HomeMy WebLinkAboutResolutions - No. 2022-165RESOLUTION NO. 2022-165
A RESOLUTION OF THE LODI CITY COUNCIL APPROVING THE
STATEMENT OF BENEFITS WITH LODI FIRE MID -MANAGEMENT
EFFECTIVE JULY 1, 2022 THROUGH JUNE 30, 2025
WHEREAS, representatives from the City and Lodi Fire Mid -Management (LFMM) have
bargained in good faith and reached a tentative agreement on a successor Statement of
Benefits; and
WHEREAS, it is recommended that Council approve revisions to the Statement of
Benefits with LFMM to include the following:
• The term of the Statement of Benefits shall be from July 1, 2022 through June 30, 2025.
• Fifteen percent (15%) wage adjustment over the term of the contract as follows:
o Six percent (6%) effective July 11, 2022;
o Five percent (5%) effective July 10, 2023; and
o Four percent (4%) effective July 8, 2024.
• Increase to the City's contribution towards medical premiums and remain over the term of
the contract:
o $2,005.81 per month for family coverage;
o $1,542.71 per month for employee plus one dependent coverage; and
o $771.35 per month for employee only coverage.
• Increase to the annual maximum dental benefit from $1,000 to $1,250 and the addition of
orthodontia benefits for the employees and eligible dependents with a lifetime maximum
benefit of $1,250.
• Increase the Chief Fire Officer Certificate incentive by $150 per month for members in
LFMM who complete the task book and obtain certification.
NOW, THEREFORE, BE IT RESOLVED that the Lodi City Council does hereby approve
the attached Statement of Benefits (Exhibit A) between the City of Lodi and Lodi Fire
Mid -Management, effective July 1, 2022 through June 30, 2025.
Date: June 15, 2022
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I hereby certify that Resolution No. 2022-165 was passed and adopted by the Lodi City
Council in a regular meeting held June 15, 2022, by the following vote:
AYES: COUNCIL MEMBERS — Hothi, Khan, Kuehne, and Mayor Chandler
NOES: COUNCIL MEMBERS — None
ABSENT: COUNCIL MEMBERS — Nakanishi
ABSTAIN: COUNCIL MEMBERS — None
OLIVIA NASHED
City Clerk
2022-165
Exhibit A
STATEMENT OF BENEFITS
BETWEEN
CITY OF LODI
AND
LODI FIRE MID -MANAGEMENT (LFMM)
rr rr v r, 204-9- JUNE 30, 2022
JULY i 2022 -JUNE 30 2025
FIRE MID -MANAGEMENT GEMENT — STATEMENT OF BENEFITS
Contents
ARTICLEI - SALARY...............................................................................................................................................3
ARTICLEII - DEFERRED COMPENSATION........................................................................................................4
ARTICLE III - FLEXIBLE SPENDING ACCOUNT...............................................................................................4
ARTICLEIV — BILINGUAL.......................................................................................................................................4
ARTICLEV - EDUCATION INCENTIVE...............................................................................................................4
ARTICLE VI — SPECIAL ASSIGNMENT pAY..........................................................................................................5
ARTICLEVII — TEMPORARY UPGRADE................................................................................................................6
ARTICLEVIII — JURY DUTY....................................................................................................................................6
ARTICLEIX - LONGEVITY PAY...........................................................................................................................6
ARTICLEX - OVERTIME........................................................................................................................................7
ARTICLEXI — CATASTROPHIC LEAVE.................................................................................................................8
ARTICLEXII - RETIREMENT.................................................................................................................................8
ARTICLEXIII -VACATION LEAVE.......................................................................................................................9
ARTICLE XIV - ADMINISTRATIVE LEAVE......................................................................................................10
ARTICLEXV - HOLIDAYS...................................................................................................................................10
ARTICLEXVI — LEAVE OF ABSENCE..................................................................................................................11
ARTICLEXVII - SICK LEAVE..............................................................................................................................I1
ARTICLE XVIII - SICK LEAVE CONVERSION..................................................................................................1 I
ARTICLE XIV - SURVIVORS BENEFITS.............................................................................................................13
ARTICLE XX - EXECUTIVE PHYSICAL EXAMINATION................................................................................13
ARTICLEXXI - MEDICAL INSURANCE............................................................................................................13
ARTICLE XXII - DENTAL AND ORTHODONTIA INSURANCE
.....................................................................14
ARTICLEXXIII - VISION INSURANCE..............................................................................................................14
ARTICLEXXIV - LIFE INSURANCE...................................................................................................................14
ARTICLE XXV - CHIROPRACTIC INSURANCE.................................................................................................14
ARTICLEXXVI - UNIFORM ALLOWANCE........................................................................................................15
ARTICLE XXVII - TUITION REIMBURSEMENT...............................................................................................15
ARTICLEXXVIII - 56 -HOUR WORKWEEK ......................................................................................................15
ARTICLEXXIX - PERSONAL LIABILITY .............. —............. ................... ....................................... .................. 15
ARTICLE XXX- GRIEVANCE PROCEDURE.........................................................................................................16
ARTICLE XXXI - DISCIPLINARY PROCEDURE..................................................................................................17
ARTICLEXXXII —CITY RIGHTS............................................................................................................................19
ARTICLE XXXIII — DEPARTMENT SANCTIONED TEAMS...............................................................................20
ARTICLE XXXIV — COMPLETE AGREEMENT....................................................................................................20
ARTICLEXXXV — SEVERABILITY.......................................................................................................................20
ARTICLE XXXVI — PARAMEDIC INCENTIVE RE-OPENER..............................................................................21
ScheduleA — Salary Schedules...................................................................................................................................22
2
LIEt Li-D-MANAGEM•UNT=STATEMENT dF BEhiL'-RT5
FIRE MID -MANAGEMENT CLASSIFICATIONS
Deputy Fire Chief
Fire Battalion Chief
ARTICLE I - SALARY
1.1 Effective August 27, 2018, the City shall increase the salary ranges by three percent (3%)
in exchange for a CalPERS cost sharing agreement pursuant to California Government
Code §20516; whereby Fire Mid -Management employees agree to pay three percent (3%)
of the employer's normal pension cost of Ca1PERS. The parties agree that should the
parties negotiate the elimination of the three percent (3%) cost-sharing by the employee,
the corresponding three percent (3%) salary adjustment is subject to reduction, elimination
or change through the negotiation process.
