Agenda packet — Corona City Council, December 18, 2024 (part 10 of 11)

Corona Firefighters Association (CFA) MOU
2025-2027
30 the City can implement another Firefighter Apprentice Program.

ARTICLE 31 - DISCIPLINE
Section 31.1 - Disciplinary Actions Defined

1. Warning - The use of an oral and/or written warning shall be used as a tool by supervisors to address performance problems or minor instances of misconduct and may be initiated at any time. Only if it qualifies as punitive action under the Firefighter Procedural Bill of Rights Act, will the employee be entitled to an administrative appeal per the informal process below. The supervisor or manager will review with the employee both the specific deficiencies in question and the City’s standards. The cause(s) of the deficiency will be identified along with specific improvement needed. The employee should be advised of the action that will be taken should they fail to achieve the improvement outlined within the time period specified. Any written warnings will be kept in the supervisory file, not the official personnel file, and a copy given to the employee. The supervisory file is intended to be a temporary file to record performance, both positive and negative, throughout the performance year. Once the performance evaluation is completed for the year, all items in the file should be referenced in the performance evaluation if appropriate, and discarded at the end of the performance year.

2. Written Reprimand - A Written Reprimand generally is appropriate to correct instances of more serious circumstances or employee misconduct which do not warrant suspension or discharge, repeated instances of minor misconduct or identified performance problems. The purpose of a Written Reprimand is to put the employee on notice that the City will take other disciplinary action unless immediate, real and consistent improvement in performance is demonstrated. Any decision to issue a Written Reprimand should be reviewed by the Human Resources Department. The supervisor or manager issuing the Written Reprimand shall meet with the employee to discuss specific improvements required within a defined time period to avoid further disciplinary action. A copy of the Written Reprimand will be placed in the employee’s official personnel file.

3. Suspension - Suspension is the temporary removal of employees from their duties without pay.

4. Reduction in Pay - A Reduction in Pay is a reduction in hourly salary for a limited and defined period of time, and does not result in any classification change. The employee continues to report to work for the duration of the Reduction in Pay.

5. Demotion - Demotion is the movement of an employee from the current classification to a new classification having a lower salary range.

6. Discharge - A discharge is a termination from employment.

Section 31.2 – Pre-Disciplinary Procedure
If an employee is to be suspended, receive a reduction in pay, be demoted or discharged, the employee shall:

1. Receive written notice of the intended action at least seven (7) calendar days before the date it is intended to become effective, stating the specific grounds and the particular facts upon which the action is based.

2. Receive copies of any known materials, reports or other documents upon which the intended action is based.

3. Be accorded the right to respond in writing within a reasonable period of time to the intended charges.

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Corona Firefighters Association (CFA) MOU
2025-2027
31 4. Be accorded the right to meet within a reasonable period of time with the Fire Chief or designee who has the authority to modify or eliminate the intended disciplinary action.

5. Be given the written decision of the Fire Chief or designee prior to the effective date of the disciplinary action.

Section 31.3 - Disciplinary Appeals Procedure
The following appeals procedures are adopted by the parties pursuant to Government Code § 3254.5 of the Firefighters Procedural Bill of Rights Act.

1. Definitions
a. The term “employee” means an employee who is considered a firefighter under Government Code § 3251(a) as well as any firefighter who is a peace officer pursuant to Penal Code § 830.37. This includes all employees who are in this Unit. b. The term “punitive action” means any action defined by Government Code § 3251(c), i.e., “any action that may lead to dismissal, demotion, suspension, reduction in salary, written reprimand, or transfer for purposes of punishment.”

2. Formal Appeals Procedures – For Punitive Action Causing a Loss of Pay Not Covered by the Informal Hearing Process
a. An employee shall be entitled to an appeal hearing before an Administrative Law Judge assigned from the Office of Administrative Hearings which shall be conducted in accordance with Chapter 5 (commencing with § 11500) of Part 1 of Division 3 of Title 2 of the California Government Code.
b. Notice of Discipline as Accusation - The final notice of discipline which may be issued at the conclusion of the pre-disciplinary procedures shall serve as the Accusation as described in Government Code §§ 11500, et seq.
(1) Pursuant to Government Code § 3254(f), the discipline shall not be effective sooner than 48 hours of issuance of the final notice of discipline.
(2) The notice shall be prepared and served in conformity with the requirements of Government Code §§11500, et seq. A copy of Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of the California Government Code shall be provided to the firefighter concurrently with the notice of discipline. c. Administrative Law Judge - Pursuant to Government Code § 11512, the appeal will be heard by an administrative law judge
d. Time and Place of Hearing - Pursuant to Government Code § 11508, unless otherwise decided by the administrative law judge, a hearing shall be conducted at City Hall or in another City facility at a time to be determined by administrative law judge with the input of the representatives of both the City and employee.
e. Notice of the Hearing - A notice of the hearing shall be provided to the parties pursuant to Government Code § 11509.
f. The burdens of proof and production of evidence shall be borne by the City. The standard of proof shall be by a preponderance of the evidence.

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Corona Firefighters Association (CFA) MOU
2025-2027
32 g. The proposed decision of the administrative law judge shall be in writing. Copies of the proposed decision shall be delivered to the parties by registered mail and accompanied by a proof of service.
h. Following receipt of the proposed decision, the City Council, or any designee (e.g., the City Manager) to the extent authorized by law, may take any of the actions set forth in Government Code § 11517(c)(2) A through E.

3. Appeals Procedures Informal Process
The Informal Hearing Procedure, as opposed to the formal procedures, will be used for disciplinary action imposed on an employee that does not involve termination from employment, demotion, suspension without pay for more than two (2) shifts for employees working a 56-hour suppression schedule or three (3) working days for employees working a 40-hour administrative schedule, or where the practical financial effect of the discipline equates to a two shift suspension or less for employees working a 56-hour suppression schedule or three (3) working days or less for employees working a 40-hour administrative schedule.
a. Appeal to the Fire Chief or Designee
(1) An employee who receives notice of a punitive action shall be entitled to appeal the action to the Fire Chief prior to the effective date of the punitive action. The appeal is an opportunity for the employee to present written material and arguments why a punitive action should not occur or offer alternatives to the action. (2) Notice of Appeal: Within seven (7) calendar days of receipt by an employee of notification of a punitive action, the employee shall notify the Fire Chief in writing that they intend to appeal the punitive action. The notice of appeal shall specify the action being appealed and the substantive and procedural grounds for the appeal. Nothing in this section shall limit the right of the Department to institute disciplinary action, notwithstanding that an appeal may be pending.
(3) Hearing Officer: The Fire Chief or designee shall act as the hearing officer. If the Fire Chief cannot serve as the hearing officer because of actual bias, prejudice or interest as defined by Government Code §11425.40, then the City Manager or designee shall serve as the hearing officer. The hearing shall take place within thirty (30) calendar days of the date the employee was notified about the punitive action (e.g. received a written reprimand) or such other time as may be agreeable by the parties. b. Burden of Proof: The City shall bear the burden of proof at the hearing.

The Department shall have the burden of proving by a preponderance of the evidence the facts which form the basis for the charge(s) and that punitive action was reasonable under the circumstances.
c. Conduct of Hearing:
(1) The formal rules of evidence do not apply, although the Hearing Officer shall have discretion to exclude evidence which is incompetent, not relevant or cumulative, or the presentation of which will otherwise consume undue time. The rules of privilege shall be observed.
(2) The parties may present arguments through documents and statements. (3) If the punitive action being appealed is a counseling memo or written reprimand, the

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2025-2027
33 parties will not be entitled to confront and cross-examine witnesses. (4) Following the presentation of written material and statements, the involved parties may submit closing arguments orally or in writing for consideration by the hearing officer. (5) Representation: The firefighter may be represented by an Association representative or attorney of their choice.
d. Decision:

After the hearing, a decision will be submitted in writing within thirty (30) calendar days and provided to the employee. The decision shall advise the employee that the time within which judicial review of the decision may be sought is governed by Code of Civil Procedure § 1094.5. e. Decision to Impose Discipline:

If, after the hearing, a decision is rendered which imposes discipline, pursuant to Government Code § 3254(f), the discipline shall not be effective sooner than 48 hours of issuance of the final notice of discipline.

ARTICLE 32 - GRIEVANCE PROCEDURE
The Grievance Procedure is established to provide a consistent process for the fair and expeditious resolution of grievances.

A. Definition of a Grievance
A Grievance an allegation by one or more an employee or the CFA that there has been a misinterpretation, misapplication or violation of the MOU.

B. Steps in the Grievance Process

1. Step One (Immediate Supervisor) – Informal Resolution If Filed By Employee a. An employee(s) who believes that they have grievance related to their rights under the MOU must present the grievance to their immediate supervisor, orally. If the Association is the grievant, it shall submit the grievance at step 2 as provided below in step 2. b. The grievance must be presented to the supervisor within five (5) workdays of the occurrence giving rise to the grievance or the time within which the grievant knew or should have known of the occurrence. Employees may present grievances informally at step 1 without a CFA representative.
c. The supervisor will investigate the employee's alleged grievance, and attempt to resolve it and respond to the employee within three (3) of the employee’s workdays.

2. Step Two (Department) – Employee or Association
a. If the grievant is an employee and is not satisfied that the grievance was resolved at step 1 the employee or their representative shall present the grievance in writing to the Fire Chief within five (5) workdays of the response from the supervisor at step 1. If the supervisor (at step 1) does not respond to the employee within three (3) of the employee’s workdays, the employee must present their grievance within eight (8) workdays of the meeting with their supervisor. b. The grievance must state the Article and Section of the MOU alleged to be violated and provide

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2025-2027
34 as much narrative as possible as to why the employee believes their rights (under the MOU) have been violated. If the Association is the grievant, the written grievance must be submitted within five (5) workdays of the date of the occurrence giving rise to the grievance or the time within which the Association knew or should have known of the occurrence. c. Within seven (7) calendar days of the submission of the grievance, the Fire Chief, or designee, shall meet with the grievant and the grievant's representative, if any. Within seven (7) days of the meeting, the Fire Chief or designee shall provide a written decision regarding the grievance and send it to the grievant.

3. Step Three - Chief Talent Officer
a. If the grievant is not satisfied that the grievance was resolved at step 2, the employee or their representative shall present the grievance in writing to the Chief Talent Officer within five (5) workdays of the response from the Fire Chief at step 2. b. Within ten (10) calendar days of the presentation of the grievance at step 3, the Chief Talent Officer and, if necessary, other City representatives, will meet with the grievant and the grievant’s representatives to discuss the grievance. The meeting will take place during regular City Hall business hours at a mutually agreeable time.
c. If the grievance is not resolved at the meeting at step 3, the Chief Talent Officer shall, within ten (10) calendar days provide a written decision regarding the grievance and send it to the grievant.

4. Step Four - City Manager
a. If the grievant is not satisfied that the grievance was resolved at step 3, the employee or their representative shall present the grievance in writing to the City Manager within five (5) workdays of the response from the Department Head at step 3. b. Within ten (10) calendar days of the presentation of the grievance at step 4, the City Manager or their designee and, if necessary, other City representatives, will meet with the grievant and the grievant’s representatives to discuss the grievance. The meeting will take place during regular City Hall business hours at a mutually agreeable time. c. If the grievance is not resolved at the meeting at step 4, the City Manager or their designee shall, within ten (10) calendar days provide a written decision regarding the grievance and send it to the grievant.

5. Step Five (City Council)
a. If the grievance has not been resolved in the foregoing steps, the grievant or the grievant's representative shall advise the City Manager in writing within fifteen calendar days following receipt of his disposition and advise the City Clerk that the matter is being referred to the City Council.
b. The City Clerk will set the matter for hearing before City Council or its Hearing Officer (if a hearing officer is selected, the City will consult with the association regarding the selection of the hearing officer) not less than ten or more than thirty calendar days with representatives of the union.
c. The decision of the City Council will be forwarded to the grievant within ten days of the conclusion of the hearing.

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Corona Firefighters Association (CFA) MOU
2025-2027
35 C. Rules regarding the Grievance Procedure

1. No employee shall be subject to any adverse actions or consequences filing of a grievance in good faith.

2. An employee is entitled to representation in the preparation and presentation of a grievance at any step in the grievance procedure.

3. Grievances must be filed as described in the steps. Unless there is an agreement in writing to extend any of the time timelines, if the grievance is not timely filed, it shall be deemed to be either untimely or abandoned and no grievance shall be deemed to exist.

4. Grievances involving the same or similar issues may be consolidated for presentation at the discretion of the City.

5. Any grievance may be withdrawn by the grievant at any time.

6. Any step or steps in this grievance procedure can be waived by agreement between the grievant and the City Manager or their designee.

7. This grievance procedure is the sole and exclusive method for alleging a violation, misinterpretation or misapplication of any provision of this MOU.

ARTICLE 33 – FITNESS FOR DUTY EXAMINATIONS
An employee may be required to participate in a fitness for duty medical examination with City physician if a determination is made that the examination is job-related and consistent with business necessity. The examination may only be requested by the Fire Chief, with the approval of the Human Resources Department.

Such an examination will only be required if it is determined based on objective evidence that the employee is having difficulty performing their job.

ARTICLE 34 – NO-STRIKE/CONCERTED ACTIVITIES
The parties to this MOU recognize their mutual responsibility to provide the citizens uninterrupted public safety services.

During the term of the MOU and the completion of labor negotiations, or until either party declares impasse and extensions thereto mutually agreed upon for the purpose of negotiating a successor MOU, or any other reason mutually agreed upon, no employee of the Unit shall engage in any form of concerted action to withhold service from the City. In the event of any interruption of work, the Association agrees to immediately advise all of its members to not participate.

A strike is never permitted since members of the unit are not permitted to strike per the law.

ARTICLE 35 – NON-SMOKING OR USE OF TOBACCO PRODUCTS
Employees are prohibited from smoking tobacco products or vaping in City facilities and vehicles at any time.

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Corona Firefighters Association (CFA) MOU
2025-2027
36 ARTICLE 36 – ENTIRE AGREEMENT AND SEVERABILITY
Section 36.1 - Entire Agreement
This MOU supersedes all prior agreements, whether written or oral, unless expressly stated to the contrary herein, and constitutes the complete and entire agreement between the parties, and concludes collective bargaining for its term unless otherwise expressly provided herein.

The City and the CFA, for the duration of this MOU, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated, to bargain collectively with respect to any subject or matter covered in this MOU, including the impact of the City’s exercise of its rights as set forth herein on wages, hours or terms and conditions of employment. The parties acknowledge that there may be terms and conditions of employment not specifically included in this MOU, that may qualify as a past practice. If such past practices exist, they cannot be changed without completing the meet and confer process. This section does not waive the right to bargain over any subject or matter not covered in this MOU which is a mandatory subject of bargaining.

Section 36.2 - Severability
If any provision of this MOU is deemed by a court of competent jurisdiction to be illegal or otherwise unenforceable, the remaining provisions of this MOU shall remain in full force and effect. In the event of such invalidation, the City and the Association shall meet and confer in good faith concerning such invalidation.

ARTICLE 37 – NON-DISCRIMINATION
The parties mutually reaffirm their respective policies of non-discrimination in the treatment of any employee because of race, religion, sexual orientation, medical condition, gender, gender identity, gender expression, color, sex, age, disability, national origin, ancestry, or any other protected classification recognized by the law.

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2025-2027
37 FOR THE CITY OF CORONA
_________________________ __________________________
Brett Channing Date
Assistant City Manager
_________________________ __________________________
Kim Sitton Date
Finance Director
_________________________ __________________________
Lori Sassoon Date
Chief Talent Officer
_________________________ __________________________
Julie Kennicutt Date
Budget Manager

FOR THE CORONA FIREFIGHTERS ASSOCIATION
_________________________ __________________________
Matthew Fortine Date
President, CFA
_________________________ __________________________
JD Tawney Date
Secretary Treasurer, CFA
_________________________ __________________________
Eric Estes Date
Board Member, CFA

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2025-2027
38 Attachment A – Base Rate Schedule
New Title Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary
40-Hour Battalion Chief 348 15,686 $ $ 19,066 362 16,820 $ $ 20,445 362 17,325 $ $ 21,059 40-Hour Fire Captain 296 12,103 $ $ 14,711 306 12,721 $ $ 15,463 306 13,103 $ $ 15,927 40-Hour Fire Engineer 256 9,442 $ $ 12,050 269 10,074 $ $ 12,857 269 10,376 $ $ 13,243 40-Hour Firefighter 227 8,170 $ $ 10,427 235 8,503 $ $ 10,852 235 8,758 $ $ 11,177 40-Hour Firefighter/Paramedic 253 9,301 $ $ 11,871 262 9,728 $ $ 12,416 262 10,020 $ $ 12,789 Battalion Chief 318 13,506 $ $ 16,417 332 14,483 $ $ 17,604 332 14,917 $ $ 18,132 Deputy Fire Chief 355 16,243 $ $ 19,744 366 17,159 $ $ 20,857 366 17,674 $ $ 21,483 Deputy Fire Marshal 221 8,326 $ $ 10,120 241 9,199 $ $ 11,182 241 9,475 $ $ 11,517 Fire Captain 266 10,421 $ $ 12,666 276 10,954 $ $ 13,314 276 11,282 $ $ 13,714 Fire Engineer 226 8,129 $ $ 10,376 239 8,674 $ $ 11,071 239 8,934 $ $ 11,403 Fire Inspector I 155 5,990 $ $ 7,281 159 6,111 $ $ 7,428 159 6,295 $ $ 7,651 Fire Inspector II 190 7,133 $ $ 8,670 190 7,133 $ $ 8,670 190 7,347 $ $ 8,930 Fire Marshal 294 11,982 $ $ 14,565 316 13,372 $ $ 16,254 316 13,773 $ $ 16,741 Firefighter 197 7,035 $ $ 8,978 205 7,321 $ $ 9,344 205 7,541 $ $ 9,624 Firefighter Trainee 187 6,692 $ $ 8,541 195 6,965 $ $ 8,889 195 7,174 $ $ 9,156 Firefighter/Paramedic 223 8,009 $ $ 10,221 232 8,376 $ $ 10,691 232 8,628 $ $ 11,011 Firefighter/Paramedic Trainee 187 6,692 $ $ 8,541 195 6,965 $ $ 8,889 195 7,174 $ $ 9,156 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026

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Confidential Resolution No. 2024-116
2025-2027
1 RESOLUTION NO. 2024 - 116

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CORONA GOVERNING

COMPENSATION AND BENEFITS OF NON-REPRESENTED CONFIDENTIAL GROUP

EMPLOYEES
WHEREAS, the Confidential Group of employees was created by Resolution 2012-008 adopted by the City Council of the City of Corona (“City”) on February 15,2012; and WHEREAS, the City Council subsequently amended the compensation and benefits of the group through the ensuing years, most recently with Resolution No. 2023-053; WHEREAS, the City Council now desires to establish compensation and for Confidential employees pursuant to individual resolutions for each group; WHEREAS, the City Council now desires to amend the compensation and benefits of the Confidential employees as provided in this Resolution, and thereby repeal Resolution No. 2023- 053.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CORONA DOES HEREBY RESOLVE AS FOLLOWS:

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2 Table of Contents
ARTICLE I - GENERAL PROVISIONS........................................................................................................ 4 Section 1.1 - Title of Resolution. ............................................................................................................... 4 Section 1.2 - Term of Resolution............................................................................................................... 4 Section 1.3 - Statement of Purpose. .......................................................................................................... 4 Section 1.4 - Members of Confidential Group......................................................................................... 4 Section 1.5 - Management Rights; Working Hours/Days....................................................................... 4 Section 1.6 - Definitions. ............................................................................................................................ 4 ARTICLE II - BENEFITS ................................................................................................................................ 5 Section 2.1 - Medical Insurance. ............................................................................................................... 5 Section 2.1.1 - Medical Insurance Opt-Out. ............................................................................................ 6 Section 2.1.2 - Family Medical Leave Act/California Family Rights Act – Medical Insurance.......... 7 Section 2.2.1 - Retiree Health Alternative – Tier I Employees............................................................... 8 Section 2.2.2 - Retirement Health Savings............................................................................................... 9 Section 2.3 - IRS Section 125 Cafeteria Plan with Flexible Spending Accounts. ................................. 9 Section 2.5.1 - Short Term Disability Insurance. .................................................................................... 9 Section 2.5.2 - Long-Term Disability Insurance.................................................................................... 10 Section 2.6.1 - Retiree Life Insurance..................................................................................................... 10 Section 2.9 - Tuition Reimbursement Policy.......................................................................................... 13 Section 2.9.1 - Pre-Approval. .................................................................................................................. 14 Section 2.9.2 – Reimbursable Costs........................................................................................................ 14 Section 2.9.3 – Administration................................................................................................................ 14 Section 2.9.4 – Procedure......................................................................................................................... 14 ARTICLE III - LEAVES ................................................................................................................................ 15 Section 3.1.1 - Annual Leave - Definition............................................................................................... 15 Section 3.1.2 - Annual Leave - Accrual. ................................................................................................. 15 Section 3.1.4 - Use of Annual Leave........................................................................................................ 15 Section 3.1.5 - Cash Out or Conversion of the Value of Annual Leave............................................... 16 Section 3.1.5.1 - Maximum Accrual of Annual Leave – Conversion above 584 Hours...................... 16 Section 3.1.5.2 - Separation from the City. ............................................................................................ 17 Section 3.1.5.3 Irrevocable Election to Cash Out Annual Leave. ........................................................ 17 Section 3.1.6 - Donating Annual Leave. ................................................................................................. 18 Section 3.1.7 - Using Annual Leave Prior to Retirement...................................................................... 18 Section 3.1.8 Annual Leave – Tier I Employees. ................................................................................... 18

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3 Section 3.2.1 - Holiday Schedule. ............................................................................................................ 18 Section 3.2.2 Holidays - Additional Provisions...................................................................................... 19 Section 3.3.1- Use of In Lieu Leave......................................................................................................... 20 Section 3.5.1 - Jury Duty. ........................................................................................................................ 20 Section 3.5.2 - Witness Leave. ................................................................................................................. 21 ARTICLE IV - COMPENSATION................................................................................................................ 21 Section 4.1 - Salary Table; Salaries. ....................................................................................................... 21 Section 4.2 - Merit Increase Effective Date............................................................................................ 21 Section 4.6 - Special Compensation – Bilingual Pay. ............................................................................ 23 Section 4.7 - Special Compensation – Working Out of Class. ......................................................... 23 ARTICLE V - MISCELLANEOUS PROVISIONS...................................................................................... 23 Section 5.1.1 - Notice of Layoff. .............................................................................................................. 24 Section 5.1.2 - Bumping Rights. .............................................................................................................. 24 Section 5.1.3 - Reemployment. ................................................................................................................ 24 Section 5.2 - Employee Assistance Program (EAP). ............................................................................. 25 Section 5.3 - Fitness for Duty Examinations.......................................................................................... 25 Section 5.4.1 - Length of Probationary Period. ..................................................................................... 25 Section 5.4.2 - Extension of Probation.................................................................................................... 25

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Confidential Resolution No. 2024-116
2025-2027
4 ARTICLE I - GENERAL PROVISIONS
Section 1.1 - Title of Resolution.

This Resolution shall be known as the Compensation and Benefits Resolution for NonRepresented Confidential Group Employees of the City of Corona, but also may be informally referred to as the Confidential Group Employee Resolution.

Section 1.2 - Term of Resolution.

This Resolution shall remain in full force and effect until modified or terminated by action of the City Council.

Section 1.3 - Statement of Purpose.

This Resolution is adopted to provide a comprehensive listing of compensation and benefits to be provided to Confidential Group employees.

Section 1.4 - Members of Confidential Group.

The Confidential Group is made up of employees holding positions in a full-time capacity as Confidential and in Attachment A to this Resolution.

In addition, the following employee positions shall be included in the Confidential Group, even before this Resolution is amended to include them: (1) any other position created by the City Council and specifically designated by the City Council to be included in the Confidential Group; and (2) any reclassifications or title changes to positions listed above which are approved by the City Manager, so long as such actions do not result in any change in compensation to the affected employee(s) or a substantive change to their job description(s).

