HomeMy WebLinkAboutCC RES 02-18RESOLUTION NO. 02-18
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUSTIN RELATING TO COMPENSATION AND BENEFITS
FOR UNREPRESENTED EXECUTIVE MANAGEMENT AND
MANAGEMENT EMPLOYEES, AND SUPERSEDING
RESOLUTION 00-25.
WHEREAS, the employees covered by this Resolution constitute executive
management and management personnel; and
WHEREAS, the City Council has consulted with the City Manager concerning the
proposed employment terms contained herein; and
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin
authorizes staff to implement the provisions of this Resolution and, if necessary, adjust
the Fiscal Year 2002/2003 budget to reflect the changes approved in this Resolution, and
that the wages, hours and conditions of employment be adopted and set forth as follows:
Section 1: BASIC COMPENSATION PLAN
There is hereby established a basic compensation for all "Executive Management"
and "Management" employees of the City of Tustin who are now employed, or will in the
future be employed in any of the classifications of employment listed in this Resolution
and its attachments. Whenever the term "Executive Management" is used, it shall be
understood to include the City Manager when the personnel action affects an "Executive
Manager".
Section 2: SALARY AND WAGE SCHEDULE/ADMINISTRATION
The monthly salaries for employees covered by this Resolution are hereby
incorporated, and listed in Appendix "A" and "B". These Appendixes contain a pay
increase of 3% (considering rounding factors), to be effective September 9, 2002
(increase applied to the base salary rates of all classifications in the unit and the salaries
of all employees in the unit).
The attached salary and wage schedules shall constitute the basic compensation
plan consisting of five steps or rates of pay in each range.
For all employees covered by this Resolution, the hourly rate of pay shall be the
monthly rate multiplied by 12 divided by 2080 annual hours.
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Section 3: DEFINITION
As listed in Appendix "A" an "B", the classifications designated as "Executive
Management" include the position of Assistant City Manager and those classifications
designated by the City as a Department Head; the classifications designated as "Man-
agement" include all other classifications designated by the City as Management. The
benefits and terms of employment of the City Manager shall be as set forth herein,
provided that any contrary written terms established by the City Council, which provide a
greater benefit than provided for in this Resolution, shall prevail.
Section 4: EFFECTIVE DATES
The effective date of each Section is September 4, 2002, unless otherwise stated
herein.
Section 5: MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all compensation, hours and other terms and
conditions of employment presently authorized for "Executive Management" and
"Management" employees shall remain in full force and effect unless changed subse-
quent to meetings between the City and representatives of the "Executive Manage-
ment" and "Management" employees and/or by a subsequent Resolution adopted by
the City Council.
Section 6: FAIR LABOR STANDARDS ACT
Classifications in "Executive Management" and "Management" are exempt from
overtime compensation for purposes of the Fair Labor Standards Act (FLSA).
Section 7: ADMINISTRATIVE LEAVE
Employees covered by this Resolution are compensated for meeting the
requirements and performing the duties of his/her job regardless of the number or
scheduling of hours worked. Such employees may be required periodically or routinely
to work long or irregular hours, and to attend various meetings and functions outside of
normal "business hours" to fulfill their responsibilities. No overtime compensation shall
be provided for employees covered by this Resolution unless otherwise required by State
or Federal law. In lieu of overtime compensation, the City will provide administrative
leave as follows:
A,
Once annually, in January, forty (40) hours of Administrative Leave is
granted to each employee in classifications covered by this Resolution.
Employees who are hired or promoted to a classification covered by this
Resolution after January shall have a prorated share of administrative
leave granted at time of appointment (3.33 hours per month of time re-
maining in calendar year of appointment).
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B,
Additionally, each January, each "Executive Management" and/or "Man-
agement" employee is eligible to receive up to an additional forty (40)
hours of Administrative Leave pursuant to the recommendation of his/her
Department Head or the City Manager with such recommendation based
on the individual's prior years' job performance and his/her commitment of
time dedicated to City business in exces,s of his/her regular work sched-
ule.
