations are to be
conducted; determine the content of job classifications; take all necessary actions to carry
out its mission in emergencies; and exercise complete control and discretion over its
organization and the technology of performing its work.
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ARTICLE 389 - PEACEFUL PERFORMANCE
A. The Association shall not hinder, delay, or interfere, coerce employees of the City
to hinder, delay, or interfere with the peaceful performance of City services by
strike, concerted work stoppage, cessation of work, slow-down, sit-down,
stay-away, or unlawful picketing.
B. Employees shall not be locked out or prevented by management officials from
performing their assigned duties when such employees are willing and able to
perform such duties in the customary manner and at a reasonable level of
efficiency, provided there is work to perform.
The provisions of this Article replace and supersede the no strike provisions set forth in
Resolution 6620 Employer-Employee Relations Resolution.
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ARTICLE 3940 - RIGHT TO REPRESENTATION / WEINGARTEN RIGHTS
Upon the employee’s request, an employee may be represented at an investigatory
interview, interactive process meetings, drug or alcohol tests conducted as a result of
reasonable suspicion of intoxication at work, or in non-investigatory meetings held under
“highly unusual circumstances,” if the employee reasonably believes that disciplinary
action may result. Prior to the interview, the employee shall be informed of the general
nature of the meeting or the matter being investigated. The employee may request to
consult with their representative, if any. If the representative an employee requests is
unavailable, the employee may request an alternate representativeon. The City is not
obliged to postpone the interview, nor to suggest or secure the an alternate
representativeon; however, the employee shall not be required to answer any questions
without a representative present, unless the employee voluntarily chooses to do so.
During other meetings between employees and supervisors, an employee may request a
representative attend the meeting. While a representative is not guaranteed, the City may
agree to such attendance to help facilitate discussions and employee concerns.
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ARTICLE 401 - NEW EMPLOYEE ORIENTATION
A. Pursuant to California Government Code 3555 et. seq, the City shall provide ten (10)
business days advance notice of new employee orientation for employees who are
bargaining unit members represented by SLOCEA. Additionally, the City shall
provide the name, job title, and department, and contact information to
includeincluding telephone number, email address and physical address of all new
hires within thirty (30) days of the date of hire. The City shall update that same
information for all bargaining unit members not less than every one- hundred twenty
(120) days. Employees shall be entitled to omit disclosure of their personal
information pursuant to 6254.3(c).
B.
B. The City typically conducts new employee orientations on the employee’s’ first day.
The City shall permit SLOCEA representatives to meet with new employees in a
City conference room for up to one hour.
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ARTICLE 412 - PERSONNEL FILE LOG AND SECURITY
As soon as administratively feasible, the City will transition to electronic personnel records.
Pursuant to Labor code 1198.5, employees will have access to their electronic personnel
records. An employee may request a copy of a sensitive data access audit from the City’s
electronic personnel records system.
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ARTICLE 423 - FULL AGREEMENT
It is understood this Agreement represents a complete and final understanding on of all
negotiable issues between the City and the Association. The Agreement supersedes all
previous Memoranda of Understanding or Memoranda of Agreement between the City and
the Association except as specifically referred to in this Agreement. The parties, for the term
of this Agreement, voluntarily and unqualifiedly agree to waive the obligation to meet and
confer with respect to any terms and conditions of employment specifically referred to or
covered in this Agreement. If, during the term of this Agreement, the City proposes changes
to terms and conditions of employment not covered by this Agreement and/or introduces
new terms and conditions of employment that fall within the statutory scope of bargaining,
the Association will be afforded written notice of such proposed changes and the right to
meet and confer upon request prior to implementation of the proposed changes.
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ARTICLE 434 - SAVINGS CLAUSE
If any provision of this Agreement should be held invalid by operation of law or by any court
of competent jurisdiction, or if compliance with or enforcement of any provision should be
restrained by any tribunal, the remainder of this Agreement shall not be affected thereby,
and the parties shall enter into a meet and confer session for the sole purpose of arriving at
a mutually satisfactory replacement for such provision within a thirty (30) day work period. If
no agreement has been reached, the parties agree to invoke the provision of impasse under
Section 13 of City Resolution No. 6620.
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ARTICLE 45 - AUTHORIZED AGENTS
For the purpose of administering the terms and provisions of this Agreement:
A. The Association's principal authorized agent shall be the President or Labor
Consultant (address: PO BOX 15004, San Luis Obispo, California 93406: (805)
441-3256)
B. Management's principal authorized agent shall be the Human Resources Director
or designee (address: 990 Palm Street, San Luis Obispo, CA 93401-3249;
telephone: (805) 781-7250).
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ARTICLE 445 - SIGNATURES
Classifications covered by this Agreement and included within this unit are shown in
Appendix "A".
This Agreement becomes effective July 1, 2025December 13, 2022, as witnessed hereto
by the following parties:
CITY OF SAN LUIS OBISPO
SAN LUIS OBISPO CITY EMPLOYEES'
ASSOCIATION
Che Johnson, City Chief Negotiator
Dale E. StrobridgeTracy Jones, SLOCEA Chief
NegotiatorGeneral Counsel
Nickole Domini, Human Resources Director
of Human Resources
Ryan Dale, Chief Negotiator and SLOCEA
President
Other City Negotiating Team Members Other SLOCEA Negotiating Team Members
Brittani RoltgenJeff Andrews, Human
Resources Manager
Nick BuckleyBen Marquart, SLOCEA Vice
PresidentTracy Jones, SLOCEA Legal Counsel
Jeff Andrews, Human Resources
AnalystDebbie Malicoat, Deputy Director of
Finance/ City Controller
Allie GenardJason Dornish, SLOCEA Vice
President
Finance/City Controller Ben Marquart Ben Marquart
Eric MortensonBrian Lindsey
Hayley WeidlerDan Liddell
Hayley Sabatini
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APPENDIX A - CLASSIFICATIONS
The classifications listed below are those classifications represented by the Association
and are presented alphabetically which does not illustrate job families nor functional
groupings as shown in previous MOU’s.
. Accounting Assistant I
. Accounting Assistant II
. Accounting Assistant III
. Administrative Assistant I*
. Administrative Assistant II*
. Administrative Assistant III*
Administrative Specialist
Aquatics Coordinator
. Assistant Planner*
Associate Planner
Beautification Gardener
. Building Inspector I*
. Building Inspector II*
Cannabis Business Coordinator
. Capital Projects Manager I*
. Capital Projects Manager II*
. Capital Projects Manager III*
. Code Enforcement Officer I*
. Code Enforcement Officer II*
Code Enforcement Technician I
Code Enforcement Technician II
Communications Coordinator
Control Systems Administrator
Deputy City Clerk I*
Deputy City Clerk II*
. Engineer I*
. Engineer II*
. Engineer III*
. Engineering Inspector I*
. Engineering Inspector II*
. Engineering Inspector III*
. Engineering Inspector IV*
. Engineering Technician I*
. Engineering Technician II*
. Engineering Technician III*
Enterprise System Database Administrator
Environmental Compliance Inspector (SBP)
Executive Assistant to the Police Chief
Facilities Maintenance Technician (SBP)
Finance Cashier
Financial Assistant
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Financial Specialist
Fleet Services Specialist
GIS Specialist I
. GIS Specialist II
Heavy Equipment Mechanic
Housing Coordinator
Information Technology Assistant
Information Technology Security Engineer
Information Technology Systems Engineer
Laboratory Analyst (SBP)
Maintenance Contract Coordinator
Maintenance Crew Coordinator
. Maintenance Worker I*
. Maintenance Worker II*
. Maintenance Worker II – Parks*
. Maintenance Worker III*
. Maintenance Worker III – Parks*
Mechanic Helper
Parking Coordinator
Parking Enforcement Officer I
Parking Enforcement Officer II
Parking Meter Repair Worker
Parks Crew Coordinator
Parks Maintenance Specialist (SBP)
Parks Maintenance Technician
. Permit Technician I*
. Permit Technician II*
. Permit Technician III*
. Planning Technician*
Plans Examiner
Ranger Maintenance Worker I
Ranger Maintenance Worker II
Ranger Service Worker (SBP)
Recreation Coordinator
Recycled Water Specialist
Senior Laboratory Analyst
Signal and Street Lighting Technician
Solid Waste and Recycling Coordinator
Stormwater Code Enforcement Officer
Streets Crew Coordinator
Streets Maintenance Operator (SBP)
Supervising Administrative Assistant
Supervising Utility Billing Assistant
Sweeper Operator
. System Application Specialist I*
. System Application Specialist II*
Tourism Coordinator
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Transit Assistant
Transit Coordinator
. Transportation Planner-Engineer I*
. Transportation Planner-Engineer II*
. Transportation Planner-Engineer III*
Underground Utilities Locator
Urban Forest Program Coordinator City Arborist
Urban Forester (SBP)
Utility Billing Assistant
Volunteer Coordinator
Wastewater Collection System Chief Operator
Wastewater Collection System Operator (SBP)
Water Conservation Specialist
Water Distribution Chief Operator
Water Distribution System Operator (SBP)
Water Resource Recovery Facility Chief Maintenance Technician
Water Resource Recovery Facility Chief Operator
Water Resource Recovery Facility Maintenance Technician (SBP)
Water Resource Recovery Facility Operator (SBP)
Water Resources Technician
Water Supply Operator (SBP)
Water Treatment Plant Chief Maintenance Technician
Water Treatment Plant Chief Operator
Water Treatment Plant Maintenance Technician
Water Treatment Plant Operator (SBP)
Youth Services Coordinator
Youth Services Program Assistant
Youth Services Program Specialist
*. Denotes positions within a career series
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APPENDIX B - SKILLS BASED PAY GUIDANCE DOCUMENT
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R ______
RESOLUTION NO. _____ (2025 SERIES)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, AMENDING MANAGEMENT COMPENSATION
FOR APPOINTED OFFICIALS, DEPARTMENT HEADS, AND
MANAGEMENT EMPLOYEES AND SUPERSEDING PREVIOUS
RESOLUTIONS IN CONFLICT
WHEREAS, the Unrepresented Management employees of the City of San Luis
Obispo remain committed to providing high quality service to the community; and
WHEREAS, the City Council is committed to providing competitive compensation
to recruit and retain well qualified employees, as provided in the City’s adopted Labor
Relations Objectives and Compensation Philosophy, while also considering the long-term
financial sustainability of changes in compensation.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis
Obispo, compensation and benefits for the Unrepresented Management group are
revised as follows:
SECTION 1. The City agrees to increase the salaries of Unrepresented
Management employees with cost-of-living adjustments effective on the following dates:
3% the first full pay period of July 2025, 3% the first full pay period of July 2026, and 3%
the first full pay period of July 2027.
SECTION 2. The City shall continue to provide employees fringe benefits as set
forth in Exhibit “A”, fully incorporated by reference.
SECTION 3. The Director of Finance shall adjust the appropriate accounts to
reflect the compensation changes.
SECTION 4. This resolution shall be in effect from July 1, 2025, through June 30,
2028.
SECTION 5. Amendments to compensation and benefits for Unrepresented
Management employees do not constitute a “Project” under CEQA Guidelines Sec.
15378.
Upon motion of Council Member ___________, seconded by Council Member
___________, and on the following roll call vote:
AYES:
NOES:
ABSENT:
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Resolution No. _____ (2025 Series) Page 2
R ______
The foregoing resolution was adopted this _____ day of _______________ 202 5.
___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the
City of San Luis Obispo, California, on ______________________.
___________________________
Teresa Purrington
City Clerk
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Unrepresented Management Employees Resolution Exhibit A
& B
Table of Contents
Exhibit A Sections
Section A Pay for Performance ................................................................................. 2
Section B Medical, Dental, Vision ............................................................................. 2
Section C Health Flex Contribution ........................................................................... 3
Section D Life and Disability Insurance ..................................................................... 6
Section E Retirement ................................................................................................ 7
Section F Supplemental Retirement ......................................................................... 9
Section G Vacation ................................................................................................... 9
Section H Administrative Leave .............................................................................. 11
Section I Holidays .................................................................................................. 12
Section J Sick Leave .............................................................................................. 13
Section K Bereavement Leave ............................................................................... 14
Section L Workers’ Compensation Leave .............................................................. 15
Section M Temporary Upgrade Assignment ............................................................ 15
Section N Bilingual Pay ........................................................................................... 16
Section O Vehicle Assignment ................................................................................ 16
Section P Uniform Allowance .................................................................................. 16
Section Q Payday ................................................................................................... 17
Section R Appointed Officials .................................................................................. 17
Appendix A Classifications ........................................................................................ 18
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EXHIBIT “AB”
Section A Pay for Performance
In 1996 the City Council established the Management Pay for Performance System for
department heads and management employees. The system is designed to recognize and
reward excellent performance by department heads and managers and to provide an
incentive for continuous improvement and sustained high performance. Instead of step
increases, the department heads and management employees move through their salary
range solely according to accomplishment of objectives and job-related behavior. Further
information about the Management Pay for Performance System is found in the
Management Pay for Performance System Guide.
Section AB Medical, Dental, Vision
The City shall establish and maintain medical, dental, and vision insurance plans for
appointed officials, department heads, management employees and their dependents.
The City reserves the right to choose the method of insuring and plans to be offered.
PERS Health Benefit Program
The City has elected to participate in the California Public Employees’ Retirement System
(CalPERS) Health Benefit Program. The City shall contribute an equal amount towards
the cost of medical coverage under the Public Employee’s Medical and Hospital Care Act
(PEMHCA) for both active employees and retirees. The City’s contribution toward
coverage under PEMHCA shall be the statutory minimum contribution amount
established by CalPERS on an annual basis. The City's contribution will come out of that
amount the City currently contributes to employees as part of the City’s Section 125 Plan
“Cafeteria Plan”. The cost of the City's participation in CalPERS will not require the City
to expend additional funds toward health insurance. In summary, this cost and any
increases will be borne by the employees.
Health Insurance Benefits for Domestic Partners
The City has adopted a resolution electing to provide health insurance benefits to
domestic partners (Section 22873 of the PEMHCA).
Conditional Opt Out
To receive the conditional opt-out incentive, employees will be required to complete an
affidavit and provide proof of other minimum essential coverage for themselves and their
qualified dependents (“Tax Family”) upon initial enrollment and annually thereafter.
Employees are required to certify that they are not enrolled in an individual plan or in a
medical plan offered under a federal marketplace or a state exchange plan.
The monthly conditional opt-out incentives are:
Opt Out $200
“Legacy” Opt Out $790 (hired before September 1, 2008)
The conditional opt-out incentive shall be paid in cash (taxable income) to the employee.
The employee must notify the City within 30 days of the loss of other minimum essential
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EXHIBIT “AB”
coverage. The conditional opt-out payment shall no longer be payable if the employee
and family members cease to be enrolled in other minimum essential coverage.
Employees on unpaid leave of absence will not be eligible to receive the conditional opt
out payment.
Employees receiving the conditional opt-out amount will be assessed $16.00 per month
to be placed in the Retiree Health Insurance Account. This account will be used to fund
the City's contribution toward retiree premiums and the City's costs for the Public
Employee's Contingency Reserve Fund and the Administrative Costs. However, there is
no requirement that these funds be used exclusively for this purpose nor any guarantee
that they will be sufficient to fund retiree health costs, although they will be used for
negotiated employee benefits.
Dental and Vision Insurance/Dependent Coverage
Employee participation in the City's dental and vision plans is optional. Employees who
elect coverage shall pay the dental and/or eye premium by payroll deductions on a pre-
tax basis through the City’s Cafeteria Plan.
Section BC Health Flex AllowanceContribution
Employees electing medical coverage in the City’s plans shall receive a health flex
contribution, and shall purchase such coverage through the City’s Section 125 Plan
“Cafeteria Plan.”. To be eligible for the health flex contribution in a particular pay period,
an employee must be paid for more than half of their regularly scheduled hours, unless
the employee is on an approved FMLA/CFRA leave of absence or receiving temporary
disability benefits through workers’ compensation. Less than full-time employees shall
receive a prorated share of the City’s contribution.
The City will contribute directly to CalPERS on behalf of each employee the statutory
minimum monthly employer contribution required under the Public Employee’s Medical
and Hospital Care Act (PEMHCA), as set annually by CalPERS. For 2025, the PEMHCA
minimum contribution is $158 per month. The City will provide a contribution through its
cafeteria plan, which combined with the City's PEMHCA contribution, will equal the total
health flex contribution in the amounts listed below.
The monthly health flex contribution is listed below, along with the updated contribution
that will take effect the first paycheck in September 2025, is listed below .
Employees electing medical coverage in the City’s plans shall receive a health flex
allowancecontribution, as defined by the Affordable Care Act (ACA) and shall purchase
such coverage through the City’s Cafeteria Plan. If the health flex allowance contribution
is less than the cost of the medical plan, the employee shall have the opportunity to pay
the difference between the health flex allowance contribution and the premium cost on a
pre-tax basis through the City’s Cafeteria Plan. In order to be eligible for the health flex
contribution allowance in a particular pay period, an employee will need to get paid for
more than half of their regularly scheduled hours, unless the employee is on a protected
leave. If the premium cost for medical coverage is less than the health flex
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EXHIBIT “AB”
contributionallowance, the employee shall not receive any unused health flex in the form
of cash or purchase additional benefits under the Cafeteria Plan.
The monthly health flex contribution allowance amount for regular, full-time employees is
outlined below. Less than full-time employees shall receive a prorated share of the City’s
contribution.