1.2 Effective July 11, 2022, the City shall _provide a wage increase of six percent (6%),
effective July 10, 2023, the City shall provide a wage increase of five percent OL61; and
c1'lec.tive July 8. 2021, the C y shill cnvicic a AggL incrcttse of tour nereent (41%). w4th
{ore-Rrsl lid ptiy11 Puri l 1 R)11olwing Cihe 91 m..nieli .PRent! .=— �k*yfts
R# UM! -vi=iii FeEt!4Ve 8 r •1 II7tirth--�H `1.1 rr ety,; i�
ElE1 4lkt+?1dFltrlrilcr�-ii. c�rr'rl3 E E'-�Frtit �tdli 13Ay-j�HF+F1fi 1F� 2 04� Ei1•`lA .11dy 2021 employ-,
wil�ri�ive tlifevi►+� 3y t►tit 4F1ivi�rg al#jti�ttlrei�!
1.3 As of July 1, 20224-9, and each4t-4l-I--irl-•"ic kir the dLi rat ion that thine nareementeeffWact
;c in Pffnrf +lio 11;+v -411 m ;. +o .. 7/10% ..,,1.,-., .i:4•4r----+:,.1 1 .4_.,.__ +.,._ „+,._ L,.,._ ._.._. _r
�r,Lse Lia y or B
by mulliplvi g the Fire Captain salary by 1.20. creating a 20% sep4raduli between lire
Captain and Battalion Chief.-Tlris-4i+€4-PeW-k4-%41 be etdetRafetHmsed on flie Follawitig
l.,z. L 0;i"g 010 sa10 ,.ef._r0 lie it 04.,0�01 1ki (I r 41 to 15 1_ Nr.lie" 110!t ill ii9 11" yliM�!c3Eifk'�
uf�meaii! Lase
'w be1 iris c`T'rxrJ"'Tirr"T,`soii, 'lie at'tEi44on
�'=ij-I!.`i"-V1+43'r ir"r�'-:' I,--r-l? l,''cls!;�}+ri-'.r�}!'EI{?'lE'-1�''41�-•17s-t4'.r�f;:
Fla pt
Fire A_a_1t_a_1km*jGhW
le^ Step H_,.e Say,elal;p doe
holy 1
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z�rrr-mccrrcrsc
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If after performing the calculation a 20% or greater separation already exists, no further
adjustments will be made. If after performing the calculation a separation of less than
20% exists, the salary tables for all positions in the bargaining group will be adjusted
upward by the percentage necessary to get to a 20% differential.
-i The City of Lodi and the Fire Mid -Management group agree that the term of this agreement
is July 1, 2022201-9 to June 30, 2025.
FIRE MID -MANAGEMENT -STATEMENT OF BENEFITS
4-:41.5 Although the City is not required to perform or act on a salary survey during the term of
this ag;regment, in the cven[_salar sWjgy i_s I�rtormed, the City and the L,FMM :i gree
that the salary survey cities shall be as follows:
Chico
Clovis
Davis Fairfield
Manteca
Merced
Modesto Red�linL,
Roseville
Stockton
Tracy Turlock
Vacaville
Visalia
Woodland
ARTICLE II - DEFERRED COMPENSATION
2.1 Employees may participate in the City's Deferred Compensation Plan.
2.2 The City matches up to a maximum of 3.0% of base salary.
ARTICLE III - FLEXIBLE SPENDING ACCOUNT
3.1 Employees shall have the option of participating in the Flexible Spending Account
(Section 125 Plan). Employees may elect to participate in;
a. Pfe Premium Only Plan PDP
b. Medical Flexible Spending AccountF( SA)
C. Dependent Care Flexible Spending Account QCFSA}
3.2 Elections for the calendar year will be made each Noveinhell4et,embef, or if a change in
family status occurs. Effective in plan year 2018, the Medical Flexible Spending Account
(FSA) will include a carryover provision which allows an active participant to
automatically carryover up to (lie IRS lim it 4r to the new plan year. However, amounts
over the lirnitV540 would be forfeited after the final filing date, if left unclaimed.
ARTICLE IV — BILINGUAL
4.1 Employees shall have the same bilingual incentive as set forth in the LPF MOU.
ARTICLE V - EDUCATION INCENTIVE
5.1 Education incentives will be available to eligible employees for specified degrees,
certifications, and licenses.
Associate of Arts Degree - $50.00 per month if the:
a) AA Degree is in Fire Science or related field;
b) AA Degree is in a non -related field with a Fire Science Certificate from an
accredited institution; or
c) Employee has AA Degree and is actively pursuing a Bachelor of Arts degree.
Or:
Bachelor of Arts Degree - $100.00 per month.
FIRE MID -MANAGEMENT --STATEMENTOF9ENEFITS
5.2 If an employee possesses a Bachelor ol' Arls'14A degree, he/she will receive a maximum
of $100.00 under Section 5.12.
-fill Weemilive Fil t briftlitill 5.2 ffFfw4o Ma .ii 16 2 1
5.3 Emergency Medical Technician
$200.00 per month
5.4 Employees will receive education incentive pay upon completion of the required
coursework for the following professional certifications through California State Fire
Training:
Chief Fire Officer*
Company Officer*
Fire Investigator
Instructor Level IiI*
Fire Inspector I*
Community Risk Officer*
'250.00 or $100.00** per month
50.00 per month
12.50 per month
25.00 per month
25.00 per month
12.50 per month
*Certification title changes made by California State Fire Training
° `Fil•l'echve .1111) 1,_20_'_2, cm111 I es who complete the Chief Fire Officer Task_Book and who obtain the
Chief Fire 0f1icer ccrtificace_ from 1he_Offce of the Shits Fire klal:sltrill[)5P_M1 ►%Jll repave nti arcltlltiuntLl
$I50.0U_p!r ill gnth nmximum of iuA the (' LeL im 01-1iccr.cerlilicai4ni_ 1 rIor
it) Dcr ember ;o, 2nldi►�tder the liur COIL FIRE certification•proLtwu will receive an additional $150,00
per momli�naximurn of 25n , t:l to res tuba corm lletc t It nfltec rc uirsK! co �r �vor hu dtF c1
possess the Chief ljre Offcer eert�ajd {lienol oticietheChiefs0U2crT:gskio1jkif vjll
rgcei��e_tio more $100,00.per month.
