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HomeMy WebLinkAbout12 NEW EMPLOYEE UNIT 12-16-02AGENDA REPORT . 12:16-02 MEETING DATE: DECEMBER 16, 2002 TO: FROM: SUBJECT: WILLIAM A. HUSTON, CITY MANAGER HUMAN RESOURCES DEPARTMENT CREATION OF A NEW UNREPRESENTED SUPERVISORY EMPLOYEE UNIT AND A RESOLUTION RELATING TO SALARY AND BENEFITS OF THIS UNIT SUMMARY: Adoption of the attached Resolution will create a new unrepresented "Supervisory" unit, amend the City's Classification and Compensation Plan, and authorize salary and benefit adjustments, pursuant to previous Council direction, for unrepresented City employees who will become designated as "Supervisory" employees. RECOMMENDATION: Adopt Resolution No. 02-109 creating a new "Supervisory" unit and amending the City's Classification and Compensation Plan to incorporate the changes associated with the creation of the unit, and authorize staff to implement salary and benefit changes associated with adoption of this Resolution for the City's new unrepresented "Supervisory" employees. FISCAL IMPACT: Approximately $6364 over the remainder of this fiscal year. BACKGROUND AND DISCUSSION: After reviewing the duties and responsibilities associated with many of the positions within the City, it has been determined there are currently three classifications that we believe perform work that exceed that of a "leadworker" and is more appropriately classified as "supervisory". A supervisory employee is broadly defined as an employee with authority to hire, transfer, promote, discipline or assign other employees or effectively to recommend such action. These employees are often excluded from the bargaining unit of employees whom they supervise and prevented from being represented by the same organization that represents employees supervised. S:\SUPERVISORY UNl'RStaff Report Supervisory 02.doc City Council Agenda December 16, 2002 Agenda Report Re: Resolution - Supervisory Unrepresented Employees Page 2 Recognizing the potential problematic nature of a bargaining unit that represents both the worker and his/her supervisor, the City has met and conferred with the Tustin Police Support Services Association (TPSSA) and the Tustin Municipal Employees Association (TMEA) in a good faith attempt to fulfill our legal obligations and to work cooperatively toward resolution of a situation that could potentially be problematic for all parties. The City, TPSSA and TMEA have reached agreement that the following classifications should no longer be a part of the general and/or police support services bargaining units: Communications Leadworker (Lead Communications Officer) - currently TPSSA Police Support Leadworker- currently TPSSA Recreation Coordinator- currently TMEA Section 3507.1. (a) of the Meyers Milias Brown Act (MMBA) states, "Unit determinations and representation elections shall be determined and processed in accordance with rules adopted by a public agency...". Further, pursuant to our Personnel Rules and Regulations, the City Manager shall have the right to designate appropriate units for separate 'majority representation as necessary. Because of the difference in the duties and responsibilities associated with supervision, staff has recommended, and the City Council has provided direction for the creation of a supervisory unit appropriately differentiated in compensation and benefits from our rank and file units and similarly differentiated from our management units. Because we do not believe the individuals occupying these classifications would be exempt from overtime pursuant to the Fair Labor Standards Act (FLSA) it would not be appropriate to move these classifications into our management unit. Attached you'll find a resolution creating the new "Supervisory" employee group and the associated compensation and benefits. This Resolution is consistent with the direction previously provided to staff by the City Council and provides a level of benefits commensurate with their duties and responsibilities; greater than that of rank and file employees, but less than management employees. Adoption of the attached Resolution places the classifications on the City's revised salary range schedule, provides for a salary increase of approximately 2.5% in July 2003, adds approximately 11 hours of holiday time for each employee by increasing the value of a holiday from eight (8) hours to nine (9) hours, increases flexible spending dollars (and/or the provisions for opting out of medical benefits) effective January 1, 2003, increasing available textbook and tuition reimbursement, and provides Department Heads the discretion to provide incumbents one additional day of General Leave provided satisfactory performance. S:\SUPERVISORY UNIT~Staff Report Supervisory 02.doc December 16, 2002 Agenda Report Re: Resolution - Supervisory Unrepresented Employees Page 3 Because current and anticipated supervisory/subordinate salary differentials remain appropriate, there is no recommendation for a salary increase at this time (current salary range