HomeMy WebLinkAboutItem 5.6 Revisions to the Personnel System Agenda Item 5.6
STAFF REPORT
CITY COUNCIL
Page 1 of 2
DATE: October 6, 2026
TO: Honorable Mayor and City Councilmembers
FROM: Colleen Tribby, City Manager
SUBJECT:
Revisions to the Personnel System
Prepared by: Sarah Monnastes, Human Resources Director/Risk Manager
EXECUTIVE SUMMARY:
The City Council will consider an additional 1.5% cost-of-living adjustment (COLA) for regular
personnel, retroactive to July 1, 2026, following direction provided by the City Council in
Closed Session on September 15, 2026. This brings the total COLA received by employees to
3.2% for Fiscal Year 2026-27. The Council will also consider updating the City Manager’s
salary to reflect the 1.7% cost-of-living adjustment provided under her employment agreement
for Fiscal Year 2026-27, now that her Fiscal Year 2025-26 performance-based salary
adjustment has been finalized.
STAFF RECOMMENDATION:
Adopt the following: 1) Resolution Amending the Salary Plan for Full-Time Personnel and 2)
Resolution Amending the Salary Plan for Management Positions Exempt from Competitive
Service.
FINANCIAL IMPACT:
An additional 1.5% cost-of-living adjustment for all regular employees is estimated to cost
$276,172, and the City Manager’s 1.7% cost-of-living adjustment is estimated to cost $7,092.
Sufficient funds are available within the Fiscal Year 2026-27 Budget to cover these costs.
DESCRIPTION:
During Item 9 of the August 18, 2026 meeting, the City Council requested that Staff bring back
an informational report on the most recent annual cost-of-living adjustment (COLA) received by
all City employees, noting that it was low relative to the Consumer Price Index change from
late 2025 through spring 2026. On September 1, 2026, Staff presented a report providing
contextual information about Dublin’s Employee Process that governs COLAs, described the
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Page 2 of 2
City’s methodology that resulted in a COLA of 1.7%, and for reference, discussed the annual
escalators provided in the City’s agreements with external parties, and how other Bay Area
agencies handle compensation increases (Attachment 3). Following further discussion in
Closed Session on September 15, 2026, the City Council directed Staff to bring forward an
additional 1.5% COLA for final approval at the next meeting, bringing the total COLA received
by employees to 3.2% for Fiscal Year 2026-27. The adjustment will be retroactive to July 1,
2026.
The additional COLA applies to all regular personnel but does not extend to the City Manager’s
classification. Under her employment agreement, the City Manager’s annual COLA is tied
directly to the February CPI reading, the same figure used to calculate the CO LA for regular
personnel, rather than to the COLA amount actually provided to regular staff. Implementation
of her Fiscal Year 2026-27 COLA was deferred pending completion of her Fiscal Year 2025-26
performance evaluation and the associated performance-based salary adjustment. That
process has since been completed, and the 1.7% COLA has been applied to the City
Manager’s classification, retroactive to July 1, 2026.
Attachments 1 and 2 amend the Salary Plan for Full-Time Personnel and the Salary Plan for
Management Positions Exempt from Competitive Service, respectively, to reflect these
changes.
STRATEGIC PLAN INITIATIVE:
None.
NOTICING REQUIREMENTS/PUBLIC OUTREACH:
The City Council Agenda was posted.
