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Page 3 of 5 <br />City of Redwood City 1017 Middlefield Road, Redwood City, CA. 94063 Tel: 650-780-7000 www.redwoodcity.org <br />Relocation Assistance: <br />On November 25, 2024, the City Council approved amendments to the Executive Management Summary <br />of Benefits effective December 2, 2024, that included in part a title change to Summary of Compensation <br />and Terms of Employment for the Executive Management Employee Group and added language providing <br />relocation assistance for new hires in the classifications of Assistant City Manager, Police and Fire Chiefs, <br />and Department Directors, for reimbursement of documented qualifying relocation expenses. The <br />relocation assistance benefit makes it easier for candidates to accept a position with the City of Redwood <br />City by covering eligible relocation costs. <br />The recommended edits include that all relocation assistance is subject to approval by the City Manager <br />or their designee. In addition, the recommended edits include that relocation assistance is available where <br />the new hire’s permanent residence is more than fifty (50) miles from the City and to the new hire either <br />relocates to a new permanent residence or a second place of residence fifty (50) miles or less away from <br />the City of Redwood City. <br />Furthermore, the recommended edits identify qualifying relocation expenses to include, but not limited <br />to, moving expenses (packing, shipping, and storage services of household goods), and rental/housing <br />assistance, including reimbursement of first month’s rent or mortgage (up to $3,500) with the total <br />maximum relocation reimbursement for qualified expenses remaining at $10,000. Should the employee <br />voluntarily leave City employment prior to twelve (12) months from their hire date, the employee must <br />repay relocation assistance provided within 30 days of separation of employment. <br />Banked Holiday Hours: <br />Employees in the Executive Management group receive holidays and do not receive pay in lieu of holidays. <br />Historically, some employees in this group have been able to bank time worked on holidays, and <br />employees in other bargaining groups either receive pay in lieu of holidays or have the ability to be <br />compensated when working on recognized City holidays. The proposed language states that if an <br />employee in this group is required to work on a City recognized holiday due to an emergency situation or <br />a City-sponsored event (e.g. July 4th event), the employee can code the holiday worked as “banked holiday <br />earned” and will be paid regular pay on the City recognized holiday and will accrue eight (8) hours of <br />“banked holiday earned” to be taken as single uninterrupted eight (8) hours of leave on another regularly <br />scheduled workday. In situations that are not an emergency situation or City-sponsored event, the <br />employee must obtain pre-approval from their department head or their designee to work on a City <br />recognized holiday. The positions of City Manager, City Attorney, Assistant City Manager, Police and Fire <br />Chiefs, and Department Directors do not require pre-approval to work on a City recognized holiday. <br /> <br />Banked holiday hours not used by December 31 in the calendar year will not be eligible to be carried over <br />to the following calendar year. In the event that banked holiday hours are not used by December 31 in <br />the calendar year, payment of a maximum of two (2) unused banked holidays (16 hours) will be made no <br />later than the first pay period in February. <br />10.C. - Page 3 of 41 <br />798