HomeMy WebLinkAbout2026-013 - Changes to City's Classification & Compensation Plan RESOLUTION NO. 2026-013
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
SANTA ANA TO EFFECT CERTAIN CHANGES TO THE
CITY'S CLASSIFICATION AND COMPENSATION PLAN TO
AMEND RESOLUTION NO. 2021-026 TO CREATE A NEW
CLASSIFICATION AND TO PROVIDE SPECIAL
ASSIGNMENT PAY FOR SPECIFIED CONFIDENTIAL
EMPLOYEES IN THE CITY ATTORNEY'S OFFICE
BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF SANTA ANA AS
FOLLOWS:
Section 1. The City Council of the City of Santa Ana hereby finds, determines,
and declares as follows:
A. Section 1004 of the City Charter requires the City Manager to prepare, install,
and maintain a position classification and pay plan subject to civil service rules
and regulations and the approval of the City Council.
B. It is the City's practice to assign job titles that reflect the duties and
responsibilities of classifications and are consistent with other classifications
within the City's organizational structure, as well as comparable job titles in the
labor market, while maintaining internal pay equity relationships and attracting
and retaining qualified candidates.
C. The City Council regularly amends the City's classification and compensation
plan for all full-time and part-time classifications of employees and officers of
the City.
D. On June 1, 2021, the City Council adopted Resolution 2021-026 establishing
and delineating the compensation and benefit plans for classifications
designated as Unrepresented Confidential Administrative Management (CAM)
and Unrepresented Confidential Middle Management (CMM) affording these
classifications the same provisions and/or changes in salaries, compensation,
and other benefits, unless specified otherwise, as provided to classifications
represented by the Santa Ana Management Association (SAMA).
E. On October 7, 2025, the City reached an agreement with SAMA on its
memorandum of understanding and the City Council also adopted Resolution
No. 2025-044 to approve updated Salary Schedules for compensation for CAM
and CMM classifications.
F. On April 21, 2026, City Council conducted its annual evaluation of the City
Attorney which resulted in a positive performance evaluation.
Resolution No. 2026-013
Page 1 of 13
G. The City Attorney requested City Council approval to provide special
assignment pay which may be provided for the duties above and beyond the
normal scope of their work as identified by the City Attorney. They would
receive 2.5% of base pay for the duration of their special assignment.
H. Due to the increased responsibilities and roles, which go above and beyond
the normal scope of their work, as identified by the City Attorney, the
classification of Assistant City Attorney — Employee Relations (Excepted) will
be added as part of the unrepresented, confidential employees.
1. It is now desired to amend the City's classification and compensation plan as
listed herein.
Section 2. The Santa Ana City Council hereby amends the City's classification
and compensation plan by creating the following classification:
A
CMM Assistant City Attorney - Employee 17 $11,319 $16,799
Relations (Excepted) (CMM)
Section 3. The Santa Ana City Council hereby approves the updated Salary
Schedules for the unrepresented CAM and CMM units, attached to this resolution as
Exhibit A, reflecting classification and compensation amendments per this and previously
approved City Council resolutions, and grouped by employee unit, as recommended by
CalPERS, and in compliance with CalPERS California Code of Regulations section 570.5.
Section 4. The Santa Ana City Council amends Resolution No. 2021-026,
Exhibit "J" as follows and attached hereto as Exhibit B:
A. Adding the following to Exhibit "J" as follows:
C. Special Assignment Pay
For the positions of Chief Assistant City Attorney — Employee Relations
(Excepted), Senior Assistant City Attorney — Employee Relations (Excepted),
Assistant City Attorney — Employee Relations (Excepted), special assignment
pay may be provided for the duties above and beyond the normal scope of their
work as identified by the City Attorney. They would receive 2.5% of base pay
for the duration of their special assignment.
Section 5. The new classification and compensation amendments per this and
previously approved City Council resolutions, and grouped by employee unit, as
recommended by CaIPERS, and in compliance with CaIPERS California Code of
Regulations section 570.5.