ATTACHMENTS:
1) Resolution Amending the Salary Plan for Full-Time Personnel
2) Resolution Amending the Salary Plan for Management Positions Exempt from Competitive
Service
3) Staff Report Dated September 1, 2026
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Attachment 1
Reso. No. XX-26, Item X.X, Adopted XX/XX/2026 Page 1 of 4
RESOLUTION NO. XX – 26
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
AMENDING THE SALARY PLAN FOR FULL-TIME PERSONNEL
WHEREAS, the City Council has adopted a Salary & Benefit Plan pursuant to the Personnel
System Rules; and
WHEREAS, the City Council adopted Resolution No. 96-23 which established increases to
salary ranges effective July 1, 2026; and
WHEREAS, on June 16, 2026, the City Council adopted Resolution No. 60-26, establishing a
Salary Plan for Full-Time Personnel effective July 1, 2026, which reflected a 1.7% cost -of-living
adjustment (COLA) for Fiscal Year 2026-27; and
WHEREAS, during Item 9 of the August 18, 2026 meeting, the City Council requested that Staff
bring back an informational report on the most recent annual cost -of-living adjustment (COLA) received
by City employees, in light of it being low relative to the Consumer Price Index change from late 2025
through spring 2026; and
WHEREAS, on September 1, 2026, the City Council received a report that provided contextual
information about Dublin’s Employee Process that governs COLAs, described the City’s COLA
methodology, and, for reference, discussed the annual escalators provided in the City’s agreements
with external parties, and how other Bay Area agencies handle compensation increases; and
WHEREAS, the February 2026 CPI-W reading used to calculate the Fiscal Year 2026-27 COLA
was notably lower than the reading for the surrounding months, suggesting it was an outlier rather than
a reflection of a sustained change in the cost of living; and
WHEREAS, during Closed Session on September 15, 2026, the City Council directed Staff to
prepare an additional 1.5% COLA for all City employees, retroactive to July 1, 2026.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Dublin hereby
amends the Salary Plan for Full-Time Personnel to establish the following salary provisions.
BE IT FURTHER RESOLVED that the salary ranges set forth herein reflect a 1.5% increase to
the ranges established in Resolution No. 60-26, retroactive to July 1, 2026; and that the base salary of
each employee in a classification covered by this Resolution shall be increased by 1.5%, retroactive to
July 1, 2026, provided that the employee was employed by the City on July 1, 2026, and remains
employed by the City on the date of the adoption of this Resolution.
BE IT FURTHER RESOLVED that any previously enacted salary provisions contained in
Resolution No. 60-26 and any subsequent amendments shall be superseded by this Resolution.
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Reso. No. XX-26, Item X.X, Adopted XX/XX/2026 Page 2 of 4
ARTICLE I: SALARY PROVISIONS
SECTION A: REGULAR EMPLOYEES EXEMPT FROM FAIR LABOR STANDARDS ACT (FLSA)
OVERTIME PROVISIONS
Employees covered under this Section shall be paid a monthly salary within the following ranges with
the exception of any Performance Pay Adjustment granted in accordance with the Personnel System
Rules. In the event that it is deemed by the City Manager to be in the best interest of the City, temporary
appointments of no more than six months, where the work assignments are such that they can be
completed with less than a 40-hour week, may be approved based upon hourly rates. The total salary
paid for such work shall not be less than the “salary test” required for exception under the FLSA.
Classification Monthly
Minimum
Monthly
Maximum
Accountant $9,495.33 $11,871.08
Assistant Civil Engineer $9,660.60 $12,075.48
Associate Civil Engineer $11,236.10 $14,045.63
Associate Planner $10,205.11 $12,758.44
Budget Analyst $11,689.73 $14,612.46
Deputy City Clerk $8,904.35 $11,129.86
Digital Engagement Specialist $10,163.90 $12,707.28
Environmental Specialist $10,163.90 $12,707.28
Executive Aide $8,803.99 $11,004.39
Financial Analyst $11,689.73 $14,612.46
GIS Coordinator $10,347.55 $12,936.93
Housing Specialist $11,689.73 $14,612.46
Maintenance Coordinator $10,163.90 $12,707.28
Management Analyst II $10,163.90 $12,707.28
Management Fellow $6,545.22 $8,181.51
Network Systems Coordinator $9,769.22 $12,213.87
Parks Planner $11,629.58 $14,538.12
Plans Examiner II $9,769.22 $12,213.87
Recreation Supervisor $9,683.55 $12,102.46
Senior Accountant $10,454.32 $13,068.19
Senior Civil Engineer $12,588.70 $15,735.31
Senior Digital Engagement
Specialist
$11,689.73 $14,612.46
Senior Management Analyst $11,689.73 $14,612.46
Senior Planner $11,629.58 $14,538.12
SECTION B: REGULAR EMPLOYEES COVERED BY OVERTIME PROVISIONS OF THE FLSA
Employees covered under this Section shall be paid hourly wages within the following ranges with the
exception of any Performance Pay Adjustments granted in accordance with the Personnel System
Rules. The monthly salaries are shown for informational purposes only.
