HomeMy WebLinkAboutCC RES 24-73Docusign Envelope ID: 5F38FOE1-4AOF-49DF-9DE3-B9499216A8AE
RESOLUTION NO. 24-73
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 21-82
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 23, 2024 (the start of the pay period that
includes October 1, 2024), unless otherwise stated herein.
CHAPTER 2 — COMPENSATION
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Section 3: Salary
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 seven (7) steps in each range.
Effective the pay period that includes October 1, 2024, base salaries are as listed in
Appendix A and Appendix B.
Effective the pay period that includes October 1, 2024, Step G shall be added to the salary
range for all classifications. Step G shall be five percent (5%) higher than Step F. Any
employee who has completed at least one (1) year of service at Step F with overall
satisfactory performance will be eligible to receive a merit increase to Step G effective the
pay period that includes October 1, 2024. All other employees will be eligible to advance to
Step G after one (1) year of satisfactory service at Step F, in accordance with the existing
merit increase process outlined in the Personnel Rules.
Effective the pay period that includes July 1, 2025, all employees shall receive a four percent
(4.00%) base salary increase.
Effective the pay period that includes July 1, 2026, all employees shall receive a four percent
(4.00%) base salary increase.
Upon the recommendation of the employee's Department Head, the City Manager may
make a Special Salary Adjustment and increase the salary of an employee to any step within
the salary range of their classification. A Special Salary Adjustment will only be approved in
limited circumstances, such as to retain an employee who has received a confirmed offer of
employment from another employer, to correct gross inequities, or to reward outstanding
achievement and performance.
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.
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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).
Employees may receive Compensatory Time Off in lieu of overtime compensation,
subject to the terms described in Section 18.
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 their 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.
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.
Section 6: Standby Duty
Standby Duty is defined as an off -duty assignment that requires an employee to promptly
return to work if called during a specified time period outside of their assigned working
hours. An employee placed on Standby Duty must be reachable by telephone, refrain
from consuming or taking any substances which might impair the employee's ability to
perform their job (e.g. alcoholic beverages), and be available to respond to work
immediately if contacted. Employees will be placed on Standby Duty at the discretion of
the department head, with preference given to employees who volunteer for the
assignment.
Employees on Standby Duty are required to respond to a phone call as quickly as
possible, generally within a few minutes. Upon responding, the employee will be
instructed as to whether they are required to return to a City work site (or if the work may
be performed remotely) and the required response time. If the employee is required to
return to a City work site, the required response time will generally be the employee's
normal commute time plus any additional minimal time necessary for the employee to get
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ready to return to work.
Time on Standby Duty does not constitute hours worked since employees are off -duty
and permitted to engage in personal pursuits. However, since employees on Standby
Duty are waiting to be engaged to work, and have limitations placed on their personal
activities, employees are entitled to compensation as provided in this Section.
Employees are eligible to be compensated for Standby Duty under the same terms as
those provided to employees in the Tustin Municipal Employees Association (TMEA).
Employees on Standby Duty who actually perform work after being contacted will be
compensated subject to the terms described in Section 7 (Call Back Duty).
Section 7: Call Back Duty
Employees are eligible to be compensated for Call Back Duty under the same terms as
those provided to employees in the Tustin Municipal Employees Association (TMEA).
Section 8: 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), 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 9: Flexible Benefits Plan
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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) ($157 for calendar year 2024, $158 for calendar year 2025, 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.
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
Effective the pay period that includes July 1, 2025, the monthly Flexible Benefits
contribution per employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,450 $1,800 $2,250
Effective the pay period that includes July 1, 2026, the monthly Flexible Benefits
contribution per employee is as follows:
Employee Only Employee + 1 Employee + 2
Dependent or more Dependents
$1,450 $1,925 $2,475
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. If an employee
elects to opt out of medical coverage offered by the City, they 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. 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).
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 -
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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 10: 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.
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%).
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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 their 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, 2024, the employee contribution is 7.25%. 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 their 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.
Section 11: 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.
