HomeMy WebLinkAboutResolution 2023-168 N.C.S. 11/06/2023 DocuSign Envelope ID:5CFD8B2A-543E-427A-965A-CE33BA83269F
Resolution No. 2023-168 N.C.S.
of the City of Petaluma, California
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF PETALUMA REVISING THE
COMPENSATION PLAN FOR UNIT 8,JULY 1, 2023—JUNE 30, 2026
WHEREAS, the positions in Unit 8 are not represented by any recognized employee organization; and
WHEREAS, salaries,benefits, and working terms and conditions for these positions are memorialized in the
Compensation Plan for Unit 8; and
WHEREAS,the current Compensation Plan for Unit 8 was approved by the City Council in September 2021
and was effective May 1, 2021 —June 30, 2023; 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 employee compensation; and
WHEREAS, the City Manager has reviewed and concurs with the proposed July 1, 2023 — June 30, 2026
Compensation Plan for Unit 8 and recommends the City Council ratify said Compensation Plan; and
WHEREAS,the proposed action provides the City Manager authorization in their discretion to provide up to
an additional three percent(3.0%) base wage increase for all Unit 8 positions in 2024; and
WHEREAS,the proposed action provides the City Manager authorization in their discretion to provide up to
an additional three percent (3.0%)base wage increase for all Unit 8 positions in 2025; 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. Revises the Compensation Plan for Unit 8, July 1, 2023 — June 30, 2026, attached to and incorporated as
Exhibit A.
Resolution No. 2023-168 N.C.S. Page 1
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4. Authorizes the City Manager, in their discretion, to provide up to an additional three percent (3.0%) base
wage increase for all Unit 8 positions in 2024.
5. Authorizes the City Manager, in their discretion, to provide up to an additional three percent (3.0%) base
wage increase for all Unit 8 positions in 2025.
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 6ch day of November Docusigned*!M:
2023,by the following vote: F(O- �'
ity ttorney
AYES: McDonnell,Barnacle,Cader Thompson,Healy,Nau,Pocekay, Shribbs
NOES: None
ABSENT: None
ABSTAIN: None
DocuSigned by: DocuSigned by:
ATTEST: Ia
City Clerk Mayor
Resolution No. 2023-168 N.C.S. Page 2
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Exhibit A to Resolution
L U�
Zg g8
COMPENSATION PLAN
between
CITY OF PETALUMA
and
DEPARTMENT DIRECTORS
July 1, 2023 THROUGH June 30, 2026
UNIT 8
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TABLE OF CONTENTS
SECTION 1 —TERM OF COMPENSATION PLAN...............................................................................5
SECTION2—SALARIES...........................................................................................................................5
2.1 Salaries...................................................................................................................................5
2.2 Salaries -Emergency Operation Center.................................................................................5
SECTION 3 —SPECIAL COMPENSATION—UNIFORM ALLOWANCE........................................5
SECTION4—HOLIDAYS.........................................................................................................................5
4.1 Holidays—Fixed Holidays ....................................................................................................5
4.2 Holidays—Personal Leave (formerly Floating Holiday) .....................................................6
SECTION 5—VACATION ........................................................................................................................6
5.1 Vacation—Accrual Rate and Maximum Accrual Limits ......................................................6
5.2 Vacation— Scheduling...........................................................................................................7
5.3 Vacation—Adjustment for Holidays.....................................................................................7
5.4 Vacation—Payment at Separation.........................................................................................7
5.5 Vacation—Payout..................................................................................................................7
SECTION 6—LEAVES—ADMINISTRATIVE LEAVE........................................................................7
6.1 Administrative Leave -Annual Credit of Leave......................................................................... 7
6.2 Administrative Leave - Carry Forward of Leave........................................................................ 7
6.3 Administrative Leave -Pro-Ration of Leave Hours................................................................... 7
6.4 Administrative Leave -Annual Payment for Unused Leave..................................................... 7
6.5 Administrative Leave -Payment at Separation........................................................................... 8
SECTION 7—LEAVES—SICK LEAVE..................................................................................................8
7.1 Sick Leave—Eligibility.................................................................................................................. 8
7.2 Sick Leave—Accrual...................................................................................................................... 8
7.3 Sick Leave—Retirement Payout................................................................................................... 8
7.4 Sick Leave—Conversion................................................................................................................ 8