5.5 Employees shall receive a maximum of $350.00200 per month for incentives listed in
subsection 5.4. However, an additional $25.00 per month may be earned if the employee
possesses a Hazardous Materials Specialist/Technician Certificate,
5.6 Persons possessing the aforementioned requirements shall not receive the incentive pay
until such time as evidence of coursework completion is produced. Incentive pay shall
be retroactive to the final course completion date up to a maximum of six (6) months from
the date Human Resources received the required documentation.
ARTICLE VI — SPECIAL ASSIGNMENT PAY
6.1 Employees who are assigned by the fire Chief to work on a one -times cial or ma'or
Lr'cct shul.l hr...n--'ici GlnA.EiJtrt►t11 J 0'%u {rl'lltc etilpiR�ye's rc�ttittr base salary while v<ctirking
a t the . ro"et:l. CRY Miu a er tt r 7vii1 t tittst lie ibtx ined prior to Clic em to e'c �vorkitig on
the special pro'ect. It is nttituall agreed that asst nnmcnts are at the sole discretion of'the
Fire C'hic!' si+h'cci to L'ity iVlat:a fer approval. ltli Flu cis iii xttch xl5itiolts acknnwltd ,i
restisLodi _Fire Mid-Managen en1 that_emnl2yucsmay be transferred or removed tion,
the Special project tin a non-itinilive basis and that they have no right to appeal from such
transfer or removal.
MLII&t"UVr k1rat mky,ig6► I AMkW.%C;4&lam l�,NZ1 OMMINU y
ARTICLE VII — TEMPORARY UPGRADE
7.1 Any enzploygu who is mssigmed by the Fire Chief. and with the approval ol• the Ch
Manager, to a hi her classification in the Absence ol'the incumbent fora period of three or
more days, shall receive a 10% wage increl+sc while in this status. liowever in no event
Shall hu.e +rade pay per hour exceed the ton step of the classsifi •alion to which the
e111n1ttyee is 1011POratrily u»graded- City Manager approval must bq obtained erior,In the
em7 to ce vvorkin , in the hi *her classification.
ARTICLE. VIII — JURY DUTY
86.1 All full-time regular employees are granted jury duty leave with pay. Any employee who
is summoned to attend any court during the time regularly required for his employment for
the purpose of jury service shall be entitled, while so engaged and actually serving, to his
regular compensation in addition to any jury duty compensation.
86.2 No employee shall be granted jury duty leave with pay in which such employee will be
testifying in behalf of oneself or as a witness in a court of law.
86.3 An employee serving on jury duty, who is not required to be in attendance at such jury duty
for more than one half of the employee's normal working day is expected to return to his
regular work assignment for the balance of the day. An employee seated on a jury shall not
be scheduled for regular work during the twelve hours preceding the scheduled time for
jury duty.
86.4 If an employee covered by this Agreement is required by subpoena to appear in court or to
give a deposition as a result of an action taken within the scope of employment with the
City, that employee shall receive his full pay while so doing, with no loss of time if he/she
is on regular duty. If the employee is not on duty, the City agrees to compensate that
employee at one and one-half times his/her regular rate of pay, for the time spent in any
appearance as required by this Article. The employee shall demand a witness fee and shall
reimburse same to the City. As a prerequisite for payment to off-duty employees, the Fire
Chief or his designee must be notified in writing of the off-duty appearance within seventy-
two hours after the employee is subpoenaed or otherwise notified of the required court
appearance. The employee shall demand a witness fee and shall reimburse the same to the
City.
86.5 Voluntary Grand Jury service such as that service in San Joaquin County, is not covered
by Jury Duty leave.
ARTICLE IXV44 - LONGEVITY PAY
9-7.1 After completing ten years of service with the Lodi Fire Department, employees shall
receive an annual longevity pay in the amount of $1,500 in November of the year following
completion of ten years of service and each year thereafter until completing twenty years
of service with the Lodi Fire Department. Employees who have completed twenty years
of service with the Lodi Fire Department will receive longevity pay in the amount of $3,000
in November of the year following completion of twenty full years of service and each year
thereafter.
FIRE MID-MANAGEM
,NT =STATE i NT OF BENEFITS.
For the purposes of this article, all employees who as of October 31"meet the service level
requirements (either ten full years or twenty full years from the first day of the month in
which they started their employment with the City of Lodi Fire Department) shall receive
the longevity pay associated with their years of service with the Lodi Fire Department.
h,& --in eeii#i t�plc r Iri+ F pF+r>}�ta MFrrc4t-t t�F
ARTICLE XV 44 - OVERTIME
108.1 Due to the fact that the classifications in this bargaining unit are deemed exempt from the
overtime requirements of the Fair Labor Standards Act (FLSA), the following special
provisions for the payment of overtime will apply. Employees shall be compensated for
overtime at the time and one-half rate for time worked due to emergencies. Overtime for
Fire non -shift employees is based on a 40 hour work week. Overtime for Fire shift
employees is based upon a 56 hour work week. Emergencies shall be determined by the
appropriate department head and include but are not limited to such events as:
• Major storm damage requiring the dispatching of additional crews;
• The necessity to cover scheduled shifts;
• Direct supervision of crews assigned to work during normal days off to
accommodate the public;
• Break down of equipment and/or systems requiring the presence of the mid -
manager in order to restore service.
109.2 Overtime pay shall not be paid for the following:
• Staff meetings;
• Special projects;
• Conferences and seminars - except as noted below;
• Appearances before City Council and commissions;
• Public information presentations;
• Activities involved with the completion of normal activities or programs
such as budgets, inventory, annual financial closings, labor negotiations,
and recreation programs.
LOU All overtime must be approved by the department head. Any deviations from these
guidelines must be approved in advance by the department head and the City Manager.
109.4 Employees may accrue compensatory time in lieu of overtime pay. The accrual rate for
compensatory time shall be one and one-half hours for each hour worked.
108.5 No more than one hundred forty-four (144) hours of compensatory time may be carried on
the books at any time. Bargaining unit members shall be allowed to cash out up to a
maximum of 144 hours of earned compensatory time off twice per year, in April and
October.
FIRE MID -MANAGEMENT —STATEMENT Or BENEFITS
109.6 Upon separation, the employee will be paid at the employee's current hourly rate or the
average of the last three years, whichever is higher for the remaining compensatory
balance.
105.7 Upon promotion into a Mid -Management position all previously accrued compensatory
time must be paid or used prior to the promotion.
109.8 Deputy Fire Chief is considered an exempt classification not subject to any of the
exceptions for overtime specified in this section. However, for the purposes of and in
recognition of San Joaquin County Strike Team Agreements, the Deputy Fire Chief and
Battalion Chiefs will be allowed to participate in Strike Team Operations and be eligible
for overtime as provided for in said agreements.
