Agenda packet — Eastvale City Council, May 22, 2024 (part 3 of 4)

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Annual Report For: Fiscal Year 2024/25
Benefit Assessment District 2014-2
May 202 4

940

CITY OF EASTVALE
12363 Limonite Ave, Suite 910
Eastvale, CA 91752
Phone: 951-361-0900

CITY COUNCIL

Christian Dinco, Mayor
Mike McMinn, Mayor Pro Tem
Todd Rigby, Council Member
Jocelyn Yow, Council Member
Clint Lorimore, Council Member

CITY STAFF

Mark Orme, City Manager

Erica L. Vega, City Attorney
Amanda Wells, Finance Director/City Treasurer

NBS

Corina Chavez, Analyst

Amanda Welker, Project Manager

Adina McCargo, Client Services Director

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TABLE OF CONTENTS

1. ASSESSMENT SUMMARY ................................ ................................................... ............. 1

2. INTRODUCTION ......................................................................................... ..................... 2

2.1 Reason for Assessment ......................... .................................................................. 2

2.2 Process for Annual Assessment ................. ............................................................. 2

2.3 Same or Lesser Assessment ..................... ............................................................... 2

2.4 Fiscal Year 2024/25 Assessment ................ ............................................................. 2

3. PLANS AND SPECIFICATIONS ............................................................................. .............. 3

3.1 Description of Improvements ................... .............................................................. 3

4. ESTIMATE OF COSTS ................................. ................................................... ................... 4

4.1 Benefit Assessment District 2014-2 ............ ............................................................ 4

4.2 Definition of Budget Items .................... .................................................................. 6

5. METHOD OF ASSESSMENT ................................................................................. ............. 8

5.1 Legal Considerations .......................... ..................................................................... 8

5.2 Special Benefit ............................... .......................................................................... 9

5.3 General Benefit ............................... ...................................................................... 10

5.4 General and Special Benefits Separated ........ ....................................................... 10

5.5 Method of Assessment Spread ................... .......................................................... 12

6. APPENDICES ........................................ ................................................... ...................... 14 APPENDIX A – ASSESSMENT DIAGRAM ................... ................................................... ............ A APPENDIX B – ASSESSMENT ROLL ......................................................................... ................. B

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City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 1

1. ASSESSMENT SUMMARY
On March 27, 2024, the City Council of the City of Eastvale (the “City”), under the Benefit Assessment Act of 1982 (the “1982 Act”) adopted its Resolution No. 24-17, a Resolution Initiating Proceedings for the Annual Levy and Collection of Assessments and Ordering the Preparation of an Annual Report for Benefit Assessment District No. 2014-2 (the “District”) (Tr acts 32821 & 32821-1) for Fiscal Year 2024/25.

The Resolution Initiating Proceedings directed NBS to prepare and file an Annual Report for Fiscal Year 2024/25 pursuant to the requirements of the 1982 Act. The Annual Report presents the plans and specifications for the maintenance and operation of authorized services, an estimate of the costs of the maintenance and operation of the authorized services, an assessment diagram, and an assessment of the estimated costs of the maintenance and operation of the authorized services for the referenced fiscal year, assessing the net amount upon all assessable lots and/or parcels in the District in proportion to the special benefit received.

The following assessment is proposed to be authorized in order to pay the estimated costs of administration, maintenance, operation, and servicing of the improvements to be paid by the assessable real property in the District in proportion to the special benefit received. The following table summarizes the proposed assessment for the District.

Benefit Assessment District 2014-2
Fiscal Year 2024/25
Maintenance, Operation , and Servicing Costs $4,045.74 Incidental Expenses 3,507 .42
Other Costs/Contributions (3,287 .16 )
Total Net Amount to be Assessed $4,266.00

Total Number of Benefit Points to be Assessed 1,750
Actual Assessment per Benefit Point $2.44
Maximum Allowable Assessment per Benefit $3.38

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City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 2

2. INTRODUCTION

2.1 Reason for Assessment
Approval of the assessment covered by this Annual Report will generate the revenue necessary to provide for the maintenance and servicing of the improvements described in this Annual Report.

2.2 Process for Annual Assessment
On an annual basis, a report is prepared which contains a description of the services proposed to be financed, a description of each lot or parcel subject to the assessment, the amount of the proposed assessment for each parcel, and the basis and schedule of assessment.

2.3 Same or Lesser Assessment
If the assessments are to be levied in the same or lesser amounts than the maximum assessment amount approved, the City Clerk will give notice by causing the Resolution of Intention to be published. Any interested person may, prior to the conclusion of the public hearing, file a written protest which shall state all grounds of objection. The protest will contain a description sufficient to identify the property owned by the property owner filing the protest. During the course of, or upon conclusion of the hearing, the City Council may order changes in any of the matters provided in the report, including changes in the improvements, any zones within the District, and the proposed diagram for the proposed assessment.

2.4 Fiscal Year 2024/25 Assessment
The Fiscal Year 2024/25 assessments described in this Annual Report are not proposed to exceed the previously approved maximum assessment range formula that was approved at the time the District was formed. No land is proposed to be annexed to the District. There are no proposed new improvements or any substantial changes in existing improvements.

The net amount to be assessed in the District upon all assessable lots or parcels, as shown on the latest equalized roll at the County of Riverside (the “County”) Assessor’s Office, is shown on the Assessment Roll in Appendix B of this report.

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City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 3

3. PLANS AND SPECIFICATIONS
The District provides funding for the administration, maintenance, operation, and servicing of various improvements located in District.

3.1 Description of Improvements
The traffic signal to be operated and maintained is at the following location:
 Limonite Avenue & Scholar Way
The fossil filters to be managed and maintained are at the following locations:
 Seven along Scholar Way between Limonite Avenue and Primrose Road  One on 58 th Street west of Scholar Way

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City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 4

4. ESTIMATE OF COSTS
The estimated costs of administration, maintenance, operation, and servicing the improvements, as described in the Plans and Specifications for the District, are summarized below:

4.1 Benefit Assessment District 2014-2

4.1.1 ANNUAL BUDGET
The estimated costs associated with the District are shown below:

BAD 2014-2 Costs
Estimat ed
2024/25 Costs
Ma inte nan ce, Ope ration and Se rv ici ng Costs
Traffic S ign al $2,845.74
Fossil Fil ters 1,200 .00
Sub total Mainte nan ce, Ope ration and Se rv ici ng Costs $4 ,045.74

Inci den tal Ex pen ses
Annu al Ad ministrat ion (Ci ty) $615 .00
Annu al Ad ministrat ion (Con su ltant) 2, 67 9.19
Coun ty Collec tion Fees 213 .23
Sub total Inci den tal Ex pen ses $3,507.42

Total BAD 2014-2 Costs $7,553.16

General Benefit Contri bu tion ($ 3,287 .16)
Operati ng Rese rve Contri buti on 0.00
Operati ng Rese rve Coll ect ion 0.00
Contri bu ti on Fr om Ot her Sources 0.00
Total Costs to be Ass essed $4,266.00

Total Net BAD 2014-2 Assessme nt (1) $4,266.00
Total BAD 2014-2 Benefit Points to be As sess ed 1,750 Actua l Assessme nt pe r Bene fit Point – Fiscal Yea r 202 4/2 5 $2.44 Ma xi mum All owab le Ass essme nt pe r Bene fit Point – Fiscal Year 2024/25

$3.38
(1) Actual assessments may be rounded to the nearest ev en penny in accordance with the requirements of the County for placement on the tax rolls. 946

City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 5

4.1.2 OPERATING RESERVE
It is the intent of the City to maintain an Operating Reserve which shall not exceed the estimated costs of maintenance and servicing of the improvements prior to December 10 of the fiscal year, or when the City expects to receive its apportionment of special assessments and tax collections from the County, whichever is later. The reserve balance information for the District is as follows:

Estimated Fiscal Year Ending 6/30/24 Operating Reserve Cash Ba lance (1)
$19,792.09
Operating Reserve Contribution – Fiscal Year 2024/25 (7,553.16) Operating Reserve Collection – Fiscal Year 2024/25 4,266.00 Estimated Fiscal Year Ending 6/30/25 Operating Reserve Cash Balan ce
$16,504.93
(1) The City will be undergoing an internal audit; fund balances will be updated when the reconciliation takes place.

The estimated Fiscal Year ending 6/30/25 Operating Reserve cash balance is estimated based on the available cash balance, less actual expenses to date, and less estimated expenses through the end of the Fiscal Year.

4.1.3 ANNUAL ASSESSMENT INCREASE
The maximum allowable assessment per Benefit Point listed in the annual budget is the amount which was approved at the time of formation of the District, with the allowable annual increase over the maximum assessment for the previous year. The allowable annual increase is defined as: “the greater of two percent (2.0%) or the percentage increase, if any, in the Consumer Price Index for all Urban Consumers (“CPI-U”) for the Los Angeles-Riverside-Orange County California Standard Metropolitan Statistical area (“Index”) published by the Bureau of Labor Statistics of the United States Department of Labor. The annual CPI-U adjustment will be based on the increase, if any, in the Index as it stands on March of each year over the base Index for March of 2015.” Previously, the Los Angeles-Riverside- Orange County index was made up of Los Angeles, Orange, Riverside, San Bernardino, and Ventura counties. The BLS split this index into two areas; one that represents Los Angeles and Orange counties (Los Angeles-Long Beach-Anaheim) and another that represents Riverside and San Bernardino counties (Riverside-San Bernardino-Ontario). Beginning with the 2018/19 calculation, the City began using the Riverside-San Bernardino-Ontario CPI as of March for the purposes of computing annual changes in the assessment rates for the District.

Each year, prior to the assessments being placed on the tax roll, the City will review the cost estimate and determine the amount needed to maintain the improvements for the upcoming fiscal year. The actual assessment per Benefit Point will be based on the estimated costs, available fund balance, and maximum allowable assessment with the goal of maintaining the improvements in a satisfactory and operational condition. The actual assessment amount may be equal to or lower than the maximum allowable assessment; however, it may not exceed the maximum unless the increase is approved by the property owners in accordance with Proposition 218.

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City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 6

4.2 Definition of Budget Items
The following definitions describe the costs and expenses included in the cost estimate for the District:

4.2.1 MAINTENANCE, OPERATION AND SERVICING COSTS
Energy Costs for Streetlights: This item includes the cost of energy provided by the electric utility provider.

Fossil Filters: This item includes the cost of cleaning and furnishing services and materials for the ordinary and usual maintenance, operation, and servicing of the fossil filters and appurtenances, including repair, replacement, removal of trimmings, rubbish, debris, and other solid waste.

Field Inspection/Management: This item includes the cost of inspecting fossil filters, reporting, and compliance with applicable regulations.

Repair/Replacement: This item includes the cost of furnishing services and materials for the ordinary and usual maintenance, operation, and servicing of the fossil filters and appurtenances, including repair and replacement.

Traffic Signals: This item includes the cost of furnishing services and materials for the ordinary and usual maintenance, operation, and servicing of traffic signals and appurtenances, including repair and replacement.

4.2.2 INCIDENTAL EXPENSES
Annual Administration (City): This item includes the cost to departments and staff of the City for providing the administration, coordination, and man agement of District services, operation, and expenses. This item also includes management of the annual process including reports, resolutions, and public inquiries.

Annual Administration (Consultant): This item includes the contract fees and allowable expenses for annual administration of the District, including preparation of the Annual Report, preparation of resolutions, submittal of the levy to the County, responding to public inquiries, attendance at various meetings, and delinquency management. The contract fee is subject to a cost of living increase annually.

County Collection Fees: This item includes the fee s charged by the County to process the levy submittal and collect and distribute funds on behalf of the City.

4.2.3 OPERATING RESERVE AND OTHER SOURCES
Operating Reserve Contribution: This item includes the amount to be credited to the annual assessment. When the Operating Reserve balance is g reater than approximately one half of the annual costs, an Operating Reserve Contribution may be credited to the total costs.

Operating Reserve Collection: This item includes the amount to be collected to maintain reserves to enable the City to pay for the maintenance and servicing of the improvements prior to December 10 948

City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 7 of the fiscal year, or whenever the City expects to receive its apportionment of special assessments and tax collections from the County, whichever is l ater. The Operating Reserve collection may continue until such a time the Reserve Fund balance is approximately one half of the annual costs.

Contributions From Other Sources: This item includes any amount contributed to the District from any source of funds other than the annual assessments.

Rounding Adjustment: This item includes any amount necessary to round the actual assessment amount for each parcel to an even cent, as the County requires that the total levy amount submitted be even, so that the amount can be divided into two equal installments on the tax roll.

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City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 8

5. METHOD OF ASSESSMENT

5.1 Legal Considerations

5.1.1 PROPOSITION 218
Proposition 218, the “Right to Vote on Taxes Act” was approved by California voters in 1996, which added Articles XIIIC and XIIID to the California State Constitution. The primary results of Proposition 218 were stricter definitions of assessments, special taxes, fees, and charges, and a general mandate for some type of voter approval for any new or increased tax, assessment, or property-related fee. The Proposition 218 Omnibus Implementation Act (the “Implementation Act”) was approved July 1, 1997.

The Implementation Act provided direction for procedures throughout the notice, protest, and hearing process. It should be noted that this report has been prepared to be consistent with current practices and the California State Constitution.

Article XIII D, Section 4(a) of the California Constitution limits the amount of any assessment to the proportional special benefit conferred on the property. Article XIII D also provides that publicly owned properties must be assessed unless there is clear and convincing evidence that those properties receive no special benefit from the assessment.

The net amount to be assessed may be apportioned by any formula or method which fairly distributes the net amount among all assessable lots or parcels. Propos ition 218 requires the Engineer to separate general benefit from special benefit, where only special benefit is assessed.

5.1.2 1982 ACT
Pursuant to the 1982 Act and Article XIII D, all parcels that have a special benefit conferred upon them as a result of the maintenance and operation of improvements and services shall be identified, and the proportionate special benefit derived by each identified parcel shall be determined in relationship to the entire costs of the maintenance and operation of improvements. The 1982 Act, permits the establishment of assessment districts for the purpose of providing certain public services which include the maintenance and operation costs of drainage, flood control street lighting, and streets.

Section 54711 of the 1982 Act requires that benefit assessments must be related to the benefit to the parcel.

This Section states:
“The amount of the assessment imposed on any parcel of property shall be related to the benefit to the parcel which will be derived from the provision of the service.”

“The annual aggregate amount of the assessment shal l not exceed the estimated annual cost of providing the service…”

“The revenue derived from the assessment shall not be used to pay the cost of any service other than the service for which the assessment was levied.” 950

City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 9

5.2 Special Benefit
Pursuant to Article XIII D of the California Constitution, Section 2(i) “Special benefit means a particular and distinct benefit over and above general benefits conferred on real property located in the district or to the public at large. General enhancement of property value does not constitute special benefit.” All parcels that have special benefit conferred upon them as a result of the services and activities provided shall be identified, and the proportionate special benefit derived by each identified parcel shall be determined in relationship to the entire cost of the services and activities.

In accordance with Article XIII D §4(a), “No assessment shall be imposed on any parcel which exceeds the reasonable cost of the proportional special benefit conferred on that parcel. Only special benefits are assessable, and an agency shall separate the general benefits from the special benefits conferred on a parcel.”
The maintenance and servicing of the District improvements (which are described in the Plans and Specifications Section of this report) are for the benefit of the properties in the District, and as such confer a special and direct benefit to parcels in the District, respectively. A description of the special benefit conferred to property in the District has been excerpted from the formation Engineer’s Report and provided below:

5.2.1 TRAFFIC SIGNAL OPERATION AND MAINTENANCE
Traffic signals allow for the orderly flow of traffic for all roadway users and provide for increased safety of vehicles, their passengers and pedestrians. Conversely, a lack of traffic signalization can lead to roadway congestion and decreased safety. When evaluating safety of an intersection, one must look holistically at all system users to evaluate the benefit conveyed. Further, the task of traveling on the roadway system, whether by vehicle, by foot or by bicycle, involves searching for, finding, understanding, and applying the information, as well as reacting to unanticipated information. Once found and understood, the relevance of this information must be evaluated, decisions made and actions taken in response. This activity is cyclical, often occurring many times per second in complex, demanding environments. Traffic signals are one of the many pieces of information that must be processed as a traveler approaches an intersection in the roadway system.
 Increased Safety to Motorists: Traffic signals provide for the orderly movement of vehicular and pedestrian traffic at roadway intersections. While traffic signals cannot eliminate collisions, their installation has been shown to reduce the frequency of right-angle vehicle collisions, left-turn collisions, pedestrian collisions, and head-on collisions. Heavy traffic is interrupted to allow other vehicular traffic to pass through in a safe manner.
 Increased Safety to Pedestrians: Traffic signals prioritize movement across and thro ugh an intersection. By allowing pedestrians the right-of-way to enter and cross the roadway, traffic signals increase the safety to pedestrians.
 Increased Traffic Capacity and Efficiency: Use of properly timed traffic signals that smooth t he traffic flow allow for increased vehicle traffic and reduce congestion. Ingress and egress from developments is more timely and efficient when traffic signals are installed. 951

City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 10

5.2.2 FOSSIL FILTER MANAGEMENT, INSPECTION, AND MAINTENANCE Fossil filters are designed to remove petroleum hydrocarbons from stormwater runoff that enters catch basins. Petroleum hydrocarbons are a primary energy source, utilized as combustible fuel. Petroleum hydrocarbons are also found in their solid form in asphalt used in roadway construction. Petroleum hydrocarbons are pollutants which are required to be removed from stormwater and runoff before they can be released into the environment. Properly operating fossil filtration systems provide the following special benefits to property:
 Pretreatment of Local Drainage Stormwater: Fossil filters pretreat stormwater by removing pollutants as the water flows through the filter into the storm sewer system. Vehicles and asphalt are the primary source of pollutants that enter the storm sewer system. In particular, localized vehicular traffic produces the majority of the pollutants that enter each catch basin which are removed by the fossil filters. Since the localized vehicular traffic, associated with local property, produces most of the pollution, the local property receives special benefit from the fossil filtration system by having the pollutants it produces removed from the stormwater runoff near the source of pollution.  Cleaner Local Drainage Catch Basins: By managing, maintaining, and servicing the fossil filters, the catch basins are cleared of debris that might c ause localized flooding. Catch basins are designed to collect storm water runoff that results from the large amount of impervious area on developed land. Without clear, functioning catch basins, the stormwater runoff pools and floods local streets and property. Fossil filtration syste m maintenance confers a special benefit to property by ensuring they are clear of debris so that stormwater runoff can flow freely into the catch basin and not flood local property.

The above mentioned items affect the assessed property in a way that is particular and distinct from their effect on other parcels and that real property in general and the public at large do not share. They contribute to a specific enhancement of the properties in the District. Since these improvements were installed and are maintained specifically for the properties in the District; only properties in the District receive a special benefit and are assessed for said maintenance.

5.3 General Benefit
Article XIII D of the California Constitution requires any local agency proposing to increase or impose a special assessment to “separate the general benefits from the special benefits conferred on a parcel.” General benefits are defined as those services or improvements which provide a general increase in property values to all property or provides benefits to the health, safety or education of the public. The rationale for separating special and general benefits is to ensure that the property owners are not charged with an assessment that pays for general benefits. Thus, a local agency carrying out projects or services that provide both special and general benefits may levy an assessment to pay for the special benefits but must acquire separate funding to pay for those general benefits.

5.4 General and Special Benefits Separated
The amount of general benefit that is conferred from the improvements and activities cannot be funded via benefit assessments. In order to separate only that portion of the budget which is related to special benefits conferred by the improvements and activities, thereby excluding those costs which are associated 952

City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 11 with general benefits related to the improvements and activities, pass through traffic data has been reviewed.

General benefit conferred from the improvements cannot be funded by assessments. In order to separate only that portion of the cost of operating, maintaining, and servicing the improvements which is related to special benefits conferred, thereby excluding those costs which are related to general benefits, pass through traffic data has been analyzed.

The City’s General Plan, adopted on June 13, 2012, indicates that streets within the City generally consist of local roads, secondary and major collectors, arterials and urban arterials. There is a general benefit component associated with traffic signals and fossil filter management along arterial/collector streets roughly equal to the percentage of pass-through trips using those streets (typically 15-25% based on the amount of traffic volume placed on each type of roadway). The following table summarizes the special and general benefit for the various types of roadways based on general industry practice standards:

In order to assess the parcels within the District for the special benefits received from the improvements and activities described in Section 3.1, the general and special benefits must be separated. The general benefit conferred by the improvements and activities is 81.25%. Accordingly, 18.75% of the benefits from the improvements and activities are considered to provide special benefits to the properties within the District and thus could be subject to assessment therein.

Roadway Type Special Benefit General Benefit Comments Local 98% 2%
Nearly all traffic is generated by local properties ;
the exception would be school busses, delivery and
service vans/trucks, meter readers, and turn
around traffic which is generally less than 2%.

Collector 50% 50% Some General Benefit related to thru traffic and overall traffic safety benefits from traffic signals.

Arterial 25% 75% Some General Benefit related to thru traffic and overall traffic safety benefits from traffic signals.

5.4.1 TRAFFIC SIGNAL OPERATION AND MAINTENANCE
The one traffic signal to be operated, maintained, and serviced is located along Limonite Avenue which is an Arterial according to the City of Eastvale General Plan. The intersecting roadway, Scholar Way is also an Arterial. Generally Arterials would see an estimated 75% of trips attributed to pass through traffic rather than local traffic. The District is located on the west side of Scholar Way north of Limonite Avenue. Local traffic originates from District property, as well as from surrounding property. The additional local traffic from surrounding property not in the District results in a total portion of pass through traffic not related to District property of 81.25%.

5.4.2 FOSSIL FILTER MANAGEMENT, INSPECTION AND MAINTENANCE Seven of the fossil filters to be managed, inspected, and maintained are located along Scholar Way which is an Arterial according to the City’s General Plan. There is also one fossil filter on 58 th Street which is a Collector. Generally Arterials would see an estimated 75% of trips attributed to pass through traffic rather than local traffic. The District is located on the west side of Scholar Way north of Limonite Avenue and south 953

City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 12 of 58 th Street. Local traffic originates from District property, as well as from surrounding property. The additional local traffic from surrounding property not in the District results in a total portion of pass through traffic not related to District property of 81.25%.

5.4.3 GENERAL BENEFIT PORTION
The total general benefit conferred as a result of the improvements and activities is 81.25% which is based on the share of pass through traffic related to traffic signal operation and maintenance and fossil filter management, inspection and maintenance.

5.5 Method of Assessment Spread
Each of the parcels in District are deemed to receive special benefit from the improvements. Each parcel that has a special benefit conferred upon it as a result of the maintenance and operation of improvements are identified and the proportionate special benefit derived by each identified parcel is determined in relationship to the entire costs of the maintenance and operation of the improvements.

As outlined above, each of the parcels within the District receive special benefit from the operation, maintenance, and services of the improvements. Each parcel that has a special benefit conferred upon it is identified and the proportionate special benefit de rived by each identified parcel is determined in relationship to the entire costs of the operation, maintenance, and services of the improvements. In order to facilitate this analysis, Benefit Points will be assigned based on the following factors:

5.5.1 TRAFFIC SIGNAL OPERATION AND MAINTENANCE AND FOSSIL FILTER MANAGEMENT,

INSPECTION AND MAINTENANCE
Special benefit points are proportionally assigned to all parcels within the District for each of the following special benefits conferred:
 Increased Safety to Motorists
 Increased Safety to Pedestrians
 Increased Traffic Capacity and Efficiency
 Pretreatment of Local Drainage Stormwater
 Cleaner Local Drainage Catch Basins
Each parcel with a residential county land use code is expected to generate traffic, which must pass through the signalized intersection and by the fossil filters, therefore, each parcel may be assigned one Benefit Point per dwelling unit per benefit. Likewise, each non-residential parcel is expected to generate traffic, which must pass through the signalized intersection and by the fossil filters, therefore each parcel may be assigned one Benefit Point per acre, or portion thereof, per benefit. (e.g. If the parcel acreage is 1.38, the parcel receives 1.38 Benefit Points per benefit.)
The maximum allowable assessment per parcel is the amount which was approved at the time of formation of the District, with the allowable annual increase also approved at the time of formation. A description of the allowable annual increase for the District has been excerpted from the formation Engineer’s Report and provided below:
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City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 13 Benefit Assessment District 2014-2 – The annual assessment will be adjusted annually by the greater of 2% or the cumulative percentage increase in the CPI-U if any, as it stands as of March of each year over the base index for March of 2015.

The total amount of maintenance, servicing, and incidental costs for maintaining and operating the Improvements is assessed to the individual parcels of real property in the District in proportion to the special benefit received by such parcels of real property. The proposed individual assessments are shown on the Assessment Roll in this report.

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City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 14

6. APPENDICES

The following Appendices contain Appendix A – Assessment Diagram and Appendix B – Assessment Roll for the District.

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City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 A APPENDIX A – ASSESSMENT DIAGRAM
The Assessment Diagram for the District is shown on the following pages. The lines and dimensions of each lot or parcel within the District are those lines and dimensions shown on the maps of the County Assessor of the County of Riverside, at the time this report was prepared, and are incorporated by reference herein and made part of this Annual Report.

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CITY OF EASTVALE
BENEFIT ASSESSMENT DISTRICT NO. 2014-2
(TRACTS 32821 & 32821-1)
FILED IN THE OFFICE OF THE CITY CLERK OF THE CITY OF EASTVALE, THIS _______ DAY OF ______________, 20__. _______________________________

CITY CLERK

CITY OF EASTVALE

RIVERSIDE COUNTY, CALIFORNIA

AN ASSESSMENT WAS LEVIED BY THE CITY COUNCIL OF THE CITY OF EASTVALE ON THE LOTS, PIECES AND PARCELS OF LAND SHOWN ON THIS ASSESSMENT DIAGRAM. THE ASSESSMENT WAS LEVIED ON THE _______DAY OF ______________, 20__. THE ASSESSMENT DIAGRAM AND ASSESSMENT ROLL WERE RECORDED IN THE OFFICE

OF THE SUPERINTENDENT OF STREETS FOR THE EXACT AMOUNT OF EACH ASSESSMENT LEVIED AGAINST EACH PARCEL OF LAND SHOWN ON THIS ASSESSMENT DIAGRAM.
_______________________________

CITY CLERK

CITY OF EASTVALE

RIVERSIDE COUNTY, CALIFORNIA
RECORDED IN THE OFFICE OF THE SUPERINTENDENT OF STREETS OF THE CITY OF EASTVALE, THIS _______ DAY OF ______________ , 20__.
_______________________________

SUPERINTENDENT OF STREETS

CITY OF EASTVALE

RIVERSIDE COUNTY, CALIFORNIA
FILED THIS _______ DAY OF ______________ , 20__ AT THE HOUR OF _______ O’CLOCK _______ M. IN BOOK , PAGE ______________ OF MAPS OF ASSESSMENT DISTRICTS IN THE OFFICE OF THE COUNTY RECORDER OF THE COUNTY OF RIVERSIDE, CALIFORNIA.
_______________________________

COUNTY RECORDER

RIVERSIDE COUNTY, CALIFORNIA
NOTES:

FOR PARTICULARS OF THE LINES AND DIMENSIONS OF ASSESSOR’S PARCELS, REFERENCE IS MADE TO THE MAPS OF THE ASSESSOR OF THE COUNTY OF RIVERSIDE.

CITY OF EASTVALE

COUNTY OF RIVERSIDE

STATE OF CALIFORNIA
1 LIMONITE AVE
58TH ST
SUM

NER AVE

FUJI ST

DANCY ST

LARRY DEAN ST

BRIAR ST

VALENCIA ST

REDHAVEN ST
M

ULAN ST

SHORTHORN DR

CORTLAND ST

LAVONDA ST

SPRINGCREST ST

ELIAS ST

HAZEL ST

MARYLAND AVE

RED GOLD ST

JARDENE STHEATHER LEE ST
ASHW
ELL CT

CALITERRA CTDELICIOUS W
AY

CLEVELAND AVE
JAM
ESTO
W
N AVE
CARO

LINAS LN

ANNANDALE PL
COSM
OS ST

HEREFORD LN
BAY ST

LONGHORNE DR

BRIDGEWATER DR

PATTISON ST

EARLY CRIMSON ST
W

ESTCHESTER W
AY

SAVANNAH PL

EMPIRE CT

ANNA CT

JIMSON CT

HOLLAND CT

KALY CT

ALEXANDRIA AVE

LYNDSEY ST

MCINTOSH CT

BLUEBELL ST

NOBURY CT

DORSETT GOLDEN ST

ANJOU ST

RUBY CT

NUFFIELD CT

CHAROLAIS CT

KARA CT

TOM SAW
YER W
AY

SALERS CTTANCY CT

BEVERLY HILLS CT

CLEVELAND AVE
0 0.075 0.15 0.2250.0375
Miles
Legend
Assessment ID
Traffic Signal
Parcel Lines
District Boundary
Legend
Sheet 1 of 1
1 Assessment ID APN
1 164-030-027
958

City of Eastvale
2024/25 Annual Report – Benefit Assessment District 2014-2 B APPENDIX B – ASSESSMENT ROLL
The assessment roll is a listing of the assessments for Fiscal Year 2024/25 apportioned to each lot or parcel, as shown on the last equalized roll of the Assessor of the County of Riverside.

Based on County Assessor’s secured roll data, current assessor’s parcels, including corrected and/or new assessor’s parcels, will be submitted and/or resubmitted to the County Auditor/Controller. The annual assessment amount to be levied and collected for the resubmitted parcel(s) shall be determined in accordance with the method of apportionment and assessment rate approved in this Annual Report.

Therefore, if a single assessor’s parcel has a status change in development, other land use change, or subdivides into multiple assessor’s parcels, the assessment amounts applied to each of the new assessor’s parcels shall be recalculated and applied according to the approved method of apportionment and assessment rate rather than a proportionate share of the original assessment amount.

The assessment roll for Fiscal Year 2024/25 is listed on the following pages.