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
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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 their 457(b) plan on
that biweekly paycheck, in an amount not to exceed two percent (2%) of the employee's
base salary.
Section 12: 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 13: 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 their 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 their 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 their 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.
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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 their pre -disability earnings.
The employee is responsible for all benefit elections and payments during their leave
unless they are eligible to opt out of such elections and chooses to do so. In the event
the employee chooses to continue their 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 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
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 Phones
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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 $45.50 per month ($21 per biweekly
pay period). 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 their own responsibility
and those additional charges are not eligible for reimbursement.
Section 16: Retiree Medical Insurance
The City will reimburse eligible employees up to a maximum of $250 per month for the
payment of CaIPERS retiree medical insurance premiums. This amount includes the
minimum contribution towards retiree medical insurance required under the PEMHCA
program ($157 for calendar year 2024, $158 per month for calendar year 2025, 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
they have been continuously employed by the City for five (5) full years, retires from the
City and CaIPERS, 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 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 they have 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
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between 40 — 80 hours of a pay period, their 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 a classification covered by this Resolution, 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, 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 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.
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: 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 request to accrue Compensatory Time Off in lieu of
receiving compensation for overtime, subject to approval of the department head or their
designee.
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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 their account if notice of such desired retention
is submitted to the City.
An employee wishing to use their 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.
When an employee separates from City service or remains employed by the City, but moves
to a position in another employee group, the employee shall be compensated for all accrued
Compensatory Time Off at their regular rate of pay.
Section 19: Holidays
The following days shall be holidays for which all employees will receive compensation
either in pay or paid time off:
January 1
Third Monday in January
Third Monday in February
Last Monday in May
June 19
July 4
First Monday in September
November 11
Thanksgiving Day
Day following Thanksgiving Day
December 24
December 25
December 31
New Year's Day
Martin Luther King Jr. Day
Presidents' Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans Day
Thanksgiving Day
Day after Thanksgiving Day
Christmas Eve
Christmas Day
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
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Friday.
If a holiday falls on a day that is also an employee's regular day off, the employee will
accrue nine hours to their 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 their General
Leave bank.
If a Holiday falls on a day that is an employee's regular day off, the employee has the
option of accruing General Leave as payment for the Holiday or earning Holiday Pay on
the Holiday. Employees receive a total of 9 hours of pay for each Holiday (either as
accrued General Leave or as Holiday Pay). Employees shall indicate their choice by
entering the applicable pay code(s) on their timesheets. Any Holiday Pay paid pursuant
to this Section is not reported to CalPERS as special compensation because it does not
meet the definition of special compensation pursuant to Title 2 CCR, Section 571(a)(4)
and 571.1(b)(3).
Section 20: Holiday Closure
City Hall will be closed on the days between Christmas Day and New Year's Eve. An
employee regularly assigned to work on one or more days during this time period has the
option of using accrued paid leave or Leave Without Pay for their regularly scheduled
hours for each day they would otherwise have been scheduled to work.
Section 21: Bereavement Leave
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, stepg rand parent, grandchild and stepgrandchild of the employee or the
employee's spouse/registered domestic partner.
CHAPTER 5 — WORKING CONDITIONS
Section 22: Work Schedules
Employees are eligible for participation in the City's Alternate Work program. 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.
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
Resolution 24-73
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flex their schedule is not intended to create an overtime liability for the City pursuant to
this Resolution or the FLSA.
Section 23: Telecommuting
Employees are eligible for participation in the City's Telecommuting program, 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 Telecommuting.
Section 24: 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.
Section 25: Lunch Break
Employees are generally scheduled to take a one (1) hour lunch break. Employees
wishing to modify or flex a portion of their lunch break (e.g. reduce lunch to 1/2 hour and
leave'/2 hour early that day) must receive advance authorization from their supervisor.
PASSED AND ADOPTED at a regular meeting of the City Council of the City of Tustin
held on the 1 st day of October 2024.
Signed by:
AUSTtN'l-EOARD,
Mayor
ATTEST:
DS
FSigned by:
i, d"'Saa.