Section 1.5 - Management Rights; Working Hours/Days.

The City and City Manager retain all management rights and have no meet and confer obligations with the Confidential Group. Within management rights, the City Manager reserves the right to change the work schedule, working hours, and working days of any Confidential Group employee. Such changes include requiring Confidential Group employees to work 4/10 (i.e., Fridays off) or 5/40 Monday through Friday. A two-week notice will be provided prior to any change(s) being made.

Section 1.6 - Definitions.

When the following terms are used in this Confidential Group Employees Resolution, they shall have the following meanings:

A. Tier I Employees. Tier I Employees are full-time employees hired by the City before

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5 January 1, 1999.

B. Tier II Employees. Tier II Employees are full-time employees hired by the City on or after January 1, 1999.

ARTICLE II - BENEFITS
Section 2.1 - Medical Insurance.

The City contracts with the California Public Employees’ Retirement System (CalPERS) for the provision of medical insurance. All employees shall receive the CalPERS statutory minimum (i.e., the amount required under the Public Employees’ Medical and Hospital Care Act (PEMHCA) which is $158.00 for calendar year 2025 and a yet to be determined amount for subsequent calendar years).

The City contracts to provide dental insurance (currently with Delta Dental) with both an HMO and PPO plan options available for employees to choose.

The City contracts to provide vision insurance (currently with EyeMed) for employees to choose.

Effective January 1, 2025, all employees shall receive the amounts below for the purchase of cafeteria plan benefits. This includes medical, dental, and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:
(1) $978 per month for Members electing Employee only coverage; (2) $1,956 per month for Members electing Employee plus one dependent coverage; or (3) $2,579 per month for Members electing Employee plus two or more dependents coverage.

Effective January 1, 2026, all employees shall receive the amounts below for the purchase of cafeteria plan benefits. This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:
(1) $1,027 per month for Members electing Employee only coverage; (2) $2,053 per month for Members electing Employee plus one dependent coverage; or (3) $2,708 per month for Members electing Employee plus two or more dependents coverage.

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6 (2) $2,156 per month for Members electing Employee plus one dependent coverage; or (3) $2,843 per month for Members electing Employee plus two or more dependents coverage.

The City’s provision of funds for health insurance is provided through the Cafeteria Plan. If an employee enrolls in a health benefit plan that costs more than the amount provided by the City as listed above, the employee will be responsible for payment of such additional sum.

Section 2.1.1 - Medical Insurance Opt-Out.

Eligible Opt-Out Arrangement: Upon providing reasonable evidence of alternative coverage as required by the ACA’s Eligible Opt-Out Arrangement rules (below), employees shall be entitled to the following dollars in the first two pay periods each month in taxable cash, in lieu of the amount provided in Section 2.1 above:
(a) $300.00 ($600 per month) for Employee + 2 or more dependents (b) $200.00 ($400 per month) for Employee + 1 dependent (c) $100.00 ($200 per month) for Employee Only
The employee may choose to allocate any portion of the Opt-Out Amount toward dental and/or vision insurance premiums for enrollment in a City dental and/or vision plan, or take the OptOut Amount or any portion thereof in taxable cash. If the employee uses any portion of the Opt-Out Amount toward the City’s dental and/or vision insurance, such payment will be pretax.

Employees who opt-out of City provided insurance benefits must show proof of enrollment in another medical insurance plan that meets the ACA “affordability” criteria.

In order to qualify for this election, the employee must meet all of the following requirements:

1. An employee who opts out of medical insurance must sign a waiver of City offered medical insurance coverage and an agreement to hold the City harmless for any consequences, whatsoever, that result from the waiver of City offered medical insurance coverage; and

2. Sign a statement acknowledging that the Employee and the Employee’s eligible dependents will not be allowed to re-enroll in the medical insurance coverage offered by the City until the next open enrollment period, unless there is a qualifying event as designated by CalPERS.

If an employee who is currently opting out fails to make an election for opt-out during open enrollment, the employee will be enrolled in the lowest cost employee only medical insurance plan. This default allocation shall not be subject to change.

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7 Section 2.1.2 - Family Medical Leave Act/California Family Rights Act – Medical Insurance.

The City will pay to PERS the medical insurance premiums normally paid on behalf of that Confidential Group employee, for up to 12 weeks, when an employee qualifies for leave per the Family Medical Leave Act (FMLA) and/or the California Family Rights Act (CFRA).

The premium payment shall be paid to the Retiree as a direct deposit each month.

The payment for medical is then deducted from the employee’s retirement check.

The maximum the City will pay is equal to the monthly premium for the second highest costing family plan available under PEMHCA for Riverside County (currently Region 3) and the Medicare Part B cost once enrolled in Medicare (which is done by CalPERS at age 65). Medicare is reimbursed once a year at the end of the year. If the employee chooses a plan that costs less than the second highest (in cost) plan, the City will pay the difference between the CalPERS statutory minimum and the plan chosen. If the Retiree enrolls in the highest cost medical plan, the City will direct deposit the difference between the statutory minimum and the second highest cost medical plan and the Retiree will be responsible for payment of the premium between the second highest and highest cost plan.

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8 The City hereby affirms its intent to protect the retirement health benefits of Tier I Retirees, who remain continuously employed by the City.

Tier I lifetime health benefits will not be revoked by future members of management, or City Councils.
(2) Cafeteria Plan; Flexible Benefit Allowance for Retirees.

The City will provide an annual allowance in the amount of fifteen hundred dollars ($1,500.00) to Employees within the Confidential Group who were hired by the City prior to January 1, 1999, if and when they retire from the City. This allowance is to be used for the purchase of nontaxable benefits and/or taxable benefits offered under the Cafeteria Plan. Benefits available under the Cafeteria Plan are as follows:
• Health, dental, or vision insurance
• Reimbursement of eligible medical expenses
• Reimbursement of eligible dependent care expenses
• Taxable cash payment
Employees hired by the City after January 1, 1999, will not receive this benefit if they retire from the City.
(B) Tier II: These employees who retire from the City of Corona and enroll in a medical plan offered through PEMHCA shall have the City pay the CalPERS annual statutory minimum (toward their retiree medical benefit). These employees will be responsible for paying the remainder of any premiums for medical plans to which such employees (who will then be retirees) enroll. The City will not reimburse Tier II Retirees for premiums paid to Social Security for health insurance through Medicare.

Section 2.2.1 - Retiree Health Alternative – Tier I Employees.

In lieu of receiving the City’s retiree medical benefit in Section 2.2 above, a Tier I Employee who retires from the City under the CalPERS system shall have the option of receiving an annual $6,000 contribution, at a rate of $500 per month, paid to a City-provided health care reimbursement plan on behalf of such retiree for the purpose of receiving reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code. To receive this benefit, a retiree must forfeit participating in any of the health benefit plans available to retirees of the City for the plan year in which such retiree elects to receive the contribution. Such retirees needing to re-enroll as a result of a COBRA “qualifying event” may do so on the first day of the month following that event, while those choosing to re-enroll in the absence of a “qualifying event” may re-enroll during the next open enrollment period, unless the retiree has never participated in a CalPERS health plan. Tier II Employees who retire from the City under the CALPERS system shall not be eligible for this alternative.

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9 Section 2.2.2 - Retirement Health Savings.

Tier II Employees. The City shall deposit into the Nationwide Retirement Health Savings Account of each Tier II Employee $250 per quarter. Tier I Employees shall not receive this benefit.

Section 2.3 - IRS Section 125 Cafeteria Plan with Flexible Spending Accounts.

Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable income for payment of allowable expenses such as dependent care and medical expenses through flexible spending accounts (“FSAs”). The City has enabled employees to participate in a health care flexible spending account (“Health FSA”) (which qualifies as a self-insured medical reimbursement plan under IRC section 105) and a dependent care flexible spending account under IRC section 129 (“Dependent Care FSA”). Employees are not required to participate in either FSA, but the City has provided employees with an opportunity to do so. An employee who participates in either FSA, may submit claims for eligible medical or eligible dependent care expenses, accordingly, to be paid or reimbursed on a pre-tax basis. The taxable salary of the employee will be reduced by the amount an employee elects to direct to their Health Care FSA and/or Dependent Care FSA, up to the maximum limits permitted by law.

Section 2.4 Medicare Contribution.

The City agrees to pay the employee’s Medicare Contribution of 1.45%.

Section 2.5 Disability Insurance.

Section 2.5.1 - Short Term Disability Insurance.

The City shall provide a short-term disability insurance plan to each employee who, due a medical condition, qualifies for benefits under the plan. This plan shall contain the following provisions:
• Benefit level shall be 55% of pre-disability earnings as defined by the carrier. • 90 calendar day benefit period (Includes 7 calendar day benefit waiting period before benefits are provided).
• Monthly maximum benefit of $10,000.00
Employees may use accrued paid leaves to supplement payments received by the plan.

However, employees may not receive more than 100% of their gross regular wages.

Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

To the extent that an employee’s leave of absence while receiving short-term disability

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10 insurance also qualifies as qualifying leave per the Family and Medical Care Leave Act, the California Family Rights Act of per the California Pregnancy Disability Leave, the leave will run concurrently with those Acts and employees will receive the benefits of those Acts.

Section 2.5.2 - Long-Term Disability Insurance.

The City shall provide a long-term disability insurance plan to each employee who, due a medical condition, qualifies for benefits under the plan. This insurance plan shall contain the following provisions:
• Benefit level shall be 66 2/3% of pre-disability earnings as defined by the carrier; • Monthly maximum benefit of $10,000.00
• Elimination Period (waiting period): 90 days
Employees may use accrued paid leaves to supplement payments received by the plan.

However, employees may not receive more than 100% of their gross regular wages.

Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

Section 2.6 - Life Insurance & Accidental Death and Dismemberment Insurance Plans.

The City shall provide life insurance coverage for employees equal to five and one-half times the employee’s annual base pay up to a maximum of $750,000.

The City shall provide employees with an accidental death and dismemberment policy in an amount equal up to the employee’s (potential) life insurance benefit - five and one-half times the employee’s annual base pay up to a maximum of $750,000.

Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

Employees shall be provided the carrier’s Certificate of Coverage upon request.

Section 2.6.1 - Retiree Life Insurance.

The City shall provide a Life Insurance policy of $50,000 to all employees who retire from the City. The Policy shall remain in force until the retiree reaches the age of 70. Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

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11 Section 2.7 Deferred Compensation.

All employees may open a deferred compensation account (per IRS Code section 457) and make pre-tax or post-tax (ROTH) contributions into it up to the maximum permitted by law based on their age.

1. Matching Contribution: The City shall make a matching contribution into employee’s deferred compensation (457(b) or 401(a)) account at the end of each quarter in an amount equal to that deposited by the employee, but not to exceed nineteen hundred dollars ($1,900.00) per calendar year. Employees who do not open a deferred compensation account will not receive a City contribution.

2. Additional Contribution: The City shall provide Tier II employees an additional payment into their deferred compensation (457(b) or 401(a)) plan account equal to one hundred and fifty dollars ($150.00) per quarter.

Loans to employees from their deferred compensation accounts shall be regulated by applicable laws and pursuant to the rules and regulations of the deferred compensation plan administrator.

Section 2.8 - Retirement Benefit.

The City contracts with CalPERS for retirement benefits.

A. For “Classic Member” Employees

1. Retirement Formula: 2.7% at 55 retirement formula as set forth in California Government Code Section 21354.5.

2. Single Highest Year: "Single Highest Year" retirement benefit per Government Code section 20042.

3. Payment of Employee/Member Contribution: Classic member employees pay eight percent (8%) compensation earnable as their Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

B. For “New Members” As Defined by the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: 2% at 62 formula for employees provided per Government Code section 7522.20(a).

2. Retirement Benefit Calculation Period: Highest annual average compensation earnable during the three consecutive years of employment immediately preceding the effective date of their retirement or any other three consecutive year period chosen by the employee, per Government Code section 7522.32(a).

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12 3. Payment of Employee/Member Contribution: One-half of the total normal cost of the plan, as defined by CalPERS. This amount is determined by CalPERS each year in its annual valuation. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

C. Additional Optional Benefits
The following list of optional benefits reflect what is currently in the City’s contract with CalPERS.

1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage under the 1959 Survivor's Benefit per Government Code section 21574. Employees pay the employee premium for this benefit and the employer cost for the difference between the Level 3 and Level 4 survivor benefits.

2. Pre-Retirement Option 2W Benefit: The City’s contract with CalPERS provides for a Pre-Retirement Optional 2W Benefit as set forth in Government Code Section 21548.

3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

6. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Additional Service Credit (Golden Handshake) – Two Years Additional Service Credit as set forth in Government Code section 20903.

7. Two Years Additional Service Credit: The City’s contract with CalPERS provides the Public Service” – Layoff Period – as set forth in Government Code section 21022. All associated costs are borne by the member electing to purchase the service credit.

8. Post Retirement Survivor Allowance: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code sections 21624, 21626, and 21628.

9. Post Retirement Survivor Allowance to Continue After Remarriage: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set

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13 forth in Government Code section 21635.

10. Pre-Retirement Death Benefits to Continue After Remarriage of Survivor: The City’s contract with CalPERS provides the Pre-Retirement Death Benefits to Continue After Remarriage of Survivor as set forth in Government Code sections 21551.

11. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

D. Definitions of “New Member” and “Classic Member per the Public Employees’ Pension Reform Act of 2013 – PEPRA
New Member: Government Code section 7522.04(f) defines “new member” as follows:
(f) "New member" means any of the following:

An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.

An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was a member of another public retirement system prior to that date, but who was not subject to reciprocity under subdivision (c) of Section 7522.02.

An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.

Classic Member: CalPERS refers to all members who do not fit the definition of new member as a classic member.

Section 2.9 - Tuition Reimbursement Policy.

The City recognizes the value of an educated workforce and encourages employees to pursue higher education. Pursuant to City Administrative Policy 01400.012 (Tuition Reimbursement) (“Tuition Reimbursement Policy”), which is subject to City Council budgetary discretion and which the City may amend in its sole discretion, the City has adopted a plan to provide financial reimbursement for tuition and textbooks for job related college courses. It is a plan in which the City participates with the employee in financing specific job related courses leading to an appropriate degree or certificate. Employees shall use their off-duty hours in the pursuit of higher education.

Subject to satisfaction of all criteria set forth in this Section and the Tuition Reimbursement Policy, for education plans approved in writing by the City on or after November 14, 2017, the

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14 City shall reimburse employees for the costs described in Section 2.9.2 and the Tuition Reimbursement Policy a lifetime maximum amount of $10,000 per employee. For education plans approved in writing by the City on or before November 13, 2017, the $10,000 Maximum shall not apply.

Section 2.9.1 - Pre-Approval.

Unit members must apply for and receive written approval from Human Resources prior to enrolling in classes at an educational institution with accreditation granted by an institutional or specialized accrediting body recognized by the U.S. Department of Education or the Council for Higher Education Accreditation.

Section 2.9.2 – Reimbursable Costs
The costs eligible for reimbursement are limited to tuition and books (including e-books and e-library fees) required for the course.

Section 2.9.3 – Administration
A unit member who voluntarily leaves employment with the City within one year of receiving a reimbursement per this Section shall be required to repay the City for any reimbursement received for during the 12 months preceding the employee’s termination date.

Section 2.9.4 – Procedure

1. Prior approval must be obtained by completing the College Tuition & Textbook Reimbursement Request available from the Human Resources Department, and a plan indicating the requisite course work leading to the degree or certificate approved by the educational institution. (The request shall be submitted through the employee’s Department Head for recommendation and to the Human Resources Department for approval. The Human Resources Department shall review and pre-approve requests for job relatedness and its decision shall be final.)

2. Subject to the lifetime maximum, if applicable, the City will reimburse eligible employees for completion of job-related formal education leading to a job-related degree or certificate at a rate equivalent to the California State University fee schedule for tuition.

3. An employee receiving funds for tuition and books paid for from other sources, including, but not limited to, grants, scholarships, and veteran's educational benefits, shall first apply [deduct] the amount of those funds to the amount being reimbursed by the City.

4. Upon satisfactory completion of the course, the employee must attach an official grade report and relevant receipts/bills to the request and submit it to the Human

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15 Resources Department for approval. Reimbursement will be made as soon as practical.

5. Employees must attain a grade of "C” or better for undergraduate courses and a grade of "B” or better for graduate courses. Those undergraduate courses taken for "credit" will be reimbursed so long as units are accrued at the rate of a "C" grade for undergraduate courses.

6. City vehicles shall not be used for transportation to and from courses unless incidental to the employee’s regular commute.

ARTICLE III - LEAVES
Section 3.1 - Annual Leave
Section 3.1.1 - Annual Leave - Definition.

Annual Leave is compensated absence for employees who are absent from duty because of illness, injury, medical, or dental care appointments, or personal vacation.

Section 3.1.2 - Annual Leave - Accrual.

Each biweekly pay period, Annual Leave hours earned are posted to the account of each employee’s account. Employees shall accrue Annual Leave as follows:

Years of Accrual per
Service Pay Period Annual Accrual
0 – 5 years 8.31 hrs 216.06 hrs
6 – 8 years 8.92 hrs 231.92 hrs
9 – 15 years 9.84 hrs 255.84 hrs
16 or more years 11.38 hrs 295.88 hrs
The above chart shall be interpreted as follows: From the start of City full-time service to completion of five years of service is 0-5 years. Beginning of the sixth year to completion of the eighth year is 6-8 years. Beginning of the ninth year to completion of the fifteenth year is 9-15 years. The last level starts at the beginning of the employee’s sixteenth year.

Section 3.1.4 - Use of Annual Leave.
a. Employee’s schedule Annual Leave for themselves by submitting requests to use their Annual Leave to their Department Head or designee. The Department Head or designee is responsible for arranging leave schedules so that adequate personnel are available to carry on necessary City work. When practical, employees should be permitted to schedule Annual Leave at times most

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16 acceptable to the employee. In large departments the choice of vacation times should be arranged according to seniority or some other equitable method. b. Employees who use Annual Leave time for illness or injury are required to call, text or email their Department Head or designee. The Department Head or designee may request documentation from a medical provider supporting the use of leave.
c. An employee who files a workers’ compensation claim where the question of industrial causation is delayed or the claim is not accepted by the City, may use their Annual Leave for the time they are unable to work because of their injury or illness.
d. An employee may not use more Annual Leave than they have accrued on the day prior to its first use. Employees will continue to accrue Annual Leave while the employee is on any paid leave in a pay period, but do not accrue Annual Leave if on an unpaid leave for the entire pay period.
e. Employees may use Annual Leave for the illness of a child, parent, spouse, registered domestic partner, sibling, grandchild, grandparent, or designated person per Labor Code sections 233 and 245.5.

Section 3.1.5 - Cash Out or Conversion of the Value of Annual Leave.

There are three situations described below when an employee may have their Annual Leave cashed out or converted to deferred compensation or their Retirement Health Savings Account (RHS) by the City. All Annual Leave cashed out or converted to deferred compensation, Roth, or RHS in this section will be valued at the employees’ base hourly rate of pay for employees in Tier II, and the base hourly rate of pay plus the 3% Longevity Pay for employees in Tier I.

Section 3.1.5.1 - Maximum Accrual of Annual Leave – Conversion above 584 Hours.

At the end of the last day of the last pay period that ends in each calendar year, if an employee has accrued more than 584 hours of Annual Leave, the Annual Leave hours in excess of 584 hours will be converted to the monetary equivalent as described in Section 3.1.5 and the employee shall have the following choice:
1) to have the dollar value placed in the Nationwide Retirement Health Savings Account on the employee’s behalf; or
2) to have the dollar value placed in the employee’s deferred compensation account

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17 up to the maximum permitted by law. Any employee who chooses this option must advise Human Resources no later than December 1 each year. If the employee does not advise the City of this option by December 1, the value of the excess Annual Leave will be placed in the employee’s RHS account.

Employees who have informed the City that they will be retiring at the end of the calendar year, will have the option to allow the hours above 584 to be converted to the RHS or have the hours above 584 subject to section 3.1.5.

Section 3.1.5.2 - Separation from the City.

Employees separating from the City have the following options regarding their accrued Annual Leave:
1) Paid in cash: Employees can be paid (as taxable wages) for their accrued Annual Leave as described in Section 3.1.5.
2) Deferred Compensation: Employees may make an election at least one pay period prior to separation to contribute the value of accrued Annual Leave to the employee’s deferred compensation account provided under the City’s 457(b) plan. Contributions of Annual Leave to the 457(b) plan may not cause the employee to exceed the maximum annual deferral limitation for the year in which the contribution is made. If an employee chooses this option, any accrued Annual Leave that exceeds the maximum annual deferral limitations will be paid to the employee as a taxable cash payment.
3) Split between Cash and Deferred Compensation: Employees may elect to receive any portion of the value of their accrued Annual Leave as taxable cash with the remainder going into their deferred compensation account, up to the maximum amount permitted under the IRS Code.

Section 3.1.5.3 Irrevocable Election to Cash Out Annual Leave.

On or before the pay period that includes December 31 of each calendar year, an employee may make irrevocable elections to cash out up to 160 hours of Annual Leave that will be earned in the following calendar year. The employee must have at least 80 hours of annual leave remaining after each cash out. Annual leave cashed out can be taken in either of the following ways or in a combination of these options, as determined by the employee when making the irrevocable election:
1) The dollar value can be paid to the employee in cash as taxable wages; or 2) The dollar value can be placed in the Retirement Health Savings (RHS) Account on the employee’s behalf, up to the maximum deferral limitation permitted by the plan for the year; or

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18 3) The dollar value placed in the employee’s deferred compensation account up to the maximum permitted by law.

In addition to the above, an employee who has an “unforeseen emergency” (defined as an unanticipated emergency that is caused by an event beyond the control of the employee and that would result in severe financial hardship to the employee if early withdrawal were not permitted) shall be entitled to make a request to the City Manager or his/her designee for a payoff of accrued Annual Leave. The amount of Annual Leave which may be cashed out is limited to the amount necessary to meet the emergency. If there is an unforeseen emergency, an employee can cash out Annual Leave at any time in the year.

Section 3.1.6 - Donating Annual Leave.

Employees may donate annual leave to their fellow employees per requirements of the City’s Voluntary Donation of Annual Leave Policy.

Section 3.1.7 - Using Annual Leave Prior to Retirement.

An employee who has informed the City of their retirement has the option to delay the date of their retirement by up to a maximum of two months (i.e., they can use up to two months of their Annual Leave) and cash out any remaining accrued Annual Leave as provided in this Resolution.

Section 3.1.8 Annual Leave – Tier I Employees.

For Tier I employees, cash out or donation of Annual Leave shall be at a rate that includes both their base rate and their Tier I Longevity Pay i.e., the additional three percent (3%).

Section 3.2 - Holidays
Section 3.2.1 - Holiday Schedule.

The following holiday schedule shall be applicable to all employees:

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19 J. Friday immediately following Thanksgiving Day
K. December 24th- Christmas Eve
L. December 25th - Christmas Day
M. December 31st New Year’s Eve
N. Every day appointed by Mayor as a holiday, with the consent of the City Council, exceptfor every day on which an election is held throughout the State
Section 3.2.2 Holidays - Additional Provisions
All holidays in the above list will be observed on the actual day of the holiday except for holidays that occur on a Sunday. For holidays that occur on a Sunday the observed day shall be the following Monday. If two consecutive holidays fall on Sunday and Monday, the Sunday holiday will remain on Sunday and employees shall accrue Annual Leave hours equal to the number of hours of their regular shift, up to a maximum of ten (10) hours.

If the observed holiday falls on an employee’s regular workday, and the employee does not work on that day, they shall be paid for their regularly scheduled hours, up to ten (10) hours.

If the observed holiday falls on the employee’s regular day off, they shall accrue ten (10) hours of Annual Leave.

If an Exempt or Non-Exempt employee is required to work on a holiday that falls on a regular workday, in addition to being paid for their regular wages (up to ten (10) hours), the employee shall accrue up to a maximum of ten (10) hours of Annual leave, depending on the hours of their regularly-scheduled shift.

If a Non-Exempt employee is required to work on a holiday that falls on a regular work day due to an emergency or unexpected event, the employee shall be paid time and one-half for all hours worked.

