HomeMy WebLinkAboutRES-11644 APPROVING PROVISIONS RELATING TO THE COMPENSATION OF EXECUTIVE MANAGEMENT AND RESCINDINING RESOLUTION 11599RESOLUTION NO. 11644
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF ORANGE RESCINDING RESOLUTION
NO. 11599 AND ALL AMENDMENTS THERETO
AND APPROVING PROVISIONS RELATING TO
THE CLASSIFICATION, COMPENSATION, AND
TERMS OF EMPLOYMENT OF EXECUTIVE
MANAGEMENT AND SENIOR MANAGEMENT
EMPLOYEES
WHEREAS, the employees covered by this Resolution constitute unrepresented
management personnel; and
WHEREAS,the City Council has consulted with the City Manager and Human Resources
Director concerning the proposed terms of employment contained herein; and
WHEREAS, the City Council wishes to set forth the wages, hours, and terms of
employment for the period of July 1, 2025, through and including June 30, 2026, for those
management employees covered herein; and
WHEREAS, at the direction of City Council on October 28, 2025, this Resolution
proposes to adjust three benefit terms including Martin Luther King Jr. Holiday, medical
contributions, and professional development; and
WHEREAS,all salary ranges for the classifications covered herein must be authorized by
the City Council and published by the City in order for the salary range to be considered pension-
reportable,pursuant to California Public Employees' Retirement System law.
NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Orange
hereby (1) rescinds Resolution No. 11599 and all amendments thereto; and (2) adopts the
compensation and terms of employment through June 30, 2026, for Executive Management and
Senior Management employees contained in Appendices A and B, as fully set forth herein.
ADOPTED this 12th day of November 2025.
iel R. Slater, Mayor, City of Orange
ATTEST:
Pamela Coleman, City Clerk, City of Orange
APPROVED AS TO FORM:
Nathalie Adourian, Ay Attorney, City of Orange
STATE OF CALIFORNIA )
COUNTY OF ORANGE )
CITY OF ORANGE
I, PAMELA COLEMAN, City Clerk of the City of Orange, California, do hereby certify
that the foregoing Resolution was duly and regularly adopted by the City Council of the City of
Orange at a regular meeting thereof held on the 12th day of November 2025, by the following
vote:
AYES: COUNCILMEMBERS: Bilodeau, Barrios, Dumitru, Tavoularis, Gutierrez, Slater
NOES: COUNCILMEMBERS: None
ABSENT: COUNCILMEMBERS: Gyll er
LiAkiP/A,11.0(eAr.of---;- --____
Pamela Coleman, City Clerk, City of Orange
Attachments: Appendices A and B
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bcity of
range
EXECUTIVE MANAGEMENT
SENIOR MANAGEMENT
RESOLUTION
JULY 1, 2025 THROUGH JUNE 30, 2026
TABLE OF CONTENTS
SECTION 1. BASIC COMPENSATION PLAN AND DEFINITIONS. 1
SECTION 2. SALARY AND WAGE SCHEDULE.1
SECTION 3. ADMINISTRATION OF BASIC COMPENSATION PLAN. 2
SECTION 4. BEGINNING RATES. 2
SECTION 5. SERVICE. 2
SECTION 6. ADVANCEMENT WITHIN SALARY RANGES. 2
SECTION 7. REDUCTION IN SALARY STEPS. 3
SECTION 8. BILINGUAL ASSIGNMENT. 3
SECTION 9. LONGEVITY FOR SAFETY CHIEFS. 3
SECTION 10. EDUCATIONAL INCENTIVE PROGRAM. 4
SECTION 11. INCENTIVE PAY PLAN. 4
SECTION 12. PROMOTION. 5
SECTION 13. DEMOTION. 5
SECTION 14. REASSIGNMENT OF COMPENSATION RANGES.5
SECTION 15. AT-WILL STATUS. 5
SECTION 16. ACTING TIME PAY. 6
SECTION 17. ADMINISTRATIVE LEAVE. 6
SECTION 18. HOLIDAYS.7
SECTION 19. VACATION.8
SECTION 20. PART-TIME,TEMPORARY,AND SEASONAL EMPLOYEES' ELIGIBILITY FOR FRINGE BENEFITS. 9
SECTION 21. LEAVES OF ABSENCE. 10
SECTION 22. HEALTH INSURANCE.16
SECTION 23. OTHER INSURANCES.17
SECTION 24. RETIREMENT. 18
SECTION 25. OTHER FRINGE BENEFITS.19
TABLE OF CONTENTS (CONTINUED)
SECTION 26. DIRECT DEPOSIT. 21
SECTION 27. TRAVEL EXPENSE ALLOWED. 21
SECTION 28. GRIEVANCE PROCEDURE.21
ISECTION 29. EFFECTIVE DATES. 22
APPENDIX A EXECUTIVE MANAGEMENT 22
APPENDIX B SENIOR MANAGEMENT 23
Remainder ofpage intentionally left blank.]
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SECTION 1. BASIC COMPENSATION PLAN AND DEFINITIONS.
A. A basic compensation plan is established for all Executive and Senior Management employees
of the City of Orange who are now employed or will in the future be employed in any of the
classifications of employment listed in this Resolution and its Appendices.
B. The compensation for the City Manager and City Attorney shall be established by contract and
they shall receive those benefits and be governed by all applicable rules and regulations related
to those benefits provided for Executive Management.
C. Whenever the term "Department Head" is used, it shall be understood to include the City
Manager and City Attorney when the personnel action affects a Department Head.
D. Whenever the term "Top Management" is used, it shall be understood to include all covered
employees within this Resolution.
E. Whenever the term "Executive Management" is used, it shall be understood to include all
classifications within Appendix A.
F. Whenever the term "Senior Management" is used, it shall be understood to include all
classifications within Appendix B.
G. Except as amended by a written instrument formally approved by the City Council, the City
Manager and City Attorney shall receive the fringe benefits that are afforded to Executive
Management and shall have their compensation and terms of employment set forth herein.
SECTION 2. SALARY AND WAGE SCHEDULE.
The monthly salaries for employees covered by this Resolution are hereby incorporated, and listed in
Appendices A and B.
The attached salary and wage schedules shall constitute the basic compensation plan consisting of six(6)
steps or rates of pay in each range.
The respective ranges shall be identified by number and the steps by the letters A to F inclusive. The
minimum length of service required for advancement to the next higher step is provided in Sections 5 and
6.
The City Manager reserves the right to grant an additional salary increase of up to five percent(5.0%) for
any classifications described herein in Appendices A and B. Any such increases shall not exceed a total
cost of one percent(1.0%)of payroll for Top Management employees.
In an effort to avoid compaction between classifications,the following classification shall be compensated
with a salary differential as follows:
The Police Chief shall be paid at least ten percent (10.0%) above the base salary of the Police Captain
classification.
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SECTION 3. ADMINISTRATION OF BASIC COMPENSATION PLAN.
The compensation ranges and steps contained in the attached salary schedule are monthly compensation
rates.
For all employees covered by this Resolution, the hourly rate of pay shall be the monthly rate multiplied
by twelve (12) divided by two thousand eighty (2080) annual hours. In determining the hourly rate,
compensation shall be calculated to the nearest one-half(1) cent.
Part-time employees who are scheduled to work an average of at least twenty (20) hours per week on a
year-round basis may be considered for advancement to the next higher step upon completion of two
thousand eighty(2080)hours of employment.
SECTION 4. BEGINNING RATES.
A new employee of the City shall be paid the rate shown in Step A in the range allocated to the class of
employment for which the employee has been hired, except that on the request of the Department Head
under whom the employee will serve, and with the authorization of the Human Resources Director, such
employee may be placed in Steps B through F depending upon the employee's qualifications.
SECTION 5. SERVICE.
The word service, as used in this Resolution, shall be defined to mean continuous, full-time service in the
employee's present classification, service in a higher classification,or service in a classification allocated
to the same salary range and having generally similar duties and requirements.
A lapse of service by any employee for a period of time longer than thirty (30) days by reason of
resignation or discharge eliminates the accumulated length of service time of such employee for the
purpose of this Resolution. Employees re-entering the service of the City shall be considered as a new
employee, except that the employee may,at the discretion of the City,be re-employed within one(1)year
and placed in the same salary step in the appropriate compensation range, and earn the same vacation
accrual rate, as the employee was at the time of the separation of employment.
