SR 02-27-2024 5F
City Council
Report
City Council Meeting: February 27, 2024
Agenda Item: 5.F
1 of 4
To: Mayor and City Council
From: Oles Gordeev, Acting Director of Human Resources, Human Resources
Department
Subject: Adoption of Resolution Accepting the Tentative Agreement for the City's
Homeless Outreach Services Team (HoST) Assignment Bonus and
Supervisory Team Associates Stand-by Pay
Recommended Action
Staff recommends that the City Council:
1. Adopt a finding of categorical exemption pursuant to Section 15324 (Class 24
Regulations of Working Conditions) of the California Environmental Quality Act
(CEQA) Guidelines;
2. Adopt the proposed Resolution (Attachment A) accepting the Tentative
Agreement (TA) and authorizing the City Manager to execute Side Letters of
Agreement with the California Teamsters Local 911 and the Supervisory Team
Associates.
Summary
In accordance with the Meyers-Milias-Brown Act (MMBA), negotiations between the City
and the California Teamsters Local 911 (IBT) and the Supervisory Team Association
(STA) have resulted in a tentative agreement (TA) regarding a Side Letter Agreement
amending the terms and conditions as set forth in the current Memorandum of
Understanding with each respective bargaining unit. IBT has authorized and approved
the terms of a TA with the City adding a 10% assignment bonus for employees that are
assigned to the City’s Homeless Outreach Services Team (HoST). HoST members are
responsible for addressing distinct and large-scale cleanups attributed to people
experiencing homelessness. STA has authorized and approved the terms of a TA with
the City adding an 8.5% stand-by pay for employees assigned to be on stand-by duty
5.F
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after their normal working hours. Staff seeks Council approval of the TAs to establish
side letter agreements between the City and these bargaining units.
Discussion
The current MOUs between the City and both bargaining units establishes wages,
hours, and other terms and conditions of employment. Under the Meyers-Milias-Brown
Act (MMBA) in California, local public agencies negotiate with exclusively recognized
employee organizations on wages, hours, and working conditions. At times, concerns
are brought to the City’s attention during the term of an existing MOU. When this
occurs, the City and the bargaining unit agree to terms outside of the standard
negotiation process for successor MOUs.
The overall policy of the City has been to maintain competitive benefits and working
conditions in a high-cost geographic labor market to attract and retain a high-quality
workforce to serve our community across a wide range of specialized services. Since
most, though not all, City jobs are comparable to those in other competing municipal
organizations, the City has traditionally looked to full-service cities in our region of
similar size and financial strength for labor market comparisons.
The terms of these tentative agreements continue to keep the City aligned with our 11
comparable peer cities while simultaneously preserving a level of benefits that keeps
the City of Santa Monica competitive in a tight labor market. Peer cities include
Anaheim, Beverly Hills, Burbank, Culver City, El Segundo, Glendale, Inglewood,
Pasadena, Redondo Beach, Santa Barbara, and Torrance. The City of Los Angeles and
County of Los Angeles may also be included as a comparable agency depending on the
item or classification being surveyed.
The TA with IBT adds a provision to the current MOU to include a 10% HoST
assignment bonus for employees in the classification of Lead Maintenance Worker and
Maintenance Worker assigned to HoST. This bonus recognizes the unconventional
cleaning and maintenance duties required of a Maintenance Worker assigned to HoST.
5.F
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The TA with STA adds a provision to the current MOU to include an 8.5% stand-by pay
bonus to employees for all hours assigned to be on stand-by duty outside of an
employee’s regular work schedule. This bonus recognizes the employees need to be
prepared and ready for work during customarily off-duty hours in case of an emergency
that requires an employee’s immediate return to the workplace.
Environmental Review
The negotiated changes to staff wages are categorically exempt pursuant to Section
15324 (Class 24 Regulations of Working Conditions) of the California Environmental
Quality Act (CEQA) Guidelines. Class 24 consists of actions taken by regulatory
agencies to regulate employee wages, hours of work, or working conditions where there
will be no demonstrable physical changes outside the place of work.