is within the compensation guidelines provided by the Council). The Resolution also clarifies the application of existing benefits and/programs for individuals who will become a part of this unit. We anticipate the costs associated with this Resolution can be absorbed by current departmental budgets. However, in the event it cannot, staff will return for a supplemental appropriation at the time the City Council conducts its annual mid-year budget review. Additionally, staff will return early in the calendar year with revised class specifications for the classifications within this unit. Staff believes this Resolution will ensure that our unrepresented "Supervisory" employees are treated appropriately within the City's organizational structure and provided due consideration for the unique nature of the duties performed. Further, the increases in salary and benefits will enable us to continue to be competitive in our efforts to recruit and retain highly qualified individuals for our unrepresented "Supervisory" classifications. Arlene Marks, SPHR Director of Human Resources Attachment: Resolution 02-109 S:\SUPERVISORY UNl'l'~Staff Report Supervisory 02.doc RESOLUTION NO. 02-109 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUSTIN CREATING A NEW UNIT OF EMPLOYEES DESIGNATED AS SUPERVISORY AND DESIGNATING COMPENSATION AND BENEFITS FOR UNREPRESENTED SUPERVISORY EMPLOYEES WHEREAS, the employees covered by this Resolution constitute supervisory employees; and WHEREAS, the City Council has consulted with the City Manager and the Human Resources Director 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 and the City's Classification and Compensation Plans 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 "Supervisory" 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. 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 an initial minimal pay increase to place the classifications on the City's new salary schedule and a pay increase of approximately 2.5% (considering rounding factors) to be effective with the pay period beginning June 30, 2003 (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. S:\SUPERVISORY UN l'l'~supervisory resolution 1202.doc Page I of 14 Section 3: DEFINITION A "Supervisory" employee is broadly defined as an employee with authority to hire, transfer, promote, discipline or assign other employees or effectively to recom- mend such action and these employees are often excluded from the bargaining unit of employees whom they supervise and prevented from being represented by the same organization that represents employees supervised. Section 4: EFFECTIVE DATES The effective date of each Section is pay period one of calendar year 2003 beginning approximately December 16, 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 for "Supervisory" employees shall remain in full force and effect unless changed subsequent to meetings between the City and representatives of the "Supervisory" employees and/or by a subsequent Resolution adopted by the City Council. Section 6: OVERTIME PAY Unit classifications designated as non-exempt for purposes of the Fair Labor Standards Act (FLSA), shall receive overtime pay in accordance with the rules which govern non-exempt employees in the Tustin Municipal Employees Association general employee bargaining unit (TMEA). Section 7: BILINGUAL PAY Unit employees shall be eligible to receive an additional $34.62 per pay period if the following conditions are met: Al The employee must, on a frequent and recurring basis, speak and/or trans- late by reading/writing one or more languages other than English in the per- formance of his/her public contact duties with the City. B. The employee must pass a language skills test approved or administered by the City. The City Manager, or his designee, may limit the number of employees eligible based on the needs of the City S:\SUPERVISORY UNl'r~supervisory resolution 1202.doc Page 2 of 14 Section 8: UNIFORMS The City will provide a uniform maintenance allowance of two-hundred and fifty dollars ($250.00) annually for those employees assigned to the Police Department and are required by the City to wear a uniform full time. Section 9: COMPENSATORY TIME Employees will be paid for all compensatory time in December of each year pro- vided that an employee may retain a maximum of forty (40) hours in his/her account if notice of such desired retention is submitted to the City. Section 10: REST PERIODS During each work shift of at least eight (8) hours two (2) fifteen (15) minute rest periods will be scheduled. The scheduling of rest periods shall be at the discretion of the employee's supervisor and no compensation will be provided for rest periods not taken. Section 11: STAND BY/COURT APPEARANCES Unit employees in the Police Department, assigned to stand-by duty, shall be compensated at the rate of one (1) hour of straight-time compensation for each eight (8) hours of such duty. Such compensation on Holidays shall be at the rate of two (2) hours of straight-time