If a Non-Exempt employee is required to work on a holiday that falls on a regular day off due to an emergency, unexpected event, or as directed by their supervisor or manager, the employee shall be paid time and one-half for all hours worked, plus accrue Annual Leave up to a maximum of ten (10) hours, depending on the hours of their regularly-scheduled shift.

Section 3.3 - In Lieu Leave.

Exempt Employees shall receive 20 hours of In Lieu Leave at the beginning of each quarter (January 1 – March 31, April 1 – June 30, July 1 – September 30, and October 1 – December 31) based on a calendar year. As permitted by Labor Code section 227.3, although no amount of In Lieu Leave ever has cash value, up to 60 hours of In Lieu Leave that has been accrued, but unused, as of the last payroll period of any calendar year shall carry over to the next calendar year. Any hours exceeding 60 shall not carry over to the next calendar year. An employee who becomes eligible for In Lieu Leave in the middle of a quarter (i.e., they are hired or promoted into the classification in the middle of a quarter) shall earn 3.08 hours of In Lieu Leave per pay period until the end of the quarter. At the beginning of the next quarter,

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20 they shall accrue 20 hours of In Lieu Leave.

Section 3.3.1- Use of In Lieu Leave
A. The employee must request and obtain approval from their Department Head or designee to use In Lieu Leave as they would request Annual Leave. Requests will be approved if the department’s schedule can accommodate the request.

B. The employee shall only use In Lieu Leave hours that have been previously accrued during the fiscal year. The employee shall not be permitted to have a negative balance in their In Lieu Leave hour balance or use In Lieu Leave they have not yet accrued.

C. In Lieu Leave cannot be donated to another employee.

D. The employee cannot use unused In Lieu Leave upon separation from employment or retirement, in order to extend the employee’s date of separation or date of retirement.

Section 3.4 - Compassionate Leave.

Compassionate Leave: Paid leave for up to (5) days, not to exceed 40 hours, may be granted to an employee in the case of death in their family. Family is defined as: spouse, parents (natural, adopted or step), legal guardians, siblings, children (natural, adopted or step), grandparents, grandchildren, current in-laws (brother, sister, mother, father, son, daughter or grandparents). Compassionate leave does not need to be used consecutively, but may be broken up over multiple, non-consecutive days, not to exceed six months after the death of the family member.

Section 3.5 - Jury Duty and Witness Leave.

Section 3.5.1 - Jury Duty.

1. An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee’s regularly scheduled working hours. Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, provide documentation from the court that they have completed their jury duty service.

This documentation is necessary for employees to receive pay for jury duty.

2. If an employee is required to be absent from work to report for jury duty, the employee will notify the Department Head or Designee of the absence as soon as possible.

3. An employee on jury duty must either return to work after the jury service is done for the day if there are still four hours or more left on their shift or call in to their supervisor and ask to use leave to cover the rest of their shift.

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21 4. An employee who is called to jury duty on a non-working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.

Section 3.5.2 - Witness Leave.

Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding in a manner related to City business shall be allowed time off without loss of pay to perform such duties. All fees to which the employee is entitled by law for such services shall be paid (less transportation allowance, if any) to the City. Per California Labor Code Section 230(b), an employee shall be allowed time off without pay (unless approved Annual Leave is used) to appear at a matter outside the scope of their employment in which the employee is a party.

ARTICLE IV - COMPENSATION
Section 4.1 - Salary Table; Salaries.

The salary range for Confidential Group employees shall be provided in the City’s comprehensive salary schedule, as such the schedule may be amended from time to time.

A spreadsheet with each of the base salary increases as described above for each classification is attached to this Resolution as Attachment A.

Section 4.2 - Merit Increase Effective Date.

Each classification shall be assigned a salary range. The minimum time before which an employee may advance within the assigned salary range is one (1) year, except that the City Manager, within their discretion, may advance an employee sooner if it is determined that such advancement is appropriate. Merit increases based upon annual performance evaluations shall be implemented based upon the employee's anniversary date. An employee whose overall performance rating is “Satisfactory” or better shall be advanced five percent (5%) each year until they reach the top step of the classification’s range. An employee who does not receive an evaluation within thirty (30) days of their anniversary date (i.e., the date the evaluation is due) will receive their merit increase effective the pay period including the employee’s anniversary date regardless of the evaluation rating on an evaluation received after that date. If the evaluation is provided within thirty (30) days of the employee’s anniversary date, if it is “Satisfactory” or better the merit increase will be effective the pay period including the employee’s anniversary date. If the overall performance evaluation rating is less than “Satisfactory”, the employee will not receive a merit increase.

Effective for employees promoted after City Council approval of this Resolution, an employee who is promoted to a classification with a higher top of salary range, upon promotion, their performance evaluation date (i.e., the date they may be eligible for a merit increase) shall change to the effective date of the promotion.

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22 Section 4.3 - The Defined FLSA Workweek.

The workweek for employees shall be 168 regularly recurring hours. For employees working a schedule other than the 9/80 work schedule, the workweek shall begin on Saturday at 12:00 a.m. and end at 11:59 p.m. the following Friday.

For employees working the 9/80 work schedule, each employee's designated FLSA workweek (168 hours in length) shall begin exactly four (4) hours after the start time of their eight (8) hour shift on the day of the week that corresponds with the employee's alternating regular day off.

Section 4.4 - Overtime.

All non-exempt employees shall receive overtime compensation paid at time and one-half for all approved overtime hours worked in excess of forty (40) hours worked in a seven (7) day work period.

There are two types of overtime provided by the City to non-exempt employees: FLSA overtime and Non-FLSA overtime.
• FLSA overtime is overtime earned for actually working more than 40 hours in the employee’s defined FLSA workweek. FLSA overtime is paid at time and one-half the regular rate of pay.
• Non-FLSA overtime is overtime that is earned when the employee’s actual work hours plus paid leaves exceed 40 hours in the defined FLSA workweek, but the employee has not actually worked in excess of 40 hours.

The regular rate of pay is determined by dividing the employee’s total remuneration earned for the workweek by 40. Non-FLSA overtime rate is determined by dividing the employee’s total remuneration earned for the workweek by 40, but does not include any sums an employee may receive for opting out of health insurance.

In determining whether an employee is eligible for overtime pay (i.e., have they worked more than 40 hours in their defined FLSA workweek), the City shall include the employee’s hours actual hours worked as well as all paid leaves of absence.

Section 4.5 - Special Compensation – Longevity Pay.

In recognition of an employee’s length of full-time service to the City of Corona, employees who qualify under the following schedule will receive one twenty-sixth (1/26th) of the following amounts paid biweekly as part of the regular payroll:

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Confidential Resolution No. 2024-116
2025-2027
23 Years of Full-Time Service to the City of Corona
Five (5) but fewer than ten (10): $1,400
Ten (10) but fewer than fifteen (15): $1,600
Fifteen (15) but fewer than twenty (20): $1,800
Twenty (20) or more: $2,000
In addition to the longevity benefit set forth above, Tier I members shall receive an additional three percent (3%) of base hourly rate for Longevity Pay paid biweekly as part of the regular payroll.

Section 4.6 - Special Compensation – Bilingual Pay.

The City shall pay $322.50 per month to employees for Bilingual pay. If an employee becomes eligible for bilingual pay for less than a full month, the monthly amount shall be pro-rated accordingly. All employees are eligible to receive bilingual pay. An employee receiving bilingual pay will be required to speak the alternate language in the course and scope of their employment and may be asked to assist in translating even if unrelated to their specific job duties.

To receive bilingual pay employees must pass a certification test (an oral conversational test) established and administered by the Human Resources Department in Spanish and/or such other language the City has determined is desirable. Employees must re-certify every three (3) years to be eligible to receive bilingual pay by passing the certification test.

Section 4.7 -Special Compensation – Working Out of Class.

For operational reasons, employees may be assigned to work in a classification with a higher salary range than their own classification if the employee concurs. If such an assignment is made the employee shall be paid at the "first" step of the higher classification’s salary range or seven and one-half percent (7.5%) more than the employee’s actual compensation salary, whichever is greater, for the entire time served in the higher classification. However, in no case shall the salary paid to the employee working out of class be higher than "top" step of the classification being worked. Employees whose job description duties state that they “act” in the absence of their supervisor do not qualify to receive out of class pay, unless that position is vacant and/or it is a long-term assignment in the discretion of the employee’s supervisor and the City Manager. In such a case, the employee should be placed in the position in an “acting” capacity by memo and not be paid out of class.

ARTICLE V - MISCELLANEOUS PROVISIONS

Section 5.1 - Layoff Procedure.

An employee could be subject to lay off for lack of work, budgetary reasons, technological changes or other City actions that necessitate a reduction in the work force.

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Confidential Resolution No. 2024-116
2025-2027
24 Section 5.1.1 - Notice of Layoff.

Employees subject to layoff shall be given written notice of layoff not less than one month prior to the effective date, or shall be paid severance pay of 160 hours at the employee’s base hourly rate and shall be advised of their reemployment rights. Employees who have accrued Annual Leave will be paid off for their accrued annual leave on their final check.

Section 5.1.2 - Bumping Rights.

An employee subject to layoff shall be entitled to bump to a position in a classification they previously held if they have more overall City seniority in such classification (which includes time in the previous held classification and time in class as a supervisor) and held regular status (i.e., they passed probation) in such classification. The employee seeking to bump must meet the current minimum qualifications for the classification into which they seek to bump and be capable of performing the duties of the classification. The bumped employee shall be laid off unless they have the ability to bump another employee subject to the same requirements of the initial employee who was able to bump.

Section 5.1.3 - Reemployment.

Laid off employees or those who used bumping rights shall be placed on a reemployment list for the classification they held at the time they were laid off. The reemployment list shall exist for two (2) years at which time it will expire.

Any employee offered reemployment from the reemployment list must respond to the offer within fourteen (14) calendar days of the offer being made and be available to report to work within thirty (30) calendar days. An employee who is offered a position off the reemployment list who fails to respond within fourteen (14) days or is unable to report to work with thirty (30) days shall be removed from the list. If no former employee on the list accepts reemployment, the list shall expire at that time.

An employee who has been laid off and is re-employed within two (2) years from the effective date of their layoff shall be entitled to:

1. Restoration of seniority accrued prior to layoff.

2. The same Annual Leave accrual rate that was in effect prior to layoff.

3. Placement on the salary range at the same location held prior to layoff if the employee is reinstated to the same job classification from which they were laid off.

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Confidential Resolution No. 2024-116
2025-2027
25 Section 5.2 - Employee Assistance Program (EAP).

The City will provide an EmployeeAssistance Program (“EAP”) to all employees free of charge.

This counseling service will provide immediate 24-hour assistance in crisis situations, as well as counseling and referral services for employees and immediate family members who are experiencing personal, marriage, family, work, substance abuse, or financial problems. Note that the City may provide, in its sole discretion, an enhanced EAP for Police Department employees.

Section 5.3 - Fitness for Duty Examinations.

An employee may be required to participate in a fitness for duty medical examination with a City physician if a determination is made that the examination is job-related and consistent with business necessity. The examination may only be requested by a department head, with approval of the Human Resources Department. Such an examination will only be required if it is determined based on objective evidence that the employee is suffering from an injury or illness that may be rendering them unable to perform the essential functions of their job.

Section 5.4 - Probationary Period.

Section 5.4.1 - Length of Probationary Period.

The probationary period for all positions is one year. Employees on their initial hire probationary period are at-will employees.

Employees promoted to a higher classification are subject to a six-month probationary period.

If an employee is rejected from probation having previously passed probation in the classification from which they promoted, they shall be entitled to return to their prior position if it is still vacant.

Section 5.4.2 - Extension of Probation.

An employee’s probationary period can be extended for three reasons:
1) The employee was on a leave of absence without pay during probation. The employee’s probationary period may be extended for the number of workdays the employee was on the leave of absence without pay by providing the employee written notice of the extension prior to the expiration of probation.
2) The employee was unable to work due to an industrially caused injury or illness. The employee’s probationary period may be extended for the number of workdays the employee was unable to work due to the industrially caused injury or illness by providing the employee written notice of the extension prior to the expiration of probation.

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Confidential Resolution No. 2024-116
2025-2027
26 3) Based on the discretion of the employee’s department head with the approval of the Human Resources Department, the employee’s probationary period may be extended up to six (6) months in three-month increments. If this decision is made, the City will inform the probationary employee in writing that their probation has been extended prior to expiration of any original or extended probation and will inform the employee of the new date upon which their probationary period will end.

Section 5.5 - Severability.

If any provision of this Resolution, or the application of suchprovision to any person or circumstance, shall be held invalid, the remainder of this Resolution, or the application of such provision to persons or circumstances other than those as to which it is held invalid, shall not be affected thereby.

Section 5.6 - Repeal of Prior Actions.

By adoption of this Resolution, all prior resolutions or approved compensation and benefit documents for the employees in this Confidential Group shall be deemed repealed to the extent inconsistent with this Resolution, including Resolution No. 2021-096 approved on July 21, 2021.

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Confidential Resolution No. 2024-116
2025-2027
27 ATTACHMENT A- Classifications and Salaries
Title Range
Bottom
Monthly
Salary
Top Monthly
Salary Range
Bottom
Monthly
Salary
Top Monthly
Salary Range
Bottom
Monthly
Salary
Top Monthly
Salary
Administrative Assistant I (Confidential) 126 4,416 $ $ 5,367 139 4,712 $ $ 5,727 145 4,855 $ $ 5,901 Administrative Assistant II (Confidential) 146 4,879 $ $ 5,930 159 5,206 $ $ 6,328 165 5,364 $ $ 6,520 Administrative Program Analyst 217 6,952 $ $ 8,450 232 7,492 $ $ 9,107 238 7,720 $ $ 9,384 Administrative Supervisor 184 5,897 $ $ 7,168 193 6,168 $ $ 7,497 199 6,355 $ $ 7,725 Background Investigator 162 5,284 $ $ 6,423 181 5,810 $ $ 7,062 187 5,986 $ $ 7,276 Broadcast Specialist 146 4,879 $ $ 5,930 150 4,977 $ $ 6,050 156 5,129 $ $ 6,234 City Clerk Specialist 147 4,903 $ $ 5,960 151 5,002 $ $ 6,080 157 5,154 $ $ 6,265 City Clerk Technician 79 3,493 $ $ 4,246 83 3,563 $ $ 4,331 89 3,672 $ $ 4,463 Communications Coordinator 197 6,292 $ $ 7,648 201 6,419 $ $ 7,802 207 6,614 $ $ 8,039 Data Analyst 222 7,128 $ $ 8,664 225 7,235 $ $ 8,794 231 7,455 $ $ 9,062 Digital Journalist 167 5,418 $ $ 6,585 171 5,527 $ $ 6,718 177 5,695 $ $ 6,922 Economic Development Assistant 71 3,356 $ $ 4,080 83 3,563 $ $ 4,331 89 3,672 $ $ 4,463 Executive Assistant 164 5,337 $ $ 6,488 173 5,582 $ $ 6,785 179 5,752 $ $ 6,991 Financial Analyst I 196 6,261 $ $ 7,610 212 6,781 $ $ 8,242 218 6,987 $ $ 8,493 Financial Analyst II 216 6,918 $ $ 8,408 232 7,492 $ $ 9,107 238 7,720 $ $ 9,384 Human Resources Analyst 217 6,952 $ $ 8,450 232 7,492 $ $ 9,107 238 7,720 $ $ 9,384 Human Resources Specialist 157 5,154 $ $ 6,265 172 5,555 $ $ 6,752 178 5,723 $ $ 6,957 Management Analyst I 191 6,107 $ $ 7,423 212 6,781 $ $ 8,242 218 6,987 $ $ 8,493 Management Analyst II 217 6,952 $ $ 8,450 232 7,492 $ $ 9,107 238 7,720 $ $ 9,384 Office Assistant (Confidential) 71 3,356 $ $ 4,080 83 3,563 $ $ 4,331 89 3,672 $ $ 4,463 Payroll Analyst 217 6,952 $ $ 8,450 232 7,492 $ $ 9,107 238 7,720 $ $ 9,384 Payroll Technician I 137 4,665 $ $ 5,670 152 5,027 $ $ 6,111 158 5,180 $ $ 6,296 Payroll Technician I (Limited Term) 137 4,665 $ $ 5,670 152 5,027 $ $ 6,111 158 5,180 $ $ 6,296 Payroll Technician II 157 5,154 $ $ 6,265 172 5,555 $ $ 6,752 178 5,723 $ $ 6,957 Risk Management Specialist 158 5,180 $ $ 6,296 165 5,364 $ $ 6,520 171 5,527 $ $ 6,718 Risk Management Technician 139 4,712 $ $ 5,727 146 4,879 $ $ 5,930 152 5,027 $ $ 6,111 Safety Program Analyst 217 6,952 $ $ 8,450 232 7,492 $ $ 9,107 238 7,720 $ $ 9,384 Safety Program Specialist 157 5,154 $ $ 6,265 172 5,555 $ $ 6,752 178 5,723 $ $ 6,957 Senior Administrative Assistant (Confidential) 146 4,879 $ $ 5,930 159 5,206 $ $ 6,328 165 5,364 $ $ 6,520 Senior Human Resources Specialist 187 5,986 $ $ 7,276 202 6,451 $ $ 7,841 208 6,647 $ $ 8,080 Utilities Operations Analyst 247 8,074 $ $ 9,814 262 8,702 $ $ 10,577 268 8,966 $ $ 10,898 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026

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Confidential Resolution No. 2024-116
2025-2027
28 Section 5.7 - Certification; Effective Date.

The City Clerk shall certify as to the adoption of this Resolution, and it shall be effective as of December 28, 2024.

PASSED, APPROVED, AND ADOPTED 18th day of December, 2024.

Mayor of the City of Corona, California
ATTEST:

Sylvia Edwards, City Clerk
City of Corona

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Confidential Resolution No. 2024-116
2025-2027
29 CERTIFICATION
I, Sylvia Edwards, City Clerk of the City of Corona, California, do hereby certify that the foregoing Resolution 2024-116 was regularly introduced and adopted by the City Council of the City of Corona, California, at a regular meeting thereof held on the 18th day of December, 2024 by the following vote of the Council:

AYES:

NOES:

ABSENT:

ABSTAINED:

IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of Corona, California, this 18th day of December, 2024.

Sylvia Edwards, City Clerk
City of Corona
(SEAL)

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Management Resolution 2024-115
2025-2027
1 RESOLUTION NO. 2024-115

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CORONA GOVERNING

COMPENSATION AND BENEFITS OF NON-REPRESENTED MANAGEMENT GROUP

EMPLOYEES
WHEREAS, the Management/Confidential Group of employees was created by Resolution 2012-008 adopted by the City Council of the City of Corona (“City”) on February 15, 2012; and
WHEREAS, the City Council subsequently amended the compensation and benefits of the group through the ensuing years, most recently with Resolution No. 2023-105; WHEREAS, the City Council now desires to establish compensation and for both Management and Confidential employees pursuant to individual resolutions for each group; WHEREAS, the City Council now desires to amend the compensation and benefits of Management employees as provided in this Resolution, and thereby repeal Resolution No. 2023- 105.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CORONA DOES HEREBY RESOLVE AS FOLLOWS:

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Management Resolution 2024-115
2025-2027
2 Table of Contents
ARTICLE I - GENERAL PROVISIONS........................................................................................................ 4 Section 1.1 - Title of Resolution. ............................................................................................................... 4 Section 1.2 - Term of Resolution............................................................................................................... 4 Section 1.3 - Statement of Purpose. .......................................................................................................... 4 Section 1.4 - Members of Management Group........................................................................................ 4 Section 1.5 - Management Rights; Working Hours and Days. .............................................................. 4 Section 1.6 - Definitions............................................................................................................................. 4 ARTICLE II - BENEFITS................................................................................................................................ 5 Section 2.1 - Medical Insurance................................................................................................................ 5 Section 2.1.1 - Medical Insurance Opt-Out. ............................................................................................ 6 Section 2.1.2 - Family Medical Leave Act/California Family Rights Act – Medical Insurance. ........ 6 Section 2.2.1 - Retiree Health Alternative – Tier I Employees. ............................................................. 8 Section 2.2.2 - Retirement Health Savings............................................................................................... 8 Section 2.3 - IRS Section 125 Cafeteria Plan with Flexible Spending Accounts. ................................. 9 Section 2.5.1 - Short Term Disability Insurance. .................................................................................... 9 Section 2.5.2 - Long-Term Disability Insurance.................................................................................... 10 Section 2.6.1 - Retiree Life Insurance. ................................................................................................... 10 Section 2.9 - Tuition Reimbursement Policy. ........................................................................................ 13 Section 2.9.1 - Pre-Approval. .................................................................................................................. 14 Section 2.9.2 – Reimbursable Costs........................................................................................................ 14 Section 2.9.3 – Administration................................................................................................................ 14 Section 2.9.4 – Procedure ........................................................................................................................ 14 ARTICLE III - LEAVES ................................................................................................................................ 15 Section 3.1.1 - Annual Leave - Definition. ............................................................................................. 15 Section 3.1.2 - Annual Leave - Accrual.................................................................................................. 15 Section 3.1.3 - Use of Annual Leave. ...................................................................................................... 16 Section 3.1.4 - Cash Out or Conversion of the Value of Annual Leave. ............................................. 16 Section 3.1.4.1 - Maximum Accrual of Annual Leave - Conversion above 800 Hours...................... 16 Section 3.1.4.2 - Separation from the City. ............................................................................................ 17 Section 3.1.4.3 - Irrevocable Election to Cash Out Annual Leave....................................................... 18 Section 3.1.5 - Donating Annual Leave. ................................................................................................. 18 Section 3.1.6 - Using Annual Leave Prior to Retirement...................................................................... 18 Section 3.1.7 - Annual Leave – Tier I Employees.................................................................................. 18

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Management Resolution 2024-115
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3 Section 3.1.8 – Annual Leave – Early Retirement Notification Incentive........................................... 19 Section 3.2.1 - Holiday Schedule............................................................................................................. 19 Section 3.2.2 - Holidays - Additional Provisions ................................................................................... 20 Section 3.3.1- Use of In Lieu Leave ........................................................................................................ 20 Section 3.5.1 - Jury Duty. ........................................................................................................................ 21 Section 3.5.2 - Witness Leave.................................................................................................................. 21 ARTICLE IV - COMPENSATION ............................................................................................................... 22 Section 4.1 - Salary Table; Salaries........................................................................................................ 22 Section 4.2 - Merit Increase Effective Date............................................................................................ 22 Section 4.6 - Special Compensation – Bilingual Pay............................................................................. 24 Section 4.7 - Special Compensation – Working Out of Class.......................................................... 24 Section 4.8 - Assigned Vehicles. .............................................................................................................. 24 ARTICLE V - MISCELLANEOUS PROVISIONS ..................................................................................... 25 Section 5.1.1 - Notice of Layoff. .............................................................................................................. 25 Section 5.1.2 - Bumping Rights............................................................................................................... 25 Section 5.1.3 - Reemployment................................................................................................................. 25 Section 5.2 - Employee Assistance Program (EAP). ............................................................................. 26 Section 5.3 - Fitness for Duty Examinations.......................................................................................... 26 Section 5.4.1 - Length of Probationary Period. ..................................................................................... 26 Section 5.4.2 - Extension of Probation. .................................................................................................. 26

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Management Resolution 2024-115
2025-2027
4 ARTICLE I - GENERAL PROVISIONS
Section 1.1 - Title of Resolution.

This Resolution shall be known as the Compensation and Benefits Resolution for NonRepresented Management Group Employees of the City of Corona, but also may be informally referred to as the Management Group Employee Resolution.

Section 1.2 - Term of Resolution.

This Resolution shall remain in full force and effect until modified or terminated by action of the City Council.

Section 1.3 - Statement of Purpose.

This Resolution is adopted to provide a comprehensive listing of compensation and benefits to be provided to Management Group employees.

Section 1.4 - Members of Management Group.

The Management Group is made up of employees holding positions in a full-time capacity as Management and in Attachment A to this Resolution.

