HomeMy WebLinkAbout02-19-2019 Item 13 - MOA between City and SLOCEA
Department Name: Human Resources
Cost Center: 2007
For Agenda of: February 19, 2019
Placement: Business
Estimated Time: 10 minutes
FROM: Monica Irons, Director of Human Resources
Prepared By: Nickole Sutter, Human Resources Analyst II
SUBJECT: SUCCESSOR MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF
SAN LUIS OBISPO AND THE SAN LUIS OBISPO CITY EMPLOYEES’
ASSOCIATION
RECOMMENDATION
1. Adopt a Resolution (Attachment A) ratifying the successor Memorandum of Agreement
(MOA) (Attachment B, Exhibit A) between the City of San Luis Obispo and the San Luis
Obispo City Employees’ Association (SLOCEA) with a one -year term (July 1, 2018 through
June 30, 2019); and
2. Adopt a Regular and Supplemental Salary Schedule effective February 19, 2019 as required
by California Public Employees Retirement System (CalPERS) (Attachment C & D).
DISCUSSION
Background
SLOCEA represents approximately 174 members in classifications providing a wide variety of
services to the community including parks, streets, and faci lities maintenance, utilities workers,
public works project and building inspectors, code enforcement, engineers, planners, and
administrative support. Compensation and benefits for this group of employees is established
by a Memorandum of Agreement (MOA) and amendments that expired on June 30, 2018.
SLOCEA timely notified the City of its intent to negotiate a successor MOA and SLOCEA and
the City representatives met approximately 10 times over six months to reach the proposed
agreement.
SLOCEA’s primary interests were to reach agreement with a one-year term that included a cost
of living increase, continued health insurance cost-sharing, no increased employee contributions
to retirement, and other minor changes to special pays. SLOCEA indicated a one -year term,
rather than a multi-year term, was desirable as they did not agree with many of the premises of
the Council-adopted Fiscal Health Response Plan (FHRP) including the City’s position that
employees pay more towards increasing pension costs.
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Throughout the negotiation sessions, the City explained to the SLOCEA bargaining team, the
FHRP objectives during the next three fiscal years (2018 -19 through 2020-21) aimed at closing
an approximate $8.9 million-dollar budget gap due to CalPERS discount rat e reductions resulting
in increasing retirement costs to agencies. The FHRP anticipates employee concessions
(anticipated growth of employee wages and benefits at a rate less than inflation) equaling $1.9M
by fiscal year 2020-21. Therefore, the City’s focus and primary interests included a three-year
term that aligned with the FHRP with minimal compensation growth in the first year and modest
cost of living increases partially offset by increased employee contributions to pension costs in
the second and third year.
While the one-year agreement reached does not meet the overall objective of the FHRP, it is
consistent with the first year of the Plan, Council’s adopted Labor Relations Objectives, and
allows the parties to return to the bargaining table with the context and financial framework of
the 2019-21 Financial Plan.
Also negotiated as part of this agreement, is the conclusion of the City’s internal review of
Federal Labor Standards Act (FLSA) compliance following the 2016 Flores v. City of San
Gabriel case and resolution of any potential outstanding liability resulting from that case. The
City implemented a “dual-calculation” of overtime on the September 27, 2018 paycheck for all
SLOCEA members. This dual calculation offsets FLSA overtime amounts, with the
contractually required overtime payments. In the event an employee is owed more under the
FLSA overtime calculation than the contractual overtime calculation, an adjustment is made.
The City and the Association further acknowledge and agree that they have met and resolved
potential issues concerning back overtime related to the Flores vs. City of San Gabriel decision.
Key Components of the Successor MOA
The following is a summary of the key changes included in the successor SLOCEA MOA:
Term : One-Year Term (July 1, 2018 to June 30, 2019)
Salary and Retirement: No changes to salary or the employee contribution to retirement
during the term of the agreement.
Health: Effective December 2018 (for January 2019 premiums) increase the City
contribution towards medical insurance by 50% of the average percent change in CalPERS
medical premiums.
Standby: Effective upon Council adoption, employees that work compressed schedules
(9/80’s or 4/10’s) who are assigned standby duties on their regularly schedu led weekday off
shall receive the weekend standby rate of $65 instead of the existing $45 for weekdays.
Compensatory Time Off: Currently employees can accrue up to 60 hours per calendar year
of compensatory time off (CTO) instead of overtime pay. The c hange recommended will
allow employees to maintain a balance of up to 60 hours of CTO at any point throughout the
year.
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Vacation: Effective April 2019, when the City goes live with the new Human Capital
Management, Payroll and Time system, vacation accrual will be capped at twice the annual
accrual rate at any point during the year as the current Memorandum of Agreement intended
but is not the practice (accrual is stopped only at year end). SLOCEA employees who reach
the cap will be able to request a cash out of up to 40 hours of accrued vacation at any point
during the year (currently only allowed in December of each year).
One-Time Lump Sum Payment: Effective the first full pay period following Council
adoption, taxable payments will be made to active employees according to the schedule in
Appendix C of Attachment B related to the Flores vs. City of San Gabriel decision.
CONCURRENCE
A tentative agreement was reached on January 16, 2019 between the City’s bargaining team and
SLOCEA representatives pending Council approval and SLOCEA membership notified Human
Resources staff on January 23, 2019 that the tentative agreement was ratified by a vote of the
membership.
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: 2018-19 and ongoing
Funding Identified: Yes
Fiscal Analysis:
The cumulat ive ongoing cost after all items are implemented for the successor MOA is
approximately $58,744 or 0.38% of total compensation and the one -time cost for the FLSA back
pay totals $3,323.57. The ongoing costs will become the new base cost for future years a nd are
modeled in the ten-year forecast, are sustainable under the FHRP and are consistent with Council
adopted LROs.
Staffing Fiscal Impact Analysis
Funding Sources
Total Budget
Available
Current
Funding
Request
Remaining
Balance
Annual
Ongoing Cost
General Fund $62,067.57 $58,744
State
Federal
Fees
Other:
Total 62,067.57 $58,744
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ALTERNATIVES
Do not approve recommended changes to the resolution and MOA. Instead, direct staff to return
to the bargaining table with SLOCEA. This alternative is not recommended as the resolution and
MOA are consistent with previous Council direction and with the Fiscal Health Response Plan.
Attachments:
a - SLOCEA Resolution 2019
b - SLOCEA MOA 2018-19 (Legislative Draft)
c - Regular and Contract Salary Schedule
d - Supplemental Salary Schedule
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R ______
RESOLUTION NO. (2019 Series)
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SAN LUIS
OBISPO, CALIFORNIA, ADOPTING AND RATIFYING THE
MEMORANDUM OF AGREEMENT BETWEEN THE CITY OF SAN LUIS
OBISPO AND THE SAN LUIS OBISPO CITY EMPLOYEES’
ASSOCIATION FOR THE PERIOD OF JULY 1, 2018 TO JUNE 30, 2019
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 pro viding competitive compensation to
recruit and retain well qualified employees, as provided in the City’s adopted Compensation
Philosophy while also considering the long-term fiscal sustainability of changes in compensation.
NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of San Luis
Obispo as follows:
SECTION 1. The Memorandum of Agreement 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 furnish a copy of this resolution and a copy of the executed
Memorandum of Agreement approved by it to: Ron Faria, SLOCEA President, and Monica Irons,
Director of Human Resources.
Upon motion of ___________________________, seconded by ________________________, and
on the following vote:
AYES:
NOES:
ABSENT:
The foregoing resolution was adopted this 19th day of February 2019.
____________________________________
Mayor Heidi Harmon
ATTEST:
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Resolution No. _____ (2019 Series) Page 2
R ______
__________________________________
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, this 19th day of February, 2019.
____________________________________
Teresa Purrington
City Clerk
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TABLE OF CONTENTS
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 ............................................................................................ 8
ARTICLE 7 - STANDBY ............................................................................................ 11
ARTICLE 8 - CALLBACK .......................................................................................... 12
ARTICLE 9 - WORK OUT OF CLASSIFICATION ..................................................... 13
ARTICLE 10 - TEMPORARY ASSIGNMENT ........................................................... 14
ARTICLE 11 - BILINGUAL PAY ............................................................................... 15
ARTICLE 12 - INFORMATION TECHNOLOGY CERTIFICATION INCENTIVES ..... 16
ARTICLE 13 - MECHANIC TOOL ALLOWANCE ..................................................... 17
ARTICLE 14 - PAYDAY ............................................................................................ 18
ARTICLE 15 - RETIREMENT .................................................................................... 19
ARTICLE 16 - INSURANCE ...................................................................................... 21
ARTICLE 17 - LONG TERM DISABILITY INSURANCE ........................................... 26
ARTICLE 18 - HOLIDAYS ......................................................................................... 28
ARTICLE 19 - SICK LEAVE ...................................................................................... 30
ARTICLE 20 - BEREAVEMENT LEAVE .................................................................... 33
ARTICLE 21 - FAMILY LEAVE ................................................................................. 34
ARTICLE 22 - VACATION LEAVE ............................................................................ 36
ARTICLE 23 - WORKERS' COMPENSATION LEAVE ............................................. 38
ARTICLE 24 - WORK SCHEDULE ............................................................................ 39
ARTICLE 25 - PROBATION PERIOD ........................................................................ 40
ARTICLE 26 - PERFORMANCE EVALUATIONS ..................................................... 41
ARTICLE 27 - AMERICANS WITH DISABILITIES ACT ........................................... 42
ARTICLE 28 - TRANSFER ........................................................................................ 43
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ARTICLE 29 - LAYOFFS ........................................................................................... 44
ARTICLE 30 - MODIFIED DUTY ASSIGNMENT ..................................................... 49
ARTICLE 31 - CLASS "A & B" PHYSICALS ............................................................. 50
ARTICLE 32 - UNIFORM AND UNIFORM ALLOWANCE ....................................... 51
ARTICLE 33 - SAFETY PROGRAM .......................................................................... 52
ARTICLE 34 - EMPLOYEE RIGHTS ......................................................................... 53
ARTICLE 35 - GRIEVANCE PROCEDURE ............................................................... 54
ARTICLE 36 - REPRESENTATIVE ROLE ................................................................. 56
ARTICLE 37 - COMMITTEE REPRESENTATION .................................................... 58
ARTICLE 38 - DUES DEDUCTION ........................................................................... 59
ARTICLE 39 - MANAGEMENT RIGHTS .............................................................. 6260
ARTICLE 40 - PEACEFUL PERFORMANCE ........................................................ 6361
ARTICLE 41 - FULL AGREEMENT....................................................................... 6462
ARTICLE 42 - SAVINGS CLAUSE ....................................................................... 6563
ARTICLE 43 - AUTHORIZED AGENTS ................................................................ 6664
ARTICLE 44 - SIGNATURES ............................................................................... 6765
APPENDIX A - CLASSIFICATIONS ..................................................................... 6866
APPENDIX B - SKILLS BASED PAY GUIDANCE DOCUMENT .......................... 7169
APPENDIX C – BACK PAY OVERTIME SUMMARY BY EMPLOYEE ................. 7674
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ARTICLE 1 - PARTIES TO AGREEMENT
This Agreement is made and entered into this 19th day of NovemberFebruary, 20196, 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, 20186, 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, 20198.
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ARTICLE 4 - RENEGOTIATION
If the Association desires to negotiate a successor Agreement, then the Association shall
serve upon the City its intent to begin negotiations no earlier than 120 days or later than 90
days prior to the expiration of the MOA. 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 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 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 Human Resources Director may authorize hiring at any
step.
(2) The second step is an incentive adjustment to encourage an employee to improve
his/her work. An employee may be advanced to the second step following the
completion of twelve months satisfactory service upon recommendation by his/her
department head and the approval of the Human Resources Director.
(3) 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.
(4) The fourth and fifth steps are to be awarded only if performance is deemed
competent or above as shown on the last 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 is recommended and justified in writing by the department head and
approved by the Human Resources Director.
(5) The above criteria for step increases apply except where other arrangements are
authorized by the City Manager.
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(6) 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 anniversary date
occurs.
(7) Should the employee's salary not be increased, it shall be the privilege of the
department head and City Manager to reconsider such increase at any time during
the year.
(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
him one step unless his 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,
he/she may make the change at any time with three business days written notice.
B. RULES GOVERNING SKILLS BASED PAY
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 his/her salary until such time as standards are met. The department
head shall give 60 days written notice to any employee he/she intends 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 MOA 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
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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" his/her 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 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 one dollar.
