HomeMy WebLinkAbout2025-009 - Resolution RESOLUTION NO.2025-009
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
RANCHO CUCAMONGA, CALIFORNIA, APPROVING A
MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY
OF RANCHO CUCAMONGA AND THE RANCHO CUCAMONGA
CITY EMPLOYEES ASSOCIATION, INCLUDING AMENDING
THE SALARY SCHEDULE FOR THE FISCAL YEAR 2024-2025
WHEREAS, representatives of the City of Rancho Cucamonga (City) and the Rancho
Cucamonga City Employees Association have met and conferred pursuant to the provisions of
the Meyers-Milias-Brown Act (California Government Code §3500, et seq.) with regard to terms
and conditions of employment; and
WHEREAS, representatives of the City and the Rancho Cucamonga City Employees
Association have agreed upon and presented to this City Council an twelve-month Memorandum
of Understanding effective January 1, 2025, to December 31, 2025; and
WHEREAS, the City Council of the City of Rancho Cucamonga has previously adopted
salary resolutions establishing salary ranges, benefits, and other terms of employment for
employees of the City of Rancho Cucamonga; and
WHEREAS, the City Council of the City of Rancho Cucamonga recognizes that it is
necessary from time to time to amend the salary resolution to accommodate changes in position
titles, classifications salary ranges, benefits, and other terms of employment; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RANCHO CUCAMONGA
HEREBY RESOLVES that said Memorandum of Understanding with the Rancho Cucamonga
City Employees Association is hereby approved and the City Manager is hereby authorized to
sign said Memorandum of Understanding (Exhibit A)on behalf of the City of Rancho Cucamonga,
and the City Clerk to attest thereto.
THEREFORE, BE IT RESOLVED by the City Council of the City of Rancho Cucamonga,
California to approve the attached salary schedules (Exhibit B) for the Rancho Cucamonga City
Employees Association, effective March 24, 2025.
Resolution No. 2025-009 — Page 1 of 2
PASSED, APPROVED, and ADOPTED this 19th day of March, 2025.
Kr tine Scott, ouncil Member
ATTEST:
vy, City Clerk
STATE OF CALIFORNIA )
COUNTY OF SAN BERNARDINO ) ss
CITY OF RANCHO CUCAMONGA )
I, Kim Sevy, City Clerk of the City of Rancho Cucamonga, do hereby certify that the foregoing
Resolution was duly passed, approved, and adopted by the City Council of the City of Rancho
Cucamonga, at a Regular Meeting of said Council held on the 19th day of March, 2025.
AYES: Hutchison, Scott, Stickler
NOES: None
ABSENT: Kennedy, Michael
ABSTAINED: None
Executed this 20th day of March, 2025, at Rancho Cucamonga, California.
im y, ity Clerk
Resolution No. 2025-009— Page 2 of 2
Exhibit A
MEMORANDUM OF UNDERSTANDING
CITY OF RANCHO CUCAMONGA
AND
RANCHO CUCAMONGA CITY EMPLOYEES ASSOCIATION
REPRESENTING THE SUPERVISORY PROFESSIONAL AND GENERAL
EMPLOYEES BARGAINING UNITS
January 1, 2025— December 31, 2025
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MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN THE CITY OFRANCHO CUCAMONGA, CALIFORNIA AND
RANCHO CUCAMONGA CITY EMPLOYEES ASSOCIATION (RCCEA)
SECTION 1: EFFECTIVE DATE
Unless otherwise stated, the provisions of this MOU are effective January 1, 2025, and shall
continue for a twelve (12) month period, ending December 31, 2025.
A. NEGOTIATIONS FOR SUCCESSOR MOU
The City and RCCEA agree that negotiations for the successor MOU will begin during
the second full week in July 2025, which begins on Monday, July 14, 2025.
The City and RCCEA agree to meet and confer at least twice per month while
negotiations are ongoing, unless both parties mutually agree to fewer meetings in a
month.
RCCEA agrees to take Tentative Agreements reached at the table to their
membership for a ratification by their members within 60 days or they expire.
SECTION 2: SALARY SURVEY
The City shall conduct a salary survey of labor market cities approximately six months
before the start of new labor negotiations for the next MOU.
SECTION 3: COST OF LIVING ADJUSTMENT
Effective the first full pay period following City Council adoption, all RCCEA covered
employees shall receive a one percent (1%) cost of living adjustment.
Effective the first full pay period of July 2025, all RCCEA covered employees shall receive
a one- and one-half percent (1.5%) cost of living adjustment.
SECTION 4: SALARY STRUCTURE
All employees will be assigned to salary ranges which are no less than 20% (40 salary code
steps)belowthe control point and no more than 10% (20 salary code steps)above the control
point. Actual salary within the range is determined by performance, achievement of goals
and objectives, or for recent appointments, growth within the position.
SECTION 5: PROFESSIONAL DEVELOPMENT PLAN AND MERIT INCREASE
The annual performance review shall be replaced with a professional development plan
and at least two (2) coaching check-ins per year.
The City will form a committee of all bargaining groups who have agreed to change from
an annual performance review to an annual professional development plan effective
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July 1, 2022. The committee will review the form(s) and processes not defined in this
MOU for members and their supervisors to develop the annual professional
development plan. Training and sample forms will be provided to employees and
supervisors to assist with the professional development plan and coaching check-ins.
The City will review the form(s) and process with this committee at least every three (3)
years to assure their usefulness for employees and supervisors.
RCCEA covered employees on or starting a probationary period will be eligible receive
up to five percent (5%) through the term of their probationary period per the City's
Personnel Rules and Regulations, and would then be eligible for a merit increase in the
next professional development plan cycle as long as the probationary period was
completed before the end of November (e.g., an employee whose probationary period
ends during the months of March through November would be eligible for the February
increase; an employee whose probationary period ends during the months of December
through February would not be eligible for an additional increase until the February of
the following year).
In November of each year, employees and their supervisors will work together to
develop the employee's Professional Development Plan. The plan must be completed
by the employee and the supervisor by the end of the second week of December each
year.
Sample Professional Development Plan Timeline:
• First and Second week of November — Employee completes "My Action
Plan".
• Third and Fourth week of November — Employee and supervisor work
together on the Plan, and supervisor reviews the plan with their manager
(as determined by the department).
• Remainder of November through the second week of December —
Supervisor finalizes the employee's Professional Development Plan taking
into account the input of the departmental review. Supervisor goes over
the Professional Development Plan with the employee prior to submittal.
Upon submission of the completed Professional Development Plan in December (as
outlined in the timeline above), employees who are not at top step will receive a merit
increase of five percent (5%), but no greater than top step, which will be reflected in the
first full pay period the following February.
There shall be no retroactivity for Professional Development Plans where the-employee
portion is not timely submitted to the supervisor by the end of the second week of
November. If, due to unforeseen circumstances, the employee is unable to submit the
Professional Development Plan by the end of the second week of November, the City
agrees to provide additional time and/or resources as necessary.
Employees on a Performance Improvement Plan (PIP) as of December will not be
eligible for a merit increase. All Performance Improvement Plans will be reviewed in
November.
The existing performance review system will end on June 30, 2022, any scheduled merit
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increases following June 30, 2022, will be processed according to the new once a year
Performance Development Plan cycle.
Employees below top step that have overdue evaluations as of June 30, 2022, will
automatically receive a five percent (5%) merit increase for any outstanding
evaluation(s) backdated to when the evaluation was due. The City will do its best to
distribute any pay resulting from outstanding evaluations by the end of September 2022.
The increases for outstanding evaluations shall not exceed top step of the employee's
salary range.
SECTION 6: SUPERVISORY PROFESSIONAL BENEFITS
Employees designated as Supervisory Professional are not eligible for overtime pay, or
compensatory time for working hours over and above the normal daily work schedule.
Employees so designated shall be entitled to all benefits provided to general employees
and thefollowing:
A. Administrative Leave - Fifty (50) hours per fiscal year.Days off must be
approved by appropriate supervisor.
B. Life Insurance -Additional life insurance in the amount of$20,000 (total
$50,000
C. Deferred Compensation - Two percent (2%) of base salary.
SECTION 7: LIFE INSURANCE
The City provides$30,000 base coverage of life insurance for all employees. Employees
who elect t to purchase additional life insurance coverage with personal funds may do so
at the City's group rate.
SECTION 8: HEALTH INSURANCE
A. LEVEL OF BENEFIT
The City shall provide employee and family health insurance for all existing full-time
continuous salaried employees within the bargaining group subject to limitation that
no such monthly funding by the City shall exceed:
$1,450 per month effective the first full pay period following City Council adoption.
$1,500 per month effective the first full pay period in December 2025.
B. USE OF ACCRUED VACATION FOR ABOVE CITY-PAID CONTRIBUTION
MAXIMUM HEALTH INSURANCE
Employees who elect a health insurance program with a premium above the City-
paid contribution maximum may also elect to use the cash value of redeemed
accrued vacation to pay for any above maximum premium. Such use will be on a
dollar-for dollar and pre-tax basis. Such election must be made in writing, may cover
all or a specified part over the maximum premium, and be effective for one calendar
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year unless the participant terminates employment with the City during the year(see
Appendix A for complete information on this optional benefit). If accrued vacation is
insufficient to pay for any above maximum premium, the difference will be deducted
from the employee's net pay. This periodic payout will not be included in the
computation of overtime and will not counts towards Vacation Buyback. The parties
agree that this position will not be used when bargaining, contemplating, or
calculating the health insurance benefit.
