HomeMy WebLinkAboutCC RES 19-03RESOLUTION NO. 19-03
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF TUSTIN,
CALIFORNIA, RELATING TO COMPENSATION AND BENEFITS FOR
UNREPRESENTED EXECUTIVE MANAGEMENT AND MANAGEMENT
EMPLOYEES, AND SUPERSEDING RESOLUTION 18-80
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;
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Tustin
(the "City") authorizes staff to implement the provisions of this Resolution and modify 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:
CHAPTER 1 — GENERAL PROVISIONS
Section 1: Classifications
The Executive Management unit includes the classifications designated by the City as
"department heads". The Management unit includes all other unrepresented FLSA-exempt
classifications designated by the City as "management" employees.
Whenever the term "Executive Management" is used in this Resolution, it shall be
understood to include the City Manager. The benefits and terms of employment of the
City Manager and any other Executive Management employee employed under an
individual employment agreement shall be as set forth herein, provided that any contrary
written terms established by the City Council or City Manager, which provide a greater
benefit than provided for in this Resolution, shall prevail.
Section 2: Effective Dates
The effective date of each Section is July 1, 2018, unless otherwise stated herein.
CHAPTER 2 — COMPENSATION
Section 3: Salary
Effective the pay period which includes July 1, 2018, employees shall receive a three
percent (3.0%) base salary increase.
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Effective the pay period which includes July 1, 2019, employees shall receive a three
percent (3.0%) base salary increase.
Effective the pay period which includes July 1, 2020, employees shall receive a three
percent (3.0%) base salary increase.
The salary ranges for employees covered by this Resolution are hereby incorporated and
listed in Appendix A and Appendix B. The attached salary ranges shall constitute the
basic compensation plan consisting of six (6) steps in each range.
Section 4: Bilingual Pay
The City shall pay Bilingual Pay in the amount of one hundred dollars ($100) per month
(paid biweekly) to employees in City -designated positions who demonstrate
conversational skill in Spanish or another language approved by the Director of Human
Resources as necessary for City business.
To qualify for Bilingual Pay, the employee must 1) have a business need to speak
Spanish or another City -approved language in the performance of his/her public contact
duties on a frequent and recurring basis and 2) successfully pass a City -sponsored
examination for conversational skill. The Director of Human Resources may limit the
number of employees receiving Bilingual Pay based on the needs of the City and may
discontinue Bilingual Pay for any employee who no longer uses bilingual skills in the
course of work.
Individuals are eligible to receive Bilingual Pay at the beginning of the first pay period
after the Human Resources Department receives the employee's passing test results.
In compliance with the California Public Employees' Retirement System regulations and
definition of special compensation (2 CCR §571), the monetary value of bilingual pay
(Bilingual Premium) shall be reported to CalPERS as special compensation described in
Title 2 CCR, Section 571(a)(4) and 571.1(b)(3) as a "special assignment pay" — a type of
reportable special compensation.
Section 5: Uniforms
The City shall provide employees in the classifications of Deputy Police Chief and
Police Captain with uniforms, including replacements as needed. Additionally,
employees in these classifications receive an allowance of $16.50 per biweekly pay
period, up to a maximum of $429 per year, for care and maintenance of uniforms. In
compliance with the California Public Employees' Retirement System regulations and
definition of special compensation (2 CCR §571), for "classic members" as defined by
the Public Employees' Pension Reform Act of 2013, the compensation paid for the
maintenance of required uniforms shall be reported to CalPERS as special
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compensation described in Title 2 CCR, Section 571(a)(5) and 571.1(b)(2) as a
"statutory item" — a type of reportable special compensation.
The City shall provide uniforms, including replacements as needed, to employees in the
classifications of Maintenance Supervisor, Water Maintenance and Construction
Supervisor, and Water Treatment Supervisor. In compliance with the California Public
Employees' Retirement System regulations and definition of special compensation (2 CCR
§571), for "classic members" as defined by the Public Employees' Pension Reform Act of
2013, the monetary value of the rental and maintenance of the required uniforms shall be
reported to CalPERS as special compensation described in Title 2 CCR, Section 571(a)(5)
as a "statutory item" — a type of reportable special compensation.
Section 6: Educational Incentive Pay
Employees in the classification of Police Captain who have obtained a master's degree
are eligible to receive Educational Incentive Pay of $500 per month ($230.76 per pay
period).
Such employees are eligible to receive Educational Incentive Pay at the beginning of
the first pay period after Human Resources certifies that the employee has met all of the
eligibility requirements.
In compliance with the California Public Employees' Retirement System regulations and
definition of special compensation (2 CCR §571), the monetary value of educational
incentive pay shall be reported to CalPERS as special compensation described in Title 2
CCR, Section 571(a)(2) as an "educational pay" — a type of reportable special
compensation.
Section 7: Acting Pay
An employee assigned to temporarily work in a higher classification will receive Acting
Pay. At the City Manager's discretion, during the Acting assignment the employee will
either receive Acting Pay in an amount equal to 5% of the employee's base pay or the
amount necessary to increase the employee's base salary to any step in the salary range
of the higher classification. Acting Pay will be paid effective the beginning of the first full
pay period in which the employee serves in the Acting assignment.
In accordance with Government Code section 20480, an employee's Acting assignment
may not exceed a total of 960 hours in a fiscal year if the Acting assignment is for a
position that is vacant during the recruitment for a permanent appointment. This hours limit
does not apply to an Acting assignment that is temporarily available due to another
employee's leave of absence.