959
City of Eastvale
BAD No. 2014 -2 (Tracts 32821 & 32821-1)
Preliminary Assessment Roll for Fiscal Year 2024/25
Assessor's Parcel Number Site Address Total BP Grand Total 164-711-001 6148 SNAPDRAGON ST 5.0 $12.18
164-711-002 6152 SNAPDRAGON ST 5.0 12.18
164-711-003 6156 SNAPDRAGON ST 5.0 12.18
164-711-004 6160 SNAPDRAGON ST 5.0 12.18
164-711-005 6134 SNAPDRAGON ST 5.0 12.18
164-711-006 6138 SNAPDRAGON ST 5.0 12.18
164-711-007 6142 SNAPDRAGON ST 5.0 12.18
164-711-008 6146 SNAPDRAGON ST 5.0 12.18
164-711-009 6132 SNAPDRAGON ST 5.0 12.18
164-711-010 6136 SNAPDRAGON ST 5.0 12.18
164-711-011 6140 SNAPDRAGON ST 5.0 12.18
164-711-012 6144 SNAPDRAGON ST 5.0 12.18
164-711-014 6103 SNAPDRAGON ST 5.0 12.18
164-711-015 6109 SNAPDRAGON ST 5.0 12.18
164-711-016 6115 SNAPDRAGON ST 5.0 12.18
164-711-017 6113 SNAPDRAGON ST 5.0 12.18
164-711-018 6107 SNAPDRAGON ST 5.0 12.18
164-711-019 6101 SNAPDRAGON ST 5.0 12.18
164-711-020 6104 ROSEWOOD WAY 5.0 12.18
164-711-021 6110 ROSEWOOD WAY 5.0 12.18
164-711-022 6116 ROSEWOOD WAY 5.0 12.18
164-711-023 6114 ROSEWOOD WAY 5.0 12.18
164-711-024 6108 ROSEWOOD WAY 5.0 12.18
164-711-025 6102 ROSEWOOD WAY 5.0 12.18
164-711-027 13055 GOLDENROD DR 5.0 12.18
164-711-028 13061 GOLDENROD DR 5.0 12.18
164-711-029 13049 GOLDENROD DR 5.0 12.18
164-711-030 13043 GOLDENROD DR 5.0 12.18
164-711-031 13031 SNAPDRAGON DR 5.0 12.18
164-711-032 13037 GOLDENROD DR 5.0 12.18
164-711-033 13025 GOLDENROD DR 5.0 12.18
164-711-034 13019 GOLDENROD DR 5.0 12.18
164-711-036 6118 SNAPDRAGON ST 5.0 12.18
164-711-037 6122 SNAPDRAGON ST 5.0 12.18
164-711-038 6126 SNAPDRAGON ST 5.0 12.18
164-711-039 6130 SNAPDRAGON ST 5.0 12.18
164-711-040 6116 SNAPDRAGON ST 5.0 12.18
164-711-041 6120 SNAPDRAGON ST 5.0 12.18
164-711-042 6124 SNAPDRAGON ST 5.0 12.18
164-711-043 6128 SNAPDRAGON ST 5.0 12.18
164-711-044 6102 SNAPDRAGON ST 5.0 12.18
164-711-045 6106 SNAPDRAGON ST 5.0 12.18
Slight variances may occur due to rounding
Copyright © 2013 by NBS Page 1 of 9 04/26/2024 04:42:28PM 960
City of Eastvale
BAD No. 2014 -2 (Tracts 32821 & 32821-1)
Preliminary Assessment Roll for Fiscal Year 2024/25
Assessor's Parcel Number Site Address Total BP Grand Total 164-711-046 6110 SNAPDRAGON ST 5.0 12.18
164-711-047 6114 SNAPDRAGON ST 5.0 12.18
164-711-048 6100 SNAPDRAGON ST 5.0 12.18
164-711-049 6104 SNAPDRAGON ST 5.0 12.18
164-711-050 6108 SNAPDRAGON ST 5.0 12.18
164-711-051 6112 SNAPDRAGON ST 5.0 12.18
164-711-053 6121 SNAPDRAGON ST 5.0 12.18
164-711-054 6127 SNAPDRAGON ST 5.0 12.18
164-711-055 6133 SNAPDRAGON ST 5.0 12.18
164-711-056 6131 SNAPDRAGON ST 5.0 12.18
164-711-057 6125 SNAPDRAGON ST 5.0 12.18
164-711-058 6119 SNAPDRAGON ST 5.0 12.18
164-711-059 6120 ROSEWOOD WAY 5.0 12.18
164-711-060 6126 ROSEWOOD WAY 5.0 12.18
164-711-061 6132 ROSEWOOD WAY 5.0 12.18
164-711-062 6118 ROSEWOOD WAY 5.0 12.18
164-711-063 6124 ROSEWOOD WAY 5.0 12.18
164-711-064 6130 ROSEWOOD WAY 5.0 12.18
164-712-001 6068 SNAPDRAGON ST 5.0 12.18
164-712-002 6072 SNAPDRAGON ST 5.0 12.18
164-712-003 6076 SNAPDRAGON ST 5.0 12.18
164-712-004 6080 SNAPDRAGON ST 5.0 12.18
164-712-005 6078 SNAPDRAGON ST 5.0 12.18
164-712-006 6074 SNAPDRAGON ST 5.0 12.18
164-712-007 6070 SNAPDRAGON ST 5.0 12.18
164-712-008 6066 SNAPDRAGON ST 5.0 12.18
164-712-009 6052 SNAPDRAGON ST 5.0 12.18
164-712-010 6056 SNAPDRAGON ST 5.0 12.18
164-712-011 6060 SNAPDRAGON ST 5.0 12.18
164-712-012 6064 SNAPDRAGON ST 5.0 12.18
164-712-013 6062 SNAPDRAGON ST 5.0 12.18
164-712-014 6058 SNAPDRAGON ST 5.0 12.18
164-712-015 6054 SNAPDRAGON ST 5.0 12.18
164-712-016 6050 SNAPDRAGON ST 5.0 12.18
164-712-018 6070 ROSEWOOD WAY 5.0 12.18
164-712-019 6076 ROSEWOOD WAY 5.0 12.18
164-712-020 6082 ROSEWOOD WAY 5.0 12.18
164-712-021 6080 ROSEWOOD WAY 5.0 12.18
164-712-022 6074 ROSEWOOD WAY 5.0 12.18
164-712-023 6068 ROSEWOOD WAY 5.0 12.18
164-712-025 6050 ROSEWOOD WAY 5.0 12.18
164-712-026 6056 ROSEWOOD WAY 5.0 12.18
Slight variances may occur due to rounding
Copyright © 2013 by NBS Page 2 of 9 04/26/2024 04:42:28PM 961
City of Eastvale
BAD No. 2014 -2 (Tracts 32821 & 32821-1)
Preliminary Assessment Roll for Fiscal Year 2024/25
Assessor's Parcel Number Site Address Total BP Grand Total 164-712-027 6062 ROSEWOOD WAY 5.0 12.18
164-712-028 6060 ROSEWOOD WAY 5.0 12.18
164-712-029 6054 ROSEWOOD WAY 5.0 12.18
164-712-030 6048 ROSEWOOD WAY 5.0 12.18
164-712-031 6055 SNAPDRAGON ST 5.0 12.18
164-712-032 6061 SNAPDRAGON ST 5.0 12.18
164-712-033 6067 SNAPDRAGON ST 5.0 12.18
164-712-034 6065 SNAPDRAGON ST 5.0 12.18
164-712-035 6059 SNAPDRAGON ST 5.0 12.18
164-712-036 6053 SNAPDRAGON ST 5.0 12.18
164-712-038 6034 ROSEWOOD WAY 5.0 12.18
164-712-039 6040 ROSEWOOD WAY 5.0 12.18
164-712-040 6046 ROSEWOOD WAY 5.0 12.18
164-712-041 6044 ROSEWOOD WAY 5.0 12.18
164-712-042 6038 ROSEWOOD WAY 5.0 12.18
164-712-043 6032 ROSEWOOD WAY 5.0 12.18
164-712-044 6037 SNAPDRAGON WAY 5.0 12.18
164-712-045 6043 SNAPDRAGON WAY 5.0 12.18
164-712-046 6049 SNAPDRAGON WAY 5.0 12.18
164-712-047 6047 SNAPDRAGON WAY 5.0 12.18
164-712-048 6041 SNAPGRAGON WAY 5.0 12.18
164-712-049 6035 SNAPDRAGON WAY 5.0 12.18
164-712-051 6036 SNAPDRAGON ST 5.0 12.18
164-712-052 6040 SNAPDRAGON ST 5.0 12.18
164-712-053 6044 SNAPDRAGON ST 5.0 12.18
164-712-054 6048 SNAPDRAGON ST 5.0 12.18
164-712-055 6046 SNAPDRAGON ST 5.0 12.18
164-712-056 6042 SNAPDRAGON ST 5.0 12.18
164-712-057 6038 SNAPDRAGON ST 5.0 12.18
164-712-058 6034 SNAPDRAGON ST 5.0 12.18
164-712-059 6020 LIMONIUM LN 5.0 12.18
164-712-060 6024 LIMONIUM LN 5.0 12.18
164-712-061 6028 LIMONIUM LN 5.0 12.18
164-712-062 6032 LIMONIUM LN 5.0 12.18
164-712-063 6030 LIMONIUM LN 5.0 12.18
164-712-064 6026 LIMONIUM LN 5.0 12.18
164-712-065 6022 LIMONIUM LN 5.0 12.18
164-712-066 6018 LIMONIUM LN 5.0 12.18
164-713-001 13103 GOLDENROD DR 5.0 12.18
164-713-002 13109 GOLDENROD DR 5.0 12.18
164-713-003 13097 GOLDENROD DR 5.0 12.18
164-713-004 13091 GOLDENROD DR 5.0 12.18
Slight variances may occur due to rounding
Copyright © 2013 by NBS Page 3 of 9 04/26/2024 04:42:28PM 962
City of Eastvale
BAD No. 2014 -2 (Tracts 32821 & 32821-1)
Preliminary Assessment Roll for Fiscal Year 2024/25
Assessor's Parcel Number Site Address Total BP Grand Total 164-713-005 13079 GOLDENROD DR 5.0 12.18
164-713-006 13085 GOLDENROD DR 5.0 12.18
164-713-007 13073 GOLDENROD DR 5.0 12.18
164-713-008 13067 GOLDENROD DR 5.0 12.18
164-713-010 6119 ROSEWOOD WAY 5.0 12.18
164-713-011 6125 ROSEWOOD WAY 5.0 12.18
164-713-012 6135 ROSEWOOD WAY 5.0 12.18
164-713-013 6129 ROSEWOOD WAY 5.0 12.18
164-713-014 6139 ROSEWOOD WAY 5.0 12.18
164-713-015 6145 ROSEWOOD WAY 5.0 12.18
164-713-016 6155 ROSEWOOD WAY 5.0 12.18
164-713-017 6149 ROSEWOOD WAY 5.0 12.18
164-713-019 6029 ROSEWOOD WAY 5.0 12.18
164-713-020 6031 ROSEWOOD WAY 5.0 12.18
164-713-021 6039 ROSEWOOD WAY 5.0 12.18
164-713-022 6033 ROSEWOOD WAY 5.0 12.18
164-713-023 6035 ROSEWOOD WAY 5.0 12.18
164-713-024 6041 ROSEWOOD WAY 5.0 12.18
164-713-025 6043 ROSEWOOD WAY 5.0 12.18
164-713-026 6037 ROSEWOOD WAY 5.0 12.18
164-713-028 6069 ROSEWOOD WAY 5.0 12.18
164-713-029 6075 ROSEWOOD WAY 5.0 12.18
164-713-030 6083 ROSEWOOD WAY 5.0 12.18
164-713-031 6077 ROSEWOOD WAY 5.0 12.18
164-713-032 6105 ROSEWOOD WAY 5.0 12.18
164-713-033 6111 ROSEWOOD WAY 5.0 12.18
164-713-034 6115 ROSEWOOD WAY 5.0 12.18
164-713-035 6109 ROSEWOOD WAY 5.0 12.18
164-713-037 6045 ROSEWOOD WAY 5.0 12.18
164-713-038 6051 ROSEWOOD WAY 5.0 12.18
164-713-039 6055 ROSEWOOD WAY 5.0 12.18
164-713-040 6049 ROSEWOOD WAY 5.0 12.18
164-713-041 6053 ROSEWOOD WAY 5.0 12.18
164-713-042 6059 ROSEWOOD WAY 5.0 12.18
164-713-043 6071 ROSEWOOD WAY 5.0 12.18
164-713-044 6065 ROSEWOOD WAY 5.0 12.18
164-721-001 5968 LIMONIUM LN 5.0 12.18
164-721-002 5972 LIMONIUM LN 5.0 12.18
164-721-003 5976 LIMONIUM LN 5.0 12.18
164-721-004 5980 LIMONIUM LN 5.0 12.18
164-721-005 5978 LIMONIUM LN 5.0 12.18
164-721-006 5974 LIMONIUM LN 5.0 12.18
Slight variances may occur due to rounding
Copyright © 2013 by NBS Page 4 of 9 04/26/2024 04:42:28PM 963
City of Eastvale
BAD No. 2014 -2 (Tracts 32821 & 32821-1)
Preliminary Assessment Roll for Fiscal Year 2024/25
Assessor's Parcel Number Site Address Total BP Grand Total 164-721-007 5970 LIMONIUM LN 5.0 12.18
164-721-008 5966 LIMONIUM LN 5.0 12.18
164-721-009 5952 GINGER DR 5.0 12.18
164-721-010 5956 GINGER DR 5.0 12.18
164-721-011 5960 GINGER DR 5.0 12.18
164-721-012 5964 GINGER DR 5.0 12.18
164-721-013 5962 GINGER DR 5.0 12.18
164-721-014 5958 GINGER DR 5.0 12.18
164-721-015 5954 GINGER DR 5.0 12.18
164-721-016 5950 GINGER DR 5.0 12.18
164-721-018 5936 GINGER DR 5.0 12.18
164-721-019 5940 GINGER DR 5.0 12.18
164-721-020 5944 GINGER DR 5.0 12.18
164-721-021 5948 GINGER DR 5.0 12.18
164-721-022 5946 GINGER DR 5.0 12.18
164-721-023 5942 GINGER DR 5.0 12.18
164-721-024 5938 GINGER DR 5.0 12.18
164-721-025 5934 GINGER DR 5.0 12.18
164-721-026 5920 GINGER DR 5.0 12.18
164-721-027 5924 GINGER DR 5.0 12.18
164-721-028 5928 GINGER DR 5.0 12.18
164-721-029 5932 GINGER DR 5.0 12.18
164-721-030 5930 GINGER DR 5.0 12.18
164-721-031 5926 GINGER DR 5.0 12.18
164-721-032 5922 GINGER DR 5.0 12.18
164-721-033 5918 GINGER DR 5.0 12.18
164-721-035 13068 IRISBEND AVE 5.0 12.18
164-721-036 13074 IRISBEND AVE 5.0 12.18
164-721-037 13078 IRISBEND AVE 5.0 12.18
164-721-038 13072 IRISBEND AVE 5.0 12.18
164-721-039 13080 IRISBEND AVE 5.0 12.18
164-721-040 13086 IRISBEND AVE 5.0 12.18
164-721-041 13090 IRISBEND AVE 5.0 12.18
164-721-042 13084 IRISBEND AVE 5.0 12.18
164-721-044 13088 IRISBEND AVE 5.0 12.18
164-721-045 13094 IRISBEND AVE 5.0 12.18
164-721-046 13108 IRISBEND AVE 5.0 12.18
164-721-047 13100 IRISBEND AVE 5.0 12.18
164-721-049 13105 SUGARLOAF DR 5.0 12.18
164-721-050 13099 SUGARLOAF DR 5.0 12.18
164-721-051 13087 SUGARLOAF DR 5.0 12.18
164-721-052 13093 SUGARLOAF DR 5.0 12.18
Slight variances may occur due to rounding
Copyright © 2013 by NBS Page 5 of 9 04/26/2024 04:42:28PM 964
City of Eastvale
BAD No. 2014 -2 (Tracts 32821 & 32821-1)
Preliminary Assessment Roll for Fiscal Year 2024/25
Assessor's Parcel Number Site Address Total BP Grand Total 164-721-053 13089 SUGARLOAF DR 5.0 12.18
164-721-054 13083 SUGARLOAF DR 5.0 12.18
164-721-055 13079 SUGARLOAF DR 5.0 12.18
164-721-056 13085 SUGARLOAF DR 5.0 12.18
164-721-057 13077 SUGARLOAF DR 5.0 12.18
164-721-058 13071 SUGARLOAF DR 5.0 12.18
164-721-059 13067 SUGARLOAF DR 5.0 12.18
164-721-060 13073 SUGARLOAF DR 5.0 12.18
164-722-001 5878 GINGER DR 5.0 12.18
164-722-002 5882 GINGER DR 5.0 12.18
164-722-003 5886 GINGER DR 5.0 12.18
164-722-004 5890 GINGER DR 5.0 12.18
164-722-005 5888 GINGER DR 5.0 12.18
164-722-006 5884 GINGER DR 5.0 12.18
164-722-007 5880 GINGER DR 5.0 12.18
164-722-008 5876 GINGER DR 5.0 12.18
164-722-010 5862 GINGER DR 5.0 12.18
164-722-011 5866 GINGER DR 5.0 12.18
164-722-012 5870 GINGER DR 5.0 12.18
164-722-013 5874 GINGER DR 5.0 12.18
164-722-014 5872 GINGER DR 5.0 12.18
164-722-015 5868 GINGER DR 5.0 12.18
164-722-016 5864 GINGER DR 5.0 12.18
164-722-017 5860 GINGER DR 5.0 12.18
164-722-019 5846 GINGER DR 5.0 12.18
164-722-020 5850 GINGER DR 5.0 12.18
164-722-021 5854 GINGER DR 5.0 12.18
164-722-022 5858 GINGER DR 5.0 12.18
164-722-023 5856 GINGER DR 5.0 12.18
164-722-024 5852 GINGER DR 5.0 12.18
164-722-025 5848 GINGER DR 5.0 12.18
164-722-026 5844 GINGER DR 5.0 12.18
164-722-028 13048 58TH ST 5.0 12.18
164-722-029 13042 58TH ST 5.0 12.18
164-722-030 13038 58TH ST 5.0 12.18
164-722-031 13032 58TH ST 5.0 12.18
164-722-032 13010 58TH ST 5.0 12.18
164-722-033 13016 58TH ST 5.0 12.18
164-722-034 13020 58TH ST 5.0 12.18
164-722-035 13026 58TH ST 5.0 12.18
164-722-037 13056 58TH ST 5.0 12.18
164-722-038 13050 58TH ST 5.0 12.18
Slight variances may occur due to rounding
Copyright © 2013 by NBS Page 6 of 9 04/26/2024 04:42:28PM 965
City of Eastvale
BAD No. 2014 -2 (Tracts 32821 & 32821-1)
Preliminary Assessment Roll for Fiscal Year 2024/25
Assessor's Parcel Number Site Address Total BP Grand Total 164-722-039 13046 58TH ST 5.0 12.18
164-722-040 13058 58TH ST 5.0 12.18
164-722-041 13062 58TH ST 5.0 12.18
164-722-042 13068 58TH ST 5.0 12.18
164-722-043 13042 BRAMBLE ST 5.0 12.18
164-722-044 13050 BRAMBLE ST 5.0 12.18
164-722-045 13058 BRAMBLE ST 5.0 12.18
164-722-046 13062 BRAMBLE ST 5.0 12.18
164-722-047 13054 BRAMBLE ST 5.0 12.18
164-722-048 13046 BRAMBLE ST 5.0 12.18
164-722-050 13086 58TH ST 5.0 12.18
164-722-051 13080 58TH ST 5.0 12.18
164-722-052 13076 58TH ST 5.0 12.18
164-722-053 13088 58TH ST 5.0 12.18
164-722-054 13092 58TH ST 5.0 12.18
164-722-055 13098 58TH ST 5.0 12.18
164-722-056 13044 BRAMBLE ST 5.0 12.18
164-722-057 13052 BRAMBLE ST 5.0 12.18
164-722-058 13060 BRAMBLE ST 5.0 12.18
164-722-059 13056 BRAMBLE ST 5.0 12.18
164-722-060 13048 BRAMBLE ST 5.0 12.18
164-722-061 13038 BRAMBLE ST 5.0 12.18
164-723-001 5985 GINGER DR 5.0 12.18
164-723-002 5979 GINGER DR 5.0 12.18
164-723-003 5973 GINGER DR 5.0 12.18
164-723-004 5971 GINGER DR 5.0 12.18
164-723-005 5977 GINGER DR 5.0 12.18
164-723-006 5983 GINGER DR 5.0 12.18
164-723-008 13043 BRAMBLE ST 5.0 12.18
164-723-009 13037 BRAMBLE ST 5.0 12.18
164-723-010 13035 BRAMBLE ST 5.0 12.18
164-723-011 13041 BRAMBLE ST 5.0 12.18
164-723-013 5938 SILVEIRA ST 5.0 12.18
164-723-014 5942 SILVEIRA ST 5.0 12.18
164-723-015 5946 SILVEIRA ST 5.0 12.18
164-723-016 5944 SILVEIRA ST 5.0 12.18
164-723-017 5940 SILVEIRA ST 5.0 12.18
164-723-018 5936 SILVEIRA ST 5.0 12.18
164-723-020 5969 GINGER DR 5.0 12.18
164-723-021 5963 GINGER DR 5.0 12.18
164-723-022 5957 GINGER DR 5.0 12.18
164-723-023 5955 GINGER DR 5.0 12.18
Slight variances may occur due to rounding
Copyright © 2013 by NBS Page 7 of 9 04/26/2024 04:42:28PM 966
City of Eastvale
BAD No. 2014 -2 (Tracts 32821 & 32821-1)
Preliminary Assessment Roll for Fiscal Year 2024/25
Assessor's Parcel Number Site Address Total BP Grand Total 164-723-024 5961 GINGER DR 5.0 12.18
164-723-025 5967 GINGER DR 5.0 12.18
164-723-027 5952 SILVEIRA ST 5.0 12.18
164-723-028 5958 SILVEIRA ST 5.0 12.18
164-723-029 5964 SILVEIRA ST 5.0 12.18
164-723-030 5962 SILVEIRA ST 5.0 12.18
164-723-031 5956 SILVEIRA ST 5.0 12.18
164-723-032 5950 SILVEIRA ST 5.0 12.18
164-723-034 5863 GINGER DR 5.0 12.18
164-723-035 5859 GINGER DR 5.0 12.18
164-723-036 5855 GINGER DR 5.0 12.18
164-723-037 5853 GINGER DR 5.0 12.18
164-723-038 5857 GINGER DR 5.0 12.18
164-723-039 5861 GINGER DR 5.0 12.18
164-723-041 5858 SILVEIRA ST 5.0 12.18
164-723-042 5862 SILVEIRA ST 5.0 12.18
164-723-043 5866 SILVEIRA ST 5.0 12.18
164-723-044 5864 SILVEIRA ST 5.0 12.18
164-723-045 5860 SILVEIRA ST 5.0 12.18
164-723-046 5856 SILVEIRA ST 5.0 12.18
164-723-048 5968 SILVEIRA ST 5.0 12.18
164-723-049 5974 SILVEIRA ST 5.0 12.18
164-723-050 5980 SILVEIRA ST 5.0 12.18
164-723-051 5978 SILVEIRA ST 5.0 12.18
164-723-052 5972 SILVEIRA ST 5.0 12.18
164-723-053 5966 SILVEIRA ST 5.0 12.18
164-724-001 5855 SILVEIRA ST 5.0 12.18
164-724-002 5853 SILVEIRA ST 5.0 12.18
164-724-003 5863 SILVEIRA ST 5.0 12.18
164-724-004 5861 SILVEIRA ST 5.0 12.18
164-724-005 5869 SILVEIRA ST 5.0 12.18
164-724-006 5871 SILVEIRA ST 5.0 12.18
164-724-007 5879 SILVEIRA ST 5.0 12.18
164-724-008 5877 SILVEIRA ST 5.0 12.18
164-724-009 5885 SILVEIRA ST 5.0 12.18
164-724-010 5887 SILVEIRA ST 5.0 12.18
164-724-012 5921 SILVEIRA ST 5.0 12.18
164-724-013 5919 SILVEIRA ST 5.0 12.18
164-724-014 5927 SILVEIRA ST 5.0 12.18
164-724-015 5929 SILVEIRA ST 5.0 12.18
164-724-016 5937 SILVEIRA ST 5.0 12.18
164-724-017 5935 SILVEIRA ST 5.0 12.18
Slight variances may occur due to rounding
Copyright © 2013 by NBS Page 8 of 9 04/26/2024 04:42:28PM 967
City of Eastvale
BAD No. 2014 -2 (Tracts 32821 & 32821-1)
Preliminary Assessment Roll for Fiscal Year 2024/25
Assessor's Parcel Number Site Address Total BP Grand Total 164-724-018 5943 SILVEIRA ST 5.0 12.18
164-724-019 5945 SILVEIRA ST 5.0 12.18
164-724-021 5953 SILVEIRA ST 5.0 12.18
164-724-022 5951 SILVEIRA ST 5.0 12.18
164-724-023 5959 SILVEIRA ST 5.0 12.18
164-724-024 5961 SILVEIRA ST 5.0 12.18
164-724-025 5969 SILVEIRA ST 5.0 12.18
164-724-026 5967 SILVEIRA ST 5.0 12.18
164-724-027 5975 SILVEIRA ST 5.0 12.18
164-724-028 5977 SILVEIRA ST 5.0 12.18
164-724-029 5985 SILVEIRA ST 5.0 12.18
164-724-030 5983 SILVEIRA ST 5.0 12.18
164-724-031 5991 SILVEIRA ST 5.0 12.18
164-724-032 5993 SILVEIRA ST 5.0 12.18
1,750.0 $4,263.00350 Accounts
Slight variances may occur due to rounding
Copyright © 2013 by NBS Page 9 of 9 04/26/2024 04:42:28PM 968
RESOLUTION NO. 24-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EASTVALE, CALIFORNIA, DECLARING THE INTENTION TO ORDER THE DISSOLUTION OF THREE (3) OF THE CITY’S LANDSCAPE MAINTENANCE DISTRICTS:

WHEREAS, the City Council (the “Council”) of the City of Eastvale (the “City”) has by previous Resolutions formed landscape maintenance districts pursuant to the provisions of the Landscaping and Lighting Act of 1972, Part 2, Division 15 of the California Streets and Highways Code (commencing with Section 22500) (the “Act”); and
WHEREAS, the Council has, by previous Resolutions approved or amended Final Engineer’s Formation and/or Annual Levy Reports (hereafter referred to as the “Reports”); and, WHEREAS, by previous Resolution, the City Council approved the removal of all improvements from three (3) landscape maintenance districts, LLMD No. 89-1C Zone 10, LLMD 89-1C Zone 33 and LMD No. 2001-1 Zone W (collectively referred to as the “Districts”), listed in exhibit A; and, WHEREAS, the City has transferred the maintenance responsibility of the improvements to the following two (2) landscape maintenance districts, LMD 2001-2, F, LMD 2001-1, S, and one (1) communities facilities district CFD No 2017-1 to provide for the maintenance and servicing of the improvements which have previously been maintained via the Districts; and WHEREAS, the City Council declares its intent to dissolve the Districts pursuant to Section 22610 of the Act, and cease the levy and collection of assessments against parcels of land within the Districts.

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

Section 1: Recitals. The above recitals are true and correct.

Section 2: Intention. Public interest and convenience requires, and it is the intention of this legislative body to dissolve the Districts, pursuant to the Act, as of June 30, 2024, for the following designated works of improvement and maintenance:

Section 3: Improvements. the improvements that are being maintained are various streetlights, traffic signals, fossil filters and associated appurtenant facilities.

Operating, maintaining, and servicing include, but are not limited to, personnel, materials, electrical energy, and water. Services provided include all necessary service, operations, administration, and maintenance required to keep the improvements in a satisfactory condition.
969
Section 4: Boundaries. The boundaries of the Districts to be dissolved are the boundaries which the legislative body previously declared to benefited by said improvements, found in the assessment diagram previously approved by this legislative body, a copy of which is on file in the Office of the City Clerk and designated by the name of these Districts.

Section 5: Reports. For a full and detailed description of the improvements, the boundaries of the Districts and any zones therein, and the prior assessments upon lots and parcels of land within the Districts, please refer to the Fiscal Year 2023/24 Engineer’s Report adopted by the City Council on June 28, 2023 by Resolution No. 23-33, on file in the Office of the City Clerk.

Section 6: Levy of Assessment. The annual levy of assessments for the maintenance of the above work of improvements as set forth and described in the Reports shall cease, beginning in Fiscal Year 2024/25.

Section 3: Notice of Public Hearing. The Council hereby declares its intention to conduct a public hearing concerning the proposed dissolution of the Districts. The public hearing will be held on June 26, 2024, at 6:30 pm or as soon thereafter as is feasible in the Council Chambers located at 12363 Limonite Avenue, Eastvale, CA 91752. Any interested person may file a written protest with the City Clerk prior to the conclusion of the Public Hearing, or, having previously filed a protest, may file a written withdrawal of that protest. A written protest shall state all grounds of objection and a protest by a property owner shall contain a description sufficient to identify the property owned by such property owner. At the Public Hearing, all interested persons shall be afforded the opportunity to hear and be heard. The City Clerk is hereby authorized and directed to give notice of such hearing as provided by law. 970
PASSED, APPROVED AND ADOPTED this 22nd day of May, 2024. __________________________________________
Christian Dinco
Mayor
APPROVED AS TO FORM: ATTEST:
__________________________________________ __________________________________________ Erica Vega Marc A. Donohue, MMC
City Attorney City Clerk/Communications Director
971

STATE OF CALIFORNIA )
COUNTY OF RIVERSIDE ) §

CITY OF EASTVALE )

I, Marc A. Donohue, City Clerk of the City of Eastvale, California, do hereby certify that the foregoing City Council Resolution No. 24-XX, was duly adopted by the City Council of the City of Eastvale, California, at a meeting held on the 22nd day of May, 2024, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
____________________________________
Marc A. Donohue, MMC
City Clerk/Communications Director
972
Exhibit A
LANDSCAPE MAINTENANCE DISTRICT LIST – DISSOLUTION
Note: The following is the list of Districts proposed to be dissolved and is not inclusive of all City landscape maintenance districts.

District Name
Formation
Resolution No.(1)
Landscaping and Lighting Maintenance District No 89-1C Zone 10 94-389 Landscaping and Lighting Maintenance District No 89-1C Zone 33 94-389 Lighting Maintenance District No. 2001-1 Zone W 1023
(1) Source: City of Eastvale Engineer’s Report for Fiscal Year 2011-12.

Jurupa Community Services District Resolution Initiating Proceedings for Fiscal Year 2001-02.
973

AGENDA STAFF REPORT

City Council Meeting

CONSENT CALENDAR

Agenda Item No. 11.7
May 22, 2024
Declaring Inten&on to Establish a Community Facili&es District (CFD) and Future Annexa&on Area and to Authorize the Levy of Special Taxes Therein – Community Facili&es District No. 2024-02 (Citywide Maintenance and Services) and Future Annexation Area Prepared By:

Amanda Wells, Finance Director/City Treasurer
Recommended Action(s)
Staﬀ recommends that the City Council adopt the Resolu
on Declaring its Inten
on to Establish a
Community Facili
es District and Future Annexa
on Area and to Authorize the Levy of Special Taxes
Therein for Community Facili
es District No. 2024-02 (Citywide Maintenance and Services) and Future Annexation Area.

Summary
The owner of the subject property, ARROYO CAP III-2 (the “Developer”) is required to ﬁnance the costs of police protec
on services; ﬁre protec
on and suppression services; maintenance and
ligh
ng of parks, parkways, streets, roads, and open space; and ﬂood and storm protec on services
as a condi
on rela
ng to the construc
on of 758 single family and mul
-family residen
al units and
a commercial development (the “Project”). This is the ﬁrst step in the process to create a CFD, which will levy special taxes to generate funds for the City to provide the services described above.

The Resolu
on of Inten
on sets a public hearing on the forma
on of CFD No. 2024-02 and Future
Annexation Area on June 26, 2024.

Background
The Mello-Roos Community Facili
es Act of 1982 (the "Mello-Roos Act") provides local jurisdic ons
12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752
951.361.0900 |
eastvaleca.gov
974
with an alterna
ve method of ﬁnancing public capital facili
es and services. Special tax districts
formed pursuant to the Mello-Roos Act are referred to as Community Facilities Districts, or CFDs.

The Developer has submiFed a pe

on reques
ng that the City conduct proceedings to consider
the approval of the forma
on of CFD No. 2024-02 and Future Annexa
on Area, in order to fund
ongoing public and maintenance services within the CFD.

The CFD will fund the long-term maintenance/services in perpetuity by levying an annual special tax which will be collected on the property tax bill. The funds collected will be transferred to the City, which the City will use to perform the maintenance/services.

The proposed boundaries of CFD No. 2024-02 encompass two parcels located north of Limonite Ave., east of Scholar Way, and west of Hamner Ave (APNs 164-030-013 & 164-030-043). The Developer owns 100% of the property within the proposed CFD.

Future new development projects are expected to annex to CFD No. 2024-02 with the unanimous approval of the owner or owners of each parcel or parcels at the me that parcel or those parcels
are annexed, without any requirement for further public hearings or additional proceedings.

Environmental
Declaring inten
on to establish a CFD is not a project subject to review under the California Environmental Quality Act.

Strategic Plan Action - Priority Level: 3
| Target #: C
| Goal #: H
Ensure that City revenues align with expenditures.

Fiscal Impact
There is no current ﬁscal-year impact to the General Fund as a result of this ac on. All CFD
forma
on costs are borne by the applicant. Once the CFD is formed, ongoing maintenance and district administration will be funded by the special tax levy.

Prior City Council/Commission Action
This is the first time City Council has taken any action on the formation of this particular new CFD.

Attachment(s)
Attachment 1 - Resolution of Intention

Attachment 2 - Exhibit A to Resolution: Boundary Map

Attachment 3 - Exhibit C to Resolution: Rate and Method of Apportionment

12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752
951.361.0900 |
eastvaleca.gov
975
RESOLUTION NO. 24-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EASTVALE, STATE OF

CALIFORNIA, DECLARING ITS INTENTION TO ESTABLISH A COMMUNITY

FACILITIES DISTRICT AND FUTURE ANNEXATION AREA AND TO AUTHORIZE THE

LEVY OF SPECIAL TAXES THEREIN

CITY OF EASTVALE
COMMUNITY FACILITIES DISTRICT NO. 2024-02
(CITYWIDE MAINTENANCE AND SERVICES)

AND FUTURE ANNEXATION AREA
WHEREAS, under the Mello-Roos Community Facilities Act of 1982 (Sections 53311 and following, California Government Code; hereafter referred to as the “Act”), the City Council of the City of Eastvale (the “City”) may commence proceedings for the establishment of a community facilities district and future annexation area; and WHEREAS, this City Council has received a Petition (including Waivers) from the landowners requesting that it establish a community facilities district and future annexation area under the Act to provide for the costs of police protection services; fire protection and suppression services; maintenance and lighting of parks, parkways, streets, roads, and open space; flood and storm protection services; maintenance and operation of any real property or other tangible property with an estimated useful life of five or more years; and related appurtenances, and this City Council now desires to commence proceedings to establish a community facilities district and future annexation area as described herein; and WHEREAS, this City Council has previously adopted local goals and policies for the formation of community facilities districts within the City; and
WHEREAS, under the Act, this City Council is the legislative body for the proposed community facilities district and is empowered with the authority to establish the community facilities district and future annexation area and levy special taxes within the community facilities district; and
WHEREAS, this City Council now desires to proceed with the actions necessary to consider the establishment of the community facilities district and future annexation area.

NOW, THEREFORE, BE IT RESOLVED, by the City Council of the City of Eastvale, as follows:

SECTION 1. The City Council hereby finds that the facts set forth in the recitals to this Resolution are true and correct and establish the factual basis for the City Council’s adoption of this Resolution.

SECTION 2. This City Council proposes to conduct proceedings to establish the community facilities district and future annexation area pursuant to the Act, and hereby determines that 976
public convenience and necessity require the formation of the community facilities district and future annexation area to fund public services.

SECTION 3. The name of the proposed community facilities district is City of Eastvale, Community Facilities District No. 2024-02 (Citywide Maintenance and Services) (the “District”).

The name proposed for the territory proposed to be annexed into the District in the future is “City of Eastvale, Community Facilities District No. 2024-02 (Citywide Maintenance and Services) (Future Annexation Area) (the “Future Annexation Area”).

SECTION 4. The proposed boundaries of the District and the Future Annexation Area are as shown on the map of the District on file with the City Clerk, a copy of which is attached hereto as Exhibit A, which Exhibit is by this reference incorporated herein. The proposed boundaries are hereby preliminarily approved. The City Clerk is hereby directed to record, or cause to be recorded, the map of the boundaries of the District and the Future Annexation Area in the office of the Riverside County Recorder no later than fifteen (15) days after the adoption of this Resolution.

Parcels within the Future Annexation Area shall be annexed to the District only with the unanimous approval (each, a “Unanimous Approval”) of the owner or owners of each parcel or parcels at the time that parcel or those parcels are annexed, without any requirement for further public hearings or additional proceedings.

SECTION 5. The types of services proposed to be funded by the District and the Future Annexation Area by proceeds of the special tax shall consist of those services described in Exhibit B hereto, which Exhibit is by this reference incorporated herein (the “Services”).

The City Council hereby determines that the Services are necessary to meet increased demands for such services placed upon local agencies as the result of development occurring within the area of the District and the Future Annexation Area. The Services are in addition to those provided in the territory of the District and the Future Annexation Area as of the date hereof and will not supplant services already available within the territory of the District and the Future Annexation Area as of the date hereof.

SECTION 6. Except where funds are otherwise available, a special tax sufficient to pay the costs thereof, secured by the recordation of a continuing lien against all non-exempt real property in the District, will be levied annually within the District and collected in the same manner as ordinary ad valorem property taxes or in such other manner as this City Council or its designee shall determine, including direct billing of the affected property owners. The proposed rate and method of apportionment of the special tax among the parcels of real property within the District, in sufficient detail to allow each landowner within the proposed District to estimate the maximum amount such owner will have to pay, is described in Exhibit C attached hereto, which 977
Exhibit is by this reference incorporated herein. The special tax shall be levied perpetually until the collection of the special tax by the City ceases.

As required by Section 53339.3(d) of the Act, the City Council hereby determines that the special tax proposed to pay for Services to be supplied within the Future Annexation Area shall be equal to any special tax levied to pay for the same Services in the existing District, except that a higher or lower tax may be levied within the Future Annexation Area to the extent that the actual cost of providing the Services in the Future Annexation Area is higher or lower than the cost of providing those Services in the existing District. In so finding, the City Council does not intend to limit its ability to levy a special tax within the Future Annexation Area to provide new or additional services beyond those supplied within the existing District.

SECTION 7. This City Council finds that the provisions of Section 53313.6, 53313.7 and 53313.9 of the Act (relating to adjustments to ad valorem property taxes and schools financed by a community facilities district) are inapplicable to the District.

SECTION 8. The levy of said proposed special tax shall be subject to the approval of the qualified electors of the District at a special election. The proposed voting procedure shall be by mailed or hand-delivered ballots among the landowners in the proposed District, with each landowner having one vote for each acre or portion of an acre of land such landowner owns in the District.

A special tax shall be levied in the Future Annexation Area only with the Unanimous Approval of the owner or owners of each parcel or parcels at the time that parcel or those parcels are annexed, without any requirement for further public hearings or additional proceedings.

SECTION 9. Except as may otherwise be provided by law or the rate and method of apportionment of the special tax for the District, all lands owned by any public entity, including the United States, the State of California, and/or the City, or any departments or political subdivisions of any thereof, shall be omitted from the levy of the special tax to be made to cover the costs and expenses of the Services and any expenses of the District.

SECTON 10. The Director of Finance of the City is hereby directed to study the proposed Services and to make, or cause to be made, and file with the City Clerk a report required by Section 53321.5 of the Act presenting the following:
a) A brief description of the Services.
b) An estimate of the fair and reasonable initial annual cost of providing the Services, including the incidental expenses in connection therewith, any City administration costs and all other related costs.
978
Said report shall be made a part of the record of the public hearing provided for below. The Director of Finance may delegate to consultants the duty to perform the study and prepare the report.

SECTION 11. Wednesday, June 26, 2024, at 6:30 p.m. or as soon thereafter as the matter may be heard in the regular meeting place of this City Council at 12363 Limonite Avenue, Suite 900, Eastvale, California, or virtually as noticed by the City, are hereby appointed and fixed as the time and place when and where this City Council, as legislative body for the District, will conduct a public hearing on the establishment of the District and consider and finally determine whether the public interest, convenience, and necessity require the formation of the District and the levy of said special tax.

SECTION 12. The City Clerk is hereby directed to cause notice of said public hearing to be given by publication one time in a newspaper published in the area of the District and the Future Annexation Area. The publication of said notice shall be completed at least seven (7) days before the date herein set for said hearing. The notice shall be substantially in the form of Exhibit D hereto.

SECTION 13. This Resolution shall take effect immediately upon its adoption.

APPROVED AND ADOPTED this 22nd day of May 2024.
____________________________________
Christian Dinco
Mayor
APPROVED AS TO FORM: ATTEST:
_________________________________ ______________________________ Erica Vega Marc A. Donohue, MMC
City Attorney City Clerk/Communications Director
979

EXHIBIT A

CITY OF EASTVALE
COMMUNITY FACILITIES DISTRICT NO. 2024-02
(CITYWIDE MAINTENANCE AND SERVICES)

AND FUTURE ANNEXATION AREA

PROPOSED BOUNDARIES OF THE DISTRICT
980

EXHIBIT B

CITY OF EASTVALE
COMMUNITY FACILITIES DISTRICT NO. 2024-02
(CITYWIDE MAINTENANCE AND SERVICES)

AND FUTURE ANNEXATION AREA

DESCRIPTION OF SERVICES
It is intended that the District will be eligible to fund all or a portion of the direct and incidental costs of police protection services; fire protection and suppression services; maintenance and lighting of parks, parkways, streets, roads, and open space; flood and storm protection services; maintenance and operation of any real property or other tangible property with an estimated useful life of five or more years; and related appurtenances, within or adjacent to the District and Future Annexation Area.

The District may fund any of the following related to the maintenance of the services described in the preceding paragraph: obtaining, constructing, reconstructing, furnishing, and operating and maintaining equipment, apparatuses or facilities related to providing the services; equipment, apparatuses, facilities, or fixtures in areas to be maintained; paying the salaries and benefits of personnel necessary or convenient to provide the services; payment of insurance costs and other related expenses; and the provision of reserves for repairs, replacements, and for the future provision of services. It is expected that the services will be provided by the City, either with its own employees or by contract with third parties, or any combination thereof. The District may also fund administrative fees of the City related to the District.

The services to be financed by the District are in addition to those provided in the territory of the District before the date of creation of the District and will not supplant services already available within that territory when the District is created. 981

EXHIBIT C

CITY OF EASTVALE
COMMUNITY FACILITIES DISTRICT NO. 2024-02
(CITYWIDE MAINTENANCE AND SERVICES)

AND FUTURE ANNEXATION AREA

RATE AND METHOD OF APPORTIONMENT OF SPECIAL TAX
982

EXHIBIT D

CITY OF EASTVALE
COMMUNITY FACILITIES DISTRICT NO. 2024-02
(CITYWIDE MAINTENANCE AND SERVICES)

AND FUTURE ANNEXATION AREA

NOTICE OF PUBLIC HEARING
Notice is hereby given that the City Council of the City of Eastvale will conduct a public hearing on Wednesday, June 26, 2024, at 6:30 p.m. or as soon thereafter as the matter may be heard, in the City Council Chambers located at 12363 Limonite Avenue, Suite 900, Eastvale, California, or virtually as noticed by the City, to consider the following:

CITY OF EASTVALE
COMMUNITY FACILITIES DISTRICT NO. 2024-02
(CITYWIDE MAINTENANCE AND SERVICES)

AND FUTURE ANNEXATION AREA
On May 22, 2024, the City Council of the City of Eastvale adopted a Resolution entitled “A Resolution of the City Council of the City of Eastvale, State of California, Declaring Its Intention to Establish a Community Facilities District and Future Annexation Area and to Authorize the Levy of Special Taxes Therein” (the “Resolution of Intention”). Reference is hereby made to the Resolution of Intention on file in the office of the City Clerk of the City of Eastvale for further particulars.

In the Resolution of Intention, the City Council declared its intention to form the City of Eastvale Community Facilities District No. 2024-02 (Citywide Maintenance and Services) (the “District”) and future annexation area (the “Future Annexation Area”) to fund the costs of police protection services; fire protection and suppression services; maintenance and lighting of parks, parkways, streets, roads, and open space; flood and storm protection services; maintenance and operation of any real property or other tangible property with an estimated useful life of five or more years; and related appurtenances, as further identified in an exhibit to the Resolution of Intention. The proposed boundaries of the District and the Future Annexation Area were identified in another exhibit to the Resolution of Intention, and the Resolution of Intention identified a proposed special tax to be levied on real property to be included in the District to pay for the costs of the services.

In the Resolution of Intention, the City Council provided that the levy of the special tax will be subject to a mailed ballot election among the owners of land in the District. The City Council ordered the City’s Director of Finance to prepare a report on the District, and the City Council called for a public hearing on the District. 983
Property within the Future Annexation Area will be annexed to the District, and a special tax will be levied on such property, only with the unanimous approval (each, a “Unanimous Approval”) of the owner or owners of each parcel or parcels at the time that parcel or those parcels are annexed, without additional hearings or elections.

At the hearing, the testimony of all interested persons or taxpayers for or against the establishment of the District, the extent of the District or the furnishing of specified types of services will be heard. Any person interested may file a protest in writing with the City Clerk.

If fifty percent or more of the registered voters, or six registered voters, whichever is more, residing in the territory proposed to be included in the District, or the owners of one-half or more of the area of land in the territory proposed to be included in the District and not exempt from the special tax file written protests against the establishment of the District and the protests are not withdrawn to reduce the value of the protests to less than a majority, the City Council of the City shall take no further action to establish the District or authorize the special taxes for a period of one year from the date of the decision of the City Council, and if the majority protests of the registered voters or the landowners are only against the furnishing of a type or types of services within the District, or against levying a specified special tax, those types of services, or the specified special tax, will be eliminated from the proceedings to form the District.

In addition, at the hearing, the testimony of all interested persons for and against the establishment of the Future Annexation Area or the levying of special taxes within any portion of the Future Annexation Area annexed in the future to the District will be heard. If 50% or more of the registered voters, or 6 registered voters, whichever is more, residing within the proposed territory of the District, or if 50% or more of the registered voters, or 6 registered voters, whichever is more, residing in the territory proposed to be included in the Future Annexation Area, or the owners of 50% or more of the area of land in the territory proposed to be included in the District or in the Future Annexation Area, file written protests against the establishment of the Future Annexation Area and the protests are not withdrawn to reduce the value of the protests to less than a majority, the City Council shall take no further action to create the Future Annexation Area for a period of one year from the date of decision of the City Council.

Any person interested in these matters is invited to attend and present testimony either for or against the above item. If you challenge the proposed action in court, you may be limited to raising only those issues you or someone else raised at the public hearing described in this notice or in written correspondence delivered to the City Council during or prior to the public hearing.
/s/ MARC A. DONOHUE
City Clerk, City of Eastvale
984

STATE OF CALIFORNIA)
COUNTY OF RIVERSIDE ) §

CITY OF EASTVALE )

AYES:

NOES:

ABSENT:

ABSTAIN:
____________________________________
Marc A. Donohue, MMC
City Clerk/
985
FILED IN THE OFFICE OF THE CITY CLERK OF THE CITY OF EASTVALE THIS ____ DAY OF _________, 202__. __________________________________

CITY CLERK

CITY OF EASTVALE

RIVERSIDE COUNTY, CALIFORNIA

I HEREBY CERTIFY THAT THE WITHIN MAP SHOWING THE PROPOSED BOUNDARIES OF THE CITY OF EASTVALE COMMUNITY FACILITIES DISTRICT NO. 2024-02 (MAINTENANCE AND SERVICES) AND FUTURE

ANNEXATION AREA, CITY OF EASTVALE, COUNTY OF RIVERSIDE, STATE OF CALIFORNIA, WAS APPROVED BY THE CITY COUNCIL OF THE CITY OF EASTVALE, AT A MEETING THEREOF, HELD ON THE ____ DAY OF _________, 202__, BY ITS RESOLUTION NO. _______.
__________________________________

CITY CLERK

CITY OF EASTVALE

RIVERSIDE COUNTY, CALIFORNIA
FILED THIS ____ DAY OF _________, 202__, AT THE HOUR OF _____ O’CLOCK __M, IN BOOK ___ OF MAPS OF ASSESSMENT AND COMMUNITY FACILITIES DISTRICTS AT PAGE ___ IN THE OFFICE OF THE COUNTY RECORDER OF THE COUNTY OF RIVERSIDE, STATE OF CALIFORNIA. __________________________________

COUNTY RECORDER

COUNTY OF RIVERSIDE, CALIFORNIA

FOR PARTICULARS OF THE LINES AND DIMENSIONS OF ASSESSOR PARCELS, REFERENCE IS MADE TO THE MAPS OF THE ASSESSOR, COUNTY OF RIVERSIDE, STATE OF CALIFORNIA.