C,
An employee whose performance is in need of improvement, pursuant to
a performance evaluation, or a performance improvement plan, is not
eligible to receive additional Administrative Leave.
D,
Administrative Leave must be used in the year it is granted; there are no
carryover provisions. Use is completely discretionary upon the approval
of the Department Head or the City Manager.
Section 8: GENERAL LEAVE
General Leave with pay shall be granted to each full-time regular and probation-
ary employee at the rate listed below per year, prorated on a bi-weekly basis for each
bi-weekly pay period in which the employee works, or is utilizing authorized paid leave
time, more than half time.
Periods of Service
0-5 years
6-10 ""
Over 10""
General Leave Hours Per Year
160
208 '
248
When appointing an individual to an "Executive Management" classification, the
City Manager shall have the authority to consider employment from outside the City of
Tustin from another city, district, special district or the state government. The City
Manager may authorize an advanced accrual rate utilizing credit for prior years of public
agency service towards the appointees' annual General Leave accrual rate if that public
agency experience ended within 6 months of the date of employment with the City of
Tustin.
Each January, "Executive Management" may be entitled to two additional days of
General Leave for satisfactory performance as determined by the City Manager; other
"Managers" may be entitled to one additional day of general leave as determined by
his/her Department Head.
In April of each year "Executive Management" and "Management" employees
may request to cash out up to one week's accumulation of General Leave time. In
addition, "Executive Management" and/or "Management" employees with six or more
years of service may request to cash out up to one additional week of General Leave
accumulation. Cash out is subject to financial and budgetary guidelines established by
the City Manager.
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Accrual and payout of General Leave is limited to a maximum of twice, the
employee's annual accrual entitlement.
Designated regular part-time employees shall be eligible for General Leave ac-
crual on a pro-rata share based upon allocation (i.e. a % time employee shall receive a
50% allocation; a % time employee shall receive a 75% allocation).
Section 9: TEXTBOOK AND TUITION REIMBURSEMENT
A~
Unit employees, who have completed his/her initial probationary period,
are eligible for reimbursement for up to $1,000 dollars each calendar year
if the employee is attending a community college or $2,000.00 each cal-
endar year if the employee is attending a four-year college or university. If
an employee attends both a community college, and a four-year college or
university, in a calendar year the maximum reimbursement shall be
$1500.00 per calendar year.
B,
Unit employees will be reimbursed upon receipt by the Human Resources
Department of proof of successful completion of the course (final grade of
"C" or better) and proof that payment of fees has been made. Eligible 'ex-
penses eligible for reimbursement include tuition fees, textbooks, lab fees,
or required supplies.
Co
Department Head and Director of Human Resources approval must be
obtained before enrollment in the course. An approved course is one
designated to directly improve the knowledge of the employee relative to
his/her specific job.
D,
Tuition reimbursement shall not be made if the employee is drawing vet-
eran's education benefits or any other reimbursement for the same
courses.
F,
Designated regular part-time employees shall be eligible for reimburse-
ment on a pro-rata share based upon allocation (i.e. a ¼ time employee
shall receive a 50% allocation; a % time employee shall receive a 75% al-
location).
Section 10: UNIFORMS
The City shall provide the Police Chief and the Police Captain classifications re-
placement uniforms as needed. Additionally, these classifications receive an allowance
of $12.50 per pay period for care and maintenance.
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Section 11: RETIREMENT
A.
The City shall continue to "pick up" and pay on behalf of each regular full
time non-sworn unit employee the employee's required contribution to the
Public Employees Retirement System (PERS) 2% @ 55 Supplemental or
Modified Formula for Local Miscellaneous Members in the amount equal
to seven percent (7%) of the employee's "compensation earnable".
