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Home My WebLink AboutResolution 2023-143 N.C.S. 09/18/2023 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 Resolution No. 2023-143 N.C.S. of the City of Petaluma, California RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PETALUMA RATIFYING THE MEMORANDA OF UNDERSTANDING, EFFECTIVE JULY 1, 2020—JUNE 30, 2026, REACHED BY THE DULY AUTHORIZED REPRESENTATIVES OF THE CITY OF PETALUMA AND THE PETALUMA PROFESSIONAL AND MID-MANAGERS ASSOCIATION, UNITS 4, 9,AND 11 WHEREAS,the City of Petaluma and the Petaluma Professional and Mid-Managers Association(PPMMA), Units 4, 9, and 11, through their duly authorized representatives, have concluded their mutual obligation to meet and confer in good faith with respect to the reopener provision in the existing Memoranda of Understanding (MOU), effective July 1, 2020 through June 30, 2024, in accordance with the Meyers-Milias-Brown Act and the City's Employer-Employee Relations, Rules and Regulations (Resolution No. 55412 N.C.S.); and WHEREAS,the duly authorized representatives of the City and PPMMA have reached Tentative Agreement and executed this extended MOU, effective July 1, 2020 — June 30, 2026, and recommend its approval by the City Council; and WHEREAS, the City Manager, pursuant to Section 28 of the Charter of the City of Petaluma, and as the City's Municipal Employees'Relations Officer(Resolution No. 5375 N.C.S.),is required and empowered to make a recommendation to the City Council on matters related to good faith bargaining and employees' compensation; and WHEREAS, the City Manager has reviewed and concurs with said MOU, effective July 1, 2020—June 30, 2026, for PPMMA Units 4, 9, and 11, and does recommend that the City Council ratify said MOU; and WHEREAS, the proposed action is exempt from the requirements of the California Environmental Quality Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(4), in that, approving this action does not meet CEQA's definition of a"project,"because the action does not have the potential for resulting either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment, and because this is a personnel-related action that constitutes organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment. NOW, THEREFORE,BE IT RESOLVED,by the City Council of the City of Petaluma as follows: 1. Declares the above recitals to be true and correct and are incorporated into this resolution as findings of the City Council. 2. Finds that the proposed action is exempt from the requirements of the California Environmental Quality Act (CEQA) in accordance with CEQA Guidelines Section 15378(b)(4), in that, approving this action does not meet CEQA's definition of a "project," because the action does not have the potential for resulting either a direct physical change in the environment or a reasonably foreseeable indirect physical change in the environment, and because this is a personnel-related action that constitutes organizational or administrative activities of governments that will not result in direct or indirect physical changes in the environment. 3. Ratifies the MOU, effective July 1, 2020 — June 30, 2026, between the City of Petaluma and the Petaluma Professional and Mid-Managers Association, Units 4, 9, and 11, attached to and incorporated as Exhibit A. Resolution No. 2023-143 N.C.S. Page 1 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 Under the power and authority conferred upon this Council by the Charter of said City. REFERENCE: I hereby certify the foregoing Resolution was introduced and adopted by the Approved as to Council of the City of Petaluma at a Regular meeting on the 181 day of September Docusignedi4—. : 2023,by the following vote: 5EF85/E94F3f)48orney AYES: McDonnell,Barnacle,Cader Thompson,Healy,Nau,Pocekay,Shribbs 11 AALLii NOES: None ABSENT: None ABSTAIN: None DocuSigned by: DocuSigned by: ATTEST: Fl;-�De City Clerk Mayor Resolution No. 2023-143 N.C.S. Page 2 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 Exhibit A �2 A L tr� I85 $ MEMORANDUM OF UNDERSTANDING between CITY OF PETALUMA and PETALUMA PROFESSIONAL AND MID-MANAGERS ASSOCIATION JULY 1, 2020 THROUGH JUNE 30, 2026 UNIT 4 - PROFESSIONAL UNIT 9 - MID-MANAGERS UNIT 11 - CONFIDENTIAL PROFESSIONAL AND MID-MANAGERS DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 TABLE OF CONTENT PREAMBLE...............................................................................................................................................1 SECTION 1 -TERM OF AGREEMENT...............................................................................................I 1.1 Effective Date 1.2 Commencement of Negotiations SECTION 2-GENERAL PROVISIONS...............................................................................................1 2.1 Recognition-Association Recognition 2.2 Recognition- City Recognition 2.3 Compliance with Federal/State Laws 2.4 FLSA Distinction for Professional and Mid-Managers SECTION 3-ASSOCIATION RIGHTS................................................................................................2 3.1 Association Representatives 3.2 Bulletin Boards 3.3 Access to Work Location 3.4 Use of City Facilities 3.5 Advance Notice 3.6 List of Employees 3.7 Discrimination, Harassment &Retaliation Prohibited 3.8 Political Activity 3.9 Annual Actuarial Valuation SECTION 4-ASSOCIATION DUES DEDUCTIONS.........................................................................4 4.1 Payroll Deductions SECTION 5 -MANAGEMENT RIGHTS ..............................................................................................4 SECTION6-SALARIES.........................................................................................................................5 6.1 Salaries 6.2 Temporary Assignment Pay 6.3 Longevity Pay SECTION 7-SPECIAL COMPENSATION.........................................................................................6 7.1 Loss or Damage to Clothing 7.2 Safety Footwear 7.3 Bilingual Pay-Spanish 7.4 License and Certification Fees 7.5 Standby Pay-FLSA Non Exempt Employees 7.6 Emergency Operation Center-FLSA-Exempt Employees 7.7 Department Operations Center(s)-FLSA-Exempt Employees SECTION 8-ALTERNATE WORK WEEK/OVERTIME...............................................................8 8.1 Alternate Work Schedule 8.2 Overtime-Compensation Rate -FLSA Non-Exempt Employees 8.3 Overtime-Minimum-FLSA Non-Exempt Employees 8.4 Overtime-Minimum for Callbacks-FLSA Non-Exempt Employees 8.5 Overtime-Holidays/Vacation Non-Exempt Employees 8.6 Overtime-In Lieu of Payment-FLSA Non-Exempt Employees 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) i DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SECTION 9—COMPENSATORY TIME AND CALL BACK............................................................9 9.1 Compensatory Time Off—FLSA Non-Exempt Employees 9.2 Call Back—FLSA Non-Exempt Employees SECTION 10—PART-TIME POSITION/SHARED POSITION.......................................................9 10.1 Definition 10.2 Seniority 10.3 Pro-rated Leave and Benefits 10.4 Merit Pay, Step Increases, and Probationary Period 10.5 Shared Position—FLSA Non-Exempt Employees SECTION 11 —HOLIDAYS...................................................................................................................10 11.1 Fixed Holidays 11.2 Personal Leave (formerly Floating Holiday) 11.3 Personal Leave After 20 Years of Service SECTION12—VACATION...................................................................................................................12 12.1 Accrual 12.2 Accrual Caps 12.3 Scheduling 12.4 Usage 12.5 Payment at Separation - FLSA Non Exempt Employees 12.6 Payment at Separation—FLSA Exempt Employees 12.7 Vacation Payout SECTION 13—LEAVES—SICK LEAVE............................................................................................13 13.1 Eligibility 13.2 Accrual 13.3 Notification Procedures 13.4 Retirement Payout 13.5 Conversion SECTION 14—CATASTROPHIC MEDICAL EMERGENCY LEAVE SHARING PLAN...........14 SECTION 15—LEAVES—INDUSTRIAL INJURY LEAVE .............................................................14 SECTION 16—LEAVES—ADMINISTRATIVE LEAVE..................................................................14 16.1 Annual Credit of Leave—FLSA Exempt Employees 16.2 Carry Forward of Leave—FLSA Exempt Employees 16.3 Pro-Ration of Leave Hours—FLSA Exempt Employees 16.4 Annual Payment for Unused Leave—FLSA Exempt Employees 16.5 Payment at Separation—FLSA Exempt Employees SECTION 17—LEAVES—BEREAVEMENT LEAVE ......................................................................15 SECTION 18—LEAVES—VICTIMS OF DOMESTIC VIOLENCE...............................................15 AND SEXUAL ASSAULT LEAVE 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) ii DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 JELLE OF CONTENTS SECTION 19—LEAVES—MILITARY LEAVE.................................................................................46 SECTION 20—LEAVES—ELECTION OFFICER LEAVE AND ...................................................46 VOTING LEAVE SECTION 21 —LEAVES—SCHOOL VISITATION LEAVE............................................................16 SECTION 22—LEAVES—LEAVE OF ABSENCE WITHOUT PAY..............................................16 SECTION 23—LEAVES—JURY DUTY LEAVE...............................................................................16 SECTION 24—FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)...............................16 24.1 FMLA and/or CFRA Leave 24.2 FMLA and/or CFRA—Second Opinion SECTION 25—LEAVES—PREGNANCY DISABILITY LEAVE....................................................17 SECTION 26—REASONABLE ACCOMMODATION .....................................................................17 SECTION 27—CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM ....................17 SECTION 28—HEALTH BENEFITS—ACTIVE EMPLOYEES......................................................18 28.1 Active Employees—PEMHCA Contribution 28.2 Additional Contribution—Effective January 1, 2023 28.3 Additional Contribution—Effective January 1, 2024 28.4 Additional Contribution—Effective January 1, 2025 28.5 Additional Contribution—Effective January 1, 2026 28.6 Employee Contribution SECTION 29—HEALTH BENEFITS—RETIRED EMPLOYEES..................................................20 29.1 Retired Employees—Ca1PERS and PEMHCA 29.2 PEMHCA Minimum 29.3 Ca1PERS Annuitant—PEMHCA Health Benefits 29.4 Less Than 20 Years of Service—Not Receiving PEMHCA Health Benefits 29.5 Less Than 20 Years of Service—Receiving PEMHCA Health Benefits 29.6 20 Years or More of Service—Not Receiving PEMHCA Health Benefits 29.7 20 Years or More of Service—Receiving PEMHCA Health Benefits SECTION 30—CASH IN-LIEU OF HEALTH AND DENTAL BENEFITS....................................24 30.1 Cash In-Lieu 30.2 Employees Hired before October 1, 2016 30.3 All Employees Hired On or After October 1, 2016 SECTION 31 —SECTION 125 PLAN....................................................................................................21 SECTION 32—DENTAL INSURANCE...............................................................................................22 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) i i i DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 ABLE OF CONTENTS SECTION 33—VISION INSURANCE .................................................................................................22 SECTION 34—LIFE INSURANCE ......................................................................................................22 34.1 Life Insurance - FLSA Non-Exempt Employees 34.2 Life Insurance - FLSA Exempt Employees SECTION 35—DISABILITY INSURANCE........................................................................................23 35.1 Short-Term Disability Insurance—Voluntary 35.2 Long-Term Disability Insurance 35.3 State Disability Insurance Benefit SECTION 36—EMPLOYEE ASSISTANCE PROGRAM .................................................................23 SECTION 37—DEFERRED COMPENSATION................................................................................23 SECTION 38—TRANSFERS/PROMOTIONS RETREAT ENTITLEMENT.................................23 SECTION 39—PROBATIONARY PERIOD.......................................................................................24 39.1 Probationary Period 39.2 Performance Evaluation 39.3 Leave Without Pay (LWOP) While On Probation 39.4 No Right of Appeal 39.5 Promotions SECTION 40—DISCIPLINARY AND APPEALS PROCEDURES..................................................24 40.1 Work Performance and Professional Conduct 40.2 Probationary Employees 40.3 Discipline and Exempt Status under Fair Labor Standards Act(FLSA) 40.4 Causes for Discipline 40.5 Types of Discipline 40.6 Disciplinary Procedures -Actions less than 40 Hours 40.7 Disciplinary Procedures—Action more than 40 Hours SECTION 41 —GRIEVANCE PROCEDURE......................................................................................30 41.1 Purpose of the Procedure 41.2 Conduct of Grievance Procedure 41.3 Grievance Procedure SECTION 42—LAYOFF AND RECALL.............................................................................................32 42.1 Application 42.2 Employer Right 42.3 Employee Notification 42.4 Vacancy and Reclassification 42.5 Employee Rights 42.6 Seniority 42.7 Order Of 42.8 Recall—Re-Employment List 42.9 Recall—Duration of Re-Employment List 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) iv DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 TABLE OF CONTENTS SECTION 43 —EMPLOYEE PERSONNEL FILE..............................................................................34 43.1 Right to Inspect 43.2 Acknowledgement Adverse Comments 43.3 Confidentiality SECTION44—OTHER..........................................................................................................................34 45.1 Performance Evaluations 45.2 Safety Committee SECTION 45 - FLEXIBLY STAFFED CLASSIFICATIONS............................................................35 SECTION 46—MUTUAL ACCEPTANCE AND RECOMMENDATION.......................................35 EXHIBIT A- SALARY TABLES..........................................................................................................37 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) v DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 PREAMBLE The City of Petaluma, hereinafter referred to as the "City" and the Petaluma Professional and Mid- Managers Association, hereinafter referred to as the "Association" have met and conferred in good faith regarding wages,hours,and other terms and conditions of employment for the employees in representation Units 4, 9, and 11, and have entered into this Memorandum of Understanding (MOU) pursuant to the provisions of the Meyers-Milias-Brown Act, Section 3500, et seq of the Government Code of the State of California. The parties jointly agree to recommend to the City Council of the City of Petaluma the adoption of this Memorandum for the period commencing July 1, 2020 through June 30, 2026. The Parties reached agreement on a consolidated MOU covering bargaining Units 4, 9, and 11 in the Spring of 2021 with the intention of maintaining the existing terms and conditions of employment contained in the individual bargaining unit MOUs. If the terms and conditions contained in the consolidated MOU differ from those established in one or more of the individual bargaining unit MOUs, the terms of the individual MOU(s) will prevail and the Parties will meet to correct the issue in the consolidated MOU. This Paragraph is intended only to cover the initial term of the consolidated MOU and will become ineffective on June 30, 2024. SECTION 1 —TERM OF AGREEMENT 1.1 Effective Date This Memorandum of Understanding(MOU) shall be effective for the period commencing July 1, 2020 and ending June 30, 2026. 1.2 Commencement of Negotiations It is mutually agreed to begin the Meet and Confer process for a successor Memorandum of Understanding no later than three(3)months before the expiration of this MOU. The process may be initiated by either party through a written request to the other party to commence negotiations and the submittal of potential meeting dates. SECTION 2—GENERAL PROVISIONS 2.1 Recognition—Association Recognition Subject to the statutory rights of self-representation under Government Code Section 3503, the Petaluma Professional and Mid-Managers Association is the recognized employee organization for those classifications listed in Exhibit "A— Salary Table." 