SECTION 8 -CATASTROPHIC MEDICAL EMERGENCY LEAVE SHARING PLAN...................8
SECTION 9 -LEAVES—INDUSTRIAL INJURY LEAVE...................................................................9
SECTION 10—LEAVES—BEREAVEMENT LEAVE..........................................................................9
SECTION 11 —LEAVES—VICTIMS OF DOMESTIC VIOLENCE...................................................9
AND SEXUAL ASSAULT LEAVE
SECTION 12—LEAVES—MILITARY LEAVE....................................................................................10
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TABLE OF CONTENTS
SECTION 13 — LEAVES—ELECTION OFFICER LEAVE AND VOTING LEAVE .......................... 10
SECTION 14—LEAVES—SCHOOL VISITATION LEAVE..................................................................10
SECTION 15—LEAVES—LEAVE OF ABSENCE WITHOUT PAY..................................................... 10
SECTION 16—LEAVES—JURY DUTY LEAVE................................................................................... 10
SECTION 17—FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA).......................................11
17.1 FMLA and/or CFRA Leave..........................................................................................11
17.2 FMLA and/or CFRA—Second Opinion......................................................................I I
SECTION 18—LEAVES—PREGNANCY DISABILITY LEAVE...........................................................I I
SECTION 19—DISCRIMINATION,HARASSMENT & RETALIATION PROHIBITED..................I I
SECTION 20—REASONABLE ACCOMMODATION.............................................................................I I
SECTION 21 —CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM.............................I I
SECTION 22—HEALTH BENEFITS—ACTIVE EMPLOYEES ............................................................14
22.1 Active Employees—PEMHCA Contribution................................................14
22.2 Additional Contribution—Effective January 1, 2023........................................14
22.3 Additional Contribution—Effective January 1, 2024........................................15
22.4 Additional Contribution—Effective January 1, 2025........................................15
22.5 Additional Contribution—Effective January 1, 2026........................................15
22.6 Employee Contribution...........................................................................15
SECTION 23—HEALTH BENEFITS—RETIRED EMPLOYEES..........................................................15
23.1 Retired Employees—CAPERS and PEMHCA...............................................15
23.2 PEMHCA Minimum .............................................................................15
23.3 CAPERS Annuitant—PEMHCA Health Benefits............................................16
23.4 Less Than 12 Years of Service—Not Receiving PEMHCA Health Benefits..............16
23.5 Less Than 12 Years of Service—Receiving PEMHCA Health Benefits...................16
23.6 12-19 Years of Service—Not Receiving PEMHCA Health Benefits.......................16
23.7 12-19 Years of Service—Receiving PEMHCA Health Benefits.............................16
23.8 20 Years or More of Service—Not Receiving PEMHCA Health Benefits.................16
23.9 20 Years or More of Service—Receiving PEMHCA Health Benefits.......................17
SECTION 24—CASH IN-LIEU OF HEALTH AND DENTAL BENEFITS......................................... ...17
24.1 Cash In-lieu.........................................................................................17
24.2 Employees Hired Before June 1, 2017..........................................................17
24.3 All Employees Hired On or After June 1, 2017................................................18
SECTION 25—SECTION 125 PLAN............................................................................................................18
SECTION 26—DENTAL INSURANCE.................................................................................................... ....18
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TABLE OF CONTENTS
SECTION 27—VISION INSURANCE................................................................................................... 19
SECTION 28—LIFE INSURANCE ....................................................................................................... 19
SECTION 29—EMPLOYEE ASSISTANCE PROGRAM .................................................................. 19
SECTION 30—DISABILITY INSURANCE......................................................................................... 19
SECTION 31 —DEFERRED COMPENSATION ................................................................................. 19
31.1 Deferred Compensation Plan—457 Plan........................................................19
31.2 Deferred Compensation Plan—Discretionary Plan -401 (A) ................................19
SECTION 32—AUTOMOBILE ALLOWANCE.................................................................................. 19
EXHIBIT A—SALARY TABLES..........................................................................................................20
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SECTION 1 -TERM OF COMPENSATION PLAN
This Compensation Plan shall be effective commencing July 1, 2023 and ending June 30, 2026.
SECTION 2 —SALARIES
2.1 Salaries
Salary Ranges shall be as specified in Exhibit"A."
(A) Across-the-Board Cost of Living Increases
Effective the first full pay period following July 1, 2023, all unit employees shall receive a
four percent(4.0%)base wage increase.