B,
The City shall' continue to "pick up" and pay on behalf of each regular full
time sworn unit employee the employee's required contribution to the Pub-
lic Employees Retirement System (PERS) 2% @ 50 Formula for Local
Safety Members in the amount equal to nine percent (9%) of the em-
ployee's "compensation earnable". The contract shall be amended to
provide the 3% @ 50 retirement formula for Local Safety Members (in lieu
of the current 2% @ 50 formula) effective no later than July 1,2003.
C.
Designated regular part-time unit employees shall be eligible for participa-
tion in PERS in the same manner as regular full-time employees.
D.
The employee is required to pay the cost of the 1959 Survivor Benefits
Premium.
Section 12: DEFERRED COMPENSATION-401a Plan
The 401(a) deferred compensation plan provides "Executive Management" and
"Management" with a tax-deferred savings plan for future financial planning.
Non-sworn "Executive Management" and "Management" employees receive a
two percent (2%) deferred compensation contribution paid by the City with no match
required; these employees are also eligible to receive an additional three percent (3%)
deferred compensation contribution paid by the City on a dollar-for-dollar match basis
with participation in one of the City's 457 deferred compensation programs.
Sworn "Executive Management and "Management" employees receive a two and
one-half percent (2.5%) contribution with no match requirement.
Section 13: SOCIAL SECURITY
In the event the City and its employees are required to participate in the federal
Social Security program, the City shall meet with "Executive Management" and "Man-
agement" employees concerning implementation of the Social Security program.
Section 14: MEDICARE
Unit employees hired by the City on or after April 1, 1986, shall be required to pay
the designated employee contribution to participate in the MediCare Program, and the
City shall be under no obligation to pay or "pick up" any such contributions.
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In the event unit employees hired prior to April 1, 1986, are required to participate
in MediCare, the City shall meet with unit representatives prior to implementing this
change.
In the event the City is given the option to allow individual employees hired prior to
April 1, 1986, to participate in the Medicare program, it shall do so, provided, however,
that any employee who exercises this option shall pay his/her share and the City's share
of Medicare contributions.
Section 15: VEHICLE/EXPENSE ALLOWANCE
Each employee designated as "Executive Management" shall have his/her
personal vehicle available and shall utilize his/her personal vehicle for City business.
Additionally, "Executive Management" employees typically incur other miscellaneous
expenses associated with conducting City business.
To cover these costs, "Executive Management" employees receive a $250.00
monthly vehicle/expense allowance. The City Manager shall promulgate rules and
regulations, pursuant to the regulations of the Internal Revenue Code, for reporting and
receipt of this allowance.
In consideration of the duties associated with the classification, in lieu of this al-
lowance, the classifications of City Manager, Police Chief and Police Captain are
provided a City Vehicle.
Section 16: HEALTH INSURANCE/FLEXIBLE BENEFITS PLAN
Each unit employee, employed at the time this Resolution is adopted, and an
"Executive Management" employee hired prior to December 31, 2002, is eligible for a
City payment of premiums for employee selected medical insurance under the Public
Employees' Medical and Hospital Care Program and dental insurance under plans
offered through the City. Employees who do not choose to participate in the insurance
programs shall be paid $120.00 per month. As a condition of receiving such amount,
the employee must provide evidence, satisfactory to the City, that he/she has'medical
insurance coverage comparable to coverage available through the City program. This
and other insurance and benefit programs elected by unit employees shall be governed
by Section 125 of the Internal Revenue Code (IRC).
Effective January 1, 2003, the City will cease its provision of benefits in the
above manner and make its Flexible Benefits Plan, including the provision of a Flexible
Benefits Contribution, available to all regular "Executive Management" and "Manage-
ment" employees in the amounts listed below.
Each employee with a payroll deduction for medical, dental and/or other eligible
insurance premiums shall have his/her Flexible Benefit Contribution and/or salary
reduced by the amount of those deductions on a before-tax basis.
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A.