ARTICLE I3iii —CATASTROPHIC LEAVE
119.1 Members of this bargaining group shall be covered by and subject to the Citywide
Catastrophic Leave Policy set forth in the City's current Administrative Policy Manual.
ARTICLE+' XII - RETIREMENT
124-0.1 The City of Lodi provides retirement benefits through the Public Employees Retirement
System (PERS). Employees shall receive the following retirement benefits. The following
plan is available to employees hired prior to December 22, 2012 and deemed to be "classic"
employees by PERS:
■ Safety 3% @ 50 plan
1957 Survivors Benefit
■ 1959 Survivors Benefit -3rd Level
Employee shall pay the full employee share
of retirement costs (maximum of 9%) as
calculated by PERS in its annual actuarial
valuation
Credit for Unused Sick Leave
■ Military Service Credit as Public Service
Single Highest Year
1240.2 Employees hired after December 22, 2012 and deemed to be "classic" employees by PERS
shall have the following retirement benefit:
a Safety 3% @ 55 plan
■ 1957 Survivors Benefit
■ 1959 Survivors Benefit -3rd Level
• Employee shall pay the full employee share
of retirement costs (maximum of 9%) as
calculated by PERS in its annual actuarial
valuation
• Credit for Unused Sick Leave
Military Service Credit as Public Service
FIRE MID -MANAGEMENT -STATEMENT OF 13ENEFITS
• Average of three highest consecutive years
12.3 City agrees to provide the following retirement program for employees deemed to be "new"
employees by PERS under the Public Employee's Pension Reform Act of 2013 (PEPRA):
■ Safety 2.7% @ 57 plan
• 1957 Survivors Benefit
■ 1959 Survivors Benefit — Yd Level
• Average of three highest consecutive years
• Credit for Unused Sick Leave
• Military Service Credit as Public Service
■ Employee shall pay the full employee share
of retirement costs as calculated by PERS in
its annual actuarial valuation
124-0.4 To the extent permitted by PERS law, the parties intend the following items to be
considered PERSable compensation:
■ Salary
■ Department sanctioned teams
• Education/certification incentives
• Uniform allowance
• Longevity pay
■ Bilingual pay
■ Holiday pay
• FLSA pay
124-0.5 Each employee in this unit shall pay three percent (3%) towards the employer's share of
Ca1PERS normal pension cost (cost-sharing).
ARTICLE XII I - VACATION LEAVE
1344.1 Employees shall receive the following vacation benefits:
Employee's assigned to a forty (40) hour work week:
BcOjinina wi(h
Date of Hire: 3.08 hours per pay period
6th year
4.62 hours per pay period
12th year
5.23 hours per pay period
15th year
6.16 hours per pay period
21 st year
6.47 hours per pay period
22nd year
6.78 hours per pay period
23rd year
7.09 hours per pay period
24th year
7.40 hours per pay period
25th year
7.71 hours per pay period
Employee's assigned to Shift work (56 hour work week):
9
FIRL MID -MANAGEMENT = STATEMENTaF,.BENEFITS
Beginnina with:
Date of Hire:
5,54 hours per pay period
6th year
8.31 hours per pay period
15th year
11.08 hours per pay period
21 st year
11.65 hours per pay period
22nd year
12.20 hours per pay period
23rd year
12.76 hours per pay period
24th year
13.32 hours per pay period
25th year/above
13.88 hours per pay period
Vacation leave shall be used in increments of not less than quarter hours. Maximum
vacation accrual (carry over) shall follow the City's Vacation Leave Policy.
134.2 Members shall have the option of cashing out any vacation time in excess of 2 tours, or 80
hours for those who work a 40 -hour workweek. Members may request a cash -out of
vacation at any time. Balances will be paid in the employee's regularly scheduled
paycheck. A request to cash out vacation time must be in writing and submitted to the
Finance Division.
ARTICLE XIVI - ADMINISTRATIVE LEAVE
14.1 Employees will be given 80 hours of administrative leave (or 120 hours for shift personnel)
per calendar year. Leave shall be taken in increments of not less than quarter hours.
Balances must be used prior to December 30 or they will be lost.
144-2.2 New employees or employees becoming eligible due to a promotion receive administrative
leave on a prorated basis, with six point six seven (6.67) hours granted for each full calendar
month remaining in the calendar year with a maximum of 80 hours. Shift employees will
be granted 10 hours leave for each full calendar month remaining in the calendar year with
a maximum of 120 hours.
14.3 Employees separating mid -year will receive a cash pay out for unused Administrative
Leave on a prorated basis in accordance with this section.
141-2.4 Employees are eligible to cash out all of their current Administrative Leave balance in any
ARTICLE XVH4 - HOLIDAYS
1543.1 Effective January 2004, employees shall receive either 108 hours (non -shift) or 156 hours
of holiday leave. In January of each year, every member's holiday account will be credited
with the appropriate number of holiday hours. Employees hired mid -year or terminating
mid -year shall have holiday hours credited or deducted at the rate of 6.0 hours for shift
employees and 4.15 hours for non -shift employees per pay period.
10
FIRE Ml❑ -MA AGSM ' - TA EME T OF BE +NETS
154-3.2 Holiday hours shall be taken in increments of not less than quarter hours and may
not be carried into the following calendar year. Each year, the pay period in which
December 1 falls, employees will be paid for the unused holidays at the straight -time rate.
ARTICLE XVIX4V — LEAVE OF ABSENC E
164-4.1 The City and Fire Mid -Management mutually agree that inability to return to work after an
employee's sick leave has been exhausted shall be considered an urgent and substantial
reason for the granting of a leave of absence in accordance with the Leave of Absence
policy in the City of Lodi Administrative Policy Manual.
.2 The City interprets this Section as providing that the conditions under which an employee
shall be restored to employment on the termination of leave of absence shall be stated as
clearly as possible at the time by the City in conjunction with the granting of the leave of
absence. The City reaffirms its policy that an employee's status as a regular full-time
employee is not impaired by such leave of absence.
164-4.3 Employees who are placed in a Leave Without Pay status following the expiration of sick
leave, vacation, or compensatory time off, such that the employee is no longer in a pay
status shall not receive employer paid employment benefits. However, if the leave is for
medical reasons the medical insurance will be carried for three months at the City's
expense. Other health benefits may be continued at the employee's expense.