CITY OF EASTVALE

COUNTY OF RIVERSIDE

STATE OF CALIFORNIA
164-030-043 164-030-013
58TH ST

LIMONITE AVE

HAMNER AVE

SCHOLAR WAY

SHORTHORN DR

MARYLAND AVE BRIDGEWATER DR

LIMONIUM LN

ANJOU ST

LIMONITE AVE

LIMONITE AVE
58TH ST
Sheet 1 of 1
Source: Riverside County GIS
Geographic Coordinate Reference: GCS North American 1983 Projection: NAD 1983 StatePlane California II FIPS 0406 Feet 0 250 500125 Feet
O
Tax Zone No.1 Boundary
Not A Part
Tax Zone No. 1 Parcels
Parcels

PROPOSED BOUNDARIES OF

CITY OF EASTVALE
COMMUNITY FACILITIES DISTRICT NO. 2024-02
(MAINTENANCE AND SERVICES) AND FUTURE ANNEXATION AREA
City of Eastvale Boundary / Future Annexation Area
Tax Zone No.1 Boundary

CITY OF EASTVALECITY OF EASTVALE
0 1 20.5 Miles
O

LIMONITE AVE

SCHOLAR WAY
I-15
986
City of Eastvale
Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 1

RATE AND METHOD OF APPORTIONMENT

FOR CITY OF EASTVALE
COMMUNITY FACILITIES DISTRICT NO. 2024-02
(CITYWIDE MAINTENANCE AND SERVICES)
A Special Tax, as hereinafter defined, shall be levied and collected in City of Eastvale Community Facilities District No. 2024-02 (Citywide Maintenance and Services) (“CFD No. 2024-02”) each Fiscal Year commencing in Fiscal Year 2024/25, in an amount determined by the application of the procedures below.

All Taxable Property, as hereinafter defined, unless exempted by law or by the provisions hereof, shall be taxed for the purposes, to the extent and in the manner herein provided.

A. DEFINITIONS
The terms hereinafter set forth have the following meaning:
“Accessory Dwelling Unit” or “ADU” means a secondary residential unit of limited size, as defined in California Government Code Section 66313, as may be amended from time to time, that is accessory to a single-unit dwelling. The ADU may be on the same Assessor’s Parcel as the single- unit dwelling or on a separate Assessor’s Parcel. For purposes of clarification, where an ADU and primary Unit are on the same Assessor’s Parcel, the ADU located on such Assessor’s Parcel is considered a separate Unit from the primary Unit on such Assessor’s Parcel for purposes of the Special Tax. Should an Assessor’s Parcel contain only an ADU, such Assessor’s Parcel will be taxed as an ADU only.
“Acre or Acreage” means the land area of an Assessor’s Parcel as shown on an Assessor’s Parcel Map or in the Assessor’s Data for each Assessor’s Parcel. In the event the Assessor’s Parcel Map or Assessor’s Data shows no Acreage, the Acreage for any Assessor’s Parcel shall be determined by the CFD Administrator based upon the applicable final map, parcel map, condominium plan, or other recorded County parcel map. If the preceding maps are not available, the Acreage of an Assessor’s Parcel may be determined utilizing GIS.
“Act” means the Mello-Roos Community Facilities Act of 1982, as amended, being Chapter 2.5, Division 2 of Title 5 of the Government Code of the State. “Administrative Expenses” means the actual or reasonably estimated costs directly related to the administration of CFD No. 2024-02 including, but not limited to, the following: the costs of computing the Annual Special Tax Requirement – Maintenance Services and the Annual Special Tax Requirement – Public Services and of preparing the Special Tax collection schedules; the costs of collecting the Special Tax, including any charges levied by the County Auditor’s Office, Tax Collector’s Office or Treasurer’s Office; the costs of the City or designee in complying with the disclosure requirements of the California Government Code (including the Act), including public inquiries regarding the Special Tax; the costs of the City or designee related to an appeal of the Special Tax; and the costs of commencing and pursuing to completion any action arising from any delinquent Special Tax in CFD No. 2024-02. Administrative Expenses shall also include amounts estimated or advanced by the City or CFD No. 2024-02 for any other administrative purposes, including, but not limited to, attorney’s fees.
987
City of Eastvale
Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 2 “Annual Services Costs” means the respective amounts determined by the CFD Administrator required to fund services authorized to be funded by CFD No. 2024-02 for the applicable yearly period.
“Annual Special Tax Requirement – Maintenance Services” means that amount with respect to CFD No. 2024-02 determined by the City Council or designee as required in any Fiscal Year to pay:
(1) the Administrative Expenses, (2) the Annual Services Costs for Maintenance Services, (3) any amount required to establish or replenish any reserve or replacement fund established in connection with CFD No. 2024-02, and (4) any reasonably anticipated delinquent Special Tax based on the delinquency rate for any Special Tax levied in the previous Fiscal Year. “Annual Special Tax Requirement – Public Services” means that amount with respect to CFD No. 2024-02 determined by the City Council or designee as required in any Fiscal Year to pay: (1) the Administrative Expenses, (2) the Annual Services Costs for Public Services, (3) any amount required to establish or replenish any reserve or replacement fund established in connection with CFD No. 2024-02, and (4) any reasonably anticipated delinquent Special Tax based on the delinquency rate for any Special Tax levied in the previous Fiscal Year. “Assessor’s Data” means Assessor’s Parcel Number, Acreage, or other information contained in the records of the County Assessor for each Assessor’s Parcel. “Assessor’s Parcel” or “Parcel” means a lot or parcel shown in an Assessor’s Parcel Map and/or Assessor’s Data with an assigned Assessor’s Parcel Number. “Assessor’s Parcel Map” means an official map of the Assessor of the County designating parcels by Assessor’s Parcel Number.
“Assessor’s Parcel Number”means, with respect to an Assessor’s Parcel, that number assigned to such Assessor’s Parcel by the County Assessor for purposes of identification. “City means the City of Eastvale, California.
“City Council” means the City Council of the City, acting as the legislative body of CFD No. 2024-02. “CFD Administrator” means an official of the City, or designee thereof, responsible for determining the Annual Special Tax Requirement and providing for the levy and collection of the Special Taxes. “CFD No. 2024-02” means the City of Eastvale Community Facilities District No. 2024-02 (Citywide Maintenance and Services).
“Commercial Property” means all Assessor’s Parcels of Developed Property for which a building permit was issued for a commercial use, according to Assessor’s Data or as otherwise known by the CFD Administrator.
“County” means the County of Riverside.
“County Assessor” means the County Assessor of the County. 988
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Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 3 “Developed Property” means, in any Fiscal Year, all Taxable Property in CFD No. 2024-02 for which a building permit for new construction and a certificated of occupancy or final inspection has been issued by the City prior to April 1 of the preceding Fiscal Year. “Exempt Property” means all Assessors’ Parcels within the boundary of CFD No. 2024-02 which are exempt from the Special Tax pursuant to Section E.
"Final Subdivision Map" means a subdivision of property created by recordation of a final subdivision map, parcel map or lot line adjustment, approved by the City pursuant to the Subdivision Map Act (California Government Code Section 66410 et seq.) or recordation of a condominium plan pursuant to California Civil Code 4120.
“Fiscal Year” means the period starting July 1 and ending on the following June 30. “GIS” means a geographic information system.
“Industrial Property” means all Assessor’s Parcels of Developed Property for which a building permit was issued for an industrial use, according to Assessor’s Data or as otherwise known by the CFD Administrator.
“Initiative #1935” means initiative constitutional amendment 1935 which is eligible for the November 5, 2024, general election ballot and will be certified as qualified unless withdrawn by the proponent prior to June 27, 2024.
“Maintenance Services” means maintenance and lighting of parks, parkways, streets, roads, and open space; flood and storm protection services; and maintenance and operation of any real property or other tangible property with an estimated useful life of five or more years “Maximum Special Tax – Maintenance Services” means the maximum Special Tax authorized to fund the Annual Special Tax Requirement - Maintenance Services in any Fiscal Year that may apply to Taxable Property as described in Section C.
“Maximum Special Tax – Public Services” means the maximum Special Tax authorized to fund the Annual Special Tax Requirement – Public Services in any Fiscal Year that may apply to Taxable Property as described in Section C.
“Mixed-Use Property” means all Assessor’s Parcels of Developed Property for which a building permit was issued for a structure that contains more than one Property Type. For an Assessor’s Parcel of Mixed-Use Property, each Property Type is subject to taxation pursuant to section C below. “Multi-Family Residential Property” means all Assessor’s Parcels of Developed Property for which a building permit or use permit has been issued for construction of a residential structure with two or more Units that share a single Assessor’s Parcel Number, are offered for rent to the general public, and cannot be purchased by individual homebuyers. “Open Space Property” means property within the boundaries of CFD No. 2024-02 which (i) has been designated with specific boundaries and Acreage on a Final Subdivision Map as open space, (ii) is classified by the County Assessor as open space, (iii) has been irrevocably offered for dedication as open space to the federal government, the State, the County, the City, or any other 989
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Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 4 public agency, or (iv) is encumbered by an easement or other restriction required by the City limiting the use of such property to open space.
“Property Owner’s Association”means any property owner’s association. As used in this definition, a Property Owner’s Association includes any home-owner’s association, condominium owner’s association, master or sub-association or non-residential owner’s association. “Property Owner’s Association Property” means any property within the boundaries of CFD No. 2024-02 which is (a) owned by a Property Owner’s Association or (b) designated with specific boundaries and acreage on a Final Subdivision Map as property owner association property. “Property Type” means any of the land use categories listed in Table 1 and Table 2. “Proportionately” means for Taxable Property that the ratio of the Special Tax levy to the Maximum Annual Special Tax is equal for all Assessors’ Parcels of Taxable Property levied within each property land use classification within CFD No. 2024-02.
“Public Property” means any property within the boundaries of CFD No. 2024-02 which (i) is owned by a public agency, (ii) has been irrevocably offered for dedication to a public agency, or (iii) is designated with specific boundaries and Acreage on a Final Subdivision Map as property which will be owned by a public agency. For purposes of this definition, a public agency includes the federal government, the State, the County, the City, school districts, or any other public agency. “Public Services” means police protection services; and fire protection and suppression services. “Single Family Attached Residential Property” means all Assessor’s Parcels of Developed Property for which a building permit or use permit was issued for construction of a residential structure consisting of two or more Units that share common walls, have separate Assessor’s Parcel Numbers assigned to them (except for a duplex triplex, or fourplex unit, which may share a Parcel with another duplex, triplex or fourplex Unit(s)), and may be purchased by individual homebuyers (which shall still be the case even if the Units are purchased and subsequently offered for rent by the owner of the Unit), including such residential structures that meet the statutory definition of a condominium project contained in Civil Code Section 4125. “Single Family Detached Residential Property” means all Assessor’s Parcels of Developed Property for which a building permit was issued for construction of a Unit that does not share a common wall with another Unit.
“Special Tax(es)” means, individually or collectively, Special Tax – Maintenance Services and/or Special Tax – Public Services.
“Special Tax – Maintenance Services” means the amount levied in each Fiscal Year on each Assessor’s Parcel of Taxable Property to fund the Annual Special Tax Requirement - Maintenance Services.
“Special Tax – Public Services” means the amount levied in each Fiscal Year on each Assessor’s Parcel of Taxable Property to fund the Annual Special Tax Requirement – Public Services. “State” means the State of California.
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Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 5 “Tax Escalation Factor” means for Tax Zone No. 1, a factor equal to 2% that will be applied annually after Fiscal Year 2024/25 to increase the Maximum Special Tax shown in Section C. A separate Tax Escalation Factor shall be identified for property within each new Tax Zone at the time of such annexation, if applicable.
“Tax Zone” means a mutually exclusive geographic area within which the Special Tax may be levied pursuant to this Rate and Method of Apportionment. All the Taxable Property within CFD No. 2024- 02 at the time of its formation is within Tax Zone No. 1.Additional Tax Zones may be created when property is annexed to CFD No. 2024-02, and a separate Maximum Special Tax – Maintenance Services and a separate Maximum Special Tax – Public Services shall be identified for property within each new Tax Zone at the time of such annexation. The Assessor’s Parcels included within a new Tax Zone when such Parcels are annexed to CFD No. 2024-02 shall be identified by Assessor’s Parcel number in the annexation documents at the time of annexation. “Taxable Property” means all of the Assessor’s Parcels within the boundaries of CFD No. 2024-02 that are not Exempt Property.
“Undeveloped Property”means all of the Assessor’s Parcels within the boundaries of CFD No. 2024- 02 that is not classified as Developed Property, Open Space Property, Property Owner’s Association Property, or Public Property.
“Unit” means an individual single family detached or attached home, townhome, condominium, apartment, ADU, or other residential dwelling unit, including each separate living area within a half- plex, duplex, triplex, fourplex, or other residential structure. “Welfare Exempt Property” means, in any Fiscal Year, all Parcels within the boundaries of CFD No. 2024-02 that (a) have been granted a welfare exemption by the County under subdivision (g) of Section 214 of the Revenue and Taxation Code indicated in the Assessor’s Data finalized as of January 1 of the previous Fiscal Year, and (b) are exempt from the Special Tax pursuant to Section 53340(c) of the Act.

B. DETERMINATION OF TAXABLE PARCELS
Each Fiscal Year, the CFD Administrator shall determine the valid Assessor’s Parcel Numbers for all Taxable Property within CFD No. 2024-02. If any Assessor’s Parcel Numbers are no longer valid, the CFD Administrator shall determine the new Assessor’s Parcel Number or Numbers in effect for the then-current Fiscal Year. To the extent a Parcel or Parcels of Taxable Property are subdivided, consolidated, or otherwise reconfigured, the Maximum Special Tax – Maintenance Services and the Maximum Special Tax – Public Services shall be assigned to the new Assessor’s Parcels Numbers pursuant to Section C. The CFD Administrator shall also determine: (i) the Tax Zone within which each Parcel is located; (ii) the Property Type for each Parcel; (iii) the number of Units or Acres each Parcel contains; and (iv) the Annual Special Tax Requirement – Maintenance Services and the Annual Special Tax Requirement – Public Services for the Fiscal Year. 991
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Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 6 C. MAXIMUM ANNUAL SPECIAL TAX RATES
The Maximum Special Taxes for each Assessor’s Parcel of Taxable Property within Tax Zone No. 1 shall be assigned below:

1. Maximum Special Taxes
The Maximum Special Tax – Maintenance Services and the Maximum Special Tax – Public Services for each Assessor’s Parcel of Taxable Property within Tax Zone No. 1 shall be assigned according to Tables 1 and 2, respectively, below:

TABLE 1
MAXIMUM SPECIAL TAX RATES – MAINTENANCE SERVICES
TAX ZONE NO. 1
FISCAL YEAR 2024/25*
TABLE 2
MAXIMUM SPECIAL TAX RATES – PUBLIC SERVICES
TAX ZONE NO. 1
FISCAL YEAR 2024/25*
*On July 1 of each Fiscal Year, commencing on July 1, 2025, the Maximum Special Tax rates for Tax Zone No. 1 shall be increased by Tax Escalation Factor.

Property Type
Maximum Annual
Special Tax -
Maintenance
Services Per
Single Family Detached Residential Property $659.86 Unit Single Family Attached Residential Property 593.88 Unit Multi-Family Residential Property 527.89 Unit Commercial Property 2,639.45 Acre
Industrial Property 0.00 Acre
Undeveloped Property 11,722.12 Acre
Property Type
Maximum Annual
Special Tax - Public
Safety Services Per
Single Family Detached Residential Property $166.46 Unit Single Family Attached Residential Property 166.46 Unit Multi-Family Residential Property 166.46 Unit Commercial Property 0.00 Acre
Industrial Property 0.00 Acre
Undeveloped Property 0.00 Acre
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Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 7 Different Maximum Special Tax rates and tax escalation factors may be identified in Tax Zones added to CFD No. 2024-02 as a result of future annexations.

Accessory Dwelling Units
The Maximum Annual Special Tax – Maintenance Services and the Maximum Special Tax – Public Services for an Accessory Dwelling Unit shall be calculated as percentages of the Maximum Annual Special Tax – Maintenance Services and the Maximum Special Tax – Public Services for the primary Unit to which the ADU is accessory, based on Building Square Footage. For example, if a primary Unit of Single Family Detached Residential Property with 2,000 Building Square Feet has an ADU of 800 Building Square Feet, the Maximum Annual Special Tax – Maintenance Services and the Maximum Special Tax – Public Services for the ADU in Tax Zone No. 1 shall be calculated by the following steps:

1. 800 Building Square Feet / 2,000 Building Square Feet = 0.40 or 40%

2. $659.86 Maximum Annual Special Tax – Maintenance Services per Unit x 40% = $263.94 Maximum Annual Special Tax – Maintenance Services for such ADU

3. $166.46 Maximum Annual Special Tax – Public Services per Unit x 40% = $66.59 Maximum Annual Special Tax – Maintenance Services for such ADU Mixed-Use Property
In some instances, an Assessor’s Parcel of Developed Property may contain more than one Property Type. The Maximum Annual Special Tax – Maintenance Services and the Maximum Special Tax – Public Services assigned to an Assessor’s Parcel of Mixed-Use Property shall be the sum of the Maximum Annual Special Tax – Maintenance Services and the Maximum Special Tax – Public Services for each Property Type located on that Assessor’s Parcel.

2. Assignment of Property Type to Assessor’s Parcel(s)
When an Assessor’s Parcel changes from being classified as Undeveloped Property to another Property Type and is considered Developed Property, that assignment shall not change due to future changes in land use.

3. Changes in Planned Development - Assignment of Maximum Special Tax – Maintenance Services to Newly Created Assessor’s Parcel(s)
When an Assessor’s Parcel changes or subdivides, the Maximum Special Tax – Maintenance Services shall be assigned to each newly created Assessor’s Parcel so that there is no net loss in the Maximum Special Tax – Maintenance Services revenue to be generated as a result of changes in the planned development.

For each Tax Zone within CFD No. 2024-02, when an Assessor’s Parcel changes or subdivides, and there are changes to the overall planned development, the process for assigning the Maximum Special Tax – Maintenance Services to each newly created Assessor’s Parcel is as follows:

Step 1: Sum the expected Maximum Special Tax – Maintenance Services assigned to each Assessor’s Parcel that is being changed or subdivided within that Tax Zone. 993
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Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 8 Step 2: Identify the newly created Assessor’s Parcel(s) of Taxable Property created by the change or subdivision and a ssign the Maximum Special Tax – Maintenance Services to each newly created Assessor’s Parcel of Taxable Property according to the then-current Maximum Special Tax Rates – Maintenance Services within that Tax Zone for each Property Type. Sum the Maximum Special Tax – Maintenance Services assigned to each newly created Assessor’s Parcel of Taxable Property within that Tax Zone.

Step 3: Divide the total expected Maximum Special Tax – Maintenance Services in Step 1 by the total Maximum Special Tax – Maintenance Services assigned in Step 2 to arrive at a fraction for that Tax Zone.

Step 4: Apportion the total Maximum Special Tax – Maintenance Services from Step 1 to each newly created Assessor’s Parcel of Taxable Property by multiplying each newly created Assesso r’s Parcel fraction, determined in Step 3, by the then -current Maximum Special Tax Rates – Maintenace Services within that Tax Zone for each Property Type.

Step 5: The Maximum Special Tax – Maintenance Servicesassigned to each newly created Assessor’s Parcel of Taxable Property shall be the greater of the Maximum Special Tax – Maintenance Services assigned in Step 2 or the Maximum Special Tax – Maintenance Services calculated in Step 4 for the Tax Zone.

For each Tax Zone within CFD No. 2024-02, when an Assessor’s Parcel changes or subdivides, and there are no changes to the planned development, the Maximum Special Tax – Maintenance Services shall be assigned according to Table 1 for Tax Zone No. 1, or similar table for each successive Tax Zone.

The planned development for Tax Zone No. 1 is provided in the table below:

Once created, if a newly created Assessor’s Parcel(s) of Taxable Property further changes or subdivides, the above steps shall be repeated to determine the Maximum Special Tax – Maintenance Services for the additional newly created Assessor’s Parcel(s) of Taxable Property created from the change or subdivision.

D. METHOD OF APPORTIONMENT OF THE SPECIAL TAXES
All Taxable Property shall be subject to the Special Tax – Maintenance Services defined as follows.

The Special Tax – Maintenance Services shall be levied each Fiscal Year by the CFD Administrator. 994
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Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 9 The Annual Special Tax Requirement – Maintenance Services shall be apportioned to each Parcel within CFD No. 2024-02 by the method shown below.

First: Determine the Annual Special Tax Requirement – Maintenance Services.

Second: Levy the Special Tax on each Parcel of Developed Property, Proportionately, up to the applicable Maximum Special Tax – Maintenance Services.

Third: If additional monies are needed to satisfy the Annual Special Tax Requirement – Maintenance Services after the second step has been completed, the Special Tax shall be levied Proportionately on all Undeveloped Property at a rate up to 100% of the Maximum Special Tax – Maintenance Services.

All Taxable Property shall be subject to the Special Tax – Public Services defined as follows. The Special Tax – Public Services shall be levied each Fiscal Year by the CFD Administrator.

The Annual Special Tax Requirement – Public Services shall be apportioned to each Parcel within CFD No. 2024-02 by the method shown below.

First: Determine the Annual Special Tax Requirement – Public Services.

Second: Levy the Special Tax on each Parcel Developed Property, Proportionately, up to the applicable Maximum Special Tax – Public Services.

E. EXEMPTIONS
Notwithstanding any other provision of this Rate and Method of Apportionment of Special Tax, no Special Tax shall be levied on Open Space Property, Property Owner’s Association Property, Assessor’s Parcels with public or utility easements making impractical their utilization for any use other than the purposes set forth in the easement, or Public Property, except as otherwise provided in Sections 53317.3, 53317.5 and 533401 of the Act.

No Special Tax shall be levied on any Assessor’s Parcel in any Fiscal Year in which such Assessor’s Parcel is classified as Welfare Exempt Property.

F. APPEAL OF SPECIAL TAX LEVY
Any property owner may file a written appeal of the Special Tax with the CFD Administrator claiming that the amount or application of the Special Tax is not correct. The appeal must be filed not later than one calendar year after having paid the Special Tax that is disputed, and the appellant must be current in all payments of the Special Tax. In addition, during the term of the appeal process, all Special Tax levied must be paid on or before the payment date established when the levy was made.

The appeal must specify the reasons why the appellant claims the Special Tax is in error. The CFD Administrator shall review the appeal, meet with the appellant if the CFD Administrator deems necessary, and advise the appellant of its determination.

If the property owner disagrees with the CFD Administrator’s decision relative to the appeal, the owner may then file a written appeal with the City Council whose subsequent decision shall be final and binding on all interested parties. If the decision of the CFD Administrator or subsequent decision 995
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Community Facilities District No. 2024-02 (Citywide Maintenance and Services) Page 10 by the City Council requires the Special Tax to be modified or changed in favor of the property owner, then an adjustment shall be made to credit the Special Tax in future years.

This procedure shall be exclusive and its exhaustion by any property owner shall be a condition precedent to filing any legal action by such owner.

G. INTERPRETATIONS OF RATE AND METHOD OF APPORTIONMENT
The City reserves the right to make minor administrative and technical changes to this document that do not materially affect the rate and method of apportioning the Special Tax. In addition, the interpretation and application of any section of this document shall be at the City’s discretion.

Interpretations may be made by the City Council by ordinance or resolution for purposes of clarifying any vagueness or ambiguity in this Rate and Method of Apportionment of Special Tax.

H. MANNER AND DURATION OF SPECIAL TAX
The Special Tax shall be collected in the same manner and at the same time as ordinary ad valorem property taxes, provided that the City may directly bill the Special Tax, may collect the Special Tax at a different time or in a different manner if needed to meet the financial obligations of CFD No. 2024- 02, and may collect delinquent Special Taxes through available methods.

The Special Tax shall be levied commencing in Fiscal Year 2024/25 to the extent necessary to satisfy the Annual Special Tax Requirement – Maintenance Services and the Annual Special Tax Requirement – Public Services and shall be levied each Fiscal Year thereafter for as long as required to satisfy the Annual Special Tax Requirement – Maintenance Services and the Annual Special Tax Requirement – Public Services. However, should Initiative #1935 be included as an initiative measure at election and subsequently be approved by voters, the duration of the Special Tax is 500 years.

I. PREPAYMENT OF SPECIAL TAX
The Special Tax may not be prepaid.
996

AGENDA STAFF REPORT

City Council Meeting

CITY COUNCIL BUSINESS

Agenda Item No. 13.1
May 22, 2024
Increasing City Council Compensation
Prepared By:

Erica Vega, City Attorney
Recommended Action(s)
Staﬀ recommends that the City Council introduce an ordinance that would increase the City Council's monthly salary from $400 to $1,600, en!tled:

AN ORDINANCE OF THE CITY OF EASTVALE
AMENDING EASTVALE MUNICIPAL CODE SECTION 2.04.040 TO SET THE COMPENSATION FOR EACH

MEMBER OF CITY COUNCIL

Summary
The proposed ordinance would increase the City Council's monthly salary from $400 to $1,600 and codify the exis!ng re!rement, health and welfare beneﬁt oﬀerings available to Council Members, which are currently contained in Resolu!on No. 19-37. Pursuant to Government Code Sec!on 36516.5, this increase in salary will not go into eﬀect un!l a>er the November 2024 general municipal election, when new terms of office start for two Councilmembers.

Background
As a general law city, the salaries that may be paid to Councilmembers for their service are set by statute, unless the voters approve higher salaries in an elec!on. At the !me of the City's incorpora!on in 2010, Government Code Sec!on 36516 limited the salary that could be paid by the City to Councilmembers to no more than $400 per month. Councilmembers currently receive this amount per month.

SB 329 went into eﬀect on January 1, 2024 and increased the maximum compensa!on that may be paid to a Councilmember. This was the ﬁrst !me the Legislature had increased the maximum salaries of councilmembers since 1984. Salaries are set by the popula!on of the city. In a city of 12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752 951.361.0900 |
eastvaleca.gov
997
Eastvale's size (between 50,001 and 75,000 people), the new maximum monthly salary is $1,600.

However, salary increases are not automa!c and each city must adopt an ordinance seEng the compensa!on for its councilmembers. Furthermore, any changes to salary adopted by ordinance only go into effect after the next general municipal election.

Councilmembers are also eligible to receive health and welfare beneﬁts from the City and the City has historically made those beneﬁts available to Councilmembers by resolu!on. This ordinance codiﬁes the exis!ng prac!ce for clarity and to keep all items pertaining to Council compensa!on in one location.

Environmental
Increases to Council compensa!on is not a project subject to review under the California Environmental Quality Act.

Strategic Plan Action - Priority Level: N/A
| Target #: N/A
| Goal #: N/A
Not applicable.

Fiscal Impact
Adop!ng this ordinance will increase the total compensa!on paid by the City to all Councilmembers by $6,000 per month, for a total of $72,000 each year. Council compensa!on is paid from the City's General Fund. The 2024-25 budget will reflect the change.

Prior City Council/Commission Action
The City Council adopted Ordinance No. 2010-02 upon incorpora!on, which set the Council's salary at $400 per month.

Attachment(s)
Attachment 1: Ordinance

12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752
951.361.0900 |
eastvaleca.gov
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4892-5976-8234 v1
ORDINANCE NO. _______

AN ORDINANCE OF THE CITY OF EASTVALE AMENDING EASTVALE
MUNICIPAL CODE SECTION 2.04.040 TO SET THE COMPENSATION

FOR EACH MEMBER OF CITY COUNCIL
WHEREAS, the City of Eastvale is a general law city incorporated in 2010; and WHEREAS, upon incorporation the City Council set the monthly salary to be paid to Councilmembers at $400, which was consistent with the statutory maximum salary that could be paid to Councilmembers in cities with populations between 50,001 and 75,000 persons as set forth in Government Code Section 36516 at that time; and WHEREAS, Senate Bill 329, effective January 1, 2024, amended Government Code Section 36516 to increase the maximum salary permitted for City Councilmembers.

WHEREAS, Senate Bill 329 was adopted to “reset” city council salaries to reflect the important work done by city council members, to take into account the impacts of inflation and economic realities on those who serve as city council members, and to encourage more persons to consider service as council members by making the compensation more reflective of the time and work being performed; and
WHEREAS, Government Code Section 36516 now provides that in general law cities with a population between 50,001 and 75,000 the maximum salary for Councilmember is $1,600 per month; and
WHEREAS, the new salary of $1,600 will take effect when at least one member of the City Council commences for the term of office following the November 2024 Municipal Election; and WHEREAS, Section 36516 allows for future increases to Councilmember salaries to occur to account for future inflation, however, the law prohibits the adoption of an ordinance that allows for automatic future increases; and
WHEREAS, Section 36516 further provides that amounts paid to Councilmembers as reimbursement for actual and necessary expenses, and for retirement, health and welfare benefits do not count toward the statutory maximum monthly salary; however, Councilmembers are only eligible to receive retirement, health and welfare benefits that are available and paid by the City for its employees.

WHEREAS, the California Attorney General has opined that Councilmembers may not “cash out” cafeteria contributions paid by the City for retirement, health and welfare benefits provided to Councilmembers even if employees are allowed to cash out.

NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF EASTVALE DO ORDAIN AS FOLLOWS:
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Section 1. Findings. The City Council of the City of Eastvale does hereby find that the above referenced recitals are true and correct and material to the adoption of this Ordinance.

Section 2. Amendment of Code. Section 2.04.040 is amended to read as follows:
“2.04.040 Council compensation and reimbursement.

A. Salary. Pursuant to Government Code Section 36516, each member of the City Council shall receive a monthly salary in the amount of sixteen hundred dollars ($1,600.00).

B. Benefits. City Council members shall be eligible to enroll in the City’s cafeteria plan and may receive the same monthly cafeteria contribution amount from the City as is provided to the City’s regular full-time employees. Councilmembers may utilize the cafeteria contribution toward any retirement, health and welfare benefits offered to the City’s regular full-time employees through the cafeteria plan, but may not elect to cash out all or any portion of the cafeteria contribution.

C. Reimbursement. Councilmembers shall be reimbursed for actual and necessary expenses incurred in the performance of official duties consistent with the parameters and procedures for reimbursement established by city council resolution pursuant to the provisions of Government Code Sections 53232.2 and 53232.3.”
Section 3. Severability. If any chapter, subsection, subdivision, sentence, clause, phrase, or portion of this ordinance, is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision will not affect the validity of the remaining portions of this ordinance. The City Council hereby declares that it would have adopted this ordinance, and each Chapter, subsection, subdivision, sentence, clause, phrase, or portion thereof, irrespective of the fact that any one or more Sections, subsections, subdivisions, sentences, clauses, phrases, or portions thereof be declared invalid or unconstitutional.

Section 4. Effective Date. This Ordinance shall take effect thirty (30) days after passage by the City Council. Increases in compensation shall take effect upon commencement of a new term of office by any Council Member.

Section 5. City Clerk Action. The City Clerk is authorized and directed to cause this Ordinance to be published within fifteen (15) days after its passage in a newspaper of general circulation and circulated within the City in accordance with Government Code Chapter 36933(a) or, to cause this Ordinance to be published in the manner required by law using the alternative summary and pasting procedure authorized under Government Code Chapter 39633(c).

PASSED, APPROVED AND ORDAINED this __ day of ___________, 2024. __________________________________________
Christian Dinco
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4892-5976-8234 v1
Mayor
APPROVED AS TO FORM: ATTEST:
__________________________________________ __________________________________________ Erica L. Vega Marc A. Donohue, MMC
City Attorney City Clerk/Communications Director
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4892-5976-8234 v1

STATE OF CALIFORNIA)
COUNTY OF RIVERSIDE ) §

CITY OF EASTVALE )

I, Marc A. Donohue, City Clerk/Communications Director of the City of Eastvale, California, do hereby certify that the foregoing Ordinance No. 24-__, was introduced at a regular meeting of the City Council of the City of Eastvale held on the __ day of ________, 2024, and was passed by the City Council of the City of Eastvale at a regular meeting held on the __ day of _________, 2024, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
____________________________________
Marc A. Donohue, MMC
City Clerk/Communications Director
1002

AGENDA STAFF REPORT

City Council Meeting

CITY COUNCIL BUSINESS

Agenda Item No. 13.2
May 22, 2024
Adoption of Citywide Classification & Compensation Study Prepared By:

Maricela Mejia, Deputy HR & Risk Management Director
Recommended Action(s)
Staﬀ recommends that the City Council adopt a Resolu
on Adop
ng Salary Schedules and Range
Tables for City Employees for Fiscal Years 24-25, 25-26, and 26-27, and amending the City's Personnel Policies and Procedures Manual.

Summary
On August 23, 2023, the City Council awarded an agreement to Public Sector Personnel Consultants to review and update the classiﬁca
on and total compensa
on structure for all the City. Conduc
ng
a comprehensive classiﬁca
on and compensa
on study is cri
cal as it addresses the evolving needs
of our organiza
on, ensuring that our job classiﬁca
ons are accurately classiﬁed, and our
compensa
on structure remains compe

ve in a6rac
ng and retaining top talent to meet the City’s
strategic objectives.

Background
A classiﬁca
on and compensa
on plan is the founda
on of a Human Resources system. It
establishes the framework used for staﬀ posi
ons and includes the crea
on and maintenance of the
classiﬁca
on system, compensa
on structures and the policies and procedures associated with career development and pay prac
ces. As a best prac
ce, ci
es regularly engage in classiﬁca
on and
compensa
on studies to address changes in opera
ons, organiza
onal structure, repor
ng
rela
onships, and staﬃng. It is also cri
cal to evaluate compensa
on to determine a city’s
compe

veness within the marketplace. The informa
on from both components of the study
facilitated a plan to address classiﬁca
on issues and improve compensa
on, which will increase the
City’s ability to attract and retain top talent. 12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752 951.361.0900 |
eastvaleca.gov
1003

The City’s most recent citywide Classiﬁca
on and Compensa
on study was adopted in November
2017. Since then, human resources staﬀ have worked with departments to review individual classiﬁca
ons and update classiﬁca
on speciﬁca
ons on an ongoing basis. The City provided
occasional compensation adjustments over the years, but a citywide study had not been conducted.

In June 2023, City Council made it a goal through the budget process to revise the City’s compensa
ons plan and conduct a Citywide classiﬁca
on and compensa
on study. A compe

ve
bidding process commenced and Public Sector Personnel Consultants (PSPC), a ﬁrm that specializes in public sector classification and compensation, was selected to perform the study.

The goal of the study is to a6ract and retain top talent. To that end, PSPC worked with the City to review job
tles, job descrip
ons, and salary ranges to ensure the City uses
tles that accurately
reﬂect the work the employee does, the job descrip
ons summarize work performed, and the City
has a competitive compensation package to keep existing employees and attract new candidates.

Phase I of the process was to develop the recommended classification plan which included:

Review and finalization of the study process with City staff; Brieﬁngs with employees to explain the study’s purpose, the process, the posi on analysis
questionnaires (PAQ’s) and to address follow up questions by employees; Completion of 56 PAQ’s by employees;
Review and analysis of completed PAQ’s by the Consultant

Phase II of the process included surveying our comparator agencies to gather salary and beneﬁt information. The compensation study included the following components:

Salary Only
Total Compensa
on, including salary, re
rement, (deferred compensa
on and re
rement
health savings), and health (medical and dental) employer contributions; Data regarding common addi
onal pays (i.e., uniform allowance, educa
onal incen
ve pay,
longevity pay) and vaca
on/holiday accruals were also provided but are not included in total compensation.

An internal beneﬁts survey was conducted with exis
ng staﬀ to iden
fy what beneﬁts were
most important to them

The 14 agencies used for comparison purposes were determined based on similarity to the agency and who the City competes with for talent. The agencies used for comparison purposes are listed below:

City of Norco
City of Chino
City of Ontario
City of Jurupa Valley
City of Corona
City of Chino Hills
City of Montclair
City of Riverside 12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752 951.361.0900 |
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1004
City of Rancho Cucamonga
City of Upland
City of La Verne
City of Colton
City of Grand Terrace
City of Loma Linda
Phase III of the study is the update of job descrip
ons. Since this phase tends to take the longest and
does not have a direct impact on implementa
on of the study’s other proposals, the consultant, in
partnership with Human Resources, will complete this phase over the next several months. The consultant will propose changes to the job descrip
ons based on their review of the PAQs that were
received. Human Resources frequently updates job descrip ons when changes are iden
ﬁed
throughout the year, oMen when a recruitment is being planned, however, job du es and
requirements evolve over
me, due in part to changes in the way we conduct business, updates to technology, or updates to professional cer
ﬁca
on and license requirements. The goal is to ensure
that those changes are reﬂected so that the job descrip ons keep pace with the essen
al job
func
ons as they are being performed today. The proposed job descrip on updates will be reviewed
with the affected employees, managers, and directors prior to finalizing.

Classification Study -- Summary of Findings and Proposals:

The consultant proposed numerous modiﬁca
ons to the City’s classiﬁca
ons. The recommenda
ons
include:

1 .

Reclassify two classifications to better align with work performed; 1 .

Human Resources Technician to Human Resources Specialist 2 .

Senior Accountant to Principal Accountant
2 .

Provide new titles to 16 classifications;
a
.

Community Services series to Community Services & Recreation i
.

Community Services Leader to Community Services & Recreation Leader I ii
.

Community Services Coordinator to Community Services & Recrea on
Coordinator
iii
.

Community Services Manager to Community Services & Recreation Manager b
.

Community Enhancement & Safety series to Code Compliance i
.

Community Enhancement & Safety Technician to Code Compliance Technician ii
.

Community Enhancement & Safety Officer to Code Compliance Officer iii
.

Senior Community Enhancement & Safety Oﬃcer to Senior Code Compliance Officer
iv
.

Community Enhancement & Safety Supervisor to Code Compliance Supervisor v
.

Community Enhancement & Safety Manager to Code Compliance Manager c
.

Building Inspection series:
i
.

Senior Building Inspector to Lead Building Inspector
ii
.

Building Inspector II to Senior Building Inspector
iii
.

Building Inspector I to Building Inspector
d
.

Permit Series:
i
.

Senior Permit Technician to Lead Permit Technician
ii
.

Permit Technician to Senior Permit Technician
12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752
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eastvaleca.gov
1005
iii
.

Permit Specialist to Permit Technician
e
.

City Clerk/Communications Director to Government Services Director/City Clerk f
.

Deputy Human Resources/Risk Management Director to Assistant Human Resources/Risk Management Director
3 .

Create 28 new classifications to build career ladders for each series; 1 .

Community Services:
1 .

Community Services & Recreation Director
2 .

Assistant Community Services & Recreation Director
3 .

Community Services & Recreation Supervisor
4 .

Community Services & Recreation Leader II
2 .

Finance:
1 .

Accounting Assistant
2 .

Purchasing & Contracts Specialist
3 .

Senior Purchasing & Contracts Specialist
4 .

Finance Analyst
5 .

Senior Finance Analyst
6 .

Purchasing Manager
7 .

Assistant Finance Director
3 .

Government Services:
1 .

Information Technology Technician
2 .

Senior Information Technology Technician
3 .

Information Technology Business Systems Analyst
4 .

Senior Information Technology Business Systems Analyst
5 .

Information Technology Manager
6 .

City Clerk
7 .

Senior Communications Specialist
8 .

Senior Communications Officer
4 .

Human Resources/Risk Management:
1 .

Senior Payroll Coordinator
2 .

Claims Specialist
3 .

Risk Manager
4 .

Senior Human Resources Specialist
5 .

Senior Human Resources & Risk Management Analyst
6 .

Human Resources/Risk Management Director
5 .

Planning:
1 .

Principal Planner
6 .

City Manager:
1 .

Deputy City Manager
7 .

Community Safety:
1 .

Senior Environmental Compliance Analyst
8 .

Public Works/Engineering
1 .

Public Works Manager
4 .

Delete 3 vacant and obsolete classifications
1 .

Planning Manager
2 .

Deputy Finance Director
3 .

Street Sweeping Enforcement Officer

Compensation Study – Summary of Findings and Proposals: 12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752 951.361.0900 |
eastvaleca.gov
1006

As part of the total compensa
on study, PSPC evaluated Eastvale’s market compe

veness based
on salary range minimum, salary range maximum, and total compensa on (including re
rement,
contribution toward healthcare, various additional pay, and time off).

The consultant surveyed our comparator agencies to iden fy the market average for salaries and
found the following:

The City is on average, 8% behind market based on salary range minimums, 2% ahead of market based on salary range maximums, and 3% behind market once total compensa on is
taken into account.

The City’s current salary schedule is too wide with 15 steps per range, typically, ranges are no more than 10 steps per range.

Based on the information above, the consultant recommends the following:

Create a new salary range beginning at $20.00 per hour; Adopt a 10-step salary range with 2.5% between each step and 2.5% between each range; Place each classification on the newly created range based on market range maximums; Adjust the City's salaries to reﬂect the market average plus 10% for FY24-25 to remain competitive within the market; and
Provide a 3.5% Cost of Living Adjustments on July 1, 2024, July 1, 2025, and July 1, 2026 to keep pace with the market.