C. CASH IN-LIEU PAYMENT
Effective the first full pay period in January 2023, employees may opt out of medical
insurance and receive a $300 per month cash in lieu payment if they meet the
eligibility requirements. To be eligible, an employee must provide the following:
(1) proof that the employee and all individuals for whom the employee intends to
claim a personal exemption deduction for the taxable year or years that begin or
end in or with the City's plan year to which the opt out applies ("tax family"), have
or will have minimum essential coverage through another source (other than
coverage in the individual market, whether or not obtained through Covered
California) for the plan year to which the opt out arrangement applies ("opt out
period"); and
(2) the employee must sign an attestation that,the employee and his/her tax family
have or will have such minimum essential coverage for the opt out period. An
employee must sign an attestation every plan year during open enrollment or within
30 days after the start of the plan year. The opt-out payment cannot be made, and
the City will not in fact make payment if the employer knows that the employee or
tax family member does not have such alternative coverage, or if conditions in this
paragraph are not otherwise satisfied.
D. AFFORDABLE CARE ACT REOPENER
The Rancho Cucamonga City ,Employee Association or City may reopen
negotiations on the issue of health insurance benefits to address changes to or the
elimination of the ACA and in order to avoid penalties or taxes under the ACA or
other statutory scheme that may result from an interpretation of the ACA or other
statutory scheme by the Internal Revenue Service or other federal agency
(including, but not limited to, a revenue ruling, regulation or other guidance) or state
agency, or a ruling by a court of competent jurisdiction. These negotiations will not
result in a reduction or increase in the amount the City provides for employee health
coverage.
SECTION 9: RETIREE MEDICAL
Subject to the conditions stated below, effective upon a service or disability retirement from
City service at,or beyond age 55 with 10 consecutive years of City service at the time of
retirement, retirees shall be eligible to 100% personally fund, without any City contribution,
participation in a group health insurance program(s)which is making group health insurance
available to the City's retirees.
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It is agreed and acknowledged by the parties to this MOU that no representation is or can be
made by the City, that such group retiree health insurance is available, or if available, will
remain available for any specific future period of time.
If no such group health insurance is reasonably available, or if the private carrier(s)
terminates such coverage as to the retiree group or any individual group member, the City
shall have no obligation/duty to self-fund or otherwise provide insurance or replacement
insurance.
All premiums for the retiree and/or eligible dependents shall be borne by the retiree. The City
shall advance and submit the necessary premiums to the carrier(s), subject to the retiree
reimbursing the City not later than 30 calendar days after City payment of the premium.
Failure to timely reimburse the City shall result in no further premium payments being made
by the City, resulting in termination of insurance coverage.
The City's duty to advance said premiums shall terminate at age 65 of the retiree, regardless
of whether or not the retiree is eligible for Medicare. City shall advise the group carrier of the
insured's status as a retiree. Coverage eligibility shall then be solely determined by the
group insurance carrier(s).
It is likely that premium rates for retirees and/or dependents shall be greater than rates for
employees. Regardless, retirees shall pay 100% of said rates.
If at any time, it is determined by any group health insurance carrier that the City is prohibited
from seeking premium reimbursement from a retiree, City affiliation and retiree enrollment in
said group insurance plan shall immediately terminate upon rendering of the insurance
carrier's decision. In such case, no retiree shall seek reimbursement from the City for any
prior premiums paid by the retiree to the City as and for premium reimbursement.
SECTION 10: RETIREMENT BENEFIT
Unit members who do not meet the definition of "new member" under the California Public
Employees' Pension Reform Act of 2013 (PEPRA) (those unit members shall be referred to
as"classic members") are enrolled in either the CaIPERS retirement plan commonly referred
to as the 2.5% at age 55 retirement plan ("Tier 1" and "Tier 2"), or in the 2% at age 55
retirement plan ("Tier 3") and shall be provided the benefits as described below:
A. Tier 1 — Employees Hired Before September 1, 2010
§ 21354.4 2.5% at 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20042 1 Yr Final Compensation
1. Effective July 4, 2011, the City pays the normal eight percent (8%) CalPERS
member contribution per Resolution 11-063.
2. Effective 7/11/16, employees shall pay five percent (5%) of their PERSable
compensation towards the CalPERS employer contribution per Resolution 15-090.
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3. Effective the first full pay period beginning in January of 2019, the Citywill pay five
percent (5%) of the CalPERS member contribution and employees shall pay three
percent (3%) of their PERSable compensation towards the CalPERS member
contribution and two percent (2%) of their PERSable compensation towards the
CalPERS employer contribution per Resolution 18-130.
4. Effective the first full pay period beginning in January of 2020, the City will pay
three percent (3%) of the CalPERS member contribution and employees shall pay
five percent (5%) of their PERSable compensation towards the CalPERS member
contribution per Resolution 19-113.
5. Effective March 14, 2022, the City will pay two percent (2%) of the CalPERS
member contribution and employees shall pay six percent (6%) of their PERSable
compensation towards the CalPERS member contribution per Resolution 22-028.
6. Effective the first full pay period beginning in July of 2022, employees shall pay the
full eight percent (8%) of their PERSable compensation towards the CalPERS
member contribution. The City will adopt a resolution to reflect this change prior to
the effective date.
B. Tier 2 —Employees Hired Between September 1, 2010, and July 3, 2011
§ 21354.4 2.5% at 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20042 1 Yr Final Compensation
1. Effective July 4, 2011, the City pays seven percent (7%) of the normal CalPERS
member contribution; employee pays one percentage point (1%) of the CalPERS
member contribution per Resolution 11-063.
2. Effective 7/11/16, employees shall pay four percent (4%) of their PERSable
compensation towards the CalPERS employer contribution and one percent (1%)
of their PERSable compensation towards the CalPERS member contribution per
Resolution 15-090.
3. Effective the first full pay period beginning in January of 2019,the City will pay five
percent (5%) of the CalPERS member contribution, and employees shall pay
three percent (3%) of their PERSable compensation ,towards the CalPERS
member contribution and two percent (2%) of their PERSable compensation
towards the CalPERS employer contribution per Resolution 18-130.
4. Effective the first full pay period beginning in January of 2020, the City will pay
three percent (3%) of the CalPERS member contribution, and employees shall
pay five percent (5%) of their PERSable compensation towards the CalPERS
member contribution per Resolution 19-113.
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5. Effective March 14, 2022, the City will pay two percent (2%) of the CalPERS
member contribution and employees shall pay six percent(6%) of their PERSable
compensation towards the CalPERS member contribution per Resolution 22-028.
6. Effective the first full pay period beginning in July of 2022, employees shall pay
the full eight percent(8%) of their PERSable compensation towards the CalPERS
member contribution. The City will adopt a resolution to reflect this change prior
to the effective date.
C. Tier 3— Employees Hired on or After July 4, 2011
§ 21354 2% @ 55 Full Formula
§ 21574 4th Level 1959 Survivor
§ 20037 3 Yr Final Compensation
1. Effective July 4, 2011, the City pays six percent (6%) of the normal CalPERS
member contribution; employee pays one percentage point (1%) of the CalPERS
member contribution per Resolution 11-063.
2. Effective 7/11/16, employees shall pay four percent (4%) of their PERSable
compensation towards the CalPERS employer contribution for a total of one
percent (1%) of the CalPERS member contribution and four percent (4%) of the
employer contribution per Resolution 15-090.
3. Effective the first full pay period beginning in January of 2019, the City will pay
four percent (4%) of the CalPERS member contribution and employees shall pay
three percent (3%) of their PERSable compensation towards the CalPERS
member contribution and two percent (2%) of their PERSable compensation
towards the CalPERS employer contribution per Resolution 18-130.
4. Effective the first full pay period beginning in January of 2020,the City will pay two
percent (2%) of the CalPERS member contribution and employees pay five
percent (5%) of their PERSable compensation towards the CalPERS member
contribution per Resolution 19-113.
5. Effective March 14, 2022, the City will pay one percent (1%) of the CalPERS
member contribution and employees shall pay six percent (6%)of their PERSable
compensation towards the CalPERS member contribution per Resolution 22-028.
6. Effective the first full pay period beginning in July of 2022, employees shall pay
the full seven percent (7%) of their PERSable compensation towards the
CalPERS member contribution. The City will adopt a resolution to reflect this
change prior to the effective date.
D. It is understood that all contributions paid by the employee as described in Parts A
through C above shall be calculated based upon the full base salary of the employee,
plus any additional PERSable compensation, and any Employer Paid Member
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Contributions (EPMC).
E. The City pays EPMC for the various "Tiers" as outlined above and reports the value of
EPMC payments as special compensation. The parties agree that to the extent
permitted by law, this is special compensation and shall be reported as such pursuant
to Title 2 CCR, Section 571(a)(1)(F) as Value of Employer-Paid Member Contributions.
The parties also agree that the City has no additional obligation or costs should
CalPERS, the State or the IRS determine otherwise.
The City adopted a resolution providing that all employee CaIPERS contributions shall
be deducted on a pre-tax basis to the extent permitted by law or IRS regulation. All
employee payments of the employer share are done pursuant to Government Code
Section 20516(f):
There shall be no sunset date to any provision in Section 30.
F. The California Public Employees' Pension Reform Act of 2013(PEPRA).- As it may
from time to time exist, the PEPRA shall in its entirety be given full force and effect.
Any provision in this MOU which contradicts any provision of the PEPRA shall be
deemed null and void,with the contrary PEPRA provision(s)being given full force and
effect. Therefore, no provision of PEPRA shall be deemed to impair any provision
of this MOU or any MOU, Agreement, Rule or Regulation predating this MOU.
PEPRA includes, but is not limited to, the provisions described below:
Unit members hired on and after January 1, 2013, deemed to be a "new member"
as defined in Government Cade§ 7522.04, shall individually pay an initial Member
CALPERS contribution rate of 50% of the normal cost rate for the Defined Benefit
Plan in which said "new member" is enrolled, rounded to the nearest quarter of 1%,
orthe current contribution rate of similarly situated employees,whichever is greater.