compensation for each eight (8) hours of stand-by duty. Standby duty for scheduled court appearances on behalf of the City shall be compensated at a rate of two (2) hours straight time for morning (a.m. hours) appear- ances and two (2) hours straight time for afternoon (p.m. hours) appearances. If a scheduled stand by is canceled and the employee is not advised of the can- cellation before 6:00 p.m. on the day prior to the subpoena date, the employee shall receive two hours of standby pay. A reasonable effort by the employer (e.g. phone call) to notify the employee prior to 6:00 p.m. on the day prior, will negate the two hours of standby pay. Employees who are scheduled for standby shall advise the department of a telephone number where they can be either reached or a message can be left to advise them of a cancellation. Section 12: CALL BACK DUTY Employees shall receive a minimum of two (2) hours overtime compensation (time and one-half) for any call which requires them to return to duty. S:\SUPERVISORY UNIT~supervisory resolution 1202.doc Page 3 of ~14 Section 13: SHIFT DIFFERENTIAL Any unit employee assigned to the Police Department, and who is assigned on a regular basis (ten or more continuous working days) to a shift that requires the employee to work hours after 8:00 p.m. shall receive a shift differential of fifty dollars ($50.00) per pay period. The right to assign and/or reassign an individual to a particular shift is the sole prerogative of the City. Any such assignment and/or reassignment shall not be subject to the grievance and/or discipline appeals process. Section 14: 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 2O8 248 Each January, "Supervisory" employees may be entitled to one additional day (8 hours) of General Leave for satisfactory performance as determined by the recommen- dation of his/her Department Head. 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 ¼ time employee shall receive a 50% allocation; a % time employee shall receive a 75% allocation). Section 15: 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. Bo 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. S:\SUPERVISORY UNITlsupervisory resolution 1202.doc Page 4 of 14 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. E, Designated regular part-time employees shall be eligible for reimburse- ment on a pro-rata share based upon allocation (i.e. a ½ time employee shall receive a 50% allocation; a % time employee shall receive a 75% al- location). Section 16: RETIREMENT Ao The City shall continue to "pick up" and pay on behalf of each regular full time unit employee the employee's required contribution to the Public Employees Retirement System (PERS) 2% @ 55 Supplemental or Modi- fled Formula for Local Miscellaneous Members in the amount equal to seven percent (7%) of the employee's "compensation earnable". Bo Designated regular part-time unit employees shall be eligible for participa- tion in PERS in the same manner as regular full-time employees. C, The employee is required to pay the cost of the 1959 Survivor Benefits Premium. Section 17: 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 "Supervisory" employees concerning implementation of the Social Security program. Section 18: 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. 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. S:\SUPERVISORY UNl~supervisory resolution 1202.doc Page 5 of 14 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 19: HEALTH INSURANCE/FLEXIBLE BENEFITS PLAN 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. A. Effective on or around JanUary 1, 2003 (pay period 1 of calendar year 2003), the Flexible Benefits Contribution for eligible "Supervisory" employ- ees occupying a classification in this unit shall be as follows: Employee Only Employee + 1 Employee + 2 or more Dependent Dependents $384 $668 $844 B, 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 ½ time employee shall receive a 50% allocation; a ~ time employee shall receive a 75% allocation). C, 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. S:\SUPERVlSORY UNIT~supervisory resolution 1202.doc Page 6 of 14 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. Eo 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-enroll 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 20: 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. B, 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 "Supervi- sory" unrepresented employees. S:\SUPERVISORY UN IT~supervisory resolution 1202.doc Page 7 of 14 Section 21: 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 22: 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). Section 23: HOLIDAYS The following days shall be holidays for which all eligible full-time regular and probationary unit employees will receive compensation either in pay or paid time off. January 1 New Year's Day Third Monday in February President's Day Last Monday in May Memorial Day July 4 Independence Day First Monday in September Labor Day November 11 Veteran's Day Thursday in November designated by the President or Governor as Thanksgiving Day. Thanksgiving Day Day following the Thursday in November designated as Thanksgiving Day. Day after Thanksgiving Day Day before the Christmas Day Holiday Christmas Eve Holiday December 25 Christmas Day Day before the New Year's Day Holiday New Year's Eve Holiday S:\SUPERVISORY UNl'lSsupervisory resolution 1202.doc Page 8 of 14 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; however a holiday shall never have a value that exceeds nine (9) hours. 