In compliance with the California Public Employees' Retirement System regulations and
definition of Special Compensation (2 CCR §571), the monetary value of Acting Pay shall
be reported to CalPERS as Special Compensation for "classic members" as defined by
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the Public Employees' Pension Reform Act (PEPRA) of 2013. Acting Pay ("Temporary
Upgrade Pay") is described in Title 2 CCR, Section 571(a)(3) as a "premium pay'— a type
of reportable special compensation. This pay is not reportable as special compensation for
employees defined as "new members" under PEPRA. In the event of a dispute, it is
ultimately CaIPERS who determines whether any form of pay is reportable special
compensation.
CHAPTER 3 — BENEFITS
Section 8: Flexible Benefits Plan
The City contracts with the California Public Employees' Retirement System (CaIPERS)
for the provision of medical insurance. All Executive Management and Management
employees shall receive the minimum amount required under the Public Employees'
Medical and Hospital Care Act (PEMHCA) ($133 for calendar year 2018, $136 for
calendar year 2019, and a yet to be determined amount for subsequent calendar years)
as well as an additional amount which is provided under a Section 125 Flexible Benefits
program. The amounts below include the minimum amount under PEMHCA.
Effective the pay period that includes July 1, 2018, the monthly Flexible Benefits
contribution per Executive Management employee and eligible Management employee
(hired into the Management unit on or before September 3, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,375 $1,600 $1,950
Effective the pay period that includes July 1, 2019, the monthly Flexible Benefits
contribution per Executive Management employee and eligible Management employee
(hired into the Management unit on or before September 3, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,475 $1,700 $2,050
Effective the pay period that includes July 1, 2020, the monthly Flexible Benefits
contribution per Executive Management employee and eligible Management employee
(hired into the Management unit on or before September 3, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,575 $1,800 $2,150
Effective the pay period that includes July 1, 2018, the monthly Flexible Benefits
contribution per eligible Management employee (hired into the Management unit on or
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after September 4, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,175 $1,300 $1,450
Effective the pay period that includes July 1, 2019, the monthly Flexible Benefits
contribution per eligible Management employee (hired into the Management unit on or
after September 4, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,275 $1,400 $1,550
Effective the pay period that includes July 1, 2020, the monthly Flexible Benefits
contribution per eligible Management employee (hired into the Management unit on or
after September 4, 2002) is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,375 $1,500 $1,650
Employees who do not take medical insurance through the program offered by the City
shall receive $450 per month as the Flexible Benefits Opt -Out contribution. 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. If an employee elects to opt out of coverage offered by the
City, he/she must provide proof of "minimum essential coverage" (as defined by the
Affordable Care Act) through another source (other than coverage in the individual
market, whether or not obtained through Covered California).
The Flexible Benefits contribution consists of mandatory and discretionary allocations
which may be applied to City -sponsored programs, including required payment towards
employee medical insurance under the Public Employees' Medical and Hospital Care
Act (PEMHCA). Employees may allocate the remaining amount among the following
City -sponsored programs:
1. Medical insurance
2. Dental insurance
3. Additional life insurance
4. Vision insurance
5. Section 125 Flexible Spending Account programs (medical and/or dependent
care reimbursement programs)
6. Eligible catastrophic care programs
7. Cash
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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.
The Flexible Benefits program is governed by Section 125 of the Internal Revenue
Code (IRC). The City retains the right to change administrators.
Participation in the Section 125 medical and/or dependent care reimbursement
programs is voluntary and employee -funded.
Section 9: Retirement
Employees covered under this Resolution shall be members of the California Public
Employees' Retirement System (CaIPERS) and are subject to all applicable provisions
of the City's contract with CaIPERS.
Miscellaneous members employed by the City by December 31, 2011 shall be enrolled
in the CaIPERS 2% @ 55 plan in accordance with Government Code Section 21354 for
Local Miscellaneous members. The plan includes both an employer and employee
contribution. Effective the pay period that includes July 1, 2013, the employee is
responsible for paying the employee contribution of 7% of the employee's wages
through a pre-tax payroll deduction. The City has adopted the CaIPERS resolution in
accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is
made on a pre-tax. The plan has been amended to include Section 21573 (Third Level
of 1959 Survivor Benefits), Section 20042 (One -Year Final Compensation), and Section
21024 (Military Service Credit as Public Service). The employee is responsible for
paying the employee portion of the 1959 Survivor benefit premium.
These employees are also responsible for paying an additional pension contribution of
three percent (3%) as cost sharing in accordance with Government Code section
20516(f), for a total employee pension contribution of ten percent (10%).
Miscellaneous members employed by the City on or after January 1, 2012 who are
"classic members" as defined by the Public Employees' Pension Reform Act (PEPRA)
of 2013 shall be enrolled in the CaIPERS 2% @ 60 plan for Local Miscellaneous
members. The plan includes both an employer and employee contribution.
The employee is responsible for paying the employee contribution of 7% of the
employee's wages through a payroll deduction. The City has adopted the CaIPERS
resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee
contribution is made on a pre-tax basis. This plan provides retirement benefits based on
the highest annual average compensation earnable during the three consecutive years
of employment immediately preceding the effective date of his or her retirement or as
designated by the employee in accordance with Government Code Section 20037. The
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plan provides for 3rd level of 1959 Survivor benefits with the employee paying the
employee portion of the premium.
