HomeMy WebLinkAboutRCMA MOU 2026-2027 SignedRESOLUTION NO.2025-099
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 MANAGEMENT ASSOCIATION
WHEREAS, representatives of the City of Rancho Cucamonga (City) and the Rancho
Cucamonga Management 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 Management
Association have agreed upon and presented to this City Council a twenty-four month
Memorandum of Understanding effective January 1, 2026, to December 31, 2027; and
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF RANCHO CUCAMONGA
HEREBY RESOLVES that said Memorandum of Understanding with the Rancho Cucamonga
Management 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.
Resolution No. 2025-099— Page 1 of 2
PASSED, APPROVED, and ADOPTED this 3`d day of December, 2025.
L. Dennis or
ATTEST:
e/
CI
STATE
im Sevy,ty
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 3rd day of December,
2025.
AYES: Hutchison, Michael, Scott, Stickler
NOES: None
ABSENT:Kennedy
ABSTAINED: None
Executed this 4th day of December, 2025, at Rancho Cucamonga, California.
a/
im evy, City CI rk
Resolution No. 2025-099 — Page 2 of 2
EXHIBIT A
MEMORANDUM OF UNDERSTANDING
CITY OF RANCHO CUCAMONGA
AND
RANCHO CUCAMONGA MANAGEMENT ASSOCIATION
January 1, 2026— December 31, 2027
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MEMORANDUM OF UNDERSTANDING (MOU)
BETWEEN THE CITY OF RANCHO CUCAMONGA, CALIFORNIA AND
RANCHO CUCAMONGA MANAGEMENT ASSOCIATION (RCMA)
SECTION 1: EFFECTIVE DATE
The provisions of this MOU are effective upon City Council approval and shall continue for a 24-
month period, ending December 31, 2027.
A. Negotiations for Successor
The City and RCMA agree that negotiations for the successor MOU will begin on or before July
15, 2027.
The City and RCMA 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.
RCMA 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
During the first six months of the MOU, RCMA and the City will work cooperatively to agree on
an updated salary survey that may, but is not limited to, include new survey cities, surveyed
positions, benchmarking, and timelines. If RCMA and the City do not reach an agreement by
the end of June 2026, the existing survey based on accepted past practice will remain in place.
Both parties agree to biweekly meetings during that period to work cooperatively on this matter.
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. Each year the City will survey a minimum
of six (6) positions in the bargaining group, including a minimum of one (1) from each
workgroup, ensuring that all members of the bargaining unit are surveyed over four (4) years.
The rotation for positions surveyed was determined through a randomized lottery draw as
follows:
EXISTING SURVEY POSITIONS:
Assistant to the City Manager
Community Affairs Manager
Deputy Dir. Engineering/Deputy City Eng.
Facilities Superintendent
Senior Civil Engineer
Senior Planner
Traffic Engineer
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MOU Period 1 (2024-2025): MOU Period 3:
Animal Center Manager Deputy Director of Animal Services
Deputy Director of Finance Accounting Manager
Deputy Director of Human Resources Deputy Dir. of Innovation and Technology
Principal Management Analyst Procurement Manager
Senior Executive Assistant City Planner/Planning Manager
Deputy Director of Engineering Deputy Director of Public Works
Environmental Programs Manager Principal Engineer
Utilities Operations Manager Street/Storm Drain Maintenance Supt.
Community Services Superintendent Principal Planner
Deputy Director of City Clerk Services Deputy Director of Library Services
Library Services Manager
MOU Period 2 (2026-2027): MOU Period 4:
Plan Check and Inspection Manager Building and Safety Manager
Deputy Director of Building and Safety Veterinarian
Chief Information Security Officer Community Improvement Manager
Finance Manager Principal Accountant
Risk Manager Revenue Manager
Deputy Dir. Engineering/Utility Manager Deputy Director of Economic Development
Economic Development Manager Deputy Director of Planning
Public Works Maintenance Manager Park/Landscape Maintenance Supt.
Community Services Manager Principal Librarian
Deputy Director of Community Services Cultural Center Manager
Positions will be surveyed for individual market and internal equity purposes only. There must
be a minimum of six comparable agencies in the survey group or results will not be valid and
would not be included with the existing survey positions. The information gathered will be
shared with the group. The group survey for overall market equity comparison will continue to
use exiting survey positions to ensure longitudinal validity.
SECTION 3: COST OF LIVING ADJUSTMENT
Effective the first full pay period in January 2026, all RCMA covered employees shall receive a two
percent (2%) cost of living adjustment.