The City Manager is authorized in their discretion to amend and/or reissue the Unit 8
Compensation Plan to provide up to an additional three percent(3.0%)base wage increase
for all Unit 8 positions to be effective no sooner than the first full pay period following
July 1, 2024.
The City Manager is authorized in their discretion to amend and/or reissue the Unit 8
Compensation Plan to provide up to an additional three percent(3.0%)base wage increase
for all Unit 8 positions to be effective no sooner than the first full pay period following
July 1, 2025.
2.2 Salaries—Emergency peration Center
Employees of Unit 8 who are required to work when called to an activated Emergency
Operation Center(EOC)local emergency shall be paid at their regular hourly rate for all hours
beyond their normal workday.
SECTION 3—SPECIAL COMPENSATION—UNIFORM ALLOWANCE
The classifications of Police Chief and Fire Chief shall receive one thousand five hundred dollars
($1500.00) per year as a Uniform Allowance. This amount shall be paid in December.
SECTION 4—HOLIDAYS
4.1 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.
Observance: The actual date of the observed holidays is determined by City Council resolution
each fiscal year. If participating in a 5/8 schedule (five days/week, eight hours/day), 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. Should this conflict
with a Friday or Monday designated holiday, the Friday or Monday holiday will occur on the
preceding Thursday or following Tuesday. If participating in a 4/10 schedule, when a holiday
falls on a Friday or Saturday,that holiday will be observed on Thursday. When a holiday falls
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on a Sunday,that holiday will be observed on the following Monday. Should this conflict with
a Friday or Monday designated holiday, the Friday or Monday holiday will occur on the
preceding Wednesday or following Tuesday.
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 by City Council Resolution 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.
4.2 Holidays—Personal Leave (formerly Floating Holiday)
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.
SECTION 5—VACATION
Years of Service Vacation Accrual(hrs) Accrual Limit(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
18 192 576
19 or greater 200 600
5.1 Vacation—Accrual Rate and Maximum Accrual Limits
Employees shall accrue vacation hours at the rate specified in the above table. The City
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Manager may at their discretion set an annual vacation accrual rate for an employee above the
accrual rate in the table in section 5.
Vacation time shall not be accumulated in excess of three (3) years or three times an
employee's annual vacation accrual as indicated in the vacation chart above.
5.2 Vacation— Scheduling
The times during a calendar year in which an employee may take his/her vacation shall be
determined by the City Manager 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/her annual vacation in a particular calendar year, such vacation
shall be taken during the following calendar year.
5.3 Vacation-Adjustment for Holidays
Employees who are granted time off for scheduled holidays shall not have such holidays
charged as vacation leave when the vacation leave and holiday(s) coincide.
5.4 Vacation—Payment at Separation
Employees who separate City employment shall be paid for all accrued unused vacation leave
earned prior to the effective date of separation.
5.5 Vacation—Payout
During the month of December of each year, each employee who has at least one hundred and twenty
(120)hours of accrued but unused vacation may make an irrevocable election to cash out vacation hours
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 6—LEAVES—ADMINISTRATIVE LEAVE
6.1 Administrative Leave—Annual Credit of Leave
Employees shall be credited with eighty(80)hours of administrative leave each fiscal year.
6.2 Administrative Leave—Carry Forward of Leave
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.
6.3 Administrative Leave -Pro-Ration of Leave Hours
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.
6.4 Administrative Leave—Annual Payment for Unused Leave
Employees shall receive payment for up to twenty (20) hours of unused administrative leave
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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.
6.5 Administrative Leave -Payment at Separation
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 7—LEAVES—SICK LEAVE
7.1 Sick Leave—Eligibili
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, children, parents, spouse's parents, brothers, sisters or other individuals whose
relationship to the employee is that of a dependent or near dependent.
7.2 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.No employee shall accumulate more sick leave in any year than
provided.
7.3 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 Ca1PERS 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.
7.4 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 8—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 Unit 8 employees. The City's Catastrophic Leave
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Policy replaces the section on Sick Leave Transfer.
SECTION 9—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 three (3)
workdays 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.
All public safety employees receiving full salaries in lieu of temporary disability payments pursuant
to Section 4850 of the labor code are entitled to accumulate sick leave during such periods of 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
Compensation Plan.
SECTION 10—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 11 —LEAVES—VICTIMS OF DOMESTIC VIOLENCE
AND SEXUAL ASSAULT LEAVE
The City of Petaluma provides appropriate leave, in accordance with California Labor Code Section
230.