Level of Coverage
20252
Monthly
RateContributi
on
Monthly
Contribution
Effective
September 2025
Employee Only $600670 $735
Employee Only “Legacy” $790 $790
Employee Plus One $1,1871,323 $1,470
Family $1,6071,792 $1,911
Employees hired prior to September 1, 2008, thatwho elect employee only medical
coverage will receive the health flex contribution allowance listed above for employee only
“legacy” coverage until such amount is less than the Employee Only (non-Legacy)
contribution amount. As of January 1, 2015, if an employee that who is receiving Employee
Only or Opt Out “legacy” coverage changes their level of coverage, they will be eligible to
return to the “legacy” coverage in a future year.
If the premium cost for medical coverage is less than the health flex
contributionallowance, the employee shall not longer receive any unused health flex in
the form of cash or purchase additional benefits.
Effective for the 20263, 20274, and 20285 premiums, the City’s total health flex
contribution allowance for group medical coverage shall be modified increased by an
amount equal to one-half of the average percentage increase change for family coverage
in the CalPERS health plans available in San Luis Obispo County. In any event, the City’s
contribution will not be decreased. For example: if three plans were available and the
year-to-year changes were +10%, +20%, and -6% respectively, the City’s contribution
would be increased by 4% ((10% + 20% + -6%) ÷÷/ 3 = 8% x 1/2). The employee only
“legacy” amount will not adjust.
The City agrees to continue its health flex contribution or conditional opt out amount as
described below for one full pay period in the event that an employee has exhausted all
paid time off, including paid leave donated through the catastrophic leave program, and
leave approved under the federal Family and Medical Leave Act (FMLA) and the California
Family Rights Act (CFRA). That is, the employee shall receive the regular City health flex
contribution or conditional opt out amount for the first full pay period following the pay
period in which the employee's paid leave balances reach zero (0) and FMLA/CFRA leave
has been exhausted. This continuation of the City health flex contribution is available once
per rolling 12-month period, per employee.
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The City agrees to continue its contribution to the health flex contribution allowance for
two (2) pay periods in the event that an employee has exhausted all paid time off or leave
approved under the federal Family and Medical Leave Act (FMLA) and the California
Family Rights Act (CFRA), whichever is sooner, due to an employee's catastrophic illness.
That is, the employee shall receive regular City health flex contribution allowance for the
first two (2) pay periods following the pay period in which the employee’s accrued leave
balances reach zero (0) or FMLA/CFRA benefits have been exhausted.
Conditional Opt Out
Employees may receive a monthly opt out incentive (Cash-in-Lieu) instead of the health flex
contribution and medical coverage through the City’s medical plans if the following
conditions are met:
1. The employee completes an attestation form during initial enrollment or during the
annual open enrollment period;
2. The attestation form verifies that the employee and all individuals for whom the
employee expects to claim a personal exemption deduction (Tax Family) have
alternative minimum essential coverage;
3. Coverage in the individual market or individual coverage through Covered California
does not meet the requirement of alternative minimum essential coverage for the
employee and the employee’s Tax Family.
The monthly conditional opt-out (Cash-in-Lieu) incentives are:
Opt Out $200
“Legacy” Opt Out $790 (hired before September 1, 2008)
The Cash-in-Lieu shall be taxable income to the employee. The employee must notify the
City within 30 days of the loss of alternative minimum essential coverage. The conditional
opt-out payment shall no longer be payable if the employee and family members cease to
be enrolled in alternative minimum essential coverage. The City will not pay Cash-in-Lieu if
the City knows or has reason to know that the employee or an individual in the employee’s
Tax Family does not have the required alternative coverage. The conditional opt-out
incentive will cease as described above one full pay period after the employee exhausts
unpaid leave or FMLA/CFRA, whichever is later.
Employees receiving the conditional opt-out amount will also be assessed $16.00 per month
to be placed in the Retiree Health Insurance Account. This account will be used to fund the
City's contribution toward retiree premiums and the City's costs for the Public Employees’
Contingency Reserve Fund and the Administrative Costs. However, there is no requirement
that these funds be used exclusively for this purpose nor any guarantee that they will be
sufficient to fund retiree health costs, although they will be used for negotiated employee
benefits.
PERS Health Benefit Program
The City has elected to participate in the California Public Employees’ Retirement System
(CalPERS) Health Benefit Program. The City shall contribute an equal amount towards
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EXHIBIT “AB”
the cost of medical coverage under the Public Employee’s Medical and Hospital Care Act
(PEMHCA) for both active employees and retirees. The City’s contribution toward
coverage under PEMHCA shall be the statutory minimum contribution amount
established by CalPERS on an annual basis. The City's contribution will come out of that
amount the City currently contributes to employees as part of the City’s Section 125 Plan
“Cafeteria Plan”. The cost of the City's participation in CalPERS will not require the City
to expend additional funds toward health insurance. In summary, this cost and any
increases will be borne by the employees.
Health Insurance Benefits for Domestic Partners
The City has adopted a resolution electing to provide health insurance benefits to
domestic partners (Section 22873 of the PEMHCA).
Conditional Opt Out
To receive the conditional opt-out incentive, employees will be required to complete an
affidavit and provide proof of other minimum essential coverage for themselves and their
qualified dependents (“Tax Family”) upon initial enrollment and annually thereafter.
Employees are required to certify that they are not enrolled in an individual plan or in a
medical plan offered under a federal marketplace or a state exchange plan.
The monthly conditional opt-out incentives are:
Opt Out $200
“Legacy” Opt Out $790 (hired before September 1, 2008)
The conditional opt-out incentive shall be paid in cash (taxable income) to the employee.
The employee must notify the City within 30 days of the loss of other minimum essential
coverage. The conditional opt-out payment shall no longer be payable if the employee
and family members cease to be enrolled in other minimum essential coverage.
Employees on unpaid leave of absence will not be eligible to receive the conditional opt
out payment.
Employees receiving the conditional opt-out amount will be assessed $16.00 per month
to be placed in the Retiree Health Insurance Account. This account will be used to fund
the City's contribution toward retiree premiums and the City's costs for the Public
Employee's Contingency Reserve Fund and the Administrative Costs. However, there is
no requirement that these funds be used exclusively for this purpose nor any guarantee
that they will be sufficient to fund retiree health costs, although they will be used for
negotiated employee benefits.
Dental and Vision Insurance/Dependent Coverage
Employee participation in the City's dental and vision plans is optional. Employees who
elect coverage shall pay the dental and/or eyevision premium(s) by payroll deduction(s)
on a pre-tax basis through the City’s Cafeteria Plan.
Section CD Life and Disability Insurance
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The City shall provide the following special insurance benefits:
1. Long-term disability insurance providing 66 2/3% of gross salary (maximum
benefit $151,25000 per month) to age 65 for any sickness or accident, subject
to the exclusions in the long-term disability policy, after a 30-day waiting period.
1.
2. Note: The City is exploring the possibility of researching the option of enrolling
in State Disability Insurance or an alternative employee-funded enhanced
disability program. If approved by a majority vote of management employees,
the City will implement the program as soon as administratively possible.
3.2. In addition to $4,000 term life insurance purchased by the employee, the City
provides a $100,000 term life insurance, including accidental death and
dismemberment through the City’s Cafeteria Plan.
Section DE Retirement
A. CalPERS Contracts. Non-sworn employees are classified as Miscellaneous. All
employees work twelve (12) months per year.
1. “Classic Members First Tier” non-sworn and sworn employees hired before
December 6, 2012.
The City agrees to provide the Public Employees' Retirement System’s (CalPERS)
2.7% at age 55 plan to all non-sworn employees and the 3% at 50 plan to all sworn
employees. The 2.7% at 55 plan includes the following amendments: 1959
Survivor’s Benefit – Level Four, conversion of unused sick leave to additional
retirement credit, one-year final compensation, Military Service Credit, and Pre-
Retirement Optional Settlement 2 Death Benefit. The 3% at age 50 plan includes
the following amendments: Post-Retirement Survivor Allowance, conversion of
unused sick leave credit to additional retirement credit, 1959 Survivor’s Benefit-
Level Four, one-year final compensation, Military Service Credit, and Pre-
Retirement Optional Settlement 2 Death Benefit. Employees will pay the entire 8%
(first tier miscellaneous) or 9% (safety) member contribution, as applicable. In
addition, employees will pay 3% of the employer contribution as cost sharing under
Government Code section 20516(a) for a total employee contribution of 11 or 12%,
as applicable.
2. “Classic Members Second Tier” non-sworn and sworn employees hired on or
after December 6, 2012.
The City agrees to provide the CalPERS 2% at 60 plan for non-sworn employees
using the highest three-year average as final compensation. The second-tier
formula for non-sworn employees will include the following amendments: 1959
Survivor’s Benefit – Level Four, conversion of unused sick leave to additional
retirement credit, Military Service Credit, and Pre-Retirement Optional Settlement
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EXHIBIT “AB”
2 Death Benefit. Employees hired under this plan will pay the full member
contribution required under the plan, presently seven percent (7%).
For sworn “Classic Members” hired on or after December 6, 2012, the City will
provide the CalPERS 3% at 55 plan for sworn Fire employees and 2% at 50 plan
for sworn Police employees using the highest three-year average as final
compensation. The second-tier formula for sworn employees will include the
following amendments: Post Retirement Survivor Allowance, conversion of unused
sick leave to additional retirement credit, the 1959 Survivor’s Benefit – Level Four,
Military Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit.
Employees will pay the entire 7% (second tier miscellaneous) or 9% (safety)
member contribution, as applicable. In addition, employees will pay 3% of the
employer contribution as cost sharing under Government Code section 20516(a)
for a total employee contribution of 10 or 12%, as applicable.
3. “New Members Third Tier” non-sworn and sworn employees hired after January
1, 2013. CalPERS determines who are “New Members” within the meaning of the
California Public Employees’ Pension Reform Act (PEPRA).
The City will provide the CalPERS 2% at 62 plan for non-sworn employees and
2.7% at 57 plan for sworn employees, using the highest three-year average as
final compensation.
Employees will pay 50% of total normal cost of the retirement benefit, as
determined by CalPERS. In addition, employees will pay 3% of the employer
contribution as cost sharing under Government Code section 20516(a).
Member contributions are made on a pre-tax basis as permitted under IRS Code Section
414(h)(2).
B. Member Contributions
1. “Classic Members First and Second Tier”
Effective the first pay period in January 2012, employees began paying the full
member contribution required under the plan for first and second tier sworn
(9%) and non-sworn (8% and 7% respectively) employees and the City
discontinued their payment of the member contribution. For purposes of this
Section, employee contributions are based on salary and special compensation
as defined by PERS.
Effective the first full pay period in July 2019, all non-sworn and sworn
employees shall contribute 1.5% in addition to the employee contribution
defined in the paragraph above. Effective the first full pay period in July 2020,
all non-sworn and sworn employees’ additional contribution shall increase to
3%, in addition to the employee contribution defined in the paragraph above.
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EXHIBIT “AB”
These additional contributions are in accordance to the provisions of AB 340,
§7522.30 and §20516.
All of the employee contributions are made on a pre-tax basis as allowed under
Internal Revenue Service Code Section 414 (h) (2).
2. “New Members Third Tier”
Effective on their date of hire, new members will pay 50% of the normal cost,
as determined by PERS.
Effective the first full pay period in July 2019, all non-sworn and sworn new
members shall contribute 1.5% in addition to the employee paying 50% of the
normal cost. Effective the first full pay period in July 2020, all non-sworn and
sworn new members contribution shall increase to 3%, in addition to the
employee paying 50% of the normal cost. These additional contributions are in
accordance to the provisions of AB 340, §7522.30 and §20516.
All of the employee contributions are made on a pre-tax basis as allowed under
Internal Revenue Service Code Section 414 (h) (2).
Section EF Supplemental Retirement
The City shall contribute one percent (1%) of salary for department heads to a defined
contribution supplemental retirement plan established in accordance with sections 401
(a) and 501 (a) of the Internal Revenue Code of 1986 and California Government Code
sections 53215-53224. Department Heads and Managers are eligible to make elective
contributions to this plan.
Section F Pay for Performance
In 1996 the City Council established the Management Pay for Performance System for
department heads and management employees. The system is designed to recognize and
reward excellent performance by department heads and managers and to provide an
incentive for continuous improvement and sustained high performance. Instead of step
increases, the department heads and management employees move through their salary
range solely according to accomplishment of objectives and job-related behavior. Further
information about the Management Pay for Performance System is found in the
Management Pay for Performance System Guide.
Section G Vacation
Vacation leave is governed by Section 2.36.440 of the Municipal Code, except that it may
be taken after the completion of the sixth calendar month of service from the benefit date
or earlier with department head or designee authorization. Each eEmployees shall accrue
vacation leave at the following rates for completed years of service with the City. Part-
time employees will accrue a prorated amount of vacation leave.
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EXHIBIT “AB”
Management Employees
Years of Completed
Service
Annual
Vacation
Accrual Days*
Annual
Vacation
Accrual Hours
Less than 50 to 4 years 12 days 96 hours
5 to less than9 10 years 15 days 120 hours
10 to less than 2019
years 18 days 144 hours
20+ years 20 days 160 hours
Appointed Officials & Department Heads
Years of Service
Annual
Vacation
Accrual Days*
Annual
Vacation
Accrual Hours
0 to 9 yearsLess than 10
years 15 days 120 hours
10 to less than 2019
years 18 days 144 hours
20+ years 20 days 160 hours
*One day is equivalent to eight (8) hours for a 40-hour per week line-item position.
Effective as soon as administratively possible following Council adoption, eEmployees
will beare eligible for a year-for-year accelerated vacation accrual based on prior public
sector and military experience. For example, if an employee has ten (10) years of public
sector experience prior to working for the City of San Luis Obispo, their vacation accrual
will be advanced by ten (10) years.
Vacation leave shall be accrued as earned biweekly. biweekly provided that not more
than twice the annual rate may be carried over to a new calendar year. Management
employees vVacation time balances shall not exceed twice the annual accrual rate. If an
employee reaches the cap maximum at any time throughout the year, the employee will
stop accruing vacation leave.
Vacation schedules for management employees shall be based upon the needs of the
City and then, insofar as possible, upon the wishes of the employee.
Vacation Cash Out
Employees are eligible to request payment for up to forty (40) hours of unused vacation
leave subject to following conditions:
1. The employee must make an irrevocable election in the month of December in the
prior calendar year;
2. The cash out shall be issued in December of the year following the irrevocable
election;
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EXHIBIT “AB”
3. Employees must have eighty (80) hours of accrued vacation leave to be eligible
for cash out at the time of the irrevocable election; and
4. Late irrevocable election forms will not be accepted, nor can they be changed after
the established deadline.
Emergency Vacation Cash Out:
Notwithstanding the requirement for an irrevocable election for the cash out of vacation
for the upcoming calendar year, an employee may cash out vacation in an existing year,
subject to the following conditions:
1. The employee may cash out no more than the forty (40) hours of vacation
(including any cash out previously elected); and.
1.
2. The amount cashed out pursuant to this subdivision must be in whole-hour
increments with a minimum cash out of twenty (20) hours and shall be subject to
a twenty percent (20%) penalty. That is, if an employee cashes out 40 hours of
emergency cash out, the penalty shall be 20% of the amount cashed out. For
example, if an employee wishes to cash out forty (40) hours due to an emergency
but failed to make an irrevocable election, the employee will receive the cash value
of thirty-two (32) hours, but forty (40) hours will be removed from the employee’s
accrued balance.
Vacation Accrual Cap Cash Out:
If an employee reaches the annual accrual cap before December, the employee will be
able to request vacation payment one additional time during the calendar year, in addition
to the December cash out. However, no more than 40 hours of unused vacation leave will
be paid out in any calendar year.
Appointed officials, department heads, and management employees are eligible, once
annually in December, to request payment for up to 40 hours of unused vacation leave.
Payment for unused vacation leave is subject to the availability of budgeted funds. To
request payment for unused vacation leave, employees must submit an irrevocable election
form to Payroll in December of each year, prior to the pay period that includes January 1 of
the year the cash out is to be paid, to receive payment for accrued vacation effective on the
pay period that includes January 1st of the following calendar year, subject to IRS
regulations. Late irrevocable election forms will not be accepted, nor can they be changed
after the deadline. The remaining unused leave shall remain in the employee’s vacation
accrual bank. The hours which are paid out are hours which will be accrued in following
year.
Section H Administrative Leave
Administrative leave provided to exempt management employees is paid time off in
recognition of the extended work hours and the lack of eligibility for overtime
compensation associated with their positions. Administrative leave is not accrued based
on hours worked and is not compensable upon separation from the City.
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EXHIBIT “AB”
Appointed officials and department heads shall earnbe advanced 80 hours of
administrative leave the pay period that January 1st falls into.
Deputy Ddirectors and other positions, as designated by the department head, required
to regularly work night meetings shall earn be advanced 64 hours of administrative leave
the pay period that January 1st falls into. This additional band of administrative leave will
be effective the pay period starting on June 23, 2022 and will be prorated for 2022.
Other Mmanagement employees shall earn be advanced 48 hours of administrative leave
the pay period that January 1st falls into.
Administrative leave hours shall be pro-rated on a pay period basis when an department
head or management employee is appointed or leaves employment during the calendar
year. The employee’s final check will be adjusted to reflect the pro-rated hours, however
there is no provision to receive cash payment for unused administrative hours. Unused
administration leave will not be carried over year to year but can be taken through
December 31st of each year.