SECTION 6. ADVANCEMENT WITHIN SALARY RANGES.
The following regulations shall govern salary advancement:
A. Merit Advancement. An employee shall be considered for advancement through the salary
range upon completion of the minimum length of service required. The effective date of such
merit increase,if granted, shall be the first day of the next pay period following the completion
of the length of service required for such advancement. Advancement through the salary
ranges Steps A through F may be granted only for continuous, meritorious, and efficient
service,and continued improvement by the employee in the effective performance of the duties
of the position. Such merit advancement shall require the following:
1) The Department Head shall file with the Human Resources Director a Personnel Action
Form and a completed Performance Evaluation form recommending the granting or
denial of the merit increase and supporting such recommendation with specific reasons.
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If denied by the Human Resources Director, the reason for denial will be provided to
the Department Head.
2) Advancements through the pay ranges Step A through Step F, shall occur, if granted,
in yearly increments.
3) A lapse of service of thirty(30) continuous calendar days or more for any reason shall
extend the due date for the merit performance evaluation by an equal number of days
absent.
B. Special Merit Advancement. When an employee demonstrates exceptional ability and
proficiency in the performance of duties,the Department Head may recommend to the Human
Resources Director that the employee be advanced to a higher pay step without regard to the
minimum length of service requirements contained in this Resolution. With concurrence of
the City Manager, the Human Resources Director may, on the basis of a Department Head's
recommendation, approve such an advancement.
SECTION 7. REDUCTION IN SALARY STEPS.
Any employee who is being paid on a salary step higher than Step A may be reduced by one(1) or more
steps upon the recommendation of the Department Head, and with the approval of the Human Resources
Director. Such reduction shall take place only after the employee has been notified of the reasons and has
had an opportunity to respond. Procedure for such reduction shall follow the same procedure as outlined
for merit advancements in Section 6,and such employee may be considered for re-advancement under the
same provisions as contained in Subsection A of Section 6.
SECTION 8. BILINGUAL ASSIGNMENT.
Employees covered by this Resolution may be assigned by the Department Head, with approval of the
Human Resources Director,to a bilingual assignment. The Department Head shall determine the number
of bilingual assignment positions which are necessary based upon a demonstrable need and frequency of
use. Employees on bilingual assignment shall receive an additional one hundred forty dollars ($140.00)
per month for the duration of the assignment. Employees receiving bilingual assignment compensation
may be required to take and pass a proficiency test on an annual or as needed basis as determined by the
Human Resources Department. No permanency or seniority may be obtained in a bilingual assignment,
and such assignment may be revoked at any time by the Human Resources Director or a duly authorized
designee. This form of pay, also referred to as `Bilingual Premium", shall be reported to CalPERS as
special compensation, and is therefore compensation earnable for Classic Members pursuant to CalPERS
Regulations, Section 571(a)(4), and pensionable compensation for members hired on or after January 1,
2013, as defined by the Public Employees' Pension Reform Act of 2013 (PEPRA)pursuant to CalPERS
Regulations, Section 571.1(b)(3). However, it is ultimately CalPERS who determines whether any form
of pay is reportable special compensation.
SECTION 9. LONGEVITY FOR SAFETY CHIEFS.
A. In an effort to maintain equality with subordinate classifications,the Fire Chief shall be eligible
for Longevity Pay as follows:
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Years of Service Monthly
Incentive
20 550.00
25 750.00
B. In an effort to maintain equality with subordinate classifications, the Police Chief shall be
eligible for Longevity Pay as follows:
Years of Service Monthly
Incentive
15 250.00
20 500.00
25 1,250.00
C. This form of pay, also referred to as"Longevity Pay", shall be reported to CalPERS as special
compensation, and is therefore compensation earnable for Classic Members pursuant to
CalPERS Regulations, Section 571(a)(1), and pensionable compensation for New Members
pursuant to CalPERS Regulations, Section 571.1(b)(l). However, it is ultimately CalPERS
who determines whether any form of pay is reportable special compensation.
SECTION 10. EDUCATIONAL INCENTIVE PROGRAM.
A. Employees covered by this Resolution, other than the Police Chief and Fire Chief, with
postgraduate degrees (i.e., Master's degree or higher) shall be eligible to receive six hundred
dollars ($600.00)per month.
B. In an effort to maintain equality with subordinate classifications, the Fire Chief shall receive
five hundred fifty dollars ($550.00)per month for a Bachelor's degree or seven hundred fifty
dollars($750.00)per month for a Master's degree.
C. In an effort to maintain equality with subordinate classifications,the Police Chief shall receive
seven hundred dollars($700.00)for a Bachelor's degree or nine hundred fifty dollars($950.00)
per month for a Master's degree.
D. This form of pay,also referred to as"Educational Pay",shall be reported to CalPERS as special
compensation, and is therefore compensation earnable for Classic Members pursuant to
CalPERS Regulations, Section 571(a)(2), and pensionable compensation for New Members
pursuant to CalPERS Regulations, Section 571.1(b)(2). However, it is ultimately CalPERS
who determines whether any form of pay is reportable special compensation.
SECTION 11. INCENTIVE PAY PLAN.
The City Manager may, for the employees covered by this Resolution, put into effect an incentive pay
plan, the terms and conditions of which shall be at the City Manager's full discretion.
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SECTION 12. PROMOTION.
When an employee is promoted to a position in a higher classification, the employee may be assigned to
the step in the new salary range which provides for at least a five percent (5.0%) increase. With the
approval of the Department Head and Human Resources Director,the employee may be placed in the step
in the new salary range as will grant the employee an increase of at least one, but not more than three
salary steps.
SECTION 13. DEMOTION.
When an employee is demoted to a position in a lower classification, the salary rate shall be fixed in the
appropriate salary range for the lower classification in accordance with the following provisions:
A. The salary rate shall be reduced by at least one(1) step.
B. The new salary rate must be within the salary range for the classification to which the employee
was demoted.
SECTION 14. REASSIGNMENT OF COMPENSATION RANGES.
Any employee who is employed in a classification which is assigned to a different pay range shall be
retained in the same salary step in the new range as the employee previously held in the prior range, and
shall retain credit for length of service in such step toward advancement to the next higher step;provided,
however:
A. That if such retention results in the advancement of more than one (1) step, the Human
Resources Director may at the time of reassignment, place the employee in a step which will
result in an increase of only one step.
B. That if the reassignment is to a lower compensation range, the F step of which is lower than
the existing rate of pay at the time of reassignment, the employee shall continue to be paid at
the existing rate of pay until such time as the position is reassigned to a compensation schedule
which will allow for further salary advancement, or until such time as the employee is
promoted to a position assigned to a higher compensation range.
C. That if the reassignment is to a lower compensation range, the F step of which is higher than
the existing rate of pay, the employee shall be placed in that step of the lower compensation
range which is equivalent to the existing rate of pay,and shall retain credit for length of service
previously acquired in such step toward advancement to the next higher step. If there is no
equivalent step, the employee shall be placed in the step which is closest to, but not less than,
the employee's current salary step.
SECTION 15. AT-WILL STATUS.
Members of Top Management serve at the pleasure of the City Manager, with the exception of those
members within the City Attorney's Office who serve at the pleasure of the City Attorney. Consideration
for advancement, reduction, demotion, termination, or reassignment shall be at the initiation of the City
Manager or City Attorney,as applicable,and in accordance with the Orange Municipal Code. In addition,
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all employees covered by this Resolution are employed at-will and serve in accordance with Title 2 of the
Orange Municipal Code.
SECTION 16. ACTING TIME PAY.
An employee shall receive acting time pay, as further defined below, at A Step of the higher class,or five
percent(5.0%)above the employee's regular salary,whichever is greater,for work performed in the higher
classification. The Department Head or the authorized designee shall assign the employee to work out of
classification but shall notify the Human Resources Director prior to the assignment.
A. Temporary Upgrade Pay. When an employee is working out of classification due to an
incumbent's approved leave of absence, said employee shall receive a Temporary Upgrade
Pay premium. Temporary Upgrade Pay, as defined by California Code of Regulations
571(a)(3), is "compensation to employees who are required by their employer or governing
board or body to work in an upgraded position/classification of limited duration."