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SECTION 12—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 13—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 days' notice that he or she will be taking time off to vote.
SECTION 14—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.
SECTION 15—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 theemployee
setting forth the reason for the request, and the approval will be in writing. Upon expirationof 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.
SECTION 16—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.
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SECTION 17 -FAMILY CARE AND MEDICAL LEAVE (FMLA & CFRA)
17.1 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 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.
17.2 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 18—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 19 - DISCRIMINATION. HARASSMENT. & RETALIATION PROHIBITED
The City and its employees are prohibited from discriminating against an applicant or employee
because the employee is in a"protected class" (based on age,race, etc.)in taking any personnel actions
(such as hiring, promotion, discipline, etc.) Employees are prohibited from harassing any employees
due to race, sex, age, etc. The City and its employees are prohibited from retaliating against an
employee because the employee has filed a complaint of discrimination or harassment or opposed
actions by other employees that constituted discrimination or harassment.
SECTION 20 -REASONABLE ACCOMMODATION
In accordance with the California Fair Employment and House Act (FEHA) and the Americans
with Disability Act (ADA), the City will reasonably accommodate any know protected disability of
an employee.
SECTION 21 —CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM
Tier 1
Safety—Fire and Safety—Police employees hired prior to November 15, 2012, the effective date of
the contract amendment with California Public Employees' Retirement System (Ca1PERS), shall
receive the 3% at 50 formula retirement plan.
The City's contract with CalPERS for Safety—Fire includes the following optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (May 4, 1998).
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• Military Service Credit as provided in Section 21024 (January 4, 1996).
• One-Year Final Compensation as provided Section 20042 (November 1, 1980).
• Credit for Unused Sick Leave as provided in Section 20965 (November 1, 1980).
• Post Retirement Survivors Allowance —fifty percent(50%) as provided by Sections: 21624,21626,
and 21628 (January 1, 1987).
• Cost of Living Allowance two percent(2%) as provided by Section 21329 (April 1, 1971).
• Retired Death Benefit of$500 as provided in Section 21620 (December 1, 1969).
• Post Retirement Survivor Allowance Continues as provided in Section 21635
(January 1, 2000).
• Death Benefit Continues as provided in Section 21551 (January 1, 2000).
• Prior Service Credit as provided in Section 20055 (January 1, 1950).
The City's contract with CalPERS for Safety-Police includes the following optional benefits:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574 (June 30, 1996).
• Military Service Credit as provide in Section 21024 (January 4, 1996).
• One-Year Final Compensation as provided in 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 by Section 21329 (April 1, 1971).
• Retired Death Benefit of$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).
Miscellaneous employees hired prior to December 28, 2012, the effective date of the CalPERS
contract amendment, shall receive the 2% at 55 formula retirement plan.
The City's contract with CalPERS for Miscellaneous 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 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 by Section 21329 (April 1,
1971).
• Retired Death Benefit of$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
Safety—Fire and Safety—Police employees who are considered by CalPERS to be"classic"members
hired after November 15,2012,the effective date of the amended contract with CAPERS,shall receive
the 3% at 55 formula retirement plan and the three-year final average compensation.
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The following optional benefits will remain in effect for Safety - Fire employees in the second
retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574.
• Military Service Credit as provide in Section 21024.
• Credit for Unused Sick Leave as provided in Section 20965.
• Post Retirement Survivors Allowance as provided by Sections: 21624, 21626, and 21628.
• Cost of Living Allowance two percent(2%) as provided by Section 21329.
• Retired Death Benefit of$500 as provided in Section 21620.
• Post Retirement Survivor Allowance Continues as provided in Section 21635.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
The following optional benefits will remain in effect for Safety- Police employees in the second
retirement tier:
• Fourth Level - 1959 Survivor's Benefit as provided in Section 21574.
• Military Service Credit as provide in Section 21024.
• Credit for Unused Sick Leave as provided in Section 20965.
• Cost of Living Allowance two percent(2%) as provided by Section 21329.
• Retired Death Benefit of$500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
Miscellaneous employees who are considered by CAPERS to be "classic" members hired after
December 28, 2012, the effective date of the amended contract with CAPERS, 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 Miscellaneous employees in the second
retirement tier:
• Third Level - 1959 Survivor's Benefit as provided in Section 21573.
• 1957 Survivor Allowance as provided in Section 21546.
• 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 by Section 21329.