Section 6. That except as amended by this resolution, all other provisions of the
City's classification and compensation plan shall remain in full force and effect.
Resolution No. 2026-013
Page 2 of 13
Section 7. This resolution is operative from and after the date upon which it is
adopted.
ADOPTED this 5th day of May. 2026.
lerie zcua
yor
APPROVED AS TO FORM:
Sonia . Carvalho, i y Attorney
By-
rn ra Bogosian
Senior Assistant City Attorney
AYES: Councilmembers Amezcua, Hernandez, Lopez, Penaloza
Phan, Vazquez (6)
NOES: Councilmembers Bacerra (1)
ABSTAIN: Councilmembers None (0)
ABSENT: Councilmembers None (0)
CERTIFICATE OF ATTESTATION AND ORIGINALITY
I, JENNIFER L. HALL, City Clerk, do hereby attest to and certify the attached Resolution
No. 2026-013 to be the original resolution adopted by the City Council of the City of Santa
Ana on May 5, 2026.
Date:.
i er II
City_ Clerk
Cit a a
Resolution No. 2026-013
Page 3 of 13
EXHIBIT A
UNREPRESENTED CONFIDENTIAL ADMINISTRATIVE MANAGEMENT (CAM)
MONTHLY WAGE RATE SCHEDULE
REVISED MAY 5, 2026
EFFECTIVE JULY 13, 2025 TO JULY 11, 2026
JOB TITLE JOB STEP STEP STEP STEP STEP
CODE A B C D E
Principal Employee Relations Analyst(CAM) 01782 10,503 11,026 11,579 12,158 12,768
Senior Employee Relations Analyst(CAM) 01783 9,763 110,251 10,763 11,302 11,869
EFFECTIVE JULY 12, 2026 TO JULY 10,2027
JOB TITLE JOB STEP STEP STEP STEP STEP
CODE A B C D E
Principal Employee Relations Analyst(CAM) 01782 10,923 1 11,467 12,042 12,644 13,279
Senior Employee Relations Analyst(CAM) 01783 10,1541 10,661 11,194 11,754 12,344
EFFECTIVE JULY 11, 2027
JOB TITLE JOB STEP STEP STEP STEP STEP
CODE A B C D E
Principal Employee Relations Analyst(CAM) 01782 11,251 11,811 12,403 13,023 13,677
Senior Employee Relations Analyst(CAM) 01783 10,459 10,981 1 11,530 12,107 112,714
Resolution No. 2026-013
Page 4 of 13
EXHIBIT A
UNREPRESENTED CONFIDENTIAL MIDDLE MANAGEMENT(CMM)
MONTHLY WAGE RATE SCHEDULE
REVISED MAY 5, 2026
EFFECTIVE JULY 13,2025 TO JULY 11,2025
JOB TITLE JOB
CODE 01 1 02 03 04 as or, 07 08 as 10 11 12 1 13 1 14 is 18 17
AssisfantCityAttMM(Eorney-ffective Ma 17 20261 Employee Relations 01625 11,319 11,598 11,886 12,187 12,494 12,a05 13,124 13,455 13,790 14,134 14,488 14,650 15,220 15,599 15,990 16,391 16,799
Exee led C
Assistant Director of Human Resources(CMM) 01835 12.494 12,805 13.124 13,455 13,790 14,134 14,488 14,850 15,220 15,599 19,990 16.391 16,799 17.222 17,652 18,093 18,541
Chief Assistanl City Attorney-Employee 01651 13.790 14,134 14,48E 14.850 15,22C 15.599 15,990 16.391 16,799 17.222 17,652 10.093 18,541 19.007 19.482 19,969 20,459
Relations(ExceotedlICIVIMI
Employee Relations Manager(CMM) 01781 11,319 11,598 11.88fi 12.187 12.494 12.BD5 13.124 13.455 13,790 14,134 14,488 14.850 15.,220 15,599 15,990 16,391 16,799
