HomeMy WebLinkAbout12 SALARY RESOLUTIONS FOR UNREPRESENTED EMPLOYEES DocuSign Envelope ID: D7F3131 B8-F671-4BAF-B089-C5AD160135C913
Agenda Item 12
_DS
Reviewed:
AGENDA REPORT City Manager
Finance Director �a
MEETING DATE: SEPTEMBER 21 , 2021
TO: MATTHEW S. WEST, CITY MANAGER
FROM: DERICK YASUDA, DIRECTOR OF HUMAN RESOURCES
SUBJECT: SALARY RESOLUTIONS FOR UNREPRESENTED EXECUTIVE
MANAGEMENT, MANAGEMENT, SUPERVISORY, CONFIDENTIAL, AND
PART-TIME NON-BENEFITTED EMPLOYEES
SUMMARY
Adoption of the attached Resolutions will authorize terms and conditions of employment
for unrepresented Executive Management, Management, Supervisory, and Confidential
employees in accordance with City Council direction.
RECOMMENDATION
It is recommended that the City Council adopt Resolution No. 21-81, Resolution No. 21-
82, and Resolution No. 21-83, amending the City's Classification and Compensation
Plans for Executive Management, Management, Supervisory, Confidential, and Part-
Time Non-Benefitted employees.
FISCAL IMPACT
The provisions of these Resolutions will result in an additional cost of approximately
$224,209 in Fiscal Year 2021-22 and a total of $2,772,711 over the next four years.
After four years, the additional ongoing cost to the City is estimated to be $1,148,552.
BACKGROUND AND DISCUSSION
The Executive Management group consists of the City's department heads and the
Management group consists of the remainder of the City's FLSA exempt management
positions other than those represented by TPMA or TPSSMA, including Assistant and
Deputy Directors and other division managers. The Supervisory group consists of the
City's FLSA non-exempt front-line supervisor positions outside of those represented by
TPMA or TPSSMA. The Confidential employee group consists of non-management
positions that have access to information related to labor relations, including staff in the
Human Resources Department and the City Manager's Office. The Part-Time Non-
Benefitted employee group consists of a variety of part-time, at-will positions that
supplement the City's operations.
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City Council Agenda Report
September 21, 2021
Salary Resolutions for Unrepresented Employees
Page 2
In contrast with employees in the City's represented bargaining units (TMEA, TPOA,
TPMA, TPSSA, and TPSSMA), for unrepresented employees there are no labor
negotiations in which employees can formally bargain for improvements in
compensation, working conditions, and other terms and conditions of employment.
Therefore, the City Council has historically established terms for unrepresented
employees at the conclusion of labor negotiations with the bargaining units, so that the
City can consider organizational impacts such as compensation compaction (i.e. the
difference in compensation between levels in a job series), morale, and internal equity.
The compensation adjustments approved for unrepresented employees are designed to
address these considerations.
All financial terms are effective on or after the pay period that includes October 1 , 2021 .
The key terms provided in each Resolution for unrepresented Executive Management,
Management, Supervisory, and Confidential employees include base salary increases
of 2.5% in Year 1 , 2.5% in Year 2, 2.25% in Year 3, and 1 .25% in Year 4; increases in
the City's Flexible Benefits contributions (for medical, dental, and other insurance) of
$25 - $100 per month each year, depending on enrollment tier; and beginning in Year 4,
a matching City contribution of up to 2% of salary for employees who choose to
participate in the City's deferred compensation plan. Also included is an increase in the
vehicle allowance for Executive Management employees, which was last adjusted in
2007. The only change to the Resolution for Part-Time Non-Benefitted employees is an
adjustment to correct internal equity issues caused by recent minimum wage changes,
resulting in a cost of approximately $2,500 per year (included in the total costs
referenced above).
While terms have been established for the next four years, should conditions change,
the City Council has the option to modify terms and conditions of employment for
unrepresented employees at any time. Staff will also initiate a comprehensive
compensation study to provide the City Council with a more in-depth analysis of the
City's competitiveness in the labor market, with a target completion date of May 2023.
fL---
Derick Yasuda
Director of Human Resources
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City Council Agenda Report
September 21, 2021
Salary Resolutions for Unrepresented Employees
Page 3
Attachments:
1 . City Council Resolution No. 21-81
2. City Council Resolution No. 21-82
3. City Council Resolution No. 21-83
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RESOLUTION NO. 21-81
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 20-63
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 September 27, 2021, unless otherwise stated herein.
CHAPTER 2 — COMPENSATION
Section 3: Salary
Effective the pay period that includes October 1, 2021, employees shall receive a two and
one-half percent (2.5%) base salary increase.
Resolution 21-81
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Effective the pay period that includes July 1 , 2022, employees shall receive a two and one-
half percent (2.5%) base salary increase.
Effective the pay period that includes July 1 , 2023, employees shall receive a two and one-
quarter percent (2.25%) base salary increase.
Effective the pay period that includes July 1, 2024, employees shall receive a one and one-
quarter percent (1.25%) base salary increase.
The base salary ranges for employees covered by this Resolution are hereby incorporated
as 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 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 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
as needed by the City.
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 Police Chief and Deputy Police
Chief with uniforms, including replacements as needed. Additionally, employees in these
classifications receive an allowance of $429 per year (paid biweekly) 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
Resolution 21-81
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compensation paid for the maintenance of required uniforms shall be reported to
CalPERS as special 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 Deputy Police Chief are eligible to receive Educational
Incentive Pay as follows:
Degree Amount
Bachelor's $575/month (paid biweekly)
Master's $600/month (paid biweekly)
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
Resolution 21-81
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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
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) ($143 for calendar year 2021 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 and are paid biweekly on a pro-rated basis.
Effective the pay period that includes October 1 , 2021 , 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 ,600 $1 ,850 $2,250
Effective the pay period that includes July 1 , 2022, 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 ,625 $1 ,900 $2,350
Effective the pay period that includes July 1 , 2023, 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:
Resolution 21-81
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Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,650 $1,950 $2,450
Effective the pay period that includes July 1 , 2024, 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 ,675 $2,000 $2,550
Effective the pay period that includes October 1 , 2021 , 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 ,400 $1 ,550 $1 ,750
Effective the pay period that includes July 1 , 2022, 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 ,425 $1 ,600 $1 ,850
Effective the pay period that includes July 1 , 2023, 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
$1,450 $1,650 $1,950
Effective the pay period that includes July 1 , 2024, 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 ,475 $1 ,700 $2,050
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
Resolution 21-81
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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 that
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
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. 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
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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 CalPERS 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 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 20037. The
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 , 2021 , the employee contribution is 6.25%. 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.
Resolution 21-81
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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.
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.
Resolution 21-81
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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 , 2021 , the employee contribution is 13.00%. 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: Deferred Compensation
Employees may voluntarily open an IRC Section 457(b) deferred compensation account
and make pre-tax contributions up the maximum amount permitted by law based on their
age.