2.2 Recognition—City Reco-nig tion The Municipal Employee Relations Officer of the City of Petaluma, or any person or organization duly authorized by the Municipal Employee Relations Officer, is the representative of the City in employer-employee relations. 2.3 Compliance with Federal/State Laws Should any provision of this MOU be rendered illegal or invalid by legislation, decree of a court of competent jurisdiction or other established government administrative tribunal or board, such invalidation shall not affect remaining portions of the MOU. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 1 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 2.4 FLSA Distinction for Professional and Mid-Managers This MOU covers multiple bargaining units, including both employees covered by the federal Fair Labor Standards Act (FLSA) ("Non-exempt" or "FLSA-non-exempt") and employees who are exempt from the FLSA ("Exempt" or "FLSA-Exempt"). Historically, the term "Professional" employees is used to signify Non-exempt employees, while the term "Mid-Manager" is used to signify Exempt employees. This consolidated MOU generally does away with the Professional/Mid-Manager distinction in favor of the FLSA-based distinction. Except as specifically provided in this MOU, exempt employees are paid on a salary basis and do not earn extra compensation based on hours worked,such as on call pay,call back pay,or overtime. SECTION 3—ASSOCIATION RIGHTS 3.1 Association Rights—Association Representatives The City employees who are official representatives of the Association shall be given reasonable time off with pay to attend meetings with management representatives, investigate grievances, or be present at hearings where matters within the scope of representation or grievances are being considered. (A) The use of official time for this purpose shall be reasonable and shall not interfere with the performance of the City services as determined by the City. (B) Such employee representatives shall request time off from his/her respective supervisor and coordinate work schedules. (C) Except by mutual agreement, the number of employees excused for such purposes shall not exceed three (3) per affected bargaining unit. However, in order that any given department not be unduly burdened by the release time requirements, in no case shall more than one (1) representative from any particular job classification in the same department be allowed release time pursuant to this section at any given time. If two (2) or more employees request to be excused from any one department pursuant to this section, permission is subject to the approval of the Department Director or his/her designee. (D) No employee other than an official representative on release time pursuant to this provision shall attend to or conduct Association business while on duty,nor shall City equipment be utilized for such matters except as specifically authorized by this MOU. 3.2 Association Rights—Bulletin Boards Authorized representatives of the Association shall be allowed to post Association notices on specified bulletin boards maintained on City premises. 3.3 Association Rights—Access to Work Location Reasonable access to employee work locations shall be granted to officers of the Association and his/her officially designated representatives for the purpose of processing grievances or contacting members of the Association concerning business within the scope of representation. Access shall be restricted so as not to interfere with the normal operation of the departments or with established safety or security requirements. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 2 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 Solicitation of membership and activities concerned with the internal management of the Association, such as collecting dues, holding membership meetings, campaigning for office, conducting elections and distributing literature, shall not be conducted during working hours. 3.4 Association Rights—Use of City Facilities The Association or authorized representatives of the Association, may with the prior approval of the City, be granted the use of City facilities for meetings of the Association, provided space is available and subject to City operational requirements. 3.5 Association Rights—Advance Notice Except in cases of declared emergencies, reasonable advance written notice shall be given to the Association of any ordinance, rule, resolution, or regulation directly relating to matters within the scope of representation proposed to be adopted by the City Council, and the Association shall be given the opportunity to meet and confer prior to adoption. (A) In cases of emergency when the City Council determines that an ordinance,rule,resolution, or regulation within the scope of representation must be adopted immediately without prior notice or meeting and conferring with the Association, the City agrees to meet and confer within a reasonable and practical time after the termination of the emergency situation. (B) During the course of such declared emergencies, the City shall have the sole discretion to act as may be required during the course of the emergency to ensure the provision of what it determines to be adequate and necessary public service, including, if necessary, the authority to temporarily suspend any provision of this MOU. Upon the termination of said emergency, the terms and conditions of the existing MOU will again become effective. 3.6 Association Rights—List of Employ The City will notify the Association president of the new employee orientation for new employees as soon as possible. New employee orientation occurs as needed depending upon hire date instead of a regularly scheduled event. The City will provide the Association up to thirty (30) minutes of time at the end of the new employee orientation for the Association's representation of information to the employee(s). The City will provide the Association the required employee personal contact information: the name, home address, personal email address, and personal cell phone number. The new employee contact information will be provided to the Association within thirty(30)days after the represented new employee completes their new employee orientation. The City will provide the Association the personal contact information of all employees to the unions at least every one-hundred and twenty(120) days. The City agrees to provide the name and new classification of those employees whose transfer or promotion places them into the PPMMA within two (2) weeks of their beginning appointment or employment with the City. 3.7 Association Rights—Discrimination, Harassment &Retaliation Prohibited No employee, official or representative of this Association shall in any way suffer any type of discrimination in connection with continued employment, promotion, or otherwise by virtue of membership in or representation by the Bargaining Unit. 3.8 Association Rights—Political Activity The political activity of PPMMA employees shall comply with pertinent provisions of State and Federal law. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 3 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 3.9 Association Rights -Annual Actuarial Valuation The City will provide PPMMA with a copy of the annual actuarial valuation provided by Ca1PERS and other relevant correspondence from Ca1PERS directly relating to the Ca1PERS contract covering members within ten(10)business days of receipt. SECTION 4—ASSOCIATION DUES DEDUCTIONS 4.1 Association Dues—Payroll Deductions Payroll deduction for membership dues shall be granted by the City to the Association. (A) Payroll deductions shall be for a specified uniform amount between the employee and the Association and shall not include fines, fees, and/or assessments. Dues deductions shall be made only upon receiving certification from the Association of each employee's individual authorization. (B) Authorization, cancellation, or modifications of payroll deduction shall be made upon certification provided or approved by the Association. (C) Amounts deducted and withheld by the City shall be transmitted to the officer designated in writing by the Association as the person authorized to receive such funds, at the address specified. (D) The employee's earnings must be sufficient, after all other required deductions are made, to cover the amount of the deductions herein authorized. When an employee is in a non- pay status for an entire pay period, no withholdings will be made to cover that pay period from future earnings nor will the employee deposit the amount with the City which would have been withheld if the employee had been in pay status during that period. (E) In the case of an employee who is in a non-paid status during a part of the pay period, and the salary is not sufficient to cover the full withholding,no deduction shall be made. In this connection, all other required deductions have priority over the Association dues deduction. (F) The Association shall indemnify, defend, and hold the City harmless against any claim made against the City and/or any lawsuit initiated against the City on account of Association payroll dues deductions made by the City consistent with Section 4, and any other payments to the Association consistent with this MOU. SECTION 5—MANAGEMENT RIGHTS It is the right of the City to make decisions of a managerial or administrative character including: decisions on the type, extent, and standards of services performed; decisions on the methods, means, and personnel by which the City operations and services are to be conducted; and those necessary to exercise control over the City government operations in the most efficient and economical manner practicable and in the best interests of the City residents.All managerial functions and rights to which the City has not expressly modified or restricted by specific provision of this MOU shall remain with the City. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 4 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SECTION 6 - SALARIES 6.1 Salaries Salary ranges shall be as specified in Exhibit"A." (A)Across-the-Board Cost of Living Increases Effective the first full pay period in July 2020, all unit members shall receive a one-point five percent (1.5%) base wage increase. Effective the first full pay period following July 1, 2021, all unit members shall receive a two percent (2.0%)base wage increase. Effective the first full pay period following July 1, 2022, all unit members shall receive a two percent (2.0%)base wage increase. Effective the first full pay period following July 1, 2023, all unit members shall receive a four percent(4.0%)base wage increase. Effective the first full pay period following July 1, 2024, all unit members shall receive a three percent(3.0%)base wage increase. Effective the first full pay period following July 1, 2025, all unit members shall receive a three percent (3.0%)base wage increase. (B)Total Compensation Benchmark Study The City will retain a consultant to complete a benchmark Total Compensation Survey with a target completion date of December 31, 2025. In or around October of 2025, the parties will meet with the City's retained survey consultant and review the consultant's recommended survey jurisdictions, benchmark classifications, and survey matches for the revised Total Compensation Survey. The Parties intend the Total Compensation Survey to provide information to support consideration of market-based equity adjustments for individual classifications for successor MOU negotiations. (C)Market-Based Equity Adjustments Effective the first full pay period following July 1, 2021, the City shall increase the base pay for each classification with a total compensation of below market median based on the Ralph Andersen and Associates' Total Compensation Survey("Survey"). Market-based equity increases will be effective the first full pay period following July 1, 2021. These changes are reflected in the Salary Tables Attached as Exhibit "A." In addition, each non-surveyed classification which is tied to a benchmark classification will receive a base wage increase sufficient to maintain the differential recommended by Ralph Andersen and Associates in the document entitled"Salary Benchmarks and Alignments." These changes are also reflected in the Salary Tables Attached as Exhibit"A." Market based equity adjustments are independent of the cost-of-living adjustment("COLA") but will be implemented in an additive (non-compounded) fashion. For example, if a 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 5 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 classification is scheduled to receive a 9.7% market equity adjustment and a 2.0% COLA, the classification will receive a total increase of 11.7%. (D)Y-Rating I. Any classification determined to be more than 5% over market median ("Market Median plus 5%")based on the Salary Benchmarks and Alignments document will be Y-Rated until it has foregone COLA's equivalent to its position above Market Median plus 5%. In this context, Y-Rating shall mean that the classification will have its COLA's reduced by I% of salary until it has foregone COLA's equivalent to its position above Market Median plus 5%. [Example A: Classification A is a benchmark classification found to be 7% above Market Median, which means it is 2% over Market Median plus 5%. Classification A will have its COLA's reduced by I%per year for a period of 2 years. Under the agreement, COLA's for each of the next 2 years would have been 2%per year. Therefore, Classification A will receive a 1% COLA in Year 1 (2%minus 1%) and a 1% COLA in Year 2 (2% minus 1%).] [Example B: Classification B is a benchmark classification found to be 6.7% above Market Median, which means it is 1.7% over Market Median plus 5%. Classification B will have its COLA's reduced by 1% in Year I and 0.7% in Year 2. Under the agreement, COLA's for each of the next 2 years would have been 2%per year. Therefore, Classification B will receive a I% COLA in Year 1 (2%minus I%) and a 1.3% COLA in Year 2 (2% minus 0.7%).] 2. Classifications which received pay increases pursuant to the B2B Side Letter Agreement will not be subject to Y-Rating. 6.2 Temporary Assignment Pay Temporary Assignment Pay shall be provided in accordance with the City's Temporary Assignment Pay policy and shall apply to all members of the Association. 6.3 Longevity Pay Effective the first full pay period following July 1, 2023, employees with fifteen (15) years of service with the City of Petaluma shall receive a five percent (5%) adjustment above their hourly rate of pay. The adjustment shall be effective the first day of the payroll period following the employee's fifteen(15)years of service date. SECTION 7—SPECIAL COMPENSATION 7.1 Special Compensation—Loss or Damage to Clothing City employees may request reimbursement for the loss or damage of his or her clothing that results from work activities. Requests for reimbursement shall be submitted to the Department Director for review and approval. Amounts of reimbursement are at the discretion of the Department Director. 7.2 Special Compensation— Safety Footwear The City shall pay the cost of all approved safety footwear up to two-hundred dollars ($200.00) per fiscal year. Replacement of safety footwear shall be on an as-needed basis with approval of the Department Director. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 6 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 7.3 Special Compensation—Bilingual Pay— Spanish Eligible employees who are certified for bilingual proficiency in Spanish in accordance with the City's Bilingual Testing and Certification policy shall receive two hundred dollars ($200) per month for certification at a high-level proficiency or verbally fluent or one hundred dollars ($100) per month for certification at an acceptable level proficiency or conversational. 7.4 License and Certification Fees The City shall reimburse employees of the Public Works and Utilities Department and the Chief Building Official for the actual cost of any license or certification (e.g. State Operator's Certification)required by the City per the applicable job specification or by the State of California (e.g. Public Health). Such reimbursement does not apply to drivers' licenses. 