Unit members who are"new members" and miscellaneous employees on and after
January 1, 2013, shall be enrolled in the 2%@ 62 retirement formula (Govt. Code§
7522.20).
Unit members who are "new members" on and after January 1, 2013, shall have
"final compensation" measured by the highest average annual pensionable
compensation earned by the member during a period of at least 36 consecutive
months (Section 7522.32.), and their retirement benefits shall be calculated based
on "pensionable compensation" (Section 7522.10) rather than "compensation
earnable" (Section 20636).
G. In addition, the City has adopted the PARS Retirement Enhancement Plan generally
described as .5% (one-half percent) at 55 or at 60, depending upon the employee's
hire date, for all miscellaneous employees hired on or prior to December 31, 2012.
To be eligible, employees must be at least age 56, have ten (10) years of full-time
continuous service and retire from the City. This benefit will be paid to qualified
retirees in addition toany CaIPERS benefits to which they are entitled.
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H. Employer Paid Member Contribution (EPMC)
1. Effective July 4, 2011:
This benefit shall consist of paying eight percent (8%) of the normal contributions
as EPMC and reporting the same percent (value) of compensation earnable
(excluding Government Code Section 20636(c)(4)) as additional compensation for
employees hired prior to September 1, 2010.
This benefit shall consist of paying seven percent (7%) of the normal contributions
as EPMC and reporting the same percent (value) of compensation earnable
(excluding Government Code Section 20636(c)(4)) as additional compensation for
employees hired on or after September 1, 2010.
This benefit shall consist of paying six percent (6%) of the normal contributions as
EPMC and reporting the same percent(value)of compensation eamable(excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired on or after July 4, 2011.
Payment of EPMC and reporting the value of EPMC on compensation eamable is
on pay rate and special compensation except special compensation delineated in
Government Code Section 20636(c)(4)) which is the monetary value of EPMC on
compensation eamable.
2. Effective the first full pay period in January of 2019:
This benefit shall consist of paying five percent (5%) of the normal contributions as
EPMC and reporting the same percent(value)of compensation eamable(excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired prior to September 1, 2010.
This benefit shall consist of paying five percent (5%) of the normal contributions as
EPMC and reporting the same percent(value)of compensation earnable (excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired prior to September 1, 2010, and before July 4, 2011.
This benefit shall consist of paying four percent (4%) of the normal contributions as
EPMC and reporting the same percent(value)of compensation eamable(excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired on or after July 4, 2011.
3. Effective the first full pay period in January of 2020:
This benefit shall consist of paying three percent (3%) of the normal contributions
as EPMC and reporting the same percent (value) of compensation eamable
(excluding Government Code Section 20636(c)(4)) as additional compensation for
employees hired prior to September 1, 2010.
This benefit shall consist of paying three percent (3%) of the normal contributions
as EPMC and reporting the same percent (value) of compensation eamable
(excluding Government Code Section 20636(c)(4)) as additional compensation for
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employees hired prior to September 1, 2010, and before July 4, 2011.
This benefit shall consist of paying two percent (2%) of the normal contributions as
EPMC and reporting the same percent(value) of compensation earnable (excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired on or after July 4, 2011.
Payment of EPMC and reporting the value of EPMC on compensation earnable is
on pay rate and special compensation except special compensation delineated in
Government Code Section 20636(c)(4)) which is the monetary value of EMPC on
compensation earnable.
4. Effective March 14, 2022:
This benefit shall consist of paying two percent (2%) of the normal contributions as
EPMC and reporting the same percent(value) of compensation earnable(excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired prior to'September 1, 2010.
This benefit shall consist of paying two percent (2'/0) of the normal contributions as
EPMC and reporting the same percent (value)of compensation earnable(excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired prior to September 1, 2010, and before July 4, 2011.
This benefit shall consist of paying one percent (1%) of the normal contributions as
EPMC and reporting the same percent(value) of compensation earnable(excluding
Government Code Section 20636(c)(4)) as additional compensation for employees
hired on or after July 4, 2011.
Payment of EPMC and reporting the value of EPMC on compensation earnable is
on pay rate and special compensation except special compensation delineated in
Government Code Section 20636(c)(4)) which is the monetary value of EMPC on
compensation earnable.
5. Effective the first full pay period beginning in July 2022, this benefit will be reduced
to zero percent (0%), eliminating EPMC for all tiers within the bargaining unit.
SECTION 11: VOLUNTARY EMPLOYEE BENEFIT ASSOCIATION (VEBA)
The City has established a Voluntary Employee Benefit Association (VEBA) through the
California Government Voluntary Employee Benefit Association to assist employees with
planning for future health care expenses. Employees are allowed a onetime election to opt
into the plan. Represented employees shall be eligible to participate in the plan according
to a schedule negotiated separately from this agreement.
Contributions to the Plan shall be made as City contributions through a salary reduction
arrangement. All contributions made on behalf of employees through such salary reduction
arrangement are made on a pre-tax basis in accordance with IRS provisions. No Employer
contributions are to be made to the plan. At the discretion of the applicable bargaining unit,
contributions may be amended once per year provided that such amendment is permitted
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by IRS regulations and in conformity with the Plan Document.
SECTION 12: DEFERRED COMPENSATION
Effective the first full pay period in July 2020, or as soon as possible thereafter, the City
will match dollar for dollar up to$50 per month and 1% of monthly base salary per month
in a 401(a) deferred compensation account for any RCCEA covered employee who
pays up to $50 and 1% of monthly base salary into a 401(a) deferred compensation
account through payroll deductions.
Effective the first full pay period in July 2021, Deferred Compensation participation for
new bargaining unit members shall be automatic with an opt-out provision for new
members. The contribution made by the employee through automatic enrollment will be
capped at maximum contribution of$50 per month.
These provisions are in addition to any other deferred compensation provisions in this MOU.
SECTION 13: FLEXIBLE SPENDING ACCOUNT PLAN UNDER SECTION 125
The City has established a flexible spending account plan managed by a third-party
administrator that is open to voluntary participation ofinembersinthebargainingunit. The City
agrees to pick up all administrative.fees associated with maintaining this program for
bargaining unit members (including but not limited to debit card fees).
SECTION 14: DENTAL INSURANCE
The City shall provide a dental insurance plan for all full-time continuous salaried employees
within the bargaining unit.
SECTION 15: OPTICAL INSURANCE
The City shall provide an optical insurance plan for all full-time continuous salaried
employees within the bargaining unit and elected officials.
SECTION 16: BEREAVEMENT LEAVE
When a death occurs in the family of a full-time employee, the employee shall be granted up
to 80 hours of bereavement leave with pay. A death certificate or other acceptable evidence
may be required by the City Manager or designee before leave is allowed. Family members
are defined as follows: employee's spouse or domestic partner, employee's parents,
employee's grandparents, employee's children, son-in-law, daughter-in-law, employee's
siblings, or employee's grandchildren, employee's spouse or domestic partner's parents,
employee's spouse or domestic partner's grandparents,grandparents-in-law, brother-in-law,
sister-in-law, employee's spouse or domestic partner's children, employee's spouses
grandchildren, or a blood relative residing with employee. The City Manager or designee
shall approve such bereavement leave. (References to domestic partner referto registered
domestic partners, as defined by California Family Code Section 297.)
Employees are eligible for an additional forty (40) hours of bereavement leave, in addition
to the currently provided eighty (80) hours, when the bereavement leave is related to the
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employee's spouse or domestic partner, employee's parents, employee's children, son-in-
law, daughter-in-law, or employee's siblings, employee's spouse or domestic partner's
parents, employee's spouse or domestic partner's children, or a blood relative residing with
the employee. An employee who utilizes bereavement leave shall notify their supervisor of
the intent to use such leave. In accordance with AB1949, the bereavement leave must be
completed within three (3) months of the date of death but need not be taken consecutively.
SECTION 17: PERSONAL LEAVE
Employees can use up to 40 hours of accrued sick leave, vacation, administrative leave,or
holiday time as personal,leave. These 40 hours can be used incrementally (i.e., 1 hour, 1/2
hour) throughout the fiscal year. Use of this time is for situations requiring the employee's
attention and needs to be cleared with their supervisor when using this time.
SECTION 18: VACATION
The new tier for employees with eighteen (18) or more years of service, begins the first full
pay period in December 2025.All full-time employees shall, with continuous service, accrue
working hours of vacation monthly according to the following schedule.
Length of Service Hours Accrued Annual Hours
in Years Per Pay Period Accrued
1 3.077 80
2 3.461 90
3 3.846 100
4 4.230 110
5 4.615 120
6-8 5.000 130
9 5.384 140
10 5.769 150
11-13 6.153 160
14 6.538 170
15-17 6.923 180
18t 7.307 190
SECTION 19: VACATION CAP
Any hours accrued over 1040 hours will be cashed out using the options below:
■ Cash
■ Deferred compensation contributions as allowed by law
The employees make an irrevocable decision before the end of the calendar year and the
payment or distribution will occur in April.
SECTION 20: VACATION BUYBACK
Annually, any employee that wants to have the City buy back vacation hours shall make an
irrevocable election to do so. The irrevocable election shall be submitted in writing to the
City's Human Resources Department on or before December 15 and shall indicate the
number of hours of vacation that the employee expects to earn in the following calendar
year that the employee wants the City to buy back.
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Effective December 1, 2025, the buyback maximum will increase as follows:
0-9 Years of Service 170 hours
10-17 Years of Service 180 hours
18+ Years of Service 190 hours
This buyback shall occur twice annually, in June (between the last payday in June and the
first payday in July) and November (between the last payday in November and the first
payday in December), and the employee must indicate the total amount of hours they want
paid out in June and in November. Regardless of the number of hours requested to be
cashed out at either time, the most the City can cash out is the number of hours accrued
and available in that calendar year to date. Employees must maintain a minimum of 40 hours
of accrued vacation subsequent to any payment of vacation buyback time.