The consultant surveyed our comparator agencies to iden fy the market average for beneﬁts and
found the following:

The City is not compe

ve in their beneﬁt oﬀerings for re
rement, bilingual pay, automobile
allowance, jury duty leave, bereavement leave, management leave for execu ve members,
compensatory time for general employees, and paid parental leave.

The City is comparable to other agencies in terms of contributions toward healthcare

Based on the informa
on above, and on the results of the internal beneﬁts survey provided, the consultant recommends the following:

Oﬀer a 200% Deferred Compensa
on Match for employees, for each $1 that the employee
contributes, the City will match $2, the City currently does not oﬀer a deferred compensa on
match.

Oﬀer a contribu
on to a re
ree health reimbursement account based on years of service, as shown below, the City currently does not oﬀer a contribu on to a re
ree health
reimbursement account:

Months of Continuous Service
Monthly Contribution-Full
Time
Monthly Contribution-Part
Time
60 months-5 Years
$100.00
$50.00
120 months-10 Years
$125.00
$62.50
12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752
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1007
180 months-15 Years
$150.00
$75.00
240 months-20 Years
$175.00
$87.50
300 months-25+ Years
$200.00
$100.00
Increase the contribu
on toward healthcare to match to the CalPERS Kaiser Region III rate plus $250 monthly for the purchase of medical, dental, and vision coverage. The City will be responsible for increases to the Kaiser Region III rate up to 5% annually.

Increase the bilingual pay for eligible full
me employees from $100 per month to $150 per
month, eligible regular part time employees will be eligible for $75 per month Increase the automobile allowance for eligible employees from $300 per month to $400 per month
Increase the jury duty leave from 20 paid days to 40 paid days Increase the bereavement leave from 3 paid days and 2 unpaid days to 5 paid days Increase the management leave for execu
ve employees from 80 hours per calendar year to
100 hours per calendar year
Increase the compensatory
me cap from 60 hours to 120 hours with unused hours cashed out in the first pay period in November
Add Parento to provide 100% wage replacement up to $3,500 per week for 12 weeks during an employee’s eligible leave of absence due to the birth of their child, child adop on, child
foster care placement, or placement via a government child protection service Authorize the City Manager to provide merit increases not to exceed 10% annually

The City's Personnel Policies & Procedures Manual has been revised to incorporate the beneﬁt changes listed above. Addi
onally, Sec
on 4.17 Reproduc
ve Loss Leave has been added in
accordance with California State Law.

Environmental
Not Applicable.

Strategic Plan Action - Priority Level: N/A
| Target #: G
| Goal #: N/A
Organizational Development
Fiscal Impact
The overall cost to implement these proposed changes will have a budgetary impact of $1,370,619.54 annually, the General Fund will be impacted. Budget for the value only items is already included in the annual posi
on budge
ng processed by Finance, changes to these beneﬁts is
an indirect cost aﬀec
ng work produc
vity and is not an addi
onal direct cost to the city. The
budgetary impact was included in the 2024-25 budget ﬁgures presented to City Council at the April 24, 2024 Budget Workshop and budget will be appropriated within the proposed 2024-25 budget.

Salary & Benefit Changes
Fiscal Impact
Value Only
Base Salary
$ 570,099.68

Current Vacancies
$ 78,841.70

Merit Increases
$ 65,491.32

3.5% COLA-Year 1
$ 268,543.94

Health, Dental, and Vision Contribution
$ 155,553.38

Deferred Compensation Employer Match
$ 143,412.00
12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752
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1008
Retirement Health Contribution
$ 15,600.00

Paid Parental Leave
$ 37,000.00

Bilingual Pay
$ 10,015.32

Automobile Allowance
$ 15,826.20

Compensatory Time-Cash out
$ 10,236.00

Jury Duty Leave

$ 9,320.55
Bereavement Leave

$ 3,106.85
Management Leave Increase

$ 15,957.83
Compensatory Time Increase

$ 75,287.99
Total Implementation Costs
$1,370,619.54
$ 103,673.22
Prior City Council/Commission Action
On November 8, 2017, the City Council adopted a Classification & Compensation Study.

On February 9, 2023, the City hosted a Strategic Plan Review Workshop to reaﬃrm and make changes to the Strategic Plan adopted on March 24, 2021.

On August 23, 2023, the City Council approved a professional services agreement with Public Sector Personnel Consultants to conduct a Classification & Compensation Study.

On September 13, 2023, the City Council received and ﬁled the Classiﬁca on and Compensa
on
Study Introductory Presenta
on by Public Sector Personnel Consultants and discussed the comparator agencies presented.

On October 25, 2023, the City Council established the list of comparable agencies for use in the classification and compensation study
Attachment(s)
Attachment 1 - Resolution Adopting Salary Increase COLA Amending Personnel Manual

Attachment 2-Exhibit A-PSPC Presentation.pdf

Attachment 3-Exhibit B-1 Salary Schedule 07.01.24.pdf

Attachment 4-Exhibit B-1-Range Table 07.01.24.pdf

Attachment 5-Exhibit B-2 Salary Schedule 07.01.25.pdf

Attachment 6-Exhibit B-2-Range Table 07.01.25.pdf

Attachment 7-Exhibit B-3-Salary Schedule 07.01.26.pdf

Attachment 8-Exhibit B-3-Range Table 07.01.26.pdf

Attachment 9-Exhibit C-Final Personnel Policies & Procedures Manual.pdf

Attachment 10-Redline Personnel Policies & Procedures Manual.pdf

12363 Limonite Avenue | Suite 910 | Eastvale, CA 91752
951.361.0900 |
eastvaleca.gov
1009
4892-8457-6447 v1
RESOLUTION NO. 24-XX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF EASTVALE, CALIFORNIA, ADOPTING SALARY SCHEDULES AND RANGE TABLES FOR FISCAL YEARS 24-25, 25-26, AND 26-27; AND AMENDING THE CITY’S PERSONNEL POLICIES AND

PROCEDURES MANUAL
WHEREAS, the City of Eastvale retained the services of Public Sector Personnel Consultants, an outside consulting agency, to perform a compensation and classification study to compare the City’s compensation and benefits provided to its employees to other similarly situated municipalities and public agencies; WHEREAS, the compensation and classification study was completed on April 18, 2024, and the Public Sector Personnel Consultants provided a thorough presentation (“Presentation”) with recommendations to ensure City employees receive compensation and benefits that are similar to other similarly situated municipalities. A copy of the Presentation is attached to this resolution as exhibit “A;” WHEREAS, Consistent with the Presentation’s recommendations, the City Council wishes to adjust the City’s salaries to be 10% ahead of market as of July 1, 2024, and implement an annual Cost of Living Adjustment (“COLA”) of 3.5% effective July 1, 2024, July 1, 2025 and July 1, 2026, and revise the City’s Personnel Policies and Procedures Manual (“Manual”) to effectuate additional benefits as further provided in this resolution.

NOW, THEREFORE, the City Council of the City of Eastvale does hereby resolve, determine, and order as follows:

SECTION 1. The above recitals are true and correct and are incorporated as a material part of this resolution.

SECTION 2. The salary schedules and range tables attached as exhibit “B” shall go into effect as follows:
(a) Exhibit B-1 shall go into effect July 1, 2024;
(b) Exhibit B-2 shall go into effect on July 1, 2025; and (c) Exhibit B-3 shall go into effect on July 1, 2026.

SECTION 3. The Manual attached hereto as Exhibit “C” and incorporated herein by reference is adopted and shall take effect on July 1, 2024. Any and all prior approved versions of the Manual shall no longer be of any force and effect as of July 1, 2024. 1010
4892-8457-6447 v1
PASSED, APPROVED AND ADOPTED this 22nd day of May 2024. __________________________________________
Christian Dinco
Mayor
APPROVED AS TO FORM: ATTEST:
__________________________________________ __________________________________________ Erica Vega Marc A. Donohue, MMC
City Attorney City Clerk/Communications Director
1011
4892-8457-6447 v1

STATE OF CALIFORNIA)
COUNTY OF RIVERSIDE) §

CITY OF EASTVALE )

I, Marc A. Donohue, City Clerk/Communications Director of the City of Eastvale, California, do hereby certify that the foregoing City Council Resolution No. 24-XX, was duly adopted by the City Council of the City of Eastvale, California, at a meeting held on the 22nd day of May, 2024, by the following vote:

AYES:

NOES:

ABSENT:

ABSTAIN:
____________________________________
Marc A. Donohue, MMC
City Clerk/Communications Director
1012

PUBLIC SECTOR PERSONNEL

CONSULTANTS

RESULTS OF THE CLASSIFICATION AND TOTAL COMPENSATION STUDY

FOR EASTVALE
MARCH 2024
1013

MEETING OBJECTIVES
• INTRODUCTION TO PUBLIC SECTOR PERSONNEL CONSULTANTS
• CURRENT MARKET FACTORS AND CITY STATISTICS
• DISCUSS CLASSIFICATION STUDY RESULTS
• OUTLINE COMPENSATION SURVEY METHODOLOGY
• REVIEW TOTAL COMPENSATION FINDINGS
• PSPC RECOMMENDATIONS
1014

INTRODUCTION TO

PUBLIC SECTOR PERSONNEL CONSULTANTS (PSPC)
• 1972 – ORIGINATED AS PUBLIC SECTOR GROUP OF HAY ASSOCIATES • 1992 – WE ESTABLISHED OUR NATIONAL OFFICE IN ARIZONA
• OFFICE LOCATIONS INCLUDE LOS ANGELES, SACRAMENTO, DENVER, CHICAGO, DALLAS • WE SPECIALIZE IN HUMAN RESOURCES FOR PUBLIC EMPLOYERS • OVER 1,000 PUBLIC EMPLOYERS SERVED BY MEMBERS OF OUR FIRM • OVER 400+ CITY EMPLOYERS SERVED
• OTHER CURRENT / RECENTLY COMPLETED TOTAL COMPENSATION STUDIES INTHE LOS ANGELES AREA: HUNTINGTON BEACH, SAN BERNARDINO, SANTA ANA, RIVERSIDE, SAN JUAN

CAPISTRANO, SOUTH GATE, AND LA VERNE
1015

CLASSIFICATION STUDY HIGHLIGHTS

CLASSIFICATION

QUESTIONS
• DO THE CURRENT JOB TITLES MAKE SENSE?
• IF WE HAVE PEOPLE FROM MULTIPLE DEPARTMENTS

WITH THE SAME JOB TITLE, ARE THEY DOING THE
SAME THING?
• IF WE HAVE PEOPLE WITH DIFFERENT JOB TITLES, ARE
THEY DOING THE SAME THING?
• THERE ARE ~70 JOB TITLES IN USE. IS THAT
ENOUGH? IS THAT TOO MUCH?
• DO WE HAVE ENOUGH CLARITY ON JOB FAMILIES

AND EMPLOYEE GROWTH OPPORTUNITIES

PAQ PROCESS
• EVERY EMPLOYEE HAD THE OPPORTUNITY TO

COMPLETE A QUESTIONNAIRE
• THESE QUESTIONNAIRES ARE THE EMPLOYEE’S

CHANCE TO TELL US WHAT THEY DO
• THEY CAN WORK ON THEM AS A TEAM, OR

INDIVIDUALLY
• EMPLOYEES WORKED ON THEM ON COMPANY TIME
• EMPLOYEE DETAILS ARE THE BASIS FOR THE STUDY

CLASSIFICATION IS THE STUDY OF UNIQUE JOB TITLES IN USE NOT CHANGING WORKING CONDITIONS, SIMPLY TRYING TO RECORD WHAT’S BEING DONE 1016

HIGH LEVEL

CLASSIFICATION STUDY

RESULTS
• PSPC REVIEWED ~56 PAQS TO RECOMMEND

UPDATES TO JOB TITLES AND FLSA STATUS
• THE RECOMMENDATIONS ARE A RELATIVELY LITE

PASS WITH FEW CHANGES
• THE CLASSIFICATIONS ARE IN GOOD WORKING
ORDER AND DIDN’T REQUIRE MAJOR OVERHAUL
Merge Title
Change
Vacant/
Delete
No
Change New Title
0 16 3 49 28
1017

SALARY SURVEY
• PSPC CONSIDERED JOB DESCRIPTIONS, ORG CHARTS, SALARY STRUCTURES, AND BENEFIT PLANS FROM 14 DIFFERENT ORGANIZATIONS
• THESE COMPARATORS WERE SELECTED BASED ON PREVIOUSLY USED COMPARATORS, OTHER

ORGANIZATIONS WITH SIMILAR SERVICES IN THE AREA, AND WHO THE AGENCY COMPETES

WITH FOR TALENT
• STUDY WAS DONE WITH FULL TRANSPARENCY IN MIND TO ENSURE ALL PARTIES WERE IN AGREEMENT ON THE DETAILS OF THE STUDY.
• SALARY SURVEY WILL ANSWER THE QUESTION OF “WHERE ARE WE?” • IMPLEMENTATION ANSWERS THE QUESTION “WHERE DO WE WANT TO BE?” 1018

HIGH LEVEL

COMPENSATION SURVEY RESULTS
• PSPC SURVEYED ~73 POSITIONS AND FOUND OVER 550 COMPARABLE JOBS IN THE MARKET • CITY IS, ON AVERAGE, -8% BEHIND MARKET BASED ON SALARY RANGE MINIMUMS • CITY IS, ON AVERAGE, 2% AHEAD OF MARKET BASED ON THE SALARY RANGE MAXIMUMS • THE CITY IS, ON AVERAGE, -3% BEHIND MARKET ONCE TOTAL COMPENSATION IS TAKEN INTO ACCOUNT (MORE DETAILS ON FOLLOWING PAGES)
• THE CITY’S CURRENT SALARY SCHEDULE IS TOO WIDE, THIS IS WHY THE CITY IS 8% BEHIND MARKET AT

MINIMUM AND SLIGHTLY AHEAD AT MAXIMUM (MORE DETAILS TO COME) 1019
MARKET MOVEMENT IN JULY 2024
1020

PSPC RECOMMENDATIONS
• CREATE A NEW SALARY SCHEDULE THAT BEGINS AT $20 AN HOUR • SALARY SCHEDULE WOULD HAVE 10 STEPS THAT ARE 2.5% APART • RANGES WOULD BE 2.5% APART
• PLACE ALL JOBS ONTO THAT SALARY SCHEDULE BASED ON MARKET • JOBS ARE PLACED INTO A SALARY RANGE
• IE, A JOB WOULD BE PLACED BASED ON MARKET AVERAGE
• MOVE EMPLOYEES ONTO THAT SALARY SCHEDULE ON “NEXT HIGHEST STEP” • EMPLOYEES ARE PLACED ONTO A STEP THAT IS NEAREST THEIR CURRENT SALARY WITHOUT GOING

BACKWARDS
• EMPLOYEES MAY BE PLACED ON A LOWER STEP NUMBER, IE EMPLOYEES IS ON STEP 5 OF CURRENT SALARY SCHEDULE AND STEP 2 OR 3 OF NEW SCHEDULE
• GIVE 3.5% COLA TO KEEP PACE WITH THE MARKET
1021

CREATE NEW SALARY SCHEDULE
• EXISTING RANGES ARE 41% WIDE WHILE THE MARKET AVERAGE IS 28% • CREATE A NEW SALARY SCHEDULE STARTING AT $20
• CREATE MORE STEPS WITH MORE EARNING POTENTIAL
• STEPS ARE 2.5% APART LIKE THE CURRENT SCHEDULE
Salary Range
Salary
Range Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Salary Range
0 $0 $0 $0 $0 $0 $0 $0 $0 $0 $0 0
1 $41,600 $42,640 $43,706 $44,799 $45,919 $47,067 $48,243 $49,449 $50,686 $51,953 $51,953 1 2 $42,640 $43,706 $44,799 $45,919 $47,067 $48,243 $49,449 $50,686 $51,953 $53,252 $52,602 2 3 $43,706 $44,799 $45,919 $47,067 $48,243 $49,449 $50,686 $51,953 $53,252 $54,583 $53,917 3 4 $44,799 $45,919 $47,067 $48,243 $49,449 $50,686 $51,953 $53,252 $54,583 $55,947 $55,265 4 5 $45,919 $47,067 $48,243 $49,449 $50,686 $51,953 $53,252 $54,583 $55,947 $57,346 $56,647 5 6 $47,067 $48,243 $49,449 $50,686 $51,953 $53,252 $54,583 $55,947 $57,346 $58,780 $58,063 6 7 $48,243 $49,449 $50,686 $51,953 $53,252 $54,583 $55,947 $57,346 $58,780 $60,249 $59,514 7 8 $49,449 $50,686 $51,953 $53,252 $54,583 $55,947 $57,346 $58,780 $60,249 $61,755 $61,002 8 9 $50,686 $51,953 $53,252 $54,583 $55,947 $57,346 $58,780 $60,249 $61,755 $63,299 $62,527 9 10 $51,953 $53,252 $54,583 $55,947 $57,346 $58,780 $60,249 $61,755 $63,299 $64,882 $64,091 10 11 $53,252 $54,583 $55,947 $57,346 $58,780 $60,249 $61,755 $63,299 $64,882 $66,504 $65,693 11 12 $54,583 $55,947 $57,346 $58,780 $60,249 $61,755 $63,299 $64,882 $66,504 $68,166 $67,335 12 13 $55,947 $57,346 $58,780 $60,249 $61,755 $63,299 $64,882 $66,504 $68,166 $69,871 $69,019 13 14 $57,346 $58,780 $60,249 $61,755 $63,299 $64,882 $66,504 $68,166 $69,871 $71,617 $70,744 14 15 $58,780 $60,249 $61,755 $63,299 $64,882 $66,504 $68,166 $69,871 $71,617 $73,408 $72,513 15 16 $60,249 $61,755 $63,299 $64,882 $66,504 $68,166 $69,871 $71,617 $73,408 $75,243 $74,325 16 17 $61,755 $63,299 $64,882 $66,504 $68,166 $69,871 $71,617 $73,408 $75,243 $77,124 $76,184 17 18 $63,299 $64,882 $66,504 $68,166 $69,871 $71,617 $73,408 $75,243 $77,124 $79,052 $78,088 18 19 $64,882 $66,504 $68,166 $69,871 $71,617 $73,408 $75,243 $77,124 $79,052 $81,028 $80,040 19 20 $66,504 $68,166 $69,871 $71,617 $73,408 $75,243 $77,124 $79,052 $81,028 $83,054 $82,041 20 1022

EXAMPLE OF POSSIBLE IMPLEMENTATION

1. A JOB IS CURRENTLY IN RANGE 11 WITH A MAXIMUM OF $66,337

2. THE SURVEY SHOWS THIS JOB SHOULD HAVE A MAXIMUM OF $74,098

3. THE NEAREST RANGE, ON THE NEW SALARY SCHEDULE, WOULD BE A RANGE 15 W MAX OF $73,408

4. AN EMPLOYEE ON MAXIMUM OF THE OLD RANGE $66,337 WOULD BE PLACED ON STEP 6 OF $66,504

5. IN THIS CASE, THE EMPLOYEE WOULD RECEIVE AN INCREASE OF $167 TO BE PLACED ON STEP 6

6. THE EMPLOYEE WOULD THEN BE ABLE TO GET 2.5% STEPS OVER THE NEXT 2 YEARS TOTALING $7,761

7. THE RANGE WOULD INCREASE WITH COLAS AS WELL
1023

SALARY COSTS
Starting upon Implementation
Current Proposed
Move to Next Nearest Step
Count of
Current
Employees
Average %
Through the
Range
Average
Employee Step
Number AFTER
Movement to
Proposed
Range
Salary Only
Costs To Move
Onto Salary
Schedule
% Of Payroll Give 3.5%
COLA
Total Cost of
Study AND

3.5% COLA
At Market 59 50% 3.6 $131,260 2.4% $193,357 $324,617
5% Ahead of Market 59 50% 2.6 $231,238 4.3% $196,857 $428,095 10% Ahead of Market 59 50% 1.8 $371,841 6.9% $201,778 $573,618 15% Ahead of Market 59 50% 1.1 $567,292 10.8% $208,714 $778,728 1024

EMPLOYEE BENEFITS SURVEYED
• Contribution Toward Healthcare
• Deferred Compensation
• Retiree Medical
• Bilingual Pay
• Auto Allowance Pay
• Compensatory Time
• Management Leave
• Vacation Leave
1025

CONTRIBUTION TOWARDS HEALTHCARE
1026
Current Cafeteria Allowance & Medical in Lieu
• Tier I: Employees Hired Prior to 12/1/2017
• $1,600 cafeteria allowance for FT & $800 for PT
• $1,600 medical in lieu eligible for FT & $800 for PT
• 2 employees in this category
• Tier II: Employees Hired between 12/1/2017-Present
• $1,600 cafeteria allowance for FT & $800 for PT
• $800 medical in lieu eligible for FT & $400 for PT
• 56 employees eligible for cafeteria & medical in lieu • 5 council members eligible for cafeteria & no medical in lieu 1027
Proposed Cafeteria Allowance & Medical in Lieu
• Cafeteria allowance equal to Kaiser Region III Rate plus $250 for dental and vision coverage. 2024 Kaiser rate is $2,250.07/month. Total Cafeteria 2024 $2,500.07/month. Include a maximum 5% inflator to keep pace with CPI. • Tier I: Employees Hired Prior to 12/1/2017
• $1,600 medical in lieu eligible for FT & $800 for PT
• 2 employees eligible for benefits & medical in lieu
• Tier II: Employees Hired between 12/1/2017-06/30/2024 • $800 medical in lieu eligible for FT & $400 for PT
• 56 employees eligible for benefits & medical in lieu
• Tier III: Employees Hired after 07/01/2024
• $800 medical in lieu eligible for FT & $400 for PT
• New employees will be eligible for benefits or medical in lieu 1028

CONTRIBUTION TOWARDS RETIREMENT
1029
Proposed Deferred Compensation
• Current:
• No Deferred Compensation Match for Employees
• Proposed:
• 200% Match up to $3,000 Annually for full time employees & 200% Match up to $1,500 for part time employees. The City will match $2 per each $1 the employee contributes.
1030
Proposed Retirement Health Reimbursement
• Current:
• No Contribution
• Proposed:
• Employer Contribution to Retirement Health Savings based on years of service through a third-party vendor
Months of Continuous
Service
Monthly Contribution-Full
Time
Monthly Contribution-Part
Time
60 months-5 Years $100.00 $50.00
120 months-10 Years $125.00 $62.50
180 months-15 Years $150.00 $75.00
240 months-20 Years $175.00 $87.50
300 months-25+ Years $200.00 $100.00
1031
Proposed Paid Parental Leave
• Current:
• Short Term Disability through Lincoln Financial covering mother only for 6-8 weeks
• 60% of wages
• Proposed:
• Maintain existing Lincoln coverage with addition of Parento parental leave coverage for a total of 12 weeks
• 100% of wages up to $3,500 per week
1032
Auto Allowance
• Current: $300 per month for eligible employees
• Proposed: $400 per month for eligible employees
Bilingual Pay
• Current: $100 per month for eligible employees
• Proposed: $150 per month for eligible employees
1033
Proposed Accruals-Management Leave
• Current:
• 80 Hour Cap
• Proposed:
• Executives: 100 Hours
• Management: 80 Hours
Proposed Accruals-Compensatory Time
• Current:
• 60 Hour Cap, no cashout
• Proposed:
• 120 Hour Cap, unused time will be cashed out in the first pay period of November
1034
Bereavement Leave
• Current Policy: Employees entitled to 3 days base pay plus 2 unpaid days while employee grieves, attends funeral services, etc.
• Proposed Change: Employees entitled to 5 days base pay for this purpose 1035
Jury Duty or Witness Appearance Leave
Current Policy: Entitled to 20 days base pay while performing services as a juror or a witness
Proposed Change: Entitled to 40 days base pay while performing services as a juror or a witness
1036
Recommendation
• Authorize an increase in salaries equal to 10% above market average • Authorize a 3-Year, 3.5% annual COLA for all staff for FY 24-25, FY 25-26, & 26- 27 • Authorize an increase in Cafeteria Allowance to match to Kaiser Region III rate plus $250 monthly for the purchase of medical, dental, and vision coverage. The City will be responsible for increases to the Kaiser Region III rate up to 5% annually. • Authorize an increase in Bereavement Leave to 5 paid days • Authorize an increase in Jury Duty Leave to 40 paid days • Authorize the City Manager to have authority up to 10% for merit increases • Authorize a 2 to 1 Deferred Compensation Match up to $3,000 Annually • Authorize a monthly contribution to a retirement health savings account based on years of service
1037
Recommendation
• Authorize the addition of Parento to add paid parental leave for 100% wage replacement up to $3,500 per week for 12 weeks
• Authorize an increase in Bilingual Pay to $150/month to match the market rate • Authorize an increase in Auto Allowance to $400/month to match the market rate • Authorize an increase in Management Leave for Executive Team members up to 100 hours per year
• Authorize an increase in Compensatory Time for general employees to 120 hours per year, unused hours will be cashed out in the first pay period in November. 1038
QUESTIONS?
1039
TITLE JOB ID GROUP FLSA BASIS RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 Accountant GENERAL NON-EXEMPT MONTHLY 25 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 Accounting Assistant GENERAL NON-EXEMPT MONTHLY 8 4,265.00 4,371.63 4,480.92 4,592.94 4,707.77 4,825.46 4,946.10 5,069.75 5,196.49 5,326.41 Accounting Technician GENERAL NON-EXEMPT MONTHLY 13 4,825.46 4,946.10 5,069.75 5,196.49 5,326.41 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 Administrative Specialist GENERAL NON-EXEMPT MONTHLY 7 4,160.98 4,265.00 4,371.63 4,480.92 4,592.94 4,707.77 4,825.46 4,946.10 5,069.75 5,196.49 Assistant City Clerk GENERAL NON-EXEMPT MONTHLY 28 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 Assistant City Manager MANAGEMENT EXEMPT MONTHLY 66 17,860.91 18,307.44 18,765.12 19,234.25 19,715.11 20,207.99 20,713.18 21,231.01 21,761.79 22,305.83 Assistant Community Services & Recreation Director MANAGEMENT EXEMPT MONTHLY 52 12,640.65 12,956.67 13,280.59 13,612.60 13,952.92 14,301.74 14,659.28 15,025.77 15,401.41 15,786.45 Assistant Engineer GENERAL NON-EXEMPT MONTHLY 35 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 Assistant Finance Director MANAGEMENT EXEMPT MONTHLY 52 12,640.65 12,956.67 13,280.59 13,612.60 13,952.92 14,301.74 14,659.28 15,025.77 15,401.41 15,786.45 Assistant Human Resources & Risk Management Director MANAGEMENT EXEMPT MONTHLY 52 12,640.65 12,956.67 13,280.59 13,612.60 13,952.92 14,301.74 14,659.28 15,025.77 15,401.41 15,786.45 Assistant Planner GENERAL NON-EXEMPT MONTHLY 24 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 Assistant to the City Manager MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 Associate Engineer MANAGEMENT EXEMPT MONTHLY 40 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 Associate Planner GENERAL NON-EXEMPT MONTHLY 30 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 Building Inspector GENERAL NON-EXEMPT MONTHLY 22 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 Building Official MANAGEMENT EXEMPT MONTHLY 50 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 13,612.60 13,952.92 14,301.74 14,659.28 15,025.77 City Clerk MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 City Councilmember ELECTED N/A MONTHLY Ordinance 2010-01 provides for $400 per month City Manager MANAGEMENT EXEMPT ANNUALLY Contract 258,232.50 City Planner MANAGEMENT EXEMPT MONTHLY 52 12,640.65 12,956.67 13,280.59 13,612.60 13,952.92 14,301.74 14,659.28 15,025.77 15,401.41 15,786.45 Claims Specialist GENERAL NON-EXEMPT MONTHLY 21 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 Code Compliance Manager MANAGEMENT EXEMPT MONTHLY 44 10,374.77 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 Code Compliance Officer GENERAL NON-EXEMPT MONTHLY 19 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 Code Compliance Supervisor GENERAL NON-EXEMPT MONTHLY 34 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 Code Compliance Technician GENERAL NON-EXEMPT MONTHLY 12 4,707.77 4,825.46 4,946.10 5,069.75 5,196.49 5,326.41 5,459.57 5,596.06 5,735.96 5,879.36 Communications Officer GENERAL NON-EXEMPT MONTHLY 27 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 Communications Specialist GENERAL NON-EXEMPT MONTHLY 18 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 Community Development Director MANAGEMENT EXEMPT MONTHLY 61 15,786.45 16,181.11 16,585.63 17,000.28 17,425.28 17,860.91 18,307.44 18,765.12 19,234.25 19,715.11 Community Safety Director MANAGEMENT EXEMPT MONTHLY 55 13,612.60 13,952.92 14,301.74 14,659.28 15,025.77 15,401.41 15,786.45 16,181.11 16,585.63 17,000.28 Community Services & Recreation Director MANAGEMENT EXEMPT MONTHLY 60 15,401.41 15,786.45 16,181.11 16,585.63 17,000.28 17,425.28 17,860.91 18,307.44 18,765.12 19,234.25 Community Services & Recreation Leader I GENERAL NON-EXEMPT HOURLY 2 21.22 21.75 22.29 22.85 23.42 24.01 24.61 25.22 25.85 26.50 Community Services & Recreation Leader II GENERAL NON-EXEMPT HOURLY 6 23.42 24.01 24.61 25.22 25.85 26.50 27.16 27.84 28.54 29.25 Community Services & Recreation Manager MANAGEMENT EXEMPT MONTHLY 42 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 Community Services & Recreation Supervisor GENERAL NON-EXEMPT MONTHLY 26 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 Community Services and Recreation Coordinator GENERAL NON-EXEMPT MONTHLY 18 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 Construction Inspector GENERAL NON-EXEMPT MONTHLY 26 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 Deputy City Clerk GENERAL NON-EXEMPT MONTHLY 18 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 Deputy City Manager MANAGEMENT EXEMPT MONTHLY 59 15,025.77 15,401.41 15,786.45 16,181.11 16,585.63 17,000.28 17,425.28 17,860.91 18,307.44 18,765.12 Economic Development Manager MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 Emergency Management Coordinator GENERAL NON-EXEMPT MONTHLY 34 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 Emergency Management Specialist GENERAL NON-EXEMPT MONTHLY 28 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 Engineering Technician GENERAL NON-EXEMPT MONTHLY 22 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 Environmental Compliance Analyst GENERAL NON-EXEMPT MONTHLY 34 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 Executive Assistant GENERAL NON-EXEMPT MONTHLY 24 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 Extra Help GENERAL NON-EXEMPT HOURLY 29,221 20.70 181.83 Finance Analyst GENERAL NON-EXEMPT MONTHLY 33 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 Finance Director/City Treasurer MANAGEMENT EXEMPT MONTHLY 61 15,786.45 16,181.11 16,585.63 17,000.28 17,425.28 17,860.91 18,307.44 18,765.12 19,234.25 19,715.11 Finance Manager MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 Government Services Director/City Clerk MANAGEMENT EXEMPT MONTHLY 55 13,612.60 13,952.92 14,301.74 14,659.28 15,025.77 15,401.41 15,786.45 16,181.11 16,585.63 17,000.28 Human Resources & Risk Management Analyst GENERAL NON-EXEMPT MONTHLY 31 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 Human Resources & Risk Management Director MANAGEMENT EXEMPT MONTHLY 58 14,659.28 15,025.77 15,401.41 15,786.45 16,181.11 16,585.63 17,000.28 17,425.28 17,860.91 18,307.44 Human Resources & Risk Manager MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 Human Resources Specialist GENERAL NON-EXEMPT MONTHLY 21 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 Human Resources Technician GENERAL NON-EXEMPT MONTHLY 18 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 Intern GENERAL NON-EXEMPT HOURLY 1 20.70 21.22 21.75 22.29 22.85 23.42 24.01 24.61 25.22 25.85 IT Business Systems Analyst GENERAL NON-EXEMPT MONTHLY 32 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 IT Manager MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 IT Technician GENERAL NON-EXEMPT MONTHLY 22 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 Landscape & Facilities Superintendent MANAGEMENT EXEMPT MONTHLY 39 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 11,451.81 Landscape and Facilities Maintenance Worker GENERAL NON-EXEMPT MONTHLY 12 4,707.77 4,825.46 4,946.10 5,069.75 5,196.49 5,326.41 5,459.57 5,596.06 5,735.96 5,879.36 Lead Building Inspector GENERAL NON-EXEMPT MONTHLY 34 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 Lead Permit Technician GENERAL NON-EXEMPT MONTHLY 27 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 Maintenance & Operations Manager MANAGEMENT EXEMPT MONTHLY 44 10,374.77 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67

CITY OF EASTVALE

SALARY SCHEDULE
EFFECTIVE DATE JULY 1, 2024- EXHIBIT "B-1"
1040
TITLE JOB ID GROUP FLSA BASIS RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 Accountant GENERAL NON-EXEMPT MONTHLY 25 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76

CITY OF EASTVALE

SALARY SCHEDULE
EFFECTIVE DATE JULY 1, 2024- EXHIBIT "B-1"
Maintenance Coordinator GENERAL NON-EXEMPT MONTHLY 23 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 Management Analyst GENERAL NON-EXEMPT MONTHLY 28 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 Management Assistant GENERAL NON-EXEMPT MONTHLY 23 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 Payroll Coordinator GENERAL NON-EXEMPT MONTHLY 25 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 Permit Technician GENERAL NON-EXEMPT MONTHLY 14 4,946.10 5,069.75 5,196.49 5,326.41 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 Planning Technician GENERAL NON-EXEMPT MONTHLY 20 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 Plans Examiner GENERAL NON-EXEMPT MONTHLY 32 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 Principal Accountant MANAGEMENT EXEMPT MONTHLY 38 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 Principal Engineer MANAGEMENT EXEMPT MONTHLY 50 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 13,612.60 13,952.92 14,301.74 14,659.28 15,025.77 Principal Management Analyst MANAGEMENT EXEMPT MONTHLY 40 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 Principal Planner MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 Public Information Officer MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 Public Works Director/City Engineer MANAGEMENT EXEMPT MONTHLY 62 16,181.11 16,585.63 17,000.28 17,425.28 17,860.91 18,307.44 18,765.12 19,234.25 19,715.11 20,207.99 Public Works Manager MANAGEMENT EXEMPT MONTHLY 44 10,374.77 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 Public Works Superintendent MANAGEMENT EXEMPT MONTHLY 39 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 11,451.81 Purchasing & Contracts Specialist GENERAL NON-EXEMPT MONTHLY 24 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 Purchasing Manager MANAGEMENT EXEMPT MONTHLY 42 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 Risk Manager MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 Senior Accountant GENERAL NON-EXEMPT MONTHLY 30 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 Senior Accounting Technician GENERAL NON-EXEMPT MONTHLY 18 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 Senior Administrative Specialist GENERAL NON-EXEMPT MONTHLY 16 5,196.49 5,326.41 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 Senior Building Inspector GENERAL NON-EXEMPT MONTHLY 27 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 Senior Code Compliance Officer GENERAL NON-EXEMPT MONTHLY 24 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 Senior Communications Officer MANAGEMENT EXEMPT MONTHLY 35 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 Senior Communications Specialist GENERAL NON-EXEMPT MONTHLY 22 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 Senior Construction Inspector GENERAL NON-EXEMPT MONTHLY 31 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 Senior Engineer MANAGEMENT EXEMPT MONTHLY 45 10,634.14 10,900.00 11,172.50 11,451.81 11,738.10 12,031.56 12,332.35 12,640.65 12,956.67 13,280.59 Senior Environmental Compliance Analyst MANAGEMENT EXEMPT MONTHLY 38 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 Senior Human Resources & Risk Management Analyst MANAGEMENT EXEMPT MONTHLY 38 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 Senior Human Resources Specialist GENERAL NON-EXEMPT MONTHLY 27 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 Senior IT Business Systems Analyst MANAGEMENT EXEMPT MONTHLY 38 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 Senior IT Technician GENERAL NON-EXEMPT MONTHLY 27 6,818.25 6,988.71 7,163.42 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 Senior Landscape & Facilities Maintenance Worker GENERAL NON-EXEMPT MONTHLY 16 5,196.49 5,326.41 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 Senior Management Analyst MANAGEMENT EXEMPT MONTHLY 35 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 Senior Payroll Coordinator GENERAL NON-EXEMPT MONTHLY 30 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 Senior Permit Technician GENERAL NON-EXEMPT MONTHLY 19 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 6,331.42 6,489.71 6,651.95 6,818.25 6,988.71 Senior Planner MANAGEMENT EXEMPT MONTHLY 38 8,946.14 9,169.79 9,399.03 9,634.01 9,874.86 10,121.73 10,374.77 10,634.14 10,900.00 11,172.50 Senior Purchasing & Contracts Specialist GENERAL NON-EXEMPT MONTHLY 30 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 Senior Streets Maintenance Worker GENERAL NON-EXEMPT MONTHLY 14 4,946.10 5,069.75 5,196.49 5,326.41 5,459.57 5,596.06 5,735.96 5,879.36 6,026.34 6,177.00 Streets Maintenance Worker GENERAL NON-EXEMPT MONTHLY 8 4,265.00 4,371.63 4,480.92 4,592.94 4,707.77 4,825.46 4,946.10 5,069.75 5,196.49 5,326.41 Note: Reference the current budget for authorized and funded positions.