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Reso. No. XX-26, Item X.X, Adopted XX/XX/2026 Page 3 of 4
Classification Hourly
Minimum
Hourly
Maximum
Monthly
Minimum
Monthly
Maximum
Administrative Aide $48.3610 $60.4631 $8,382.57 $10,480.28
Administrative Technician $43.9711 $54.9579 $7,621.66 $9,526.03
Assistant Planner $52.1421 $65.1617 $9,037.97 $11,294.70
Audio-Visual Specialist $51.1137 $63.8801 $8,859.72 $11,072.56
Code Enforcement Officer $47.7004 $59.6255 $8,268.07 $10,335.09
Digital Communications Technician $42.7318 $53.4091 $7,406.84 $9,257.58
Environmental Technician $49.8270 $62.3120 $8,636.68 $10,800.75
Finance Technician I $35.1404 $43.9255 $6,091.00 $7,613.75
Finance Technician II $39.0593 $48.8071 $6,770.27 $8,459.90
Information Systems Specialist $51.1137 $63.8801 $8,859.72 $11,072.56
Information Systems Technician I $42.1834 $52.7352 $7,311.79 $9,140.78
Information Systems Technician II $46.8740 $58.5965 $8,124.83 $10,156.73
Management Analyst I $52.7936 $65.9799 $9,150.90 $11,436.51
Office Assistant I $31.2755 $39.0984 $5,421.09 $6,777.05
Office Assistant II $34.7560 $43.4412 $6,024.37 $7,529.82
Permit Technician $42.7318 $53.4091 $7,406.84 $9,257.58
Plans Examiner I $51.1137 $63.8801 $8,859.72 $11,072.56
Public Works Inspector $51.9504 $64.9323 $9,004.73 $11,254.92
Public Works Technician I $42.5429 $53.1688 $7,374.10 $9,215.92
Public Works Technician II $47.2699 $59.0765 $8,193.45 $10,239.93
Recreation Coordinator $45.4391 $56.8247 $7,876.12 $9,849.62
Recreation Technician $40.9129 $51.1356 $7,091.57 $8,863.51
Senior Code Enforcement Officer $52.4810 $65.5852 $9,096.71 $11,368.11
Senior Finance Technician $46.8740 $58.5965 $8,124.83 $10,156.73
Senior Office Assistant $38.2286 $47.7837 $6,626.30 $8,282.52
Senior Public Works Inspector $59.0529 $73.8096 $10,235.83 $12,793.67
BE IT FURTHER RESOLVED that the changes contained herein shall be effective July 1, 2026.
{Signatures on the following page}
117
Reso. No. XX-26, Item X.X, Adopted XX/XX/2026 Page 4 of 4
PASSED, APPROVED AND ADOPTED BY the City Council of the City of Dublin, on this 6th
day of October, 2026 by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
______________________________
Mayor
ATTEST:
_________________________________
City Clerk
118
Attachment 2
Reso. No. XX-26, Item X.X, Adopted XX/XX/2026 Page 1 of 3
RESOLUTION NO. XX – 26
A RESOLUTION OF THE CITY COUNCIL
OF THE CITY OF DUBLIN
AMENDING THE SALARY PLAN FOR MANAGEMENT POSITIONS EXEMPT FROM
COMPETITIVE SERVICE
WHEREAS, the City Council has adopted a Salary & Benefit Plan pursuant to the Personnel
System Rules; and
WHEREAS, the City Council adopted Resolution No. 96-23 establishing increases to salary
ranges effective July 1, 2026; and
WHEREAS, on June 16, 2026, the City Council adopted Resolution No. 61-26, establishing a
Salary Plan for Management Positions Exempt from Competitive Service effective July 1, 2026, which
reflected a 1.7% cost-of-living adjustment (COLA) for Fiscal Year 2026-27; and
WHEREAS, during Item 9 of the August 18, 2026 meeting, the City Council requested that Staff
bring back an informational report on the most recent annual cost -of-living adjustment (COLA) received
by City employees, in light of it being low relative to the Consumer Price Index change from late 2025
through spring 2026; and
WHEREAS, on September 1, 2026, the City Council received a report that provided contextual
information about Dublin’s Employee Process that governs COLAs, described the City’s COLA
methodology, and for reference, discussed the annual escalators provided in the City’s agreement with
external parties, and how other Bay Area agencies handle compensation increases; and
WHEREAS, the February 2026 CPI-W reading used to calculate the Fiscal Year 2026-27 COLA