For Classic Members,the above form of compensation shall be reported to CalPERS as special
compensation and therefore compensation earnable. However, it is ultimately CalPERS who
determines if any form of pay is reportable special compensation. However, Temporary
Upgrade Pay will not be reported to CalPERS as pensionable compensation for New Members
hired on or after January 1,2013, as defined by the Public Employees' Pension Reform Act of
2013 (PEPRA).
B. Out-of-Class Appointment. Out-of-class appointments shall only be made for positions
vacated due to voluntary resignation, promotion, demotion or termination. Government Code
Section 20480 of the Public Employees' Retirement Law (PERL) defines an "out-of-class
appointment" to mean an appointment to an upgraded position or higher classification by an
employer or governing board or body in a vacant position for a limited duration. For purposes
of this section, a"vacant position"refers to a position that is vacant during recruitment for a
permanent appointment. A vacant position does not refer to a position that is temporarily
available due to another employee's leave of absence(see"Temporary Upgrade Pay" above).
SECTION 17.ADMINISTRATIVE LEAVE.
Employees covered by this Resolution are exempt from Fair Labor Standards Act overtime provisions as
executive, administrative, and professional employees. This Resolution establishes a pay system which
provides all covered employees with sick leave and other leave which covered employees use for purposes
of public accountability. However,the City will provide paid administrative leave as follows:
A. Regular full-time employees identified in Appendix A shall accrue eighty(80)hours of
administrative leave annually for continuous service.
B. Regular full-time employees identified in Appendix B shall accrue sixty-three (63) hours of
administrative leave annually for continuous service.
C. Employees hired after January 1st of each year shall receive a prorated portion of the
administrative leave during their first calendar year of employment.
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D. The minimum charge to the employee's administrative leave account shall be one-quarter(
t/)
hour, while additional actual absence of over one-quarter (
t/) hour shall be charged to the
nearest one-half(%)hour.
E. Usage of administrative leave shall be at the convenience of the City with the approval of the
respective Department Head or City Manager.
F. All administrative leave shall accrue January 1 St of each year.
G. Annually, unused administrative leave at the end of the calendar year, and upon retiring from
City service and entering CalPERS as a retired annuitant shall be deposited in the employee's
Retirement Health Savings Plan account as described in Section 24(C).
H. Unused administrative leave upon separation for reasons other than retirement shall be
forfeited.
SECTION 18. HOLIDAYS.
Employees covered by this Resolution shall receive the following nine (9) hour paid holidays (10 hours
for employees assigned to Fire or Police Departments):
1) January 1st(New Year's Day)
2) Third Monday in January(Martin Luther King Jr. Day)
3) The third Monday in February(Presidents' Day)
4) Last Monday in May(Memorial Day)
5) July 4th(Independence Day)
6) First Monday in September(Labor Day)
7) November 11th(Veterans Day)
8) Fourth Thursday in November(Thanksgiving Day)
9) Fourth Friday in November(day after Thanksgiving)
10) December 24th(Christmas Eve), if it falls on a Monday through Thursday
11) December 25th(Christmas Day)
A. Floating Holidays. In addition to the above, employees will have credited to their paid leave
balance twenty-two and one half(22.5) floating holiday hours beginning January 1' of each
year. Employees hired after January 1 St of each year shall receive a prorated portion of the
twenty-two and one half (22.5) floating holiday hours during their first calendar year of
employment. The floating holiday hours shall be taken at the convenience of the City with the
approval of the City Manager, Department Head or a duly authorized designee. Unused
floating holiday hours at the end of the calendar year or upon separation from City service shall
be deposited in the employee's Retirement Health Savings Plan account as described in Section
24(C).
B. Holidays on Certain Days of the Week. In the event any of the above holidays, except
Christmas Eve, fall on a Sunday, the following day will be taken in lieu of the actual date on
which the holiday falls. When any of the above holidays fall on a Saturday, except Christmas
Eve, the preceding Friday will be taken in lieu of the actual date on which the holiday falls.
When any of the above holidays falls on an employee's regularly scheduled day off during the
week, except Christmas Eve, employees will be credited with nine (9) hours (ten (10) hours
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for employees assigned to the Fire and Police Departments) of holiday compensatory time.
Accumulated holiday compensatory time must be used by the employee by June 30th of the
same fiscal year in which it was accumulated. Unused holiday compensatory time shall be
paid in cash to an employee upon separation of employment.
C. Eligibility to Receive Holiday Pay. In order to be eligible to receive holiday pay, an employee
must have worked, or be deemed to have worked because of an approved absence, the
employee's regularly scheduled day before and regularly scheduled day after the holiday.
Newly hired employees are provided with and are eligible to use floating holiday and fixed
holiday hours, according to the guidelines established in this Section, and/or with approval of
the Human Resources Director.
D. Holidays During Vacation. Should the holidays listed above fall during an employee's vacation
period while an employee is lawfully absent with pay, the employee shall receive holiday pay
and no charge shall be made against the employee's accumulated vacation.
SECTION 19. VACATION.
A. Vacation Accrual. All full-time regular employees described herein accrue paid vacation in
accordance with the following schedules.
1) For Executive Management,the following schedule shall apply:
Years of Service
Vacation Flours
Years of Service
Vacation Hours
Per Year Per Year
1 144 16 208
2 149 17 212 _
3 154 18 216
4 159 19 220
5 164 20 224
6 170 21 228
7 172 22 232
8 176 23 236
9 180 24 240
10 184 25 244
11 188 26 248
12 192 27 252
13 196 28 256
14 200 29 260
15 204 30 264
2) For Senior Management, the following schedule shall apply:
Ycars of SrcN ice
Vacation Hours
Years of Service
Vacation Hours
Per Year Per Year
1 104 16 188
2 114 17 192
3 124 18 196
4 134 19 200
5 144 20 204
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6 148 21 208
7 152 22 212
8 156 23 216
9 160 24 220
10 164 25 224
11 168 26 228
12 172 27 232
13 176 28 236
14 180 29 240
15 184 30 244
B. Vacation Usage and Accumulation. Vacation shall be taken at the convenience of the City
with the approval of the Department Head. Where possible, such vacation should be taken
annually and not accumulated from year to year. Employees shall not accumulate vacation in
excess of the equivalent number of hours earned in the immediately preceding 24-month
period. Employees with less than one (1) year's continuous service shall accrue vacation but
may not use vacation until successful completion of six (6) months of active City service is
complete, except with the approval of the City Manager, or in the event of a City Hall holiday
closure, with approval of the Human Resources Director. Employees whose accumulated
vacation reaches the above-defined limit shall receive no additional vacation accrual until such
time as the accumulated vacation hours fall below the allowable limit.
C. Vacation Conversion. An employee may convert up to 50% of their current annual vacation
accrual into pay in lieu of time off with pay on an annual basis. An employee requesting such
conversion must meet the eligibility requirements as set forth in Section 19(B)and may convert
twice in a fiscal year, within the cap provisions stated above. Any exception to this provision
requires the approval of the Human Resources Director.
On or before December 15, 2025, and every December 15th thereafter, a qualified employee
who elects to cash out accrued vacation for the following year shall submit written request to
the Human Resources Department stating their irrevocable election(s).
The City shall administer the cash out twice annually,starting in June 2026 and every June and
December thereafter. The City shall make the cash outs in the second pay period in June and
December. Such cash outs shall be paid at the employee's net salary hourly rate of pay.
D. Vacation Payout Upon Termination. Employees who terminate their employment with the
City shall be paid for all accrued vacation,if any,and the prorated portion of their final accrual.
Prorated vacation shall be on the basis of one-twelfth(1/12)of the employee's annual vacation
pay for each full month of service.
SECTION 20. PART-TIME, TEMPORARY, AND SEASONAL EMPLOYEES' ELIGIBILITY
FOR FRINGE BENEFITS.
A. Definitions. Nothing contained herein shall guarantee any employee a specified number of
hours per day or days per week or weeks per year or months per year of work.
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1) Regular part-time employees shall be those employees scheduled in the budget to work
twenty (20) or more hours per week on a year-round basis (52 weeks minus approved
leave).