These employees are also responsible for paying an additional pension contribution of
three percent (3%) as cost sharing in accordance with Government Code section
20516(f), for a total employee pension contribution of ten percent (10%).
Individuals first employed by the City on or after January 1, 2013 who are defined as
"new members" by the Public Employees' Pension Reform Act (PEPRA) of 2013, shall
be enrolled in the CalPERS 2% @ 62 plan for Local Miscellaneous members.
The employee is responsible for paying the employee contribution of one-half of the
total normal cost of the plan, as defined by CalPERS, through a payroll deduction.
Effective the pay period including July 1, 2018, the employee contribution is 5.75%. This
amount will be determined by CalPERS in the future. The City has adopted the
CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the
employee contribution is made on a pre-tax basis.
This plan provides retirement benefits based on the highest annual average
compensation earnable during the three consecutive years of employment immediately
preceding the effective date of his or her retirement or as designated by the employee in
accordance with Government Code Section 7522.32(a). The plan provides for 3rd level
of 1959 Survivor benefits with the employee paying the employee portion of the
premium.
Employees first hired by the City as Local Safety Members prior to January 1, 2012
shall be provided the CalPERS 3% @ 50 retirement formula in accordance with
Government Code section 21362.2.
These employees are responsible for paying the employee contribution of 9% of the
employee's wages through a pre-tax payroll deduction. The City has adopted the
CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the
employee contribution is made on a pre-tax basis.
These employees are also responsible for paying an additional pension contribution of
three percent (3%) as cost sharing in accordance with Government Code section
20516(f), for a total employee pension contribution of twelve percent (12%).
The plan has been amended to include Section 21574 (Fourth Level of 1959 Survivor
Benefits), Section 20042 (One -Year Final Compensation), and Section 21024 (Military
Service Credit as Public Service). The employee is responsible for paying the employee
portion of the 1959 Survivor benefit premium.
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Employees first hired by the City as Local Safety Members on or after January 1, 2012
who are "classic members" as defined by the Public Employees' Pension Reform Act
(PEPRA) of 2013 shall be provided the CalPERS 2% @ 50 retirement formula.
The employee is responsible for paying the employee contribution of 9% through a
pretax payroll deduction. The City has adopted the CalPERS resolution in accordance
with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a
pre-tax basis.
These employees are also responsible for paying an additional pension contribution of
three percent (3%) as cost sharing in accordance with Government Code section
20516(f), for a total employee pension contribution of twelve percent (12%).
The plan includes Section 21574 (Fourth Level of 1959 Survivor Benefits) and Section
21024 (Military Service Credit as Public Service). The employee is responsible for
paying the employee portion of the 1959 Survivor benefit premium. This plan provides
retirement benefits based on the highest annual average compensation earnable during
the three consecutive years of employment immediately preceding the effective date of
his or her retirement or as designated by the employee in accordance with Government
Code Section 20037.
Individuals first employed by the City on or after January 1, 2013 who are defined as
"new members" by the Public Employees' Pension Reform Act (PEPRA) of 2013, shall
be enrolled in the CalPERS 2.7% @ 57 plan for Local Safety members.
The employee is responsible for paying the employee contribution of one-half of the
total normal cost of the plan, as defined by CaIPERS, through a payroll deduction.
Effective the pay period including July 1, 2018, the employee contribution is 12.00%.
This amount will be determined by CalPERS in the future. The City has adopted the
CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the
employee contribution is made on a pre-tax basis.
The plan includes Section 21574 (Fourth Level of 1959 Survivor Benefits) and Section
21024 (Military Service Credit as Public Service). The employee is responsible for
paying the employee portion of the 1959 Survivor benefit premium. This plan provides
retirement benefits based on the highest annual average compensation earnable during
the three consecutive years of employment immediately preceding the effective date of
his or her retirement or as designated by the employee in accordance with Government
Code Section 7522.32(a).
Section 10: Life Insurance
The City will provide life insurance for each Executive Management and Management
employee and pay the required premiums. The death benefit of said policy shall be two
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hundred thousand dollars ($200,000). The City will also provide $1,000 per dependent
of dependent life insurance and pay the required premiums.
Section 11: Short -Term / Long -Term Disability Insurance
The City shall maintain a short-term / long-term disability (STD/LTD) insurance program
for non -industrial illnesses or injuries. Eligibility for benefits is subject to the
requirements and approval of the STD/LTD insurance carrier.
An employee who is receiving STD benefits under the City's program will be granted a
leave of absence for the duration of his/her non -industrial disability subject to a
maximum period of six (6) months. Such leave of absence may be extended for an
additional six (6) months under LTD, upon approval of the City Manager.
All unit employees are required to participate in the program. Premiums are deducted
from the employee's pay on an after-tax basis.
In the event a non -industrial illness or injury is anticipated to exceed 30 days, the
employee is first required to use 80 consecutive hours of his/her accrued leave during
the 30 day period beginning with the first day of the leave. In the event no leave time is
available, the employee shall be on leave without pay for 80 consecutive hours.
After the first 80 hours of leave, and for the remainder of the 30 day elimination period,
the employee shall be compensated by the City at the rate of 60% of the employee's
pre -disability base salary. This City payment is taxable income. The employee may
supplement this City payment with accrued leave to enable him/her to receive an
amount equivalent to no more than 100% of his/her pre -disability earnings.