Past Council Actions
Meeting Date Description
7/26/2022
(attachment B)
Most Recent successor MOU agreement with California
Teamsters Local 911
7/12/2022
(attachment C)
Most Recent successor MOU agreement with Supervisory Team
Association
Financial Impacts and Budget Actions
The cost of the assignment bonus for employees assigned to work with the City’s
homeless outreach services team (HoST) was included in the FY 2023-25 Biennial
Budget. The cost of standby pay for applicable employees assigned to be on standby
after their normal working hours is indeterminate at this time. The departments will track
and monitor the expenditures closely. Any budget adjustments would be incorporated in
the FY 2023-24 Year-End Budget and the FY 2024-25 Exception-Based Budget, as
needed.
5.F
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Prepared By: Sarah Rebensdorf, Human Resources Manager
Approved
Forwarded to Council
Attachments:
A. Attachment A: Teamsters STA Side Letters RESO 2.27.24
B. Attachment B: 7.26.22 Council Meeting Staff Report
C. Attachment C: 7.12.22 Council Meeting Staff Report
5.F
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1
City Council Meeting: February 27, 2024 Santa Monica, California RESOLUTION NUMBER _________ (CCS)
(City Council Series) A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF SANTA MONICA ACCEPTING THE
TENTATIVE AGREEMENT AND AUTHORIZING THE CITY MANAGER
TO EXECUTE SIDE LETTERS OF AGREEMENT WITH THE CALIFORNIA TEAMSTERS LOCAL 911 AND THE SUPERVISORY TEAM ASSOCIATES WHEREAS, authorized representatives of the City administration and the
California Teamsters Local 911 (“Teamsters”) and Supervisory Team Associates (“STA”),
have met and conferred in accordance with the Meyers-Millias Brown Act (“MMBA”),
codified at Government Code Section 3500 et seq., and have reached agreement on
wages, hours, and other terms and conditions of employment; and
WHEREAS, in accordance with Government Code Section 3505.1, on February
27, 2024, the tentative agreements reached between authorized representatives of the
City administration and the Teamsters and STA were presented to the City Council of the
City of Santa Monica for consideration; and
WHEREAS, Government Code Section 3505.1 requires preparation of a written
Memorandum of Understanding between the City and the employee organization if a
tentative agreement is reached and adopted by the City Council; and
WHEREAS, the purpose of the Side Letters of Agreement is to promote and
provide harmonious relations, cooperation, and understanding between the City and the
Coalition of Santa Monica Employees;
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SANTA MONICA
DOES RESOLVE AS FOLLOWS:
5.F.a
Packet Pg. 186 Attachment: Attachment A: Teamsters STA Side Letters RESO 2.27.24 (6265 : HoST Assignment Bonus/STA Stand-by Pay)
2
SECTION 1. The City Council of the City of Santa Monica hereby accepts and
approves the tentative agreement that has been reached between authorized
representatives of the City administration and the California Teamsters Local 911
(“Teamsters”) and authorizes the City Manager to execute a Side Letter of Agreement
with the Teamsters, in accordance with this agreement.
SECTION 2. The City Council of the City of Santa Monica hereby accepts and
approves the tentative agreement that has been reached between authorized
representatives of the City administration and the Supervisory Team Associates (“STA”)
and authorizes the City Manager to execute a Side Letter of Agreement with the STA, in
accordance with this agreement.
SECTION 3. The City Clerk shall certify to the adoption of this Resolution, and
thenceforth and thereafter the same shall be in full force and effect.
APPROVED AS TO FORM: _________________________
Douglas Sloan, City Attorney
5.F.a
Packet Pg. 187 Attachment: Attachment A: Teamsters STA Side Letters RESO 2.27.24 (6265 : HoST Assignment Bonus/STA Stand-by Pay)
City Council
Report
City Council Meeting: July 26, 2022
Agenda Item: 5.F
1 of 4
To: Mayor and City Council
From: Lori Gentles, Chief People Officer, Human Resources Department
Subject: Adoption of a Resolution accepting the tentative agreement and authorizing
the City Manager to negotiate and execute Memoranda of Understanding with
the California Teamsters Local 911
Recommended Action
Staff recommends that the City Council:
1. Adopt the proposed Resolution (Attachment A) accepting the tentative
agreement and authorizing the City Manager to negotiate and execute a
Memorandum of Understanding with the California Teamsters Local 911;
2. Adopt the salary schedule (Attachment B); and
3. Authorize budget changes as outlined in the Financial Impacts & Budget Actions
section of this report.