Human Resources Operations Manager(CMM) 01551 11,319 11,598 11,886 12,187 12,494 12,805 J13,124 13.455 13,790 14,134 14,488 14.850 15,220 15,599 15,990 16,391 16,799
Senior Assistant City Attomey-Employee 01631 13.124 13,455 13,790 14,134 14,488 14,850 15,220 15.599 15,990 16,391 16.799 17,222 17,652 18,093 18,541 19,D07 19,482
Relations Exceoted CMM
EFFECTIVE JULY 12,2026 TO JULY 10,2027
JOB TITLE JOB 01 02 03 04 05 06 07 08 09 10 11 12 13 14 is 16 17
CODAssistant City Attorney-Employee Relations 01625 11,772 12,062 12,361 12.674 12.994 13,317 13,649 13,993 14,342 14,699 15,068 15,444 15,829 16.223 16,630 17.047 17,471
(Excepted) CMM
Assistant Director of Human Resources(CMM) 01836 12,994 13,317 13.649 13.993 14.342 14.699 15,068 15,444 15,B29 16,223 16,630 17,047 17.471 11,911 18,358 18.817 19.283
Chief Assistant City Attorney-Employee 01651 14,342 14,699 15.068 15,444 15.829 16.223 16,630 17,047 17,471 17,911 18,358 18,817 19,283 19,767 20,261 20,768 21,288
Relations Exce led CMM
Employee Relations Manager{CMM) 01781 11,772 12,052 12.361 12,674 12.994 13.317 13,649 13,993 14,342 14.699 15,069 15.444 15.829 16,223 16,63p 17,047 17,471
Human Resources Operations Manager(CMM) 01551 11,772 12,062 112,361 112.674 112.994 13,317 13,649 13,993 114,342 114.699 15,068 15.444 15,829 16.223 18,630 117,047 17,471
Senior Assistant City Attomey•Employee 01631 13,649 13,993 14.342 14,E99 15,(168 15,444 15,929 16,223 16,630 17.047 17,471 17,911 18,358 18.817 19,283 19,767 20.261
Relations Exee ted CMM
EFFECTIVE JULY 11,2027
JOB TITLE DUE 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17
Assistant City Attorney-Employee Relations 01625 12.125 12,424 12.732 13.054 13.384 13,717 14,{158 14,413 14.772 15,140 15,520 15,9D7 16,304 16,710 17,129 17,558 17,995
Eitce ted CMM
Assistant Director of Human Resources(CMM) 01836 13,384 13,717 14,058 14,413 14,772 15,140'.15,520 15,907 16.304 16.710 17.129 17.558 17,995 18,448 18,909 19,382 19,687
Chief Assistant City Attorney-Employee 01651 14,772 15114D 15,520 15.907 16,304 16,710 17,129 17,558 17.995 18,449 18,909 19.382 19,861 20,360 20.869 21.391 21.927
Relations(Excepted) CMM
Employee Relations Manager(CMM) 01761 12,125 12,424 12,732 13.054 13.384 13,717 14,053 14,413 14.772 15,140 15,520 15,9D7 16.304 t6,710 17,129 17.558 17,995
Human Resources Operations Manager(CMM) 01551 12.125 112,424 12.732 13.054 13,384 13,717 14,D58 i 14,413 14,772 16,140 15,520 15,907 16,304 16.710 17,129 17,558 17.995
SeniorAssisfanl City Attorney-Employee 01631 14,058 14,413 14,772 15,140 15.520 15.907 16,304 16,710 17.129 17,558 17,995 18,448 18,909 19,382 1%86t 20.360 20,B64
Relations Excepted CMM
Resolution No. 2026-013
Page 5 of 13
EXHIBIT J
THE BASIC COMPENSATION AND BENEFIT PLAN FOR CLASSES OF
EMPLOYMENT DESIGNATED AS UNREPRESENTED CONFIDENTIAL MIDDLE-
MANAGEMENT (CMM) AND UNREPRESENTED CONFIDENTIAL
ADMINISTRATIVE-MANAGEMENT (CAM).