Note: Extra Help position applies to retired annuitant
1041
Range Amount Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Hourly 20.70$ 21.22$ 21.75$ 22.29$ 22.85$ 23.42$ 24.01$ 24.61$ 25.22$ 25.85$ Biweekly 1,656.00$ 1,697.40$ 1,739.84$ 1,783.33$ 1,827.91$ 1,873.61$ 1,920.45$ 1,968.46$ 2,017.68$ 2,068.12$ Monthly 3,588.00$ 3,677.70$ 3,769.64$ 3,863.88$ 3,960.48$ 4,059.49$ 4,160.98$ 4,265.00$ 4,371.63$ 4,480.92$ Annually 43,056.00$ 44,132.40$ 45,235.71$ 46,366.60$ 47,525.77$ 48,713.91$ 49,931.76$ 51,180.05$ 52,459.56$ 53,771.04$ Hourly 21.22$ 21.75$ 22.29$ 22.85$ 23.42$ 24.01$ 24.61$ 25.22$ 25.85$ 26.50$ Biweekly 1,697.40$ 1,739.84$ 1,783.33$ 1,827.91$ 1,873.61$ 1,920.45$ 1,968.46$ 2,017.68$ 2,068.12$ 2,119.82$ Monthly 3,677.70$ 3,769.64$ 3,863.88$ 3,960.48$ 4,059.49$ 4,160.98$ 4,265.00$ 4,371.63$ 4,480.92$ 4,592.94$ Annually 44,132.40$ 45,235.71$ 46,366.60$ 47,525.77$ 48,713.91$ 49,931.76$ 51,180.05$ 52,459.56$ 53,771.04$ 55,115.32$ Hourly 21.75$ 22.29$ 22.85$ 23.42$ 24.01$ 24.61$ 25.22$ 25.85$ 26.50$ 27.16$ Biweekly 1,739.84$ 1,783.33$ 1,827.91$ 1,873.61$ 1,920.45$ 1,968.46$ 2,017.68$ 2,068.12$ 2,119.82$ 2,172.82$ Monthly 3,769.64$ 3,863.88$ 3,960.48$ 4,059.49$ 4,160.98$ 4,265.00$ 4,371.63$ 4,480.92$ 4,592.94$ 4,707.77$ Annually 45,235.71$ 46,366.60$ 47,525.77$ 48,713.91$ 49,931.76$ 51,180.05$ 52,459.56$ 53,771.04$ 55,115.32$ 56,493.20$ Hourly 22.29$ 22.85$ 23.42$ 24.01$ 24.61$ 25.22$ 25.85$ 26.50$ 27.16$ 27.84$ Biweekly 1,783.33$ 1,827.91$ 1,873.61$ 1,920.45$ 1,968.46$ 2,017.68$ 2,068.12$ 2,119.82$ 2,172.82$ 2,227.14$ Monthly 3,863.88$ 3,960.48$ 4,059.49$ 4,160.98$ 4,265.00$ 4,371.63$ 4,480.92$ 4,592.94$ 4,707.77$ 4,825.46$ Annually 46,366.60$ 47,525.77$ 48,713.91$ 49,931.76$ 51,180.05$ 52,459.56$ 53,771.04$ 55,115.32$ 56,493.20$ 57,905.53$ Hourly 22.85$ 23.42$ 24.01$ 24.61$ 25.22$ 25.85$ 26.50$ 27.16$ 27.84$ 28.54$ Biweekly 1,827.91$ 1,873.61$ 1,920.45$ 1,968.46$ 2,017.68$ 2,068.12$ 2,119.82$ 2,172.82$ 2,227.14$ 2,282.81$ Monthly 3,960.48$ 4,059.49$ 4,160.98$ 4,265.00$ 4,371.63$ 4,480.92$ 4,592.94$ 4,707.77$ 4,825.46$ 4,946.10$ Annually 47,525.77$ 48,713.91$ 49,931.76$ 51,180.05$ 52,459.56$ 53,771.04$ 55,115.32$ 56,493.20$ 57,905.53$ 59,353.17$ Hourly 23.42$ 24.01$ 24.61$ 25.22$ 25.85$ 26.50$ 27.16$ 27.84$ 28.54$ 29.25$ Biweekly 1,873.61$ 1,920.45$ 1,968.46$ 2,017.68$ 2,068.12$ 2,119.82$ 2,172.82$ 2,227.14$ 2,282.81$ 2,339.88$ Monthly 4,059.49$ 4,160.98$ 4,265.00$ 4,371.63$ 4,480.92$ 4,592.94$ 4,707.77$ 4,825.46$ 4,946.10$ 5,069.75$ Annually 48,713.91$ 49,931.76$ 51,180.05$ 52,459.56$ 53,771.04$ 55,115.32$ 56,493.20$ 57,905.53$ 59,353.17$ 60,837.00$ Hourly 24.01$ 24.61$ 25.22$ 25.85$ 26.50$ 27.16$ 27.84$ 28.54$ 29.25$ 29.98$ Biweekly 1,920.45$ 1,968.46$ 2,017.68$ 2,068.12$ 2,119.82$ 2,172.82$ 2,227.14$ 2,282.81$ 2,339.88$ 2,398.38$ Monthly 4,160.98$ 4,265.00$ 4,371.63$ 4,480.92$ 4,592.94$ 4,707.77$ 4,825.46$ 4,946.10$ 5,069.75$ 5,196.49$ Annually 49,931.76$ 51,180.05$ 52,459.56$ 53,771.04$ 55,115.32$ 56,493.20$ 57,905.53$ 59,353.17$ 60,837.00$ 62,357.93$ Hourly 24.61$ 25.22$ 25.85$ 26.50$ 27.16$ 27.84$ 28.54$ 29.25$ 29.98$ 30.73$ Biweekly 1,968.46$ 2,017.68$ 2,068.12$ 2,119.82$ 2,172.82$ 2,227.14$ 2,282.81$ 2,339.88$ 2,398.38$ 2,458.34$ Monthly 4,265.00$ 4,371.63$ 4,480.92$ 4,592.94$ 4,707.77$ 4,825.46$ 4,946.10$ 5,069.75$ 5,196.49$ 5,326.41$ Annually 51,180.05$ 52,459.56$ 53,771.04$ 55,115.32$ 56,493.20$ 57,905.53$ 59,353.17$ 60,837.00$ 62,357.93$ 63,916.87$ Hourly 25.22$ 25.85$ 26.50$ 27.16$ 27.84$ 28.54$ 29.25$ 29.98$ 30.73$ 31.50$ Biweekly 2,017.68$ 2,068.12$ 2,119.82$ 2,172.82$ 2,227.14$ 2,282.81$ 2,339.88$ 2,398.38$ 2,458.34$ 2,519.80$ Monthly 4,371.63$ 4,480.92$ 4,592.94$ 4,707.77$ 4,825.46$ 4,946.10$ 5,069.75$ 5,196.49$ 5,326.41$ 5,459.57$ Annually 52,459.56$ 53,771.04$ 55,115.32$ 56,493.20$ 57,905.53$ 59,353.17$ 60,837.00$ 62,357.93$ 63,916.87$ 65,514.80$ CITY OF EASTVALE RANGE TABLE EFFECTIVE JULY 1, 2024
Exhibit "B-1"
1 2
3 4
5 6
7 8
9 1042
Hourly 25.85$ 26.50$ 27.16$ 27.84$ 28.54$ 29.25$ 29.98$ 30.73$ 31.50$ 32.28$ Biweekly 2,068.12$ 2,119.82$ 2,172.82$ 2,227.14$ 2,282.81$ 2,339.88$ 2,398.38$ 2,458.34$ 2,519.80$ 2,582.79$ Monthly 4,480.92$ 4,592.94$ 4,707.77$ 4,825.46$ 4,946.10$ 5,069.75$ 5,196.49$ 5,326.41$ 5,459.57$ 5,596.06$ Annually 53,771.04$ 55,115.32$ 56,493.20$ 57,905.53$ 59,353.17$ 60,837.00$ 62,357.93$ 63,916.87$ 65,514.80$ 67,152.67$ Hourly 26.50$ 27.16$ 27.84$ 28.54$ 29.25$ 29.98$ 30.73$ 31.50$ 32.28$ 33.09$ Biweekly 2,119.82$ 2,172.82$ 2,227.14$ 2,282.81$ 2,339.88$ 2,398.38$ 2,458.34$ 2,519.80$ 2,582.79$ 2,647.36$ Monthly 4,592.94$ 4,707.77$ 4,825.46$ 4,946.10$ 5,069.75$ 5,196.49$ 5,326.41$ 5,459.57$ 5,596.06$ 5,735.96$ Annually 55,115.32$ 56,493.20$ 57,905.53$ 59,353.17$ 60,837.00$ 62,357.93$ 63,916.87$ 65,514.80$ 67,152.67$ 68,831.48$ Hourly 27.16$ 27.84$ 28.54$ 29.25$ 29.98$ 30.73$ 31.50$ 32.28$ 33.09$ 33.92$ Biweekly 2,172.82$ 2,227.14$ 2,282.81$ 2,339.88$ 2,398.38$ 2,458.34$ 2,519.80$ 2,582.79$ 2,647.36$ 2,713.55$ Monthly 4,707.77$ 4,825.46$ 4,946.10$ 5,069.75$ 5,196.49$ 5,326.41$ 5,459.57$ 5,596.06$ 5,735.96$ 5,879.36$ Annually 56,493.20$ 57,905.53$ 59,353.17$ 60,837.00$ 62,357.93$ 63,916.87$ 65,514.80$ 67,152.67$ 68,831.48$ 70,552.27$ Hourly 27.84$ 28.54$ 29.25$ 29.98$ 30.73$ 31.50$ 32.28$ 33.09$ 33.92$ 34.77$ Biweekly 2,227.14$ 2,282.81$ 2,339.88$ 2,398.38$ 2,458.34$ 2,519.80$ 2,582.79$ 2,647.36$ 2,713.55$ 2,781.39$ Monthly 4,825.46$ 4,946.10$ 5,069.75$ 5,196.49$ 5,326.41$ 5,459.57$ 5,596.06$ 5,735.96$ 5,879.36$ 6,026.34$ Annually 57,905.53$ 59,353.17$ 60,837.00$ 62,357.93$ 63,916.87$ 65,514.80$ 67,152.67$ 68,831.48$ 70,552.27$ 72,316.08$ Hourly 28.54$ 29.25$ 29.98$ 30.73$ 31.50$ 32.28$ 33.09$ 33.92$ 34.77$ 35.64$ Biweekly 2,282.81$ 2,339.88$ 2,398.38$ 2,458.34$ 2,519.80$ 2,582.79$ 2,647.36$ 2,713.55$ 2,781.39$ 2,850.92$ Monthly 4,946.10$ 5,069.75$ 5,196.49$ 5,326.41$ 5,459.57$ 5,596.06$ 5,735.96$ 5,879.36$ 6,026.34$ 6,177.00$ Annually 59,353.17$ 60,837.00$ 62,357.93$ 63,916.87$ 65,514.80$ 67,152.67$ 68,831.48$ 70,552.27$ 72,316.08$ 74,123.98$ Hourly 29.25$ 29.98$ 30.73$ 31.50$ 32.28$ 33.09$ 33.92$ 34.77$ 35.64$ 36.53$ Biweekly 2,339.88$ 2,398.38$ 2,458.34$ 2,519.80$ 2,582.79$ 2,647.36$ 2,713.55$ 2,781.39$ 2,850.92$ 2,922.20$ Monthly 5,069.75$ 5,196.49$ 5,326.41$ 5,459.57$ 5,596.06$ 5,735.96$ 5,879.36$ 6,026.34$ 6,177.00$ 6,331.42$ Annually 60,837.00$ 62,357.93$ 63,916.87$ 65,514.80$ 67,152.67$ 68,831.48$ 70,552.27$ 72,316.08$ 74,123.98$ 75,977.08$ Hourly 29.98$ 30.73$ 31.50$ 32.28$ 33.09$ 33.92$ 34.77$ 35.64$ 36.53$ 37.44$ Biweekly 2,398.38$ 2,458.34$ 2,519.80$ 2,582.79$ 2,647.36$ 2,713.55$ 2,781.39$ 2,850.92$ 2,922.20$ 2,995.25$ Monthly 5,196.49$ 5,326.41$ 5,459.57$ 5,596.06$ 5,735.96$ 5,879.36$ 6,026.34$ 6,177.00$ 6,331.42$ 6,489.71$ Annually 62,357.93$ 63,916.87$ 65,514.80$ 67,152.67$ 68,831.48$ 70,552.27$ 72,316.08$ 74,123.98$ 75,977.08$ 77,876.50$ Hourly 30.73$ 31.50$ 32.28$ 33.09$ 33.92$ 34.77$ 35.64$ 36.53$ 37.44$ 38.38$ Biweekly 2,458.34$ 2,519.80$ 2,582.79$ 2,647.36$ 2,713.55$ 2,781.39$ 2,850.92$ 2,922.20$ 2,995.25$ 3,070.13$ Monthly 5,326.41$ 5,459.57$ 5,596.06$ 5,735.96$ 5,879.36$ 6,026.34$ 6,177.00$ 6,331.42$ 6,489.71$ 6,651.95$ Annually 63,916.87$ 65,514.80$ 67,152.67$ 68,831.48$ 70,552.27$ 72,316.08$ 74,123.98$ 75,977.08$ 77,876.50$ 79,823.42$ Hourly 31.50$ 32.28$ 33.09$ 33.92$ 34.77$ 35.64$ 36.53$ 37.44$ 38.38$ 39.34$ Biweekly 2,519.80$ 2,582.79$ 2,647.36$ 2,713.55$ 2,781.39$ 2,850.92$ 2,922.20$ 2,995.25$ 3,070.13$ 3,146.88$ Monthly 5,459.57$ 5,596.06$ 5,735.96$ 5,879.36$ 6,026.34$ 6,177.00$ 6,331.42$ 6,489.71$ 6,651.95$ 6,818.25$ Annually 65,514.80$ 67,152.67$ 68,831.48$ 70,552.27$ 72,316.08$ 74,123.98$ 75,977.08$ 77,876.50$ 79,823.42$ 81,819.00$ Hourly 32.28$ 33.09$ 33.92$ 34.77$ 35.64$ 36.53$ 37.44$ 38.38$ 39.34$ 40.32$ Biweekly 2,582.79$ 2,647.36$ 2,713.55$ 2,781.39$ 2,850.92$ 2,922.20$ 2,995.25$ 3,070.13$ 3,146.88$ 3,225.56$ Monthly 5,596.06$ 5,735.96$ 5,879.36$ 6,026.34$ 6,177.00$ 6,331.42$ 6,489.71$ 6,651.95$ 6,818.25$ 6,988.71$ Annually 67,152.67$ 68,831.48$ 70,552.27$ 72,316.08$ 74,123.98$ 75,977.08$ 77,876.50$ 79,823.42$ 81,819.00$ 83,864.48$ 13 14
15 16
17 18
19 12
10 11
1043
Hourly 33.09$ 33.92$ 34.77$ 35.64$ 36.53$ 37.44$ 38.38$ 39.34$ 40.32$ 41.33$ Biweekly 2,647.36$ 2,713.55$ 2,781.39$ 2,850.92$ 2,922.20$ 2,995.25$ 3,070.13$ 3,146.88$ 3,225.56$ 3,306.20$ Monthly 5,735.96$ 5,879.36$ 6,026.34$ 6,177.00$ 6,331.42$ 6,489.71$ 6,651.95$ 6,818.25$ 6,988.71$ 7,163.42$ Annually 68,831.48$ 70,552.27$ 72,316.08$ 74,123.98$ 75,977.08$ 77,876.50$ 79,823.42$ 81,819.00$ 83,864.48$ 85,961.09$ Hourly 33.92$ 34.77$ 35.64$ 36.53$ 37.44$ 38.38$ 39.34$ 40.32$ 41.33$ 42.36$ Biweekly 2,713.55$ 2,781.39$ 2,850.92$ 2,922.20$ 2,995.25$ 3,070.13$ 3,146.88$ 3,225.56$ 3,306.20$ 3,388.85$ Monthly 5,879.36$ 6,026.34$ 6,177.00$ 6,331.42$ 6,489.71$ 6,651.95$ 6,818.25$ 6,988.71$ 7,163.42$ 7,342.51$ Annually 70,552.27$ 72,316.08$ 74,123.98$ 75,977.08$ 77,876.50$ 79,823.42$ 81,819.00$ 83,864.48$ 85,961.09$ 88,110.12$ Hourly 34.77$ 35.64$ 36.53$ 37.44$ 38.38$ 39.34$ 40.32$ 41.33$ 42.36$ 43.42$ Biweekly 2,781.39$ 2,850.92$ 2,922.20$ 2,995.25$ 3,070.13$ 3,146.88$ 3,225.56$ 3,306.20$ 3,388.85$ 3,473.57$ Monthly 6,026.34$ 6,177.00$ 6,331.42$ 6,489.71$ 6,651.95$ 6,818.25$ 6,988.71$ 7,163.42$ 7,342.51$ 7,526.07$ Annually 72,316.08$ 74,123.98$ 75,977.08$ 77,876.50$ 79,823.42$ 81,819.00$ 83,864.48$ 85,961.09$ 88,110.12$ 90,312.87$ Hourly 35.64$ 36.53$ 37.44$ 38.38$ 39.34$ 40.32$ 41.33$ 42.36$ 43.42$ 44.51$ Biweekly 2,850.92$ 2,922.20$ 2,995.25$ 3,070.13$ 3,146.88$ 3,225.56$ 3,306.20$ 3,388.85$ 3,473.57$ 3,560.41$ Monthly 6,177.00$ 6,331.42$ 6,489.71$ 6,651.95$ 6,818.25$ 6,988.71$ 7,163.42$ 7,342.51$ 7,526.07$ 7,714.22$ Annually 74,123.98$ 75,977.08$ 77,876.50$ 79,823.42$ 81,819.00$ 83,864.48$ 85,961.09$ 88,110.12$ 90,312.87$ 92,570.69$ Hourly 36.53$ 37.44$ 38.38$ 39.34$ 40.32$ 41.33$ 42.36$ 43.42$ 44.51$ 45.62$ Biweekly 2,922.20$ 2,995.25$ 3,070.13$ 3,146.88$ 3,225.56$ 3,306.20$ 3,388.85$ 3,473.57$ 3,560.41$ 3,649.42$ Monthly 6,331.42$ 6,489.71$ 6,651.95$ 6,818.25$ 6,988.71$ 7,163.42$ 7,342.51$ 7,526.07$ 7,714.22$ 7,907.08$ Annually 75,977.08$ 77,876.50$ 79,823.42$ 81,819.00$ 83,864.48$ 85,961.09$ 88,110.12$ 90,312.87$ 92,570.69$ 94,884.96$ Hourly 37.44$ 38.38$ 39.34$ 40.32$ 41.33$ 42.36$ 43.42$ 44.51$ 45.62$ 46.76$ Biweekly 2,995.25$ 3,070.13$ 3,146.88$ 3,225.56$ 3,306.20$ 3,388.85$ 3,473.57$ 3,560.41$ 3,649.42$ 3,740.66$ Monthly 6,489.71$ 6,651.95$ 6,818.25$ 6,988.71$ 7,163.42$ 7,342.51$ 7,526.07$ 7,714.22$ 7,907.08$ 8,104.76$ Annually 77,876.50$ 79,823.42$ 81,819.00$ 83,864.48$ 85,961.09$ 88,110.12$ 90,312.87$ 92,570.69$ 94,884.96$ 97,257.08$ Hourly 38.38$ 39.34$ 40.32$ 41.33$ 42.36$ 43.42$ 44.51$ 45.62$ 46.76$ 47.93$ Biweekly 3,070.13$ 3,146.88$ 3,225.56$ 3,306.20$ 3,388.85$ 3,473.57$ 3,560.41$ 3,649.42$ 3,740.66$ 3,834.17$ Monthly 6,651.95$ 6,818.25$ 6,988.71$ 7,163.42$ 7,342.51$ 7,526.07$ 7,714.22$ 7,907.08$ 8,104.76$ 8,307.38$ Annually 79,823.42$ 81,819.00$ 83,864.48$ 85,961.09$ 88,110.12$ 90,312.87$ 92,570.69$ 94,884.96$ 97,257.08$ 99,688.51$ Hourly 39.34$ 40.32$ 41.33$ 42.36$ 43.42$ 44.51$ 45.62$ 46.76$ 47.93$ 49.13$ Biweekly 3,146.88$ 3,225.56$ 3,306.20$ 3,388.85$ 3,473.57$ 3,560.41$ 3,649.42$ 3,740.66$ 3,834.17$ 3,930.03$ Monthly 6,818.25$ 6,988.71$ 7,163.42$ 7,342.51$ 7,526.07$ 7,714.22$ 7,907.08$ 8,104.76$ 8,307.38$ 8,515.06$ Annually 81,819.00$ 83,864.48$ 85,961.09$ 88,110.12$ 90,312.87$ 92,570.69$ 94,884.96$ 97,257.08$ 99,688.51$ 102,180.72$ Hourly 40.32$ 41.33$ 42.36$ 43.42$ 44.51$ 45.62$ 46.76$ 47.93$ 49.13$ 50.35$ Biweekly 3,225.56$ 3,306.20$ 3,388.85$ 3,473.57$ 3,560.41$ 3,649.42$ 3,740.66$ 3,834.17$ 3,930.03$ 4,028.28$ Monthly 6,988.71$ 7,163.42$ 7,342.51$ 7,526.07$ 7,714.22$ 7,907.08$ 8,104.76$ 8,307.38$ 8,515.06$ 8,727.94$ Annually 83,864.48$ 85,961.09$ 88,110.12$ 90,312.87$ 92,570.69$ 94,884.96$ 97,257.08$ 99,688.51$ 102,180.72$ 104,735.24$ Hourly 41.33$ 42.36$ 43.42$ 44.51$ 45.62$ 46.76$ 47.93$ 49.13$ 50.35$ 51.61$ Biweekly 3,306.20$ 3,388.85$ 3,473.57$ 3,560.41$ 3,649.42$ 3,740.66$ 3,834.17$ 3,930.03$ 4,028.28$ 4,128.99$ Monthly 7,163.42$ 7,342.51$ 7,526.07$ 7,714.22$ 7,907.08$ 8,104.76$ 8,307.38$ 8,515.06$ 8,727.94$ 8,946.14$ Annually 85,961.09$ 88,110.12$ 90,312.87$ 92,570.69$ 94,884.96$ 97,257.08$ 99,688.51$ 102,180.72$ 104,735.24$ 107,353.62$ 27 25
26 28
29 24
20 21
22 23
1044
Hourly 42.36$ 43.42$ 44.51$ 45.62$ 46.76$ 47.93$ 49.13$ 50.35$ 51.61$ 52.90$ Biweekly 3,388.85$ 3,473.57$ 3,560.41$ 3,649.42$ 3,740.66$ 3,834.17$ 3,930.03$ 4,028.28$ 4,128.99$ 4,232.21$ Monthly 7,342.51$ 7,526.07$ 7,714.22$ 7,907.08$ 8,104.76$ 8,307.38$ 8,515.06$ 8,727.94$ 8,946.14$ 9,169.79$ Annually 88,110.12$ 90,312.87$ 92,570.69$ 94,884.96$ 97,257.08$ 99,688.51$ 102,180.72$ 104,735.24$ 107,353.62$ 110,037.46$ Hourly 43.42$ 44.51$ 45.62$ 46.76$ 47.93$ 49.13$ 50.35$ 51.61$ 52.90$ 54.23$ Biweekly 3,473.57$ 3,560.41$ 3,649.42$ 3,740.66$ 3,834.17$ 3,930.03$ 4,028.28$ 4,128.99$ 4,232.21$ 4,338.02$ Monthly 7,526.07$ 7,714.22$ 7,907.08$ 8,104.76$ 8,307.38$ 8,515.06$ 8,727.94$ 8,946.14$ 9,169.79$ 9,399.03$ Annually 90,312.87$ 92,570.69$ 94,884.96$ 97,257.08$ 99,688.51$ 102,180.72$ 104,735.24$ 107,353.62$ 110,037.46$ 112,788.40$ Hourly 44.51$ 45.62$ 46.76$ 47.93$ 49.13$ 50.35$ 51.61$ 52.90$ 54.23$ 55.58$ Biweekly 3,560.41$ 3,649.42$ 3,740.66$ 3,834.17$ 3,930.03$ 4,028.28$ 4,128.99$ 4,232.21$ 4,338.02$ 4,446.47$ Monthly 7,714.22$ 7,907.08$ 8,104.76$ 8,307.38$ 8,515.06$ 8,727.94$ 8,946.14$ 9,169.79$ 9,399.03$ 9,634.01$ Annually 92,570.69$ 94,884.96$ 97,257.08$ 99,688.51$ 102,180.72$ 104,735.24$ 107,353.62$ 110,037.46$ 112,788.40$ 115,608.11$ Hourly 45.62$ 46.76$ 47.93$ 49.13$ 50.35$ 51.61$ 52.90$ 54.23$ 55.58$ 56.97$ Biweekly 3,649.42$ 3,740.66$ 3,834.17$ 3,930.03$ 4,028.28$ 4,128.99$ 4,232.21$ 4,338.02$ 4,446.47$ 4,557.63$ Monthly 7,907.08$ 8,104.76$ 8,307.38$ 8,515.06$ 8,727.94$ 8,946.14$ 9,169.79$ 9,399.03$ 9,634.01$ 9,874.86$ Annually 94,884.96$ 97,257.08$ 99,688.51$ 102,180.72$ 104,735.24$ 107,353.62$ 110,037.46$ 112,788.40$ 115,608.11$ 118,498.31$ Hourly 46.76$ 47.93$ 49.13$ 50.35$ 51.61$ 52.90$ 54.23$ 55.58$ 56.97$ 58.39$ Biweekly 3,740.66$ 3,834.17$ 3,930.03$ 4,028.28$ 4,128.99$ 4,232.21$ 4,338.02$ 4,446.47$ 4,557.63$ 4,671.57$ Monthly 8,104.76$ 8,307.38$ 8,515.06$ 8,727.94$ 8,946.14$ 9,169.79$ 9,399.03$ 9,634.01$ 9,874.86$ 10,121.73$ Annually 97,257.08$ 99,688.51$ 102,180.72$ 104,735.24$ 107,353.62$ 110,037.46$ 112,788.40$ 115,608.11$ 118,498.31$ 121,460.77$ Hourly 47.93$ 49.13$ 50.35$ 51.61$ 52.90$ 54.23$ 55.58$ 56.97$ 58.39$ 59.85$ Biweekly 3,834.17$ 3,930.03$ 4,028.28$ 4,128.99$ 4,232.21$ 4,338.02$ 4,446.47$ 4,557.63$ 4,671.57$ 4,788.36$ Monthly 8,307.38$ 8,515.06$ 8,727.94$ 8,946.14$ 9,169.79$ 9,399.03$ 9,634.01$ 9,874.86$ 10,121.73$ 10,374.77$ Annually 99,688.51$ 102,180.72$ 104,735.24$ 107,353.62$ 110,037.46$ 112,788.40$ 115,608.11$ 118,498.31$ 121,460.77$ 124,497.29$ Hourly 49.13$ 50.35$ 51.61$ 52.90$ 54.23$ 55.58$ 56.97$ 58.39$ 59.85$ 61.35$ Biweekly 3,930.03$ 4,028.28$ 4,128.99$ 4,232.21$ 4,338.02$ 4,446.47$ 4,557.63$ 4,671.57$ 4,788.36$ 4,908.07$ Monthly 8,515.06$ 8,727.94$ 8,946.14$ 9,169.79$ 9,399.03$ 9,634.01$ 9,874.86$ 10,121.73$ 10,374.77$ 10,634.14$ Annually 102,180.72$ 104,735.24$ 107,353.62$ 110,037.46$ 112,788.40$ 115,608.11$ 118,498.31$ 121,460.77$ 124,497.29$ 127,609.72$ Hourly 50.35$ 51.61$ 52.90$ 54.23$ 55.58$ 56.97$ 58.39$ 59.85$ 61.35$ 62.88$ Biweekly 4,028.28$ 4,128.99$ 4,232.21$ 4,338.02$ 4,446.47$ 4,557.63$ 4,671.57$ 4,788.36$ 4,908.07$ 5,030.77$ Monthly 8,727.94$ 8,946.14$ 9,169.79$ 9,399.03$ 9,634.01$ 9,874.86$ 10,121.73$ 10,374.77$ 10,634.14$ 10,900.00$ Annually 104,735.24$ 107,353.62$ 110,037.46$ 112,788.40$ 115,608.11$ 118,498.31$ 121,460.77$ 124,497.29$ 127,609.72$ 130,799.96$ Hourly 51.61$ 52.90$ 54.23$ 55.58$ 56.97$ 58.39$ 59.85$ 61.35$ 62.88$ 64.46$ Biweekly 4,128.99$ 4,232.21$ 4,338.02$ 4,446.47$ 4,557.63$ 4,671.57$ 4,788.36$ 4,908.07$ 5,030.77$ 5,156.54$ Monthly 8,946.14$ 9,169.79$ 9,399.03$ 9,634.01$ 9,874.86$ 10,121.73$ 10,374.77$ 10,634.14$ 10,900.00$ 11,172.50$ Annually 107,353.62$ 110,037.46$ 112,788.40$ 115,608.11$ 118,498.31$ 121,460.77$ 124,497.29$ 127,609.72$ 130,799.96$ 134,069.96$ Hourly 52.90$ 54.23$ 55.58$ 56.97$ 58.39$ 59.85$ 61.35$ 62.88$ 64.46$ 66.07$ Biweekly 4,232.21$ 4,338.02$ 4,446.47$ 4,557.63$ 4,671.57$ 4,788.36$ 4,908.07$ 5,030.77$ 5,156.54$ 5,285.45$ Monthly 9,169.79$ 9,399.03$ 9,634.01$ 9,874.86$ 10,121.73$ 10,374.77$ 10,634.14$ 10,900.00$ 11,172.50$ 11,451.81$ Annually 110,037.46$ 112,788.40$ 115,608.11$ 118,498.31$ 121,460.77$ 124,497.29$ 127,609.72$ 130,799.96$ 134,069.96$ 137,421.71$ 31 32
33 34
35 36
37 38
39 30
1045
Hourly 54.23$ 55.58$ 56.97$ 58.39$ 59.85$ 61.35$ 62.88$ 64.46$ 66.07$ 67.72$ Biweekly 4,338.02$ 4,446.47$ 4,557.63$ 4,671.57$ 4,788.36$ 4,908.07$ 5,030.77$ 5,156.54$ 5,285.45$ 5,417.59$ Monthly 9,399.03$ 9,634.01$ 9,874.86$ 10,121.73$ 10,374.77$ 10,634.14$ 10,900.00$ 11,172.50$ 11,451.81$ 11,738.10$ Annually 112,788.40$ 115,608.11$ 118,498.31$ 121,460.77$ 124,497.29$ 127,609.72$ 130,799.96$ 134,069.96$ 137,421.71$ 140,857.25$ Hourly 55.58$ 56.97$ 58.39$ 59.85$ 61.35$ 62.88$ 64.46$ 66.07$ 67.72$ 69.41$ Biweekly 4,446.47$ 4,557.63$ 4,671.57$ 4,788.36$ 4,908.07$ 5,030.77$ 5,156.54$ 5,285.45$ 5,417.59$ 5,553.03$ Monthly 9,634.01$ 9,874.86$ 10,121.73$ 10,374.77$ 10,634.14$ 10,900.00$ 11,172.50$ 11,451.81$ 11,738.10$ 12,031.56$ Annually 115,608.11$ 118,498.31$ 121,460.77$ 124,497.29$ 127,609.72$ 130,799.96$ 134,069.96$ 137,421.71$ 140,857.25$ 144,378.69$ Hourly 56.97$ 58.39$ 59.85$ 61.35$ 62.88$ 64.46$ 66.07$ 67.72$ 69.41$ 71.15$ Biweekly 4,557.63$ 4,671.57$ 4,788.36$ 4,908.07$ 5,030.77$ 5,156.54$ 5,285.45$ 5,417.59$ 5,553.03$ 5,691.85$ Monthly 9,874.86$ 10,121.73$ 10,374.77$ 10,634.14$ 10,900.00$ 11,172.50$ 11,451.81$ 11,738.10$ 12,031.56$ 12,332.35$ Annually 118,498.31$ 121,460.77$ 124,497.29$ 127,609.72$ 130,799.96$ 134,069.96$ 137,421.71$ 140,857.25$ 144,378.69$ 147,988.15$ Hourly 58.39$ 59.85$ 61.35$ 62.88$ 64.46$ 66.07$ 67.72$ 69.41$ 71.15$ 72.93$ Biweekly 4,671.57$ 4,788.36$ 4,908.07$ 5,030.77$ 5,156.54$ 5,285.45$ 5,417.59$ 5,553.03$ 5,691.85$ 5,834.15$ Monthly 10,121.73$ 10,374.77$ 10,634.14$ 10,900.00$ 11,172.50$ 11,451.81$ 11,738.10$ 12,031.56$ 12,332.35$ 12,640.65$ Annually 121,460.77$ 124,497.29$ 127,609.72$ 130,799.96$ 134,069.96$ 137,421.71$ 140,857.25$ 144,378.69$ 147,988.15$ 151,687.86$ Hourly 59.85$ 61.35$ 62.88$ 64.46$ 66.07$ 67.72$ 69.41$ 71.15$ 72.93$ 74.75$ Biweekly 4,788.36$ 4,908.07$ 5,030.77$ 5,156.54$ 5,285.45$ 5,417.59$ 5,553.03$ 5,691.85$ 5,834.15$ 5,980.00$ Monthly 10,374.77$ 10,634.14$ 10,900.00$ 11,172.50$ 11,451.81$ 11,738.10$ 12,031.56$ 12,332.35$ 12,640.65$ 12,956.67$ Annually 124,497.29$ 127,609.72$ 130,799.96$ 134,069.96$ 137,421.71$ 140,857.25$ 144,378.69$ 147,988.15$ 151,687.86$ 155,480.05$ Hourly 61.35$ 62.88$ 64.46$ 66.07$ 67.72$ 69.41$ 71.15$ 72.93$ 74.75$ 76.62$ Biweekly 4,908.07$ 5,030.77$ 5,156.54$ 5,285.45$ 5,417.59$ 5,553.03$ 5,691.85$ 5,834.15$ 5,980.00$ 6,129.50$ Monthly 10,634.14$ 10,900.00$ 11,172.50$ 11,451.81$ 11,738.10$ 12,031.56$ 12,332.35$ 12,640.65$ 12,956.67$ 13,280.59$ Annually 127,609.72$ 130,799.96$ 134,069.96$ 137,421.71$ 140,857.25$ 144,378.69$ 147,988.15$ 151,687.86$ 155,480.05$ 159,367.05$ Hourly 62.88$ 64.46$ 66.07$ 67.72$ 69.41$ 71.15$ 72.93$ 74.75$ 76.62$ 78.53$ Biweekly 5,030.77$ 5,156.54$ 5,285.45$ 5,417.59$ 5,553.03$ 5,691.85$ 5,834.15$ 5,980.00$ 6,129.50$ 6,282.74$ Monthly 10,900.00$ 11,172.50$ 11,451.81$ 11,738.10$ 12,031.56$ 12,332.35$ 12,640.65$ 12,956.67$ 13,280.59$ 13,612.60$ Annually 130,799.96$ 134,069.96$ 137,421.71$ 140,857.25$ 144,378.69$ 147,988.15$ 151,687.86$ 155,480.05$ 159,367.05$ 163,351.23$ Hourly 64.46$ 66.07$ 67.72$ 69.41$ 71.15$ 72.93$ 74.75$ 76.62$ 78.53$ 80.50$ Biweekly 5,156.54$ 5,285.45$ 5,417.59$ 5,553.03$ 5,691.85$ 5,834.15$ 5,980.00$ 6,129.50$ 6,282.74$ 6,439.81$ Monthly 11,172.50$ 11,451.81$ 11,738.10$ 12,031.56$ 12,332.35$ 12,640.65$ 12,956.67$ 13,280.59$ 13,612.60$ 13,952.92$ Annually 134,069.96$ 137,421.71$ 140,857.25$ 144,378.69$ 147,988.15$ 151,687.86$ 155,480.05$ 159,367.05$ 163,351.23$ 167,435.01$ Hourly 66.07$ 67.72$ 69.41$ 71.15$ 72.93$ 74.75$ 76.62$ 78.53$ 80.50$ 82.51$ Biweekly 5,285.45$ 5,417.59$ 5,553.03$ 5,691.85$ 5,834.15$ 5,980.00$ 6,129.50$ 6,282.74$ 6,439.81$ 6,600.80$ Monthly 11,451.81$ 11,738.10$ 12,031.56$ 12,332.35$ 12,640.65$ 12,956.67$ 13,280.59$ 13,612.60$ 13,952.92$ 14,301.74$ Annually 137,421.71$ 140,857.25$ 144,378.69$ 147,988.15$ 151,687.86$ 155,480.05$ 159,367.05$ 163,351.23$ 167,435.01$ 171,620.89$ Hourly 67.72$ 69.41$ 71.15$ 72.93$ 74.75$ 76.62$ 78.53$ 80.50$ 82.51$ 84.57$ Biweekly 5,417.59$ 5,553.03$ 5,691.85$ 5,834.15$ 5,980.00$ 6,129.50$ 6,282.74$ 6,439.81$ 6,600.80$ 6,765.82$ Monthly 11,738.10$ 12,031.56$ 12,332.35$ 12,640.65$ 12,956.67$ 13,280.59$ 13,612.60$ 13,952.92$ 14,301.74$ 14,659.28$ Annually 140,857.25$ 144,378.69$ 147,988.15$ 151,687.86$ 155,480.05$ 159,367.05$ 163,351.23$ 167,435.01$ 171,620.89$ 175,911.41$ 44 43
45 46
47 48
49 42
40 41
1046
Hourly 69.41$ 71.15$ 72.93$ 74.75$ 76.62$ 78.53$ 80.50$ 82.51$ 84.57$ 86.69$ Biweekly 5,553.03$ 5,691.85$ 5,834.15$ 5,980.00$ 6,129.50$ 6,282.74$ 6,439.81$ 6,600.80$ 6,765.82$ 6,934.97$ Monthly 12,031.56$ 12,332.35$ 12,640.65$ 12,956.67$ 13,280.59$ 13,612.60$ 13,952.92$ 14,301.74$ 14,659.28$ 15,025.77$ Annually 144,378.69$ 147,988.15$ 151,687.86$ 155,480.05$ 159,367.05$ 163,351.23$ 167,435.01$ 171,620.89$ 175,911.41$ 180,309.19$ Hourly 71.15$ 72.93$ 74.75$ 76.62$ 78.53$ 80.50$ 82.51$ 84.57$ 86.69$ 88.85$ Biweekly 5,691.85$ 5,834.15$ 5,980.00$ 6,129.50$ 6,282.74$ 6,439.81$ 6,600.80$ 6,765.82$ 6,934.97$ 7,108.34$ Monthly 12,332.35$ 12,640.65$ 12,956.67$ 13,280.59$ 13,612.60$ 13,952.92$ 14,301.74$ 14,659.28$ 15,025.77$ 15,401.41$ Annually 147,988.15$ 151,687.86$ 155,480.05$ 159,367.05$ 163,351.23$ 167,435.01$ 171,620.89$ 175,911.41$ 180,309.19$ 184,816.92$ Hourly 72.93$ 74.75$ 76.62$ 78.53$ 80.50$ 82.51$ 84.57$ 86.69$ 88.85$ 91.08$ Biweekly 5,834.15$ 5,980.00$ 6,129.50$ 6,282.74$ 6,439.81$ 6,600.80$ 6,765.82$ 6,934.97$ 7,108.34$ 7,286.05$ Monthly 12,640.65$ 12,956.67$ 13,280.59$ 13,612.60$ 13,952.92$ 14,301.74$ 14,659.28$ 15,025.77$ 15,401.41$ 15,786.45$ Annually 151,687.86$ 155,480.05$ 159,367.05$ 163,351.23$ 167,435.01$ 171,620.89$ 175,911.41$ 180,309.19$ 184,816.92$ 189,437.35$ Hourly 74.75$ 76.62$ 78.53$ 80.50$ 82.51$ 84.57$ 86.69$ 88.85$ 91.08$ 93.35$ Biweekly 5,980.00$ 6,129.50$ 6,282.74$ 6,439.81$ 6,600.80$ 6,765.82$ 6,934.97$ 7,108.34$ 7,286.05$ 7,468.20$ Monthly 12,956.67$ 13,280.59$ 13,612.60$ 13,952.92$ 14,301.74$ 14,659.28$ 15,025.77$ 15,401.41$ 15,786.45$ 16,181.11$ Annually 155,480.05$ 159,367.05$ 163,351.23$ 167,435.01$ 171,620.89$ 175,911.41$ 180,309.19$ 184,816.92$ 189,437.35$ 194,173.28$ Hourly 76.62$ 78.53$ 80.50$ 82.51$ 84.57$ 86.69$ 88.85$ 91.08$ 93.35$ 95.69$ Biweekly 6,129.50$ 6,282.74$ 6,439.81$ 6,600.80$ 6,765.82$ 6,934.97$ 7,108.34$ 7,286.05$ 7,468.20$ 7,654.91$ Monthly 13,280.59$ 13,612.60$ 13,952.92$ 14,301.74$ 14,659.28$ 15,025.77$ 15,401.41$ 15,786.45$ 16,181.11$ 16,585.63$ Annually 159,367.05$ 163,351.23$ 167,435.01$ 171,620.89$ 175,911.41$ 180,309.19$ 184,816.92$ 189,437.35$ 194,173.28$ 199,027.61$ Hourly 78.53$ 80.50$ 82.51$ 84.57$ 86.69$ 88.85$ 91.08$ 93.35$ 95.69$ 98.08$ Biweekly 6,282.74$ 6,439.81$ 6,600.80$ 6,765.82$ 6,934.97$ 7,108.34$ 7,286.05$ 7,468.20$ 7,654.91$ 7,846.28$ Monthly 13,612.60$ 13,952.92$ 14,301.74$ 14,659.28$ 15,025.77$ 15,401.41$ 15,786.45$ 16,181.11$ 16,585.63$ 17,000.28$ Annually 163,351.23$ 167,435.01$ 171,620.89$ 175,911.41$ 180,309.19$ 184,816.92$ 189,437.35$ 194,173.28$ 199,027.61$ 204,003.30$ Hourly 80.50$ 82.51$ 84.57$ 86.69$ 88.85$ 91.08$ 93.35$ 95.69$ 98.08$ 100.53$ Biweekly 6,439.81$ 6,600.80$ 6,765.82$ 6,934.97$ 7,108.34$ 7,286.05$ 7,468.20$ 7,654.91$ 7,846.28$ 8,042.44$ Monthly 13,952.92$ 14,301.74$ 14,659.28$ 15,025.77$ 15,401.41$ 15,786.45$ 16,181.11$ 16,585.63$ 17,000.28$ 17,425.28$ Annually 167,435.01$ 171,620.89$ 175,911.41$ 180,309.19$ 184,816.92$ 189,437.35$ 194,173.28$ 199,027.61$ 204,003.30$ 209,103.39$ Hourly 82.51$ 84.57$ 86.69$ 88.85$ 91.08$ 93.35$ 95.69$ 98.08$ 100.53$ 103.04$ Biweekly 6,600.80$ 6,765.82$ 6,934.97$ 7,108.34$ 7,286.05$ 7,468.20$ 7,654.91$ 7,846.28$ 8,042.44$ 8,243.50$ Monthly 14,301.74$ 14,659.28$ 15,025.77$ 15,401.41$ 15,786.45$ 16,181.11$ 16,585.63$ 17,000.28$ 17,425.28$ 17,860.91$ Annually 171,620.89$ 175,911.41$ 180,309.19$ 184,816.92$ 189,437.35$ 194,173.28$ 199,027.61$ 204,003.30$ 209,103.39$ 214,330.97$ Hourly 84.57$ 86.69$ 88.85$ 91.08$ 93.35$ 95.69$ 98.08$ 100.53$ 103.04$ 105.62$ Biweekly 6,765.82$ 6,934.97$ 7,108.34$ 7,286.05$ 7,468.20$ 7,654.91$ 7,846.28$ 8,042.44$ 8,243.50$ 8,449.59$ Monthly 14,659.28$ 15,025.77$ 15,401.41$ 15,786.45$ 16,181.11$ 16,585.63$ 17,000.28$ 17,425.28$ 17,860.91$ 18,307.44$ Annually 175,911.41$ 180,309.19$ 184,816.92$ 189,437.35$ 194,173.28$ 199,027.61$ 204,003.30$ 209,103.39$ 214,330.97$ 219,689.24$ Hourly 86.69$ 88.85$ 91.08$ 93.35$ 95.69$ 98.08$ 100.53$ 103.04$ 105.62$ 108.26$ Biweekly 6,934.97$ 7,108.34$ 7,286.05$ 7,468.20$ 7,654.91$ 7,846.28$ 8,042.44$ 8,243.50$ 8,449.59$ 8,660.83$ Monthly 15,025.77$ 15,401.41$ 15,786.45$ 16,181.11$ 16,585.63$ 17,000.28$ 17,425.28$ 17,860.91$ 18,307.44$ 18,765.12$ Annually 180,309.19$ 184,816.92$ 189,437.35$ 194,173.28$ 199,027.61$ 204,003.30$ 209,103.39$ 214,330.97$ 219,689.24$ 225,181.48$ 55 56
57 58
59 54
50 51
52 53
1047
Hourly 88.85$ 91.08$ 93.35$ 95.69$ 98.08$ 100.53$ 103.04$ 105.62$ 108.26$ 110.97$ Biweekly 7,108.34$ 7,286.05$ 7,468.20$ 7,654.91$ 7,846.28$ 8,042.44$ 8,243.50$ 8,449.59$ 8,660.83$ 8,877.35$ Monthly 15,401.41$ 15,786.45$ 16,181.11$ 16,585.63$ 17,000.28$ 17,425.28$ 17,860.91$ 18,307.44$ 18,765.12$ 19,234.25$ Annually 184,816.92$ 189,437.35$ 194,173.28$ 199,027.61$ 204,003.30$ 209,103.39$ 214,330.97$ 219,689.24$ 225,181.48$ 230,811.01$ Hourly 91.08$ 93.35$ 95.69$ 98.08$ 100.53$ 103.04$ 105.62$ 108.26$ 110.97$ 113.74$ Biweekly 7,286.05$ 7,468.20$ 7,654.91$ 7,846.28$ 8,042.44$ 8,243.50$ 8,449.59$ 8,660.83$ 8,877.35$ 9,099.28$ Monthly 15,786.45$ 16,181.11$ 16,585.63$ 17,000.28$ 17,425.28$ 17,860.91$ 18,307.44$ 18,765.12$ 19,234.25$ 19,715.11$ Annually 189,437.35$ 194,173.28$ 199,027.61$ 204,003.30$ 209,103.39$ 214,330.97$ 219,689.24$ 225,181.48$ 230,811.01$ 236,581.29$ Hourly 93.35$ 95.69$ 98.08$ 100.53$ 103.04$ 105.62$ 108.26$ 110.97$ 113.74$ 116.58$ Biweekly 7,468.20$ 7,654.91$ 7,846.28$ 8,042.44$ 8,243.50$ 8,449.59$ 8,660.83$ 8,877.35$ 9,099.28$ 9,326.76$ Monthly 16,181.11$ 16,585.63$ 17,000.28$ 17,425.28$ 17,860.91$ 18,307.44$ 18,765.12$ 19,234.25$ 19,715.11$ 20,207.99$ Annually 194,173.28$ 199,027.61$ 204,003.30$ 209,103.39$ 214,330.97$ 219,689.24$ 225,181.48$ 230,811.01$ 236,581.29$ 242,495.82$ Hourly 95.69$ 98.08$ 100.53$ 103.04$ 105.62$ 108.26$ 110.97$ 113.74$ 116.58$ 119.50$ Biweekly 7,654.91$ 7,846.28$ 8,042.44$ 8,243.50$ 8,449.59$ 8,660.83$ 8,877.35$ 9,099.28$ 9,326.76$ 9,559.93$ Monthly 16,585.63$ 17,000.28$ 17,425.28$ 17,860.91$ 18,307.44$ 18,765.12$ 19,234.25$ 19,715.11$ 20,207.99$ 20,713.18$ Annually 199,027.61$ 204,003.30$ 209,103.39$ 214,330.97$ 219,689.24$ 225,181.48$ 230,811.01$ 236,581.29$ 242,495.82$ 248,558.22$ Hourly 98.08$ 100.53$ 103.04$ 105.62$ 108.26$ 110.97$ 113.74$ 116.58$ 119.50$ 122.49$ Biweekly 7,846.28$ 8,042.44$ 8,243.50$ 8,449.59$ 8,660.83$ 8,877.35$ 9,099.28$ 9,326.76$ 9,559.93$ 9,798.93$ Monthly 17,000.28$ 17,425.28$ 17,860.91$ 18,307.44$ 18,765.12$ 19,234.25$ 19,715.11$ 20,207.99$ 20,713.18$ 21,231.01$ Annually 204,003.30$ 209,103.39$ 214,330.97$ 219,689.24$ 225,181.48$ 230,811.01$ 236,581.29$ 242,495.82$ 248,558.22$ 254,772.17$ Hourly 100.53$ 103.04$ 105.62$ 108.26$ 110.97$ 113.74$ 116.58$ 119.50$ 122.49$ 125.55$ Biweekly 8,042.44$ 8,243.50$ 8,449.59$ 8,660.83$ 8,877.35$ 9,099.28$ 9,326.76$ 9,559.93$ 9,798.93$ 10,043.90$ Monthly 17,425.28$ 17,860.91$ 18,307.44$ 18,765.12$ 19,234.25$ 19,715.11$ 20,207.99$ 20,713.18$ 21,231.01$ 21,761.79$ Annually 209,103.39$ 214,330.97$ 219,689.24$ 225,181.48$ 230,811.01$ 236,581.29$ 242,495.82$ 248,558.22$ 254,772.17$ 261,141.48$ Hourly 103.04$ 105.62$ 108.26$ 110.97$ 113.74$ 116.58$ 119.50$ 122.49$ 125.55$ 128.69$ Biweekly 8,243.50$ 8,449.59$ 8,660.83$ 8,877.35$ 9,099.28$ 9,326.76$ 9,559.93$ 9,798.93$ 10,043.90$ 10,295.00$ Monthly 17,860.91$ 18,307.44$ 18,765.12$ 19,234.25$ 19,715.11$ 20,207.99$ 20,713.18$ 21,231.01$ 21,761.79$ 22,305.83$ Annually 214,330.97$ 219,689.24$ 225,181.48$ 230,811.01$ 236,581.29$ 242,495.82$ 248,558.22$ 254,772.17$ 261,141.48$ 267,670.01$ Hourly 105.62$ 108.26$ 110.97$ 113.74$ 116.58$ 119.50$ 122.49$ 125.55$ 128.69$ 131.90$ Biweekly 8,449.59$ 8,660.83$ 8,877.35$ 9,099.28$ 9,326.76$ 9,559.93$ 9,798.93$ 10,043.90$ 10,295.00$ 10,552.38$ Monthly 18,307.44$ 18,765.12$ 19,234.25$ 19,715.11$ 20,207.99$ 20,713.18$ 21,231.01$ 21,761.79$ 22,305.83$ 22,863.48$ Annually 219,689.24$ 225,181.48$ 230,811.01$ 236,581.29$ 242,495.82$ 248,558.22$ 254,772.17$ 261,141.48$ 267,670.01$ 274,361.76$ Hourly 108.26$ 110.97$ 113.74$ 116.58$ 119.50$ 122.49$ 125.55$ 128.69$ 131.90$ 135.20$ Biweekly 8,660.83$ 8,877.35$ 9,099.28$ 9,326.76$ 9,559.93$ 9,798.93$ 10,043.90$ 10,295.00$ 10,552.38$ 10,816.18$ Monthly 18,765.12$ 19,234.25$ 19,715.11$ 20,207.99$ 20,713.18$ 21,231.01$ 21,761.79$ 22,305.83$ 22,863.48$ 23,435.07$ Annually 225,181.48$ 230,811.01$ 236,581.29$ 242,495.82$ 248,558.22$ 254,772.17$ 261,141.48$ 267,670.01$ 274,361.76$ 281,220.81$ Hourly 110.97$ 113.74$ 116.58$ 119.50$ 122.49$ 125.55$ 128.69$ 131.90$ 135.20$ 138.58$ Biweekly 8,877.35$ 9,099.28$ 9,326.76$ 9,559.93$ 9,798.93$ 10,043.90$ 10,295.00$ 10,552.38$ 10,816.18$ 11,086.59$ Monthly 19,234.25$ 19,715.11$ 20,207.99$ 20,713.18$ 21,231.01$ 21,761.79$ 22,305.83$ 22,863.48$ 23,435.07$ 24,020.94$ Annually 230,811.01$ 236,581.29$ 242,495.82$ 248,558.22$ 254,772.17$ 261,141.48$ 267,670.01$ 274,361.76$ 281,220.81$ 288,251.33$ 67 68
69 66
60 61
62 63
64 65
1048
Hourly 113.74$ 116.58$ 119.50$ 122.49$ 125.55$ 128.69$ 131.90$ 135.20$ 138.58$ 142.05$ Biweekly 9,099.28$ 9,326.76$ 9,559.93$ 9,798.93$ 10,043.90$ 10,295.00$ 10,552.38$ 10,816.18$ 11,086.59$ 11,363.75$ Monthly 19,715.11$ 20,207.99$ 20,713.18$ 21,231.01$ 21,761.79$ 22,305.83$ 22,863.48$ 23,435.07$ 24,020.94$ 24,621.47$ Annually 236,581.29$ 242,495.82$ 248,558.22$ 254,772.17$ 261,141.48$ 267,670.01$ 274,361.76$ 281,220.81$ 288,251.33$ 295,457.61$ Hourly 116.58$ 119.50$ 122.49$ 125.55$ 128.69$ 131.90$ 135.20$ 138.58$ 142.05$ 145.60$ Biweekly 9,326.76$ 9,559.93$ 9,798.93$ 10,043.90$ 10,295.00$ 10,552.38$ 10,816.18$ 11,086.59$ 11,363.75$ 11,647.85$ Monthly 20,207.99$ 20,713.18$ 21,231.01$ 21,761.79$ 22,305.83$ 22,863.48$ 23,435.07$ 24,020.94$ 24,621.47$ 25,237.00$ Annually 242,495.82$ 248,558.22$ 254,772.17$ 261,141.48$ 267,670.01$ 274,361.76$ 281,220.81$ 288,251.33$ 295,457.61$ 302,844.05$ Hourly 119.50$ 122.49$ 125.55$ 128.69$ 131.90$ 135.20$ 138.58$ 142.05$ 145.60$ 149.24$ Biweekly 9,559.93$ 9,798.93$ 10,043.90$ 10,295.00$ 10,552.38$ 10,816.18$ 11,086.59$ 11,363.75$ 11,647.85$ 11,939.04$ Monthly 20,713.18$ 21,231.01$ 21,761.79$ 22,305.83$ 22,863.48$ 23,435.07$ 24,020.94$ 24,621.47$ 25,237.00$ 25,867.93$ Annually 248,558.22$ 254,772.17$ 261,141.48$ 267,670.01$ 274,361.76$ 281,220.81$ 288,251.33$ 295,457.61$ 302,844.05$ 310,415.15$ Hourly 122.49$ 125.55$ 128.69$ 131.90$ 135.20$ 138.58$ 142.05$ 145.60$ 149.24$ 152.97$ Biweekly 9,798.93$ 10,043.90$ 10,295.00$ 10,552.38$ 10,816.18$ 11,086.59$ 11,363.75$ 11,647.85$ 11,939.04$ 12,237.52$ Monthly 21,231.01$ 21,761.79$ 22,305.83$ 22,863.48$ 23,435.07$ 24,020.94$ 24,621.47$ 25,237.00$ 25,867.93$ 26,514.63$ Annually 254,772.17$ 261,141.48$ 267,670.01$ 274,361.76$ 281,220.81$ 288,251.33$ 295,457.61$ 302,844.05$ 310,415.15$ 318,175.53$ Hourly 125.55$ 128.69$ 131.90$ 135.20$ 138.58$ 142.05$ 145.60$ 149.24$ 152.97$ 156.79$ Biweekly 10,043.90$ 10,295.00$ 10,552.38$ 10,816.18$ 11,086.59$ 11,363.75$ 11,647.85$ 11,939.04$ 12,237.52$ 12,543.46$ Monthly 21,761.79$ 22,305.83$ 22,863.48$ 23,435.07$ 24,020.94$ 24,621.47$ 25,237.00$ 25,867.93$ 26,514.63$ 27,177.49$ Annually 261,141.48$ 267,670.01$ 274,361.76$ 281,220.81$ 288,251.33$ 295,457.61$ 302,844.05$ 310,415.15$ 318,175.53$ 326,129.92$ Hourly 128.69$ 131.90$ 135.20$ 138.58$ 142.05$ 145.60$ 149.24$ 152.97$ 156.79$ 160.71$ Biweekly 10,295.00$ 10,552.38$ 10,816.18$ 11,086.59$ 11,363.75$ 11,647.85$ 11,939.04$ 12,237.52$ 12,543.46$ 12,857.04$ Monthly 22,305.83$ 22,863.48$ 23,435.07$ 24,020.94$ 24,621.47$ 25,237.00$ 25,867.93$ 26,514.63$ 27,177.49$ 27,856.93$ Annually 267,670.01$ 274,361.76$ 281,220.81$ 288,251.33$ 295,457.61$ 302,844.05$ 310,415.15$ 318,175.53$ 326,129.92$ 334,283.17$ Hourly 131.90$ 135.20$ 138.58$ 142.05$ 145.60$ 149.24$ 152.97$ 156.79$ 160.71$ 164.73$ Biweekly 10,552.38$ 10,816.18$ 11,086.59$ 11,363.75$ 11,647.85$ 11,939.04$ 12,237.52$ 12,543.46$ 12,857.04$ 13,178.47$ Monthly 22,863.48$ 23,435.07$ 24,020.94$ 24,621.47$ 25,237.00$ 25,867.93$ 26,514.63$ 27,177.49$ 27,856.93$ 28,553.35$ Annually 274,361.76$ 281,220.81$ 288,251.33$ 295,457.61$ 302,844.05$ 310,415.15$ 318,175.53$ 326,129.92$ 334,283.17$ 342,640.25$ Hourly 135.20$ 138.58$ 142.05$ 145.60$ 149.24$ 152.97$ 156.79$ 160.71$ 164.73$ 168.85$ Biweekly 10,816.18$ 11,086.59$ 11,363.75$ 11,647.85$ 11,939.04$ 12,237.52$ 12,543.46$ 12,857.04$ 13,178.47$ 13,507.93$ Monthly 23,435.07$ 24,020.94$ 24,621.47$ 25,237.00$ 25,867.93$ 26,514.63$ 27,177.49$ 27,856.93$ 28,553.35$ 29,267.19$ Annually 281,220.81$ 288,251.33$ 295,457.61$ 302,844.05$ 310,415.15$ 318,175.53$ 326,129.92$ 334,283.17$ 342,640.25$ 351,206.25$ Hourly 138.58$ 142.05$ 145.60$ 149.24$ 152.97$ 156.79$ 160.71$ 164.73$ 168.85$ 173.07$ Biweekly 11,086.59$ 11,363.75$ 11,647.85$ 11,939.04$ 12,237.52$ 12,543.46$ 12,857.04$ 13,178.47$ 13,507.93$ 13,845.63$ Monthly 24,020.94$ 24,621.47$ 25,237.00$ 25,867.93$ 26,514.63$ 27,177.49$ 27,856.93$ 28,553.35$ 29,267.19$ 29,998.87$ Annually 288,251.33$ 295,457.61$ 302,844.05$ 310,415.15$ 318,175.53$ 326,129.92$ 334,283.17$ 342,640.25$ 351,206.25$ 359,986.41$ Hourly 142.05$ 145.60$ 149.24$ 152.97$ 156.79$ 160.71$ 164.73$ 168.85$ 173.07$ 177.40$ Biweekly 11,363.75$ 11,647.85$ 11,939.04$ 12,237.52$ 12,543.46$ 12,857.04$ 13,178.47$ 13,507.93$ 13,845.63$ 14,191.77$ Monthly 24,621.47$ 25,237.00$ 25,867.93$ 26,514.63$ 27,177.49$ 27,856.93$ 28,553.35$ 29,267.19$ 29,998.87$ 30,748.84$ Annually 295,457.61$ 302,844.05$ 310,415.15$ 318,175.53$ 326,129.92$ 334,283.17$ 342,640.25$ 351,206.25$ 359,986.41$ 368,986.07$ 79 73
74 75
76 77
78 70
71 72
1049
Hourly 145.60$ 149.24$ 152.97$ 156.79$ 160.71$ 164.73$ 168.85$ 173.07$ 177.40$ 181.83$ Biweekly 11,647.85$ 11,939.04$ 12,237.52$ 12,543.46$ 12,857.04$ 13,178.47$ 13,507.93$ 13,845.63$ 14,191.77$ 14,546.57$ Monthly 25,237.00$ 25,867.93$ 26,514.63$ 27,177.49$ 27,856.93$ 28,553.35$ 29,267.19$ 29,998.87$ 30,748.84$ 31,517.56$ Annually 302,844.05$ 310,415.15$ 318,175.53$ 326,129.92$ 334,283.17$ 342,640.25$ 351,206.25$ 359,986.41$ 368,986.07$ 378,210.72$ 80 1050
TITLE JOB ID GROUP FLSA BASIS RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 Accountant GENERAL NON-EXEMPT MONTHLY 25 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 Accounting Assistant GENERAL NON-EXEMPT MONTHLY 8 4,414.28 4,524.64 4,637.75 4,753.70 4,872.54 4,994.35 5,119.21 5,247.19 5,378.37 5,512.83 Accounting Technician GENERAL NON-EXEMPT MONTHLY 13 4,994.35 5,119.21 5,247.19 5,378.37 5,512.83 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 Administrative Specialist GENERAL NON-EXEMPT MONTHLY 7 4,306.61 4,414.28 4,524.64 4,637.75 4,753.70 4,872.54 4,994.35 5,119.21 5,247.19 5,378.37 Assistant City Clerk GENERAL NON-EXEMPT MONTHLY 28 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 9,033.41 Assistant City Manager MANAGEMENT EXEMPT MONTHLY 66 18,486.05 18,948.20 19,421.90 19,907.45 20,405.14 20,915.26 21,438.15 21,974.10 22,523.45 23,086.54 Assistant Community Services & Recreation Director MANAGEMENT EXEMPT MONTHLY 52 13,083.08 13,410.15 13,745.41 14,089.04 14,441.27 14,802.30 15,172.36 15,551.67 15,940.46 16,338.97 Assistant Engineer GENERAL NON-EXEMPT MONTHLY 35 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 Assistant Finance Director MANAGEMENT EXEMPT MONTHLY 52 13,083.08 13,410.15 13,745.41 14,089.04 14,441.27 14,802.30 15,172.36 15,551.67 15,940.46 16,338.97 Assistant Human Resources & Risk Management Director MANAGEMENT EXEMPT MONTHLY 52 13,083.08 13,410.15 13,745.41 14,089.04 14,441.27 14,802.30 15,172.36 15,551.67 15,940.46 16,338.97 Assistant Planner GENERAL NON-EXEMPT MONTHLY 24 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 Assistant to the City Manager MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 Associate Engineer MANAGEMENT EXEMPT MONTHLY 40 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 Associate Planner GENERAL NON-EXEMPT MONTHLY 30 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 Building Inspector GENERAL NON-EXEMPT MONTHLY 22 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 Building Official MANAGEMENT EXEMPT MONTHLY 50 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 14,089.04 14,441.27 14,802.30 15,172.36 15,551.67 City Clerk MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 City Councilmember ELECTED N/A MONTHLY Ordinance 2010-01 provides for $400 per month City Manager MANAGEMENT EXEMPT ANNUALLY Contract 267,270.64 City Planner MANAGEMENT EXEMPT MONTHLY 52 13,083.08 13,410.15 13,745.41 14,089.04 14,441.27 14,802.30 15,172.36 15,551.67 15,940.46 16,338.97 Claims Specialist GENERAL NON-EXEMPT MONTHLY 21 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 Code Compliance Manager MANAGEMENT EXEMPT MONTHLY 44 10,737.89 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 Code Compliance Officer GENERAL NON-EXEMPT MONTHLY 19 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 Code Compliance Supervisor GENERAL NON-EXEMPT MONTHLY 34 8,388.42 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 Code Compliance Technician GENERAL NON-EXEMPT MONTHLY 12 4,872.54 4,994.35 5,119.21 5,247.19 5,378.37 5,512.83 5,650.65 5,791.92 5,936.72 6,085.13 Communications Officer GENERAL NON-EXEMPT MONTHLY 27 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 Communications Specialist GENERAL NON-EXEMPT MONTHLY 18 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 Community Development Director MANAGEMENT EXEMPT MONTHLY 61 16,338.97 16,747.45 17,166.13 17,595.28 18,035.17 18,486.05 18,948.20 19,421.90 19,907.45 20,405.14 Community Safety Director MANAGEMENT EXEMPT MONTHLY 55 14,089.04 14,441.27 14,802.30 15,172.36 15,551.67 15,940.46 16,338.97 16,747.45 17,166.13 17,595.28 Community Services & Recreation Director MANAGEMENT EXEMPT MONTHLY 60 15,940.46 16,338.97 16,747.45 17,166.13 17,595.28 18,035.17 18,486.05 18,948.20 19,421.90 19,907.45 Community Services & Recreation Leader I GENERAL NON-EXEMPT HOURLY 2 21.96 22.51 23.07 23.65 24.24 24.85 25.47 26.10 26.76 27.43 Community Services & Recreation Leader II GENERAL NON-EXEMPT HOURLY 6 24.24 24.85 25.47 26.10 26.76 27.43 28.11 28.81 29.53 30.27 Community Services & Recreation Manager MANAGEMENT EXEMPT MONTHLY 42 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 Community Services & Recreation Supervisor GENERAL NON-EXEMPT MONTHLY 26 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 Community Services and Recreation Coordinator GENERAL NON-EXEMPT MONTHLY 18 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 Construction Inspector GENERAL NON-EXEMPT MONTHLY 26 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 Deputy City Clerk GENERAL NON-EXEMPT MONTHLY 18 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 Deputy City Manager MANAGEMENT EXEMPT MONTHLY 59 15,551.67 15,940.46 16,338.97 16,747.45 17,166.13 17,595.28 18,035.17 18,486.05 18,948.20 19,421.90 Economic Development Manager MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 Emergency Management Coordinator GENERAL NON-EXEMPT MONTHLY 34 8,388.42 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 Emergency Management Specialist GENERAL NON-EXEMPT MONTHLY 28 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 9,033.41 Engineering Technician GENERAL NON-EXEMPT MONTHLY 22 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 Environmental Compliance Analyst GENERAL NON-EXEMPT MONTHLY 34 8,388.42 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 Executive Assistant GENERAL NON-EXEMPT MONTHLY 24 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 Extra Help GENERAL NON-EXEMPT HOURLY 1-80 21.42 188.20 Finance Analyst GENERAL NON-EXEMPT MONTHLY 33 8,183.83 8,388.42 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 Finance Director/City Treasurer MANAGEMENT EXEMPT MONTHLY 61 16,338.97 16,747.45 17,166.13 17,595.28 18,035.17 18,486.05 18,948.20 19,421.90 19,907.45 20,405.14 Finance Manager MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 Government Services Director/City Clerk MANAGEMENT EXEMPT MONTHLY 55 14,089.04 14,441.27 14,802.30 15,172.36 15,551.67 15,940.46 16,338.97 16,747.45 17,166.13 17,595.28 Human Resources & Risk Management Analyst GENERAL NON-EXEMPT MONTHLY 31 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 Human Resources & Risk Management Director MANAGEMENT EXEMPT MONTHLY 58 15,172.36 15,551.67 15,940.46 16,338.97 16,747.45 17,166.13 17,595.28 18,035.17 18,486.05 18,948.20 Human Resources & Risk Manager MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 Human Resources Specialist GENERAL NON-EXEMPT MONTHLY 21 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 Human Resources Technician GENERAL NON-EXEMPT MONTHLY 18 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 Intern GENERAL NON-EXEMPT HOURLY 1 21.42 21.96 22.51 23.07 23.65 24.24 24.85 25.47 26.10 26.76 IT Business Systems Analyst GENERAL NON-EXEMPT MONTHLY 32 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 IT Manager MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 IT Technician GENERAL NON-EXEMPT MONTHLY 22 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 Landscape & Facilities Superintendent MANAGEMENT EXEMPT MONTHLY 39 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 11,852.62 Landscape and Facilities Maintenance Worker GENERAL NON-EXEMPT MONTHLY 12 4,872.54 4,994.35 5,119.21 5,247.19 5,378.37 5,512.83 5,650.65 5,791.92 5,936.72 6,085.13 Lead Building Inspector GENERAL NON-EXEMPT MONTHLY 34 8,388.42 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99