Effective the first full pay period in January 2027, all RCMA covered employees shall receive a two
percent (2%) cost of living adjustment.
Effective the first full pay period in December 2027, All RCMA covered employees shall receive a
two percent (2%) cost of living adjustment
A. Internal Salary Increase
Effective the first full pay period in January 2026, the following positions would receive a
salary increase within their positions current range after any COLA or salary range
adjustments outlined for that same time in the MOU.
3.00% for Deputy Directors of City Clerk Services, Library Services and Animal Services
3.00% for Library Services Manager
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SECTION 4: SALARY STRUCTURE
All employees will be assigned to salary ranges which are no less than 20% below the control point
and no more than 10% 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.
Effective the first full pay period in January 2026, adjustments to the bottom and top of the
classification salary ranges will occur as outlined below:
2.38% Accounting Manager 2.38% Economic Development Manager
2.38% Animal Center Manager 2.38% Environmental Programs Manager
0.00% Assistant to the City Manager 3.76% Facilities Superintendent
10.38% Building and Safety Manager 2.38% Finance Manager
2.38% Chief Information Security Officer 2.38% Library Services Manager
2.38% City Planner/Planning Manager 3.76% Park/Landscape Maintenance Supt
2.38% Community Affairs Manager 2.38% Plan Check and Inspection Manager
2.38% Community Improvement Manager 2.38% Principal Accountant
2.38% Community Services Manager 4.21% Principal Engineer
17.20% Community Services Superintendent 2.38% Principal Librarian
2.38% Cultural Center Manager 0.00% Principal Management Analyst
11.62% Deputy Dir. Of Animal Services 14.83% Principal Planner
11.62% Deputy Director of City Clerk Services 2.38% Procurement Manager
11.62% Deputy Director of Community Services 2.38% Public Works Business Manager
11.62% Deputy Director of Building and Safety 2.38% Public Works Maintenance Manager
11.62% Deputy Director of Economic Development 2.38% Revenue Manager
11.62% Deputy Dir.of Eng./Deputy City Engineer 2.38% Risk Manager
11.62% Deputy Dir.of Engineering/Utilities& Enviro. 2.38% Senior Civil Engineer
11.62% Deputy Director Engineering 22.61% Senior Executive Assistant
9.36% Deputy Director of Finance 14.83% Senior Planner
11.62% Deputy Director of Human Resources 3.76% Street/Storm Drain Maintenance Supt
11.62% Deputy Dir. of Innovation and Technology 9.76% Traffic Engineer
11.62% Deputy Director of Library Services 2.38% Utilities Operations Manager
11.62% Deputy Director of Planning 11.62% Veterinarian
11.62% Deputy Director of Public Works
These changes to the salary ranges do not affect employee pay unless an employee is now paid
less than the bottom of the range. In that case, the employee would move up to the new bottom of
the range. In addition, those currently at top step would see increases in the first full pay period in
February per the MOU MAP process.
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SECTION 5: PROFESSIONAL DEVELOPMENT PLAN AND MERIT INCREASE
Annual performance reviews have been replaced with professional development plans
and at least two (2) ongoing coaching check-ins per year.
The City has formed a committee of all bargaining groups who agreed to change. Training
as well as handouts will be provided to employees and supervisors to assist with the
professional development plan and yearly coaching conversations. The City will review
the form(s) and process with this committee at least every three years to assure their
usefulness for employees and supervisors.
RCMA employees on or starting a probationary period would be eligible to receive up to
five percent (5%) through the term of their probationary period per the Personnel Rules
and are then eligible for the merit increase in the next development plan cycle, as long as
the probationary period was completed before the end of November (ex. An employee
whose probationary period ended in March through November would be eligible for the
upcoming February increase. An employee whose probationary period ended December
to February would have to wait for the following February for another increase).
Each November, employees and their supervisors will work together to develop the
Professional Development Plan which must be completed by the employee and
supervisor by the end of the second full week in December of every year.
Plan timeline:
No later than the first and second week of November—Employee fills out their"My
Action Plan."
Third and fourth week of November— Employees and Supervisors work together
on the Plan, and Supervisors review the plans with their Managers or who their
Department determine.
Remainder of November through second week of December—Supervisors finalize
the Plan taking into account any input which their Supervisors provided and go
over the Plan with the employee before submittal.