In addition, the following employee positions shall be included in the Management Group, even before this Resolution is amended to include them: (1) any other position created by the City Council and specifically designated by the City Council to be included in the Management Group; and (2) any reclassifications or title changes to positions listed above which are approved by the City Manager, so long as such actions do not result in any change in compensation to the affected employee(s) or a substantive change to their job description(s).

Section 1.5 - Management Rights; Working Hours and Days.

The City and City Manager retain all management rights and have no meet and confer obligations with the Management Group. Within management rights, the City Manager reserves the right to change the work schedule, working hours, and working days of any Management Group employee. Such changes include requiring Management Group employees to work 4/10 (i.e., Fridays off) or 5/40 Monday through Friday. A two-week notice will be provided prior to any change(s) being made.

Section 1.6 - Definitions.

When the following terms are used in this Management Group Employees Resolution, they shall have the following meanings:

A. Tier I Employees. Tier I Employees are full-time employees hired by the City before

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Management Resolution 2024-115
2025-2027
5 January 1, 1999.

B. Tier II Employees. Tier II Employees are full-time employees hired by the City on or after January 1, 1999

ARTICLE II - BENEFITS
Section 2.1 - Medical Insurance.

The City contracts to provide dental insurance (currently with Delta Dental) with both an HMO and PPO plan options available for employees to choose.

The City contracts to provide vision insurance (currently with EyeMed) for employees to choose.

Effective January 1, 2025, all employees shall receive the amounts below for the purchase of cafeteria plan benefits. This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:
(1) $978 per month for Members electing Employee only coverage; (2) $1,956 per month for Members electing Employee plus one dependent coverage; or (3) $2,579 per month for Members electing Employee plus two or more dependents coverage.

Effective January 1, 2027, all employees shall receive the amounts below for the purchase of cafeteria plan benefits. This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:
(1) $1,078 per month for Members electing Employee only coverage; (2) $2,156 per month for Members electing Employee plus one dependent coverage; or

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Management Resolution 2024-115
2025-2027
6 (3) $2,843 per month for Members electing Employee plus two or more dependents coverage.

Section 2.1.1 - Medical Insurance Opt-Out.

Eligible Opt-Out Arrangement: Upon providing reasonable evidence of alternative coverage as required by the ACA’s Eligible Opt-Out Arrangement rules (below), employees shall be entitled to the following dollars in the first two pay periods each month in taxable cash, in lieu of the amount provided in Section 2.1 above:
(a) $300.00 ($600 per month) for Employee + 2 or more dependents (b) $200.00 ($400 per month) for Employee + 1 dependent (c) $100.00 ($200 per month) for Employee Only
The employee may choose to allocate any portion of the Opt-Out Amount toward dental and/or vision insurance premiums for enrollment in a City dental and/or vision plan, or take the OptOut Amount or any portion thereof in taxable cash. If the employee uses any portion of the OptOut Amount toward the City’s dental and/or vision insurance, such payment will be pre-tax.

Employees who opt-out of City provided insurance benefits must show proof of enrollment in another medical insurance plan that meets the ACA “affordability” criteria.

In order to qualify for this election, the employee must meet all of the following requirements:

Section 2.1.2 - Family Medical Leave Act/California Family Rights Act – Medical Insurance.

The City will pay to PERS the medical insurance premiums normally paid on behalf of that

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Management Resolution 2024-115
2025-2027
7 Management Group employee, for up to 12 weeks, when an employee qualifies for leave per the Family Medical Leave Act (FMLA) and/or the California Family Rights Act (CFRA).

Section 2.2 - Retiree Medical Insurance.
(A) Tier I Retirees:
(1) The City agrees to provide medical insurance premium payments for employees who retire from the City of Corona for the Retiree and their eligible dependents. a. Employees Who Retired Before January 1, 2006: The premium payment shall be paid to the Retiree as a direct deposit each month. The City pays the CalPERS statutory minimum ($158 per month for 2025 and a yet unknown amount beyond 2025) directly to CalPERS and then direct deposits the difference between the statutory minimum and the cost of the monthly premium for the medical insurance plan chosen by the Retiree. The payment for medical is then deducted from the employee’s retirement check. The payment shall include reimbursement for premiums paid to Social Security for health insurance through Medicare once a year at the end of the year.
b. Employees Who Were Hired Prior to January 1, 1999, and Who Retired After January 1, 2006 or Who Will Retire In the Future: The premium payment shall be paid to the Retiree as a direct deposit each month. The City pays the CalPERS statutory minimum ($158 per month for 2025 and a yet unknown amount beyond 2025) directly to CalPERS and then direct deposits the difference between the statutory minimum and plan chosen by the employee. The payment for medical is then deducted from the employee’s retirement check. The maximum the City will pay is equal to the monthly premium for the second highest costing family plan available under PEMHCA for Riverside County (currently Region 3) and the Medicare Part B cost once enrolled in Medicare (which is done by CalPERS at age 65). Medicare is reimbursed once a year at the end of the year. If the employee chooses a plan that costs less than the second highest (in cost) plan, the City will pay the difference between the CalPERS statutory minimum and the plan chosen.

If the Retiree enrolls in the highest cost medical plan, the City will direct deposit the difference between the statutory minimum and the second highest cost medical plan and the Retiree will be responsible for payment of the premium between the second highest and highest cost plan.

The City hereby affirms its intent to protect the retirement health benefits of Tier I Retirees, who remain continuously employed by the City.

Tier I lifetime health benefits will not be revoked by future members of management, or City Councils.

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Management Resolution 2024-115
2025-2027
8 (2) Cafeteria Plan; Flexible Benefit Allowance for Retirees.

The City will provide an annual allowance in the amount of fifteen hundred dollars ($1,500.00) to Employees within the Management Group who were hired by the City prior to January 1, 1999 if and when they retire from the City. This allowance is to be used for the purchase of nontaxable benefits and/or taxable benefits offered under the Cafeteria Plan. Benefits available under the Cafeteria Plan are as follows:
• Health, dental or vision insurance
• Reimbursement of eligible medical expenses
• Reimbursement of eligible dependent care expenses
• Taxable cash payment
Employees hired by the City after January 1, 1999 will not receive this benefit if they retire from the City.
(B) Tier II: These employees who retire from the City of Corona and enroll in a medical plan offered through PEMHCA shall have the City pay the CalPERS annual statutory minimum (toward their retiree medical benefit). These employees will be responsible for paying the remainder of any premiums for medical plans to which such employees (who will then be retirees) enroll. The City will not reimburse Tier II Retirees for premiums paid to Social Security for health insurance through Medicare.

Section 2.2.1 - Retiree Health Alternative – Tier I Employees.

In lieu of receiving the City’s retiree medical benefit in Section 2.2 above, a Tier I Employee who retires from the City under the CalPERS system shall have the option of receiving an annual $6,000 contribution, at a rate of $500 per month, paid to a City-provided health care reimbursement plan on behalf of such retiree for the purpose of receiving reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code. To receive this benefit, a retiree must forfeit participating in any of the health benefit plans available to retirees of the City for the plan year in which such retiree elects to receive the contribution. Such retirees needing to re-enroll as a result of a COBRA “qualifying event” may do so on the first day of the month following that event, while those choosing to reenroll in the absence of a “qualifying event” may re-enroll during the next open enrollment period, unless the retiree has never participated in a CalPERS health plan. Tier II Employees who retire from the City under the CALPERS system shall not be eligible for this alternative.

Section 2.2.2 - Retirement Health Savings.

Tier II Employees. The City shall deposit into the Nationwide Retirement Health Savings Account of each Tier II Employee $375 per quarter. Tier I Employees shall not receive this benefit.

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Management Resolution 2024-115
2025-2027
9 Section 2.3 - IRS Section 125 Cafeteria Plan with Flexible Spending Accounts.

Section 2.4 Medicare Contribution.

The City agrees to pay the employee’s Medicare Contribution of 1.45%.

Section 2.5 Disability Insurance.

Section 2.5.1 - Short Term Disability Insurance.

Employees may use accrued paid leaves to supplement payments received by the plan.

However, employees may not receive more than 100% of their gross regular wages.

Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

To the extent that an employee’s leave of absence while receiving short-term disability insurance also qualifies as qualifying leave per the Family and Medical Care Leave Act, the California Family Rights Act of per the California Pregnancy Disability Leave, the leave will run concurrently with those Acts and employees will receive the benefits of those Acts.

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Management Resolution 2024-115
2025-2027
10 Section 2.5.2 - Long-Term Disability Insurance.

The City shall provide a long-term disability insurance plan to each employee who, due a medical condition, qualifies for benefits under the plan. This insurance plan shall contain the following provisions:
• Benefit level shall be 66 2/3% of pre-disability earnings as defined by the carrier; • Monthly maximum benefit of $10,000
• Elimination Period (waiting period): 90 days
Employees may use accrued paid leaves to supplement payments received by the plan.

However, employees may not receive more than 100% of their gross regular wages.

Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

Section 2.6 - Life Insurance & Accidental Death and Dismemberment Insurance Plans.

The City shall provide life insurance coverage for employees equal to five and one-half times the employee’s annual base pay up to a maximum of $750,000.

Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

Employees shall be provided the carrier’s Certificate of Coverage upon request.

Section 2.6.1 - Retiree Life Insurance.

Section 2.7 Deferred Compensation.

All employees may open a deferred compensation account (per IRS Code section 457) and make pre-tax or post-tax (ROTH) contributions into it up to the maximum permitted by law based on their age.

1. Matching Contribution: The City shall make a matching contribution into employee’s deferred compensation (457(b) or 401(a)) account at the end of each quarter in an amount equal to that deposited by the employee, but not to exceed nineteen hundred dollars ($1,900) per calendar year. Employees who do not open a deferred

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Management Resolution 2024-115
2025-2027
11 compensation account will not receive a City contribution.

Loans to employees from their deferred compensation accounts shall be regulated by applicable laws and pursuant to the rules and regulations of the deferred compensation plan administrator.

Section 2.8 - Retirement Benefit.

The City contracts with CalPERS for retirement benefits.

A. For “Classic Member” Employees

1. Retirement Formula: 2.7% at 55 retirement formula as set forth in California Government Code Section 21354.5.

2. Single Highest Year: "Single Highest Year" retirement benefit per Government Code section 20042.

3. Payment of Employee Member Contribution: Classic member employees pay eight percent (8%) compensation earnable as their Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

B. For “New Members” As Defined by the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: 2% at 62 formula for employees provided per Government Code section 7522.20(a).

3. Payment of Employee Member Contribution: One-half of the total normal cost of the plan, as defined by CalPERS. This amount is determined by CalPERS each year in its annual valuation. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

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12 C. Additional Optional Benefits
The following list of optional benefits reflect what is currently in the City’s contract with CalPERS.

2. Pre-Retirement Option 2W Benefit: The City’s contract with CalPERS provides for a Pre-Retirement Optional 2W Benefit as set forth in Government Code Section 21548.

3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

8. Post Retirement Survivor Allowance: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code sections 21624, 21626, and 21628.

9. Post Retirement Survivor Allowance to Continue After Remarriage: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code section 21635.

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13 11. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

D. Definitions of “New Member” and “Classic Member per the Public Employees’ Pension Reform Act of 2013 – PEPRA
New Member
Government Code section 7522.04(f) defines “new member” as follows:
(f) "New member" means any of the following:

An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.

An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.

Classic Member
CalPERS refers to all members who do not fit the definition of new member as a classic member.

Section 2.9 - Tuition Reimbursement Policy.

Subject to satisfaction of all criteria set forth in this Section and the Tuition Reimbursement Policy, for education plans approved in writing by the City on or after November 14, 2017, the City shall reimburse employees for the costs described in Section 2.9.2 and the Tuition Reimbursement Policy a lifetime maximum amount of $10,000 per employee. For education

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14 plans approved in writing by the City on or before November 13, 2017, the $10,000 Maximum shall not apply.

Section 2.9.1 - Pre-Approval.

Section 2.9.2 – Reimbursable Costs
The costs eligible for reimbursement are limited to tuition and books (including e-books and elibrary fees) required for the course.

Section 2.9.4 – Procedure

4. Upon satisfactory completion of the course, the employee must attach an official grade report and relevant receipts/bills to the request and submit it to the Human Resources Department for approval. Reimbursement will be made as soon as practical.

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15 5. Employees must attain a grade of "C” or better for undergraduate courses and a grade of "B” or better for graduate courses. Those undergraduate courses taken for "credit" will be reimbursed so long as units are accrued at the rate of a "C" grade for undergraduate courses.

6. City vehicles shall not be used for transportation to and from courses unless incidental to the employee’s regular commute.

ARTICLE III - LEAVES
Section 3.1 - Annual Leave
Section 3.1.1 - Annual Leave - Definition.

Annual Leave is compensated absence for employees who are absent from duty because of illness, injury, medical, or dental care appointments, or personal vacation.

Section 3.1.2 - Annual Leave - Accrual.

Each biweekly pay period, Annual Leave hours earned are posted to the account of each employee’s account. Employees shall accrue Annual Leave as follows:
“Years of service” for the purposes of determining annual leave accrual rates may include years of relevant service with other employers, as determined by the City Manager in his/her sole discretion.

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16 Section 3.1.3 - Use of Annual Leave.
a. Employee’s schedule Annual Leave for themselves by submitting requests to use their Annual Leave to their Department Head or designee. The Department Head or designee is responsible for arranging leave schedules so that adequate personnel are available to carry on necessary City work. When practical, employees should be permitted to schedule Annual Leave at times most acceptable to the employee. In large departments the choice of vacation times should be arranged according to seniority or some other equitable method. b. Employees who use Annual Leave time for illness or injury are required to call, text or email their Department Head or designee. The Department Head or designee may request documentation from a medical provider supporting the use of leave. c. An employee who files a workers’ compensation claim where the question of industrial causation is delayed or the claim is not accepted by the City, may use their Annual Leave for the time they are unable to work because of their injury or illness.
d. An employee may not use more Annual Leave than they have accrued on the day prior to its first use. Employees will continue to accrue Annual Leave while the employee is on any paid leave in a pay period, but do not accrue Annual Leave if on an unpaid leave for the entire pay period.
e. Employees may use Annual Leave for the illness of a child, parent, spouse, registered domestic partner, sibling, grandchild, grandparent, or designated person per Labor Code sections 233 and 245.5.

Section 3.1.4 - Cash Out or Conversion of the Value of Annual Leave.

There are three situations described below when an employee may have their Annual Leave cashed out, converted to deferred compensation, or deposited to their Retirement Health Savings Account (RHS) by the City. All Annual Leave cashed out or converted to deferred compensation, Roth, or RHS in this section will be valued at the employees’ base hourly rate of pay for employees in Tier II and the base hourly rate of pay plus the 3% Longevity Pay for employees in Tier I.

Section 3.1.4.1 - Maximum Accrual of Annual Leave - Conversion above 800 Hours.

At the end of the last day of the last pay period that ends in each calendar year, beginning with the last pay period in calendar year 2024, if an employee has accrued more than 800 hours of Annual Leave, the Annual Leave hours in excess of 800 hours will be

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17 converted to the monetary equivalent as described in 3.1.4, and the employee shall have the following choices:
1) Have the dollar value placed in the City’s Retirement Health Savings (RHS) Account currently provided Nationwide on the employee’s behalf; or 2) Have the dollar value placed in the employee’s deferred compensation account up to the maximum permitted by law. Any employee who chooses this option must advise Human Resources no later than December 1 each year. If the employee does not advise the City of this option by December 1, the value of the excess Annual Leave will be placed in the employee’s RHS account.

Employees who have informed the City that they will be retiring at the end of the calendar year, will have the option to convert annual leave hours above 800 to the options outlined in Section 3.1.4.2.

Section 3.1.4.2 - Separation from the City.

Employees separating from the City have the following options regarding their accrued Annual Leave:
1) Paid in cash: Employees can be paid (as taxable wages) for their accrued Annual Leave.
2) Deferred Compensation: Employees may make an election at least one pay period prior to separation to contribute the value of accrued Annual Leave to the employee’s deferred compensation account provided under the City’s 457(b) plan. Contributions of Annual Leave to the 457(b) plan may not cause the employee to exceed the maximum annual deferral limitation for the year in which the contribution is made. If an employee chooses this option, any accrued Annual Leave that exceeds the maximum annual deferral limitations will be paid to the employee as a taxable cash payment.
3) Retirement Healthcare Savings (RHS): Employees may choose to have the dollar value placed in the City’s Retirement Healthcare Savings (RHS) Account currently provided by Nationwide on the employee’s behalf. 4) Split between Cash, Deferred Compensation, and/or RHS: Employees may elect to receive any portion of the value of their accrued Annual Leave as taxable cash with the remainder going into their deferred compensation account, up to the maximum amount permitted under the IRS Code, and/or the City’s Retirement Health Savings (RHS) Account.

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18 Section 3.1.4.3 - Irrevocable Election to Cash Out Annual Leave.

On or before December 31 of each calendar year, the first year being 2024, an employee may make irrevocable elections to cash out Annual Leave that will be earned in the following calendar year. The employee must have a balance of at least 80 hours of annual leave remaining after each cash out. Annual leave cashed out can be taken in either of the following ways or or in a combination of these options, as determined by the employee when making the irrevocable election:
1) The dollar value can be paid to the employee in cash as taxable wages; or 2) The dollar value can be placed in the Retirement Health Savings (RHS) Account on the employee’s behalf, up to the maximum deferral limitation permitted by the plan for the year; or
3) The dollar value placed in the employee’s deferred compensation account up to the maximum permitted by law.

Section 3.1.5 - Donating Annual Leave.

Employees may donate annual leave to their fellow employees per requirements of the City’s Voluntary Donation of Annual Leave Policy.

Section 3.1.6 - Using Annual Leave Prior to Retirement.

Section 3.1.7 - Annual Leave – Tier I Employees.

For Tier I employees, cash out or donation of Annual Leave shall be at a rate that includes both their base rate and their Tier I Longevity Pay i.e., the additional three percent (3%).

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19 Section 3.1.8 – Annual Leave – Early Retirement Notification Incentive In order to provide an effective leadership transition and for the City to do appropriate succession planning, Management employees who provide early notification of their intent to retire from the City will be eligible for additional annual leave time credited to their accrued leave bank. In order to qualify for this incentive, notification of the employee’s separation and retirement dates must be given in writing to both Human Resources and the City Manager in the form of an irrevocable letter of resignation with the intent to retire. The City Manager or his/her designee may approve any amendments to the letter as he/she deems necessary.

The additional annual leave time will be credited as follows:

A. The employee will receive 10 hours of annual leave for every full calendar month of notice provided prior to the retirement date, up to a maximum of 60 hours credited for a six months of early notice.

B. Early notification incentive leave hours will be deposited to the employee’s leave bank during their final pay period prior to the effective date of the notice.

Section 3.2 - Holidays
Section 3.2.1 - Holiday Schedule.

The following holiday schedule shall be applicable to all employees:

A. January 1st - New Year’s Day
B. Third Monday in January - Martin Luther King Day
C. Third Monday in February - “President’ day”
D. Last Monday in May - Memorial Day
E. June 19, Juneteenth
F. July 4th - Independence Day
G. First Monday in September - Labor Day
H. November 11th, - Veterans Day
I. Thanksgiving Day
J. Friday immediately following Thanksgiving Day
K. December 24th- Christmas Eve
L. December 25th - Christmas Day
M. December 31st New Year’s Eve
N. One Floating Holiday
O. Every day appointed by Mayor as a holiday, with the consent of the City Council, except for every day on which an election is held throughout the State

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20 Section 3.2.2 - Holidays - Additional Provisions
All holidays in the above list will be observed on the actual day of the holiday except for holidays that occur on a Sunday. For holidays that occur on a Sunday the observed day shall be the following Monday.

If the observed holiday falls on an employee’s regular workday, and the employee does not work on that day, they shall be paid for their regularly scheduled hours, up to ten (10) hours.

If the employee is required to work on a holiday, in addition to being paid for the day, the employee shall accrue ten (10) hours of Annual Leave.

For holidays that fall on the employee’s regular day off, they shall accrue ten (10) hours of Annual Leave.

The floating holiday will be provided as a bank of 10 hours during the first full pay period of the calendar year. These hours cannot be carried over from year to year and cannot be cashed out.

Section 3.3 – In Lieu Leave.

Exempt Employees shall receive 30 hours of In Lieu Leave at the beginning of each quarter (January 1 – March 31, April 1 – June 30, July 1 – September 30, and October 1 – December 31) based on a calendar year. As permitted by Labor Code section 227.3, although no amount of In Lieu Leave ever has cash value, up to 90 hours of In Lieu Leave that has been accrued, but unused, as of the last payroll period of any calendar year shall carry over to the next calendar year. Any hours exceeding 90 shall not carry over to the next calendar year. An employee who becomes eligible for In Lieu Leave in the middle of a quarter (i.e., they are hired or promoted into the classification in the middle of a quarter) shall earn 4.62 hours of In Lieu Leave per pay period until the end of the quarter. At the beginning of the next quarter, they shall accrue 30 hours of in Lieu Leave.

Section 3.3.1- Use of In Lieu Leave
A. The employee must request and obtain approval from their Department Head to use In Lieu Leave as they would request Annual Leave. Requests will be approved if the department’s schedule can accommodate the request.

C. In Lieu Leave cannot be donated to another employee.

D. The employee cannot use unused In Lieu Leave upon separation from employment or

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21 retirement, in order to extend the employee’s date of separation or date of retirement.

Section 3.4 - Compassionate Leave
Compassionate Leave: Paid leave for up to (5) days, not to exceed 40 hours, may be granted to an employee in the case of death in their family. Family is defined as: spouse, parents (natural, adopted or step), legal guardians, siblings, children (natural, adopted or step), grandparents, grandchildren, current in-laws (brother, sister, mother, father, son, daughter or grandparents). Compassionate leave does not need to be used consecutively, but may be broken up over multiple, non-consecutive days, not to exceed six months after the death of the family member.

Section 3.5 - Jury Duty and Witness Leave.

Section 3.5.1 - Jury Duty.

This documentation is necessary for employees to receive pay for jury duty.

2. If an employee is required to be absent from work to report for jury duty, the employee will notify the Department Head or Designee of the absence as soon as possible.

4. An employee who is called to jury duty on a non-working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.

Section 3.5.2 - Witness Leave.

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22 ARTICLE IV - COMPENSATION
Section 4.1 - Salary Table; Salaries.

The salary range for Management Group employees shall be provided in the City’s comprehensive salary schedule, as such the schedule may be amended from time to time.

A spreadsheet with each of the base salary increases as described above for each classification is attached to this Resolution as Appendix A.

Section 4.2 - Merit Increase Effective Date.

Section 4.3 - The Defined FLSA Workweek.

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23 Section 4.4 - Overtime.

It is recognized that as leaders in the organization, the City’s management employees provide key oversight and direction for city personnel and operations at all times. For responding outside of regular working hours, employees may be provided with a cell phone upon request and will be generally expected to respond to phone calls and/or text messages outside their normal working hours. The nature of the phone call could necessitate the employee’s return to a work location depending on the circumstances. In some departments, rotation may be developed to ensure such coverage, at the discretion of the Department Director.

All non-exempt employees shall receive overtime compensation paid at time and one-half for all approved overtime hours worked in excess of forty (40) hours worked in a seven (7) day work period.

Section 4.5 - Special Compensation – Longevity Pay.

Years of Full-Time Service to the City of Corona
Five (5) but fewer than ten (10): $1,400.00
Ten (10) but fewer than fifteen (15): $1,600.00
Fifteen (15) but fewer than twenty (20): $1,800.00

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24 Twenty (20) or more: $2,000.00
In addition to the longevity benefit set forth above, Tier I members shall receive an additional three percent (3%) of base hourly rate for Longevity Pay paid biweekly as part of the regular payroll.

Section 4.6 - Special Compensation – Bilingual Pay.

Section 4.7 - Special Compensation – Working Out of Class.

Section 4.8 - Assigned Vehicles.

The City Manager shall have the authority, but not the obligation, in his or her sole discretion, to provide a City-assigned vehicle to an employee.