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. For each holiday, full-time regular and probationary personnel on shifts will receive nine (9) hours of General Leave for each day or equivalent pay, whichever, in the judgment of the Human Resources Director, best serves the inter- est of the City. Full-time regular and probationary personnel not assigned to shifts will receive paid time off; nine (9) hours for a day. If a non-shift employee's sched- uled day off falls on the day of the holiday, he shall receive nine (9) hours pay for each day. If the number of hours paid on a holiday is less than the hours that would be paid if the employee worked his regular shift, credited compensatOry time or general leave will be used to ensure that hours paid will be equal to what he/she would receive for his/her regular shift. 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. 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). On December 1 of each year, regular and promotional probationary unit em- ployees assigned to the Police Department may request a cash out of his/her holiday credit for the following year in lieu of having time off. The request may only be for all cash, all General Leave, or one-half cash/one-half General Leave. This notification shall be in writing and is irrevocable. Administration of this program shall be consis- tent with the program adopted for employees represented by Tustin Police Support Services Association (TPSSA). Section 24: 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. S:\SUPERVISORY UNIT~supervisory resolution 1202.doc Page 9 of 14 Section 25: SEVERANCE PAY AND ASSISTANCE TO LAYOFFEES A. Severance pay of one week per year of service subject to a maximum of 4 weeks pay, will be provided to employees who are laid off and not offered em- ployment through an agreement between a contractor and the City of Tustin. B. Letters of recommendation will be provided for employees whose performance was satisfactory on the date of their layoff. C. Reasonable assistance in locating alternative employment will be provided for employees who are laid off. Section 26: 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 27: WORKERS' COMPENSATION PROGRAM The rules governing Workers' Compensation shall apply to "Supervisory" employ- ees. Section 28: 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 29: 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 "Supervisory" employees. S:\SUPERVISORY UNITlsupervisory resolution 1202.doc Page 10 of 14 Section 30: RETIREE'S HEALTH INSURANCE The City will reimburse eligible unit employees up to a maximum of $150.00 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 31: 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 32: 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 33: 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. Section 34: 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. S:\SUPERVISORY UNl~supervisory resolution 1202.doc Page 11 of 14 Section 35: 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. Passed and adopted at a regular meeting of the Tustin City Council held on the 16th day of December, 2002. JEFFERY M. THOMAS, MAYOR ATTEST: CITY CLERK S:\SUPERVISORY UNl'Rsupervisory resolution 1202.doc Page 12 of 14 City of Tustin RESOLUTION CERTIFICATION STATE OF CALIFORNIA ) COUNTY OF ORANGE )SS CITY OF TUSTIN ) RESOLUTION NO. 02-109 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- 109 was adopted at a regular meeting of the City Council held on the 16th day of December, 2002, by the following vote: COUNCILMEMBER AYES: COUNCILMEMBER NOES: COUNCILMEMBER ABSTAINED: COUNCILMEMBER ABSENT: Pamela Stoker, City Clerk APPENDIX A SUPERVISORY SALARY SCHEDULE EFFECTIVE DECEMBER 16, 2002 New Classification Title Range Police Communications Coordinator 614 Police Records Coordinator 522 Recreation Coordinator 547 Step Step Step A B C $ 4,065 $ 4,274 $ 4,493 $ 3,231 $ 3,396 $ 3,570 $ 3,439 $ 3,615 $ 3,800 Step D $ 4,723 $ 3,753 $ 3,995 Step E $ 4,964 $ 3,945 $ 4,200 S:\SUPERVISORY UNIT~supervisory resolution 1202.doc Page 13 of 14 APPENDIX B SUPERVISORY SALARY SCHEDULE EFFECTIVE JUNE 30, 2003 New Classification Title Range Police Communications Coordinator 624 Police Records Coordinator 532 Recreation Coordinator 557 Step Step A B $ 4,168 $ 4,382 $ 3,313 $ 3,482 $ 3,526 $ 3,707 Step Step Step C D E $ 4,606 $ 4,842 $ 5,090 $ 3,661 $ 3,848 $ 4,045 $ 3,897 $ 4,096 $ 4,306 S:\SUPERVISORY UNIT~supervisory resolution 1202.doc Page 14 of 14