was notably lower than the reading for the surrounding months, suggesting it was an outlier rather than
a reflection of a sustained change in the cost of living; and
WHEREAS, during Closed Session on September 15, 2026, the City Council directed Staff to
prepare an additional 1.5% COLA for all City employees, retroactive to July 1, 2026; and
WHEREAS, under her employment agreement, the City Manager’s annual COLA is tied directly
to the February CPI reading, and implementation of her 1.7 % COLA for Fiscal Year 2026-27 was
deferred pending completion of her Fiscal Year 2025 -26 performance evaluation and associated
performance-based salary adjustment; and
WHEREAS, the City Manager’s Fiscal Year 2025-26 performance evaluation and performance-
based salary adjustment has been completed, and her 1.7% COLA may now be applied, retroactive to
July 1, 2026.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Dublin hereby
amends the Salary Plan for Management Positions Exempt from Competitive Service to establish the
following salary provisions.
BE IT FURTHER RESOLVED that, with the exception of the City Manager, the salary ranges
set forth herein reflect a 1.5% increase to the ranges established in Resolution No. 61 -26, retroactive
to July 1, 2026; and that the base salary of each employee in a classification covered by this Resolution
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Reso. No. XX-26, Adopted XX/XX/2026 Page 2 of 3
shall be increased by 1.5%, retroactive to July 1, 2026, provided that the employee was employed by
the City on July 1, 2026, and remains employed by the City on the date of adoption of this Resolution.
BE IT FURTHER RESOLVED that any previously enacted salary provisions contained in
Resolution No. 61-26 and any subsequent amendments thereto shall be superseded by this Resolution.
ARTICLE I: SALARY PROVISIONS
SECTION A: REGULAR EMPLOYEES EXEMPT FROM FAIR LABOR STANDARDS ACT (FLSA)
OVERTIME PROVISIONS
Classification Minimum
Monthly
Maximum
Monthly
Accounting Manager $13,039.37 $16,299.18
Assistant City Manager $20,895.20 $26,115.31
Assistant Director of Community Development $14,954.18 $18,692.70
Assistant Finance Director $14,700.29 $18,375.37
Assistant Parks & Community Services
Director
$14,654.14 $18,317.67
Assistant Public Works Director/City Engineer $16,348.80 $20,437.26
Assistant to The City Manager $13,040.86 $16,301.91
Capital Improvement Program Manager $13,864.93 $17,330.86
Chief Building Official $14,356.92 $17,945.85
Chief Information Security Officer $18,144.92 $22,680.93
City Clerk $13,637.98 $17,047.12
City Manager $31,991.55 $31,991.55
Community Development Director $18,691.38 $23,365.49
Community Engagement Manager $13,168.59 $16,461.60
Deputy City Manager $18,801.55 $23,502.87
Economic Development Director $18,374.55 $22,969.35
Economic Development Manager $13,168.59 $16,461.60
Environmental & Sustainability Manager $13,168.59 $16,461.60
Finance Director $18,374.55 $22,969.35
Human Resources Director $18,374.55 $22,969.35
Human Resources Manager $13,168.59 $16,461.60
Information Systems Manager $13,168.59 $16,461.60
Parks & Community Services Director $18,317.89 $22,895.62
Parks & Community Services Manager $12,252.72 $15,316.71
Plan Check Engineer $12,252.72 $15,316.71
Planning Manager $14,067.78 $17,585.92
Principal Engineer $13,864.93 $17,330.86
Principal Planner $12,797.46 $15,997.67
Public Works Director $19,061.51 $23,827.81
Public Works Maintenance Manager $13,541.02 $16,927.13
Special Projects Manager $13,168.59 $16,461.60
Transportation & Operations Manager $13,864.93 $17,330.86
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Reso. No. XX-26, Adopted XX/XX/2026 Page 3 of 3
BE IT FURTHER RESOLVED that the changes contained herein shall be retroactive to July 1,
2026.