Upon submission of the completed Plan in December (as outlined in the timeline above),
employees not at top step are eligible for a merit increase of five percent (5%), but no
greater than top step. The change will be reflected in the first full pay period the following
February. Employees at the top step of their salary range will be eligible to receive a non-
PERSable stipend of $500, paid in conjunction with the check for the first full pay period
in February. There is no retroactivity for Plans not timely submitted. Employees on a
performance improvement plan as of December will not be eligible for a merit increase or
stipend.
SECTION 6: MANAGEMENT BENEFITS
Employees designated as Management are not eligible for overtime pay, or
compensatory time for working hours over and above the normal daily work schedule.
Employees shall be entitled to the benefits below:
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A. Management Leave — Eighty-five (85) hours per fiscal year. Days off must be
approved by appropriate supervisor.
B. Life Insurance — The City provides $50,000 base coverage of life insurance for
bargaining unit employees. Employees who want to purchase additional life
insurance coverage with personal funds may do so at the City's group rate.
C. Deferred Compensation
457 Plan — Bargaining unit members may contribute to the 457 Plan. The City
matches up to 2% of what the employee contributes into their 457 Plan through
payroll deductions, into the 401(a) Plan.
Participation in the 457 Plan at two percent (2%) for new bargaining unit members
shall be automatic with an opt-out option.
401(a) Plan — The City contributes four percent (4%) of base salary paid into the
401(a) Plan for all RCMA employees.
D. Technology Reimbursement
The City shall provide reimbursement for employee to procure ancillary
technology devices and related peripherals in support of their positions up to a
maximum of $1,000 per fiscal year amount. Approved devices and peripherals
shall be determined by the Human Resources Department.
The City will no longer provide employees a phone stipend or any ancillary
technological devices, other than a desktop or laptop computer for his/her
workstation as is provided to most City employees for their daily use. Devices
procured under the reimbursement program must be made available for work
related activities. Reimbursed devices are exclusive to the employee for
personal and City related use and may not be transferred to another user within
24 months of being purchased.
SECTION 7: HEALTH INSURANCE
A. Level of Benefit
The City shall provide employee and family health insurance for all full-time
continuous salaried employees within the bargaining unit, subject to the limitation
that no such monthly funding by the City shall exceed $1,275 per month.
Effective the first full pay period in January 2026, monthly amount will increase to
1,500.
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Effective the first full pay period in December 2026, monthly amount will increase
to $1,550.
Effective the first full pay period in December 2027, monthly amount will increase
to $1,600.
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 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
Represented employees who wish to waive coverage under a City-paid medical
insurance plan, are eligible for this benefit and may opt out of medical insurance,
as long as they meet the ACA requirements stated in section C1 and C2.
Employees eligible for this benefit shall receive $300 per month cash-in-lieu
payment.
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 at 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.
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D. Affordable Care Act Reopener
The Rancho Cucamonga Management 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 8: 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.
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
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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 9: VOLUNTARY EMPLOYEE BENEFIT ASSOCIATION (VEBA2
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 by IRS regulations and in conformity with the Plan Document.
SECTION 10: DENTAL INSURANCE
The City shall provide a dental insurance plan for all full-time continuous salaried
employees and beneficiaries within the bargaining unit.
SECTION 11: OPTICAL INSURANCE
The City shall provide an optical insurance plan for all full-time continuous salaried
employees and beneficiaries within the bargaining unit and elected officials.
SECTION 12: 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 of members in the bargaining unit. 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 13: 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 two
percent (2%) at age 55 retirement plan ("Tier 3") and shall be provided the benefits as
described below:
A. Tier 1 — Employees Hired Before July 3, 2011
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21354.4 2.5% at 55 Full Formula
21574 4th Level 1959 Survivor
20042 1 Yr. Final Compensation
Employees shall pay the full eight percent (8%) of their PERSable compensation
towards the CaIPERS member contribution.
B. Tier 2— Employees Hired on or After July 4, 2011
21354 2% @ 55 Full Formula
21574 4th Level 1959 Survivor
20037 3 Yr. Final Compensation
Employees shall pay the full seven percent (7%) of their PERSable compensation
towards the CaIPERS member contribution.
C. It is understood that all contributions paid by the employee as described in Parts A
through B above shall be calculated based upon the full base salary of the employee,
plus any additional PERSable compensation.
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 13.
D. PEPRA— Employees hired on or After January 1, 2013*
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 Code§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 one
percent (1%), or the current contribution rate of similarly situated employees,
whichever is greater.
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Unit members who are "new members" and miscellaneous employees on and
after January 1,2013, shall be enrolled in the two percent (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).