Summary
In accordance with the Meyers-Milias-Brown Act (MMBA), negotiations between the City
and the California Teamsters Local 911 (Teamsters) have resulted in a tentative
agreement (TA) regarding a successor Memorandum of Understanding (MOU). Staff
seeks Council authorization to enter into this agreement with this bargaining unit.
Teamsters finalized the ratification voting process, approving the terms of their TA. City
staff recommend that the Council approve the ratified TA to establish a successor
agreement between the City and Teamsters. Staff have ongoing negotiations with two
remaining bargaining units.
Discussion
The MOU between the City and Teamsters establishes wages, hours, and other terms
and conditions of employment. Under the Meyers-Milias-Brown Act (MMBA) in
5.F.b
Packet Pg. 188 Attachment: Attachment B: 7.26.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
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California, local public agencies negotiate with exclusively recognized employee
organizations on wages, hours, and working conditions. The City currently is still in
negotiations with two of these employee organizations (often referred to as bargaining
groups or unions) whose collective bargaining agreements with the City expired on June
30, 2022.
The overall policy of the City has been to maintain competitive benefits and working
conditions in a high-cost geographic labor market in order to retain and attract a high-
quality workforce to serve our community across a wide range of specialized services.
Since most, though not all, City jobs are comparable to those in other (competing)
municipal organizations, the City has traditionally looked to full-service cities in our
region of similar size and financial strength for labor market comparisons. The terms of
the tentative agreement bring the City closer in alignment with our eleven (11)
comparable peer cities while simultaneously preserving a level of benefits that will keep
the City of Santa Monica competitive in a tight labor market. Peer cities include
Anaheim, Beverly Hills, Burbank, Culver City, El Segundo, Glendale, Inglewood,
Pasadena, Redondo Beach, Santa Barbara, and Torrance. The City of Los Angeles and
County of Los Angeles may also be included as a comparable agency depending on the
classifications being surveyed.
The substantive changes for the TA with Teamsters is outlined below:
California Teamsters Local 911
The California Teamsters Local 911 (Teamsters) represents 414 members comprised of
skilled trades and maintenance classifications.
• Term of Agreement: July 1, 2022, through June 30, 2025.
• July 3, 2022 = 4.5% salary increase effective July 3, 2022.
• July 1, 2022 = $5,000 Trades and Maintenance Signing Bonus.
• July 1, 2023 = 3% salary increase and a $3,500 Trades and Maintenance
Signing Bonus.
5.F.b
Packet Pg. 189 Attachment: Attachment B: 7.26.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
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• July 1, 2024 = 2% salary increase and a $3,500 Trades and Maintenance
Signing Bonus.
• Add Cesar Chavez and Juneteenth as paid holidays.
• Increase to Temporary Upgrade Pay; employees currently receive $1.25 per hour
while serving in a higher-level classification. This change will provide a minimum
5% salary increase, which will align them with the temporary upgrade pay
provided for in other bargaining units’ MOUs.
• Re-openers regarding: health, safety and mental awareness; compensation
studies; staffing needs; service recognition; and the manner in which holidays are
compensated for employees who end up working on the actual holiday.
• Water Division bonuses:
o $75 bi-weekly, $125 bi-weekly or $175 bi-weekly bonus for Water Treatment,
Wastewater Collection, Water Distribution Certification bonuses, depending on
the level of the certification.
• Employees who are assigned and respond to a mutual aid team shall be
compensated for “portal to portal” at the straight-time rate.