In the event the employee is eligible for FMLA/CFRA leave, STD/LTD leave shall run
concurrently with FMLA/CFRA leave.
For a new employee who has worked for the City for less than 12 consecutive months,
and is therefore not eligible for FMLA/CFRA leave, the City will nevertheless provide the
employee with the same Flexible Benefits contribution as was provided at the time of
the non -industrial injury, for a period not to exceed 90 days. Should an employee
receive 90 days of City -paid Flexible Benefits within the 12 month period prior to being
eligible for this benefit pursuant to the FMLA/CFRA, and is subsequently eligible to
receive this benefit pursuant to the FMLA/CFRA, the employee shall reimburse the City
for his/her previous contribution.
Once the employee is on leave without pay, or the first 80 hours of leave has passed
(whichever occurs first), no paid leave shall accrue to the employee.
After the 30 day elimination period, the STD/LTD carrier will provide the employee with
a benefit of 60% of pre -disability base salary. The employee may supplement the
STD/LTD carrier's payment with accrued paid leave to enable him/her to receive an
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amount equivalent to no more than 100% of his/her pre -disability earnings.
The employee is responsible for all benefit elections and payments during his/her leave
unless he/she is eligible to opt out of such elections and chooses to do so. In the event
the employee chooses to continue his/her benefit elections, the employee is required to
make timely payment to the City for such elections (including the cost of the STD/LTD
program). In the event timely payment is not made, the City is authorized to reduce the
employee's accrued paid leave accounts, in an amount equivalent to the premiums
owed by the employee. In the event no paid leave is available, the City is authorized to
cancel the employee's coverage.
An employee is only eligible for the City's 60% STD/LTD salary continuation benefit
once in any rolling 12 -month period.
Section 12: Vehicle Allowance
Each Executive Management employee shall have his/her personal vehicle available and
shall use his/her personal vehicle for City business. To cover these costs, except as noted
below, Executive Management employees shall receive a $400 monthly vehicle
allowance.
In consideration of the duties associated with the classification, employees in the
classifications of City Manager, Police Chief, Police Captain, and Deputy Police Chief
are provided with a City vehicle in lieu of a vehicle allowance.
Section 13: Textbook and Tuition Reimbursement
The City shall provide eligible employees with textbook and tuition reimbursement in
accordance with the guidelines and procedures specified in the Personnel Rules.
Employees are eligible for this benefit after completion of the initial probationary period.
Requests to enroll in courses may be granted prior to the completion of probation;
however, payment will not be made until the employee has completed the probationary
period and attained regular status. Approval from the department head, Director of Human
Resources, and City Manager (when required) should be obtained prior to enrollment in
the course or program to ensure the City will approve the reimbursement request.
Employees may be reimbursed for up to $4,000 per calendar year in covered expenses
for attending graduate school, a four-year college or university, or a job-related program
through University of California or California State University extended education
programs and $2,000 per year for attendance at a California Community College. This
reimbursement benefit may be used for other job-related educational programs
administered by other professional organizations with the express approval of the City
Manager. If an employee separates from City service within one calendar year of
receiving this Tuition Reimbursement benefit, the employee is responsible for refunding
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the City the full amount of the benefit that was paid. Funds will be deducted from the
employee's final paycheck to cover the re -payment of the tuition reimbursement.
Section 14: Smartphone Stipend
Employees are eligible for a smartphone stipend of $21 per pay period ($45 per month),
which is taxable income. The stipend is designed to contribute to an employee's
smartphone plan. It is not designed to fully pay for the plan. Any additional charges an
employee incurs are his/her own responsibility and those additional charges are not
eligible for reimbursement.
Section 15: Retiree Medical Insurance
The City will reimburse eligible unit employees up to a maximum of $350 per month for
the payment of CaIPERS retiree medical insurance premiums. This amount is in
addition to the minimum contribution towards retiree medical insurance required under
the PEMHCA program ($133 per month for calendar year 2018, $136 per month for
calendar year 2019, and a yet to be determined amount for subsequent calendar
years).
An employee hired by the City prior to July 1, 2011 is eligible for this benefit provided
that he/she has been continuously employed by the City for five (5) full years, retires
from the City and CaIPERS, and enrolls in a CaIPERS medical insurance plan
immediately after retirement. Eligible employees who suffer a disability, are unable to
return to work, and take a disability retirement from CaIPERS may satisfy the five (5)
year continuous service requirement using a combination of service with the City and
service with any public agency with a reciprocal retirement system.
An employee hired by the City on or after July 1, 2011 is eligible for this benefit provided
that he/she has been continuously employed by the City for ten (10) full years, retires
from the City and CalPERS, and enrolls in a CaIPERS medical insurance plan
immediately after retirement. Eligible employees who suffer a disability, are unable to
return to work, and take a disability retirement from CaIPERS may satisfy the ten (10)
year continuous service requirement using a combination of service with the City and
service with any public agency with a reciprocal retirement system.
Reimbursement shall not be made until an employee appears on the City's CaIPERS
insurance billing. In order to maintain the retiree medical insurance stipend throughout
retirement, an employee must maintain coverage in a CalPERS medical insurance plan;
once coverage is dropped, reimbursement will cease and will not be reinstated.
Section 16: Retiree Health Savings Plan
Effective January 1, 2019, employees will have the option to make a payroll deduction
and contribute to a retiree health savings plan which will be set up by the City.