Employees hired into a classification within "Management" on or after
September 4, 2002 shall be eligible for participation in the City's Flexible
Benefit Plan and eligible to.receive a Flexible Benefits Contribution based
on enrollment in a PERS medical plan as follows:
Employee Only Employee + 1 Employee + 2 or more
Dependent Dependents
$384 $668 .$844
Effective January 1, 2003, the Flexible Benefits Contribution for eligible
"Executive Management" and "Management" employees occupying a
classification in this unit on or before September 3, 2002 (p.rovided he/she
continues to occupy a classification in this unit) Shall be as follows:
Employee Only Employee + 1 Employee + 2 or more
Dependent Dependents
$584 $1168 $1514
B.
C,
Designated regular part-time unit employees shall be eligible for the flexible
benefit plan contribution on a pro-rata share based upon position allocation
(i.e. a ¼ time employee shall receive a 50% allocation; a ~ time employee
shall receive a 75% allocation).
The Flexible Benefits contribution consists of mandatory and discretionary
allocations which may be applied to City sponsored programs. Consistent
with PERS, $16 of the contribution constitutes the City payment towards
employee medical insurance. Employees may allocate the remaining
amount among the following City sponsored programs:
1. Medical insurance offered under the Public Employees' Medical and
Hospital Care Act Program.
2. Dental Insurance
3. Additional Life Insurance
4. Vision Insurance
5. Deferred Compensation
6. Section 125 Programs
7. Eligible Catastrophic Care Programs
8. Cash
Discretionary allocations are to be made in accordance with program/City
requirements including restrictions as to the time when changes may be
made in allocations to the respective programs.
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D,
The Flexible Benefits Program is governed by Section 125 Of the IRC. The
City retains the right to change administrators. Participation in the Program
is voluntary and such costs as may attend participation are to be paid by the
employee.
E,
As of January 1, 2003, employees who do not elect medical insurance
through the program offered by the City shall receive $300 per month in lieu
of the flexible benefits contribution. As a condition of receiving such
amount, the employee must provide evidence, satisfactory to the City, that
he/she has medical/dental insurance coverage comparable to coverage
available through the City program (see below). Designated regular part-
time unit employees shall be eligible for the in-lieu flexible benefit plan con-
tribution on a pro-rata share based .upon position allocation (i.e. a ¼ time
employee shall receive a 50% allocation;.a ~ time employee shall receive a
75% allocation).
F.
An employee may "opt-out" of the City's medical and/or dental plan under
these conditions:
1. The employee must sign a document stating his/her desire to waive
medical or dental insurance.
2. The employee must provide proof of other coverage, which shall be con-
firmed by the City each year prior to open enrollment.
3. The employee may only re-e.nroll during a) annual open enrollment or b)
upon loss of coverage in accordance with the underwriting guidelines for
each of the City's health plans. Re-enrollment in plans may be subject
to preexisting conditions, if established by the provider.
Section 17: WELLNESS PROGRAM
Unit employees are eligible to participate in the "Management Wellness
Program". The City will contribute up to $400 toward the cost of a bi-annual
health/wellness assessment. A unit employee may participate in the bi-annual heart
program or utilize the benefit for his/her specialized needs.
When utilized for specific needs, the content and extent of the examination
of each individual shall be determined by the physician in charge and shall be tailored to
the individual's particular needs. The employee may choose to have said examination
performed by the physician of his/her choice or the City's designated medical provider.
Reimbursement shall be provided only for non-reimbursed costs supported by submission
of itemized receipts for the expenses incurred and an itemized Explanation of Benefits
(EOB) from the employees' medical carrier.
The City Manager shall promulgate rules governing the administration of
this program in compliance with Internal Revenue Code regulations for reporting and
receipt of benefits associated with this program.
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Section 18: SHORT/LONG-TERM DISABILITY INSURANCE
A,
A Short/Long-Term Disability Insurance Plan(s) shall continue in full force
and effect. Unit employees are required to participate in this program with
the cost of the program paid by the employee.