Unrepresented Confidential Middle-Management (CMM) and Unrepresented
Confidential Administrative-Management (CAM) Basic Compensation and Benefit
Plan Effective, July 1, 2021 and after.
Section 1. Employer-Employee Relations in the Public Service of The City of Santa
Ana Resolution 81-75, as authorized by California Government Code (Section 3500,
et seq.) defines "Employee, Confidential" as, an employee who is assigned to
perform work directly involved in the development, preparation or presentation of
management positions with respect to employer-employee relations. Employee,
Management means an employee having responsibility for formulating,
administering, or managing the implementation of City policies or programs, including
but not limited to, department and assistant department heads, division heads, and
professional administrative staff employees employed to render advice and
assistance pertaining to the conduct of legal, fiscal, budgetary, personnel
management, and employer-employee relations affairs of the City.
Section 2.. Unrepresented Confidential Middle-Management(CMM) Classification
and Compensation Plan.
A. Unrepresented Confidential Middle-Management(CMM)Employee
Classifications
Assistant City Attorney— Employee Relations (Excepted)
Assistant Director of Human Resources
Chief Assistant City Attorney-Employee Relations (Excepted) Employee
Relations Manager
Human Resources Operations Manager
Human Resources Business Systems Administrator
Senior Assistant City Attorney-Employee Relations (Excepted)
B. Schedule ofSalaries: A schedule showing salary rate ranges for
classifications of employment designated as unrepresented confidential
middle-management (CMM) at the seventeen-step salary rate range
referenced as Exhibit "B" of the City's Master Salary Schedule same as
those middle-management (MM) represented Santa Ana Management
Association (SAMA) classes of employment is listed as follows:
Resolution No. 2026-013
Page 6 of 13
i ge
Assistant Director of Human Resources MM-26
Assistant City Attorney -- Employee Relations (Excepted) MM-22
Chief Assistant City Attorney-Employee Relations (Excepted) MM-30
Employee Relations Manager MM-22
Human Resources Operations Manager MM-22
Human Resources Business Systems Administrator MM-18
Senior Assistant City Attorney-Employee Relations MM-28
(Excepted)
Section 3. Unrepresented Confidential Administrative-Management (CAM)
Classification and Compensation Plan,
A. Unrepresented Confidential Administrative-Management (CAM) Employee
Classification
Principal Employee Relations Analyst
Senior Employee Relations Analyst
B. Schedule of Salaries: A schedule showing salary rate ranges for classifications
of employment designated as unrepresented confidential administrative-
management (CAM) at the five-step salary rate range same as those
administrative management (AM) represented by Santa Ana Management
Association (SAMA) classes of employment as listed as follows:
AM Classifications
Principal Employee Relations Analyst AM-737
Senior Employee Relations Analyst AM-722
Resolution No. 2026-013
Page 7of13
The Unrepresented Confidential Management salary schedules contain several salary
ranges; each salary range is shown in monthly amounts. The ranges are identified by a
two-digit number preceded by the capital letters"MM"for M iddle Management and"AM"
for Administrative Management. The salaries within each salary range are identified by
the minimum salary of the range up to the maximum salary of the range.
Terminal Classifications. Should a classification be identified as a terminal classification,
the capitalized letter 'T' shown within parenthesis [i.e., (T)] next to a classification title
signifies a position classification that has been designated as "terminal" by formal City
Council action and, as such, will be deleted from The Basic Classification and
Compensation Plan for Unrepresented Confidential Management CMM or CAM
classifications of employment when vacated by its last remaining incumbent. No new
appointment may be made to a classification that has been designated as terminal.
Section 4. Administration and Applicability of the Basic Classification and
Compensation and Benefit Plan for Classifications of Employment Designated as
Unrepresented Confidential Middle-Management (CMM) and Unrepresented
Confidential Administrative-Management (CAM).