• Retired Death Benefit of$500 as provided in Section 21620.
• Death Benefit Continues as provided in Section 21551.
• Prior Service Credit as provided in Section 20055.
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Tier 3
New Safety 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 2.7% at 57
retirement formula with three-year final average compensation and applicable optional benefits.
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 applicable optional benefits.
The City shall continue to defer that portion of the employee's contribution paid 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 three percent(3%)towards PERS retirement.For Classic Safety
—Fire and Safety—Police employees,this three percent(3%)is added to the nine percent(9%)member
contribution, for a total contribution of twelve percent (12%). Employees subject to the PEPRA
formula shall also pay an additional three percent(3%)on top of their required employee contribution,
as established annually by PERS. For Classic Miscellaneous employees, this three percent (3%) is
added to the seven percent (7%) member contribution, for a total contribution of ten percent (10%).
Employees subject to the PEPRA formula shall also pay an additional three percent (3%) on top of
their required employee contribution, as established annually by PERS.
SECTION 22—HEALTH BENEFITS—ACTIVE EMPLOYEES
22.1 Active Employees—PEMHCA Contribution
The City currently provides health benefits through the California Public Employees' Retirement
System(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
below.
22.2 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 PEMHCA contribution
identified in 22.1.The City's additional contribution shall not exceed these amounts unless and until
a different amount is defined by the compensation plan.
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Coverage 2023 Health Rates PEMHCA 2023 Health Rate City's Benefit 2023 City's Total Employee
(Based on 2023 Region 1- Contribution Less the PEMHCA Contribution of 95% Contribution Rate Contribution
Kaiser Rates) (Added to the City's Contribution KAISER
Benefit Contribution)
Employee $762.74
Only $913.74 $151.00 $724.60 $875.60 $38.14
Employee+1 $1,676.48
$1,827.48 $151.00 $1,592.66 $1,743.66 $83.82
Employee+2 $2,224.72
or more $2,375.72 $151.00 $2,113.48 $2,264.48 $111.24
22.3 Additional Contribution—Effective January 1,2024
The 2024 CalPERS premium for Kaiser—Region 1 and required 2024 PEMHCA contribution
are unknown.
22.4 Additional Contribution—Effective January 1,2025
The 2025 CalPERS premium for Kaiser—Region 1 and required 2025 PEMHCA contribution
are unknown.
22.5 Additional Contribution—Effective January 1,2026
The 2026 CalPERS premium for Kaiser—Region 1 and required 2026 PEMHCA contribution
are unknown.
22.6 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.
SECTION 23 —HEALTH BENEFITS—RETIRED EMPLOYEES
23.1 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 retired employee must meet the following definition of"annuitant"
under CalPERS law:
(A) Employee must be a member of CalPERS; 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 CalPERS.
23.2 PEMHCA Minimum
The monthly employer contribution for annuitants is the required minimum PEMHCA
contribution.
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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.
23.3 CalPERS Annuitant—PEMHCA Health Benefits
In accordance with the PEMHCA provisions if an employee is a CalPERS annuitant and
receives health benefits under the PEMHCA, the employee is eligible to receive the City's
PEMHCA contribution amount specified in Section 23.5 below, regardless of the number of
years of service with the City of Petaluma.
23.4 Less Than 12 Years of Service—Not Receiving PEMHCA Health Benefits
A retired employee with less than twelve (12)years of service with the City of Petalumawho
is not enrolled in the CalPERS health benefit program does not receive any retiree benefitfrom
the City.
23.5 Less Than 12 years of Service—Receiving PEMHCA Health Benefits
A retired employee with less than twelve (12) years of service with the City of Petaluma who
is a CalPERS annuitant as defined in Section 23.1 and enrolled in the CalPERS health
benefit program is eligible to receive the minimum PEMHCA contribution as set by
CalPERS.
23.6 12-19 Years of Service—Not Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12-19) years of service with the City of
Petaluma who is not enrolled in the CalPERS health benefits program shall receive
direct payments in the amount of one-hundred and twenty-eight dollars ($128.00)each
month, effective the first month following the expiration of health benefit coverage.
23.7 12-19 Years of Service—Receiving PEMHCA Health Benefits
A retired employee with twelve to nineteen (12-19) years of service with the City of
Petaluma who is a CalPERS annuitant as defined in Section 23.1 and enrolled in the
CalPERS health benefit program is eligible to receive the minimum PEMHCA
contribution as set by CalPERS.