Appointed officials, department heads, and management employees are considered
exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) and not
eligible for overtime payment. In general, management employees are expected to work
the hours necessary to successfully carry out their duties and frequently must return to
work or attend meetings and events outside their normal working hours. However, in the
event a state of emergency is called for the City of San Luis Obispo by the City Council,
County of San Luis Obispo, State of California, or Federal Government, employees can
be paid at the rate of time and one-half for the hours worked in excess of forty (40) hours
per week on activities related to disaster management and recovery that are reimbursable
by state or federal funding. Approved employees can be similarly compensated when
rendering aid to other agencies in an emergency declaration situation where overtime is
reimbursable by the requesting agency upon approval by their Department Head or
designee.
Section I Holidays
Appointed officials, department heads, and management eEmployees shall receive
eleven (11) fixed plus two (2) floating holidays per year. The following days of each year
are designated as paid holidays:
• January 1 – New Year’s Day
• Third Monday in January – Martin Luther King Jr. BirthdDay
• Third Monday in February – Presidents’ Day
• Last Monday in May – Memorial Day
• July 4 – Independence Day
• First Monday in September – Labor Day
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EXHIBIT “AB”
• November 11 – Veteran’s Day
• Fourth Thursday in November – Thanksgiving Day
• Friday after Thanksgiving
• One half day before Christmas Day
• December 25 – Christmas Day
• One half day before Christmas Day
• One half day before New Year’s Day
• Two floating holidays
WFor employees who are not regularly scheduled to work on weekends, when a holiday
falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a
Sunday, the following Monday shall be observed. For employees on a compressed work
schedule, when a holiday falls on the employee’s flex day, holiday hours must be
observed on another scheduled workday within the same work week. A holiday shall be
defined as eight (8) hours of paid time off for regular full-time employees and prorated for
part-time employees.
When Christmas or New Year’s Holiday falls on a Tuesday or Thursday, tThe City
reserves the right to close non-essential City services and offices on weekdays between
the Christmas Day and New Year’s Eve holidaysMonday or Friday (the day adjacent to
the observed holiday). Essential City services are determined at the discretion of the
department head. Employees scheduled to work during this time in non-essential
functions on the days adjacent to the paid holidays would be are required to use
appropriate personal leave. Essential City services and functions are determined at the
discretion of the department head. The City willwould notify employees of closure of non-
essential City services and offices no later than October 31st of the same year in order to
provide employees with ample time to plan accordingly.
The two floating holidays (16 hours) will be provided in a floating holiday leave bank the
pay period that January 1st falls within and will be prorated on a pay period basis if an
employee starts later in the year. Employees will have the ability to use floating holiday
leave hours at any point during the calendar year. Unused floating holiday leave will not
be carried over year to year but can be taken through December 31st of each year.
If an employee terminates for any reason, having taken off hours in excess of their
biweekly prorated share of the floating holiday, the value of the overage will be deducted
from the employee’s final check will be adjusted to reflect the prorated hours calculated
on a pay period basis; however, there is no provision to receive cash payment for unused
floating holiday hours.
Section J Sick Leave
Sick leave is governed by Section 2.36.420 of the Municipal Code. An employee shall
accrue sick leave with pay at the rate of twelve (12) days or the prorated shift equivalent
per year of continuous service since the benefit date. An employee may take up to 48
hours per calendar year of sick leave if required to be away from the job to personally
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EXHIBIT “AB”
care for a member of their immediate family. A family member for this purpose is any
relationship listed in Labor Code 245.5(C). as defined in Section 2.36.420, Labor Code
233 and/or Assembly Bill 1522. However, if the family member is part of the employee’s
household and is hospitalized, the employee may take up to 56 hours (rather than 48
hours) of sick leave per year to care for their family member. The employee shallThis may
be extended to 56 hours if a household family member is hospitalized, and the employee
submits written verification of such hospitalization.
In conjunction with existing leave benefits, appointed officials, department heads, and
management employees with one year of City service who have worked at least 1,250
hours in the previous year may be eligible for up to 12 weeks of Family/Medical Leave
within any 12-month period. If eligible for Family/Medical Leave, employees must use all
available sick, vacation, compensatory time off, and floating holiday pay prior to receiving
unpaid Family/Medical Leave. Further details on Family/Medical Leave are available in the
City’s Family and Medical Leave Policy.The City maintains a separate Family and Medical
Leave Administration Policy consistent with the City’s legal obligations to provide Family
Medical Leave Act and California Family Rights Act, among other forms of leaves. This
policy can be accessed in the Forms and Policies section on SharePoint.
Sick leave may be used to be absent from duty due to the death of a member of the
employee’s immediate family as defined in Section 2.36.420, provided such leave shall
not exceed forty working hours for each incident. The employee may be required to submit
proof of relative’s death before being granted sick leave pay. False information
concerning the death or relationship shall be cause for discharge.
Upon termination of employment by death or retirement, the employee or beneficiary may
choose: 1)
A. aA payout of the employee’s accumulated sick leave balance based on
years of service according to the following schedule, 2) ; or
B. tTo convert the remaininga portion or all of the employee’s sick leave
balance to service credit in accordance with CalPERS regulations,; or, 3)
C. aA combination of these two options.:
A.(1) Death – 25%
B.(2) Retirement and actual commencement of CalPERS benefits:
(1)i. After ten years of continuous employment – 10%
ii. After twenty years of continuous employment – 15%
Section K Bereavement Leave
Bereavement Leave
At each employee’s option, sick leave, or vacation leave may be used to be absent from
duty due to the death of an employee’s family member as defined in Labor Code section
245.5(c), provided such leave as defined in this section shall not exceed five (5) days (no
more than 40 hours) for each incident. The leave days may be taken non-consecutively
as needed. The employee may be required to submit proof of relative's death before being
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EXHIBIT “AB”
granted sick leave pay. False information concerning the death or relationship may result
in discipline up to and including termination.
Reproductive Loss Leave
(2) Employees experiencing a miscarriage, failed adoption, failed surrogacy, stillbirth,
or unsuccessful assisted reproduction are entitled to up to five (5) days (no more than 40
hours) of leave following the qualifying loss. The leave days may be taken non-
consecutively as needed. Employees may utilize sick leave or vacation leave to be paid
during reproductive loss leave. To utilize this leave, the employee may confidentially
report the qualifying event to whomever in their chain of command they feel most
comfortable, including their supervisor, manager or Human Resources.
Section LK Workers’ Compensation Leave
An employee who is absent from duty because of on-the-job injury in accordance with
State workers’ compensation law and is not eligible for disability payments under Labor
Code Section 4850 shall be paid the difference between their base salary and the amount
provided by workers’ compensation law during the first ninety (90) business days of such
temporary disability absence. Eligibility for workers’ compensation leave requires an
accepted workers’ compensation claim.
If an employee is eligible for Total Temporary Disability benefits after exhausting 4850 or
salary continuation as defined in the paragraph above, the employee will receive such
payment directly from the City’s workers’ compensation administrator and will only only
be able to supplement one-third pay with accrued sick leave.
Section L Work Out-of-Classification
An out-of-class assignment is the full-time performance of all the significant duties of an
available, funded position in one classification by an individual in a position of another
classification. An employee assigned in writing by management to work out-of-class in a
position that is assigned a higher pay range which is vacant pending an examination or
is vacant due to an extended sick or disability leave, shall receive no less than five percent
(5%), but in no case more than the top salary of the higher range, in addition to their
regular base rate commencing on the eleventh consecutive workday of the out-of-class
assignment. In order to receive out of class pay, an employee must be working in the out
of class assignment and cannot have a leave of absence longer than two (2) consecutive
weeks, unless approved otherwise.
Section M Temporary Upgrade Assignment
For the purposes of this Section, a temporary upgrade assignment is the full-time
assignment to a higher-level classification (with a higher salary range). An employee
assigned in writing by management to a temporary upgrade assignment shall receive
temporary upgrade pay of no less than five percent (5%) or be placed at the bottom of
the higher range, whichever is greater, but in no case more than the top salary of the
higher range, in addition to their regular base rate commencing on the eleventh (11th)
Page 289 of 994
EXHIBIT “AB”
consecutive workday of the temporary upgrade assignment. In order to receive temporary
upgrade pay, an employee must be working in the temporary upgrade assignment and
may not have a leave of absence longer than two (2) consecutive weeks, unless otherwise
approved.
The temporary upgrade assignment will be evaluated after three (3) and six (6) months.
If there is an operational need to have an employee work in the temporary upgrade
assignment more than six (6) months, the temporary upgrade pay will be increased to at
least the first step of the higher classification and/or up to an additional five percent (5%),
for a total of at least ten percent (10%) special pay, upon the recommendation of the
supervisor and approval of the department head.
An appointing authority or designee may temporarily assign an employee to a different
position for a specific period not to exceed ninety (90) days, after which the employee
returns to their regular duties and position from which they were regularly assigned. The
temporary assignment may be extended past ninety (90) days if agreed to by the
employee in writing. Such action shall have the prior approval of the Human Resources
Director or designee. An appointing authority may assign an employee to a different
position for a period not to exceed ninety (90) days, provided the employee has received
twenty-four (24) hours written notice which includes reasons for the assignment.
Employees who are subject to temporary assignment shall be compensated in
accordance with Section L. In order to receive out of class pay, an employee must be
working in the out of class assignment and cannot have a leave of absence longer than
two (2) consecutive weeks, unless approved otherwise.
Section N Bilingual Pay
Employees certified as bilingual in Spanish and assigned tothrough a testing process and
certified as being required to regularly use their Spanish speaking skills shall receive a
bilingual payment of thirty-five ($35) dollars per pay period. Employees are eligible for this
incentive the first full pay period following qualification. Additional languages may be
approved by the City based upon demonstrated need. Regardless of certification and
payment, all employees shall use any language skills they possess to the best of their ability.
Section O Vehicle Assignment
The Fire Chief and Police Chief will be provided a City vehicle for emergency response
during off-duty time. All oOther department heads shall receive a car allowance of $236
per month, paid semi-monthly.
The use of a personal automobile for City business will be eligible for mileage
reimbursement in accordance with standard City policy.
Section P Uniform Allowance
Employees required to wear a uniform, including tThe Fire Chief, Deputy Fire Chief, and
Fire Marshal and Police Chief, shall receive the same$1,300 per year uniform allowance
as those they directly supervise paid on a biweekly basis.
Page 290 of 994
EXHIBIT “AB”
The Police Chief shall receive $1,300 per year uniform allowance issued in the amount
of $650 on the first paycheck in December and June. New hires will receive a prorated
amount on a biweekly basis. Uniform allowance will not be prorated upon separation from
employment.
For “Classic Members” as defined by CalPERS, uniform allowance shall be reported to
CalPERS as special compensation. Uniform allowance will not be pro-rated upon
separation from employment.
Section Q Payday
Payroll will be disbursed on a biweekly schedule. Payday will be every other Thursday.
This disbursement schedule is predicated upon normal working conditions and is subject
to adjustment for cause beyond the City's control.
Section R Appointed Officials
The benefits outlined in this exhibit for department heads apply to appointed officials,
except where they have been modified by City Ccouncil resolution.
Page 291 of 994
EXHIBIT “AB”
Appendix A Classifications
Employees in the classifications listed below, in alphabetical order, are covered by this
Exhibit.
Accountant
Active Transportation Manager
Assistant City Attorney I
Assistant City Attorney II
Assistant City Manager Community Services
Building Permit Services Supervisor
Business Analyst
Capital Improvement Program Administrative Manager
City Attorney
City Biologist
City Clerk
City Manager
Code Enforcement Supervisor
Construction Engineering Manager
Construction Engineering Manager Professional Engineer
Data Analyst
Deputy City Attorney I
Deputy City Attorney II
Deputy City Attorney III
Deputy City Manager
Deputy Director of Community Development Chief Building Official
Deputy Director of Community Development City Planner
Deputy Director of Finance City Controller
Deputy Director of Public Works City Engineer
Deputy Director of Public Works Maintenance Operations
Deputy Director of Public Works Mobility Services
Deputy Director of Utilities Engineering and Planning
Deputy Director of Utilities Wastewater
Deputy Director of Utilities Water
Deputy Fire Chief*
Director of Community Development
Director of Finance
Director of Human Resources
Director of Parks and Recreation
Director of Public Works
Director of Utilities
Diversity Equity and Inclusion Manager
Economic Development Analyst
Economic Development and Tourism Manager
Emergency Manager
Facilities Maintenance Supervisor
Financial Analyst
Page 292 of 994
EXHIBIT “AB”
Fire Chief*
Fire Marshal
Fleet Maintenance Supervisor
Golf Supervisor
Homelessness Response Manager
Human Resources Analyst
Human Resources Manager
Information Services Supervisor
Information Technology Manager
Laboratory Manager
Legal Analyst
Maintenance Superintendent
Maintenance Supervisor
Mobility Services Business Manager
Network Services Supervisor
Parking Enforcement Supervisor
Parking Operations Supervisor
Parking Program Manager
Parks Maintenance Supervisor
Payroll Analyst
Police Chief*
Police Public Affairs Manager
Policy and Project Manager
Principal Budget Analyst
Principal Planner
Public Communications Manager
Recreation Manager
Recreation Supervisor
Risk and Benefits Manager
Safety Manager
Senior Accountant
Senior Business Analyst
Senior Civil Engineer
Senior Financial Analyst
Senior Human Resources Analyst
Senior Legal Analyst
Senior Payroll Analyst
Senior Planner
Solid Waste and Recycling Program Manager
Stormwater Program Manager
Streets Maintenance Supervisor
Supervising Building Inspector
Supervising Civil Engineer
Sustainability and Natural Resources Analyst
Sustainability and Natural Resources Official
Sustainability Manager
Page 293 of 994
EXHIBIT “AB”
Technology Project Manager
Tourism and Community Promotions Manager
Transportation Manager
Transportation Manager Professional Engineer/Traffic Engineer
Utilities Business Manager
Utilities Special Projects Manager
Utilities Special Projects Manager Professional Engineer
Wastewater Collection System Supervisor
Water Distribution System Supervisor
Water Resource Recovery Facility Supervisor
Water Resources Program Manager
Water Treatment Plant Supervisor
Whale Rock Reservoir Supervisor
*Denotes Sworn classifications
Exhibit “B” Equity Adjustments for Unrepresented Management Employee Classifications
Job Title Barg.
Unit1
Current
Grade
Future
Grade
Current
Biweekly Max
Proposed
Biweekly Max
Actual %
Increase
Accountant MME 305 300 $ 3,302 $ 3,712 12.4%
Accounting Manager MME 347 340 $ 4,972 $ 5,485 10.3%
Active Transportation Manager MME 325 318 $ 4,013 $ 4,424 10.2%
Administrative Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
Assistant City Attorney I MME 353 346 $ 5,290 $ 5,815 9.9%
Assistant City Attorney II MME 253 360 $ 6,083 $ 6,691 10.0%
Assistant City Manager DPH 282 225 $ 8,084 $ 9,135 13.0%
Assistant to The City Manager MME 335 328 $ 4,424 $ 4,877 10.2%
Building Permit Services Supervisor MME 320 313 $ 3,821 $ 4,213 10.3%
Business Manager MME 330 323 $ 4,213 $ 4,645 10.3%
Business Services and Administrative Manager MME 347 340 $ 4,972 $ 5,485 10.3%
Capital Improvement Plan Process Improvement Manager MME-C 244 353 $ 5,660 $ 6,226 10.0%
City Attorney APO 210 200 $ 8,941 $ 10,103 13.0%
City Biologist MME 325 318 $ 4,013 $ 4,424 10.2%
City Clerk MME 340 333 $ 4,645 $ 5,121 10.2%
City Manager APO 220 206 $ 9,450 $ 10,679 13.0%
Code Enforcement Supervisor MME 320 313 $ 3,821 $ 4,213 10.3%
Construction Engineering Manager MME 340 333 $ 4,645 $ 5,121 10.2%
Data Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
Deputy Building Official MME 347 340 $ 4,972 $ 5,485 10.3%
Deputy City Manager DPH 267 210 $ 7,028 $ 7,942 13.0%
Deputy Director of Community Development/City Planner MME 244 353 $ 5,660 $ 6,226 10.0%
1 MME: Management, MME-C: Management Contract, DPH: Department Heads, APO: Appointed Officials
Page 294 of 994
EXHIBIT “AB”
Job Title Barg.