A. Unless specified otherwise herein, Unrepresented Confidential Management
listed in Section 2 and Section 3 of this Exhibit will be afforded, and/or subject to the
same provisions and/or changes in salaries, compensation, and benefits including but
not limited to; cost of living adjustments; bi-lingual pay; pay additives; fringe benefit
plans and allowances; City's Section 125 Plan; group health, dental, term life, and long-
term disability allowances and plans; cafeteria plan; wellness plan benefits; technology
stipend; access to participation in the City's voluntary benefit plans (e.g., vision, flexible
spending accounts, supplement life insurance, and 457(b) deferred compensation
plan); CalPERS Retirement System; Retirement Health Savings Plan (RHS)
participation, including any employer contribution to the employee's individual RHS plan
or the same employer contribution to an association's retiree health savings or similar
plan on behalf of the member; as provided and available to those represented in the
Santa Ana Management Association (SAMA) unit.
B. Com ensation Plan Implementation. Upon implementation of the Basic
Classification and Compensation Plan set forth in Sub-section 2.B and 3.B. of this
Resolution Exhibit, a current incumbent of an Unrepresented Confidential Management
CMM or CAM classification listed herein above unless specified otherwise herein, will
be afforded, and/or subject to the same provisions in salaries, compensation,
attendance, work day, and work week as provided and available to those represented
in the SAMA unit.
C. Temporary Upgrade to a CMM or CAM Classification Regular employees of the
City who are incumbents of classes of employment not included in this resolution exhibit
and who are temporarily upgraded into a higher classification for a limited duration to an
CMM or CAM classification due to a current incumbent's leave of absence or out-of-
Resolution No. 2026-013
Page 8 of 13
class temporary appointment as defined in Section 4.D. below, shall receive a minimum
five percent (5%) temporary upgrade pay as defined by CCR 571(a)(3) as
"compensation to employees who are required by their employer or governing body to
work in an upgraded position/classification of limited duration", and is intended to meet
the definition of"Compensation Earnable"for Classic members of CaIPERS as provided
by the Public Employees' Retirement Law (PERL), and Government Code (G.C.)
section 20636.
D. Out-of-Class Anr)ointment to a CMM or CAM Classification. Regular employees
of the City who are incumbents of classes of employment not included in this resolution
exhibit and who are appointed to an"out-of-class appointment" as defined in Gov. Code
section 20480 of the Public Employees' Retirement Law (PERL) as, "an appointment to
an upgraded position or higher classification by an employer or governing body in a
vacant position for a limited duration not to exceed nine-hundred sixty (960) hours in a
fiscal year". A"vacant position" refers to"a position that is vacant during recruitment for
a permanent appointment". A vacant position does not refer to a position that is
temporarily available due to another employee's leave of absence. Employees
temporarily upgraded to a unrepresented management classifications designated as
CMM or CAM shall receive a minimum five percent (5%) temporary upgrade premium
as defined by CCR 571(a)(3) as "compensation to employees who are required by their
employer or governing body to work in an upgraded position/classification of limited
duration", and is intended to meet the definition of"Compensation Earnable"for Classic
members of CalPERS as provided by the Public Employees' Retirement Law (PERL),
and Government Code (G.C.) section 20636.
E. Reallocation of Salary Rate Ranges. When an employee is in a CMM or CAM
classification, which is reallocated from the current salary rate range to a different salary
rate range, the employee will retain the same salary he or she held prior to the
reallocation.
Section 5. Health and Welfare Benefits.
The following insurance benefits available to Unrepresented Confidential Management
employees are provided through the City's Section 125 Cafeteria Plan adopted in
accordance with the provisions of Internal Revenue Code § 125.
Under City Council Resolution No. 98-52, the City elected to be subject to the Public
Employees' Medical & Hospital Care Act (PEMHCA) to provide medical insurance
through CalPERS for management members. The City's contribution for each employee
meets the statutory minimum using the"Unequal Method" California Government Code
§22892(c) (AB-2544).
The City will contribute an allowance, which includes the PEMHCA statutory minimum
towards the employee's cafeteria plan in the same amount as available to the SAMA
unit covered under the PEMHCA plan.