2) Temporary part-time employees shall be those employees scheduled in the budget to
work less than twenty (20) hours per week on a year-round basis (52 weeks minus
approved leave).
3) Seasonal employees shall be those employees who are scheduled in the budget to work
on less than a year-round basis regardless of hours worked.
B. Entitlement to Fringe Benefits Based Upon Proration of Hours. Regular part-time employees
shall receive fringe benefits in proportion to the number of hours an employee is scheduled to
work to the normal forty(40)hour week on an annual basis.
The annual schedule for all eligible part-time employees shall be the schedule which is
included in the City's approved budget or a schedule which is designated by Management at
the commencement of the employee's employment with the City. This formula of proration
shall apply to holiday pay, vacation, sick leave, flexible benefit contribution, disability
insurance contribution,money purchase retirement plan,and CalPERS retirement contribution.
Regular part-time employees may receive step increases provided they have performed two
thousand eighty(2080)hours of service.
C. Temporary and seasonal employees shall be entitled to receive no fringe benefits provided for
in the resolution or in any resolution of the City unless otherwise required by law.
SECTION 21. LEAVES OF ABSENCE.
A. Leave of Absence Without Pay. For all regular employees as described herein, the following
Leave Without Pay procedure shall apply:
1) After all available leave benefits, including vacation, administrative leave, floating
holiday, compensatory time, sick leave, and other leave benefits have been completely
used, a regular employee, not under suspension, may make written application to the
Department Head for leave without pay or benefits. No such leave will be considered
without a written application from the employee requesting leave.
2) If the Department Head and the Human Resources Director agree that such leave is
merited and in the interest of the City, leave may be granted for a period not to exceed
six (6) months following the date of expiration of all other allowable leave benefits.
The employee shall not be continued "in service" as that term is defined in this
Resolution.
3) An employee is ineligible to receive a step increase while on a leave of absence without
pay. Step increases shall be delayed by the amount of time an employee is out on leave
without pay status.
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4) No employment or fringe benefits such as sick leave, vacation, health insurance,
retirement, or any other benefits shall accrue to any employee on a leave of absence
without pay except as denoted under Section 21(I). During such leave in excess of five
5)working days, no seniority shall be accumulated.
5) Subject to and consistent with the conditions of the group health,life or disability plan,
coverage may be continued during a leave, provided direct payment of the total
premium by the employee is made through and as prescribed by the Payroll Division.
The City will pay up to six (6) months of the Flexible Benefit Plan contribution for
employees who are on long-term disability leave.
6) At the end of any approved leave, if the employee desires additional leave, written
application must be made through the Department Head to the Human Resources
Director at least ten(10) days before the end of the approved leave, stating the reasons
why the additional leave is required and why it would be in the best interests of the
City to grant such leave of absence. If such additional leave is merited and would still
preserve the best interests of the City,the Human Resources Director may approve such
extension of the leave of absence for a period up to,but not to exceed, an additional six
6)months.
7) If the employee does not return to work prior to or at the end of such leave of absence
or extension of leave of absence,the employee shall be considered as having abandoned
their employment with the City and shall be terminated.
8) An employee on leave of absence must give the City at least seven (7) days' written
notice of their intent to return to work prior to returning to work.
9) Any employee who engages in outside employment during said leave of absence
without prior notification and approval of the Human Resources Director and
Department Head may be subject to termination.
10)Any employee who falsifies the reason for the request for said leave of absence may be
terminated.
11)Such leave shall be granted on the same basis for pregnancy, childbirth, and other
medically related conditions, except that such an employee shall retain their seniority
rights.
12)Forms setting forth the benefits available or such other pertinent information shall be
maintained for distribution in the Human Resources Department.
13)The City Manager will allow an employee to take a leave of absence without pay during
a City Hall holiday closure without having to exhaust all accrued leave benefits on the
books. During said closure, employees will not see a reduction in benefits, including
no loss of eligibility for holiday pay, if Leave Without Pay hours are used during the
closure(i.e. the day after Christmas and/or working day before New Year's day.)
B. Jury Duty and Services as Witness for City. When required to serve on a jury, all employees
shall be provided with paid time off for a period of actual service required on the jury,provided
11
all jury fees paid to the individual employee, less allowed automobile expenses, are turned
over to the City. Once an employee has completed jury service, the employee must provide
the Certificate of Jury Service to the immediate supervisor to qualify for jury duty
compensation. If an employee is called as a witness on behalf of the City, the employee shall
receive their normal pay for the time spent by the employee serving as a witness for the City.
An employee shall be required to pay any witness fees that accrue to the employee for witness
service to the City as a condition of receiving normal pay while serving as a witness for the
City. Any exceptions to this provision must meet the approval of the Human Resources
Director.
C. Military Leave of Absence. If an employee is deployed or required to attend military training,
the employee shall be entitled to military leave of absence under the provisions of Federal and
State law, including Uniformed Services Employment and Re-employment Rights Act
USERRA) and the Military and Veterans' Code. Employees must provide a copy of their
military orders, and Leave and Earnings Statements (LES) if requested, to the Human
Resources Department to qualify for a military leave of absence. Any exceptions to this
provision shall be considered on a case-by-case basis, with final approval of the Human
Resources Director.
D. Sick Leave. Sick leave with pay shall be allowed, credited, and accumulated in accordance
with the following:
1) For employees working a regular forty (40) hour week, eight (8) hours of sick leave
will accrue for each month of continuous service.
2) All non-benefited employees shall receive sick leave as required by State law.
3) Sick leave will be charged at the rate of one-quarter(CA)hour for each one-quarter CA)
hour an employee is absent.
4) Employees who promote to Top Management shall have all their sick leave hours
placed into a sick leave accrual bank.
5) Any employee eligible for sick leave with pay may use such leave for the following
reasons:
a) Medical, dental, and vision appointments during work hours when authorized
by the Department Head or a duly authorized designee; and/or
b) Personal illness or physical incapacity resulting from causes beyond the
employee's control, in addition to pregnancy, childbirth, and other medically
related conditions.
6) Sick Leave Application. Sick leave may be applied only to absence caused by illness
or injury of an employee and may not extend to absence caused by illness or injury of
a member of the employee's family except as provided for in Subsection E below.
7) Sick Leave Charged. In any instance involving use of a fraction of a day's sick leave,
the minimum charged to the employee's sick leave account shall be one-quarter ('A)
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hour, while additional actual absence of over one-quarter('A) hour shall be charged to
the nearest one-half(%2)hour. Sick leave shall only be used for the purposes stated and
the Department Head shall be responsible for control of employee abuse of sick leave.
Employees may, upon prior notice and in the complete discretion of the Department
Head, be required to furnish a certificate issued by a licensed physician or nurse or
other satisfactory written evidence of any subsequent illness.
8) Sick Leave Payout Program. Unused sick leave shall be paid off according to the
following:
a) Employees with sick leave usage of zero(0.0) to twenty-seven(27.0)hours per
payroll calendar year will have the option to convert up to forty (40) hours of
their unused sick leave to vacation in the first pay period of the following
payroll calendar year.
b) Employees with sick leave usage of twenty-seven and one quarter (27.25) to
thirty-six (36.0) hours per payroll calendar year may convert up to thirty (30)
hours of unused sick leave to vacation the following year.
c) Employees must have a minimum balance of one hundred eighty (180) hours
of sick leave, combining both sick leave banks, available after conversion. In
addition, no hours will be converted to vacation if said conversion places the
employee's vacation bank over the maximum allowable accrual. Conversion
of sick leave to vacation shall occur in the first pay period of the following
payroll calendar year based upon sick leave usage during the previous payroll
calendar year.
d) Any sick leave converted to vacation shall be subject to the provisions described
in Section 19. The employee must file a sick leave payout designation form
each year, if eligible for the conversion of unused sick leave to vacation. If no
designation form is filed,the hours will automatically remain in the employee's
new sick leave accumulation account. Employees shall still be subject to the
maximum vacation accrual at any given time equivalent to 24 months' worth of
accrued hours. Any request to convert which exceeds the maximum vacation
accrual allotted shall not be converted to vacation and shall remain in the
employee's sick leave bank.
e) Upon retirement from employment with the City and entering CalPERS as a
retired annuitant, an employee with a minimum of five(5) years of continuous
service to the City shall receive pay for fifty percent (50%) of all unused sick
leave hours. The cash value of this unused sick leave payout will be deposited
into the employee's Retirement Health Savings Plan account, as described in
Section 24(C).
f) Upon separation of employment from the City for any reason, other than
retirement as noted in the preceding paragraph an employee shall receive no
pay for the first one hundred(100)hours(0 to 100 hours)of accrued sick leave,
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but shall receive twenty-five percent (25%)pay for up to the next one hundred
100) hours, (101 to 200 hours) of accrued sick leave, and fifty percent (50%)
pay of any remaining sick leave (201 to 352 hours). No pay shall be received
for any accruals higher than three hundred fifty-two (352)hours.
g) Upon the death of an employee while employed by the City, one hundred
percent (100%) of all accrued sick leave benefits up to three hundred fifty-two
352)hours shall be paid to the beneficiary of the deceased employee. Payment
will be made when proper authorization for payment is received from the estate
of the deceased employee.