Step 4 = 95% of Step 5
Step 3 = 95% of Step 4
Step 2 = 95% of Step 3
Step 1 = 95% of Step 2
Each across-the-board % salary increase shall raise step 5 of 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 step 5 shall be rounded
off to the nearest $1.00 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 prescribed for all unit members.
• 2% September 1, 2016
• 2% July 1, 2017 0% change during the term of the Agreement
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ARTICLE 6 - OVERTIME
A. CITY/CONTRACT OVERTIMEDEFINITION
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.
All paid leave hours shall be counted as hours worked for purposes of calculating
overtime to include Vacation, Holiday, Sick Leave and CTO. All overtime shall be
authorized by the department head or designee prior to being compensated.
B. 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 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/Contract overtime paid for
in 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.
B.C. 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 DE, 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.
Separate and apart from the City's contractual obligation to pay overtime in
accordance with Section A above, the City is obligated to calculate and pay, at a
minimum, FLSA overtime based on the federally defined regular rate of pay which
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includes cash in lieu in compliance with the Flores v. City of San Gabriel applicable
to members of SLOCEA's bargaining unit. This calculation will be administered in
accordance with Section B above.
C.D. COMPENSATORY TIME OFF (CTO)
An employee who earns eligible forCity/Contract overtime compensation as defined
in Section AB above may elect compensation in the form of time off (CTO). An
employee may not be compensated in CTO for more thanand maintain up to sixty
(60) hours of overtime CTO in their CTO account during worked in 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.
D.E. PAY INCENTIVES TO BE INCLUDED IN THE BASE RATE FOR OVERTIME UNDER
SECTIONS A AND B ABOVE
• Bilingual Pay
• Safety Committee Pay
• Microsoft Certified Engineer (MSCE) or VMware Certified Professional (VCP)
Certifications
• Standby Pay
• Work out of Grade Pay
• Temporary Assignment Pay
E.F. 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 Sections A & B of this Article shall be seven consecutive days, beginning
at 12:00 am Thursday and ending at 11:59 pm Wednesday.
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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 and B 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.G. 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 Section 3505
over the definition, calculation, and payment of contract overtime as defined in
Section A above. The City and the Association further acknowledge and agree that
Section A above establishes 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 Section B above are asserted by or on behalf of any member of the
bargaining unit during the term of the MOA, such claims will not present or support a
claim for contract overtime under the MOA. The City and the Association further
acknowledge and agree that any and all claims for statutory overtime under Section
B above are expressly excluded from the grievance procedure set forth in Article 35
of the MOA.
The City and the Association further acknowledge and agree that they have met and
resolved potential issues concerning back overtime related to the Flores vs. City of
San Gabriel decision. Effective the first full pay period following Council Adoption,
payments will be made to active employees according to the schedule in Appendix
C. Employee payments will be subject to payroll taxes and will be paid out on a
separate check.
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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;
• Be readily available at all hours by telephone or other agreed-upon communication
equipment; and
• Refrain from activities which might impair his/her assigned duties upon call
(including alcohol consumption).
B. Effective the first full pay period following the adoption of this agreement by City
Council, employees will receive forty-five dollars ($45.00) for each week day, and sixty-
five dollars ($65.00) for each weekend day and holiday of such assignment.
Employees working an alternative work schedule that are assigned to standby duties
and are scheduled off work on a weekday shall receive sixty-five dollars ($65.00)
weekend standby pay.
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.
D. The parties agree that employees on standby, as defined above, are "waiting to be
engaged."
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ARTICLE 8 - CALLBACK
A. DEFINITION
Callback is defined as that circumstance which requires an employee to
unexpectedly return to work after the employee has left work at the end of the
employee's work shift or workweek;
Except that, an early call-in of up to two (2) hours prior to the scheduled start or a
work shift shall not be considered a callback.
B. COMPENSATION
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 and has completed his/her assignment and left
work is again called back to work, he/she will not receive another minimum if the
return is within the original minimum.
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ARTICLE 9 - WORK 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%), but in no case more than the
next higher step of the higher class, in addition to their regular base rate commencing
on the eleventh consecutive workday on the out-of-class assignment. Employees
assigned as project managers and thereby working out-of-classification shall receive
compensation pursuant to this section.
Work out-of-class compensation will be evaluated after six months. Out-of-class
compensation will be increased to the first step of the higher classification at least
five percent (5%) upon the recommendation of the supervisor and approval of the
department head.
B. SEASONAL SUPERVISION
If, in addition to his/her regularly assigned employees, any employee responsible for
five (5) or more temporary workers for a period exceeding 10 consecutive work days
shall receive additional pay of 5% commencing with the 11th day.
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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
to his/her regular duties and position from which he/she was 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 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 to Article 9A.
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ARTICLE 11 - BILINGUAL PAY
Employees certified as bilingual in Spanish 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.
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ARTICLE 12 - 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).
Employees are eligible for this incentive the first full pay period following qualification:
• Control Systems Administrator
• Network Administrator
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ARTICLE 13 - MECHANIC TOOL ALLOWANCE
The following classifications are eligible to 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 his/her start date.
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ARTICLE 14 - 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 15 - RETIREMENT
A. Employees hired before December 6, 2012
The City agrees to provide the Public Employees' Retirement System’s 2.7% at age
55 plan to all eligible employees including the amendments permitting conversion of
unused sick leave to additional retirement credit, the 1959 survivor's benefit (4th level),
one year final compensation, the Military Service Credit option, and the Pre-Retirement
Option 2 Death Benefit.
Effective the first full pay period in January 2014, employees covered by the 2.7% at
55 plan will pay the full eight percent member contribution to PERS.
The employee pays to PERS their contribution ; as allowed under Internal Revenue
Service Code Section 414 (h) (2) the contribution is made on a pre -tax basis.
B. “Classic Members” hired on or after December 6, 2012
For “Classic Members” hired on or after December 6, 2012, the City will provide the
PERS 2% at 60 retirement 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 (4th level), the Military Service Credit option, and the Pre-Retirement Option 2
Death Benefit. 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).
The employee pays to PERS their contribution; as allowed under Internal Revenue
Service Code Section 414 (h) (2) the contribution is made on a pre-tax basis.
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C. New Members
For all employees who CalPERS determines are “new members” within the meaning
of the PEPRA, the City will provide the PERS 2% at 62 retirement plan using the
highest three year average as final compensation.
Effective upon their date of hire, new members will pay 50% of the total normal cost of
the member contribution, as determined by CalPERS.
The employee pays to PERS their contribution; as allowed under Internal Revenue
Service Code Section 414 (h) (2) the contribution is made on a pre-tax basis.
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ARTICLE 16 - INSURANCE
A. HEALTH FLEX ALLOWANCE
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 Cafeteria Plan. If the health flex allowance is less than
the cost of the medical plan, the employee shall have the op portunity 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 an y unused
health flex in the form of cash or purchase additional benefits under the Cafeteria
Plan. Less than full-time employees shall receive a prorated share of the City's
contribution. The 20186 and 20197 monthly health flex allowance amounts are:
Level of Coverage 20187 Rates
Effective
December 2018
for 2019 Rates
Employee Only $539.00 $550
Employee Only "Grandfathered"
*with no cash back option $790.00 $790
Employee Plus One $1,066.00 $1,088
Family $1,442.00 $1,472
Employees hired prior to September 1, 2008 that are grandfathered in and elect
employee only medical coverage will receive the health flex allowance listed above
for employee only “grandfathered” coverage. If an employee that is receiving
Employee Only or Opt Out “Grandfathered” coverage changes their level of
coverage, they will be eligible to return to the grandfathered coverage in a future year.
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.
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Effective December 20187 (for the January 20198 premium), the City’s total health
flex 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 PERS 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%, +2015%, and -6+20% respectively, the City’s
contribution would be increased by 47.5% (10% + 15% + 20% + -6% ÷ 3 = 815% x
1/2). The employee only grandfathered amount will not adjust.
The City agrees to continue its contribution to the health flex allowance for two (2)
pay periods in the event that an employee has exhausted all paid time off due to an
employee's catastrophic illness. That is, the employee shall receive regular City
health flex allowance for the first two pay periods following the pay period in which
the employee's accrued vacation and sick leave balances reach zero (0).
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 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 Cafeteria Plan. 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.
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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. CONDITIONAL OPT OUT
Employees who at initial enrollment or during the annual open enrollment period,
complete an affidavit and provide proof of other minimum essential coverage for
themselves and their qualified dependents (tax family) that is not a qualified health
plan coverage under an exchange/marketplace or an individual plan, will be allowed
to waive medical coverage for themselves and their qualified dependents (tax family).
The monthly conditional opt-out incentives are:
Opt Out $200
“Grandfathered” 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 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 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.
D. DENTAL AND VISION INSURANCE/DEPENDENT COVERAGE
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Effective January 1, 2017, 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.
E. LIFE INSURANCE AND ACCIDENTIAL DEATH AND DISMEMBERMENT (AD&D)
Employees shall pay for life insurance coverage of Fifty Thousand Dollars ($50,000).
Effective April 1, 2019 following Council Adoption, Accidental Death and
Dismemberment coverage in the amount of Fifty Thousand Dollars ($50,000) shall
be paid by the employee through the City’s Cafeteria Plan.
F. 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 viewpoint 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 flexible benefits plan and the
insurance plans offered under the MOA;
b. Submit to the City and its employee associations recommendations on
proposed changes for the City's flexible benefits plan and the insurance plans
offered under the MOA;
c. Disseminate information and educate employees about the City's flexible
benefits plan and the insurance plans offered under the MOA;
d. Participate in other related assignments requested by the City and its
employee associations.
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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.
c. If changes to the City's flexible benefits plan or 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.
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ARTICLE 17 - LONG TERM DISABILITY INSURANCE
A. COVERAGE
All employees shall be covered by Long Term Disability Insurance (LTD).
B. COST OF LTD
The employee shall pay all costs of the program, which the City shall deduct from
employees' paychecks.
C. ACCUMULATION OF BENEFITS
Time-in-service and other City benefits will only accrue when an employee is on
City-paid time.
D. COORDINATION OF BENEFITS
1. LTD payments shall be coordinated with accumulated paid time so that take
home pay will not exceed regular take home pay. Paid time is defined as
vacation, sick leave, CTO, and holiday.
2. The coordination of payments will be administered by the City. The employee
must take his/her uncashed LTD benefit check to Finance.
a. Determination of the use of paid time for coordination of benefits shall
be made by the City. Employees on disability leave shall be required
to use all accumulated paid time prior to using unpaid time.
b. Employees who receive LTD benefits shall receive credit for a portion
of the paid leave used to cover their absence. To determine the credit,
the amount of their LTD benefit shall be divided by their base hourly
rate multiplied by 1.4. The credit shall be prorated if the employee has
any non-paid time during the pay period. To receive the credit, the
employee must sign his/her LTD benefit check over to the City.
EXAMPLE: Employee uses 80 hours of sick leave.
Employee receives $384 from LTD.
Employee's hourly rate is $9.67.
1.4 x $9.67 = $13.54
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$384 / $13.54 = 28.36 hours.
The employee receives a credit of 28.36 hours.
E. ACCRUAL OF BENEFITS WHILE ON LTD LEAVE
1. If an employee has no paid time at the beginning of a pay period, the
employee shall neither accrue vacation or sick leave, nor shall the employee
receive his/her regular City health payment benefit except as provided in #3
below. To continue health insurance, the employee must pay the entire cost
of his/her health coverage for that pay period.
2. If an employee has at least sixteen hours of paid time at the beginning of a
pay period, the employee shall receive his/her regular vacation and sick leave
accruals.
3. If an employee has any paid time at the beginning of a pay period, the
employee shall receive his/her regular City health payment benefit for that pay
period. For continuance of medical insurance see Insurance, Article 16,
Section A.
F. WITHDRAWAL FROM LTD
If this unit chooses to withdraw from LTD after the required two (2) years
membership, it must present a majority petition indicating such desire.
G. In the event SLOCEA obtains an alternative Long Term Disability provider, the City
is willing to meet and confer on coordination of benefits.
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ARTICLE 18 - HOLIDAYS
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. Birthday
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
December 25 - Christmas
One-half day before Christmas
One-half day before New Year's Day
Two Floating Holidays
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. A holiday shall be defined as
eight (8) hours of paid time off for regular full-time employees.
When Christmas or New Year’s Holiday falls on a Tuesday or Thursday, the City reserves
the right to close non-essential City services and offices on 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 in non-essential functions on the
days adjacent to the paid holidays would be required to use appropriate personal leave or
take the days as non-pay. The City would notify employees of closure of non-essential City
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services and offices no later than October 31st of the same year in order to provide
employees with ample time to plan accordingly.