CITY OF EASTVALE

SALARY SCHEDULE
EFFECTIVE DATE JULY 1, 2025- EXHIBIT "B-2"
1051
TITLE JOB ID GROUP FLSA BASIS RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 Accountant GENERAL NON-EXEMPT MONTHLY 25 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 Accounting Assistant GENERAL NON-EXEMPT MONTHLY 8 4,414.28 4,524.64 4,637.75 4,753.70 4,872.54 4,994.35 5,119.21 5,247.19 5,378.37 5,512.83

CITY OF EASTVALE

SALARY SCHEDULE
EFFECTIVE DATE JULY 1, 2025- EXHIBIT "B-2"
Lead Permit Technician GENERAL NON-EXEMPT MONTHLY 27 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 Maintenance & Operations Manager MANAGEMENT EXEMPT MONTHLY 44 10,737.89 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 Maintenance Coordinator GENERAL NON-EXEMPT MONTHLY 23 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 Management Analyst GENERAL NON-EXEMPT MONTHLY 28 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 9,033.41 Management Assistant GENERAL NON-EXEMPT MONTHLY 23 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 Payroll Coordinator GENERAL NON-EXEMPT MONTHLY 25 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 Permit Technician GENERAL NON-EXEMPT MONTHLY 14 5,119.21 5,247.19 5,378.37 5,512.83 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 Planning Technician GENERAL NON-EXEMPT MONTHLY 20 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 Plans Examiner GENERAL NON-EXEMPT MONTHLY 32 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 Principal Accountant MANAGEMENT EXEMPT MONTHLY 38 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 Principal Engineer MANAGEMENT EXEMPT MONTHLY 50 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 14,089.04 14,441.27 14,802.30 15,172.36 15,551.67 Principal Management Analyst MANAGEMENT EXEMPT MONTHLY 40 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 Principal Planner MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 Public Information Officer MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 Public Works Director/City Engineer MANAGEMENT EXEMPT MONTHLY 62 16,747.45 17,166.13 17,595.28 18,035.17 18,486.05 18,948.20 19,421.90 19,907.45 20,405.14 20,915.26 Public Works Manager MANAGEMENT EXEMPT MONTHLY 44 10,737.89 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 Public Works Superintendent MANAGEMENT EXEMPT MONTHLY 39 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 11,852.62 Purchasing & Contracts Specialist GENERAL NON-EXEMPT MONTHLY 24 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 Purchasing Manager MANAGEMENT EXEMPT MONTHLY 42 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 Risk Manager MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 Senior Accountant GENERAL NON-EXEMPT MONTHLY 30 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 Senior Accounting Technician GENERAL NON-EXEMPT MONTHLY 18 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 Senior Administrative Specialist GENERAL NON-EXEMPT MONTHLY 16 5,378.37 5,512.83 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 Senior Building Inspector GENERAL NON-EXEMPT MONTHLY 27 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 Senior Code Compliance Officer GENERAL NON-EXEMPT MONTHLY 24 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 Senior Communications Officer MANAGEMENT EXEMPT MONTHLY 35 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 Senior Communications Specialist GENERAL NON-EXEMPT MONTHLY 22 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 Senior Construction Inspector GENERAL NON-EXEMPT MONTHLY 31 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 Senior Engineer MANAGEMENT EXEMPT MONTHLY 45 11,006.34 11,281.50 11,563.53 11,852.62 12,148.94 12,452.66 12,763.98 13,083.08 13,410.15 13,745.41 Senior Environmental Compliance Analyst MANAGEMENT EXEMPT MONTHLY 38 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 Senior Human Resources & Risk Management Analyst MANAGEMENT EXEMPT MONTHLY 38 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 Senior Human Resources Specialist GENERAL NON-EXEMPT MONTHLY 27 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 Senior IT Business Systems Analyst MANAGEMENT EXEMPT MONTHLY 38 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 Senior IT Technician GENERAL NON-EXEMPT MONTHLY 27 7,056.89 7,233.31 7,414.14 7,599.50 7,789.49 7,984.22 8,183.83 8,388.42 8,598.13 8,813.09 Senior Landscape & Facilities Maintenance Worker GENERAL NON-EXEMPT MONTHLY 16 5,378.37 5,512.83 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 Senior Management Analyst MANAGEMENT EXEMPT MONTHLY 35 8,598.13 8,813.09 9,033.41 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 Senior Payroll Coordinator GENERAL NON-EXEMPT MONTHLY 30 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 Senior Permit Technician GENERAL NON-EXEMPT MONTHLY 19 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 6,553.02 6,716.85 6,884.77 7,056.89 7,233.31 Senior Planner MANAGEMENT EXEMPT MONTHLY 38 9,259.25 9,490.73 9,728.00 9,971.20 10,220.48 10,475.99 10,737.89 11,006.34 11,281.50 11,563.53 Senior Purchasing & Contracts Specialist GENERAL NON-EXEMPT MONTHLY 30 7,342.51 7,526.07 7,714.22 7,907.08 8,104.76 8,307.38 8,515.06 8,727.94 8,946.14 9,169.79 Senior Streets Maintenance Worker GENERAL NON-EXEMPT MONTHLY 14 5,119.21 5,247.19 5,378.37 5,512.83 5,650.65 5,791.92 5,936.72 6,085.13 6,237.26 6,393.19 Streets Maintenance Worker GENERAL NON-EXEMPT MONTHLY 8 4,414.28 4,524.64 4,637.75 4,753.70 4,872.54 4,994.35 5,119.21 5,247.19 5,378.37 5,512.83 Note: Reference the current budget for authorized and funded positions.