Unit1
Current
Grade
Future
Grade
Current
Biweekly Max
Proposed
Biweekly Max
Actual %
Increase
Deputy Director of Public Works/City Engineer MME 249 358 $ 5,944 $ 6,538 10.0%
Deputy Director of Public Works/Maintenance Operations MME 244 353 $ 5,660 $ 6,226 10.0%
Deputy Director of Utilities - Engineering And Planning MME 244 353 $ 5,660 $ 6,226 10.0%
Deputy Director of Utilities - Wastewater MME 244 353 $ 5,660 $ 6,226 10.0%
Deputy Director of Utilities - Water MME 244 353 $ 5,660 $ 6,226 10.0%
Deputy Fire Chief MME 257 369 $ 6,405 $ 7,302 14.0%
Director of Community Development DPH 267 210 $ 7,028 $ 7,942 13.0%
Director of Finance DPH 267 210 $ 7,028 $ 7,942 13.0%
Director of Human Resources DPH 267 210 $ 7,028 $ 7,942 13.0%
Director of Parks And Recreation DPH 267 210 $ 7,028 $ 7,942 13.0%
Director of Public Works DPH 267 210 $ 7,028 $ 7,942 13.0%
Director of Utilities DPH 267 210 $ 7,028 $ 7,942 13.0%
Diversity Equity and Inclusion Manager MME 347 340 $ 4,972 $ 5,485 10.3%
Economic Development Manager MME 340 333 $ 4,645 $ 5,121 10.2%
Environmental Programs Manager MME 325 323 $ 4,013 $ 4,645 15.7%
Facilities Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0%
Financial Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
Fire Chief DPH 272 216 $ 7,361 $ 8,392 14.0%
Fire Marshal Chief Building Official MME 353 346 $ 5,290 $ 5,815 9.9%
Fleet Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0%
Homelessness Response Manager MME-C 325 318 $ 4,013 $ 4,424 10.2%
Housing Policy and Programs Manager MME 330 323 $ 4,213 $ 4,645 10.3%
Human Resources Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
Human Resources Manager MME 347 340 $ 4,972 $ 5,485 10.3%
Information Services Supervisor MME 325 326 $ 4,013 $ 4,784 19.2%
Information Technology Manager MME 353 354 $ 5,290 $ 6,287 18.8%
Laboratory Manager MME 330 323 $ 4,213 $ 4,645 10.3%
Legal Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
Neighborhood Outreach Manager MME 320 313 $ 3,821 $ 4,213 10.3%
Network Services Supervisor MME 330 331 $ 4,213 $ 5,024 19.2%
Parking Program Manager MME 330 323 $ 4,213 $ 4,645 10.3%
Parking Services Supervisor MME 305 300 $ 3,302 $ 3,712 12.4%
Parks Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0%
Police Chief DPH 279 230 $ 8,393 $ 9,568 14.0%
Principal Budget Analyst MME 330 323 $ 4,213 $ 4,645 10.3%
Public Communications Manager MME 325 318 $ 4,013 $ 4,424 10.2%
Recreation Manager MME 320 313 $ 3,821 $ 4,213 10.3%
Page 295 of 994
EXHIBIT “AB”
Job Title Barg.
Unit1
Current
Grade
Future
Grade
Current
Biweekly Max
Proposed
Biweekly Max
Actual %
Increase
Recreation Supervisor MME 305 300 $ 3,302 $ 3,712 12.4%
Safety and Technical Training Engineer MME 320 313 $ 3,821 $ 4,213 10.3%
Senior Accountant MME 315 310 $ 3,639 $ 4,093 12.5%
Senior Administrative Analyst MME 315 310 $ 3,639 $ 4,093 12.5%
Senior Civil Engineer MME 330 323 $ 4,213 $ 4,645 10.3%
Senior Financial Analyst MME 315 310 $ 3,639 $ 4,093 12.5%
Senior Human Resources Analyst MME 315 310 $ 3,639 $ 4,093 12.5%
Senior Legal Analyst MME 315 310 $ 3,639 $ 4,093 12.5%
Senior Planner MME 330 323 $ 4,213 $ 4,645 10.3%
Special Projects Manager MME-C 325 318 $ 4,013 $ 4,424 10.2%
Streets Maintenance Supervisor MME 315 300 $ 3,639 $ 3,712 2.0%
Supervising Building Inspector MME 320 313 $ 3,821 $ 4,213 10.3%
Supervising Civil Engineer MME 340 333 $ 4,645 $ 5,121 10.2%
Supervising Parking Enforcement Officer MME 305 300 $ 3,302 $ 3,712 12.4%
Sustainability and Natural Resources Analyst MME 305 300 $ 3,302 $ 3,712 12.4%
Sustainability and Natural Resources Official MME 347 340 $ 4,972 $ 5,485 10.3%
Sustainability Manager MME 325 318 $ 4,013 $ 4,424 10.2%
Technology Project Manager MME 325 326 $ 4,013 $ 4,784 19.2%
Tourism Manager MME 320 313 $ 3,821 $ 4,213 10.3%
Transit Manager MME 330 323 $ 4,213 $ 4,645 10.3%
Transportation Manager MME 340 333 $ 4,645 $ 5,121 10.2%
Urban Forest Supervisor/City Arborist MME 315 300 $ 3,639 $ 3,712 2.0%
Utilities Engineer MME 330 323 $ 4,213 $ 4,645 10.3%
Utilities Special Projects Manager MME 330 323 $ 4,213 $ 4,645 10.3%
Wastewater Collection System Supervisor MME 325 323 $ 4,013 $ 4,645 15.7%
Water Distribution Supervisor MME 325 323 $ 4,013 $ 4,645 15.7%
Water Resource Program Manager MME 325 323 $ 4,013 $ 4,645 15.7%
Water Resource Recovery Facility Plant Supervisor MME 335 333 $ 4,424 $ 5,121 15.8%
Water Treatment Plant Supervisor MME 335 333 $ 4,424 $ 5,121 15.8%
Whale Rock Reservoir Supervisor MME 325 323 $ 4,013 $ 4,645 15.7%
Page 296 of 994
R ______
RESOLUTION NO. _____ (2025 SERIES)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, AMENDING UNREPRESENTED
CONFIDENTIAL EMPLOYEES’ COMPENSATION AND SUPERSEDING
PREVIOUS RESOLUTIONS IN CONFLICT
WHEREAS, the City has designated classifications in City Administration and
Information Technology, the City Attorney’s Office, Finance, and Human Resources as
confidential pursuant to Government Code 3507.5 and Employer-Employee Resolution
6620; and
WHEREAS, confidential employees are precluded from collective bargaining due
to their proximity to labor negotiations, and therefore are not governed by a collective
bargaining agreement; and
WHEREAS, the Unrepresented Confidential employees have remained committed
to providing high quality service to the community; and
WHEREAS, the City Council is committed to providing competitive compensation
to recruit and retain well qualified employees, as provided in the City’s adopted Labor
Relations Objectives and Compensation Philosophy, while also considering the long-term
financial sustainability of changes in compensation.
NOW, THEREFORE, BE IT RESOLVED by the Council of the City of San Luis
Obispo, compensation and benefits for the Unrepresented Confidential group are revised
as follows:
SECTION 1. The City agrees to increase the salaries of Unrepresented
Confidential employees with cost-of-living adjustments effective on the following dates:
3% the first full pay period of July 2025, 3% the first full pay period of July 2026, and 3%
effective the first full pay period of July 2027.
SECTION 2. The City shall continue to provide employees fringe benefits as set
forth in Exhibit “A”, fully incorporated by reference.
SECTION 3. The Director of Finance shall adjust the appropriate accounts to
reflect the compensation changes.
SECTION 4. This resolution shall be in effect from July 1, 2025, through June 30,
2028.
SECTION 5. Amendments to compensation and benefits for Unrepresented
Confidential employees do not constitute a “Project” under CEQA Guidelines Sec. 15378.
Page 297 of 994
Resolution No. _____ (2025 Series) Page 2
R ______
Upon motion of Council Member ___________, seconded by Council Member
___________, and on the following roll call vote:
AYES:
NOES:
ABSENT:
The foregoing resolution was adopted this _____ day of _______________ 202 5.
___________________________
Mayor Erica A. Stewart
ATTEST:
______________________
Teresa Purrington
City Clerk
APPROVED AS TO FORM:
______________________
J. Christine Dietrick
City Attorney
IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the
City of San Luis Obispo, California, on ______________________.
___________________________
Teresa Purrington
City Clerk
Page 298 of 994
Unrepresented Confidential Employees Resolution Exhibit A
& B
Table of Contents
Exhibit A Sections
Section A Salaries ...................................................................................................... 1
Section B Medical, Dental, Vision .............................................................................. 1
Section C Health Flex Contribution ............................................................................ 2
Section D Life and Disability Insurance ...................................................................... 5
Section E Retirement ................................................................................................. 6
Section F Vacation ..................................................................................................... 7
Section G Administrative Leave.................................................................................. 9
Section H Holidays ..................................................................................................... 9
Section I Sick Leave ............................................................................................... 11
Section J Bereavement Leave ................................................................................. 12
Section K Workers’ Compensation Leave ................................................................ 12
Section L Overtime .................................................................................................. 12
Section M Temporary Upgrade Assignment ............................................................. 14
Section N Bilingual Pay ............................................................................................ 15
Section O Probation Period ...................................................................................... 15
Section P Payday ..................................................................................................... 15
Appendix A Classifications .......................................................................................... 16
Page 299 of 994
EXHIBIT “A”
Page 1
Section A Salaries
The date of any new appointment, promotion, or transfer to a position within the
bargaining unit becomes the employee’s position anniversary date for step increase
purposes.
The first step is the minimum rate and shall normally be the hiring rate for the class. In
cases where it is difficult to secure qualified personnel, or if a person of unusual
qualifications is hired, the Director of Human Resources, or their designee, may authorize
hiring at any step.
Upon recommendation by the department head, or their designee, and the approval of
the Director of Human Resources, or their designee, an employee will be advanced a
step upon receiving an overall rating of at least “Meets Performance Standards” on the
employee’s annual performance evaluation following the completion of twelve (12)
months of service. In applying the above rules, the next step shall be granted, other
conditions having been met, on the first day of the payroll period within which the
employee’s position anniversary date occurs.
Should the employee not receive a step increase, it shall be the discretion of the
department head and City Manager, or their designee, to reconsider such step increase
at any time during the year.
Section BA Medical, Dental, Vision
The City shall establish and maintain medical, dental, and vision insurance plans for
confidential employees and their dependents. The City reserves the right to choose the
method of insuring and plans to be offered.
PERS Health Benefit Program
The City has elected to participate in the California Public Employees’ Retirement System
(CalPERS) Health Benefit Program. The City shall contribute an equal amount towards
the cost of medical coverage under the Public Employee’s Medical and Hospital Care Act
(PEMHCA) for both active employees and retirees. The City’s contribution toward
coverage under PEMHCA shall be the statutory minimum contribution amount
established by CalPERS on an annual basis. The City's contribution will come out of that
amount the City currently contributes to employees as part of the City’s Section 125 Plan
“Cafeteria Plan”. The cost of the City's participation in CalPERS will not require the City
to expend additional funds toward health insurance. In summary, this cost and any
increases will be borne by the employees.
Health Insurance Benefits for Domestic Partners
The City has adopted a resolution electing to provide health insurance benefits to
domestic partners (Section 22873 of the PEMHCA).
Page 300 of 994
EXHIBIT “A”
Page 2
Conditional Opt Out
In order to receive the conditional opt-out incentive, employees will be required to
complete an affidavit and provide proof of other minimum essential coverage for
themselves and their qualified dependents (“Tax Family”) upon initial enrollment and
annually thereafter. Employees are required to certify that they are not enrolled in an
individual plan or in a medical plan offered under a federal marketplace or a state
exchange plan.
The monthly conditional opt-out incentive is $200, prorated for part-time employees.
The conditional opt-out incentive shall be paid in cash (taxable income) to the employee.
The employee must notify the City within 30 days of the loss of other minimum essential
coverage. The conditional opt-out payment shall no longer be payable if the employee
and family members cease to be enrolled in other minimum essential coverage.
Employees on unpaid leave of absence will not be eligible to receive the conditional opt
out payment.
Employees receiving the conditional opt-out amount will be assessed $16.00 per month
to be placed in the Retiree Health Insurance Account. This account will be used to fund
the City's contribution toward retiree premiums and the City's costs for the Public
Employee's Contingency Reserve Fund and the Administrative Costs. However, there is
no requirement that these funds be used exclusively for this purpose nor any guarantee
that they will be sufficient to fund retiree health costs, although they will be used for
negotiated employee benefits.
Dental and Vision Insurance/Dependent Coverage
Employee participation in the City's dental and vision plans is optional. Employees who
elect coverage shall pay the dental and/or eye premium by payroll deductions on a pre-
tax basis through the City’s Cafeteria Plan.
Section CB Health Flex AllowanceContribution
Employees electing medical coverage in the City’s plans shall receive a health flex
allowancecontribution, as defined by the Affordable Care Act (ACA) and shall purchase
such coverage through the City’s Section 125 Plan “Cafeteria Plan.” To be eligible for the
health flex contribution in a particular pay period, an employee must be paid for more than
half of their regularly scheduled hours, unless the employee is on an approved
FMLA/CFRA leave of absence or receiving temporary disability benefits through workers’
compensation. Less than full-time employees shall receive a prorated share of the City’s
contribution.
PERS Health Benefit Program
The City has elected to participate in the California Public Employees’ Retirement System
(CalPERS) Health Benefit Program. The City will shall contribute directly to CalPERS on
behalf of each employee the statutory minimum monthly employer contribution required
an equal amount towards the cost of medical coverage under the Public Employee’s’
Medical and Hospital Care Act (PEMHCA), as set annually by CalPERS. for both active
Page 301 of 994
EXHIBIT “A”
Page 3
employees and retirees. For 2025, the PEMHCA minimum contribution is $158 per month.
The City will provide a contribution through its cafeteria plan, which combined with the
City's PEMHCA contribution, will equal the total health flex contribution in the amounts
listed below.The City’s contribution toward coverage under PEMHCA shall be the
statutory minimum contribution amount established by CalPERS on an annual basis. The
City's contribution will come out of that amount the City currently contributes to employees
as part of the City’s Section 125 Plan “Cafeteria Plan”. The cost of the City's participation
in CalPERS will not require the City to expend additional funds toward health insurance.
In summary, this cost and any increases will be borne by the employees.
If the health flex contribution allowance is less than the cost of the medical plan, the
employee shall have the opportunity to pay the difference between the health flex
contribution allowance and the premium cost on a pre-tax basis through the City’s
Cafeteria Plan. In order to be eligible for the health flex contribution allowance in a
particular pay period, an employee will need to get paid for more than half of their regularly
scheduled hours, unless the employee is on a protected leave. If the premium cost for
medical coverage is less than the health flex contribution allowance, the employee shall
not receive any unused health flex in the form of cash or purchase additional benefits
under the Cafeteria Plan.
The monthly health flex contribution is listed below, along with the updated contribution
allowance amounts for regular, full-time employees is outlined that will take effect the first
paycheck in September 2025, is listed below below . Less than full-time employees shall
receive a prorated share of the City’s contribution.
Level of Coverage
20252
Monthly
RateContribut
ion
Monthly
Contribution
Effective
September 2025
Employee Only $600670 $735
Employee Plus One $1,1871,323 $1,470
Family $1,6071,792 $1,911
If the premium cost for medical coverage is less than the health flex contribution , the
employee shall not receive any unused health flex in the form of cash or purchase
additional benefits.
Effective for the 20263, 20274, and 20285 premiums, the City’s total health flex
contribution allowance for group medical coverage will shall be modified increased by an
amount equal to one-half of the average percentage change for family coverage in the
CalPERS health plans available in San Luis Obispo County. In any event, the City’s
contribution will not be decreased. For example: if three plans were available and the
Page 302 of 994
EXHIBIT “A”
Page 4
year-to-year changes were +10%, +20%, and -6% respectively, the City’s contribution
would be increased by 4% (((10% + 20% + -6%) /÷ 3) = 8% x 1/2).
The City agrees to continue its health flex contribution or conditional opt out amount as
described below for one full pay period in the event that an employee has exhausted all
paid time off, including paid leave donated through the catastrophic leave program, and
leave approved under the federal Family and Medical Leave Act (FMLA) and the California
Family Rights Act (CFRA). That is, the employee shall receive the regular City health flex
contribution or conditional opt out amount for the first full pay period following the pay
period in which the employee's paid leave balances reach zero (0) and FMLA/CFRA leave
has been exhausted. This continuation of the City health flex contribution is available once
per rolling 12-month period, per employee.
The City agrees to continue its contribution to the health flex contribution allowance for
two (2) pay periods in the event that an employee has exhausted all paid time off or leave
approved under the federal Family and Medical Leave Act (FMLA) and the California Family
Rights Act (CFRA), whichever is sooner, due to an employee's catastrophic illness. That is,
the employee shall receive regular City health flex contribution allowance for the first two
(2) pay periods following the pay period in which the employee’s accrued leave balances
reach zero (0) or FMLA/CFRA benefits have been exhausted.
Conditional Opt Out
Employees may receive a monthly opt out incentive (Cash-in-Lieu) instead of the health flex
contribution and medical coverage through the City’s medical plans if the following
conditions are met:
1. The employee completes an attestation form during initial enrollment or during the
annual open enrollment period;
2. The attestation form verifies that the employee and all individuals for whom the
employee expects to claim a personal exemption deduction (Tax Family) have
alternative minimum essential coverage;
3. Coverage in the individual market or individual coverage through Covered California
does not meet the requirement of alternative minimum essential coverage for the
employee and the employee’s Tax Family.
The monthly conditional opt-out (Cash-in-Lieu) incentive is $200, prorated for less -than -
full-time employees.
The Cash-in-Lieu shall be taxable income to the employee. The employee must notify the
City within 30 days of the loss of alternative minimum essential coverage. The conditional
opt-out payment shall no longer be payable if the employee and family members cease to
be enrolled in alternative minimum essential coverage. The City will not pay Cash-in-Lieu if
the City knows or has reason to know that the employee or an individual in the employee’s
Tax Family does not have the required alternative coverage. The conditional opt-out
incentive will cease as described above one full pay period after the employee exhausts
unpaid leave or FMLA/CFRA, whichever is later.
Page 303 of 994
EXHIBIT “A”
Page 5
Employees receiving the conditional opt-out amount will also be assessed $16.00 per month
to be placed in the Retiree Health Insurance Account. This account will be used to fund the
City's contribution toward retiree premiums and the City's costs for the Public Employees’
Contingency Reserve Fund and the Administrative Costs. However, there is no requirement
that these funds be used exclusively for this purpose nor any guarantee that they will be
sufficient to fund retiree health costs, although they will be used for negotiated employee
benefits.
In order to receive the conditional opt-out incentive, employees will be required to
complete an affidavit and provide proof of other minimum essential coverage for
themselves and their qualified dependents (“Tax Family”) upon initial enrollment and
annually thereafter. Employees are required to certify that they are not enrolled in an
individual plan or in a medical plan offered under a federal marketplace or a state
exchange plan.
