HomeMy WebLinkAbout06 EXECUTIVE AND MANAGEMENT SALARY RESOLUTION Agenda Item 6
- Reviewed:
---= AGENDA REPORT City Manager MIN
Finance Director N/A
MEETING DATE: APRIL 7, 2020
TO: MATTHEW S. WEST, CITY MANAGER
FROM: DERICK YASUDA, DIRECTOR OF HUMAN RESOURCES
SUBJECT: SALARY RESOLUTION FOR UNREPRESENTED EXECUTIVE MANAGEMENT
AND MANAGEMENT EMPLOYEES
SUMMARY
Adoption of the attached Resolution will modify the Vehicle Allowance policy for
unrepresented Police Executive Management and Management employees.
RECOMMENDATION
It is recommended that the City Council adopt Resolution No. 20-20 amending the City's
Classification and Compensation Plans for Executive Management and Management
employees to modify the Vehicle Allowance policy.
FISCAL IMPACT
Additional costs for a Vehicle Allowance would be offset by a reduction in costs for
purchasing and maintaining a City vehicle.
BACKGROUND AND DISCUSSION
The current Executive and Management salary resolution provides a $400 monthly
vehicle allowance to Executive Management employees as consideration for the
employee using his/her personal vehicle for City business. Under the terms of the
current resolution, employees in the classification of Police Chief, Deputy Police Chief,
and Police Captain are provided with a City vehicle in lieu of a vehicle allowance.
The City Manager has agreed to provide the Police Chief, Deputy Police Chief, and
Police Captain with the option of either the use of a City vehicle or the same vehicle
allowance provided to Executive Management employees. All other terms and
conditions of employment for Executive Management and Management employees
remain unchanged from the terms established in the most recent resolution.
Attachment:
1 . City Council Resolution No. 20-20
40
RESOLUTION NO. 20-20
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 19-29
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 compensation described in Title 2 CCR,
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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 the
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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 CalPERS 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.
rograms: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 CalPERS, through a payroll deduction. Effective
the pay period including July 1, 2018, the employee contribution is 12.00%. This amount
will be determined by CaIPERS 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 amount
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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 Police Chief, Deputy Police Chief, and Police Captain may be provided
with a City vehicle or be provided with the vehicle allowance provided to Executive
Management employees, subject to mutual agreement between the employee and the
City Manager.
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
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receiving this Tuition Reimbursement benefit, the employee is responsible for refunding
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 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 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 CaIPERS 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 the
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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
018: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
In addition to the cash out opportunities described above, Executive Management
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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
hereafter.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.
In lieu of overtime compensation, the City will provide employees with an annual credit of
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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
1St Quarter (January — March) 40 hours
2nd Quarter (April — June) 30 hours
3rd Quarter (July — September) 20 hours
4t" 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 New Year's Day
Third Monday in January Martin Luther King Jr. Day
Third Monday in February Presidents' Day
Last Monday in May Memorial Day
July 4 Independence Day
First Monday in September Labor Day
November 11 Veterans Day
Thanksgiving Day Thanksgiving Day
Day following Thanksgiving Day Day after Thanksgiving Day
Resolution 20-20
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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, stepgrandparent, 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 of the City of Tustin
held on the 7t" day of April 2020.
DR. ALLAN BERNSTEIN
Mayor
ATTEST:
ERICA N. YASUDA
City Clerk
Resolution 20-20
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55
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. 20-20 was duly passed
and adopted at a regular meeting of the Tustin City Council, held on the 7t"day of April 2020,
by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
ERICA N. YASUDA
City Clerk
Resolution 20-20
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56
APPENDIX A - EXECUTIVE MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes July 1, 2018
Classification Step A Step B Step 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 1 82.95 1 87.20 1 91.67 1 96.36 1 101.29 1 106.36
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 1 89.82 1 94.42 1 99.25 104.33 109.55
Effective the Pay Period that includes July 1, 2020
Classification Step A Step B Step 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
Resolution 20-20
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APPENDIX B - MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes July 1, 2018
Classification Step A Step B Step C Step D Step E Step F
AccountingSu ervisor 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 1 59.28 62.32 65.51 68.87 72.31
Assistant Dir of Comm Dev-Bldg 59.22 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 Proj 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
Resolution 20-20
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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
Resolution 20-20
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Effective the Pay Period that includes July 1, 2019
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 1 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 78.49 82.51 86.73 91.07 95.62 100.40
Economic Devel & Housing Mgr 53.90 56.66 59.56 62.61 65.81 69.10
Economic Development Proj 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
Resolution 20-20
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Effective the Pay Period that includes July 1, 2020
Classification Step A Step B Step C Step D Step E Step F
AccountingSu ervisor 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 1 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 Su v 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 80.84 84.99 89.33 93.80 98.49 103.41
Economic Devel & Housing Mgr 55.51 58.36 61.34 64.49 67.79 71.18
Economic Development Proj 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
Resolution 20-20
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