PASSED, APPROVED AND ADOPTED BY the City Council of the City of Dublin, on this 6th
day of October, 2026 by the following vote:
AYES:
NOES:
ABSENT:
ABSTAIN:
______________________________
Mayor
ATTEST:
_________________________________
City Clerk
121
Agenda Item 8.2
STAFF REPORT
CITY COUNCIL
Page 1 of 4
DATE: September 1, 2026
TO: Honorable Mayor and City Councilmembers
FROM: Colleen Tribby, City Manager
SUBJECT:
Report on the Cost-of-Living Adjustment Methodology for City Employee
Compensation
Prepared by: Sarah Monnastes, Human Resources Director/Risk Manager
EXECUTIVE SUMMARY:
The City Council will receive a report on the City’s cost-of-living adjustment (COLA) practice
and methodology. The report includes information about the annual escalators provided to City
contractors as well as a look at how other Bay Area cities handle compensation increases.
This information was requested by the City Council, noting that the 1.7 percent COLA received
by employees in 2026 was low relative to the Consumer Price Index change from late 2025
through spring 2026.
STAFF RECOMMENDATION:
Receive the report.
FINANCIAL IMPACT:
There is no action contemplated in this report; it is informational only. The 1.7 percent cost-of-
living adjustment (COLA) given to City employees effective July 1, 2026 equates to a total of
$337,375 in salary and benefit costs.
DESCRIPTION:
During Item 9 of the August 18, 2026 meeting, the City Council requested that Staff bring back
an informational item on the most recent annual cost-of-living adjustment (COLA) received by
City employees, in light of it being low relative to the Consumer Price Index change from late
2025 through spring 2026.
This report provides contextual information about Dublin’s Employee Process that governs
COLAs, describes the City’s COLA methodology, and for reference, discusses annual
Attachment 3
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escalators provided in the City’s agreements with external parties, and looks at how other Bay
Area agencies handle compensation increases.
Dublin’s Employee Process
Every three to five years, the City Manager engages with permanent City employees to review
the City’s compensation and benefits program and establish a framework for salary and
benefits for the coming years. This practice, known as the Employee Process, provides
employees an opportunity to share feedback on the City’s current offerings and identify areas
for potential change or enhancement.
As part of this process, the City also evaluates its compensation structure and market
competitiveness, including through comprehensive salary survey data. Employee feedback,
market data, fiscal considerations, and organizational needs are considered together in
developing recommendations for the City’s future compensation and benefits program. Any
changes agreed to during the Employee Process and approved by the City Council are
reflected in the Employee Benefit Plan, which is the document that describes all benefits
received by employees.
The next Employee Process will begin this fall for adjustments effective July 1, 2027 for a
period of up to five years.
COLA Methodology
Tying COLA to CPI-W
Dublin’s Employee Process has always included a discussion on annual COLAs or “market
rate adjustments” to align compensation with current external economic conditions or industry
standards. Prior to 2012, the City’s COLAs were based on an annual survey of classifications;
while Staff was unable to determine exactly why this practice changed, it is suspected that as
the City grew, the annual classification survey became too labor-intensive to sustain.
Since 2012, the City has tied COLAs to the Consumer Price Index (CPI), specifically the CPI-
W (All Urban Wage Earners and Clerical Workers) for the San Francisco-Oakland-San Jose
region (renamed San Francisco-Oakland-Hayward in 2018). The CPI-W is the older of the two
main indexes published by the Bureau of Labor Statistics (BLS), dating back to 1913. It reflects
the purchasing patterns of a specific slice of the population: households where more than half
of income comes from clerical or hourly wage work, which is roughly 28 percent of the country.
In 1978, BLS added a broader index, the CPI-U (All Urban Consumers), covering closer to 90
percent of the population, including retirees, self-employed people, and professionals. Despite
CPI-U being more widely cited, Dublin has always used CPI-W to set its COLAs. For
reference, a 10-year look at CPI-W and CPI-U is included as Attachment 2.