Bo
Designated regular part-time employees shall participate in the STD/LTD
Plan on a pro-rata share based upon position allocation and salary (i.e. a ¼
time employee shall pay premiums based on a 50% allocation of full time
salary; a % time employee shall pay premiums based on a 75% allocation
of full time salary).
C,
.The rules, regulations and administration governing the STD/LTD program
for employees in the TMEA general bargaining unit shall apply to "Executive
Management" and "Management" unrepresented employees.
Section 19: LIFE INSURANCE
The City will provide life insurance on each life of each regular, permanent unit
employee and pay the premiums thereof. The death benefit of said policy shall be the
greater of $50,000.00 or one hundred percent (100%) of the employee's base annual
salary to the nearest multiple of $1,000.00.
Designated regular part-time unit employees shall be eligible for employee life
insurance on a pro-rata share based upon position allocation. The death benefit of said
policy for part-time employees shall be the greater of $25,000.00 (for 1/2 time) or
$37,500 (for 3/4 time).
Section 20: CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT OF
1985
Employees who are allowed to remain on a City health, dental or other insurance
plan following separation from employment pursuant to the Consolidated Omnibus
Budget Reconciliation Act of 1985 (COBRA), may be charged the maximum rate
permissible by law for such coverage (presently 102% of the premium for an active
employee).
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Section 21: HOLIDAYS
The following days shall be holidays ]=or which all eligible full-time regular and
probationary unit employees will receive compensation either in pay or paid time off.
January 1
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
Thursday in November designated by the
President or Governor as Thanksgiving Day.
Day following the Thursday in November
designated as Thanksgiving Day.
Day before the Christmas Day Holiday
December 25
Day before the New Year's Day Holiday
New Year's Day
President's Day
Memorial Day
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Eve Holiday
Christmas Day
New Year's Eve Holiday
When a holiday occurs on a Sunday, the following Monday will be observed
instead. When a holiday occurs on a Saturday, the preceding Friday will be observed
instead. When a holiday falls on a Friday that is not a workday the holiday will be
observed on the following Monday. A holiday is equivalent in value to the workday of
the employee on the day the holiday occurs. If an employee's scheduled day off falls
on the day of the holiday, he/she shall receive an amount of pay equivalent to his/her
scheduled work day. Payment for a holiday shall never exceed what would be paid if
the employee worked his/her regular work day. The intent of the holiday benefit is to
ensure an eligible employee is compensated for the day off without the use of addi-
tional General Leave.
In order to be eligible to receive holiday pay, an employee must have worked,
or be deemed to have worked because of a lawful absence, the employee's regularly
scheduled day before and the regularly scheduled day after the holiday.
Should one of the holidays listed above fall during an employee's General
Leave period while an employee is lawfully absent with pay, the employee shall
receive holiday pay and no charge shall be made against the employee's accumu-
lated General Leave.
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Designated regular part-time unit employees shall be eligible for holidays on
a pro-rata share based upon position allocation (i.e. a ¼ time employee shall receive
a 50% allocation; a ~ time employee shall receive a '75% allocation).
Section 22: SEPARATION FROM EMPLOYMENT
Unit employees who separate from employment by resignation, layoff or otherwise,
shall be paid the balance of his/her accumulated General Leave credits at the salary rate
in effect on the date of separation. In the case of the employee's death, the balance shall
be paid to the employee's designee or, if none, to the employee's estate.
Section 23: JURY DUTY
When an employee is duly summoned to jury duty, he/she shall receive his/her
regular pay for any regularly scheduled working hours spent in actual performance of
such service.
Employees who have the option to request call-in juror status shall exercise that
option.
Section 24: WORKERS' COMPENSATION PROGRAM
The rules governing Workers' Compensation shall apply to "Executive Manage-
ment'' and "Management" employees.