A. City-Assigned Vehicle. If the City Manager chooses to provide a City vehicle for the exclusive use of an employee, the City will maintain and provide fuel for the vehicle at the City’s facilities. The vehicle shall not be operated by persons other than the assigned employee, except that other employees of the City may use the vehicle for official City business with the consent of the assigned employee. The City understands that since the employee will remain on-call at all times, the vehicle may be used for personal as well as official business.

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25 B. Mileage Reimbursement. An employee may submit reimbursement requests for mileage used in their personal vehicle for official City business. The reimbursement rate shall be the current I.R.S. allowable rate, and all reimbursements and documentation supporting the same shall be in accordance with City policy.

ARTICLE V - MISCELLANEOUS PROVISIONS
Section 5.1 - Layoff Procedure.

An employee could be subject to lay off for lack of work, budgetary reasons, technological changes or other City actions that necessitate a reduction in the work force.

Section 5.1.1 - Notice of Layoff.

Section 5.1.2 - Bumping Rights.

Section 5.1.3 - Reemployment.

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26 An employee who has been laid off and is re-employed within two (2) years from the effective date of their layoff shall be entitled to:

1. Restoration of seniority accrued prior to layoff.

2. The same Annual Leave accrual rate that was in effect prior to layoff.

3. Placement on the salary range at the same location held prior to layoff if the employee is reinstated to the same job classification from which they were laid off.

Section 5.2 - Employee Assistance Program (EAP).

The City will provide an EmployeeAssistance Program (“EAP”) to all employees free of charge.

Section 5.3 - Fitness for Duty Examinations.

Section 5.4 - Probationary Period.

Section 5.4.1 - Length of Probationary Period.

The probationary period for all positions is one year. Employees on their initial hire probationary period are at-will employees.

Employees promoted to a higher classification are subject to a six-month probationary period.

Section 5.4.2 - Extension of Probation.

An employee’s probationary period can be extended for three reasons:

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27 1) The employee was on a leave of absence without pay during probation. The employee’s probationary period may be extended for the number of workdays the employee was on the leave of absence without pay by providing the employee written notice of the extension prior to the expiration of probation.
2) The employee was unable to work due to an industrially caused injury or illness. The employee’s probationary period may be extended for the number of workdays the employee was unable to work due to the industrially caused injury or illness by providing the employee written notice of the extension prior to the expiration of probation.
3) Based on the discretion of the employee’s department head with the approval of the Human Resources Department, the employee’s probationary period may be extended up to six (6) months in three-month increments. If this decision is made, the City will inform the probationary employee in writing that their probation has been extended prior to expiration of any original or extended probation and will inform the employee of the new date upon which their probationary period will end.

Section 5.5 - Severability.

If any provision of this Resolution, or the application of such provision to any person or circumstance, shall be held invalid, the remainder of this Resolution, or the application of such provision to persons or circumstances other than those as to which it is held invalid, shall not be affected thereby.

Section 5.6 - Repeal of Prior Actions.

By adoption of this Resolution, all prior resolutions or approved compensation and benefit documents for the employees in this Management Group shall be deemed repealed to the extent inconsistent with this Resolution.

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28 ATTACHMENT A – Classifications and Salaries
Title Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary Range
Bottom
Monthly
Salary
Top
Monthly
Salary
Accounting Manager 287 9,857 $ $ 11,981 295 10,258 $ $ 12,469 301 10,570 $ $ 12,848 Accounting Supervisor 260 8,615 $ $ 10,472 270 9,056 $ $ 11,007 276 9,331 $ $ 11,342 Asset Management Coordinator 226 7,271 $ $ 8,838 241 7,836 $ $ 9,525 247 8,074 $ $ 9,814 Assistant to the City Manager 287 9,857 $ $ 11,981 302 10,623 $ $ 12,912 308 10,945 $ $ 13,304 Assistant Utilities Director 362 14,329 $ $ 17,416 387 16,231 $ $ 19,729 393 16,724 $ $ 20,329 Budget Manager 287 9,857 $ $ 11,981 295 10,258 $ $ 12,469 301 10,570 $ $ 12,848 Budget Supervisor 260 8,615 $ $ 10,472 270 9,056 $ $ 11,007 276 9,331 $ $ 11,342 Chief Communications Officer 288 9,906 $ $ 12,041 292 10,106 $ $ 12,284 298 10,413 $ $ 12,657 Chief Data Officer 309 11,000 $ $ 13,371 322 11,737 $ $ 14,266 328 12,094 $ $ 14,700 CIP Manager/Assistant City Engineer 351 13,564 $ $ 16,487 368 14,764 $ $ 17,946 374 15,212 $ $ 18,491 City Clerk 307 10,891 $ $ 13,238 311 11,110 $ $ 13,505 317 11,448 $ $ 13,915 City Traffic Engineer 315 11,334 $ $ 13,777 331 12,276 $ $ 14,921 337 12,649 $ $ 15,375 Community Assistance Manager 280 9,519 $ $ 11,570 280 9,519 $ $ 11,570 286 9,808 $ $ 11,922 Data Scientist 268 8,966 $ $ 10,898 281 9,566 $ $ 11,628 287 9,857 $ $ 11,981 Deputy Chief Information Officer 355 13,837 $ $ 16,819 369 14,838 $ $ 18,035 375 15,288 $ $ 18,583 Deputy City Attorney II (Litigation) 339 12,776 $ $ 15,529 356 13,906 $ $ 16,903 362 14,329 $ $ 17,416 Deputy City Clerk 207 6,614 $ $ 8,039 211 6,747 $ $ 8,201 217 6,952 $ $ 8,450 Deputy Finance Director 342 12,968 $ $ 15,763 359 14,116 $ $ 17,158 365 14,545 $ $ 17,679 Economic Development Administrator 245 7,994 $ $ 9,717 250 8,196 $ $ 9,962 256 8,445 $ $ 10,265 Economic Development Manager 276 9,331 $ $ 11,342 290 10,006 $ $ 12,162 296 10,310 $ $ 12,531 Electric Utility Manager 299 10,465 $ $ 12,720 308 10,945 $ $ 13,304 314 11,278 $ $ 13,708 Emergency Services Manager 269 9,011 $ $ 10,953 284 9,711 $ $ 11,803 290 10,006 $ $ 12,162 ERP Administrator (Limited Term) 222 7,128 $ $ 8,664 225 7,235 $ $ 8,794 231 7,455 $ $ 9,062 Fleet Manager 282 9,614 $ $ 11,686 295 10,258 $ $ 12,469 301 10,570 $ $ 12,848 GIS Administrator 232 7,492 $ $ 9,107 235 7,605 $ $ 9,244 241 7,836 $ $ 9,525 Help Desk Manager 255 8,403 $ $ 10,214 285 9,759 $ $ 11,862 291 10,056 $ $ 12,223 Homeless Solutions Manager 288 9,906 $ $ 12,041 292 10,106 $ $ 12,284 298 10,413 $ $ 12,657 Housing & Homeless Solutions Manager 308 10,945 $ $ 13,304 312 11,166 $ $ 13,572 318 11,505 $ $ 13,985 Housing & Homeless Solutions Supervisor 258 8,530 $ $ 10,368 262 8,702 $ $ 10,577 268 8,966 $ $ 10,898 Human Resources Manager 303 10,676 $ $ 12,977 322 11,737 $ $ 14,266 328 12,094 $ $ 14,700 Human Resources Supervisor 277 9,378 $ $ 11,398 292 10,106 $ $ 12,284 298 10,413 $ $ 12,657 Library Manager 280 9,519 $ $ 11,570 280 9,519 $ $ 11,570 286 9,808 $ $ 11,922 Occupational Health & Safety Manager 290 10,006 $ $ 12,162 312 11,166 $ $ 13,572 318 11,505 $ $ 13,985 Operations Manager 304 10,729 $ $ 13,042 318 11,505 $ $ 13,985 324 11,855 $ $ 14,410 Organizational Training & Development Officer 247 8,074 $ $ 9,814 262 8,702 $ $ 10,577 268 8,966 $ $ 10,898 Parks & Trails Manager 280 9,519 $ $ 11,570 280 9,519 $ $ 11,570 286 9,808 $ $ 11,922 Public Information Officer 233 7,530 $ $ 9,152 237 7, $ 681 $ 9,337 243 7,915 $ $ 9,621 Purchasing Manager 287 9,857 $ $ 11,981 295 10,258 $ $ 12,469 301 10,570 $ $ 12,848 Recreation Services Manager 280 9,519 $ $ 11,570 280 9,519 $ $ 11,570 286 9,808 $ $ 11,922 Risk Management Analyst 217 6,952 $ $ 8,450 232 7,492 $ $ 9,107 238 7,720 $ $ 9,384 Risk Manager 272 9,147 $ $ 11,118 285 9,759 $ $ 11,862 291 10,056 $ $ 12,223 Senior Applications Analyst 237 7,681 $ $ 9,337 255 8,403 $ $ 10,214 261 8,658 $ $ 10,524 Senior Financial Analyst 246 8,034 $ $ 9,766 262 8,702 $ $ 10,577 268 8,966 $ $ 10,898 Senior Human Resources Analyst 247 8,074 $ $ 9,814 262 8,702 $ $ 10,577 268 8,966 $ $ 10,898 Senior Network Architect 304 10,729 $ $ 13,042 312 11,166 $ $ 13,572 318 11,505 $ $ 13,985 Senior Paralegal/Claims Manager 272 9,147 $ $ 11,118 285 9,759 $ $ 11,862 291 10,056 $ $ 12,223 Senior Project Manager 291 10,056 $ $ 12,223 306 10,837 $ $ 13,172 312 11,166 $ $ 13,572 Senior Software Architect 304 10,729 $ $ 13,042 312 11,166 $ $ 13,572 318 11,505 $ $ 13,985 Systems Administrator 237 7,681 $ $ 9,337 245 7,994 $ $ 9,717 251 8,237 $ $ 10,012 Transit Program Manager 254 8,361 $ $ 10,163 269 9,011 $ $ 10,953 275 9,284 $ $ 11,285 UI/UX Digital Services Engineer 237 7,681 $ $ 9,337 255 8,403 $ $ 10,214 261 8,658 $ $ 10,524 Workers' Compensation Manager 272 9,147 $ $ 11,118 285 9,759 $ $ 11,862 291 10,056 $ $ 12,223 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026

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29 Section 5.7 - Certification; Effective Date.

The City Clerk shall certify as to the adoption of this Resolution, and it shall be effective as of December 28, 2024.

PASSED, APPROVED, AND ADOPTED 18th day of December, 2024.

Mayor of the City of Corona, California
ATTEST:

Sylvia Edwards, City Clerk
City of Corona

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30 CERTIFICATION
I, Sylvia Edwards, City Clerk of the City of Corona, California, do hereby certify that the foregoing Resolution 2024-115 was regularly introduced and adopted by the City Council of the City of Corona, California, at a regular meeting thereof held on the 18th day of December, 2024 by the following vote of the Council:

AYES:

NOES:

ABSENT:

ABSTAINED:

IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of Corona, California, this 18th day of December, 2024.

Sylvia Edwards, City Clerk
City of Corona
(SEAL)

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Executive Resolution No 2024-118
2025-2027
1 RESOLUTION NO. 2024-118

A RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF CORONA GOVERNING COMPENSATION AND

BENEFITS OF NON-REPRESENTED EXECUTIVE GROUP

EMPLOYEES
WHEREAS, the Executive Group of employees was created by Resolution 2012- 009 adopted by the City Council of the City of Corona (“City”) on February 15, 2012; and WHEREAS, the City Council subsequently amended the compensation and benefits of the Executive Group employees over the years, and most recently with Resolution No. 2022-0015 adopted by the City Council on March 2, 2022; and WHEREAS, the City Council now desires to further amend the compensation and benefits of the Executive Group employees as provided in this Resolution, and thereby repeal Resolution 2022-0015.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF CORONA
DOES HEREBY RESOLVE AS FOLLOWS:

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Executive Resolution No 2024-118
2025-2027
2 Table of Contents
ARTICLE I - GENERAL PROVISIONS ........................................................................................................... 5 Section 1.1 - Title of Resolution ............................................................................................................................. 5 Section 1.2 - Term of Resolution ............................................................................................................................ 5 Section 1.3 - Statement of Purpose ......................................................................................................................... 5 Section 1.4 - Members of Executive Group............................................................................................................ 5 Section 1.5 - At-Will Employment; Agreements.................................................................................................... 5 Section 1.6 - Severance Pay.................................................................................................................................... 6 Section 1.7 - Management Rights; Working Hours/Days....................................................................................... 6 Section 1.8 - Definitions.......................................................................................................................................... 6 ARTICLE II - BENEFITS.................................................................................................................................... 6 Section 2.1 - Medical Insurance.............................................................................................................................. 6 Section 2.1.1 - Medical Insurance Opt-Out............................................................................................................. 7 Section 2.1.2 - Family Medical Leave Act/California Family Rights Act – Medical Insurance ............................ 8 Section 2.2 - Retiree Medical Insurance.................................................................................................................. 8 Section 2.2.1 - Retiree Health Alternative - Tier I Employees.............................................................................. 10 Section 2.2.2 - Retirement Healthcare Savings..................................................................................................... 10 Section 2.3 - IRS Section 125 Cafeteria Plan with Flexible Spending Accounts.................................................. 10 Section 2.4 - Medicare Contribution ..................................................................................................................... 10 Section 2.5 - Disability Insurance. ........................................................................................................................ 11 Section 2.5.1 - Short Term Disability Insurance ................................................................................................... 11 Section 2.5.2 - Long-Term Disability Insurance................................................................................................... 11 Section 2.6 - Life Insurance & Accidental Death and Dismemberment Insurance Plans..................................... 12 Section 2.6.1 - Retiree Life Insurance ................................................................................................................... 12 Section 2.7 - Deferred Compensation ................................................................................................................... 12 Section 2.8 – Retirement Benefit........................................................................................................................... 12 Section 2.9 - Tuition Reimbursement.................................................................................................................... 15 Section 2.9.1 - Pre-Approval................................................................................................................................. 16 Section 2.9.2 – Reimbursable Costs...................................................................................................................... 16 Section 2.9.3 – Administration.............................................................................................................................. 16 Section 2.9.4 – Procedure...................................................................................................................................... 16 ARTICLE III - LEAVES.................................................................................................................................... 17

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3 Section 3.1 - Annual Leave................................................................................................................................... 17 Section 3.1.1 - Definition...................................................................................................................................... 17 Section 3.1.2 - Annual Leave – Accrual ............................................................................................................... 17 Section 3.1.3 - Use of Annual Leave..................................................................................................................... 18 Section 3.1.4 – Cash Out or Conversion of the Value of Annual Leave............................................................... 18 Section 3.1.4.1 - Maximum Accrual of Annual Leave – Conversion above 960 hours:....................................... 19 Section 3.1.4.2 - Separation from the City ............................................................................................................ 19 Section 3.1.4.3 Irrevocable Election to Cash Out Annual Leave.......................................................................... 20 Section 3.1.5 - Donating Annual Leave ................................................................................................................ 20 Section 3.1.7 - Annual Leave – Tier I Employees................................................................................................. 21 Section 3.1.8 – Annual Leave – Early Retirement Notification Incentive............................................................ 21 Section 3.2 - Holidays........................................................................................................................................... 21 Section 3.2.1 - Schedule........................................................................................................................................ 21 Section 3.2.2 – Holidays - Additional Provisions ................................................................................................. 22 Section 3.3 – In Lieu Leave .................................................................................................................................. 22 Section 3.3.1 - Use of In Lieu Leave..................................................................................................................... 22 Section 3.4 - Compassionate Leave ...................................................................................................................... 23 Section 3.5 - Jury Duty and Witness Leave .......................................................................................................... 23 Section 3.5.1 - Jury Duty....................................................................................................................................... 23 Section 3.5.2 - Witness Leave............................................................................................................................... 23 ARTICLE IV - COMPENSATION................................................................................................................... 24 Section 4.1 - Salary Table; Salaries....................................................................................................................... 24 Section 4.2 - Merit Increase Effective Date .......................................................................................................... 24 Section 4.3 - Special Compensation - Police Marksmanship Proficiency............................................................. 24 Section 4.4 - Special Compensation - Police P.O.S.T. Certification Pay.............................................................. 25 Section 4.5 - Special Compensation – Longevity Pay .......................................................................................... 25 Section 4.6 - Special Compensation – Bilingual Pay............................................................................................ 25 Section 4.7 - Special Compensation – Public Safety Uniform Allowance; Safety Vest....................................... 25 Section 4.8 - Special Compensation – Working Out of Class............................................................................... 26 Section 4.9 - Auto Allowance and Assigned Vehicles.......................................................................................... 26 ARTICLE V - MISCELLANEOUS PROVISIONS......................................................................................... 27 Section 5.1 - Layoff Procedure ............................................................................................................................. 27 Section 5.1.1 - Notice of Layoff............................................................................................................................ 27 Section 5.1.2 - Bumping Rights............................................................................................................................ 27 Section 5.1.3 - Reemployment .............................................................................................................................. 27

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4 Section 5.2 - Employee Assistance Program (EAP) ............................................................................................. 28 Section 5.3 - Fitness for Duty Examinations......................................................................................................... 28 Section 5.4 - Severability ...................................................................................................................................... 28 Section 5.5 - Repeal of Prior Actions.................................................................................................................... 28 Section 5.6 - Certification; Effective Date. ........................................................................................................... 30

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5 ARTICLE I - GENERAL PROVISIONS
Section 1.1 - Title of Resolution
This Resolution shall be known as the Compensation and Benefits Resolution for NonRepresented Executive Group Employees of the City of Corona, but also may be informally referred to as the Executive Group Employee Resolution.

Section 1.2 - Term of Resolution
This Resolution shall remain in full force and effect until modified or terminated by action of the City Council.

Section 1.3 - Statement of Purpose
This Resolution is adopted to provide a comprehensive listing of compensation and benefits to be provided to Executive Group employees.

Section 1.4 - Members of Executive Group
The Executive Group is made up of employees holding the positions that are identified as Executive and in Attachment A to this Resolution.

Employees shall hold their positions in a full-time capacity. In addition, the following employee positions shall be included in the Executive Group, even before this Resolution is amended to include them: (1) any other position created by the City Council and specifically designated by the City Council to be included in the Executive Group; and (2) any reclassifications or title changes to positions listed above which are approved by the City Manager, so long as such actions do not result in any change in compensation to the affected employee(s) or a substantive change to their job description(s). The City Manager’s authority with respect to Executive Group Employees provided for in this Executive Group Employee Resolution, including Sections 1.5 and 1.6 below, shall apply to all positions included in the Executive Group, even if such positions are not specifically identified in the Corona Municipal Code.

Section 1.5 - At-Will Employment; Agreements
As provided for in Corona Municipal Code Sections 2.04.060(B) and 2.40.050(B), employees within the Executive Group are at-will employees as defined by Labor Code section 2922, and are subject to discipline or termination with or without cause or notice, and without right of appeal or hearing. As provided for in Corona Municipal Code Sections 2.04.060(B),

2.40.050(B) and 2.40.105, the City Manager may enter into at-will employment agreements with Executive Group employees. Finally, consistent with Corona Municipal Code Sections

2.16.080 and 2.40.105, whenever the term City Manager is used in this Resolution, such reference shall also include the City Attorney with respect to those employees serving in any

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6 department or division under the direction of him or her.

Section 1.6 - Severance Pay
As provided for in Corona Municipal Code Section 2.40.105, as part of their at-will employment agreement, the City Manager may provide an Executive Group employee with a termination without cause severance payment. The amount of the severance payment shall be up to the unexpired term of the agreement or six (6) months, whichever is less.

Section 1.7 - Management Rights; Working Hours/Days
The City and City Manager retain all management rights and have no meet and confer obligations with the Executive Group. Within management rights, the City Manager reserves the right to change the work schedule, working hours, and working days of any Executive Group employee. Such changes include requiring Executive Group employees to work 4/10 (i.e., Fridays off) or Monday through Friday. A two-week notice will be provided prior to any change(s) being made.

Section 1.8 - Definitions
When the following terms are used in this Resolution, they shall have the following meanings:

A. Tier I Employees. Tier I Employees are full-time employees hired by the City as follows: (1) Miscellaneous employees hired prior to January 1, 1999; (2) A Police Chief hired prior to January 1, 2000; and (3) A Fire Chief hired prior to July 1, 2000.

B. Tier II Employees. Tier II Employees are full-time employees hired by the City as follows: (1) Miscellaneous employees hired on or after January 1, 1999, (2) A Police Chief hired on or after January 1, 2000; and (3) A Fire Chief hired on or after July 1, 2000.

ARTICLE II - BENEFITS
Section 2.1 - Medical Insurance
The City contracts with the California Public Employees’ Retirement System (CalPERS) for the provision of medical insurance. All employees shall receive the CalPERS statutory minimum (i.e., the amount required under the Public Employees’ Medical and Hospital Care Act (PEMHCA) which is $158 for calendar year 2025 and a yet to be determined amount for subsequent calendar years).

The City contracts to provide dental insurance (currently with Delta Dental) with both an HMO and PPO plan option available for employees to choose.

The City contracts to provide vision insurance (currently with EyeMed) for employees to choose.

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7 Effective January 1, 2025, all employees shall receive the amounts below for the purchase of cafeteria plan benefits. This includes medical, dental and vision insurance. These amounts include the CalPERS statutory minimum as well as an additional amount provided under the City’s Section 125 Cafeteria Plan:
(1) $978 per month for Members electing Employee only coverage; (2) $1,956 per month for Members electing Employee plus one dependent coverage; or (3) $2,579 per month for Members electing Employee plus two or more dependents coverage.

The City’s provision of funds for health insurance is provided through the Cafeteria Plan. If an employee enrolls in health benefits that cost more than the amount provided by the City above, the employee will be responsible for payment of such additional sum.

Section 2.1.1 - Medical Insurance Opt-Out
Eligible Opt-Out Arrangement: Upon providing reasonable evidence of alternative coverage as required by the ACA’s Eligible Opt-Out Arrangement rules (below), employees shall be entitled to the following dollars in the first two pay periods each month in taxable cash, in lieu of the amount provided in Section 2.1 above:
(a) $300.00 ($600 per month) for Employee + 2 or more dependents (b) $200.00 ($400 per month) for Employee + 1 dependent (c) $100.00 ($200 per month) for Employee Only
The employee may choose to allocate any portion of the Opt-Out Amount toward dental and/or

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8 vision insurance premiums for enrollment in a City dental and/or vision plan, or take the OptOut Amount or any portion thereof in taxable cash. If the employee uses any portion of the Opt-Out Amount toward the City’s dental and/or vision insurance, such payment will be pretax.

Employees who opt out of City provided insurance benefits must show proof of enrollment in another medical insurance plan that meets the ACA “affordability” criteria.

In order to qualify for this election, the employee must meet all of the following requirements:

If an employee who is currently opting out fails to make an election for opt out during open enrollment, the employee will be enrolled in a medical insurance plan, lowest cost employee only plan. This default allocation shall not be subject to change.

Section 2.1.2 - Family Medical Leave Act/California Family Rights Act – Medical Insurance
The City will pay to PERS the medical insurance premiums normally paid on behalf of that Executive Group employee, for up to 12 weeks, when an employee qualifies for leave per the Family Medical Leave Act (FMLA) and/or the California Family Rights Act (CFRA).

Section 2.2 - Retiree Medical Insurance
(A) Tier I Retirees:
(1) The City agrees to provide medical insurance premium payments for employees who retire from the City of Corona for the Retiree and their eligible dependents. a. Employees Who Retired Before January 1, 2006: The premium payment shall be paid to the Retiree as a direct deposit each month. The City pays the CalPERS statutory minimum ($158 per month for 2025 and a yet unknown amount beyond 2025) directly to CalPERS and then direct deposits the difference between the statutory minimum and the cost of the monthly premium for the medical insurance plan chosen by the Retiree. The payment for medical is then deducted from the

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9 employee’s retirement check. The payment shall include reimbursement for premiums paid to Social Security for health insurance through Medicare once a year at the end of the year.
b. Employees Who Retired After January 1, 2006 or Who Will Retire In the Future:

The premium payment shall be paid to the Retiree as a direct deposit each month.