Floating holiday accrual: An individual employed on a floating holiday (FH) accrual date
shall be credited with eight (8) hours of additional vacation. Use, carry-over, accumulation,
etc. of such vacation shall be subject to the same rules and procedures that cover all
accrued vacation.
The two floating holidays will be accrued January 1 and July 1.
Effective upon Council Adoption, the remaining eight (8) hours of the 2019 calendar year
floating holiday will be provided in a floating holiday leave bank. Going forward, the two
floating holidays (16 hours) will be provided in a floating holiday leave bank the pay period
that January 1st falls within rather than being accrued twice per 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 his/her
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 19 - SICK LEAVE
A. Sick leave shall be defined as absence from duty because of illness or 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 line-item position shall accrue sick leave with pay at the
rate of twelve (12) days or the prorated shift equivalent 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 his/her 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 notify his/her immediate supervisor or department head as soon as
possible but in any event during the first day of absence. Any employee who
fails to comply with this provision, without having a valid reason, will be placed
on leave of absence without pay during the unexcused absence and be
subject to disciplinary action.
7. Any employee absent for an extended illness or other physical disability may
be required by the Human Resources Director to have an examination by the
City's medical examiner, at City expense, prior to reinstatement to the City
service.
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8. An appointing authority, subject to approval of the Human Resources Director,
may require any employee to be medically examined where reasonable cause
exists to believe that an employee has a medical condition which impairs
his/her 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.
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 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. When an employee receives compensation under the Worker's
Compensation Act of California, such compensation received shall be
considered part of the salary to be paid to the employee eligible for such
payments as required by state law. The amount paid by the City shall be the
difference between the amount received by the employee from the City's
compensation insurance coverage and the eligible employee's regular rate of
pay.
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
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or other compensation other than business or activity connected with his/her
City employment.
12. Accumulation of sick leave days shall be unlimited.
12.
13. Upon termination of employment by death or retirement the employee or
beneficiary may choose: 1), a payout of the employee’s accumulated sick
leave balance based on years of service according to the following schedule,
2) to convert a portion or all of the employee’s sick leave balance to service
credit in accordance with CalPERS regulations, or, 3) a combination of these
two options:
a percentage of the dollar value of the employee's accumulated sick leave will
be paid to the employee, or the designated beneficiary or beneficiaries
according to the following schedule:
(a) Death - 30%
(b) Retirement and actual commencement of PERS benefits:
(1) After ten years of continuous employment - 10%
(2) After fifteen years of continuous employment - 15%
(3) After twenty years of continuous employment – 20%
(4) After twenty-five years of continuous employment – 25%
(5) After thirty years of continuous employment – 30%
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ARTICLE 20 - BEREAVEMENT LEAVE
At each employee's option, sick leave may be used to be absent from duty due to the death
of an employee’s family member as defined in Article 21, Section C, provided such leave as
defined in this section shall not exceed five (5) working days (40 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.
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ARTICLE 21 - FAMILY LEAVE
A. An employee may take up to 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 his/her family.
B. An employee may take up to seven (7) days (56 hours) of sick leave per year if the
family member is part of the employee's household and is hospitalized. The
employee shall submit written verification of such hospitalization.
C. For purposes of this aArticle, family is defined as spouse/domestic partner, child,
brother, sister, parent, parent-in-law, step-parent, step-brother, step-sister,
grandparent, or any other relative as defined by Labor Code 233 and/or Assembly
Bill 1522.
D. The amounts shown in A, B, and C above are annual maximums, not maximums per
qualifying family member.
E. In conjunction with existing leave benefits, employees with one year of City service
who have worked at least 1250 hours in the last year, may be eligible for up to 12
weeks of Family/Medical Leave in accordance with the federal Family and Medical
Leave Act (FMLA) and the California Family Rights Act (CFRA) within any 12- month
period. Family/Medical LeaveFMLA can be used for:
1. A new child through birth, adoption or foster care (maternal or paternal leave).
2. A seriously ill child, spouse or parent who requires hospitalization or
continuing treatment by a physician.
3. Placement of an employee's child for adoption or foster care.
4. A serious health condition which makes the employee unable to perform the
functions of his or her position.
This leave shall be in addition to leave available to employees under the existing four-
month Pregnancy-Disability Leave provided by California law. Paid leave, if used for
family leave purposes or personal illness, will be subtracted from the 12 weeks allowed
by FMLA/CFRAthe Family/Medical Leave Program. Employees must use all available
vacation, compensatory time off, floating holiday, and administrative leav e and , if
appropriate, sick leave prior to receiving unpaid Family/Medical LeaveFMLA/CFRA
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leave. Effective upon Council Adoption, In the event an employee is caring for a family
member and is covered under FMLA/CFRA, s/he will be able to use all accrued sick
leave to care for a family member.
Employees on Family/Medical LeaveFMLA/CFRA will continue to receive the City's
contribution toward the cost of health insurance premiums. However, employees who
receive cash back under the City's Flexible Benefit Plan will not receive that cash
during the Family/Medical LeaveFMLA/CFRA. Only City group health insurance
premiums will be paid by the City.
If an employee does not return to work following Family/Medical leaveFMLA/CFRA
leave, the City may collect from the employee the amount paid for health insurance by
the City during the leave. There are two exceptions to this rule:
1. The continuation of a serious health condition of the employee or a covered
family member prevents the return.
2. Circumstances beyond the employee's control.
Further details on Family/Medical LeavesFMLA/CFRA leaves, are available through
the City's "Guide to Family/Leave Program."
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ARTICLE 22 - VACATION LEAVE
A. Each incumbent of a 40 hour a week line-item position shall accrue vacation leave with
pay at the rate of 12 days (96 hours) per year of continuous service since the benefit
date for the first five years, 15 days (120 hours) per year upon completion of five years,
18 days (144 hours) per year upon completion of ten years, and 20 days (160 hours)
upon completion of twenty years.
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.
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 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)
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F. Vacation leave shall be accrued as earned through the last pay day in December, up
to a maximum of twice the annual rate. Effective April 2019, SLOCEA employees
vacation time shall not exceed twice the annual rate. If an employee reaches the cap
at any time throughout the year, the employee will stop accruing vacation leave.
G. All employees in this unit are eligible, once annually in December, to request payment
for up to forty (40) hours of unused vacation leave provided that an employee's overall
performance and attendance practices are satisfactory. If an employee reaches the
annual accrual cap before December and is eligible for cash out as defined above, the
employee will be able to request vacation payment one additional time during the 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. Employees must have eighty (80)
hours of accrued vacation leave to be eligible for cash out in December. Upon request,
vacation sellback payments shall be made by separate check.
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ARTICLE 23 - 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 his/her base salary and the amount
provided by workers' compensation during the first 90 business days of such temporary
disability absence. Eligibility for workers' compensation leave requires an open workers'
compensation claim.
For continuation of medical insurance see Insurance, Article 16, Section A.
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ARTICLE 24 - WORK SCHEDULE
Employees shall be scheduled to work on regular work shifts having regular starting and
quitting times. Except for emergencies, employees' work shifts shall not be changed without
reasonable prior written notice to the employee and the Human Resources Director. 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.
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ARTICLE 25 - PROBATION PERIOD
All new appointments in line-item positions in the classified service shall be subject to a
probationary period of one year. Promotions or transfers to line-item positions within the
general unit in the classified service shall be subject to a 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 Human Resources Director.
Employees not successfully passing a promotional or transfer probation or voluntarily
requesting to have the promotion rescinded during the first 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 29, Layoffs, Section B.
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ARTICLE 26 - PERFORMANCE EVALUATIONS
Al l regular full-time employees 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 probationary employees shall receive
quarterly written performance evaluations within (30) days following the due date from their
supervisor, absent exceptional circumstances.
Effective March 1, 2019 following Council Adoption, the performance evaluation scale will
be modified from its existing five categories (Outstanding, Exceeds Expectations, Meets
Expectations, Needs Some Improvement, Does Not Meet Minimum Requirements) to three
categories (Exceeds Performance Standards, Meets Performance Standards, Below
Performance Standards).
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ARTICLE 27 - AMERICANS WITH DISABILITIES ACT
The City and Association acknowledge the passage of the Americans with Disabilities Act.
It is agreed that the City shall take all necessary actions to comply with the provisions of this
Act. If necessary, sections of this Memorandum of Agreement and/or the City Personnel
Rules may be suspended in order to achieve compliance.
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ARTICLE 28 - 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 he/she possesses the minimum qualifications as determined by the
Human Resources Director.
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.
The employee shall be given five (5) business days' written notice of the transfer
including the reason for the change.
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ARTICLE 29 - LAYOFFS
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 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 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 unsatisfactory, below standard, needs improvement,
unacceptable or does not meet minimum standards. Performance
defined by this category is evidenced by the employee's two most recent
performance evaluations with an overall rating that falls within the lowest
two categories of the performance appraisal report.
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
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with an overall rating that falls within the top two or three performance
categories of the performance appraisal.
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. 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. 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. 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.
An appointing authority may, with the approval of the department head and the
Human Resources Director and in agreement with the employee, appoint an
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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 Assistant II from Accounting 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 Worker II from a Street Painter 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 Manager may depart therefrom on the basis of a clearly
demonstrable superiority in performance and/or qualifications.
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6. Employees on layoff shall be offered reemployment in the inverse order
of layoff, provided no intervening factors have occurred which 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 lay-off.
The notice shall include the following information:
1. Reason for lay-off.
2. Effective date of layoff.
3. Employee rights as provided in these rules.
H. Removal of Names from Reemployment Lists.
The Human Resources Director may remove an employee's name from a
reinstatement list if any of the following occur:
1. The individual indicates that he/she 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
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.
K. Employee Rights and Responsibilities.
In addition to rights identified herein, employees affected by these procedures
shall also have the following rights:
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1. Through prior arrangement with his/her immediate supervisor an
employee who has been notified of his/her 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 his/her
unused accrued vacation leave on the effective date of the layoff.
3. When an individual is reemployed he/she shall be entitled to:
a. Retain his/her 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 he/she was laid off shall be
assigned to the same salary range and step he/she held at the time of the layoff. An
individual reemployed into a job classification other than the classification from which
he/she was laid off shall be assigned to the salary range of the new classification at the
amount closest to the salary he/she earned at the time of the layoff. An individual
reemployed into the classification from which he/she was laid off while still a probationary
employee shall complete, upon return to the job, the remaining portion of his/her
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 he/she would have
had to work at the time of 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 30 - MODIFIED DUTY ASSIGNMENT
If an employee's medical condition temporarily precludes the performance of his/her 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 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 31 - CLASS "A & B" 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 drivers
licenses.
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ARTICLE 32 - UNIFORM 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.
B. Uniforms and work shoes shall only be used on City business.
C. 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 on a case-by-case basis.
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ARTICLE 33 - SAFETY PROGRAM
The City shall continue a compensation program for safety representatives on the basis that
each designated safety member shall be compensated at the rate of $10.00 per month. The
description of the duties of a safety committee member shall be designed by the Human
Resources Director or his/her designee. The intent of the safety representatives is to assist
the Human Resources Director and the overall safety program in reducing accidents by
reporting hazardous conditions.
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ARTICLE 34 - 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 35 - 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
Agreement, 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
within seven (7) business days of receiving the department head’s decision. The
Human Resources Director shall confer with the employee and the department head
and any other interested parties, and shall conduct such other investigations as may
be advisable.
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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'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 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.
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ARTICLE 36 - 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) 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) 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) 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
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and the number of hours shall be subtracted from the maximum number of
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 37 - COMMITTEE REPRESENTATION
A. If the Human Resources Director establishes a committee to study possible changes
which will affect significant numbers of employees in the unit in subjects within the
scope of representation, and if the Human Resources Director includes unit members
on the committee, such committee members shall be designated by the Human
Resources Director 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 38 - DUES DEDUCTION/AGENCY SHOP
A. The City agrees to automatically deduct from bargaining unit member’s 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 his/her 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 deductions for dues and assessments collected during
each payroll period.
DUES DEDUCTION
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The City shall deduct dues from City employees and remit said dues to the Association on
a bi-weekly basis for the duration of this Agreement. These dues shall not include
assessments. Bi-weekly dues deduction additions and/or deletions shall be recorded by the
City's Finance and Information Technology Director and a notification of all dues
transactions shall be sent bi-weekly to the Association Treasurer.