Contributions are voluntary by employees and the City will not make a contribution to
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the plan.
CHAPTER 4 — LEAVES OF ABSENCE
Section 17: General Leave
Paid General Leave shall be granted to each full-time employee at the rates listed below
per year, prorated on a biweekly basis for each biweekly pay period in which the
employee is in paid status for at least 40 hours of the pay period. If the employee is in
paid status between 40 — 80 hours of a pay period, his/her General Leave will be
earned on a prorated basis for the pay period.
Service Hours Per Year Maximum Accrual
0 — 5 years 160 320
6 — 10 years 208 416
Over 10 years 248 496
When appointing an individual to an Executive Management or Management
classification, the City Manager shall have the authority to consider the individual's prior
employment in determining an advanced General Leave accrual rate.
Each January, Executive Management employees are eligible to receive up to sixteen
(16) additional hours of General Leave for satisfactory performance as determined by
the City Manager. Management employees may be entitled to eight (8) additional hours
of General Leave as determined by their department head.
At any time, employees may accumulate General Leave to a maximum of two (2) times
the employee's annual entitlement. Upon reaching the maximum, accrual will cease
until leave is used to reduce the accrual below the maximum. Upon separation from City
service the employee will be paid for unused Leave, not to exceed the maximum of two
(2) years entitlement, at the employee's then current base salary rate.
General Leave Cash Out
Until December 7, 2018:
Each employee may request that he/she be paid for a maximum of eighty (80) hours of
accrued General Leave. In addition, each employee may request that he/she be paid
for accrued General Leave based upon years of service as follows:
0-5 years
40 additional hours per year
6-10 years
50 additional hours per year
Over 10 years
60 additional hours per year
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In addition to the cash out opportunities described above, Executive Management
employees may also cash out additional General Leave, in any amount, as long as at
least 200 hours of General Leave remain in the employee's General Leave bank after
the cash out.
Requests for cash out must be received no later than two weeks prior to the paycheck
date when the cash out is requested.
After December 7, 2018 and Each Year Thereafter:
Starting in 2018 (for payment in 2019) on or before the pay period which includes
December 15 of each calendar year, an employee may make an irrevocable election to
cash out up to the following amount of General Leave which will be earned in the
following calendar year at the employee's base rate of pay: a) up to eighty (80) hours of
accrued General Leave and b) up to an additional amount of accrued General Leave
based upon years of service as follows:
0-5 years
40 additional hours per year
6-10 years
50 additional hours per year
Over 10 years
60 additional hours per year
In addition to the cash out opportunities described above, Executive Management
employees may also cash out c) additional General Leave, in any amount, as long as at
least 200 hours of General Leave remain in the employee's General Leave bank after
the cash out.
The employee can request that the cash out (of a, b and c [if applicable] above) be
processed on any paycheck beginning July 1 of the following calendar year through the
end of that calendar year, as long as the employee has accrued the number of hours
they elected to cash out during the calendar year of the cash out. However, if the
employee's General Leave balance is less than the amount the employee elected to
cash out (in the prior calendar year) the employee will receive cash for the amount of
leave the employee has accrued at the time of the cash out. The employee may choose
to receive General Leave cash out all at once or on two different paychecks.
Section 18: Administrative Leave
As exempt employees under the Fair Labor Standards Act (FLSA), Executive
Management and Management employees are compensated for meeting the
requirements and performing the duties of their jobs, 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 Executive Management and Management employees unless otherwise
required by State or Federal law.
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In lieu of overtime compensation, the City will provide employees with an annual credit of
forty (40) hours of paid Administrative Leave each January. During the first calendar year
of employment as an employee covered by this Resolution, employees will be granted a
prorated share of Administrative Leave at the time of appointment, with the amount
dependent upon the employee's hire date as follows:
Hire Date
Administrative Leave
1 st Quarter (January — March) 40 hours
2"d Quarter (April — June) 30 hours
3rd Quarter (July — September) 20 hours
4th Quarter (October — December) 10 hours
Each January, each Executive Management and Management 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 year's job performance and his/her
commitment of time dedicated to City business in excess of his/her regular work
schedule. After the conclusion of the first calendar year of employment, employees shall
be eligible for a prorated share of additional Administrative Leave, in accordance with
the same guidelines as those governing the initial granting of Administrative Leave at
time of appointment, as specified in this Section (e.g. an employee hired in the 3rd
Quarter of Year 1 is eligible for up to 20 additional hours of Administrative Leave in
January of Year 2). An employee whose performance is in need of improvement,
pursuant to a performance evaluation or performance improvement plan, is not eligible
to receive additional Administrative Leave. The accrual of Administrative Leave is
limited to a maximum of eighty (80) hours at any time. Use of Administrative Leave is
completely discretionary upon the approval of the Department Head or the City
Manager.
When an employee separates from City service or remains employed by the City, but
moves to a FLSA non-exempt position, the employee shall be compensated for all
accrued Administrative Leave at the employee's base hourly rate of pay.
Section 19: Holidays
The following days shall be holidays for which all employees will receive compensation
either in pay or paid time off:
January 1
Third Monday in January
Third Monday in February
Last Monday in May
July 4
First Monday in September
November 11
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
Independence Day
Labor Day
Veterans Day
Resolution 19-03
Page 14 of 16
Thanksgiving Day Thanksgiving Day
Day following Thanksgiving Day Day after Thanksgiving Day
December 24 Christmas Eve
December 25 Christmas Day
December 31 New Year's Eve
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. If
a holiday falls on a day that is also an employee's regular day off, the employee will
accrue nine hours to his/her General Leave bank for the holiday. If a holiday falls on an
employee's regularly scheduled working Friday, the employee will receive eight hours of
holiday pay and accrue one hour to his/her General Leave bank.
Section 20: Bereavement Leave
Unit employees are allowed up to five (5) days of paid leave for the purpose of
Bereavement Leave in the event of a death in the "immediate family". For purposes of
this section, "immediate family" is defined as including spouse, registered domestic
partner, mother, stepmother, father, stepfather, brother, stepbrother, sister, stepsister,
child, stepchild, grandparent, stepgrand parent, grandchild and stepgrandchild of the
employee or the employee's spouse/registered domestic partner.
CHAPTER 5 — WORKING CONDITIONS
Section 21: Alternate Work Schedules
Executive Management and Management employees are eligible for participation in the
City's Alternate Work Schedule program. Such work schedules are subject to the needs of
the City and the employee's department.
The City Manager has the authority to implement rules, policies and procedures for
Alternative Work Schedules for Executive Management and Management employees.
PASSED AND ADOPTED at a regular meeting of the City Council o City of Tustin
held on the 15th day of January 2019.
J �
CHARLES E. PUCKETT,
Mayor
ERICA N. YASUDA,
City Clerk
Resolution 19-03
Page 15 of 16
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) SS
CITY OF TUSTIN )
I, Erica N. Yasuda, City Clerk and ex -officio Clerk of the City Council of the City of Tustin,
California, do hereby certify that the whole number of the members of the City Council of
the City of Tustin is five; that the above and foregoing Resolution No. 19-03 was duly
passed and adopted at a regular meeting of the Tustin City Council, held on the 15th day of
January 2019, by the following vote:
COUNCILMEMBER AYES: Puckett, Bernstein, Clark, Cooper, Lumbard (5)
COUNCILMEMBER NOES: (0)
COUNCILMEMBER ABSTAINED: (0)
COUNCILMEMBER ABSENT: (0)
Va ," ERICA N. YASUDA,
City Clerk
Resolution 19-03
Page 16 of 16
APPENDIX A - EXECUTIVE MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes July 1, 2018
Classification
Step A
Step B
Stop C
Step D
Step E
Step F
Assistant City Manager
79.00
83.05
87.30
91.77
96.47
101.29
Deputy City Manager
67.16
70.60
74.21
78.01
82.01
86.11
Director of Community Dev
67.67
71.14
74.78
78.61
82.63
86.77
Director of Economic Development
72.31
76.01
79.90
84.00
88.30
92.71
Director of Finance / City Treasurer
72.31
76.01
79.90
84.00
88.30
92.71
Director of Human Resources
61.39
64.54
67.84
71.32
74.97
78.72
Director of Parks & Recreation
63.26
66.50
69.91
73.48
77.25
81.11
Director of Public Works / City Eng
74.04
77.83
81.81
86.00
90.41
94.93
Police Chief
82.95
87.20
91.67
96.36
101.29
106.36
Effective the Pay Period that includes July 1, 2019
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Assistant City Manager
81.37
85.54
89.92
94.52
99.36
104.33
Deputy City Manager
69.18
72.72
76.44
80.35
84.47
88.69
Director of Community Dev
69.70
73.27
77.02
80.97
85.11
89.37
Director of Economic Development
74.48
78.29
82.30
86.52
90.95
95.49
Director of Finance / City Treasurer
74.48
78.29
82.30
86.52
90.95
95.49
Director of Human Resources
63.24
66.47
69.88
73.46
77.22
81.08
Director of Parks & Recreation
65.16
68.50
72.00
75.69
79.57
83.54
Director of Public Works / City Eng
76.26
80.16
84.27
88.58
93.12
97.78
Police Chief
85.44
89.82
94.42
99.25
104.33
109.55
Effective the Pay Period that includes July 1, 2020
Classification
Step A
Step B
Stop C
Step D
Step E
Step F
Assistant City Manager
83.81
88.11
92.62
97.36
102.35
107.46
Deputy City Manager
71.25
74.90
78.73
82.77
87.00
91.35
Director of Community Dev
71.79
75.47
79.33
83.40
87.67
92.05
Director of Economic Development
76.71
80.64
84.77
89.11
93.67
98.36
Director of Finance / City Treasurer
76.71
80.64
84.77
89.11
93.67
98.36
Director of Human Resources
65.13
68.47
71.97
75.66
79.53
83.51
Director of Parks & Recreation
67.11
70.55
74.16
77.96
81.95
86.05
Director of Public Works / City Eng
78.55
82.57
86.80
91.24
95.91
100.71
Police Chief
88.01
92.51
97.25
102.23
107.46
112.84
Appendix Resolution 19-03
Page 1 of 5
APPENDIX B - MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes July 1, 2018
Classification
Step A
Step B
Step C
Stop D
Step E
Step F
Accounting Supervisor
45.16
47.47
49.90
52.46
55.14
57.90
Administrative Services Mgr
51.16
53.78
56.54
59.43
62.48
65.60
Assistant Dir of Com Dev-Plan
56.40
59.28
62.32
65.51
68.87
72.31
Assistant Dir of Comm Dev
56.40
59.28
62.32
65.51
68.87
72.31
Assistant Dir of Comm Dev-Bldg59.22
62.25
65.44
68.79
72.31
75.92
Assistant to the City Manager
51.16
53.78
56.54
59.43
62.48
65.60
Building Inspection Su v
39.46
41.48
43.61
45.84
48.19
50.60
Building Official
53.41
56.15
59.02
62.04
65.22
68.48
City Clerk
50.28
52.85
55.56
58.40
61.39
64.46
Deputy Building Official
50.53
53.12
55.84
58.70
61.70
64.79
Deputy Director of Econ Devel
56.40
59.28
62.32
65.51
68.87
72.31
Deputy Director of Finance
56.40
59.28
62.32
65.51
68.87
72.31
Deputy Director of Parks & Rec
51.16
53.78
56.54
59.43
62.48
65.60
Deputy Director of PW - Eng
61.55
64.70
68.01
71.49
75.16
78.91
Deputy Director of PW - Ops
59.19
62.22
65.41
68.76
72.28
75.89
Deputy Police Chief
72.57
76.29
80.20
84.21
88.42
92.84
Economic Devel & Housing Mgr
52.33
55.01
57.82
60.78
63.90
67.09
Economic Development Pro' Mgr
39.76
41.80
43.94
46.19
48.55
50.98
Field Services Manager
51.16
53.78
56.54
59.43
62.48
65.60
Finance Manager
51.16
53.78
56.54
59.43
62.48
65.60
Human Resources Manager
51.16
53.78
56.54
59.43
62.48
65.60
Information Tech Supervisor
50.28
52.85
55.56
58.40
61.39
64.46
Maintenance Supervisor
34.48
36.25
38.11
40.06
42.11
44.22
Plan Check Supervisor
39.46
41.48
43.61
45.84
48.19
50.60
Police Captain
65.68
69.04
72.57
76.29
80.20
84.21
Police Civilian Commander
51.81
54.46
57.25
60.18
63.26
66.42
Principal Engineer
50.53
53.12
55.84
58.70
61.70
64.79
Principal Management Analyst
47.26
49.68
52.22
54.90
57.71
60.60
Principal Plan Check Engineer
50.53
53.12
55.84
58.70
61.70
64.79
Principal Planner
49.41
51.94
54.60
57.39
60.33
63.35
Public Works Inspection Su v
35.73
37.56
39.48
41.51
43.63
45.81
Public Works Manager
48.92
51.42
54.05
56.82
59.73
62.72
Recreation Superintendent
44.60
46.88
49.28
51.81
54.46
57.18
Recreation Supervisor
34.14
35.89
37.73
39.66
41.69
43.78
Senior Accountant
35.89
37.73
39.66
41.69
43.83
46.02
Senior Information Tech Spec
36.43
38.30
40.26
42.32
44.49
46.71
Senior Management Analyst
47.20
49.62
52.16
54.83
57.64
60.59
Senior Planner
39.76
41.80
43.94
46.19
48.55
50.98
Water Maint & Const Su v
37.92
39.86
41.90
44.05
46.30
48.62
Appendix Resolution 19-03
Page 2 of 5
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Water Services Manager
56.68
59.58
62.63
65.84
69.21
72.67
Water Treatment Supervisor
43.28
45.50
47.83
50.28
52.85
55.49
Appendix Resolution 19-03
Page 3 of 5
Effective the Pay Period that includes July 1, 2019 ,I
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Accounting Supervisor
46.51
48.90
51.40
54.03
56.80
59.64
Administrative Services Mgr
52.70
55.40
58.23
61.22
64.35
67.57
Assistant Dir of Com Dev-Plan
58.09
61.06
64.19
67.48
70.93
74.48
Assistant Dir of Comm Dev
58.09
61.06
64.19
67.48
70.93
74.48
Assistant Dir of Comm Dev-Bldg60.99
64.12
67.40
70.85
74.48
78.20
Assistant to the City Manager
52.70
55.40
58.23
61.22
64.35
67.57
Building Inspection Su v
40.65
42.73
44.92
47.22
49.63
52.12
Building Official
55.01
57.83
60.79
63.91
67.18
70.54
City Clerk
51.79
54.44
57.22
60.16
63.24
66.40
Deputy Building Official
52.04
54.71
57.51
60.46
63.55
66.73
Deputy Director of Econ Devel
58.09
61.06
64.19
67.48
70.93
74.48
Deputy Director of Finance
58.09
61.06
64.19
67.48
70.93
74.48
Deputy Director of Parks & Rec
52.70
55.40
58.23
61.22
64.35
67.57
Deputy Director of PW - Eng
63.39
66.64
70.05
73.64
77.41
81.28
Deputy Director of PW - Ops
60.97
64.09
67.37
70.82
74.45
78.17
Deputy Police Chief
74.75
78.58
82.60
86.73
91.07
95.62
Economic Devel & Housing Mgr
53.90
56.66
59.56
62.61
65.81
69.10
Economic Development Pro' Mgr
40.95
43.05
45.26
47.57
50.01
52.51
Field Services Manager
52.70
55.40