E. Family Leave. In accordance with the California Family Sick Leave and Paid Sick Leave Acts,
an employee is allowed up to forty-eight(48)hours of family leave per calendar year for family
illness which shall be charged against the employee's accumulated sick leave. Family as used
in this subsection is limited to any relation by blood,marriage or adoption who is a member of
the employee's household (under the same roof); and any parent, substitute parent, parent-in-
law,spouse,registered domestic partner,child,brother,sister,grandchild or grandparent of the
employee, regardless of residence. Part-time benefited employees are allowed to use up to
one-half of their annual accrual of sick leave for family leave purposes.
F. Bereavement Leave. Regular full-time employees shall be entitled to take up to five(5) days
of paid City bereavement leave per incident. The following terms and conditions apply:
1) Bereavement leave may only be used upon the death or critical illness where death
appears to be imminent of the employee's immediate family. "Immediate family" as
used in this subsection, shall be limited to any relation by blood,marriage or adoption,
who is a member of the employee's household; and any parent, legal guardian, parent-
in-law, brother-in-law, sister-in-law, grandparent, grandchild, aunt, uncle, spouse,
registered domestic partner, child, brother, or sister of the employee regardless of
residence.
2) Days of absence due to bereavement leave shall not exceed five (5) working days per
incident and shall not be deducted from the employee's accumulated sick leave. An
employee on bereavement leave shall inform the immediate supervisor of the fact and
the reasons therefor as soon as possible. Failure to inform the immediate supervisor
within a reasonable period of time may be cause for denial of bereavement leave with
pay for the period of absence.
G. Workers' Compensation Leave for Safety Employees. For the classifications of Fire Chief and
Police Chief, salary continuance, including Labor Code Section 4850 leave, will be provided
in accordance with current State Workers' Compensation laws and regulations.
H. Workers' Compensation Leave for Non-Safety Employees. For the remaining classifications
described in Appendices A and B herein, Workers' Compensation leave shall be granted as
follows:
1) Employees who incur a work-related injury or illness will be eligible to receive
Workers' Compensation benefits according to the State of California's Division of
14
Workers' Compensation (DWC) laws and regulations and benefits provided pursuant
to this MOU.
2) Temporary Disability. A regular employee shall be granted Temporary Disability in
accordance with the current State Workers' Compensation laws and regulations. When
a regular employee is eligible to receive Temporary Disability payments, the City will
contribute additional compensation to allow the employee to receive one hundred
percent(100%)of their regular rate of pay,or provide full salary continuance, for three
hundred and sixty-five (365) calendar days. Temporary Disability in excess of three
hundred sixty-five (365) days will be provided subject to current State Workers'
Compensation laws and regulations.
3) Claims Pending Compensation Determination. When a claim is pending a
compensability decision while in a delayed or denied status,and the employee is losing
time off from work, the employee can use their own accruals (sick, vacation,
compensatory time, etc.). If the claim is accepted, the employee's accruals will be
credited based on the dates that meet the Temporary Disability criteria under the State
of California's Division of Workers' Compensation.
4) Physician Pre-Designation. Before a work-related injury, an employee may elect to
pre-designate a qualified medical provider if done in accordance with the State of
California's Division of Workers' Compensation laws and regulations.
5) Fringe Benefits. An employee receiving Temporary Disability benefits will continue
to receive the City's contribution to the employee's medical, dental, vision, other
applicable insurances. If the employee has exhausted Temporary Disability benefits,
the employee shall be responsible for paying the full premium for the employee's
medical, dental, vision, and other applicable insurances.
An employee receiving temporary disability payments in accordance with the current
State of California Division of Workers' Compensation laws and regulations may use
a prorated amount of accumulated leave(including sick leave, vacation, compensatory
time, etc.) to supplement temporary disability payments to reach the amount equal to
the employee's full regular pay until the employee's leave balances reach zero (0). At
that time,the employee would commence an unpaid leave of absence.
I. Family Care and Medical Leave (FCML). State and Federal laws require the City to provide
family and medical care leave for eligible employees. The following provisions set forth
employees' and employer's rights and obligations with respect to such leave. Rights and
obligations which are not specifically set forth below are set forth in the Department of Labor
regulations implementing the Federal Family and Medical Leave Act of 1993 (FMLA)and the
regulations of the California Fair Employment and Housing Commission implementing the
California Family Rights Act(CFRA)(Government Code Section 12945.2). Unless otherwise
provided, "Leave" under this article shall mean leave pursuant to the FMLA and CFRA. An
employee's request for leave is subject to review and final approval of the Human Resources
Director.
1) Amount of Leave. Eligible employees are entitled to a total of twelve(12)work weeks of
leave during any 12-month period. An employee's entitlement to leave for the birth or
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placement of a child for adoption or foster care expires twelve(12)months after the birth or
placement.
The twelve(12)month period for calculating leave entitlement will be a"rolling period"
measured backward from the date leave is taken and continues with each additional
leave day taken. Thus, whenever an employee requests leave, the City will look back
over the previous twelve(12)month period to determine how much leave has been used
in determining how much leave a member is entitled to.
2) Use of Other Accrued Leaves While on Leave. If an employee requests leave for any
reason permitted under the law, the employee must exhaust all accrued leaves (except
sick leave) in connection with the leave. This includes vacation, holiday, and other
compensatory accruals. If an employee requests leave for the employee's own serious
health condition, in addition to exhausting accrued leave, the employee must also
exhaust sick leave. The exhaustion of accrued leave will run concurrently with the
Family Care and Medical Leave.
3) Required Forms. Employees must fill out required forms, available in the Human
Resources Department, including: Request for Family or Medical Leave; Medical
Certification; Authorization for Payroll Deductions for benefit plan coverages (if
applicable); and Fitness-for-Duty to return from leave.
SECTION 22. HEALTH INSURANCE.
The City contracts with CalPERS to make available those health insurance benefits provided under the
Public Employees' Medical and Hospital Care Act(PEMHCA).
A. Retired Annuitant. The City shall contribute toward the payment of premiums under the
CalPERS Health Benefits Plan to each eligible retired annuitant of CalPERS to the extent
required by law,which is one hundred fifty-eight dollars($158.00)per month effective January
1, 2025, or one hundred sixty-two dollars ($162.00) per month effective January 1, 2026.
contribution shall be adjusted annually on January 1'to the amount set by the CalPERS Board
of Administration.
B. Flexible Benefits Plan. The City shall provide a Section 125 Flexible Benefits Plan for active
full-time and part-time eligible employees and pay the following monthly amounts to provide
funds for optional health plans, dental plans, vision plans, health care reimbursement,
dependent care,or cash as established by the Internal Revenue Service. The following amounts
include the minimum amount required under PEMCHA, which is one hundred fifty-eight
dollars ($158.00)per month($162.00 for 2026). This contribution shall be adjusted annually
on January 1st to the amount set by the CalPERS Board of Administration.
Effcctke I)atc Evccutkc Senior
NIanage own t Management
January 1, 2025 2,440.00 2,130.00
January 1, 2026 2,540.00 2,230.00
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C. Any amount in excess of the amount designated in Section 22B necessary to maintain benefits
under any benefits plan selected by the employee shall be borne by the employee.