The City pays the CalPERS statutory minimum ($158 per month for 2025 and a yet unknown amount beyond 2025) directly to CalPERS and then direct deposits the difference between the statutory minimum and plan chosen by the employee. The payment for medical is then deducted from the employee’s retirement check. The maximum the City will pay is equal to the monthly premium for the second highest costing family plan available under PEMHCA for Riverside County (currently Region 3) and the Medicare Part B cost once enrolled in Medicare (which is done by CalPERS at age 65). If the employee chooses a plan that costs less than the second highest (in cost) plan, the City will pay the difference between the CalPERS statutory minimum and the plan chosen. If the Retiree enrolls in the highest cost medical plan, the City will direct deposit the difference between the statutory minimum and the second highest cost medical plan and the Retiree will be responsible for payment of the premium between the second highest and highest cost plan.

The City hereby affirms its intent to protect the retirement health benefits of Tier I Retirees, who remain continuously employed by the City.

Tier 1 lifetime health benefits will not be revoked by future members of management, or City Councils.
(2) Cafeteria Plan; Flexible Benefit Allowance for Retirees.

The City will provide an annual allowance in the amount of fifteen hundred dollars ($1,500) to Employees within the Executive Group who were hired by the City prior to January 1, 1999 if and when they retire from the City. This allowance is to be used for the purchase of nontaxable benefits and/or taxable benefits offered under the Cafeteria Plan. Benefits available under the Cafeteria Plan are as follows:
• Health, dental or vision insurance
• Reimbursement of eligible medical expenses
• Reimbursement of eligible dependent care expenses
• Taxable cash payment
Employees hired by the City after January 1, 1999 will not receive this benefit if they retire from the City.
(B) Tier II Retirees: These employees who retire from the City of Corona and enroll in a medical

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10 plan offered through PEMHCA shall have the City pay the CalPERS annual statutory minimum (toward their retiree medical benefit). These employees will be responsible for paying the remainder of any premiums for medical plans to which such employees (who will then be retirees) enroll. The City will not reimburse Tier II Retirees for premiums paid to Social Security for health insurance through Medicare.

Section 2.2.1 - Retiree Health Alternative - Tier I Employees In lieu of receiving the City’sretiree medical benefit in Section 2.2 above, a Tier I Employee who retires from the City under the CalPERS system shall have the option of receiving an annual $6,000 contribution, at a rate of $500 per month, paid to a City-provided health care reimbursement plan on behalf of such retiree for the purpose of receiving reimbursements of qualifying health care expenses under Sections 105(b) and 213(d) of the Internal Revenue Code. To receive this benefit, a retiree must forfeit participating in any of the health benefit plans available to retirees of the City for the plan year in which such retiree elects to receive the contribution. Such retirees needing to re-enroll as a result of a COBRA “qualifying event” may do so on the first day of the month following that event, while those choosing to re-enroll in the absence of a “qualifying event” may re-enroll during the next open enrollment period, unless the retiree has never participated in a CalPERS health plan. Tier II Employees who retire from the City under the CALPERS system shall not be eligible for this alternative.

Section 2.2.2 - Retirement Healthcare Savings
The City shall deposit into the Retirement Healthcare Savings Account of each Tier II Employee $500 per quarter into the Nationwide Retirement Health Savings Account.

Section 2.3 - IRS Section 125 Cafeteria Plan with Flexible Spending Accounts Section 125 of the Internal Revenue Code authorizes an employee to reduce taxable income for payment of allowable expenses such as dependent care and medical expenses through flexible spending accounts (“FSAs”). The City has enabled employees to participate in a health care flexible spending account (“Health FSA”) (which qualifies as a self-insured medical reimbursement plan under IRC section 105) and a dependent care flexible spending account under IRC section 129 (“Dependent Care FSA”). Employees are not required to participate in either FSA, but the City has provided employees with an opportunity to do so. An employee who participates in either FSA, may submit claims for eligible medical or eligible dependent care expenses, accordingly, to be paid or reimbursed on a pre-tax basis. The taxable salary of the employee will be reduced by the amount an employee elects to direct to their Health Care FSA and/or Dependent Care FSA, up to the maximum limits permitted by law.

Section 2.4 - Medicare Contribution
The City agrees to pay the employee’s Medicare Contribution of 1.45%.

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11 Section 2.5 - Disability Insurance.

Section 2.5.1 - Short Term Disability Insurance
The City shall provide a short-term disability insurance plan to each employee who, due a medical condition, qualifies for benefits under the plan. This plan shall contain the following provisions:
• Benefit level shall be 55% of pre-disability earnings as defined by the carrier. • 90 calendar day benefit period (Includes 7 calendar day benefit waiting period before benefits are provided).
• Monthly maximum benefit of $10,000.00
Employees may use accrued paid leaves to supplement payments received by the plan.

However, employees may not receive more than 100% of their gross regular wages.

Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

Section 2.5.2 - Long-Term Disability Insurance
The City shall provide a long-term disability insurance plan to each employee who, due a medical condition, qualifies for benefits under the plan. This insurance plan shall contain the following provisions:
• Benefit level shall be 66 2/3% of pre-disability earnings as defined by the carrier; • Monthly maximum benefit of $10,000.00
• Elimination Period (waiting period): 90 days
Employees may use accrued paid leaves (including sick leave) to supplement payments received by the plan. However, employees may not receive more than 100% of their gross regular wages.

Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

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12 Section 2.6 - Life Insurance & Accidental Death and Dismemberment Insurance Plans The City shall provide life insurance coverage for employees equal to five and one-half times the employee’s annual base pay up to a maximum of $750,000.

Any disputes regarding eligibility for benefits shall be dealt with between the employee and the carrier.

Employees shall be provided the carrier’s Certificate of Coverage upon request.

Section 2.6.1 - Retiree Life Insurance
The City shall provide a Life Insurance policy of $50,000 to all employees who retire from the City. The Policy shall remain in force until the retiree reaches the age of 70. Any disputes regarding eligibility for benefits shall be addressed between the employee and the carrier.

Section 2.7 - Deferred Compensation
All employees may open a deferred compensation account (per IRS Code section 457) and make pre-tax or post-tax (ROTH) contributions into it up to the maximum permitted by law based on their age.

Loans to employees from their deferred compensation accounts shall be regulated by applicable laws and pursuant to the rules and regulations of the deferred compensation plan administrator.

Section 2.8 – Retirement Benefit
The City contracts with the California Public Employees’ Retirement System(“CalPERS” or “PERS”) for retirement benefits.

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13 A. For “Classic Member” Employees

1. Retirement Formula: 2.7% at 55 retirement formula for miscellaneous employees (nonsafety) set forth in California Government Code Section 21354.5. 3% at 50 retirement formula for Police and Fire (safety) set forth in California Government Code Section 21362.2.

2. Single Highest Year: "Single Highest Year" retirement benefit per Government Code section 20042.

3. Payment of Employee/Member Contribution: Classic miscellaneous member employees pay eight percent (8%) compensation earnable as their Member Contribution. Classic safety member employees pay nine percent (9%) compensation earnable as their Member Contribution. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

4. Cost Sharing – Classic member employees Police and Fire Chiefs pay an additional one and one half percent (1.5%) compensation earnable for their retirement contribution as cost sharing in accordance with Government Code section 20516(f). The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee cost-sharing contribution is made on a pre-tax basis.

B. For “New Members” As Defined By the Public Employees’ Pension Reform Act of 2013 (PEPRA)

1. Retirement Formula: 2% at 62 formula for miscellaneous member employees provided per Government Code section 7522.20(a). 2.7% at 57 formula for safety member employees provided per Government Code section 7522.25(d).

3. Payment of Employee/Member Contribution: One-half of the total normal cost of the plan, as defined by CalPERS. This amount is determined by CalPERS each year in its annual valuation. The City has adopted the CalPERS resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee contribution is made on a pre-tax basis.

4. Cost Sharing – PEPRA safety member, Fire Chiefs, pay an additional one and one half percent (1.5%) compensation earnable for their retirement contribution as cost sharing in accordance with Government Code section 20516(f). The City has adopted the CalPERS

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14 resolution in accordance with IRS Code section 414(h)(2) to ensure that the employee cost- sharing contribution is made on a pre-tax basis.

C. Additional Optional Benefits
The following list of optional benefits reflect what is currently in the City’s contract with CalPERS.

1. 1959 Survivor's Benefit: The City’s contract with CalPERS provides Level 4 coverage (except the Police Chief who has Level 3 coverage) under the 1959 Survivor's Benefit per Government Code section 21574. Employees pay the employee premium for this benefit and the employer cost for the difference between the Level 3 and Level 4 survivor benefits.

2. Pre-Retirement Option 2W Benefit: The City’s contract with CalPERS provides for PreRetirement Optional 2W Benefit as set forth in Government Code Section 21548.

3. Military Service Credit: The City’s contract with CalPERS provides the Military Service Credit option set forth in Government Code section 21024.

4. Cost of Living Allowance: The City’s contract with CalPERS provides the benefit known as the 2% Cost of Living Allowance Increase as set forth in Government Code section 21329.

5. Retired Death Benefit: The City’s contract with CalPERS provides the $500 Retired Death benefit as set forth in Government Code section 21620.

8. Post Retirement Survivor Allowance: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code sections 21624, 21626, and 21628.

9. Post Retirement Survivor Allowance to Continue After Remarriage: The City’s contract with CalPERS provides the Post Retirement Survivor Allowance as set forth in Government Code section 21635.

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15 11. Prior Service: The City’s contract with CalPERS provides the prior service benefit as set forth in Government Code section 20055.

12. Local Fire Fighter – The City’s contract provides for the benefit in Government Code § 20434 – “Local Fire Fighter” for the Fire Chief.

An individual who becomes a member of any public retirement system for the first time on or after January 1, 2013, and who was not a member of any other public retirement system prior to that date.

An individual who was an active member in a retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer.

Classic Member: CalPERS refers to all members who do not fit the definition of new member as a classic member.

Section 2.9 - Tuition Reimbursement
The City recognizes the value of an educated workforce and encourages employees to pursue higher education. Pursuant to City Administrative Policy 01400.012 (Tuition Reimbursement) (“Tuition Reimbursement Policy”), which is subject to City Council budgetary discretion and which the City may amend in its sole discretion, the City has adopted a plan to provide financial reimbursement for tuition and textbooks for job related college courses. It is a plan in which the City participates with the employee in financing specific job related courses leading to an appropriate degree or certificate. Employees shall use their off-duty hours in the pursuit of higher education.

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16 shall not apply.

Section 2.9.1 - Pre-Approval
Unit members must apply for and receive written approval from Human Resources prior to enrolling in classes at an educational institution with accreditation granted by an institutional or specialized accrediting body recognized by the U.S. Department of Education or the Council for Higher Education Accreditation.

Section 2.9.2 – Reimbursable Costs
The costs eligible for reimbursement are limited to tuition and books (including e-books and e-library fees) required for the course.

Section 2.9.4 – Procedure

5. Employees must attain a grade of "C” or better for undergraduate courses and a grade

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17 of "B” or better for graduate courses. Those undergraduate courses taken for "credit" will be reimbursed so long as units are accrued at the rate of a "C" grade for undergraduate courses.

6. City vehicles shall not be used for transportation to and from courses unless incidental to the employee’s regular commute.

ARTICLE III - LEAVES
Section 3.1 - Annual Leave
Section 3.1.1 - Definition
Annual Leave is compensated absence for employees who are absent from duty because of illness, injury, medical, or dental care appointments, or personal vacation.

Section 3.1.2 - Annual Leave – Accrual
A. Each biweekly pay period, Annual Leave hours earned are posted to the account of each employee’s account. Employees shall accrue Annual Leave as follows:

B. “Years of Service” for the purposes of determining annual leave accrual rates for Section

3.1.2 may include years of relevant service with other employers, as determined by the City Manager in his/her sole discretion.

C. Pursuant to Corona Municipal Code Section 2.40.105, when entering the City as an Years of
Service
Accrual
Per PP
Annual
Accrual Years of Service
Accrual
Per PP
Annual
Accrual
Year 1 8.85 230 Year 14 11.35 295
Year 2 9.04 235 Year 15 11.54 300
Year 3 9.23 240 Year 16 11.73 305
Year 4 9.42 245 Year 17 11.92 310
Year 5 9.62 250 Year 18 12.12 315
Year 6 9.81 255 Year 19 12.31 320
Year 7 10.00 260 Year 20 12.50 325
Year 8 10.19 265 Year 21 12.69 330
Year 9 10.38 270 Year 22 12.88 335
Year 10 10.58 275 Year 23 13.08 340
Year 11 10.77 280 Year 24 13.27 345
Year 12 10.96 285 Year 25 and beyond 13.46 350
Year 13 11.15 290

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18 Executive Employee (someone who is not a current City employee prior to entering the Executive Group), the City Manager also has authority to negotiate to allow a "bank" of leave time not exceeding one hundred and sixty (160) hours which the person receives upon beginning employment with the City.

Section 3.1.3 - Use of Annual Leave
a. Employee’s schedule Annual Leave for themselves by submitting requests to use their Annual Leave to the City Manager or Assistant City Manager (ACM). The City Manager or designee is responsible for arranging Executive Group leave schedules so that adequate personnel are available to carry on necessary City work. When practical, employees should be permitted to schedule Annual Leave at times most acceptable to the employee. In large departments the choice of vacation times should be arranged according to seniority or some other equitable method.
b. Employees who use Annual Leave time for illness or injury are required to call, text or email the City Manager or Assistant City Manager. The City Manager or ACM may request documentation from a medical provider supporting the use of leave.
c. An employee who files a workers’ compensation claim where the question of industrial causation is delayed or the claim is not accepted by the City, may use their Annual Leave for the time they are unable to work because of their injury or illness.
d. An employee may not use more Annual Leave than they have accrued on the day prior to its first use. Employees will continue to accrue Annual Leave while the employee is on any paid leave in a pay period, but do not accrue Annual Leave if on an unpaid leave for the entire pay period.
e. Employees may use Annual Leave for the illness of a child, parent, spouse, registered domestic partner, sibling, grandchild, grandparent, or designated person per Labor Code sections 233 and 245.5.

Section 3.1.4 – Cash Out or Conversion of the Value of Annual Leave There are three situations described below when an employee may have their Annual Leave cashed out, converted to deferred compensation, or deposited to their Retirement Health Savings Account (RHS) by the City. All Annual Leave cashed out or converted to deferred compensation or RHS plan in this section will be valued at employees’ base hourly rate of pay for employees in Tier II, and base hourly rate of pay plus the 3% Longevity Pay for employees in Tier I.

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19 Section 3.1.4.1 - Maximum Accrual of Annual Leave – Conversion above 960 hours:

At the end of the last day of the last pay period that ends in each calendar year, beginning with the last pay period in calendar year 2024, if an employee has accrued more than 960 hours of Annual Leave, the Annual Leave hours in excess of 960 hours will be converted to the monetary equivalent as described in Section 3.1.4, and the employee shall have the following choices:
1) Have the dollar value placed in the City’s Retirement Healthcare Savings (RHS) Account currently provided by Nationwide on the employee’s behalf; or 2) Have the dollar value placed in the employee’s deferred compensation account up to the maximum permitted by law. Any employee who chooses this option must advise Human Resources no later than December 1 each year. If the employee does not advise the City of this option by December 1, the value of the excess Annual Leave will be placed in the employee’s RHS account.

Employees who have informed the City that they will be retiring or separating from the City will have the option to convert annual leave hours above 960 subject to the options outlined in section 3.1.4.1 or 3.1.4.2.

Section 3.1.4.2 - Separation from the City
Employees separating from the City have the following options regarding their accrued Annual Leave:

1. Paid in cash: Employees can be paid (as taxable wages) for their accrued Annual Leave as described in Section 3.1.4.

2. Deferred Compensation: Employees may make an election at least one pay period prior to separation to contribute the value of accrued Annual Leave to the employee’s deferred compensation account provided under the City’s 457(b) plan. Contributions of Annual Leave to the 457(b) plan may not cause the employee to exceed the maximum annual deferral limitation for the year in which the contribution is made. If an employee chooses this option, any accrued Annual Leave that exceeds the maximum annual deferral limitations will be paid to the employee as a taxable cash payment.

3. Retirement Healthcare Savings (RHS): Employees may choose to have the dollar value placed in the City’s Retirement Healthcare Savings (RHS) Account currently provided by Nationwide on the employee’s behalf.

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20 4. Split between Cash, Deferred Compensation, and/or RHS: Employees may elect to receive any portion of the value of their accrued Annual Leave as taxable cash with the remainder going into their deferred compensation account, up to the maximum amount permitted under the IRS Code, and/or the City’s Retirement Health Savings (RHS) Account.

Section 3.1.4.3 Irrevocable Election to Cash Out Annual Leave On or before December 31 of each calendar year, the first year being 2024, an employee may make irrevocable elections to cash out Annual Leave that will be earned in the following calendar year. The employee must have a balance of at least 80 hours of annual leave remaining after each cash out. Annual leave cashed out can be taken in the following ways or in a combination of these options, as determined by the employee when making the irrevocable election:
1) The dollar value can be paid to the employee in cash as taxable wages; or 2) The dollar value can be placed in the Retirement Health Savings (RHS) Account on the employee’s behalf, up to the maximum deferral limitation permited by the plan for the year; or
3) The dollar value placed in the employee’s deferred compensation account up to the maximum permitted by law.

Section 3.1.5 - Donating Annual Leave
Employees may donate annual leave to their fellow employees per requirements of the City’s Voluntary Donation of Annual Leave Policy.

Section 3.1.6 - Using Annual Leave Prior to Retirement
An employee who has informed the City of their retirement has the option to delay the date of their retirement by up to a maximum of two months (i.e., they can use up to two months of their Annual Leave) and cash out any remaining accrued Annual Leave as provided in this Resolution.

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Executive Resolution No 2024-118
2025-2027
21 Section 3.1.7 - Annual Leave – Tier I Employees
For Tier I employees, cash out or donation of Annual Leave shall be at a rate that includes both their base rate and their Tier I Longevity Pay, i.e., the additional three percent (3%).

Section 3.1.8 – Annual Leave – Early Retirement Notification Incentive In order to provide an effective leadership transition and to allow adequate time for the City to undertake appropriate succession planning, Executive employees who provide early notification of their intent to retire from the City will be eligible for additional annual leave time credited to their accrued leave bank. In order to qualify for this incentive, notification of the employee’s separation and retirement dates must be given in writing to both Human Resources and the City Manager in the form of an irrevocable letter of resignation with the intent to retire. The City Manager or his/her designee may approve any amendments to the letter as he/she deems necessary.

The additional annual leave time will be credited as follows:

A. The employee will receive 10 hours of annual leave for every full calendar month of notice provided prior to the retirement date, up to a maximum of 120 hours credited for a full year of early notice.

B. Early notification incentive leave hours will be deposited to the employee’s annual leave bank during their final pay period before the effective date of the employee’s retirement date provided in the notice.

Section 3.2 - Holidays
Section 3.2.1 - Schedule
The following holiday schedule shall be applicable to all employees:

A. January 1st - New Year’s Day
B. Third Monday in January - Martin Luther King Day
C. Third Monday in February - “President’ day”
D. Last Monday in May - Memorial Day
E. June 19 - Juneteenth
F. July 4th - Independence Day
G. First Monday in September - Labor Day
H. November 11th, - Veterans Day
I. Thanksgiving Day
J. Friday immediately following Thanksgiving Day
K. December 24th- Christmas Eve
L. December 25th - Christmas Day

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Executive Resolution No 2024-118
2025-2027
22 M. December 31st New Year’s Eve
N. One floating holiday
O. Every day appointed by Mayor as a holiday, with the consent of the City Council, except for every day on which an election is held throughout the State Section 3.2.2 – Holidays - Additional Provisions
All holidays in the above list will be observed on the actual day of the holiday except for holidays that occur on a Sunday. For holidays that occur on a Sunday the observed day shall be the following Monday.

If the observed holiday falls on an employee’s regular workday, and the employee does not work on that day, they shall be paid for their regularly scheduled hours, up to ten (10) hours.

If the employee is required to work on a holiday, in addition to being paid for the day, the employee shall accrue ten (10) hours of Annual Leave.

For holidays that fall on the employee’s regular day off, they shall accrue ten (10) hours of Annual Leave.

The floating holiday will be provided as a bank of 10 hours during the first full pay period of the calendar year. These hours cannot be carried over from year to year and cannot be cashed out.

Section 3.3 – In Lieu Leave
Employees shall receive 40 hours of In Lieu Leave at the beginning of each quarter (January 1 – March 31, April 1 – June 30, July 1 – September 30, and October 1 – December 31) based on a calendar year. As permitted by Labor Code section 227.3, although no amount of In Lieu Leave ever has cash value, up to 120 hours of In Lieu Leave that has been accrued, but unused, as of the last payroll period of any calendar year shall carry over to the next calendar year. Any hours exceeding 120 shall not carry over to the next calendar year. An employee who becomes eligible for In Lieu Leave in the middle of a quarter (i.e., they are hired or promoted into the classification in the middle of a quarter) shall earn 6.15 hours of In Lieu Leave per pay period until the end of the quarter. At the beginning of the next quarter, they shall accrue 40 hours of In Lieu Leave.

Section 3.3.1 - Use of In Lieu Leave
A. The employee must request and obtain approval from the City Manager or Assistant City Manager to use In Lieu Leave as they would request Annual Leave. Requests will be approved if the department’s schedule can accommodate the request.

B. The employee shall only use In Lieu Leave hours that have been previously accrued during the calendar year. The employee shall not be permitted to have a negative balance or use In Lieu Leave the employee has not yet accrued.

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2025-2027
23 C. In Lieu Leave cannot be donated to another employee.

D. The employee cannot use more than 40 hours of In Lieu Leave upon separation from employment or retirement to extend the employee’s date of separation or retirement.

Section 3.4 - Compassionate Leave
Compassionate Leave: Paid leave for up to (5) days, not to exceed 40 hours, may be granted to an employee in the case of death in their family. Family is defined as: spouse, parents (natural, adopted or step), legal guardians, siblings, children (natural, adopted or step), grandparents, grandchildren, current in-laws(brother,sister, mother, father,son, daughter or grandparents). Compassionate leave does not need to be used consecutively, but may be broken up over multiple, non-consecutive days, not to exceed six months after the death of the family member.

Section 3.5 - Jury Duty and Witness Leave
Section 3.5.1 - Jury Duty
1) An employee who is called for jury duty shall be compensated (as though they were working) for those hours of absence due to the jury duty that occurs during the employee’s regularly scheduled working hours. Employees are required to provide documentation to Human Resources that they are on jury duty and once completed, provide documentation from the court that they have completed their jury duty service. This documentation is necessary for employees to receive pay for jury duty.
2) If an employee is required to be absent from work to report for jury duty, the employee will notify the City Manager of the absence as soon as possible. 3) An employee who is called to jury duty on a non-working day will not receive compensation or be authorized to change their schedule as a result of being called to jury duty.

Section 3.5.2 - Witness Leave
Any employee who is required to serve as a witness pursuant to a lawful subpoena in any judicial or quasi-judicial proceeding in a manner related to City business shall be allowed time off without loss of pay to perform such duties. All fees to which the employee is entitled by law for such services shall be paid (less transportation allowance, if any) to the City. Per California Labor Code Section 230(b), an employee shall be allowed time off without pay (unless approved Annual Leave is used) to appear at a matter outside the scope of their employment in which the employee is a party.

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2025-2027
24 ARTICLE IV - COMPENSATION
Section 4.1 - Salary Table; Salaries
The salary range for Executive Group employees shall be provided in the City’s salary schedule, as such table may be amended from time to time; those salaries through calendar year 2027 are indicated in Attachment A. The specific base salary to be paid to individual Executive Group employees shall be provided in an at-will employment agreement executed between the City Manager and employee, which amount shall be within the approved range for their position.

Section 4.2 - Merit Increase Effective Date
Each classification shall be assigned a salary range. The minimum time before which an employee may advance within the assigned salary range is one (1) year, except that the City Manager, within their discretion may advance an employee sooner if it is determined that such advancement is appropriate. Merit increases based upon annual performance evaluations shall be implemented based upon the employee's anniversary date. An employee whose overall performance rating is “Satisfactory” or better shall be advanced five percent (5%) up to the top of the classification’s range.