Section 25: PAYROLL SYSTEM
The City shall utilize the biweekly pay system. Pay periods shall begin at noon
every other Friday, and end at 11:59 a.m. on the second Friday (i.e., 14 calendar days
later) thereafter. Paydays shall occur on the Friday following the conclusion of each
pay period. The one exception to this is when that Friday is a City holiday; the payday
shall fall on the preceding business day.
Section 26: ALTERNATE WORK SCHEDULES
Unit employees are eligible for participation in the City's Alternate Work Schedule
program. Such work schedules are subject to the needs of the department/City.
The City Manager has the authority to implement rules/polices and procedures
for Alternative Work Schedules for "Executive Management" and "Management"
employees.
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Section 27: RETIREE'S HEALTH INSURANCE
The City will reimburse eligible unit employees up to a maximum of $300.00 per
month for the payment of PERS retiree medical insurance premiums for the employee
and his/her spouse (reimbursement for a spouse is made only if the employee is also
enrolled). Employees are eligible provided they have been continuously employed by the
City of Tustin for five full years and retire and enroll in health insurance immediately after
the conclusion of his/her service with the City of Tustin.
Such contribution is in addition to the $16.00 per month City contribution required
to be made for eligible retirees under the Public Employees' Medical and Hospital Care
Act Program and subject to the same conditions applicable to the PERS City contribu-
tion.
Reimbursement shall not be made until an employee appears on the City's
PERS insurance billing.
Section 28: BEREAVEMENT LEAVE
Unit employees are allowed up to three (3) days with pay for the purpose of be-
reavement leave in the event of a death in the immediate family. "Immediate Family"
shall be defined as including spouse, mother, father, brother, sister, child, grandparent,
and grandchild of the employee or the employee's spouse. Designated regular part-
time employees shall be eligible for bereavement leave on a pro-rata share based upon
position allocation (i.e. a ¼ time employee shall receive a 50% allocation; a % time
employee shall receive a 75% allocation).
Section 29: LTD LEAVE OF ABSENCE
An employee receiving LTD benefits under the City's program may be granted a
leave of absence without pay for the duration of his/her disability subject to a maximum
period of six (6) months.
Section 30: FAMILY LEAVE
Consistent with requirements of the State and Federal Family Medical Leave
Act(s), eligible unit employees shall have the right to up to twelve ('12) weeks of unpaid
leave for purposes of attending to personal or family illnesses. During the leave,
eligible employees will continue to receive City contributions toward medical benefits.
For all other purposes, State and Federal Family Medical Leave shall be treated the
same as other unpaid leaves of absence.
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Section 31: OTHER LEAVES
The needs of the employee will be considered in the granting of leaves of ab-
sence and unit employees may request a leave of absence without pay to serve as a
volunteer for a certified relief organization.
Section 32: LAYOFF POLICY, ASSISTANCE TO LAYOFFEES, AND
SEVERANCE PAY
Unit employees shall be governed by the same Reductions-in-force or Layoffs
procedures and/or policies as established for general employees.
Section 33: OTHER BENEFITS
Amendments pertaining to non-management, non-sworn employees made to the
City Rules and Regulations, fringe benefits or other employment conditions shall also
apply to "Executive Management" and "Management" employees.
Passed and adopted at a regular meeting of the Tustin City Council held on the
3rd day of September, 2002.