SECTION 21: VACATION ACCRUAL
City Manager may provide an accrual rate for new employees up to the equivalent of a ten-
year employee upon hire. This is important as many experienced candidates have a
significant time in the public sector and might have to begin at a much lower accrual rate
than they receive at their current agency.
SECTION 22: SICK LEAVE
All full-time employees shall, with continuous service, accrue 120 hours of sick leave
annually. Sick leave accrual (10 hours/month), begins on the first day of employment and
can be taken after ninety (90) days of service.
1. Personal Sick Leave
a. Employees can use sick leave for the illness, injury, a health-related reason
(such as diagnosis, care or treatment of a health condition), or preventative
care.
2. Family Sick Leave
a. Employees can use sick leave for the illness, injury or health-related reason
(such as diagnosis, care or treatment of a health condition), or preventative
care of a qualified family member. For the purpose of Family Sick Leave, a
qualified member means the employee's: child (includes any age or
dependency status, or for whom the employee is a legal ward or stands in
loco parentis), parent (includes person who stood in loco parentis of the
employee as a child), parent-in-law, spouse, registered domestic partner,
grandparent, grandparent-in-law, grandchild, great grandchild, or sibling.
b. Diagnosis, care, or treatment of an existing health condition of, or
preventative care for a "designated person." Employee designation of a
"designated person" is limited to one "designated person" per 12-month
period for paid sick days.
3. Other Statutory Use
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a. For an employee who is a victim of domestic violence, sexual assault,
stalking, or other crime in order for the employee to engage in any of the
following activities: (1) obtain or attempt to obtain a temporary restraining
order or other court assistance to help ensure the health safety or welfare
of the employee or their child; or (2) obtain medical attention or
psychological counseling, services from a shelter, program or crisis center,
or(3) participate in safety planning or other actions to increase safety.
Sick leave can be used for the following additional purposes as provided
in Government Code Section 12945.8, subsections (a)(3) and (b), as well
as all other purposes as allowed by applicable law.
4. Medical Certification
In the event sick leave absences due to personal illness or injury, which exceeds three
(3) consecutive workdays, the Department Head or Human Resources may require a
physician's statement indicating the employee's fitness to return to work.
Should the City suspect that there is an abuse of sick leave by an employee, the City
may require that the employee submits to Human Resources a physician's certification
to support the absence.
SECTION 23: SICK LEAVE BUYBACK AND EARLY RETIREMENT NOTIFICATION
INCENTIVE
Effective the first full pay period in July 2022, if employees within the bargaining:unit separate
their city employment after five (5) years of continuous service, the City will buyback 130
hours of sick leave so long as the employee provides at least two weeks' written notice of
their intent to separate.
Effective the first full pay period in July 2022, if employees within the bargaining unit provide
early notification of their intent to retire from City service, the City will pay the employee for
additional accrued sick leave hours in accordance with the schedule below. Notification must
be submitted in writing to the Human Resources Department in the form of an irrevocable
letter of resignation with intent to retire.
• Notification of at least six(6)months(180 calendar days) shall be eligible for seventy-
five (75) hours of additional sick leave buyback.
• Notification of at least four (4) months (120 calendar days) shall be eligible for fifty
(50) hours of additional sick leave buyback.
• Notification of at least two (2) months (60 calendar days) shall be eligible for twenty
(20) hours of additional sick leave buyback.
'Employees must have leave available in order to be eligible for the additional buyback Use
of vacation and/or management leave during the time between the notification and the
employee's retirement date will not be counted toward the required notification periods in
the schedule above.
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SECTION 24: HOLIDAYS
The City Offices shall observe the following 14 holidays. All full time continuous salaried
employees shall be compensated at their regular rate for these days.
"' July 4 Independence Day
(2) First Monday of September Labor Day
"'- November 11 Veteran's Day
(a) Fourth Thursday of November Thanksgiving Day
('' Day following Thanksgiving Floater
(6) December 24 Day preceding Christmas
(" December 25 Christmas Day
'x) January 1 New Year's Day
�9) Third Monday of January Martin Luther King's Birthday
(10) Third Monday of February President's Day
Last Monday of May Memorial Day
Three discretionary days may be taken by an employee at his/her convenience
subject to approval of the department head. Days may not be carried over from one
fiscal year to the next. Whenever a holiday falls on a Sunday, the following Monday
shall be observed as a holiday. Whenever a holiday falls on a Friday or Saturday, the
preceding Thursday shall be observed as the holiday. When a holiday combination
occurs (Thanksgiving, Christmas, etc.) where two consecutive days are holidays and
it would result in the City Hall being open to serve the public only 2 days during the
week, only one of the holidays will be observed and the other holiday will become
a floating holiday,except as provided during a Holiday Closure pursuant to Section 2T
Forexample, for Thanksgiving, Thursday will be observed as the regular holiday;
however, Friday will become a floating holiday to be used at a later date. In the
instance of Thanksgiving, Christmas, or New Year's,employees will have until June 30
to use those floating holidays accrued between Thanksgiving and New Years. Also,
those days will not accrue as floating holidays until the actual holiday has occurred.
Each year the City will designate which days will be observed and which are floating
holidays. Employees who are eligible to bank a holiday have until June 30(end of fiscal
year) to use the banked holiday earned from July 1 through April 30. Any holiday
banked in May and June; employees have until September 30 to use the banked
holiday.
SECTION 25: HOLIDAY TIME
The City agrees that employees who are assigned to work on a holiday, whether or not their
regular shift assignment requires they work that day, are eligible for pay at time and one-half
for working that day. This time and one-half may be taken as compensation or put in a
compensatory time off bank, (in effect, compensating at double time and one-half). That rate
of compensation is tallied as follows: The ten hours compensation for the holiday, plus
compensation at time and one-half for the hours actually worked. This payment at time and
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one-half abrogates the employee's right to that holiday.
SECTION 26: PREMIUM HOLIDAY COMPENSATION
Maintenance employees in the bargaining unit required as part of the regular work
assignment to work on Christmas Day, New Year's Day, Independence Day, or
Thanksgiving Day, are allowed to observe the holiday on another day. Additionally, these
employees who work on the aforementioned designated holidays may select to receive
compensation on that holiday at time and one-half for the ten-hour shift or take a second
holiday as time off at a later date.
SECTION 27: HOLIDAY FACILITY CLOSURE
During the term of this MOU, there will be Holiday Facility Closures, certain City facilities
may close in conjunction with the Christmas and New Year's holidays. Closure dates for
City facilities shall be determined by the City in order to balance the impact on public
services. The City will strive to provide a schedule of Holiday Facility closures at least six
months or more in advance of the closure. During a holiday closure, affected represented
employees may take paid leave from holiday, management leave, compensatory time,
vacation accruals, or use unpaid leave. When holiday closures are implemented by the City,
the provisions of Section 24 regarding consecutive holidays shall not apply.
SECTION 28: NATAL AND ADOPTION LEAVE WITHOUT PAY
The City shall provide employees within the bargaining unit up to four months natal and
adoption leave for the birth or adoption of a child including the paid leave as outlined below;
such leave shall be pursuant to the provisions of the California Pregnancy Disability Act
("PDA";California Government Code Section 12945), if applicable. The City's PDA policy is
incorporated herein by reference. Employees on this leave of absence without pay beyond
the four-month period will be responsible for the payment of medical, dental, and optical
premiums to keep the coverage in force during the leave of absence.
SECTION 29: NATAL AND ADOPTION LEAVE WITH PAY
Employees within the bargaining unit are granted up to 120 hours of natal and adoption
leave with pay for the birth or adoption of a child, however, use of the 120 paid hours does
not extend anytime charged under FMLA or CFRA or additional state and federal laws. Any
paid time required beyond this initial 120 hours must be charged to sick leave, vacation,
compensatory or floating holiday time.
SECTION 30: WORKERS COMPENSATION LEAVE
Any employee covered herein who is receiving disability payments under the "Workers
Compensation Act of California" for on-the-job injuries sustained while engaged in the
performance of duties of any such City position, shall receive from the City during the first
three months of such disability absence, payments in an amount equal to the difference
between the disability payments received under Workers Compensation Act and the
employee's full salary. Such payments by the City should be made without any deduction
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from accrued sick leave-benefits. The City's obligation for such payments shall commence
on the first (1 st) day of such disability absence. In the event the employee's disability
absence should exceed three months, an employee shall be allowed to supplement the
Workers Compensation benefit received under State law with available accrued sick
leave, accrued vacation leave or accrued compensatory time. The total number of leave
hours, along with the Workers Compensation benefit, shall not exceed the employee's
base pay for each day of the leave. For this purpose, accrued leave hours can only be
used in one-hour increments.
SECTION 31: MILITARY LEAVE
Employees required to serve military leave will be compensated pursuant to the Military and
Veterans Code. To qualify for compensation, the military orders must be submitted to the
supervisor prior to their tour of duty and must be attached to the timecard for that pay period.
SECTION-32: MILITARY SERVICE BUYBACK
Employees have the option for military service buy back at the employee's expense.
SECTION 33: OVERTIME
For the purposes of overtime calculations only hours worked, vacation leave, holiday
leave, and comp time shall be considered hours worked. Use of sick leave does not
count towards hours worked for the purposes of determining overtime. Overtime is
compensated at 1.5 times the employee's Fair Labor Standards Act (FLSA) rate of pay.
Only hours worked as defined here shall be considered for the purpose of calculating
the FLSA pay.
A. Maintenance Non-Teamsters
The City agrees that employees who are sent home to rest and to be available to
work additional hours as a result of a storm or impending emergency situation and
are not subsequently recalled to work, will be compensated for the hours not worked
in that shift, due to them having been sent home, to bring the total hours to 8 or 10
worked in that shift depending on their regularschedule.