Section 4.3 - Special Compensation - Police Marksmanship Proficiency The City will pay the Police Chief $16.15 per period, for meeting the marksmanship proficiency standards established by the Police Department. The Police Chief must have worked at least one day during the pay period during which the marksmanship proficiency pay is to be issued (or was on Annual Leave or workers’ compensation status) in order to receive the benefit. If the Police Chief, due to an accepted industrial injury, is unable to participate in the marksmanship proficiency testing, an extension of up to twenty-six (26) pay periods, to include the first quarter in which the Police Chief is unable to test, will be granted. Once an extension has been approved, the Police Chief will continue to receive the marksmanship proficiency pay until such time they are returned to duty and are able to test, or the twenty-six (26) pay period extension has been exhausted. Once the twenty-six (26) pay period extension is exhausted, the Police Chief will be required to test only if medically able, or will not be eligible to receive the pay. If the Police Chief resigns, retires, or otherwise terminates employment prior to the date the benefit is paid will not be entitled to a prorated payment.

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2025-2027
25 Section 4.4 - Special Compensation - Police P.O.S.T. Certification Pay The City will pay the Police Chief $1,396.25 per month ($644.42 per pay period) for obtaining and retaining a management level P.O.S.T certificate.

Section 4.5 - Special Compensation – Longevity Pay
In recognition of an employee’s length of full-time service to the City of Corona, employees who qualify under the following schedule will receive one twenty-sixth (1/26th) of the following amounts paid biweekly as part of the regular payroll:

Years of Full-Time Service to the City of Corona: Amount Five (5) but fewer than ten (10): $1,400.00
Ten (10) but fewer than fifteen (15): $1,600.00
Fifteen (15) but fewer than twenty (20): $1,800.00
Twenty (20) or more: $2,000.00
In addition to the longevity benefit set forth above, Tier I members shall receive an additional three percent (3%) of base hourly rate for Longevity Pay paid biweekly as part of the regular payroll.

Section 4.6 - Special Compensation – Bilingual Pay
The City shall pay $322.50 per month to employees for Bilingual Pay. If an employee becomes eligible for bilingual pay for less than a full month, the monthly amount shall be pro-rated accordingly. All employees are eligible to receive bilingual pay. An employee receiving bilingual pay will be required to speak the alternate language in the course and scope of their employment and may be asked to assist in translating even if unrelated to their specific job duties.

Section 4.7 - Special Compensation – Public Safety Uniform Allowance; Safety Vest.

A. The City shall provide a uniform allowance of $84.62 per pay period for the Fire Chief.

The Fire Chief is required to use their uniform allowance to maintain their uniforms and purchase new uniforms.

B. The City shall provide a uniform allowance of $132.31 per pay period to the Police Chief. The Police Chief is required to use their uniform allowance to maintain their uniforms and purchase new uniforms.

C. The City will reimburse the Police Chief for the cost of a ballistic safety vest up to

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Executive Resolution No 2024-118
2025-2027
26 $1,150.00 once every five (5) years. When due a vest replacement, the Police Chief will be notified by the Personnel and Training division that they are due for replacement. The Police Chief will be given the option of being given a voucher or being reimbursed by receipt for a replacement vest that meets department protection standards. The department will maintain a list of manufacturers providing the appropriate level vest in the established price range. Any upgrade beyond the approved amount will be the financial responsibility of the Police Chief.

Section 4.8 - Special Compensation – Working Out of Class For operational reasons, employees may be assigned to work in a classification with a higher salary range than their own classification if the employee concurs. If such an assignment is made the employee shall be paid at the "first" step of the higher classification’s salary range or seven and one-half percent (7.5%) more than the employee’s actual compensation salary, whichever is greater, for the entire time served in the higher classification. However, in no case shall the salary paid to the employee working out of class be higher than "top" step of the classification being worked. Employees whose job description duties state that they “act” in the absence of their supervisor do not qualify to receive out of class pay, unless that position is vacant and/or it is a long-term assignment in the discretion of the City Manager. In such a case, the employee should be placed in the position in an “acting” capacity by memo and not be paid out of class.

Section 4.9 - Auto Allowance and Assigned Vehicles
The City Manager shall have the authority, but not the obligation, in their sole discretion, to provide an auto allowance or City-assigned vehicle to an employee. If the City Manager elects to provide either one, they shall include an appropriate provision in the at-will employment agreement executed between the City Manager and employee.

A. Auto Allowance. Employees shall be provided an auto allowance of $480 per month.

B. City-Assigned Vehicle. If the City Manager chooses to provide a City vehicle for the exclusive use of an employee, the City will maintain and provide fuel for the vehicle at the City’s facilities. The vehicle shall not be operated by persons other than the assigned employee, except that other employees of the City may use the vehicle for official City business with the consent of the assigned employee. The City understands that since the employee will remain on-call at all times, the vehicle may be used for personal as well as official business.

C. Mileage Reimbursement. If the City Manager chooses not to provide an auto allowance or assigned vehicle to an employee, the employee may submit reimbursement requests for mileage used in their personal vehicle for official City business. The reimbursement rate shall be the current I.R.S. allowable rate, and all reimbursements and documentation supporting the same shall be in accordance with City policy.

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2025-2027
27 ARTICLE V - MISCELLANEOUS PROVISIONS
Section 5.1 - Layoff Procedure
An employee could be subject to lay off for lack of work, budgetary reasons, technological changes or other City actions that necessitate a reduction in the work force.

Section 5.1.1 - Notice of Layoff
Employees subject to layoff shall be given written notice of layoff not less than one month prior to the effective date or shall be paid severance pay of 160 hours at the employee’s base hourly rate and shall be advised of their reemployment rights. Employees who have accrued Annual Leave will be paid off for their accrued annual leave on their final check.

Section 5.1.2 - Bumping Rights
An employee subject to layoff shall be entitled to bump to a position in a classification they previously held if they have more overall City seniority in such classification (which includes time in the previous held classification and time in class as a supervisor) and held regular status (i.e., they passed probation) in such classification. The employee seeking to bump must meet the current minimum qualifications for the classification into which they seek to bump and be capable of performing the duties of the classification. The bumped employee shall be laid off unless they have the ability to bump another employee subject to the same requirements of the initial employee who was able to bump.

Section 5.1.3 - Reemployment
Laid off employees or those who used bumping rights shall be placed on a reemployment list for the classification they held at the time they were laid off. The reemployment list shall exist for two (2) years at which time it will expire.

An employee who has been laid off and is re-employed within two (2) years from the effective date of their layoff shall be entitled to:

1. Restoration of seniority accrued prior to layoff.

2. The same Annual Leave accrual rate that was in effect prior to layoff.

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28 3. Placement on the salary range at the same location held prior to layoff if the employee is reinstated to the same job classification from which they were laid off.

Section 5.2 - Employee Assistance Program (EAP)
The City will provide an Employee Assistance Program (“EAP”) to all employees free of charge. This counseling service will provide immediate 24-hour assistance in crisis situations, as well as counseling and referral services for employees and immediate family members who are experiencing personal, marriage, family, work, substance abuse, or financial problems. Note that the City may provide, in its sole discretion, an enhanced EAP for Police Department employees including the Police Chief.

Section 5.3 - Fitness for Duty Examinations
An employee may be required to participate in a fitness for duty medical examination with City physician if a determination is made that the examination isjob-related and consistent with business necessity. The examination may only be requested by a department head, with approval of the Human Resources Department. Such an examination will only be required if it is determined based on objective evidence that the employee is suffering from an injury or illness that may be rendering them unable to perform the essential functions of their job.

Section 5.4 - Severability
If any provision of this Resolution, or the application of such provision to any person or circumstance, shall be held invalid, the remainder of this Resolution, or the application of such provision to persons or circumstances other than those as to which it is held invalid, shall not be affected thereby.

Section 5.5 - Repeal of Prior Actions
By adoption of this Resolution, all prior resolutions or approved compensation and benefit documents for the employees in this Executive Group shall be deemed repealed to the extent inconsistent with this Resolution, including Resolution 2022-0015 approved on March 2, 2022.

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29 ATTACHMENT A – Classifications and Salaries
Title Range
Bottom
Monthly
Salary
Top Monthly
Salary Range
Bottom
Monthly
Salary
Top Monthly
Salary Range
Bottom
Monthly
Salary
Top Monthly
Salary
Assistant City Attorney 417 18,851 $ $ 22,914 438 20,933 $ $ 25,444 444 21,568 $ $ 26,217 Assistant City Manager 431 20,214 $ $ 24,571 455 22,785 $ $ 27,695 461 23,477 $ $ 28,536 Chief Deputy City Attorney 375 15,288 $ $ 18,583 395 16,892 $ $ 20,532 401 17,405 $ $ 21,156 Chief Information Officer 386 16,151 $ $ 19,631 407 17,934 $ $ 21,799 413 18,479 $ $ 22,461 Chief of Police 424 19,521 $ $ 23,728 448 22,003 $ $ 26,745 454 22,671 $ $ 27,557 Chief Talent Officer 375 15,288 $ $ 18,583 395 16,892 $ $ 20,532 401 17,405 $ $ 21,156 Community Services Director 380 15,674 $ $ 19,052 395 16,892 $ $ 20,532 401 17,405 $ $ 21,156 Economic Development Director 375 15,288 $ $ 18,583 395 16,892 $ $ 20,532 401 17,405 $ $ 21,156 Finance Director 386 16,151 $ $ 19,631 407 17,934 $ $ 21,799 413 18,479 $ $ 22,461 Fire Chief 424 19,521 $ $ 23,728 448 22,003 $ $ 26,745 454 22,671 $ $ 27,557 Planning & Development Director 386 16,151 $ $ 19,631 407 17,934 $ $ 21,799 413 18,479 $ $ 22,461 Public Works Director 386 16,151 $ $ 19,631 407 17,934 $ $ 21,799 413 18,479 $ $ 22,461 Senior Deputy City Attorney 365 14,545 $ $ 17,679 385 16,070 $ $ 19,533 391 16,558 $ $ 20,127 Utilities Director 409 18,114 $ $ 22,017 438 20,933 $ $ 25,444 444 21,568 $ $ 26,217 Effective December 28, 2024 Effective December 27, 2025 Effective December 26, 2026

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Executive Resolution No 2024-118
2025-2027
30 Section 5.6 - Certification; Effective Date.

The City Clerk shall certify as to the adoption of this Resolution, and it shall be effective as of December 28, 2024.

PASSED, APPROVED, AND ADOPTED 18th day of December, 2024.

Mayor of the City of Corona, California
ATTEST:

Sylvia Edwards, City Clerk
City of Corona

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Executive Resolution No 2024-118
2025-2027
31 CERTIFICATION
I, Sylvia Edwards, City Clerk of the City of Corona, California, do hereby certify that the foregoing Resolution 2024-118 was regularly introduced and adopted by the City Council of the City of Corona, California, at a regular meeting thereof held on the 18th day of December, 2024 by the following vote of the Council:

AYES:

NOES:

ABSENT:

ABSTAINED:

IN WITNESS WHEREOF, I have hereunto set my hand and affixed the official seal of the City of Corona, California, this 18th day of December, 2024.

Sylvia Edwards, City Clerk
City of Corona

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CITY OF CORONA

AMENDED AND RESTATED

EMPLOYMENT AGREEMENT
FOR

NON-REPRESENTED EMPLOYEE

CITY MANAGER

1. PARTIES AND DATE.

This Agreement (hereinafter referred to as the "Agreement") is made and entered into this 18th day of December 2024 by and between the CITY OF CORONA, a municipal corporation (hereinafter referred to as "City") and JACOB ELLIS (hereinafter referred to as "Employee"), in order to provide in writing the terms and conditions of employment. City and Employee are sometimes individually referred to herein as "Party" and collectively as "Parties" throughout this Agreement.

2. RECITALS.

2.1 Position; Terms of Employment.

City desires to employ the services of Employee as City Manager for the City of Corona (“Position”), and Employee desires to accept such employment. It is the desire of the Parties through this Agreement to provide for certain benefits, establish conditions of employment, and to set working conditions for Employee.

2.2 Prior Agreements.

City and Employee previously entered into that certain Employment Agreement dated November 6, 2019, that certain First Amendment to Employment Agreement dated July 21, 2021, and that Amended and Restated Employment Agreement dated March 2, 2022 (collectively “Prior Agreements”). City and Employee desire to amend and restate the Prior Agreements as set forth herein.

3. TERMS.

3.1 Employment.

City and Employee hereby agree to the employment of Employee in the Position upon the terms and conditions set forth herein.

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3.2 Duties.

Employee shall also perform other legally permissible and proper duties and functions as the City Council shall from time to time assign. Employee further agrees to perform all such functions and duties to the best of his/her ability and in an efficient and competent manner.

3.2.2 Control and Supervision. Employee shall serve at the will and pleasure of the City Council pursuant to the terms and limitations of this Agreement, and will be under the day-to-day supervision and direction of the City Council.

3.2.3 City Council Meetings. Employee shall attend all City Council meetings, including standing City Council committee meetings, unless excused or directed otherwise.

3.2.4 Moonlighting. Employee will focus his/her professional time, ability, and attention on City business during the term of this Agreement. To the extent consistent with applicable law, Employee shall not engage in any other business duties or pursuits whatsoever or, directly or indirectly, render any services of a business, commercial, or professional nature to any other person or organization, whether for compensation or otherwise, without the prior consent of the City Council, except that:
(1) The expenditure of reasonable amounts of time not in conflict with the City's needs and interests, for educational, charitable, community, and professional activities, shall not be deemed a breach of this Agreement and shall not require prior consent.
(2) This Agreement shall not be interpreted to prohibit Employee from making passive personal investments or conducting private business affairs if those activities do not materially interfere with the services required under this Agreement or create conflicts of interest.

3.2.5 City Documents. All data, studies, reports and other documents prepared by Employee while performing his/her duties during the term of this Agreement shall be furnished to and become the property of the City, without restriction or limitation on their use. All ideas, memoranda, specifications, plans, procedures, drawings, descriptions, computer program data, input record data, written information, and other materials either created by or provided to Employee in connection with the performance of this Agreement shall be held confidential by Employee. Such materials shall not, without the prior written consent of the City Council, be used by Employee for any purposes other than the performance of his/her duties. Nor shall such materials be disclosed to any person or entity not connected with the performance of services under

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this Agreement, except as required by law. The terms of this Section 3.1.5 shall survive termination or expiration of this Agreement.

3.3 Term; Termination; Severance Pay.

3.3.1 Term. Subject to the termination provisions in Section 3.3.2, the Term of this Agreement shall commence on December 18, 2024 and shall continue for twelve (12) months thereafter through December 17, 2025 (“Initial Term”); provided, however that at the expiration of the first month of the Initial Term and any authorized Succeeding Term thereafter, as provided for herein, the Agreement shall be automatically extended for an additional one (1) month (“Succeeding Term”) under the same terms and conditions, unless and until the City Council provides written notice to Employee prior to the expiration of any given month of its intent not to extend the Term of this Agreement for any additional months. Following such notice, the Term of this Agreement shall have eleven (11) months remaining. The phrases “Initial Term” and “Succeeding Term” may be generally referred to as “Term” throughout this Agreement.

If the City Council elects not to extend the Term, as provided for herein, Employee shall have no right to the Severance Payment provided for in Section 3.2.4 below.

3.3.2 Termination. The Parties hereby expressly understand and agree that the employment relationship created by this Agreement is “at-will” and thus Employee serves at the will and pleasure of the City Council and may be terminated at any time, during the Initial Term or a Succeeding Term of this Agreement, without notice and with or without cause, but subject to the terms of this Agreement. Nothing in this Agreement, any statute, ordinance, or rule shall prevent, limit or otherwise interfere with the right of the City Council to terminate, without cause or right of appeal or grievance, except for those rights expressly set forth in Section 3.3.5 and Section 3.3.7, the employment of the Employee at any time during the Initial Term or a Succeeding Term of this Agreement. Accordingly, Employee agrees that this Agreement sets forth the only terms and conditions applicable to the termination of his/her employment.

3.3.3 Accrued and Unused Leave. Notwithstanding anything to the contrary stated herein, if Employee is terminated either with or without cause, Employee shall be entitled to be compensated for his/her accrued and unused Annual Leave, if any, through the effective date of termination, as defined and provided for in the Executive Group Employee Resolution described in Section 3.5.1 below.

3.3.4 Automatic Termination. This Agreement, and Employee's employment, shall automatically terminate and Employee shall not be entitled to any severance payment (including the Severance Payment provided for in Section 3.3.5 below), except for compensation for accrued and unused annual leave, upon the happening of any of the following events:
(1) Upon mutual agreement in writing by both Parties to terminate this Agreement.

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(2) Upon thirty (30) days’ notice of resignation given to City by Employee.
(3) Upon the death of Employee.
(4) To the extent consistent with applicable law, including without limitation, Government Code Section 12940, when Employee has been unable for a period of three (3) months to either: (A) perform all or substantially all of the essential duties of his/her position, even with reasonable accommodation, due to a medical condition or physical or mental disability; or (B) perform all or substantially all of the essential duties of his/her position, even with reasonable accommodation, in a manner that would not endanger Employee’s health or safety or the health or safety of others. The Parties understand, acknowledge and agree that, if a reasonable accommodation is determined not to be available pursuant to any interactive process required by applicable law, the automatic termination shall be effective at the end of the three (3) month period.
(5) Upon the natural expiration of the Initial Term or any authorized Succeeding Term of this Agreement, as provided for herein.

3.3.6, Employee understands, acknowledges and agrees that he/she shall have no remedy, in law or equity, for termination without cause. Upon termination, Employee shall also be entitled to compensation for accrued and unused annual leave, as provided for in the Executive Group Employee Resolution. The Severance Payment and annual leave cash-out, if any, shall be paid by the City in one lump sum, less applicable deductions, on the date provided for in the release required pursuant to Section 3.3.6 below.

3.3.6 Termination Without Cause; Release. Notwithstanding Section

3.3.5 above or any other section or provision of this Agreement, the Severance Payment shall be conditioned upon Employee executing a personnel form providing a release and waiver of any and all claims against City, it's officers, employees and

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agents, arising out of Employee's employment with City and the termination thereof, in a form required by the City Council and City Attorney in their sole and absolute discretion.

3.3.7 Termination for Cause; Procedure. Except as provided for in Subsection (7) below, in the event Employee is terminated for cause, City shall have no obligation to pay any severance, including the Severance Payment described in Section

3.3.5 above.
(1) Upon termination for cause, the City shall deliver to Employee a written specification of the charges or other reasons upon which "cause" is alleged. For purposes of this Agreement, termination for "cause" shall be defined as follows: (a) a willful breach of this Agreement; (b) neglect of duties required to be performed under this Agreement; (c) any acts of dishonesty, fraud, misrepresentation or other acts of moral turpitude; or (d) refusal or failure to act in accordance with any directive or order of the City Council.
(2) Employee shall then have five (5) business days to
challenge such termination for cause by delivery of a written response to such specifications. Within such five (5) day period, Employee may also demand a hearing upon the specifications. Failure to submit a written response or demand a hearing within the five (5) business day period shall constitute a waiver of such right, and the City Council’s determination shall be final.
(3) If a written response is submitted but no hearing is demanded, the City Council shall review its decision based upon Employee’s written response. However, any determination by the City Council, after reviewing such written response (where no hearing has been demanded), shall be final and without right of appeal.
(4) If a hearing is demanded, such hearing shall be held before an independent hearing officer to be mutually agreed between the Parties, or if no agreement can be reached within ten (10) calendar days, the hearing officer shall be selected from a list provided by JAMS. The list shall consist of five (5) hearing officers who are experienced in public employee labor law issues. Employee shall strike the first name from the list, and the Parties shall then take turns eliminating names from the list until one remains. The remaining name shall then be the selected hearing officer.

The fees of the hearing officer shall be advanced, in full, by the City. The decision of the hearing officer shall be binding and without right of appeal.

(5) The issues to be determined in the hearing shall be whether the specification(s) alleged constitute "cause" pursuant to this Agreement and whether the specification(s) are supported by a preponderance of the evidence.

(6) The Parties acknowledge that a requested hearing for cause shall be held at the earliest possible date, and to that extent, they shall cooperate in

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selecting a date for the hearing which shall be no later than sixty (60) days following the City's notice of termination for cause.

(7) In the event the hearing officer concludes in favor of Employee that no cause exists, Employee’s sole and exclusive remedy shall be the Severance Payment provided for under Section 3.3.5 above; provided, however, that Employee shall be required to fully comply with the terms of Section 3.3.6 above as a condition to receiving the Severance Payment. If Employee fully complies with Section

3.3.6, the Severance Payment shall be Employee's sole and exclusive remedy for termination without cause. If Employee fails to fully comply with Section 3.3.6, Employee understands, acknowledges and agrees that he/she shall have no remedy, in law or equity, for termination without cause. City shall be required only to change its records to reflect that Employee was terminated without cause. The Severance Payment, if required, shall be paid by the City in one lump sum, less applicable deductions, on the date provided for in the document required pursuant to Section 3.3.6 above. Under no circumstance shall Employee be entitled to reinstatement as a result of such hearing.

3.3.8 Notice for Resignation. In the event Employee voluntarily resigns his/her position with City, then Employee shall give City thirty (30) calendar days’ notice in advance, unless the Parties otherwise agree. Upon voluntary resignation, Employee shall be entitled to accrued and unused annual leave, if any, as provided for in the Executive Group Employee Resolution, paid in one lump sum, but not to the Severance Payment described in Section 3.3.5 above.

3.3.9 Statutory Obligations; Abuse of Office or Position. Pursuant to Government Code Sections 53243, 53243.1 and 53243.2, if Employee is convicted of a crime involving an abuse of his/her office or position, all of the following shall apply: (1) if Employee is provided with administrative leave pay pending an investigation, Employee shall be required to fully reimburse such amounts paid; (2) if the City pays for the criminal legal defense of Employee (which would be in its sole discretion, as it is generally not obligated to pay for a criminal defense), Employee shall be required to fully reimburse such amounts paid; and (3) if this Agreement is terminated, any cash settlement related to the termination that Employee may receive from the City shall be fully reimbursed to the City or void if not yet paid to Employee. For this Section, abuse of office or position means either: (1) an abuse of public authority, including waste, fraud, and violation of the law under color of authority; or (2) a crime against public justice, including a crime described in Title 7 commencing with section 92 of the Penal Code.

3.4 Base Salary.

Effective December 28, 2024, City shall compensate Employee at an annual base salary equal to Three Hundred Sixty-Seven Thousand Two Hundred Two Dollars and 69/100 ($367,202.69) (Range 475, step 5) (“Base Salary”). Effective December 27, 2025, Employee’s Base Salary shall increase to Three Hundred EightyPage 1108 of 1150 7 (CITY ATTY: 03-22)
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Nine Thousand Eight Hundred Fifty Dollars and 95/100 ($389,850.95) (Range 487, step 5). Effective December 26, 2026, Employee’s Base Salary shall increase to Four Hundred One Thousand Six Hundred Ninety-Three Dollars and 65/100 ($401,693.65) (Range 493, step 5). The Base Salary shall be payable bi-weekly at the same time as Executive Group employees of the City are paid. The Base Salary may be modified from time-to-time by the City Council following a performance evaluation pursuant to Section 3.6 below. Any other salary enhancements provided for in the Executive Group Employee Resolution (e.g. longevity pay, bilingual pay, etc.) shall not be deemed to be a part of Employee’s Base Salary.

3.5 Benefits.

3.5.1 Leave & Other Benefits. Except as provided for herein, City shall provide Employee all of the existing benefit package established for the NonRepresented Executive Group Employees of the City of Corona, as approved by the City Council in Resolution No. 2024-112 on December 18, 2024 (“Executive Group Employee Resolution”). Notwithstanding anything herein or in the Executive Group Employee Resolution to the contrary, Employee’s benefit package shall be subject to the following express conditions:
(1) Annual Leave – Accrual. Upon the effective date of this Agreement, Employee shall accrue Annual Leave at the rate of 11.54 hours per pay period in accordance with the Executive Group Employee Resolution. Employee’s Annual Leave accrual shall increase in accordance with the schedule set forth in the Executive Group Employee Resolution.