AGENCY SHOP
This Agency Shop provision went into effect following certification of the election results by
the State Mediation and Conciliation Services on October 11, 2005. Agency Shop as used
in this article means an organizational security agreement as defined in Government Code
Section 3502.5 and applicable law.
Each employee in this bargaining unit shall be required to choose one of the following
options:
1) become a member in good standing of the Association.
2) pay to the association an agency fee in an amount which does not exceed the
amount that may be lawfully collected under applicable constitutional, statutory
and case law. This amount shall be equal to or less than the monthly dues paid
by members of the Association during the term of this MOA. Such payments shall
be made by payroll deduction. The Association represents that the collection,
administration and use of agency fee funds shall be in conformance with the law.
3) Pursuant to Government Code Section 3502.5 (c), any employee who is a
member of a religious body whose traditional tenets or teachings include
objections to joining or supporting employee organizations shall not be required
to meet the above agency fee obligations, but shall pay by means of mandatory
payroll deduction an amount equal to the agency shop fee to a non-religious, non-
labor charitable organization exempt from taxation under Section 501 (c) 3 of the
Internal Revenue Code, as designated by the employee.
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To qualify for the religious exemption the employee must provide to the
Association, with a copy to the City, a written statement of objection, along with
verifiable evidence of membership as described above.
New employees must make the required choice within 30 days of employment in the unit.
The agency fee shall be automatically deducted for those employees who fail to comply with
the agency shop provision within the time limits prescribed.
The Association shall indemnify, defend and hold harmless the City and its officers,
employees and agents from and against any and all claims, proceedings, settlements and/or
liability regarding the legality of this Article or any action taken or not taken by or on behalf
of the City under this Article. The Association will further indemnify the City against any
unusual costs in implementing these provisions. The Association shall refund to the City
any amount paid to it in error upon presentation of supporting evidence.
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ARTICLE 39 - 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 operation s 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 40 - PEACEFUL PERFORMANCE
If an employee participates in a strike or a concerted work stoppage, the City may apply
discipline up to and including discharge. However, nothing herein shall be so construed as
to affect the right of any employee to abandon or to resign his employment.
A. Employee organizations 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. In the event that there occurs any strike, concerted work stoppage, or any other form
of interference with or limitation of the peaceful performance of City services
prohibited by this article, the City, in addition to any other lawful remedies of
disciplinary actions, may by action of the Municipal Employee Relations Officer
cancel any or all payroll deductions, prohibit the use of bulletin boards, prohibit the
use of City facilities, and withdraw recognition of the employee organization or
organizations participating in such actions.
C. 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.
Any decision made under the provisions of the Article may be appealed to the City Council
by filing a written Notice of Appeal with the City Clerk, accompanied by a complete statement
setting forth all of the facts upon which the appeal is based. Such Notice of Appeal must be
filed within ten (10) working days after the affected employee organization first received
notice of the decision upon which the complaint is based, or it will be considered closed and
not subject to any other appeal.
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ARTICLE 41 - FULL AGREEMENT
It is understood this Agreement represents a complete and final understanding on 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 negotiate
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. practice, subject or matter not specifically referred to or covered in this
Agreement even though such practice, subject or matter may not have been within the
knowledge of the parties at the time this Agreement was negotiated and signed. In the event
any new practice, subject or matter arises during the term of this Agreement and an action
is proposed by the City, the Association shall be afforded notice and shall have the right to
meet and confer upon request.
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ARTICLE 42 - 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 43 - 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 (address: PO
BOX 15004, San Luis Obispo, California 93406: (805) 781-7196).
B. Management's principal authorized agent shall be the Human Resources Director or
his/her duly authorized representative (address: 990 Palm Street, San Luis Obispo,
CA 93401-3249; telephone: (805) 781-7250).
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ARTICLE 44 - SIGNATURES
Classifications covered by this Agreement and included within this unit are shown in
Appendix "A".
This Agreement becomes effective November 15, 2016February 19, 2019, as witnessed
hereto by the following parties:
CITY OF SAN LUIS OBISPO SAN LUIS OBISPO CITY EMPLOYEES’
ASSOCIATION
_______________________________ _______________________________
Richard Bolanos, City Consultant Dale E. Strobridge, SLOCEA Consultant
_______________________________ _______________________________
Monica Irons, Human Resources Director Ron Faria, SLOCEA President
Other City Negotiating Team Members Other SLOCEA Negotiating Team Members
Nickole Sutter Anthony Whipple
Brian Lindsey
Pam Ouellette
Rebecca Cox
Ryan Dale
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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 MOA’s.
. Accounting Assistant I
. Accounting Assistant II
. Accounting Assistant III
. Administrative Assistant I
. Administrative Assistant II
. Administrative Assistant III
. Assistant Planner
Associate Planner
. Building Inspector I
. Building Inspector II
. Code Enforcement Officer I
. Code Enforcement Officer II
Code Enforcement Technician I
Code Enforcement Technician II
Control Systems Administrator
Control Systems Technician
Database 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
Environmental Compliance Inspector
Facilities Maintenance Technician SBP
. GIS Specialist I
. GIS Specialist II
Golf Maintenance Crew Coordinator
Heavy Equipment Mechanic
Information Technology Assistant
Laboratory Analyst SBP
. Maintenance Worker I - Parks
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. Maintenance Worker II - Parks
. Maintenance Worker III - Parks
Mechanic Helper
Network Administrator
Parking Coordinator
Parking Enforcement Officer I
Parking Enforcement Officer II
Parking Meter Repair Worker
Parks Crew Coordinator
Parks Maintenance Specialist SBP
. Permit Technician I
. Permit Technician II
. Planning Technician
Plans Examiner
Ranger Maintenance Worker
Recreation Coordinator
Signal and Street Lighting Technician
Streets Crew Coordinator
Streets Maintenance Operator SBP
Supervising Accounting Assistant
Supervising Administrative Assistant
Sweeper Operator
Tourism Coordinator
Transit Assistant
Transit Coordinator
. Transportation Planner-Engineer I
. Transportation Planner-Engineer II
. Transportation Planner-Engineer III
Underground Utilities Locator
Urban Forester SBP
Utility Billing Assistant
Utilities Services Technician
Wastewater Collection System Operator SBP
W ater 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
W ater Treatment Plant Chief Operator
Water Treatment Plant Maintenance Technician SBP
Water Treatment Plant Operator SBP
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Water Treatment Plant Chief Maintenance Technician
. Denotes positions within a career series
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APPENDIX B - SKILLS BASED PAY GUIDANCE DOCUMENT
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APPENDIX C – BACK PAY OVERTIME SUMMARY BY EMPLOYEE
Employee ID Amount Due Notes
92981 $ (0.01) Paid to SLOCEA
76600 $ (0.01) Paid to SLOCEA
33609 $ (0.01) Paid to SLOCEA
46919 $ (0.01) Paid to SLOCEA
10959 $ (0.01) Paid to SLOCEA
35688 $ (0.01) Paid to SLOCEA
65460 $ (0.01) Paid to SLOCEA
66560 $ (0.01) Paid to SLOCEA
27557 $ (0.01) Paid to SLOCEA
26024 $ (0.02) Paid to SLOCEA
54367 $ (0.03) Paid to SLOCEA
88452 $ (0.03) Paid to SLOCEA
30315 $ (0.04) Paid to SLOCEA
80870 $ (0.06) Paid to SLOCEA
73380 $ (0.13) Paid to SLOCEA
86670 $ (0.15) Paid to SLOCEA
64925 $ (0.16) Paid to SLOCEA
80157 $ (0.17) Paid to SLOCEA
64203 $ (0.17) Paid to SLOCEA
50735 $ (0.19) Paid to SLOCEA
25522 $ (0.23) Paid to SLOCEA
11443 $ (0.24) Paid to SLOCEA
60380 $ (0.24) Paid to SLOCEA
25918 $ (0.24) Paid to SLOCEA
88023 $ (0.32) Paid to SLOCEA
32861 $ (0.32) Paid to SLOCEA
48590 $ (0.34) Paid to SLOCEA
45876 $ (0.36) Paid to SLOCEA
63012 $ (0.52) Paid to SLOCEA
17300 $ (0.52) Paid to SLOCEA
80868 $ (0.52) Paid to SLOCEA
80295 $ (0.57) Paid to SLOCEA
27765 $ (0.57) Paid to SLOCEA
92330 $ (0.70) Paid to SLOCEA
57488 $ (0.91) Paid to SLOCEA
56181 $ (1.11) Paid to Employee
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Employee ID Amount Due Notes
33805 $ (1.14) Paid to Employee
66770 $ (1.21) Paid to Employee
11520 $ (1.22) Paid to Employee
34051 $ (1.63) Paid to Employee
28240 $ (2.00) Paid to Employee
67010 $ (2.15) Paid to Employee
13040 $ (2.76) Paid to Employee
81010 $ (2.96) Paid to Employee
73235 $ (3.08) Paid to Employee
60920 $ (3.09) Paid to Employee
58345 $ (3.29) Paid to Employee
67832 $ (3.33) Paid to Employee
20019 $ (3.72) Paid to Employee
67270 $ (3.93) Paid to Employee
71570 $ (4.04) Paid to Employee
65680 $ (4.42) Paid to Employee
89133 $ (4.50) Paid to Employee
36130 $ (4.96) Paid to Employee
22470 $ (5.12) Paid to Employee
60178 $ (5.17) Paid to Employee
22180 $ (5.19) Paid to Employee
32108 $ (5.35) Paid to Employee
66740 $ (5.65) Paid to Employee
15840 $ (6.94) Paid to Employee
10602 $ (6.99) Paid to Employee
75918 $ (7.29) Paid to Employee
44543 $ (7.32) Paid to Employee
48582 $ (7.34) Paid to Employee
59965 $ (7.71) Paid to Employee
28166 $ (8.37) Paid to Employee
13090 $ (9.85) Paid to Employee
78691 $ (9.87) Paid to Employee
88858 $ (10.05) Paid to Employee
11420 $ (10.24) Paid to Employee
77250 $ (10.63) Paid to Employee
14155 $ (12.78) Paid to Employee
88068 $ (13.14) Paid to Employee
60095 $ (13.31) Paid to Employee
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Employee ID Amount Due Notes
86640 $ (13.63) Paid to Employee
15554 $ (13.74) Paid to Employee
26610 $ (16.81) Paid to Employee
70985 $ (17.02) Paid to Employee
45869 $ (17.68) Paid to Employee
60843 $ (19.46) Paid to Employee
65490 $ (23.19) Paid to Employee
86088 $ (23.43) Paid to Employee
50507 $ (24.09) Paid to Employee
25523 $ (26.34) Paid to Employee
28440 $ (31.63) Paid to Employee
36410 $ (33.88) Paid to Employee
66420 $ (39.50) Paid to Employee
30218 $ (40.19) Paid to Employee
64970 $ (43.13) Paid to Employee
33651 $ (46.53) Paid to Employee
30788 $ (48.21) Paid to Employee
91115 $ (54.67) Paid to Employee
59440 $ (58.23) Paid to Employee
36540 $ (60.43) Paid to Employee
81165 $ (60.71) Paid to Employee
59450 $ (64.25) Paid to Employee
70002 $ (74.10) Paid to Employee
54360 $ (74.91) Paid to Employee
14878 $ (87.31) Paid to Employee
34112 $ (102.47) Paid to Employee
48585 $ (128.95) Paid to Employee
88390 $ (138.24) Paid to Employee
27795 $ (186.48) Paid to Employee
28172 $ (209.00) Paid to Employee
54140 $ (218.68) Paid to Employee
27179 $ (232.03) Paid to Employee
66060 $ (235.80) Paid to Employee
92295 $ (628.19) Paid to Employee
TOTAL
AMOUNT $ (3,323.57)
Packet Pg. 455
Item 13
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Adopted by Council 2-19-2019
Title Class Schedule Bargaining
Unit WC Code Exempt/
Non-Exempt
EEO
Category
EEO
Function
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 3020 305 MME 8810 Exempt 2 1 2,465$ 2,465$ 2,465$ 2,465$ 3,081$ -$ -$ -$ -$
ACCOUNTING ASSISTANT I 4020 417 CEA 8810 Non-Exempt 6 1 1,606$ 1,690$ 1,779$ 1,873$ 1,972$ -$ -$ -$ -$
ACCOUNTING ASSISTANT II 4030 419 CEA 8810 Non-Exempt 6 1 1,691$ 1,780$ 1,874$ 1,973$ 2,077$ -$ -$ -$ -$
ACCOUNTING ASSISTANT III 4040 421 CEA 8810 Non-Exempt 6 1 1,781$ 1,875$ 1,974$ 2,078$ 2,187$ -$ -$ -$ -$
ACCOUNTING MANAGER 3011 347 MME 8810 Exempt 2 1 3,712$ 3,712$ 3,712$ 3,712$ 4,639$ -$ -$ -$ -$
ACTING FIRE CHIEF 2620 272 MME 7706 Exempt 1 1 5,494$ 5,494$ 5,494$ 5,494$ 6,870$ -$ -$ -$ -$
ACTIVE TRANSPORTATION MANAGER 3261 325 MME 8810 Exempt 2 2 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
ADMINISTRATION EXECUTIVE ASSISTANT 3520 365 CFE 8810 Non-Exempt 6 1 1,971$ 2,075$ 2,184$ 2,299$ 2,420$ -$ -$ -$ -$
ADMINISTRATIVE ANALYST 3029 305 MME 8810 Exempt 2 1 2,465$ 2,465$ 2,465$ 2,465$ 3,081$ -$ -$ -$ -$
ADMINISTRATIVE ASSISTANT I 4500 417 CEA 8810 Non-Exempt 6 1 1,606$ 1,690$ 1,779$ 1,873$ 1,972$ -$ -$ -$ -$
ADMINISTRATIVE ASSISTANT II 4510 419 CEA 8810 Non-Exempt 6 1 1,691$ 1,780$ 1,874$ 1,973$ 2,077$ -$ -$ -$ -$
ADMINISTRATIVE ASSISTANT III 4520 423 CEA 8810 Non-Exempt 6 1 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
APPLICATION SYSTEM SPECIALIST 4368 439 CEA-C 9410 Non-Exempt 3 1 2,843$ 2,993$ 3,150$ 3,316$ 3,490$ -$ -$ -$ -$
ASSISTANT CITY ATTORNEY 3050 353 MME 8810 Exempt 2 1 3,950$ 3,950$ 3,950$ 3,950$ 4,936$ -$ -$ -$ -$
ASSISTANT CITY MANAGER 2510 267 DPH 8810 Exempt 1 1 5,244$ 5,244$ 5,244$ 5,244$ 6,558$ -$ -$ -$ -$
ASSISTANT PLANNER 4080 432 CEA 8810 Non-Exempt 5 10 2,371$ 2,496$ 2,627$ 2,765$ 2,910$ -$ -$ -$ -$
ASSISTANT TO THE CITY MANAGER 3031 335 MME 8810 Exempt 2 1 3,304$ 3,304$ 3,304$ 3,304$ 4,128$ -$ -$ -$ -$
ASSOCIATE PLANNER 4090 437 CEA 8810 Non-Exempt 2 10 2,699$ 2,841$ 2,991$ 3,148$ 3,314$ -$ -$ -$ -$
BUDGET MANAGER 3025 330 MME 8810 Exempt 2 1 3,146$ 3,146$ 3,146$ 3,146$ 3,931$ -$ -$ -$ -$
BUILDING AND SAFETY SUPERVISOR 3075 325 MME 9410 Exempt 2 10 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
BUILDING INSPECTOR I 4100 432 CEA 9410 Non-Exempt 3 10 2,371$ 2,496$ 2,627$ 2,765$ 2,910$ -$ -$ -$ -$
BUILDING INSPECTOR II 4113 435 CEA 9410 Non-Exempt 3 10 2,563$ 2,698$ 2,840$ 2,989$ 3,146$ -$ -$ -$ -$
BUSINESS ANALYST 3026 315 MME-C 8810 Exempt 2 1 2,719$ 2,719$ 2,719$ 2,719$ 3,396$ -$ -$ -$ -$
CHIEF BUILDING OFFICIAL 2537 244 MME 9410 Exempt 2 10 4,227$ 4,227$ 4,227$ 4,227$ 5,281$ -$ -$ -$ -$
CITY ATTORNEY 2020 210 APO 8810 Exempt 2 1 7,569$ -$ -$ -$ -$ -$ -$ -$ -$
CITY BIOLOGIST 3570 325 MME 9410 Exempt 2 6 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
CITY CLERK 3035 340 MME 8810 Exempt 2 1 3,468$ 3,468$ 3,468$ 3,468$ 4,335$ -$ -$ -$ -$
CITY COUNCIL MEMBER 1030 104 CCM 8810 Exempt 1 1 565$ -$ -$ -$ -$ -$ -$ -$ -$
CITY MANAGER 2010 220 APO 8810 Exempt 1 1 8,953$ -$ -$ -$ -$ -$ -$ -$ -$
CLASSIFICATION AND COMPENSATION SPECIALIST 3553 368 CFE-C 8810 Non-Exempt 5 1 2,040$ 2,147$ 2,260$ 2,379$ 2,504$ -$ -$ -$ -$
CODE ENFORCEMENT OFFICER I 4114 432 CEA 9410 Non-Exempt 3 10 2,371$ 2,496$ 2,627$ 2,765$ 2,910$ -$ -$ -$ -$
CODE ENFORCEMENT OFFIECR II 4116 435 CEA 9410 Non-Exempt 3 10 2,563$ 2,698$ 2,840$ 2,989$ 3,146$ -$ -$ -$ -$
CODE ENFORCEMENT SUPERVISOR 3076 320 MME 9410 Exempt 2 10 2,853$ 2,853$ 2,853$ 2,853$ 3,566$ -$ -$ -$ -$
CODE ENFORCEMENT TECHNICIAN I 4117 421 CEA 9410 Non-Exempt 3 10 1,781$ 1,875$ 1,974$ 2,078$ 2,187$ -$ -$ -$ -$
CODE ENFORCEMENT TECHNICIAN II 4118 423 CEA 9410 Non-Exempt 3 10 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
COMMUNCATIONS TECHNICIAN 7010 712 POA 8810 Non-Exempt 6 4 2,256$ 2,375$ 2,500$ 2,632$ 2,771$ 2,917$ 3,070$ -$ -$
COMMUNICATIONS MANAGER 8056 856 PSO 8810 Exempt 2 4 3,290$ 3,463$ 3,645$ 3,837$ 4,039$ 4,252$ -$ -$ -$
COMMUNICATIONS SUPERVISOR 8050 855 PSO 8810 Exempt 2 4 2,835$ 2,984$ 3,141$ 3,306$ 3,480$ 3,663$ -$ -$ -$
CONSTRUCTION ENGINEERING MANAGER 3099 340 MME 9410 Exempt 2 2 3,468$ 3,468$ 3,468$ 3,468$ 4,335$ -$ -$ -$ -$
Page 1 of 6
Packet Pg. 456
Item 13
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Adopted by Council 2-19-2019
Title Class Schedule Bargaining
Unit WC Code Exempt/
Non-Exempt
EEO
Category
EEO
Function
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
CONTROL SYSTEMS ADMINISTRATOR 4364 439 CEA 9420 Non-Exempt 3 12 2,843$ 2,993$ 3,150$ 3,316$ 3,490$ -$ -$ -$ -$
CONTROL SYSTEMS TECHNICIAN 4363 435 CEA 9420 Non-Exempt 3 12 2,563$ 2,698$ 2,840$ 2,989$ 3,146$ -$ -$ -$ -$
DATABASE ADMINISTRATOR 4367 439 CEA 8810 Non-Exempt 3 1 2,843$ 2,993$ 3,150$ 3,316$ 3,490$ -$ -$ -$ -$
DEPUTY CITY CLERK I 4536 423 CEA 8810 Non-Exempt 5 1 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
DEPUTY CITY CLERK II 4537 426 CEA 8810 Non-Exempt 5 1 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
DEPUTY DIRECTOR OF CDD - DEVELOPMENT REVIEW 2544 244 MME 8810 Exempt 1 10 4,227$ 4,227$ 4,227$ 4,227$ 5,281$ -$ -$ -$ -$
DEPUTY DIRECTOR OF CDD - LONG RANGE PLANNING 2545 244 MME 8810 Exempt 1 10 4,227$ 4,227$ 4,227$ 4,227$ 5,281$ -$ -$ -$ -$
DEPUTY DIRECTOR OF PUBLIC WORKS 2565 244 MME 9410 Exempt 1 1 4,227$ 4,227$ 4,227$ 4,227$ 5,281$ -$ -$ -$ -$
DEPUTY DIRECTOR OF PUBLIC WORKS/CITY ENGINEER 2555 249 MME 8810 Exempt 1 2 4,438$ 4,438$ 4,438$ 4,438$ 5,547$ -$ -$ -$ -$
DEPUTY DIRECTOR OF UTILITIES - WASTEWATER 2575 244 MME 9410 Exempt 1 13 4,227$ 4,227$ 4,227$ 4,227$ 5,281$ -$ -$ -$ -$
DEPUTY DIRECTOR OF UTILITIES - WATER 2574 244 MME 9410 Exempt 1 12 4,227$ 4,227$ 4,227$ 4,227$ 5,281$ -$ -$ -$ -$
DEPUTY FIRE CHIEF 2615 257 MME 7706 Exempt 1 5 4,781$ 4,781$ 4,781$ 4,781$ 5,976$ -$ -$ -$ -$
DIRECTOR OF COMMUNITY DEVELOPMENT 2550 267 DPH 8810 Exempt 1 1 5,244$ 5,244$ 5,244$ 5,244$ 6,558$ -$ -$ -$ -$
DIRECTOR OF FINANCE 2533 267 DPH 8810 Exempt 1 1 5,244$ 5,244$ 5,244$ 5,244$ 6,558$ -$ -$ -$ -$
DIRECTOR OF HUMAN RESOURCES 2540 267 DPH 8810 Exempt 1 1 5,244$ 5,244$ 5,244$ 5,244$ 6,558$ -$ -$ -$ -$
DIRECTOR OF PARKS AND RECREATION 2590 267 DPH 8810 Exempt 1 1 5,244$ 5,244$ 5,244$ 5,244$ 6,558$ -$ -$ -$ -$
DIRECTOR OF PUBLIC WORKS 2560 267 DPH 8810 Exempt 1 1 5,244$ 5,244$ 5,244$ 5,244$ 6,558$ -$ -$ -$ -$
DIRECTOR OF UTILITIES 2580 267 DPH 8810 Exempt 1 1 5,244$ 5,244$ 5,244$ 5,244$ 6,558$ -$ -$ -$ -$
ECONOMIC DEVELOPMENT MANAGER 3120 340 MME 9410 Exempt 2 1 3,468$ 3,468$ 3,468$ 3,468$ 4,335$ -$ -$ -$ -$
ENGINEER I 4160 435 CEA 9410 Non-Exempt 2 2 2,563$ 2,698$ 2,840$ 2,989$ 3,146$ -$ -$ -$ -$
ENGINEER II 4161 439 CEA 9410 Non-Exempt 2 2 2,843$ 2,993$ 3,150$ 3,316$ 3,490$ -$ -$ -$ -$
ENGINEER III 4162 442 CEA 9410 Non-Exempt 2 2 3,073$ 3,235$ 3,405$ 3,584$ 3,773$ -$ -$ -$ -$
ENGINEERING INSPECTOR I 4151 430 CEA 9410 Non-Exempt 3 2 2,251$ 2,369$ 2,494$ 2,625$ 2,763$ -$ -$ -$ -$
ENGINEERING INSPECTOR II 4152 433 CEA 9410 Non-Exempt 3 2 2,433$ 2,561$ 2,696$ 2,838$ 2,987$ -$ -$ -$ -$
ENGINEERING INSPECTOR III 4153 439 CEA 9410 Non-Exempt 3 2 2,843$ 2,993$ 3,150$ 3,316$ 3,490$ -$ -$ -$ -$
ENGINEERING INSPECTOR IV 4154 442 CEA 9410 Non-Exempt 3 2 3,073$ 3,235$ 3,405$ 3,584$ 3,773$ -$ -$ -$ -$
ENGINEERING TECHNICIAN I 4170 423 CEA 8810 Non-Exempt 3 2 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
ENGINEERING TECHNICIAN II 4171 425 CEA 8810 Non-Exempt 3 2 1,978$ 2,082$ 2,192$ 2,307$ 2,428$ -$ -$ -$ -$
ENGINEERING TECHNICIAN III 4172 430 CEA 8810 Non-Exempt 3 2 2,251$ 2,369$ 2,494$ 2,625$ 2,763$ -$ -$ -$ -$
ENVIRONMENTAL COMPLIANCE INSPECTOR 4220 432 CEA 9410 Non-Exempt 3 12 2,371$ 2,496$ 2,627$ 2,765$ 2,910$ -$ -$ -$ -$
ENVIRONMENTAL PROGRAMS MANAGER 3171 325 MME 9410 Exempt 3 13 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
EVIDENCE TECHNICIAN 7020 715 POA 9410 Non-Exempt 3 4 3,012$ 3,171$ 3,338$ 3,514$ 3,699$ 3,894$ 4,099$ -$ -$
FACILITIES MAINTENANCE SUPERVISOR 3070 315 MME 9420 Exempt 3 2 2,719$ 2,719$ 2,719$ 2,719$ 3,396$ -$ -$ -$ -$
FACILITIES MAINTENANCE TECHNICIAN (SBP)4305 450 CEA 9420 Non-Exempt 8 2 1,789$ 1,883$ 1,982$ 2,086$ 2,196$ 2,312$ 2,434$ 2,562$ 2,697$
FINANCIAL ANALYST 3022 305 MME 8810 Exempt 2 1 2,465$ 2,465$ 2,465$ 2,465$ 3,081$ -$ -$ -$ -$
FIRE BATTALION CHIEF 5010 505 FBC 7706 Exempt 1 5 4,297$ 4,523$ 4,761$ 5,012$ 5,276$ 5,554$ -$ -$ -$
FIRE CAPTAIN 6010 621 FFA 7706 Non-Exempt 2 5 3,353$ 3,529$ 3,715$ 3,910$ 4,116$ -$ -$ -$ -$
FIRE CHIEF 2610 272 DPH 7706 Exempt 1 1 5,494$ 5,494$ 5,494$ 5,494$ 6,870$ -$ -$ -$ -$
FIRE ENGINEER 6020 615 FFA 7706 Non-Exempt 3 5 2,869$ 3,020$ 3,179$ 3,346$ 3,522$ -$ -$ -$ -$
Page 2 of 6
Packet Pg. 457
Item 13
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Adopted by Council 2-19-2019
Title Class Schedule Bargaining
Unit WC Code Exempt/
Non-Exempt
EEO
Category
EEO
Function
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
FIRE FIGHTER 6040 612 FFA 7706 Non-Exempt 4 5 2,384$ 2,649$ 2,788$ 2,935$ 3,089$ 3,252$ -$ -$ -$
FIRE INSPECTOR I 6198 626 FFA 9410 Non-Exempt 3 5 2,410$ 2,537$ 2,670$ 2,811$ 2,959$ -$ -$ -$ -$
FIRE INSPECTOR II 6200 630 FFA 9410 Non-Exempt 3 5 2,674$ 2,815$ 2,963$ 3,119$ 3,283$ -$ -$ -$ -$
FIRE INSPECTOR III 6202 633 FFA 9410 Non-Exempt 3 5 2,890$ 3,042$ 3,202$ 3,371$ 3,548$ -$ -$ -$ -$
FIRE MARSHAL 3130 347 MME 9410 Exempt 1 1 3,712$ 3,712$ 3,712$ 3,712$ 4,639$ -$ -$ -$ -$
FIRE VEHICLE MECHANIC 6030 616 FFA 9420 Non-Exempt 7 5 2,940$ 3,095$ 3,258$ 3,429$ 3,609$ -$ -$ -$ -$
FLEET MAINTENANCE SUPERVISOR 3350 315 MME 9420 Exempt 3 12 2,719$ 2,719$ 2,719$ 2,719$ 3,396$ -$ -$ -$ -$
GIS SPECIALIST I 4177 433 CEA 8810 Non-Exempt 3 2 2,433$ 2,561$ 2,696$ 2,838$ 2,987$ -$ -$ -$ -$
GIS SPECIALIST II 4178 437 CEA 8810 Non-Exempt 3 2 2,699$ 2,841$ 2,991$ 3,148$ 3,314$ -$ -$ -$ -$
GOLF MAINTENANCE CREW COORDINATOR 3161 426 CEA 9420 Non-Exempt 8 6 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
HAZARDOUS MATERIALS COORDINATOR 6165 617 FFA 9420 Non-Exempt 3 5 3,456$ 3,638$ 3,829$ 4,031$ 4,243$ -$ -$ -$ -$
HEAVY EQUIPMENT MECHANIC 4250 426 CEA 9420 Non-Exempt 7 2 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
HOUSING PROGRAMS MANAGER 3168 320 MME 8810 Exempt 2 10 2,853$ 2,853$ 2,853$ 2,853$ 3,566$ -$ -$ -$ -$
HUMAN RESOURCES ADMINISTRATIVE ASSISTANT I 3532 360 CFE 8810 Non-Exempt 6 1 1,654$ 1,741$ 1,833$ 1,929$ 2,031$ -$ -$ -$ -$
HUMAN RESOURCES ADMINISTRATIVE ASSISTANT II 3534 363 CFE 8810 Non-Exempt 6 1 1,741$ 1,833$ 1,929$ 2,030$ 2,137$ -$ -$ -$ -$
HUMAN RESOURCES ADMINISTRATIVE ASSISTANT III 3536 365 CFE 8810 Non-Exempt 6 1 1,971$ 2,075$ 2,184$ 2,299$ 2,420$ -$ -$ -$ -$
HUMAN RESOURCES ANALYST I 3240 305 MME 8810 Exempt 2 1 2,465$ 2,465$ 2,465$ 2,465$ 3,081$ -$ -$ -$ -$
HUMAN RESOURCES ANALYST II 3245 315 MME 8810 Exempt 2 1 2,719$ 2,719$ 2,719$ 2,719$ 3,396$ -$ -$ -$ -$
HUMAN RESOURCES MANAGER 3320 325 MME 8810 Exempt 2 1 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
HUMAN RESOURCES SPECIALIST 3552 368 CFE 8810 Non-Exempt 5 1 2,040$ 2,147$ 2,260$ 2,379$ 2,504$ -$ -$ -$ -$
INFORMATION TECHNOLOGY ASSISTANT 4255 423 CEA 8810 Non-Exempt 3 1 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
INFORMATION TECHNOLOGY MANAGER 3180 353 MME 8810 Exempt 2 1 3,950$ 3,950$ 3,950$ 3,950$ 4,936$ -$ -$ -$ -$
INFORMATION TECHNOLOGY SUPERVISOR 3145 325 MME 8810 Exempt 2 2 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
INFORMATION TECHNOLOGY SUPPORT SERVICES SUPERVISOR 3179 305 MME 8810 Exempt 2 1 2,465$ 2,465$ 2,465$ 2,465$ 3,081$ -$ -$ -$ -$
INTERIM DEPUTY CITY MANAGER 3034 244 MME 8810 Exempt 1 1 4,227$ 4,227$ 4,227$ 4,227$ 5,281$ -$ -$ -$ -$
INTERIM DEPUTY DIRECTOR - SUSTAINABILITY 3201 244 MME 8810 Exempt 2 6 4,227$ 4,227$ 4,227$ 4,227$ 5,281$ -$ -$ -$ -$
INTERIM DIRECTOR OF UTILITIES 2585 267 MME 8810 Exempt 1 1 5,244$ 5,244$ 5,244$ 5,244$ 6,558$ -$ -$ -$ -$
INTERIM INFORMATION TECHNOLOGY MANAGER 3181 335 MME 8810 Exempt 2 1 3,304$ 3,304$ 3,304$ 3,304$ 4,128$ -$ -$ -$ -$
LABORATORY ANALYST (SBP)4775 456 CEA 9410 Non-Exempt 3 13 2,290$ 2,411$ 2,538$ 2,672$ 2,813$ 2,961$ 3,117$ 3,281$ 3,454$
LABORATORY MANAGER 3185 330 MME 9410 Exempt 3 12 3,146$ 3,146$ 3,146$ 3,146$ 3,931$ -$ -$ -$ -$
LEAD NETWORK ADMINISTRATOR 4369 441 CEA 8810 Non-Exempt 3 1 2,993$ 3,151$ 3,317$ 3,492$ 3,676$ -$ -$ -$ -$
LEAD PROPERTY AND EVIDENCE TECHNICIAN 7075 713 POA 8810 Non-Exempt 3 4 2,290$ 2,410$ 2,537$ 2,670$ 2,811$ 2,959$ 3,115$ -$ -$
LEGAL ASSISTANT 3541 363 CFE 8810 Non-Exempt 6 1 1,741$ 1,833$ 1,929$ 2,030$ 2,137$ -$ -$ -$ -$
LEGAL ASSISTANT/PARALEGAL 3542 369 CFE 8810 Non-Exempt 6 1 2,151$ 2,264$ 2,383$ 2,508$ 2,640$ -$ -$ -$ -$
MAINTENANCE WORKER I 4290 417 CEA 9420 Non-Exempt 8 2 1,606$ 1,690$ 1,779$ 1,873$ 1,972$ -$ -$ -$ -$
MAINTENANCE WORKER II - PARKS 4320 419 CEA 9420 Non-Exempt 8 2 1,691$ 1,780$ 1,874$ 1,973$ 2,077$ -$ -$ -$ -$
MAINTENANCE WORKER III - PARKS 4330 421 CEA 9420 Non-Exempt 8 2 1,781$ 1,875$ 1,974$ 2,078$ 2,187$ -$ -$ -$ -$
MANAGEMENT FELLOW 3000 300 CFE-C 8810 Non-Exempt 5 1 1,924$ 2,025$ 2,132$ 2,244$ 2,362$
MAYOR 1010 110 CCM 8810 Exempt 1 1 796$ -$ -$ -$ -$ -$ -$ -$ -$
Page 3 of 6
Packet Pg. 458
Item 13
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Adopted by Council 2-19-2019
Title Class Schedule Bargaining
Unit WC Code Exempt/
Non-Exempt
EEO
Category
EEO
Function
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
MECHANIC HELPER 4251 417 CEA 7706 Non-Exempt 7 5 1,606$ 1,690$ 1,779$ 1,873$ 1,972$ -$ -$ -$ -$
NATURAL RESOURCES MANAGER 3200 340 MME 8810 Exempt 2 6 3,468$ 3,468$ 3,468$ 3,468$ 4,335$ -$ -$ -$ -$
NEIGHBORHOOD OUTREACH MANAGER 3210 320 MME 8810 Exempt 2 1 2,853$ 2,853$ 2,853$ 2,853$ 3,566$ -$ -$ -$ -$
NETWORK ADMINISTRATOR 4366 439 CEA 8810 Non-Exempt 3 1 2,843$ 2,993$ 3,150$ 3,316$ 3,490$ -$ -$ -$ -$
NETWORK SERVICES SUPERVISOR 3155 330 MME 8810 Exempt 2 1 3,146$ 3,146$ 3,146$ 3,146$ 3,931$ -$ -$ -$ -$
NETWORK TECHNICIAN 4256 425 CEA 8810 Non-Exempt 3 1 1,978$ 2,082$ 2,192$ 2,307$ 2,428$ -$ -$ -$ -$
PARKING COORDINATOR 4380 426 CEA 9420 Non-Exempt 5 2 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
PARKING ENFORCEMENT OFFICER I 4390 420 CEA 9420 Non-Exempt 3 2 1,736$ 1,827$ 1,923$ 2,024$ 2,131$ -$ -$ -$ -$
PARKING ENFORCEMENT OFFICER II 4391 423 CEA 9420 Non-Exempt 3 2 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
PARKING METER REPAIR WORKER 4370 421 CEA 9420 Non-Exempt 7 2 1,781$ 1,875$ 1,974$ 2,078$ 2,187$ -$ -$ -$ -$
PARKING SERVICES MANAGER 3220 330 MME 9410 Exempt 2 2 3,146$ 3,146$ 3,146$ 3,146$ 3,931$ -$ -$ -$ -$
PARKING SERVICES SUPERVISOR 3225 305 MME 9410 Exempt 2 2 2,465$ 2,465$ 2,465$ 2,465$ 3,081$ -$ -$ -$ -$
PARKS CREW COORDINATOR 4340 451 CEA 9420 Non-Exempt 8 2 2,196$ 2,312$ 2,434$ 2,562$ 2,697$ -$ -$ -$ -$
PARKS MAINTENANCE SPECIALIST (SBP)4339 446 CEA 9420 Non-Exempt 8 2 1,610$ 1,695$ 1,784$ 1,878$ 1,977$ 2,081$ 2,190$ 2,305$ 2,426$
PARKS MAINTENANCE SUPERVISOR 3040 315 MME 9420 Exempt 3 2 2,719$ 2,719$ 2,719$ 2,719$ 3,396$ -$ -$ -$ -$
PERMIT SERVICES COORDINATOR 3115 305 MME 8810 Exempt 2 10 2,465$ 2,465$ 2,465$ 2,465$ 3,081$ -$ -$ -$ -$
PERMIT TECHNICIAN I 4105 419 CEA 8810 Non-Exempt 5 10 1,691$ 1,780$ 1,874$ 1,973$ 2,077$ -$ -$ -$ -$
PERMIT TECHNICIAN II 4106 423 CEA 8810 Non-Exempt 7 1 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
PLANNING TECHNICIAN 4070 423 CEA 8810 Non-Exempt 5 10 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
PLANS EXAMINER 4115 437 CEA 8810 Non-Exempt 3 10 2,699$ 2,841$ 2,991$ 3,148$ 3,314$ -$ -$ -$ -$
POLICE CADET 7030 706 POA 7720 Non-Exempt 4 4 2,085$ 2,195$ 2,311$ 2,433$ 2,561$ 2,696$ 2,838$ -$ -$
POLICE CAPTAIN 8040 810 PSO 7720 Exempt 1 4 5,075$ 5,342$ 5,623$ 5,919$ 6,230$ 6,558$ -$ -$ -$
POLICE CHIEF 2600 279 DPH 9410 Exempt 1 1 6,266$ 6,266$ 6,266$ 6,266$ 7,832$ -$ -$ -$ -$
POLICE FIELD SERVICES TECHNICIAN 7040 709 POA 9410 Non-Exempt 3 4 2,202$ 2,318$ 2,440$ 2,568$ 2,703$ 2,845$ 2,995$ -$ -$
POLICE LIEUTENANT 8030 805 PSO 7720 Exempt 2 4 4,412$ 4,644$ 4,888$ 5,145$ 5,416$ 5,701$ -$ -$ -$
POLICE OFFICER 7510 720 POA 7720 Non-Exempt 4 4 2,722$ 2,865$ 3,016$ 3,175$ 3,342$ 3,518$ 3,703$ 3,898$ 4,103$
POLICE RECORDS CLERK I 7050 700 POA 8810 Non-Exempt 6 4 1,693$ 1,782$ 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$
POLICE RECORDS CLERK II 7060 703 POA 8810 Non-Exempt 6 4 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ 2,424$ 2,552$ -$ -$
POLICE RECORDS SUPERVISOR 8045 850 PSO 8810 Exempt 2 4 2,557$ 2,692$ 2,834$ 2,983$ 3,140$ 3,305$ -$ -$ -$
POLICE SERGEANT 8010 800 PSO 7720 Non-Exempt 3 4 3,835$ 4,037$ 4,249$ 4,473$ 4,708$ 4,956$ -$ -$ -$
PRINCIPAL PLANNER 3341 340 MME 8810 Exempt 2 10 3,468$ 3,468$ 3,468$ 3,468$ 4,335$ -$ -$ -$ -$
PROPERTY AND EVIDENCE TECHNICIAN 7070 706 POA 8810 Non-Exempt 3 4 2,085$ 2,195$ 2,311$ 2,433$ 2,561$ 2,696$ 2,838$ -$ -$
RANGER MAINTENINANCE WORKER 4335 419 CEA 9420 Non-Exempt 8 6 1,691$ 1,780$ 1,874$ 1,973$ 2,077$ -$ -$ -$ -$
RECREATION COORDINATOR 4460 426 CEA 9420 Non-Exempt 5 6 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
RECREATION MANAGER 3290 320 MME 8810 Exempt 2 6 2,853$ 2,853$ 2,853$ 2,853$ 3,566$ -$ -$ -$ -$
RECREATION SUPERVISOR 3300 305 MME VARIES Exempt 2 6 2,465$ 2,465$ 2,465$ 2,465$ 3,081$ -$ -$ -$ -$
SAFETY AND TECHNICAL TRAINING ENGINEER 3405 320 MME 9410 Exempt 2 2 2,853$ 2,853$ 2,853$ 2,853$ 3,566$ -$ -$ -$ -$
SENIOR ACCOUNTANT 3100 315 MME 8810 Exempt 2 1 2,719$ 2,719$ 2,719$ 2,719$ 3,396$ -$ -$ -$ -$
SENIOR ADMINISTRATIVE ANALYST 3030 315 MME 8810 Exempt 2 1 2,719$ 2,719$ 2,719$ 2,719$ 3,396$ -$ -$ -$ -$
Page 4 of 6
Packet Pg. 459
Item 13
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Adopted by Council 2-19-2019
Title Class Schedule Bargaining
Unit WC Code Exempt/
Non-Exempt
EEO
Category
EEO
Function
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
SENIOR CIVIL ENGINEER 3335 330 MME 9410 Exempt 2 2 3,146$ 3,146$ 3,146$ 3,146$ 3,931$ -$ -$ -$ -$
SENIOR PLANNER 3326 320 MME 8810 Exempt 2 10 2,853$ 2,853$ 2,853$ 2,853$ 3,566$ -$ -$ -$ -$
SIGNAL AND STREETLIGHT TECHNICIAN 4540 430 CEA 9420 Non-Exempt 3 2 2,251$ 2,369$ 2,494$ 2,625$ 2,763$ -$ -$ -$ -$
STREET SUPERVISOR 3331 315 MME 9420 Exempt 3 2 2,719$ 2,719$ 2,719$ 2,719$ 3,396$ -$ -$ -$ -$
STREETS CREW COORDINATOR 4365 451 CEA 9420 Non-Exempt 7 2 2,196$ 2,312$ 2,434$ 2,562$ 2,697$ -$ -$ -$ -$
STREETS MAINTENANCE OPERATOR (SBP)4360 446 CEA 9420 Non-Exempt 8 2 1,610$ 1,695$ 1,784$ 1,878$ 1,977$ 2,081$ 2,190$ 2,305$ 2,426$
SUPERVISING ACCOUNTING ASSISTANT 4525 426 CEA 8810 Non-Exempt 6 1 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
SUPERVISING ADMINISTRATIVE ASSISTANT 4530 426 CEA 8810 Non-Exempt 6 1 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
SUPERVISING CIVIL ENGINEER 3340 340 MME 9410 Exempt 2 2 3,468$ 3,468$ 3,468$ 3,468$ 4,335$ -$ -$ -$ -$
SUPERVISING UTILITY BILLING ASSISTANT 4526 426 CEA 8810 Non-Exempt 6 1 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
SUSTAINABILITY MANAGER 3442 325 MME 8810 Exempt 2 1 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
SWEEPER OPERATOR 4230 422 CEA 9420 Non-Exempt 8 2 1,828$ 1,924$ 2,025$ 2,132$ 2,244$ -$ -$ -$ -$
SYSTEMS INTEGRATION ADMINISTRATOR 4369 439 CEA 8810 Non-Exempt 3 1 2,843$ 2,993$ 3,150$ 3,316$ 3,490$ -$ -$ -$ -$
TECHNOLOGY PROJECT MANAGER 3441 325 MME-C 8810 Exempt 2 1 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
TOURISM COORDINATOR 4033 426 CEA 8810 Non-Exempt 5 1 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
TOURISM MANAGER 3033 320 MME 8810 Exempt 2 1 2,853$ 2,853$ 2,853$ 2,853$ 3,566$ -$ -$ -$ -$
TRANSIT ASSISTANT 4143 423 CEA 8810 Non-Exempt 6 2 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
TRANSIT COORDINATOR 4145 426 CEA 9410 Non-Exempt 6 2 2,029$ 2,136$ 2,248$ 2,366$ 2,491$ -$ -$ -$ -$
TRANSIT MANAGER 3360 330 MME 9410 Exempt 2 2 3,146$ 3,146$ 3,146$ 3,146$ 3,931$ -$ -$ -$ -$
TRANSPORTATION MANAGER 3262 340 MME 9410 Exempt 2 2 3,468$ 3,468$ 3,468$ 3,468$ 4,335$ -$ -$ -$ -$
TRANSPORTATION PLANNER-ENGINEER I 4163 435 CEA 9410 Non-Exempt 2 2 2,563$ 2,698$ 2,840$ 2,989$ 3,146$ -$ -$ -$ -$
TRANSPORTATION PLANNER-ENGINEER II 4164 439 CEA 9410 Non-Exempt 2 2 2,843$ 2,993$ 3,150$ 3,316$ 3,490$ -$ -$ -$ -$
TRANSPORTATION PLANNER-ENGINEER III 4165 442 CEA 9410 Non-Exempt 2 2 3,073$ 3,235$ 3,405$ 3,584$ 3,773$ -$ -$ -$ -$
UNDERGROUND UTILITIES LOCATOR 4575 423 CEA 9420 Non-Exempt 7 12 1,876$ 1,975$ 2,079$ 2,188$ 2,303$ -$ -$ -$ -$
URBAN FOREST SUPERVISOR/CITY ARBORIST 3045 315 MME 9420 Exempt 3 2 2,719$ 2,719$ 2,719$ 2,719$ 3,396$ -$ -$ -$ -$
URBAN FORESTER (SBP)4570 450 CEA 9420 Non-Exempt 8 2 1,789$ 1,883$ 1,982$ 2,086$ 2,196$ 2,312$ 2,434$ 2,562$ 2,697$
UTILITIES BUSINESS MANAGER 3175 330 MME 8810 Exempt 2 12 3,146$ 3,146$ 3,146$ 3,146$ 3,931$ -$ -$ -$ -$
UTILITIES ENGINEER 3380 330 MME 9410 Exempt 2 2 3,146$ 3,146$ 3,146$ 3,146$ 3,931$ -$ -$ -$ -$
UTILITIES PROJECTS MANAGER 3400 330 MME 9410 Exempt 2 12 3,146$ 3,146$ 3,146$ 3,146$ 3,931$ -$ -$ -$ -$
UTILITY BILLING ASSISTANT 4021 419 CEA 8810 Non-Exempt 6 1 1,691$ 1,780$ 1,874$ 1,973$ 2,077$ -$ -$ -$ -$
WASTEWATER COLLECTION SYSTEM OPERATOR (SBP)4771 452 CEA 9420 Non-Exempt 7 13 2,010$ 2,116$ 2,227$ 2,344$ 2,467$ 2,597$ 2,734$ 2,878$ 3,029$
WASTEWATER COLLECTION SYSTEM SUPERVISOR 3420 325 MME 9420 Exempt 7 12 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
WATER DISTRIBUTION CHIEF OPERATOR 4179 437 CEA 9420 Non-Exempt 7 12 2,699$ 2,841$ 2,991$ 3,148$ 3,314$ -$ -$ -$ -$
WATER DISTRIBUTION SUPERVISOR 3430 325 MME 9420 Exempt 3 12 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
WATER DISTRIBUTION SYSTEM OPTERATOR (SBP)4773 452 CEA 9420 Non-Exempt 7 12 2,010$ 2,116$ 2,227$ 2,344$ 2,467$ 2,597$ 2,734$ 2,878$ 3,029$
WATER RESOURCE PROGRAM MANAGER 3372 320 MME 9410 Exempt 2 12 2,853$ 2,853$ 2,853$ 2,853$ 3,566$ -$ -$ -$ -$
WATER RESOURCE RECOVERY FACILITY CHIEF MAINTENANCE TECHNICIAN 4685 444 CEA 9420 Non-Exempt 7 13 2,879$ 3,031$ 3,190$ 3,358$ 3,535$ -$ -$ -$ -$
WATER RESOURCE RECOVERY FACILITY CHIEF OPERATOR 4795 445 CEA 9420 Non-Exempt 7 13 3,033$ 3,193$ 3,361$ 3,538$ 3,724$ -$ -$ -$ -$
WATER RESOURCE RECOVERY FACILITY MAINTENANCE TECHNICIAN (SBP)4777 456 CEA 9420 Non-Exempt 7 13 2,290$ 2,411$ 2,538$ 2,672$ 2,813$ 2,961$ 3,117$ 3,281$ 3,454$
Page 5 of 6
Packet Pg. 460
Item 13
CITY OF SAN LUIS OBISPO REGULAR AND CONTRACT SALARY SCHEDULE Adopted by Council 2-19-2019
Title Class Schedule Bargaining
Unit WC Code Exempt/
Non-Exempt
EEO
Category
EEO
Function
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
WATER RESOURCE RECOVERY FACILITY OPERATOR (SBP)4778 456 CEA 9420 Non-Exempt 7 13 2,290$ 2,411$ 2,538$ 2,672$ 2,813$ 2,961$ 3,117$ 3,281$ 3,454$