Note: Extra Help position applies to retired annuitant
1052
Range Amount Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Hourly 21.42$ 21.96$ 22.51$ 23.07$ 23.65$ 24.24$ 24.85$ 25.47$ 26.10$ 26.76$ Biweekly 1,713.96$ 1,756.81$ 1,800.73$ 1,845.75$ 1,891.89$ 1,939.19$ 1,987.67$ 2,037.36$ 2,088.29$ 2,140.50$ Monthly 3,713.58$ 3,806.42$ 3,901.58$ 3,999.12$ 4,099.10$ 4,201.57$ 4,306.61$ 4,414.28$ 4,524.64$ 4,637.75$ Annually 44,562.96$ 45,677.03$ 46,818.96$ 47,989.43$ 49,189.17$ 50,418.90$ 51,679.37$ 52,971.36$ 54,295.64$ 55,653.03$ Hourly 21.96$ 22.51$ 23.07$ 23.65$ 24.24$ 24.85$ 25.47$ 26.10$ 26.76$ 27.43$ Biweekly 1,756.81$ 1,800.73$ 1,845.75$ 1,891.89$ 1,939.19$ 1,987.67$ 2,037.36$ 2,088.29$ 2,140.50$ 2,194.01$ Monthly 3,806.42$ 3,901.58$ 3,999.12$ 4,099.10$ 4,201.57$ 4,306.61$ 4,414.28$ 4,524.64$ 4,637.75$ 4,753.70$ Annually 45,677.03$ 46,818.96$ 47,989.43$ 49,189.17$ 50,418.90$ 51,679.37$ 52,971.36$ 54,295.64$ 55,653.03$ 57,044.36$ Hourly 22.51$ 23.07$ 23.65$ 24.24$ 24.85$ 25.47$ 26.10$ 26.76$ 27.43$ 28.11$ Biweekly 1,800.73$ 1,845.75$ 1,891.89$ 1,939.19$ 1,987.67$ 2,037.36$ 2,088.29$ 2,140.50$ 2,194.01$ 2,248.86$ Monthly 3,901.58$ 3,999.12$ 4,099.10$ 4,201.57$ 4,306.61$ 4,414.28$ 4,524.64$ 4,637.75$ 4,753.70$ 4,872.54$ Annually 46,818.96$ 47,989.43$ 49,189.17$ 50,418.90$ 51,679.37$ 52,971.36$ 54,295.64$ 55,653.03$ 57,044.36$ 58,470.47$ Hourly 23.07$ 23.65$ 24.24$ 24.85$ 25.47$ 26.10$ 26.76$ 27.43$ 28.11$ 28.81$ Biweekly 1,845.75$ 1,891.89$ 1,939.19$ 1,987.67$ 2,037.36$ 2,088.29$ 2,140.50$ 2,194.01$ 2,248.86$ 2,305.09$ Monthly 3,999.12$ 4,099.10$ 4,201.57$ 4,306.61$ 4,414.28$ 4,524.64$ 4,637.75$ 4,753.70$ 4,872.54$ 4,994.35$ Annually 47,989.43$ 49,189.17$ 50,418.90$ 51,679.37$ 52,971.36$ 54,295.64$ 55,653.03$ 57,044.36$ 58,470.47$ 59,932.23$ Hourly 23.65$ 24.24$ 24.85$ 25.47$ 26.10$ 26.76$ 27.43$ 28.11$ 28.81$ 29.53$ Biweekly 1,891.89$ 1,939.19$ 1,987.67$ 2,037.36$ 2,088.29$ 2,140.50$ 2,194.01$ 2,248.86$ 2,305.09$ 2,362.71$ Monthly 4,099.10$ 4,201.57$ 4,306.61$ 4,414.28$ 4,524.64$ 4,637.75$ 4,753.70$ 4,872.54$ 4,994.35$ 5,119.21$ Annually 49,189.17$ 50,418.90$ 51,679.37$ 52,971.36$ 54,295.64$ 55,653.03$ 57,044.36$ 58,470.47$ 59,932.23$ 61,430.53$ Hourly 24.24$ 24.85$ 25.47$ 26.10$ 26.76$ 27.43$ 28.11$ 28.81$ 29.53$ 30.27$ Biweekly 1,939.19$ 1,987.67$ 2,037.36$ 2,088.29$ 2,140.50$ 2,194.01$ 2,248.86$ 2,305.09$ 2,362.71$ 2,421.78$ Monthly 4,201.57$ 4,306.61$ 4,414.28$ 4,524.64$ 4,637.75$ 4,753.70$ 4,872.54$ 4,994.35$ 5,119.21$ 5,247.19$ Annually 50,418.90$ 51,679.37$ 52,971.36$ 54,295.64$ 55,653.03$ 57,044.36$ 58,470.47$ 59,932.23$ 61,430.53$ 62,966.30$ Hourly 24.85$ 25.47$ 26.10$ 26.76$ 27.43$ 28.11$ 28.81$ 29.53$ 30.27$ 31.03$ Biweekly 1,987.67$ 2,037.36$ 2,088.29$ 2,140.50$ 2,194.01$ 2,248.86$ 2,305.09$ 2,362.71$ 2,421.78$ 2,482.33$ Monthly 4,306.61$ 4,414.28$ 4,524.64$ 4,637.75$ 4,753.70$ 4,872.54$ 4,994.35$ 5,119.21$ 5,247.19$ 5,378.37$ Annually 51,679.37$ 52,971.36$ 54,295.64$ 55,653.03$ 57,044.36$ 58,470.47$ 59,932.23$ 61,430.53$ 62,966.30$ 64,540.45$ Hourly 25.47$ 26.10$ 26.76$ 27.43$ 28.11$ 28.81$ 29.53$ 30.27$ 31.03$ 31.80$ Biweekly 2,037.36$ 2,088.29$ 2,140.50$ 2,194.01$ 2,248.86$ 2,305.09$ 2,362.71$ 2,421.78$ 2,482.33$ 2,544.38$ Monthly 4,414.28$ 4,524.64$ 4,637.75$ 4,753.70$ 4,872.54$ 4,994.35$ 5,119.21$ 5,247.19$ 5,378.37$ 5,512.83$ Annually 52,971.36$ 54,295.64$ 55,653.03$ 57,044.36$ 58,470.47$ 59,932.23$ 61,430.53$ 62,966.30$ 64,540.45$ 66,153.96$ Hourly 26.10$ 26.76$ 27.43$ 28.11$ 28.81$ 29.53$ 30.27$ 31.03$ 31.80$ 32.60$ Biweekly 2,088.29$ 2,140.50$ 2,194.01$ 2,248.86$ 2,305.09$ 2,362.71$ 2,421.78$ 2,482.33$ 2,544.38$ 2,607.99$ Monthly 4,524.64$ 4,637.75$ 4,753.70$ 4,872.54$ 4,994.35$ 5,119.21$ 5,247.19$ 5,378.37$ 5,512.83$ 5,650.65$ Annually 54,295.64$ 55,653.03$ 57,044.36$ 58,470.47$ 59,932.23$ 61,430.53$ 62,966.30$ 64,540.45$ 66,153.96$ 67,807.81$ 1 2
3 4
5 6
7 8
9 CITY OF EASTVALE RANGE TABLE EFFECTIVE JULY 1, 2025
Exhibit "B-2"
1053
Hourly 26.76$ 27.43$ 28.11$ 28.81$ 29.53$ 30.27$ 31.03$ 31.80$ 32.60$ 33.41$ Biweekly 2,140.50$ 2,194.01$ 2,248.86$ 2,305.09$ 2,362.71$ 2,421.78$ 2,482.33$ 2,544.38$ 2,607.99$ 2,673.19$ Monthly 4,637.75$ 4,753.70$ 4,872.54$ 4,994.35$ 5,119.21$ 5,247.19$ 5,378.37$ 5,512.83$ 5,650.65$ 5,791.92$ Annually 55,653.03$ 57,044.36$ 58,470.47$ 59,932.23$ 61,430.53$ 62,966.30$ 64,540.45$ 66,153.96$ 67,807.81$ 69,503.01$ Hourly 27.43$ 28.11$ 28.81$ 29.53$ 30.27$ 31.03$ 31.80$ 32.60$ 33.41$ 34.25$ Biweekly 2,194.01$ 2,248.86$ 2,305.09$ 2,362.71$ 2,421.78$ 2,482.33$ 2,544.38$ 2,607.99$ 2,673.19$ 2,740.02$ Monthly 4,753.70$ 4,872.54$ 4,994.35$ 5,119.21$ 5,247.19$ 5,378.37$ 5,512.83$ 5,650.65$ 5,791.92$ 5,936.72$ Annually 57,044.36$ 58,470.47$ 59,932.23$ 61,430.53$ 62,966.30$ 64,540.45$ 66,153.96$ 67,807.81$ 69,503.01$ 71,240.58$ Hourly 28.11$ 28.81$ 29.53$ 30.27$ 31.03$ 31.80$ 32.60$ 33.41$ 34.25$ 35.11$ Biweekly 2,248.86$ 2,305.09$ 2,362.71$ 2,421.78$ 2,482.33$ 2,544.38$ 2,607.99$ 2,673.19$ 2,740.02$ 2,808.52$ Monthly 4,872.54$ 4,994.35$ 5,119.21$ 5,247.19$ 5,378.37$ 5,512.83$ 5,650.65$ 5,791.92$ 5,936.72$ 6,085.13$ Annually 58,470.47$ 59,932.23$ 61,430.53$ 62,966.30$ 64,540.45$ 66,153.96$ 67,807.81$ 69,503.01$ 71,240.58$ 73,021.60$ Hourly 28.81$ 29.53$ 30.27$ 31.03$ 31.80$ 32.60$ 33.41$ 34.25$ 35.11$ 35.98$ Biweekly 2,305.09$ 2,362.71$ 2,421.78$ 2,482.33$ 2,544.38$ 2,607.99$ 2,673.19$ 2,740.02$ 2,808.52$ 2,878.74$ Monthly 4,994.35$ 5,119.21$ 5,247.19$ 5,378.37$ 5,512.83$ 5,650.65$ 5,791.92$ 5,936.72$ 6,085.13$ 6,237.26$ Annually 59,932.23$ 61,430.53$ 62,966.30$ 64,540.45$ 66,153.96$ 67,807.81$ 69,503.01$ 71,240.58$ 73,021.60$ 74,847.14$ Hourly 29.53$ 30.27$ 31.03$ 31.80$ 32.60$ 33.41$ 34.25$ 35.11$ 35.98$ 36.88$ Biweekly 2,362.71$ 2,421.78$ 2,482.33$ 2,544.38$ 2,607.99$ 2,673.19$ 2,740.02$ 2,808.52$ 2,878.74$ 2,950.70$ Monthly 5,119.21$ 5,247.19$ 5,378.37$ 5,512.83$ 5,650.65$ 5,791.92$ 5,936.72$ 6,085.13$ 6,237.26$ 6,393.19$ Annually 61,430.53$ 62,966.30$ 64,540.45$ 66,153.96$ 67,807.81$ 69,503.01$ 71,240.58$ 73,021.60$ 74,847.14$ 76,718.32$ Hourly 30.27$ 31.03$ 31.80$ 32.60$ 33.41$ 34.25$ 35.11$ 35.98$ 36.88$ 37.81$ Biweekly 2,421.78$ 2,482.33$ 2,544.38$ 2,607.99$ 2,673.19$ 2,740.02$ 2,808.52$ 2,878.74$ 2,950.70$ 3,024.47$ Monthly 5,247.19$ 5,378.37$ 5,512.83$ 5,650.65$ 5,791.92$ 5,936.72$ 6,085.13$ 6,237.26$ 6,393.19$ 6,553.02$ Annually 62,966.30$ 64,540.45$ 66,153.96$ 67,807.81$ 69,503.01$ 71,240.58$ 73,021.60$ 74,847.14$ 76,718.32$ 78,636.28$ Hourly 31.03$ 31.80$ 32.60$ 33.41$ 34.25$ 35.11$ 35.98$ 36.88$ 37.81$ 38.75$ Biweekly 2,482.33$ 2,544.38$ 2,607.99$ 2,673.19$ 2,740.02$ 2,808.52$ 2,878.74$ 2,950.70$ 3,024.47$ 3,100.08$ Monthly 5,378.37$ 5,512.83$ 5,650.65$ 5,791.92$ 5,936.72$ 6,085.13$ 6,237.26$ 6,393.19$ 6,553.02$ 6,716.85$ Annually 64,540.45$ 66,153.96$ 67,807.81$ 69,503.01$ 71,240.58$ 73,021.60$ 74,847.14$ 76,718.32$ 78,636.28$ 80,602.18$ Hourly 31.80$ 32.60$ 33.41$ 34.25$ 35.11$ 35.98$ 36.88$ 37.81$ 38.75$ 39.72$ Biweekly 2,544.38$ 2,607.99$ 2,673.19$ 2,740.02$ 2,808.52$ 2,878.74$ 2,950.70$ 3,024.47$ 3,100.08$ 3,177.59$ Monthly 5,512.83$ 5,650.65$ 5,791.92$ 5,936.72$ 6,085.13$ 6,237.26$ 6,393.19$ 6,553.02$ 6,716.85$ 6,884.77$ Annually 66,153.96$ 67,807.81$ 69,503.01$ 71,240.58$ 73,021.60$ 74,847.14$ 76,718.32$ 78,636.28$ 80,602.18$ 82,617.24$ Hourly 32.60$ 33.41$ 34.25$ 35.11$ 35.98$ 36.88$ 37.81$ 38.75$ 39.72$ 40.71$ Biweekly 2,607.99$ 2,673.19$ 2,740.02$ 2,808.52$ 2,878.74$ 2,950.70$ 3,024.47$ 3,100.08$ 3,177.59$ 3,257.03$ Monthly 5,650.65$ 5,791.92$ 5,936.72$ 6,085.13$ 6,237.26$ 6,393.19$ 6,553.02$ 6,716.85$ 6,884.77$ 7,056.89$ Annually 67,807.81$ 69,503.01$ 71,240.58$ 73,021.60$ 74,847.14$ 76,718.32$ 78,636.28$ 80,602.18$ 82,617.24$ 84,682.67$ Hourly 33.41$ 34.25$ 35.11$ 35.98$ 36.88$ 37.81$ 38.75$ 39.72$ 40.71$ 41.73$ Biweekly 2,673.19$ 2,740.02$ 2,808.52$ 2,878.74$ 2,950.70$ 3,024.47$ 3,100.08$ 3,177.59$ 3,257.03$ 3,338.45$ Monthly 5,791.92$ 5,936.72$ 6,085.13$ 6,237.26$ 6,393.19$ 6,553.02$ 6,716.85$ 6,884.77$ 7,056.89$ 7,233.31$ Annually 69,503.01$ 71,240.58$ 73,021.60$ 74,847.14$ 76,718.32$ 78,636.28$ 80,602.18$ 82,617.24$ 84,682.67$ 86,799.73$ 10 11
12 13
14 15
16 17
18 19
1054
Hourly 34.25$ 35.11$ 35.98$ 36.88$ 37.81$ 38.75$ 39.72$ 40.71$ 41.73$ 42.77$ Biweekly 2,740.02$ 2,808.52$ 2,878.74$ 2,950.70$ 3,024.47$ 3,100.08$ 3,177.59$ 3,257.03$ 3,338.45$ 3,421.91$ Monthly 5,936.72$ 6,085.13$ 6,237.26$ 6,393.19$ 6,553.02$ 6,716.85$ 6,884.77$ 7,056.89$ 7,233.31$ 7,414.14$ Annually 71,240.58$ 73,021.60$ 74,847.14$ 76,718.32$ 78,636.28$ 80,602.18$ 82,617.24$ 84,682.67$ 86,799.73$ 88,969.73$ Hourly 35.11$ 35.98$ 36.88$ 37.81$ 38.75$ 39.72$ 40.71$ 41.73$ 42.77$ 43.84$ Biweekly 2,808.52$ 2,878.74$ 2,950.70$ 3,024.47$ 3,100.08$ 3,177.59$ 3,257.03$ 3,338.45$ 3,421.91$ 3,507.46$ Monthly 6,085.13$ 6,237.26$ 6,393.19$ 6,553.02$ 6,716.85$ 6,884.77$ 7,056.89$ 7,233.31$ 7,414.14$ 7,599.50$ Annually 73,021.60$ 74,847.14$ 76,718.32$ 78,636.28$ 80,602.18$ 82,617.24$ 84,682.67$ 86,799.73$ 88,969.73$ 91,193.97$ Hourly 35.98$ 36.88$ 37.81$ 38.75$ 39.72$ 40.71$ 41.73$ 42.77$ 43.84$ 44.94$ Biweekly 2,878.74$ 2,950.70$ 3,024.47$ 3,100.08$ 3,177.59$ 3,257.03$ 3,338.45$ 3,421.91$ 3,507.46$ 3,595.15$ Monthly 6,237.26$ 6,393.19$ 6,553.02$ 6,716.85$ 6,884.77$ 7,056.89$ 7,233.31$ 7,414.14$ 7,599.50$ 7,789.49$ Annually 74,847.14$ 76,718.32$ 78,636.28$ 80,602.18$ 82,617.24$ 84,682.67$ 86,799.73$ 88,969.73$ 91,193.97$ 93,473.82$ Hourly 36.88$ 37.81$ 38.75$ 39.72$ 40.71$ 41.73$ 42.77$ 43.84$ 44.94$ 46.06$ Biweekly 2,950.70$ 3,024.47$ 3,100.08$ 3,177.59$ 3,257.03$ 3,338.45$ 3,421.91$ 3,507.46$ 3,595.15$ 3,685.03$ Monthly 6,393.19$ 6,553.02$ 6,716.85$ 6,884.77$ 7,056.89$ 7,233.31$ 7,414.14$ 7,599.50$ 7,789.49$ 7,984.22$ Annually 76,718.32$ 78,636.28$ 80,602.18$ 82,617.24$ 84,682.67$ 86,799.73$ 88,969.73$ 91,193.97$ 93,473.82$ 95,810.67$ Hourly 37.81$ 38.75$ 39.72$ 40.71$ 41.73$ 42.77$ 43.84$ 44.94$ 46.06$ 47.21$ Biweekly 3,024.47$ 3,100.08$ 3,177.59$ 3,257.03$ 3,338.45$ 3,421.91$ 3,507.46$ 3,595.15$ 3,685.03$ 3,777.15$ Monthly 6,553.02$ 6,716.85$ 6,884.77$ 7,056.89$ 7,233.31$ 7,414.14$ 7,599.50$ 7,789.49$ 7,984.22$ 8,183.83$ Annually 78,636.28$ 80,602.18$ 82,617.24$ 84,682.67$ 86,799.73$ 88,969.73$ 91,193.97$ 93,473.82$ 95,810.67$ 98,205.93$ Hourly 38.75$ 39.72$ 40.71$ 41.73$ 42.77$ 43.84$ 44.94$ 46.06$ 47.21$ 48.39$ Biweekly 3,100.08$ 3,177.59$ 3,257.03$ 3,338.45$ 3,421.91$ 3,507.46$ 3,595.15$ 3,685.03$ 3,777.15$ 3,871.58$ Monthly 6,716.85$ 6,884.77$ 7,056.89$ 7,233.31$ 7,414.14$ 7,599.50$ 7,789.49$ 7,984.22$ 8,183.83$ 8,388.42$ Annually 80,602.18$ 82,617.24$ 84,682.67$ 86,799.73$ 88,969.73$ 91,193.97$ 93,473.82$ 95,810.67$ 98,205.93$ 100,661.08$ Hourly 39.72$ 40.71$ 41.73$ 42.77$ 43.84$ 44.94$ 46.06$ 47.21$ 48.39$ 49.60$ Biweekly 3,177.59$ 3,257.03$ 3,338.45$ 3,421.91$ 3,507.46$ 3,595.15$ 3,685.03$ 3,777.15$ 3,871.58$ 3,968.37$ Monthly 6,884.77$ 7,056.89$ 7,233.31$ 7,414.14$ 7,599.50$ 7,789.49$ 7,984.22$ 8,183.83$ 8,388.42$ 8,598.13$ Annually 82,617.24$ 84,682.67$ 86,799.73$ 88,969.73$ 91,193.97$ 93,473.82$ 95,810.67$ 98,205.93$ 100,661.08$ 103,177.61$ Hourly 40.71$ 41.73$ 42.77$ 43.84$ 44.94$ 46.06$ 47.21$ 48.39$ 49.60$ 50.84$ Biweekly 3,257.03$ 3,338.45$ 3,421.91$ 3,507.46$ 3,595.15$ 3,685.03$ 3,777.15$ 3,871.58$ 3,968.37$ 4,067.58$ Monthly 7,056.89$ 7,233.31$ 7,414.14$ 7,599.50$ 7,789.49$ 7,984.22$ 8,183.83$ 8,388.42$ 8,598.13$ 8,813.09$ Annually 84,682.67$ 86,799.73$ 88,969.73$ 91,193.97$ 93,473.82$ 95,810.67$ 98,205.93$ 100,661.08$ 103,177.61$ 105,757.05$ Hourly 41.73$ 42.77$ 43.84$ 44.94$ 46.06$ 47.21$ 48.39$ 49.60$ 50.84$ 52.12$ Biweekly 3,338.45$ 3,421.91$ 3,507.46$ 3,595.15$ 3,685.03$ 3,777.15$ 3,871.58$ 3,968.37$ 4,067.58$ 4,169.27$ Monthly 7,233.31$ 7,414.14$ 7,599.50$ 7,789.49$ 7,984.22$ 8,183.83$ 8,388.42$ 8,598.13$ 8,813.09$ 9,033.41$ Annually 86,799.73$ 88,969.73$ 91,193.97$ 93,473.82$ 95,810.67$ 98,205.93$ 100,661.08$ 103,177.61$ 105,757.05$ 108,400.97$ Hourly 42.77$ 43.84$ 44.94$ 46.06$ 47.21$ 48.39$ 49.60$ 50.84$ 52.12$ 53.42$ Biweekly 3,421.91$ 3,507.46$ 3,595.15$ 3,685.03$ 3,777.15$ 3,871.58$ 3,968.37$ 4,067.58$ 4,169.27$ 4,273.50$ Monthly 7,414.14$ 7,599.50$ 7,789.49$ 7,984.22$ 8,183.83$ 8,388.42$ 8,598.13$ 8,813.09$ 9,033.41$ 9,259.25$ Annually 88,969.73$ 91,193.97$ 93,473.82$ 95,810.67$ 98,205.93$ 100,661.08$ 103,177.61$ 105,757.05$ 108,400.97$ 111,111.00$ 20 21
22 23
24 25
26 27
28 29
1055
Hourly 43.84$ 44.94$ 46.06$ 47.21$ 48.39$ 49.60$ 50.84$ 52.12$ 53.42$ 54.75$ Biweekly 3,507.46$ 3,595.15$ 3,685.03$ 3,777.15$ 3,871.58$ 3,968.37$ 4,067.58$ 4,169.27$ 4,273.50$ 4,380.34$ Monthly 7,599.50$ 7,789.49$ 7,984.22$ 8,183.83$ 8,388.42$ 8,598.13$ 8,813.09$ 9,033.41$ 9,259.25$ 9,490.73$ Annually 91,193.97$ 93,473.82$ 95,810.67$ 98,205.93$ 100,661.08$ 103,177.61$ 105,757.05$ 108,400.97$ 111,111.00$ 113,888.77$ Hourly 44.94$ 46.06$ 47.21$ 48.39$ 49.60$ 50.84$ 52.12$ 53.42$ 54.75$ 56.12$ Biweekly 3,595.15$ 3,685.03$ 3,777.15$ 3,871.58$ 3,968.37$ 4,067.58$ 4,169.27$ 4,273.50$ 4,380.34$ 4,489.85$ Monthly 7,789.49$ 7,984.22$ 8,183.83$ 8,388.42$ 8,598.13$ 8,813.09$ 9,033.41$ 9,259.25$ 9,490.73$ 9,728.00$ Annually 93,473.82$ 95,810.67$ 98,205.93$ 100,661.08$ 103,177.61$ 105,757.05$ 108,400.97$ 111,111.00$ 113,888.77$ 116,735.99$ Hourly 46.06$ 47.21$ 48.39$ 49.60$ 50.84$ 52.12$ 53.42$ 54.75$ 56.12$ 57.53$ Biweekly 3,685.03$ 3,777.15$ 3,871.58$ 3,968.37$ 4,067.58$ 4,169.27$ 4,273.50$ 4,380.34$ 4,489.85$ 4,602.09$ Monthly 7,984.22$ 8,183.83$ 8,388.42$ 8,598.13$ 8,813.09$ 9,033.41$ 9,259.25$ 9,490.73$ 9,728.00$ 9,971.20$ Annually 95,810.67$ 98,205.93$ 100,661.08$ 103,177.61$ 105,757.05$ 108,400.97$ 111,111.00$ 113,888.77$ 116,735.99$ 119,654.39$ Hourly 47.21$ 48.39$ 49.60$ 50.84$ 52.12$ 53.42$ 54.75$ 56.12$ 57.53$ 58.96$ Biweekly 3,777.15$ 3,871.58$ 3,968.37$ 4,067.58$ 4,169.27$ 4,273.50$ 4,380.34$ 4,489.85$ 4,602.09$ 4,717.14$ Monthly 8,183.83$ 8,388.42$ 8,598.13$ 8,813.09$ 9,033.41$ 9,259.25$ 9,490.73$ 9,728.00$ 9,971.20$ 10,220.48$ Annually 98,205.93$ 100,661.08$ 103,177.61$ 105,757.05$ 108,400.97$ 111,111.00$ 113,888.77$ 116,735.99$ 119,654.39$ 122,645.75$ Hourly 48.39$ 49.60$ 50.84$ 52.12$ 53.42$ 54.75$ 56.12$ 57.53$ 58.96$ 60.44$ Biweekly 3,871.58$ 3,968.37$ 4,067.58$ 4,169.27$ 4,273.50$ 4,380.34$ 4,489.85$ 4,602.09$ 4,717.14$ 4,835.07$ Monthly 8,388.42$ 8,598.13$ 8,813.09$ 9,033.41$ 9,259.25$ 9,490.73$ 9,728.00$ 9,971.20$ 10,220.48$ 10,475.99$ Annually 100,661.08$ 103,177.61$ 105,757.05$ 108,400.97$ 111,111.00$ 113,888.77$ 116,735.99$ 119,654.39$ 122,645.75$ 125,711.90$ Hourly 49.60$ 50.84$ 52.12$ 53.42$ 54.75$ 56.12$ 57.53$ 58.96$ 60.44$ 61.95$ Biweekly 3,968.37$ 4,067.58$ 4,169.27$ 4,273.50$ 4,380.34$ 4,489.85$ 4,602.09$ 4,717.14$ 4,835.07$ 4,955.95$ Monthly 8,598.13$ 8,813.09$ 9,033.41$ 9,259.25$ 9,490.73$ 9,728.00$ 9,971.20$ 10,220.48$ 10,475.99$ 10,737.89$ Annually 103,177.61$ 105,757.05$ 108,400.97$ 111,111.00$ 113,888.77$ 116,735.99$ 119,654.39$ 122,645.75$ 125,711.90$ 128,854.69$ Hourly 50.84$ 52.12$ 53.42$ 54.75$ 56.12$ 57.53$ 58.96$ 60.44$ 61.95$ 63.50$ Biweekly 4,067.58$ 4,169.27$ 4,273.50$ 4,380.34$ 4,489.85$ 4,602.09$ 4,717.14$ 4,835.07$ 4,955.95$ 5,079.85$ Monthly 8,813.09$ 9,033.41$ 9,259.25$ 9,490.73$ 9,728.00$ 9,971.20$ 10,220.48$ 10,475.99$ 10,737.89$ 11,006.34$ Annually 105,757.05$ 108,400.97$ 111,111.00$ 113,888.77$ 116,735.99$ 119,654.39$ 122,645.75$ 125,711.90$ 128,854.69$ 132,076.06$ Hourly 52.12$ 53.42$ 54.75$ 56.12$ 57.53$ 58.96$ 60.44$ 61.95$ 63.50$ 65.09$ Biweekly 4,169.27$ 4,273.50$ 4,380.34$ 4,489.85$ 4,602.09$ 4,717.14$ 4,835.07$ 4,955.95$ 5,079.85$ 5,206.84$ Monthly 9,033.41$ 9,259.25$ 9,490.73$ 9,728.00$ 9,971.20$ 10,220.48$ 10,475.99$ 10,737.89$ 11,006.34$ 11,281.50$ Annually 108,400.97$ 111,111.00$ 113,888.77$ 116,735.99$ 119,654.39$ 122,645.75$ 125,711.90$ 128,854.69$ 132,076.06$ 135,377.96$ Hourly 53.42$ 54.75$ 56.12$ 57.53$ 58.96$ 60.44$ 61.95$ 63.50$ 65.09$ 66.71$ Biweekly 4,273.50$ 4,380.34$ 4,489.85$ 4,602.09$ 4,717.14$ 4,835.07$ 4,955.95$ 5,079.85$ 5,206.84$ 5,337.02$ Monthly 9,259.25$ 9,490.73$ 9,728.00$ 9,971.20$ 10,220.48$ 10,475.99$ 10,737.89$ 11,006.34$ 11,281.50$ 11,563.53$ Annually 111,111.00$ 113,888.77$ 116,735.99$ 119,654.39$ 122,645.75$ 125,711.90$ 128,854.69$ 132,076.06$ 135,377.96$ 138,762.41$ Hourly 54.75$ 56.12$ 57.53$ 58.96$ 60.44$ 61.95$ 63.50$ 65.09$ 66.71$ 68.38$ Biweekly 4,380.34$ 4,489.85$ 4,602.09$ 4,717.14$ 4,835.07$ 4,955.95$ 5,079.85$ 5,206.84$ 5,337.02$ 5,470.44$ Monthly 9,490.73$ 9,728.00$ 9,971.20$ 10,220.48$ 10,475.99$ 10,737.89$ 11,006.34$ 11,281.50$ 11,563.53$ 11,852.62$ Annually 113,888.77$ 116,735.99$ 119,654.39$ 122,645.75$ 125,711.90$ 128,854.69$ 132,076.06$ 135,377.96$ 138,762.41$ 142,231.47$ 30 31
32 33
34 35
36 37
38 39
1056
Hourly 56.12$ 57.53$ 58.96$ 60.44$ 61.95$ 63.50$ 65.09$ 66.71$ 68.38$ 70.09$ Biweekly 4,489.85$ 4,602.09$ 4,717.14$ 4,835.07$ 4,955.95$ 5,079.85$ 5,206.84$ 5,337.02$ 5,470.44$ 5,607.20$ Monthly 9,728.00$ 9,971.20$ 10,220.48$ 10,475.99$ 10,737.89$ 11,006.34$ 11,281.50$ 11,563.53$ 11,852.62$ 12,148.94$ Annually 116,735.99$ 119,654.39$ 122,645.75$ 125,711.90$ 128,854.69$ 132,076.06$ 135,377.96$ 138,762.41$ 142,231.47$ 145,787.26$ Hourly 57.53$ 58.96$ 60.44$ 61.95$ 63.50$ 65.09$ 66.71$ 68.38$ 70.09$ 71.84$ Biweekly 4,602.09$ 4,717.14$ 4,835.07$ 4,955.95$ 5,079.85$ 5,206.84$ 5,337.02$ 5,470.44$ 5,607.20$ 5,747.38$ Monthly 9,971.20$ 10,220.48$ 10,475.99$ 10,737.89$ 11,006.34$ 11,281.50$ 11,563.53$ 11,852.62$ 12,148.94$ 12,452.66$ Annually 119,654.39$ 122,645.75$ 125,711.90$ 128,854.69$ 132,076.06$ 135,377.96$ 138,762.41$ 142,231.47$ 145,787.26$ 149,431.94$ Hourly 58.96$ 60.44$ 61.95$ 63.50$ 65.09$ 66.71$ 68.38$ 70.09$ 71.84$ 73.64$ Biweekly 4,717.14$ 4,835.07$ 4,955.95$ 5,079.85$ 5,206.84$ 5,337.02$ 5,470.44$ 5,607.20$ 5,747.38$ 5,891.07$ Monthly 10,220.48$ 10,475.99$ 10,737.89$ 11,006.34$ 11,281.50$ 11,563.53$ 11,852.62$ 12,148.94$ 12,452.66$ 12,763.98$ Annually 122,645.75$ 125,711.90$ 128,854.69$ 132,076.06$ 135,377.96$ 138,762.41$ 142,231.47$ 145,787.26$ 149,431.94$ 153,167.74$ Hourly 60.44$ 61.95$ 63.50$ 65.09$ 66.71$ 68.38$ 70.09$ 71.84$ 73.64$ 75.48$ Biweekly 4,835.07$ 4,955.95$ 5,079.85$ 5,206.84$ 5,337.02$ 5,470.44$ 5,607.20$ 5,747.38$ 5,891.07$ 6,038.34$ Monthly 10,475.99$ 10,737.89$ 11,006.34$ 11,281.50$ 11,563.53$ 11,852.62$ 12,148.94$ 12,452.66$ 12,763.98$ 13,083.08$ Annually 125,711.90$ 128,854.69$ 132,076.06$ 135,377.96$ 138,762.41$ 142,231.47$ 145,787.26$ 149,431.94$ 153,167.74$ 156,996.93$ Hourly 61.95$ 63.50$ 65.09$ 66.71$ 68.38$ 70.09$ 71.84$ 73.64$ 75.48$ 77.37$ Biweekly 4,955.95$ 5,079.85$ 5,206.84$ 5,337.02$ 5,470.44$ 5,607.20$ 5,747.38$ 5,891.07$ 6,038.34$ 6,189.30$ Monthly 10,737.89$ 11,006.34$ 11,281.50$ 11,563.53$ 11,852.62$ 12,148.94$ 12,452.66$ 12,763.98$ 13,083.08$ 13,410.15$ Annually 128,854.69$ 132,076.06$ 135,377.96$ 138,762.41$ 142,231.47$ 145,787.26$ 149,431.94$ 153,167.74$ 156,996.93$ 160,921.86$ Hourly 63.50$ 65.09$ 66.71$ 68.38$ 70.09$ 71.84$ 73.64$ 75.48$ 77.37$ 79.30$ Biweekly 5,079.85$ 5,206.84$ 5,337.02$ 5,470.44$ 5,607.20$ 5,747.38$ 5,891.07$ 6,038.34$ 6,189.30$ 6,344.03$ Monthly 11,006.34$ 11,281.50$ 11,563.53$ 11,852.62$ 12,148.94$ 12,452.66$ 12,763.98$ 13,083.08$ 13,410.15$ 13,745.41$ Annually 132,076.06$ 135,377.96$ 138,762.41$ 142,231.47$ 145,787.26$ 149,431.94$ 153,167.74$ 156,996.93$ 160,921.86$ 164,944.90$ Hourly 65.09$ 66.71$ 68.38$ 70.09$ 71.84$ 73.64$ 75.48$ 77.37$ 79.30$ 81.28$ Biweekly 5,206.84$ 5,337.02$ 5,470.44$ 5,607.20$ 5,747.38$ 5,891.07$ 6,038.34$ 6,189.30$ 6,344.03$ 6,502.64$ Monthly 11,281.50$ 11,563.53$ 11,852.62$ 12,148.94$ 12,452.66$ 12,763.98$ 13,083.08$ 13,410.15$ 13,745.41$ 14,089.04$ Annually 135,377.96$ 138,762.41$ 142,231.47$ 145,787.26$ 149,431.94$ 153,167.74$ 156,996.93$ 160,921.86$ 164,944.90$ 169,068.52$ Hourly 66.71$ 68.38$ 70.09$ 71.84$ 73.64$ 75.48$ 77.37$ 79.30$ 81.28$ 83.32$ Biweekly 5,337.02$ 5,470.44$ 5,607.20$ 5,747.38$ 5,891.07$ 6,038.34$ 6,189.30$ 6,344.03$ 6,502.64$ 6,665.20$ Monthly 11,563.53$ 11,852.62$ 12,148.94$ 12,452.66$ 12,763.98$ 13,083.08$ 13,410.15$ 13,745.41$ 14,089.04$ 14,441.27$ Annually 138,762.41$ 142,231.47$ 145,787.26$ 149,431.94$ 153,167.74$ 156,996.93$ 160,921.86$ 164,944.90$ 169,068.52$ 173,295.24$ Hourly 68.38$ 70.09$ 71.84$ 73.64$ 75.48$ 77.37$ 79.30$ 81.28$ 83.32$ 85.40$ Biweekly 5,470.44$ 5,607.20$ 5,747.38$ 5,891.07$ 6,038.34$ 6,189.30$ 6,344.03$ 6,502.64$ 6,665.20$ 6,831.83$ Monthly 11,852.62$ 12,148.94$ 12,452.66$ 12,763.98$ 13,083.08$ 13,410.15$ 13,745.41$ 14,089.04$ 14,441.27$ 14,802.30$ Annually 142,231.47$ 145,787.26$ 149,431.94$ 153,167.74$ 156,996.93$ 160,921.86$ 164,944.90$ 169,068.52$ 173,295.24$ 177,627.62$ Hourly 70.09$ 71.84$ 73.64$ 75.48$ 77.37$ 79.30$ 81.28$ 83.32$ 85.40$ 87.53$ Biweekly 5,607.20$ 5,747.38$ 5,891.07$ 6,038.34$ 6,189.30$ 6,344.03$ 6,502.64$ 6,665.20$ 6,831.83$ 7,002.63$ Monthly 12,148.94$ 12,452.66$ 12,763.98$ 13,083.08$ 13,410.15$ 13,745.41$ 14,089.04$ 14,441.27$ 14,802.30$ 15,172.36$ Annually 145,787.26$ 149,431.94$ 153,167.74$ 156,996.93$ 160,921.86$ 164,944.90$ 169,068.52$ 173,295.24$ 177,627.62$ 182,068.31$ 40 41
42 43
44 45
46 47
48 49
1057
Hourly 71.84$ 73.64$ 75.48$ 77.37$ 79.30$ 81.28$ 83.32$ 85.40$ 87.53$ 89.72$ Biweekly 5,747.38$ 5,891.07$ 6,038.34$ 6,189.30$ 6,344.03$ 6,502.64$ 6,665.20$ 6,831.83$ 7,002.63$ 7,177.69$ Monthly 12,452.66$ 12,763.98$ 13,083.08$ 13,410.15$ 13,745.41$ 14,089.04$ 14,441.27$ 14,802.30$ 15,172.36$ 15,551.67$ Annually 149,431.94$ 153,167.74$ 156,996.93$ 160,921.86$ 164,944.90$ 169,068.52$ 173,295.24$ 177,627.62$ 182,068.31$ 186,620.02$ Hourly 73.64$ 75.48$ 77.37$ 79.30$ 81.28$ 83.32$ 85.40$ 87.53$ 89.72$ 91.96$ Biweekly 5,891.07$ 6,038.34$ 6,189.30$ 6,344.03$ 6,502.64$ 6,665.20$ 6,831.83$ 7,002.63$ 7,177.69$ 7,357.14$ Monthly 12,763.98$ 13,083.08$ 13,410.15$ 13,745.41$ 14,089.04$ 14,441.27$ 14,802.30$ 15,172.36$ 15,551.67$ 15,940.46$ Annually 153,167.74$ 156,996.93$ 160,921.86$ 164,944.90$ 169,068.52$ 173,295.24$ 177,627.62$ 182,068.31$ 186,620.02$ 191,285.52$ Hourly 75.48$ 77.37$ 79.30$ 81.28$ 83.32$ 85.40$ 87.53$ 89.72$ 91.96$ 94.26$ Biweekly 6,038.34$ 6,189.30$ 6,344.03$ 6,502.64$ 6,665.20$ 6,831.83$ 7,002.63$ 7,177.69$ 7,357.14$ 7,541.06$ Monthly 13,083.08$ 13,410.15$ 13,745.41$ 14,089.04$ 14,441.27$ 14,802.30$ 15,172.36$ 15,551.67$ 15,940.46$ 16,338.97$ Annually 156,996.93$ 160,921.86$ 164,944.90$ 169,068.52$ 173,295.24$ 177,627.62$ 182,068.31$ 186,620.02$ 191,285.52$ 196,067.65$ Hourly 77.37$ 79.30$ 81.28$ 83.32$ 85.40$ 87.53$ 89.72$ 91.96$ 94.26$ 96.62$ Biweekly 6,189.30$ 6,344.03$ 6,502.64$ 6,665.20$ 6,831.83$ 7,002.63$ 7,177.69$ 7,357.14$ 7,541.06$ 7,729.59$ Monthly 13,410.15$ 13,745.41$ 14,089.04$ 14,441.27$ 14,802.30$ 15,172.36$ 15,551.67$ 15,940.46$ 16,338.97$ 16,747.45$ Annually 160,921.86$ 164,944.90$ 169,068.52$ 173,295.24$ 177,627.62$ 182,068.31$ 186,620.02$ 191,285.52$ 196,067.65$ 200,969.35$ Hourly 79.30$ 81.28$ 83.32$ 85.40$ 87.53$ 89.72$ 91.96$ 94.26$ 96.62$ 99.04$ Biweekly 6,344.03$ 6,502.64$ 6,665.20$ 6,831.83$ 7,002.63$ 7,177.69$ 7,357.14$ 7,541.06$ 7,729.59$ 7,922.83$ Monthly 13,745.41$ 14,089.04$ 14,441.27$ 14,802.30$ 15,172.36$ 15,551.67$ 15,940.46$ 16,338.97$ 16,747.45$ 17,166.13$ Annually 164,944.90$ 169,068.52$ 173,295.24$ 177,627.62$ 182,068.31$ 186,620.02$ 191,285.52$ 196,067.65$ 200,969.35$ 205,993.58$ Hourly 81.28$ 83.32$ 85.40$ 87.53$ 89.72$ 91.96$ 94.26$ 96.62$ 99.04$ 101.51$ Biweekly 6,502.64$ 6,665.20$ 6,831.83$ 7,002.63$ 7,177.69$ 7,357.14$ 7,541.06$ 7,729.59$ 7,922.83$ 8,120.90$ Monthly 14,089.04$ 14,441.27$ 14,802.30$ 15,172.36$ 15,551.67$ 15,940.46$ 16,338.97$ 16,747.45$ 17,166.13$ 17,595.28$ Annually 169,068.52$ 173,295.24$ 177,627.62$ 182,068.31$ 186,620.02$ 191,285.52$ 196,067.65$ 200,969.35$ 205,993.58$ 211,143.42$ Hourly 83.32$ 85.40$ 87.53$ 89.72$ 91.96$ 94.26$ 96.62$ 99.04$ 101.51$ 104.05$ Biweekly 6,665.20$ 6,831.83$ 7,002.63$ 7,177.69$ 7,357.14$ 7,541.06$ 7,729.59$ 7,922.83$ 8,120.90$ 8,323.92$ Monthly 14,441.27$ 14,802.30$ 15,172.36$ 15,551.67$ 15,940.46$ 16,338.97$ 16,747.45$ 17,166.13$ 17,595.28$ 18,035.17$ Annually 173,295.24$ 177,627.62$ 182,068.31$ 186,620.02$ 191,285.52$ 196,067.65$ 200,969.35$ 205,993.58$ 211,143.42$ 216,422.00$ Hourly 85.40$ 87.53$ 89.72$ 91.96$ 94.26$ 96.62$ 99.04$ 101.51$ 104.05$ 106.65$ Biweekly 6,831.83$ 7,002.63$ 7,177.69$ 7,357.14$ 7,541.06$ 7,729.59$ 7,922.83$ 8,120.90$ 8,323.92$ 8,532.02$ Monthly 14,802.30$ 15,172.36$ 15,551.67$ 15,940.46$ 16,338.97$ 16,747.45$ 17,166.13$ 17,595.28$ 18,035.17$ 18,486.05$ Annually 177,627.62$ 182,068.31$ 186,620.02$ 191,285.52$ 196,067.65$ 200,969.35$ 205,993.58$ 211,143.42$ 216,422.00$ 221,832.55$ Hourly 87.53$ 89.72$ 91.96$ 94.26$ 96.62$ 99.04$ 101.51$ 104.05$ 106.65$ 109.32$ Biweekly 7,002.63$ 7,177.69$ 7,357.14$ 7,541.06$ 7,729.59$ 7,922.83$ 8,120.90$ 8,323.92$ 8,532.02$ 8,745.32$ Monthly 15,172.36$ 15,551.67$ 15,940.46$ 16,338.97$ 16,747.45$ 17,166.13$ 17,595.28$ 18,035.17$ 18,486.05$ 18,948.20$ Annually 182,068.31$ 186,620.02$ 191,285.52$ 196,067.65$ 200,969.35$ 205,993.58$ 211,143.42$ 216,422.00$ 221,832.55$ 227,378.37$ Hourly 89.72$ 91.96$ 94.26$ 96.62$ 99.04$ 101.51$ 104.05$ 106.65$ 109.32$ 112.05$ Biweekly 7,177.69$ 7,357.14$ 7,541.06$ 7,729.59$ 7,922.83$ 8,120.90$ 8,323.92$ 8,532.02$ 8,745.32$ 8,963.95$ Monthly 15,551.67$ 15,940.46$ 16,338.97$ 16,747.45$ 17,166.13$ 17,595.28$ 18,035.17$ 18,486.05$ 18,948.20$ 19,421.90$ Annually 186,620.02$ 191,285.52$ 196,067.65$ 200,969.35$ 205,993.58$ 211,143.42$ 216,422.00$ 221,832.55$ 227,378.37$ 233,062.83$ 50 57
58 59
51 52
53 54
55 56
1058
Hourly 91.96$ 94.26$ 96.62$ 99.04$ 101.51$ 104.05$ 106.65$ 109.32$ 112.05$ 114.85$ Biweekly 7,357.14$ 7,541.06$ 7,729.59$ 7,922.83$ 8,120.90$ 8,323.92$ 8,532.02$ 8,745.32$ 8,963.95$ 9,188.05$ Monthly 15,940.46$ 16,338.97$ 16,747.45$ 17,166.13$ 17,595.28$ 18,035.17$ 18,486.05$ 18,948.20$ 19,421.90$ 19,907.45$ Annually 191,285.52$ 196,067.65$ 200,969.35$ 205,993.58$ 211,143.42$ 216,422.00$ 221,832.55$ 227,378.37$ 233,062.83$ 238,889.40$ Hourly 94.26$ 96.62$ 99.04$ 101.51$ 104.05$ 106.65$ 109.32$ 112.05$ 114.85$ 117.72$ Biweekly 7,541.06$ 7,729.59$ 7,922.83$ 8,120.90$ 8,323.92$ 8,532.02$ 8,745.32$ 8,963.95$ 9,188.05$ 9,417.76$ Monthly 16,338.97$ 16,747.45$ 17,166.13$ 17,595.28$ 18,035.17$ 18,486.05$ 18,948.20$ 19,421.90$ 19,907.45$ 20,405.14$ Annually 196,067.65$ 200,969.35$ 205,993.58$ 211,143.42$ 216,422.00$ 221,832.55$ 227,378.37$ 233,062.83$ 238,889.40$ 244,861.63$ Hourly 96.62$ 99.04$ 101.51$ 104.05$ 106.65$ 109.32$ 112.05$ 114.85$ 117.72$ 120.66$ Biweekly 7,729.59$ 7,922.83$ 8,120.90$ 8,323.92$ 8,532.02$ 8,745.32$ 8,963.95$ 9,188.05$ 9,417.76$ 9,653.20$ Monthly 16,747.45$ 17,166.13$ 17,595.28$ 18,035.17$ 18,486.05$ 18,948.20$ 19,421.90$ 19,907.45$ 20,405.14$ 20,915.26$ Annually 200,969.35$ 205,993.58$ 211,143.42$ 216,422.00$ 221,832.55$ 227,378.37$ 233,062.83$ 238,889.40$ 244,861.63$ 250,983.17$ Hourly 99.04$ 101.51$ 104.05$ 106.65$ 109.32$ 112.05$ 114.85$ 117.72$ 120.66$ 123.68$ Biweekly 7,922.83$ 8,120.90$ 8,323.92$ 8,532.02$ 8,745.32$ 8,963.95$ 9,188.05$ 9,417.76$ 9,653.20$ 9,894.53$ Monthly 17,166.13$ 17,595.28$ 18,035.17$ 18,486.05$ 18,948.20$ 19,421.90$ 19,907.45$ 20,405.14$ 20,915.26$ 21,438.15$ Annually 205,993.58$ 211,143.42$ 216,422.00$ 221,832.55$ 227,378.37$ 233,062.83$ 238,889.40$ 244,861.63$ 250,983.17$ 257,257.75$ Hourly 101.51$ 104.05$ 106.65$ 109.32$ 112.05$ 114.85$ 117.72$ 120.66$ 123.68$ 126.77$ Biweekly 8,120.90$ 8,323.92$ 8,532.02$ 8,745.32$ 8,963.95$ 9,188.05$ 9,417.76$ 9,653.20$ 9,894.53$ 10,141.89$ Monthly 17,595.28$ 18,035.17$ 18,486.05$ 18,948.20$ 19,421.90$ 19,907.45$ 20,405.14$ 20,915.26$ 21,438.15$ 21,974.10$ Annually 211,143.42$ 216,422.00$ 221,832.55$ 227,378.37$ 233,062.83$ 238,889.40$ 244,861.63$ 250,983.17$ 257,257.75$ 263,689.20$ Hourly 104.05$ 106.65$ 109.32$ 112.05$ 114.85$ 117.72$ 120.66$ 123.68$ 126.77$ 129.94$ Biweekly 8,323.92$ 8,532.02$ 8,745.32$ 8,963.95$ 9,188.05$ 9,417.76$ 9,653.20$ 9,894.53$ 10,141.89$ 10,395.44$ Monthly 18,035.17$ 18,486.05$ 18,948.20$ 19,421.90$ 19,907.45$ 20,405.14$ 20,915.26$ 21,438.15$ 21,974.10$ 22,523.45$ Annually 216,422.00$ 221,832.55$ 227,378.37$ 233,062.83$ 238,889.40$ 244,861.63$ 250,983.17$ 257,257.75$ 263,689.20$ 270,281.43$ Hourly 106.65$ 109.32$ 112.05$ 114.85$ 117.72$ 120.66$ 123.68$ 126.77$ 129.94$ 133.19$ Biweekly 8,532.02$ 8,745.32$ 8,963.95$ 9,188.05$ 9,417.76$ 9,653.20$ 9,894.53$ 10,141.89$ 10,395.44$ 10,655.33$ Monthly 18,486.05$ 18,948.20$ 19,421.90$ 19,907.45$ 20,405.14$ 20,915.26$ 21,438.15$ 21,974.10$ 22,523.45$ 23,086.54$ Annually 221,832.55$ 227,378.37$ 233,062.83$ 238,889.40$ 244,861.63$ 250,983.17$ 257,257.75$ 263,689.20$ 270,281.43$ 277,038.46$ Hourly 109.32$ 112.05$ 114.85$ 117.72$ 120.66$ 123.68$ 126.77$ 129.94$ 133.19$ 136.52$ Biweekly 8,745.32$ 8,963.95$ 9,188.05$ 9,417.76$ 9,653.20$ 9,894.53$ 10,141.89$ 10,395.44$ 10,655.33$ 10,921.71$ Monthly 18,948.20$ 19,421.90$ 19,907.45$ 20,405.14$ 20,915.26$ 21,438.15$ 21,974.10$ 22,523.45$ 23,086.54$ 23,663.70$ Annually 227,378.37$ 233,062.83$ 238,889.40$ 244,861.63$ 250,983.17$ 257,257.75$ 263,689.20$ 270,281.43$ 277,038.46$ 283,964.42$ Hourly 112.05$ 114.85$ 117.72$ 120.66$ 123.68$ 126.77$ 129.94$ 133.19$ 136.52$ 139.93$ Biweekly 8,963.95$ 9,188.05$ 9,417.76$ 9,653.20$ 9,894.53$ 10,141.89$ 10,395.44$ 10,655.33$ 10,921.71$ 11,194.75$ Monthly 19,421.90$ 19,907.45$ 20,405.14$ 20,915.26$ 21,438.15$ 21,974.10$ 22,523.45$ 23,086.54$ 23,663.70$ 24,255.29$ Annually 233,062.83$ 238,889.40$ 244,861.63$ 250,983.17$ 257,257.75$ 263,689.20$ 270,281.43$ 277,038.46$ 283,964.42$ 291,063.54$ Hourly 114.85$ 117.72$ 120.66$ 123.68$ 126.77$ 129.94$ 133.19$ 136.52$ 139.93$ 143.43$ Biweekly 9,188.05$ 9,417.76$ 9,653.20$ 9,894.53$ 10,141.89$ 10,395.44$ 10,655.33$ 10,921.71$ 11,194.75$ 11,474.62$ Monthly 19,907.45$ 20,405.14$ 20,915.26$ 21,438.15$ 21,974.10$ 22,523.45$ 23,086.54$ 23,663.70$ 24,255.29$ 24,861.68$ Annually 238,889.40$ 244,861.63$ 250,983.17$ 257,257.75$ 263,689.20$ 270,281.43$ 277,038.46$ 283,964.42$ 291,063.54$ 298,340.12$ 60 66
67 68
69 61
62 63
64 65
1059
Hourly 117.72$ 120.66$ 123.68$ 126.77$ 129.94$ 133.19$ 136.52$ 139.93$ 143.43$ 147.02$ Biweekly 9,417.76$ 9,653.20$ 9,894.53$ 10,141.89$ 10,395.44$ 10,655.33$ 10,921.71$ 11,194.75$ 11,474.62$ 11,761.49$ Monthly 20,405.14$ 20,915.26$ 21,438.15$ 21,974.10$ 22,523.45$ 23,086.54$ 23,663.70$ 24,255.29$ 24,861.68$ 25,483.22$ Annually 244,861.63$ 250,983.17$ 257,257.75$ 263,689.20$ 270,281.43$ 277,038.46$ 283,964.42$ 291,063.54$ 298,340.12$ 305,798.63$ Hourly 120.66$ 123.68$ 126.77$ 129.94$ 133.19$ 136.52$ 139.93$ 143.43$ 147.02$ 150.69$ Biweekly 9,653.20$ 9,894.53$ 10,141.89$ 10,395.44$ 10,655.33$ 10,921.71$ 11,194.75$ 11,474.62$ 11,761.49$ 12,055.52$ Monthly 20,915.26$ 21,438.15$ 21,974.10$ 22,523.45$ 23,086.54$ 23,663.70$ 24,255.29$ 24,861.68$ 25,483.22$ 26,120.30$ Annually 250,983.17$ 257,257.75$ 263,689.20$ 270,281.43$ 277,038.46$ 283,964.42$ 291,063.54$ 298,340.12$ 305,798.63$ 313,443.59$ Hourly 123.68$ 126.77$ 129.94$ 133.19$ 136.52$ 139.93$ 143.43$ 147.02$ 150.69$ 154.46$ Biweekly 9,894.53$ 10,141.89$ 10,395.44$ 10,655.33$ 10,921.71$ 11,194.75$ 11,474.62$ 11,761.49$ 12,055.52$ 12,356.91$ Monthly 21,438.15$ 21,974.10$ 22,523.45$ 23,086.54$ 23,663.70$ 24,255.29$ 24,861.68$ 25,483.22$ 26,120.30$ 26,773.31$ Annually 257,257.75$ 263,689.20$ 270,281.43$ 277,038.46$ 283,964.42$ 291,063.54$ 298,340.12$ 305,798.63$ 313,443.59$ 321,279.68$ Hourly 126.77$ 129.94$ 133.19$ 136.52$ 139.93$ 143.43$ 147.02$ 150.69$ 154.46$ 158.32$ Biweekly 10,141.89$ 10,395.44$ 10,655.33$ 10,921.71$ 11,194.75$ 11,474.62$ 11,761.49$ 12,055.52$ 12,356.91$ 12,665.83$ Monthly 21,974.10$ 22,523.45$ 23,086.54$ 23,663.70$ 24,255.29$ 24,861.68$ 25,483.22$ 26,120.30$ 26,773.31$ 27,442.64$ Annually 263,689.20$ 270,281.43$ 277,038.46$ 283,964.42$ 291,063.54$ 298,340.12$ 305,798.63$ 313,443.59$ 321,279.68$ 329,311.67$ Hourly 129.94$ 133.19$ 136.52$ 139.93$ 143.43$ 147.02$ 150.69$ 154.46$ 158.32$ 162.28$ Biweekly 10,395.44$ 10,655.33$ 10,921.71$ 11,194.75$ 11,474.62$ 11,761.49$ 12,055.52$ 12,356.91$ 12,665.83$ 12,982.48$ Monthly 22,523.45$ 23,086.54$ 23,663.70$ 24,255.29$ 24,861.68$ 25,483.22$ 26,120.30$ 26,773.31$ 27,442.64$ 28,128.71$ Annually 270,281.43$ 277,038.46$ 283,964.42$ 291,063.54$ 298,340.12$ 305,798.63$ 313,443.59$ 321,279.68$ 329,311.67$ 337,544.47$ Hourly 133.19$ 136.52$ 139.93$ 143.43$ 147.02$ 150.69$ 154.46$ 158.32$ 162.28$ 166.34$ Biweekly 10,655.33$ 10,921.71$ 11,194.75$ 11,474.62$ 11,761.49$ 12,055.52$ 12,356.91$ 12,665.83$ 12,982.48$ 13,307.04$ Monthly 23,086.54$ 23,663.70$ 24,255.29$ 24,861.68$ 25,483.22$ 26,120.30$ 26,773.31$ 27,442.64$ 28,128.71$ 28,831.92$ Annually 277,038.46$ 283,964.42$ 291,063.54$ 298,340.12$ 305,798.63$ 313,443.59$ 321,279.68$ 329,311.67$ 337,544.47$ 345,983.08$ Hourly 136.52$ 139.93$ 143.43$ 147.02$ 150.69$ 154.46$ 158.32$ 162.28$ 166.34$ 170.50$ Biweekly 10,921.71$ 11,194.75$ 11,474.62$ 11,761.49$ 12,055.52$ 12,356.91$ 12,665.83$ 12,982.48$ 13,307.04$ 13,639.72$ Monthly 23,663.70$ 24,255.29$ 24,861.68$ 25,483.22$ 26,120.30$ 26,773.31$ 27,442.64$ 28,128.71$ 28,831.92$ 29,552.72$ Annually 283,964.42$ 291,063.54$ 298,340.12$ 305,798.63$ 313,443.59$ 321,279.68$ 329,311.67$ 337,544.47$ 345,983.08$ 354,632.65$ Hourly 139.93$ 143.43$ 147.02$ 150.69$ 154.46$ 158.32$ 162.28$ 166.34$ 170.50$ 174.76$ Biweekly 11,194.75$ 11,474.62$ 11,761.49$ 12,055.52$ 12,356.91$ 12,665.83$ 12,982.48$ 13,307.04$ 13,639.72$ 13,980.71$ Monthly 24,255.29$ 24,861.68$ 25,483.22$ 26,120.30$ 26,773.31$ 27,442.64$ 28,128.71$ 28,831.92$ 29,552.72$ 30,291.54$ Annually 291,063.54$ 298,340.12$ 305,798.63$ 313,443.59$ 321,279.68$ 329,311.67$ 337,544.47$ 345,983.08$ 354,632.65$ 363,498.47$ Hourly 143.43$ 147.02$ 150.69$ 154.46$ 158.32$ 162.28$ 166.34$ 170.50$ 174.76$ 179.13$ Biweekly 11,474.62$ 11,761.49$ 12,055.52$ 12,356.91$ 12,665.83$ 12,982.48$ 13,307.04$ 13,639.72$ 13,980.71$ 14,330.23$ Monthly 24,861.68$ 25,483.22$ 26,120.30$ 26,773.31$ 27,442.64$ 28,128.71$ 28,831.92$ 29,552.72$ 30,291.54$ 31,048.83$ Annually 298,340.12$ 305,798.63$ 313,443.59$ 321,279.68$ 329,311.67$ 337,544.47$ 345,983.08$ 354,632.65$ 363,498.47$ 372,585.93$ Hourly 147.02$ 150.69$ 154.46$ 158.32$ 162.28$ 166.34$ 170.50$ 174.76$ 179.13$ 183.61$ Biweekly 11,761.49$ 12,055.52$ 12,356.91$ 12,665.83$ 12,982.48$ 13,307.04$ 13,639.72$ 13,980.71$ 14,330.23$ 14,688.48$ Monthly 25,483.22$ 26,120.30$ 26,773.31$ 27,442.64$ 28,128.71$ 28,831.92$ 29,552.72$ 30,291.54$ 31,048.83$ 31,825.05$ Annually 305,798.63$ 313,443.59$ 321,279.68$ 329,311.67$ 337,544.47$ 345,983.08$ 354,632.65$ 363,498.47$ 372,585.93$ 381,900.58$ 73 74
75 76
77 78
71 72
79 70
1060
Hourly 150.69$ 154.46$ 158.32$ 162.28$ 166.34$ 170.50$ 174.76$ 179.13$ 183.61$ 188.20$ Biweekly 12,055.52$ 12,356.91$ 12,665.83$ 12,982.48$ 13,307.04$ 13,639.72$ 13,980.71$ 14,330.23$ 14,688.48$ 15,055.70$ Monthly 26,120.30$ 26,773.31$ 27,442.64$ 28,128.71$ 28,831.92$ 29,552.72$ 30,291.54$ 31,048.83$ 31,825.05$ 32,620.67$ Annually 313,443.59$ 321,279.68$ 329,311.67$ 337,544.47$ 345,983.08$ 354,632.65$ 363,498.47$ 372,585.93$ 381,900.58$ 391,448.10$ 80 1061
TITLE JOB ID GROUP FLSA BASIS RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 Accountant GENERAL NON-EXEMPT MONTHLY 25 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 Accounting Assistant GENERAL NON-EXEMPT MONTHLY 8 4,568.78 4,683.00 4,800.07 4,920.08 5,043.08 5,169.15 5,298.38 5,430.84 5,566.61 5,705.78 Accounting Technician GENERAL NON-EXEMPT MONTHLY 13 5,169.15 5,298.38 5,430.84 5,566.61 5,705.78 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 Administrative Specialist GENERAL NON-EXEMPT MONTHLY 7 4,457.35 4,568.78 4,683.00 4,800.07 4,920.08 5,043.08 5,169.15 5,298.38 5,430.84 5,566.61 Assistant City Clerk GENERAL NON-EXEMPT MONTHLY 28 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 Assistant City Manager MANAGEMENT EXEMPT MONTHLY 66 19,133.06 19,611.38 20,101.67 20,604.21 21,119.32 21,647.30 22,188.48 22,743.19 23,311.77 23,894.57 Assistant Community Services & Recreation Director MANAGEMENT EXEMPT MONTHLY 52 13,540.99 13,879.51 14,226.50 14,582.16 14,946.71 15,320.38 15,703.39 16,095.98 16,498.38 16,910.84 Assistant Engineer GENERAL NON-EXEMPT MONTHLY 35 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 Assistant Finance Director MANAGEMENT EXEMPT MONTHLY 52 13,540.99 13,879.51 14,226.50 14,582.16 14,946.71 15,320.38 15,703.39 16,095.98 16,498.38 16,910.84 Assistant Human Resources & Risk Management Director MANAGEMENT EXEMPT MONTHLY 52 13,540.99 13,879.51 14,226.50 14,582.16 14,946.71 15,320.38 15,703.39 16,095.98 16,498.38 16,910.84 Assistant Planner GENERAL NON-EXEMPT MONTHLY 24 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 Assistant to City Manager MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 Associate Engineer MANAGEMENT EXEMPT MONTHLY 40 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 Associate Planner GENERAL NON-EXEMPT MONTHLY 30 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 Building Inspector GENERAL NON-EXEMPT MONTHLY 22 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 Building Official MANAGEMENT EXEMPT MONTHLY 50 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 14,582.16 14,946.71 15,320.38 15,703.39 16,095.98 City Clerk MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 City Councilmember ELECTED N/A MONTHLY Ordinance 2010-01 provides for $400 per month City Manager MANAGEMENT EXEMPT ANNUALLY Contract 276,625.11 City Planner MANAGEMENT EXEMPT MONTHLY 52 13,540.99 13,879.51 14,226.50 14,582.16 14,946.71 15,320.38 15,703.39 16,095.98 16,498.38 16,910.84 Claims Specialist GENERAL NON-EXEMPT MONTHLY 21 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 Code Compliance Manager MANAGEMENT EXEMPT MONTHLY 44 11,113.72 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 Code Compliance Officer GENERAL NON-EXEMPT MONTHLY 19 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 Code Compliance Supervisor GENERAL NON-EXEMPT MONTHLY 34 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 Code Compliance Technician GENERAL NON-EXEMPT MONTHLY 12 5,043.08 5,169.15 5,298.38 5,430.84 5,566.61 5,705.78 5,848.42 5,994.63 6,144.50 6,298.11 Communications Officer GENERAL NON-EXEMPT MONTHLY 27 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 Communications Specialist GENERAL NON-EXEMPT MONTHLY 18 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 Community Development Director MANAGEMENT EXEMPT MONTHLY 61 16,910.84 17,333.61 17,766.95 18,211.12 18,666.40 19,133.06 19,611.38 20,101.67 20,604.21 21,119.32 Community Safety Director MANAGEMENT EXEMPT MONTHLY 55 14,582.16 14,946.71 15,320.38 15,703.39 16,095.98 16,498.38 16,910.84 17,333.61 17,766.95 18,211.12 Community Services & Recreation Director MANAGEMENT EXEMPT MONTHLY 60 16,498.38 16,910.84 17,333.61 17,766.95 18,211.12 18,666.40 19,133.06 19,611.38 20,101.67 20,604.21 Community Services & Recreation Leader I GENERAL NON-EXEMPT HOURLY 2 22.73 23.30 23.88 24.48 25.09 25.72 26.36 27.02 27.69 28.39 Community Services & Recreation Leader II GENERAL NON-EXEMPT HOURLY 6 25.09 25.72 26.36 27.02 27.69 28.39 29.09 29.82 30.57 31.33 Community Services & Recreation Manager MANAGEMENT EXEMPT MONTHLY 42 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 Community Services & Recreation Supervisor GENERAL NON-EXEMPT MONTHLY 26 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 Community Services and Recreation Coordinator GENERAL NON-EXEMPT MONTHLY 18 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 Construction Inspector GENERAL NON-EXEMPT MONTHLY 26 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 Deputy City Clerk GENERAL NON-EXEMPT MONTHLY 18 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 Deputy City Manager MANAGEMENT EXEMPT MONTHLY 59 16,095.98 16,498.38 16,910.84 17,333.61 17,766.95 18,211.12 18,666.40 19,133.06 19,611.38 20,101.67 Economic Development Manager MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 Emergency Management Coordinator GENERAL NON-EXEMPT MONTHLY 34 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 Emergency Management Specialist GENERAL NON-EXEMPT MONTHLY 28 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 Engineering Technician GENERAL NON-EXEMPT MONTHLY 22 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 Environmental Compliance Analyst GENERAL NON-EXEMPT MONTHLY 34 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 Executive Assistant GENERAL NON-EXEMPT MONTHLY 24 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 Extra Help GENERAL NON-EXEMPT HOURLY 1-80 22.73 194.78 Finance Analyst GENERAL NON-EXEMPT MONTHLY 33 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 Finance Director/City Treasurer MANAGEMENT EXEMPT MONTHLY 61 16,910.84 17,333.61 17,766.95 18,211.12 18,666.40 19,133.06 19,611.38 20,101.67 20,604.21 21,119.32 Finance Manager MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 Government Services Director/City Clerk MANAGEMENT EXEMPT MONTHLY 55 14,582.16 14,946.71 15,320.38 15,703.39 16,095.98 16,498.38 16,910.84 17,333.61 17,766.95 18,211.12 Human Resources & Risk Management Analyst GENERAL NON-EXEMPT MONTHLY 31 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 Human Resources & Risk Management Director MANAGEMENT EXEMPT MONTHLY 58 15,703.39 16,095.98 16,498.38 16,910.84 17,333.61 17,766.95 18,211.12 18,666.40 19,133.06 19,611.38 Human Resources & Risk Manager MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 Human Resources Specialist GENERAL NON-EXEMPT MONTHLY 21 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 Human Resources Technician GENERAL NON-EXEMPT MONTHLY 18 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 Intern GENERAL NON-EXEMPT HOURLY 1 22.17 22.73 23.30 23.88 24.48 25.09 25.72 26.36 27.02 27.69 IT Business Systems Analyst GENERAL NON-EXEMPT MONTHLY 32 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 IT Manager MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 IT Technician GENERAL NON-EXEMPT MONTHLY 22 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 Landscape & Facilities Superintendent MANAGEMENT EXEMPT MONTHLY 39 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 12,267.46 Landscape and Facilities Maintenance Worker GENERAL NON-EXEMPT MONTHLY 12 5,043.08 5,169.15 5,298.38 5,430.84 5,566.61 5,705.78 5,848.42 5,994.63 6,144.50 6,298.11 Lead Building Inspector GENERAL NON-EXEMPT MONTHLY 34 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65