Employees who are subsequently recalled to work the storm or an emergency
situation will work no more than 12 consecutive hours. Any hours worked in excess of
8 or 10 in that 12-hour shift depending on their regular schedule will be paid attime and
one-half, regardless of the total numbers of compensated hours for that workweek.
SECTION 34: COMPENSATORY TIME
An employee that works overtime may decide to accrue compensatory time off(CTO) at 1.5
times the number of overtime hours worked instead of receiving immediate payment for
overtime worked. The maximum CTO that an employee may accrue is 240 hours. Once an
employee reaches that accrual cap, all additional overtime worked shall be paid. Employees
may use CTO as time off, subject to supervisor approval. Supervisor shall not unreasonably
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withhold approval for use of accrued CTO, and the need to replace the employee using CTO
with another employee on overtime shall not be the basis for denying a requested use of
CTO.
SECTION 35: CALL BACK PAY (NON-EXEMPT)
If an employee is required to be called back to work after completing his or her normal shift
or after having left City premises or the employee's work location, the employee shall be
compensated at the rate for each hour worked on call back with a minimum of two (2) hours
call back compensation at the appropriate rate, regardless of whether the employee actually
works less than two (2) hours. The time starts when the call back call,is received by the
employee. Employees must arrive at the worksite and perform the work required in order to
receive callback pay. When an employee is called on his/her day off or after hours for work
purposes, the employee shall be compensated at the appropriate rate of pay or in comp
time if applicable for the actual time worked, rounded to the nearest quarter hour(.25).
SECTION 36: ON CALL PAY
Employees required to be on call shall be compensated at the rate of$200.00 per week.
SECTION 37: STANDBY PAY
Effective the first full pay period following City Council adoption, Public Works
Supervisors who are required to be in an on-call rotation will receive a standby payment
of$100 per week, for the week that they are required to be on call.
SECTION 38: BILINGUAL PAY
Bargaining Unit employees who qualify for bilingual pay will be provided such at$75.00 per
month, Each Department Head will determine the number of employees needed to perform
translation duties per department, subject to review and approval of the Deputy City
Manager/Administrative Services.
Employees who receive bilingual pay are expected to perform translation services for their
Department and for other City Services should, the need arise. An updated list of the
employees receiving bilingual pay will be provided every six-months or as changes occur.
Bilingual duties will be distributed as equitable aspossible.
SECTION 39: SAFETY FOOTWEAR AND UNIFORMS
A. Safety Footwear
The City will provide up to $350.00 annually toward the purchase of safety footwear
at a city designated vendor for employees required to wear safety footwear in the
performance of their job duties. The current classification of employees who may
be required to wear safety footwear are Animal License Canvasser,Animal Services
Officer I & 11, Assistant Engineer, Building Inspector, Building Inspector Supervisor,
Business License Technician, Community Improvement Officer I & 11, Community
Improvement Supervisor, Environmental Programs Coordinator, Environmental
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Programs Inspector, Fleet Supervisor, Maintenance Supervisor, Public Works
Inspector, Public Works Inspector I, Public Works Inspector II, Safety Officer, Senior
Animal Services Officer, Senior Building Inspector, Senior Electrician, and
Supervising Public Works inspector.
Effective the first full pay period in July 2021, this allowance would permit the use
of the allowance for the purchase of both shoes and accessories.
B. Uniforms
The City may provide uniforms (including shirts) and/or maintenance of uniforms for
the following positions: Animal Care Attendant, Animal Caretaker, Animal Care
Supervisor, Animal Handler, Animal License Canvasser, Animal Services
Dispatcher, Animal Services Officer i & 11, Building Inspector, Business License
Technician, Community Improvement Officer I & II, Fleet Supervisor, Maintenance
Supervisor, Administrative Assistant (Animal Care & Services), Senior Building
Inspector, Senior Electrician, Theatre Production Supervisor, and Theatre
Technician III.
The City will provide 4-5 shirts per year for positions required to wear City shirts:
Community Improvement Officers (Senior I &II), Business License Technicians,
Building Inspectors (I & II) and Technicians, Public Works Inspectors (I & ll).
The City reports CaIPERS on an annual basis the actual value of compensation paid or the
monetary value for the purchase, rental and/or maintenance of required clothing for RCCEA
covered CaIPERS' Classic Members. The parties analyzed the value and determined it
shall not exceed $580.00 per fiscal year. The parties agree that to the extent permitted by
law, this is special compensation and shall be reported as such pursuant to Title 2 CCR,
Section 571 (a)(5) Statutory Items. The parties also agree that the City has no additional
obligation or costs should CaIPERS, the State or the IRS determine otherwise.
SECTION 40: TEAM RC WORK APPAREL
The City will provide bargaining unit members with one Team RC shirt per fiscal year at a
cost not to exceed $50.
SECTION 41: TUITION REIMBURSEMENT FOR APPROVED COLLEGE AND
UNIVERSITY COURSES
Reimbursements by the City of the following enumerated college and/or university
course expenses shall not exceed three thousand three hundred dollars ($3,300.00)
during any fiscal year.
Eligibility for said reimbursement in an amount not to exceed $3,300.00 in any one fiscal
year shall be contingent upon a determination by the employee's department head or his
designee that all the following conditions precedent exists:
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A. Expenses shall be incurred as regards coursework undertaken at a college or
university that is licensed/accredited by one of the six regional accreditors
involved in higher education accreditation in the United States.
B. The applicant for reimbursement shall represent to the Personnel Department
documentation prepared by the accredited/licensed college or university which
evidences the applicant's receipt of a.grade of"C" or"pass" in a pass/fail class. As
regards each class for which reimbursement is sought (where an employee is
simultaneously enrolled in multiple approved classes and does not receive a "C" or
"pass" in any one or more of such classes,the amount of expenses subject to City's
reimbursement shall be reduced and/or as appropriate, pro-rated to reflect no
reimbursement being made for expenses related to classes where the minimal
grade was not received).
C. Eligibility for reimbursement for said expenses shall be confined to either: 1)those
courses that in and of themselves consist of curriculum which is predominately
related to the development of skills reasonably anticipated by the City to enhance
the applicant's job performance (by means of a non-inclusive example only, art
classes would not qualify for reimbursement); or 2) where the employee has
declared a major that is job-related as set forth in this section C, to those classes
which must be completed as a condition precedent to successful completion of the
course of study in the selected major.
D. Eligibility for reimbursement upon completion of coursework shall be predicated
upon the employee's department head or his designee, making a written
determination prior to the affected employee's enrollment in the course(s) for which
reimbursement is later sought, that the coursework is offered by an accredited
college or university and that the above-described job nexus does exist. The
determination of the Department Head or his designee in such regards shall be final.
E. The costs which shall be subject to reimbursement are limited to the following: 1)
tuition, 2) books, 3) supplies, 4) parking, and 5) laboratory. In addition to all other
conditions precedent to reimbursement set forth in this section, prior to
reimbursement being approved, written receipts shall be provided to the Personnel
Department and shall evidence each expenditure for which reimbursement is
sought.
SECTION 42: ENCOURAGING PROFESSIONAL DEVELOPMENT
Promotions are movements to a different classification with a higher pay range. Bargaining
unit employees are encouraged to seek regular performance feedback from their direct
supervisors and other Department leadership for professional development and in order to
prepare to compete for future promotional opportunities. If a member applies for a promotion
to a bargaining unit position and is not selected for an interview or has an interview but is
not selected for the job, the employee is encouraged to request feedback from their
supervisor as to reasons why. they were not selected. The supervisor will work other
Department personnel and/or Human Resources to provide a response to the requesting
21
employee within 30 days of the request.
Bargaining unit employees are encouraged to register on the City's employment portal to be
informed of promotional opportunities by email, and to check their City email account
regularly for information regarding promotional opportunities.
SECTION 43: REQUIRED CERTIFICATIONS AND RECERTIFICATIONS
The City will pay for the cost of any required certifications or recertification required of
employees to maintain their positions. Required certifications must be outlined in an
employee's classification specification. The Department Director, with the approval of the
City Manager, can add to but not eliminate certifications and recertification that
Departments will cover the costs for employees to maintain. Any additions by the
Department Head must be applied equally to all employees in that classification.
SECTION 44: RECOVERY OF PROFESSIONAL DEVELOPMENT COSTS
With the goal of providing additional development opportunities to employees, the City may
pay for the cost of training and certificate programs that are not specifically required to
maintain the employee's position, up to a maximum of$10,000.
Employees may request that the City pay the cost of such trainings and certifications. The
Department Director and/or Deputy City Manager with the approval of the City Manager,
may approve these requests, subject to budget availability.
If an employee requests participation in a training or certificate program with a registration
cost of $2,000 or more, the employee will be required to repay the cost of said training or
certificate program if they leave City employment within four(4) years of the registration for
that program. One-quarter of the amount owed shall be forgiven each fiscal year. Employees
participating in this program must sign an agreement indicating that any outstanding amount
can be deducted from their final paycheck upon separation. Any outstanding amount is due
at separation.
This benefit does not pertain to professional conferences related to an employee's ongoing,
continuous learning, which are routinely including within the department's budget.
SECTION 45: DISCIPLINARY APPEAL AND REMOVAL OF DISCIPLINE
Effective the first full pay period following City Council adoption, a disciplinary suspension
of three (3) days or more without pay will be subject to a Skelly meeting before the City
Manager or designee. Such disciplinary suspension will not be subject to removal from the
employee's personnel file.
A disciplinary suspension of two (2) days or less without pay will not be subject to pre-
disciplinary appeal. However, the employee may elect to write a written response which
must be received by the Deputy City Manager/Administrative Services within eight (8)
working days from the date the notice is sent or delivered to the employee, to be placed in
the employee's personnel file along with the disciplinary suspension notice.