Resolution No. 2026-013
Page 9 of 13
Section 6. Leave Accruals and Cash-Out Provisions.
Unless otherwise provided„ the same leave accrual, maximum accrual, and cash-out
provisions provided to the members of the SAMA unit, will also be offered to the
classifications listed in this resolution exhibit including but not limited to; sick, paid
holidays, floating holidays , holiday closures , vacation , " must-
use" vacation, management vacation, bereavement leave, military leave, jury duty,
witness leave, catastrophic, and industrial/workers compensation leave.
Section 7. Retirement Plan Contributions.
A. The terms of the existing contract between the City and California Public
Employees' Retirement System (CaIPERS) governing the City retirement benefits of
Unrepresented Confidential Management employees covered by this Resolution are
incorporated by reference herein. The City will make contributions to CaIPERS in
accordance with its contract with CaIPERS for employees covered by said contract as
amended.
B. The California Public Employees' Pension Reform Act (PEPRA) went into effect
on January 1, 2013. Based on consideration of various eligibility factors, PEPRA defines
each employee as either a"classic" or"new" member of CaIPERS.
C. 2.7% at 55 Service Retirement Benefit for Classic Miscellaneous Members. The
City agrees to provide CMM and CAM employees covered by this Resolution, and who
are defined as Classic Miscellaneous Members under the California Public Employees'
Pension Reform Act (PEPRA) of 2013 (AB340), with the 2.7% at 55 Service Retirement
benefit.
D. Payment of 2.7% at 55 Service Retirement Benefit. Classic Miscellaneous CMM
and CAM employees covered by this Resolution will contribute eight percent (8%) of
CaIPERS reportable compensation toward the employer cost of the 2.7% at 55
enhanced retirement formula. This payment will be implemented as cost-sharing
pursuant to Government Code Section 20516(f).
1. Pre-Taxable Benefit, To the extent permitted by CaIPERS and
Internal Revenue Service regulations, this eight percent(8%) employee contribution will
be implemented through payroll deductions on a pre-tax basis.
E. 2.0% at 62 Service Retirement Benefit for New Miscellaneous Members. The
City agrees to provide CMM and CAM employees covered by this Resolution who were
appointed to their classification on or after January 1, 2013, and who are defined as
new members under the California Public Employees' Pension Reform Act (PEPRA) of
2013 (AB340), with the 2.0% at 62 Service Retirement benefit.
F. Payment of 2.0% at 62 Service Retirement Benefit. CMM and CAM employees
defined in 7.E. (above) will contribute at least 50% of normal cost of the 2.0% at 62
retirement benefit.
Resolution No. 2026-013
Page 10 of 13
1. Pre-Taxable Benefit. To the extent permitted by CalPERS and Internal
Revenue Service regulations, the City will make the above employee deductions pre-tax
contributions.
G. Final Qomoensation for Pension Calculation. Final compensation for Classic
Miscellaneous Members will be based on the highest annual average compensation
earnable during the 12 consecutive months immediately preceding the effective date of
their retirement, or some other 12 consecutive month period designated by the member.
Final compensation Miscellaneous Members who are defined as New Members under
PEPRA will be based on the highest annual average compensation earnable during the
36 consecutive months immediately preceding the effective date of their retirement, or
some other 36 consecutive month period designated by the member.
H. Deferred Retirement for Classic Miscellaneous Members as defined in Section
D (above). The City will continue to make payments to CalPERS on behalf of each
eligible affected employee in an amount necessary to pay one hundred percent (100%)
of each employee's member contribution and report it to CalPERS as special
compensation [Government Code §20636(C)(4)]. This contribution is known as
Employer Paid Member Contribution (EPMC), which is equal to eight percent (8%) of
reportable compensation for Classic Miscellaneous Members. Such payments will be
credited to the individual employee's CalPERS account.