3.5.2 Auto Benefit. As provided for in the Executive Group Employee Resolution described in Section 3.5.1 above, Employee shall be entitled to an automobile allowance for a personal vehicle required for City business. The automobile allowance shall be $480 per month, and shall be payable in installments at the same time as other Executive Group employees are paid automobile allowances. Employee shall be responsible for the costs of operation, repair, maintenance, and liability, property damage and comprehensive insurance for such personal vehicle.

3.5.3 Business Equipment. City shall provide Employee with a cellular telephone and personal computer (at work) for use in connection with City business.

City shall be responsible for maintenance of said items.

3.5.4 Memberships; Reimbursements. City shall pay Employee's membership dues in the International City/County Management Association.

Membership in other organizations shall be subject to City Council approval. In accordance with City travel and other policies, City will reimburse reasonable meals, conference fees, travel and other authorized expenses incurred by Employee as part of his/her official functions and duties, as well as professional and official travel to meetings and conferences for appointive positions and organizations approved by the City Council, so long as such amounts are also within the scope of the City's annual

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budget approved by the City Council in its discretion. Employee must provide copies of receipts or other detail as required by City policy.

3.5.5 Deferred Compensation. Notwithstanding anything in the Executive Group Employee Resolution to the contrary and in lieu of the dollar amounts provided therein for City matching contributions and City direct contributions, City shall deposit into Employee’s deferred compensation plan account Five Thousand One Hundred Twenty-Five Dollars ($5,125) per quarter at the same time and in the same manner as other employee direct contributions.

3.5.6 Longevity Pay. Notwithstanding anything in the Executive Group Employee Resolution to the contrary and in lieu of the dollar amounts provided therein, City shall pay Employee longevity pay in an amount equal to $7,500 per year for each year of full-time service to the City commencing upon Employee’s fifth (5th) year of fulltime service, which occurred on November 25, 2024. City shall pay Employee longevity pay in an amount equal to $10,000 per year for each year of full-time service to the City commencing upon Employee’s tenth (10th) year of full-time service, which, if applicable, will occur on November 25, 2029. The longevity pay authorized by this section shall be paid in the same manner that longevity pay is paid to other Executive Group employees pursuant to the Executive Group Employee Resolution.

3.6 Performance Review.

In a closed session, the City Council shall conduct an annual performance evaluation of Employee, which shall be conducted during the first quarter of each fiscal year. The review and evaluation shall be in accordance with specific criteria developed jointly in advance by the City Council and the Employee, which criteria can be amended from time to time by the Parties. Employee shall be eligible for benefit adjustments and/or salary increases based on his/her performance evaluations and availability of funds; provided, however, that the City Council shall use all reasonable efforts, based upon existing budget conditions, to maintain Employee's base annual salary at least ten percent (10%) higher than the base annual salary of the City's highest paid at-will salaried employee within the Non-Represented Executive Group Employees of the City of Corona. If this ten percent (10%) threshold is about to be crossed, Employee may request and the City Council shall be required to consider adjustments to his/her base annual salary.

3.7 General Provisions.

3.7.1 Defense and Indemnification. The City shall defend and indemnify Employee in accordance with the requirements of applicable state law.

3.7.2 Bonding. If applicable, the City shall bear the full cost of any fidelity or other bonds or security required of Employee in the performance of his/her duties.

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3.7.3 Modification. Any modification of this Agreement will be effective only if it is in writing and signed by both Parties.

3.7.4 Effect of Waiver. The failure of either Party to insist on strict compliance with any of the terms, covenants, or conditions of this Agreement by the other Party shall not be deemed a waiver of that term, covenant, or condition, nor shall any waiver or relinquishment of any right or power at any one time or times be deemed a waiver or relinquishment of that right or power for all or any other times.

3.7.5 Assignment. Neither this Agreement, nor any right, privilege or obligation of Employee hereunder shall be assigned or transferred by him/her without the prior written consent of the City Council. Any attempt at assignment or transfer in violation of this provision shall, at the option of the City Council, be null and void and may be considered a material breach of this Agreement.

3.7.6 Entire Agreement. This Agreement supersedes any and all other agreements, either oral or in writing, between the City and Employee with respect to Employee’s terms of employment. This Agreement contains all of the covenants and agreements between the Parties with respect to Employee’s employment by the City in any manner whatsoever. Each Party to this Agreement acknowledges that no representations, inducements, promises, or agreements, oral or otherwise, have been made by any Party, or anyone acting on behalf of any Party, which are not embodied herein, and that no other agreement, statement or promise not contained in this Agreement shall be valid or binding on either Party.

3.7.7 Partial Invalidity. If any provision in this Agreement is held by a court of competent jurisdiction to be invalid, void, or unenforceable, the remaining provisions shall nevertheless continue in full force without being impaired or invalidated in any way.

3.7.8 Law Governing Agreement. This Agreement shall be governed by and construed in accordance with the laws of the State of California. Venue shall be in Riverside County.

3.7.9 No Presumption of Drafter. The Parties acknowledge and agree that the terms and provisions of this Agreement have been negotiated and discussed between the Parties, and this Agreement reflects their mutual agreement regarding the subject matter of this Agreement. Because of the nature of such negotiations and discussions, it would be inappropriate to deem any Party to be the drafter of this Agreement and, therefore, no presumption for or against validity or as to any interpretation hereof, based upon the identity of the drafter shall be applicable in interpreting or enforcing this Agreement.

3.7.10 Attorney’s Fees. If any action at law or in equity, including an action for declaratory relief, is brought to enforce or interpret the provisions of this

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SIGNATURE PAGE FOR

EMPLOYMENT AGREEMENT
FOR

NON-REPRESENTED EMPLOYEE

CITY MANAGER
IN WITNESS WHEREOF, the City of Corona has caused this Agreement to be signed and executed on its behalf by its City Manager, and duly attested by its City Clerk, and Employee has signed and executed this Agreement, both in duplicate, effective as of the day and year first above written.

CITY OF CORONA
By: _____________________________________
Jim Steiner
Mayor
ATTEST:
_____________________________________
Sylvia Edwards
City Clerk
APPROVED AS TO FORM:
____________________________________
Dean Derleth
City Attorney

EMPLOYEE
By: ____________________________________
Jacob Ellis

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CITY OF CORONA

AMENDED AND RESTATED

EMPLOYMENT AGREEMENT
FOR

NON-REPRESENTED EMPLOYEE
(CITY ATTORNEY/LEGAL & RISK MANAGEMENT DIRECTOR)

1. PARTIES AND DATE.

This Agreement (hereinafter referred to as the "Agreement") is made and entered into this 18th day of December 2024 by and between the CITY OF CORONA, a municipal corporation (hereinafter referred to as "City") and DEAN DERLETH (hereinafter referred to as "Employee"), in order to provide in writing the terms and conditions of employment. City and Employee are sometimes individually referred to herein as "Party" and collectively as "Parties" throughout this Agreement.

2. RECITALS.

2.1 Position; Terms of Employment.

City desires to employ the services of Employee as City Attorney/Legal & Risk Management Director for the City of Corona (“Position”), and Employee desires to accept such employment. It is the desire of the Parties through this Agreement to provide for certain benefits, establish conditions of employment, and to set working conditions for Employee.

2.2 Prior Agreements.

City and Employee previously entered into that certain Employment Agreement dated December 19, 2012, as well as six amendments to the Employment Agreement between 2013 and 2021, and that certain Amended and Restated Employment Agreement dated March 2, 2022 (collectively “Prior Agreements”). City and Employee desire to amend and restate the Prior Agreements as set forth herein.

3. TERMS.

3.1 Employment.

City and Employee hereby agree to the employment of Employee in the Position upon the terms and conditions set forth herein.

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3.2 Duties.

3.2.1 Designated Duties. Employee hereby agrees to perform the functions and duties of the Position in accordance with the City’s ordinances and municipal code, the approved City job description for the position, and applicable law. Employee shall also perform other legally permissible and proper duties and functions as the City Council shall from time to time assign. Employee further agrees to perform all such functions and duties to the best of his/her ability and in an efficient and competent manner.

3.2.3 City Council Meetings. Employee shall attend all City Council meetings, unless excused or directed otherwise.

3.2.4 Moonlighting. Employee will focus his/her professional time, ability, and attention on City business during the term of this Agreement. To the extent consistent with applicable law, Employee shall not engage in any other business duties or pursuits whatsoever or, directly or indirectly, render any services of a business, commercial, or professional nature to any other person or organization, whether for compensation or otherwise, without the prior consent of the City Council, except that:
(1) The expenditure of reasonable amounts of time not in conflict with the City's needs and interests, for educational, charitable, community, and professional activities, shall not be deemed a breach of this Agreement and shall not require prior consent. (2) This Agreement shall not be interpreted to prohibit Employee from making passive personal investments or conducting private business affairs if those activities do not materially interfere with the services required under this Agreement or create conflicts of interest.

All ideas, memoranda, specifications, plans, procedures, drawings, descriptions, computer program data, input record data, written information, and other materials either created by or provided to Employee in connection with the performance of this Agreement shall be held confidential by Employee. Such materials shall not, without the prior written consent of the City Council, be used by Employee for any purposes other than the performance of his/her duties.

Nor shall such materials be disclosed to any person or entity not connected with the performance of services under this Agreement, except as required by law. The terms of this Section 3.1.5 shall survive termination or expiration of this Agreement.

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3.3 Term; Termination; Severance Pay.

3.3.1 Term. Subject to the termination provisions in Section 3.3.2, the Term of this Agreement shall commence on December 18, 2024 and shall continue for eighteen (18) months thereafter through June 17, 2026 (“Initial Term”); provided, however that at the expiration of the first month of the Initial Term and any authorized Succeeding Term thereafter, as provided for herein, the Agreement shall be automatically extended for an additional one (1) month (“Succeeding Term”) under the same terms and conditions, unless and until the City Council provides written notice to Employee prior to the expiration of any given month of its intent not to extend the Term of this Agreement for any additional months. Following such notice, the Term of this Agreement shall have seventeen (17) months remaining. The phrases “Initial Term” and “Succeeding Term” may be generally referred to as “Term” throughout this Agreement. If the City Council elects not to extend the Term, as provided for herein, Employee shall have no right to the Severance Payment provided for in Section 3.2.4 below.

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(4) To the extent consistent with applicable law, including without limitation, Government Code Section 12940, when Employee has been unable for a period of three (3) months to either: (A) perform all or substantially all of the essential duties of his/her position, even with reasonable accommodation, due to a medical condition or physical or mental disability; or (B) perform all or substantially all of the essential duties of his/her position, even with reasonable accommodation, in a manner that would not endanger Employee’s health or safety or the health or safety of others. The Parties understand, acknowledge and agree that, if a reasonable accommodation is determined not to be available pursuant to any interactive process required by applicable law, the automatic termination shall be effective at the end of the three (3) month period.
(5) Upon the natural expiration of the Initial Term or any authorized Succeeding Term of this Agreement, as provided for herein.

3.3.5 Termination Without Cause; Severance Payment. This Agreement and Employee's employment may be terminated without prior notice at any time, with or without cause, by the City Council. In the event Employee is terminated without cause, other than under an Automatic Termination instance as provided for in Section 3.4.3 above, and at such time as Employee is willing and able to perform his/her duties under this Agreement, the City agrees to pay Employee, in compliance with Government Code Sections 53260 and 3511.2, a maximum severance payment equal to the lesser of: (1) twelve (12) months Base Salary, as described in Section 3.4 below; or (2) the unexpired Term of this Agreement, as described in Section 3.3.1 above, multiplied by Employee’s Base Salary, as described in Section 3.4 below ("Severance Payment"); provided, however, that Employee shall be required to fully comply with the terms of Section 3.3.6 below as a condition to receiving the Severance Payment. If Employee fully complies with Section 3.3.6, the Severance Payment shall be Employee's sole and exclusive remedy for termination without cause. If Employee fails to fully comply with Section 3.3.6, Employee understands, acknowledges and agrees that he/she shall have no remedy, in law or equity, for termination without cause. Upon termination, Employee shall also be entitled to compensation for accrued and unused annual leave, as provided for in the Executive Group Employee Resolution. The Severance Payment and annual leave cash-out, if any, shall be paid by the City in one lump sum, less applicable deductions, on the date provided for in the release required pursuant to Section 3.3.6 below.

3.3.6 Termination Without Cause; Release. Notwithstanding Section 3.3.5 above or any other section or provision of this Agreement, the Severance Payment shall be conditioned upon Employee executing a personnel form providing a release and waiver of any and all claims against City, it's officers, employees and agents, arising out of Employee's employment with City and the termination thereof, in a form required by the City Council and City Attorney in their sole and absolute discretion.

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(1) Upon termination for cause, the City shall deliver to Employee a written specification of the charges or other reasons upon which "cause" is alleged. For purposes of this Agreement, termination for "cause" shall be defined as follows: (a) a willful breach of this Agreement; (b) neglect of duties required to be performed under this Agreement; (c) any acts of dishonesty, fraud, misrepresentation or other acts of moral turpitude; or (d) refusal or failure to act in accordance with any directive or order of the City Council. (2) Employee shall then have five (5) business days to challenge such termination for cause by delivery of a written response to such specifications. Within such five (5) day period, Employee may also demand a hearing upon the specifications. Failure to submit a written response or demand a hearing within the five (5) business day period shall constitute a waiver of such right, and the City Council’s determination shall be final. (3) If a written response is submitted but no hearing is demanded, the City Council shall review its decision based upon Employee’s written response. However, any determination by the City Council, after reviewing such written response (where no hearing has been demanded), shall be final and without right of appeal. (4) If a hearing is demanded, such hearing shall be held before an independent hearing officer to be mutually agreed between the Parties, or if no agreement can be reached within ten (10) calendar days, the hearing officer shall be selected from a list provided by JAMS. The list shall consist of five (5) hearing officers who are experienced in public employee labor law issues. Employee shall strike the first name from the list, and the Parties shall then take turns eliminating names from the list until one remains. The remaining name shall then be the selected hearing officer. The fees of the hearing officer shall be advanced, in full, by the City. The decision of the hearing officer shall be binding and without right of appeal. (5) The issues to be determined in the hearing shall be whether the specification(s) alleged constitute "cause" pursuant to this Agreement and whether the specification(s) are supported by a preponderance of the evidence. (6) The Parties acknowledge that a requested hearing for cause shall be held at the earliest possible date, and to that extent, they shall cooperate in selecting a date for the hearing which shall be no later than sixty (60) days following the City's notice of termination for cause.
(7) In the event the hearing officer concludes in favor of Employee that no cause exists, Employee’s sole and exclusive remedy shall be the Severance Payment provided for under Section 3.3.5 above; provided, however, that Employee shall be required to fully comply with the terms of Section 3.3.6 above as a condition to receiving the Severance Payment. If Employee fully complies with Section 3.3.6, the Severance Payment shall be Employee's sole and exclusive remedy for termination without cause. If Employee fails to fully comply with Section 3.3.6, Employee understands, acknowledges and agrees that he/she shall have no remedy, in law or equity, for termination without cause. City shall be required only to change its records to reflect that Employee was terminated without cause. The Severance Payment, if required, shall be paid by the City in one lump sum, less applicable deductions, on

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the date provided for in the document required pursuant to Section 3.3.6 above. Under no circumstance shall Employee be entitled to reinstatement as a result of such hearing.

For this Section, abuse of office or position means either: (1) an abuse of public authority, including waste, fraud, and violation of the law under color of authority; or (2) a crime against public justice, including a crime described in Title 7 commencing with section 92 of the Penal Code.

3.4 Base Salary.

Effective December 28, 2024, City shall compensate Employee at an annual base salary equal to Three Hundred Fourteen Thousand Five Hundred Ninety-Nine Dollars and 44/100 ($314,599.44) (Range 444, Step 5) (“Base Salary”). Effective December 27, 2025, Employee’s Base Salary shall increase to Three Hundred Thirty-Five Thousand Six Hundred Seventy-Three Dollars and 26/100 ($335,673.26) (Range 457, Step 5). Effective December 26, 2026, Employee’s Base Salary shall increase to Three Hundred Forty-Five Thousand Eight Hundred Seventy Dollars and 17/100 ($345,870.17) (Range 463, Step 5). This Base Salary shall be payable bi-weekly at the same time as Executive Group employees of the City are paid. The Base Salary may be modified from time-to-time by the City Council following a performance evaluation pursuant to Section 3.6 below. Any other salary enhancements provided for in the Executive Group Employee Resolution (e.g. longevity pay, bilingual pay, etc.) shall not be deemed to be a part of Employee’s Base Salary.

3.5 Benefits.

3.5.1 Leave & Other Benefits. Except as provided for herein, City shall provide Employee all of the existing benefit package established for the Non-Represented Executive Group Employees of the City of Corona, as approved by the City Council in Resolution No. 2024-112 on December 18, 2024 (“Executive Group Employee Resolution”). Notwithstanding

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anything herein or in the Executive Group Employee Resolution to the contrary, Employee’s benefit package shall be subject to the following express conditions:
(1) Annual Leave – Accrual. Upon the effective date of this Agreement, Employee shall accrue Annual Leave at the rate of 11.15 hours per pay period in accordance with the Executive Group Employee Resolution. Employee’s annual leave accrual shall increase in accordance with the schedule set forth in the Executive Group Employee Resolution.

3.5.3 Business Equipment. City shall provide Employee with a cellular telephone and personal computer (at work) for use in connection with City business. City shall be responsible for maintenance of said items.

3.5.4 Memberships; Reimbursements. City shall pay Employee's membership dues in the California State Bar, as well as all reasonable costs associated with Employee’s State Bar Mandatory Continuing Legal Education requirements. Membership in other organizations shall be subject to City Council approval. In accordance with City travel and other policies, City will reimburse reasonable meals, conference fees, travel and other authorized expenses incurred by Employee as part of his/her official functions and duties, as well as professional and official travel to meetings and conferences for appointive positions and organizations approved by the City Council, so long as such amounts are also within the scope of the City's annual budget approved by the City Council in its discretion. Employee must provide copies of receipts or other detail as required by City policy.

3.5.5 Deferred Compensation. Notwithstanding anything in the Executive Group Employee Resolution to the contrary and in addition to the dollar amounts provided therein for City matching contributions, but in lieu of the City direct contributions, City shall deposit into Employee’s deferred compensation plan account the maximum 457(b) deferral limit set by the IRS for the year in which the contribution is made, which for 2025 equals Five Thousand Eight Hundred Seventy-Five Dollars ($5,875) per quarter at the same time and in the same manner as other employee direct contributions.

3.6 Performance Review.

In a closed session, the City Council shall review and evaluate the performance of Employee at least once annually, which shall be conducted during the first quarter of each fiscal year. The review and evaluation shall be in accordance with specific criteria developed jointly in advance by the City Council and the Employee, which criteria can be amended from time to time

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by the Parties. Employee shall be eligible for benefit adjustments and/or salary increases based on his/her performance evaluations and availability of funds; provided, however, that the City Council shall use all reasonable efforts, based upon existing budget conditions, to maintain Employee's base annual salary within five percent (5%) of the base annual salary of the City Manager. If this five percent (5%) threshold is about to be crossed, Employee may request and the City Council shall be required to consider adjustments to his/her base annual salary.

3.7 General Provisions.

3.7.1 Defense and Indemnification. The City shall defend and indemnify Employee in accordance with the requirements of applicable state law.

3.7.2 Bonding. If applicable, the City shall bear the full cost of any fidelity or other bonds or security required of Employee in the performance of his/her duties.

3.7.3 Modification. Any modification of this Agreement will be effective only if it is in writing and signed by both Parties.

3.7.8 Law Governing Agreement. This Agreement shall be governed by and construed in accordance with the laws of the State of California. Venue shall be in Riverside County.

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3.7.10 Attorney’s Fees. If any action at law or in equity, including an action for declaratory relief, is brought to enforce or interpret the provisions of this Agreement, the prevailing Party shall be entitled to recover such amount as the court may award as reasonable attorney’s fees and costs.

3.7.11 Notices. Any notice to be given hereunder by either Party to the other shall be in writing and may be transmitted by personal delivery or mail, registered or certified, postage prepaid, with return receipt requested. Mailed notices shall be addressed to the following respective addresses:

City: City of Corona
400 South Vicentia Avenue
Corona, CA 92883
Attn: Mayor
Employee: Dean Derleth
Notices delivered personally shall be deemed communicated as of the date of actual receipt. Mailed notices shall be deemed communicated as of the date of mailing, plus two (2) calendar days.

3.7.12 Assistance of Counsel. Each Party to this Agreement warrants to the other Party that it has either had the assistance of counsel in negotiation for, and preparation of, this Agreement or could have had such assistance and voluntarily declined to obtain such assistance. [SIGNATURES ON NEXT PAGE]

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SIGNATURE PAGE FOR

AMENDED AND RESTATED

EMPLOYMENT AGREEMENT
FOR

NON-REPRESENTED EMPLOYEE
(CITY ATTORNEY/LEGAL & RISK MANAGEMENT DIRECTOR)
IN WITNESS WHEREOF, the City of Corona has caused this Agreement to be signed and executed on its behalf by its City Manager, and duly attested by its City Clerk, and Employee has signed and executed this Agreement, both in duplicate, effective as of the day and year first above written.

CITY OF CORONA
By: _____________________________________
Jim Steiner
Mayor
ATTEST:
_____________________________________
Sylvia Edwards
City Clerk

EMPLOYEE
By: ____________________________________
Dean Derleth

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RESOLUTION NO. 2024-117

A RESOLUTION OF THE CITY COUNCIL OF THE CITY

OF CORONA, CALIFORNIA, DELEGATING ITS
AUTHORITY UNDER SECTION 31.3(2)(H) OF THE
CORONA FIREFIGHTERS ASSOCIATION IAFF LOCAL #
3757 MEMORANDUM OF UNDERSTANDING (2022-2024)
WHEREAS, in or about December of 2021, the City Council of the City of Corona (“City”) and the Corona Firefighters Association IAFF Local #3757 entered into a Memorandum of Understanding for the years 2022 through 2024 (“MOU”); WHEREAS, Section 31.3(2)(h) of the MOU provides as follows: “Following receipt of the proposed decision, the City Council, or any designee (e.g., the City Manager) to the extent authorized by law, may take any of the actions set forth in Government Code § 11517(c)(2) A through E.”; and
WHEREAS, the City Council desires to delegate its authority under Section

31.3(2)(h) to the City Manager.

NOW, THEREFORE, BE IT RESOLVED, BY THE CITY COUNCIL OF
THE CITY OF CORONA, CALIFORNIA, AS FOLLOWS:

SECTION 1. CEQA Findings. This action is exempt pursuant to Section 15061(b)(3) of the Guidelines for the California Environmental Quality Act (CEQA), which states that a project is exempt from CEQA if the activity is covered by the common sense exemption that CEQA applies only to projects that have the potential for causing a significant effect on the environment. Where it can be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. This action merely delegates authority to take action, pursuant to a Memorandum of Understanding, regarding a certain disciplinary appeals procedure. There is no possibility that adopting this Resolution will have a significant effect on the environment. Therefore, no environmental analysis is required pursuant to CEQA and the State CEQA Guidelines.

SECTION 2. Delegation of Authority. Pursuant to Section 31.3(2)(h) of the MOU, the City Council hereby delegates its authority to the City Manager to take any authorized actions, including any of the actions set forth in Government Code § 11517(c)(2) A through E. This delegation shall both: (1) continue until expressly revoked by the City Council pursuant to a duly adopted Resolution; and (2) continue even if the MOU is superseded by a subsequent MOU, so long as the subsequent MOU contains language substantively similar to that provided for in Section 31.3(2)(h) of the MOU.

PASSED, APPROVED AND ADOPTED this 18th day of December 2024.

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____________________________________
Mayor of the City of Corona, California
ATTEST:
___________________________________
City Clerk of the City of Corona, California

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Corona City CouncilDecember 18, 2024

Corona City Council
December 18, 2024