D. An employee cannot be enrolled in the CalPERS Health Benefits Plan if a spouse is enrolled
in the City or enrolled in an agency with CalPERS health,unless the employee(or the spouse)
is enrolled without being covered as a family member. Additionally,an employee may choose
not to be enrolled in the Health Benefits Plan. If an employee chooses not to be enrolled in the
health plan, the employee must provide proof, as determined by the Human Resources
Director,that comparable medical insurance is in full force and effect. Based on determination
that insurance is in full force and effect,eligible employees shall receive the amount designated
below.
1) Employees who were members of Top Management on or before December 31, 2020,
OR have a hire date prior to July 1, 2019 (with the exception of the Police Chief and
Fire Chief), shall receive indefinitely a capped fixed amount towards the Flexible
Benefit Plan as follows: Executive Management shall receive two thousand two
hundred sixty five dollars($2,265.00)per month,and members of Senior Management
shall receive one thousand nine hundred fifty five dollars ($1,955.00)per month.
2) Employees in the classifications of Police Chief or Fire Chief with a hire date prior to
March 29, 2020, shall receive indefinitely a capped fixed amount of two thousand two
hundred sixty-five dollars ($2,265.00)per month towards the Flexible Benefit Plan.
3) For employees that do not meet the criteria of paragraphs 1 or 2 above, Executive
Management shall receive seven hundred fifty dollars ($750.00) per month, and
members of Senior Management shall receive five hundred dollars ($500.00) per
month.
In the event an employee loses group medical insurance (with documentation), the employee
must enroll in the CalPERS Health Benefits Plan pursuant to their rules and regulations.
Failure to do so within sixty (60) days of losing group medical insurance shall result in the
City seeking reimbursement of monthly waiver amounts paid to the employee.
SECTION 23. OTHER INSURANCES.
A. Life Insurance.
1) For Executive Management, the City shall contribute the full premium towards a two
hundred thousand dollar($200,000.00)life insurance benefit.
2) For Senior Management, the City shall contribute the full premium towards a one
hundred thousand dollar($100,000.00) life insurance benefit.
B. Disability Insurance. The City shall provide a long-term disability plan with a long-term
disability benefit of two-thirds of salary, after a sixty (60) day elimination period, to a
maximum of twelve thousand dollar($12,000.00)per month for Executive Management, and
a maximum of ten thousand dollar($10,000.00)per month for Senior Management.
17
C. Medicare Insurance. The City shall pay for the employee's portion of the contribution for
Medicare coverage for all employees hired after March 31, 1986.
SECTION 24. RETIREMENT.
A. The City participates in the California Public Employees' Retirement System(CalPERS). This
participation shall include,but is not limited to,the following retirement benefits:
1) Miscellaneous Retirement Formula—New Members. Miscellaneous employees who
are New Members of CalPERS as defined by California Government Code Section
7522.04(f) are subject to the 2%@ age 62 retirement formula as set forth in California
Government Code Section 7522.20. These New Members are subject to the three (3)
year final compensation measurement period as set forth in California Government
Code Section 7522.32. These New Members shall contribute half of normal cost of
retirement as determined by CalPERS from their pensionable compensation, on a pre-
tax basis, as set forth in California Government Code Section 7522.30. In all other
respects, New Members shall be subject to the terms and requirements of Public
Employees' Pension Reform Act(PEPRA).
2) Miscellaneous Retirement Formula—Classic Members. Miscellaneous employees who
are not defined as New Members as outlined in Subsection 1 above are defined as
Classic Members of CalPERS and are subject to the 2.7%@ age 55 retirement formula
as set forth in Section 21354.5 of the California Government Code. These Classic
Members are subject to the one (1) year final compensation measurement period set
forth in California Government Code Section 20042. These Classic Members shall
contribute 8%of their compensation earnable, on a pre-tax basis.
3) Safety Retirement Formula—New Members. Safety employees who are New Members
of CalPERS as defined by California Government Code Section 7522.04(f)are subject
to the 2.7% @ age 57 retirement formula as set forth in California Government Code
Section 7522.25(d). These New Members are subject to the three (3) year final
compensation measurement period set forth in California Government Code Section
7522.32. These New Members shall contribute half of normal cost of retirement as
determined by CalPERS from their pensionable compensation, on a pre-tax basis, as
set forth in California Government Code Section 7522.30(c). In all other respects,New
Members shall be subject to the terms and requirements of PEPRA.
4) Safety Retirement Formula—Classic Members. Safety employees who are not defined
as New Members as outlined in Subsection 3 above are defined as Classic Members of
CalPERS and are subject to the 3%@ age 50 retirement formula as set forth in Section
21362.2 of the California Government Code. These Classic Members are subject to
the one (1) year final compensation measurement period as set forth in California
Government Code Section 20042. These Classic Members shall contribute 9%of their
compensation earnable, on a pre-tax basis.
5) 1959 CalPERS Survivor Benefit. The City provides the 1959 CalPERS Survivor
Benefit at the Fourth Level Option (California Government Code Section 21574) for
all covered employees. Employees shall pay their two dollar ($2.00) monthly
contribution through payroll deduction. The City shall pay the employer portion
18
subject to the following limit: in the event the employer portion exceeds six dollars
6.00)monthly,employees shall pay any portion of the employer portion that exceeds
six dollars ($6.00)monthly.
B. Money Purchase Retirement Plan. The City provides a Money Purchase Retirement Plan for
employees covered by this Resolution. The City shall contribute an amount equal to three
percent(3.0%) of the employees'base salary as shown in Appendices A and B toward an IRS
Section 401(a) account. In lieu of this City provided benefit, the employee may elect to have
added to the employee's base salary an additional three percent (3.0%), however this three
percent(3.0%)is not reported to CalPERS as pensionable compensation. This election can be
made only upon initial employment and is irrevocable.
C. Retirement Health Savings Plan. Effective October 1, 2002, the City Council approved a
Retirement Health Savings Plan for employees covered by this Resolution. Effective January
1, 2008, all Top Management employees are required to participate in the plan by making the
following tax-deferred contributions to the plan:
1) The cash value of the employee's unused floating holiday hours at the end of each
calendar year or upon separation from City service;
2) The cash value of the employee's unused administrative leave balance at the end of
each calendar year or upon retirement from City service and entering CalPERS as a
retired annuitant; and
3) The full cash value of the employee's unused sick leave payout upon retirement from
City service (i.e., 50% of all unused sick leave hours for qualified employees) and
entering CalPERS as a retired annuitant.
SECTION 25. OTHER FRINGE BENEFITS.
A. Wellness Program. Senior Management employees may receive up to five hundred fifty
dollars($550.00)per fiscal year, and Executive Management may receive up to eight hundred
fifty dollars($850.00),towards reimbursement for items 1,2, 3, and/or 4 below. Requests for
the items below must be approved,prior to purchase or participation,by the Human Resources
Director.
1) Membership in a health/fitness club.
2) Participation in a weight loss/smoking cessation/wellness/fitness program.
3) Fitness equipment(home gym equipment).
4) An annual medical examination/scan where the content and extent of the examination
of each individual shall be determined by the physician in charge and shall be tailored
to the individual's particular needs.
The City will not reimburse employees for any of the above listed activities for
family/dependent health related expenses. Employees with a future separation date on file are
ineligible for this benefit.
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B. Educational Assistance&Professional Development. Educational assistance and Professional
Development payments to an employee shall not exceed one thousand five hundred dollars
1,500.00) in any one fiscal year and the employee must still be employed by the City when
the course or activity is completed. Participation and/or purchase must be approved in advance
by the Department Head and the Human Resources Director. Employees with a future
separation date on file are ineligible for this benefit.
The City will reimburse employees for the cost of tuition, textbooks, parking fees, and health
fees required for approved community college and college courses, as well as job-required
licensing, testing, renewal, and registration fees. An approved course is one designated to
directly improve the knowledge of the employee relative to their specific job, and must be
approved by the Department Head and the Human Resources Director prior to registration.
Full reimbursement up to the amount specified below will be provided based upon completion
of the approved course(s) with a final grade of C or better.
The City will also reimburse employees for the cost of activities which aid in their professional
development. Reimbursable activities include the following:
1) Attendance at job-related professional conferences and seminars;
2) Payment of membership dues in community and professional organizations; and
3) Purchase of job-related professional journals, books, and other written materials which
further their knowledge and improve their effectiveness in their duties.