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For a documentation of an oral reprimand, a written reprimand,,or a disciplinary suspension
of two (2) days or less, after five (5) years have passed in which the employee has not been
subject to further discipline, the employee may request, and the Human Resources Director
may approve, removal of the disciplinary record from the employee's personnel file. Human
Resources Director approval is discretionary.
Examples of when the request to remove discipline may be denied include, but are not
limited to, (1) if the discipline is based on an act of violence, (2) repeated behavior, or (3) if
there is an active investigation pending that may result in further discipline. If the disciplinary
documentation is removed from the personnel file, it shall be placed in a separate City
discipline file. Removed discipline will not be considered for promotional or bumping
purposes.
The City may rely on disciplinary records that have been removed to the City discipline file
when considering future discipline. If subsequent discipline is issued, the removed
disciplinary documentation will be returned to the employee's personnel file.
SECTION 46: 4/10 WORK WEEK
City Hall generally operates on a 4/10 work week, hours 7am to 6pm, Monday through
Thursday. However, different work schedules consisting of various work hours and days
may be adopted by individual departments based on departmental need. Remote facilities
operate on a 40-hour work week of varying days and times.
SECTION 47: DIRECT DEPOSIT
All new bargaining unit members are required to enroll in direct deposit. Vacation buy back
and comp time payouts can be by paper check.
SECTION 48: CARPOOL PROGRAM
The City has implemented a well-defined, equitable, carpool program that eliminated the
previously provided time-off incentive with a financial incentive.The carpool program is open
to all full-time regular employees. Participation is voluntary, and employees interested in
participating shall file a Rideshare Application Agreement and comply with the requirements
of the program. The financial incentive for the program is $2.60 per day for every day that
the bargaining unit employee carpools.
SECTION 49: CONFIDENTIAL EMPLOYEES
The City will provide RCCEA with a list of specific Confidential Employees whose positions are
covered by the Supervisory/Professional or General Employees' bargaining units. These
employees are designated as Confidential Employees due to the work they perform related
to employer-employee relations and the access they have to information related to
employer-employee relations. The City will update that list when a new confidential
employee is hired, or the duties of a current confidential employee changes and they are no
longer involved in employer employee relations.
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Employees designated as confidential employees may not act as representatives of
employee organizations which represent other employees of the City, may not represent
employees in discipline or grievance procedures and may not provide information or
participate in labor negotiation on behalf of RCCEA.
Confidential Employees may be employed in some of the following positions (this list is not
exhaustive):
Account Technician Management Analyst Series
Administrative Assistant Payroll Supervisor
Administrative Technician Risk Analyst
Budget Analyst Risk Management Coordinator
Executive Assistant I Senior Account Technician
Executive Assistant II Senior Accountant
Human Resources Technician Senior Risk Management Analyst
Human Resources Business Partner
SECTION 50: USE OF BULLETIN BOARDS AND CITY EMAIL SYSTEM
The City will furnish a portion of existing bulletin board space, located in bargaining unit
break areas where such bulletin boards currently exist, for RCCEA notices. Such space
will be no less than 18"x 24". if insufficient bulletin board space exists in a Bargaining Unit
work or break area, the RCCEA may, after receiving approval in writing from the City, put
up a bulletin board not to exceed 18" x 24" depending on available space. RCCEA may
also distribute notices to covered employees through the City's email system. Bulletin
boards and emails shall only be used for the following notices:
• Scheduled RCCEA meetings, agenda and minutes.
• Information on RCCEA elections and the results.
• Information regarding RCCEA social, recreational, and related news bulletins.
• Reports of official business of RCCEA, including negotiations, reports of
committees or the Board of Directors.
City equipment (including City computers, laptops, and tablets), materials, or supplies shall
not be used for the preparation, reproduction, or distribution of notices, nor shall such
notices be prepared by City employees during their regular work time. Notices that are
posted, distributed or placed in an employee's City mailbox shall not be obscene,
defamatory, or of a political nature. All notices to be posted must be dated and signed by an
authorized representative of RCCEA. RCCEA agrees to follow the City's E-Mail Policy when
sending emails to City employees. RCCEA understands that all electronic mail is not
confidential, and that the city reserves the right to access and disclose all messages sent
over its email system for any purpose in accordance with the City's E-Mail Policy.
SECTION 51: ACCESS TO WORK LOCATIONS
The parties recognize and agree that in order to maintain good employee relations; it is
necessary for Labor Relations Representatives and designated Officers and representatives
of RCCEA toconferwith Bargaining Unit employees during working hours. Therefore, RCCEA
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Labor Relations Representatives, Officers or representatives will be granted access to work
locations during regular working hours to investigate and process grievances or appeals.
RCCEA Labor Relations Representatives or Officers shall be granted access upon obtaining
advance authorization from the designated management representative prior to entering a
work location and after advising the City at least one business day in advance of the
requested access, of the general nature of the business. The designated management
representative maydeny access orterminate access to work locations if, in their judgment, it is
deemed that the visit would interfere with the efficiency, safety,orsecurity of City operations.
The designated management representative shall not unreasonably withhold timely access
to work locations. The City shall ensure that there is at all times someone designated who
shall have full authority to approve access. If a request is denied, the designated
management representative shall establish a mutually agreeable time for access to the
employee. RCCEA Labor Relations Representatives or Officers granted access to work
locations shall limit such visits to a reasonable period of time, taking into consideration the
nature of the grievance or appeal. The City shall not unreasonably interfere with RCCEA's
access right to work locations and any reasonable denial of access shall not be subject to
the grievance procedure.
SECTION 52: DUES DEDUCTIONS
RCCEA membership dues shall be deducted by the City from the pay warrant of RCCEA
employee per the direction of ,RCCEA. Remittance of the aggregate amount of all
membership dues deducted from the pay warrants of employees covered hereby shall be
made to an RCCEA account, provided to the City by RCCEA, on a regular basis consistent
with the City's regular pay periods. RCCEA dues shall be deducted in an amount per bi-
weekly pay period authorized.by the RCCEA Board of Directors.
A. Separation from Unit
The provisions of this Agreement shall not apply during periods that an employee is in
out of paid status for more than thirty (30) days. If an employee is paid for a prior out of
paid status his/her representational dues shall be deducted and paid to the Association.
B. Forfeiture of Deductions
If the balance of the employee's wages, after all other involuntary and insurance
premium deductions are made in any one pay period, is not sufficient to pay deductions
required by this Agreement, no such deduction shall be made for that period.
C. Maintenance of Membership Clause
Any employee in this unit who has-authorized Association dues deductions on the
effective date of this memorandum of understanding or at any time subsequent to the
effective date of his memorandum of understanding shall continue to have such
deductions made by the City until such time that the Association notifies the City to stop
collecting dues; provided however, that any employed in the unit may terminate such
association dues during the month of November by notifying any association official in
writing of his/her termination of Association from which dues deductions are to be
canceled. Such notification shall be delivered in person or by U.S mail and should be
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in the form of a letter containing the following information: employee name, employee
number, job classification, department name and name of the Association (Rancho
Cucamonga City Employees Association — RCCEA). The association will provide the
City's Human Resources Department with the appropriate documentation to process
these dues cancellations within ten (10) business days after the close of the withdrawal
period. RCCEA shall hold the City harmless for any and all claims, demands, suits,
orders,judgements, or other forms of liability that may arise out of or by reason of action
taken by the City under this article.
The Association shall defend, indemnify and hold harmless against any and all claims,
demands, suits, orders, judgements or other forms of liability that shall arise out of or by
reason of, action taken or not taken by the City under this section of the MOU. This includes
not only City's reasonable attorney's fees and costs but the reasonable cost of management
preparation time as well. The City shall notify the Association of such costs on a case-by-
case basis.
SECTION 53: NEW EMPLOYEE ORIENTATION —AB119
The City shall provide thirty (30) minutes at a mutually agreeable time during the employee
onboarding process for a RCCEA representative to meet .with a new RCCEA covered
employee and present benefits of being a member of the union. Onboarding of new
employees occurs during the first working day at the start of a new pay period up to twenty-
six (26) times per year. The City will provide a calendar before the start of a new year. The
City will provide RCCEA with at least ten (10) days-notice, or as soon as practical, of
onboarding of new RCCEA covered employees. A RCCEA representative will have up to
thirty(30) minutes of uninterrupted time to meet with new RCCEA covered employees. Prior
to meeting, or in no case later than the meeting time, the City will provide the name and job
assignment of the new employee to the RCCEA representative. The City will provide
designated RCCEA representatives with all available information about the employee as
required under AB119 within thirty (30) days of the employees start date and the City will
provide information on all RCCEA covered employees again as required by AB119 at least
three (3) times per year.
SECTION 54: USE OF CITY RESOURCES
RCCEA may be granted permission to use any City facilities accessible to the general public
for meeting purposes, during the regular hours such space is accessible to the public,
provided space for such meetings can be made available without interfering with City needs
and is otherwise not reserved by any other groups or individuals. RCCEA may also be
permitted to use the City Council Chambers, during regular business hours, for RCCEA
meetings, provided the City Council Chambers is not otherwise reserved. Permission to use
City facilities must be obtained by RCCEA from the appropriate management
representative. RCCEA shall be held fully responsible for any damages to, and the security
of, any City facilities that are used by RCCEA.
26
J "
SECTION 55: ASSOCIATION RELEASE TIME
When RCCEA is formally meeting and conferring with representatives of the City on matters
within the scope of representation during regular City business hours,a reasonable number of
Officers or other representatives of the RCCEA shall be allowed reasonable time off without
loss of compensation or other benefits.
1. Such Officers and representatives shall not leave their duty or workstation or
assignment without the knowledge of the department head ordivision manager.