Financial Impacts and Budget Actions
The total estimated cost of the negotiated changes contained in the tentative agreement
presented in this report is $3,512,507 for FY 2022-23. The budget impact of these
changes was included in the FY 2021-22 through FY 2027-28 Five-Year Financial
Forecast for the General Fund. If the changes are approved, staff will appropriate the
FY 2022-23 changes in Non-Departmental for the General Fund and all other funds as
listed in the table below. The funds will be transferred to the relevant funds and
department accounts along with the FY 2021-22 Year-end Budget changes being
presented to Council on October 25, 2022.
Fund
# Fund Name Total
01 General Fund $1,185,038
11 Beach Recreation Fund 235,660
5.F.b
Packet Pg. 190 Attachment: Attachment B: 7.26.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
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50 Water Fund 311,397
51 Wastewater Fund 154,699
53 Pier Fund 36,867
54 Resource Recovery & Recycling Fund 663,370
57 Airport Fund 52,058
59 Cemetery Fund 27,771
60 Big Blue Bus Fund 694,662
70 Vehicle Management Fund 150,985
Total all funds $3,512,507
Prepared By: Ericka Reinke, Senior HR Analyst
Approved
Forwarded to Council
Attachments:
A. COLA FY22-23 Step IBT Salary Grades 4.5%
B. Teamsters TA RESO 7.26.22
5.F.b
Packet Pg. 191 Attachment: Attachment B: 7.26.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
City Council
Report
City Council Meeting: July 12, 2022
Agenda Item: 5.I
1 of 7
To: Mayor and City Council
From: Lori Gentles, Chief People Officer, Human Resources Department
Subject: Adoption of a Resolution accepting the tentative agreements and authorizing
the City Manager to negotiate and execute Memoranda of Understanding with
the Municipal Employees Association, Santa Monica Firefighters Local 1109
(1109), Santa Monica Police Officers Association and the Supervisory Team
Association and a Side Letter Agreement between the City and 1109
Recommended Action
Staff recommends that the City Council:
1. Adopt the proposed Resolution (Attachment A) accepting the tentative
agreements and authorizing the City Manager to negotiate and execute
Memoranda of Understanding with the Municipal Employees Association (MEA),
Santa Monica Firefighters Local 1109 IAFF (1109), Santa Monica Police Officers
Association (POA) and the Supervisory Team Association (STA) and a Side
Letter Agreement with the Santa Monica Firefighters Local 1109 IAFF;
2. Adopt the salary schedule (Attachment B); and
3. Authorize budget changes as outlined in the Financial Impacts & Budget Actions
section of this report.
Summary
In accordance with the Meyers-Milias-Brown Act (MMBA), negotiations between the City
and the Municipal Employees Association (MEA), Santa Monica Firefighters Local 1109
(1109), Santa Monica Police Officers Association (POA) and the Supervisory Team
Association (STA) have resulted in a Tentative Agreement (TA) regarding a successor
Memorandum of Understanding (MOU) with each bargaining unit and a Side Letter
Agreement with 1109. Staff seeks Council authorization to enter into these agreements
with these bargaining units. All groups finalized the ratification voting process,
approving the terms of their respective TA. City staff recommend that the Council
5.F.c
Packet Pg. 192 Attachment: Attachment C: 7.12.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
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approve the ratified TAs to establish successor agreements between the City and these
bargaining units.
Discussion
The MOU between the City and each bargaining unit establishes wages, hours, and
other terms and conditions of employment. Under the Meyers-Milias-Brown Act (MMBA)
in California, local public agencies negotiate with exclusively recognized employee
organizations on wages, hours, and working conditions. The City currently has
approved TAs with two bargaining units and is still in negotiations with three of these
employee organizations (often referred to as bargaining groups or unions) whose
contracts with the City expired on June 30, 2022.
The overall policy of the City has been to maintain competitive benefits and working
conditions in a high-cost geographic labor market in order to retain and attract a high-
quality workforce to serve our community across a wide range of specialized services.
Since most, though not all, City jobs are most comparable to those in other (competing)
municipal organizations, the City has traditionally looked to full-service cities in our
region of similar size and financial strength for labor market comparisons. The terms of
the tentative agreements bring the City closer in alignment with our ten comparable
peer cities while simultaneously preserving a level of benefits that will keep the City of
Santa Monica competitive in a tight labor market. Peer cities include Anaheim, Beverly
Hills, Burbank, Culver City, El Segundo, Glendale, Inglewood, Pasadena, Redondo
Beach, Santa Barbara, and Torrance. The City of Los Angeles and County of Los
Angeles may also be included as a comparable agency depending on the classifications
being surveyed.