The above reimbursable activities are intended to recognize and encourage staff to pursue
educational and public relations-oriented activities beyond those normally budgeted for them
by their departments and in which they are directed to participate. Approved activities are those
which may be expected to further their knowledge of their jobs and the Orange community and
which contribute to their improved effectiveness.
Individual departments may continue to budget funds for staff attendance at professional
conferences and seminars, for payment of professional membership dues, and for the purchase
of books,journals, and related written materials which enhance the staffs knowledge.
C. Uniforms. The City shall pay and report to CalPERS the following values for uniform expenses:
one thousand dollars($1,000.00)per year for the Fire Chief and Police Chief. This form of pay,
also referred to as"Uniform Allowance",shall be reported to CalPERS as special compensation,
and is therefore compensation earnable for Classic Members pursuant to CalPERS Regulations,
Section 571(a)(5). This uniform expenditure will not be reported to CalPERS as pensionable
compensation for New Members hired on or after January 1, 2013, as defined by PEPRA.
D. Rideshare Incentive Program. An employee may receive thirty dollars ($30.00)per month and
eight (8) hours compensatory time every six (6) months for carpooling, using public
transportation, biking, walking, or other approved modes of transportation to and from the
work-site. To qualify for these incentives, an employee must use one of the above forms of
transportation seventy percent(70%)of commuting time. This thirty dollar($30.00)per month
compensation is not pension reportable pursuant to CalPERS Regulations.
20
E. Technology Stipend. In lieu of being provided a City-issued cell phone pursuant to Section
1.63 of the City's Administrative Policy Manual, designated employees shall receive fifty
dollars ($50.00) per month as reimbursement for any and all cost related to the purchase and
use of a cell phone for City-related business. For purposes of this section,designated employees
are those that the Department Head have determined are required to carry cell phones so that
they may be contacted when they are away from their office phone or computer. This fifty
dollar ($50.00) per month compensation is not pension reportable pursuant to CalPERS
Regulations.
SECTION 26. DIRECT DEPOSIT.
All employees must participate in the City's direct deposit paycheck program.
SECTION 27. TRAVEL EXPENSE ALLOWED.
A. Mileage Reimbursement. Expense claims for the use of private automobiles must be
authorized by the Department Head, and submitted to the Accounts Payable Division of the
Finance Department for reimbursement. Such use, where mileage is reimbursed, will be
reimbursed at the rate per mile allowed under the current IRS regulations.
B. Out-of-City Travel. If the estimated expense of contemplated travel outside of the City is too
great to expect the employee to finance the trip and be reimbursed upon the employee's return,
the City Manager may authorize advance payment of the estimated amount of the travel
expense to the employee.
C. Economy class airfare will be considered standard for out-of-town travel.
D. Use of personal cars for out-of-City trips, within the State, may be approved by the City
Manager when use of commercial transportation is not available or practical. If an employee
prefers to use a personal car,the employee may be reimbursed mileage expenses as long as the
expenses do not exceed the amount of the cost of the commercial transportation.
E. Transportation and Expense Charges. Expenses for air, rail, or public transportation will be
allowed whenever such transportation is necessary for conduct of City business. In addition,
the following expenses and charges will be allowed, whenever necessary, for the conduct of
City business.
1) Expenses will be allowed for adequate lodging. Hotel accommodations shall be
appropriate to the purpose of the trip and must be approved by the Department Head.
2) Telephone charges will be allowed for official calls.
3) Expenses for meals will be reimbursed according to Administrative Policy 4.13.
SECTION 28. GRIEVANCE PROCEDURE.
Any employee covered by this Resolution who wishes to file a grievance should follow the procedures
outlined in the City's Employee Handbook.
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SECTION 29. EFFECTIVE DATES.
This Resolution and Appendices hereto shall be effective as of July 1,2025 and shall continue in full force
and effect until June 30, 2026 unless otherwise amended.
Remainder ofpage intentionally left blank]
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APPENDIX A
EXECUTIVE MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE AUGUST 25,2024
3.0% Cost of Living Adjustment
CLASSIFICATION TITLE RANGE
STEP STEP STEP STEP STEP STEP
A B C D E F
Administrative Services Director 754 15325 16109 16928 17793 18700 19653
Assistant City Manager 763 16030 16849 17706 18610 19560 20557
City Clerk Services Director 658 9494 9980 10487 11022 11585 12175
Community Development Director 744 14579 15325 16104 16927 17790 18697
Community Services Director 739 14220 14947 15707 16510 17352 18236
Finance Director 744 14579 15325 16104 16927 17790 18697
Fire Chief 769 16517 17362 18245 19177 20155 21182
Human Resources Director 739 14220 14947 15707 16510 17352 18236
Library Services Director 709 12244 12870 13524 14215 14940 15702
Police Chief 790 18344 19282 20262 21297 22383 23524
Public Works Director 744 14579 15325 16104 16927 17790 18697
EFFECTIVE JUNE 29,2025
2.0% Across the Board Salary Increase
CLASSIFICATION TITLE RANGE
STEP STEP STEP STEP STEP STEP
A B C D E F
Administrative Services Director 758 15635 16434 17269 18152 19077 20050
Assistant City Manager 767 16353 17189 18063 18986 19954 20971
City Clerk Services Director 662 9685 10181 10698 11244 11818 12420
Community Development Director 748 14873 15634 16428 17268 18148 19073
Community Services Director 743 14507 15249 16024 16842 17701 18604
Finance Director 748 14873 15634 16428 17268 18148 19073
Fire Chief 773 16851 17712 18613 19563 20561 21609
Human Resources Director 743 14507 15249 16024 16842 17701 18604
Library Services Director 713 12491 13129 13797 14502 15241 16018
Police Chief 794 18714 19671 20671 21726 22835 23999
Public Works Director 748 14873 15634 16428 17268 18148 19073
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APPENDIX B
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE AUGUST 25,2024
3.0% Cost of Living Adjustment
CLASSIFICATION TITLE RANGE
STEP STEP STEP STEP STEP STEP
A B C D E F
Accounting Manager 648 9032 9495 9977 10486 11022 11583
Administrative Analyst I 568 6061 6370 6695 7036 7395 7772
Administrative Analyst II 588 6696 7039 7397 7774 8171 8588
Administrative Manager 638 8593 9033 9491 9976 10485 11020
Assistant City Attorney I 694 11362 11942 12550 13191 13863 14570
Assistant City Attorney II 704 11943 12553 13191 13865 14572 15315
Assistant Community Devel.Director 702 11824 12429 13060 13728 14428 15163
Assistant Community Services Director 689 11082 11648 12240 12866 13522 14211
Assistant Field Services Manager 669 10030 10542 11078 11644 12239 12862
Assistant Finance Director 689 11082 11648 12240 12866 13522 14211
Assistant Human Resources Director 689 11082 11648 12240 12866 13522 14211
Assistant Library Services Director 648 9032 9495 9977 10486 11022 11583
Assistant Public Works Director 714 12553 13195 13866 14574 15318 16098
Assistant to the City Manager 638 8593 9033 9491 9976 10485 11020
Assistant Water Manager 669 10030 10542 11078 11644 12239 12862