58.23
61.22
64.35
67.57
Finance Manager
52.70
55.40
58.23
61.22
64.35
67.57
Human Resources Manager
52.70
55.40
58.23
61.22
64.35
67.57
Information Tech Supervisor
51.79
54.44
57.22
60.16
63.24
66.40
Maintenance Supervisor
35.52
37.34
39.25
41.26
43.37
45.54
Plan Check Supervisor
40.65
42.73
44.92
47.22
49.63
52.12
Police Captain
67.65
71.11
74.75
78.58
82.60
86.73
Police Civilian Commander
53.36
56.09
58.97
61.98
65.16
68.42
Principal Engineer
52.04
54.71
57.51
60.46
63.55
66.73
Principal Management Analyst
48.68
51.17
53.79
56.55
59.44
62.41
Principal Plan Check Engineer
52.04
54.71
57.51
60.46
63.55
66.73
Principal Planner
50.89
53.49
56.23
59.11
62.14
65.25
Public Works Inspection Su v
36.80
38.69
40.67
42.75
44.94
47.19
Public Works Manager
50.38
52.96
55.67
58.53
61.52
64.60
Recreation Superintendent
45.94
48.29
50.76
53.36
56.09
58.90
Recreation Supervisor
35.17
36.97
38.86
40.85
42.94
45.09
Senior Accountant
36.97
38.86
40.85
42.94
45.14
47.40
Senior Information Tech Spec
37.53
39.45
41.47
43.59
45.82
48.11
Senior Management Analyst
48.62
51.11
53.72
56.48
59.37
62.41
Senior Planner
40.95
43.05
45.26
47.57
50.01
52.51
Water Maint & Const Su v
39.05
41.05
43.16
45.37
47.69
50.07
Water Services Manager
58.38
61.37
64.51
67.81
71.29
74.85
Water Treatment Supervisor
44.58
46.86
49.26
51.79
54.44
57.16
Appendix Resolution 19-03
Page 4 of 5
"Z
16 -
Effective the Pay Period that includes July 1, 2020
Classification
Step A
Step B
Stop C
Step D
Step E
Step F
Accounting Supervisor
47.91
50.36
52.94
55.65
58.50
61.43
Administrative Services Mgr
54.28
57.06
59.98
63.05
66.28
69.59
Assistant Dir of Com Dev-Plan
59.83
62.89
66.12
69.50
73.06
76.71
Assistant Dir of Comm Dev
59.83
62.89
66.12
69.50
73.06
76.71
Assistant Dir of Comm Dev-Bldg62.82
66.04
69.42
72.98
76.71
80.55
Assistant to the City Manager
54.28
57.06
59.98
63.05
66.28
69.59
Building Inspection Supv
41.87
44.01
46.26
48.63
51.12
53.68
Building Official
56.66
59.57
62.62
65.82
69.19
72.65
City Clerk
53.34
56.07
58.94
61.96
65.13
68.39
Deputy Building Official
53.61
56.35
59.24
62.27
65.46
68.73
Deputy Director of Econ Devel
59.83
62.89
66.12
69.50
73.06
76.71
Deputy Director of Finance
59.83
62.89
66.12
69.50
73.06
76.71
Deputy Director of Parks & Rec
54.28
57.06
59.98
63.05
66.28
69.59
Deputy Director of PW - Eng
65.30
68.64
72.15
75.85
79.73
83.72
Deputy Director of PW - Ops
62.80
66.01
69.39
72.95
76.68
80.51
Deputy Police Chief
76.99
80.94
85.08
89.33
93.80
98.49
Economic Devel & Housing Mgr
55.51
58.36
61.34
64.49
67.79
71.18
Economic Development Pro' Mgr
42.18
44.34
46.61
49.00
51.51
54.08
Field Services Manager
54.28
57.06
59.98
63.05
66.28
69.59
Finance Manager
54.28
57.06
59.98
63.05
66.28
69.59
Human Resources Manager
54.28
57.06
59.98
63.05
66.28
69.59
Information Tech Supervisor
53.34
56.07
58.94
61.96
65.13
68.39
Maintenance Supervisor
36.59
38.46
40.43
42.50
44.67
46.91
Plan Check Supervisor
41.87
44.01
46.26
48.63
51.12
53.68
Police Captain
69.67
73.24
76.99
80.94
85.08
89.33
Police Civilian Commander
54.96
57.78
60.73
63.84
67.11
70.47
Principal Engineer
53.61
56.35
59.24
62.27
65.46
68.73
Principal Management Analyst
50.14
52.71
55.41
58.24
61.22
64.29
Principal Plan Check Engineer
53.61
56.35
59.24
62.27
65.46
68.73
Principal Planner
52.42
55.10
57.92
60.89
64.00
67.20
Public Works Inspection Su v
37.91
39.85
41.89
44.03
46.29
48.60
Public Works Manager
51.89
54.55
57.34
60.28
63.37
66.54
Recreation Superintendent
47.31
49.74
52.28
54.96
57.78
60.66
Recreation Supervisor
36.22
38.08
40.03
42.08
44.23
46.44
Senior Accountant
38.08
40.03
42.08
44.23
46.50
48.82
Senior Information Tech Spec
38.65
40.63
42.71
44.90
47.20
49.56
Senior Management Analyst
50.08
52.64
55.34
58.17
61.15
64.28
Senior Planner
42.18
44.34
46.61
49.00
51.51
54.08
Water Maint & Const Su v
40.23
42.29
44.45
46.73
49.12
51.58
Water Services Manager
60.13
63.21
66.45
69.85
73.43
77.10
Water Treatment Supervisor
45.92
48.27
50.74
53.34
56.07
58.87
Appendix Resolution 19-03
Page 5 of 5