HomeMy WebLinkAbout06 SALARY RESOLUTION FOR UNREPRESENTED EXECUTIVE MANAGEMENT AND MANAGEMENT EMPLOYEESAgenda Item _______
Reviewed:
City Manager _______
Finance Director _______
MEETING DATE: OCTOBER 3, 2023
TO: MATTHEW S. WEST, CITY MANAGER
FROM: DERICK YASUDA, DIRECTOR OF HUMAN RESOURCES
SUBJECT: SALARY RESOLUTION FOR UNREPRESENTED EXECUTIVE MANAGEMENT
AND MANAGEMENT EMPLOYEES
SUMMARY
Adoption of the attached Resolution will update the Executive Management and
Management Salary Resolution to include two new job classifications in Public Works.
RECOMMENDATION
Adopt Resolution No. 23-45 to update the Executive Management and Management
Salary Resolution.
FISCAL IMPACT
None.
BACKGROUND AND DISCUSSION
The Executive Management and Management salary resolution has been amended to
add two new job classifications to accommodate potential future changes in the
organizational structure of the Public Works Department: Director of Public Works and
Deputy Director of Public Works / City Engineer. All other terms and conditions of
employment for Executive Management and Management employees remain
unchanged from the terms established in City Council Resolution No. 21-104.
___________________________
Derick Yasuda
Director of Human Resources
Attachment:
1.City Council Resolution No. 23-45
AGENDA REPORT
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RESOLUTION NO. 23-45
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 21-104
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 October 3, 2023, unless otherwise stated herein.
CHAPTER 2 – COMPENSATION
Section 3: Salary
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
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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), 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.
In the event of a dispute, it is ultimately CalPERS who determines whether any form of pay
is 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
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
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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. In the event of a dispute,
it is ultimately CalPERS who determines whether any form of pay is 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. In the event of a dispute, it is ultimately CalPERS who determines whether
any form of pay is reportable special compensation.
Section 7: Acting Pay
An employee assigned to temporarily work in a higher classification will receive Acting Pay.
At the City Manager’s discretion, during the Acting assignment the employee will either
receive Acting Pay in an amount equal to 5% of the employee’s base pay or the amount
necessary to increase the employee’s base salary to any step in the salary range of the
higher classification. Acting Pay will be paid effective the beginning of the first full pay period
in which the employee serves in the Acting assignment.
In accordance with Government Code section 20480, an employee’s Acting assignment
may not exceed a total of 960 hours in a fiscal year if the Acting assignment is for a position
that is vacant during the recruitment for a permanent appointment. This hours limit does not
apply to an Acting assignment that is temporarily available due to another employee’s leave
of absence.
In compliance with the California Public Employees’ Retirement System regulations and
definition of Special Compensation (2 CCR §571), the monetary value of Acting Pay shall
be reported to CalPERS as Special Compensation for “classic members” as defined by the
Public Employees’ Pension Reform Act (PEPRA) of 2013. Acting Pay (“Temporary Upgrade
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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 (CalPERS)
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) ($151 for calendar year 2023, $157 for
calendar year 2024, 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 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:
Employee Only Employee + 1
Dependent
Employee + 2
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
Dependent
Employee + 2
or more Dependents
$1,675 $2,000 $2,550
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
Dependent
Employee + 2
or more Dependents
$1,450 $1,650 $1,950
Effective the pay period that includes July 1, 2024, the monthly Flexible Benefits
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contribution per eligible Management employee (hired into the Management unit on or
after September 4, 2002) is as follows:
Employee Only Employee + 1
Dependent
Employee + 2
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. If an employee
elects to opt out of medical 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) by completing a City-provided attestation form.
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 (CalPERS) and are subject to all applicable provisions of
the City’s contract with CalPERS.
Local Miscellaneous Plan – Tier 1
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Miscellaneous members employed by the City by December 31, 2011 shall be enrolled
in the CalPERS 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
CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the
employee contribution is made on a pre-tax. The plan has been amended to include
Section 21573 (Third Level of 1959 Survivor Benefits), Section 20042 (One-Year Final
Compensation), and Section 21024 (Military Service Credit as Public Service). The
employee is responsible for paying the employee portion of the 1959 Survivor benefit
premium.
These employees are also responsible for paying an additional pension contribution of
three percent (3%) as cost sharing in accordance with Government Code section
20516(f), for a total employee pension contribution of ten percent (10%).
Local Miscellaneous Plan – Tier 2
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%).
Local Miscellaneous Plan – Tier 3
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.
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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 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.
Local Safety Plan – Tier 1
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.
Local Safety Plan – Tier 2
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.
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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.