The City's PEMHCA contribution amount is deducted from the retiree's monthly health
premium and paid to CalPERS directly by the City.
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 one-hundred and twenty-eight
dollars ($128.00) at the beginning of the following month.
23.8 20 Years or More of Service—Not Receiving PEMHCA Health Benefits
A retired employee with twenty(20) or more years of service with the City of Petaluma
who is not enrolled in the CalPERS health benefits program shall receive direct
payments in the amount of one-hundred-forty dollars ($140.00) each month, effective
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the first month following the expiration of health benefit coverage.
23.9 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 is a CAPERS annuitant as defined in Section 23.1 and enrolled in the
CAPERS health benefit program is eligible to receive the minimum PEMHCA
contribution as set by CAPERS.
The City's PEMHCA contribution amount is deducted from the retiree's monthly health
premium and paid to CAPERS directly by the City.
It is the responsibility of the retiree to notify the City in writing if he or she is no longer
participating in the CAPERS health benefit program. Following receipt of the written notice,the
City will commence direct payment of the one-hundred-forty dollars ($140.00) at the beginning
of the following month.
SECTION 24 -CASH IN-LIEU OF HEALTH AND DENTAL BENEFITS
24.1 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.
24.2 Employees Hired Before June 1, 2017
For employees hired before June 1, 2017, 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 CAPERS Kaiser— Bay-Area Region 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-enrollinto 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.
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24.3 All Employees Hired On or After June 1, 2017
For all employees hired on or after June 1, 2017, 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 25—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.
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 26—DENTAL INSURANCE
The City shall provide a dental plan for the term of the Compensation Plan and pay the totalpremium
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) shall beprovided 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.
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SECTION 27—VISION INSURANCE
The City shall provide a vision plan for employees and eligible dependents. The cost shall be paid forby
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 calendaryear and are
covered with no copay.
SECTION 28—LIFE INSURANCE
The City shall provide 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 thousanddollars
($200,000.00).
SECTION 29—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 30—DISABILITY INSURANCE
The City shall provide for a long-term disability plan, with the premium to be paid for by the City.
SECTION 31 -DEFERRED COMPENSATION
31.1 Deferred Compensation Plan—457 Plan
The City of Petaluma shall make available to the employees of this unit the City's Deferred
Compensation Plan.
31.2 Deferred Compensation Plan—Discretionary Plan—401(A) Plan
The City of Petaluma shall make available to the employees of this unit the City's 401 (A)Plan.
New members will have an opportunity to designate a one-time choice of an additional
employee contribution level within ninety (90) days of their appointment date. For additional
information, contact the Human Resources office.
SECTION 32—AUTOMOBILE ALLOWANCE
All members who do not have dedicated access to a City vehicle for business use shall be entitled
to receive a $350 monthly automobile allowance. This allowance will replace any mileage
reimbursement that an employee may have otherwise been eligible for day-to-day travel in a