E. In addition, the City has adopted the PARS Retirement Enhancement Plan
generally described as one-half percent (.5%) 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 10
years of full-time continuous service and retire from the City. This benefit will be
paid to qualified retirees in addition toany CalPERS benefits to which they are
entitled.
SECTION 14: 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 40 hours of bereavement leave in addition to the
currently provided 80 hours when the bereavement leave is related to the 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.
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SECTION 15: PERSONAL LEAVE
Employees can use up to 40 hours of accrued sick leave, vacation, management 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 16: VACATION
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+ 6.923 180
SECTION 17: VACATION CAP
Vacation shall be capped at 1,040 hours. Any hours accrued over 1,040 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 18: 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
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calendar year that the employee wants the City to buy back, with a minimum buy back of
20 hours up to a maximum of 160 hours. This buy back shall occur twice annually, in
June/July (between the last payday in June and the first payday in July) and December
between the first and second payday of the month), and the employee must indicate the
total amount of hours they want paid out in June/July and in December. 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 19: VACATION ACCRUAL
The City Manager may provide an accrual rate for new Management employees up to the
equivalent of a ten-year employee upon hire.
SECTION 20: SICK LEAVE
All full-time employees shall, with continuous service, accrue 120 hours of sick leave
annually. New employees begin employment with 60 hours of sick leave. Sick leave
accrual (10 hours/month) begins on the first day of the seventh month of employment.
A. Sick Leave Usage
1. For the diagnosis, care, or treatment of an existing health condition or
preventative care for an employee, or an employee's family member. Family
member shall include: a child (including a biological, adopted, or foster child,
stepchild, legal ward, or a child to whom the employee stands in loco parentis),
regardless of the child's age or dependency status; spouse or registered
domestic partner; parent (including biological, adoptive, or foster parent,
stepparent, or legal guardian of an employee or the employee's spouse or
registered domestic partner, or a person who stood in loco parentis when the
employee was a minor child); grandparent; grandchild; great-grandchild; sibling;
or designated person. A designated person means a person identified at the time
the employee requests sick leave. Employees may designate one person per 12-
month period for paid sick days.
2. To obtain any relief or services related to the employee or a family member,
including a designated person, being a victim of a qualifying act of violence,
including, but not limited to domestic violence, sexual assault, or stalking
including the following with appropriate certification of the need for such services:
a temporary restraining order or restraining order; or other injunctive relief to help
ensure the health, safety or welfare of themselves or their children.
3. To seek medical attention for injuries caused by domestic violence, sexual
assault, or stalking.
4. To obtain services from a domestic violence shelter, program, or rape crisis
center as a result of domestic violence, sexual assault, or stalking.
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5. To obtain psychological counseling related to an experience of domestic
violence, sexual assault, or stalking.
6. To participate in safety planning and take other actions to increase safety from
future domestic violence, sexual assault, or stalking, including temporary or
permanent relocation.
The above is not an exhaustive list, all other purposes as allowed by applicable law
are allowed. References to the employee using sick leave for qualifying acts of
violence apply when the employee, the employee's family member, or the
designated person is the victim.
B. Medical Certification
In the event sick leave absences due to personal illness or injury, which exceeds five
5) 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 submit to Human Resources a physician's certification
to support the absence.
SECTION 21: SICK LEAVE BUYBACK AND EARLY RETIREMENT
NOTIFICATION INCENTIVE
If employees within the bargaining unit terminate their City employment after five (5)years
of continuous service, the City will buyback 130 hours of sick time if they provide at least
two (2) weeks written notice of their intent to separate.
If employees provide early notification of their intent to retire from the City, the City will
pay employees for additional accrued sick leave hours in accordance with the schedule
below. Notification must be given in writing to Human Resources in the form of an
irrevocable letter of resignation with intent to retire:
Notification of at least twelve months 100 hours additional sick leave buyback
365 calendar days")
Notification of at least six months
75 hours additional sick leave buyback
180 calendar days")
Notification of at least four months
50 hours additional sick leave buyback
120 calendar days")
Notification of at least two months
20 hours additional sick leave buyback
60 calendar days")
Employees must have leave available in order to be eligible for the additional buyback. Use
of vacation and management leave during the time between the notification and the
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employee's retirement date will not be counted toward the required notification periods in the
schedule above.