E RteADf+o4Y 8U DA,
City Clerk
Resolution 24-73
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APPROVED AS TO FORM:
DocuSigned by:
7�'Z'79
DAVtD8EF3WENDIG,
City Attorney
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. 24-73 was duly passed
and adopted at a regular meeting of the Tustin City Council, held on the 1st day of October
2024, by the following vote:
COUNCILMEMBER AYES: Lumbard, Gallagher, Clark, Gomez (4)
COUNCILMEMBER NOES: (0)
COUNCILMEMBER ABSTAINED: (0)
COUNCILMEMBER ABSENT: Schnell (1)
COUNCILMEMBER RECUSED: (0)
DS
�Signed by:
ira. da "'&
E RICADP*.WASU DA,
City Clerk
Resolution 24-73
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APPENDIX A - SUPERVISORY HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2024
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Management Analyst II - SUPV
44.66
46.95
49.29
51.82
54.46
57.26
60.12
Recreation Coordinator
32.68
34.36
36.13
37.97
39.91
41.91
44.01
Effective the Pay Period that includes July 1, 2025
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Management Analyst II - SUPV
46.45
48.83
51.26
53.89
56.64
59.55
62.53
Recreation Coordinator
33.99
35.73
37.58
39.49
41.51
43.59
45.77
Effective the Pay Period that includes July 1, 2026
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Management Analyst II - SUPV
48.30
50.78
53.31
56.05
58.90
61.93
65.03
Recreation Coordinator
35.35
37.16
39.08
41.07
43.17
45.33
47.60
Resolution 24-73 Exhibit
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APPENDIX B - CONFIDENTIAL HOURLY SALARY RANGES
Effective the Pay Period that includes October 1, 2024
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Administrative Assistant-CONF
27.09
28.48
29.94
31.47
33.08
34.74
36.48
Executive Assistant-CONF
31.47
33.08
34.77
36.56
38.43
40.35
42.37
Executive Coordinator
38.45
40.42
42.48
44.66
46.95
49.29
1 51.75
Management Analyst I - CONF
39.11
41.11
43.22
45.43
47.75
50.15
52.66
Management Assistant - CONF
30.92
32.50
34.18
35.93
37.76
39.66
41.64
Senior Executive Coordinator
40.42
42.48
44.66
46.95
49.29
51.75
54.34
Senior Management Ast-CONF
35.93
37.76
39.70
41.73
43.87
46.06
48.36
Effective the Pay Period that includes July 1, 2025
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Administrative Assistant-CONF
28.17
29.62
31.14
32.73
34.40
36.13
37.94
Executive Assistant-CONF
32.73
34.40
36.16
38.02
39.97
41.96
44.06
Executive Coordinator
39.99
42.04
44.18
46.45
48.83
51.26
53.82
Management Analyst I - CONF
40.67
42.75
44.95
47.25
49.66
52.16
54.76
Management Assistant - CONF
32.16
33.80
35.55
37.37
39.27
41.25
43.31
Senior Executive Coordinator
42.04
44.18
46.45
48.83
51.26
53.82
56.51
Senior Management Ast-CONF
37.37
39.27
41.29
43.40
45.62
47.90
50.30
Effective the Pay Period that includes July 1, 2026
Classification
Step A
Step B
Step C
Step D
Step E
Step F
Step G
Administrative Assistant-CONF
29.30
30.80
32.38
34.04
35.78
37.57
39.45
Executive Assistant-CONF
34.04
35.78
37.61
39.54
41.57
43.64
45.82
Executive Coordinator
41.59
43.72
45.95
48.30
50.78
53.31
55.98
Management Analyst I - CONF
42.30
44.46
46.75
49.14
51.65
54.24
56.95
Management Assistant - CONF
33.44
35.15
36.97
38.86
40.84
42.90
45.04
Senior Executive Coordinator
43.72
45.95
48.30
50.78
53.31
55.97
58.77
Senior Management Ast-CONF
38.86
40.84
42.94
45.14
47.45
49.82
52.31
Resolution 24-73 Exhibit
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