Item 11d - New Class Specification - Firefighter Recruit — Arcadia City Council, July 16, 2024

DATE: July 16, 2024

TO: Honorable Mayor and City Council

FROM: Chen Suen, Fire Chief
By: Maria Lourdes Taylor, Sr. Management Analyst

SUBJECT: ESTABLISH COMPENSATION AND RELATED BENEFITS FOR A

FIREFIGHTER RECRUIT CLASSIFICATION

RESOLUTION NO. 7585 AMENDING RESOLUTION NO. 7383

ESTABLISHING COMPENSATION AND RELATED BENFITS FOR CITY

COUNCIL, EXECUTIVE MANAGEMENT , MANAGEMENT AND
UNREPRESENTED CONFIDENTIAL EMPLOYEES FOR JULY 1, 2021,
THROUGH JUNE 30, 2024 (FIREFIGHTER RECRUIT)
CEQA: Not A Project
Recommendation: Adopt

RESOLUTION NO. 758 6 AMENDING RESOLUTION NO. 7537

APPROVING WAGE ADJUSTMENTS FOR UNREPRESENTED, NON-

BENEFITED PART -TIME EMPLOYEES IN ACCORDANCE WITH
CALIFORNIA'S MINIMUM WAGE INCREASE EFFECTIVE JANUARY 1, 2024 (FIREFIGHTER RECRUIT)
CEQA: Not A Project
Recommendation: Adopt

SUMMARY

As part of the Fiscal Year 2024-25 Fire Operating Budget, the City Council allocated funds to staff a total of eight Firefighter positions. The primary intent of establishing a new Fire Recruit class specification is to allow vacancies in the Firefighter rank to be filled by current Arcadia Ambulance Operators. The Fire Recruit class specification will consist of part-time, benefited positions as a Firefighter Recruit and a Firefighter Recruit Pre-Service job rank. It is recommended that the City Council adopt Resolution No. 7385 establishing compensation and related benefits for City Council, Executive Management, Management, and Unrepresented Confidential Employees for July 1, 2021, through June 30, 2024; and adopt Resolution No. 7586 approving wage adjustments for unrepresented, part-time employees to include the Firefighter Recruit and Firefighter Recruit Pre-Service classifications.

Resolution No. 7585 - New Classification: Fire Recruit
July 16, 2024

Page 2 of 4 ends

BACKGROUND

During FY 2023-24, to maintain adequate emergency medical service levels in response to increased demands , the City Council approved a Basic Life Support ( “BLS”) Peak Hours Ambulance program. Consequently, two BLS Ambulance Operator positions were created to staff the BLS ambulance, which have been filled by seven part -time employees. In part, the deployment of this new position provides the Fire Department an opportunity to work alongside these individuals and determine their proficiency and capabilities. The goal is to promote and hire successful incumbents to a full -time probationary Firefighter role when positions become vacant.

The primary function of the Ambulance Operator is to provide basic life support care within the scope of an Emergency Medical Technician (“EMT”), for sick, injured, or convalescent persons, at the sites of emergencies or enroute to hospitals or other medic al facilities.

Some of the key duties associated with this position include hemorrhage control, treatment for shock, cardiopulmonary resuscitation, airway maintenance, and fracture stabilization and control. Other responsibilities of an Ambulance Operator include operating an emergency vehicle to transport and provide care to and from the scene of an emergency. Many of these duties are included in the Firefighter job specification. It provides a great opportunity for Department members to assess and evaluat e the potential for an Ambulance Operator to be successful as a probationary Firefighter.

While the Ambulance Operator program has successfully addressed service demands and has begun providing a proving ground for full -time Firefighter promotions, there remains an opportunity to add additional pre- service positions to help shorten the hiring process. A “pre-hire” or “trainee” type position, similar to what has been done for years in the Police Department, would provide opportunities for employees to be hired and put into the academy so that they can be attached to Arcadia and ready to begin wor k immediately upon graduation instead of competing for any employees that are not already signed on after graduation.

DISCUSSION

For 20 years, the Department utilized a Reserve Firefighter Program to train and hire potential future Firefighter candidates . Of the existing Department members, more than half have served as a Reserve Firefighter at some point. However, in recent years, with the unpaid status of the position, it created challenges staffing the program. The Ambulance Operator program creates a more viable pool to draw potential Firefighter candidates from and will replace the Department’s Reserve Firefighter Program.

Two variations of the Fire Recruit position are proposed, which includes the Fire Recruit and Fire Recruit (Pre-Service):

Resolution No. 7585 - New Classification: Fire Recruit
July 16, 2024

Page 3 of 4 ends

Fire Recruit
The Fire Recruit position seeks the completion of prerequisite courses for entry into a California State Fire Marshal Accredited Firefighter 1 Academy, as highly desirable.

Fire Recruit (Pre-Service)
The Fire Recruit ( Pre-Service) position requires the successful graduation or current enrollment in a California State Fire Marshal Accredited Firefighter 1 Academy.

Both positions also require specialized certification and licensure within the following areas: American Heart Association and CPR; possession of a California Class C driver license; possession of a California EMT -B license before hiring; and possession of emergency incident system courses ( ICS 100 and 200; and NIMS IS 700) . Attached is the new job specification for the proposed Fire Recruit position (see Attachment No. 1 – Firefighter Recruit/Firefighter Recruit (Pre-Service)).

Essentially, the Firefighter Recruit and Firefighter Recruit (Pre- Service) are part-time, benefitted non-safety/non-firefighter trainee positions for the purpose of employing them as Firefighter candidates. For clarification, the Fire Recruit class specification includes the Firefighter Recruit and Firefighter Recruit (Pre- Service) positions. Upon transitioning as a Fire Recruit, the main distinction between these two positions is that a Fire Recruit - Pre-Service is already enrolled in a California State Fire Marshal Firefighter 1 Academy.

These positions will work under the supervision of a Fire Captain and overall direction of the Training Captain. The work schedule for a Firefighter Recruit and Firefighter Recruit (Pre-Service) would fall under a part-time position (see Exhibit “B” of Resolution No. 7586 for the salary schedule) . Finally, t he attached organizational chart illustrates the hierarchical responsibilities of this job classification within the Fire Department.

The new job classification for the Fire Recruit class specification has been discussed with the Human Resources D ivision, which found the specifications , licensing and required certifications to be in line with other similar positions in the region, and the compensation in line with market expectations. Additionally, two Resolutions are being proposed to establish the Firefighter Recruit class specification: Resolution No. 7585 amends Resolution No. 7383 and establishes the Firefighter Recruit as a benefitted position; and Resolution No. 7586 amends Resolution No. 7537, adding the Firefighter Recruit classification to the hourly wage schedule within the Cal-PERS system.

ENVIRONMENTAL ANALYSIS

The proposed action does not constitute a project under the California Environmental Quality Act (“CEQA”), as it can be seen with certainty that it will have no impact on the environment.

Resolution No. 7585 - New Classification: Fire Recruit
July 16, 2024

Page 4 of 4 ends

FISCAL IMPACT

The Fire Recruit position would be placed at part-time salary range number PTP22, with its hourly salary schedule ranging from Step A at $21.91/hour through Step E at $24.18/hour. These positions will be primarily hired to fill the vacancies in the Firefighter rank; thus, the resulting vacancy savings would adequately cover the Firefighter Recruit’s wages and benefits.

RECOMMENDATION

It is recommended that the City Council determine that this action does not constitute a project under the California Environmental Quality Act (“CEQA”); and adopt:

Resolution No. 7585 amending Resolution No. 7383 establishing compensation and related benefits for C ity Council, Executive Management, Management and Unrepresented Confidential Employees for July 1, 2021, through June 30, 2024 (Firefighter Recruit); and

Resolution No. 7586 amending Resolution No. 7537 approving wage adjustments for Unrepresented, Non-benefited Part-time Employees in accordance with California’s minimum wage increase effective January 1, 2024 (Firefighter Recruit).

Attachment No. 1: Resolution No. 7585
Attachment No. 2: Resolution No. 7383 (Fringe Benefit Resolution) Attachment No. 3: New Class Specification – Fire Recruit Position Attachment No. 4: Fire Department’s Organizational Chart

RESOLUTION NO. 7585
A

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARCADIA,
CALIFORNIA, AMENDING RESOLUTION NO. 7383 ESTABLISHING

COMPENSATION AND RELATED BENEFITS FOR CITY COUNCIL,

EXECUTIVE MANAGEMENT, MANAGEMENT AND
UNREPRESENTED CONFIDENTIAL EMPLOYEES FOR JULY 1, 2021,
THROUGH JUNE 30, 2024 (FIREFIGHTER RECRUIT)
W
HEREAS, City Council Resolution No. 7383 approved various fringe benefits and related compensation for officials, officers, and management of the City; and WHEREAS, Section 38 of Resolution No. 7383 provides for amendment and modification by City Council approved resolutions that direct inclusion of any changes as part of said Resolution; and
WHEREAS, salaries and benefits for City Council, Executive Management, Management and Unrepresented Confidential Employees are adjusted by resolution , which adjustments are then reflected in the City's salary schedule.

NOW THEREFORE, THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA, DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

SECTION 1. Effective upon the beginning of the pay period following adoption of this Resolution (07/28/2024), the Fringe Benefits Resolution is amended by adding the position of Firefighter Recruit as a part -time unrepresented position as set forth in Exhibit “A” attached hereto.

SECTION 2. The City Council hereby approves the changes to Resolution No. 7383 as set forth in the City of Arcadia Fringe Benefits Resolution as attached hereto, effective as of July 1, 2021, through June 30, 2024.

SECTION 3. This Resolution shall become effective upon its adoption.

SECTION 4. The City Clerk shall certify to the adoption of this Resolution.

Attachment No. 1

Passed, approved, and adopted this 16th day of July, 2024.