The monthly conditional opt-out incentive is $200, prorated for part-time employees.
The conditional opt-out incentive shall be paid in cash (taxable income) to the employee.
The employee must notify the City within 30 days of the loss of other minimum essential
coverage. The conditional opt-out payment shall no longer be payable if the employee
and family members cease to be enrolled in other minimum essential coverage.
Employees on unpaid leave of absence will not be eligible to receive the conditional opt
out payment.
Employees receiving the conditional opt-out amount will be assessed $16.00 per month
to be placed in the Retiree Health Insurance Account. This account will be used to fund
the City's contribution toward retiree premiums and the City's costs for the Public
Employee's Contingency Reserve Fund and the Administrative Costs. However, there is
no requirement that these funds be used exclusively for this purpose nor any guarantee
that they will be sufficient to fund retiree health costs, although they will be used for
negotiated employee benefits.
Dental and Vision Insurance/Dependent Coverage
Employee participation in the City's dental and vision plans is optional. Employees who
elect coverage shall pay the dental and/or eyevision premium(s) by payroll deduction(s)
on a pre-tax basis through the City’s Cafeteria Plan.
Section DC Life and Disability Insurance
The City shall provide the following special insurance benefits:
1. Long-term disability insurance providing 66 2/3% of gross salary (maximum
benefit $57,000 per month) to age 65 for any sickness or accident, subject to
the exclusions in the long-term disability policy, after a 30-day waiting period.
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Note: The City is exploring the possibility of researching the option of enrolling
in State Disability Insurance or an alternative employee-funded enhanced
disability program. If approved by a majority vote of confidential employees, the
City will implement the program as soon as administratively possible.
2. In addition to $4,000 term life insurance purchased by the employee, the City
provides $25,000 term life insurance, including $29,000 for accidental death
and dismemberment through the City’s Cafeteria Plan.
Section ED Retirement
A. CalPERS Contracts. Employees are classified as Miscellaneous and work twelve
(12) months per year.
1. “Classic Members First Tier” employees hired before December 6, 2012.
The City agrees to provide the Public Employees' Retirement System’s (CalPERS)
2.7% at age 55 plan to all eligible employees. The 2.7% at 55 plan includes the
following amendments: 1959 Survivor’s Benefit – Level Four, conversion of unused
sick leave to additional retirement credit, one-year final compensation, Military
Service Credit, and Pre-Retirement Optional Settlement 2 Death Benefit.
Employees will pay the entire 8% member contribution. In addition, employees will
pay 3% of the employer contribution as cost sharing under Government Code section
20516(a) for a total employee contribution of 11%.
2. “Classic Members Second Tier” employees hired on or after December 6, 2012.
The City agrees to provide the CalPERS 2% at 60 plan using the highest three-
year average as final compensation. The second-tier formula will include the
following amendments: conversion of unused sick leave to additional retirement
credit, the 1959 Survivor's Benefit – Level Four, Military Service Credit option, and
Pre-Retirement Option Settlement 2 Death Benefit. Employees will pay the entire
7% member contribution. In addition, employees will pay 3% of the employer
contribution as cost sharing under Government Code section 20516(a) for a total
employee contribution of 10%.. Employees hired under this plan will pay the full
member contribution required under the plan, presently seven percent
(7%).CalPERS determines who is a “classic member” within the meaning of the
California Public Employees’ Pension Reform Act (PEPRA) and which tier
employees are placed in.
3. “New Members Third Tier” employees hired after January 1, 2013.
CalPERS determines are “New Members” within the meaning of the California
Public Employees’ Pension Reform Act (PEPRA). The City will provide the
CalPERS 2% at 62 plan using the highest three-year average as final
compensation. Employees will pay 50% of total normal cost of the retirement
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benefit, as determined by CalPERS. In addition, employees will pay 3% of the
employer contribution as cost sharing under Government Code section 20516(a).
Member contributions are made on a pre-tax basis as permitted under IRS Code Section
414(h)(2).
B. Member Contributions
1. “Classic Members First and Second Tier”
Effective June 2012, confidential employees began paying the full member
contribution required under the plan for first and second tier employees (8%
and 7% respectively) and the City discontinued their payment of the member
contribution. For purposes of this Section, employee contributions are based
on salary and special compensation as defined by PERS.
Effective the first full pay period in July 2019, all employees shall contribute
1.5% in addition to the employee contribution defined in the paragraph above.
Effective the first full pay period in July 2020, all employees’ additional
contribution shall increase to 3%, in addition to the employee contribution
defined in the paragraph above. These additional contributions are in
accordance to the provisions of AB 340, §7522.30 and §20516.
All of the employee contributions are made on a pre-tax basis as allowed under
Internal Revenue Service Code Section 414 (h) (2).
2. “New Members Third Tier”
Effective on their date of hire, new members will pay 50% of the normal cost,
as determined by PERS.
Effective the first full pay period in July 2019, all new members shall contribute
1.5% in addition to the employee paying 50% of the normal cost. Effective the
first full pay period in July 2020, all new members contribution shall increase to
3%, in addition to the employee paying 50% of the normal cost. These
additional contributions are in accordance to the provisions of AB 340,
§7522.30 and §20516.
All of the employee contributions are made on a pre-tax basis as allowed under
Internal Revenue Service Code Section 414 (h) (2).
Section FE Vacation
Vacation leave is governed by Section 2.36.440 of the Municipal Code, except that it may
be taken after the completion of the sixth calendar month of service from the benefit date
or earlier with department head or designee authorization. Each eEmployees shall accrue
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vacation leave at the following rates for completed years of service with the City. Part-
time employees will accrue a prorated amount of vacation leave.
Years of Completed
Service
Annual
Vacation
Accrual Days*
Annual
Vacation
Accrual Hours
0 to 4 yearsLess than 5
years 12 days 96 hours
5 to less than 109 years 15 days 120 hours
10 to less than 2019
years 18 days 144 hours
20+ years 20 days 160 hours
*One day is equivalent to eight (8) hours for a 40-hour per week line-item position.
Effective as soon as administratively possible following Council adoption, eEmployees
will beare eligible for a year-for-year accelerated vacation accrual based on prior public
sector and military experience. For example, if an employee has ten (10) years of public
sector experience prior to working for the City of San Luis Obispo, their vacation accrual
will be advanced by ten (10) years.
Vacation leave shall be accrued as earned biweekly. provided that not more than twice
the annual rate may be carried over to a new calendar year. Confidential employees’
vVacation time balances shall not exceed twice the annual accrual rate. If an employee
reaches the maximumcap at any time throughout the year, the employee will stop
accruing vacation leave.
Vacation schedules for confidential employees shall be based upon the needs of the City
and then, insofar as possible, upon the wishes of the employee.
Vacation Cash Out
Employees are eligible to request payment for up to forty (40) hours of unused vacation
leave subject to following conditions:
1. The employee must make an irrevocable election in the month of December in the
prior calendar year;
2. The cash out shall be issued in December of the year following the irrevocable
election;
3. Employees must have eighty (80) hours of accrued vacation leave to be eligible
for cash out at the time of the irrevocable election; and
4. Late irrevocable election forms will not be accepted, nor can they be changed after
the established deadline.
Emergency Vacation Cash Out:
Notwithstanding the requirement for an irrevocable election for the cash out of vacation
for the upcoming calendar year, an employee may cash out vacation in an existing year,
subject to the following conditions:
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1. The employee may cash out no more than the forty (40) hours of vacation
(including any cash out previously elected); and.
1.
2. The amount cashed out pursuant to this subdivision must be in whole-hour
increments with a minimum cash out of twenty (20) hours and shall be subject to
a twenty percent (20%) penalty. That is, if an employee cashes out 40 hours of
emergency cash out, the penalty shall be 20% of the amount cashed out. For
example, if an employee wishes to cash out forty (40) hours due to an emergency
but failed to make an irrevocable election, the employee will receive the cash value
of thirty-two (32) hours, but forty (40) hours will be removed from the employee’s
accrued balance.
Vacation Accrual Cap Cash Out:
If an employee reaches the annual accrual cap before December, the employee will be
able to request vacation payment one additional time during the calendar year, in addition
to the December cash out. However, no more than 40 hours of unused vacation leave will
be paid out in any calendar year.
Confidential employees are eligible, once annually in December, to request payment for
up to 40 hours of unused vacation leave. Payment for unused vacation leave is subject
to the availability of budgeted funds. To request payment for unused vacation leave,
employees must submit an irrevocable election form to Payroll in December of each year,
prior to the pay period that includes January 1 of the year the cash out is to be paid, to
receive payment for accrued vacation effective on the pay period that includes January
1st of the following calendar year, subject to IRS regulations. Late irrevocable election
forms will not be accepted, nor can they be changed after the deadline. The remaining
unused leave shall remain in the employee’s vacation accrual bank. The hours which are
paid out are hours which will be accrued in following year.
Section GF Administrative Leave
Confidential eEmployees shall earn be advanced twelve (12) hours of administrative
leave on January 1st of each year.
Administrative leave hours shall be pro-rated on a pay period basis when an confidential
employee is appointed or leaves employment during the calendar year. The employee’s
final check will be adjusted to reflect the pro-rated hours, however there is no provision
to receive cash payment for unused administrative hours. Unused administration leave
will not be carried over year to year but can be taken through December 31st of each year.
Section HG Holidays
Confidential eEmployees shall receive eleven (11) fixed plus two (2) floating holidays per
year. The following days of each year are designated as paid holidays:
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• January 1 – New Year’s Day
• Third Monday in January – Martin Luther King Jr. BirthdDay
• Third Monday in February – Presidents’ Day
• Last Monday in May – Memorial Day
• July 4 – Independence Day
• First Monday in September – Labor Day
• November 11 – Veteran’s Day
• Fourth Thursday in November – Thanksgiving Day
• Friday after Thanksgiving
• One half day before Christmas Day
• December 25 – Christmas Day
• One half day before Christmas Day
• One half day before New Year’s Day
• Two floating holidays
WFor employees who are not regularly scheduled to work on weekends, when a holiday
falls on a Saturday, the preceding Friday shall be observed. When a holiday falls on a
Sunday, the following Monday shall be observed. For employees on a compressed work
schedule, when a holiday falls on the employee’s flex day, holiday hours must be
observed on another scheduled workday within the same FLSA work week. A holiday
shall be defined as eight (8) hours of paid time off for regular full-time employees and
prorated for part-time employees.
When Christmas or New Year’s Holiday falls on a Tuesday or Thursday, tThe City
reserves the right to close non-essential City services and offices on weekdays between
the Christmas Day and New Year’s Eve holidaysMonday or Friday (the day adjacent to
the observed holiday). Essential City services are determined at the discretion of the
Department Head. Employees scheduled to work during this time in non-essential
functions on the days adjacent to the paid holidays would be are required to use
appropriate personal leave or take the days as non-pay. Essential City services and
functions are determined at the discretion of the department head. The City will notify
employees of closure of non-essential City services and offices no later than October 31st
of the same year in order to provide employees with ample time to plan accordingly.
The two floating holidays (16 hours) will be provided in a floating holiday leave bank the
pay period that January 1st falls within and will be prorated on a pay period basis if an
employee starts later in the year. Employees will have the ability to use floating holiday
leave hours at any point during the calendar year. Unused floating holiday leave will not
be carried over year to year but can be taken through December 31st of each year.
If an employee terminates for any reason, having taken off hours in excess of their
biweekly prorated share of the floating holiday, the value of the overage will be deducted
from the employee’s final paycheck will be adjusted to reflect the prorated hours
calculated on a pay period basis; however, there is no provision to receive cash payment
for unused floating holiday hours.
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Section IH Sick Leave
Sick leave is governed by Section 2.36.420 of the Municipal Code. An employee shall
accrue sick leave with pay at the rate of twelve (12) days or the prorated shift equivalent
per year of continuous service since the benefit date. An employee may take up to 48
hours per calendar year of sick leave if required to be away from the job to personally
care for a member of their immediate family. A family member for this purpose is any
relationship listed in Labor Code 245.5(c). as defined in Section 2.36.420, Labor Code
233 and/or Assembly Bill 1522. However, if the family member is part of the employee’s
household and is hospitalized, the employee may take up to 56 hours (rather than 48
hours) of sick leave per year to care for their family member. The employee shallThis may
be extended to 56 hours if a household family member is hospitalized, and the employee
submits written verification of such hospitalization.
In conjunction with existing leave benefits, confidential employees with one year of City
service who have worked at least 1,250 hours in the previous year may be eligible for up
to 12 weeks of Family/Medical Leave within any 12-month period. If eligible for
Family/Medical Leave, employees must use all available sick, vacation, compensatory time
off, and floating holiday pay prior to receiving unpaid Family/Medical Leave. Further details
on Family/Medical Leave are available in the City’s Family and Medical Leave Policy. The
City maintains a separate Family and Medical Leave Administration Policy consistent with
the City’s legal obligations to provide Family Medical Leave Act and California Family
Rights Act, among other forms of leaves. This policy can be accessed in the Forms and
Policies section on SharePoint.
Sick leave may be used to be absent from duty due to the death of a member of the
employee’s immediate family as defined in Section 2.36.420, provided such leave shall
not exceed forty working hours for each incident. The employee may be required to submit
proof of relative’s death before being granted sick leave pay. False information
concerning the death or relationship shall be cause for discharge.
Upon termination of employment by death or retirement, the employee or beneficiary may
chooseUpon retirement the employee may choose: 1)
A. aA payout of the employee’s accumulated sick leave balance based on
years of service according to the following schedule,; or 2)
B. tTo convert the remaininga portion or all of the employee’s sick leave
balance to service credit in accordance with CalPERS regulations;, or 3)
A. aA combination of these two options.:
C.
i. Death – 25%
i.
(A)ii. Retirement and actual commencement of CalPERS benefits:
(1)a. After ten years of continuous employment – 10%
(2)b. After twenty years of continuous employment – 15%
(3)c. After twenty-five years of continuous employment –
20%
d. After thirty years of continuous employment – 25%
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Section J Bereavement Leave
Bereavement Leave
At each employee’s option, sick leave, or vacation leave may be used to be absent from
duty due to the death of an employee’s family member as defined in Labor Code section
245.5(c), provided such leave as defined in this section shall not exceed five (5) days (no
more than 40 hours) for each incident. The leave days may be taken non-consecutively
as needed. The employee may be required to submit proof of relative's death before being
granted sick leave pay. False information concerning the death or relationship may result
in discipline up to and including termination.
Reproductive Loss Leave
(4) Employees experiencing a miscarriage, failed adoption, failed surrogacy, stillbirth,
or unsuccessful assisted reproduction are entitled to up to five (5) days (no more than 40
hours) of leave following the qualifying loss. The leave days may be taken non-
consecutively as needed. Employees may utilize sick leave or vacation leave to be paid
during reproductive loss leave. To utilize this leave, the employee may confidentially
report the qualifying event to whomever in their chain of command they feel most
comfortable, including their supervisor, manager or Human Resources.
Section KI Workers’ Compensation Leave
An employee who is absent from duty because of an on-the-job injury in accordance with
State workers’ compensation law and is not eligible for disability payments under Labor
Code Section 4850 shall be paid the difference between their base salary and the amount
provided by workers’ compensation law during the first ninety (90) business days of such
temporary disability absence. Eligibility for workers’ compensation leave requires an
accepted workers’ compensation claim.
If an employee is eligible for Total Temporary Disability benefits after exhausting their
salary continuation as defined in the paragraph above, the employee will receive such
payment directly from the City’s workers’ compensation administrator and will only only
be able to supplement one-third pay with accrued sick leave.
Section LJ Overtime
City Overtime Definition
Overtime is defined as all hours preauthorized by management and worked by the
employee in excess of forty (40) hours worked in a work week. Except during emergency
operations, as determined by the department head or designee, Aan employee’s failure
to have overtime preauthorized by management may be subject to discipline up to and
including termination.
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All paid leave hours shall be counted as hours worked for purposes of calculating overtime
to include Vacation, Holiday, Sick Leave, Administrative Leave, and Compensatory Time
Off (CTO). All overtime shall be authorized by the department head or designee prior to
being compensated. The assignment of overtime is not guaranteed, and the City
expressly retains the management right to eliminate or reduce overtime opportunities due
to budgetary, operational, or efficiency concerns.
FLSA/Statutory Overtime
For the purpose of complying with the Fair Labor Standards Act (FLSA) overtime
requirements under 29 USC section 207(a), the City has adopted a dual calculation
method whereby it calculates FLSA overtime based on all hours actually worked by
overtime eligible employees in excess of forty (40) hours in the seven-day work period.
To the extent the City’s dual calculation method determines that FLSA overtime owed for
the seven-day work period exceeds the amount of City overtime paid for the same seven-
day work period, the difference will be paid to the employee by way of an “FLSA
Adjustment” in the following City pay period.
Compensation
All oOvertime as defined in this Section shall be paid in cash at one and one -half (1 1/2)
the employee's base rate of pay, plus incentives as defined below, or in compensatory
time off (CTO) at the rate of one and one-half (1 1/2) hours for each hour of overtime
worked. All overtime shall be compensated to the nearest five (5) minutes worked.
Separate and apart from the City's contractual obligation to pay overtime in accordance
with this Section, the City is obligated to calculate and pay, at a minimum, FLSA overtime
based on the federally defined regular rate of pay which includes cash in lieu in
compliance with the Flores v. City of San Gabriel. This calculation will be administered in
accordance with the FLSA/Statutory Overtime’ section above.