16.14.4 Medical leave shall be in accordance with the Family Medical Leave Act (FMLA), the
California Family Rights Act (CFRA), or Pregnancy Disability Leave (PDL) and/or other
applicable state and federal laws.
ARTICLE XVII - SICK LEAVE
74 ';.1 Sick Leave is earned at the rate of 3.70 hours per pay period for employees working a 40
hour work week and 5.54 hours for shift (56 hour work week) employees. There is no limit
on the amount that can be accumulated. Total sick leave accrued is 12 days per year. Sick
leave shall be taken in increments of not less than quarter hours.
17-1-5.2 Employee's requesting an absence to care for an immediate family member are authorized
to use up to 72 hours of accumulated sick leave. Generally no more than 120 hours of
family sick leave shall be approved in one calendar year. An immediate family member is
defined as: child (including biological, adopted or foster child, step -child, legal ward or a
child to whom the employee stands in loco parentis, regardless of age or dependency
status), parents (including biological, adoptive or foster parent, step-parent 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), spouse or
domestic partner, grandparent, grandchild, or sibling (pursuant to definition of immediate
family under AB 1522)
ARTICLE XVIII - SICK LEAVE CONVERSION
184-6.1 Employees hired prior to December 6, 1995, after 10 years with the City and only upon
retirement, may convert their accumulated sick leave time to medical insurance premiums
under the following options:
11
TIRE MID -M NA ENT'-S'ATEl1+if NI' OF BENEFITS
OPTION #I - "Barak„
The number of accumulated hours shall be reduced by 16-2/3% and the remaining balance
converted into days. The days are then multiplied by the current monthly premium being
paid for the employee and, if applicable, his/her dependents. Fifty percent of that dollar
amount will be placed into a "bank" to be used for medical insurance premiums for the
employee, and if applicable, his/her dependents. For each year of employment over 10
years, 2.5% will be added to the 50% used in determining "bank" amount. Total premiums
shall be paid from the Bank until its depletion, at which time the conversion benefit stops.
Employees may also use their banks money to purchase Dental and/or Vision Insurance at
the current premiums until their bank is depleted.
OPTION 92 - "Conversion"
The number of accumulated hours shall be multiplied by 50% and converted to days. The
City shall pay one month's premium for employee and dependents for each day after
conversion. For each year of employment in excess of 10 years, 2.5% shall be added to
the 50% before conversion. The amount of premium paid shall be the same as the premium
paid by the City at the time of retirement, subject to the cap shown in Section 21-1-9.1. Any
differences created by an increase in premiums must be paid for by the employee.
O PTION # 3 — "Sonlice Cmdil "
A retiring employee will be able to convert unused sick leave to service credit for CaIPERS
retirement purposes.
1846.2 Employees hired after December 6, 1995 will not have the option of converting unused
sick leave time into medical insurance premiums as referenced in OPTION 1-2. The only
option available to these employees is OPTION 43 "Service Credit". If an individual
previously qualified for the sick leave conversion option while in the United Professional
Firefighters unit, they will retain their eligibility if promoted to Fire Mid -Management with
an effective date of December 6, 1995.
1846.3 In the event an active employee dies before retirement and that employee is vested in the
Sick Leave Conversion program (10 years) the surviving dependents have an interest in
one-half (1/2) the value of the bank as calculated in section 186.1.
181-6.4 The City shall allow a surviving dependent of a retiree enrolled in the Sick Leave
Conversion program to purchase medical insurance at the employee only premium for the
same period as if the retiree had not died.
184-6.5 A retiree or surviving dependent, upon expiration of City -paid coverage, if any, has the
option of purchasing at the prevailing rate additional medical insurance for an unlimited
amount of time.
184-6.6 Out of area retirees may receive reimbursement for medical insurance premiums up to the
City's liability as specified in Section 186.1; Option #2.
12
NRf_M[D-MAN_AG rmrNT -STATE M ENT DLB UNR1`1T5_
184-6.7 Only one City of Lodi employee may carry dependent coverage for another City employee,
therefore, upon retirement the employee may re -enroll as an individual into the health plan
in order to take advantage of the Sick Leave Conversion program.
184.8 A retiree or surviving dependent may purchase dental and vision insurance at the City
group rate through the Sick Leave Conversion Bank option.
ARTICLE XIVX-V]4 - SURVIVORS BENEFITS
194-7.1 The City shall pay in accordance with 16.1 for health and dental benefits described in this
MOU for the Surviving spouse and any minor children of any member of the Fire Mid -
Management group who is killed or dies during the performance of official duties.
Premiums will continue to be paid by the City until such time such time as the surviving
spouse is covered by other insurance or remarries, and for dependent children of the
member killed in the line of duty until such time as either:
a. the children become adults, or
b. the children are covered under other alternative medical coverage provided by and
through the surviving spouse or the person who he/she remarries.
ARTIC LE XXXV4H - EXE CUT] VE PHYSICAL EXAMINATION
204-8.1 Employees may elect to receive an executive physical examination in accordance with the
provisions of the City's medical insurance plan to include any and all of the following
procedures as applicable and as deemed necessary by the employee's physician:
• A complete office examination • An executive blood panel
• Urinalysis • Mammogram
• Pap smear • Chest X-ray
• EKG (resting)
204-8.2 Employees shall be reimbursed for costs not covered by the medical insurance for the
procedures referenced in this section. Any additional tests judged necessary shall be the
responsibility of the employee. Employees must submit all related receipts, attached to a
claim voucher, to the Finance Department for reimbursement.
ARTICLE XXX - MF,I,)ICAL INSURANCE
214-9.1 All employees are offered medical insurance for themselves and dependents through Cal
PERS-Medical Plans. City shall pay 100% premium for the employee's family category
(Family, Employee+l, Single) for the lowest cost PERS HMO available in Lodi's
geographical area (excluding Porac) as of January 1, 2014. If Employee selects a higher
cost plan, Employee will pay the difference as a payroll deduction. If an employee elects
not to be covered by medical insurance through the City of Lodi, an additional $692.81 per
month for family or $532.92 for employee + 1 dependent will be added to either the
employee's deferred compensation account or cash. A single employee who can show
proof of group insurance will be eligible for $305.22. In order to qualify for this provision,
proof of group insurance must be provided to the City.