Budget Manager 638 8593 9033 9491 9976 10485 11020
Budget Officer 628 8175 8593 9029 9491 9975 10483
Building and Safety Manager 669 10030 10542 11078 11644 12239 12862
Chief Building Official 689 11082 11648 12240 12866 13522 14211
Crime Analyst 586 6630 6969 7324 7697 8090 8503
Deputy City Clerk 590 6764 7109 7470 7852 8253 8673
Deputy City Manager 702 11824 12429 13060 13728 14428 15163
Deputy Public Works Director 704 11943 12553 13191 13865 14572 15315
Economic Development Manager 689 11082 11648 12240 12866 13522 14211
Economic Development Project Manager 638 8593 9033 9491 9976 10485 11020
Emergency Manager 653 9261 9734 10229 10751 11300 11875
Employee Benefits Analyst 581 6467 6796 7144 7508 7890 8293
Executive Assistant 535 5141 5403 5679 5969 6273 6593
Executive Assistant to the Chief 555 5680 5970 6274 6595 6930 7284
Field Services Manager 689 11082 11648 12240 12866 13522 14211
Finance Manager 620 7856 8257 8676 9119 9585 10074
Financial Analyst 592 6831 7181 7545 7931 8336 8760
Housing Manager 638 8593 9033 9491 9976 10485 11020
24
APPENDIX B (CONTINUED)
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE AUGUST 25, 2024
3.0% Cost of Living Adjustment
STEP STEP STEP ST
CLASSIFICATION TITLE RANGE
A
Human Resources Analyst I 573 6214 6530 6864 7214 7582 7969
Human Resources Analyst II 600 7110 7473 7853 8254 8675 9116
Human Resources Manager 669 10030 10542 11078 11644 12239 12862
Information Technology Manager 689 11082 11648 12240 12866 13522 14211
Information Technology Project Manager 669 10030 10542 11078 11644 12239 12862
Intergovernmental&Comm Affairs Mgr 680 10595 11137 11703 12301 12928 13587
Internal Audit Manager 638 8593 9033 9491 9976 10485 11020
Investment/Revenue Officer 608 7399 7778 8172 8590 9028 9488
Manager of Trans Svcs/City Traffic Eng 689 11082 11648 12240 12866 13522 14211
Network/Security Analyst 619 7817 8216 8633 9074 9538 10023
Parks and Facilities Manager 669 10030 10542 11078 11644 12239 12862
Payroll Manager 638 8593 9033 9491 9976 10485 11020
Planning Manager 689 11082 11648 12240 12866 13522 14211
Principal Civil Engineer 669 10030 10542 11078 11644 12239 12862
Principal Planner 658 9494 9980 10487 11022 11585 12175
Public Affairs&Information Manager 638 8593 9033 9491 9976 10485 11020
Public Works Administrator 638 8593 9033 9491 9976 10485 11020
Purchasing Officer 620 7856 8257 8676 9119 9585 10074
Recreation Services Manager 659 9541 10030 10539 11077 11643 12236
Risk Management Analyst 571 6152 6466 6795 7143 7507 7889
Risk Manager 673 10232 10755 11302 11879 12485 13121
Senior Administrative Analyst 618 7778 8175 8590 9029 9490 9974
Senior Assistant City Attorney 724 13195 13870 14575 15320 16101 16922
Senior Assistant to the City Manager 669 10030 10542 11078 11644 12239 12862
Senior Econ Development Project Mgr 664 9782 10283 10806 11357 11937 12545
Senior Executive Assistant to the City 585 6597 6934 7287 7659 8050 8461
Council and the City Manager
Senior Housing Manager 664 9782 10283 10806 11357 11937 12545
Senior Human Resources Analyst 630 8257 8679 9120 9586 10075 10588
Senior Library Manager 628 8175 8593 9029 9491 9975 10483
Systems Analyst 619 7817 8216 8633 9074 9538 10023
Water Manager 689 11082 11648 12240 12866 13522 14211
25
APPENDIX B (CONTINUED)
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE JUNE 29,2025
2.0%Across the Board Salary Increase
CLASSIFICATION TITLE RANGE
STEP STEP STEP STEP STEP STEP
A B C D E F
Accounting Manager 652 9214 9686 10178 10697 11244 11816
Administrative Analyst I 572 6183 6498 6830 7178 7544 7929
Administrative Analyst II 592 6831 7181 7545 7931 8336 8760
Administrative Manager 642 8766 9215 9682 10177 10696 11242
Assistant City Attorney I 698 11590 12183 12802 13456 14143 14864
Assistant City Attorney II 708 12183 12806 13457 14145 14866 15624
Assistant Community Devel.Director 706 12062 12679 13324 14004 14718 15469
Assistant Community Services Director 693 11305 11883 12487 13125 13794 14498
Assistant Field Services Manager 673 10232 10755 11302 11879 12485 13121
Assistant Finance Director 693 11305 11883 12487 13125 13794 14498
Assistant Human Resources Director 693 11305 11883 12487 13125 13794 14498
Assistant Library Services Director 652 9214 9686 10178 10697 11244 11816
Assistant Public Works Director 718 12806 13461 14145 14868 15626 16423
Assistant to the City Manager 642 8766 9215 9682 10177 10696 11242
Assistant Water Manager 673 10232 10755 11302 11879 12485 13121
Budget Manager 642 8766 9215 9682 10177 10696 11242
Budget Officer 632 8340 8766 9211 9682 10176 10694
Building and Safety Manager 673 10232 10755 11302 11879 12485 13121
Chief Building Official 693 11305 11883 12487 13125 13794 14498
Crime Analyst 590 6764 7109 7470 7852 8253 8673
Deputy City Clerk 594 6900 7253 7621 8010 8419 8848
Deputy City Manager 706 12062 12679 13324 14004 14718 15469
Deputy Public Works Director 708 12183 12806 13457 14145 14866 15624
Economic Development Manager 693 11305 11883 12487 13125 13794 14498
Economic Development Project Manager 642 8766 9215 9682 10177 10696 11242
Emergency Manager 657 9448 9930 10435 10968 11528 12114
Employee Benefits Analyst 585 6597 6934 7287 7659 8050 8461
Executive Assistant 539 5245 5512 5794 6089 6400 6725
Executive Assistant to the Chief 559 5795 6090 6401 6727 7070 7431
Field Services Manager 693 11305 11883 12487 13125 13794 14498
Finance Manager 624 8014 8423 8851 9303 9779 10276
Financial Analyst 596 6969 7325 7697 8091 8504 8937
Housing Manager 642 8766 9215 9682 10177 10696 11242
26
APPENDIX B (CONTINUED)
SENIOR MANAGEMENT
MONTHLY SALARY RANGES
EFFECTIVE JUNE 29,2025
2.0%Across the Board Salary Increase
CLASSIFICATION TITLE RANGE
STEP STEP STEP STEP STEP STEP
A B C D E
Human Resources Analyst I 577 6339 6663 7002 7359 7735 8129
Human Resources Analyst II 604 7253 7624 8011 8420 8850 9300
Human Resources Manager 673 10232 10755 11302 11879 12485 13121
Information Technology Manager 693 11305 11883 12487 13125 13794 14498
Information Technology Project Manager 673 10232 10755 11302 11879 12485 13121
Intergovernmental&Comm Affairs Mgr 684 10809 11361 11939 12549 13189 13861
Internal Audit Manager 642 8766 9215 9682 10177 10696 11242
Investment/Revenue Officer 612 7548 7934 8337 8763 9210 9679
Manager of Trans Svcs/City Traffic Eng 693 11305 11883 12487 13125 13794 14498
Network/Security Analyst 623 7974 8381 8807 9257 9730 10225
Parks and Facilities Manager 673 10232 10755 11302 11879 12485 13121
Payroll Manager 642 8766 9215 9682 10177 10696 11242
Planning Manager 693 11305 11883 12487 13125 13794 14498
Principal Civil Engineer 673 10232 10755 11302 11879 12485 13121
Principal Planner 662 9685 10181 10698 11244 11818 12420
Public Affairs&Information Manager 642 8766 9215 9682 10177 10696 11242
Public Works Administrator 642 8766 9215 9682 10177 10696 11242
Purchasing Officer 624 8014 8423 8851 9303 9779 10276
Recreation Services Manager 663 9734 10232 10752 11300 11878 12482
Risk Management Analyst 575 6276 6596 6933 7286 7658 8049
Risk Manager 677 10438 10972 11529 12118 12736 13386
Senior Administrative Analyst 622 7934 8340 8763 9211 9681 10174
Senior Assistant City Attorney 728 13461 14149 14869 15628 16425 17263
Senior Assistant to the City Manager 673 10232 10755 11302 11879 12485 13121
Senior Econ Development Project Mgr 668 9980 10490 11023 11586 12178 12798
Senior Executive Assistant to the City 589 6730 7074 7433 7813 8212 8630
Council and the City Manager
Senior Housing Manager 668 9980 10490 11023 11586 12178 12798
Senior Human Resources Analyst 634 8423 8854 9304 9779 10278 10802
Senior Library Manager 632 8340 8766 9211 9682 10176 10694
Systems Analyst 623 7974 8381 8807 9257 9730 10225
Water Manager 693 11305 11883 12487 13125 13794 14498
27