Compensatory Time Off (CTO)
A confidential eEmployees eligible for overtime compensation as defined in this Section
may elect compensation in the form of compensatory time off (CTO). An employee may
not be compensated in CTO for more than sixty (60) hours of overtime worked in the
calendar yearmay be compensated in CTO and maintain up to sixty (60) hours of CTO in
their CTO bank during the calendar year. Accumulated CTO may be taken through
December 31st of each calendar year. Accumulated CTO not taken by midnight
December 31st shall be compensated in cash at straight time. Such compensation shall
be paid in January of the following year. Management may deny a request to use CTO
on the date requested by the employee due to operational concerns. However, if the use
of CTO is denied, management shall grant the employee leave within a reasonable period
unless the request will unduly disrupt the agency’s operations.
An employee who promotes or transfers out of the bargaining unitgroup shall be paid for
any unused CTO at the employee’s regular rate of pay in effect just prior to the promotion
or transfer.
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Work Week for Calculation of Overtime
For all confidential employees working a regular 5/40 work schedule or a 4/10 alternative
work schedule, the work week for the purpose of calculating overtime as defined in this
Section shall be seven consecutive days, beginning at 12:00 am Thursday and ending at
11:59 pm Wednesday.
For all confidential employees working a 9/80 alternative work schedule, the work week
for the purpose of calculating overtime as defined in this Section shall be seven
consecutive days, beginning exactly four hours into their eight-hour shift on the day of the
week which constitutes their alternative regular day off.
Pay Incentives to be Included in the Base Rate for Overtime
• Bilingual Pay
• Cash -in -Lieu (in compliance with Flores v. City of San Gabriel)
• Work out of Classification Pay
• Temporary Assignment Upgrade Pay
• Cash in Lieu (in compliance with Flores v. City of San Gabriel)
Section K Work Out-of-Classification
An out-of-class assignment is the full-time performance of all the significant duties of an
available, funded position in one classification by an individual in a position of another
classification. An employee assigned in writing by management to work out-of-class in a
position that is assigned a higher pay range which is vacant pending an examination or
is vacant due to an extended sick or disability leave, shall receive no less than five percent
(5%), but in no case more than the top salary of the higher range, in addition to their
regular base rate commencing on the eleventh consecutive workday of the out-of-class
assignment. In order to receive out of class pay, an employee must be working in the out
of class assignment and cannot have a leave of absence longer than two (2) consecutive
weeks, unless approved otherwise.
Section ML Temporary Upgrade Assignment
For the purposes of this Section, a temporary upgrade assignment is the full-time
assignment to a higher-level classification (with a higher salary range). An employee
assigned in writing by management to a temporary upgrade assignment shall receive
temporary upgrade pay of five percent (5%) in addition to their regular base rate
commencing on the eleventh (11th) consecutive workday of the temporary upgrade
assignment. If the temporary upgrade assignment is to a management-level classification,
the employee shall receive either a five percent (5%) increase or be placed at the bottom
of the salary range for the management-level classification, whichever is greater. In order
to receive temporary upgrade pay, an employee must be working in the temporary
upgrade assignment and may not have a leave of absence longer than two (2)
consecutive weeks, unless otherwise approved.
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The temporary upgrade assignment will be evaluated after three (3) and six (6) months.
If there is an operational need to have an employee work in the temporary upgrade
assignment more than six (6) months, the temporary upgrade pay will be increased to at
least the first step of the higher classification and/or up to an additional five percent (5%),
for a total of at least ten percent (10%) special pay, upon the recommendation of the
supervisor and approval of the department head.
An appointing authority or designee may temporarily assign an employee to a different
position for a specific period not to exceed ninety (90) days, after which the employee
returns to their regular duties and position from which they were regularly assigned. The
temporary assignment may be extended past ninety (90) days if agreed to by the
employee in writing. Such action shall have the prior approval of the Human Resources
Director or designee. An appointing authority may assign an employee to a different
position for a period not to exceed ninety (90) days, provided the employee has received
twenty-four (24) hours written notice which includes reasons for the assignment.
Employees who are subject to temporary assignment shall be compensated in
accordance with Section K. In order to receive out of class pay, an employee must be
working in the out of class assignment and cannot have a leave of absence longer than
two (2) consecutive weeks, unless approved otherwise.
Section MN Bilingual Pay
Employees certified as bilingual in Spanish and assigned to through a testing process
and certified as being required to regularly use their Spanish speaking skills shall receive
a bilingual payment of thirty-five ($35) dollars per pay period. Employees are eligible for
this incentive the first full pay period following qualification. Additional languages may be
approved by the City based upon demonstrated need. Regardless of certification and
payment, all employees shall use any language skills they possess to the best of their
ability.
Section O Probation Period
All new appointments shall be subject to a probationary period of one year for the
appointed position. The probationary period may be extended or reinstated if further
employee evaluation is deemed necessary for up to six months upon written
recommendation of the department head and Director of Human Resources. Employees
who successfully pass the one-year probationary period may be eligible for a step
increase as outlined in Section A.
Section P Payday
Payroll will be disbursed on a biweekly schedule. Payday will be every other Thursday.
This disbursement schedule is predicated upon normal working conditions and is subject
to adjustment for cause beyond the City's control.
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Appendix A Classifications
Employees in the classifications listed below, in alphabetical order, are covered by this
Exhibit.
Administration Executive Assistant
Administrative Assistant III Confidential
Human Resources Administrative Assistant I*
Human Resources Administrative Assistant II*
Human Resources Administrative Assistant III*
Human Resources Information System Technician
Human Resources Specialist
Legal Assistant I*
Legal Assistant II*
Paralegal I*
Paralegal II*
Payroll Specialist
System Application Specialist Confidential
*Denotes positions within a career series
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Page 17
Exhibit “B” Equity Adjustments for Unrepresented Confidential Employee
Classifications
Job Title Barg
Unit
Current
Grade
Future
Grade
Current
Biweekly Max
Proposed
Biweekly Max
Actual %
Increase
Administration Executive
Assistant CNF 365 257 $ 2,593 $ 2,800 8.0%
Application System
Specialist Confidential CNF 385 299 $ 3,843 $ 4,535 18.0%
Human Resources
Administrative Assistant I CNF 360 240 $ 2,176 $ 2,350 8.0%
Human Resources
Administrative Assistant II CNF 363 245 $ 2,291 $ 2,474 8.0%
Human Resources
Administrative Assistant III CNF 365 257 $ 2,593 $ 2,800 8.0%
Human Resources
Information System
Technician
CNF 363 245 $ 2,291 $ 2,474 8.0%
Human Resources
Specialist CNF 368 261 $ 2,683 $ 2,898 8.0%
Legal Assistant I CNF 363 245 $ 2,291 $ 2,474 8.0%
Legal Assistant II CNF 369 266 $ 2,829 $ 3,055 8.0%
Management Fellow CNF-C 300 252 $ 2,531 $ 2,658 5.0%
Payroll Specialist CNF 368 261 $ 2,683 $ 2,898 8.0%
Page 316 of 994
CITY OF SAN LUIS OBISPO REGULAR AND LIMITED TERM EMPLOYEE SALARY SCHEDULE Effective July 3, 2025
Title Job Code Grade Bargaining
Unit
Biweekly
Minimum
Biweekly
Maximum
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
Biweekly
Step 7
Biweekly
Step 8
Biweekly
Step 9
ACCOUNTANT 22300 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
ACTIVE TRANSPORTATION MANAGER 22301 318 MME 3,925$ 4,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$
ADMINISTRATION EXECUTIVE ASSISTANT 33100 257 CNF 2,530$ 3,106$ 2,530$ 2,663$ 2,803$ 2,951$ 3,106$ -$ -$ -$ -$
ADMINISTRATIVE ASSISTANT I 41700 400 CEA 1,887$ 2,317$ 1,887$ 1,986$ 2,091$ 2,201$ 2,317$ -$ -$ -$ -$
ADMINISTRATIVE ASSISTANT II 42700 402 CEA 1,988$ 2,441$ 1,988$ 2,093$ 2,203$ 2,319$ 2,441$ -$ -$ -$ -$
ADMINISTRATIVE ASSISTANT III 43700 405 CEA 2,147$ 2,636$ 2,147$ 2,260$ 2,379$ 2,504$ 2,636$ -$ -$ -$ -$
ADMINISTRATIVE ASSISTANT III CONFIDENTIAL 33702 247 CNF 2,281$ 2,800$ 2,281$ 2,401$ 2,527$ 2,660$ 2,800$ -$ -$ -$ -$
ADMINISTRATIVE SPECIALIST 44700 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
AQUATICS COORDINATOR 44601 412 CEA 2,577$ 3,164$ 2,577$ 2,713$ 2,856$ 3,006$ 3,164$ -$ -$ -$ -$
ASSISTANT CITY ATTORNEY I 25100 346 MME 5,160$ 6,449$ -$ -$ -$ -$ -$ -$ -$ -$ -$
ASSISTANT CITY ATTORNEY II 25102 360 MME 5,937$ 7,422$ -$ -$ -$ -$ -$ -$ -$ -$ -$
ASSISTANT CITY MANAGER COMMUNITY
SERVICES 27100 225 DPH 8,108$ 10,133$ -$ -$ -$ -$ -$ -$ -$ -$ -$
ASSISTANT PLANNER 42402 417 CEA 2,933$ 3,600$ 2,933$ 3,087$ 3,249$ 3,420$ 3,600$ -$ -$ -$ -$
ASSOCIATE PLANNER 43300 422 CEA 3,337$ 4,098$ 3,337$ 3,513$ 3,698$ 3,893$ 4,098$ -$ -$ -$ -$
BEAUTIFICATION GARDENER 42914 411 CEA 2,509$ 3,080$ 2,509$ 2,641$ 2,780$ 2,926$ 3,080$ -$ -$ -$ -$
BUILDING INSPECTOR I 41500 415 CEA 2,786$ 3,420$ 2,786$ 2,933$ 3,087$ 3,249$ 3,420$ -$ -$ -$ -$
BUILDING INSPECTOR II 44500 418 CEA 3,010$ 3,696$ 3,010$ 3,168$ 3,335$ 3,511$ 3,696$ -$ -$ -$ -$
BUILDING PERMIT SERVICES SUPERVISOR 24200 313 MME 3,741$ 4,676$ -$ -$ -$ -$ -$ -$ -$ -$ -$
BUSINESS ANALYST 22302 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CANNABIS BUSINESS COORDINATOR 44408 422 CEA 3,337$ 4,098$ 3,337$ 3,513$ 3,698$ 3,893$ 4,098$ -$ -$ -$ -$
CAPITAL IMPROVEMENT PROGRAM
ADMINISTRATIVE MANAGER 26117 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CAPITAL PROJECTS MANAGER I 41302 417 CEA 2,933$ 3,600$ 2,933$ 3,087$ 3,249$ 3,420$ 3,600$ -$ -$ -$ -$
CAPITAL PROJECTS MANAGER II 42304 421 CEA 3,255$ 3,996$ 3,255$ 3,426$ 3,606$ 3,796$ 3,996$ -$ -$ -$ -$
CAPITAL PROJECTS MANAGER III 43303 424 CEA 3,517$ 4,318$ 3,517$ 3,702$ 3,897$ 4,102$ 4,318$ -$ -$ -$ -$
CITY ATTORNEY 28000 200 APO 11,768$ 11,768$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CITY BIOLOGIST 22304 318 MME 3,925$ 4,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CITY CLERK 26000 333 MME 4,546$ 5,683$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CITY COUNCIL MEMBER 18000 104 CCM 1,070$ 1,070$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CITY MANAGER 28001 206 APO 11,887$ 11,887$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CODE ENFORCEMENT OFFICER I 41501 416 CEA 2,858$ 3,508$ 2,858$ 3,008$ 3,166$ 3,333$ 3,508$ -$ -$ -$ -$
CODE ENFORCEMENT OFFICER II 44501 419 CEA 3,089$ 3,793$ 3,089$ 3,252$ 3,423$ 3,603$ 3,793$ -$ -$ -$ -$
CODE ENFORCEMENT SUPERVISOR 25300 313 MME 3,741$ 4,676$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CODE ENFORCEMENT TECHNICIAN I 41502 405 CEA 2,147$ 2,636$ 2,147$ 2,260$ 2,379$ 2,504$ 2,636$ -$ -$ -$ -$
CODE ENFORCEMENT TECHNICIAN II 42500 407 CEA 2,262$ 2,777$ 2,262$ 2,381$ 2,506$ 2,638$ 2,777$ -$ -$ -$ -$
COMMUNICATIONS COORDINATOR 42703 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
COMMUNITY RESOURCES AND SERVICES
SPECIALIST 42418 410 CONTRACT 2,446$ 3,003$ 2,446$ 2,575$ 2,710$ 2,853$ 3,003$ -$ -$ -$ -$
CONSTRUCTION ENGINEERING MANAGER 26202 341 MME 4,902$ 6,127$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CONSTRUCTION ENGINEERING MANAGER
PROFESSIONAL ENGINEER 26214 346 MME 5,160$ 6,449$ -$ -$ -$ -$ -$ -$ -$ -$ -$
CONTROL SYSTEMS ADMINISTRATOR 44400 426 CEA 3,705$ 4,548$ 3,705$ 3,900$ 4,105$ 4,321$ 4,548$ -$ -$ -$ -$
DATA ANALYST 22311 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY BUILDING OFFICIAL 26305 340 MME 4,867$ 6,083$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY CITY ATTORNEY I 21101 316 MME 3,854$ 4,816$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY CITY ATTORNEY II 22101 326 MME 4,246$ 5,307$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY CITY ATTORNEY III 23101 336 MME 4,683$ 5,854$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY CITY CLERK I 41701 405 CEA 2,147$ 2,636$ 2,147$ 2,260$ 2,379$ 2,504$ 2,636$ -$ -$ -$ -$
DEPUTY CITY CLERK II 42701 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
DEPUTY CITY MANAGER 26112 210 DPH 7,047$ 8,810$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY DIRECTOR OF COMMUNITY
DEVELOPMENT CHIEF BUILDING OFFICIAL 26120 353 MME 5,526$ 6,907$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY DIRECTOR OF COMMUNITY