________________________
Mayor of the City of Arcadia

ATTEST:

_____________________
City Clerk

APPROVED AS TO FORM:

______________________
Michael J. Maurer
City Attorney

CITY OF ARCADIA

FRINGE BENEFITS RESOLUTION

CITY COUNCIL, EXECUTIVE MANAGEMENT,

MANAGEMENT, AND UNREPRESENTED EMPLOYEES

OF THE CITY OF ARCADIA

JULY 1, 2021 – JUNE 30, 2024

2 Contents
SECTION 1. PURPOSE .................................................................................... 4 SECTION 2. DEFINITIONS ............................................................................... 4 SECTION 3. COMPENSATION ......................................................................... 6 SECTION 4. SALARY STEP ADVANCEMENT ................................................... 6 SECTION 5. PROMOTIONAL STEP ADVANCEMENT ....................................... 7 SECTION 6. OVERTIME ................................................................................... 7 SECTION 7. RETIREMENT ............................................................................... 8 A. EMPLOYEES HIRED BEFORE JULY 1, 2011 ........................................................... 8 B. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011, OTHER THAN NEW CalPERS MEMBERS HIRED AFTER JANUARY 1, 2013 ........................................ 10 C. NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 2013 .................. 12 SECTION 8. SPECIAL ASSIGNMENT PAY ..................................................... 13 SECTION 9. LONGEVITY PAY ....................................................................... 13 SECTION 10. ACTING PAY ............................................................................... 14 SECTION 11. TUITION ADVANCEMENT/REIMBURSEMENT ............................. 14 SECTION 12. UNIFORMS ................................................................................. 15 SECTION 13. AUTO ALLOWANCE ................................................................... 16 SECTION 14. MILEAGE REIMBURSEMENT ...................................................... 16 SECTION 15. BENEFIT ALLOWANCE FOR HEALTH, DENTAL, AND VISION .... 16 A. EMPLOYEES HIRED BEFORE JULY 1, 2021 ......................................................... 16 B. EMPLOYEES HIRED ON OR AFTER JULY 2, 2021 ............................................... 18 SECTION 16. LIFE INSURANCE ....................................................................... 19 SECTION 17. LONG TERM DISABILITY INSURANCE ........................................ 20 SECTION 18. RETIREE HEALTH INSURANCE .................................................. 20 A. EMPLOYEES HIRED BEFORE JULY 1, 2011 ......................................................... 20 B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011 ............................................... 22 SECTION 19. PHYSICAL EXAMINATIONS – MANAGEMENT ............................. 22 SECTION 20. LEAVES OF ABSENCE ............................................................... 22 A. MISCELLANEOUS LEAVES OF ABSENCE ............................................................ 22 B. Family Care and Medical Leaves .............................................................................. 23 SECTION 21. VACATION ACCRUAL RATE ....................................................... 24

3 A. MISCELLANEOUS EXECUTIVE MANAGEMENT ................................................... 24 C. SAFETY EXECUTIVE AND POLICE MANAGEMENT AND DEPUTY FIRE CHIEF ............................................................................................................................. . 24 D. MISCELLANEOUS MANAGEMENT & UNREPRESENTED CONF. EMPLOYEES . ............................................................................................................................. . 25 D. BATTALION CHIEFS ............................................................................................ 25 SECTION 22. VACATION LEAVE ...................................................................... 25 SECTION 23. SICK LEAVE FOR EXECUTIVE, MANAGEMENT, AND
CONFIDENTIAL EMPLOYEES ..................................................... 27 SECTION 24. BEREAVEMENT LEAVE .............................................................. 29 SECTION 25. MANAGEMENT LEAVE ............................................................... 29 SECTION 26. WORKERS’ COMPENSATION ..................................................... 29 SECTION 27. JURY LEAVE .............................................................................. 30 SECTION 28. COURT WITNESS LEAVE ........................................................... 30 SECTION 29. MILITARY LEAVE ....................................................................... 30 SECTION 30. LEAVE DONATIONS – INJURY/ILLNESS/DISABILITY .................. 30 SECTION 31. LEAVE DEDUCTIONS ................................................................. 31 SECTION 32. HOLIDAYS .................................................................................. 31 SECTION 33. SEVERANCE PAY ....................................................................... 33 SECTION 34. WORKDAY SCHEDULES ............................................................ 34 SECTION 35. Y-RATING – MANAGEMENT EMPLOYEES .................................. 34 SECTION 36. SICK LEAVE FOR PART TIME UNREPRESENTED EMPLOYEES,

INCLUDING LAW ENFORCEMENT RECRUITS AND FIREFIGHTER
RECRUITS .................................................................................. 34 SECTION 37. FRINGE BENEFITS – ELIGIBILITY ............................................... 36 SECTION 38. AMENDMENTS ........................................................................... 36 SECTION 39. CERTIFICATION – ADOPTION OF RESOLUTION ......................... 37

4 SECTION 1. PURPOSE

The Fringe Benefits Resolution is a conso lidation of previously adopted resolutions concerning City Council, Executiv e Management, Managemen t, and Unrepresented Employees. Resolution No. 7383 sets forth the wages, hours, and other terms and conditions of employment for employees within these classifications and provides paid sick leave for Part-Time Unrepresented Employees pursuant to AB1522.

SECTION 2. DEFINITIONS

As used herein and in the general salary reso lution, the following terms shall have the following meanings:

“Classification” shall mean a group of positions having sufficiently similar duties, responsibilities, and qualifications to be designated by the same descriptive title, and as to which the same salary range may be made to apply with equity.

“Employee” shall mean a full-time budgeted employee of the City of Arcadia.

“Employment Date” shall mean the period of continuous full-time employment from and after such employment date shall be used in computing longevity pay, sick leave, and vacation and shall be the st arting point for determining salary step increases.

“Executive Management Employee” shall mean an unrepresented management Employee who is the head of a City De partment. Employees who are in the Classification of Development Services Di rector, Public Works Services Director, Administrative Services Director, Recr eation and Community Services Director, Library and Museum Services Director , Assistant City Manager, and similar Classifications as they may be added or amended over time shall be considered Executive Management Employees in th e Miscellaneous category. Employees who are in the Classification of Police Chief, Fire Chief, and similar Classifications as they may be added or amended over time shall be considered Executive Management Employees in the Safety ca tegory. Also known as “Department Director”.

“Management Employees” shall mean t hose full-time Employees having responsibility for formulating, administ ering, or managing t he implementation of City policies who are unrepresented and who are not Executive Management Employees. Typical Employees in the Classification of Management Aide, Recreation Supervisor, Human Resources Analyst, Crime Analyst, Police Records Manager, Senior Human Resources An alyst, Senior Management Analyst, Transportation Services Manager, Assi stant Director of Recreation and Community Services, Planning Servic es Manager, Accounting Supervisor, Accountant, Senior Accountant, Envir onmental Services Manager, General Services Superintendent, Library Serv ices Manager, Utilities Superintendent,

5 Principal Civil Engineer, Building Offici al, Fire Marshal, Economic Development Manager, Financial Services Manager /Treasurer, Human Resources Administrator, Deputy City Manager , Planning and Community Development Administrator, Deputy Director of Development Services/City Engineer, and similar Classifications as they may be added or amended over time shall be considered Management Employees in the Miscellaneous category. Typical Employees in the Classification of Police Lieutenant, Fire Battalion Chief, Deputy Fire Chief, Police Captain, and similar Classifications as they may be added or amended over time shall be considered Management Employees in the Safety category.

“Miscellaneous Employees” shall mean those employees who are not involved in law enforcement, fire suppression, the prot ection of public safety, or employed in a position designated by law as local safety.

“Part-Time Unrepresented Employees” shall mean a part-time employee who is at- will and not deemed an Executive M anagement, Management, Unrepresented Confidential, or Unrepresented Employee. Typical Employees in the Classification of Library Aide I/II, Activity Leader I/II, Laborer, Police Cadet, Administrative Intern, Camp Manager, Fire Prevention Aide, Recr eation Specialist, Volunteer Services Coordinator, Reserve Police Officer I/II and similar classifications as they may be added or amended over time shall be c onsidered part-time unrepresented. This excludes the positions of Law Enforcement Recruit and Firefighter Recruit.

“Recognized Employee Organization” means an Employee organization which has been formally acknowledged by the City as the Employee organization that represents Employees in designated classifications in an appropriate representation unit.

“Safety Employees” shall mean those employees who are involved in law enforcement, fire suppression, the protection of public safety, or who are employed in a position designated by law as local safety.

“Salary Advancement” shall mean an increas e in salary from current step to a higher step within the same salary range based upon performance and continuous service in the same class.

“Unrepresented Confidential Employee” shall mean any benefitted Employee (receiving CalPERS and a benefit allowanc e) that is not an Executive or Management Employee, is not represented by a recognized Employee organization, and typically handles confidentia l matters as a course of their job duties. Classifications in this group in clude Executive Assistant assigned to the City Manager’s Office, Human Resources Technician, and similar Classifications as they may be added or amended over time (referred to as Confidential herein).

“Unrepresented Employee” shall mean any Employee that is not an Executive or Management Employee and is not repres ented by a recognized Employee

6 organization. This includes the position s of Law Enforcement Recruit and Firefighter Recruit.

SECTION 3. COMPENSATION

The salary schedules for classifications covered by this resolution are set forth in “Exhibit A” and incorporated herein. The base salaries of Executive Management, Management, and Unrepresented Confidential Employees cover ed by this resolution will be increased by 3% effective July 1, 2021, 3% effective July 1, 2022, and 4% effective July 1, 2023.

Retro increases will be given only to those em ployees on City payroll as of the date of adoption of this resolution.

The base salaries of Police and Fire Safe ty Executive Management and Police and Fire Safety Management employees covered by th is resolution will be increased by 3% effective July 1, 2021, 4% effective July 1, 2022, and 5% effective July 1, 2023.

Retroactive increases will be given only to those employees on City payroll as of the date of adoption of this resolution.

Dependent upon the distribution method as determined by the City Manager, employees covered by this resolution may receive a one-time Non-PERSable bonus paid through City payroll upon the adoption of this resoluti on. The collective amount to be distributed to those employees is $153,832.

Additionally, Executive Management and Safety Executive Management employees covered by this resolution and on City payroll as of the date of adoption of this resolution shall receive a one-time Non-PERS able bonus of $2,300. Safety Management, Management, and Unrepresented em ployees covered by this resolution and on City payroll as of the date of adoption of this resolution shall receive a one-time non-PERSable bonus of $2,100.

SECTION 4. SALARY STEP ADVANCEMENT

The advancement through the salary steps shall be based upon performance and continuous service in the same classi fication. The percentage between steps is approximately 2.5%. Employees will advance in their rates of compensation two steps (approximately 5.0%) on their anniversary dates. The following schedule is an example of merit increases when an employee begins employment at step A:

A Step to C Step: 6 months

All other Steps: 12 months

For Department Directors reporting direct ly to the City Manager, the advancement through the salary steps shall be based on performance without regard to the continuous service time requirements cited above. The ra te of advancement shall be from 0% to

7.5%, or no movement to a maximum of three steps. Pursuant to the City Charter Section

7 809, evaluation of the Library and Museum Serv ices Director shall be by the Library Board; however, the City Manager shall provide input into the process.

Salary step advancements may be withheld or delayed by the appointing authority if an Employee’s performance does not merit such advancement.

With the approval of the City Manager, an Employee may be hired at any step within the salary range applicable to the position.

The City Manager shall have the authority to advance an Employee’s salary step within that Employee’s salary range when the purpose is to correct an existing inequity or give recognition to exceptional performance.

Upon adoption of this Resolution and until June 30, 2024, unless extended by the City Council, the City Manager shall have di scretionary authority to allow an annual performance bonus up to 3% of an employee’ s annual salary to full-time employees covered by this resolution who receive a Meritorious or Superior evaluation. Receiving a Meritorious or Superior evaluation is no t a guarantee of receiving a bonus, only a minimum standard for qualification. It shall be the City Manager’s sole authority to determine whether to allow a bonus and at what amount. The performance bonus shall be subject to the availability of funds as determined by the City.

SECTION 5. PROMOTIONAL STEP ADVANCEMENT

When an Employee is promoted, their pay shall advance to the lowest salary step in the new classification range such that it will pr ovide a 5% increase in compensation, or two steps. If the lowest salary in the new classification is the top step, the Employee’s pay will be advanced to the top step, even if it provides less than a 5%, or two-step, increase.