Effective the pay period that includes July 1 , 2024, employees who contribute to an IRC
Section 457(b) deferred compensation account will receive a matching City contribution
to an IRC Section 401(a) deferred compensation account, up to a maximum of two
percent (2%) of the employee's base salary. City contributions to the employee's 401(a)
plan will be made on each biweekly paycheck, on a dollar-for-dollar basis equivalent to
the employee's contribution to his/her 457(b) plan on that biweekly paycheck, in an
amount not to exceed two percent (2%) of the employee's base salary.
Section 11: 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
hundred thousand dollars ($200,000). The City will also provide $1 ,000 per dependent of
dependent life insurance and pay the required premiums.
Section 12: 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
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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
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.
Resolution 21-81
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An employee is only eligible for the City's 60% STD/LTD salary continuation benefit once
in any rolling 12-month period.
Section 13: 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 $600 monthly vehicle allowance
(paid biweekly).
In consideration of the duties associated with the classification, employees in the
classifications of Police Chief and Deputy Police Chief 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 14: 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 twelve months of 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 15: Smartphone Stipend
Employees are eligible for a smartphone stipend of $45 per month (paid biweekly). The
stipend is designed to contribute to an employee's smartphone plan, not 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.
Resolution 21-81
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Section 16: 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 ($143 per month for calendar year 2021 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.
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
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classification, the City Manager shall have the authority to consider the individual's prior
employment in determining an advanced General Leave accrual rate and an initial one-
time allocation of General Leave hours upon employment.
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 accrual. 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 General Leave, not to exceed the maximum
of two (2) years accrual, at the employee's then current base salary rate.
General Leave Cash Out
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 140 hours of General Leave
which will be earned in the following calendar year at the employee's base rate of pay. 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.
The employee can request that the cash out 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 during the pay period that includes January 1
each year. 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
2nd 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 needs 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. In order to receive the maximum accrual of Administrative Leave each year, the
employee must use all previously accrued Administrative Leave no later than the pay
period that includes January 1 . 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
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June 19 Juneteenth
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
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: Work Schedules
Executive Management and Management employees are eligible for participation in the
City's Alternate Work Schedule and Telecommuting programs. 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 and
Telecommuting.
Resolution 21-81
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DocuSign Envelope ID: D7F3131 B8-F671-4BAF-B089-C5AD160135C913
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 21 St day of September 2021.
LETITIA CLARK
Mayor
ATTEST:
ERICA N. YASUDA
City Clerk
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. 21-81 was duly passed
and adopted at a regular meeting of the Tustin City Council, held on the 21St day of
September 2021, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
ERICA N. YASUDA
City Clerk
Resolution 21-81
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APPENDIX A- EXECUTIVE MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2021
Classification Step A Step B Step C Step D Step E Step F
Assistant City Manager 85.91 90.31 94.94 99.79 104.91 110.15
Deputy City Manager 73.03 76.77 80.70 84.84 89.18 93.63
Director of Community Dev 73.58 77.36 81.31 85.49 89.86 94.35
Director of Economic Devel 78.63 82.66 86.89 91.34 96.01 100.82
Director of Finance / CT 78.63 82.66 86.89 91.34 96.01 100.82
Director of Human Resources 66.76 70.18 73.77 77.55 81.52 85.60
Director of Parks & Rec 68.79 72.31 76.01 79.91 84.00 88.20
Director of Public Wks/ CE 80.51 84.63 88.97 93.52 98.31 103.23
Police Chief 90.21 94.82 99.68 104.79 110.15 115.66
Effective the Pay Period that includes July 1, 2022
Classification Step A Step B Step C Step D Step E Step F
Assistant City Manager 88.06 92.57 97.31 102.28 107.53 112.90
Deputy City Manager 74.86 78.69 82.72 86.96 91.41 95.97
Director of Community Dev 75.42 79.29 83.34 87.63 92.11 96.71
Director of Economic Devel 80.60 84.73 89.06 93.62 98.41 103.34
Director of Finance / CT 80.60 84.73 89.06 93.62 98.41 103.34
Director of Human Resources 68.43 71.93 75.61 79.49 83.56 87.74
Director of Parks & Rec 70.51 74.12 77.91 81.91 86.10 90.41
Director of Public Wks / CE 82.52 86.75 91.19 95.86 100.77 105.81
Police Chief 92.47 97.19 102.17 107.41 112.90 118.55
Effective the Pay Period that includes July 1, 2023
Classification Step A Step B Step C Step D Step E Step F
Assistant City Manager 90.04 94.65 99.50 104.58 109.95 115.44
Deputy City Manager 76.54 80.46 84.58 88.92 93.47 98.13
Director of Community Dev 77.12 81.07 85.22 89.60 94.18 98.89
Director of Economic Devel 82.41 86.64 91.06 95.73 100.62 105.67
Director of Finance / CT 82.41 86.64 91.06 95.73 100.62 105.67
Director of Human Resources 69.97 73.55 77.31 81.28 85.44 89.71
Director of Parks & Rec 72.10 75.79 79.66 83.75 88.04 92.44
Director of Public Wks / CE 84.38 88.70 93.24 98.02 103.04 108.19
Police Chief 94.55 99.38 104.47 109.83 115.44 121.22
Resolution 21-81
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Effective the Pay Period that includes July 1, 2024
Classification Step A Step B Step C Step D Step E Step F
Assistant City Manager 91.17 95.83 100.74 105.89 111.32 116.88
Deputy City Manager 77.50 81.47 85.64 90.03 94.64 99.36
Director of Community Dev 78.08 82.08 86.29 90.72 95.36 100.13
Director of Economic Devel 83.44 87.72 92.20 96.93 101.88 106.99
Director of Finance / CT 83.44 87.72 92.20 96.93 101.88 106.99
Director of Human Resources 70.84 74.47 78.28 82.30 86.51 90.83
Director of Parks & Rec 73.00 76.74 80.66 84.80 89.14 93.60
Director of Public Wks / CE 85.43 89.81 94.41 99.25 104.33 109.54
Police Chief 95.73 100.62 105.78 111.20 116.88 122.74
Resolution 21-81
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DocuSign Envelope ID: D7F3131 B8-F671-4BAF-B089-C5AD160135C913
APPENDIX B - MANAGEMENT HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2021
Classification Step A Step B Step C Step D Step E Step F
Accounting Supervisor 49.11 51.62 54.26 57.04 59.96 62.97
Administrative Services Mgr 55.64 58.49 61.48 64.63 67.94 71.33
Assistant Dir of Com Dev - Plan 61.33 64.46 67.77 71.24 74.89 78.63
Assistant Dir of Comm Dev 61.33 64.46 67.77 71.24 74.89 78.63
Assistant Dir of Comm Dev - Bldg 64.39 67.69 71.16 74.80 78.63 82.56
Assistant to the City Manager 55.64 58.49 61.48 64.63 67.94 71.33
Building Inspection Su v 42.92 45.11 47.42 49.85 52.40 55.02
Building Official 58.08 61.06 64.19 67.47 70.92 74.47
City Clerk 54.67 57.47 60.41 63.51 66.76 70.10
Deputy Building Official 54.95 57.76 60.72 63.83 67.10 70.45
Deputy Director of Econ Devel 61.33 64.46 67.77 71.24 74.89 78.63
Deputy Director of Finance 61.33 64.46 67.77 71.24 74.89 78.63
Deputy Director of Parks & Rec 55.64 58.49 61.48 64.63 67.94 71.33
Deputy Director of PW - Eng 66.93 70.36 73.95 77.75 81.72 85.81
Deputy Director of PW - Ops 64.37 67.66 71.12 74.77 78.60 82.52
Deputy Police Chief 82.86 87.11 91.56 96.15 100.95 106.00
Economic Devel & Housing Mgr 56.90 59.82 62.87 66.10 69.48 72.96
Economic Development Proj Mgr 43.23 45.45 47.78 50.23 52.80 55.43
Field Services Manager 55.64 58.49 61.48 64.63 67.94 71.33
Finance Manager 55.64 58.49 61.48 64.63 67.94 71.33
Human Resources Manager 55.64 58.49 61.48 64.63 67.94 71.33
Information Tech Supervisor 54.67 57.47 60.41 63.51 66.76 70.10
Maintenance Supervisor 37.50 39.42 41.44 43.56 45.79 48.08
Plan Check Supervisor 42.92 45.11 47.42 49.85 52.40 55.02
Police Civilian Commander 56.33 59.22 62.25 65.44 68.79 72.23
Principal Engineer 54.95 57.76 60.72 63.83 67.10 70.45
Principal Plan Check Engineer 54.95 57.76 60.72 63.83 67.10 70.45
Principal Planner 53.73 56.48 59.37 62.41 65.60 68.88
Public Works Inspection Su v 38.86 40.85 42.94 45.13 47.45 49.82
Public Works Manager 53.19 55.91 58.77 61.79 64.95 68.20
Recreation Superintendent 48.49 50.98 53.59 56.33 59.22 62.18
Recreation Supervisor 37.13 39.03 41.03 43.13 45.34 47.60
Senior Accountant 39.03 41.03 43.13 45.34 47.66 50.04
Senior Information Tech Spec 39.62 41.65 43.78 46.02 48.38 50.80
Senior Management Analyst 51.33 53.96 56.72 59.62 62.68 65.89
Senior Planner 43.23 45.45 47.78 50.23 52.80 55.43
Water Maint & Const Su v 41.24 43.35 45.56 47.90 50.35 52.87
Water Services Manager 61.63 64.79 68.11 71.60 75.27 79.03
Water Treatment Supervisor 47.07 49.48 52.01 54.67 57.47 60.34
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Effective the Pay Period that includes July 1, 2022
Classification Step A Step B Step C Step D Step E Step F
Accounting Supervisor 50.34 52.91 55.62 58.47 61.46 64.54
Administrative Services Mgr 57.03 59.95 63.02 66.25 69.64 73.11
Assistant Dir of Com Dev - Plan 62.86 66.07 69.46 73.02 76.76 80.60
Assistant Dir of Comm Dev 62.86 66.07 69.46 73.02 76.76 80.60
Assistant Dir of Comm Dev - Bldg 66.00 69.38 72.94 76.67 80.60 84.62
Assistant to the City Manager 57.03 59.95 63.02 66.25 69.64 73.11
Building Inspection Supv 43.99 46.24 48.61 51.10 53.71 56.40
Building Official 59.53 62.59 65.79 69.16 72.69 76.33
City Clerk 56.04 58.91 61.92 65.10 68.43 71.85
Deputy Building Official 56.32 59.20 62.24 65.43 68.78 72.21
Deputy Director of Econ Devel 62.86 66.07 69.46 73.02 76.76 80.60
Deputy Director of Finance 62.86 66.07 69.46 73.02 76.76 80.60
Deputy Director of Parks & Rec 57.03 59.95 63.02 66.25 69.64 73.11
Deputy Director of PW - Eng 68.60 72.12 75.80 79.69 83.76 87.96
Deputy Director of PW - Ops 65.98 69.35 72.90 76.64 80.57 84.58
Deputy Police Chief 84.93 89.29 93.85 98.55 103.47 108.65
Economic Devel & Housing Mgr 58.32 61.32 64.44 67.75 71.22 74.78
Economic Development Proj Mgr 44.31 46.59 48.97 51.49 54.12 56.82
Field Services Manager 57.03 59.95 63.02 66.25 69.64 73.11
Finance Manager 57.03 59.95 63.02 66.25 69.64 73.11
Human Resources Manager 57.03 59.95 63.02 66.25 69.64 73.11
Information Tech Supervisor 56.04 58.91 61.92 65.10 68.43 71.85
Maintenance Supervisor 38.44 40.41 42.48 44.65 46.93 49.28
Plan Check Supervisor 43.99 46.24 48.61 51.10 53.71 56.40
Police Civilian Commander 57.74 60.70 63.81 67.08 70.51 74.04
Principal Engineer 56.32 59.20 62.24 65.43 68.78 72.21
Principal Plan Check Engineer 56.32 59.20 62.24 65.43 68.78 72.21
Principal Planner 55.07 57.89 60.85 63.97 67.24 70.60
Public Works Inspection Su v 39.83 41.87 44.01 46.26 48.64 51.07
Public Works Manager 54.52 57.31 60.24 63.33 66.57 69.91
Recreation Superintendent 49.70 52.25 54.93 57.74 60.70 63.73
Recreation Supervisor 38.06 40.01 42.06 44.21 46.47 48.79
Senior Accountant 40.01 42.06 44.21 46.47 48.85 51.29
Senior Information Tech Spec 40.61 42.69 44.87 47.17 49.59 52.07
Senior Management Analyst 52.61 55.31 58.14 61.11 64.25 67.54
Senior Planner 44.31 46.59 48.97 51.49 54.12 56.82
Water Maint & Const Su v 42.27 44.43 46.70 49.10 51.61 54.19
Water Services Manager 63.17 66.41 69.81 73.39 77.15 81.01
Water Treatment Supervisor 48.25 50.72 53.31 56.04 58.91 61.85
Resolution 21-81
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Effective the Pay Period that includes July 1, 2023
Classification Step A Step B Step C Step D Step E Step F
Accounting Supervisor 51.47 54.10 56.87 59.79 62.84 65.99
Administrative Services Mgr 58.31 61.30 64.44 67.74 71.21 74.75
Assistant Dir of Com Dev - Plan 64.27 67.56 71.02 74.66 78.49 82.41
Assistant Dir of Comm Dev 64.27 67.56 71.02 74.66 78.49 82.41
Assistant Dir of Comm Dev - Bldg 67.49 70.94 74.58 78.40 82.41 86.52
Assistant to the City Manager 58.31 61.30 64.44 67.74 71.21 74.75
Building Inspection Supv 44.98 47.28 49.70 52.25 54.92 57.67
Building Official 60.87 64.00 67.27 70.72 74.33 78.05
City Clerk 57.30 60.24 63.31 66.56 69.97 73.47
Deputy Building Official 57.59 60.53 63.64 66.90 70.33 73.83
Deputy Director of Econ Devel 64.27 67.56 71.02 74.66 78.49 82.41
Deputy Director of Finance 64.27 67.56 71.02 74.66 78.49 82.41
Deputy Director of Parks & Rec 58.31 61.30 64.44 67.74 71.21 74.75
Deputy Director of PW - Eng 70.14 73.74 77.51 81.48 85.64 89.94
Deputy Director of PW - Ops 67.46 70.91 74.54 78.36 82.38 86.48
Deputy Police Chief 86.84 91.30 95.96 100.77 105.80 111.09
Economic Devel & Housing Mgr 59.63 62.70 65.89 69.27 72.82 76.46
Economic Development Proj Mgr 45.31 47.64 50.07 52.65 55.34 58.10
Field Services Manager 58.31 61.30 64.44 67.74 71.21 74.75
Finance Manager 58.31 61.30 64.44 67.74 71.21 74.75
Human Resources Manager 58.31 61.30 64.44 67.74 71.21 74.75
Information Tech Supervisor 57.30 60.24 63.31 66.56 69.97 73.47
Maintenance Supervisor 39.30 41.32 43.44 45.65 47.99 50.39
Plan Check Supervisor 44.98 47.28 49.70 52.25 54.92 57.67
Police Civilian Commander 59.04 62.07 65.25 68.59 72.10 75.71
Principal Engineer 57.59 60.53 63.64 66.90 70.33 73.83
Principal Plan Check Engineer 57.59 60.53 63.64 66.90 70.33 73.83
Principal Planner 56.31 59.19 62.22 65.41 68.75 72.19
Public Works Inspection Su v 40.73 42.81 45.00 47.30 49.73 52.22
Public Works Manager 55.75 58.60 61.60 64.75 68.07 71.48
Recreation Superintendent 50.82 53.43 56.17 59.04 62.07 65.16
Recreation Supervisor 38.92 40.91 43.01 45.20 47.52 49.89
Senior Accountant 40.91 43.01 45.20 47.52 49.95 52.44
Senior Information Tech Spec 41.52 43.65 45.88 48.23 50.71 53.24
Senior Management Analyst 53.79 56.55 59.45 62.48 65.70 69.06
Senior Planner 45.31 47.64 50.07 52.65 55.34 58.10
Water Maint & Const Su v 43.22 45.43 47.75 50.20 52.77 55.41
Water Services Manager 64.59 67.90 71.38 75.04 78.89 82.83
Water Treatment Supervisor 49.34 51.86 54.51 57.30 60.24 63.24
Resolution 21-81
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Effective the Pay Period that includes July 1, 2024
Classification Step A Step B Step C Step D Step E Step F
Accounting Supervisor 52.11 54.78 57.58 60.54 63.63 66.81
Administrative Services Mgr 59.04 62.07 65.25 68.59 72.10 75.68
Assistant Dir of Com Dev - Plan 65.07 68.40 71.91 75.59 79.47 83.44
Assistant Dir of Comm Dev 65.07 68.40 71.91 75.59 79.47 83.44
Assistant Dir of Comm Dev - Bldg 68.33 71.83 75.51 79.38 83.44 87.60
Assistant to the City Manager 59.04 62.07 65.25 68.59 72.10 75.68
Building Inspection Supv 45.54 47.87 50.32 52.90 55.61 58.39
Building Official 61.63 64.80 68.11 71.60 75.26 79.03
City Clerk 58.02 60.99 64.10 67.39 70.84 74.39
Deputy Building Official 58.31 61.29 64.44 67.74 71.21 74.75
Deputy Director of Econ Devel 65.07 68.40 71.91 75.59 79.47 83.44
Deputy Director of Finance 65.07 68.40 71.91 75.59 79.47 83.44
Deputy Director of Parks & Rec 59.04 62.07 65.25 68.59 72.10 75.68
Deputy Director of PW - Eng 71.02 74.66 78.48 82.50 86.71 91.06
Deputy Director of PW - Ops 68.30 71.80 75.47 79.34 83.41 87.56
Deputy Police Chief 87.93 92.44 97.16 102.03 107.12 112.48
Economic Devel & Housing Mgr 60.38 63.48 66.71 70.14 73.73 77.42
Economic Development Proj Mgr 45.88 48.24 50.70 53.31 56.03 58.83
Field Services Manager 59.04 62.07 65.25 68.59 72.10 75.68
Finance Manager 59.04 62.07 65.25 68.59 72.10 75.68
Human Resources Manager 59.04 62.07 65.25 68.59 72.10 75.68
Information Tech Supervisor 58.02 60.99 64.10 67.39 70.84 74.39
Maintenance Supervisor 39.79 41.84 43.98 46.22 48.59 51.02
Plan Check Supervisor 45.54 47.87 50.32 52.90 55.61 58.39
Police Civilian Commander 59.78 62.85 66.07 69.45 73.00 76.66
Principal Engineer 58.31 61.29 64.44 67.74 71.21 74.75
Principal Plan Check Engineer 58.31 61.29 64.44 67.74 71.21 74.75
Principal Planner 57.01 59.93 63.00 66.23 69.61 73.09
Public Works Inspection Su v 41.24 43.35 45.56 47.89 50.35 52.87
Public Works Manager 56.45 59.33 62.37 65.56 68.92 72.37
Recreation Superintendent 51.46 54.10 56.87 59.78 62.85 65.97
Recreation Supervisor 39.41 41.42 43.55 45.77 48.11 50.51
Senior Accountant 41.42 43.55 45.77 48.11 50.57 53.10
Senior Information Tech Spec 42.04 44.20 46.45 48.83 51.34 53.91
Senior Management Analyst 54.46 57.26 60.19 63.26 66.52 69.92
Senior Planner 45.88 48.24 50.70 53.31 56.03 58.83
Water Maint & Const Su v 43.76 46.00 48.35 50.83 53.43 56.10
Water Services Manager 65.40 68.75 72.27 75.98 79.88 83.87
Water Treatment Supervisor 49.96 52.51 55.19 58.02 60.99 64.03
Resolution 21-81
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RESOLUTION NO. 21-82
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUSTIN, CALIFORNIA, RELATING TO COMPENSATION
AND BENEFITS FOR UNREPRESENTED SUPERVISORY
AND CONFIDENTIAL EMPLOYEES, AND SUPERSEDING
RESOLUTION 18-63
WHEREAS, the employees covered by this Resolution constitute Supervisory and
Confidential 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
A "supervisory" employee is broadly defined as an employee with authority to hire,
transfer, promote, discipline or assign other employees or effectively to recommend such
action. These employees are often excluded from the bargaining unit of employees whom
they supervise and prevented from being represented by the same organization that
represents the employees supervised. The Supervisory unit consists of the classifications
listed in Appendix A.
A "confidential" employee is broadly defined as an employee who is privy to information that
affects employee relations. The employees designated as"confidential" by the City of Tustin
are those employees who, in the course of their duties, have access to information relating
to the City's administration of the Meyers-Milias-Brown Act (MMBA) (Cal. Gov. Code §3500
et seq.). These employees are not represented by an association or labor organization. The
Confidential unit consists of the classifications listed in Appendix B.
Section 2: Effective Dates
The effective date of each section is September 27, 2021 , unless otherwise stated herein.
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CHAPTER 2 — COMPENSATION
Section 3: Salary
Effective the pay period that includes October 1 , 2021 , employees shall receive a two and
one-half percent (2.5%) base salary increase.
Effective the pay period that includes July 1, 2022, employees shall receive a two and one-
half percent (2.5%) base salary increase.
Effective the pay period that includes July 1, 2023, employees shall receive a two and one-
quarter percent (2.25%) base salary increase.
Effective the pay period that includes July 1 , 2024, employees shall receive a one and one-
quarter percent (1 .25%) 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: Overtime Compensation
Supervisory and Confidential classifications are designated as non-exempt under the Fair
Labor Standards Act (FLSA). Employees shall receive overtime compensation at a rate
of time and one-half for all overtime hours worked in excess of forty (40) hours worked in
a seven (7) day FSLA work period. General Leave, Compensatory Time Off and Holiday
hours shall be counted as hours worked for purposes of determining overtime eligibility.
Overtime paid by this Resolution in excess of the requirements of the FLSA (when an
employee actually works in excess of 40 hours in their defined FLSA work period) is paid
at 1.5 times the employee's base hourly rate of pay.
Overtime paid per the requirements of the FLSA includes base pay plus any additional
forms of pay which are provided to employees and required to be included in the FLSA
regular rate (i.e. overtime rate).
Section 5: Bilingual Pay
The City shall pay Bilingual Pay in the amount of one hundred dollars ($100) per month
(paid bi-weekly) 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 have a business need to speak Spanish
or another City-approved language in the performance of his/her public contact duties on
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a frequent and recurring basis and 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 6: 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
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 define 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 7: Flexible Benefits Plan
The City contracts with the California Public Employees' Retirement System (CaIPERS)
for the provision of medical insurance. All Confidential employees shall receive the
minimum amount required under the Public Employees' Medical and Hospital Care Act
(PEMHCA) ($143 for calendar year 2021 and a yet to be determined amount for
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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 October 1 , 2021 , the monthly Flexible Benefits
contribution per employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1 ,375 $1 ,525 $1 ,725
Effective the pay period that includes July 1 , 2022, the monthly Flexible Benefits
contribution per employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1 ,400 $1 ,575 $1 ,825
Effective the pay period that includes July 1 , 2023, the monthly Flexible Benefits
contribution per employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1 ,425 $1 ,625 $1 ,925
Effective the pay period that includes July 1 , 2024, the monthly Flexible Benefits
contribution per employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1 ,450 $1 ,675 $2,025
Designated part-time benefitted employees shall be eligible for the Flexible Benefits
contribution on a pro-rata share based upon position allocation (i.e., a '/2 time employee
shall receive a 50% contribution; a 3/4 time employee shall receive a 75% contribution).
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. Designated
part-time benefitted employees shall be eligible for the Flexible Benefits Opt-Out
contribution on a pro-rata share based upon position allocation (i.e., a '/2 time employee
shall receive a 50% contribution; a 3/4 time employee shall receive a 75% 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 medical
coverage offered by the City, he/she must provide proof of"minimum essential coverage"
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(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 that
may be applied to City-sponsored programs, including required City 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
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 8: 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. 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.
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These employees are 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 CalPERS 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 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 20037. The
plan provides for 3rd level of 1959 Survivor benefits with the employee paying the
employee portion of the premium.
These employees are 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 , 2021 , the employee contribution is 6.25%. 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.
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Section 9: Deferred Compensation
Employees may voluntarily open an IRC Section 457(b) deferred compensation account
and make pre-tax contributions up the maximum amount permitted by law based on their
age.
Effective the pay period that includes July 1 , 2024, employees who contribute to an IRC
Section 457(b) deferred compensation account will receive a matching City contribution
to an IRC Section 401(a) deferred compensation account, up to a maximum of two
percent (2%) of the employee's base salary. City contributions to the employee's 401(a)
plan will be made on each biweekly paycheck, on a dollar-for-dollar basis equivalent to
the employee's contribution to his/her 457(b) plan on that biweekly paycheck, in an
amount not to exceed two percent (2%) of the employee's base salary.
Section 10: Life Insurance
The City will provide life insurance for each employee and pay the required premiums.
The death benefit of said policy shall be one hundred thousand dollars ($100,000). 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 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.
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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
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: 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
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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 twelve months of 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 13: Cell Phones
Employees who are required by the City to use a cell phone for work for more than nominal
usage (as determined by the employee's department head) will be provided (at each
employee's choice) with a cell phone or a cell phone stipend as addressed below.
If a cell phone stipend is chosen, employees will receive $26 per month (paid biweekly). The
stipend is designed to contribute to an employee's cell phone plan, not 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 14: Retiree Medical Insurance
The City will reimburse eligible employees up to a maximum of $250 per month for the
payment of CalPERS retiree medical insurance premiums. This amount includes the
minimum contribution towards retiree medical insurance required under the PEMHCA
program ($143 for calendar year 2021 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 CalPERS, and enrolls in a CalPERS medical insurance plan immediately after
retirement. Eligible employees who suffer a disability, are unable to return to work, and
take a disability retirement from CalPERS 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 CalPERS medical insurance plan
immediately after retirement. Eligible employees who suffer a disability, are unable to
return to work, and take a disability retirement from CalPERS 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 CalPERS
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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.
CHAPTER 4— LEAVES OF ABSENCE
Section 15: 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
Each January, Supervisory employees may be entitled to an additional eight (8) hours of
General Leave for satisfactory performance, upon the recommendation of their
Department Head.
At any time, employees may accumulate General Leave to a maximum of two (2) times
the employee's annual accrual. 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 accrual, at the employee's then current base salary rate.
General Leave Cash Out
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 80 hours of General Leave
which will be earned in the following calendar year at the employee's base rate of pay.
The employee can request that the cash out 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.
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Section 16: Compensatory Time Off
Employees working overtime will be eligible to accrue Compensatory Time Off in lieu of
receiving overtime compensation at the rate of one and one-half (1 '/2) hours for each hour
of overtime worked. Employees may accrue up to ninety (90) hours of Compensatory Time
Off. Employees will be paid for all Compensatory Time Off in January of each year provided
that an employee may retain a maximum of forty (40) hours in his/her account if notice of
such desired retention is submitted to the City.
An employee wishing to use his/her accrued Compensatory Time Off shall provide the City
with reasonable notice of such request. "Reasonable notice" is defined as at least two
weeks' notice. If reasonable notice is provided, the employee's request will not be denied
unless it would be unduly disruptive to the department to grant the request. A request to
use Compensatory Time Off with less than two weeks' notice may still be granted within the
discretion of the supervisor or manager responsible for considering the request.
Section 17: 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
June 19 Juneteenth
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
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. For employees on the 9/80
schedule, 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 18: Bereavement Leave
Employees are allowed up to five (5) days of paid leave for the purpose of Bereavement
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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 19: Work Schedules
Employees are eligible for participation in the City's Alternate Work Schedule and
Telecommuting programs. 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 and Telecommuting.
Employees wishing to flex hours or modify their work schedule from one day to another
(for example, work 8 hours on Tuesday and 10 hours on Thursday) must receive advance
authorization from their supervisor. An employee's request to modify a work schedule or
flex his/her schedule is not intended, nor shall it be allowed, to enable an overtime liability
to the City pursuant to the MOU or the FLSA.
Section 20: Rest Periods
During each work shift of at least eight (8) hours, two (2) fifteen (15) minute rest periods
will be scheduled. The scheduling of rest periods shall be at the discretion of the
employee's supervisor and no additional compensation will be provided for rest periods
not taken.
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PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 21St day of September 2021 .
LETITIA CLARK
Mayor
ATTEST:
ERICA N. YASUDA
City Clerk
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. 21-82 was duly passed
and adopted at a regular meeting of the Tustin City Council, held on the 21St day of
September 2021 , by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
ERICA N. YASUDA
City Clerk
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APPENDIX A- SUPERVISORY HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2021
Classification Step A Step B Step C Step D Step E Step F
Customer Service Supervisor 32.05 33.70 35.42 37.24 39.14 41.10
Management Analyst II - SUPV 42.09 44.24 46.45 48.83 51.33 53.96
Recreation Coordinator 30.80 32.38 34.04 35.78 37.61 39.49
Effective the Pay Period that includes July 1, 2022
Classification Step A Step B Step C Step D Step E Step F
Customer Service Supervisor 32.85 34.54 36.31 38.17 40.12 42.13
Management Analyst II - SUPV 43.14 45.35 47.61 50.05 52.61 55.31
Recreation Coordinator 31.57 33.19 34.89 36.67 38.55 40.48
Effective the Pay Period that includes July 1, 2023
Classification Step A Step B Step C Step D Step E Step F
Customer Service Supervisor 33.59 35.32 37.13 39.03 41.02 43.08
Management Analyst II - SUPV 44.11 46.37 48.68 51.18 53.79 56.55
Recreation Coordinator 32.28 33.94 35.68 37.50 39.42 41.39
Effective the Pay Period that includes July 1, 2024
Classification Step A Step B Step C Step D Step E Step F
Customer Service Supervisor 34.01 35.76 37.59 39.52 41.53 43.62
Management Analyst II - SUPV 44.66 46.95 49.29 51.82 54.46 57.26
Recreation Coordinator 32.68 34.36 36.13 37.97 39.91 41.91
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APPENDIX B - CONFIDENTIAL HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2021
Classification Step A Step B Step C Step D Step E Step F
Administrative Assistant - CONF 25.10 26.38 27.74 29.15 30.65 32.19
Executive Assistant - CONF 29.15 30.65 32.22 33.87 35.60 37.38
Executive Coordinator 36.23 38.09 40.04 42.09 44.24 46.45
Management Analyst I - CONF 36.23 38.09 40.04 42.09 44.24 46.45
Management Assistant - CONF 28.65 30.11 31.66 33.28 34.98 36.74
Senior Management Ast - CONF 33.28 34.98 36.78 38.66 40.64 42.67
Effective the Pay Period that includes July 1, 2022
Classification Step A Step B Step C Step D Step E Step F
Administrative Assistant - CONF 25.73 27.04 28.43 29.88 31.42 32.99
Executive Assistant - CONF 29.88 31.42 33.03 34.72 36.49 38.31
Executive Coordinator 37.14 39.04 41.04 43.14 45.35 47.61
Management Analyst I - CONF 37.14 39.04 41.04 43.14 45.35 47.61
Management Assistant - CONF 29.37 30.86 32.45 34.11 35.85 37.66
Senior Management Ast - CONF 34.11 35.85 37.70 39.63 41.66 43.74
Effective the Pay Period that includes July 1, 2023
Classification Step A Step B Step C Step D Step E Step F
Administrative Assistant - CONF 26.31 27.65 29.07 30.55 32.13 33.73
Executive Assistant - CONF 30.55 32.13 33.77 35.50 37.31 39.17
Executive Coordinator 37.98 39.92 41.96 44.11 46.37 48.68
Management Analyst I - CONF 37.98 39.92 41.96 44.11 46.37 48.68
Management Assistant - CONF 30.03 31.55 33.18 34.88 36.66 38.51
Senior Management Ast - CONF 34.88 36.66 38.55 40.52 42.60 44.72
Effective the Pay Period that includes July 1, 2024
Classification Step A Step B Step C Step D Step E Step F
Administrative Assistant - CONF 26.64 28.00 29.43 30.93 32.53 34.15
Executive Assistant - CONF 30.93 32.53 34.19 35.94 37.78 39.66
Executive Coordinator 38.45 40.42 42.48 44.66 46.95 49.29
Management Analyst I - CONF 38.45 40.42 42.48 44.66 46.95 49.29
Management Assistant - CONF 30.41 31.94 33.59 35.32 37.12 38.99
Senior Management Ast - CONF 35.32 37.12 39.03 41.03 43.13 45.28
Resolution 21-82
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RESOLUTION NO. 21-83
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
TUSTIN RELATING TO COMPENSATION FOR
UNREPRESENTED PART-TIME NON-BENEFITTED
EMPLOYEES AND SUPERSEDING RESOLUTION 18-87
WHEREAS, the employees covered by this Resolution constitute part-time non-
benefitted 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:
Section 1: Classifications
A "part-time" position is a position that 1) has a work week of fewer hours than the full work
week established for a full-time position and 2) is compensated on an hourly basis. Part-
Time Non-Benefitted employees are not represented by an employee association and are
not entitled to benefits unless otherwise mandated by law. Classifications that are uniquely
assigned to the Part-Time Non-Benefitted unit are listed in Appendix A. The City may also
appoint a Part-Time Non-Benefitted employee to any job classification that has a full-time
counterpart in another employee group.
Section 2: Effective Dates
The effective date of each section is September 27, 2021 , unless otherwise stated herein.
Section 3: Salary
The hourly salary rates for employees covered by this Resolution are hereby incorporated
and listed in Appendix A.
The hourly salary rate for Master Reserve Officer is equivalent to the hourly salary rate of
Police Officer Step A and will be adjusted any time the hourly salary rate for Police Officer
Step A is adjusted.
The hourly salary rate for any Part-Time Non-Benefitted employee in a job classification
with a full-time equivalent (not listed in Appendix A) will be the same as the hourly salary
rate of the full-time job classification, as noted in the applicable Memorandum of
Resolution 21-83
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Understanding or Salary Resolution for the full-time equivalent.
Employees in the classification of Temporary Employee may receive an hourly wage at
any level in the salary range, subject to approval of the City Manager.
Section 4: Acting Pay
With the approval of the City Manager, an employee assigned to temporarily work in a higher
classification normally occupied by a full-time employee may receive Acting Pay in an
amount equal to 5% of the employee's base pay. Acting Pay will be paid effective the
beginning of the first full pay period in which the employee serves in the Acting assignment.
Since the Public Employees' Pension Reform Act of 2013 (PEPRA) prohibits the City from
providing a CalPERS retired annuitant with any benefit, incentive, compensation in lieu of
benefits, or other form of compensation in addition to the hourly pay rate, CalPERS retired
annuitants are not eligible to receive Acting Pay.
If the employee is enrolled in a retirement plan through the California Public Employees'
Retirement System (CaIPERS), the monetary value of Acting Pay shall be reported to
CalPERS as Special Compensation for classic members as defined under the Public
Employees' Pension Reform Act (PEPRA) of 2013. The parties agree that 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. It is ultimately
CalPERS who determines whether any form of pay is reportable special compensation.
Section 5: Retirement
IRS Section 457 OBRA Deferred Compensation Plan
In accordance with federal law, all part-time employees must be enrolled in Social
Security or another"qualified" retirement plan. Since the City does not participate in Social
Security, Part-Time Non-Benefitted employees will be enrolled in the City's IRS Section
457 OBRA deferred compensation plan. Employees are required to contribute 5.5% of
salary to the deferred compensation plan every pay period. The City will contribute an
additional 2% of salary, for a total contribution of 7.5%.
Any employee who is required to enroll in the City's IRS Section 457 OBRA deferred
compensation plan has the option to make additional voluntary contributions to the plan
in addition to the mandatory employee contribution of 5.5% of salary. Part-Time
employees who are not required to enroll in the City's IRS Section 457 OBRA deferred
compensation plan (i.e. employees enrolled in the CalPERS retirement plan or CalPERS
retired annuitants) are not permitted to make any contributions to the OBRA deferred
compensation plan.
Resolution 21-83
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CalPERS Retirement Plan
The City's contract with CalPERS states that persons compensated on an hourly basis
are excluded from the retirement system. Nevertheless, in rare circumstances a Part-
Time Non-Benefitted employee may be enrolled in the CalPERS retirement plan.
Any Part-Time Non-Benefitted employee enrolled in the CalPERS Miscellaneous plan by
December 31 , 2011 shall be enrolled in CalPERS 2% @ 55 plan in accordance with
Government Code Section 21354 for Local Miscellaneous members. The plan includes
both an employer and employee contribution. These employees are responsible for
paying the employee contribution of seven percent (7%) 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. 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.
Any Part-Time Non-Benefitted employee enrolled in the CalPERS Miscellaneous plan on
or after January 1, 2012 who is a "classic member" as defined by the Public Employees'
Pension Reform Act (PEPRA) of 2013 shall be enrolled in CalPERS 2% @ 60 plan for
Local Miscellaneous members. The plan includes both an employer and employee
contribution. These employees are responsible for paying the employee contribution of
7% of the employee's wages through a 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. 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 plan provides for 3rd level of 1959 Survivor benefits with the
employee paying the employee portion of the premium.
Any Part-Time Non-Benefitted employee enrolled in the CalPERS Miscellaneous plan
who is first employed by the City on or after January 1 , 2013 and is defined as a "new
member" by the Public Employees' Pension Reform Act (PEPRA) of 2013, shall be
enrolled in the CalPERS 2% @ 62 plan for Local Miscellaneous members. These
employees are 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 , 2021 , the employee contribution is 6.25%. 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
Resolution 21-83
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employee portion of the premium.
CalPERS Retired Annuitants
Pursuant to the Public Employees' Pension Reform Act of 2013 (PEPRA), the City is
prohibited from providing a CalPERS retired annuitant with any benefit, incentive,
compensation in lieu of benefits, or other form of compensation in addition to the hourly
pay rate. Accordingly, the City will not enroll retired annuitants in the IRS Section 457
OBRA deferred compensation plan. Further, since participation in a deferred
compensation plan is considered a benefit, retired annuitants are not permitted to
voluntarily enroll in any of the City's other Section 457 deferred compensation plans.
Section 6: Paid Sick Leave
All Part-Time Non-Benefitted employees, other than CalPERS retired annuitants, will be
provided with paid sick leave in accordance with California's Healthy Workplaces, Healthy
Family Act of 2014. In accordance with the California Public Employees' Pension Reform
Act of 2013 (PEPRA), CalPERS retired annuitants are not entitled to paid sick leave or
any other compensation or benefits in addition to the hourly base salary.
At the beginning of each fiscal year, on the pay period that includes July 1 , the City will
credit each Part-Time Non-Benefitted employee with 24 hours (or three work days for any
employee whose regular work schedule exceeds eight hours per day) of paid sick leave
for use under the terms of this policy. Employees who are hired after the start of any given
fiscal year will also be credited with 24 hours (or three work days) of paid sick leave upon
initial employment. At the end of each fiscal year, any unused paid sick leave from the
previous 12-month period will expire and will not be carried over to the next 12-month
period.
An employee is eligible to begin using hours from his/her accrued paid sick leave bank
after 90 consecutive days of employment with the City of Tustin. If an employee separates
from the City of Tustin and is re-hired within one year from the employee's separation
date, the 90 days of service requirement may be satisfied cumulatively over the two
periods of employment.
Paid sick leave is not a privilege which an employee may use at his/her discretion. Paid
sick leave may only be used for the following reasons, in accordance with state law:
1 . For the employee's own diagnosis, care, or treatment of an existing health
condition or preventative care.
2. For the diagnosis, care, or treatment of an existing health condition or preventative
care for an employee's family member. For purposes of this policy, "family
member" includes an employee's child, spouse or registered domestic partner,
parent, grandparent, grandchild, or sibling.
Resolution 21-83
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3. With appropriate certification, to obtain relief or services related to being a victim
of domestic violence, sexual assault, or stalking, including: a temporary restraining
order or restraining order; other injunctive relief to help ensure the health, safety
or welfare of the employee or his/her children; medical attention for injuries caused
by domestic violence, sexual assault, or stalking; services from a domestic
violence shelter, program, or rape crisis center as a result of domestic violence,
sexual assault, or stalking; psychological counseling related to an experience of
domestic violence, sexual assault, or stalking; or safety planning and other actions
to increase safety from future domestic violence, sexual assault, or stalking,
including temporary or permanent relocation.
An employee may use no more than 24 hours (or three work days for any employee
whose regular work schedule exceeds eight hours per day) of paid sick leave per fiscal
year and must use paid sick leave in increments of no less than two (2) hours per day.
In order to use paid sick leave, an employee must notify his/her supervisor of the need
for such leave and its probable duration at least one hour prior to the scheduled start of
the employee's shift. Paid sick leave shall not be granted unless such advance notice has
been given; however, the department head may grant an exception to this policy when it
is determined that the employee's failure to notify his/her supervisor in a timely manner
was due to circumstances beyond the employee's control. A supervisor may require an
employee to confirm that the requested use of paid sick leave meets one of the purposes
specifically provided for in the law.
Employees will be compensated for any sick leave hours used under this policy at the
employee's regular rate of pay for the workweek in which the employee uses paid sick
leave (typically, this is simply the employee's base hourly rate of pay). Paid sick leave is
not considered hours worked for purposes of calculating overtime. For any employees
who are enrolled in the CaIPERS retirement system (due to previous CaIPERS member
status), paid sick leave hours are reportable to CaIPERS in accordance with Government
Code section 20630.
An employee is not entitled to compensation for any unused accrued paid sick leave upon
separation from employment. An employee who is promoted directly from a Part-Time
Non-Benefitted position to a full-time or part-time benefitted position will not carry over
any paid sick leave hours remaining at the time of promotion; instead, the employee will
be eligible for accrual and use of General Leave under the terms of the applicable
memorandum of understanding or salary resolution.
Section 7: At-Will Employment Relationship
Employment in a Part-Time Non-Benefitted position is at-will and based on continued
programmatic needs. No guarantees are made related to hours or longevity. Employment
may be terminated at any time, with or without cause. For all Part-Time Non-Benefitted
employees, hours worked will typically vary from week to week and will generally not exceed
1,000 hours per fiscal year (July 1 through June 30). For any CaIPERS retired annuitants
Resolution 21-83
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employed as Part-Time Non-Benefitted employees, hours worked will not exceed 960 hours
per fiscal year.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 21St day of September 2021 .
LETITIA CLARK
Mayor
ATTEST:
ERICA N. YASUDA
City Clerk
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. 21-83 was duly passed
and adopted at a regular meeting of the Tustin City Council, held on the 21St day of
September 2021 , by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
ERICA N. YASUDA
City Clerk
Resolution 21-83
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APPENDIX A- PART-TIME NON-BENEFITTED HOURLY SALARY RANGES
Effective the pay period that includes October 1, 2021
Classification Step A
Administrative Intern PT $ 14.00
Graduate Intern PT $ 19.00
Maintenance Aide PT $ 14.00
Master Reserve Officer PT* $ 39.81
Office Assistant PT $ 18.00
Parking Control Officer PT $ 19.00
Police Cadet PT $ 14.00
Police Reserve Officer-Level I PT $ 24.00
Police Reserve Officer-Level I I PT $ 19.00
Police Reserve Officer-Level III PT $ 16.00
Receptionist PT $ 14.00
Recreation Facilities Assistant PT $ 15.50
Recreation Leader I PT $ 14.00
Recreation Leader 11 PT $ 15.50
Recreation Program Assistant PT $ 18.00
Classification Step A Step B Step C Step D Step E Step F
$ 15.00 $ 20.00 $ 25.00 $ 30.00 $ 35.00 $ 40.00
Step G Step H Step I Step J Step K Ste L
$ 45.00 $ 50.00 $ 55.00 $ 60.00 $ 65.00 $ 70.00
Step M Step N Step O Step P Step Q Step R
$ 75.00 $ 80.00 $ 85.00 $ 90.00 $ 95.00 $ 100.00
Step S Step T Step U Step V
Temporary Employee $ 105.00 $ 110.00 $ 115.00 $ 120.00
Notes:
*The hourly salary rate for Master Reserve Officer is equivalent to the hourly salary rate of Police Officer Step A and will
be adjusted any time the hourly salary rate for Police Officer Step A is adjusted
**The hourly salary rate for any Part-Time Non-Benefitted employee in a job classification with a full-time equivalent (not
listed on this salary schedule)will be the same as the hourly salary rate of the full-time job classification, as noted in the
applicable Memorandum of Understanding or Salary Resolution for the full-time equivalent
Resolution 21-83
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Effective the pay period that includes January 1, 2022
Classification Step A
Administrative Intern PT $ 15.00
Graduate Intern PT $ 20.00
Maintenance Aide PT $ 15.00
Master Reserve Officer PT* $ 40.61
Office Assistant PT $ 18.00
Parking Control Officer PT $ 19.00
Police Cadet PT $ 15.00
Police Reserve Officer-Level I PT $ 24.00
Police Reserve Officer-Level I I PT $ 19.00
Police Reserve Officer-Level III PT $ 16.00
Receptionist PT $ 15.00
Recreation Facilities Assistant PT $ 16.50
Recreation Leader I PT $ 15.00
Recreation Leader 11 PT $ 16.50
Recreation Program Assistant PT $ 19.00
Classification Step A Step B Step C Step D Step E Step F
$ 15.00 $ 20.00 $ 25.00 $ 30.00 $ 35.00 $ 40.00
Step G Step H Step I Step J Step K Ste L
$ 45.00 $ 50.00 $ 55.00 $ 60.00 $ 65.00 $ 70.00
Step M Step N Step O Step P Step Q Step R
$ 75.00 $ 80.00 $ 85.00 $ 90.00 $ 95.00 $ 100.00
Step S Step T Step U Step V
Temporary Employee $ 105.00 $ 110.00 $ 115.00 $ 120.00
Notes:
*The hourly salary rate for Master Reserve Officer is equivalent to the hourly salary rate of Police Officer Step A and will
be adjusted any time the hourly salary rate for Police Officer Step A is adjusted
**The hourly salary rate for any Part-Time Non-Benefitted employee in a job classification with a full-time equivalent (not
listed on this salary schedule)will be the same as the hourly salary rate of the full-time job classification, as noted in the
applicable Memorandum of Understanding or Salary Resolution for the full-time equivalent
Resolution 21-83
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