DEVELOPMENT CITY PLANNER 26115 353 MME 5,526$ 6,907$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY DIRECTOR OF FINANCE CITY CONTROLLER 26121 353 MME 5,526$ 6,907$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY DIRECTOR OF PUBLIC WORKS CITY
ENGINEER 26104 358 MME 5,802$ 7,253$ -$ -$ -$ -$ -$ -$ -$ -$ -$
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Title Job Code Grade Bargaining
Unit
Biweekly
Minimum
Biweekly
Maximum
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
Biweekly
Step 7
Biweekly
Step 8
Biweekly
Step 9
DEPUTY DIRECTOR OF PUBLIC WORKS
MAINTENANCE OPERATIONS 26103 353 MME 5,526$ 6,907$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY DIRECTOR OF PUBLIC WORKS MOBILITY
SERVICES 26119 353 MME 5,526$ 6,907$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY DIRECTOR OF UTILITIES ENGINEERING
AND PLANNING 26113 353 MME 5,526$ 6,907$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY DIRECTOR OF UTILITIES WASTEWATER 26105 353 MME 5,526$ 6,907$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY DIRECTOR OF UTILITIES WATER 26106 353 MME 5,526$ 6,907$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY FIRE CHIEF 26107 369 MME 6,969$ 8,711$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DEPUTY POLICE CHIEF 76100 810 PSO 7,665$ 9,410$ 7,665$ 8,068$ 8,493$ 8,940$ 9,410$ -$ -$ -$ -$
DIRECTOR OF COMMUNITY DEVELOPMENT 27000 210 DPH 7,047$ 8,810$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DIRECTOR OF FINANCE 27001 210 DPH 7,047$ 8,810$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DIRECTOR OF HUMAN RESOURCES 27002 210 DPH 7,047$ 8,810$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DIRECTOR OF PARKS AND RECREATION 27003 210 DPH 7,047$ 8,810$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DIRECTOR OF PUBLIC WORKS 27004 210 DPH 7,047$ 8,810$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DIRECTOR OF UTILITIES 27005 210 DPH 7,047$ 8,810$ -$ -$ -$ -$ -$ -$ -$ -$ -$
DIVERSITY EQUITY AND INCLUSION MANAGER 26002 340 MME 4,867$ 6,083$ -$ -$ -$ -$ -$ -$ -$ -$ -$
ECONOMIC DEVELOPMENT ANALYST 22316 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
ECONOMIC DEVELOPMENT AND TOURISM
MANAGER 26108 340 MME 4,867$ 6,083$ -$ -$ -$ -$ -$ -$ -$ -$ -$
EMERGENCY MANAGER 22500 318 MME 3,925$ 4,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$
ENGINEER I 41300 419 CEA 3,089$ 3,793$ 3,089$ 3,252$ 3,423$ 3,603$ 3,793$ -$ -$ -$ -$
ENGINEER II 42300 423 CEA 3,429$ 4,209$ 3,429$ 3,609$ 3,799$ 3,999$ 4,209$ -$ -$ -$ -$
ENGINEER III 43301 426 CEA 3,705$ 4,548$ 3,705$ 3,900$ 4,105$ 4,321$ 4,548$ -$ -$ -$ -$
ENGINEERING INSPECTOR I 41401 414 CEA 2,714$ 3,332$ 2,714$ 2,857$ 3,007$ 3,165$ 3,332$ -$ -$ -$ -$
ENGINEERING INSPECTOR II 42404 417 CEA 2,933$ 3,600$ 2,933$ 3,087$ 3,249$ 3,420$ 3,600$ -$ -$ -$ -$
ENGINEERING INSPECTOR III 43401 423 CEA 3,429$ 4,209$ 3,429$ 3,609$ 3,799$ 3,999$ 4,209$ -$ -$ -$ -$
ENGINEERING INSPECTOR IV 44402 426 CEA 3,705$ 4,548$ 3,705$ 3,900$ 4,105$ 4,321$ 4,548$ -$ -$ -$ -$
ENGINEERING TECHNICIAN I 41402 407 CEA 2,262$ 2,777$ 2,262$ 2,381$ 2,506$ 2,638$ 2,777$ -$ -$ -$ -$
ENGINEERING TECHNICIAN II 42405 409 CEA 2,383$ 2,925$ 2,383$ 2,508$ 2,640$ 2,779$ 2,925$ -$ -$ -$ -$
ENGINEERING TECHNICIAN III 43402 414 CEA 2,714$ 3,332$ 2,714$ 2,857$ 3,007$ 3,165$ 3,332$ -$ -$ -$ -$
ENTERPRISE SYSTEM DATABASE ADMINISTRATOR 44401 426 CEA 3,705$ 4,548$ 3,705$ 3,900$ 4,105$ 4,321$ 4,548$ -$ -$ -$ -$
ENVIRONMENTAL COMPLIANCE INSPECTOR SBP 44403 484 CEA 2,762$ 4,162$ 2,762$ 2,907$ 3,060$ 3,221$ 3,390$ 3,568$ 3,756$ 3,954$ 4,162$
EXECUTIVE ASSISTANT TO THE POLICE CHIEF 43100 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
FACILITIES MAINTENANCE SUPERVISOR 25201 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
FACILITIES MAINTENANCE TECHNICIAN SBP 42900 473 CEA 2,195$ 3,308$ 2,195$ 2,310$ 2,432$ 2,560$ 2,695$ 2,837$ 2,986$ 3,143$ 3,308$
FINANCE CASHIER 41407 400 CEA 1,887$ 2,317$ 1,887$ 1,986$ 2,091$ 2,201$ 2,317$ -$ -$ -$ -$
FINANCIAL ANALYST 22310 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
FINANCIAL ASSISTANT 41408 400 CEA 1,887$ 2,317$ 1,887$ 1,986$ 2,091$ 2,201$ 2,317$ -$ -$ -$ -$
FINANCIAL SPECIALIST 42412 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
FIRE BATTALION CHIEF 55200 505 FFA 6,011$ 7,380$ 6,011$ 6,327$ 6,660$ 7,011$ 7,380$ -$ -$ -$ -$
FIRE CAPTAIN 54500 621 FFA 4,519$ 5,548$ 4,519$ 4,757$ 5,007$ 5,271$ 5,548$ -$ -$ -$ -$
FIRE CHIEF 27006 216 DPH 8,008$ 10,011$ -$ -$ -$ -$ -$ -$ -$ -$ -$
FIRE ENGINEER 53500 615 FFA 3,940$ 4,837$ 3,940$ 4,147$ 4,365$ 4,595$ 4,837$ -$ -$ -$ -$
FIRE INSPECTOR I 51400 626 FFA 3,242$ 3,981$ 3,242$ 3,413$ 3,593$ 3,782$ 3,981$ -$ -$ -$ -$
FIRE INSPECTOR II 52400 630 FFA 3,599$ 4,418$ 3,599$ 3,788$ 3,987$ 4,197$ 4,418$ -$ -$ -$ -$
FIRE INSPECTOR III 53400 633 FFA 3,888$ 4,774$ 3,888$ 4,093$ 4,308$ 4,535$ 4,774$ -$ -$ -$ -$
FIRE MARSHAL 25202 340 MME 4,867$ 6,083$ -$ -$ -$ -$ -$ -$ -$ -$ -$
FIRE VEHICLE MECHANIC 52801 616 CONTRACT 3,385$ 4,155$ 3,385$ 3,563$ 3,750$ 3,947$ 4,155$ -$ -$ -$ -$
FIREFIGHTER 52500 612 FFA 3,153$ 4,300$ 3,153$ 3,503$ 3,687$ 3,881$ 4,085$ 4,300$ -$ -$ -$
FLEET MAINTENANCE SUPERVISOR 25203 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
FLEET SERVICES SPECIALIST 42414 405 CEA 2,147$ 2,636$ 2,147$ 2,260$ 2,379$ 2,504$ 2,636$ -$ -$ -$ -$
FORENSIC SPECIALIST DIGITAL EVIDENCE 62300 715 POA 3,851$ 5,239$ 3,851$ 4,054$ 4,267$ 4,492$ 4,728$ 4,977$ 5,239$ -$ -$
GOLF SUPERVISOR 25218 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
HAZARDOUS MATERIALS COORDINATOR 54501 617 FFA 4,313$ 5,296$ 4,313$ 4,540$ 4,779$ 5,031$ 5,296$ -$ -$ -$ -$
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Title Job Code Grade Bargaining
Unit
Biweekly
Minimum
Biweekly
Maximum
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
Biweekly
Step 7
Biweekly
Step 8
Biweekly
Step 9
HEAVY EQUIPMENT MECHANIC 42800 411 CEA 2,509$ 3,080$ 2,509$ 2,641$ 2,780$ 2,926$ 3,080$ -$ -$ -$ -$
HOMELESSNESS RESPONSE MANAGER 26304 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
HOUSING COORDINATOR 44300 422 CEA 3,337$ 4,098$ 3,337$ 3,513$ 3,698$ 3,893$ 4,098$ -$ -$ -$ -$
HUMAN RESOURCES ADMINISTRATIVE ASSISTANT
I 31700 240 CNF 2,123$ 2,607$ 2,123$ 2,235$ 2,353$ 2,477$ 2,607$ -$ -$ -$ -$
HUMAN RESOURCES ADMINISTRATIVE ASSISTANT
II 32700 245 CNF 2,235$ 2,744$ 2,235$ 2,353$ 2,477$ 2,607$ 2,744$ -$ -$ -$ -$
HUMAN RESOURCES ADMINISTRATIVE ASSISTANT
III 33700 257 CNF 2,530$ 3,106$ 2,530$ 2,663$ 2,803$ 2,951$ 3,106$ -$ -$ -$ -$
HUMAN RESOURCES ANALYST 21300 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
HUMAN RESOURCES INFORMATION SYSTEM
TECHNICIAN 32402 245 CNF 2,235$ 2,744$ 2,235$ 2,353$ 2,477$ 2,607$ 2,744$ -$ -$ -$ -$
HUMAN RESOURCES MANAGER 26301 340 MME 4,867$ 6,083$ -$ -$ -$ -$ -$ -$ -$ -$ -$
HUMAN RESOURCES SPECIALIST 32401 261 CNF 2,617$ 3,214$ 2,617$ 2,755$ 2,900$ 3,053$ 3,214$ -$ -$ -$ -$
INFORMATION SERVICES SUPERVISOR 25204 326 MME 4,246$ 5,307$ -$ -$ -$ -$ -$ -$ -$ -$ -$
INFORMATION TECHNOLOGY ASSISTANT 42407 410 CEA 2,446$ 3,003$ 2,446$ 2,575$ 2,710$ 2,853$ 3,003$ -$ -$ -$ -$
INFORMATION TECHNOLOGY MANAGER 26001 354 MME 5,577$ 6,972$ -$ -$ -$ -$ -$ -$ -$ -$ -$
INFORMATION TECHNOLOGY SECURITY ENGINEER 42413 428 CEA 3,902$ 4,791$ 3,902$ 4,107$ 4,323$ 4,551$ 4,791$ -$ -$ -$ -$
INFORMATION TECHNOLOGY SYSTEM ENGINEER 42408 426 CEA 3,705$ 4,548$ 3,705$ 3,900$ 4,105$ 4,321$ 4,548$ -$ -$ -$ -$
LABORATORY ANALYST SBP 42301 484 CEA 2,762$ 4,162$ 2,762$ 2,907$ 3,060$ 3,221$ 3,390$ 3,568$ 3,756$ 3,954$ 4,162$
LABORATORY MANAGER 26204 333 MME 4,546$ 5,683$ -$ -$ -$ -$ -$ -$ -$ -$ -$
LEAD POLICE RECORDS CLERK 64700 706 POA 2,667$ 3,628$ 2,667$ 2,807$ 2,955$ 3,111$ 3,275$ 3,447$ 3,628$ -$ -$
LEAD PROPERTY AND EVIDENCE TECHNICIAN 62400 713 POA 2,926$ 3,981$ 2,926$ 3,080$ 3,242$ 3,413$ 3,593$ 3,782$ 3,981$ -$ -$
LEGAL ANALYST 23314 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
LEGAL ASSISTANT I 31701 240 CNF 2,123$ 2,607$ 2,123$ 2,235$ 2,353$ 2,477$ 2,607$ -$ -$ -$ -$
LEGAL ASSISTANT II 32701 245 CNF 2,235$ 2,744$ 2,235$ 2,353$ 2,477$ 2,607$ 2,744$ -$ -$ -$ -$
MAINTENANCE CONTRACT COORDINATOR 42303 414 CEA 2,714$ 3,332$ 2,714$ 2,857$ 3,007$ 3,165$ 3,332$ -$ -$ -$ -$
MAINTENANCE SUPERINTENDENT 26213 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
MAINTENANCE SUPERVISOR 26211 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
MAINTENANCE WORKER I 41900 402 CEA 1,988$ 2,441$ 1,988$ 2,093$ 2,203$ 2,319$ 2,441$ -$ -$ -$ -$
MAINTENANCE WORKER II 42913 404 CEA 2,092$ 2,568$ 2,092$ 2,202$ 2,318$ 2,440$ 2,568$ -$ -$ -$ -$
MAINTENANCE WORKER II - PARKS 42901 404 CEA 2,092$ 2,568$ 2,092$ 2,202$ 2,318$ 2,440$ 2,568$ -$ -$ -$ -$
MAINTENANCE WORKER III 43901 406 CEA 2,206$ 2,708$ 2,206$ 2,322$ 2,444$ 2,573$ 2,708$ -$ -$ -$ -$
MAINTENANCE WORKER III - PARKS 43900 406 CEA 2,206$ 2,708$ 2,206$ 2,322$ 2,444$ 2,573$ 2,708$ -$ -$ -$ -$
MAJOR CITY PROJECTS MANAGER 26123 358 CONTRACT 5,802$ 7,253$ -$ -$ -$ -$ -$ -$ -$ -$ -$
MAYOR 18001 110 CCM 1,349$ 1,349$ -$ -$ -$ -$ -$ -$ -$ -$ -$
MECHANIC HELPER 41800 402 CEA 1,988$ 2,441$ 1,988$ 2,093$ 2,203$ 2,319$ 2,441$ -$ -$ -$ -$
MOBILITY SERVICES BUSINESS MANAGER 26303 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
NETWORK SERVICES SUPERVISOR 25206 331 MME 4,456$ 5,571$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PARALEGAL I 31702 261 CNF 2,617$ 3,214$ 2,617$ 2,755$ 2,900$ 3,053$ 3,214$ -$ -$ -$ -$
PARALEGAL II 32702 266 CNF 2,761$ 3,389$ 2,761$ 2,906$ 3,059$ 3,220$ 3,389$ -$ -$ -$ -$
PARKING COORDINATOR 44200 411 CEA 2,509$ 3,080$ 2,509$ 2,641$ 2,780$ 2,926$ 3,080$ -$ -$ -$ -$
PARKING ENFORCEMENT OFFICER I 41403 405 CEA 2,147$ 2,636$ 2,147$ 2,260$ 2,379$ 2,504$ 2,636$ -$ -$ -$ -$
PARKING ENFORCEMENT OFFICER II 44405 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
PARKING ENFORCEMENT SUPERVISOR 25400 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PARKING METER REPAIR WORKER 42801 407 CEA 2,262$ 2,777$ 2,262$ 2,381$ 2,506$ 2,638$ 2,777$ -$ -$ -$ -$
PARKING OPERATIONS SUPERVISOR 25207 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PARKING PROGRAM MANAGER 26205 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PARKS CREW COORDINATOR 44901 415 CEA 2,786$ 3,420$ 2,786$ 2,933$ 3,087$ 3,249$ 3,420$ -$ -$ -$ -$
PARKS MAINTENANCE SPECIALIST SBP 42902 470 CEA 2,043$ 3,078$ 2,043$ 2,150$ 2,263$ 2,382$ 2,507$ 2,639$ 2,778$ 2,924$ 3,078$
PARKS MAINTENANCE SUPERVISOR 25208 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PARKS MAINTENANCE TECHNICIAN 43903 413 CEA 2,645$ 3,247$ 2,645$ 2,784$ 2,931$ 3,085$ 3,247$ -$ -$ -$ -$
PAYROLL ANALYST 22315 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PAYROLL SPECIALIST 32404 261 CNF 2,617$ 3,214$ 2,617$ 2,755$ 2,900$ 3,053$ 3,214$ -$ -$ -$ -$
PERMIT TECHNICIAN I 41404 402 CEA 1,988$ 2,441$ 1,988$ 2,093$ 2,203$ 2,319$ 2,441$ -$ -$ -$ -$
Page 3 of 5
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Title Job Code Grade Bargaining
Unit
Biweekly
Minimum
Biweekly
Maximum
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
Biweekly
Step 7
Biweekly
Step 8
Biweekly
Step 9
PERMIT TECHNICIAN II 42409 405 CEA 2,147$ 2,636$ 2,147$ 2,260$ 2,379$ 2,504$ 2,636$ -$ -$ -$ -$
PERMIT TECHNICIAN III 43405 409 CEA 2,383$ 2,925$ 2,383$ 2,508$ 2,640$ 2,779$ 2,925$ -$ -$ -$ -$
PLANNING TECHNICIAN 41405 407 CEA 2,262$ 2,777$ 2,262$ 2,381$ 2,506$ 2,638$ 2,777$ -$ -$ -$ -$
PLANS EXAMINER 43403 420 CEA 3,170$ 3,893$ 3,170$ 3,337$ 3,513$ 3,698$ 3,893$ -$ -$ -$ -$
POLICE CADET 61500 714 POA 3,607$ 3,607$ 3,607$ -$ -$ -$ -$ -$ -$ -$ -$
POLICE CHIEF 27007 230 DPH 8,491$ 10,614$ -$ -$ -$ -$ -$ -$ -$ -$ -$
POLICE COMMUNITY SERVICE OFFICER 62501 709 POA 2,815$ 3,829$ 2,815$ 2,963$ 3,119$ 3,283$ 3,456$ 3,638$ 3,829$ -$ -$
POLICE LIEUTENANT 75500 805 PSO 6,488$ 7,964$ 6,488$ 6,829$ 7,188$ 7,566$ 7,964$ -$ -$ -$ -$
POLICE OFFICER 62502 720 POA 4,008$ 5,180$ 4,008$ 4,219$ 4,441$ 4,675$ 4,921$ 5,180$ -$ -$ -$
POLICE PUBLIC AFFAIRS MANAGER 26600 318 MME 3,925$ 4,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$
POLICE RECORDS CLERK I 61700 700 POA 2,164$ 2,944$ 2,164$ 2,278$ 2,398$ 2,524$ 2,657$ 2,797$ 2,944$ -$ -$
POLICE RECORDS CLERK II 62700 703 POA 2,397$ 3,261$ 2,397$ 2,523$ 2,656$ 2,796$ 2,943$ 3,098$ 3,261$ -$ -$
POLICE RECORDS SUPERVISOR 75201 850 PSO 3,144$ 4,062$ 3,144$ 3,309$ 3,483$ 3,666$ 3,859$ 4,062$ -$ -$ -$
POLICE SERGEANT 74500 800 PSO 4,985$ 6,442$ 4,985$ 5,247$ 5,523$ 5,814$ 6,120$ 6,442$ -$ -$ -$
POLICY AND PROJECT MANAGER 25101 328 MME 4,328$ 5,407$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PRINCIPAL BUDGET ANALYST 26201 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PRINCIPAL PLANNER 26302 333 MME 4,546$ 5,683$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PROPERTY AND EVIDENCE TECHNICIAN 62503 706 POA 2,667$ 3,628$ 2,667$ 2,807$ 2,955$ 3,111$ 3,275$ 3,447$ 3,628$ -$ -$
PUBLIC ART COORDINATOR 44302 408 CONTRACT 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
PUBLIC COMMUNICATIONS MANAGER 26114 318 MME 3,925$ 4,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$
PUBLIC SAFETY DISPATCH SUPERVISOR 75200 855 PSO 3,764$ 4,864$ 3,764$ 3,962$ 4,171$ 4,390$ 4,621$ 4,864$ -$ -$ -$
PUBLIC SAFETY DISPATCHER 62500 712 POA 2,970$ 4,040$ 2,970$ 3,126$ 3,291$ 3,464$ 3,646$ 3,838$ 4,040$ -$ -$
RANGER SERVICE WORKER SBP 42903 470 CEA 2,043$ 3,078$ 2,043$ 2,150$ 2,263$ 2,382$ 2,507$ 2,639$ 2,778$ 2,924$ 3,078$
RECREATION COORDINATOR 44600 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
RECREATION MANAGER 26206 333 MME 4,546$ 5,683$ -$ -$ -$ -$ -$ -$ -$ -$ -$
RECREATION SUPERVISOR 25209 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