When an Employee is promoted to a higher classification, the date of the promotion shall be used in determining the date of the future step increases.

SECTION 6. OVERTIME

When necessary to perform essential wo rk, a Department Director may require Management and Unrepresented Employees to work at any time other than during regular working hours until such work is accomplished. Management and Executive Management Employees are generally consid ered positions that are exem pt from standard overtime rules. Job specifications for each Classification shall clearly state whether the position is considered exempt. Employees that are not exempt from standard overtime rules and are required to work hours which cause the Employee to be in a work status in excess of 40 hours in a designated workweek shall be pai d at the rate of time and one-half the Employee’s regular rate of pay. The Depar tment Director may permit an Employee to accumulate compensatory time in lieu of paid overtime; however, the Employee shall not be permitted to accumulate more than 100 hours of compensatory time at any time.

8 Fire Battalion Chiefs working in excess of a 56-hour workweek shall receive overtime at straight time for operational assignments as defined by the Fire Chief and are eligible for Management Leave. A Fire Battalion Chief a ssigned to a strike team and working in excess of a 56-hour workweek will receive overtime at 1.5 times the hourly rate. No other Management Employees are eligible to receiv e any form of overtime compensation for additional hours worked, except as stated in Section 8.

SECTION 7. RETIREMENT

A. EMPLOYEES HIRED BEFORE JULY 1, 2011

The City contracts with the State of California Public Employees Retirement System (CalPERS) for the classifications contained in this Resolution. The plan shall include the following options:

1. Miscellaneous Employees - 2.5% @ 55 retirement formula (Government Code §21354.4); Public Safety Employees - 3% @ 50 retirement formula (Government Code §21362.2).

2. Single highest year final co mpensation (Government Code §20042).

3. Post Retirement Survivor Continuance.

4. Credit for Unused Sick Leave (Government Code §20965).

5. 1959 Survivors Benefit for which eac h Employee contributes $0.93 per pay period.

6. Third level 1959 Survivors Benefit allowance (Government Code §21573).

7. Military service credit as public service option (Government Code §21024).

The Employee is responsible for paying for this benefit.

8. As permitted by CalPERS, Employees may elect to purchase service credit by remitting payment to CalPERS via payro ll deductions. If the Employee elects this option, the City will allow Employ ees to elect those payments as pre-tax payroll deductions for service purchases.

9. Special compensation items shall be r eported to CalPERS in accordance with applicable law.

10. Employees shall make contributions to offset a portion of the City’s costs related to CalPERS retirement benefits. The Employee cost-sharing will be accomplished through pre-tax deductions in the manner contemplated by Government Code §20516(f). It is recogni zed that the IRS has yet to take a position on the pre-tax status of deductions made under §20516(f) and in the

9 event that, subsequent to the effectiv e date of this provision, the IRS determines that such deductions do not qu alify for pre-tax status, Employees will be notified, and the provisions set forth herein will be reviewed by the City Manager and City Council. The cost sharing arrangement will be implemented as follows:

a. Miscellaneous Employees: Employ ees will pay 7% of PERSable compensation to CalPERS retirement via payroll deduction toward the City’s Employer Contribution to CalPERS and said amount will be allocated to the employer’s account.

b. Public Safety Employees: Employ ees will continue to pay 9% of PERSable compensation for CalPERS retirement via payroll deduction toward the City’s Employer Contribution to CalPERS and said amount will be allocated to the employer’s account. Employees will also contribute an additional 3% cost for CalPERS retirement through a phase-in approach as follows:

i. Effective beginning the pay period following Council adoption of this resolution, each Classic Member employee shall
contribute an additional cost share amount equal to 1% of compensation earnable towards the employer PERS
contribution for a total of 10%.

ii. Effective July 1, 2022, each Classic Member employee shall contribute an additional cost share amount of 1% of
compensation earnable towards the employer PERS
contribution, for a total of 11%.

iii. Effective July 1, 2023, each Classic Member employee shall contribute an additional cost share amount of 1% of
compensation earnable towards the employer PERS
contribution, for a total of 12%.

11. In addition to the foregoing cost sharing payments, Miscellaneous Employees shall continue to pay 1% of the member contribution to CalPERS.

12. The City shall continue to pay the cost of the Employees’ member contribution (EPMC) to CalPERS in the amount of 7% for Miscellaneous Employees and 9% for Public Safety Employees and shall continue to report that as additional compensation pursuant to §20636(c)(4) of the Government Code. Further, said amount will be allocated to the Employee’s retirement account.

13. Pre-Retirement Option 2W Deat h Benefit (Government Code §21548):

Pursuant to §20516(f) (Employee Shari ng Cost of Additional Benefits), Employees will split the cost of this benefit with the City through pre-tax

10 deductions in the manner contemplated by §20516(f) of the Government Code.

It is recognized that the IRS has yet to take a position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for pre-tax status, Employees will be notified, and this provision shall be reviewed by the City Manager and City Council. Employees shall pay for one- half of the cost of this optional bene fit, which was determined to be a total of

0.276% for Miscellaneous and 0.220% for Public Safety Employees. The cost- sharing arrangement will be implemented as follows:

a. Miscellaneous Employees: Employ ees will pay 0.138% of PERSable compensation to CalPERS retirement via payroll deduction; and the City will pay 0.138% of PERSable compensation to CalPERS retirement.

b. Public Safety Employees: Empl oyees will pay 0.110% of PERSable compensation to CalPERS retirement via payroll deduction; and the City will pay 0.110% of PERSable compensation to CalPERS retirement.

B. EMPLOYEES HIRED ON OR AFTER OCTOBER 9, 2011, OTHER THAN NEW CalPERS MEMBERS HIRED AFTER JANUARY 1, 2013

The City contracts with the State of California Public Employees Retirement System (CalPERS) for the classifications contained in this Resolution. The plan shall include the following options:

1. Miscellaneous Employees - 2.0% @ 60 retirement formula (Government Code §21363.1); Public Safety Employees - 3% @ 55 retirement formula (Government Code §21363.1).

2. 3-year average final compensat ion period (Government Code §20037).

3. Post Retirement Survivor Continuance.

4. Credit for Unused Sick Leave (Government Code §20965).

5. 1959 Survivors Benefit for which eac h Employee contributes $0.93 per pay period.

6. Third level 1959 Survivors Benefit allowance (Government Code §21573).

7. Military service credit as public service option (Government Code §21024).

The Employee is responsible for paying for this benefit.

8. As permitted by CalPERS, Employees may elect to purchase service credit by remitting payment to CalPERS via payro ll deductions. If the Employee elects

11 this option, the City will allow Employ ees to elect those payments as pre-tax payroll deductions for service purchases.

9. Special compensation items shall be r eported to CalPERS in accordance with applicable law.

10. Miscellaneous Employees will pay the full 7% member contribution to CalPERS via payroll deduction.

11. Public Safety Employees will continue to pay 9% of PERSable compensation for CalPERS retirement via payroll deduction toward the City’s Employer Contribution to CalPERS and said amount will be allocated to the employer’s account. Employees will also contribute an additional 3% cost for CalPERS retirement through a phase-in approach as follows:

a. Effective beginning the pay period following Council adoption of this resolution, each Classic Member employee shall contribute an additional cost share amount equal to 1% of compensation earnable towards the employer PERS contribution for a total of 10%.

b. Effective July 1, 2022, each Classic Member employee shall contribute an additional cost share amount of 1% of compensation earnable towards the employer PERS contribution, for a total of 11%.

c. Effective July 1, 2023, each Classic Member employee shall contribute an additional cost share amount of 1% of compensation earnable towards the employer PERS contribution, for a total of 12%.

12. The Pre-Retirement Option 2W D eath Benefit (Government Code §21548).

Pursuant to §20516(f) (Employee Shari ng Cost of Additional Benefits), Employees shall split the cost of this benefit with the City through pre-tax deductions in the manner contemplated by §20516(f) of the Government Code.

It is recognized that the IRS has yet to take a position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for pre-tax status, the Employees will be notified, and this provision shall be reviewed by the City Manager and City Council. Employees shall pay for one-half of the cost of this optional benefit which was determined to be a total of 0.276% for Miscellaneous and 0.220% for Public Safety. The cost-sharing arrangement will be implemented as follows:

a. Miscellaneous Employees: Employees will pay 0.138% of PERSable compensation to CalPERS retirement via payroll deduction; and the City will pay 0.138% of PERSable compensation to CalPERS retirement.

12 b. Public Safety Employees: Empl oyees will pay 0.110% of PERSable compensation to CalPERS retirement via payroll deduction; and the City will pay 0.110% of PERSable compensation to CalPERS retirement.

C. NEW CalPERS MEMBERS HIRED ON OR AFTER JANUARY 1, 2013

The City contracts with the State of California Public Employees Retirement System (CalPERS) for the classifications contained in this Resolution. The plan shall include the following options:

1. Miscellaneous Employees - 2.0% @ 62 retirement formula (Government Code §7522.20); Public Safety Employees – 2.7% at age 57 retirement formula (Government Code §7522.25(d)).

2. 3-year average final compensat ion period (Government Code §20037).

3. Post Retirement Survivor Continuance.

4. Credit for Unused Sick Leave (Government Code §20965).

5. 1959 Survivors Benefit for which eac h Employee contributes $0.93 per pay period.

6. Third level 1959 Survivors Benefit allowance (Government Code §21573).

7. Military service credit as public service option (Government Code §21024). The Employee is responsible for paying for this benefit.

9. Special compensation items shall be r eported to CalPERS in accordance with applicable law.

10. Miscellaneous Employees will pay 50% of the normal cost, currently at 6.75%, for member contributions to CalPERS on a pre-tax basis via payroll deduction (Government Code §7522.30).

11. Public Safety Employees will pay 50% of the normal cost, currently at 12%, for member contributions to CalPERS on a pre-tax basis via payroll deduction (Government Code §7522.30).

12. The Pre-Retirement Option 2W D eath Benefit (Government Code §21548).

Pursuant to §20516(f) (Employee Shari ng Cost of Additional Benefits),

13 Employees shall split the cost of this benefit with the City through pre-tax deductions in the manner contemplated by §20516(f) of the Government Code.

It is recognized that the IRS has yet to take a position on the pre-tax status of deductions made under §20516(f) and in the event that, subsequent to the effective date of this provision, the IRS determines that such deductions do not qualify for pre-tax status, Employees will be notified and this provision shall be reviewed by the City Manager and City Council. Employees shall pay for one- half of the cost of this optional benefit which was determined to be a total of

0.276% for Miscellaneous and 0.220% for Public Safety. The cost-sharing arrangement will be implemented as follows:

a. Miscellaneous Employees: Employees will pay 0.138% of PERSable compensation to CalPERS retirement via payroll deduction; and the City will pay 0.138% of PERSable compensation to CalPERS retirement.

D. City Council, Executiv e, and Management Employees shall have access to the City’s established 457 Deferred Com pensation Program and the IRC 401(a) defined contribution plan. All administration costs associated with the 401(a) plan shall be paid by the City.