13
FIRE MID -MANAGEMENT - WAIF MENT OF BENEHI'S
Effective .ltiiy 1, 2022dtHiLMFY� 2018, the City's contributions to the premiums for medical
insurance coverage will be capped at the following rates and employees will be responsible
for premium costs in excess of this amount:
I-Aployce On 1) $771.35 $649.20
Employee + 1 $1,54171 & N WAI)
Family $2,005181 c'.'�,- 41
214-4.2 Only one City of Lodi employee may carry dependent coverage for another City
employee. Co -payments incurred due to the loss of dual coverage will be reimbursed by
the City of Lodi on a quarterly basis.
ARTICLE XXII - DENTAL AND ORTHODONTIA INSURANCE
22.1 Employees are provided fully paid family dental insurance.
2220.2 Maximum benefits are $1,250$1-;000 for each family member enrolled into the dental plan,
per calendar year. There is a $25 deductible plus co-insurance features.
2224#.3 Effective July 1, 2022, the City shall provide orthodontia benefits. up to a lifetime cat) of
$1_.250 for each family member covered under the dental plan.
ARTICLE XXIII - VISION INSURANCE
2324-.1 The City shall provide and pay for a vision care plan underwritten by VSP or comparable
vision care plan. Such comparable vision care plan shall be the same as the plan offered
to mid and executive management employees in the City. The plan shall have a $25
deductible, shall provide annual examinations and lenses. Frames are available every two
years.
ARTICLE XXIVI - LIFE INSURANCE
?4=.1 Employees are provided with term life and accidental death/dismemberment insurance at
a benefit rate of $25,000. This benefit decreases after age 70 on a sliding scale, depending
on age.
24.2 Employees are provided with $100,000 of accident insurance while traveling on City
business outside the City limits. Spouses are only covered while accompanying the City
employee on City business, or while conducting business on behalf of the City.
24.3 Employees are also provided with a $25,000 accidental death policy in the event of death
resulting from a line -of -duty injury.
ARTICLE XXVIU - CHIROPRACTIC INSURANCE
252-3.1 Chiropractic services may be received by employees and dependents through a chiropractic
insurance plan. Plan will allow up to a maximum of 40 visits per calendar year. Co-
payments for services are $10.00.
14
FIRE MID -MAMA EN4ENi;` 5T'A'1`E:MEN'I` OF BENEFIT
2524.2 The City shall pay the full costs of premiums for the employee and dependent(s) during
the life of this agreement.
ARTICLE XXVIXXW - UNIFORM ALLOWANCE
264.1 The uniform allowance shall be $950.00 per year, paid bi-week1% its Ilii cmplo} ,.-Cs rugul�u
payroll check. t"Oerly—as par l t*f�t vul�r�-it�Elie +nfrwi+lase
ARTICLE XXVII - TUITION REIMBURSEMENT
27.1 Tuition Reimbursement shall follow the City's Tuition Reimbursement Policy.
27.2 Training Reimbursement
In addition to the City policy, individuals enrolling in courses offered by recognized
professional organizations which are not accredited through a college or university shall
be eligible for up to a maximum of $300 per fiscal year, to be paid upon the satisfactory
completion of course work. Any expenses are subject to the approval of the Fire Chief.
ARTICLE XXVIII - 56 -HOUR WORKWEEK
2826.1 The work schedule will be a schedule of "56 hours per week" with two on -duty shifts in
six 24-hour periods. For purposes of the FLSA, it is mutually understood the City has
declared a 24 day work cycle
2826.2 If an employee assigned to a 56 -hour work week schedule terminates his/her employment
in the middle of a two week payroll cycle, the employee's pay for that cycle shall be
computed by multiplying the number of days between the first day of the payroll cycle and
the last shift worked by eight (8) hours or the number of actually worked in that payroll
cycle, whichever is greater.
2826.3 It is agreed that if the work schedule of a Fire Mid -Management employee is a 40 -hour
2826.4 In order to convert the hours for employees that move from a 40 hour work week to a 56 -
hour work week or from a 56 -hour work week to a 40 hour work week, the following
formulas will be applied:
For conversion from 40 to 56 hours Multiply by 1.4
For conversion from 56 to 40 hours Multiply by 0.7143
Thereafter, accruals shall be earned based on the assigned work schedule.
ARTICLE XXIXI F - PERSONAL LIABILITY
292-7.1 Employees shall be indemnified and held harmless by the City against all costs, legal
expenses, and liability arising out of decisions made in their capacity for the City of Lodi
and/or from any cause of action for property damage, or damages for personal injury,
15
FIRE MID-MMANAQFMI-NI' -STATEMENT OF BENEFITS
including death, sustained by person(s) as a result of a decision made in their capacity,
except that:
a. The City is not required to but may provide for the defense of an action or proceeding
brought against an employee or former employee if the City determines that:
The act or omissions was not within the scope of their employment; or
2. They acted or failed to act because of actual fraud, corruption, or actual malice; or
3. The defense of the action or proceeding by the City would create a conflict of
interest between the City and the employee or former employee.
b. The City is not required to but may pay any claim of judgment for punitive or
exemplary damages under the following circumstances:
1- The judgment is based on an act or omission of an employee or former
employee acting within the course and scope of their employment as an
employee of the City.
2. At the time of the act giving rise to the liability, the employee or former employee
acted, or failed to act, in good faith, without actual malice and in the apparent best
interests of the City.
3. Payment of the claim of judgment would be in the best interests of the City
ARTICLE XXX"I-- GRIEVANCE PROCEDURE
11AIQ 1 1-%- ...,, t..: a4 r tt--.:_._ -.t : �- -1- -11 1-- '-`----- - -I i- " — -
a. Interpretation or application of any of the benefits listed herein.
b. Disputes as to whether a matter is proper subject for the Grievance Procedure.
C. Disputes which may be of a "class action" nature filed on behalf of the employees
or the City.
30.2 Class action Grievances shall be submitted in writing to the City Manager or vice
versa.
302-9.3 STEP ONE
Discussion between the employee and the immediate supervisor, who will answer within
15 work days. This step shall be taken within 30 days of the date of the action complained
of, or the date the grievant became aware of the incident which is the basis of the grievance.
3028.4 STEP TWO
If a grievance is not resolved in the initial step, then Step Two shall be a discussion between
the employee, and the Department Head who shall answer within fifteen work days. This
DR -EE rYUD-MANAGEMENT — s"rATEMr✓NT C11 BL—N_EF-rr,5
step shall be taken within fifteen work days of the date of the immediate Supervisor's
answer in Step One.