WATER RESOURCE RECOVERY FACILITY PLANT SUPERVISOR 3410 335 MME 9420 Exempt 3 13 3,304$ 3,304$ 3,304$ 3,304$ 4,128$ -$ -$ -$ -$
WATER RESOURCES TECHNICIAN 4580 430 CEA 9420 Non-Exempt 3 12 2,251$ 2,369$ 2,494$ 2,625$ 2,763$ -$ -$ -$ -$
WATER SUPPLY OPERATOR (SBP)4774 452 CEA 9420 Non-Exempt 7 12 2,010$ 2,116$ 2,227$ 2,344$ 2,467$ 2,597$ 2,734$ 2,878$ 3,029$
WATER TREATMENT PLAN CHIEF OPERATOR 4790 445 CEA 9420 Non-Exempt 7 12 3,033$ 3,193$ 3,361$ 3,538$ 3,724$ -$ -$ -$ -$
WATER TREATMENT PLAN OPERATOR (SBP)4776 456 CEA 9420 Non-Exempt 7 12 2,290$ 2,411$ 2,538$ 2,672$ 2,813$ 2,961$ 3,117$ 3,281$ 3,454$
WATER TREATMENT PLANT CHIEF MAINTENANCE TECHNICIAN 4781 444 CEA 9420 Non-Exempt 7 12 2,879$ 3,031$ 3,190$ 3,358$ 3,535$ -$ -$ -$ -$
WATER TREATMENT PLANT SUPERVISOR 3460 335 MME 9420 Exempt 3 12 3,304$ 3,304$ 3,304$ 3,304$ 4,128$ -$ -$ -$ -$
WHALE ROCK RESERVOIR SUPERVISOR 3450 325 MME 9420 Exempt 3 12 2,997$ 2,997$ 2,997$ 2,997$ 3,745$ -$ -$ -$ -$
Page 6 of 6
Packet Pg. 461
Item 13
Supplemental Employee Salary Schedule
Classification EEO
Category
EEO
Function WC Code Class Schedule Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
Accounting Assistant I 3 1 8810 9132 918 18.11$ 18.46$ 18.81$ 19.37$ 19.92$ 20.40$ 20.87$ 21.39$ 21.91$
Administrative Aide I 5 1 8810 9172 908 14.25$ 14.61$ 14.97$ 15.33$ 15.68$ 16.07$ 16.46$ 16.78$ 17.10$
Administrative Aide II 5 1 8810 9371 916 17.25$ 17.68$ 18.11$ 18.54$ 18.97$ 19.45$ 19.92$ 20.40$ 20.87$
Administrative Specialist 5 6 8810 9472 910 15.00$ 15.34$ 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$
Adult Sports Official 5 6 9410 9265 912 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$ 18.46$ 18.81$
Aquatics Specialist*5 6 9410 9461 910 15.00$ 15.34$ 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$
Associate Planner 2 10 8810 9255 946 33.74$ 35.51$ 37.39$ 39.35$ 41.43$
Childcare Aide/Camp Counselor*5 6 9410 9161 900 12.00$ 12.19$ 12.37$ 12.67$ 12.96$ 13.29$ 13.61$ 13.88$ 14.14$
Childcare Teacher*5 6 9410 9262 904 13.00$ 13.31$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$ 15.33$ 15.68$
Commissioner 6 10 8810 9861 990 75.00$
Community Services Specialist 5 6 9410 9462 910 15.00$ 15.34$ 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$
Crime Analyst 2 4 8810 9213 940 30.55$ 31.32$ 32.08$ 32.85$ 33.61$ 34.45$ 35.29$ 36.13$ 36.97$
Engineering Consultant 3 2 8810 9332 980 50.00$ 51.56$ 55.00$ 65.00$ 75.00$
Facilities Aide - Farmer's Market 8 2 9420 9292 912 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$ 18.46$ 18.81$
Facilities Aide - Pool 8 6 9410 9293 912 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$ 18.46$ 18.81$
Facilities Assistant 5 6 9410 9264 904 13.00$ 13.31$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$ 15.33$ 15.68$
Facilities Specialist 5 6 9410 9463 910 15.00$ 15.34$ 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$
Facility Host 5 6 9410 9162 900 12.00$ 12.19$ 12.37$ 12.67$ 12.96$ 13.29$ 13.61$ 13.88$ 14.14$
Fire Inspector 3 5 9410 9253 932 25.25$ 25.88$ 26.51$ 27.15$ 27.78$ 28.47$ 29.16$ 29.73$ 30.30$
Fire Intern 3 5 9410 9151 902 12.60$ 12.78$ 12.96$ 13.29$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$
GIS Technician 3 1 8810 9231 920 18.97$ 19.45$ 19.92$ 20.40$ 20.87$ 21.39$ 21.91$ 22.43$ 22.95$
Golf Maintenance Assistant*8 6 9410 9291 908 14.25$ 14.61$ 14.97$ 15.33$ 15.68$ 16.07$ 16.46$ 16.78$ 17.10$
Hazardous Materials Team Business Manager 3 5 8810 9651 996 28.00$ 29.00$ 30.00$
Head Childcare Teacher*5 6 9410 9360 906 14.00$ 14.13$ 14.25$ 14.61$ 14.97$ 15.33$ 15.68$ 16.07$ 16.46$
Head Lifeguard*5 6 9410 9351 904 13.00$ 13.31$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$ 15.33$ 15.68$
Hydrant Maintenance Worker 3 5 9410 9191 902 12.60$ 12.78$ 12.96$ 13.29$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$
Intern I 5 1 8810 9111 900 12.00$ 12.19$ 12.37$ 12.67$ 12.96$ 13.29$ 13.61$ 13.88$ 14.14$
Intern II 5 1 8810 9211 902 12.60$ 12.78$ 12.96$ 13.29$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$
Intern III 5 1 9410 9311 904 13.00$ 13.31$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$ 15.33$ 15.68$
IT Assistant/Help Desk 3 1 8810 9232 920 18.97$ 19.45$ 19.92$ 20.40$ 20.87$ 21.39$ 21.91$ 22.43$ 22.95$
Landscape Inspector 3 2 9410 9282 924 20.87$ 21.39$ 21.91$ 22.43$ 22.95$ 23.53$ 24.10$ 24.57$ 25.04$
Lead Parking Attendant 8 2 9410 9471 908 14.25$ 14.61$ 14.97$ 15.33$ 15.68$ 16.07$ 16.46$ 16.78$ 17.10$
Legal Assistant I 5 1 8810 9131 916 17.25$ 17.68$ 18.11$ 18.54$ 18.97$ 19.45$ 19.92$ 20.40$ 20.87$
Legal Assistant II 5 1 8810 9233 920 18.97$ 19.45$ 19.92$ 20.40$ 20.87$ 21.39$ 21.91$ 22.43$ 22.95$
Lifeguard*5 6 9410 9251 902 12.60$ 12.78$ 12.96$ 13.29$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$
Mutual Aid (GS 11-15) 2 5 9420 9353 995 36.84$ 44.16$ 52.51$ 62.05$ 72.99$
Mutual Aid (GS 1-5) 2 5 9420 9153 993 13.04$ 14.20$ 16.00$ 17.98$ 20.10$
Mutual Aid (GS 6-10) 2 5 9420 9254 994 22.40$ 24.90$ 27.57$ 30.45$ 33.54$
Parking Booth Attendant 8 2 9410 9271 902 12.60$ 12.78$ 12.96$ 13.29$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$
Parking Enforcement Officer 3 2 9410 9266 920 18.97$ 19.45$ 19.92$ 20.40$ 20.87$ 21.39$ 21.91$ 22.43$ 22.95$
Parking Meter Repair Worker 7 2 9410 9286 924 20.87$ 21.39$ 21.91$ 22.43$ 22.95$ 23.53$ 24.10$ 24.57$ 25.04$
Parks Maintenance Aide I 8 2 9420 9182 908 14.25$ 14.61$ 14.97$ 15.33$ 15.68$ 16.07$ 16.46$ 16.78$ 17.10$
Parks Maintenance Aide II 8 2 9420 9281 916 17.25$ 17.68$ 18.11$ 18.54$ 18.97$ 19.45$ 19.92$ 20.40$ 20.87$
Police Operations Support Specialist 3 4 8810 9212 912 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$ 18.46$ 18.81$
Process Improvement Analyst 2 1 8810 9214 944 33.61$ 34.45$ 35.29$ 36.13$ 36.97$ 37.90$ 38.82$ 39.58$ 40.33$
Ranger Services Specialist*8 6 9410 9466 914 16.46$ 16.86$ 17.25$ 17.68$ 18.11$ 18.54$ 18.97$ 19.45$ 19.92$
Ranger Services Worker 8 6 9420 9181 904 13.00$ 13.31$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$ 15.33$ 15.68$
Rec Cashier*5 6 8810 9171 900 12.00$ 12.19$ 12.37$ 12.67$ 12.96$ 13.29$ 13.61$ 13.88$ 14.14$
Recording Secretary 6 10 8810 9272 908 14.25$ 14.61$ 14.97$ 15.33$ 15.68$ 16.07$ 16.46$ 16.78$ 17.10$
Senior Accountant 2 1 8810 9331 944 33.61$ 35.29$ 36.97$ 38.82$ 40.33$
SNAP I 3 4 9410 9152 904 13.00$ 13.31$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$ 15.33$ 15.68$
Key
Blue = P&R Positions
* = Classifications that work with children (AB
218 doesn't apply)
Packet Pg. 462
Item 13
Supplemental Employee Salary Schedule
Classification EEO
Category
EEO
Function WC Code Class Schedule Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9
Key
Blue = P&R Positions
* = Classifications that work with children (AB
218 doesn't apply)
SNAP II 3 4 9410 9252 908 14.25$ 14.61$ 14.97$ 15.33$ 15.68$ 16.07$ 16.46$ 16.78$ 17.10$
SNAP III 3 4 9410 9352 912 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$ 18.46$ 18.81$
Special Swim Instructor*5 6 9410 9369 916 17.25$ 17.68$ 18.11$ 18.54$ 18.97$ 19.45$ 19.92$ 20.40$ 20.87$
Swim Instructor*5 6 9410 9263 904 13.00$ 13.31$ 13.61$ 13.93$ 14.25$ 14.61$ 14.97$ 15.33$ 15.68$
Transportation Planner-Engineer I 2 2 9410 9133 940 30.55$ 32.08$ 33.61$ 35.29$ 36.97$
Tree Climber Assistant 8 2 9420 9192 908 14.25$ 14.61$ 14.97$ 15.33$ 15.68$ 16.07$ 16.46$ 16.78$ 17.10$
Urban Forest Inspector 3 2 9410 9284 932 25.25$ 25.88$ 26.51$ 27.15$ 27.78$ 28.47$ 29.16$ 29.73$ 30.30$
Utilities Services Technician (Senior)3 13 9420 9241 932 25.25$ 25.88$ 26.51$ 27.15$ 27.78$ 28.47$ 29.16$ 29.73$ 30.30$
WasteWater Collection Operator 7 13 9420 9283 924 20.87$ 21.39$ 21.91$ 22.43$ 22.95$ 23.53$ 24.10$ 24.57$ 25.04$
Water Quality Lab Aide 3 13 9410 9141 908 14.25$ 14.61$ 14.97$ 15.33$ 15.68$ 16.07$ 16.46$ 16.78$ 17.10$
WRRF Operator 7 13 9420 9285 928 22.95$ 23.53$ 24.10$ 24.68$ 25.25$ 25.88$ 26.51$ 27.15$ 27.78$
Youth Services Specialist*5 6 9410 9464 910 15.00$ 15.34$ 15.68$ 16.07$ 16.46$ 16.86$ 17.25$ 17.68$ 18.11$
Youth Sports Official*5 6 9410 9261 900 12.00$ 12.19$ 12.37$ 12.67$ 12.96$ 13.29$ 13.61$ 13.88$ 14.14$
RETIRED ANNUITANTS:EEO
Category
EEO
Function WC Code Class Schedule Step 1 Step 2 Step 3 Step 4 Step 5
IT Assistant (PERS Retiree)3 1 8810 9931 962 24.10$ 25.25$ 26.51$ 27.78$ 28.78$
Parking Enforcement Officer (PERS Retiree)3 2 9410 9961 960 21.91$ 22.95$ 24.10$ 25.25$ 26.51$
Supervising Adminsitrative Assistant (PERS Retiree)6 1 8810 9921 964 25.36$ 26.51$ 27.78$ 29.16$ 31.13$
Temp Senior Civil Engineer (PERS Retiree) 2 2 9410 9932 966 39.33$ 42.93$ 44.53$ 46.76$ 49.13$
Adopted by Council 2-19-2019
Packet Pg. 463
Item 13
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blank.
Packet Pg. 464
Item 13