SECTION 22: HOLIDAYS
Employees receive the following 14 holidays. All full time continuous salaried employees
shall be compensated at their regular rate for these days:
1) July 4 Independence Day
2) First Monday of September Labor Day
3) November 11 Veteran's Day
4) Fourth Thursday of November Thanksgiving Day
5) Day following Thanksgiving
6) December 24 Day preceding Christmas
7) December25 Christmas Day
8) January 1 New Year's Day
9) Third Monday of January Martin Luther King's Birthday
10) Third Monday of February President's Day
11) Last Monday of May Memorial Day
12) Three discretionary days may be taken by an employee at his/her
convenience subject to approval of the supervisor. 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 (2) consecutive days are holidays and
it would result in the City Hall being open to serve the public only two (2) days
during the week, only one (1) 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 38. 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.
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SECTION 23: 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 betaken ascompensation 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 10hours compensation for the holiday,
plus compensation at time and one-half for the hours actually worked. This payment at
time and one-half abrogates the employee's right to that holiday.
SECTION 24: 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, personal leave, or use
unpaid leave. When holiday closures are implemented by the City, Section 22's
provision regarding consecutive holidays shall not apply.
SECTION 25: NATAL AND ADOPTION LEAVE WITHOUT PAY
The City shall provide employees within the bargaining unit up to four (4) 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 26: 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 any time charged under FMLA or CFRA. Any paid time required beyond
this initial 120 hours must be charged to sick leave, vacation, compensatory or floating
holiday time.
SECTION 27: 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 (3) months of such disability absence, payments in an amount equal to the
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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 from accrued sick leave benefits. The City's obligation for such
payments shall commence on the first day of such disability absence. In the event
the employee's disability absence should exceed three(3) months, an employee shall
be allowed to supplement the Workers Compensation benefit received underState 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 28: 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 29: MILITARY SERVICE BUY BACK
Employees have the option for military service buy back at the employee's expense.
SECTION 30: BILINGUAL PAY
Bargaining Unit employees who qualify for bilingual pay will be provided such at $75 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 City Manager or
designee. 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 31: 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 $7,000 during any fiscal year. Eligibility for said
reimbursement in an amount not to exceed $7,000 in any one (1)fiscal year shall be
contingent upon a determination by the employee's department head or his designee
that all the following conditions precedent exists:
A. Expenses shall be incurred as regards coursework undertaken at a college
or university that is licensed/accredited by one (1) of the six (6) regional
accreditors involved in higher education accreditation in the United States.
B. The applicant for reimbursement shall represent to Human Resources,
documentation prepared by the accredited/licensed college or university which
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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 their designee, making a written
determination priortothe affected employee's enrollment inthecourse(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 their 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, receipts shall be provided to Human Resources
and shall evidence each expenditure for which reimbursement is sought.
SECTION 32: 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 recertifications 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 33: 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
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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 employee within 30 days of the request.
Bargaining unit employees are encouraged to check their City email account regularly for
information regarding promotional opportunities.
SECTION 34: RECOVERY OF PROFESSIONAL DEVELOPMENT COSTS
The City may pay the cost of training and certificate programs, up to $10,000, for
individual employees that are not required to maintain their positions, with the goal of
providing additional development opportunities for employees.
Employees can request that the City pay the cost of such training 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 that training or certificate if they leave
City employment within 4 years of the registration for that program. One-quarter of the
amount owed is forgiven each year. The employee must sign an agreement indicating
that any outstanding amount can be deducted from their final paycheck upon separation
if 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 budgeted within a department's budget.
SECTION 35: TEAM RC WORK APPAREL
The City shall annually provide reimbursement for employee purchased Team RC apparel
or safety footwear, in support of their position, up to a maximum of $100. Employees
would need to provide receipts for reimbursement (for up to $100 dollars) to their HR
Business Partner by May 1 of every fiscal year. The parties are agreeable to move this
into a Workday business process as soon as possible.
SECTION 36: 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 fulliime 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.
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SECTION 37: 4/10 WORK WEEK
City Hall generally operates on a 4/10 work week, hours 7:00 a.m. to 6:00 p.m., 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 38: DIRECT DEPOSIT
All new bargaining unit members are required to enroll in direct deposit. Vacation buy
backs can be by paper check.
SECTION 39: MANDATORY USE OF MULTI-FACTOR AUTHENTICATION
TECHNOLOGY
The City will require the use of multi-factor authentication technology by employees for
access to all City systems including Workday. This would include the placement of such
technology on all devices employees use to access City systems including personal cell
phones.
SECTION 40: CONFIDENTIAL EMPLOYEES
The City will provide RCMA with a list of specific Confidential Employees whose positions
are covered by the Management Employees' bargaining unit. These employees are
designated as Confidential Employees due tothe 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.
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 RCMA.
Confidential Employees may be employed in some of the following positions (this list is not
exhaustive):
Deputy Director of Finance
Deputy Director of Human Resources
Finance Manager
Principal Accountant
Revenue Manager
Senior Executive Assistant
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SECTION 41: 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 RCMA 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 RCMA may, after receiving approval in writing
from the City, put up a bulletin board not to exceed 18" x 24" depending on available
space. RCMA 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 RCMA meetings, agenda and minutes.
Information on RCMA elections and the results.
Information regarding RCMA social, recreational, and related news bulletins.
Reports of official business of RCMA, 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 RCMA. RCMA agrees to follow the City's E-Mail Policy
when sending emails to City employees. RCMA 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 42: 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 RCMA to confer with Bargaining Unit employees during working hours.
Therefore, RCMA Labor Relations Representatives, Officers or representatives will be
granted access to work locations during regular working hours to investigate and process
grievances or appeals. RCMA 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 (1)
business day in advance of the requested access, of the general nature of the business.
The designated management representative may deny access or terminate access to work
locations if, in their judgment, it is deemed that the visit would interfere with the efficiency,
safety,or security 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 amutually
agreeable time for access to the employee. RCMA 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 RCMA's access right to work locations and any reasonable
denial of access shall not be subject to the grievance procedure.
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SECTION 43: NEW EMPLOYEE ORIENTATION - AB119
City shall provide 30 minutes at a mutually agreeable time during the employee
onboarding process for a RCMA representative to meet with a new RCMA 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 26
times per year. The City will provide a calendar before the start of a new year. The City
will provide RCMA with at least 10 days-notice, or as soon as practicable, of onboarding
of new RCMA covered employees. A RCMA representative will have up to 30 minutes of
uninterrupted time to meet with new RCMA 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 RCMA representative. The City will provide designated RCMA
representatives with all available information about the employee as required under
AB119 within 30 days of the employees start date and the City will provide information on
all RCMA covered employees again as required by AB119 at least three (3) times per
year.
SECTION 44: USE OF CITY RESOURCES
RCMA 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. RCMA may
also be permitted to use the City Council Chambers, during regular business hours, for
RCMA meetings, provided the City Council Chambers is not otherwise reserved.
Permission to use City facilities must be obtained by RCMA from the appropriate
management representative. RCMA shall be held fully responsible for any damages to,
and the security of, any City facilities that are used by RCMA.
SECTION 45: ASSOCIATION RELEASE TIME
When RCMA 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 RCMA 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 or division manager.
2. Such meetings are subject to scheduling in a manner consistent with operating
needs and workschedules.
RCMA Officers or representatives shall be permitted, if requested by an RCMA
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.
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SECTION 49: ADOPTION OF MOU
This memorandum between the City and the Rancho Cucamonga Management
Association was adopted on December 3, 2025.
City of Rancho Cucamonga: Rancho Cucamonga Management Association:
Date: /L/ 7/'rc,t — Date: ( Z Ill I 2-5
Elisa C. Cox Heather Bolton
City Manager Deputy Director of Animal Services
Peter Castro Ju in Garcia
Deputy City Mana er De y Director of Engineering Services
Robert Neiuber Chris L ere
Human Resources Director Building and Safety Manager
Emili Nielsen Marlena Perez
Senior HR Business Partner Principal Engineer
Theodore Morales
Community Services Superintendent
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1 . Such Officers or representatives shall not leave their duty or workstation or
assignment without the knowledge of the department head or division manager.
2. No more than one(1)employee at a time shall be granted release time to represent
one (1) employee.
RCMA Officers or representatives of the Association shall be given reasonable time
during work hours to investigate,and process specified grievances orcomplaints 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, RCMA Officers and representatives agree to track their
Association release time via the payroll system. The City and RCMA agree to review this
usage to determine if limits need to be incorporated into a subsequent MOU.
SECTION 46: RELEASE FOR ALL HANDS MEETING
RCMA shall be allowed four (4) 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 47: LABOR MANAGEMENT COMMITTEE
The City and RCMA 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 48: PRIORITY OF MEMORANDUM OF UNDERSTANDING
This memorandum of understanding between the City and the Rancho Cucamonga
Management Association shall take precedent over the Personnel Rules adopted per
Resolution 13-065.
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