SECTION 8. SPECIAL ASSIGNMENT PAY

Employees in the classifications of Po lice Captain and Police Lieutenant assigned to outside reimbursable special details (as approved by the City Manager), including but not limited to race-track traffic control duties, shall be compensated at 6 hours of straight time at the rate of a top step Police Sergeant with an Advanced Post Certificate and Special Assignment Pay (currently 5%).

SECTION 9. LONGEVITY PAY

A Longevity Pay benefit will be provided to Executive, Managem ent, and Confidential Employees based on the following formula:

Completed Years of Continuous Service Amount Per Pay Period 5 – 9 Years $42.02
10 – 14 Years $63.04
15 – 19 Years $84.06
20+ Years $230.77

The Longevity Pay benefit is ef fective the pay period an Empl oyee reaches 5, 10, 15 or 20 years of continuous employment with the City.

14 SECTION 10. ACTING PAY

A Management or Confidential Employee who is required, in writing, to work more than 5 working days in a higher classification, which is vacant due to sick leave, family medical leave, injury leave, vacation leave, terminat ion, retirement, or for any other reason as approved by the City Manager, shall receive t he following acting pay retroactive to the first day of the assignment:

1. 5% above their current rate of pay or A step of the higher classification, whichever is higher; or any step within the classification as approved by the City Manager; or

2. Should such percentage exceed the top step of the range for the higher classification, the Employee shall receiv e compensation at the top step of the higher classification.

3. Nothing contained herein shall apply to an Employee who is being trained by the City to qualify for a higher classification or who temporarily assumes some of the duties of a higher position.

If an acting assignment exceeds or is expected to exceed 30 calendar days, the acting Employee will receive the fringe benefits of said position for the duration of the assignment as applicable and as determined by the City Manager.

SECTION 11. TUITION ADV ANCEMENT/REIMBURSEMENT

Employees shall be eligible for tuiti on advancement or reimbursement who have completed at least one probationary period in the Classified Service, or one year of continuous service if employment is “at-will,” subject to the conditions below.

To qualify for tuition advancement/rei mbursement, a Tuition Advancement/ Reimbursement Form must be submitt ed and pre-approved by the Employee’s Department Director and Human Resources Administrator before the course(s) begin.

Tuition advancement or reimbursement shall only be for the first degree in each education level that an employee seeks to obtain, and s hall only be for "job-related" courses, specialized training, or degree programs that are directly related to the Employee's position as determined by the City Manager or designee. The City Manager or their designee may grant approval for tuition advancement or reimbursement if they determine that a second degree in any education level is both beneficial and job-related.

The Tuition Advancement/Reim bursement Program will operat e on a fiscal year basis (July 1 through June 30) and shall be subject to the availability of funds as determined by the City. The maximum advancement or reimbursement amount shall be $4,126 for undergraduate courses and $5,062 for graduate c ourses per fiscal year. Eligible fees include tuition, on campus parking fees, and textbooks. All other fees are subject to approval by the City Manager. School supplies are not reimbursable.

15 All course work must be completed while employed by the City of Arcadia with a passing grade of "C" or equivalent when numerical score or pass/fail gr ade is given. If the Employee either does not receiv e a “C” or better or for any reason does not finish the class, the advance is due and payable.

Any Employee who voluntarily retires or term inates employment or is terminated for disciplinary cause within one year from the co mpletion of a class or classes shall refund all tuition paid under this provision for those specific classes unless they were required to attend by the appointing power. An Employ ee who separates employment and who received tuition advancement and did not complete a class or classes within 1 year from the advancement, shall refund all tuition adv anced and be subject to the provisions outlined in the Advanced Tuition Participation and Advancement Agreement. Employees who retire on a Disability or Industrial Disabilit y Retirement or are laid off shall not be required to refund tuition fees under this provision.

The City reserves the right to investigat e any school and approve or disapprove it for advancement or reimbursement if such action appears warranted. Courses must be taken at an accredited education institution, which is defined as any college or university which has been accredited by a recognized government or professional accrediting body (as determined by the City). Additionally, the City reserves the right to deny any course(s), specialized training, or degree programs det ermined by the City Manager to be non-job related.

SECTION 12. UNIFORMS

At the beginning of the fiscal year, Employees in the classification of Police Chief, Police Captain, and Police Lieutenant shall receive $750 for the purchase of safety equipment. $647 shall be reported to CalPERS as special compensation for Uniform Allowance. This amount shall be prorated if hired or promoted after the start of the fiscal year.

At the beginning of the fiscal y ear, Employees in the classification of Fire Chief, Deputy Fire Chief, and Battalion Chief shall have a uniform allowance of $655 reported annually to CalPERS as special compensation. This amount shall be prorated if hired or promoted after the start of the fiscal year.

For the duration of the Resolution, unifo rms shall be provided to those Management Employees currently receiving uniforms under the same conditions specified in their respective Department Policies. The City shall continue to report an amount up to $170.56 per year to CalPERS as special compensa tion for Uniform Allowance to the extent permitted by law.

“New Members” as defined under the Public Employee’s Pension Reform Act of 2013 will not have the value of the uniforms reported as special compensation.

16 SECTION 13. AUTO ALLOWANCE

Subject to the City Manager’s sole discret ion, Executive Manage ment Employees may receive either a City provided vehicle or an auto allowance of up to $350 per month, depending on duties and requirements of the position. Any benefits provided under this section are considered taxable per IRS C ode. See IRS Publicat ion 463, Travel, Entertainment, Gift, and Car Expenses for more information concerning taxation of this benefit.

SECTION 14. MILEAG E REIMBURSEMENT

Mileage is reimbursed for travel in connecti on with City business and shall be paid in accordance with the prevailing IRS rate. Prior approval must be obtained from the immediate supervisor or Department Director . If travel is required frequently during a month, reimbursement shall be made once per month. Completed mileage forms shall be submitted to the Department Director consistent with the applicable administrative policy.

Except as expressly authorized by the City Manager, Employees receiving an Auto Allowance described in Section 13 will not qualify for mileage reimbursements described herein.

SECTION 15. BENEFIT ALLOWANCE FO R HEALTH, DENTAL, AND VISION

A. EMPLOYEES HIRED BEFORE JULY 1, 2021
The City provides City Council, Executive, Management and Confidential Employees, as well as Law Enforcement Recruits the Section 125 Cafeteria Plan contributions as follows:

1. CalPERS Health Program: The City will contribute the minimum employer contribution required pursuant to Gove rnment Code §22892(b) of the Public Employees’ Medical and Hospital Care Act (“PEMCHA Minimum”) per month per Employee for health insurance. T he PEMHCA minimum is included in the monthly benefit allowance.

2. Dental Insurance: M andatory enrollment: The City will contribute the Employee only cost for Delta Care USA insur ance per month (“Dent al Contribution”) toward one of two dental plans. Additional coverage may be purchased through the Optional Benefits allocation. The Dental Contribution is included in the monthly benefit allowance.

3. Vision Insurance: The City shall prov ide each Employee with a vision plan, with the City paying the premium. The vision plan will be Vision Service Plan, Option B. The City will pay the premium up to the cost of the family plan.

17 4. Optional Benefits: Subject to the PEMHCA minimum and mandatory dental insurance enrollment premium as spec ified in above paragraphs 1 and 2, the City shall contribute the remaining amount of Employee’s benefit allowance through a contribution to an Internal Revenue Code §125 Cafeteria Plan as follows:

Health/Dental/Vision Benefit Allowance (per month)
City Council & Miscellaneous Executive Management $1,504.00 Public Safety Executive Management $1,548.50
Public Safety Management $1,445.50
Miscellaneous Management $1,402.00
Unrepresented Confidential Employees $1,072.00
Law Enforcement Recruits $ 620.00

a. If the City’s contribution exceeds the cost of the employee only coverage, the difference shall be contributed toward the cost of dependent coverage or to the employee in cash as taxable income.

i. Those employees who receive cash as taxable income will have the amount capped to the amount they were receiving as of July 1, 2021, and then reduced to an amount that will allow the City-wide Total Medical Plan Payment to be less than 20%. The amount of the reduction will not be greater than 19.51% of the amount received as of July 1, 2021. This amount will re sult in the employee’s new capped cash-in-lieu for the term of this resolution.

b. Those employees who qualify to receive cash as taxable income and who subsequently reduce their cash-in-lieu amount through a qualifying change, shall be subject to the new cash-in-lieu cap based on their elected reduced amount, and will forfeit their previous cash-in-lieu cap.

c. Employees who do not take cash-in-li eu as of July 1, 2021, for any unused portion of the City’s contribution toward benefits shall no longer be eligible for cash-in-lieu.
d. If the premium cost of the health plan exceeds the City contribution, the employee shall pay through payroll deduction the difference between the monthly premium and the amount contributed by the City.

e. The Employee's exercise of the option to use the difference toward dependent health coverage or the deferred compensation plan is subject to

18 the conditions controlling enrollment per iods and eligibility established by the respective plans or carriers.

f. Dependent enrollment will require proo f of eligibility for dependent status including social security number, marriage, birth, and/or adoption certificates.

5. Circumstances Under Which An Em ployee Hired Before 7/1/2021, Can Receive Cash in Lieu of City Coverage:

An employee is required to carry one of the City’s designated medical plans unless they opt out. An employee hir ed before 7/1/2021 may receive cash-in- lieu subject to the provisions in this section for opting out of the City’s designated medical plans during the annual open enrollment period by signing a written waiver each year, that attests that the employee and each member of the employee’s Tax Family (i.e. all individuals for whom the employee expects to claim a personal exemption deduction for the upcoming tax year) each has alternative minimum essential coverage (other than coverage in the individual market and other than individual coverage through Covered California) for the upcoming tax year. If the employee prov ides the executed written waiver and documentation confirming that they are enrolled in an alternative group health plan that satisfies the above at open enrollment or within 30 days after the start of the plan year, they will be entitled to the maximum allotted cash referenced in this section to be taken as taxable income.

B. EMPLOYEES HIRED ON OR AFTER JULY 2, 2021
The City provides City Council, Executive, Management and Confidential Employees, as well as Law Enforcement Recruits and Firefighter Recruits the Section 125 Cafeteria Plan contributions as follows:

3. The City shall provide each Employee with a vision plan, with the City paying the premium. The vision plan will be Vision Service Plan, Option B. The City will pay the premium up to the cost of the family plan.

19 4. Optional Benefits: Subject to the PEMHCA minimum and mandatory dental insurance enrollment premium as spec ified in above paragraphs 1 and 2, the City shall contribute the remaining amount of Employee’s benefit allowance through a contribution to an Internal Revenue Code §125 Cafeteria Plan as follows:

a. If the City’s contribution exceeds the cost of the employee only coverage, the difference shall be contributed toward the cost of dependent coverage.

No amount shall be given in cash as taxable income.

b. If the premium cost of the health pl an exceeds the City contribution, the employee shall pay through payroll deduction the difference between the monthly premium and the amount contributed by the City.

c. Dependent enrollment will require proof of eligibility for dependent status including social security number, marriage, birth, and adoption certificates.

SECTION 16. LIFE INSURANCE

The City shall provide the City Council with Group Term Life and Accidental Death and Dismemberment (AD&D) insurance in the amount of $35,000.

Executive and Management Empl oyees shall be provided Group Term Life and AD&D insurance equal to their annual salary rounded to the nearest (next highest) one thousand dollars, plus an additional $25,000 Term Life and AD&D policy.

The City shall provide Confidential and Unrepresented Employees with Group Term Life and AD&D insurance in the amount of $25,000.

20 An optional Employee-paid Group Term Life insurance policy shall be offered to all full- time Executive, Management, Confidential, and Unrepresented Employees.

SECTION 17. LONG TERM DISABILITY INSURANCE

The City shall provide Executive, Management, and Confidential Employees with Group Long Term Disability (LTD) Insurance.

An optional Employee-paid Group LTD “buy-up benefit” shall also be offered to Executive, Management, and Confidential Employees.

Executive and Management Employees will receive 0.5% of their annual salary that may be used to buy additional LTD insurance from the City’s provider to achieve up to $10,000 per month maximum benefits coverage. If the Employee does not desire additional LTD insurance or there is a portion of the 0.5% remaining, the Employee may apply part of or all of this 0.5% of annual salary benefit to the Employee’s deferred compensation account with the City’s deferred compensation progr am or take this amount as additional compensation.

SECTION 18. RETIRE E HEALTH INSURANCE

A. EMPLOYEES HIRED BE FORE JULY 1, 2011

Program Description
For Employees hired before July 1, 2011 and retiring from the City on or after January 1, 2012 (“Tier II Retirees”), the City will provide a Premium Payment for the purpose of purchasing health coverage offered through CalPERS for the Tier II Retiree and their spouse in an amount not to exceed the monthly premium applicable to the coverage level for the re tiree (i.e., One-Party or Two-Party) as shown in the chart below.

Premium Payment
The total Premium Payment shall be payabl e in the following form: (1) Public Employees' Medical and Hospital Care Act (“PEMHCA”) Minimum contribution payable directly to CalPERS, and (2) a reimbursement to the Tier II Retiree equal to the difference between the cost of the pl an in which the Tier II Retiree enrolls, subject to the caps below, and the PEMHCA Minimum contribution (“Reimbursement”). If a retiree enrolls in a more expensive plan, they will be responsible for payment of any premium in excess of the capped amount.

Tier II Non-Public
Safety Classifications
Tier II Public Safety
Executive and
Management
One-Party (Retiree Only) $ 505.63* $ 605.63*
Two-Party (Retiree + Spouse) $ 1,011.26* $ 1,111.26*

21 * These amounts include the PEMHCA Minimum. The PEMHCA Minimum is paid directly to CalPERS, not to the eligible retiree.

As specified below, the Reimbursement s hall cease for the Tier II Retiree upon eligibility for Medicare coverage, and the Reimbursement shall cease for the spouse upon eligibility for Medicare coverage, or after 15 years, whichever occurs first.

Eligibility Requirements
Tier II Retirees must be “eligible retirees” in order to receive the benefits described in this subsection. Eligible retirees must meet the following requirements:

1. Executive Management Employees who retire from the City on a service, disability, or industrial disability retirement must have a minimum of 15 years of public service, of which at least 5 continuous years of service are with the City of Arcadia.

2. Management and Confidential Employees who retire on a service, disability, or industrial disability retirement must have a minimum of 1,000 hours of accumulated sick leave at the date of retirement, except for Fire Safety Management Employees, who shall have a minimum of 1,500 hours.

A Management or Confident ial Employee who has fewer than the required accumulated sick leave at the date of retirement may become eligible for the retiree health benefit by paying the Ci ty an amount equal to the Employee’s daily pay rate at the time of reti rement times the number of hours needed to meet the 1,000 or 1,500 hours of accumulated sick leave requirement with the following restrictions:

i. The Employee must have reached age 55 (50 for Fire Safety Management). This requirement is not applicable if the Employee is retiring due to disability or industrial disability retirement; and

ii. The Employee must have worked full- time continuously for the City of Arcadia for a minimum of 15 years; and

iii. The Employee would be limited to purchasing a maximum of 350 hours of sick leave (525 hours for Fire Safety Management) provided, however, upon verification of information from a qualified medical provider that an Employee has s ubstantially depleted the Employee’s sick leave accrual due to an absence or absences caused by a serious illness or injury suffered by the Employee or a family dependent living in the Employee’s household, this purchase limitation of 350 hours will be excused.

22 3. All retirees , and if applicable, the retiree’s spouse, must be enrolled in CalPERS retiree medical and maintain eligibility to continue in the CalPERS Health Program as stipulated by CalP ERS in order to receive the City’s Premium Payment. However, in the event a retiree or spouse is eligible for CalPERS retiree medical but is unable to secure such coverage because there are no CalPERS plans available in thei r place of residence, the retiree may receive the City’s Reimbursement, provided the retiree submits sufficient proof to the City that they have obtain ed alternative coverage and have made the necessary premium payments. The retiree shall also notify the City immediately if such alternative coverage is cancelled or otherwise ceases. The retiree shall solely be responsible for obtaining and maintaining such alternative coverage.

4. Termination of Eligibility: An eligible retiree shall cease to be eligible for the City’s Reimbursement upon becoming eligible for Medicare coverage. The retiree’s spouse shall become ineligible for the City’s Reimbursement upon becoming eligible for Medicare coverage or after 15 years, whichever occurs first. Accordingly, the City’s Re imbursement will cease upon becoming ineligible.

B. EMPLOYEES HIRED ON OR AFTER JULY 1, 2011

Tier III Retirees. For Employees hired on or after July 1, 2011, that retire from the City and who remain enrolled in a CalPERS health plan after retirement (“ Tier III Retiree”), the City will pay no more t han the PEMHCA Minimu m contribution, payable directly to CalPERS. Tier III Retirees shall not be reimbursed or otherwise receive payment from the City for health insurance premiums in excess of the PEMHCA Minimum contribution.

SECTION 19. PHYSICAL EX AMINATIONS – MANAGEMENT

Miscellaneous Executive and Management Employees have t he option to receive a biannual comprehensive physical medical examination at no cost to the Employee. Public Safety Executive Management and Management Employees have the option to receive the physical annually, at no cost to the Employee. The City shall establish the terms and conditions of the physical examination.

SECTION 20. LEAVES OF ABSENCE

A. MISCELLANEOUS LEAVES OF ABSENCE
Upon the written request of an Employee stating the reasons therefore, the appointing power with the approval of the City Manager shall have power to grant leaves of absence with or without pay, subject to the following restrictions:

1. Length. Leave of absence with or wi thout pay may be granted for a period not to exceed 1 year with the exception that military leaves may be granted for the

23 duration of a war or national emergency or as required by the Military and Veteran’s Code.

2. Reason. A leave of absence may be granted, provided the Employee meets all other requirements set forth in this rule, who desires to attend school or college or to enter training to improve the quality of their service, who enters military service of the United States, who is temporarily incapacitated by illness, or who presents some other reasons equally satisfactory.

3. Right to Return. The granting of a leave of absence without pay confers upon the Employee the right to return to their classification before or at the expiration of their leave of absence. Therefore, a leave of absence shall be granted only to an Employee who intends to return to their classification with the City. An Employee who fails to report for work at the end of an approved leave will be deemed to have voluntarily resigned.

4. Service Record. A request for leave of absence will not be considered unless the Employee presenting the request has a satisfactory service record.

5. An Employee granted a leave of absenc e may be required by the appointing power or the City Manager to obtain and present a fitness for duty certification from a health care provider that the Employee is able to resume work. Failure to provide such certification will result in denial of restoration.

6. The granting of a leave of absence of 30 days or less, with or without pay, shall not constitute an interruption of service within the m eaning of this subsection.

The granting of a leave of absence with or without pay of more than 30 days shall constitute an interruption of serv ice unless, in the action granting such leave of absence, it is provided that such leave of absence shall not constitute an interruption of service.

7. The City shall continue to provide health, dental, life, and disability insurance for an Employee granted a leave of absence for up to 30 calendar days. It shall be the responsibility of the Employee w ho wishes to continue any insurance coverage beyond the 30 calendar days to notify Human Resources of their intent to continue coverage and remit the full monthly premium for any coverage to the Administrative Services Department. However, if an Employee has accrued leaves and uses a minimum of 40 hours of leave per pay period, the City will continue normal health insurance contributions. The aforementioned leaves must be permissible with the specific use requirements of such leave.

B. FAMILY AND MEDICAL LEAVES
Upon the written request of an Employee, t he City shall grant any and all Family Care and Medical Leaves as required by law.

24 SECTION 21. VACATION ACCRUAL RATE

A. MISCELLANEOUS EXECUTIVE MANAGEMENT
Miscellaneous Executive Management Em ployees, with the exception of temporary appointments, shall accumula te vacation for continuous years of fulltime service with the City of Arcadia, beginning with the first full pay period of employment, as shown below.

Continuous
Years of Service
Hours Per
Pay Period
Through completion of the 4th year: 4.616
Beginning of the 5th year through completion of the 9th year: 5.231 Beginning of the 10th year and beyond: 6.154

Additionally, Miscellaneous Executive M anagement Employees shall accumulate vacation at the rate of 6.154 hours per pay period after they have served 20 years in paid public service with all public agenc ies including at the City of Arcadia and any other public service organization where they were employed, subject to the written approval of the City Manager.

C. B. SAFETY EXECUTIVE AND POLICE MANAGEMENT AND DEPUTY FIRE CHIEF
Safety Executive Management Employees, and Employees in the classifications of Police Captain, Police Lieutenant, and Deputy Fire Chief, with the exception of temporary appointments, shall accumula te vacation for continuous years of fulltime service with the City of Arcadia, beginning with the first full pay period of employment, as shown below.

Continuous
Years of Service
Hours Per
Pay Period
Through completion of the 9th year: 4.616
Beginning of the 10th year through completion of the 14th year: 6.770 Beginning of the 15th year and beyond: 7.692

Additionally, upon hire, Safety Executiv e Management Employees with 20 years of paid public service with any public ag encies including the City of Arcadia and any other public service organization, shall accumulate vacation at the rate of

7.692 hours per pay period, subject to the written approval of the City Manager.

Formatted: No bullets or numbering

25 D.C. MISCELLANEOUS MANAGEMENT & UNREPRESENTED CONF.

EMPLOYEES
Miscellaneous Management and Confidential Em ployees, with the exception of temporary appointments, shall accumula te vacation for continuous years of fulltime service with the City of Arcadia, beginning with the first full pay period of employment, as shown below.

Continuous
Years of Service
Hours Per
Pay Period
Through completion of the 4th year: 3.077
Beginning of the 5th year through completion of the 9th year: 4.616 Beginning of the 10th year through completion of the 14th year: 5.231 Beginning of the 15th year and beyond: 6.154

D. BATTALION CHIEFS
Battalion Chiefs in the Fire Department on a 24-hour shift shall accumulate vacation for continuous years of fulltime service with the City of Arcadia, beginning with the first full pay period of employment, as shown below.

Continuous
Years of Service
Hours Per
Pay Period
Through completion of the 9th year: 6.924
Beginning of the 10th year through completion of the 14th year: 10.154 Beginning of the 15th year and beyond: 11.076

A. E. Law Enforcement Recruits and Firefighter Recruits shall not accrue vacation leave.

B. F. The City Manager may approve a higher vacation accrual rate based on total public agency work experience for new hires covered by this resolution.

SECTION 22. VACATION LEAVE

A. Required Use: Executive and Management Employees shall take a minimum of 50% of their vacation days earned during the calendar year prior to the end of that calendar year.

Formatted: Normal, No bullets or numbering
Formatted: Font: (Default) Arial
Formatted: Normal, No bullets or numbering
Formatted: Font: (Default) Arial

26 B. Accrual Cap: The remaining 50% of an Employee’s vacation accrual shall be allowed to accumulate as shown below. Once an Employee has accumulated the maximum amount, no more vacation will be accrued by the Employee until the Employee’s accrual has been reduced below the maximum amount.

Employee Class Accrual Cap
(Maximum)
Executive Management Employees, and
the classifications of Police Captain, Police
Lieutenant, and Deputy Fire Chief
500 hours
All Other Management Employees and
Confidential Employees
0-4 years of service: 400 hours
5-9 years of service: 400 hours
10-14 years of service: 500 hours
15+
years of service: 500 hours

When through work circumstances and nee ds of the job, an Employee has been unable to utilize vacation time and this has not been a pattern or practice for that Employee, the City Manager for good c ause may approve excess accumulated vacation carried forward into the next fiscal/calendar year.

C. Sell Back: Employees may sell back vacation time each calendar year at the hourly rate earned at the time the Employ ee opts to sell the time back subject to the following limitations:

Employee Class Sell Back Hours
Per Calendar Year
Miscellaneous Executive Management
Emplo
yees Up to 120
Safety Executive Management Employees Up to 140
Miscellaneous Management Employees Up to 80
Police Safety Management Employees Up to 100
Deputy Fire Chief Up to 100
Fire Battalion Chief (40-hour workweek) Up to 100
Fire Battalion Chief (56-hour workweek) Up to 150
Confidential Employees
Up to the amount of
vacation used, by the
date of request, not to
exceed 80 hours.

27 SECTION 23. SICK LEAVE FOR EXECUTIVE, MANAGEMENT, AND

CONFIDENTIAL EMPLOYEES

A. Executive, Management, an d Confidential Employees, with the exception of temporary appointments, assigned to a 40-hour workweek, shall accrue sick leave beginning with the first full pay period of employment on the basis of 3.693 hours for each pay period of service completed with the City or 1 hour for every 30 hours worked, whichever is greater. The maxi mum accrual per year is 96 hours.

Management Employees assigned to a 56-hour workweek, with the exception of temporary appointments, shall accrue sick leave beginning with the first full pay period of employment on t he basis of 5.54 hours for each pay period of service completed with the City or 1 hour for every 30 hours worked, whichever is greater.

The maximum accrual per year is 144 hours.

B. Paid sick leave will carry over eac h year of employment. Executive and Management Employees shall be allowed unlim ited accumulation of sick leave.

Confidential Employees may accumulate up to a maximum of 1,500 hours.

C. Except as provided hereinafter, sick leave means authorized absence from duty of an employee who is temporarily disabled and unable to work due to one of the following:

i. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee
ii. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee’s family member, which includes parent (biological, adoptive, foster parent, step parent, legal guardian, or a person who stood loco parentis when employee was a child), child (biological, adoptive, foster child, step child, legal ward, or a child to whom the employee stands loco parentis regar dless of age or dependency status), spouse, registered domestic partner, par ent-in-law, sibling, grandchild, or grandparent
iii. For an employee who is a victim of domestic violence, sexual assault, or stalking for the purposes described in Labor Code sections 230(c) and 230.1 (a).

An employee will make a reasonable e ffort to schedule medical appointments during non-working hours.

28 employment. The City Manager or designe e may require a medical examination by a physician after the employee has used the first 24 hours or 3 days, whichever is greater depending on the employee’s regular scheduled workday, of paid sick leave in a year of employment if t he medical examination is job related and consistent with business necessity.

For leave pertaining to an employee who is a victim of domestic violence, sexual assault, or stalking, the City Manager or designee may request certification for unscheduled absences beginning on the first day of paid sick leave.

E. Kin Care Leave: In addition to the prescr ibed purposes of paid sick leave in Section c. an employee may use up to one-half of their annual accrual of sick leave to care for and attend to a family member who is ill. Every effort shall be made to schedule medical appointments for an ill family me mber during non-working hours. Family members for purposes of Kin Care leave shall include parent (biological, adoptive, foster parent, step-par ent, or legal guardian), child (b iological, adoptive, foster child, step child, legal ward, a child of a registered domestic partner, or a child to whom the employee stands loco parent is regardless of age or dependency), spouse, or registered domestic partner.

F. In case of absence due to illness, if the paid sick leave is foreseeable, the Employee shall notify their Department Director within reasonable advance notice.

If the paid sick leave is unforeseeable, the employee shall provide notice of the need for the leave as soon as possible. The minimum increment of use of paid sick leave shall be 30 minutes.

G. The appointing power and City Manager ma y discipline an employee if sick leave is used for an inappropriate purpose.

H. If an employee separates fr om employment with the City and is rehired within one year from separation, up to 48 hours or 6 days, whichever is greater depending on the employee’s regular scheduled workday, of accrued and unused sick leave will be reinstated.

I. Upon separation from the City of Arcadia, an employee who works in their final pay period, shall receive credit for that pay period's sick leave accrual based on the following:

Management Employees assigned to a 40-hour workweek

0 to 29 hours: No accrual
30 to 59 hours: 1 hour
60 to 80 hours: 3.693 hours

Management Employees assigned to a 56-hour workweek

29 0 to 24 hours: No accrual
25 to 55 hours: 2 hours
56 and above: 5.54 hours

Unused sick leave is not cashed out upon term ination, resignation, retirement, or other separation from employment. U nused sick leave may be converted to retirement service credits, as may be permitted under applicable retirement system laws and regulations.

J. Upon appointment, the City Manager ma y grant Department Directors a bank of sick leave, not to exceed 96 hours. This bank will be pro-rated for newly appointed Department Directors using five years as the maximum employment period and using 20% for each full year of employ ment. For example, a newly appointed Department Director that has been employ ed by the City for two years would be eligible for 40% of the 96 hours (rounded up to the next whole number).

SECTION 24. BEREAVEMENT LEAVE

At the time of death, or where death appear s imminent, in the immediate family, an Employee, with the excepti on of temporary appointments, may be granted a leave of absence with pay, upon approval of the appointing power and the City Manager.

Immediate family is defined as the spouse, the Employee or Employee’s spouse’s mother or stepmother, father or stepf ather, brother or sister, ch ild or stepchild, grandparents, grandchildren, domestic partner, or any rela tive of the Employee or Employee’s spouse residing in the same household. Such leave, up to 4 working days at one time [or 6 working days if travel outside of the followi ng Counties is required: Imperial, Kern, Los Angeles, Orange, Riverside, San Bernardi no, San Diego, Santa Barbara, San Luis Obispo, and Ventura], shall not be charged a gainst sick or other leave. If more than the maximum days of Bereavement Leave provided in this Section is granted at one time, that amount over the lim it shall be charged against sick or other leave. For Employees assigned to 24 hours shifts, a "day" means 12 hours or 1/2 shift.

SECTION 25. MANA GEMENT LEAVE

Executive and Management Em ployees shall be provi ded between 0 and 80 hours of Management Leave per fiscal year on a pro-ra ta basis as determined by the City Manager. This determination shall be bas ed upon work circumst ances, needs of the position, and frequency of r equired attendance at after-hour meetings and conferences.

Such leave time is not accumulable, nor will compensation be paid in lieu thereof under any circumstances. When through work ci rcumstances and needs of the job, an Employee has been unable to utilize Management Leave and this has not been a pattern or practice for that Employee, the Ci ty Manager, for good cause, may approve excess accumulated Management Leave carried forward in the next fiscal year.

SECTION 26. WORKERS’ COMPENSATION

30 In those instances where an Executive, Management, or Confidential Employee is injured on duty and the injury is so recognized by t he Workers’ Compensation Act, the City of Arcadia, or the Workers’ Compensation Appeal Board, such Employee shall be paid a combination of Workers’ Compensation benefits and salary which will result in payment to the Employee of a sum equal to gross base salary. This sum will be paid for such time as the Employee is absent from duty because of such injury up to a maximum of one year for Executive and Management and 10 months for Confidential Employees from and after the date of such injury. Lost time due to an injury on duty shall not be charged against an Employee’s accumulated sick leave.

SECTION 27. JURY LEAVE

When an Employee is called or required to serve as a juror, attendance shall be deemed a leave of absence with full pay for up to 10 days per year. All days in excess of 10 days will not be compensated. The Employee shall remi t to the City all fees received except mileage. For Employees assigned to an alternat e workweek, pay for jury duty shall not be provided on regularly scheduled days off. The Employee shall be entitled to keep the fee paid for scheduled days off. Employees on Jury Service shall provide documentation that verifies attendance. If, after reporting fo r Jury Service, it is determined that the Employee’s services are not required and the Employee is dismissed for the day, then the Employee, time permitting, is required to return to the job. Employees who cannot verify Jury Service attendance and Employees who do not return to work shall be subject to disciplinary action.

SECTION 28. COURT WITNESS LEAVE

An Employee who is subpoenaed or required to appear in court as a witness shall be deemed to be on leave of absence. With approval of the appointing power and City Manager, an Employee may be granted leave wi th pay during their required absence.

The Employee shall remit to the City fees received except mileage. A paid leave of absence shall not be granted for time spent in Court on personal cases.

SECTION 29. MILITARY LEAVE

Any employee who is a member of the reserv e corps of the Armed Forces of the United States or of the National Guard or the Naval Militia is entitled to a temporary military leave of absence as provided by applicable Federal Law and California State Law.

SECTION 30. LEAVE DONATIONS – INJURY/ILLNESS/DISABILITY

A. Upon verification of information from a medical authority that an Employee or an Employee’s family dependent living with in their household, or the Employee’s minor child, has been stricken by a serious/catastrophic illness or injury, and upon verification that the Employee is in danger of having their accumulated paid leave time depleted, an Employee may reques t, and the appointing power and City

31 Manager may determine that an Employee is eligible to receive donations of accumulated vacation/compensatory time.

B. Upon determination that an Employee is eligible, a notice shall be distributed to all Employees advising that accumulated vacation leave or compensatory time hours may be donated to the eligible Employee.

C. The minimum number of hours that may be donated by an Employee is 1 hour.

The maximum donation by the Employee is 80 hours. Only full-hour increments of leave time are transferable. Donation of time is limited to accrued vacation or compensatory time, and does not include ac crued sick leave, holidays, or any other accumulated leave.

D. The Employee to whom the vacation/co mpensatory time is donated will be credited at the salary rate of the recipient, not the donor. Donated hours shall be converted to the dollar rate of the donor then transferred to hours at the recipient’s rate.

E. The donation of leave hours is irreversib le. However, should the person receiving the donation not use all donated leave for the catastrophic illness/injury, the donor will not be charged for any unused hours.

F. An Employee may not donate leave hour s which would reduce their own total accrued leave balance of vacation, compensatory time, sick leave, and management leave to less than 160 hours.

G. If any Employee is caring for a family dependent living within their household, or the Employee’s minor child, their time away from work on donated leave shall not exceed 12 weeks in a 12 month period. A 12 month period is defined as a rolling period measured backward from the date leave is taken and continuous with each additional leave day taken.

SECTION 31. LEAVE DEDUCTIONS

Executive, Management, and Confidential Em ployees shall be deducted leave time (either sick, vacation, floating holiday, or management leave as appropriate) for absences from work for periods of less than a day (a full daily shift).

SECTION 32. HOLIDAYS

Executive, Management, and Confidential Employees other than Fire Safety Management Employees shall be allowed 8 hours (unless otherwise stated) of full pay for the following holidays:

New Year’s Day January 1
Martin Luther King Jr. Day The third Monday in January
President’s Day The third Monday in February

32 Memorial Day The last Monday in May
Independence Day July 4
Labor Day The first Monday in September
Veteran’s Day November 11
Thanksgiving Day The fourth Thursday in November
Day after Thanksgiving Day The Friday following the fourth Thursday in November
Christmas Eve December 24 (4 hours)
Christmas Day December 25
New Year’s Eve December 31 (4 hours)
Floating Holiday In lieu of Admission Day
Floating Holiday (not assigned to a specific
holiday)

Every day appointed by the City Council for a public fast, thanksgiving, or holiday.

A. Whenever New Year’s Day (January 1) Independence Day (July 4), Veteran’s Day (November 11), or Christmas Day (December 25) falls on a Saturday or Sunday, the Friday preceding or the Monday following, respectively, shall be designated as the holiday.

B. Floating holidays are to be scheduled by the Employee in the same manner as vacation leave and do not carry over into subsequent fiscal years. Failure to timely schedule the days off shall result in their loss.

C. Full-time Employees in the Exec utive, Management, and Confidential unit employed on July 1 of the fiscal year shall conditionally accrue 8 hours of floating holiday for the aforementioned Holidays. If the Employee uses floating holiday leave and separates from City employment before the date upon which the floating holiday is designated (Admission Day), said floating holiday leave shall be repaid to the City through payroll deduction or deducted from the Employee’s vacation leave bank. Employees hired after the beg inning of the fiscal year shall accrue floating holidays only if the Employee is employed before the date on which the floating holiday is based (Admission Day). As an example, an Employee hired on July 15, would receive a floating holiday for Admission Day for that fiscal year.

However, if that same Employee was hired on March 15, the Employee would not receive any floating holiday benefit for that fiscal year.

D. A non-exempt Employee required to work or attend a class or function on any holiday allowed by this Section shall be paid for the holiday, and in addition, shall be compensated in accordance with the Fair Labor Standards Act (FLSA) applicable overtime rules in calculating regular rate of pay. The regular rate of pay calculation includes Longevity Pay. A holi day allowed by this Section occurring during any leave of absence shall be added to the number of working days’ leave of absence to which such Employee is entitled.

33 E. Executive Management, and Confidentia l Employees assigned to an alternate workweek may use accrued vacation time , accrued compensatory time, floating holiday time, or unpaid leave to make up the difference between the provided hours of holiday pay and the actual num ber of regularly scheduled working hours for a designated holiday.

F. Executive, M anagement, and Confidential Employ ees who are assigned to an alternate work schedule shall receive 1 extr a hour of holiday for any holiday that falls on a scheduled workday of 9 hours or more. For example, if a holiday falls on a day that an Employee is scheduled to work 9 hours, the Employee shall receive 9 hours of holiday pay.

G. Management Employees assigned to the Fire Department and working a 56-hour workweek shall be limited to allow the following12 hour holidays:

New Year’s Day Labor Day
Martin Luther King Jr. Day Admission Day
President’s Day Columbus Day
Cesar Chavez Day Thanksgiving Day
Independence Day The Day After Thanksgiving
Labor Day Christmas

In lieu of time off, the position of Battalion Chief working a 56-hour workweek shall receive 144 hours of regular rate of pay.

H. The positions of Police Captain and Po lice Lieutenant have the option of receiving up to 25 hours of floating holiday pay in cash in lieu of taking the time off.

SECTION 33. SEVERANCE PAY

A. An Employee, with the exception of temporary appointments and Department Directors, whose position is abolished or va cated by a reduction in workload or lack of funds and has at least 1 year of co nsecutive full-time service with the City shall receive, upon termination, sever ance pay. Severance pay shall be a lump sum payment equal to 1/5 th of an Employee’s previous month’s salary times the number of years of consecutive servic e, not to exceed 10 years of service.

Additionally, the City shall: 1) contract with a mental health carrier to provide transitional counseling services to affected Employees for up to 3 months; and 2) contract with a displacement service provider to provide professional guidance and assistance for the laid off Employee in their employment search for up to 3 months.

The displaced Employee shall also receive one full month of paid health insurance (at the Employee’s current coverage) in addition to any coverage remaining in the month of layoff.

34 B. A Department Director whose position is abolished or vacated by a reduction in workload or lack of funds, or who is invo luntarily removed from their position and has at least 1 year of consecutive full-time service with the City may receive, upon termination, severance pay. Severance pay as authorized by the City Manager, shall be a lump sum payment, and can be any amount up to 6 months’ salary. The displaced Employee shall also receive paid health insurance (at the Employee’s current coverage) in addition to any covera ge remaining in the month of layoff or termination. The amount of paid health insurance coverage shall be equal to the length of the severance pay that wa s granted under this paragraph. At the discretion of the City Council, the se verance pay and continuation of health benefits may be increased for an additional period of time.

SECTION 34. WORKDAY SCHEDULES

A workday shall be defined as an 8-hour period for all City Employees, with the exception that Fire Employees assigned to 24-hour shift; a day means a 12-hour period. A workday may be defined differently if an Employee is assigned to an alternative work schedule.

An Employee who changes between an 8-hour and a 12-hour day shall have leave hours recalculated on the basis of the number of hours worked.

SECTION 35. Y-RATING – MANAGEMENT EMPLOYEES

Y-Rating occurs when a position is reclassified to a lower salary range and where an incumbent Employee continues to hold their current salary until the “Y-rating” process brings the Employee’s salary to the top step of the new salary range for that position. Y- rating shall not be permissible for Executive Management Employees.

If a Y-Rated salary of an Employee is grea ter than 7.5% than the top step of a newly established salary range, then the Y-Rated sa lary shall be reduced by up to 5% the first pay period in January, and up to 5% the first pay period in July, until the range of the Y- Rated salary is equal to or less than the top step of the new salary range.

SECTION 36. SICK LEAVE FOR PART TIME UNREPRESENTED EMPLOYEES,

INCLUDING LAW ENFORCEMENT RECRUITS

A. Part-Time Unrepresen ted Employees, including Law Enforcement Recruits and Firefighter Recruits, shall accrue sick leave beginning with the first full pay period of employment on the basis of 1 hour for every 30 hours worked. The maximum accrual per year is 48 hours.

Paid sick leave will carry over each y ear of employment however an employee may only accumulate up to a maximum of 48 hours or 6 days, whichever is greater depending on the employee’s regular scheduled workday, of sick leave with pay.

B. If an employee separates from employment and is rehi red within one year from separation, up to 48 hours or 6 days, whichever is greater depending on the

35 employee’s regular scheduled workday, of accrued and unused sick leave will be reinstated.

C. A waiting period of 90 days is required before an employee may be eligible to use paid sick leave. An employee who is re hired within one year from their date of separation, and who worked at least 90 days in the initial employment with the City may immediately use reinstated sick leave. An employee who had not worked 90 days in the initial employment with the City must work the remaining amount of the 90-day qualifying period to be able to use accrued sick leave with pay.

D. If paid sick leave is taken for the diagnosis , care, or treatment of an existing health condition of, or preventive care of an employee or an employee’s family member, the City Manager or designee may require an employee to provide medical certification or evidence of the reason fo r a sick leave absence that occurs after the employee has used the first 24 hours or 3 days, whichever is greater depending on the employee’s regular scheduled work day, of paid sick leave in a year of employment. The City Manager or designe e may require a medical examination by a physician after the employee has used the first 24 hours or 3 days, whichever is greater depending on the employee’s regular scheduled workday, of paid sick leave in a year of employment if t he medical examination is job related and consistent with business necessity

E. Sick leave means paid authorized abs ence from duty of an Employee who is temporarily disabled and unable to work due to one of the following:

i. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee
ii. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee’s family member, which includes parent (biological, adoptive, foster parent, step parent, legal guardian, or a person who stood loco parentis when employee was a child), child (biological, adoptive, foster child, step child, legal ward, or a child to whom the employee stands loco parentis regar dless of age or dependency status), spouse, registered domestic partner, par ent-in-law, sibling, grandchild, or grandparent
iii. For an employee who is a victim of dom estic violence, sexual assault, or stalking for the purposes described in Labor Code sections 230(c) and 230.1 (a).

An employee will make a reasonable e ffort to schedule medical appointments during non-working hours.

36 F. Kin Care Leave: In addition to the prescr ibed purposes of paid sick leave in Section d. an employee may use up to one-half of his/her annual accrual of sick leave to care for and attend to a family member who is ill. Every effort shall be made to schedule medical appointments for an ill family member during non-working hours.

Family members for purposes of Kin Care leave shall include parent (biological, adoptive, foster parent, step-parent, or legal guardian), child (biological, adoptive, foster child, step child, legal ward, a child of a registered domestic partner, or a child to whom the employee stands loco parentis regardless of age or dependency), spouse, or registered domestic partner.

G. In case of absence due to illness, if the paid sick leave is foreseeable, the Employee shall notify their supervisor within reasonable advance notice. If the paid sick leave is unforeseeable, the employee shall provide notice of the need for the leave as soon as possible. The minimum increment of use of paid sick leave shall be 30 minutes.

H. The appointing power and City Manager ma y discipline an employee if sick leave is used for an inappropriate purpose.

I. Upon separation from the City of Arcadia, an employee who works in their final pay period, shall receive credit for that pay period's sick leave accrual based on the following:

0 to 29 hours: No accrual
30 to 59 hours: 1 hour
60 to 80 hours: 2 hours

Unused sick leave is not cashed out upon termination, resignation, retirement, or other separation from employment.

SECTION 37. FRINGE BENEFITS – ELIGIBILITY

The City Council, Executive, Management, Confidential Employees, and Unrepresented benefitted Employees, as defined in Section 2 (including only those Employees who at minimum receive CalPERS Retirement Benefits and Health Insurance contributions) not represented by a recognized Employee organiza tion, with the exception of temporary appointments, shall be entitled to receive the benefits provided by the City of Arcadia as specified in the Resolution adopting said benefits.

Part-Time Unrepresented Employees as defined in Section 2 shall be entitled to receive the sick leave benefits as provided in Section 36.

SECTION 38. AMENDMENTS

Any modifications or amendments to the te rms of this Resolution shall be implemented by a City Council approved Resolution directing inclusion of the modification or amendment as part of this Resolution.

37 SECTION 39. CERTIFICATION – ADOPTION OF RESOLUTION

The City Clerk shall certify to the adoption of Resolution No.7383. Passed, approved and adopted this 5th day of October 2021.
1 RESOLUTION NO. 7586
A

RESOLUTION OF THE CITY COUNCIL OF THE CITY OF ARCADIA,
CALIFORNIA, AMENDING RESOLUTION NO. 7537 APPROVING WAGE

ADJUSTMENTS FOR UNREPRESENTED, NON- BENEFITED PART -

TIME EMPLOYEES IN ACCORDANCE WITH CALIFORNIA'S MINIMUM
WAGE INCREASE EFFECTIVE JANUARY 1, 2024
W
HEREAS, in April 2016, the Governor signed Senate Bill 3 ( “SB 3” ), incrementally increasing California's minimum wage over six years and subsequently assess the need for annual cost of living increases to the minimum wage, as determined by the California Department of Finance. The California Department of Finance has determined that a cost of living adjustment is needed to increase the minimum wage to $16.00 per hour, effective January 1, 2024, and.

WHEREAS, Government Code Section 20636, Title 2 of California Code of Regulations Section 570.5, and the California Public Employees’ Retirement System (“CalPERS”) require wage schedules to be adopted publicly by the Governing Body

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF ARCADIA, CALIFORNIA, DOES HEREBY FIND, DETERMINE AND RESOLVE AS FOLLOWS:

SECTION 1. Effective July 16, 2024, Resolution No. 7537 is amended by adding the position of Firefighter Recruit/Firefighter Recruit (Pre -Service) as a part -time unrepresented position as set forth in the attached Exhibit “B”.

SECTION 2. The City Clerk shall certify to the adoption of this Resolution.

Attachment No. 2
2 Passed, approved and adopted this 16th day of July, 2024.

Mayor of the City of Arcadia

ATTEST:

City Clerk

APPROVED AS TO FORM:

Michael J. Maurer
Range Number Title Step A Step B Step C Step D Step E
PTP12
Activity Leader I
Library Aide
Laborer
Police Cadet
$17.12 $17.55 $17.99 $18.44 $18.90
PTP13 Administrative Intern $17.55 $17.99 $18.44 $18.90 $19.37 PTP14 Activity Leader II
Ambulance Operator
$17.99 $18.44 $18.90 $19.37 $19.85
PTP15 $18.44 $18.90 $19.37 $19.85 $20.34
PTP16 $18.90 $19.37 $19.85 $20.34 $20.85
PTP17 $19.37 $19.85 $20.34 $20.85 $21.38
PTP18 Camp Manager
Library Clerk
$19.85 $20.34 $20.85 $21.38 $21.91
PTP19 $20.34 $20.85 $21.38 $21.91 $22.46
PTP20 Tram Driver $20.85 $21.38 $21.91 $22.46 $23.02
PTP21 $21.38 $21.91 $22.46 $23.02 $23.59
PTP22
Fire Prevention Aide
Firefighter Recruit/Firefighter
Recruit (Pre-Service)
$21.91 $22.46 $23.02 $23.59 $24.18
Communications & Marketing Specialist I $28.49 $29.22 $29.94 $30.70 $31.45 Communications & Marketing Specialist II $33.04 $33.87 $34.72 $35.59 $36.48 Volunteer Services Coordinator: $22.93 per hr
Reserve Police Officer (Level II): $26.48 per hr
Reserve Police Officer (Level I): Step A of Police Officer salary, plus 12% $47.04 per hr (as of 7/1/23) Law Enforcement Recruit: Step A of Police Officer salary, plus 7% $44.94 per hr (as of 7/1/23) Law Enforcement Recruit/ Pre-Service: Step A of Police Officer salary, plus 7% $44.94 per hr (as of 7/1/23) City of Arcadia Part-Time Hourly Wage Schedule
CalPERS Retirement
Effective January 1, 2024
Exhibit "B"
Proposed Salary Schedule
with NEW Firefighter Recruit/Firefighter Recruit (Pre-Service) Job Classification Addition of Firefighter Recruit effective as of 07/16/2024 DE

FINITION
Th
e Firefighter Recruit and Firefighter Recruit (Pre-Service) are non-safety trainee classifications, designed specifically for the purpose of employing Firefighter candidates in a non- safety, non- sworn status during the period of enrollment or following the period of graduation from a California State Fire Marshal accredited Firefighter 1 Academy. Under general supervision, incumbents assigned to this trainee position will learn to perform duties focused in the area of suppression of various types of fires , responding to alarms and emergencies, performance of routine fire prevention activities, and other related duties.

DIS

TINGUISHING CHARACTERISTICS
Fi
refighter Recruit
Th
e Firefighter Recruit is a non-sworn, part-time classification designed for an individual who has not attended an accredited fire academy. On occasion, a Firefighter Recruit may be assigned to non-sworn fire work while awaiting assignment to an academy class. Upon successful completion of the City -sponsored fire academy , the completion of all required background components, a provisional field training period with the Arcadia Fire Department, and with approval of the Fire Chief, a Firefighter Recruit will be eligible to be sworn in as a full-time probationary Firefighter.

Fi
refighter Recruit (Pre-Service)
Th
e Firefighter Recruit (Pre -Service) is a non -sworn, part -time classification designed for an individual who has successfully completed an accredited fire academy, all required background components, as well as a provisional field training period with the Arcadia Fire Department, at which point, with approval of the Fire Chief, a Firefighter Recruit (Pre-Service) will be eligible to be sworn in as a full-time probationary Firefighter.

SUP

ERVISION EXERCISED
Fi
refighter Recruit
Exe
rcises no supervision.

Fi
refighter Recruit (Pre-Service)
Exe
rcises no supervision.

EXAM

PLES OF IMPORTANT AND ESSENTIAL DUTIES
At
tends an accredited fire academy designed to learn the knowledge, skills, and abilities necessary to:

Attachment No. 3

CITY OF ARCADIA

FIREFIGHTER RECRUIT/

FIREFIGHTER RECRUIT (PRE-SERVICE)

Perform a full range of fire safety activities including the safe and efficient utilization of fire hose, ladders/extensions, and operation of related equipment and fire-suppression apparatus.

Respond to alarms and assist in structural, commercial, industrial, watershed, chemical, petroleum, electrical, and wildland fire suppression activities.

Safe operation of the jaws of life while performing auto extrication; conduct and carry out search, rescue, and evacuation activities.

OTHER JOB-RELATED DUTIES

On occasion, a Firefighter Recruit may be assigned to non- sworn fire work while awaiting assignment to an academy class including paramedic school.

Perform related duties and responsibilities as assigned.

JOB RELATED AND ESSENTIAL QUALIFICATIONS

Firefighter Recruit

Knowledge of:

Safe driving principles and practices.

Skill to:

Operate basic modern office equipment.

Operate a motor vehicle safely.

Ability to:

Successfully complete a California State Fire Marshal accredited Firefighter 1 Academy.

Successfully complete a provisional field training period.

Establish, maintain and foster positive and harmonious working relationships with those contacted in the course of work.

Firefighter Recruit (Pre-Service)

Knowledge of:

Safe driving principles and practices.

Principles, practices, and procedures of modern firefighting.

Purposes, uses, and operating characteristics of a variety of apparatus, equipment, tools, devices, and vehicles used in firefighting, rescue, and medical assistance operations.

Occupational hazards and standard safety practices necessary in the area of fire prevention and suppression and victim rescue.

Pertinent Federal, State, and local laws, codes, and regulations.

Skill to:

Operate basic modern office equipment.

Operate a motor vehicle safely.

Operate a variety of firefighting and emergency response equipment safely and effectively including communications equipment.

Ability to:

Successfully complete a provisional field training period.

Establish, maintain and foster positive and harmonious working relationships with those contacted in the course of work.

Minimum Qualifications:

Firefighter Recruit

Experience:

None.

Education:

Equivalent to the completion of high school.

Completion of prerequisite courses for entry to a California State Fire Marshal Accredited Firefighter 1 Academy is highly desirable.

License or Certificate:

Must possess and maintain a valid California Class C driver license.

Must possess and maintain a California EMT-B license before the date of hire.

Possession of American Heart Association First Aid and CPR.

Possession of Incident Command System (ICS) 100 and 200.

Possession of National Incident Management System (NIMS) IS 700.

Firefighter Recruit (Pre-Service)

Experience:

None.

Education:

Equivalent to the completion of high school.

Graduation from or current enrollment in a California State Fire Marshal accredited Firefighter 1 Academy.

License or Certificate:

Must possess and maintain a valid California Class C driver license.

Must possess and maintain a California EMT-B license before the date of hire.

Possession of American Heart Association First Aid and CPR.

Possession of Incident Command System (ICS) 100 and 200.

Possession of National Incident Management System (NIMS) IS 700.

Special Requirements:

Essential duties require the following physical abilities and work environment:

Ability to sit, stand, walk, run, kneel, crouch, stoop, squat, crawl, twist, climb, and lift 125 lbs.; exposure to cold, fire, heat, smoke, noise, outdoors, vibration, confining workspace, chemicals, communicable diseases, biohazard materials, explosive materials, mechanical hazards, and electrical hazards; ability to travel to different sites and locations.

Effective Date: July 2024

FIRE DEPARTMENT

FIRE CHIEF

FIRE BATTALION CHIEF FIRE BATTALION CHIEF FIRE BATTALION CHIEF FIRE STATION 105 (HQ)
FIRE CAPTAIN (7)

DEPUTY FIRE CHIEF
OFFICE

COORDINATOR

SENIOR MANAGEMENT

ANALYST
FIRE ENGINEER (6)
FIRE PARAMEDIC (6)
FIREFIGHTER (6)
*AMBULANCE
OPERATORS (P)(10)

FIRE MARSHAL

FIRE PREVEVENTION

SPECIALIST

FIRE PREVENTION
AIDE (P)(2)
FIRE STATION 106
FIRE CAPTAIN (3)
FIRE STATION 107
FIRE CAPTAIN (3)
FIRE ENGINEER (3)
FIRE PARAMEDIC (7)
FIRE ENGINEER (3)
FIRE PARAMEDIC (3)

ADMINISTRATIVE

ASSISTANT

VOLUNTEERS
INTERN (P)(1)
FIREFIGHTER (2)
SENIOR

FIRE PREVEVENTION

SPECIALIST
*Upon eligibility, this position could transition to a part-time Firefighter Recruit or a Firefighter Recruit (Pre-Service) position.

Attachment No. 4

Arcadia City CouncilJuly 16, 2024

Arcadia City Council
July 16, 2024