2. Such meetings are subject to scheduling in a manner consistent with operating
needs and work schedules.
RCCEA Officers or representatives shall be permitted, if requested by an RCCEA
represented employee to attend an employee counseling session, which could result in
disciplinary action. Such officers or representatives shall also be permitted,if requested by the
Association employee, to be present at an employee disciplinary session.
1. Such Officers or representatives shall not leave their duty or workstation or
assignment without the knowledge ofthe department head ordivision manager.
2. No more than one employee at a time shall be granted release time to represent
one employee.
RCCEA Officers or representatives of the Association shall be given reasonable time during
work hours to investigate, and process specified grievances or complaints arising out of the
application of MOU or personnel rules, upon prior permission from their respective
department head or division manager.
During the term of the next MOU, RCCEA Officers and representatives agree to track their
Association release time via the payroll system. The City and RCCEA agree to review this
usage to determine if limits need to be incorporated into a subsequent MOU.
SECTION 56: RELEASE TIME FOR ALL HANDS MEETING
RCCEA shall be allowed four (4) ninety (90) minute periods of release time for all hands
meetings per fiscal year, including travel time, during work hours. For the purposes of labor
negotiations with the City additional meetings may be requested and may be granted by the
Human Resources Director.
SECTION 57: LABOR MANAGEMENT COMMITTEE
The City and RCCEA agree to implement quarterly labor/management committee (LMC)
meetings to discuss employee relations issues. The LMC will not be authorized to change
the MOU or to settle any grievance
SECTION 58: PRIORITY OF MEMORANDUM OF UNDERSTANDING
This memorandum of understanding between the City and the Rancho Cucamonga City
27
Employees Association shall take precedent over the Personnel Rules adopted per
Resolution 13-065.
SECTION 59: ADOPTION OF MOU
This memorandum, between the City and the Rancho Cucamonga City Employees
Association (RCCEA) representing the Supervisory Professional and General Employee
bargaining units, was adopted on March 19, 2025.
28
City of Ran o ucamonga: Rancho Cucamonga City Employees Association:
Date `t Date
n R.G1111son Mary La Ian e
City Manager Managing Labor Representative
Peter Castro Crystal Zuni
Deputy City Manager Community Services Supervisor
Je I' BoncTMendeff
Human 136sources Director Associate Planner
Juli Sowles
uty City Manager
Matt4bw Amfs
Dep City Manager
29
Appendix A:
Vacation Time Use for Medical Premium
1. Introduction. For employees covered under MOU's that include a provision to allow employees to use accrued
vacation for above City-paid contribution maximum medical insurance. This policy serves to establish procedures
for the implementation of,this program.
2. Responsibility. Under the general direction of the City Manager, the Finance Director will be responsible for
the administration of this program and will verify that each applicant meets all requirements of this program.
3. Terms. All use of accrued vacation for above city-paid contribution maximum medical insurance will conform
to the following guidelines:
a. Employees must complete the attached agreement(Attachment A)prior to participating in this program. The
agreement will be irrevocable and effective for one calendar year unless the participant terminates
employment with the City during the year. The agreement will be reviewed by Human Resources and Risk
Manager and approved by the Finance Director.
b. Employees who want to participate in the program and participants who want to continue for another year
must apply or reapply by December 15th, prior to the commencement of a new calendar year.
c. Employees must agree to cash out a set number of vacation hours earned during the participating calendar
year for use each month. Employees may choose to cash out any number of vacation hours up to the amount
needed to cover the amount of medical premium over the city-paid contribution maximum but only up to the
total of vacation hours earned during the participating calendar year.
d. Human Resources, Finance, DoIT, and RCCEA will develop a method for how this is reported and tracked
each pay period.
e. Vacation hours used in this program will not count towards any overtime or double time calculations.
f. If accrued vacation is insufficient to pay for any portion of the premium above the City-paid maximum, the
difference will be deducted from the employee's net pay from any source.
g. Vacation pay cashed out to pay for medical premiums is taxable.
h. The amount of money deducted from an employee's paycheck to pay the over the maximum amount is on a
pre-tax basis provided the employee also enrolls in the City's Section 125 Cafeteria Plan to make an
irrevocable annual election to pay the over-the-cap medical premiums with pre-tax dollars to maximize tax
savings.
4. Required Qualifications. This program is available only to regular full-time employees in good standing with
at least twelve months of service as a full-time employee.
Attachment:
Vacation time use for medical premium agreement
Vacation Time Use for Medical Premium Program (Continued)
City of Rancho Cucamonga Vacation Time Use
for Medical Premium Agreement
a qualified, full-time employee (Participant) of the City of Rancho Cucamonga (City) hereby
make an irrevocable election to participate in the City's Vacation Time Use for Medical Premium Program
(Program)for upcoming calendar year according to the following terms and conditions:
1. The Participant has been provided with an attached copy of the City's Vacation Time Use for Medical Premium
Program Policy, and hereby agrees to comply with all terms and conditions.
2. The Participant hereby irrevocably authorizes the City to payout vacation time earned during the participating
calendar year on a monthly basis as follows:
A Monthly Medical Premium Amount: $
B Less: Current City Paid Maximum Amount: $
C Current monthly over the cap amount $
D Current Hourly Pay Amount: $
E Amount of vacation hours needed each month:
F Amount of vacation hours earned during the participating calendar year:
G Amount of vacation hours earned each month (F divided by 12):
H Amount of vacation hours to be used each month (VM)—Lesser of E and G:
3. This Agreement,together with the City's Vacation Time Use for Medical Premium Program Policy, constitutes
the complete agreement between the Participant and the City. No oral agreement or understanding not reduced
to writing and specifically incorporated into this Agreement shall be of any force or effect. This Agreement may
only be changed upon a written document signed by the Participant and the City.
Accepted by: Reviewed by: Approved by:"
Participant Human Resources Director Finance Director
Date": Date: Date:
*This Agreement must be submitted by December 151n
*"If Finance Director is the Program Participant, City Manager must sign as the approving official.
Exhibit B
Resolution No. 2025-XXX
RCCEA COVERED EMPLOYEES IN THE
SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS
ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES
Monthly Pay Ranges Effective March 24, 2025
Minimum Control Point Maximum
Class Title Step Amount Step Amount Step Amount
Account Clerk 4375 $3,307 4415 $4,038 4435 $4,460
Account Technician 4423 $4,200 4463 $5,127 4483 $5,666
Accountant# 3465 $5,180 3505 $6,324 352& $6,986
Accounts Payable Supervisor# 3470 $5,310 3510 $6,482 1 3530 $7,163
Administrative Assistant 4369 $3,208 4409 $3,917 4429 $4,329
Animal Behavior Specialist 4388 $3,527 4428 $4,307 4448 $4,759
Animal Care Attendant 4349 $2,905 4389 $3,546 4409 $3,917
Animal Care Supervisor# 3454 $4,903 1 3494 $5,984 3514 $6,613
Animal Caretaker 4378 $3,357 4418 $4,097 4438 $4,526
Animal Rescue Specialist 4388 $3,527 4428 $4,307 4448 $4,759
Animal Services Dispatcher 4369 $3,208 4409 $3,917 4429 $4,329
Animal Services Officer 1 4421 $4,159 4461 1 $5,077 4481 $5,610
Animal Services Officer II 4441 $4,594 4481 $5,610 4501 $6,198
Artistic Producer- Mainstreet Theatre 4450 $4,807 4490 $5,867 4510 $6,482
Assistant Engineer# 3504 $6,290 3544 $7,679 3564 $8,486
Assistant Planner# 3468 $5,258 3508 $6,419 3528 $7,089
Associate Engineer# 3534 $7,306 1 3574 $8,919 3594 $9,855
Associate Planner# 3487 $5,780 3527 $7,057 3547 $7,795
Box Office Coordinator 4450 $4,807 4490 $5,867 4510 $6,482
Budget Anal st# 3515 $6,645 3555 $8,111 3575 $8,962
Building Inspection Su ervisor#2 3504 $6,290 3544 $7,679 1 3564 $8,486
Building Inspector 12 4444 $4,663 1 4484 $5,692 4504 $6,290
Building Inspector 112 4464 $5,152 4504 $6,290 4524 $6,951
Business License Clerk 4378 $3,357 4418 $4,097 4438 $4,526
Business License Inspector 4418 $4,097 4458 $5,002 4478 $5,526
Business License Program Coordinator 4432 $4,395 4472 $5,361 4492 $5,925
Business License Program Supervisor# 3470 $5,310 3510 $6,482 3530 $7,163
Business License Technician 4408 $3,899 4448 $4,759 4468 $5,258
City Clerk Records Management Analyst# 3470 $5,310 3510 $6,482 3530 $7,163
Community Affairs Coordinator 4450 $4,807 4490 $5,867 1 4510 $6,482
Community Affairs Officer# 3515 $6,645 1 3555 $8,111 3575 $8,962
Community Affairs Senior Coordinator# 3480 $5,580 3520 $6,814 3540 $7,529
Community Affairs Specialist 4350 $2,917 4390 $3,562 4410 $3,937
Community Affairs Technician 4437 $4,506 4477 $5,499 4497 $6,075
Community Development Technician 1 4413 $3,994 4453 $4,878 1 4473 $5,390
Community Development Technician II 1 4423 1 $4,200 1 4463 $5,127 4483 1 $5,666
community -j
improvement Su ervisor#2 3504 $6,290 3544 $7,679 3564 $8,486
Rancho Cucamonga City Employees Association
Salary Schedule
March 24, 2025
Resolution No. 2025-XXX
RCCEA COVERED EMPLOYEES IN THE
SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS
ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES
Monthly Pay Ranges Effective March 24, 2025
Minimum Control Point Maximum
Community Improvement Officer 1 4421 $4,159 4461 $5,077 4481 $5,610
Community Improvement Officer II 4441 $4,594 4481 $5,610 -4501 $6,198
Community Programs Coordinator 4450 $4,807 4490 $5,867 4510 $6,482
Community Programs Specialist 4437. $4,506 4477 1 5,499 1 4497 $6,075
Community Services Coordinator 4450 $4,807 4490 $5,867 4510 $6,482
Community Services Project Coordinator# 3500 $6,166 3540 $7,529 3560 $8,316
Community Services Specialist 4350 $2,917 4390 $3,562 4410 $3,937
Community Services Supervisor# 3480 $5,580 1 3520 $6,814 3540 , $7,529
Community Services Technician 4437 $4,506 4477 $5,499 4497 $6,075
Community Theater Producer 4450 $4,807 4490 $5,867 4510 $6,482
Customer Care Assistant 4369 $3,208 4409 $3,917 4429 $4,329
Customer Service Representative 4378 $3,357 4418 $4,097 4438 $4,526
Customer Service Specialist I - Utilities 4413 $3,994 4453 $4,878 4473 $5,390
Customer Service Specialist II - Utilities 4423 $4,200 4463 $5,127 4483 $5,666
Customer Service Specialist III - Utilities 4443 $4,640 4483 $5,666 4503 $6,259
Engineering Aide 4421 $4,159 4461 $5,077 4481 $5,610
Engineering Technician 4451 $4,829 1 4491 $5,897 4511 $6,513
Environmental Programs Coordinator# 3503 $6,259 3543 .$7,643 3563 $8,444
Environmental Programs Ins ector2 4464 $5,152 4504 1 6,290 1 4524 $6,951
Event & Rental Services Coordinator 4450 $4,807 4490 $5,867 4510 $6,482
Executive Assistant II# 3444 $4,663 3484 $5,692 3504 $6,290
Executive Assistant' 4394 $3,635 4464 $5,152 4484 $5,692
Fleet Su ervisor#z 3488 $5,806 1 3528 $7,089 3548 $7,835
Front of House Coordinator 4450 $4,807 4490 1 $5,867 4510 $6,482
Fund Development Coordinator# 3470 $5,310 3510 $6,482 3530 $7,163
GIS Analyst# 3505 $6,324 3545 $7,718 3565 $8,526
GIS Specialist 4456 $4,953 4496 $6,045 4516 $6,679
GIS Supervisor# 3535 $7,344 1 3575 $8,962 1 3595 $9,903
GIS Technician 4436 $4,480 `4476 $5,470 4496 . $6,045
Human Resources Business Partner# 3433 $4,415 3473 $5,390 3493 $5,957
Human Resources Clerk 4389 $3,546 4429 $4,329 4449 $4,781
Human Resources Technician 4420 $4,137 4460 $5,052 4480 $5,580
Information Technology Analyst I# 3505 $6,324 3545 $7,718 1 3565 $8,526
Information Technology Analyst II# 3520 $6,814 3560 $8,316 3580 $9,187
Information Technology Specialist 1 4456' $4,953 4496 $6,045 4516 $6,679
Information Technology Specialist II 4471 $5,337 '4511 $6,513 4531 $7,198
Information Tech Operations Su vr.# 1 3535 1 $7,344 3575 $8,962 3595 $9,903
Information Technology Technician 4411 1 $3,956 4451 $4,829 1 4471 $5,337
Rancho Cucamonga City Employees Association
Salary Schedule
March 24, 2025
Resolution No. 2025-XXX
RCCEA COVERED EMPLOYEES IN THE
SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS
ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES
Monthly Pay Ranges Effective March 24, 2025
Minimum Control Point Maximum
Lead Park Ranger A 4421 $4,159 4461 $5,077 4481 $5,610
Librarian 1 4435 $4,460 4475 $5,444 4495 $6,015
Librarian ll# 3457 $4,976 3497 $6,075 3517 $6,713
Library Assistant 1 4373 $3,271 4413 $3,994 4433 $4,415
Library Assistant 11 4414 $4,017 1 4454 $4,903 4474 $5,417
Library Clerk 4356 $3,008 4396 $3,671 4416 $4,055
Library Technician 4393 $3,616 4433 $4,415 4453 $4,878
Maintenance Su ervisor#2 3488 $5,749 3528 $7,019 3548 $7,757
Management Aide 4440 $4,572 4480 $5,580 4500 $6,166
Management Analyst 1# 3470 $5,310 1 3510 $6,482 3530 $7,163
Management Analyst II# 3498 $6,105 3538 $7,455 3558 $8,235
Management Analyst III# 3515 $6,645 3555 $8,111 3575 $8,962
Office Services Clerk 4369 $3,208 4409 $3,917 4429 $4,329
Patron & Events Supervisor# 3480 $5,580 3520 $6,814 3540 $7,529
Payroll Supervisor# 3470 $5,310 3510 $8,482 3530 $7,163
Planning Specialist 4443 $4,640 4483 $5,666 4503 $6,259
Planning Technician 4423 $4,200 4463 1 $5,127 1 4483 $5,666
Plans Examiner 1 4474 $5,417 4514 $6,613 4534 $7,306
Plans Examiner 11# 3488 $5,749 3528 $7,019 3548 $7,757
Procurement Business Partner 4411 $3,956 4451 $4,829 4471 $5,337
Procurement Clerk 4374 $3,291 1 4414 $4,017 4434 $4,438
Public Services Technician 1 4413 $3,994 4453 $4,878 4473 $5,390
Public Services Technician II 4423 $4,200 4463 $5,127 4483 $5,666
Public Services Technician III 4443 $4,640 4483 $5,666 4503 $6,259
Public Works Inspector 12 4444 $4,663 4484 $5,692 4504 $6,290
Public Works Inspector 112 4464 $5,152 1 4504 $6,290 4524 $6,951
Records Clerk 4358 $3,036 4398 $3,708 4418 $4,097 -
Records Coordinator 4386 $3,491 4426 $4,264 4446 $4,711
Risk Management Coordinator# 3470 $5,310 3510 $6,482 3530 $7,163
Safety Officer# 3515 $6,645 3555 $8,111 3575 $8,962
Senior Account Clerk 4395 $3,653 4435 $4,460 4455 $4,927
Senior Account Technician 4446 1$4,711 4486 $5,752 4506 $6,355
Senior Accountant# 3498 ,105 3538 $7,455 3558 $8,235
Senior Animal Care Supervisor# 3461 ,077 3501 $6,198 3521 $6,848
Senior Animal Services Officer# 3461 $5,077 3501 $6,198 3521 $6,848
Senior Building Ins ector#2 3484 $5,692 3524 $6,951 3544 $7,679
Senior Business License Clerk 4398 $3,708 4438 $4,526 4458 $5,002
Senior Community Improvement Officer# 3461 $5,077 3501 $6,198 1 3521 1 $6,848
Rancho Cucamonga City Employees Association
Salary Schedule
March 24,2025
Resolution No. 2025-XXX
RCCEA COVERED EMPLOYEES IN THE
SUPERVISORY/PROFESSIONAL AND GENERAL EMPLOYEES GROUPS
ASSIGNMENTS OF CLASSIFICATIONS TO PAY RANGES
Monthly Pay Ranges Effective March 24, 2025
Minimum Control Point Maximum
Senior Electrician# 3485 $5,723 3525 $6,986 3545 $7,718
Sr Environmental Compliance Inspector 4485 $5,723 4526 $7,020 4546 $7,758
Senior GIS Analyst# 3520 $6,814 3560 $8,316 3580 $9,187
Sr Human Resources Business Partner# 3498 $6 105 3538 $7 455 3558 $8 235
Senior Information Technology Anal st# 3535 $7,344 3575 $8,962 3595 $9,903
Senior Information Technology S ecialist# 3493 $5,957 3533 $7,272 3553 $8,033
Senior Librarian# 3468 $5,258 3508 $6,419 3528 $7,089
Senior Park Planner# 3500 $6,166 3540 1 $7,529 1 3560 $8,316
Senior Plans Examiner# 3503 $6,259 3543 $7,643 3563 $8,444
Senior Procurement Technician# 3463 $5,127 3503 $6,259 3523 $6,916
Senior Public Services Technician# 3463 $5,127 3503 $6,259 3523 $6,916
Senior Risk Management Anal st# 3515 $6,645 3555 $8,111 3575 $8,962
Senior Veterinary Technician# 3461 $5,077 3501 $6,198 3521 $6,848
Special Districts Anal st# 3498 $6,105 3538 $7,455 3558 $8,235
Sui)ervisin-q Public Works Ins ector#2 3494 $5,984 3534 $7,306 3554 $8,072
Supervisinci Traffic Systems S ecialist#2 3502 $6,228 3542 $7,604 3562 $8,400
Theater Production Coordinator 4460 $5,052 4500 $6,166 4520 $6,814
Theater Production Su ervisor# 3480 $5,580 3520 $6,814 3540 $7,529
Theatre Technician 111 4423 $4,200 4463 $5,127 4483 $5,666
Utilities Operation Su ervisor# 3515 $6,645 3555 $8,111 3575 $8,962
Utility Marker 1 4464 $5,152 4504 $6,290 4524 $6,951
Veterinary Assistant 4407 $3,878 4447 $4,735 4467 $5,230
Veterinary Technician 4437 $4,506 4477 $5,499 4497 $6,075
1'When acting as Clerk to Commissions$50 paid per night or weekend day meeting. Compensatory time off can be
substituted in lieu of$50 at the option of the employee:
2, Refer to MOU for provision of boot allowance.
#Denotes Supervisory/Professional Class. Per City Policy, Exempt positions will be hired at a minimum of Step#3487,
$5,723 per month.
Rancho Cucamonga City Employees Association
Salary Schedule
March 24,2025