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Home My WebLink AboutR-11580 amending Management Compensation for Appointed Officials, Department Heads, and Management Employees and superseding previous Resolutions in ConflictR 11579 RESOLUTION NO. 11580 (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. Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 Resolution No. 11579 (2025 Series) Page 2 R 11580 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 Francis, seconded by Council Member Boswell, and on the following roll call vote: AYES: Council Member Boswell, Francis, Marx, Vice Mayor Shoresman, and Mayor Stewart NOES: None ABSENT: None The foregoing resolution was adopted this 17th day of June 2025. ___________________________ 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 Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 6/25/2025 | 5:03 PM PDT Unrepresented Management Employees Resolution Exhibit A Table of Contents Exhibit A Sections Section A Pay for Performance ................................................................................. 2 Section B Medical, Dental, Vision ............................................................................. 2 Section C Health Flex Contribution ........................................................................... 2 Section D Life and Disability Insurance ..................................................................... 4 Section E Retirement ................................................................................................ 4 Section F Supplemental Retirement ......................................................................... 6 Section G Vacation ................................................................................................... 6 Section H Administrative Leave ................................................................................ 7 Section I Holidays .................................................................................................... 8 Section J Sick Leave ................................................................................................ 9 Section K Bereavement Leave ............................................................................... 10 Section L Workers’ Compensation Leave .............................................................. 10 Section M Temporary Upgrade Assignment ............................................................ 11 Section N Bilingual Pay ........................................................................................... 11 Section O Vehicle Assignment ................................................................................ 11 Section P Uniform Allowance .................................................................................. 11 Section Q Payday ................................................................................................... 12 Section R Appointed Officials .................................................................................. 12 Appendix A Classifications ........................................................................................ 13 Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” 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 B 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. Section C Health Flex Contribution 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. Level of Coverage 2025 Monthly Contribution Monthly Contribution Effective September 2025 Employee Only $670 $735 Employee Only “Legacy” $790 $790 Employee Plus One $1,323 $1,470 Family $1,792 $1,911 Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” Employees hired prior to September 1, 2008, who elect employee only medical coverage will receive the health flex contribution 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 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 contribution, the employee shall not receive any unused health flex in the form of cash or purchase additional benefits. Effective for the 2026, 2027, and 2028 premiums, the City’s total contribution 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 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. 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 Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” “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. 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 vision premium(s) by payroll deduction(s) on a pre-tax basis through the City’s Cafeteria Plan. Section D 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 $15,000 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. The City is exploring the possibility 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. 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 E 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. Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” 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 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. Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” 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). Section F 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 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 their designee, authorization. Employees 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. Management Employees 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 Appointed Officials & Department Heads Years of Service Annual Vacation Accrual Days* Annual Vacation Accrual Hours 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 day is equivalent to eight (8) hours for a 40-hour per week position. Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” Employees 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 will be advanced by ten (10) years. Vacation leave shall be accrued as earned biweekly. Vacation time balances shall not exceed twice the annual accrual rate. If an employee reaches the 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; 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 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. Section H Administrative Leave Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” 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. Appointed officials and department heads shall be advanced 80 hours of administrative leave the pay period that January 1st falls into. Deputy directors and other positions, as designated by the department head, required to regularly work night meetings shall be advanced 64 hours of administrative leave the pay period that January 1st falls into. Other management employees shall 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 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 their designee. Section I Holidays Employees 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. Day • Third Monday in February – Presidents’ Day • Last Monday in May – Memorial Day • July 4 – Independence Day • First Monday in September – Labor Day Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” • 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 New Year’s Day • Two floating holidays For 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. The City reserves the right to close non-essential City services and offices on weekdays between the Christmas Day and New Year’s Eve holidays. Employees scheduled to work during this time in non-essential functions are required to use appropriate personal leave. Essential City services and functions are determined at the discretion of the department head. The City will notify employees of the 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; 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 care for a member of their immediate family. A family member for this purpose is any relationship listed in Labor Code 245.5(C). 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 shall submit written verification of such hospitalization. Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” 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. Upon termination of employment by death or retirement, the employee or beneficiary may choose: A. A payout of the employee’s accumulated sick leave balance based on years of service according to the following schedule; or B. To convert the remaining employee’s sick leave balance to service credit in accordance with CalPERS regulations; or C. A combination of these two options: i. Death – 25% ii. Retirement and actual commencement of CalPERS benefits: a. After ten years of continuous employment – 10% b. 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 granted sick leave pay. False information concerning the death or relationship may result in discipline up to and including termination. 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. Section L 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 during the first ninety (90) business days of such temporary disability absence. Eligibility for workers’ compensation leave requires an accepted workers’ compensation claim. Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” 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 be able to supplement one-third pay with accrued sick leave. 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). 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) 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. Section N Bilingual Pay Employees certified as bilingual in Spanish and assigned to 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. Other 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 Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” The Fire Chief, Deputy Fire Chief, and Fire Marshal shall receive $1,300 per year uniform allowance paid on a biweekly basis. 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. 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 Council resolution. Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” 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 Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” 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 Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9 EXHIBIT “A” 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 Docusign Envelope ID: 8E0F56C7-19B1-46C3-84A8-8595C77C42B9