RECYCLED WATER SPECIALIST 42417 421 CEA 3,255$ 3,996$ 3,255$ 3,426$ 3,606$ 3,796$ 3,996$ -$ -$ -$ -$
RISK AND BENEFITS MANAGER 26306 340 MME 4,867$ 6,083$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SAFETY MANAGER 23300 313 MME 3,741$ 4,676$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SENIOR ACCOUNTANT 24300 310 MME 3,633$ 4,542$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SENIOR BUSINESS ANALYST 24301 310 MME 3,633$ 4,542$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SENIOR CIVIL ENGINEER 24302 331 MME 4,456$ 5,571$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SENIOR FINANCIAL ANALYST 24304 310 MME 3,633$ 4,542$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SENIOR HUMAN RESOURCES ANALYST 22305 310 MME 3,633$ 4,542$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SENIOR LABORATORY ANALYST 44304 425 CEA 3,610$ 4,432$ 3,610$ 3,800$ 4,000$ 4,210$ 4,432$ -$ -$ -$ -$
SENIOR LEGAL ANALYST 24306 310 MME 3,633$ 4,542$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SENIOR PAYROLL ANALYST 23301 310 MME 3,633$ 4,542$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SENIOR PLANNER 24303 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SIGNAL AND STREET LIGHTING TECHNICIAN 42802 416 CEA 2,858$ 3,508$ 2,858$ 3,008$ 3,166$ 3,333$ 3,508$ -$ -$ -$ -$
SOLID WASTE AND RECYCLING COORDINATOR 44301 421 CEA 3,255$ 3,996$ 3,255$ 3,426$ 3,606$ 3,796$ 3,996$ -$ -$ -$ -$
SOLID WASTE AND RECYCLING PROGRAM
MANAGER 26118 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
STORMWATER CODE ENFORCEMENT OFFICER 44502 419 CEA 3,089$ 3,793$ 3,089$ 3,252$ 3,423$ 3,603$ 3,793$ -$ -$ -$ -$
STORMWATER PROGRAM MANAGER 26122 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
STREETS CREW COORDINATOR 44902 415 CEA 2,786$ 3,420$ 2,786$ 2,933$ 3,087$ 3,249$ 3,420$ -$ -$ -$ -$
STREETS MAINTENANCE OPERATOR SBP 42904 470 CEA 2,043$ 3,078$ 2,043$ 2,150$ 2,263$ 2,382$ 2,507$ 2,639$ 2,778$ 2,924$ 3,078$
STREETS MAINTENANCE SUPERVISOR 25210 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SUPERVISING ADMINISTRATIVE ASSISTANT 45201 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
SUPERVISING BUILDING INSPECTOR 25200 313 MME 3,741$ 4,676$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SUPERVISING CIVIL ENGINEER 25211 346 MME 5,160$ 6,449$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SUPERVISING FIRE VEHICLE MECHANIC 52800 614 FFA 3,761$ 4,617$ 3,761$ 3,959$ 4,167$ 4,386$ 4,617$ -$ -$ -$ -$
SUPERVISING UTILITY BILLING ASSISTANT 45202 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
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CITY OF SAN LUIS OBISPO REGULAR AND LIMITED TERM EMPLOYEE SALARY SCHEDULE Effective July 3, 2025
Title Job Code Grade Bargaining
Unit
Biweekly
Minimum
Biweekly
Maximum
Biweekly
Step 1
Biweekly
Step 2
Biweekly
Step 3
Biweekly
Step 4
Biweekly
Step 5
Biweekly
Step 6
Biweekly
Step 7
Biweekly
Step 8
Biweekly
Step 9
SUSTAINABILITY AND NATURAL RESOURCES
ANALYST 22313 300 MME 3,294$ 4,117$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SUSTAINABILITY AND NATURAL RESOURCES
OFFICIAL 26110 340 MME 4,867$ 6,083$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SUSTAINABILITY MANAGER 25302 318 MME 3,925$ 4,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$
SWEEPER OPERATOR 42905 406 CEA 2,206$ 2,708$ 2,206$ 2,322$ 2,444$ 2,573$ 2,708$ -$ -$ -$ -$
SYSTEM APPLICATION SPECIALIST CONFIDENTIAL 32403 299 CNF 3,900$ 4,787$ 3,900$ 4,105$ 4,321$ 4,548$ 4,787$ -$ -$ -$ -$
SYSTEM APPLICATION SPECIALIST I 42415 422 CEA 3,337$ 4,098$ 3,337$ 3,513$ 3,698$ 3,893$ 4,098$ -$ -$ -$ -$
SYSTEM APPLICATION SPECIALIST II 42401 426 CEA 3,705$ 4,548$ 3,705$ 3,900$ 4,105$ 4,321$ 4,548$ -$ -$ -$ -$
TECHNOLOGY PROJECT MANAGER 22308 326 MME 4,246$ 5,307$ -$ -$ -$ -$ -$ -$ -$ -$ -$
TOURISM AND COMMUNITY PROMOTIONS
MANAGER 25303 318 MME 3,925$ 4,905$ -$ -$ -$ -$ -$ -$ -$ -$ -$
TRANSIT COORDINATOR 44406 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
TRANSPORTATION MANAGER 26207 341 MME 4,902$ 6,127$ -$ -$ -$ -$ -$ -$ -$ -$ -$
TRANSPORTATION MANAGER PROFESSIONAL
ENGINEER/TRAFFIC ENGINEER 26215 346 MME 5,160$ 6,449$ -$ -$ -$ -$ -$ -$ -$ -$ -$
TRANSPORTATION PLANNER ENGINEER I 41301 419 CEA 3,089$ 3,793$ 3,089$ 3,252$ 3,423$ 3,603$ 3,793$ -$ -$ -$ -$
TRANSPORTATION PLANNER ENGINEER II 42302 423 CEA 3,429$ 4,209$ 3,429$ 3,609$ 3,799$ 3,999$ 4,209$ -$ -$ -$ -$
TRANSPORTATION PLANNER ENGINEER III 43302 426 CEA 3,705$ 4,548$ 3,705$ 3,900$ 4,105$ 4,321$ 4,548$ -$ -$ -$ -$
UNDERGROUND UTILITIES LOCATOR 42803 409 CEA 2,383$ 2,925$ 2,383$ 2,508$ 2,640$ 2,779$ 2,925$ -$ -$ -$ -$
URBAN FOREST PROGRAM COORDINATOR CITY
ARBORIST 44303 422 CEA 3,337$ 4,098$ 3,337$ 3,513$ 3,698$ 3,893$ 4,098$ -$ -$ -$ -$
URBAN FORESTER SBP 42906 473 CEA 2,195$ 3,308$ 2,195$ 2,310$ 2,432$ 2,560$ 2,695$ 2,837$ 2,986$ 3,143$ 3,308$
UTILITIES BUSINESS MANAGER 26111 333 MME 4,546$ 5,683$ -$ -$ -$ -$ -$ -$ -$ -$ -$
UTILITIES SPECIAL PROJECTS MANAGER 25304 326 MME 4,246$ 5,307$ -$ -$ -$ -$ -$ -$ -$ -$ -$
UTILITIES SPECIAL PROJECTS MANAGER
PROFESSIONAL ENGINEER 25306 331 MME 4,456$ 5,571$ -$ -$ -$ -$ -$ -$ -$ -$ -$
UTILITY BILLING ASSISTANT 42702 402 CEA 1,988$ 2,441$ 1,988$ 2,093$ 2,203$ 2,319$ 2,441$ -$ -$ -$ -$
VOLUNTEER COORDINATOR 44603 408 CEA 2,322$ 2,851$ 2,322$ 2,444$ 2,573$ 2,708$ 2,851$ -$ -$ -$ -$
WASTEWATER COLLECTION SYSTEM CHIEF
OPERATOR 44908 423 CEA 3,429$ 4,209$ 3,429$ 3,609$ 3,799$ 3,999$ 4,209$ -$ -$ -$ -$
WASTEWATER COLLECTION SYSTEM OPERATOR
SBP 42907 480 CEA 2,510$ 3,783$ 2,510$ 2,642$ 2,781$ 2,927$ 3,081$ 3,243$ 3,414$ 3,594$ 3,783$
WASTEWATER COLLECTION SYSTEM SUPERVISOR 25213 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
WATER CONSERVATION SPECIALIST 42416 421 CEA 3,255$ 3,996$ 3,255$ 3,426$ 3,606$ 3,796$ 3,996$ -$ -$ -$ -$
WATER DISTRIBUTION CHIEF OPERATOR 44903 423 CEA 3,429$ 4,209$ 3,429$ 3,609$ 3,799$ 3,999$ 4,209$ -$ -$ -$ -$
WATER DISTRIBUTION SYSTEM OPERATOR SBP 42908 480 CEA 2,510$ 3,783$ 2,510$ 2,642$ 2,781$ 2,927$ 3,081$ 3,243$ 3,414$ 3,594$ 3,783$
WATER DISTRIBUTION SYSTEM SUPERVISOR 25214 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
WATER METER AND RADIO INSTALLATION
TECHNICIAN 42419 404 CONTRACT 2,092$ 2,568$ 2,092$ 2,202$ 2,318$ 2,440$ 2,568$ -$ -$ -$ -$
WATER RESOURCE RECOVERY FACILITY CHIEF
MAINTENANCE TECHNICIAN 44904 425 CEA 3,610$ 4,432$ 3,610$ 3,800$ 4,000$ 4,210$ 4,432$ -$ -$ -$ -$
WATER RESOURCE RECOVERY FACILITY CHIEF
OPERATOR 44905 427 CEA 3,801$ 4,667$ 3,801$ 4,001$ 4,212$ 4,434$ 4,667$ -$ -$ -$ -$
WATER RESOURCE RECOVERY FACILITY
MAINTENANCE TECHNICIAN SBP 42909 485 CEA 2,861$ 4,315$ 2,861$ 3,012$ 3,171$ 3,338$ 3,514$ 3,699$ 3,894$ 4,099$ 4,315$
WATER RESOURCE RECOVERY FACILITY OPERATOR
SBP 42910 485 CEA 2,861$ 4,315$ 2,861$ 3,012$ 3,171$ 3,338$ 3,514$ 3,699$ 3,894$ 4,099$ 4,315$
WATER RESOURCE RECOVERY FACILITY
SUPERVISOR 25215 333 MME 4,546$ 5,683$ -$ -$ -$ -$ -$ -$ -$ -$ -$
WATER RESOURCES PROGRAM MANAGER 26208 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
WATER RESOURCES TECHNICIAN 42411 415 CEA 2,786$ 3,420$ 2,786$ 2,933$ 3,087$ 3,249$ 3,420$ -$ -$ -$ -$
WATER SUPPLY OPERATOR SBP 42911 480 CEA 2,510$ 3,783$ 2,510$ 2,642$ 2,781$ 2,927$ 3,081$ 3,243$ 3,414$ 3,594$ 3,783$
WATER TREATMENT PLANT CHIEF MAINTENANCE
TECHNICIAN 44906 425 CEA 3,610$ 4,432$ 3,610$ 3,800$ 4,000$ 4,210$ 4,432$ -$ -$ -$ -$
WATER TREATMENT PLANT CHIEF OPERATOR 44907 427 CEA 3,801$ 4,667$ 3,801$ 4,001$ 4,212$ 4,434$ 4,667$ -$ -$ -$ -$
WATER TREATMENT PLANT MAINTENANCE
TECHNICIAN 44909 485 CEA 2,861$ 4,315$ 2,861$ 3,012$ 3,171$ 3,338$ 3,514$ 3,699$ 3,894$ 4,099$ 4,315$
WATER TREATMENT PLANT OPERATOR SBP 42912 485 CEA 2,861$ 4,315$ 2,861$ 3,012$ 3,171$ 3,338$ 3,514$ 3,699$ 3,894$ 4,099$ 4,315$
WATER TREATMENT PLANT SUPERVISOR 25216 333 MME 4,546$ 5,683$ -$ -$ -$ -$ -$ -$ -$ -$ -$
WHALE ROCK RESERVOIR SUPERVISOR 25217 323 MME 4,120$ 5,150$ -$ -$ -$ -$ -$ -$ -$ -$ -$
YOUTH SERVICES COORDINATOR 44602 412 CEA 2,577$ 3,164$ 2,577$ 2,713$ 2,856$ 3,006$ 3,164$ -$ -$ -$ -$
YOUTH SERVICES PROGRAM SPECIALIST
CHILDCARE SITE DIRECTOR 42600 406 CEA 2,206$ 2,708$ 2,206$ 2,322$ 2,444$ 2,573$ 2,708$ -$ -$ -$ -$
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Temporary Employee Salary Schedule
Classification EEO
Category
EEO
Function Class Grade Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
Administrative Aide I 5 1 9172 902 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$
Administrative Aide II 6 1 9371 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Administrative Specialist 5 1 9472 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Adult Sports Official 5 6 9265 904 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$
Aquatics Specialist*5 6 9461 908 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$
Childcare Aide Emergency Sub Afternoon*5 6 91615 970 20.63$ 21.14$ 21.66$ 22.20$ 22.75$ 23.33$ 23.91$ 24.51$ 25.13$
Childcare Aide Emergency Sub Morning*5 6 91619 971 24.75$ 25.37$ 26.00$ 26.64$ 27.30$ 27.99$ 28.70$ 29.42$ 30.15$
Childcare Aide*5 6 9161 900 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$
Childcare Teacher Emergency Sub Afternoon*5 6 92625 972 23.13$ 23.70$ 24.29$ 24.90$ 25.53$ 26.16$ 26.81$ 27.49$ 28.18$
Childcare Teacher Emergency Sub Morning*5 6 92629 973 27.75$ 28.44$ 29.15$ 29.88$ 30.63$ 31.40$ 32.18$ 32.99$ 33.81$
Childcare Teacher*5 6 9262 904 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$
Commissioner 6 10 9861 990 86.00$
Engineering Consultant 3 2 9332 980 50.00$ 51.56$ 55.00$ 65.00$ 75.00$
Facilities Aide Farmer's Market 8 2 9292 904 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$
Facilities Aide Pool 8 6 9293 904 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$
Facilities Assistant 5 6 9264 902 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$
Facilities Specialist 5 6 9463 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Facility Host 5 6 9162 900 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$
Fire Intern 3 5 9151 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Flood Control Technician 8 2 9287 910 21.50$ 22.04$ 22.59$ 23.15$ 23.73$ 24.32$ 24.93$ 25.55$ 26.19$
GIS Technician 3 2 9231 910 21.50$ 22.04$ 22.59$ 23.15$ 23.73$ 24.32$ 24.93$ 25.55$ 26.19$
Head Childcare Teacher Emergency Sub Afternoon*5 6 93605 974 25.63$ 26.26$ 26.93$ 27.60$ 28.29$ 29.00$ 29.73$ 30.46$ 31.23$
Head Childcare Teacher Emergency Sub Morning*5 6 93609 975 30.75$ 31.52$ 32.31$ 33.12$ 33.95$ 34.80$ 35.67$ 36.56$ 37.47$
Head Childcare Teacher*5 6 9360 908 20.50$ 21.01$ 21.54$ 22.08$ 22.63$ 23.20$ 23.78$ 24.37$ 24.98$
Head Lifeguard*5 6 9351 904 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$
Human Resources Intern 6 1 91702 902 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$
Intern I 5 1 9111 900 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$
Intern II 5 1 9211 902 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$
Intern III 5 1 9311 904 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$
Intern IV 6 1 9411 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
IT Assistant Help Desk 5 1 9232 910 21.50$ 22.04$ 22.59$ 23.15$ 23.73$ 24.32$ 24.93$ 25.55$ 26.19$
Landscape Inspector 3 2 9282 914 23.50$ 24.09$ 24.69$ 25.31$ 25.94$ 26.59$ 27.25$ 27.93$ 28.63$
Lead Parking Attendant 8 2 9471 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Lifeguard Dock Pay*5 6 92519 900 16.50$
Lifeguard*5 6 9251 902 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$
Open Space Technician 8 6 9289 902 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$
Parking Ambassador 8 2 9271 904 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$
Parking Enforcement Officer 3 2 9266 405 26.84$ 28.25$ 29.74$ 31.30$ 32.95$
Parks Maintenance Aide I 8 2 9182 902 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$
Parks Maintenance Aide II 8 2 9281 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Rec Cashier*5 6 9171 900 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$
Recording Secretary 6 10 9272 902 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$
Recreation Services Leader I*5 6 91600 900 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$
Recreation Services Leader II*5 6 92600 904 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$
Skate Park Ambassador*8 6 9290 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
SNAP 3 4 9352 910 21.50$ 22.04$ 22.59$ 23.15$ 23.73$ 24.32$ 24.93$ 25.55$ 26.19$
Special Swim Instructor*5 6 9369 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Swim Instructor*5 6 9263 904 18.50$ 18.96$ 19.43$ 19.92$ 20.42$ 20.93$ 21.45$ 21.99$ 22.54$
Tree Care Specialist I 8 2 9192 902 17.50$ 17.94$ 18.39$ 18.85$ 19.32$ 19.80$ 20.30$ 20.81$ 21.33$
Tree Care Specialist II 8 2 9294 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Utilities Business Manager 2 12 926111 333 56.83$ 71.04$
Wastewater Intern 6 1 91301 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Water Intern 6 1 91303 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Water Treatment Plant Intern 6 1 91302 906 19.50$ 19.99$ 20.49$ 21.00$ 21.53$ 22.07$ 22.62$ 23.19$ 23.77$
Youth Sports Official*5 6 9261 900 16.50$ 16.91$ 17.33$ 17.76$ 18.20$ 18.66$ 19.13$ 19.61$ 20.10$
CalPERS Retired Annuitants will be paid in accordance with the Regular and Contract Salary Schedule per CalPERS Rules and Regulations Effective 07/03/2025
Key
Blue = P&R Positions
* = Classifications that work with children (AB
218 doesn't apply)
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