The substantive changes for each TA are outlined below:
Municipal Employees Association
The Municipal Employees Association (MEA) represents 409 non-exempt general
employees, including clerical staff, technical staff, and paraprofessionals.
• Term of Agreement: July 1, 2022 through June 30, 2025.
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Packet Pg. 193 Attachment: Attachment C: 7.12.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
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• July 3, 2022 = 4.5% salary increase plus a one-time signing bonus of $2,000,
effective July 1, 2022, or the first pay period following Council approval of the
MOU, whichever is later.
• July 1, 2023 = 3% salary increase.
• July 1, 2024 = 2% salary increase and a $3,000 lump sum bonus.
• Add Cesar Chavez and Juneteenth as paid holidays.
• Restoration of Sick Leave Buyback Program.
• Increase to Temporary Upgrade Pay, employees currently receive $1.25 per hour
while serving in a higher-level classification. This change will align them with
other MOU’s which allow for an employee to receive the salary of the higher-level
classification, providing a minimum 5% increase.
• Reopener regarding the manner in which holidays are compensated for
employees who end up working on the actual holiday and a reopener regarding
classification and compensation studies.
• Vacation Cash Out: Increase in the number of hours employees can cash out two
times per year:
o Increase from 30 to 48 hours for 0-5 years of service.
o No change for 5-10 years of service.
o Increase from 60 to 72 hours for 10-15 years of service.
o Increase from 60 to 84 hours for 15+ years of service.
• MEA employees who are assigned and respond to a mutual aid team shall be
compensated for “portal to portal” at the straight-time rate.
Santa Monica Police Officers Association (POA)
The Santa Monica Police Officers Association (POA) has 220 exempt & non-exempt
public safety employees in the Police Department, excluding the Police Chief.
• Term of Agreement; July 1, 2022, through June 30, 2025.
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Packet Pg. 194 Attachment: Attachment C: 7.12.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
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• July 3, 2022 = 4.5% salary increase, effective July 1, 2022, or the first pay period
following Council approval of the MOU, whichever is later.
• January 1, 2024 = 1% salary increase.
• January 1, 2025 = decrease CalPERS pension cost-sharing from 8.5% to 6%.
• June 30, 2025 = decrease CalPERS pension cost-sharing from 6% to 4%.
• Suspension of the Equity Study for one year effective, January 2024.
• Restoration of Sick Leave Buyback Program.
• Add Cesar Chavez and Juneteenth as paid holidays.
• $900/month special deployment pay for Deputy Police Chief, Police Captains,
and Police Lieutenants.
• Addition of “Wellness” hour while on shift.
• Increase uniform allowance from $80/month to $100/month.
Santa Monica Firefighters Local 1109 (1109)
The Santa Monica Firefighters Local 1109 (1109) has 119 exempt & non-exempt public
safety employees in the Fire Department, excluding the Fire Chief and Deputy Fire
Chiefs.
• Term of Pay Plan: July 1, 2022, through June 30, 2025.
• July 3, 2022 = 4.5% salary increase plus a one-time payment of $8,500 in
recognition of the salary decreases during fiscal years 2020-2022,
effective July 1, 2022, or the first pay period following Council approval of the
MOU, whichever is later.
• July 1, 2023 = 3% salary increase.
• July 1, 2024 = 2% salary increase.
• Increase of EMT bonus from 6.75% of top step Firefighter to 9.25% of top step
Firefighter effective July 1, 2022, or the first pay period following Council
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Packet Pg. 195 Attachment: Attachment C: 7.12.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
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approval of the MOU, whichever is later. Battalion Chiefs and the Fire Marshal
will also simultaneously become eligible for an EMT bonus of 2.5% of top step
Firefighter.
• Increase to deferred compensation employer contribution of 5% of base pay for
employees who are designated as Public Employee Pension Reform Act
(PEPRA) members for the purposes of retirement.