7.5 Standby Pay—FLSA Non-Exempt Employ A non-exempt employee assigned standby shall be compensated at the rate of three dollars and twenty-five cents ($3.25) per hour for every hour the employee actually stands by. Effective the first full pay period following July 1, 2023, a non-exempt employee assigned to standby shall be compensated at a rate of eighteen percent (18%) per hour of their regular hourly rate for every hour the employee actually stands by. No employee shall be paid for standby time and other compensable duty time simultaneously. When an employee is assigned standby,the employee must be ready to respond as soon as possible, be reachable by telephone or pager, be able to report to work in a reasonable amount of time as determined by the City for the specific standby assignment,and refrain from activities which might impair his/her ability to perform assigned duties. Standby assignments shall be rotated as equitably as possible among employees with consideration given for the qualifications and ability of an employee to perform the work. When possible, standby assignments shall be distributed on a voluntary basis to qualified employees. An employee shall be required to be on standby assignment when it is determined by the City that such assignment is essential to the continuing efficient operation of the City or in an emergency. Weekend/Holiday: For non-exempt employees, a minimum of one(1)hour at time and a half(1.5) shall be paid by the City for every call or assignment required. The intent of the parties is to compensate employees for a minimum of one hour, or time actually worked,whichever is greater. For example, if an employee receives calls at 1:00 PM, 1:15 PM, 1:20 PM, 1:55 PM and the last call finishes at 2:10 PM, he/she is credited for one hour and ten minutes. If an employee receives calls at 1:00 PM, 1:15 PM, 1:20 PM, and 1:45 PM, he/she is paid for one hour, not four hours. It is not the intent that employees be paid for multiple telephone calls received within a one-hour period. 7.6 Emergency peration Center—FLSA-Exempt Employ Exempt employees who are required to work when called to an activated Emergency Operation Center local emergency shall be paid at their regular hourly rate for all hours beyond their normal workday. 7.7 Department Operations Center(s) (DOC's)—FLSA-Exempt Employ Exempt employees who are required to work when called to an activated Department Operations Center as part of an activated Emergency Operation Center local emergency shall be paid at their regular hourly rate for all hours worked beyond their normal workday. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 7 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SECTION 8—ALTERNATE WORK WEEK AND OVERTIME 8.1 Alternate Work Schedule The City agrees to consider reasonable alternative workweek programs proposed by the employees. Such proposals (e.g. four(4) day work week, flex scheduling, 9/80,job sharing) may be considered on a case-by-case basis by the City. However, the decision as to whether and when, if at all, to implement such alternate programs, the operation of such programs, and the ability to modify and/or terminate such programs, is left exclusively with the City. 8.2 Overtime—Compensation Rate—FLSA Non-Exempt Employ Employees exempt from the FLSA(exempt employees)do not receive additional pay for overtime and are not covered by this section. For non-exempt employees: Overtime shall be paid at the rate of one and one-half(1.5) times the regular rate of pay for each hour worked in excess of forty (40) hours in a work week. In the event an employee is required to work overtime without a break in excess of four(4) hours beyond the end of his/her regularly scheduled work shift, the employee shall be paid at the rate of two (2) times the regular rate of pay for each hour worked in excess of a regular scheduled work day. Overtime shall only be worked after having received prior authorization by the Department Director or a managerial supervisor. 8.3 Overtime—Minimum— FLSA Non-Exempt Employees Any non-exempt employee required to work overtime shall, in no case, be compensated for less than one (1) hour for such overtime. 8.4 Overtime—Minimum for Callbacks—FLSA Non-Exempt Employ Any non-exempt employee required to return to work on an unscheduled, emergency basis after the end of the employee's working day shall, in no case, be compensated for less than two (2) hours for such overtime. 8.5 Overtime—Holidays/Vacation Non-Exempt Employ When a non-exempt employee is required to work on a fixed holiday (as observed by their work schedule) or during their scheduled vacation leave, such non-exempt employee working on such holiday and during periods of vacation shall be entitled to receive additional remuneration at the rate of one and one-half(1.5)times the regular rate of pay for each hour worked. This pay shall be in addition to Holiday or Vacation Pay. If an employee's approved alternative work week includes a City fixed-date holiday as described in Section 11.1, that City fixed-date holiday shall be considered hours worked for overtime calculation purposes.This overtime calculation solely applies to City fixed-date holidays described in Section 11.1 and excludes any hours of employee vacation, sick and/or compensatory time. 8.6 Overtime—In Lieu of Payment-FLSA Non-Exempt Employ In lieu of receiving payment for overtime worked, non-exempt employees, with Department Director approval, who work more than their regular hours on one day, may work fewer hours on another day within the same work week. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 8 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SECTION 9—COMPENSATORY TIME AND CALL BACK 9.1 Compensatory Time Off—FLSA Non-Exempt Employ Non-exempt employees may receive, in lieu of being paid for overtime, Compensatory Time off ("CTO"), at a mutually agreeable time between the City and the employee, subject to the operational requirements of the City and with approval determined by the City.No employee may earn more than two-hundred-forty(240)hours of CTO per fiscal year. CTO shall not be pyramided or compounded. In addition, no employee may retain on the books more than two-hundred-forty (240) hours of unused Compensatory Time at any given point during the fiscal year. Amounts submitted in excess of these limits shall be paid at time and one-half(1.5) of the regular rate of pay. 9.2 Call Back- FLSA Non-Exempt Employees If, in an emergency situation, a non-exempt employee is asked to leave work before the end of his/her scheduled work day with the expectation that he/she will be called back to work to finish the remainder of his/her work day at a later time, but the employee is not in fact called back to work that day, the City agrees to compensate the employee for the full normal working day. In exchange, up until the time that the employee's regular shift is scheduled to end, such employees will be on stand-by status, without any entitlement to any extra compensation. SECTION 10- PART-TIME POSITION/SHARED POSITION 10. 1 Part-time Position—Definition A part-time position shall be officially designated as such and shall regularly be assigned to work for at least forty (40)hours but less than eighty (80) hours of work per pay period. 10.2 Part-time Position—Seniority Seniority for the part-time position shall be determined on the same basis as a regular full-time position. 10.3 Part-time Position—Pro-Rated Leave and Benefits All leave and all benefits shall be on a pro-rated basis and based upon a determined percent (e.g. 50%, 75%). 10.4 Part-time Position—Merit Pay, Step Increases, and Probationary Period Standards for merit pay, step increases and probationary period for the part-time position shall be on the same basis as a regular full-time position. 10.5 Shared Position-FLSA Non-Exempt Employees The shared position exists at the sole discretion of the City and may be abolished by the City, or by mutual agreement of all parties involved, or by the termination of one of the employees. A decision made by the City to abolish a shared position shall be subject to the same rules as decisions by the City to abolish any other position. A. Sixty Days' Notice. In the event that the shared position is terminated or reallocated to a fulltime position, the City will provide sixty (60) days notice to the employees occupying the shared position. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 9 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 B. First Choice of Full Time Employment. If the shared position is reallocated to a regular full-time position, the employee with the most seniority in the shared position shall be given first choice at the reallocated regular full-time position. The other shared position employee shall be offered any vacant available regular full-time position and/or considered for any available position for which he/she is qualified. If no position is available, the employee(s) may displace an employee in the same department who has less seniority in accordance with the City of Petaluma Personnel Rules and Regulations, Rule VII "B", Layoff Policy and Procedure. C. Employee Termination of Position. In the event one of the employees terminates his/her shared position for any reason, the shared position assignment will terminate and the position will reallocate to a regular full-time position and shall be offered to the remaining shared position employee. The remaining shared position employee also has the option of locating another qualified employee to share the position, subject to the City's approval of the substitution of another employee to share the position. D. Shared Position — Part-time Employ An employee who occupies the shared position shall be designated as a shared position—part-time employee. The part-time employee is regularly scheduled to work for at least forty (40) hours but less than eighty (80) hours of work per pay period. E Work Week and Work Day. The work week shall consist of twenty (20) hours in one (1) week,based upon a fifty-two (52) week year. F. Seniori1y. Seniority for the shared position employee shall be determined on the same basis as a regular full-time employee. G. Overtime/Compensatory Leave. Overtime or Compensatory Leave shall be paid in the same manner as a regular full-time employee. H. Pro-rated Leave and Benefits. All leave and all benefits shall be on a pro-rated basis of 50%. I. Merit Pay, Step Increases, and Probationary Period. Standards for merit pay, step increases, and a probationary period for the shared position employee shall be on the same basis as a regular full-time employee. SECTION 11 -HOLIDAYS 11.1 Holidays—Fixed Holidays The City shall observe twelve(12) fixed-date holidays. These holidays shall be established for the City's fiscal year as determined by City Council resolution. In fiscal year 20/21, parties agreed to replace Columbus Day with an additional floating holiday and agreed to formally replace Columbus Day with Cesar Chavez Day in future fiscal years once administratively feasible (including agreement by all impacted bargaining units. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 10 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 The holidays for fiscal years 21/22, 22/23, and 23/24 are as follows: Independence Day Christmas Day Labor Day New Year's Day Veterans' Day Martin Luther King Day Thanksgiving Day Presidents' Day Day after Thanksgiving Cesar Chavez Day Christmas Eve Memorial Day The City Council may,by resolution,recognize additional Holidays to be observed for one or more fiscal years covered by this agreement. When a holiday falls on a Saturday, that holiday will be observed on the prior Friday. When a holiday falls on a Sunday, that holiday will be observed on the following Monday. The City Council Resolution fixing holidays for the fiscal year will normally designate he observed holidays for employees on alternate workweeks (e.g., 4-10 work schedules). Where the City Council does not designate the observed holiday for an alternative workweek and where it will not cause operational issues, the employee will normally take off the workday following the observed holiday. Example: Employee A's work schedule is Mon, Tue, Sat, Sun. If Veteran's Day falls on Wednesday, November 11, Employee A will normally take off their next regularly scheduled workday—in this case, Saturday. Observance by an employee of a designated religious event may be granted, if practical, with at least seven(7) days prior approval required for such leave, under the following methods: (A) Time charged to accrued vacation allowance; or (B) Time off without pay. Fixed holidays currently provided for in the MOU will be based on the employee's regular work shift. For example, if an employee works a 4/10 schedule, s/he shall receive ten(10)hours of pay for the holiday. If an employee works a 9/80 schedule, s/he shall receive nine (9)hours of pay for the holiday, or eight (8) hours pay if the holiday falls on their regularly scheduled eight (8) hour workday as part of their 9/80 schedule. If an employee works a 5/8 schedule (five days/week, eight hours/day), s/he shall receive eight (8) hours of pay for the holiday. The same shall be true for any employee whose regular work week is fewer than forty (40) hours per week, except that no such employee shall receive more than eight(8) hours of pay for the holiday. 11.2 Holidays—Personal Leave (formerly FloatingH oliday) During the Fiscal year the City will authorize eight (8) hours of Personal Leave per employee, which may be taken by the employee at a time selected by the employee, subject to operational requirements and approval determined by the City. Employees hired between July 1, and December 31, will be eligible for Personal Leave during the course of the fiscal year. Personal Leave is limited to eight (8) hours and may not be carried over to the next fiscal year. 11.3 Personal Leave After 20 Years of Service After completion of twenty(20) years of service, an employee shall receive an additional eight (8)hours of Personal Leave per fiscal year, which may be taken by the employee at a time selected by the employee, subject to operational requirements and approval as determined by the 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 11 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 City. The additional eight (8) hours of Personal Leave may not be carried over to the next fiscal year. SECTION 12—VACATION 12.1 Vacation—Accrual Vacation accrues for each pay period (or partial pay period in paid status). Vacation accruals and limits for each Unit are as depicted below. 12.2 Vacation Accrual Caps 12.2.1 FLSA Non-Exempt Employees (Unit 4 & some Unit 11 Employ) FLSA Non-Exempt employees shall not accumulate vacation time in excess of two (2) years or two times an employee's annual vacation accrual as indicated in the vacation chart below. Years of Vacation Accrual Limit Service Accrual hrs hrs 0-4 80 160 5-9 120 240 10 128 256 11 136 272 12 144 288 13 152 304 14 160 320 15 168 336 16 176 352 17 184 368 18 192 384 19 or greater 200 400 12.2.2 FLSA Exempt Employees (Unit 9 & some Unit 11 employees) FLSA Exempt Employees shall not accumulate vacation time in excess of three (3) years or three times an employee's annual vacation accrual as indicated in the vacation chart below. Years of Vacation Accrual Limit Service Accrual hrs hrs 0-4 80 240 5-9 120 360 10 128 384 11 136 408 12 144 432 13 152 456 14 160 480 15 168 504 16 176 528 17 184 552 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 12 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 18 192 576 19 or greater 200 600 12.3 Vacation—Scheduling The times during a calendar year in which an employee may take his/her vacation shall be determined by the Department Director with due respect for the wishes of the employee and particular regard for the needs of the service. If the requirements of the service are such that an employee cannot take part or all of his annual vacation in a particular calendar year, such vacation shall be taken during the following calendar year. 12.4 Vacation—Usage An employee may begin to use accrued vacation in the first three (3)months of employment with approval of the City Manager, and as approved by the employee's supervisor thereafter. 12.5 Vacation—Payment at Separation—FLSA Non-Exempt Employ Non-exempt employees who separate City employment shall be paid for all accrued unused vacation leave earned prior to the effective date of separation not to exceed two (2) years accumulation. 12.6 Vacation—Payment at Separation—FLSA Exempt Employ Exempt employees who separate City employment shall be paid for all accrued unused vacation leave earned prior to the effective date of separation not to exceed three (3) years accumulation. 12.7 Vacation Payout During the month of December of each year, each bargaining unit member who has at least one hundred and twenty(120)hours of accrued but unused vacation may make an irrevocable election to cash out up to forty (40) hours of vacation in the following calendar year. Vacation payouts under this section will be made in October of the tax year following the election. The employee must have a minimum balance of forty(40)hours after the cash out of vacation. If the employee's requested amount does not leave a minimum forty(40) hours of vacation remaining at the time of cash out, the employee's requested vacation cash out will be reduced to allow the remaining minimum balance to be maintained. SECTION 13 —LEAVES—SICK LEAVE 13.1 Sick Leave—Eli ibg ility Sick leave with pay shall be granted to all employees as set forth in this section. Sick leave is not a right, which an employee may use at their discretion, but rather, shall be used only in case of personal illness, disability or the serious illness or injury of an employee's family member, which requires the employee's attention. The term family members shall include: spouse, registered domestic partner, children, parents, spouse's parents, brothers, sisters or other individuals whose relationship to the employee is that of a dependent or near dependent, or as determined by law. 13.2 Sick Leave—Accrual Sick leave shall accrue to all full-time employees at the rate of eight (8) hours for each month of continuous service. 13.3 Sick Leave—Notification Procedures In order to receive compensation while absent on sick leave, the employee shall notify his/her Department Director or immediate supervisor prior to or within four (4) hours after the time set 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 13 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 for beginning his daily duties. When absence is for more than three (3) days duration, the employee may be required to provide physician's verification of absence. 13.4 Sick Leave—Retirement Pam In the event of the death or retirement of an employee who has completed ten (10) or more years of continuous service with the City, the employee shall be paid or shall receive to his/her benefit fifty percent(50%)of his/her accumulated but unused sick leave not to exceed four-hundred-eighty (480) hours. The employee may elect not to receive this benefit and instead place all sick leave hours into the CalPERS sick leave conversion benefit, or the employee may do a combination of both,to receive a payout of up to fifty percent(50%) of his/her accumulated but unused sick leave not to exceed four hundred eighty(480)hours with the balance placed into the Ca1PERS sick leave conversion benefit. 13.5 Sick Leave—Conversion In February of each year, employees may convert a maximum of one hundred sixty(160)hours of sick leave to vacation at a ratio of four (4) sick leave hours to one (1) vacation hour. Example: Employee requests conversion of 160 hours of sick leave; 40 hours of vacation leave are added to the employee's vacation bank. An employee must have at least eighty (80) hours remaining in his/her sick leave bank after the conversion. Such conversion does not impact the ongoing accrual of sick leave at the rate of eight (8) hours for each month of continuous service. SECTION 14 - CATASTROPHIC MEDICAL EMERGENCY LEAVE SHARING PLAN A Catastrophic Medical Emergency Leave Sharing Plan shall be provided in accordance with the City's Catastrophic Leave Policy and shall apply to all members of Units 4, 9, and 11. The City's Catastrophic Leave Policy replaces the section on Sick Leave Transfer. SECTION 15—LEAVES—INDUSTRIAL INJURY LEAVE Benefits shall be payable in situations where miscellaneous employee absence is due to industrial injury as provided in California State Workers' Compensation Law. During the first thirty (30) hours when the employee's absence has been occasioned by injury suffered during his/her employment and he/she receives workers' compensation, he/she shall receive full pay. Following this period, sick leave may be a supplement to the workers' benefits provided the employee. Compensation is at his/her regular rate for a period not to exceed six(6)months, or until such sick leave is exhausted, or the disability is abrogated, or that employee is certified "permanent and stationary" by a competent medical authority. The City shall pay him/her the regular salary, based on the combination of the workers' compensation benefit plus sick leave. Sick leave for industrial injury shall not be allowed for a disability resulting from sickness, self-inflicted injury, or willful misconduct. The City may retire any employee prior to the exhaustion of accumulated sick leave, at which time all accrued but unused sick leave shall be abrogated, subject only to the limitations provided under this Memorandum of Understanding. SECTION 16—LEAVES—ADMINISTRATIVE LEAVE Administrative Leave is available only to FLSA-Exempt employees. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 14 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 16.1 Administrative Leave—Annual Credit of Leave—FLSA Exempt Employees Exempt employees shall be credited with eighty(80)hours of administrative leave each fiscal year. 16.2 Administrative Leave—Carry Forward of Leave—FLSA Exempt Employ Exempt employees may carry forward up to forty (40) hours of unused administrative leave into the next fiscal year. Employees shall not maintain balances of more than one hundred and twenty (120)hours of administrative leave. Carry forward administrative leave may only betaken in paid time-off and has no cash value, except as specifically provided herein. 16.3 Administrative Leave - Pro-Ration of Leave Hours—FLSA Exempt Employ Exempt employees hired or appointed after July 1 shall be credited with a pro-rated amount of administrative leave based upon hire or appointment date through June 30. 16.4 Administrative Leave -Annual Payment for Unused Leave—FLSA Exempt Employ Exempt employees shall receive payment for up to twenty (20) hours of unused administrative leave at the end of the fiscal year. Payment shall be at the employee's base pay rate as of June 30. Payment shall be made on the last pay period of the fiscal year. 16.5 Administrative Leave -Payment at Separation—FLSA Exempt Employ Exempt employees who separate employment shall receive payment of up to forty (40) hours of unused administrative leave. Payment shall be at the base pay rate at the time of separation. SECTION 17—LEAVES—BEREAVEMENT LEAVE An employee shall be granted up to thirty-two (32) hours of paid bereavement leave in the event of death in the employee's immediate family. Paid bereavement leave is granted per qualifying event. For the purpose of bereavement leave, immediate family shall mean spouse, qualified domestic partner, father, father-in-law, mother, mother-in-law, brother, brother-in-law, sister, sister-in-law, child (including stepchildren), step-parents, grandparents and grandchildren or person with whom the employee has a relationship in loco parentis. Up to an additional eight (8) hours of accrued leave, including sick leave, will be granted to supplement bereavement leave. In the event an employee must travel more than three-hundred(300)miles to attend a funeral or memorial service, an additional eight (8) hours of paid bereavement leave shall be granted instead of the use of accrued leave. SECTION 18—LEAVES—VICTIMS OF DOMESTIC VIOLENCE AND SEXUAL ASSAULT LEAVE California Labor Code Sections 230 and 230.1 allow use of leave for Victims of Domestic Violence for any of the following: to seek medical attention for related injuries; to obtain services from a domestic violence shelter, program or rape crisis center; to obtain psychological counseling; or to participate in safety planning. Certification of need may be required in the form of a police report,protection order and documentation from court or from a medical professional, domestic violence advocate, or counselor. The City of Petaluma provides appropriate leave, in accordance with California Labor Code Section 230. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 15 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SECTION 19—LEAVES—MILITARY LEAVE The City of Petaluma shall grant military leave benefits to eligible employees in accordance with California's Military Leave Laws found in Military&Veteran's Code 389 et seq.,the Federal Uniformed Services Employment and Re-employment Rights Act ("USERRA"), found at 389 U.S.C. 4301 et seq., and the City of Petaluma Resolution No.2004-200 N.C.S. Employees in the Ready Reserves of the Armed Forces who are ordered to active military duty or training under Executive Order 13223, shall have continued benefits in effect throughout his/her active duty training for a period of three-hundred sixty-five (365) calendar days or until the date of discharge from military service,whichever occurs first,unless this policy is changed by action of the City Council. SECTION 20—LEAVES—ELECTION OFFICER LEAVE AND VOTING LEAVE When an employee's actual work schedule otherwise would prevent the employee from voting in any State, County, or General election, the employee may be granted up to two (2)hours of paid time to vote, in accordance with Election Code 14000. The employee must provide the City with at least two (2) working day's notice that he or she will be taking time off to vote. SECTION 21 —LEAVES—SCHOOL VISITATION LEAVE Employees may take up to forty (40) hours in a year to participate in the child's school activities, in accordance with Labor Code section 230.8. Employees may use paid discretionary leave (vacation, administrative leave, or CTO) or unpaid leave to cover these absences. SECTION 22—LEAVES—LEAVE OF ABSENCE WITHOUT PAY The City Manager may grant a regular or probationary employee leave of absence without pay pursuant to State and Federal Law. Good cause being shown by a written request, the City Manager may extend such leave of absence without pay or seniority or benefits for an additional period not to exceed six (6) months. No such leave shall be granted except upon written request of the employee setting forth the reason for the request, and the approval will be in writing. Upon expiration of a regularly approved leave or within a reasonable period of time after notice to return to duty,the employee shall be reinstated in the position held at the time leave was granted. Failure on the part of an employee on leave to report promptly at its expiration, or within a reasonable time after notice to return to duty shall be cause for discharge. Should an employee incur a leave of absence without pay while on probation,the probationary period will be extended for that same length of time. SECTION 23—LEAVES—JURY DUTY LEAVE Any employee summoned for jury duty shall be entitled to a leave of absence with full pay for such period of time as may be required to attend the court in response to such summons. Any employee may retain payment for travel but shall make payable to the City any and all fees which the employee may receive in payment for service as a juror. For Grand Juries this compensation shall not extend beyond twenty (20) working days. SECTION 24 - FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA) 24.1 FMLA and/or CFRA Leave The City shall provide family and medical care leave for eligible employees as required by City policy, state and federal law and as specifically provided in the Federal Family and Medical Leave 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 16 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 Act of 1993 ("FMLA") and the California Family Rights Act of 1993 ("CFRA"). If possible, employees must provide thirty(30) days advance notice of leave. 24.2 FMLA and/or CFRA—Second Opinion The employee shall provide the City with a health care provider certification. The City, at City expense, may require a second opinion on the validity of the certification. Should a conflict arise between health providers, a third and binding opinion, at City expense shall be sought. SECTION 25—LEAVES—PREGNANCY DISABILITY LEAVE The City shall provide pregnancy disability leave(PDL) for eligible employees as required by City policy and applicable law and as specifically provided in the Fair Employment and Housing Act and the Family Medical Leave Act. If possible, employees must provide thirty(30) days advance notice of leave. SECTION 26-REASONABLE ACCOMMODATION In accordance with the California Fair Employment and Housing Act ("FEHA") and the Americans with Disability Act (ADA), the City will reasonably accommodate any known protected disability of an employee. SECTION 27- CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM Tier 1 Miscellaneous employees hired prior to December 28, 2012 are provided with the 2% at 55 formula retirement plan. The City's contract with California Public Employees' Retirement System ("Ca1PERS") includes the following optional benefits: • Third Level - 1959 Survivor's Benefit as provided in Section 21573 (April 5, 1999). • Military Service Credit as provided in Section 21024 (January 1, 1992). • One-Year Final Compensation as in provided Section 20042 (November 1, 1980). • Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980). • Cost of Living Allowance two percent(2%) as provided in Section 21329 (April 1, 1971). • Retired Death Benefit of five-hundred dollars ($500) as provided in Section 21620 (December 1, 1969). • Death Benefit Continues as provided in Section 21551 (January 1, 2000). • Prior Service Credit as provided in Section 20055 (January 1, 1950). Tier 2 Miscellaneous employees who are considered by CalPERS to be "classic" members but who were hired after December 28, 2012, the effective date of the amended contract with Ca1PERS, shall receive the 2% at 60 formula retirement plan and the three-year final average compensation. The following optional benefits will remain in effect for employees in the second retirement tier: • Third Level - 1959 Survivor's Benefit as provided in Section 21573. • Military Service Credit as provided in Section 21024. • Credit for Unused Sick Leave as provided in Section 20965. • Cost of Living Allowance two percent(2%) as provided in Section 21329. • Retired Death Benefit of five-hundred dollars ($500) as provided in Section 21620. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 17 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 • Death Benefit Continues as provided in Section 21551. • Prior Service Credit as provided in Section 20055. Tier 3 New miscellaneous employees hired on or after January 1, 2013 who meet the definition of a new Ca1PERS member under the Public Employees' Pension Reform Act(PEPRA) shall receive the 2% at 62 retirement formula with three-year final average compensation and the following optional benefits in the third retirement tier: • Third Level - 1959 Survivor's Benefit as provided in Section 21573. • Military Service Credit as provided in Section 21024. • Credit for Unused Sick Leave as provided in Section 20965. • Cost of Living Allowance two percent(2%) as provided in Section 21329. • Retired Death Benefit of five-hundred dollars ($500) as provided in Section 21620. • Death Benefit Continues as provided in Section 21551. • Prior Service Credit as provided in Section 20055. The City shall continue to defer that portion of the employee's paid contribution to Ca1PERS through section 414(h) (2) of the Internal Revenue Code pursuant to City of Petaluma Resolution 90-363 N.C.S. All employees shall pay an additional four percent(4%) towards PERS retirement. For Classic employees, this four percent(4%) is added to the seven percent(7%) member contribution, for a total contribution of eleven percent (11%). Employees subject to the PEPRA formula shall also pay an additional four percent(4%) on top of their required employee contribution, as established annually by PERS. SECTION 28—HEALTH BENEFITS—ACTIVE EMPLOYEES 28.1 Active Employees—PEMHCA Contribution The City currently provides health benefits through the Ca1PERS Health Benefits Program under the Public Employees'Medical and Hospital Care Act(PEMHCA). The City's employer contribution for each employee's health benefits shall be the minimum required by PEMHCA ("PEMHCA minimum"). The City pays this contribution directly to Ca1PERS.This amount is established annually by PERS and is the minimum amount the agency must pay on behalf of the employee for medical insurance.It is separate and apart from the annual health insurance rates and the additional contribution noted in Section 28.2 28.2 Additional Contribution—Effective January 1,2023 The amount of the City's additional contribution for current employees and their covered family members shall be $724.60 for employee only, $1,592.66 for employee plus one, and $2,113.48 for employee plus two or more. These amounts do not include the City PEMCHA contribution identified in 27.1. The City's additional contribution shall not exceed these amounts unless and until a different amount is negotiated by the parties. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 18 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 Coverage 2023 Health PEMHCA 2023 Health Rate City's Benefit 2023 City's Total Employee Rates Contribution Less the PEMHCA Contribution of 95°/, Contribution Rate Contribution (Based on 2023 (Added to the City's Contribution KAISER Region 1-Kaiser Benefit Rates) Contribution) Employee $913.74 $151.00 $762.74 $724.60 $875.60 $38.14 Only Employee $1,827.48 $151.00 $1,676.48 $1,592.66 $1,743.66 $83.82 +1 Employee $2,375.72 $151.00 $2,224.72 $2,113.48 $2,264.48 $111.24 +2or more For example,the 2023 Kaiser health rate for an employee electing employee only coverage is$913.74. The PEMHCA contribution($151.00)is subtracted from the 2023 Kaiser health rate($913.74)to attain the 2023 health rate less the PEMHCA contribution($762.74).The 2023 health rate less the PEMHCA contribution ($762.74)multiplied by ninety-five percent(95%) equals the City's benefit contribution of $724.60. The PEMHCA contribution ($151.00) is added to the City's benefit contribution of $724.60 to attain the total 2023 City's contribution rate($875.60). The total 2023 City's contribution rate($875.60)is subtracted from the 2023 Kaiser health rate of$913.74 to attain the monthly employee contribution rate of$38.14. 28.3 Additional Contribution—Effective January 1, 2024 The 2024 CalPERS premium for Kaiser— Region 1 and required 2024 PEMHCA contribution are unknown. Effective January 1, 2024, the City shall pay the additional benefit that depends upon the actual percentage increase in the Kaiser—Region 1 premium. The City's benefit contribution for 2024 shall be equal to the actual 2024 CalPERS Health premium for Kaiser — Region 1, less the City's PEMHCA contribution, times ninety-five percent (95%) for current employees and their covered family members. 28.4 Additional Contribution—Effective January 1, 2025 The 2025 CalPERS premium for Kaiser—Region 1 and required 2025 PEMHCA contribution are unknown. Effective January 1, 2025, the City shall pay the additional benefit that depends upon the actual percentage increase in the Kaiser—Region 1 premium. The City's benefit contribution for 2025 shall be equal to the actual 2025 CalPERS Health premium for Kaiser—Region 1, less the City's PEMHCA contribution, times ninety-five percent (95%) for current employees and their covered family members. 28.5 Additional Contribution—Effective January 1, 2026 The 2026 CalPERS premium for Kaiser—Region 1 and required 2026 PEMHCA contribution are unknown. Effective January 1, 2026, the City shall pay the additional benefit that depends upon the actual percentage increase in the Kaiser—Region 1 premium. The City's benefit contribution for 2026 shall be equal to the actual 2026 CalPERS Health premium for Kaiser—Region 1, less the City's PEMHCA contribution, times ninety-five percent (95%) for current employees and their covered family members. 28.6 Employee Contribution Employees shall contribute to his/her CalPERS Health Premium in the amounts less the City's PEMHCA contribution and less the additional benefit paid by the City. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 19 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SECTION 29—HEALTH BENEFITS—RETIRED EMPLOYEES 29.1 Retired Employees—CalPERS and PEMHCA The City currently provides health benefits through the CalPERS Health Benefits Program under the PEMHCA. In order for a retired employee to be eligible to receive health benefits through CalPERS upon retirement, a retiree must meet the following definition of"annuitant"under CalPERS law: (A) Employee must be a member of CAPERS; and (B) Employee must retire within one-hundred-twenty(120) days of separation from employment with the City of Petaluma and receive a monthly retirement allowance from CAPERS. 29.2 PEMHCA Minimum The monthly employer contribution for annuitants is the required minimum PEMHCA contribution. The City pays this contribution directly to CalPERS. The retiree is required to contribute to the cost of the health benefit coverage. The retiree's monthly contribution shall be the cost of the monthly health benefit premium less the amount of the City's contribution. 29.3 CAPERS Annuitant—PEMHCA Health Benefits In accordance with the PEMHCA provisions if an employee is a CAPERS annuitant and receives health benefits under the PEMHCA, the employee is eligible to receive the City's PEMHCA contribution amount specified in Section 29.5 below, regardless of the number of years of service with the City of Petaluma. 29.4 Less Than 20 Years of Service—Not Receiving PEMHCA Health Benefits A retired employee with less than twenty(20)years of service with the City of Petaluma who does not meet the definition of a CAPERS annuitant(as defined in Section 29.1) or who is not enrolled in the CAPERS health benefit program does not receive any retiree benefit from the City. 29.5 Less Than 20 years of Service—Receiving PEMHCA Health Benefits A retired employee with less than twenty (20) years of service with the City of Petaluma who is a CAPERS annuitant as defined in Section 29.1 and enrolled in the CAPERS health benefit program is eligible to receive the City's minimum PEMHCA contribution as set by CAPERS. 29.6 20 Years or More of Service—Not Receiving PEMHCA Health Benefits 29.6.1 Retired Prior to July 1, 2015 A retired employee with twenty (20) or more years of service with the City of Petaluma, who meets the definition of a CAPERS annuitant (as defined in Section 29.1) and retired prior to July 1,2015 and who is not enrolled in the CAPERS health benefits program, shall receive direct payments in the amount of one-hundred-twenty dollars ($120.00) each month, effective the first month following the expiration of health benefit coverage. 29.6.2 Retired on or after July 1, 2015 A retired employee with twenty (20) or more years of service with the City of Petaluma, who meets the definition of a CAPERS annuitant (as defined in Section 29.1) and retired on or after July 1, 2015 and who is not enrolled in the CAPERS health benefits program, shall receive direct payments in the amount of one-hundred-forty dollars ($140.00) each month, effective the first month following the expiration of health benefit coverage. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 20 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 29.7 20 Years or More of Service—Receiving PEMHCA Health Benefits A retired employee with twenty (20) years or more of service with the City of Petaluma, who (a) is a Ca1PERS annuitant as defined in Section 29.1;and(b)is enrolled in the Ca1PERS health benefit program, shall receive a benefit payment of the minimum PEMHCA contribution as set by Ca1PERS. It is the responsibility of the retiree to notify the City in writing if he or she is no longer participating in the CalPERS health benefit program. Following receipt of the written notice, the City will commence direct payment of the amount above at the beginning of the following month. SECTION 30- CASH IN-LIEU OF HEALTH AND DENTAL BENEFITS 30.1 Cash In-Lieu Employees with health and or dental benefit insurance coverage from a source other than the City, or employees with health and dental benefit insurance coverage from a City employee,may request cash in lieu of health and dental benefits. To be eligible for the cash in-lieu benefit program, employees must waive his/her coverage under the City's health and/or dental benefits, agree to the terms and conditions of the cash in-lieu benefit program, and have written verification of health and/or dental benefits insurance. 30.2 Employees Hired before October 1, 2016 For employees hired before October 1, 2016, the cash in-lieu amount for health coverage shall be in the amount of fifty percent (50%) of the health insurance premium amount of the CalPERS Kaiser—Bay-Area/Sacramento that the City would otherwise pay for the employee and his or her family members. The cash in-lieu amount for dental insurance benefits shall be in the amount of fifty percent(50%) of the established dental program composite rate. Upon declining medical and/or dental insurance, the employee will be required to meet the terms and conditions regarding the City's medical and/or dental plan. If an employee decides to stop receiving the medical/dental cash back and wishes to re-enroll into the City's medical and/or dental plan, then he/she must meet the current terms and conditions of the City's medical and/or dental plan. The City cannot guarantee that once the employee leaves a particular medical and/or dental plan,he/she may be able to re-enroll in his/her prior plan and under the same terms and conditions of his/her prior plan. 30.3 All Employees Hired On or After October 1, 2016 For all employees hired on or after October 1, 2016, the cash in-lieu amount for health benefits shall be $400.00 per month. Employees shall not be eligible for cash in-lieu for dental benefits. Upon declining medical insurance, the employee will be required to meet the terms and conditions regarding the City's medical plan. If an employee decides to stop receiving the medical cash back and wishes to re-enroll into the City's medical plan, then s/he must meet the current terms and conditions of the City medical plan. The City cannot guarantee that once the employee leaves a particular medical plan, s/he may be able to re-enroll in his/her prior plan and under the same terms and conditions of his/her prior plan. SECTION 31 —SECTION 125 PLAN The City of Petaluma has established and shall offer to eligible employees an Internal Revenue Code (IRC) Section 125 plan. The Section 125 plan is subject to federal law and plan provisions. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 21 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 The Section 125 Plan offered by the City provides employees with a tax savings through the following programs: (A) Pre-Tax Health Insurance Premiums This program allows employees to pay his or her share of health insurance premiums with pre-tax dollars. (B) Flex Spending Accounts (FSAs) (1) Medical Reimbursement This program permits employees to pay for common out-of-pocket medical expenses (not covered by insurance) such as deductibles, co-pays, and vision and dental care with pre-tax dollars. (2) Dependent Care Reimbursement This program permits employees to pay for most child and or dependent care expenses with pre-tax dollars. SECTION 32—DENTAL INSURANCE The City shall provide a dental plan for the term of the Memorandum of Understanding and pay the total premium costs for the employee and eligible dependents. The annual maximum benefit amount is two thousand dollars ($2,000.00) per person. Orthodontic coverage (for dependent children only) shall be provided at 50% of the dentist's allowed fee (subject to a$2,000 lifetime maximum per dependent child). Dependent children are eligible for dental and orthodontic coverage from birth to age 26. The City will request that its broker report on potential options for the current dental and vision benefits in the upcoming fiscal year 2021-2022. The City will provide that report to PPMMA and the other bargaining units and will consider recommendations from PPMMA and other bargaining units regarding whether to modify benefits. Any modification of benefits, including any changes to the cost of benefits for either the City or employees,will be by mutual agreement only. In the absence of agreement,the status quo will prevail. The parties understand that changes may require the agreement of other bargaining units. SECTION 33—VISION INSURANCE The City shall provide a vision plan for employees and eligible dependents. The cost shall be paid for by the City. Employees are eligible for eye exams once a calendar year with a twenty-five dollar ($25.00) copay. Frames are available once a calendar year with a maximum benefit of one hundred eighty dollars ($180.00). Single vision, lined bifocal, and trifocal lenses are available once a calendar year and are covered with no copay. Progressive lenses are available once a calendar year with copays ranging from $55 to $175 with no maximum benefit. SECTION 34—LIFE INSURANCE 34.1 Life Insurance—FLSA Non-Exempt Employ The City shall provide FLSA Non-Exempt employees with life insurance in the amount of one and one-half(1.5)times the employee's annual salary rounded to the nearest even dollar,not to exceed seventy-five thousand dollars ($75,000.00). An employee may opt to reduce coverage to $50,000 to avoid a taxable benefit, but must sign a waiver indicating his/her choice. There is no cash back provision on the difference in premium the City pays. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 22 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 34.2 Life Insurance—FLSA Exempt Employees The City shall provide FLSA Exempt employees with life insurance in the amount of one and one-half(1.5)times the employee's annual salary rounded to the nearest even dollar,not to exceed two-hundred thousand dollars($200,000.00). An employee may opt to reduce coverage to$50,000 to avoid a taxable benefit, but must sign a waiver indicating his/her choice. There is no cash back provision on the difference in premium the City pays. SECTION 35—DISABILITY INSURANCE 35.1 Short-Term Disability Insurance—Voluntary The City agrees that employees in this Unit may, on a purely voluntary basis and at his/her own expense, participate in a voluntary short-term disability insurance, as long as the number of employees electing to participate in the program meets the minimum participation standards set by the carrier. 35.2 Long-Term Disability Insurance The City shall provide for a long-term disability plan after the designation is met,with the premium to be paid for by the City. Plan coverage is indicated on provider contract documents on file in Human Resources. 35.3 State Disability Insurance Benefit At any time during the term of this MOU, the three PPMMA-represented bargaining units may by majority vote elect to participate in the California State Disability Insurance Program ("CASDI"). If such election is made, the City will be notified. As soon thereafter as administratively possible, the City shall enroll all bargaining unit members in the CASDI. The parties understand that CASDI is an employee paid benefit with no City contribution. City will deduct premiums for this benefit from employees' payroll. To the extent permitted by law, PPMMA will be permitted to elect to participate in CASDI on a unit-by-unit basis. SECTION 36—EMPLOYEE ASSISTANCE PROGRAM The City will provide an Employee Assistance Program to employees and his/her immediate families. This licensed counseling service will provide assistance and referrals for marriage and family problems, alcohol and drug dependency, emotional, personal, and stress-related concerns and other issues. All counseling services are confidential. SECTION 37—DEFERRED COMPENSATION The City shall make available to members of Units 4, 9, and 11 the City's Deferred Compensation Plans. SECTION 38- TRANSFERS/PROMOTIONS RETREAT ENTITLEMENT An employee who transfers or promotes to another City position shall, for a period of six (6) months, be entitled to retreat to the job classification formerly held, as long as that position is currently unfilled. Such an employee shall not be subject to another probationary period, so long as the employee has successfully completed probation in the pre-promotional classification. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 23 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SECTION 39 - PROBATIONARY PERIOD 39.1 Probationary Period All original,transfer, and promotional appointments shall be subject to a probationary period. The probationary period shall be regarded as part of the testing process. It shall be utilized for closely observing the employee's work performance. A probationary employee, whose performance does not meet the required standards of work, may be rejected. The initial probationary period is twelve(12)months from the date of hire,promotion,and transfer. An employee's probationary period may be extended for up to six (6) months on a case-by-case basis based on the performance evaluation. 