Floor/Ceiling and Measurement Month
Dublin’s Employee Benefit Plan has also historically provided minimum and maximum limits for
its COLAs that are determined through the Employee Process. The current limits are a floor of
1 percent and a ceiling of 3.5 percent, effective July 1, 2023 to June 30, 2027.
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Furthermore, the Employee Benefit Plan specifies that the COLA will be based on the CPI-W
change from February to February each year. Staff could not determine why that month was
selected but suspects it was a decision based on the timing of the annual budget preparation.
The San Francisco-Oakland-Hayward metro area CPI is published every other month, in
February, April, June, August, October, and December. An April or later reading may not have
left enough time, in the past, to build the number into the next fiscal year’s budget.
2026 COLA
In line with the February 2026 CPI-W, Dublin employees received a 1.7 percent COLA
effective July 1, 2026. This was an unusually low adjustment compared to prior years, and it is
particularly notable that the CPI changes immediately before and after February came in
significantly higher: 3.1 percent in December, 3.3 percent in April, and 3.4 percent in June.
This suggests February landed on an outlier data point rather than reflecting a genuine,
sustained drop in inflation. In Fiscal Year 2026-27, the COLA equated to $337,375 in salary
and benefit costs (one percentage point equates to $184,115).
Annual Contract Escalators
During the Item 9 request for this report, the City’s contracts were mentioned in the context of
annual escalators as compared to the employee COLA. Dublin engages in many multi -year
agreements, almost all of which have a built-in annual escalator. In the last two years, the
majority of these escalators have been tied to CPI, to a maximum of 3 percent. The CPI month
used varies: it could be December, or it could be the month closest to the beginning of the
contract term. Upon expiration, multi-year contracts are re-bid and new rates are set.
There are some exceptions to this: for example, in a time-and-materials agreement, hourly
rates for certain in-demand positions (e.g., high-level engineering positions) are dictated by the
market for the work. At times, those rates within the City’s contracts have increased much
more than CPI.
Practices of Other Agencies
To provide additional context, Staff looked at how the City’s compensation survey comparator
agencies handle general wage increases for employees outside of police and fire: Brentwood,
Hayward, Livermore, Milpitas, Newark, Pleasanton, San Leandro, San Ramon, Tracy, Union
City, Walnut Creek, and Alameda. All of them use a flat, negotiated percentage rather than a
CPI formula. Alameda is the outlier, using a Base Revenue Index (BRI) rather than a cost -of-
living measure. This method ties compensation increases to the City’s own revenue growth
rather than to any price index. For reference, Table 1 provides the most recent COLAs
received by the City’s comparator agencies.
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Table 1. Comparator Agency Increases for 2026
Agency Effective Date Increase
Alameda 1 July 1, 2026 TBD
Brentwood July 1, 2026 3.0%
Hayward July 1, 2026 3.0%
Livermore October 5, 2026 3.0%
Milpitas 2 July 1, 2026 3.0%
Newark July 1, 2026 3.5%
Pleasanton April 11, 2026 3.0%
San Leandro July 1, 2026 3.0%
San Ramon July 1, 2026 3.0%
Tracy June 28, 2026 4.0%
Union City January 1, 2026 3.0%
Walnut Creek June 21, 2026 5.0%
Finally, Staff looked at a few other Bay Area agencies outside the City’s formal comparator
survey: Berkeley, San Mateo, Sonoma County, Fremont, South San Francisco, Concord,
Santa Rosa, and Contra Costa County. None currently use CPI to adjust general employee
pay. In summary, a CPI-indexed COLA is the exception, not the rule, and it is becoming even
more of an exception as agencies that previously used it have moved away.
STRATEGIC PLAN INITIATIVE:
None.
NOTICING REQUIREMENTS/PUBLIC OUTREACH:
The City Council Agenda was posted.
ATTACHMENTS:
1) City of Dublin Employee Benefit Plan
2) 10-Year Look: CPI-W and CPI-U
1 Final adjustments to be decided no later than 9/30/2026 and applied retroactively.
2 Currently in negotiations, 3% is the COLA placeholder for the FY 26 -27 budget.
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