Local Safety Plan – Tier 3
Individuals first employed by the City on or after January 1, 2013 who are defined as “new
members” by the Public Employees’ Pension Reform Act (PEPRA) of 2013, shall be
enrolled in the CalPERS 2.7% @ 57 plan for Local Safety members.
The employee is responsible for paying the employee contribution of one-half of the total
normal cost of the plan, as defined by CalPERS, through a payroll deduction. Effective
the pay period including July 1, 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
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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
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.
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.
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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 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, a job-related program
through University of California or California State University extended education
programs, or a California Community College. This reimbursement benefit may be used
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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: Cell Phone Stipend
Employees are eligible for a cell phone stipend of $45.50 per month (paid biweekly) or a
City-provided cell phone. The stipend is designed to contribute to an employee’s cell phone
plan, not 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 16: Retiree Medical Insurance
The City will reimburse eligible unit employees up to a maximum of $350 per month for
the payment of CalPERS retiree medical insurance premiums. This amount is in addition
to the minimum contribution towards retiree medical insurance required under the
PEMHCA program ($151 per month for calendar year 2023, $157 per month for calendar
year 2024, 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
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.
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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 – 5.00 years 160 320
5.01 – 10 years 208 416
Over 10 years 248 496
When appointing an individual to an Executive Management or Management
classification, the City Manager shall have the authority to consider the individual’s prior
employment in determining an advanced General Leave accrual rate 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 December 31 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
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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
forty (40) hours of paid Administrative Leave at the beginning of January 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
1st 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, an
employee must use all previously accrued Administrative Leave by December 31 of the
preceding year. Use of Administrative Leave is discretionary upon the approval of the
Department Head or the City Manager.
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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
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.
When both Christmas Eve and New Year’s Eve fall on a Friday and Christmas Day and
New Year’s Day fall on a Saturday, the City will observe these two Holidays on the
corresponding Thursday and Friday or the corresponding Friday and the following
Monday. When both Christmas Eve and New Year’s Eve fall on a Sunday and Christmas
Day and New Year’s Day fall on a Monday, the City will observe these two Holidays on
the corresponding Monday and Tuesday or the corresponding Monday and the previous
Friday. If a holiday falls on a day that is also an employee’s regular day off, the employee
will accrue nine hours to his/her General Leave bank for the holiday. If a holiday falls on
an employee’s regularly scheduled working Friday, the employee will receive eight hours
of holiday pay and accrue one hour to his/her General Leave bank.
Section 20: Bereavement Leave
Unit employees are allowed up to five (5) days of paid leave for the purpose of
Bereavement Leave in the event of a death in the “immediate family”. For purposes of
this section, "immediate family" is defined as including spouse, registered domestic
partner, mother, stepmother, father, stepfather, brother, stepbrother, sister, stepsister,
child, stepchild, grandparent, stepgrandparent, grandchild and stepgrandchild of the
employee or the employee's spouse/registered domestic partner.
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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.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 3rd day of October 2023.
AUSTIN LUMBARD,
Mayor
ATTEST:
ERICA N. YASUDA,
City Clerk
APPROVED AS TO FORM:
DAVID E. KENDIG,
City Attorney
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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. 23-45 was duly passed
and adopted at a regular meeting of the Tustin City Council, held on the 3rd day of October
2023, by the following vote:
COUNCILMEMBER AYES:
COUNCILMEMBER NOES:
COUNCILMEMBER ABSTAINED:
COUNCILMEMBER ABSENT:
____________________________
ERICA N. YASUDA,
City Clerk
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Page 1 of 5
APPENDIX A – EXECUTIVE MANAGEMENT HOURLY SALARY RANGES
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 Works 80.36 84.38 88.70 93.24 98.02 103.04
Director of Public Works / 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
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 Works 81.36 85.43 89.81 94.41 99.25 104.33
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
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APPENDIX B – MANAGEMENT HOURLY SALARY RANGES
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 - Bldg 67.49 70.94 74.58 78.40 82.41 86.52
Assistant Dir of Public Works 73.99 77.69 81.58 85.65 89.94 94.44
Assistant to the City Manager 58.31 61.30 64.44 67.74 71.21 74.75
Behavioral Health Bureau Cmdr 59.04 62.07 65.25 68.59 72.10 75.71
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 / CE 73.99 77.69 81.58 85.65 89.94 94.44
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 Supv 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
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Water Maint & Const Supv 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
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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 - Bldg 68.33 71.83 75.51 79.38 83.44 87.60
Assistant Dir of Public Works 74.91 78.66 82.60 86.72 91.06 95.62
Assistant to the City Manager 59.04 62.07 65.25 68.59 72.10 75.68
Behavioral Health Bureau Cmdr 59.78 62.85 66.07 69.45 73.00 76.66
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 / CE 74.91 78.66 82.60 86.72 91.06 95.62
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 Supv 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 Supv 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
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