ATTEST:
CITY CLERK
~'~ JE'FFERY M. ~I'HOMAS, MAYOR
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APPENDIX A
EXECUTIVE MANAGEMENT
New
Classification Title Range
Assistant City Manager 938
Dir. of Parks & Recreation 860
Dir. Pub Works/City Eng. 915
Dir. of Community Development 880
Dir. of Human Resources 849
Dir. of Finance 886
Police Chief 929
Step
A
$ 9 131
$ 7 523
$ 8 625
$ 7 904
$7313
$ 8 022
$ 8 937
Step
B
$ 9,587
$ 7,990
$ 9,057
$ 8,299
$ 7,679
$ 8,422
$ 9,384
Step
C
$10,067
$ 8,294
$ 9,509
$ 8,713
$ 8,063
$ 8,843
$ 9,854
Step
D
$10570
$ 8708
$ 9 984
$ 9149
$ 8 467
$ 9285
$10 346
Step
E
$11 098
$ 9143
$10483
$ 9 606
$ 8 89o
$ 9750
$10 863
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APPENDIX B
MANAGEMENT
New
Classification Title Range
Accounting Supervisor 676
Admin Services Manager 716
Admin/Support Serv. Mgr. 716
Asst Director, Comm Dev 832
Asst. Finance Director 713
Asst. Public Works Director 833
Building Official 806
Chief Deputy City Clerk 733
Engineering Services Mgr 816
Field Service Manager 757
Maintenance Supervisor 612
Police Captain 874
Principal Engineer 770
Principal Planner 763
Recreation Superintendent 720
Recreation Supervisor 611
Redevelopment Program Mgr. 784
Sr. Human' Resources Analyst 669
Senior Planner 739
Senior Project Manager 777
Senior Public Works Inspector 636
Sr. Info Technology Specialist 648
Support Services Supervisor 659
Water Services Manager 833
Water Treatment Supervisor 707
Step
A
$4 756
$5 247
$5247
$7017
$ 5 205
$ 7 034
$ 6 569
$ 5 483
$ 6 739
$5815
$ 4 056
$ 7 790
$ 6 002
$ 5 898
$ 5 302
$ 4 035
$ 6 226
$ 4 664
$ 5 566
$6117
$ 4 306
$ 4 430
$ 4 550
$ 7 034
$5 132
$
$
$
$
$
$
$
$
$
$
$
$
$
$
Step
B
$ 4 994
$ 5 509
$ 5 509
$ 7 367
$ 5,465
$ 7,386
$ 6,899
$ 5,756
$ 7 075
$6 107
4 259
8 180
6 303
6 193
5 567
4 237
6 538
4 898
5 845
6 422
4 521
4 652
4 777
7 386
5 389
Step
C
$ 5 243
$ 5 784
$ 5 784
$ 7 736
$5 739
$ 7 755
$ 7 244
$ 6 044
$7 429
$6412
$4472
$ 8,589
$6618
$ 6 503
$ 5 847
$ 4 449
$ 6 866
$5 143
$6,138
$ 6,743
$ 4,746
$ 4,885
$5,016
$ 7,755
$ 5,658
Step
D
$ 5 505
$ 6,074
$6074
$8 122
$ 6 027
$8 143
$ 7 606
$ 6 346
$ 7 800
$ 6 732
$ 4 696
$9019
$ 6 949
$ 6 828
$6 139
$ 4 672
$ 7 209
$ 5 400
$ 6 445
$ 7 081
$ 4 983
$5 129
$ 5 268
$8 143
$ 5 940
Step
E
$5781
$ 6 377
$ 6 377
$ 8 528
$ 6 328
$8551
$ 7 985
$ 6 663
$8 190
$ 7 069
$ 4 930
$ 9,469
$ 7 296
$7 170
$ 6 446
$ 4 905
$ 7 569
$ 5 670
$ 6 767
$ 7 434
$ 5 233
$ 5 385
$5531
$ 8,551
$ 6 237
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City of Tustin
RESOLUTION CERTIFICATION
STATE OF CALIFORNIA )
COUNTY OF ORANGE )SS
CITY OF TUSTIN )
RESOLUTION NO. 02-18
I, PAMELA STOKER, City Clerk and ex-officio Clerk of the City Council of the City of
Tustin, California, hereby certifies that the whole number of the members of the City
Council of the City of Tustin is five; and that the above and foregoing Resolution No. 02-
18 was adopted at a regular meeting of the City Council held on the 3rd day of
September, 2002, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
Worley, Bone, Doyle, Kawashima
None
None
Thomas
Pamela Stoker, City Clerk