personal vehicle.
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EXHIBIT A—SALARY TABLES Unit 8
Compensation Plan
EFFECTIVE THE FIRST FULL PAY PERIOD FOLLOWING JULY 1,2023
UNIT 8-MANAGEMENT
Current Classification Title COLA PAY CYCLE Minimum Maximum
ASSIST CITY MANAGER 4.0% MONTHLY 15,010.81 19,477.81
ASSIST CITY ATTORNEY 4.0% MONTHLY 13,680.44 16,629.60
ASSISTANT TO CITY MANAGER 4.0% MONTHLY 9,952.52 12,095.90
DIRECTOR OF COMMUNITY DEVELOPMENT 4.0% MONTHLY 13,857.10 17,981.60
DIR OF ECONOMIC DEV&OPEN GOVERNMENT 4.0% MONTHLY 12,809.75 16,625.99
DIRECTOR OF PARKS AND RECREATION 4.0% MONTHLY 12,809.75 16,625.99
DIRECTOR OF HUMAN RESOURCES 4.0% MONTHLY 12,584.42 16,330.36
DIRECTOR OF FINANCE 4.0% MONTHLY 13,945.43 18,095.17
DEPUTY CITY MANAGER/DIRECTOR OF FINANCE 4.0% MONTHLY 14,293.34 18,547.64
DIR OF PUBLIC WORKS&UTILITIES 4.0% MONTHLY 13,857.10 17,981.60
FIRE CHIEF 4.0% MONTHLY 16,314.14 19,576.96
POLICE CHIEF 4.0% MONTHLY 16,150.09 21,395.85
NOTE:Salaries are approximate and may vary slightly due to rounding
THE CITY MANAGER IS AUTHORIZED IN THEIR DISCRETION TO PROVIDE UP TO AN ADDITIONAL
THREE PERCENT (3.0%)BASE WAGE INCREASE FOR ALL UNIT 8 POSITIONS TO BE EFFECTIVE NO
SOONER THAN THE FIRST FULL PAY PERIOD FOLLOWING JULY 1,2024
UNIT 8-MANAGEMENT
Monthly Salary Ranges Based on a 3.0%COLA'
Current Classification Title COLA PAY CYCLE Minimum Maximum
ASSIST CITY MANAGER Up to 3.0% MONTHLY 15,461.13 20,062.15
ASSIST CITY ATTORNEY Up to 3.0% MONTHLY 14,090.85 17,128.49
ASSISTANT TO CITY MANAGER Up to 3.0% MONTHLY 10,251.09 12,458.77
DIRECTOR OF COMMUNITY DEVELOPMENT Up to 3.0% MONTHLY 14,272.81 18,521.05
DIR OF ECONOMIC DEV&OPEN GOVERNMENT Up to 3.0% MONTHLY 13,194.04 17,124.77
DIRECTOR OF PARKS AND RECREATION Up to 3.0% MONTHLY 13,194.04 17,124.77
DIRECTOR OF HUMAN RESOURCES Up to 3.0% MONTHLY 12,961.95 16,820.27
DIRECTOR OF FINANCE Up to 3.0% MONTHLY 14,363.80 18,638.02
DEPUTY CITY MANAGER/DIRECTOR OF FINANCE Up to 3.0% MONTHLY 14,722.14 19,104.07
DIR OF PUBLIC WORKS&UTILITIES Up to 3.0% MONTHLY 14,272.81 18,521.05
FIRE CHIEF Up to 3.0% MONTHLY 16,803.56 20,164.27
POLICE CHIEF Up to 3.0% MONTHLY 16,634.59 22,037.72
NOTE:Salaries are approximate and may vary slightly due to rounding
'The City Manager is authorized in their discretion to provide up to a 3.0%COLA,actual increase is subject to City Manager discretion within the approved authority.
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THE CITY MANAGER IS AUTHORIZED IN THEIR DISCRETION TO PROVIDE UP TO AN ADDITIONAL
THREE PERCENT (3.0%)BASE WAGE INCREASE FOR ALL UNIT 8 POSITIONS TO BE EFFECTIVE NO
SOONER THAN THE FIRST FULL PAY PERIOD FOLLOWING JULY 1,2025
UNIT 8-MANAGEMENT
Monthly Salary Ranges Based on a 3.0%COLA
Current Classification Title COLA PAY CYCLE Minimum Maximum
ASSIST CITY MANAGER Up to 3.0% MONTHLY 15,924.96 20,664.01
ASSIST CITY ATTORNEY Up to 3.0% MONTHLY 14,513.58 17,642.34
ASSISTANT TO CITY MANAGER Up to 3.0% MONTHLY 10,558.63 12,832.54
DIRECTOR OF COMMUNITY DEVELOPMENT Up to 3.0% MONTHLY 14,701.00 19,076.68
DIR OF ECONOMIC DEV&OPEN GOVERNMENT Up to 3.0% MONTHLY 13,589.86 17,638.52
DIRECTOR OF PARKSAND RECREATION Up to 3.0% MONTHLY 13,589.86 17,638.52
DIRECTOR OF HUMAN RESOURCES Up to 3.0% MONTHLY 13,350.81 17,324.88
DIRECTOR OF FINANCE Up to 3.0% MONTHLY 14,794.71 19,197.16
DEPUTY CITY MANAGER/DIRECTOR OF FINANCE Up to 3.0% MONTHLY 15,163.81 19,677.19
DIR OF PUBLIC WORKS&UTILITIES Up to 3.0% MONTHLY 14,700.99 19,076.68
FIRE CHIEF Up to 3.0% MONTHLY 17,307.67 20,769.20
POLICE CHIEF Up to 3.0% MONTHLY 17,133.63 22,698.85
NOTE:Salaries are approximate and may vary slightly due to rounding
2 The City Manager is authorized in their discretion to provide up to a 3.0%COLA,actual increase is subject to City Manager discretion within the approved authority.
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