Such payments are not an increase in base salary and no salary rate range applicable
to any of the employees covered by this Resolution will be changed or deemed to have
been changed by reason thereof. As a result, the City will not treat these payments as
ordinary income and thus will not withhold federal or state income tax from said
payments. The City previously received a ruling from the Internal Revenue Service
confirming that such payments are deferred compensation and not ordinary income. In
the event that the City receives a new ruling from the Internal Revenue Service that
such payments are ordinary income of the employees instead of deferred
compensation, the City's obligation to make such payments will discontinue and in place
thereof the reportable compensation of each Classic Miscellaneous Member eligible for
the 2.7% at 55 Benefits Formula will be increased by eight percent (8%).
For the purpose of reporting an employee's compensation to CalPERS, the City will
include these payments as if they were a part of the employee's reportable
compensation.
Se i n . Tuition Reimbursement
Unrepresented Confidential Management employees are eligible to participate in the
Training and Education Assistance Program provided for all regular, full-time employees
of the City. Reimbursement will be based on the cost of tuition, required
enroll mentlregistration fees, miscellaneous fees (health, parking, student union fees,
Resolution No. 2026-013
Page 11 of 13
etc.) and all required texts, eBooks and related material for each course. Maximum
tuition reimbursement will be paid the same amount as available to represented SAMA
members.
Section 9. Retirement Health Savings (RHS) Plan
A. Employees participate in the "Vantage Care" Retirement Health Savings Plan
(RHS), which designated ICMA-RC as the administrator of the plan. The City shall make
contributions into the individual accounts of Unrepresented Confidential Management
employees as provided to the members of the represented SAMA unit.
1. Unrepresented Confidential Management employees will contribute
one and one-quarter percent (1.25%) of base pay into their individual RHS account
each pay period.
2. Unrepresented Confidential Management employees shall have the
option to amend the current management plan design by mutual agreement of the
majority including the SAMA mernbership within in the City's agreement with ICMA-RC.
3. The City will contribute one percent (1%) of employee's base pay
deposited into their individual RHS account each pay period.
Section 10. Deferred Compensation
The City has established and maintains a deferred compensation plan pursuant to the
provisions of Section 457(b) of the Internal Revenue Code. CMM and CAM employees
covered under this resolution, at their sole discretion, may defer to have deposited into
the City's 457(b) plan a portion of their compensation up to the maximum amount
permitted by law.
As permissible by law if the City is desirous of establishing a 4O1(a) deferred
compensation plan at a future date, Unrepresented Confidential Management
employees covered under this resolution, at their sole discretion, may elect to
participate into said 4O1(a) plan upon its establishment, and defer a portion of their
compensation up to the maximum amount permitted by law to the same extent as the
SAMA unit.
All contributions into the 457(b) and 401(a) plan are voluntary employee contributions
and will meet the requirements of the Internal Revenue Code.
Section 11. Miscellaneous Provisions
A Catastrophic Leave Donation. Unrepresented Confidential Management
employees will be eligible to donate and receive catastrophic leave donations as
provided to all other represented SAMA members.
B. At-Will Employment Relationship- Classifications; Chief Assistant City Attorney-
Resolution No. 2026-013
Page 12of13
Employee Relations and Senior Assistant City Attorney-Employee Relations are defined
as not excepted by the Civil Service System as defined in Section 1002 of the City
of Santa Ana Code of Ordinance, Charter Article X - Civil Service and are considered
to be employed "at-will" as defined by the California Labor Code section 2922. The
Classifications identified in this section will be appointed by and report to the City
Attorney and nothing in this Resolution Exhibit shall prevent, limit, or otherwise interfere
with the right of the City Attorney or the City Manager to terminate employment at any
time, with or without cause of an employee whose classification is listed in this section.
C. Special Assignment Pay. For the positions of Chief Assistant City Attorney —
Employee Relations (Excepted)„ Senior Assistant City Attorney — Employee Relations
(Excepted), Assistant City Attorney — Employee Relations (Excepted), special
assignment pay may be provided for the duties above and beyond the normal scope of
their work as identified by the City Attorney, They would receive 2.5% of base pay for the
duration of their special assignment.
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