302-8.5 STEP THREE
If a grievance is not resolved in Step Two, Step Three shall be the presentation of the
grievance, in writing, by the employee to the City Manager, who shall answer, in writing,
within fifteen work days of receipt of the grievance. The City Manager's decision shall be
final and binding. Step Three shall be taken within fifteen work days of the date of the
answer in Step Two.
302-8.6 STEP FOUR
If a grievance is not resolved by the City Manager or designee, mediation may be requested
(and the City will enter into) by the Fire Mid -Management group, upon which costs will
be equally borne between the City and the LFMM.
ARTICLE XXXIXA-W - DISCIPLINARY PROCEDURE
312-4.1 Persons Authorized to Take Disciplinary Action: Employee discipline may be initiated by
the City department head for cause against any employee under his/her supervision.
Disciplinary actions in the form of termination or discharge shall be subject to final
approval from the City Manager.
312-4.2 Notice (except in the case of oral or written reprimand): Notice of Intended
Disciplinary Action shall be prepared in writing by the department head proposing the
discipline and shall be served on the employee in person or by registered or certified mail.
Notice shall be served prior to the action becoming effective; however, where
circumstances require immediate removal of the employee from the workplace, notice shall
be provided within two (2) working days from the date the employee is removed from the
workplace. Employees so removed shall be placed on paid leave pending imposition of
discipline. A copy of the Notice of Intended Disciplinary Action shall also be filed with
the Human Resources Director. The written Notice of Intended Disciplinary Action shall
contain the following information:
1. The specific type of disciplinary action;
2. The effective date of the action;
3. The specific reason(s) or cause(s) for the actions;
4. Notice that the employee may inspect copies of all materials upon which the action is
based, and
5. Notice that the employee has the right to respond orally or in writing within ten (10)
days to the department head initiating the disciplinary action. No hearing before the
City Manager is available to review oral or written reprimands.
An employee who responds orally or in writing to the department head shall be entitled to
meet in an informal conference with the department head and shall be given the opportunity
to rebut the charges against him/her or to state any mitigating circumstances. In the case
17
F I R R MIT)-MANAGEMVNT-STATEMENT OF BENEFITS
of oral or written reprimand, the department head's decision shall be final. In the case of
discharge, demotion, suspension, or reduction in pay, the department head or other City
designee shall hear and consider the facts presented by the employee and shall thereafter
submit a written recommendation to the City Manager to either impose, rescind or modify
the proposed disciplinary action. The recommended proposed disciplinary action shall also
be served on the employee. The recommendation shall contain:
6. The specific type of disciplinary action;
7. The specific reason(s) or cause(s) for the actions;
3129.3 Final Notice of Disciplinary Action: Following review of the department head's
recommendation and the determination by the City Manager, the City Manager shall
prepare a Final Notice of Disciplinary Action, advising the employee of the action to be
taken, its effective date, and the employee's appeal rights.
1. Disciplinary action shall become effective on the date stated in the Final Notice of
Disciplinary Action, unless the date is otherwise extended by the City Manager.
2. The City Manager shall file a copy of the Final Notice of Disciplinary Action with the
Human Resources Director. The Final Notice of Disciplinary Action shall be delivered
personally to the employee or shall be sent by registered or certified mail.
3129.4 Appeal of Disciplinary Action: In the event of a demotion, suspension or dismissal, and
the affected employee is not satisfied with the decision rendered by the City Manager, the
employee may appeal the decision. The employee may appeal disciplinary decisions by
filing a written appeal with the Human Resources Director within fifteen (15) work days
following service of the Final Notice of Disciplinary Action. The written appeal shall
contain a written reply to the charges against the employee and written request for an appeal
hearing. The employee shall submit a copy of the appeal to the City Manager.
3129.5 If an employee submits an appeal, the City shall refer the case to a neutral hearing officer
selected through the California State Mediation and Conciliation Services to hear the
appeal and submit an advisory decision to the City Manager. Selection of the hearing
officer shall be made by the parties' mutually selecting a list of 7 neutral hearing officers
from the office of the Cal ifornia State Mediation and Conciliation Services. Absent mutual
agreement on a name on the list, the parties will strike names from the list for final selection
of the hearing officer. The selected hearing officer shall adhere to the following standard
of review and hearing procedures:
1. The appeal hearing shall be informal and strict rules of evidence shall not apply.
2. The parties will have the right to present and cross-examine witnesses, issue opening
and closing statements, and file written closing briefs. Witness testimony shall be
under oath or affirmation.
3. The hearing officer may exclude testimony or evidence which he/she determines
irrelevant or unduly repetitious.
18
FIRE. i IDNANACEMENT -- STA -11 -Mr. -mi, c)r Br-.NFT.,r .s
4. Attendance at the appeal hearing shall be limited to those determined by the hearing
officer to have a direct connection with the appeal. Witnesses normally would be
present at the hearing only while testifying and should be permitted to testify only in
the presence of the employee or his/her representatives and the City's representatives.
5. The appeal hearing will be held on the City's premises.
6. In conducting the appeal, the hearing officer's authority/jurisdiction shall be limited to
reviewing the factual basis supporting the discipline and determining that the factual
basis was reached honestly, after a fair, appropriate and procedurally correct
investigation and for reasons that were not arbitrary, discriminatory or pretextual.
Should the hearing officer, conducting the review specified above, affirm the factual
basis for the discipline decision, he/she may not substitute his/her judgment for that of
management's as to the level of discipline imposed. Should the hearing officer not
affirm the factual basis for the discipline, the normal remedy will be to remand the
matter to the decision level where the error occurred for reevaluation and/or correction
consistent with the hearing officer's findings. In such a case, the hearing officer will
have the authority to retain jurisdiction over the appeal to ensure compliance with the
remand decision.
7. The cost of the hearing officer shall be borne by the City. The parties will share equally
the cost of the court reporter and each side will bear their respective costs of
representation.
312-9.6 Any decision of the City Manager shall be final and binding.
312-9.7 Judicial review of any decision rendered under this section shall be governed by Code of
Civil Procedure section 1094.5
ARTICLE XXX11—CITY RIGHTS
323$.1 It is further understood and agreed between the parties that nothing contained in this
statement of benefits shall be construed to waive or reduce any rights of the City, which
include but are not limited to, the exclusive rights to:
• Determine the mission of its constituent departments, commissions, and
boards
■ Set standards of service
• Determine the procedures and standards of selection for employment
• Direct its employees
• Maintain the efficiency of governmental operations
• Determine the methods, means, and personnel by which government
operations are conducted
• Take all necessary actions to carry out its mission in emergencies
• Exercise complete control and discretion and the technology of performing
its work.