39.2 Performance Evaluation A probationary employee shall receive at least one (1) performance evaluation during his/her probationary period at or near the midpoint of the probationary period. 39.3 Leave Without Pay (LWOP) While On Probation Should an employee incur leave of absence without pay while on probation, the probationary period will be extended for that same length of time. 39.4 No Right_ of Appeal During the probationary period, an employee may be rejected at any time by the City Manager without cause and without the right of appeal. Any employee rejected during the probationary period following a promotional or transfer appointment shall be discharged except as provided in Section 38 Transfers/Promotions/Retreat Entitlement. 39.5 Promotions Promotions of employees still on probation will result in a new probationary period for the class into which the individual was promoted. SECTION 40-DISCIPLINARY AND APPEALS PROCEDURES 40.1 Work Performance and Professional Conduct All employees are expected to maintain a high standard of work performance and professional conduct. 40.2 Probationary Employ Probationary employees have no right of appeal of any discipline and have no right to appeals procedures pursuant to this Section of the MOU. 40.3 Discipline and Exempt Status under Fair Labor Standards Act(FLSA) Notwithstanding any provision in this MOU, any regular employee who is exempt from the overtime provisions of the Fair Labor Standards Act (FLSA) will not be subject to discipline or penalty that is inconsistent with his or her FLSA overtime-exempt status. 40.4 Causes for Discipline Regular employees may be disciplined, up to and including termination, for good cause. Good cause exists, not only when there has been an improper act or omission by an employee in the employee's official capacity, but when any conduct by an employee brings discredit to the City, affects the employee's ability to perform duties, causes other employees not to be able to perform 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 24 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 their duties, or involves any improper use of position for personal advantage or the advantage of others. The type of disciplinary action shall depend on the nature and seriousness of the offense and other relevant factors. Causes for disciplinary action, up to and including termination, may include, but shall not be limited to, the following: (A) Unexcused or unauthorized absence or tardiness from work. (B) Use of sick leave in a manner not authorized or provided for pursuant to City policies. (C) Dishonesty or making any false statement,omission or misrepresentation. (D) Providing wrong or misleading information or other fraud in securing appointment, promotion or maintaining employment. (E) Misuse or misappropriation of City resources,property, or funds. (F) The damaging of City property, equipment,vehicles, or the waste of City supplies through negligence or misconduct. (G) Discourteous, disrespectful or discriminatory treatment of any member of the public or any City employee. (H) Unsatisfactory job performance, neglect of job duties, ineffectiveness or inefficiency. (I) Insubordination. Q) Disclosure of confidential City information to any unauthorized person or entity. (K) Altering, falsifying, or tampering with a time sheet or any City record. (L) Violation of any provision of the City's Personnel Rules, any department rules, or any Federal, State or City rules, laws, regulations, ordinances or resolutions. (M) Conduct unbecoming a City employee,or conduct that impairs,disrupts or causes discredit to the City, the employee's City employment, or to the public service. (N) Engaging in unsafe conduct, endangering one's self or others, or failure to follow safety procedures,policies or standards. (0) Reporting to work impaired and/or not able to perform work duties. (P) Fighting, assault, battery or engaging in any threatening workplace behavior. (Q) Intimidation or interference with the rights of any employees. (R) Engaging in outside employment that results in a conflict of interest with City employment. A conflict of interest is a situation where outside employment has a negative impact on an employee's obligations, duties and responsibilities for the City. (S) Conviction of a felony, a misdemeanor involving moral turpitude, or any crime the nature of which has a direct bearing on City employment. Conviction shall be determined to be a determination of guilt of the accused by a court, including a plea of guilty or nolo contendre, regardless of sentence, grant of probation, or otherwise. 40.5 Types of Discipline The City may invoke appropriate discipline, which may include the following types of discipline: (A) Verbal Counseling Verbal counseling is not part of an employee's personnel file. (B) Documented Verbal Counseling A documented verbal counseling memo may or may not become part of an employee's personnel file, and may not be appealed. If the documented verbal counseling memo does become part of an employee's personnel file, after at least a two-year period an employee may request that the memo be removed 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 25 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 and destroyed. The request for removal/destruction must be submitted in writing to the Department Director with a copy to the Human Resources Director. The memo will be removed and destroyed when: 1. The employee's personnel file does not contain any subsequent memos of corrective action; and, 2. There is no other current or pending corrective action at the time the employee submits his or her written request to the Department Director. (C) Written Corrective Action Memo A written corrective action memo may or may not become part of the employee's personnel file. An employee may respond to a written corrective action memo but may not appeal a written corrective action memo. If the written corrective action memo does become part of an employee's personnel file, the written memo shall include the basis for the correction along with all other relevant documents. Before the written corrective action memo is placed in his or her personnel file, an employee may, within thirty (30) calendar days of receipt of the written corrective action, respond to his or her Department Director in writing or orally. If the employee chooses, he or she may also prepare a written response and have it placed with the written corrective action memo in his or her personnel file. (D) Written Reprimand A written reprimand shall be retained in the employee's personnel file. An employee may respond to a written reprimand but may not appeal a written reprimand. A written reprimand shall include the basis for the reprimand along with all other relevant documents. Before the written reprimand is placed in his or her personnel file,an employee may, within thirty(30) calendar days of receipt of the written reprimand, respond to his or her Department Director either in writing or orally. If the employee chooses,he or she may also prepare a written response and have it placed with the written reprimand in his or her personnel file. (E) Suspension Without Pay The Department Director may suspend an employee from his or her position for cause. Documents related to a suspension shall become part of the employee's personnel file. An employee subject to suspension will receive prior written notice and appeal as provided herein. (F) Reduction in Pay The Department Director may reduce the pay of an employee for cause. Documents related to a reduction in pay shall become part of the employee's personnel file. An employee subject to reduction in pay will receive prior written notice and appeal as provided herein. FLSA-exempt employees are not subject to reduction in pay except in: a)whole work week increments for any reason; b) whole work days for violation of a workplace conduct rule; or c) any length of time for violations of major safety rules. (G) Demotion The Department Director may demote an employee from his or her position for cause. Documents related to a demotion shall become part of the employee's personnel file. An 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 26 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 employee subject to demotion shall be entitled to prior written notice and appeal as provided herein. (H) Termination A Department Director may recommend the termination of an employee from his or her position for cause and the City Manager may terminate an employee from his or her position for cause. Documents related to termination shall become part of the employee's personnel file. An employee recommended for termination or terminated shall be entitled to prior written notice and appeal as provided herein. (I) Other Discipline Employees may be subjected to any other disciplinary action that is deemed appropriate by the City. 40.6 Disciplinary Procedures for Recommended Disciplinary Actions for Suspensions without Pay for Fogy 40) Hours or Less, Reduction In Payqual to or less than an annual Five Percent (5%) Salary Reduction, or Temporary Demotion Equal to or less than an annual Five Percent (5 o) Salary Reduction. A regular employee recommended for a suspension without pay for forty (40) hours or less, reduction in pay equal to or less than an annual five percent(5%) salary reduction, or temporary demotion equal to or less than an annual five percent (5%) salary reduction shall have the right to the disciplinary procedures outlined in this Section. An employee shall not have any appeal rights with respect to verbal counseling, documented verbal counseling, written corrective action, written reprimand, or any disciplinary action that does not create a monetary impact for the employee. (A) Notice of Intent to Discipline The employee will be provided a written notice of intent to discipline that contains the following: 1. The level of discipline intended to be imposed; 2. The specific charges upon which the intended discipline is based; 3. A summary of the misconduct upon which the charges are based; 4. A copy of all written materials, reports, or documents upon which the intended discipline is based; 5. Notice of the employee's right to respond to the Department Director regarding the charges either orally during an informal conference, or in writing, or both; 6. The date and time by which the employee may respond to the Department Director, either orally during the informal conference, or in writing, or both; and 7. Notice that the failure to respond at the time specified shall constitute a waiver of the right to respond prior to the imposition of discipline. (B) Employee's Response An employee who disputes the intended discipline may request a conference with the Department Director within seven (7) calendar days of receipt of the notice of intent to discipline. The Department Director, or designee, shall convene the conference within fourteen (14) calendar days, unless a different date is set by mutual agreement, following receipt of the employee's request for a conference. The employee may have a representative present during his or her conference with the Department Director or 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 27 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 designee. The conference will be an informal meeting at which the employee has an opportunity to rebut the charges against him or her and present any mitigating circumstances. The Department Director will consider the employee's response before taking any final disciplinary action. The employee shall have no further right of appeal. (C) Final Notice of Discipline Within ten (10) calendar days after considering the employee's response, or after the expiration of the employee's time to respond to the notice of intent, the Department Director shall: a) dismiss the notice of intent and take no disciplinary action against the employee; b) modify the intended disciplinary action; or c) impose the intended disciplinary action. In any event, the Department Director shall prepare and provide the employee a notice that contains the following: 1. The level of discipline, if any, to be imposed and the effective date of the discipline; 2. The specific charges upon which the discipline is based; 3. A summary of the misconduct upon which the charges are based; 4. A copy of all written materials, reports, or documents upon which the discipline is based; and 5. A statement that the Department Director's decision is final and the employee does not have further right to appeal. 40.7 Disciplinary Procedures for Recommended Disciplinary Actions for Suspensions without Pay for More than Fogy(40) Hours, Reduction In Payqual to More than an Annual Five Percent(5%) Salary Reduction, Demotion Equal to More than an Annual Five Percent ON Salary Reduction or Termination A regular employee recommended for a suspension without pay for more than forty (40) hours, reduction in pay equal to more than an annual five percent(5%) salary reduction, demotion equal to more than an annual five percent (5%) salary reduction or termination shall have the right to the disciplinary and appeal procedures outlined in this Section. (A) Notice of Intent to Discipline The employee will be provided a written notice of intent to discipline that contains the following: I. The level of discipline intended to be imposed; 2. The specific charges upon which the intended discipline is based; 3. A summary of the misconduct upon which the charges are based; 4. A copy of all written materials, reports, or documents upon which the intended discipline is based; 5. Notice of the employee's right to respond to the Department Director regarding the charges either orally during an informal conference, or in writing, or both; 6. The date and time by which the employee may respond to the Department Director, either orally during the informal conference, or in writing, or both; and 7. Notice that the failure to respond at the time specified shall constitute a waiver of the right to respond prior to the imposition of discipline. (B) Employee's Response An employee who disputes the intended discipline may request a conference with the Department Director within seven (7) calendar days of receipt of the notice of intent to 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 28 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 discipline. The Department Director, or designee, shall convene the conference within fourteen (14) calendar days, unless a different date is set by mutual agreement, following receipt of the employee's request for a conference. The employee may have a representative present during his or her conference with the Department Director or designee. The conference will be an informal meeting at which the employee has an opportunity to rebut the charges against him or her and present any mitigating circumstances. The Department Director will consider the employee's response before making a decision on the notice of intent to discipline. (C) Written Notice of Decision to Discipline Within ten (10) calendar days after considering the employee's response, or after the expiration of the employee's time to respond to the notice of intent, the Department Director shall: a) dismiss the notice of intent and take no disciplinary action against the employee; b) modify the intended disciplinary action; or c) impose the intended disciplinary action. In any event, the Department Director shall prepare and provide the employee a notice that contains the following: 1. A statement of the Department Director's decision; 2. The level of discipline, if any, to be imposed and the effective date of the discipline; 3. The specific charges upon which the discipline is based; 4. A summary of the misconduct upon which the charges are based; 5. A copy of all written materials, reports, or documents upon which the discipline is based; and 6. A statement of the nature of the employee's right to appeal. (D) Appeal to the City Manager A regular employee may appeal a Department Director's written notice of decision to discipline by delivering a written request for appeal to the City Manager. The written request for appeal must be received within ten (10) calendar days from the Department Director's notice of decision to discipline. (E) Evidentiary Hearing—The City Manager or Designee The City Manager has authority to conduct an evidentiary hearing and to affirm, modify, or revoke the discipline. The City Manager may delegate the conduct of the evidentiary hearing to an Advisory Hearing Officer, who shall provide the City Manager an advisory decision in writing within sixty (60) calendar days after the completion of the hearing and the receipt of briefs, if any. The City will be responsible for paying the Advisory Hearing Officer's fees. (F) Evidentiary Hearing—Date and Time The City Manager or Advisory Hearing Officer will set a date for an evidentiary hearing within a reasonable time after receipt of a timely written request for appeal. An employee who,having filed a timely written request for appeal,and who has been notified of the time and place of the appeal hearing, and who fails to appear personally at the hearing, may be deemed to have abandoned his or her appeal. In this case, the City Manager may dismiss the appeal. (G) Written Findings and Decision The City Manager shall render a statement of written findings of fact and decision after the hearing has been completed and the briefs, if any, have been submitted. If the City 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 29 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 Manager has delegated the hearing to an Advisory Hearing Officer, the Advisory Hearing Officer shall render a proposed statement of written findings of fact and decision to the City Manager. The City Manager may accept, modify, or reject the Advisory Hearing Officer's proposed statement of written findings and decision. The City Manager shall render a final statement of written findings and decision. (H) Administrative Procedures The City Manager may establish any administrative procedures he or she deems necessary to carry out the intent of the appeal process. SECTION 41 - GRIEVANCE PROCEDURE 41.1 Purpose of the Procedure The purpose of the grievance procedure is to process and resolve grievances arising out of the interpretation, application, or enforcement of the express terms of this agreement; to promote improved employer-employee relations by establishing procedures for resolving such grievances; to afford employees individually or through his/her recognized employee organization a systematic means of obtaining further consideration of such grievances after every reasonable effort has failed to resolve them through discussions; to provide that the grievances shall be settled as near as possible to the point of origin; to provide that the grievance procedure shall be conducted as informally as possible. "Grievance" is defined as any dispute concerning the interpretation, application, or enforcement of the express terms of this agreement(not including disputes regarding or appeals of disciplinary actions). 41.2 Conduct of Grievance Procedure (A) The time limits specified below may be extended to a definite date by mutual agreement of the employee, his/her representative, and the reviewer concerned. (B) The employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her grievance at any level of review. (C) The employee and his/her representative may be permitted to use a reasonable amount of work time as determined by the appropriate Department Director in conferring about and presenting the grievance. (D) Employees shall not be retaliated against for using the grievance procedures. 41.3 Grievance Procedure (A) Step One An employee who has a grievance (as defined above) should first try to resolve it through an informal discussion with his/her immediate supervisor without undue delay. The employee must present the grievance within thirty(30)working days of the event(s)giving rise to the grievance or the grievance shall be deemed untimely. Every effort should be made to find an acceptable solution by informal means at his/her lowest possible level of supervision. If the employee is not in agreement with the decision reached by the informal discussion in Step One, the employee shall have the right to elevate the grievance to Step Two. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 30 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 (B) Step Two To elevate to Step Two, the employee shall submit a written grievance within ten (10) working days after the informal discussion with the immediate supervisor. The written grievance shall specify the term of the agreement at issue and the factual basis of the grievance. The immediate supervisor shall render a decision in writing and return it to the employee within ten(10) working days after receiving the written grievance. If the employee is not in agreement with the written decision rendered by his/her immediate supervisor, the employee shall have the right to elevate the grievance to Step Three. If the employee does not receive a decision in writing from his/her immediate supervisor within fifteen (15) working days of the employee's submission of the written grievance, the employee may elevate the grievance to Step Three. Failure of the employee to take further action within the days specified shall be considered by the City as dropping the grievance. (C) Step Three To elevate to Step Three, the employee shall present the written grievance within ten (10) working days after receiving the immediate supervisor's written decision, or if no decision is rendered, within fifteen (15) working days of the employee's submission of the written grievance to his/her immediate supervisor. If the next level of supervision is not a Department Director, the next level supervisor, or manager shall discuss the grievance with the employee, and his/her representative if requested, and any other person the supervisor or manager deems appropriate. The supervisor or manager shall render a decision in writing and return it to the employee within ten(10) working days after receiving the written grievance. If the employee is not in agreement with the written decision rendered by his/her supervisor or manager, the employee shall have the right to elevate the grievance to Step Four. If the employee does not receive a decision in writing from his/her supervisor or manager within fifteen (15) working days of the employee's submission of the written grievance, the employee may elevate the grievance to Step Four. Failure of the employee to take further action within the days specified shall be considered by the City as dropping the grievance. (D) Step Four To elevate to Step Four, the employee shall present the written grievance within ten (10) working days after receiving the supervisor or manager's written decision,or if no decision is rendered, within fifteen (15) working days of the employee's submission of the written grievance to the supervisor or manager. The Department Director shall discuss the grievance with the employee, and his/her representative if requested and any other person the Department Director deems appropriate. The Department Director shall render a decision in writing and return it to the employee within ten (10) working days after receipt of the written grievance. If the 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 31 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 employee is not in agreement with the written decision rendered by his/her Department Director, the employee shall have the right to elevate the grievance to Step Five. If the employee does not receive a decision in writing from his/her Department Director within fifteen (15) working days of the employee's submission of the written grievance, the employee may elevate the grievance to Step Five. Failure of the employee to take further action within the days specified shall be considered by the City as dropping the grievance. (E) Step Five To elevate to Step Five, the employee shall present the written grievance within ten (10) working days after receiving the Department Director's written decision, or if no decision is rendered, within fifteen (15) working days of the employee's submission of the written grievance to the Department Director. The City Manager, or a designated representative, shall discuss the grievance with the employee, and his/her representative if requested, and with other appropriate persons the City Manager deems appropriate. The City Manager may designate a fact-finding committee or officer not in the normal line of supervision, to advise him/her concerning the grievance. The City Manager shall render a decision in writing to the employee within twenty (20) working days after receipt of the written grievance. The City Manager's decision shall be final. SECTION 42 -LAYOFF AND RECALL 42.1 La.. o�pplication Should the City decide, for labor cost-control reasons, to permanently eliminate bargaining Unit work by permanently replacing existing bargaining Unit positions with contract or subcontract employees to do the same work under similar conditions of employment ("Work Elimination"), the City agrees to provide PPMMA leadership notice of potential layoffs no later than thirty (30) days prior to the anticipated effective date. City will issue notices of layoff to the impacted employees no later than twenty-one(21)days prior to the effective date of layoffs in order to allow the employees to meet and confer with respect to the effects of the proposed action upon the employees and to propose effective economical methods, if any, by which such work could continue to be provided by the City's own employees. The City will encourage contract firms to provide laid off employees' preference in hiring for contract work. 42.2 Layoff—Employer Right Whenever, in the judgment of the City Council, it becomes necessary to abolish any position of employment due to a re-organization or to separate employees due to lack of work or funds, the employee holding such position or employment may be laid off or demoted without disciplinary action and without the right of appeal. 42.3 Layoff—Employee Notification Employees to be laid off shall be given at least twenty-one (21) calendar days' prior notice. 42.4 Layoff—Vacancy and Reclassification Except as otherwise provided, whenever there is a reduction in the work force, the appointing authority shall first demote to a vacancy, if any, in a lower classification for which the employee 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 32 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1 F70CE9CE5 who is the latest to be laid off in accordance with Section 42.7 is qualified. All persons so demoted shall have his/her names placed on the re-employment list. 42.5 Layoff—Employeeghts An employee affected by layoff shall have the right to displace an employee in the same department who has less seniority in 1) a lower classification in the same classification series or in 2)a lower classification in which the affected employee once had regular status.For the purpose of this section and Section 42.6, seniority includes all periods of full-time service at or above the classification level where the layoff is to occur. 42.6 Layoff— Seniority In order to retreat to a former or lower classification, an employee must have more seniority than at least one (1) of the incumbents in the retreat classification, be qualified to hold the retreat classification or have served in the retreat classification prior to the layoff and request displacement action in writing to the Human Resources office within five (5) working days of receipt of notice of layoff. Employees within each category shall be laid off in reverse order of seniority within the classification series. Seniority for the retreat classification would be the combination of time served (at or above) in the layoff classification and any prior time served in the retreat classification. Ties will be broken based upon seniority of total City service. Employees retreating to a lower or similar classification shall be placed at the salary step representing the least loss of pay. In no case shall the salary be increased above that received in the classification from which the employee was laid off. Employees retreating to a lower or similar classification shall serve a probationary period in the new classification unless they have previously completed a probationary period in the retreat classification or a higher classification in the series. 42.7 Lay_ off—Order of In each classification of position within the competitive service, employees shall be laid off according to employment status in the following order: temporary,provisional,probationary, and regular. Temporary, provisional, and probationary employees shall be laid off according to the needs of the service as determined by the appointing authority. 42.8 Recall—Re-Employment List The names of persons laid off or demoted in accordance with these rules shall be entered upon a re-employment list. Lists from different departments or at different times for the same classification of position shall be combined into a single list based on seniority. Such list shall be used by every appointing authority when a vacancy arises,based on seniority, in the same or lower classification of position before certification is made from an eligible list. 42.9 Recall—Duration of Re-Employment List Names of persons laid off shall be carried on a re-employment list for two (2) years. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 33 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SECTION 43 —EMPLOYEE PERSONNEL FILE 43.1 Employee Personnel File—Right to Inspect An employee (or employee representative with written authorization from the employee) shall have the right to inspect and review his/her employee personnel file. The employee's personnel file shall be made available to the employee for inspection and review at a mutually agreeable time between the employee and Human Resource office staff. Employee shall have the right to respond in writing to anything contained or placed in his/her personnel file and any such responses shall become part of the personnel file. 43.2 Employee Personnel File—Acknowledgement Adverse Comments Before any adverse comments are placed in an employee's personnel file, the employee shall be given a copy of the material to be placed in his/her file, and written notice that the material will be placed in his/her personnel file. The material shall contain either a written acknowledgment that the employee has received the material and the notice, or a statement signed by the person who delivered the material that the employee refused to sign such an acknowledgment. The employee may write a response to the document containing the adverse comment for placement in his/her personnel file. 43.3 Employee Personnel File—Confidentiality All personnel records and medical files are confidential, except as otherwise required by law. The Human Resources Director shall take appropriate steps to ensure compliance with all laws governing confidentiality of those materials. SECTION 44—OTHER 44.1 Performance Evaluations (A) Performance evaluations are a process designed to acknowledge the performance of an employee. (B) An employee who disagrees with his/her performance evaluation shall be given opportunity to submit a written response to the evaluation. The response will accompany the performance evaluation in the employee's personnel file.The contents of a performance evaluation shall not be subject to the provisions of the Grievance Procedure of this agreement. 44.2 Safety Committee The City agrees that it has the obligation to take reasonable steps to furnish employment and a place of employment which is safe and healthful for its employees. Unit employees may report to the City any condition which they perceive to be a working condition which is less than safe or healthful. Upon receiving such a report, the City agrees to meet with the Unit employees to discuss the reported condition. One (1) FLSA Exempt employee and one (1) FLSA Non-Exempt employee shall be included in the City's Central Safety Committee established by the City's Injury and Illness Prevention Program. 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 34 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SECTION 45 -FLEXIBLY STAFFED CLASSIFICATIONS Flexibly staffed classifications are those so defined by adopted class specifications. Advancement from one level of a flexibly staffed classification to the next level of a flexibly staffed classification(e.g., from Management Analyst I to Management Analyst II) may occur when a position is authorized at the higher level but filled at the lower level and there is a department need. At such time, upon the request of the Department Director and approval by the City Manager, incumbents may advance to the higher level upon attainment of the required training, education, and/or experience, who have demonstrated proficiency in the member's area of assignment. The requirements for advancement within a flexibly staffed series are those established by the adopted job specification. SECTION 46—MUTUAL ACCEPTANCE AND RECOMMENDATION The parties affix his/her signatures as constituting mutual acceptance and recommendation of this Memorandum of Understanding upon acceptance and approval of the City Council. (Signatures on Following Page) 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 35 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 PETALUMA PROFESSIONAL & MID-MANAGERS ASSOCIATION /s/ Vicky Barker, City Employees Associates Date /s/ Brittany Rossi Worthen, PPMMA President Date CITY OF PETALUMA /s/ Charles Sakai, SSYW Negotiator Date /s/ Brian Cochran, Assistant City Manager Date /s/ Peggy Flynn, City Manager Date 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 36 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 EXHIBIT A- SALARY TABLES PPMMA-Units 4, 9 and 11 EFFECTIVE THE FIRST FULL PAY PERIOD FOLLOWING JULY 1, 2023 UNIT 4 Current Classification Title COLA 1 2 3 4 5 ACCOUNTANT 4.0% 38.82 40.77 42.80 44.94 47.17 ASSISTANT ENGINEER I 4.0% 39.12 41.08 43.12 45.27 47.54 ASSISTANT ENGINEER II 4.0% 44.96 47.23 49.58 52.05 54.66 ASSOCIATE CIVIL ENGINEER 4.0% 51.75 54.33 57.05 59.89 62.90 BUSINESS SYSTEMS ANALYST 4.0% 44.38 46.58 48.91 51.37 53.92 COMMUNITY ENGAGEMENT LIAISON' 4.0% 37.79 39.68 41.65 43.73 45.92 ECONOMIC DEVELOPMENT SPECIALIST 4.0% 37.70 39.74 41.79 43.82 45.84 ENVIRONMENTAL SRV ANALYST 4.0% 44.98 47.22 1 49.60 52.04 54.67 FACILITIES SUPERVISOR 4.0% 46.00 48.30 50.72 53.25 55.91 FINANCE ANALYST 4.0% 44.00 46.19 48.50 50.94 53.50 GEOGRAPHIC INFORMATION SYSTEM ANALYST' 4.0% 44.38 46.58 48.91 51.37 53.92 HOUSING SPECIALIST 4.0% 34.29 36.00 1 37.80 39.70 41.68 INFO TECH SPECIALIST III 4.0% 48.76 51.20 53.76 56.44 59.28 MANAGEMENT ANALYST I 4.0% 37.79 39.68 41.65 43.73 45.92 MANAGEMENT ANALYST II 4.0% 43.45 45.60 47.88 50.30 52.82 POLICE TRAINING COORDINATOR 4.0% 43.96 46.14 48.44 50.88 53.42 PROJECT MANAGER 4.0% 47.24 49.61 52.09 54.69 57.42 REC COORDINATOR 4.0% 28.56 30.01 31.47 33.06 34.69 SENIOR ACCOUNTANT 4.0% 43.14 45.31 47.57 49.94 52.46 SENIOR CODE ENFORCEMENT OFFICER 4.0% 40.64 42.68 44.78 47.03 49.40 SENIOR LABORATORY ANALYST 4.0% 42.99 45.14 47.39 49.76 52.28 TRANSIT PLANNER I 4.0% 37.79 39.69 41.67 43.74 45.92 TRANSIT PLANNER II 4.0% 43.45 45.61 47.89 50.29 52.82 TRANSIT SPECIALIST 4.0% 37.70 39.74 41.79 43.82 45.84 UTILITY SUPERVISOR 4.0% 46.76 49.10 51.56 54.11 56.83 1 Benchmarked to match Management Analyst I per Tentative Agreement between the City and PPMMA z Benchmarked to match Business Systems Analyst per Tentative Agreement between the City and PPMMA UNIT 9 Equity Current Classification Title COLA Ad'. Total 1 2 3 4 5 ADMINISTRATIVE MANAGER 4.0% 55.04 57.79 60.65 63.68 66.87 AIRPORT&MARINA MANAGER 4.0% 47.30 49.69 52.14 54.81 57.51 ASSISTANT OPERATIONS MANAGER 4.0% 54.86 57.63 60.48 63.52 66.72 ASSISTANT PUBLIC WORKS& UTILITIES DIR.' 4.0% 3.7% 7.7% 77.71 81.60 85.68 89.94 94.45 CHIEF BLDG OFFICIAL 4.0% 64.08 67.29 70.66 74.19 77.92 CITY ENGINEER 4.0% 68.03 71.45 74.99 78.75 82.68 CLIMATE ACTION MANAGER 4.0% 49.84 52.33 54.95 57.70 60.69 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 37 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 COMMUNICATIONS PROGRAM MANAGER 4.0% 52.06 54.66 57.38 60.27 63.24 DATA AND SYSTEMS MANAGER 4.0% 61.95 65.05 68.29 71.70 75.28 DEPUTY CHIEF BUILDING OFFICIAL 4.0% 53.74 56.43 59.25 62.21 65.32 DEPUTY DIR OF ENVIRONMENTAL SVS 4.0% 72.63 76.26 80.07 84.07 88.28 DEPUTY DIR OF PARKS& RECREATION 4.0% 61.60 64.70 67.90 71.29 74.87 DEPUTY DIR OF OPERATIONS 4.0% 67.90 71.32 74.89 78.62 82.56 ECONOMIC DEV/REDEV MANAGER 4.0% 64.56 67.80 71.17 74.72 78.46 EMERGENCY MANAGER 4.0% 58.40 61.32 64.38 67.59 70.98 ENGINEERING MANAGER 4.0% 68.03 71.44 74.99 78.75 82.68 ENVIRONMENTAL SERVICES MANAGER 4.0% 63.24 66.41 69.73 73.21 76.89 ENVIRONMENTAL SERVICES SUPERVISOR 4.0% 54.57 57.31 60.16 63.17 66.32 GEO INFO SYS MANAGER 4.0% 48.87 51.30 53.86 56.56 59.37 GEO INFO SYSTEMS ADMINISTRATOR4 4.0% 48.82 51.24 53.80 56.51 59.31 HOUSING MANAGER 4.0% 58.69 61.59 64.68 67.92 71.31 INFORMATION TECHNOLOGY MANAGER 4.0% 61.95 65.05 68.29 71.70 75.28 LABORATORY SUPERVISOR 4.0% 54.57 57.31 60.16 63.17 66.32 MECH&ELECTRICAL MAINT SUPERVISOR 4.0% 55.81 58.59 61.53 64.60 67.83 OPERATIONS MANAGER 4.0% 63.20 66.37 69.68 73.18 76.82 PARKS&FACILITIES MAINT MANAGER 4.0% 55.33 58.12 61.01 64.04 67.25 RECREATION SUPERVISOR 4.0% 42.12 44.21 46.44 48.76 51.17 REVENUE MANAGER 4.0% 52.06 54.66 57.38 60.27 63.24 SENIOR CIVIL ENGINEER 4.0% 56.87 59.72 62.69 65.82 69.11 SENIOR FINANCE ANALYST 4.0% 49.45 51.93 54.52 57.24 60.09 SENIOR MANAGEMENT ANALYST 4.0% 47.85 50.25 52.74 55.37 58.16 SENIOR PLANNER 4.0% 47.85 50.25 52.74 55.37 58.16 SENIOR TRAFFIC ENGINEER 4.0% 62.56 65.70 68.96 72.42 76.01 SENIOR TRANSIT PLANNER 4.0% 47.85 50.25 52.74 55.37 58.16 SUPERINTENDENT OF PARKS AND FACILITIES 4.0% 58.09 61.00 64.04 67.25 70.61 TRANSIT MANAGER 4.0% 65.00 68.23 71.68 75.24 79.03 WATER RECYCL PLANT OPS SUPERVISOR 4.0% 63.39 66.54 69.88 73.36 77.02 WATER RESOURCES AND CONSERVATION MANAGER 4.0% 65.00 68.23 71.68 75.24 79.03 s 3.7%equity adjustment to maintain differential of 10%above PWUDirector at all steps per Tentative Agreement between the City and PPMMA 'Maintain differential of 10%above GISAnalyst per Tentative Agreement between the City and PPMMA 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 38 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 UNIT 11 Unit 11 -Professional Current Classification Title COLA 1 2 3 4 5 ACCOUNTANT (assigned to Payroll)* 4.0% 38.82 40.77 42.80 44.94 47.17 HUMAN RESOURCES ANALYST I 4.0% 38.19 40.10 42.08 44.19 46.42 HUMAN RESOURCES ANALYST II 4.0% 43.96 46.14 48.44 50.88 53.42 *The position of Accountant assigned the responsibility of the payroll function. Unit 11 -Mid-Manager Equity Current Classification Title COLA Ad'. Total ASSISTANT DIRECTOR OF FINANCES 4.0% 3.7% 7.7% 77.71 81.60 85.68 89.94 94.45 EXEC ASSISTANT TO CITY MGR 4.0% 1 37.07 38.92 40.87 42.90 45.06 FINANCE&ACCOUNTING MANAGER 4.0% 56.54 59.35 62.31 65.43 68.70 LEGAL ASSISTANT 4.0% 34.15 35.88 37.66 39.55 41.51 RISK&SAFETY OFFICER 4.0% 58.02 60.94 63.99 67.18 70.53 RISK MANAGER 4.0% 62.42 65.56 68.84 72.26 75.88 SENIOR HUMAN RESOURCES ANALYST 4.0% 48.36 50.77 53.32 55.98 58.77 'Maintain benchmark to match Asst.PWUDirector per Resolution No. 2023- 109 N.C. S. and associated Staff Report NOTE: Salaries are approximate and may vary slightly due to rounding EFFECTIVE THE FIRST FULL PAY PERIOD FOLLOWING JULY 1, 2024 UNIT 4 Current Classification Title COLA 1 2 3 4 5 ACCOUNTANT 3.0% 39.98 41.99 44.08 46.29 48.59 ASSISTANT ENGINEER I 3.0% 40.29 42.31 44.41 46.63 48.97 ASSISTANT ENGINEER II 3.0% 46.31 48.65 51.07 53.61 56.30 ASSOCIATE CIVIL ENGINEER 3.0% 53.30 55.96 58.76 61.69 64.79 BUSINESS SYSTEMS ANALYST 3.0% 45.71 47.98 50.38 52.91 55.54 COMMUNITY ENGAGEMENT LIAISON 3.0% 38.92 40.87 42.90 45.04 47.30 ECONOMIC DEVELOPMENT SPECIALIST 3.0% 38.83 40.93 43.04 45.13 47.22 ENVIRONMENTAL SRV ANALYST 3.0% 46.33 48.64 51.09 53.60 56.31 FACILITIES SUPERVISOR 3.0% 47.38 49.75 52.24 54.85 57.59 FINANCE ANALYST 3.0% 45.32 47.58 49.96 52.47 55.11 GEOGRAPHIC INFORMATION SYSTEM ANALYST 3.0% 45.71 47.98 50.38 52.91 55.54 HOUSING SPECIALIST 3.0% 35.32 37.08 38.93 40.89 42.93 INFO TECH SPECIALIST III 3.0% 150.22 52.74 55.37 58.13 61.06 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 39 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 MANAGEMENT ANALYST I 3.0% 38.92 40.87 42.90 45.04 47.30 MANAGEMENT ANALYST II 3.0% 44.75 46.97 49.32 51.81 54.40 POLICE TRAINING COORDINATOR 3.0% 45.28 47.52 49.89 52.41 55.02 PROJECT MANAGER 3.0% 48.66 51.10 53.65 56.33 59.14 REC COORDINATOR 3.0% 29.42 30.91 32.41 34.05 35.73 SENIOR ACCOUNTANT 3.0% 44.43 46.67 49.00 51.44 54.03 SENIOR CODE ENFORCEMENT OFFICER 3.0% 41.86 43.96 46.12 48.44 50.88 SENIOR LABORATORY ANALYST 3.0% 44.28 46.49 48.81 51.25 53.85 TRANSIT PLANNER I 3.0% 38.92 40.88 42.92 45.05 47.30 TRANSIT PLANNER II 3.0% 44.75 46.98 49.33 51.80 54.40 TRANSIT SPECIALIST 3.0% 38.83 40.93 43.04 45.13 47.22 UTILITY SUPERVISOR 3.0% 148.16 50.57 53.11 55.73 58.53 UNIT 9 Current Classification Title COLA l 3 5 ADMINISTRATIVE MANAGER 3.0% 56.69 59.52 62.47 65.59 68.88 AIRPORT&MARINA MANAGER 3.0% 48.72 51.18 53.70 56.45 59.24 ASSISTANT OPERATIONS MANAGER 3.0% 56.51 59.36 62.29 65.43 68.72 ASSISTANT PUBLIC WORKS&UTILITIES DIR. 3.0% 80.04 84.05 88.25 92.64 97.28 CHIEF BLDG OFFICIAL 3.0% 66.00 69.31 72.78 76.42 80.26 CITY ENGINEER 3.0% 70.07 73.59 77.24 81.11 85.16 CLIMATE ACTION MANAGER 3.0% 51.34 53.90 56.60 59.43 62.51 COMMUNICATIONS PROGRAM MANAGER 3.0% 53.62 56.30 59.10 62.08 65.14 DATA AND SYSTEMS MANAGER 3.0% 63.81 67.00 70.34 73.85 77.54 DEPUTY CHIEF BUILDING OFFICIAL 3.0% 55.35 58.12 61.03 64.08 67.28 DEPUTY DIR OF ENVIRONMENTAL SVS 3.0% 74.81 78.55 82.47 86.59 90.93 DEPUTY DIR OF PARKS&RECREATION 3.0% 63.45 66.64 69.94 73.43 77.12 DEPUTY DIR OF OPERATIONS 3.0% 69.94 73.46 77.14 80.98 85.04 ECONOMIC DEV/REDEV MANAGER 3.0% 66.50 69.83 73.31 76.96 80.81 EMERGENCY MANAGER 3.0% 60.15 63.16 66.31 69.62 73.11 ENGINEERING MANAGER 3.0% 70.07 73.58 77.24 81.11 85.16 ENVIRONMENTAL SERVICES MANAGER 3.0% 65.14 68.40 71.82 75.41 79.20 ENVIRONMENTAL SERVICES SUPERVISOR 3.0% 56.21 59.03 61.96 65.07 68.31 GEO INFO SYS MANAGER 3.0% 50.34 52.84 55.48 58.26 61.15 GEO INFO SYSTEMS ADMINISTRATOR 3.0% 50.28 52.78 55.41 58.21 61.09 HOUSING MANAGER 3.0% 60.45 63.44 66.62 69.96 73.45 INFORMATION TECHNOLOGY MANAGER 3.0% 63.81 67.00 70.34 73.85 77.54 LABORATORY SUPERVISOR 3.0% 56.21 59.03 61.96 65.07 68.31 MECH&ELECTRICAL MAINT SUPERVISOR 3.0% 57.48 60.35 63.38 66.54 69.86 OPERATIONS MANAGER 3.0% 65.10 68.36 71.77 75.38 79.12 PARKS&FACILITIES MAINT MANAGER 3.0% 56.99 59.86 62.84 65.96 69.27 RECREATION SUPERVISOR 3.0% 43.38 45.54 47.83 50.22 52.71 REVENUE MANAGER 3.0% 53.62 56.30 59.10 62.08 65.14 SENIOR CIVIL ENGINEER 3.0% 58.58 61.51 64.57 67.79 71.18 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 40 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SENIOR FINANCE ANALYST 3.0% 50.93 53.49 56.16 58.96 61.89 SENIOR MANAGEMENT ANALYST 3.0% 49.29 51.76 54.32 57.03 59.90 SENIOR PLANNER 3.0% 49.29 51.76 54.32 57.03 59.90 SENIOR TRAFFIC ENGINEER 3.0% 64.44 67.67 71.03 74.59 78.29 SENIOR TRANSIT PLANNER 3.0% 49.29 51.76 54.32 57.03 59.90 SUPERINTENDENT OF PARKS AND FACILITIES 3.0% 59.83 62.83 65.96 69.27 72.73 TRANSIT MANAGER 3.0% 66.95 70.28 73.83 77.50 81.40 WATER RECYCL PLANT OPS SUPERVISOR 3.0% 65.29 68.54 71.98 75.56 79.33 WATER RESOURCES AND CONSERVATION MANAGER 3.0% 66.95 70.28 73.83 77.50 81.40 UNIT 11 Unit 11-Professional Current Classification Title COLA l 2 4 5 ACCOUNTANT (assigned to Payroll)* 3.0% 39.98 41.99 44.08 46.29 48.59 HUMAN RESOURCES ANALYST I 3.0% 39.34 41.30 43.34 45.52 47.81 HUMAN RESOURCES ANALYST II 3.0% 45.28 47.52 49.89 52.41 55.02 *The position of Accountant assigned the responsibility of the payroll function. Unit 11-Mid-Manager Current Classification Title COLA 1 2 3 4 5 ASSISTANT DIRECTOR OF FINANCE 3.0% 80.04 84.05 88.25 92.64 97.28 EXEC ASSISTANT TO CITY MGR 3.0% 38.18 40.09 42.10 44.19 46.41 FINANCE&ACCOUNTING MANAGER 3.0% 58.24 61.13 64.18 67.39 70.76 LEGAL ASSISTANT 3.0% 35.17 36.96 38.79 40.74 42.76 RISK&SAFETY OFFICER 3.0% 59.76 62.77 65.91 69.20 72.65 RISK MANAGER 3.0% 64.29 67.53 70.91 74.43 78.16 SENIOR HUMAN RESOURCES ANALYST 3.0% 49.81 52.29 54.92 57.66 60.53 NOTE: Salaries are approximate and may vary slightly due to rounding EFFECTIVE THE FIRST FULL PAY PERIOD FOLLOWING JULY 1, 2025 UNIT 4 Current Classification Title COLA 1 2 3 4 5 ACCOUNTANT 3.0% 41.18 43.25 45.40 47.68 50.05 ASSISTANT ENGINEER 1 3.0% 41.50 43.58 45.74 48.03 50.44 ASSISTANT ENGINEER II 3.0% 47.70 50.11 52.60 55.22 57.99 ASSOCIATE CIVIL ENGINEER 3.0% 54.90 57.64 60.52 63.54 66.73 BUSINESS SYSTEMS ANALYST 3.0% 47.08 49.42 51.89 54.50 57.21 COMMUNITY ENGAGEMENT LIAISON 3.0% 40.09 42.10 44.19 46.39 48.72 ECONOMIC DEVELOPMENT SPECIALIST 3.0% 39.99 42.16 44.33 46.48 48.64 ENVIRONMENTAL SRV ANALYST 3.0% 47.72 50.10 52.62 55.21 58.00 FACILITIES SUPERVISOR 3.0% 48.80 51.24 53.81 56.50 59.32 FINANCE ANALYST 3.0% 46.68 49.01 51.46 54.04 56.76 GEOGRAPHIC INFORMATION SYSTEM ANALYST 3.0% 47.08 49.42 51.89 54.50 57.21 HOUSING SPECIALIST 3.0% 36.38 38.19 40.10 42.12 44.22 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 41 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 INFO TECH SPECIALIST 111 3.0% 51.73 54.32 57.03 59.87 62.89 MANAGEMENT ANALYST 1 3.0% 40.09 42.10 44.19 46.39 48.72 MANAGEMENT ANALYST II 3.0% 46.09 48.38 50.80 53.36 56.03 POLICE TRAINING COORDINATOR 3.0% 46.64 48.95 51.39 53.98 56.67 PROJECT MANAGER 3.0% 50.12 52.63 55.26 58.02 60.91 REC COORDINATOR 3.0% 30.30 31.84 33.38 35.07 36.80 SENIOR ACCOUNTANT 3.0% 45.76 48.07 50.47 52.98 55.65 SENIOR CODE ENFORCEMENT OFFICER 3.0% 43.12 45.28 47.50 49.89 52.41 SENIOR LABORATORY ANALYST 3.0% 45.61 47.88 50.27 52.79 55.47 TRANSIT PLANNER 1 3.0% 40.09 42.11 44.21 46.40 48.72 TRANSIT PLANNER II 3.0% 46.09 48.39 50.81 53.35 56.03 TRANSIT SPECIALIST 3.0% 39.99 42.16 44.33 46.48 48.64 UTILITY SUPERVISOR 3.0% 49.60 52.09 54.70 57.40 60.29 UNIT 9 Current Classification Title COLA 1 2 3 4 ADMINISTRATIVE MANAGER 3.0% 58.39 61.31 64.34 67.56 70.95 AIRPORT&MARINA MANAGER 3.0% 50.18 52.72 55.31 58.14 61.02 ASSISTANT OPERATIONS MANAGER 3.0% 58.21 61.14 64.16 67.39 70.78 ASSISTANT PUBLIC WORKS&UTILITIES DIR. 3.0% 82.44 86.57 90.90 95.42 100.20 CHIEF BLDG OFFICIAL 3.0% 67.98 71.39 74.96 78.71 82.67 CITY ENGINEER 3.0% 72.17 75.80 79.56 83.54 87.71 CLIMATE ACTION MANAGER 3.0% 52.88 55.52 58.30 61.21 64.39 COMMUNICATIONS PROGRAM MANAGER 3.0% 55.23 57.99 60.87 63.94 67.09 DATA AND SYSTEMS MANAGER 3.0% 65.72 69.01 72.45 76.07 79.87 DEPUTY CHIEF BUILDING OFFICIAL 3.0% 57.01 59.86 62.86 66.00 69.30 DEPUTY DIR OF ENVIRONMENTAL SVS 3.0% 77.05 80.91 84.94 89.19 93.66 DEPUTY DIR OF PARKS&RECREATION 3.0% 65.35 68.64 72.04 75.63 79.43 DEPUTY DIR OF OPERATIONS 3.0% 72.04 75.66 79.45 83.41 87.59 ECONOMIC DEV/REDEV MANAGER 3.0% 68.50 71.92 75.51 79.27 83.23 EMERGENCY MANAGER 3.0% 61.95 65.05 68.30 71.71 75.30 ENGINEERING MANAGER 3.0% 72.17 75.79 79.56 83.54 87.71 ENVIRONMENTAL SERVICES MANAGER 3.0% 67.09 70.45 73.97 77.67 81.58 ENVIRONMENTAL SERVICES SUPERVISOR 3.0% 57.90 60.80 63.82 67.02 70.36 GEO INFO SYS MANAGER 3.0% 51.85 54.43 57.14 60.01 62.98 GEO INFO SYSTEMS ADMINISTRATOR 3.0% 51.79 54.36 57.07 59.96 62.92 HOUSING MANAGER 3.0% 62.26 65.34 68.62 72.06 75.65 INFORMATION TECHNOLOGY MANAGER 3.0% 65.72 69.01 72.45 76.07 79.87 LABORATORY SUPERVISOR 3.0% 57.90 60.80 63.82 67.02 70.36 MECH&ELECTRICAL MAINT SUPERVISOR 3.0% 59.20 62.16 65.28 68.54 71.96 OPERATIONS MANAGER 3.0% 67.05 70.41 73.92 77.64 81.49 PARKS&FACILITIES MAINT MANAGER 3.0% 58.70 61.66 64.73 67.94 71.35 RECREATION SUPERVISOR 3.0% 44.68 46.91 49.26 51.73 54.29 REVENUE MANAGER 3.0% 55.23 57.99 60.87 63.94 67.09 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 42 DocuSign Envelope ID:8873FB56-63FF-4ECB-B209-7F1F70CE9CE5 SENIOR CIVIL ENGINEER 3.0% 60.34 63.36 66.51 69.82 73.32 SENIOR FINANCE ANALYST 3.0% 52.46 55.09 57.84 60.73 63.75 SENIOR MANAGEMENT ANALYST 3.0% 50.77 53.31 55.95 58.74 61.70 SENIOR PLANNER 3.0% 50.77 53.31 55.95 58.74 61.70 SENIOR TRAFFIC ENGINEER 3.0% 66.37 69.70 73.16 76.83 80.64 SENIOR TRANSIT PLANNER 3.0% 50.77 53.31 55.95 58.74 61.70 SUPERINTENDENT OF PARKS AND FACILITIES 3.0% 61.62 64.71 67.94 71.35 74.91 TRANSIT MANAGER 3.0% 68.96 72.39 76.04 79.83 83.84 WATER RECYCL PLANT OPS SUPERVISOR 3.0% 67.25 70.60 74.14 77.83 81.71 WATER RESOURCES AND CONSERVATION MANAGER 3.0% 68.96 72.39 76.04 79.83 83.84 UNIT 11 Unit 11-Professional Current Classification Title COLA 1 2 3 4 5 ACCOUNTANT (assigned to Payroll)* 3.0% 41.18 43.25 45.40 47.68 50.05 HUMAN RESOURCES ANALYST I 3.0% 40.52 42.54 44.64 46.89 49.24 HUMAN RESOURCES ANALYST II 3.0% 46.64 48.95 51.39 53.98 56.67 *The position of Accountant assigned the responsibility of the payroll function. Unit 11-Mid-Manager Current Classification Title COLA 2 ASSISTANT DIRECTOR OF FINANCE 3.0% 82.44 86.57 90.90 95.42 100.20 EXEC ASSISTANT TO CITY MGR 3.0% 39.33 41.29 43.36 45.52 47.80 FINANCE&ACCOUNTING MANAGER 3.0% 59.99 62.96 66.11 69.41 72.88 LEGAL ASSISTANT 3.0% 36.23 38.07 39.95 41.96 44.04 RISK&SAFETY OFFICER 3.0% 61.55 64.65 67.89 71.28 74.83 RISK MANAGER 3.0% 66.22 69.56 73.04 76.66 80.50 SENIOR HUMAN RESOURCES ANALYST 3.0% 151.30 53.86 56.57 59.39 62.35 NOTE: Salaries are approximate and may vary slightly due to rounding 2020-2026 City of Petaluma/PPMMA MOU(Units 4,9,and 11) 43