• Add Juneteenth as a paid holiday.
• Increase to Retiree Health Benefit Trust from $150.19 to $360/month.
• Increase to Hazardous Materials (HazMat) and Urban Search and Rescues
(USAR) team bonuses, from 4% of top step Firefighter to 6% of top step
Firefighter if an employee is assigned to both teams.
• Remove the current caps for the amount of how many employees may be
assigned to either team and therefore eligible for a HazMat or USAR bonus.
• July 1, 2022 = decrease CalPERS pension cost-sharing from 6% to 1%, effective
July 1, 2022, or the first pay period following Council approval of the MOU,
whichever is later.
• Reopeners regarding the medical insurance provider and insurance for mental
health and/or Post Traumatic Stress Disorder.
• Side Letter Agreement which will allow for employees to earn overtime at their
own pay rate when working in a lower-level classification. This modification will
expire December 31, 2022 and revert to the current practice where employees
are paid at the rate for the lower-level classification.
Supervisory Team Association (STA)
The Supervisory Team Association (STA) has 98 non-exempt Supervisors.
• Term of Agreement: July 1, 2022, through June 30, 2025.
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Packet Pg. 196 Attachment: Attachment C: 7.12.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
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• July 3, 2022 = 4.5% salary increase plus a one-time signing bonus of $1,550,
effective July 1, 2022, or the first pay period following Council approval of the
MOU, whichever is later.
• July 1, 2023 = 3% salary increase.
• July 1, 2024 = 2% salary increase.
• Add Cesar Chavez and Juneteenth as paid holidays.
• Restoration of Sick Leave Buyback Program.
• Water Division bonuses:
o $75/month, $125/month or $175/month bonus for Water Treatment,
Wastewater Collection, Water Distribution Certification bonuses,
depending on the level of the certification.
• City-paid State Disability Insurance effective fiscal year 2024-2025.
• Add bonus of $30 biweekly for Mobile Command post certification.
• Add bonus of $30 biweekly for Crime Scene certification.
• The City will conduct classification and compensation studies for certain positions
that have yet to be determined.
• STA employees who are assigned and respond to a mutual aid team shall be
compensated for “portal to portal” at the straight-time rate.
Financial Impacts and Budget Actions
The total cost of the negotiated changes contained in the tentative agreements
presented in this report is approximately $11,594,356 for FY 2022-23. The budget
impact of these changes was included in the FY 2021-22 through FY 2027-28 Five-Year
Financial Forecast for the General Fund. If the changes are approved, staff will
appropriate the FY 2022-23 changes in Non-Departmental for the General Fund and all
other funds as listed in the table below. The funds will be transferred to the relevant
funds and department accounts along with the FY 2021-22 Year-end Budget changes
being presented to Council on October 25, 2022.
5.F.c
Packet Pg. 197 Attachment: Attachment C: 7.12.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)
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Prepared By: Ericka Reinke, Senior HR Analyst
Approved
Forwarded to Council
Attachments:
A. Proposed Resolution
B. MEA FY22-23 Salary Schedule COLA 4.5%
C. FIRE FY22-23 Salary Schedule COLA 4.5%
D. POA FY22-23 Salary Schedule COLA 4.5%
E. STA FY22-23 Salary Schedule COLA 4.5%
Fund # Fund Name Total
01 General Fund $10,779,644
11 Beach Recreation Fund 37,569
12 Housing Authority Fund 48,750
50 Water Fund 60,189
51 Wastewater Fund 23,024
53 Pier Fund 84,758
54 Resource Recovery & Recycling Fund 83,091
55 Community Broadband Fund 6,668
57 Airport Fund 38,228
59 Cemetery Fund 14,195
60 Big Blue Bus Fund 361,481
70 Vehicle Management Fund 37,790
75 Risk Management Administration Fund 18,969
Total all funds $11,594,356
5.F.c
Packet Pg. 198 Attachment: Attachment C: 7.12.22 Council Meeting Staff Report (6265 : HoST Assignment Bonus/STA Stand-by Pay)