City Rights also include the right to determine the procedures and standards of selection
for promotion, to relieve employees from duty because of lack of work or other legitimate
19
FIRE MID-MANAQEMPNT =STATEMENT Or Br,-.NLTITS
reasons, to make and enforce standards of conduct and discipline, and to determine the
content of job classifications.
ARTICLE XXXIII — DEPARTMENT SANCTIONED TEAMS
334.1 It is the intent of the City to develop specialized teams to address a variety of special
hazards and provide specialized services to the department or community. When a team
is established, minimum standards for inclusion and retention as a team member shall be
developed and ratified by the Fire Chief. Any member of the department who becomes a
member of a recognized specialized team, shall receive a 2.5% salary increase for as long
as he/she meets the minimum entry level requirements and maintains a minimum level of
participation as outlined in the team membership requirements. Each employee of the
department can only receive 2.5% of salary for team membership, regardless of the
number of teams the employee belongs to.
334.2 Existing members of the Hazardous Materials Team shall remain members of the team and
shall continue to receive the 2.5% salary increase. The three members of the department
who meet the minimum requirements for inclusion on the Hazardous Material Team shall
be able to join the team and receive the 2.5% salary increase upon ratification of this
contract. However, no additional team members shall be assigned to the Hazardous
Material Team until the membership falls below 12 members. There shall be a six month
period for the team to develop acceptable performance standards for maintaining his/her
membership on the team.
334.3 The development of new teams shall require the submittal of minimum entry level and
performance criteria for maintenance of membership to the Fire Chief prior to the
development of the team. The Fire Chief shall have the sole discretion as to the appropriate
number of members per specialized team. The department shall make every effort to
develop a cadre of specialized teams to adequately address the needs of its members.
333-k.4 Effective March 5, 2012, the 2.5% salary increase resulting from membership in the above
sanctioned teams was incorporated into base salary and the incentive pay was eliminated.
Each member of the department shall be a member of a sanctioned team and the scope and
nature of the teams shall remain as detailed in this Article.
ARTICLE XXXIVI—COMPLETE AGREEMENT
342.1 The parties acknowledge that during the negotiations which resulted in this SOB, each had
the unlimited right and opportunity to make demands and proposals with respect to any
subject matter not removed by law from the scope of negotiations, and that the
understandings arrived at by the parties after the exercise of that right and opportunity are
set forth in this SOB. Any other prior existing understanding or agreements by the parties,
whether formal or informal, regarding such matters are hereby superseded or terminated in
their entirety.
ARTICI.1;', aCXXV111F—SEVERABILITY
353.1 In the event any provision of this SOB is found by a court of competent jurisdiction to be
invalid, all other provisions shall be severable and shall continue in full force and effect.
20
FIRE: m0 -MANAGEMENT -- STATEMENTOF 13PNI Firs
ARTICLE XXXVI — PARAMEDIC INC ENTIVE RE -OPENER
36.1 As the C'it y considers proKkttt a Aaf_vait"d Lie Sup Dort ALS services in Ilie Future. i! will
be ttcceisa. to staff al I or a poilion of irc Mid ManatLement marks with„para medim Both
11 c City and Fire Mid Mann guent rcco mite the additional work level ol'res nn5ihilit
orad s ecialized skill that is re Cued ol'a paramedic ILLS la widcr RL)E)vc and beyond the
current B SIC Life Su )OI rec aired by current ciiv of Lodi service: leve s. "Th c CiIY atnd
Fire Mid Manaa ►meat ai gree tat continuc discussingappropriate inectttive levels Ii61.
iicensecl..pltr:iTtieJics in fruture A S service. Both side+ acre cstlnntitted to ball ain t'fr this
incentive in good Faith w M the goal tea have an agreement ria • a e;nuctrrtent of an y ALS
service. The ne'otlations will ilie II'dG dlscu!ttiiom nn an incenIive tier the 1, FM M mcttlUer
riytii ncd to overNee tltr ALS program,
21
F IR) MID -MANAGEMENT — STATEMENT OF RENEFITS.
CHEDULE A -- SA LARY SCHEDULES
Effective July 11,2022
,''-�0n
Title
Job Code Eff Date
Step 0
Step 1
Step 2
Step 3
Step 4
Battalion Chief - 80
6100 7/11/2022
$122,617.06
$128,747.84
$135,185.23
$141,944.46
$149,041.72
Battalion Chief -112
6101 7/11/2022
$122,617.06
$128,747.84
$135,185.23
$141,944.46
$149,041.72
Deputy Fire Chief
6120 7/11/2022
$147,140.36
$154,497.28
$162,222.15
$170,333.30
$178,849.96
Effective July 10, 20232039
Title
Eff Date
Step 0
Step 1
Step 2
Step 3
Step 4
Battalion Chief -80
7/10/2023
n6120
$128,747.91
$135,185.23
$141,944.49
$149,041.68
$156,493.81
Battalion Chief -112
7/10/2023
$128,747.91
$135,185.23
$141,944.49
$149,041.68
$156,493.81
Deputy Fire Chief
7/10/2023
$154,497.38
$162,222.14
$170,333.26
$178,849.97
$187,792.46
Effective July 81, 20244024
Title
Job Code
Eff Date
Step 0
Step 1
Step 2
Step 3
Step 4
Battalion Chief -80
6100
7/8/2024
$133,897.83
$140,592.64
$147,622.27
$155,003.35
$162,753.56
Battalion Chief -112
6101
7/8/2024
$133,897.83
$140,592.64
$147,622.27
$155,003.35
$162,753.56
Deputy Fire Chief
6120
7/8/2024
$160,677.28
$168,711.03
$177,146.59
$186,003.97
$195,304.16
22
FIRE MID- AN GE E T — STATEMENT OF BENEFITS
CITY OF LODI
A MUNICIPAL CORPORATION
atepnen bcnwanauer
City Manager
DRte:
Andrew Keys
Deputy City Manager
Date:
Adele Post
Human Resources Manager
Date:
APPROVED AS TO FORM:
Janice D. Magdich
City Attorney
Date:
ATTEST:
Olivia Nashed
City Clerk
Date:
22
LODI CITY FIRE MID -MANAGEMENT.
Brad Doell
Representative
Dale:
Tim Ortegel
Representative
Date:
Mlcnael Alegre
Representative
Date: