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07.01 Executive Directors Top Management i � i � � COU NCI L LATE AGEN DA ITEMS � � � �, � , � Council Meeting � � ' July 9, 2019 � CITY OF ORANGE City Clerk Department Memo - Hot File To: Honorable Mayor and Members of the City Council From: Robert Zorriado, Chief Clerk � Through: Rick Otto, City Manager f� Date: July 9, 2019 Re: Agenda Item 7.1, Executive directors and top management employees classification compensation and terms of employment. Resolution No. 11175 The original staff report and resolution indicated that Resolution No. 11175 was repealing Resolution No. 11147. That Resolution only added the IT group to the City schedule and was not a full update of the terms for the group. The last full Resolution updating the Top management group was Resolution No. 11104. Attached is Resolution No. 11175 which now indicates: Repealing Resolution No. 11104 and all amendments thereto. � �� Printed on recycled paper RESOI�UTIpN N0. 11175 A RESOLUTION OF THE CITY �OUNCIL OF THE CITY OF ORANGE RELATING TO THE GI,�ASSIFICATION, COMPENSATION, AND TERMS OF �MPLOYMENT OF EXECUTIVE DIRECTORS AND TOP MANAGEMENT EMPLOYEES,AND REPEALING RESOL�JTION N0. 11104 AND ALL AMENDMENT'S THERETO. WHEREAS,the employees covered by this Resolution constitute management personnel; and WHEREAS, the City Council has consulted with the City Manager concerning the proposed employment terms contained herein; and WHEREAS,the City Council has determined that this Resolution shall set forth the wages,hours, and conditions of employment for the period of July 1, 2019 through June 30,2020 for those management employees covered herein; NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Orange hereby adopts the wages, hours, and conditions of employment for the period of July l, 2019 through June 30, 2020 for Executive Directors and Top Management Employees contained in Exhibit"A",as fully set forth herein. ADOPTED this 9th day of July 2019. Mark A. Murphy, Mayor of the City of Orange ATTEST: Pamela Coleman, City Clerk of the 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 9th day of July 2019 by the following vote: AYES: COUNCIL MEMBERS: NOES: COUNCIL MEMBERS: ABSENT: COUNCIL MEMBERS: ABSTAINED: COUNCIL MEMBERS: Pamela Coleman, City Clerk of the City of Orange � �i� �� Exhibit "A" TOP MANAGEMENT RESOLUTION JULY 1, 2019 THROUGH JUNE 3 0, 2020 TABLE OF CONTENTS Section No. Section Title Page No. 1 Basic Compensation Plan 3 2 Salary and Wage Schedule 3 3 Administration of Basic Compensation Plan 3 4 Beginning Rates 3 5 Service 3 6 Advancement within Schedule 4 Merit Advancement, Special Merit Advancement 7 Reduction in Salary Steps 4 8 Bilingual Assignment 4 g Longevity for Safety Chiefs 5 10 Educational Incentive Program 5 11 Incentive Pay Plan 6 12 Promotion 6 13 Demotion 6 14 Reassignment of Compensation Ranges 6 15 At-Will Status 6 16 City Manager and City Attorney 7 17 Administrative Leave 7 18 Holidays 7 Floating Holidays,Holidays on Certain Days of the Week, Eligibility to Receive Holiday Pay,Holiday During Vacation 19 Vacation g Vacation Accrual,Vacation Usage and Accumulation,Vacation Conversion,Vacation Pay-Out Upon Termination 1 Section No. Section Title Pa�e No• —_--r--� 20 Part-Time, Temporary, and Seasonal Employees Eligbility for Fringe Benefits 10 Definitions,Entitlement to Fringe Benefits Based Upon Proration of Hours 21 Leaves of Absence 11 Leaves of Absence without Pay,Jury Duty and Services as Witness for City,Military Leave of Absence, Sick Leave, Family Leave,Bereavement Leave,Workers' Compensation Leave for Safety Employees,Workers' Compensation Leave for Non-Safety Employees,Family Care and Medical Leave(FCML) 22 Health Insurance 1� 23 Other Insurances 1 g Life Insurance,Disability Insurance,Medicare Insurance 24 Retirement 1 g Public Employees' Retirement System(PERS),Money Purchase Retirement Plan,Retirement Health Savings Plan 25 Other Fringe Benefits 20 Medical Maintenance Examination Program,Educational Assistance,Uniforms,Rideshare Incentive Program, Technology Stipend 26 Direct Deposit 21 � 27 Travel Expense Allowed 22 Mileage Reimbursement,Out-of-City Travel,Transportation And Expense Charges 28 Grievances 22 29 Effective Dates 22 APPENDIX"A" Executive Management Monthly Salary Ranges 23 APPENDIX"B" Senior Management Monthly Salary Ranges 24 2 SECTION 1. BASIC COMPENSATION PLAN. There is hereby established a basic compensation plan for all executive directors and top 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 attachments. Whenever the masculine gender is used in this Resolution, it shall be understood to include the feminine gender. Whenever the term "department head" is used, it shall be understood to include the City Manager when the personnel action affects a department head. 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 steps or rates of pay in each range. The City Manager reserves the right to grant an additional salary increase of up to 5.0% for any classifications described herein in Appendices "A" or "B". Any such increases shall not exceed a total cost of 1% of payroll for Top Management employees. 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 Section 5 and 6. 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 12 divided by 2080 annual hours. In determining the hourly rate, compensation shall be calculated to the nearest one-half(%2) cent. Part-time employees who are scheduled to work an average of at least 20 hours per week on a year-round basis may be considered for advancement to the next higher step upon completion of 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 he 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 Step "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 30 days by reason of resignation or discharge shall serve to eliminate the accumulated length of service time of such employee for the purpose of this Resolution. Such employee re-entering the service of the City shall be considered as a new employee, except that he may, at the discretion of the City, be re-employed within one year and placed in the same salary step in the appropriate compensation range as he was at the time of the termination of employment. 3 SECTION 6. ADVANCEMENT WITHIN SCHEDULE. The following regulations shall govern salary advancements within ranges: A. Merit Advancement. An employee may be considered for advancement through the applicable salary range upon completion of the minimum length of service. 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 his 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 recommending the granting or denial of the merit increase and supporting such recommendation with specific reasons therefore. Disapproval from the Human Resources Director, together with the reasons therefore, shall be returned to the department head. 2) The recommendation of the department head and the approval of the Human Resources Director shall be forwarded to the Payroll Division of Finance for change of payroll status. 3) Advancements through the pay ranges Step "A" through Step "F", shall occur, if granted, in yearly increments. 4) A lapse of service of 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 his 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 and effect 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 or more steps upon the recommendation of the department head 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. Employees on bilingual assignment shall receive an additional $140.00 per month, per employee, in addition to their regular monthly salary,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. This form of special compensation, also 4 referred to as "Bilingual Premium", shall continue to be reported to Ca1PERS as special compensation, and therefore compensation earnable pursuant to California Public Employees' Retirement System Regulations, Section 571(a)(4). SECTION 9. LONGEVITY FOR SAFETY CHIEFS. A. The Fire Chief shall be eligible for Longevity Pay as defined in Article III, Section 3.13 of the Memorandum of Understanding between the City and the City of Orange Fire Management Association (the "Fire Management MOU"). Effective June 23, 2019, the Fire Management MOU provides the following incentive for Longevity Pay: � 15 $200.00 20 $400.00 25 $600.00 B. The Police Chief shall be eligible for Longevity Pay as defined in Article X, Section 5 of the Memorandum of Understanding between the City and the City of Orange Police Management Association (the "Police Management MOU"). Effective June 23, 2019, the Police Management MOU provides the following values for Longevity Pay: 15 $150.00 20 $300.00 25 $500.00 C. This form of compensation, also referred to as"Longevity Pay", shall be reported to Ca1PERS as special compensation and therefore compensation earnable pursuant to California Public Employees' Retirement System(PERS)Regulations, Section 571(a)(1). 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 $500.00 per month. B. In order to maintain consistency with Article VII, Section 7.2 of the Fire Management MOU, the Fire Chief shall receive $400.00 per month for a Bachelor's degree or $600.00 per month for a Master's degree. C. In order to maintain consistency with Article Article XI, Section 1 of the Police Management MOU,the Police Chief shall receive$700.00 for a Bachelor's degree or$950.00 per month for a Master's degree. 5 D. This forrn of compensation, also referred to as "Educational Incentive", shall be reported to Ca1PERS as special compensation and therefore compensation earnable pursuant to California Public Employees' Retirement System (PERS)Regulations, Section 571(a)(2). 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 his full discretion. SECTION 12. PROMOTION. When an employee is promoted to a position in a higher classification, he may be assigned to the step in the new salary range which provides for at least a five percent (5%) 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 him 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, his 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 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 he has 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 step, the Human Resources Director may, at his discretion, 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, his current salary step. SECTION 15. AT-WILL STATUS. Department heads and the Assistant City Manager, other than the City Attorney, serve at the pleasure of the City Manager, and consideration for advancement, reduction, demotion, termination, or reassignment shall be at the initiation of the City Manager and in accordance 6 with the Orange Municipal Code. In addition, all employees covered by the Resolution are employed at- will and serve in accordance with Title 2 of the Orange Municipal Code. SECTION 16. CITY MANAGER AND CITY ATTORNEY. Except as amended by a written instrument formally approved by the City Council,the compensation and terms of employment of the City Manager and City Attorney shall be as set forth herein. 5ECTION 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 80 hours of administrative leave annually for continuous service; B. Regular full-time employees identified in Appendix "B" shall accrue 63 hours of administrative leave annually for continuous service; C. Employees hired after January lst of each year shall receive a prorated portion of the administrative leave during their first calendar year of employment; D. The minimum charge to the employee's administrative leave account shall be one-quarter (%a) hour, while additional actual absence of over one-quarter (1/a) hour shall be charged to the nearest one-half(%z) 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 be accrued at the beginning of the pay period which includes January lst of each year; G. Unused administrative leave at the end of the calendar year and upon retiring from City service and entering the Public Employees' Retirement System shall be deposited in the employee's Retirement Health Savings Plan account as described in Section 24C; and 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 paid nine(9)-hour holidays, except as provided in#9: 1) January 1 St(New Year's Day) 2) The third Monday in February (President's Day) 3) Last Monday in May(Memorial Day) 4) July 4th (Independence Day) 5) First Monday in September(Labor Day) 6) November l lth (Veteran's Day) 7 7) Fourth Thursday in November(Thanksgiving Day) 8) Fourth Friday in November(Day after Thanksgiving) 9) One-half day (4.5 hours) before Christmas if December 24th Falls on a Monday through Thursday(Christmas Eve) 10) December 25th (Christmas Day) A. Floatin H�L olidays. In addition to the above, employees will have credited to their paid leave balance 22.5 floating holiday hours beginning January l st of each year. Employees hired after January lst of each year shall receive a prorated portion of the 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 or the department head. 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 24C. B. Holidays on Certain Days of the Week. In the event any of the above holidays, except one- half day before Christmas,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 one-half day before Christmas,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 one-half day before Christmas, employees will be credited with nine (9) hours of holiday compensatory time. Accumulated holiday compensatory time must be used by the employee by June 30 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. Eligibilitv to Receive Holida�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. Holida�s During�LVacation. Should one of 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. 8 1) For employees described herein in Appendix "A", as well as the City Manager,the following schedule shall apply: � � � � 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 employees described herein in Appendix "B", the following schedule shall apply: � � � � 1 104 16 188 2 114 17 192 3 124 18 196 4 134 19 200 5 144 20 204 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 Usa�e 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 one (1)year's continuous service, except with the approval of the City Manager, or in the event of a City Hall holiday closure, with 9 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 his 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 (A)(1)(2) 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. D. Vacation Pavout 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 to any employee a specified number of hours per day or days per week or weeks per year or months per year of work. 1) Regular �art-time emplovees shall be those employees scheduled in the budget to work 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 20 hours per week on a year-round basis(52 weeks minus approved leave). 3) Seasonal em�lo�s 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 Frin�e 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 in the budget to work to the norma140-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 PERS retirement contribution. Regular part-time employees may receive step increases provided they have performed 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. 10 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 absent 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) No employment or fringe benefits such as sick leave, vacation, health insurance, retirement, or any other benefits shall accrue to any employee on 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. 4) 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 of the City. The City will pay up to six(6)months of the Flexible Benefit Plan contribution for employees who are on long term disability leave. 5) 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 months. 6) 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 City shall consider that the employee has abandoned his employment with the City and shall be terminated. 7) An employee on leave of absence must give the City at least seven(7)days' written notice of his intent to return to work prior to returning to work. 8) 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. 11 9) Any employee who falsifies the reason for the request for said leave of absence may be terminated. 10)Such leave shall be granted on the same basis for pregnancy, childbirth, and other medically related conditions, except that such an employee shall retain his/her seniority rights. 11)Forms setting forth the benefits available or such other pertinent information shall be maintained for distribution in the Human Resources Department. B. Jury Duty and Services as Witness for Citv. 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 all jury fees paid to the individual employee, less allowed automobile expenses, are turned over to the City. Once an employee has completed his jury service, he must provide the Certificate of Jury Service to his immediate supervisor to qualify for jury duty compensation. If an employee is called as a witness on behalf of the City,he shall receive his 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 his witness service to the City as a condition of receiving his normal pay while serving as a witness for the Ciiy. Any exceptions to this provision must meet the approval of the Human Resources Director. C. Military Leave of Absence. If an employee is required to take military training two (2) weeks or more each year,he shall be entitled to military leave of absence under the provisions of State law, found in applicable sections of the Military and Veterans' Code. An employee must provide a copy of their military orders to the Human Resources Department to qualify for a military leave of absence. D. Sick Leave. Sick leave with pay shall be allowed, credited, and accumulated in accordance with the following: 1) For employees working a regular 40-hour week, eight (8) hours of sick leave will accrue for each month of continuous service. 2) All non-benefitted employees shall receive sick leave as required by State law. 3) Sick leave will be charged at the rate of one-quarter (1/4) hour for each one-quarter (1/4)hour an employee is absent. 4) Any employee eligible for sick leave with pay may use such leave for the following reasons: (a) Medical and dental office appointments during work hours when authorized by the department head or his designee; and/or (b) Personal illness or physical incapacity resulting from causes beyond the employee's control, including pregnancy, childbirth, and other medically related conditions. 12 5) 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. 6) 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('/4)hour,while additional actual absence of over one-quarter(1/4)hour shall be charged to the nearest one-half(1/2) hour. Sick leave shall only be used for the purposes stated and the department head shall be responsible for control of employee abuse of the sick leave privilege. 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. 7) Sick Leave Payout Pro rg_am_ Unused sick leave shall be paid off according to the following: (a) All sick leave accrued prior to January 1, 1992 shall fall under the following payout formula: i. Accumulated sick leave balances as of December 31, 1991 shall be set aside in a designated sick leave account and no further accumulation will be placed in this bank. This accumulated sick leave will be available for the employee's use according to the provisions outlined in Section D (2), (3) and (4). ii. Upon retiring from City service and entering the Public Employees' Retirement System; an employee shall receive pay for 50% of all accrued 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). iii. Upon separation from City service for reasons other than retirement with PERS, an employee shall receive no pay for the first 60 days of accrued sick leave (0 to 480 hours), but shall receive 25% pay for the first 30 days of accrued sick leave after the first 60 days of accrued sick leave (481 to 720 hours), and 50% of all accrued sick leave thereafter(721 hours and up). iv. Upon the death of an employee while employed by the City, 100% of all accrued sick leave benefits accrued prior to January 1, 1992 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 decedent employee. (b) All sick leave accrued after December 31, 1991, shall be placed in a new accrual bank and have no maximum accrual amount. Any hours 13 accumulated in this bank shall be eligible for the following payout program: i. Employees with sick leave usage of 0.0 to 27.0 hours per payroll calendar year will have the option to convert 40 hours of their unused sick leave to vacation in the first pay period of the following year. ii. Employees with sick leave usage of 27.25 to 36.0 hours per payroll calendar year may convert 30 hours of unused sick leave to vacation the following year. iii. Employees must have a minimum balance of 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 January based upon sick leave usage during the previous payroll calendar year. iv. Any sick leave converted to vacation shall be subject to the provisions described in Section 19. Vacations. 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 sliall 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. v. Upon retirement from employment with the City and entering the Public Employees' Retirement System, an employee with a minimum of five (5) years of continuous service to the City shall receive pay for 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). vi. Upon separation of employment from the City for any reason,other than retirement as noted in the preceding paragraph, for sick leave hours accumulated after December 31, 1991, an employee shall receive no pay for the first 100 hours (0 to 100 hours) of accrued sick leave, but shall receive 25%pay for up to the next 100 hours, (101 to 200 hours) of accrued sick leave, and 50% pay of any remaining sick leave (201 to 352 hours). 14 vii. Upon the death of an employee while employed by the City, 100% . of all accrued sick leave benefits up to 3 52 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 decedent employee. viii. Employees promoted to top management shall have all their sick leave hours placed into the new sick leave accrual bank. E. Family Leave. In accordance with the California Family Leave Act, 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. 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 three (3) days of paid bereavement leave per incident on the following terms and conditions: 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(living at the same address) and any parent, legal guardian, parent-in-law, brother-in-law, sister-in-law, grandparent,grandchild,aunt,uncle,spouse,child,brother,or sister of the employee regardless of residence. 2) Days of absence due to bereavement leave shall not exceed three (3) working days per incident and shall not be deducted from the employee's accumulated sick leave. An employee on bereavement leave shall inform his immediate supervisor of the fact and the reasons therefore as soon as possible. Failure to inform his 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' Com�ensation Leave for Safet�Emplovees. For the classifications of Fire Chief and Police Chief, salary continuance, including Labor Code Section 4850 leave, will be provided in accordance to current 5tate Workers' Compensation laws and regulations. H. Workers' Compensation Leave for Non-Safety Emplovees. For the remaining classifications described in Appendix "A" and Appendix "B" herein, workers' compensation leave shall be granted as follows: 1) A regular employee shall be granted temporary disability leave in accordance with the current State Workers' Compensation laws and regulations. When a City employee is entitled to receive temporary disability payments, the City will contribute additional compensation to allow the employee to receive 100% of their regular rate of pay, or provide full salaxy continuance, for the first 365 days starting from the date of injury. Temporary disability leave in excess of 365 days will be provided subject to current State Workers' Compensation laws and regulations. 15 2) Should it be determined by the employee's doctor, or an agreed doctor by both parties, or an Administrative Law Judge through the Workers' Compensation Appeals Board that an employee's illness or injury did not arise in the course of the employee's employment with the City and/or that the employee is not temporarily incapacitated,then the employee's accrued, or if insufficient, future sick leave, shall be charged to reimburse the City for any payments made to the employee pursuant to above. 3) An employee receiving benefits pursuant to Workers' Compensation Temporary Disability will continue to receive the City's contribution to the employee's medical, dental, vision and other applicable insurances. All authorized deductions will continue as though the employee is on regular work status. 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. 4) Temporary Disability leave shall expire when the first of any of the following conditions occur: (a) The employee is able to return to work and assume the duties of his regular position. (b) The employee is able to return to work to another position designated by the City. (c) The day before the employee is retired or separated for disability. The employee's "retirement date" shall be determined by the Public Employees' Retirement System. 5) Before a work-related injury, an employee may elect to pre-designate a qualified medical provider if done in accordance with Workers' Compensation laws and regulations. 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 12 workweeks of leave during any 12-month period. An employee's entitlement to leave for the birth or placement of a child for adoption or foster care expires 12 months a.fter the birth or placement. 16 The 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 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, he/she 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 his/her 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 shall contract with the Public Employees'Retirement System (PERS) to make available those health insurance benefits provided under the Public Employees' Medical and Hospital Insurance Care Act(PEMHCA). The PERS Health Benefits Plan shall replace any other benefits program maintained by the City for eligible employees, eligible retirees, and their eligible surviving annuitants. A. The City shall contribute toward the payment of premiums under the PERS Health Benefits Plan to each eligible retiree annuitant of PERS to the extent required by law, a contribution of $136.00 per month. This contribution shall be adjusted annually each January 1 to the amount set by the Ca1PERS Board of Administration. B. Flexible Benefits Plan. The City shall administer 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 medical, dental, vision, and/or miscellaneous pay: , ' . . • . January 1, 2019 $1,920.00 $1,920.00 $1,610.00 January 1, 2020 $1,995.00 $1,995.00 $1,685.00 C. Any amounts in excess of the amount designated in Section 22.B 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 PERS Health Benefits Plan if a spouse is enrolled in the City or enrolled in an agency with PERS 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 to not 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 17 that insurance is in full force and effect,eligible employees shall receive the amount designated in Section 22.B towards the Flexible Benefits Plan. In the event the employee loses eligibility (with documentation) the employee may enroll in the PERS Health Benefits Plan pursuant to their rules and regulations. SECTION 23. OTHER INSURANCES. A. Life Insurance. 1) For employees described herein in Appendix "A", the City shall contribute the full premium towards a$150,000.00 life insurance benefit. 2) For employees described herein in Appendix "B", the City shall contribute the full premium towards a$75,000.00 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 60-day elimination period, to a maximum of $8,000.00 per month for employees described herein in Appendix "A", and a maximum of $6,000.00 per month for employees described herein in Appendix "B". C. Medicare Insurance. The City shall pay for the employee's portion of the contribution for Medicare coverage for all employees hired since the effective date in April, 1986. SECTION 24. RETIREMENT. A. Public Emplovees' Retirement S stem PERS). All benefited employees shall participate in the California Public Employees' Retirement System(Ca1PERS). 1) Miscellaneous PERS Formula—Tier 1. The City shall provide the PERS 2.7% @ age 55 retirement formula for employees who are considered"classic"members of CaIPERS or were members of another California public retirement system with CaIPERS reciprocity, at the time of hiring, prior to January 1, 2013. These individuals are subject to the one (1) year final compensation measurement period set forth in California Government Code Section 20042. 2) Safetv PERS Formula—Tier 1. The City shall provide the PERS 3.0% @ age 50 retirement formula for employees who are considered "classic" members of Ca1PERS or were members of another California public retirement system with Ca1PERS reciprocity, at the time of hiring, prior to January 1, 2013, as set forth in Section 21362.2 of the California Government Code. These individuals are subject to the one (1) year final compensation measurement period set forth in California Government Code Section 20042. 3) Miscellaneous PERS Formula—Tier 2. Miscellaneous employees hired on or after January 1, 2013, who thereupon become "new members" in Ca1PERS, shall be subject to the 2.0% @ age 62 retirement formula pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA) as set forth in Section 7522.20 of the California Government Code. These"new members"are subject to the three (3) year final compensation period to calculate average final compensation for 18 retirement purposes as set forth in Section 7522.32. In all other respects, miscellaneous employees who are considered "new members" shall be subject to the terms and requirements of PEPRA. 4) Safetv PERS Formula—Tier 2. Safety employees hired on or after January 1, 2013 who thereupon become "new members" in Ca1PER5, shall be subject to the 2.7% @ age 57 retirement formula pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA), pursuant to Government Code Section 7522.25(d). These "new members" are subject to the three (3) year final compensation period to calculate average final compensation for retirement purposes as set forth in Section 7522.32. In all other respects, safety employees who are considered "new members" shall be subject to the terms and requirements of PEPRA. 5) PERS Member Contribution—Miscellaneous. Miscellaneous employees who are "classic members" shall contribute 8.0% of their PERS-reportable income, on a pre-tax basis, toward their PERS Member Contribution Rate. 6) PERS Member Contribution — Safetv. Safety employees who are "classic members" shall contribute 9.0% of their PERS-reportable income, on a pre-tax basis, toward their PERS Member Contribution Rate. 7) PERS Member Contribution, New Members. Safety and Miscellaneous PERS "new members" shall contribute from their reportable compensation 50% of "normal cost" as dictated by Ca1PERS for their defined benefit pension plan. The requirement that new members pay at least %Z of the normal cost is set forth in Section 7522.30(c). 8) 1959 PERS Survivor Benefit. The City shall pay fees and provide the 1959 PERS Survivor Benefit at the Third Level Option for miscellaneous member. The City shall pay fees and provide the 1959 PERS Survivor Benefit at the Fourth Level Option for the Fire Chief and Police Chief. The City shall increase the 1959 Survivor Benefit to the Fourth Level Option(California Government Code Section 21574) for miscellaneous members; miscellaneous members shall pay their $2.00 monthly contribution through payroll deduction. The City shall pay the employer portion subject to the following limit: in the event the employer portion exceeds $6.00 monthly, miscellaneous members agree to pay any portion of the employer portion that exceeds $6.00 monthly. This benefit shall be contingent upon all affected bargaining units contractually agreeing to this provision. B. Monev Purchase Retirement Plan. The City shall provide a Money Purchase Retirement Plan for employees covered by this resolution. The City shall contribute an amount equal to three percent (3%) of the employees' base salary as shown in Appendix "A" and Appendix "B" toward an IRS Section 401(a) account. In lieu of this City provided benefit,the employee may elect to have added to his base salary an additional three percent(3%),however this 3%is not reported to Ca1PERS as pensionable compensation. This election can be made only upon initial employment and is irrevocable. C. Retirement Health Savin s�L Plan. Effective October 1, 2002, the City Council approved a Retirement Health Savings Plan for employees covered by this Resolution. Effective January 19 l, 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 the Public Employees' Retirement System; 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 the Public Employees' Retirement System. SECTION 25. OTHER FRINGE BENEFITS. A. Medical Maintenance Examination Pro�ram. An annual medical examination shall be provided for all employees listed in Appendices "A" and "B". 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. Each employee may choose to have said examination performed by the physician of his choice or the City's designated medical provider. Employees in Appendices "A" and "B" will be reimbursed per fiscal year, upon submitting proof of such examination, the following amounts toward the cost of an annual physical examination: Executive Directors: $850.00 Top Management Employees: $550.00 Employees may receive up to$495.00 per fiscal year(of the$850.00 listed above for Executive Directors) and $395.00 per fiscal year (of the $550.00 listed above for Top Management Employees)towards reimbursement for items 1, 2 and/or 3 below. Requests other than annual physicals 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/stop smoking/wellness/fitness program. 3) Fitness equipment(home gym equipment). The City will not reimburse employees for any of the above listed activities for family/dependent health related expenses. B. Educational Assistance. 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 his 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. 20 Educational assistance payments to an employee shall not exceed$1,500.00 in any one fiscal year and he must still be employed by the City when the course is completed. The City agrees to allow reimbursement to Executive Directors up to $1,000.00, and Top Management employees up to $800.00 of the $1,500.00 allotted per fiscal year for activities which aid in their professional development. Reimbursable activities include the following: 1) Attendance at job-related professional conferences and seminars; 2) Payment of inembership 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. Participation and/or purchase must be approved in advance by the department head and the Human Resources Director. The above reimbursable activities are made 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 Ca1PERS the following values for uniform expenses: $800.00 per year for the Fire Chief, $800.00 per yeaz for the Police Chief, and $400.00 per year for the Emergency Medical Services Manager. This uniform expenditure will not be reported to CaIPERS as pensionable compensation for"new members"hired on or after January l, 2013, as defined by the Public Employees' Pension Reform Act of 2013 (PEPRA). D. Rideshare Incentive Pro r�am. An employee may receive$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 70% of his commuting time. E. Technolo�v 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 $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 City Manager or 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. SECTION 26. DIRECT DEPO5IT. All employees hired after January 1, 2017 must participate in the City's direct paycheck deposit program. 21 SECTION 27. TRAVEL EXPENSE ALLOWED. A. Milea�e 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 out-of-the-City is too great to expect the employee to finance the trip and be reimbursed upon his return,the City Manager may authorize advance payment of the estimated amount of the travel expense to the employee. C. Tourist-Class airplane passage 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 his personal car,he may be reimbursed mileage expenses as long as the expenses do not exceed the amount of the cost of the commercial transportation. E. Tran�ortation and Expense Char�es. 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 Number 4.13. SECTION 28. GRIEVANCES. Any employee covered by this Resolution who wishes to file a grievance should follow the procedures outlined in the City's Employee Handbook. SECTION 29. EFFECTIVE DATES. This Resolution and attachments hereto shall be effective as of July 1, 2019 and shall continue in full force and effect until June 30, 2020 unless otherwise amended. 22 APPENDIX "A" �XECUTIVE MANAGEMENT MONTHLY SALARY RANGES EFFECTIVE NOVEMBER 12.2017 Equity Adjustments for Fire Chief(3.0%)and Police Chief(3.0%) STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Administrative Services Director* 704 11943 12553 13191 13865 14572 15315 Assistant City Manager 715 12616 13261 13935 14647 15394 16179 Chief Clerk 622 7934 8340 8763 9211 9681 10174 City Attorney 738 14150 14873 15629 16427 17265 18145 Community Development Director 692 11249 11824 12425 13060 13726 14425 Community Services Director 687 10972 11533 12119 12738 13388 14070 Finance Director 687 10972 11533 12119 12738 13388 14070 Fire Chief 731 13664 14363 15093 15864 16673 17523 Human Resources/Employee Relations Dir. 687 10972 11533 12119 12738 13388 14070 Library Services Director 673 10232 10755 11302 11879 12485 13121 Police Chief 736 14009 14725 15474 16264 17094 17965 Public Works Director 704 11943 12553 13191 13865 14572 15315 *Note: Classification of Administrative Services Director was established effective May 27, 2018 pursuant to Resolution No. 11089. EFFECTIVE JULY 7,2019 3.0%Across the Board STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Administrative Services Director 710 12305 12934 13592 14286 15015 15780 Assistant City Manager 721 12999 13664 14359 15092 15862 16670 Chief Clerk 628 8175 8593 9029 9491 9975 10483 City Attorney 744 14579 15325 16104 16927 17790 18697 Community Development Director 698 11590 12183 12802 13456 14143 14864 Community Services Director 693 11305 11883 12487 13125 13794 14498 Finance Director 693 11305 11883 12487 13125 13794 14498 Fire Chief 737 14079 14799 15551 16346 17179 18055 Human Resources Director 693 11305 11883 12487 13125 13794 14498 Library Services Director 679 10543 11082 11645 12240 12864 13520 Police Chief 742 14435 15173 15944 16759 17613 18511 Public Works Director 710 12305 12934 13592 14286 15015 15780 ... 23 APPENDIX "B" SENIOR MANAGEMENT MONTHLY SALARY RANGES EFFECTIVE JUNE 26.2016 2.0% Across the Board Sala Increase STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Accounting Manager 602 7181 7548 7931 8336 8762 9208 Administrative Analyst I 532 5065 5323 5595 5880 6180 6495 Administrative Analyst II 552 5596 5882 6181 6497 6828 7176 Assistant City Attorney I 658 � 9494 9980 10487 11022 11585 12175 Assistant City Attorney II 668 9980 10490 11023 11586 12178 12798 Assistant Community Devel. Director 666 9881 10386 10914 11471 12057 12671 Assistant Community Services Director 653 9261 9734 10229 10751 11300 11875 Assistant Field Services Manager* 633 8381 8810 9258 9730 10227 10748 Assistant Finance Director 653 9261 9734 10229 10751 11300 11875 Assistant Human Resources Director 653 9261 9734 10229 10751 11300 11875 Assistant Library Services Director 612 7548 7934 8337 8763 9210 9679 Assistant Public Works Director*** 678 10490 11026 11587 12179 12800 13453 Assistant to City Manager 589 6730 7074 7433 7813 8212 8630 Assistant Water Manager 633 8381 8810 9258 9730 10227 10748 Budget Officer 592 6831 7181 7545 7931 8336 8760 Budget Manager**** 602 7181 7548 7931 8336 8762 9208 Chief Building Official 653 9261 9734 10229 10751 11300 11875 Crime Analyst 550 5541 5823 6120 6432 6760 7105 Deputy City Clerk 554 5652 5940 6243 6562 6896 7248 Deputy City Manager 653 9261 9734 10229 10751 11300 11875 Deputy Public Works Director 668 9980 10490 11023 11586 12178 12798 Economic Development Manager 653 9261 9734 10229 10751 11300 11875 Economic Development Project Manager 602 7181 7548 7931 8336 8762 9208 Emergency Medical Services Manager 617 7739 8134 8547 8984 9443 9924 Employee Benefits Analyst 545 5404 5680 5969 6274 6594 6930 Equipment Maint. Superintendent 605 7289 7662 8051 8462 8894 9347 Executive Assistant 499 4296 4515 4746 4988 5242 5509 Field Services Manager** 653 9261 9734 10229 10751 11300 11875 Finance Manager***** 584 6564 6899 7251 7621 8009 8418 Finance Supervisor 564 5941 6244 6563 6897 7249 7619 Financial Analyst 556 5709 6000 6306 6628 6966 7321 Housing Manager 602 7181 7548 7931 8336 8762 9208 Human Resources Analyst I 537 5193 5458 5736 6028 6336 6659 Human Resources Analyst II 564 5941 6244 6563 6897 7249 7619 Human Resources Manager 627 8134 8550 8985 9443 9926 10431 Information Technology Manager******* 653 9261 9734 10229 10751 11300 11875 Information Technology Proj.Mgr******* 633 8381 8810 9258 9730 10227 10748 24 STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Intergovernmental&Comm Affairs Mgr 644 8854 9307 9780 10279 10804 11354 Internal Audit Manager 602 7181 7548 7931 8336 8762 9208 Investment/Revenue Officer 572 6183 6498 6830 7178 7544 7929 Manager of Trans Svcs/City Traffic Eng 653 9261 9734 10229 10751 11300 11875 Network/SecurityAnalyst******* 583 6531 6865 7215 7583 7970 8377 Parks and Facilities Manager 633 8381 8810 9258 9730 10227 10748 Payroll Manager 592 6831 7181 7545 7931 8336 8760 Planning Manager 653 9261 9734 10229 10751 11300 11875 Police Communications Manager 597 7004 7362 7736 8131 8546 8981 Principal Civil Engineer 633 8381 8810 9258 9730 10227 10748 Principal Planner 622 7934 8340 8763 9211 9681 10174 Public Affairs&Information Manager 602 7181 7548 7931 8336 8762 9208 Public Works Administrative Manager 602 7181 7548 7931 8336 8762 9208 Purchasing Officer****** 584 6564 6899 7251 7621 8009 8418 Recreation Services Manager 623 7974 8381 8807 9257 9730 10225 Risk Management Analyst 535 5141 5403 5679 5969 6273 6593 Risk Manager 637 8550 8988 9444 9926 10433 10965 Senior Administrative Analyst 582 6499 6831 7179 7545 7930 8335 Senior Assistant City Attorney 688 11027 11590 12180 12802 13455 14140 Senior Econ Development Project Mgr 628 8175 8593 9029 9491 9975 10483 Senior Executive Assistant 535 5141 5403 5679 5969 6273 6593 Senior Housing Manager 628 8175 8593 9029 9491 9975 10483 Senior Human Resources Analyst 594 6900 7253 7621 8010 8419 8848 Senior Library Manager 592 6831 7181 7545 7931 8336 8760 Systems Analyst******* 583 6531 6865 7215 7583 7970 8377 Water Manager 653 9261 9734 10229 10751 11300 11875 *Note: Classification of Public Works Maintenance and Operations Manager was reclassified to Assistant Field Services Manager effective June 25, 2017 pursuant to City Counci12017/18 budget adoption and Resolution No. 11017. **Note: Classification ofField Services Manager was established effective June 25, 2017 pursuant to City Council2017/IS budget adoption and Resolution No. 11017. ***Note: Classification ofAssistant Public Works Director was established effective May 27, 2018 pursuant to Resolution No. 11089. ****Note: Classification of Budget Manager was established effective May 27, 2018 pursuant to Resolution No. 11089. *****Note:Classification of Finance Manager was established effective December 9, 2018 pursuant to Resolution No. 11124. ******Note: Salary range for the classification of Purchasing O�cer was adjusted effective February 3, 2019 pursuant to Resolution No. 11142. *******Note: Classifications of Information Technology Manager, Information Technology Project Manager, NetworklSecurity Analyst, and Systems Analyst were established effective April 14, 2019 pursuant to Resolution No. 11147. 25 APPENDIX "B" SENIOR MANAGEMENT MONTHLY SALARY RANGES EFFECTIVE JULY 7,2019 3.0% Across the Board Sala Increase STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Accounting Manager 608 7399 7778 8172 8590 9028 9488 Administrative Analyst I 538 5219 5485 5765 6059 6368 6692 Administrative Analyst II 558 5766 6060 6369 6694 7035 7394 Assistant City Attorney I 664 9782 10283 10806 11357 11937 12545 Assistant City Attorney II 674 10283 10809 11359 11938 12547 13187 Assistant Community Devel. Director 672 10181 10701 11245 11820 12423 13056 Assistant Community Services Director 659 9541 10030 10539 11077 11643 12236 Assistant Field Services Manager 639 8636 9078 9539 10026 10538 11075 Assistant Finance Director 659 9541 10030 10539 11077 11643 12236 Assistant Human Resources Director 659 9541 10030 10539 11077 11643 12236 Assistant Library Services Director 618 7778 8175 8590 9029 9490 9974 Assistant Public Works Director 684 10809 11361 11939 12549 13189 13861 Assistant to City Manager 595 6935 7289 7659 8050 8461 8892 Assistant Water Manager 639 8636 9078 9539 10026 10538 11075 Budget Officer 598 7039 7399 7775 8172 8589 9026 Budget Manager 608 7399 7778 8172 8590 9028 9488 Chief Building Official 659 9541 10030 10539 11077 11643 12236 Crime Analyst 556 5709 6000 6306 6628 6966 7321 Deputy City Clerk 560 5824 6121 6433 6761 7106 7468 Deputy City Manager 659 9541 10030 10539 11077 11643 12236 Deputy Public Works Director 674 10283 10809 11359 11938 12547 13187 Economic Development Manager 659 9541 10030 10539 11077 11643 12236 Eco;�omic Development Project Manager 608 7399 7778 8172 8590 9028 9488 Emergency Medical Services Manager 623 7974 8381 8807 9257 9730 10225 Employee Benefits Analyst 551 5569 5852 6151 6464 6794 7141 Equipment Maint. Superintendent 611 7510 7895 8296 8719 9164 9631 Executive Assistant 505 4427 4652 4890 5139 5401 5677 Field Services Manager 659 9541 10030 10539 11077 11643 12236 Finance Manager 590 6764 7109 7470 7852 8253 8673 Finance Supervisor 570 6121 6434 6762 7107 7469 7850 Financial Analyst 562 5882 6182 6498 6829 7177 7543 Housing Manager 608 7399 7778 8172 8590 9028 9488 Human Resources Analyst I 543 5351 5623 5910 6212 6528 6861 Human Resources Analyst II 570 6121 6434 6762 7107 7469 7850 Human Resources Manager 633 8381 8810 9258 9730 10227 10748 26 STEP STEP STEP STEP STEP 5TEP CLASSIFICATION TITLE RANGE A B C D E F Information Technology Manager 659 9541 10030 10539 11077 11643 12236 Information Technology Project Manager 639 8636 9078 9539 10026 10538 11075 Intergovernmental&Comm Affairs Mgr 650 9123 9590 10077 10591 11132 11699 Internal Audit Manager 608 7399 7778 8172 8590 9028 9488 InvestmentlRevenue Officer 578 6371 6696 7037 7396 7773 8170 Manager of Trans Svcs/City Tra�c Eng 659 9541 10030 10539 11077 11643 12236 Network/Security Analyst 589 6730 7074 7433 7813 8212 8630 Parks and Facilities Manager 639 8636 9078 9539 10026 10538 11075 Payroll Manager , 598 7039 7399 7775 8172 8589 9026 Planning Manager 659 9541 10030 10539 11077 11643 12236 Principal Civil Engineer 639 8636 9078 9539 10026 10538 11075 Principal Planner 628 8175 8593 9029 9491 9975 10483 Public Affairs&Information Manager 608 7399 7778 8172 8590 9028 9488 Public Works Administrative Manager 608 7399 7778 8172 8590 9028 9488 Purchasing Officer 590 6764 7109 7470 7852 8253 8673 Recreation Services Manager 629 8216 8636 9074 9538 10025 10535 Risk Management Analyst 541 5297 5568 5851 6150 6463 6793 Risk Manager 643 8810 9261 9731 10228 10750 11298 Senior Administrative Analyst 588 6696 7039 7397 7774 8171 8588 Senior Assistant City Attorney 694 11362 11942 12550 13191 13863 14570 Senior Econ Development Project Mgr 634 8423 8854 9304 9779 10278 10802 Senior Executive Assistant 541 5297 5568 5851 6150 6463 6793 Senior Housing Manager 634 8423 8854 9304 9779 10278 10802 Senior Human Resources Analyst 600 7110 7473 7853 8254 8675 9116 Senior Library Manager 598 7039 7399 7775 8172 8589 9026 Systems Analyst 589 6730 7074 7433 7813 8212 8630 Water Manager 659 9541 10030 10539 11077 11643 12236 27 r��F�k9a� J aS;`GpRPOqqT�"Y ��~� 'a �°�� A GENDA ITEM ;*: �*I !°�`,. iz! '`9��F��6,�GP;;;�°Qj J u l y 9, 2019 �� TO: Honorable Mayor and Members of the City Council THRU: Rick Otto, City Manager FROM: Will Kolbow, Assistant City Manager/Admin. Services Director Monica Espinoza, Human Resources Director REVIEW: City Manager Finance 1 . SUBJECT Resolution No. 11175 — A Resolution of the City Council of the City of Orange relating to the classification, compensation, and terms of employment of executive directors and top management employees and repealing Resolution No. 11104 and all amendments thereto. Resolution No. 11176 — A Resolution of the City Council of the City of Orange amending the citywide salary schedule in accordance with the requirements of California Code of Regulations, Title 2, Section 570.5. 2. SUMMARY Resolution No. 11175 amends the compensation and terms of employment for the City's executive directors and top management employees for the period of July 1, 2019 through June 30, 2020. Details of this agreement are provided under Section 6, "Discussion and Background" below. Resolution No. 11176 amends the citywide salary schedule as required by the California Code of Regulations. 3. RECOMMENDED ACTION 1. Approve Resolution No. 11175. 2. Approve Resolution No. 11176. 4. FISCAL IMPACT Costing summary: Fiscal Year 2019-20 Cost Descri tion General Fund All Other Funds Cost of Base Sala Increase $241,600 $87,100 Cost of Medical Insurance 22,900 8,200 Cost of Education Incentive 139,800 50,400 Cost of Lon evit Pa 17,900 0 Total Annual Cost $422,200 $145,700 ITEM � 07/09/2019 5. STRATEGIC PLAN GOALS Goal 1: Provide for a safe community. b: Provide staffing and resources to deliver services that ensure public safety. Goal 2: Be a fiscally healthy community. a: Expend fiscal resources responsibly. 6. DISCUSSION AND BACKGROUND The City's Top Management employees are not formally recognized as an employee bargaining unit, but are covered by a .City Council-adopted Resolution that provides for employee compensation and benefits. The Top Management Resolution covers the City's department heads, division managers, and other executive management-level � employees. There are currently 67 employees covered by this Resolution. If approved, the new Top Management Resolution will reflect the following provisions for the period of July 1, 2019 through June 30, 2020: • . . � - . . Term of Resolution July 1, 2019 through June 30, 2020. Salary Across the board base salary increase of 3% effective July 7, 2019. Monthly Salary Tables are attached as Appendix "A" and Appendix "B". Education Incentive Create a monthly education incentive of $500.00 for all Top Management employees, except the Fire and Police Chiefs, who possess a post-graduate degree. The Fire Chief and Police Chief will receive education incentives commensurate with their respective management groups' memoranda of understanding (Safety Management MOUs). Health Insurance Effective the first pay period starting in January 2020, the City's contribution toward medical insurance benefits per employee shall increase by $75.00 per month. Longevity Pay Fire and Police Chiefs to receive longevity pay commensurate with the existing safety management MOUs. Language Changes Implement language clean-up to conform Resolution to current practices or agreements. 7. ATTACHMENTS • Resolution No. 11175 • Resolution No. 11176 ITEM 2 07/09/2019 �oF o� � :�-- . . , . � ,S.`��oaPa�rFo� U�1:. . '�� *� �a AGENDA ITEM o: �;. ,£�z ZC�C��GP�`�o July 9, 2019 TO: Honorable Mayor and Members of the City Council THRU: Rick Otto, City Manager FROM: Will Kolbow, Assistant City Manager/Admin. Services Director �h� Monica Espinoza, Human Resources Director `(�,�� REVIEW: City Mana r Finance�� 1 . SUBJECT Resolution No. 11175 — A Resolution of the City Council of the City of Orange relating to the classification, compensation, and terms of employment of executive directors and top management employees and repealing Resolution No. 11147 and amendments thereto. Resolution�No: 11176 —A Resolution of the City Council of the City of Orange amending the citywide salary schedule in accordance with the requirements of California Code of Regulations, Title 2, Section 570.5. 2. SUMMARY Resolution No. 11175 amends the compensation and terms of employment for the City's executive directors and top management employees for the period of July 1, 2019 through June 30, 2020. Details of this agreement are provided under Section 6, "Discussion and Background" below. Resolution No. 11176 amends the citywide salary schedule as required by the California Code of Regulations. 3. RECOMMENDED ACTION � 1. Approve Resolution No. 11175. 2. Approve Resolution No. 11176. 4. FISCAL IMPACT Costing summary: Fiscal Year 2019-20 Cost Descri tion General Fund All Other Funds Cost of Base Sala Increase $241,600 $87,100 Cost of Medical Insurance 22,900 8,200 Cost of Education Incentive 139,800 50,400 Cost of Lon evit Pa 17,900 0 Total Annual Cost $422,200 $145,700 ITEM � • � � 07/09/2019 5. STRATEGIC PLAN GOALS Goal 1: Provide for a safe community. b: Provide staffing and resources to deliver services that ensure public safety. Goal 2: Be a fiscally healthy community. a: Expend fiscal resources responsibly. 6. DISCUSSION AND BACKGROUND The City's Top Management employees are not formally recognized as an employee bargaining unit, but are covered by a City Council-adopted Resolution that provides for employee compensation and benefits. The Top Management Resolution covers the City's department heads, division managers, and other executive management-level employees. There are currently 67 employees covered by this Resolution. If approved, the new Top Management Resolution will reflect the following provisions for the period of July 1, 2019 through June 30, 2020: ' . . � - . . Term of Resolution July 1, 2019 through June 30, 2020. Salary Across the board base salary increase of 3% effective July 7, 2019. Monthly Salary Tables are attached as Appendix "A" and Appendix "B". Education Incentive Create a monthly education incentive of $500.00 for all Top Management employees, except the Fire and Police Chiefs, who possess a post-graduate degree. The Fire Chief and Police Chief will receive education incentives commensurate with their respective management groups' memoranda of understanding (Safety Management MOUs). Health Insurance Effective the first pay period starting in January 2020, the City's contribution toward medical insurance benefits per employee shall increase by $75.00 per month. Longevity Pay Fire and Police Chief to receive longevity pay commensurate with the existing safety management MOUs. Language Changes Implement language clean-up to conform Resolution to current practices or agreements. 7. ATTACHMENTS • Resolution No. 11175 • Resolution No. 11176 ITEM 2 07/09/2019 RESOLUTION NO. 11175 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ORANGE RELATING TO THE CLASSIFICATION, COMPENSATION, AND TERMS OF EMPLOYMENT OF EXECUTIVE DIRECTORS AND TOP MANAGEMENT EMPLOYEES,AND REPEALING RESOLUTION N0. 11147 AND AMENDMENTS THERETO WHEREAS, the employees covered by this Resolution constitute management personnel; and WHEREAS, the City Council has consulted with the City Manager concerning the proposed employment terms contained herein; and WHEREAS,the City Council has determined that this Resolution shall set forth the wages,hours, and conditions of employment for the period of July 1, 2019 through June 30, 2020 for those management employees covered herein; NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Orange hereby adopts the wages, hours, and conditions of employment for the period of July 1, 2019 through June 30, 2020 for Executive Directors and Top Management Employees contained in Exhibit"A", as fully set forth herein. ADOPTED this 9th day of July 2019. Mark A. Murphy, Mayor of the City of Orange ATTEST: Pamela Coleman, City Clerk of the 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 9th day of July 2019 by the following vote: AYES: COUNCIL MEMBERS: NOES: COUNCIL MEMBERS: ABSENT: COUNCIL MEMBERS: ABSTAINED: COUNCIL MEMBERS: Pamela Coleman, City Clerk of the City of Orange -� �it c�� Exhibit "A" TOP MANAGEMENT RESOLUTION JULY l , 2019 THROUGH JUNE 30, 2020 TABLE OF CONTENTS Section No. Section Title Page No. 1 Basic Compensation Plan 3 2 Salary and Wage Schedule 3 3 Administration of Basic Compensation Plan 3 4 Beginning Rates 3 5 Service 3 6 Advancement within Schedule 4 Merit Advancement,Special Merit Advancement 7 Reduction in Salary Steps 4 8 Bilingual Assignment 4 9 Longevity for Safety Chiefs 5 r 10 Educational Incentive Program , 5 11 Incentive Pay Plan 6 12 Promotion 6 13 Demotion 6 14 Reassignment of Compensation Ranges 6 15 At-Will Status 6 16 City Manager and City Attorney 7 17 Administrative Leave 7 18 Holidays 7 Floating Holidays,Holidays on Certain Days of the Week, Eligibility to Receive Holiday Pay,Holiday During Vacation 19 Vacation 8 Vacation Accrual,Vacation Usage and Accumulation,Vacation Conversion,Vacation Pay-Out Upon Termination 1 Section No. Section Title Pa�e No. 20 Part-Time, Temporary, and Seasonal Employees Eligbility for Fringe Benefits 10 Definitions,Entitlement to Fringe Benefits Based Upon Proration of Hours 21 Leaves of Absence 11 Leaves of Absence without Pay,Jury Duty and Services as Witness for City,Military Leave of Absence, Sick Leave, Family Leave,Bereavement Leave,Workers' Compensation Leave for Safety Employees,Workers' Compensation Leave for Non-Safety Employees,Family Care and Medical Leave(FCML) 22 Health Insurance 17 23 OtherInsurances 18 Life Insurance,Disability Insurance,Medicare Insurance 24 Retirement 18 Public Employees' Retirement System(PERS),Money Purchase Retirement Plan,Retirement Health Savings Plan 25 Other Fringe Benefits 20 Medical Maintenance Examination Program,Educational Assistance,Uniforms,Rideshare Incentive Program, Technology Stipend 26 Direct Deposit 21 27 Travel Expense Allowed 22 Mileage Reimbursement,Out-of-City Travel,Transportation And Expense Charges 28 Grievances 22 29 Effective Dates 22 APPENDIX "A" Executive Management Monthly Salary Ranges 23 APPENDIX "B" Senior Management Monthly Salary Ranges 24 2 SECTION 1. BASIC COMPENSATION PLAN. There is hereby established a basic compensation plan for all executive directors and top 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 attachments. Whenever the masculine gender is used in this Resolution, it shall be understood to include the feminine gender. Whenever the term "department head" is used, it shall be understood to include the City Manager when the personnel action affects a department head. 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 steps or rates of pay in each range. The City Manager reserves the right to grant an additional salary increase of up to 5.0°Io for any classifications described herein in Appendices "A" or "B". Any such increases shall not exceed a total cost of 1°Io of payroll for Top Management employees. The respective ranges shall be identified by number and the steps by tlie letters "A" to "F" inclusive. The minimum length of service required for advancement to the next higher step is provided in Section 5 and 6. 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 12 divided by 2080 annual hours. In determining the hourly rate, compensation shall be calculated to the nearest one-half(lh) cent. Part-time employees who are scheduled to work an average of at least 20 hours per week on a year-round basis may be considered for advancement to the next higher step upon completion of 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 he 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 Step "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 30 days by reason of resignation or discharge shall serve to eliminate the accumulated length of service time of such employee for the purpose of this Resolution. Such employee re-entering the service of the City shall be considered as a new employee, except that he may, at the discretion of the City, be re-employed within one year and placed in the same salary step in the appropriate compensation range as he was at the time of the termination of employment. 3 SECTION 6. ADVANCEMENT WITHIN SCHEDULE. The following regulations shall govern salary advancements within ranges: A. Merit Advancement. An employee may be considered for advancement through the applicable salary range upon completion of the minimum length of service. 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 his 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 recommending the granting or denial of the merit increase and supporting such recommendation with specific reasons therefore. Disapproval from the Human Resources Director, together with the reasons therefore, shall be returned to the department head. 2) The recommendation of the department head and the approval of the Human Resources Director shall be forwarded to the Payroll Division of Finance for change of payroll status. 3) Advancements through the pay ranges Step "A" through Step "F", shall occur, if granted, in yearly increments. 4) A lapse of service of 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 his 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 and effect 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 or more steps upon the recommendation of the department head 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. Employees on bilingual assignment shall receive an additional $140.00 per month, per employee, in addition to their regular monthly salary,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. This form of special compensation, also 4 referred to as "Bilingual Premium", shall continue to be reported to Ca1PERS as special compensation, and therefore compensation earnable pursuant to California Public Employees' Retirement System Regulations, Section 571(a)(4). SECTION 9. LONGEVITY FOR SAFETY CHIEFS. A. The Fire Chief shall be eligible for Longevity Pay as defined in Article III, Section 3.13 of the Memorandum of Understanding between the City and the City of Orange Fire Management Association (the "Fire Management MOU"). Effective June 23, 2019, the Fire Management MOU provides the following incentive for Longevity Pay: � � 15 $200.00 20 $400.00 25 $600.00 B. The Police Chief shall be eligible for Longevity Pay as defined in Article X, Section 5 of the Memorandum of Understanding between the City and the City of Orange Police Management Association (the "Police Management MOU"). Effective June 23, 2019, the Police Management MOU provides the following values for Longevity Pay: � ' 15 $150.00 20 $300.00 25 $500.00 C. This form of compensation, also referred to as "Longevity Pay", shall be reported to Ca1PERS as special compensation and therefore compensation earnable pursuant to California Public Employees' Retirement System (PERS) Regulations, Section 571(a)(1). 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 $500.00 per month. B. In order to maintain consistency with Article VII, Section 7.2 of the Fire Management MOU, the Fire Chief shall receive $400.00 per month for a Bachelor's degree or $600.00 per month for a Master's degree. C. In order to maintain consistency with Article Article XI, Section 1 of the Police Management MOU, the Police Chief shall receive$700.00 for a Bachelor's degree or$950.00 per month for a Master's degree. 5 D. This form of compensation, also referred to as "Educational Incentive", shall be reported to Ca1PERS as special compensation and therefore compensation earnable pursuant to California Public Employees' Retirement System(PERS) Regulations, Section 571(a)(2). 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 his full discretion. SECTION 12. PROMOTION. When an employee is promoted to a position in a higher classification, he may be assigned to the step in the new salary range which provides for at least a five percent (5%) 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 him 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, his 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 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 he has 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 step, the Human Resources Director may, at his discretion, 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, his current salary step. SECTION 15. AT-WILL STATUS. Department heads and the Assistant City Manager, other than the City Attorney, serve at the pleasure of the City Manager, and consideration for advancement, reduction, demotion, termination, or reassignment shall be at the initiation of the City Manager and in accordance 6 • with the Orange Municipal Code. In addition, all employees covered by the Resolution are employed at- will and serve in accordance with Title 2 of the Orange Municipal Code. SECTION 16. CITY MANAGER AND CITY ATTORNEY. Except as amended by a written instrument formally approved by the City Council,the compensation and terms of employment of the City Manager and City Attorney shall be as set forth herein. SECTION 17.ADNIINISTRATIVE 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 80 hours of administrative leave annually for continuous service; B. Regular full-time employees identified in Appendix "B" shall accrue 63 hours of administrative leave annually for continuous service; C. Employees hired after January lst of each year shall receive a prorated portion of the administrative leave during their first calendar year of employment; D. The minimum charge to the employee's administrative leave account shall be one-quarter (1/a) hour, while additional actual absence of over one-quarter (1/a) hour shall be charged to the nearest one-half(lh) 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 be accrued at the beginning of the pay period which includes January lst of each year; G. Unused administrative leave at the end of the calendar year and upon retiring from City service and entering the Public Employees' Retirement System shall be deposited in the employee's Retirement Health Savings Plan account as described in Section 24C; and 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 paid nine (9)-hour holidays, except as provided in#9: 1) January lst (New Year's Day) 2) The third Monday in February (President's Day) 3) Last Monday in May (Memorial Day) 4) July 4th (Independence Day) 5) First Monday in September (Labor Day) 6) November l lth (Veteran's Day) 7 7) Fourth Thursday in November(Thanksgiving Day) 8) Fourth Friday in November (Day after Thanksgiving) 9) One-half day (4.5 hours) before Christmas if December 24`h Falls on a Monday through Thursday (Christmas Eve) 10) December 25th (Christmas Day) A. Floating Holidays. In addition to the above, employees will have credited to their paid leave balance 22.5 floating holiday hours beginning January lst of each year. Employees hired after January lst of each year shall receive a prorated portion of the 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 or the department head. 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 24C. B. Holidays on Certain Days of the Week. In the event any of the above holidays, except one- half day before Christmas,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 one-half day before Christmas, 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 one-half day before Christmas, employees will be credited with nine (9) hours of holiday compensatory time. Accumulated holiday compensatory time must be used by the employee by June 30 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. Eli ibilit�to Receive Holida�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 one of 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. 8 1) For employees described herein in Appendix "A", as well as the City Manager, the following schedule shall apply: � � � � � , � ; 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 employees described herein in Appendix "B", the following schedule shall apply: � � � � � ; � ; 1 104 16 188 2 114 17 192 3 124 18 196 4 134 19 200 5 144 20 204 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 one (1) year's continuous service, except with the approval of the City Manager, or in the event of a City Hall holiday closure, with 9 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°Io of his 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 (A)(1)(2) 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. D. Vacation Pa. o�pon 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 to any employee a specified number of hours per day or days per week or weeks per year or months per year of work. 1) Regular part-time employees shall be those employees scheduled in the budget to work 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 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 Frin�e 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 in the budget to work to the norma140-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 PERS retirement contribution. Regular part-time employees may receive step increases provided they have performed 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. 10 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 absent 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) No employment or fringe benefits such as sick leave, vacation, health insurance, retirement, or any other benefits shall accrue to any employee on 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. 4) 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 of the City. The City will pay up to six (6) months of the Flexible Benefit Plan contribution for employees who are on long term disability leave. 5) At the end of any approved leave,if the employee desires additionalleave, 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 months. 6) 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 City shall consider that the employee has abandoned his employment with the City and shall be terminated. 7) An employee on leave of absence must give the City at least seven(7) days' written notice of his intent to return to work prior to returning to work. 8) 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. 11 9) Any employee who falsifies the reason for the request for said leave of absence � may be terminated. 10)Such leave shall be granted on the same basis for pregnancy, childbirth, and other medically related conditions, except that such an employee shall retain his/her seniority rights. . 11)Forms setting forth the benefits available or such other pertinent information shall be maintained for distribution in the Human Resources Department. B. Jury Duty and Services as Witness for Citv. 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 all jury fees paid to the individual employee, less allowed automobile expenses, are turned over to the City. Once an employee has completed his jury service, he must provide the Certificate of Jury Service to his immediate supervisor to qualify for jury duty compensation. If an employee is called as a witness on behalf of the City, he shall receive his 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 his witness service to the City as a condition of receiving his 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 required to take military training two (2) weeks or more each year,he shall be entitled to military leave of absence under the provisions of State law, found in applicable sections of the Military and Veterans' Code. An employee must provide a copy of their military orders to the Human Resources Department to qualify for a military leave of absence. D. Sick Leave. Sick leave with pay shall be allowed, credited, and accumulated in accordance with the following: 1) For employees working a regular 40-hour week, eight (8) hours of sick leave will accrue for each month of continuous service. 2) All non-benefitted employees shall receive sick leave as required by State law. 3) Sick leave will be charged at the rate of one-quarter (1/a) hour for each one-quarter (1/a) hour an employee is absent. 4) Any employee eligible for sick leave with pay may use such leave for the following reasons: (a) Medical and dental office appointments during work hours when authorized by the department head or his designee; and/or (b) Personal illness or physical incapacity resulting from causes beyond the employee's control, including pregnancy, childbirth, and other medically related conditions. - 12 5) Sick Leave Ap�lication. 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. 6) Sick Leave Char� 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(1/a)hour, while additional actual absence of over one-quarter(1/a)hour shall be charged to the nearest one-half('/z) hour. Sick leave shall only be used for the purposes stated and the department head shall be responsible for control of employee abuse of the sick leave privilege. 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. 7) Sick Leave Payout Pro r� Unused sick leave shall be paid off according to the following: (a) All sick leave accrued prior to January 1, 1992 shall fall under the following payout formula: i. Accumulated sick leave balances as of December 31, 1991 shall be set aside in a designated sick leave account and no further accumulation will be placed in this bank. This accumulated sick leave will be available for the employee's use according to the provisions outlined in Section D (2), (3) and (4). ii. Upon retiring from City service and entering the Public Employees' Retirement System, an employee shall receive pay for 50% of all accrued 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). iii. Upon separation from City service for reasons other than retirement with PERS, an employee shall receive no pay for the first 60 days of accrued sick leave (0 to 480 hours), but shall receive 25% pay for the first 30 days of accrued sick leave after the first 60 days of accrued sick leave (481 to 720 hours), and 50% of all accrued sick leave thereafter (721 hours and up). iv. Upon the death of an employee while employed by the City, 100°Io of all accrued sick leave benefits accrued prior to January 1, 1992 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 decedent employee. (b) All sick leave accrued after December 31, 1991, shall be placed in a new accrual bank and have no maximum accrual amount. Any hours 13 accumulated in this bank shall be eligible for the following payout program: i. Employees with sick leave usage of 0.0 to 27.0 hours per payroll calendar year will have the option to convert 40 hours of their unused sick leave to vacation in the first pay period of the following year. ii. Employees with sick leave usage of 27.25 to 36.0 hours per payroll calendar year may convert 30 hours of unused sick leave to vacation the following year. iii. Employees must have a minimum balance of 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 m�imum allowable accrual. Conversion of sick leave to vacation shall occur in the first pay period of January based upon sick leave usage during the previous payroll calendar year. iv. Any sick leave converted to vacation shall be subject to the provisions described in Section 19. Vacations. 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 m�imum vacation accrual allotted shall not be converted to vacation, and shall remain in the employee's sick leave bank. v. Upon retirement from employment with the City and entering the Public Employees' Retirement System, an employee with a minimum of five (5) years of continuous service to the City shall receive pay for 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). vi. Upon separation of employment from the City for any reason,other than retirement as noted in the preceding paragraph, for sick leave hours accumulated after December 31, 1991, an employee shall receive no pay for the first 100 hours (0 to 100 hours) of accrued sick leave, but shall receive 25% pay for up to the next 100 hours, (101 to 200 hours) of accrued sick leave, and 50% pay of any remaining sick leave (201 to 352 hours). 14 vii. Upon the death of an employee while employed by the City, 100% of all accrued sick leave benefits up to 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 decedent employee. viii. Employees promoted to top management shall have all their sick leave hours placed into the new sick leave accrual bank. E. Family Leave. In accordance with the California Family Leave Act, 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. 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 three (3) days of paid bereavement leave per incident on the following terms and conditions: 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(living at the same address) and any parent, legal guardian, parent-in-law, brother-in-law, sister-in-law, grandparent, grandchild, aunt,uncle,spouse,child,brother,or sister of the employee regardless of residence. 2) Days of absence due to bereavement leave shall not exceed three (3) working days per incident and shall not be deducted from the employee's accumulated sick leave. An employee on bereavement leave shall inform his immediate supervisor of the fact and the reasons therefore as soon as possible. Failure to inform his 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 Emplo �� For the classifications of Fire Chief and Police Chief, salary continuance, including Labor Code Section 48501eave, will be provided in accordance to current State Workers' Compensation laws and regulations. H. Workers' Compensation Leave for Non-SafetYEmployees• For the remaining classifications described in Appendix "A" and Appendix "B" herein, workers' compensation leave shall be granted as follows: 1) A regular employee shall be granted temporary disability leave in accordance with the current State Workers' Compensation laws and regulations. When a City employee is entitled to receive temporary disability payments, the City will contribute additional compensation to allow the employee to receive 100°Io of their regular rate of pay, or provide full salary continuance, for the first 365 days starting from the date of injury. Temporary disability leave in excess of 365 days will be provided subject to.current State Workers' Compensation laws and regulations. 15 2) Should it be determined by the employee's doctor, or an agreed doctor by both parties, or an Administrative Law Judge through the Workers' Compensation Appeals Board that an employee's illness or injury did not arise in the course of the employee's employment with the City and/or that the employee is not temporarily incapacitated, then the employee's accrued, or if insufficient, future sick leave, shall be charged to reimburse the City for any payments made to the employee pursuant to above. 3) An employee receiving benefits pursuant to Workers' Compensation Temporary Disability will continue to receive the City's contribution to the employee's medical, dental, vision and other applicable insurances. All authorized deductions will continue as though the employee is on regular work status. 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. 4) Temporary Disability leave shall expire when the first of any of the following conditions occur: (a) The employee is able to return to work and assume the duties of his regular position. (b) The employee is able to return to work to another position designated by the City. (c) The day before the employee is retired or separated for disability. The employee's "retirement date" shall be determined by the Public Employees' Retirement System. 5) Before a work-related injury, an employee may elect to pre-designate a qualified medical provider if done in accordance with Workers' Compensation laws and regulations. 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 12 workweeks of leave during any 12-month period. An employee's entitlement to leave for the birth or placement of a child for adoption or foster care expires 12 months after the birth or placement. 16 The 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 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, he/she 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 his/her 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 shall contract with the Public Employees'Retirement System (PERS) to make available those health insurance benefits provided under the Public Employees' Medical and Hospital Insurance Care Act (PEMHCA). The PERS Health Benefits Plan shall replace any other benefits program maintained by the City for eligible employees, eligible retirees, and their eligible surviving annuitants. A. The City shall contribute toward the payment of premiums under the PERS Health Benefits Plan to each eligible retiree annuitant of PERS to the extent required by law, a contribution of $136.00 per month. This contribution shall be adjusted annually each January 1 to the amount set by the Ca1PERS Board of Administration. B. Flexible Benefits Plan. The City shall administer 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 medical, dental, vision, and/or miscellaneous pay: , . � , . � � - - - . � � • � • • � � • i January 1, 2019 $1,920.00 $1,920.00 $1,610.00 January 1, 2020 $1,995.00 $1,995.00 $1,685.00 C. Any amounts in excess of the amount designated in Section 22.B 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 PERS Health Benefits Plan if a spouse is enrolled in the City or enrolled in an agency with PER5 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 to not 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 17 that insurance is in full force and effect,eligible employees shall receive the amount designated in Section 22.B towards the Flexible Benefits Plan. In the event the employee loses eligibility (with documentation) the employee may enroll in the PERS Health Benefits Plan pursuant to their rules and regulations. SECTION 23. OTHER INSURANCES. A. Life Insurance. 1) For employees described herein in Appendix "A", the City shall contribute the full premium towards a$150,000.00 life insurance benefit. 2) For employees described herein in Appendix "B", the City shall contribute the full premium towards a$75,000.00 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 60-day elimination period, to a maximum of $8,000.00 per month for employees described herein in Appendix "A", and a maximum of $6,000.00 per month for employees described herein in Appendix "B". C. Medicare Insurance. The City shall pay for the employee's portion of the contribution for Medicare coverage for all employees hired since the effective date in April, 1986. SECTION 24. RETIREMENT. A. Public Employees' Retirement System (PERS). All benefited employees shall participate in the California Public Employees' Retirement System (Ca1PERS). 1) Miscellaneous PERS Formula—Tier 1. The City shall provide the PERS 2.7°Io @ age 55 retirement formula for employees who are considered "classic"members of Ca1PERS or were members of another California public retirement system with Ca1PERS reciprocity, at the time of hiring, prior to January 1, 2013. These individuals are subject to the one (1) year final compensation measurement period set forth in California Government Code Section 20042. 2) Safetv PERS Formula— Tier 1. The City shall provide the PERS 3.0°Io @ age 50 retirement formula for employees who are considered "classic" members of Ca1PERS or were members of another California public retirement system with Ca1PERS reciprocity, at the time of hiring, prior to January 1, 2013, as set forth in Section 21362.2 of the California Government Code. These individuals are subject to the one (1) year final compensation measurement period set forth in California Government Code Section 20042. 3) Miscellaneous PERS Formula—Tier 2. Miscellaneous employees hired on or after January 1, 2013, who thereupon become "new members" in Ca1PERS, shall be subject to the 2.0°Io @ age 62 retirement formula pursuant to the California Public Employees' Pension Refor.m Act of 2013 (PEPRA) as set forth in Section 7522.20. of the California Government Code. These "new members" are subject to the three (3) year final compensation period to calculate average final compensation for 18 retirement purposes as set forth in Section 7522.32. In all other respects, miscellaneous employees who are considered "new members" shall be subject to the terms and requxrements of�'EPRA. 4) Safetv PERS Formula—Tier 2. Safety employees hired on or after January 1,2013 who thereupon become "new members" in Ca1PERS, shall be subject to the 2.7% @ age 57 retirement formula pursuant to the California Public Employees' Pension Reform Act of 2013 (P�PR�), pursuant to Government Code Section 7522.25(d). These "new members" are subject to the three (3) year final compensation period to calculate average final compensation for retirement purposes as set forth in Section 7522.32. In all other respects, safety employees who are considered"new members" shall be subject to the terms and requirements of PEPRA. 5) PERS Member Contribution—1kliscellaneous. Miscellaneous employees who are "classic members" shall contribute 8.0% of their PERS-reportable income, on a pre-tax basis, toward their PERS Member Contribution Rate. 6) PERS Member Contribution — Safetv. Safety employees who are "classic members" shall contribute 9.0% of their PERS-reportable income, on a pre-tax basis,toward their PERS l�rlember Contribution Rate. 7) PERS Member Contribution, New Members. Safety and Miscellaneous PERS "new members" shall contribute from their reportable compensation 50% of "normal cost" as dictated by CaIPERS for their defined benefit pension plan. The requirement that new members pay at least %z of the normal cost is set forth in Section 7522.30(c). 8) 1959 PERS Survivor Benefit. The City shall pay fees and provide the 1959 PERS Survivor Benefit at the Third Level pption for miscellaneous member. �The City shall pay fees and provide the 1959 PERS Survivor Benefit at the Fourth Level Option for the Fire Chief and Police Chie£ The City, shall increase the 1959 Survivor Benefit to the Fourth Level Option(California Government Code Section 21574) for miscellaneous members; miscellaneous members shall pay their $2.00 monthly contribution through payroll deduction. The City shall pay the employer portion subject to the following limit: in the event the employer portion exceeds $6.00 monthly, miscellaneous rnembers agree to pay any portion of the employer portion that exceeds $6.00 monthly. This benefit shall be contingent upon all affected bargaining units contractually agreeing to this provision. B. Monev Purchase Retirement Plan. The City shall provide a Money Purchase Retirement Plan for employees covered by this resolution. The City shall contribute an amount equal to three percent (3%) of the employees' base salary as shown in Appendix "A" and Appendix "B" toward an IRS Section 401(a)account. In lieu of this City provided benefit,the employee may elect to have added to his base salary an additional three percent(3%0), however this 3% is not reported to Ca1PERS as pensionable compensation. This election can be made only upon initial employment and is irrevocable. C. Retirement Health Savin s��P1an• Effective October 1, 2002, the City Council approved a Retirement Health Savings Plan for employees covered by this Resolution. Effective January 19 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 the Public Employees' Retirement System; 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 the Public Employees' Retirement System. SECTION 25. OTHER FRINGE BENEFITS. A. Medical Maintenance Examination Program. An annual medical examination shall be provided for all employees listed in Appendices "A" and "B". 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. Each employee may choose to have said examination performed by the physician of his choice or the City's designated medical provider. Employees in Appendices "A" and "B" will be reimbursed per fiscal year, upon submitting proof of such examination, the following amounts toward the cost of an annual physical examination: Executive Directors: $850.00 Top Management Employees: $550.00 Employees may receive up to$495.00 per fiscal year(of the$850.00 listed above for Executive Directors) and $395.00 per fiscal year (of the $550.00 listed above for Top Management Employees) towards reimbursement for items 1, 2 and/or 3 below. Requests other than annual physicals 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/stop smoking/wellness/fitness program. 3) Fitness equipment (home gym equipment). The City will not reimburse employees for any of the above listed activities for family/dependent health related expenses. B. Educational Assistance. 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 his 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. 20 , Educational assistance payments to an employee shall not exceed $1,500.00 in any one fiscal year and he must still be employed by the City when the course is completed. The City agrees to allow reimbursement to Executive Directors up to $1,000.00, and Top Management employees up to $800.00 of the $1,500.00 allotted per fiscal year for activities which aid in their professional development. Reimbursable activities include the following: 1) Attendance at job-related professional conferences and seminars; 2) Payment of inembership 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. Participation and/or purchase must be approved in advance by the department head and the Human Resources Director. The above reimbursable activities are made 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 Ca1PERS the following values for uniform expenses: $800.00 per year for the Fire Chief, $800.00 per year for the Police Chief, and $400.00 per year for the Ernergency Medical Services Manager. This uniform expenditure will not be reported to Ca1PERS 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). D. Rideshare Incentive Pro r� An employee may receive$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 70°Io of his commuting time. E. Technolo�y 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 $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 City Manager or 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. SECTION 26. DIRECT DEPOSIT. All employees hired after January 1, 2017 must participate in the City's direct paycheck deposit program. 21 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 out-of-the-City is too great to expect the employee to finance the trip and be reimbursed upon his return,the City Manager may authorize advance payment of the estimated amount of the travel expense to the employee. C. Tourist-Class airplane passage 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 his personal car,he 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 Char e�s. 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 Number 4.13. SECTION 28. GRIEVANCES. Any employee covered by this Resolution who wishes to file a grievance should follow the procedures outlined in the City's Employee Handbook. SECTION 29. EFFECTIVE DATES. This Resolution and attachments hereto shall be effective as of July 1, 2019 and shall continue in full force and effect until June 30, 2020 unless otherwise amended. 22 APPENDIX "A" EXECUTIVE MANAGEMENT MONTHLY SALARY RANGES EFFECTIVE NOVEMBER 12,2017 Equity Adjustments for Fire Chief(3.0%) and Police Chief(3.0%) STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Administrative Services Director* 704 11943 12553 13191 13865 14572 15315 Assistant City Manager 715 12616 13261 13935 14647 15394 16179 Chief Clerk 622 7934 8340 8763 9211 9681 10174 City Attorney 738 14150 14873 15629 16427 17265 18145 Community Development Director 692 11249 11824 12425 13060 13726 14425 Community Services Director 687 10972 11533 12119 12738 13388 14070 Finance Director 687 10972 11533 12119 12738 13388 14070 Fire Chief 731 13664 14363 15093 15864 16673 17523 Human Resources/Employee Relations Dir. 687 10972 11533 12119 12738 13388 14070 Library Services Director 673 10232 10755 11302 11879 12485 13121 Police Chief 736 14009 14725 15474 16264 17094 17965 Public Works Director 704 11943 12553 13191 13865 14572 15315 *Note: Classi�cation of Administrative Services Director was established effective May 27, 2018 pccrsuant to Resolution No. 11089. EFFECTIVE JULY 7,2019 3.0% Across the Board STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Administrative Services Director 710 12305 12934 13592 14286 15015 15780 Assistant City Manager 721 12999 13664 14359 15092 15862 16670 Chief Clerk 628 8175 8593 9029 9491 9975 10483 City Attorney 744 14579 15325 16104 16927 17790 18697 Community Development Director 698 11590 12183 12802 13456 14143 14864 Community Services Director 693 11305 11883 12487 13125 13794 14498 Finance Director 693 11305 11883 12487 13125 13794 14498 Fire Chief 737 14079 14799 15551 16346 17179 18055 Human Resources Director 693 11305 11883 12487 13125 13794 14498 Library Services Director 679 10543 11082 11645 12240 12864 13520 Police Chief 742 14435 15173 15944 16759 17613 18511 Public Works Director 710 12305 12934 13592 14286 15015 15780 23 APPENDIX "B" SENIOR MANAGEMENT MONTHLY SALARY RANGES EFFECTIVE JUNE 26,2016 2.0% Across the Board Salary Increase STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Accounting Manager 602 7181 7548 7931 8336 8762 9208 Administrative Analyst I 532 5065 5323 5595 5880 6180 6495 Administrative Analyst II 552 5596 5882 6181 6497 6828 7176 Assistant City Attorney I 658 9494 9980 10487 11022 11585 12175 Assistant City Attorney II 668 9980 10490 11023 11586 12178 12798 Assistant Community Devel.Director 666 9881 10386 10914 11471 12057 12671 Assistant Community Services Director 653 9261 9734 10229 10751 11300 11875 Assistant Field Services Manager* 633 8381 8810 9258 9730 10227 10748 Assistant Finance Director 653 9261 9734 10229 10751 11300 11875 Assistant Human Resources Director 653 9261 9734 10229 10751 11300 11875 Assistant Library Services Director 612 7548 7934 8337 8763 9210 9679 Assistant Public Works Director'�** 678 10490 11026 11587 12179 12800 13453 Assistant to City Manager 589 6730 7074 7433 7813 8212 8630 Assistant Water Manager 633 8381 8810 9258 9730 10227 10748 Budget Officer 592 6831 7181 7545 7931 8336 8760 Budget Manager**�* 602 7181 7548 7931 8336 8762 9208 Chief Building Official 653 9261 9734 10229 10751 11300 11875 Crime Analyst 550 5541 5823 6120 6432 6760 7105 Deputy City Clerk 554 5652 5940 6243 6562 6896 7248 Deputy City Manager 653 9261 9734 10229 10751 11300 11875 Deputy Public Works Director 668 9980 10490 11023 11586 12178 12798 Economic Development Manager 653 9261 9734 10229 10751 11300 11875 Economic Development Project Manager 602 7181 7548 7931 8336 8762 9208 Emergency Medical Services Manager 617 7739 8134 8547 8984 9443 9924 Employee Benefits Analyst 545 5404 5680 5969 6274 6594 6930 Equipment Maint.Superintendent 605 7289 7662 8051 8462 8894 9347 Executive Assistant 499 4296 4515 4746 4988 5242 5509 Field Services Manager** 653 9261 9734 10229 10751 11300 11875 Finance Manager***** 584 6564 6899 7251 7621 8009 8418 Finance Supervisor 564 5941 6244 6563 6897 7249 7619 Financial Analyst 556 5709 6000 6306 6628 6966 7321 Housing Manager 602 7181 7548 7931 8336 8762 9208 Human Resources Analyst I 537 5193 5458 5736 6028 6336 6659 Human Resources Analyst II 564 5941 6244 6563 6897 7249 7619 Human Resources Manager 627 8134 8550 8985 9443 9926 10431 Information Technology Manager***'k**'k 653 9261 9734 10229 10751 11300 11875 Information Technology Proj.Mb******* 633 8381 8810 9258 9730 10227 10748 24 STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Intergovernmental &Comm Affairs Mgr 644 8854 9307 9780 10279 10804 11354 Internal Audit Manager 602 7181 7548 7931 8336 8762 9208 InvestmendRevenue Officer 572 6183 6498 6830 7178 7544 7929 Manager of Trans Svcs/City Traffic Eng 653 9261 9734 10229 10751 11300 11875 Network/Security Analyst******* 583 6531 6865 7215 7583 7970 8377 Parks and Facilities Manager 633 8381 8810 9258 9730 10227 10748 Payroll Manager 592 6831 7181 7545 7931 8336 8760 Planning Manager 653 9261 9734 10229 10751 11300 11875 Police Communications Manager 597 7004 7362 7736 8131 8546 8981 Principal Civil Engineer 633 8381 8810 9258 9730 10227 10748 Principal Planner 622 7934 8340 8763 9211 9681 10174 Public Affairs &Information Manager 602 7181 7548 7931 8336 8762 9208 Public Works Administrative Manager 602 7181 7548 7931 � 8336 8762 9208 Purchasing Officer****** 584 6564 6899 7251 7621 8009 8418 Recreation Services Manager 623 7974 8381 8807 9257 9730 10225 Risk Management Analyst 535 5141 5403 5679 5969 6273 6593 Risk Manager 637 8550 8988 9444 9926 10433 10965 Senior Administrative Analyst 582 6499 6831 7179 7545 7930 8335 Senior Assistant City Attorney 688 11027 11590 12180 12802 13455 14140 Senior Econ Development Project Mgr 628 8175 8593 9029 9491 9975 10483 Senior Executive Assistant 535 5141 5403 5679 5969 6273 6593 Senior Housing Manager 628 8175 8593 9029 9491 9975 10483 Senior Human Resources Analyst 594 6900 7253 7621 8010 8419 8848 Senior Library Manager 592 6831 7181 7545 7931 8336 8760 Systems Analyst'k**'k*** 583 6531 6865 7215 7583 7970 8377 Water Manager 653 9261 9734 10229 10751 11300 11875 *Note: Classification of Pa�blic Works Maintenance and Operations Manager was reclassified to Assistant Field Services Manager effective June 25, 2017 pursaaant to City Coc�ncil 2017/18 budget adoption and Resolc�tion No. 11017. **Note: Classification of Field Services Manager tivas established effective Jacne 25, 2017 pc�rsuant to City Coccncil 2017/18 budget adoption an�l Resolcction No. 11017. ***Note: Classi�cation of Assistant Pa�blic Works Director was established effective May 27, 2018 pursaiant to Resolaction No. 11089. ****Note: Classifccation of Ba�dget Manager was established effective May 27, 2018 pccrsuant to Resolution No. 11089. *****Note: Classification of Finance Manager was established effective December 9, 2018pccrsccant to Resolution No. 11124. ******Note: Salary range for the classification of Ptcrchasing Officer was adjtcsted effective February 3, 2019 pursuant to Resola�tion No. 11142. *******Note: Classifzcations of Information Technology Manager, Information Technology Project Manager, Network/SecLcrity Analyst, and Systems Analyst were established effective April 14, 2019 pacrsccant to Resolcition No. 11147. 25 APPENDIX "B" SENIOR MANAGEMENT MONTHLY SALARY RANGES EFFECTIVE JULY 7,2019 3.0% Across the Board Salary Increase STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Accounting Manager 608 7399 7778 8172 8590 9028 9488 Administrative Analyst I 538 5219 5485 5765 6059 6368 6692 Administrative Analyst II 558 5766 6060 6369 6694 7035 7394 Assistant City Attorney I 664 9782 10283 10806 11357 11937 12545 Assistant City Attorney II 674 10283 10809 11359 11938 12547 13187 Assistant Community Devel. Director 672 10181 10701 11245 11820 12423 13056 Assistant Community Services Director 659 9541 10030 10539 11077 11643 12236 Assistant Field Services Manager 639 8636 9078 9539 10026 10538 11075 Assistant Finance Director 659 9541 10030 10539 11077 11643 12236 Assistant Human Resources Director 659 9541 10030 10539 11077 11643 12236 Assistant Library Services Director 618 7778 8175 8590 9029 9490 9974 Assistant Public Works Director 684 10809 11361 11939 12549 13189 13861 Assistant to City Manager 595 6935 7289 7659 8050 8461 8892 Assistant Water Manager 639 8636 9078 9539 10026 10538 11075 Budget Officer 598 7039 7399 7775 8172 8589 9026 Budget Manager 608 7399 7778 8172 8590 9028 9488 Chief Building Official 659 9541 10030 10539 11077 11643 12236 Crime Analyst 556 5709 6000 6306 6628 6966 7321 Deputy City Clerk 560 5824 6121 6433 6761 7106 7468 Deputy City Manager 659 9541 10030 10539 11077 11643 12236 Deputy Public Works Director 674 10283 10809 11359 11938 12547 13187 Economic Development Manager 659 9541 10030 10539 11077 11643 12236 Economic Development Project Manager 608 7399 7778 8172 8590 9028 9488 Emergency Medical Services Manager 623 7974 8381 8807 9257 9730 10225 Employee Benefits Analyst 551 5569 5852 6151 6464 6794 7141 Equipment Maint. Superintendent 611 7510 7895 8296 8719 9164 9631 Executive Assistant 505 4427 4652 4890 5139 5401 5677 Field Services Manager 659 9541 10030 10539 11077 11643 12236 Finance Manager 590 6764 7109 7470 7852 8253 8673 Finance Supervisor 570 6121 6434 6762 7107 7469 7850 Financial Analyst 562 5882 6182 6498 6829 7177 7543 Housing Manager 608 7399 7778 8172 8590 9028 9488 Human Resources Analyst I 543 5351 5623 5910 6212 6528 6861 Human Resources Analyst II 570 6121 6434 6762 7107 7469 7850 Human Resources Manager 633 8381 8810 9258 9730 10227 10748 26 STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Information Technology Manager 659 9541 10030 10539 11077 11643 12236 Information Technology Project Manager 639 8636 9078 9539 10026 10538 11075 Intergovernmental&Comm Affairs Mgr 650 9123 9590 10077 10591 11132 11699 Internal Audit Manager 608 7399 7778 8172 8590 9028 9488 InvestmendRevenue Officer 578 6371 6696 7037 7396 7773 8170 Manager of Trans Svcs/City Traffic Eng 659 9541 10030 10539 11077 11643 12236 Network/Security Analyst 589 6730 7074 7433 7813 8212 8630 Parks and Facilities Manager 639 8636 9078 9539 10026 10538 11075 Payroll Manager 598 7039 7399 7775 8172 8589 9026 Planning Manager 659 9541 10030 10539 11077 11643 12236 Principal Civil Engineer 639 8636 9078 9539 10026 10538 11075 Principal Planner 628 8175 8593 9029 9491 9975 10483 Public Affairs&Information Manager 608 7399 7778 8172 8590 9028 9488 Public Works Administrative Manager 608 7399 7778 8172 8590 9028 9488 Purchasing Officer 590 6764 7109 7470 7852 8253 8673 Recreation Services Manager 629 8216 8636 9074 9538 10025 10535 Risk Management Analyst 541 5297 5568 5851 6150 6463 6793 Risk Manager 643 8810 9261 9731 10228 10750 11298 Senior Administrative Analyst 588 6696 7039 7397 7774 8171 8588 Senior Assistant City Attorney 694 11362 11942 12550 13191 13863 14570 Senior Econ Development Project Mgr 634 8423 8854 9304 9779 10278 10802 Senior Executive Assistant 541 5297 5568 5851 6150 6463 6793 Senior Housing Manager 634 8423 8854 9304 9779 10278 10802 Senior Human Resources Analyst 600 7110 7473 7853 8254 8675 9116 Senior Library Manager 598 7039 7399 7775 8172 8589 9026 Systems Analyst 589 6730 7074 7433 7813 8212 8630 Water Manager 659 9541 10030 10539 11077 11643 12236 27 � RESOLUTION NO. ��A44.`� ;.:�:�.�. � ; y, `�� A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ORANGE RELATING TO THE CLASSIFICATION, COMPENSATION, AND TERMS OF EMPLOYMENT OF EXECUTIVE DIRECTORS AND TOP MANAGEMENT � EMPLOYEES,AND REPEALING RESOLUTION NO. � I9��'� AND AMENDMENTS THERETO.- WHEREAS, the employees covered by this Resolution constitute management personnel; and WHEREAS, the City Council has consulted with the City Manager concerning the proposed employment terms contained herein; and WHEREAS,the City Council has determined that this Resolution shall set forth the wages, hours, � and conditions of employment for the period of July 1, ?A 1�-2019 through June 30, ?l�-I-�-20�0 for those management employees covered herein; NOW, THEREFORE, BE IT RESOLVED that the City Council of the City of Orange hereby adopts the wages, hours, and conditions of employment for the period of July l, ?��2019 through June 30, ��2020 for Executive Directors and Top Management Employees :,��_ ��.r��-�r��ni:�i�.._ . � �� ._ . � �� I��llr �, �, f��i3 1�.�. � �DOP'l,Ei) i}�is q��,--�lav �>f— Iul�� ?O19. _ _ _____�_____.._ _..__ __---______._.__._ _.._ __.----_.__ Nlark A. ,Ylul��t�y. Mayor of the, C.ity c>f Ulan� '� � �'��:�;'�'. _ � `� ( :111; Uf� C'r�Lil�(�Ktil,� } C'OUNTY OF ORANGE ) _ CITY OF ORANGE ) !_ I':��1L,L�� C'(�LL-i��l��;�. C�il� C'lcr(. uf tl�c Cit� ul�Uran��. C'.�IiC��rni<<. �1�� I��r�l�}� ��rtil�� h,it tl�� I��r��uin�� :��c�lution was duly and re�ularlv ��do��ted by the City Council of the City oi Oran�e at a ceaul�►r meetin;� !��rcuf hcl�i ��n the 9'�, da�� f Jul�� 019 liv the. f��ll��in� ��te: � . ,i r '.;� '�(�I�S: C:(�UNC.'1L M�NIB�;KS: \BSENT: COUNCIL MEMBERS: �.I;��I��1V"f��)� C'nl"�`('ll �1F�1I3F�RS�. i'.�IIi�I,i l t�Ic Ili;lii, l li�� l l�i�f� c5i lll� l li� �){ lll<lll�� C� Cit of Y . � ` ��. ��' t�. i _ � �s� f� � " ' � � ` i ''. `�,. � �"' o � �'. �=Y � � � � _, ,� � � ' ' � �. � i i � � '� � ; � . � � � � � �, .�� l. : � � � '� 'd i �� i � "t'ABLE UF CUN I'ENTS �ection No. �ectiun 1�itlt Pa�e No. i _ Basic Compe��sation Plan 3 '__ Sal��iy anci Wa�e Schedule 3 �_ Administration of Basir Con�pen�ation Plan 3 � Be17inninv Rates 3 � Service 3 t, Adv�ir�cemc»t withill Sched��le � . Mcrit AclvanccnicnL Sp�ci�il blccit Aciran�cmrm R�:cluction in Salary Steps -� � 13 i I i��u��l Assi�nment 4 > _ Longevity for Safety Chiefs __ 5 �) Eciucatic>n�il Incentitie Prograrr� 5 ;� � DErnoticm 6 �� ___ Rea�signm�nt of Com�en�atic�n Ran�cs 6 I � At-Will Status 6 � (� City Mana��er and City AUornev 7 7 Ad►ninistrative Leave 7 � Holiciays __ 7 f�l�,<Uin�� H�,liclay�s. (-I��litlay� ��n Ccrtain f�ays�,I��hc��'c�k. ! � . � ��a�auun ;lccru�il. V��atiun U,ar� an�l �A�cuniulau�>n. V�i�,iuun C�>n�cr,i�>n. �'ac.Ui�>n Pa� Out Ul��,n 'l��nninatiun 1 ��ection No. Section Title Pa�e No. :'0 Part-Time, Ten�orary, anci Seasonal E►7�ployees Eli�bility f��r Frin�e Benefits _ 10 . _ Dciinitiuns�Entiticrnrnt tc�_(�riti�e F3�ncfits � B��sed Upon Pruraticm uf H��ur� _ l.eaves of Absence 1 1 i •tialr�of flbticncc �vithuut P<ty�.Ju�� L�uly an� Scrviccs �� 'itness li�t_City�, Milit.�_Lca�c r�t Ahscnc�;, Sick Le<iv��- � �ni� 1 cave, �3ere,i��emcnt Lcavc.Workets� C��n��pet�sation L,cavc r��t Sul�cty Ern�rloyees. Work<�rs� Con��pens�iti<>n Lcave ftu�Non-Safcty 1�.�n�,lov�e�Fan�ilv Care anel Medic�t( Leave(FCML� �? k lealth Ins�ir�ince l7 �'3 OtherIn�urances l� -�-- ---- ---I. i�,.� 1�,,��.�ii..;�_ 1)i,.il�i�� , 1;�;;,i � �,�,�. '�t � -- �� i�.;.�i:� In�iu<zii�..�, _' r ��l'lii�<'iiltl'1C 1`� . _ __ _ ._ _ _ _ __ . PuE�lic t�:n�E�luvcc,� [Zctircmcnt S��s[cn� IP[;IZS�9c�n�y _ Purch�ls� Rctiremcnt Plan. Rctir�ment Heaith Savin�s Plan _'..� Otllcr Friil��e I3enef�it�s 20 Mcdir�il Maintenanc�Exarninati�>n Pr��ram. Gclu�au��nal__ _ ----- -------- Assistancc. ltnili�rms_Rideshare Ineentive Pro�rum. _ Tcchn<�I�><��Sti�n�l -- ��7 Direct Depo�it ?1 � � _ Travel Expense Allow�ed 22 Milca�c Rcimhursci��cnt. Uut-uf-City_Tra�cl,Trans urtatiun _ _ �1ncl E�ense Char�,, --- v� �� Crrievances 22 'c) Ef't'ective Dates 22 \I'1'1�„�;1)l � ":�" I��ct �i�i�� 11�trr;it��T>>t�r�t '��1<�r�(hl� 5<<l�ii�ti� E;tizi��t•� �; _ _ _ �_ _ _ _ _ . --, �Ol'('l:��ti'�f)1X '�E3�� `��ani�,r ;�1�is�i�i��tu��i�� 9�,l�thl� Scal�ii�y� Itilzl;�L,s '-� __ __ - I 2 SECTION 1. BASIC COMPENSATION PLAN. There is hereby established a basic compensation plan for all executive directors and top 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 attachments. Whenever the masculine gender is used in this Resolution, it shall be understood to include the feminine gender. Whenever the term "department head" is used, it shall be understood to include the City Manager when the personnel action affects a department head. 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 steps or rates of pay in each range. The City Manager reserves the right to grant an additional salary increase of up to 5.0°Io for any � classifications described herein in Appendices "A" or `B." Any such increases shall not exceed a total cost of 1% of payroll for Top Management employees. 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 Section 5 and 6. � . b � . . cc ff � ` b , , , . . � b - - . . . . � . . . —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 12 divided by 2080 annual hours. In determining the hourly rate, compensation shall be calculated to the nearest one-half('/z) cent. Part-time employees who are scheduled to wark an average of at least 20 hours per week on a year- round basis may be considered for advancement to the next higher step upon completion of 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 he 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 Step "B" through "F" depending upon the employee's qualifications. I 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 3 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 30 days by reason of resignation or discharge shall serve to eliminate the accumulated length of service time of such employee for the purpose of this Resolution. Such employee re-entering the service of the City shall be considered as a new employee, except that he may, at the discretion of the City, be re-employed within one year and placed in the same salary step in the appropriate compensation range as he was at the time of the termination of employment. SECTION 6. ADVANCEMENT WITHIN SCHEDULE. The following regulations shall govern salary advancements within ranges: � � Merit Advancement. An employee may be considered for advancement through the applicable salary range upon completion of the minimum length of service. 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 his position. Such merit advancement shall require the following: � �� The department head shall file with the Human Resources Director a Personnel Action Form and a completed performance evaluation recommending the granting or denial of the merit increase and supporting such recommendation with specific reasons therefore. Disapproval from the Human Resources Director, together with the reasons therefore, shall be returned to the department head. a • The recommendation of the department head and the approval of the Human Resources Director shall be forwarded to the Payroll Division of Finance for change of payroll status. Advancements through the pay ranges Step "A" through Step "F", shall occur, if granted, in yearly increments. 'r i; A lapse of service of 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. � 1 n i� Special Merit Advancement. When an employee demonstrates exceptional ability and proficiency in the perfarmance of his 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 and effect 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 or more steps upon the recommendation of the 4 department head 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. I SECTION 8. °��.�, �._.�_�.�_... _1��i+, �'ti_�� °��,il I�t;l �3 ��,1(Y"o..�'ll..°«.�_ Employees covered by this Resolution may be assigned by the department head, with approval of the Human Resources Director, to a bilingual assignment. Employees on bilingual assignment shall receive an additional $140.00 per month, per employee,in addition to their regular monthly salary, 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. � This form of special compensation, also referred to as `Bilingual Premium." shall continue to be reported to CaIPERS as special compensation, and therefore compensation earnable pursuant to California Public Employees' Retirement SysCem Regulations, Section 571(a)(4). SI�;C'I'lON 9. LONGI�;VI1'Y FOR SAFETY CHIEFS. �. . "I�he Fire Cl�icf sh�ill bc cli��ible for Lonaevity Pay as defined in Article III, Section 3.13 of the Memoranduri� of Understanding between the City and the City of Oran e Fire Management Association (the "Fire Mana�ement MOU"). Effective June 23, 2019, the Fire Mana�;�ement Mn�i ��ides the foll��w�in�� inrcnti�e f��r_I.��n�ltyitX_Pav_ � � i� �,_�r��.uu 20 S-�O0.00 25 5600.00 _ _.-3. The Police Chief 5hall be eliaible for Lonaevity P� as defined in Articl� X, Section 5 of�the Memorandum of Understandin� between the City and the City of Or�►n�e Police Management Association (the "Pr>lice Mana�ement MOU"). Effective June 23, 2019, the Police :�1�u�a��rn��i�t VIOl' ��i��i�ics t}��e f��llu�in� ��iluc� f��r Lc�n��c�itti_P_��_ 15 S 1�0.00 ?0 `�3O0.00 25 �_5U0.00 ( � t .—This form of compensation, also referred to as "Longevity Pay", shall he reported to CaIPERS as special com�ensation and therefore compensation earnable pursuant to Califiornia Public Em�loyees' Retirement System (PERS) ReQulations, Section 571(a)( 1). �I�:("I'[Oti ]tl. l�:Ul�('.�"I'tO�.�I. 1V�t'I�:�"I�I��1�: PIZO(:IL��I. 5 A. -� � �� L.��Employees covered by this Reso(ution, other t1�an the Police Chief and Fire Chief, with postgraduate de�rees (i.e. Master's de�ree or hiaher) shall be eligible to receive �500.00 per m��I�_ �� --- ----�--�- �---In order Co maintain consisteilcy with Article VII, Section 7.2 of the Fire Mana�ement MOU the Fire Chief shall receive$400.00 per month for a Bachelor's dearee or $600.00 per month for a Master's de rg ee• C. � � -�'�.� In order to maintain consi�tency with Arlicle Article XI, Section 1 of the Police Management MOU, the Police Chief shall receive $700.00 for a Bacheloi's degree or$950.00 per month for a Maste►•'s dearee. ?��> � �� -----I��--This form of com�ensation, also referred to as "Educational Incentive", shall be reported to CaIPERS as s�ecial compensation and therefore compensation earnable pursuant to California Public Employees' Retii•ement System (PERS) Re�ulations, Section 571(a)(2). � SECTION ;r��. 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 his full discretion. � SECTION I'��. PROMOTION. When an employee is promoted to a position in a higher _._._,.__ classification, he may be assigned to the step in the new salary range which provides for at least a five percent (5°Io) 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 him an increase of at least one, but not more than three salary steps. � SECTION � � ;.z�. DEMOTION. When an employee is demoted to a position in a lower classification, his 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 step. B. The new salary rate must be within the salary range for the classification to which the employee was demoted. � SECTION _��-€. 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 he has 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 step, the Human Resources Director may, at his discretion, 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. 6 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, his current salary step. � SECTION ��.��:>. AT-WILL STATUS. Department heads and the Assistant City Manager, other than the City Attorney, serve at the pleasure of the City Manager, and consideration for advancement, reduction, demotion, termination, or reassignment shall be at the initiation of the City Manager and in accordance with the Orange Municipal Code. In addition, all employees covered by the Resolution are employed at-will and serve in accordance with Title 2 of the Orange Municipal Code. � SECTION �-��€>. CITY MANAGER AND CITY ATTORNEY. Except as amended by a written instrument formally approved by the Ciry Council, the compensation and terms of employment of the City Manager and City Attorney shall be as set forth herein. � SECTION �_��_`�. 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 80 hours of administrative leave annually for continuous service; B. Regular full-time employees identified in Appendix "B" shall accrue 63 hours of administrative leave annually for continuous service; C. Employees hired after January ls` of each year shall receive a prorated portion of the administrative leave during their first calendar year of employment; D. The minimum charge to the employee's administrative leave account shall be one-quarter ('/a) hour, while additional actual absence of over one-quarter ('/a) hour shall be charged to the nearest one-half('/z) 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 be accrued at the beginning of the pay period which includes January 1S1 of each year; G. Unused administrative leave at the end of the calendar year and upon retiring from City service and entering the Public Employees' Retirement System shall be deposited in the employee's � Retirement Health Savings Plan account as described in Section 2 ! 'C ��1�3��.; and H. Unused administrative leave upon separation for reasons other than retirement shall be forfeited. � SECTION l��. HOLIDAYS. Employees covered by this Resolution shall receive the following paid nine (9)-hour holidays, except as provided in#9: 7 1) January l�r (New Year's Day) 2) The third Monday in February (President's Day) 3) Last Monday in May (Memorial Day) 4) July 4'� (Independence Day) 5) First Monday in September (Labor Day) November 11`h (Veteran's Day) 7) Fourth Thursday in November (Thanksgiving Day) 8) Fourth Friday in November (Day after Thanksgiving) I 9) One-half day ! _: before Christmas if December 24`h Falls on a Monday through Thursday (Christmas Eve � ��-) 10) December 25r� (Christmas Day) A. Floating Holidays. In addition to the above, employees will have credited to their paid leave balance 22.5 floating holiday hours beginning January lsr of each year. Employees hired after January 1 S` of each year shall receive a prorated portion of the 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 or the department head. 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 2 ��C =.��r��-�� . B. Holidays on Certain Da_ys of the Week. In the event any of the above holidays, except one- half day before Christmas,fall on a SLlnday, 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 one-half day before Christmas, 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 one-half day before Christmas, employees will be credited with nine (9) hours of holiday compensatory time. Accumulated holiday compensatory time must be used by the employee by June 30 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. Eli i�y to Receive Holiday Pa� 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 Durin� Vacation. Should one of 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 ' "'_��. VACATION�_ 8 �� Vacation Accrual. All full-time regular employees described herein accrue paid vacation in accordance with the following schedules. 1) For employees described herein in Appendix "A", as well as the City Manager, the following schedule shall apply: � � � � � ; � ; � ;. , _ -�� -� '�.= � I;-; 1�� 71 l� � I s�� 1'�) ��U I�,.� �{) ?2-� r� 17i) "�1 �'� - �,� ,� ,;, `y ��(� �� 7_��7 �3 I��? �'-t '-li) 1(} 18-� 2> >4-� 1 I 1��; �f, �-l�; 1_' It)� '-' '_�� I:� I�?�- �� 51� I 1 �()i i �� ?(,tl I� a� ; ��±) ?(�-� ' ° , ��t+c�-k�<>tt+� � v zx�<��;_�,�r} �1E�f�� ti: �, .,�•� u�� v�„�� 7 c;t4'., -L-r-�i=�-�Ct,"- `= j (�-J - -------�-Ei- 7l14 �c� }-� �i� , N� rg �i� � l�� 1� ��n �_ }�r ?�� n ��— 'r-�,-(� 2} ��a i�� 4-- 1�t �3 ��r ;� _ r Qn i„� �nn ��) -�,� �5 �,�.� ; }- 1-�'� �€} � �� , �» �? �� ; � �ni 2�, �Si ;. 1 __ _--__ __2��} _---..... ___--- _._. __ ?�.__.. -_._ __ ____?��{) 9 i 2) For employees described herein in Appendix "B", the following schedule shall � aPP1Y� � 1�, �;;., _ I 1�I I7 1�)�_' � I' 1 lti 196 1 �I� � !�) �(?O ; I �+ '_(i ?O4 _ - (, 1_l� '_I 208 -7 � � , ��r �� s I:�r w ?.; '.I(, _ _ _ �) l6(t ?-1 ��1) __ lii 164 _'� '.? l I 1 1(�� 'E, _'.'ti I > 1�, �7 ,�, i �; 1 it} �� >7t, !- ItitJ �'{) :-!4) _ 1 -� I�-� ��) '.+-; .� : -,. `r�r.' (,..°-� 4�.tt=ft�+s�-it ��aas�f�4-.__. __. __.. -- -r=�l�i`}-_�f�.rtt-t*�}_.... .�'ztt_�t��i��=�� IIf>trt4 �,4 ,c't�s-t� UcF�' H�-T�Y=r u,F�'�zt1- ( _ i nn �,�> >v s. �� E� io� �- �-�� 1�� i o� � � ,� �r�;�; � t�t 1 7Ei 7t1 I ;�._ lii4 ?1 �(1Q . _ ��7 �Z 71� �:*._-- -�G F �� '1 l,�l �,j__ 1!(1 'z,q 7�Il �� I Z� 7�.I � �� i-c>cT �Fi '�'1 Q �..� 1-T'1 �� 72"� � ,i � 'Z� 72(, }-�_--- _.---- ---- -��f�-}-- — '�(l 7 Il1 �..�i ..._.. . ...... ...._. .._. ___�<�-� ..__.... ... ._. ._.. ...._. . .._:�(.) ..__ .._... ..__2-�� B. Vacation Usa�e 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 one (1) year's continuous service, 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. 10 C. Vacation Conversion. An employee may convert up to 50°l0 of his 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 1`i (A)(1)(2) 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. 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 >_�„:'+i. PART-TIME, TEMPORARY, AND SEASONAL EMPLOYEES ELIGIBILITY FOR FRINGE BENEFITS. A. Definitions. Nothing contained herein shall guarantee to any employee a specified number of hours per day or days per week or weeks per year or months per year of work. 1) Regular part-time employees shall be those employees scheduled in the budget to work 20 or more hours per week on a year-round basis (52 weeks minus approved leave). 2) Temporar�part-time emplo.� shall be those employees scheduled in the budget to work less than 20 hours per week on a year-t•ound 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. � i?. = 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 in the budget to work to the normal 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 PERS retirement contribution. Regular part-time employees may receive step increases provided they have performed 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 resoluCion of the City unless otherwise required by law. � SECTION _n��. LEAVES OF ABSENCE. A. Leave of Absence Without Pay. For all regular employees as described herein, the following Leave Without Pay procedure shall apply: 11 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 absent 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) No employment or fringe benefits such as sick leave, vacation, health insurance, retirement, or any other benefits shall accrue to any employee on leave of absence � without pay except as denoted under �;��x� � . .. : � i � ��t ��>� ��. �� . During such leave in excess of five (5) working days, no seniority shall be accumulated. 4) 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 of the City. The City will pay up to six (6) months of the Flexible Benefit Plan contribution for employees who are on long term disability leave. 5) 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 months. 6) 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 City shall consider that the employee has abandoned his employment with the Ciry and shall be terminated. 7) An employee on leave of absence must give the City at least seven (7) days' written notice of his intent to return to work prior to returning to work. 8) 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. 9) Any employee who falsifies the reason for the request for said leave of absence may be terminated. 12 10)Such leave shall be granted on the same basis for pregnancy, childbirth, and other medically related conditions, except that such an employee shall retain his/her seniority rights. 11)Forms setting forth the benefits available or such other pertinent information shall be maintained for distribution in the Human Resources Department. 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 all jury fees paid to the individual employee, less allowed automobile expenses, are turned over to the City. Once an employee has completed his jury service, he must provide the Certificate of Jury Service to his immediate supervisor to qualify for jury duty compensation. If an employee is called as a witness on behalf of the City, he shall receive his 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 his witness service to the City as a condition of receiving his 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 required to take military training two (2) weeks or more each year, he shall be entitled to military leave of absence under the provisions of State law, found in applicable sections of the Military and Veterans' Code. An employee must provide a copy of their military orders to the Human Resources Department to qualify for a military leave of absence. D. Sick Leave. Sick leave with pay shall be allowed, credited, and accumulated in accordance with the following: 1) For employees working a regular 40-hour week, eight (8) hours of sick leave will accrue for each month of continuous service. 2) All non-benefitted employees shall receive sick leave as required by State law. 3) Sick leave will be charged at the rate of one-quarter ('/a) hour for each one-quarter ('/a) hour an employee is absent. 4) Any employee eligible for sick leave with pay may use such leave for the following reasons: (a) Medical and dental office appointments during work hours when authorized by the department head or his designee; and/or � (b) Personal �lllness or physical incapacity resulting from causes beyond the employee's control, including pregnancy, childbirth, and other medically related conditions. 5) Sick Leave Ap�lication. 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 � I�l� below. 13 6) Sick Leave Char_� 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) 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 the sick leave privilege. 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. 7) Sick Leave Payout Pro r� am• Unused sick leave shall be paid off according to the following: � (a) All sick leave accrued prior to January l, 1992 shall fall under the following payout formula: i. Accumulated sick leave balances as of December 31, 1991 shall be set aside in a designated sick leave account and no further accumulation will be placed in this bank. This accumulated sick leave will be available for the employee's use according to the � provisions outlined in Section 4 �;� (2), (3) and (4). ii. Upon retiring from City service and entering the Public Employees' Retirement System, an employee shall receive pay for 50% of all accrued 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 2 ' ! ;� �x !�:�;�� . iii. Upon separation from City service for reasons other than retirement with PERS, an employee shall receive no pay for the first 60 days of accrued sick leave (0 to 480 hours), but shall receive 25°Io pay for the first 30 days of accrued sick leave after the first 60 days of accrued sick leave (481 to 720 hours), and 50°Io of all accrued sick leave thereafter (721 hours and up). iv. Upon the death of an employee while employed by the City, 100% of all accrued sick leave benefits accrued prior to January l, 1992 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 decedent employee. � All sick leave accrued after December 31, 1991, shall be placed in a new accrual bank and have no maximum accrual amount. Any hours accumulated in this bank shall be eligible for the following payout program: i, 14 � �, Employees with sick leave usage of 0.0 to 27.0 hours per payroll calendar year will have the option to convert 40 hours of their unused sick leave to vacation in the first pay period of the following year. +� ��. Employees with sick leave usage of 27.25 to 36.0 hours per payroll calendar year may convert 30 hours of unused sick leave to vacation the following year. i i Employees must have a minimum balance of 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 January based upon sick leave usage during the previous payroll calendar year. � �� Any sick leave converted to vacation shall be subject to the � provisions described in Section 1'� . Vacations. 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. � � Upon retirement from employment with the City and entering the Public Employees' Retirement System, an employee with a minimum of five (5) years of continuous service to the City shall receive pay for 50°Io 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 2 ' � C� h��l:.�� . � �, � Upon separation of employment from the City for any reason,other than retirement as noted in the preceding paragraph, for sick leave hours accumulated after December 31, 1991, an employee shall receive no pay for the first 100 hours (0 to 100 hours) of accrued sick leave, but shall receive 25°Io pay for up to the next 100 hours, (101 to 200 hours) of accrued sick leave, and 50% pay of any remaining sick leave (201 to 352 hours). �� Upon the death of an employee while employed by the City, 100% of all accrued sick leave benefits up to 352 hours shall be paid to the beneficiary of the deceased employee. Payment will be made 15 when proper authorization for payment is received from the estate of the decedent employee. �. �, i�i Employees promoted to top management shall have all their sick leave hours placed into the new sick leave accrual bank. E. Family Leave. In accordance with the California Family Leave Act, 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. Part-time benefited employees are allowed to use up to one-half of their annual accrual of sick leave for family leave purposes. � Bereavement Leave. Regular full-time employees shall be entitled to take up to three (3) days of paid bereavement leave per incident on the following terms and conditions: 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 (living at the same address) and any parent, legal guardian, parent-in-law, brother-in-law, sister-in-law, grandparent, grandchild, aunt, uncle, spouse,child,brother,or sister of the employee regardless of residence. 2) Days of absence due to bereavement leave shall not exceed three (3) working days per incident and shall not be deducted from the employee's accumulated sick leave. An employee on bereavement leave shall inform his immediate supervisor of the fact and the reasons therefore as soon as possible. Failure to inform his immediate supervisor, within a reasonable period of time, may be cause for denial of bereavement leave with pay for the period of absence. ' , ��:.rrkers� C�>�'i�p�rtsuti�7�� L��i�e C��r�afe[�f,lt�pl��y�e5. I��r tl�e ��I�.i��ii�icatic�r�� c>C I�irc C:(u�;t�a��cl � � }lice C'hief, s�ilary continu�lnce, inrludin� Labor Code Section 4850 le<.�ve, wilt be �rovided �iccord�ince to currer�t St�it�e Workers' Cort�pensation la��s and r��ulations. �,�� cker�' C��m��nsation Le�iv� f'or Non-S�ifetx E�i��lovees. For the remainin� classit'icatio»s � :�c i ihed ir� A�endi.r "A" zind A��endix "B" hcr�in workers' cornpensation leave shall be ' ,.--��llows: � '�_ce�ular �mployee sh�.ill be �ranted tem�orary dis�►bility leave in accorcia��ce with � �� cui-rent S�ate Woi-kerti' Compensation l�iws and re�ulatioils. �Vl�ieil a City �nplovee is entitled_ to receive tempor�iry disabilit��ayments, tl��e City will �ntribute, additional cornpensation tt� allow the emplc�vee to receive 100�Io of their ��ul�ir rate of pay �r provide t�ull salacy continuance, for the fir�t 365 days startin�� rn the, date ot� in�ur��. Tern��c�rar�dt�ab_il�tv-lea�e in excess of 3(5 da�s_��ill_he - -- —— - — ; �,��it1�•�! �t,il�j��t t�� c��rct�d St,�,[� �1"url.��r,' ('��ni�7ti7,<cCii_�t� 1,��, �i�i�! rc.�ul,�ti�,n�. 16 ') Sho�ild it he detei•��nirled by tlle em��loyee's doctor or an a�reed cioctor by both �rties �r ��n Adrllinistrative Law Jud�=e tllrou�=h tl�ie Workers' Corupc;nsation ��eals Bc�ard that an ernployee's illness or injury did not arise in the cotu•se of ehe �»��loyee's einployrnent with th� Citv anc�/or that the en�lployee is not terY�porarilY �cap�icitated t}1en thc cn��ployee's accrued, or if in,ufficieilt, fut��re sick le�ive, sha(1 ��-�:char��ec� to reimburse the City for any�avment�� made t�> the employee pursuant I�� 17��. �� ,1�� n� �i��ti�tc rc�ci� �i7�r I��i��f`i�� lir,u,,��( tt� ti�',�rkers' C'ori��en5ation TernporarY ._ � __ 1)isabili�v will continue to ceceive tl�ie Cit��'s contribution to the en��plov�;e's tnec�ical, �i�;�lt�il, vision and oth�r a��licable ins�u�ances. All authorired dedl�ctions will ti �ntinue as though ttle emplovee is on �•c�lular work status. If the ern�lo_yee l��is �_��hausted T�,mporary Disabilitv benefits, the etnployee sh�lll be responsible for ;�-<��inv tl�ie full �rertiium for the employ�,e's ►Y�edical, dent��l, vision, ancl otl�er {�5plicable insurances. �� _ .�m�orai-v Disability leave �h4�ll c;xpire when thc; 1'irst of any of Che followiil� . . �,�li3i��lsocCut': � The e�tlployee; is able to ret�irn to work and assume tt�ie duties of his re�ul�ir position. (h� Tl��c; em��loyee is able to return to worh to another posi�ion designated bY ��:1t=._�,►ty � � �I=hc d�iv before the en�iplovee is retired or separated for disability. The c�Y�plovee's "retireiY�ent clate" shall be detei•min�;d by tl�ie Public Em��loyees' Retirement S, st� >� i��(�re a work-relaled in�jui-y an employee n��ay elect to pre-desi<�r�a��; a qualified t�7cdiral �rc�vider if d�ne in accord�u�ce wittl Workei-s' Coil�ipen�atit�n laws arid ��•_gu(ation�. , , , _ . .. . (t � � ' , . . ��x-1��tEi�1-1.t:�r ,, . , , , . . , . , . .. . . . . . E� �t�cF+• I---� � �• ' , c t �� e=-��=�-_��t l-I- � , � . ... , .. , . � ��•� � . , . � _ . . , <:i �,��. 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I: �,tta}��t"1' y'o .r3,al9�l "c� `fFii�isl i` �t', . � (i1 t d �` ��.�4,- f4.�� "te, i�Y'c.� '..'3 1+'4.{'1�L`. ;.'}ar �I r3s } � g `t Y1. . _i� t� 2N�� s � _..'�r, 34.Ma.: �l;i��.. '.4,.�j�i , ,'� r#1:��t�� Et >.�I�,;�v � 4�, � � f-�t'-,-1>>„•. -„I h.- th�. [�„l,G�, l:,�„��.��t�' [.> ,r��ti•�.,,�,.,i L��"� �ni,.• G7 . �,I,. .�4'; �.I��t.•;.,1 1�,,.,o ?}- � � . . � , _ . .. . ;.C.} �.�..ti�,....1 ' ' .�r ;I1.��. r��».�r�<.�.�`c'�ri�. ..,- �, . . - . �. , , -.,,,., ..��t•., o �. � . . . -. . . . . y . . ' . . � b�i� , ,,i-., . . . . • • , , . . . _��`;r., LI��..•�.,.�� ;f„„ .,.,, ,1,��,,,,� I,,,� ,t;+'; ,.1 r�,�� (`;t. tirrri'r ., � ,�, �r� ..-, . . �,#•{- - . . , ., . .. . , . , . . .. . , ' .,' ' � l��_,r�c-i�-ciii`i-'-'ci . . . , . . , . �� "'b . , • .', ' ,7,.r� �,f ;.,;.�.-., ..,-1,.,��1;,��. th,�t• �, . . . . . . �} . , . l�-E�� . . . .. _ 1. �I. , r ,.}, .4' .h. ��ic`r'r"ri=�z _ �E-�-}�-�EFI'�f� � '�f'` . . �-t.�.a 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 Iprovided, "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. 18 1) Amount of Leave. Eligible employees are entitled to a total of 12 workweeks of leave during any 12-month period. An employee's entitlement to leave for the birth or placement of a child for adoption or foster care expires 12 months after the birth or placement. The 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 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, he/she must exhaust all accrued leaves (except sick leave) in connection with the leave. This inclLldes vacation, holiday, and other compensatory accruals. If an employee requests leave for his/her 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 DepartmenC, 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 ,��%�. HEALTH INSURANCE. The City shall contract with the Public Employees' Retirement System (PERS) to make available those health insurance benefits provided under the Public Employees' Medical and Hospital Insurance Care Act (PEMHCA). The PERS Health Benefits Plan shall replace any other benefits program maintained by the City for eligible employees, eligible retirees, and their eligible surviving annuitants. A. The City shall contribute toward the payment of premiums under the PERS Health Benefits Plan to each eligible retiree annuitant of PERS to the extent required by law, a contribution of .�i�3 '.�OpeCll1011t�l. f ;{i°Ci�la.' ,€ctt�tti.tik }, _i3��p tiYi�++.t�t{IiFt�t{t}itrfl �ft�ci�f EDt:�f#tci�zt'�i:ti� }�<r :'�l_>;i.{it/ ��; �� ,:� ; �� ,�(it�n ,I��ll! he ndj�isteti annuallt� cacli J�uit��Gry I t<> the atnotuzl set hv t_1Z� ,, , � �1 . Flexible Benefits Plan. The City shall administer 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 � ..��; �_�;i. dental �� •�;�, vision t b4�t��w: i ; �� ,, � or miscellaneous pay: , , , � 1 , . � . - - — � � • � ' � � • � i ' ��ua�v 1, ?t�'i� "�i ,�)9�.�(t �,1.99�.t?U ��I_6��.(?U 19 1 I � 1 I � 11 � � � .<<t H�tiztf�--�--�� -�-�.l��E) .��ztf3ltitl=�-- � � 3�}_�� '� , s. , � , j • — ------ �(—Ti��i:�zi F}t+zi—F'� '��r��j) ,�j!;� C. Any amounts in excess of the amount designated in Section '!a'_'.B necessary to maintain benefits under any benefits plan selected by the employee shall be borne by the employee. ; ; � � An employee cannot be enrolled in the PERS Health Benefits Plan if a spouse is enrolled in the City or enrolled in an agency with PERS 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 to not 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 � in Section �.B towards the Flexible Benefits Plan. In the event the employee loses eligibility (with documentation) the employee may enroll in the PERS Health Benefits Plan pursuant to their rules and regulations. � SECTION . OTHER INSURANCES. A. Life Insurance. � 1) _For employees described herein in Appendix "A." the City shall contribute the full premium towards a $150,000.00 life insurance benefit. � 2) For employees described herein in Appendix "B" the City shall contribute the full premium towards a $75,000.00 life insurance benefit. B. Disabilitv Insurance. The Ciry shall provide a long term disability plan with a long term disability benefit of two-thirds of salary, after a 60-day elimination period, to a maximum of $8,000.00 per month for employees described herein in Appendix "A", and a maximum of I $6,000.00 per month for employees described herein in Appendix "B " C. Medicare Insurance. The City shall pay for the employee's portion of the contribution � '.��=-; for Medicare coverage for all employees hired since the effective date in April, 1986. � SECTION _''?-�. RETIREMENT. 20 A. Public Employees' Retirement System (PERS). All benefited employees shall participate in the California Public Employees' Retirement System (Ca1PERS). 1) Miscellaneous PERS Formula—Tier L The City shall provide the PERS 2.7°Io @ age 55 retirement formula for employees who are considered "classic" members of Ca1PERS or were members of another California public retirement system with Ca1PERS reciprocity, at the time of hiring, prior to January 1, 2013. These individuals are subject to the one (1) year final compensation measurement period set forth in California Government Code Section 20042. b . . . b �e � ' � Safetv PERS Formula — Tier 1. �;-��-P:t��z'�A(�, T�he City shall �«nn��provide the�-PERS �}� . :��.'��;,�^ ".;r" *',°� 3.0% @ age 50 retirement formula for employees who are considered "classic" members of CaIPERS or were members of another California public retirement system with Ca1PERS reciprocity, at the time of hiring, prior to January 1,2013,as set forth in Section 21362.2 of the California Government Code. I � . , �, . �, , ,,,, � ., , , ,• , .� . . • • � , � '. These individuals are subject to the one (1) year final compensation measurement period set forth in California Government Code Section 20042. �ne�e�€i�t-�l,o -r�� n.,.;�„+,,,- „, . ��e�e��e�e�e;�T-�-C--� �l.,r:.,., F�,.-rh� G';.-o !-'4,;0�,�„rl Dr.l;�.o (`h�af_ �K�� t Miscellaneous PERS Formula — Tier 2. Miscellaneous employees hired on I or after January 1, 2013, who thereupon become`'new members°'in Ca1PERS, shall be subject to the 2.0% @ age 62 retirement }�t�rrformula pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA) as set forth in Section 7522.20 of the California Government Code. ��•��' "� ,��".,^�^"� i��-c��ri@HTvcr�--miri-�r-£-6•,r.•;L,�,ro F.•�,.,, th�• i@��rriiivT@—c6i��i�0" �i� n�vi �vrn-risr , .' rl;,�r..rorl h.,(`„ID�'AC f�,.-rha •rlo+; orl 1,0 of:t .zc:,� 1, p�j�C F,�,��.,.� }„u;,. .� � �. . . �. These "new members" are subject to the three (3) year final compensation period to calculate average final compensation for retirement purposes as set forth in Section 7522.32. In all other respects, miscellaneous employees who are considered "new members" shall be subject to the terms and requirements of PEPRA. � _�� Safet,y PERS Formula — Tier 2. Safety employees hired on or after January � 1, 2013 who thereupon become °`new members" in CaIPERS, shall be subject to the 2.7% @ age 57 retirement ��+�-formula pursuant to the California Public Employees' Pension Reform Act of 2013 (PEPRA),pursuant to Government Code Section 7522.25(d). c. � �� .,ro�, o�uc ,ti� ��ti.�ii n+,-�h t.��t..�r +h , � .Llll. [ll/III l. l.f ` <G ?) � 21 i , � . � . . . . These "new members" are subject to the three (3) year final compensation period to calculate average final compensation for retirement purposes as set forth in Section 7522.32. In all other respects, safety employees who are considered "new members" shall be subject to the terms and requirements of PEPRA. r��— � �'�� PERS Member Contribution Miscellaneous. Miscellaneous employees who are"classic members" shall contribute 8.0% of their PERS-reportable income, on a pre-tax basis, toward their PERS Member Contribution Rate. �,— � +" ; PERS Member Contribution � Safetv' Safety employees who are "classic members" shall contribute 9.0°Io of their PERS-reportable income, on a pre-tax I basis, toward their PERS Member Contribution Rate. ;�, �� E I �f"�i PERS Member Contribution,New Members. Safety and Miscellaneous PERS "new members" shall contribute from their reportable compensation 50°Io of "normal cost" as dictated by CaIPERS for their defined benefit pension plan. The requirement that new members pay at least '/z of the normal cost is set forth in Section 7522.30(c). � _� ��. f �_��;� a 1959 PERS Survivor Benefit. The City shall pay fees and provide the 1959 PERS Survivor Benefit at the Third Level Option for miscellaneous �i �. The City shall pay fees and provide the 1959 PERS Survivor Benefit at the Fourth Level Option for the Fire Chief and Police Chief. __i I r�� _i_�_ ,. . , . tic[�l ill i�'�t,l" ��3�� a %_>�r ."r�Ilci �� )�:flCtkt t�� 7t�: i .}liTll I., ��j �)�7[iftt. (��i1�ifOl�Ill`c� __ __ _. __ __— . ___ _. __. __ _ �t�ver►lment Cocle Secti��n 21574) for il�itic�;llane:ous mernbers: n�is�:ell�lneous .�embe;r5 shall pav tl�ieir �2.00 montl�ily contrihtition throu�h payroll deduction. ��I��e Cit� sh�ill pav the �:m�Lo�portion 5ubjcct to [he followin� limit: in the e��ent [�e emplo.��ortion exceeds $6.00 n��onthlv, �z�iscella»tous meri�bers a�i-e;e to puy �i��o�'tion oi�the erilploti�er portion that exceecls S�(.00 rrioilthlv. Thi� benet�it shall �u contin��ent L►pon_al( affected bar�ainin� units contracC�iall � a��«ei��« to tl�li� - ^ -- -- -_--- ��----�---- '�I�OVItil011. i�i' _ � B. Money Purchase Retirement Plan. The City shall provide a Money Purchase Retirement Plan for employees covered by this resolution. The City shall contribute an amount equal to three percent (3%) of the employees' base salary as shown in Appendix "A" and Appendix "B" toward an IRS Section 401(a) account. In lieu of this City provided benefit, the employee may elect to have added to his base salary an additional three percent (3%), however this 3% is not reported to Ca1PERS as pensionable compensation. This election can be made only upon initial employment and is irrevocable. C. Retirement Health Savin sg 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: 22 �The cash value of the employee's unused floating holiday hours at the end of each I 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 the Public IEmployees' Retirement System; and i �,� , 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 the Public Employees' Retirement System. � SECTION '.3'�. OTHER FRINGE BENEFITS. IMedical Maintenance Examination Pro r� An annual medical examination shall be provided for all employees listed in Appendices "A" and "B". 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. Each employee may choose to have said examination performed by the physician of his choice or the City's designated medical provider. Employees in Appendices "A" and "B" will be reimbursed per fiscal year, upon submitting proof of such examination, the following amounts toward the cost of an annual physical examination: Executive Directors: $850.00 Top Management Employees: $550.00 Employees may receive up to$495.00 per fiscal year(of the$850.00 listed above for Executive Directors) and $395.00 per fiscal year (of the $550.00 listed above for Top Management Employees) towards reimbursement for items 1, 2 and/or 3 below. Requests other than annual physicals must be approved, prior to purchase or participation, by the Human Resources Director. I Membership in a health/fitness club. � Participation in a weight loss/stop smoking/wellness/fitness program. i � �� Fitness equipment (home gym equipment). The City will not reimburse employees for any of the above listed activities for family/dependent health related expenses. B. Educational Assistance. 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 his 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. 23 Educational assistance payments to an employee shall not exceed $1,500.00 in any one fiscal year and he must still be employed by the City when the course is completed. � The City agrees to allow reimbursement to Executive Directors up to $1,000.00, and Top Management employees up to $800.00 of the $1,500.00 allotted per fiscal year for activities which aid in their professional development. Reimbursable activities include the following: � Attendance at job-related professional conferences and seminars; � . I Payment of inembership dues in community and professional organizations; and i = � = Purchase of job-related professional journals, books, and other written materials which further their knowledge and improve their effectiveness in their duties. Participation andlor purchase must be approved in advance by the department head and the Human Resources Director. The above reimbursable activities are made 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. I � Uniforms. The City shall pay and report to Ca1PERS the following values for uniform expenses: $800.00 per year for the 3° ��. ' ��:� Chief, $800.00 per year for the � ��,� � Chief, and $400.00 per year for the Emergency Medical Services Manager. This uniform expenditure will not be reported to Ca1PERS 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). D. Rideshare Incentive Pro r�m. An employee may receive$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 70% of his commuting time. I E. Technolog.�pend. 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 $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 City Manager or 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. 24 SECTION �� :��. DIRECT DEPOSIT. All employees hired after January 1, 2017 must participate in the City's direct paycheck deposit program. � SECTION .:' ` >. TRAVEL EXPENSE ALLOWED. A. Mileage Reimbursement. Expense claims far 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-Cit�TraveL If the estimated expense of contemplated travel out-of-the-City is too great to expect the employee to finance the trip and be reimbursed upon his return, the City Manager may authorize advance payment of the estimated amount of the travel expense to the employee. C. Tourist-Class airplane passage 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 ar practical. If an employee prefers to use his personal car, he may be reimbursed mileage expenses as long as the expenses do noC exceed the amount of the cost of the commercial transportation. E. Transportation and Ex�ense Char�es. 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. i � 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. i � '�} Telephone charges will be allowed for official calls. �� 3) Expenses for meals will be reimbursed according to Administrative Policy Number 4.13. � SECTION ?��'�. GRIEVANCES. Any employee covered by this Resolution who wishes to file a grievance should follow the procedures outlined in the City's Employee Handbook. � SECTION �=�'�.�. EFFECTIVE DATES. This Resolution and attachments hereto shall be effective as of July 1, 2019�, and shall continue in full force and effect until June 30, 2020� unless otherwise amended. a, ,� � � � 7 � ._ , d � 25 � . G C,�,;rl��R„rl, . , °� )1;�, _ � � �� .�a ��. rb�9.fia`'; ��. 1�'.''�t`�'t;`s �l��ifilF."E 1 �. (r�ci'tst't£i z ��\- �i �a.'�9�Y�,. � f#; #>� l�f�;t?l.:`a? `x��:��=r �}� E-'t��.�4��}t,��-h�-f d 1 1 t' ' �nl� n�1�� l��'�' � )�� C�� \`��;1� , � ��,�,�.�v �.� �ni �uu�_ivu,� �aG.;i n r�n� �rnn �nt r,;��, ��i�„•i. „r� ,i„ �;<<- „r� r�,-��=it��t��f�►'��1ttt;t-lt3 t .a��l. ,1 �I. ..1� .,,1�, .to� h� rh C`;t� (-" n 'I f rh�, E}k,{-(;�)�\.L{'.�L'�-�-}� . '� . � . . . . _ �cincir cii ctic- J � ( r. .I' !l�• ,�r ,i.� �,c�r;.,« tl,� f t 11 � t�,iQLL1tlL�3. �,�' t„I. �7l11Q 7flt(l 1, rh�, E'.,Iir,,.,;.,�r �I ` ` � "� ricicr z7ii i�ic �i v�c� _. �crr-�—r�`y- � ',;±>�t': `�l 1.�: � ()E:.�,,( }�: i1•�1,'41�i1'.{\`�. _ r:c• r�r��rr,►i nnr.:nnR�;pc• �L, .. . � , . :�nC�l�(T: !`!lt il�i(`II AA�AARG�D�_cr �'��?�I :�ti��*:��'$�(�e ��f�. �'��`�'��;[?C�. - - _ _ _ _ _ ;�ttt}�� L�.. :�l�tt��71�}1'-�ti��c��r�c�lztrt�iE�, ('�i�� l i<�.t��, L tE� k�--�iiN-�,�?L� , 26 APPENDIX "A" � � � � � �� _ ��;�,;� EXECUTIVE MANAGEMENT "a'��: `�"�� MONTHLY SALARY RANGES EFFECTNE NOVEMBER 12,2017 � Equity Adjustments for Fire Chief(3.0%) and Police Chief(3,Q%) STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Administrative Services Director* 704 11943 12553 13191 13865 14572 15315 Assistant City Manager 715 12616 13261 13935 14647 15394 16179 Chief Clerk 622 7934 8340 8763 9211 9681 10174 City Attorncy 738 14150 14873 15629 16427 17265 18145 Community Development Director 692 l 1249 11824 12425 13060 13726 14425 Community Services Director 687 10972 11533 12119 12738 13388 14070 Finance Director 687 10972 11533 12119 12738 13388 14070 Fire Chief 731 13664 14363 15093 15864 16673 17523 � Human Resourccs/Employee Relations Dir 687 10972 11533 12119 12738 13388 14070 Library Services Director 673 ]0232 10755 11302 1 l 879 12485 13121 Policc Chief 736 14009 14725 15474 16264 17094 17965 Public Works Director 704 11943 12553 13191 13865 14572 15315 *Note: Classification of A�lministrative Services Director was established effective May 27, 2018 pursuant to Resolc�tion No. I 1089. I�;FFI?C7'IVI? JUL�' 7,2019 3.0% Across the Board STEP STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGH', A B C D G F �dministrative Services Direct��r 710 12305 12934 13592 14286 15015 15780 Astiistant City ManaQer 721 12999 13664 14359 15092 15862 16670 Cliief Clerk 628 8175 8593 9029 9491 9975 ]0483 City Attornev 744 14579 15325 16104 16927 17790 18697 C'�>>nmunity Development Director 698 1 1590 12183 12802 13456 14143 14864 C��mmunity Services Director 693 1 1305 1 1883 12487 13125 13794 14498 I�inancc Director 693 11305 11883 12487 13125 13794 14498 Firc Chief 737 14079 14799 15551 16346 17179 I805.5 Human Resources Director 693 11305 1 1883 12487 13125 13794 14498 Lihrary Services Director 679 10543 1 1082 11645 12240 12864 13520 Police Chief 742 14435 15173 15944 16759 17613 1851 I Public Works Director 710 12305 12934 ]3592 14286 15015 15780 27 �UDPI�TiITY ccR�� (`I'i`V !1T' !1D A 1�T!''T.' , l�ii�ll�TTi-�i V C A i A 1?V I? 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IJ.�..�.. � A.,,,I.,�.r � tt7tll7 -1-�Y� 7tlz'-7 t7t77-\i t)`+'t7 �'�ta , ` � tl�YY -I"F�t 7y`ty 7'7�7' �'�7'�tl V'ftJl7 \A7,.�..- A�T,�.,.�...,.� � �-�ti�t 77�`t � t�rt t-t�titi � 1� / �� . � 29 . � .. . �n i�ii�� i,,,,�,.,,, ,.,�,,.,,;,,., � ,�i n,....,i...:.,,, ni„ > >n i� , �.�: 1-1-(-)��1. , < .. . APPENDIX "B" SENIOR MANAGEMENT '�"��:��."�1 MONTHLY SALARY RANGES �:H�i��,:c�rlv�;,1L�Ni; zh, 2oi� 2A% Across the Board Salar � Increase STEP STEP STEP STFP STEP STEY CLASSIFICATION TITLE RANGE A B C D E F Acc��unting Man�i��er 602 7181 7548 7931 8336 8762 9208 Aclministrative Analvst I 532 5065 5323 5595 5880 6180 6495 Aclministrative Analyst [I 552 5596 5882 6181 6497 6828 7176 Assistant City Attorney 1 658 9494 9980 10487 1 ]022 1 1585 12175 Assistant City Au��rnev II 668 9980 10490 11023 1 1586 1217£� 12798 Assistant Coi��munity Devel. Director 666 9881 10386 10914 1 1471 12057 I 2671 A,sistant Communit� Scrvices Director 653 9261 9734 10229 10751 11300 11875 Assistant Field Services Manager* 633 8381 8810 9258 9730 10227 ]0748 Assistant Finance Director 653 9261 9734 10229 10751 1 1300 1 1875 n,sistan�Human Resuurces Director 653 9261 9734 10229 10751 1 1300 1 1875 nssistant Library Services Director 612 7548 7934 8337 8763 9210 9679 A,sistant Public Works Director*=K'� 678 10490 1 1026 11587 12179 12800 13453 nssistant to Cit.y Manager 589 6730 7074 7433 7813 8212 8630 Assistant Watcr Mana�cr 633 8381 8810 9258 9730 10227 10748 Hud��et Officer 592 6831 7181 7545 7931 8336 8760 Buci�,et ManagerY:`*;: 602 7181 7548 7931 8336 8762 9208 Chief Buildin�Official 653 9261 9734 10229 10751 1 1300 1 1875 Crime Analvst _S50 SS41 5823 6120 6432 6760 7105 I_)_��uty City Clerk 554 5652 _5940 6243 6562 6896 7248 I)�put.y Cit.y Mana'ger 653 9261 9734 10229 ]0751 11300 I 1875 llcputy Public Works Director 668 9980 10490 1 1023 1 1586 12178 12798 Economic Development Manager 653 9261 9734 10229 1075 I 11300 11875 Ecunomic Devel��pment Project Mana� 602 7181 7548 7931 8336 8762 9208 Emera�ency Medical Services Mana�er 617 7739 8134 8547 8984 9443 9924 Employee Bcnelits Analyst 545 5404 5680 5969 6274 6594 6930 Euuipment Maint. Superintendent 605 7289 7662 8051 8462 8894 9347 Executive Assistant 499 4296 4S 15 4746 4988 5242 5509 Field Services Manager=f°* 653 9261 9734 ]0229 ]0751 11300 1 1875 Einance Manager***�=''= 584 6564 6899 72S 1 7621 80O�l-�A 8418 F'inancc S��cn_i��>r 564 5941 6244 6563 6897 7249 7619 30 l��ri;�nci:ll ;�n�il�.�t �56 5709 6000 6306 6628 6966 7321 _ _ H�>usine Mana�er 602 7]81 7548 7931 8336 8762 9208 Human Rcsources Anal�st I 537 5193 5458 5736 6028 6336 6659 Human Resources Analyst II 564 5941 6244 6563 6897 7249 7619 Hwnan Resourccs Man<i�er 627 8134 8550 8985 9443 9926 10431 Inl'ormation Technology Manager=r****:r:r 6S3 9261 9734 ]0229 10751 I 1300 I (875 Inform�tion Technology Proj. M�r'�'�*�'**� 633 8381 8810 9258 9730 10227 10748 STEP STEP STI:P STEP STEP STI?P CLASSIFICATION TITLE RANGE A B C D E F Intcr�ovrrnmental &Comm Affairs M��r 644 8854 9307 9780 10279 10804 1 1354 Internal Audi�ManaQer 602 7181 7548 7931 8336 8762 9208 Investment/Revenue Ofi'icer 572 6183 6498 6830 7178 7544 7929 Mana�cr of Trans Svcs/City Traffic Eng 653 9261 9734 10229 ]0751 1 1300 1 1875 Nctworl</Secw�ity Analys�'��'"***'�` _583 6531 6865 7215 7_583 7970 8377 P�irks and Facilities Mana�er 633 8381 8810 9258 9730 10227 10748 Y<iyrull Manager 592 6831 7181 7545 7931 8336 8760 Planning Manarer 653 9261 973�1 10229 10751 1 1300 11875 Police Communications Mana�er 597 7004 7362 7736 8131 8546 8981 Principal Civil En�ineer 633 8381 8810 9258 9730 10227 10748 Principal PI<�nner 622 7934 8340 8763 9211 9681 10174 Public AfCairs & [nformation Mana�er 602 7181 7548 7931 8336 8762 9208 Public Works Adu�inistrative Mana�er 602 7181 7.548 7931 8336 8762 9208 Pw-chasinQ Officer*'�N*:r* 584 6564 6899 7251 7621 80O�a-I_8 8418 Rccreation Services Mana�er 623 7974 8381 8807 9257 9730 ]0225 Risk Mana�ement Analyst 535 5141 5403 5679 5969 6273 6593 Risk Mana��er 637 8550 8988 9444 9926 ]0433 ]0965 Scnior Administra�ive Analvst 582 6499 6831 7179 7545 7930 8335 Srnior Assistant Citv Attorney 688 11027 1 1590 12180 12802 13455 14140 S�nior Econ Development Project Mgr 628 8175 8593 9029 9491 9975 10483 Scnior Executive Assistant 535 5141 5403 5679 5969 6273 6593 Scnior Housin�Mana�er 628 8175 8593 9029 9491 9975 10483 Scnior Human Resources Analvst 594 6900 7253 7621 8010 8419 8848 Scnior Library Mana�er 592 6831 7181 7545 7931 8336 8760 S�stcros An�ilyst*W*'�*** 583 6531 6865 7215 7583 7970 8377 watcr M.ina��cr 653 9261 9734 ]0229 10751 11300 11875 �N��tc�: Clu.��srfiicatio�� of Public Works Muinteriance and Operutions Mc�nager tivns reclussified to Assistant Fielcl Services u�za er e �ective June 25 20/7 �ursc�c��zt to Cit�� Council 2017/l8 bud et ado�tion and Resolution No. 11O17. ��Note: Classi icatioti o Field Services Ma�ta er was establishe�l e 'ective J��ne 25 2017 ui�suarit to Cih� Courzcil 2017/!8 n�d et a�lo tion and Resolcrtion No. /1017. �=**Note: Classi icc�tio�i o Assistarat Puhlic Wo�-ks Director ��vas establi.rhed e �ecti��e Muv 27 2018 �irrsi��c�nt to Resolutio�z n. I lOcY9. 31 ��'��`Note: Clctssi �cation o �Bud etMc�nci er w�as established e �ectrve Ma 27 2018 �insuaizt to Resolution No. J/089. �'��=k*Note: Classijiccition of'Firiailce Manc�Ker�ccis estublislie�l ef�ecti��e Decenaber 9, 2018 pursiaa�zt to Resolution No. I 1124. �''�'**Note: Salar� �-urt �e 'or tlie classi ication o �Pi�rchcrsiri � O rcer was ad�ustecl e ect�ve Fc�brzrczry 3, 2019 ursuu�zt to esolution No. 11142. �"�`��***Nnte: Clcissifieations of Inforrricrtion Teel�faologt� Mana eg r�, Irifornration Teehnology Projeet Manu c� 'V��t�r��/✓Sc�c�rrrrt��Annlvst, cin�l Svstems Anc�lvst were estcrblishecl effective April 14, 2019 pirrsuant to Reso[i�tion No. 11147. APPENDIX "B" SENIOR MANAGEMENT-'�'I�.4� MONTHLY SALARY RANGES EFFEC'CIVG JULY 7,2019 3.0% Across the I3oard Salary Increase S1'EP STF,P STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A I3 C D E F' �cc��untin��Manager 608 7399 7778 8172 8590 9028 948� n�iministrative Anal,� 538 5219 5485 5765 6059 6368 6692 Aciminis�rative Anal. sy t lI 558 5766 6060 6369 6694 7035 7394 n��istant City Attornev I 664 9782 10283 10806 1 1357 I 1937 12545 ,�1�sistant Ciry Attorne,y�Il 674 10283 10809 1 1359 11�I38 12547 13187 �,�istan�Community Devel. Director 672 10181 10701 1 1245 1 1820 12423 13056 Assistant Communiry Services Directc�r 659 —9541 10030 10539 ] 1077 1 1643 12236 A,sistant Field Services Mana�er 639 8636 9078 9539 10026 10538 1 1075 n�sistant Financc Direc�or 659 --9541 ]0030 10539 1 1077 1 1643 12236 ns�istant Human Resources Director 659 —9541 10030 10539 1 ]077 1 1643 12236 n�sistant Library Services Director 618 7778 8175 8590 9029 9490 9974 As�istant Public Works Director 684 10809 11361 1 1939 12549 13189 13861 f��sistant to City Mana�er 595 6935 7289 7659 8050 8461 8892 Assistant Watcr Mana,er 639 8636 9078 9539 10026 10538 11075 13u�l�ret O1't�icer 598 7039 7399 7775 8172 8589 9026 [3ud�,et Mana�7er 608 7399 7778 8172 8590 9028 9488 Chicf Buil�ing OfFicial 659 -��9541 10030 10539 1 1077 1 1643 12236 C'rime Analvst 556 5709 6000 6306 6628 6966 7321 �)�nuty City Clerk 560 5824 6121 6433 6761 7106 7468 U__cputy City Manager 659 �-9541 10030 10539 1 1077 1 1643 12236 Dr��uty Public Woi�ks Director 674 10283 10809 1 1359 11938 12547 13187 Economic Development Mana�er 659 —9541 10030 ]0539 11077 1 l 643 12236 Economic Devele�pment Project Mana:,rer 608 7399 7778 S 172 8590 9028 9488 Gmcrgency Medical Services Mana�er 623 7974 8381 8807 9257 9730 10225 En�plo_yee Benefits Annl� 551 5569 5852 6151 6464 6794 7141 t:c�uipment Maint. Superintendent 611 7510 7895 8296 8719 9164 9631 E:x�cutive Assistant 505 4427 4652 4890 5139 5401 5677 F�ield Services Manaaer 659 --9541 10030 10539 11077 11643 12236 F�inanrc Man�t��cr 5)p 6764 7109 7470 7852 H2�3 8673 32 F�inance Supervisor 570 6121 6434 6762 7107 7�69 7850 �� 3ncial :1n.il��st �??`?56 5882 6182 6498 6829 7177 7543 _ 2 H��usin�Managcr 608 7399 7778 8172 8590 9028 9488 Human Resources Analyst I 543 5351 5623 5910 6212 6528 6861 Human Resources Analyst II 570 6121 6434 6762 7107 7469 7850 Human Rcsourccs Mana«cr 633 8381 8810 9258 97�0 10227 107=�8 33 STF,P STEP STEP STEP STEP STEP CLASSIFICATION TITLE RANGE A B C D E F Inf'ormation Tcchnolo�,y Mana�r 659 9541 10030 10539 11077 1 1643 12236 Inf��rmation Technolo�v Proiect Mana��ei� 639 8636 9078 9539 10026 ]0_538 1 I075 IntcrQovernmental &Comm Affairs M�r 650 9123 9590 10077 10591 1 1132 11699 Intcrnal Audit Mana�er 608 7399 7778 8172 8590 9028 9488 In�estmentlRevenue Officer 578 6371 6696 7037 7396 7773 8170 M�ina�er oi'Trans Svcs/City TrafCic En� 659 9541 10030 10539 1 1077 1 1643 12236 Nctworl:/Security Analyst 589 6730 7074 7433 7813 8212 8630 P<<rks and Facilities Mana�er 639 8636 9078 9539 10026 10538 11075 Payroll Mana� 598 7039 7399 7775 8172 8589 9026 Plannin�Mana� 659 9541 10030 ]0539 11077 l 1643 12236 Principal Civil Enr�ineer 639 8636 9078 9539 10026 10538 11075 Principal Planner 628 8175 8593 9029 9491 9975 10483 Public Affairs&Information Mana�er 608 7399 7778 8172 8590 9028 9488 Public Works Administrative Mana�*er 608 7399 7778 8172 8590 9028 9488 Purchasin;,Officer _590 6764 7109 7470 7852 8253 8673 Rccrration Services Mana,er 629 8216 8636 9074 9538 10025 10535 Risk Manavement Analyst 541 5297 5568 5851 6150 6463 6793 Ri,k Mana�er 643 8810 9261 9731 10228 10750 1 1298 Scnior Administrative Analyst 588 6696 7039 7397 7774 8171 8588 �cnior Assistant Citv Attorney 694 1 1362 1 1942 12550 13191 13863 14570 Scnior Econ Development Project M� 634 8423 8854 9304 9779 10278 10802 Scnior Executive Assistant 541 5297 _5568 5851 6150 6463 6793 Scnior Housing ManaQer 634 8423 8854 9304 9779 10278 ]0802 Scnior Human Resources Analvst 600 7l 10 7473 7853 8254 8675 91 16 Scnior Library Manager 598 7039 7399 7775 8172 8589 9026 S�stcros Analyst 589 6730 7074 7433 7813 8212 8630 �ti_i��r__I�Ttn_i��r (�59 9541 1OU3U IO5�y 1 ]077 1_1(�� 1??36 34 RESOLUTIqN NO. 11176 A RESQLUTION OF THE CITY COUNCIL OF T�IE CITY pF ORANGE AMENDING THE CITYWIDE SALARY SCI3EI)ULE IN ACCpRDANCE WITH TH� REQUIREMENTS QF CALIFORNIA CODE OF REGUL�TIONS, TITLE 2, SECTION 570.5 WHEREAS, the City of Orange, hereinafter referred to as "City," contracts with , the California Public Employees Retirement System to provide retirement benefits for its employees; and WHEREAS, per California Code of Regulations, Title 2, Section 570.5, the City must abide by the California Government Code when establishing and reporting compensation for its employees; and WHEREAS,.the attached Citywide Salary Schedule must meet the following , requirements: inust be duly approved and adopted by the employer's governing body in accordance with requirements of applicable public meeting laws, identifies the position title of every employee position, shows the pay rate for each position, indicates the time base for each pay rate, is posted at the office of the employer or immediately accessible for public review during normal business hours or posted on the employer's internet website, indicates an effective date and date of any revisions, is retained by the employer and available for public inspection for a period not less than five years, and does not reference another document in lieu of disclosing the pay rate; and WHEREAS, the City Council approved Resolution No. 11172, which last amended the Citywide Salary Schedule effective June 23, 2019; and WHEREAS, the City Council approved Resolution No. 11175, relating to the classification, compensation, and terms of employment of Executive Directors and Top Management employees effective July 7, 2019; NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Orange that the attached revised Citywide Salary Schedule, effective July 7, 2019, is approved and incorporated by reference as Exhibit"A". 1 ADOPTED this day of 2019. Mark A. Murphy, Mayor of the City of Orange ATTEST: Pamela Coleman, City Clerk of the 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 day of 2019 by the following vote: AYES: COUNCIL MEMBERS: NOES: COUNCIL MEMBERS: ABSENT: COUNCIL MEMBERS: ABSTAINED:COUNCIL MEMBERS: Pamela Coleman, City Clerk of the City of Orange 2 EXHIBIT "A" CITYWIDE SALARY SCHEDULE, EFFECTIVE JULY 7, 2019 [Behind this sheet.] � City of Orange Citywide Pay Schedule-Revision Effective 7/7/2019 Approved by City Council on 7/9/2019 Monthly Rate Classification Title Association/Group Minimum Maximum Accountant Orange Municipal Employee Association 5,271 6,759 Accounting Manager Senior Management 7,399 9,488 Administrative Analyst I Senior Management 5,219 6,692 Administrative Analyst II Senior Management 5,766 7,394 Administrative Assistant Orange Municipal Employee Association 4,067 5,215 Administrative Services D'uector Executive Management 12,305 15,780 Administrative Specialist Orange Municipal Employee Association 4,026 5,163 Assistant City Attomey I Senior Management 9,782 12,545 Assistant City Attorney II Senior Management 10,283 13,187 Assistant City Manager Executive Management 12,999 16,670 Assistant Community Devel.Director Senior Management 10,181 13,056 Assistant Community Services D'uector Senior Management 9,541 12,236 Assistant Engineer Orange Municipal Employee Association 6,091 7,811 Assistant Field Services Manager Senior Management 8,636 11,075 Assistant Finance D'uector Senior Management 9,541 12,236 Assistant Human Resources D'uector Senior Management 9,541 12,236 Assistant Library Services D'uector Senior Management 7,778 9,974 Assistant Planner Orange Municipal Employee Association 4,940 6,335 Assistant Public Works D'uector Senior Management 10,809 13,861 Assistant to City Manager Senior Management 6,935 8,892 Assistant Water Manager Senior Management 8,636 11,075 Associate Civil Engineer Orange Municipal Employee Association 6,831 8,760 Associate Engineer . Orange Municipal Employee Association 6,831 8,760 Associate Planner Orange Municipal Employee Association 5,882 7,543 Budget Manager Senior Management 7,399 9,488 Budget Officer Senior Management 7,039 9,026 � Building Inspection Supervisor Orange Management Association 6,061 7,772 Building Inspector Orange Municipal Employee Association 4,965 6,367 Business License Inspector Orange Municipal Employee Association 4,676 5,997 Buyer Orange Municipal Employee Association 4,867 6,241 Chemical Sprayer Orange Maintenance&Crafts Employees'Association 3,718 4,767 Chief Building Official Senior Management 9,541 12,236 Chief Clerk Executive Management 8,175 10,483 City Attomey Executive Management 14,579 18,697 City Manager Executive Management 19,194 19,194 Civilian Investigative Officer City of Orange Police Association 4,653 6,206 Code Compliance Officer Orange Municipal Employee Association 4,818 6,179 Code Compliance Supervisor Orange Management Association 6,061 7,772 Combination Building Inspector Orange Municipal Employee Association 5,219 6,692 Community Development D'uector Executive Management 11,590 14,864 Community Services D'uector Executive Management 11,305 14,498 Construction Inspection Supervisor Orange Management Association 5,737 7,357 Construction Inspector I Orange Municipal Employee Association 4,516 5,791 Construction Inspector II Orange Municipal Employee Association 4,990 6,399 Contract Administrator Orange Municipal Employee Association 6,091 7,811 Court Liaison Officer City of Orange Police Association 4,427 5,904 Crime Analyst Senior Management 5,709 7,321 Crime Prevention Specialist City of Orange Police Association 4,842 6,458 Custodian Orange Maintenance&Crafts Employees'Association 3,015 3,866 Deputy City Clerk Senior Management 5,824 7,468 Deputy City Manager Senior Management 9,541 12,236 Deputy Public Works D'uector Senior Management 10,283 13,187 Development Project Manager Orange Management Association 6,091 7,811 Economic Development Manager Senior Management 9,541 12,236 Economic Development Project Manager Senior Management 7,399 9,488 Emergency Medical Services Manager Senior Management 7,974 10,225 Revision Effective 7/7/2019 1 of 6 Approved by City Council7/9/2019(Resolution 11176) City of Orange Citywide Pay Schedule-Revision Effective 7/7/2019 Approved by City Council on 7/9/2019 Monthly Rate Classification Title Association/Group Minimum Maximum Employee Benefits Analyst Senior Management 5,569 7,141 Engineering Technician I Orange Municipal Employee Associarion 4,275 5,482 Engineering Technician II Orange Municipal Employee Association 4,723 6,057 Environmental Compliance Specialist Orange Municipal Employee Associarion 4,818 6,179 Environmental Program Manager Orange Management Association 7,895 10,124 Environmental Scientist Orange Municipal Employee Association 6,831 8,760 Equipment Maint Leadworker Orange Maintenance&Crafts Employees'Association 4,653 5,967 Equipment Maint.Superintendent` Senior Management 7,510 9,631 Equipment Maintenance Supervisor Orange Management Association 6,031 7,734 Equipment Mechanic I Orange Maintenance&Crafts Employees'Association 4,006 5,138 Equipment Mechanic II Orange Maintenance&Crafts Employees'Association 4,427 5,677 Equipment Operator Orange Maintenance&Crafts Employees'Association 4,254 5,455 Equipment Parts Technician Orange Maintenance&Crafts Employees'Association 4,006 5,138 Executive Assistant Senior Management 4,427 5,677 Facilities Maintenance Supervisor Orange Management Associadon 5,737 7,357 Field Services Manager Senior Management 9,541 12,236 Finance Assistant Orange Municipal Employee Association 4,339 5,565 Finance Clerk Orange Municipal Employee Association 3,644 4,673 Finance Coordinator Orange Management Association 5,377 6,896 Finance D'uector Executive Management 11,305 14,498 Finance Manager Senior Management 6,764 8,673 Finance Supervisor Senior Management 6,121 7,850 Financial Analyst Senior Management 5,882 7,543 Fire Battalion Chief Orange Fire Management Association 10,728 13,758 Fire Captain Orange City Fire Loca12384 9,955 9,955 Fire Chief Executive Management 14,079 18,055 Fire Engineer Orange City Fire Loca12384 7,015 8,527 Fire Inspector/Investigator Orange City Fire Loca12384 9,376 9,376 Fire Safety Specialist Orange City Fire Loca12384 6,380 7,755 Firefighter Orange City Fire Loca12384 6,192 7,526 Forensic Services Specialist City of Orange Police Associarion 4,653 6,206 Forensic Services Supv City of Orange Police Management Association 7,436 9,869 GIS Analyst Orange Municipal Employee Association 6,831 8,760 Hazardous Materials Spec. Orange City Fire Loca12384 7,050 8,570 Historic Preservation Planner Orange Management Associarion 6,831 8,760 Housing Manager Senior Management 7,399 9,488 Housing Specialist Orange Municipal Employee Association 4,818 6,179 Human Resources Analyst I Senior Management 5,351 6,861 Human Resources Analyst II Senior Management 6,121 7,850 Human Resources Manager Senior Management 8,381 10,748 Human Resources Technician Orange Municipal Employee Association, 4,232 5,427 Human Resources D'uector Executive Management 11,305 14,498 Information Technology Manager Senior Management 9,541 12,236 Information Technology Project Manager Senior Management 8,636 11,075 Infortnation Technology Specialist Orange Management Association 5,351 6,861 Intergovernmental&Comm Affairs Mgr Senior Management 9,123 11,699 Internal Audit Manager Senior Management 7,399 9,488 Investment/Revenue Officer Senior Management 6,371 8,170 Landscape Coordinator Orange Management Association 6,091 7,811 Lead Business License Inspector Orange Municipal Employee Association 4,916 6,303 Lead Custodian Orange Maintenance&Crafts Employees'Association 3,502 4,490 Lead Finance Clerk Orange Municipal Employee Associarion 4,916 6,303 Legal Secretary Orange Management Association 4,383 5,620 Librarian I Orange Municipal Employee Association 4,405 5,648 Librarian II Orange Municipal Employee Association 4,867 6,241 Librarian III Orange Municipal Employee Association 5,377 6,896 Revision Effective 7/7/2019 2 of 6 Approved by City Council7/9/2019(Resolution 11176) City of Orange Citywide Pay Schedule-Revision Effective 7/7/2019 Approved by City Council on 7/9/2019 Monthly Rate Classif cation Title Association/Group Minimum Ma�dmum Library Assistant Orange Municipal Employee Association 3,608 4,627 Library Clerk Orange Municipal Employee Association 2,868 3,678 Library Manager I Orange Management Association 6,183 7,929 Library Manager II Orange Management Association 6,499 8,335 Library Page Orange Municipal Employee Association 2,084 2,673 Library Services D'uector Executive Management 10,543 13,520 Library Support Services Assistant Orange Municipal Employee Association 3,608 4,627 Library Tech&Support 5ervices Mgr. Orange Management Association 6,499 8,335 Library Technology Assistant Orange Municipal Employee Association 3,608 4,627 Library Technology Coordinator Orange Municipal Employee Association 4,867 6,241 Library Volunteer Coordinator Orange Municipal Employee Association 4,067 5,215 Maintenance Worker Orange Maintenance&Crafts Employees'Association 3,315 4,251 Manager of Trans Svcs/City Traffic Eng Senior Management 9,541 12,236 Network/Security Analyst Senior Management 6,730 8,630 Office Assistant Orange Municipal Employee Association 3,169 4,064 Parking Control Officer II City of Orange Police Association 3,947 5,264 Parks and Facilities Manager Senior Management 8,636 11,075 Pazks Maint Leadworker Orange Maintenance&Crafts Employees'Association 4,427 5,677 Pazks Maintenance Supervisor Orange Management Association 5,737 7,357 Pazks Maintenance Worker I Orange Maintenance&Crafts Employees'Associarion 3,315 4,251 Pazks Maintenance Worker II Orange Maintenance&Crafts Employees'Association 3,662 4,697 Payroll Manager Senior Management 7,039 9,026 � Payroll Specialist Orange Management Association 5,167 6,626 Payroll Technician Orange Municipal Employee Association 4,916 6,303 Permit Technician Orange Municipal Employee Association 4,067 5,215 Plan Check Engineer Orange Municipal Employee Association 6,091 7,811 Plan Examiner Orange City Fire Loca12384 7,050 8,570 Planning Aide Orange Municipal Employee Association 4,254 5,455 Planning Manager Senior Management 9,541 12,236 Police Academy Trainee Part-time&Seasonal 4,471 4,471 Police Administrative Assistant City of Orange Police Association 4,212 5,616 Police Artnorer City of Orange Police Association 4,212 5,616 Police Captain City of Orange Police Management Association 12,999 17,254 Police Chief Executive Management 14,435 18,511 Police Clerk City of Orange Police Association 3,793 5,058 Police Code Enforcement Officer City of Orange Police Association 5,485 7,316 , Police Communications Manager Senior Management 7,217 9,254 Police Dispatch Shift Supervisor City of Orange Police Association 5,596 7,463 Police Dispatcher City of Orange Police Association 5,116 6,822 Police Lieutenant City of Orange Police Management Association 10,648 14,981 Police Officer City of Orange Police Association 6,597 8,798 Police Records Clerk City of Orange Police Association 3,793 5,058 Police Records Manager City of Orange Police Management Association 7,181 9,531 Police Records Shift Supervisor City of Orange Police Association 5,116 6,822 Police Sergeant City of Orange Police Management Association 8,636 12,150 Police Services Officer City of Orange Police Association 4,212 5,616 Police Subpoenas&Warrants Specialist City of Orange Police Association 4,212 5,616 Police Training Coordinator City of Orange Police Association 4,427 5,904 Police Volunteer Coordinator City of Orange Police Association 4,842 6,458 Principal Civil Engineer Senior Management 8,636 11,075 Principal Planner Senior Management 8,175 10,483 Project Development Coordinator Orange Management Association 6,091 7,811 Project Engineer Orange Municipal Employee Association 6,403 8,211 Property Officer City of Orange Police Association 4,516 6,023 Public Affairs&Information Manager Senior Management 7,399 9,488 Public Works Adminislrative Manager Senior Management 7,399 9,488 Revision Effective 7/7/2019 3 of 6 Approved by City Council7/9/2019(Resolution 11176) City of Orange Citywide Pay Schedule-Revision EfFective 7/7/2019 Approved by City Council on 7/9/2019 Monthly Rate Classification Title Association/Group Minimum Maatimum Public Works D'uector Execudve Management 12,305 15,780 Public Works Maint Worker I Orange Maintenance&Crafts Employees'Associarion 3,315 4,251 Public Works Maint Worker II Orange Maintenance&Crafts Employees'Association 3,662 4,697 Public Works Maintenance Leadworker Orange Maintenance&Crafts Employees'Association 4,427 5,677 Public Works Maintenance Supervisor Orange Management Association 5,737 7,357 Purchasing Officer Senior Management 6,764 8,673 Real Property Agent Orange Management Association 6,831 8,760 Recreation Services Coordinator Orange Municipal Employee Association 4,427 5,677 Recreation Services Manager Senior Management 8,216 10,535 Recreation Services Supervisor Orange Management Association 5,882 7,543 Risk Management Analyst Senior Management 5,297 6,793 Risk Manager Senior Management 8,810 11,298 Senior Accountant Orange Management Association 5,824 7,468 Senior Administrative Analyst Senior Management 6,696 8,588 Senior Assistant City Attorney Senior Management 11,362 14,570 Senior Buyer Orange Management Association 5,377 6,896 Senior Civil Engineer Orange Management Association 7,895 10,124 Senior Combo.Building Inspector Orange Municipal Employee Association 5,766 7,394 Senior Contract Administrator Orange Management Association 6,730 8,630 Senior Econ Development Project Mgr Senior Management 8,423 10,802 Senior Executive Assistant Senior Management 5,297 6,793 Senior Finance Clerk Orange Municipal Employee Association 4,026 5,163 Senior Fire Inspection Specialist Orange Management Association 6,371 8,170 Senior GIS Analyst Orange Management Association 7,548 9,679 Senior Housing Manager Senior Management 8,423 10,802 Senior Human Resources Analyst Senior Management 7,110 9,116 Senior Landscape Coordinator Orange Management Association 6,730 8,630 Senior Library Clerk Orange Municipal Employee Association 3,331 4,272 Senior Library Manager Senior Management 7,039 9,026 Senior Office Assistant Orange Municipal Employee Association 3,502 4,490 Senior Permit Technician Orange Municipal Employee Association 4,493 5,762 Senior Plan Check Engineer Orange Management Association 6,831 8,760 Senior Planner Orange Management Association 6,831 8,760 Senior Police Clerk City of Orange Police Association 4,191 5,588 Senior Traffic Signal Technician Orange Municipal Employee Association , 5,766 7,394 Senior Water Meter Service Wkr Water Division Employees'Association 4,170 5,347 Senior Water Quality Inspec[or Orange Management Association 5,737 7,357 Skilled Maint Leadworker Orange Maintenance&Crafts Employees'Association 4,538 5,820 Skilled Maintenance Wkr-Water Water Division Employees'Association 4,108 5,267 Skilled Maintenance Worker-Facilities Orange Maintenance&Crafts Employees'Association 4,108 5,267 Skilled Maintenance Worker-Parks Orange Maintenance&Crafts Employees'Association 4,108 5,267 Skilled Maintenance Worker-Public Works Orange Maintenance&Crafts Employees'Association 4,108 5,267 Stock Clerk Orange�i�Iunicipal Employee Association 3,315 4,251 Systems Analyst Senior Management 6,730 8,630 Traffic Management Center Tech Orange Municipal Employee Association 5,766 7,394 Traffic Operarions Superintendent Orange Management Association 6,339 8,129 Tr�c Signal Technician I Orange Municipal Employee Association 4,275 5,482 Traffic Signal Technician II Orange Municipal Employee Association 4,723 6,057 Transportation Analyst Orange Municipal Employee Association 6,831 8,760 Tree Services Coordinator Orange Management Association 5,458 7,000 Wazehouse/Inventory Specialist Orange Municipal Employee Association 4,427 5,677 Water Maintenance Leadworker Water Division Employees'Association 4,538 5,820 Water Maintenance Supervisor Orange Management Association 5,737 7,357 Water Maintenance Worker I Water Division Employees'Association 3,382 4,336 Water Maintenance Worker II Water Division Employees'Association 3,736 4,791 Water Manager Senior Management 9,541 12,236 Water Meter Service Worker I Water Division Employees'Association 3,519 4,513 Revision Effective 7/7/2019 4 of 6 Approved by City Council7/9/2019(Resolution 11176) City of Orange Citywide Pay Schedule-Revision Effective 7/7/2019 � Approved by City Council on 7/9/2019 MontWy Rate Classification Title Association/Group Minimum Maximum Water Meter Service Worker II Water Division Employees'Association 3,888 4,986 Water Plant Operator I Water Division Employees'Association 3,987 5,112 Water Plant Operator II Water Division Employees'Association 4,405 5,648 Water Quality Inspector Orange Management Association 5,193 6,659 Water Yazd Storekeeper Water Division Employees'Associarion 3,927 5,036 Revision Effecrive 7/7/2019 5 of 6 Approved by City Council7/9/2019(Resolution 11176) City of Orange Citywide Pay Schedule-Revision Effective 7/7/2019 Approved by City Council on 7/9/2019 Hourly Rate Classification Title Association/Group Minimum Maximum Assistant Pool Manager Part-time&Seasonal 17.05 17.92 Assistant Recreation Services Coordinator Part-time&Seasonal 20.82 22.99 Engineering Intern Part-time&Seasonal 12.64 13.96 Lifeguard/Swim Instructor Part-time&Seasonal 15.43 17.05 Management Intern Part-time&Seasonal 12.03 13.28 Parking Control Officer I Part-time&Seasonal 14.76 17.02 Pazks and Facilities Attendant Part-time&5easonal 14.68 16.22 Parks Maintenance Helper Part-time&Seasonal 12.03 13.28 Police Cadet I Part-time&Seasonal 12.03 13.28 Police Cadet II Part-time&Seasonal 13.29 14.60 Police Reserve Officer I Part-time&Seasonal 19.70 21.77 Police Reserve Officer II Part-time&Seasonal 16.14 17.83 Police Reserve Officer III Part-time&Seasonal 14.61 16.14 Pool Manager Part-time&Seasonal 18.84 20.81 Recreation Services Activity Specialist Part-time&Seasonal 18.84 20.81 Recreation Services Leader I Part-time&Seasonal 12.03 12.64 Recreation Services Leader II Part-time&Seasonal 13.29 13.97 Recrearion Services Leader III Part-time&Seasonal 14.68 16.22 School Crossing Guazd Part-time&Seasonal 12.03 13.28 School Crossing Guazd Supv Part-time&Seasonal 14.68 16.22 Swimming Attendant Part-time&Seasonal 12.03 12.64 Revision Effective 7/7/2019 6 of 6 Approved by City Council7/9/2019(Resolution 11176)