Agenda - Council - 10/27/2026 - Laserfiche WebLink

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Community Development Director Hanson confirmed that it was broader than the primary contractor relationship and would include covered subcontractors, motor carriers, and other participants, subject to statutory exceptions. She described exceptions for certain licensed professional services and material suppliers, while noting that deliveries and earthwork -related materials may be treated differently under the statutory definitions. Community Development Director Hanson clarified that the policy would apply to the assisted project as a whole, not merely the transaction through which the City provided assistance. For example, a City write -down of land costs associated with a future building project would not confine the requirement to the land transaction alone. The Business Assistance Application would notify applicants of the requirement at the outset, and appropriate language would be included in subsequent development agreements and related documents. The Council indicated that the language reflected its earlier direction. City Attorney Amanda Johnson noted that formal adoption of the resolution was scheduled for the regular Council meeting later that evening. 2.05: Review 2027 Non -Union Employee Health and Dental Insurance Contributions and Wage Adjustments City Administrator Hagen introduced the proposed 2027 non -union employee compensation package and explained that staff had conducted a market salary review using comparable jurisdictions similar to those considered during union negotiations. He stated that the City generally seeks consistency in health and dental benefits among employee groups. At Council's request, the presentation focused primarily on wages rather than reviewing the benefit provisions in detail. Administrative Services Director Lasher explained that position -specific market adjustments would first be applied to 2026 wages, followed by a 3% cost -of -living adjustment for 2027. Non- union positions would continue using the established six -step salary scale. The market adjustments averaged 2.97%, compared with an average 6.55% market adjustment during the previous review for 2025. For context, she noted negotiated market adjustments of 4% for patrol employees and 5% for sergeants and captains. Councilmember Riley questioned why most of the approximately 35 non -union positions appeared to be below the market comparison. Administrative Services Director Lasher explained that municipal wages have continued to rise and that the comparison data were not yet complete for 2027. She noted that some comparison cities had established next year's wages while others were still conducting studies, making it difficult to predict the final market average. She also explained that unusually high or low comparison salaries had been excluded where appropriate so that the calculation would better reflect typical compensation for comparable positions. City Council Work Session / October 13, 2026 Page 5 of 7