CITY OF EASTVALE

SALARY SCHEDULE
EFFECTIVE DATE JULY 1, 2026- EXHIBIT "B-3"
1062
TITLE JOB ID GROUP FLSA BASIS RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 Accountant GENERAL NON-EXEMPT MONTHLY 25 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02

CITY OF EASTVALE

SALARY SCHEDULE
EFFECTIVE DATE JULY 1, 2026- EXHIBIT "B-3"
Lead Permit Technician GENERAL NON-EXEMPT MONTHLY 27 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 Maintenance & Operations Manager MANAGEMENT EXEMPT MONTHLY 44 11,113.72 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 Maintenance Coordinator GENERAL NON-EXEMPT MONTHLY 23 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 Management Analyst GENERAL NON-EXEMPT MONTHLY 28 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 Management Assistant GENERAL NON-EXEMPT MONTHLY 23 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 Payroll Coordinator GENERAL NON-EXEMPT MONTHLY 25 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 Permit Technician GENERAL NON-EXEMPT MONTHLY 14 5,298.38 5,430.84 5,566.61 5,705.78 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 Planning Technician GENERAL NON-EXEMPT MONTHLY 20 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 Plans Examiner GENERAL NON-EXEMPT MONTHLY 32 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 Principal Accountant MANAGEMENT EXEMPT MONTHLY 38 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 Principal Engineer MANAGEMENT EXEMPT MONTHLY 50 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 14,582.16 14,946.71 15,320.38 15,703.39 16,095.98 Principal Management Analyst MANAGEMENT EXEMPT MONTHLY 40 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 Principal Planner MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 Public Information Officer MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 Public Works Director/City Engineer MANAGEMENT EXEMPT MONTHLY 62 17,333.61 17,766.95 18,211.12 18,666.40 19,133.06 19,611.38 20,101.67 20,604.21 21,119.32 21,647.30 Public Works Manager MANAGEMENT EXEMPT MONTHLY 44 11,113.72 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 Public Works Superintendent MANAGEMENT EXEMPT MONTHLY 39 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 12,267.46 Purchasing & Contracts Specialist GENERAL NON-EXEMPT MONTHLY 24 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 Purchasing Manager MANAGEMENT EXEMPT MONTHLY 42 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 Risk Manager MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 Senior Accountant GENERAL NON-EXEMPT MONTHLY 30 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 Senior Accounting Technician GENERAL NON-EXEMPT MONTHLY 18 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 Senior Administrative Specialist GENERAL NON-EXEMPT MONTHLY 16 5,566.61 5,705.78 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 Senior Building Inspector GENERAL NON-EXEMPT MONTHLY 27 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 Senior Code Compliance Officer GENERAL NON-EXEMPT MONTHLY 24 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 Senior Communications Officer MANAGEMENT EXEMPT MONTHLY 35 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 Senior Communications Specialist GENERAL NON-EXEMPT MONTHLY 22 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 Senior Construction Inspector GENERAL NON-EXEMPT MONTHLY 31 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 Senior Engineer MANAGEMENT EXEMPT MONTHLY 45 11,391.56 11,676.35 11,968.26 12,267.46 12,574.15 12,888.50 13,210.72 13,540.99 13,879.51 14,226.50 Senior Environmental Compliance Analyst MANAGEMENT EXEMPT MONTHLY 38 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 Senior Human Resources & Risk Management Analyst MANAGEMENT EXEMPT MONTHLY 38 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 Senior Human Resources Specialist GENERAL NON-EXEMPT MONTHLY 27 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 Senior IT Business Systems Analyst MANAGEMENT EXEMPT MONTHLY 38 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 Senior IT Technician GENERAL NON-EXEMPT MONTHLY 27 7,303.88 7,486.48 7,673.64 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 Senior Landscape & Facilities Maintenance Worker GENERAL NON-EXEMPT MONTHLY 16 5,566.61 5,705.78 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 Senior Management Analyst MANAGEMENT EXEMPT MONTHLY 35 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 Senior Payroll Coordinator GENERAL NON-EXEMPT MONTHLY 30 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 Senior Permit Technician GENERAL NON-EXEMPT MONTHLY 19 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 6,782.38 6,951.94 7,125.74 7,303.88 7,486.48 Senior Planner MANAGEMENT EXEMPT MONTHLY 38 9,583.32 9,822.91 10,068.48 10,320.19 10,578.20 10,842.65 11,113.72 11,391.56 11,676.35 11,968.26 Senior Purchasing & Contracts Specialist GENERAL NON-EXEMPT MONTHLY 30 7,865.48 8,062.12 8,263.67 8,470.26 8,682.02 8,899.07 9,121.55 9,349.58 9,583.32 9,822.91 Senior Streets Maintenance Worker GENERAL NON-EXEMPT MONTHLY 14 5,298.38 5,430.84 5,566.61 5,705.78 5,848.42 5,994.63 6,144.50 6,298.11 6,455.57 6,616.95 Streets Maintenance Worker GENERAL NON-EXEMPT MONTHLY 8 4,568.78 4,683.00 4,800.07 4,920.08 5,043.08 5,169.15 5,298.38 5,430.84 5,566.61 5,705.78 Note: Reference the current budget for authorized and funded positions.

Note: Extra Help position applies to retired annuitant
1063
Range Amount Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Hourly 22.17$ 22.73$ 23.30$ 23.88$ 24.48$ 25.09$ 25.72$ 26.36$ 27.02$ 27.69$ Biweekly 1,773.95$ 1,818.30$ 1,863.75$ 1,910.35$ 1,958.11$ 2,007.06$ 2,057.24$ 2,108.67$ 2,161.38$ 2,215.42$ Monthly 3,843.56$ 3,939.64$ 4,038.14$ 4,139.09$ 4,242.57$ 4,348.63$ 4,457.35$ 4,568.78$ 4,683.00$ 4,800.07$ Annually 46,122.66$ 47,275.73$ 48,457.62$ 49,669.06$ 50,910.79$ 52,183.56$ 53,488.15$ 54,825.35$ 56,195.99$ 57,600.89$ Hourly 22.73$ 23.30$ 23.88$ 24.48$ 25.09$ 25.72$ 26.36$ 27.02$ 27.69$ 28.39$ Biweekly 1,818.30$ 1,863.75$ 1,910.35$ 1,958.11$ 2,007.06$ 2,057.24$ 2,108.67$ 2,161.38$ 2,215.42$ 2,270.80$ Monthly 3,939.64$ 4,038.14$ 4,139.09$ 4,242.57$ 4,348.63$ 4,457.35$ 4,568.78$ 4,683.00$ 4,800.07$ 4,920.08$ Annually 47,275.73$ 48,457.62$ 49,669.06$ 50,910.79$ 52,183.56$ 53,488.15$ 54,825.35$ 56,195.99$ 57,600.89$ 59,040.91$ Hourly 23.30$ 23.88$ 24.48$ 25.09$ 25.72$ 26.36$ 27.02$ 27.69$ 28.39$ 29.09$ Biweekly 1,863.75$ 1,910.35$ 1,958.11$ 2,007.06$ 2,057.24$ 2,108.67$ 2,161.38$ 2,215.42$ 2,270.80$ 2,327.57$ Monthly 4,038.14$ 4,139.09$ 4,242.57$ 4,348.63$ 4,457.35$ 4,568.78$ 4,683.00$ 4,800.07$ 4,920.08$ 5,043.08$ Annually 48,457.62$ 49,669.06$ 50,910.79$ 52,183.56$ 53,488.15$ 54,825.35$ 56,195.99$ 57,600.89$ 59,040.91$ 60,516.93$ Hourly 23.88$ 24.48$ 25.09$ 25.72$ 26.36$ 27.02$ 27.69$ 28.39$ 29.09$ 29.82$ Biweekly 1,910.35$ 1,958.11$ 2,007.06$ 2,057.24$ 2,108.67$ 2,161.38$ 2,215.42$ 2,270.80$ 2,327.57$ 2,385.76$ Monthly 4,139.09$ 4,242.57$ 4,348.63$ 4,457.35$ 4,568.78$ 4,683.00$ 4,800.07$ 4,920.08$ 5,043.08$ 5,169.15$ Annually 49,669.06$ 50,910.79$ 52,183.56$ 53,488.15$ 54,825.35$ 56,195.99$ 57,600.89$ 59,040.91$ 60,516.93$ 62,029.85$ Hourly 24.48$ 25.09$ 25.72$ 26.36$ 27.02$ 27.69$ 28.39$ 29.09$ 29.82$ 30.57$ Biweekly 1,958.11$ 2,007.06$ 2,057.24$ 2,108.67$ 2,161.38$ 2,215.42$ 2,270.80$ 2,327.57$ 2,385.76$ 2,445.41$ Monthly 4,242.57$ 4,348.63$ 4,457.35$ 4,568.78$ 4,683.00$ 4,800.07$ 4,920.08$ 5,043.08$ 5,169.15$ 5,298.38$ Annually 50,910.79$ 52,183.56$ 53,488.15$ 54,825.35$ 56,195.99$ 57,600.89$ 59,040.91$ 60,516.93$ 62,029.85$ 63,580.60$ Hourly 25.09$ 25.72$ 26.36$ 27.02$ 27.69$ 28.39$ 29.09$ 29.82$ 30.57$ 31.33$ Biweekly 2,007.06$ 2,057.24$ 2,108.67$ 2,161.38$ 2,215.42$ 2,270.80$ 2,327.57$ 2,385.76$ 2,445.41$ 2,506.54$ Monthly 4,348.63$ 4,457.35$ 4,568.78$ 4,683.00$ 4,800.07$ 4,920.08$ 5,043.08$ 5,169.15$ 5,298.38$ 5,430.84$ Annually 52,183.56$ 53,488.15$ 54,825.35$ 56,195.99$ 57,600.89$ 59,040.91$ 60,516.93$ 62,029.85$ 63,580.60$ 65,170.12$ Hourly 25.72$ 26.36$ 27.02$ 27.69$ 28.39$ 29.09$ 29.82$ 30.57$ 31.33$ 32.12$ Biweekly 2,057.24$ 2,108.67$ 2,161.38$ 2,215.42$ 2,270.80$ 2,327.57$ 2,385.76$ 2,445.41$ 2,506.54$ 2,569.21$ Monthly 4,457.35$ 4,568.78$ 4,683.00$ 4,800.07$ 4,920.08$ 5,043.08$ 5,169.15$ 5,298.38$ 5,430.84$ 5,566.61$ Annually 53,488.15$ 54,825.35$ 56,195.99$ 57,600.89$ 59,040.91$ 60,516.93$ 62,029.85$ 63,580.60$ 65,170.12$ 66,799.37$ Hourly 26.36$ 27.02$ 27.69$ 28.39$ 29.09$ 29.82$ 30.57$ 31.33$ 32.12$ 32.92$ Biweekly 2,108.67$ 2,161.38$ 2,215.42$ 2,270.80$ 2,327.57$ 2,385.76$ 2,445.41$ 2,506.54$ 2,569.21$ 2,633.44$ Monthly 4,568.78$ 4,683.00$ 4,800.07$ 4,920.08$ 5,043.08$ 5,169.15$ 5,298.38$ 5,430.84$ 5,566.61$ 5,705.78$ Annually 54,825.35$ 56,195.99$ 57,600.89$ 59,040.91$ 60,516.93$ 62,029.85$ 63,580.60$ 65,170.12$ 66,799.37$ 68,469.35$ Hourly 27.02$ 27.69$ 28.39$ 29.09$ 29.82$ 30.57$ 31.33$ 32.12$ 32.92$ 33.74$ Biweekly 2,161.38$ 2,215.42$ 2,270.80$ 2,327.57$ 2,385.76$ 2,445.41$ 2,506.54$ 2,569.21$ 2,633.44$ 2,699.27$ Monthly 4,683.00$ 4,800.07$ 4,920.08$ 5,043.08$ 5,169.15$ 5,298.38$ 5,430.84$ 5,566.61$ 5,705.78$ 5,848.42$ Annually 56,195.99$ 57,600.89$ 59,040.91$ 60,516.93$ 62,029.85$ 63,580.60$ 65,170.12$ 66,799.37$ 68,469.35$ 70,181.09$ CITY OF EASTVALE RANGE TABLE EFFECTIVE JULY 1, 2026
Exhibit "B-3"
1 2
3 4
5 6
7 8
9 1064
Hourly 27.69$ 28.39$ 29.09$ 29.82$ 30.57$ 31.33$ 32.12$ 32.92$ 33.74$ 34.58$ Biweekly 2,215.42$ 2,270.80$ 2,327.57$ 2,385.76$ 2,445.41$ 2,506.54$ 2,569.21$ 2,633.44$ 2,699.27$ 2,766.75$ Monthly 4,800.07$ 4,920.08$ 5,043.08$ 5,169.15$ 5,298.38$ 5,430.84$ 5,566.61$ 5,705.78$ 5,848.42$ 5,994.63$ Annually 57,600.89$ 59,040.91$ 60,516.93$ 62,029.85$ 63,580.60$ 65,170.12$ 66,799.37$ 68,469.35$ 70,181.09$ 71,935.61$ Hourly 28.39$ 29.09$ 29.82$ 30.57$ 31.33$ 32.12$ 32.92$ 33.74$ 34.58$ 35.45$ Biweekly 2,270.80$ 2,327.57$ 2,385.76$ 2,445.41$ 2,506.54$ 2,569.21$ 2,633.44$ 2,699.27$ 2,766.75$ 2,835.92$ Monthly 4,920.08$ 5,043.08$ 5,169.15$ 5,298.38$ 5,430.84$ 5,566.61$ 5,705.78$ 5,848.42$ 5,994.63$ 6,144.50$ Annually 59,040.91$ 60,516.93$ 62,029.85$ 63,580.60$ 65,170.12$ 66,799.37$ 68,469.35$ 70,181.09$ 71,935.61$ 73,734.00$ Hourly 29.09$ 29.82$ 30.57$ 31.33$ 32.12$ 32.92$ 33.74$ 34.58$ 35.45$ 36.34$ Biweekly 2,327.57$ 2,385.76$ 2,445.41$ 2,506.54$ 2,569.21$ 2,633.44$ 2,699.27$ 2,766.75$ 2,835.92$ 2,906.82$ Monthly 5,043.08$ 5,169.15$ 5,298.38$ 5,430.84$ 5,566.61$ 5,705.78$ 5,848.42$ 5,994.63$ 6,144.50$ 6,298.11$ Annually 60,516.93$ 62,029.85$ 63,580.60$ 65,170.12$ 66,799.37$ 68,469.35$ 70,181.09$ 71,935.61$ 73,734.00$ 75,577.35$ Hourly 29.82$ 30.57$ 31.33$ 32.12$ 32.92$ 33.74$ 34.58$ 35.45$ 36.34$ 37.24$ Biweekly 2,385.76$ 2,445.41$ 2,506.54$ 2,569.21$ 2,633.44$ 2,699.27$ 2,766.75$ 2,835.92$ 2,906.82$ 2,979.49$ Monthly 5,169.15$ 5,298.38$ 5,430.84$ 5,566.61$ 5,705.78$ 5,848.42$ 5,994.63$ 6,144.50$ 6,298.11$ 6,455.57$ Annually 62,029.85$ 63,580.60$ 65,170.12$ 66,799.37$ 68,469.35$ 70,181.09$ 71,935.61$ 73,734.00$ 75,577.35$ 77,466.79$ Hourly 30.57$ 31.33$ 32.12$ 32.92$ 33.74$ 34.58$ 35.45$ 36.34$ 37.24$ 38.17$ Biweekly 2,445.41$ 2,506.54$ 2,569.21$ 2,633.44$ 2,699.27$ 2,766.75$ 2,835.92$ 2,906.82$ 2,979.49$ 3,053.98$ Monthly 5,298.38$ 5,430.84$ 5,566.61$ 5,705.78$ 5,848.42$ 5,994.63$ 6,144.50$ 6,298.11$ 6,455.57$ 6,616.95$ Annually 63,580.60$ 65,170.12$ 66,799.37$ 68,469.35$ 70,181.09$ 71,935.61$ 73,734.00$ 75,577.35$ 77,466.79$ 79,403.46$ Hourly 31.33$ 32.12$ 32.92$ 33.74$ 34.58$ 35.45$ 36.34$ 37.24$ 38.17$ 39.13$ Biweekly 2,506.54$ 2,569.21$ 2,633.44$ 2,699.27$ 2,766.75$ 2,835.92$ 2,906.82$ 2,979.49$ 3,053.98$ 3,130.33$ Monthly 5,430.84$ 5,566.61$ 5,705.78$ 5,848.42$ 5,994.63$ 6,144.50$ 6,298.11$ 6,455.57$ 6,616.95$ 6,782.38$ Annually 65,170.12$ 66,799.37$ 68,469.35$ 70,181.09$ 71,935.61$ 73,734.00$ 75,577.35$ 77,466.79$ 79,403.46$ 81,388.54$ Hourly 32.12$ 32.92$ 33.74$ 34.58$ 35.45$ 36.34$ 37.24$ 38.17$ 39.13$ 40.11$ Biweekly 2,569.21$ 2,633.44$ 2,699.27$ 2,766.75$ 2,835.92$ 2,906.82$ 2,979.49$ 3,053.98$ 3,130.33$ 3,208.59$ Monthly 5,566.61$ 5,705.78$ 5,848.42$ 5,994.63$ 6,144.50$ 6,298.11$ 6,455.57$ 6,616.95$ 6,782.38$ 6,951.94$ Annually 66,799.37$ 68,469.35$ 70,181.09$ 71,935.61$ 73,734.00$ 75,577.35$ 77,466.79$ 79,403.46$ 81,388.54$ 83,423.26$ Hourly 32.92$ 33.74$ 34.58$ 35.45$ 36.34$ 37.24$ 38.17$ 39.13$ 40.11$ 41.11$ Biweekly 2,633.44$ 2,699.27$ 2,766.75$ 2,835.92$ 2,906.82$ 2,979.49$ 3,053.98$ 3,130.33$ 3,208.59$ 3,288.80$ Monthly 5,705.78$ 5,848.42$ 5,994.63$ 6,144.50$ 6,298.11$ 6,455.57$ 6,616.95$ 6,782.38$ 6,951.94$ 7,125.74$ Annually 68,469.35$ 70,181.09$ 71,935.61$ 73,734.00$ 75,577.35$ 77,466.79$ 79,403.46$ 81,388.54$ 83,423.26$ 85,508.84$ Hourly 33.74$ 34.58$ 35.45$ 36.34$ 37.24$ 38.17$ 39.13$ 40.11$ 41.11$ 42.14$ Biweekly 2,699.27$ 2,766.75$ 2,835.92$ 2,906.82$ 2,979.49$ 3,053.98$ 3,130.33$ 3,208.59$ 3,288.80$ 3,371.02$ Monthly 5,848.42$ 5,994.63$ 6,144.50$ 6,298.11$ 6,455.57$ 6,616.95$ 6,782.38$ 6,951.94$ 7,125.74$ 7,303.88$ Annually 70,181.09$ 71,935.61$ 73,734.00$ 75,577.35$ 77,466.79$ 79,403.46$ 81,388.54$ 83,423.26$ 85,508.84$ 87,646.56$ Hourly 34.58$ 35.45$ 36.34$ 37.24$ 38.17$ 39.13$ 40.11$ 41.11$ 42.14$ 43.19$ Biweekly 2,766.75$ 2,835.92$ 2,906.82$ 2,979.49$ 3,053.98$ 3,130.33$ 3,208.59$ 3,288.80$ 3,371.02$ 3,455.30$ Monthly 5,994.63$ 6,144.50$ 6,298.11$ 6,455.57$ 6,616.95$ 6,782.38$ 6,951.94$ 7,125.74$ 7,303.88$ 7,486.48$ Annually 71,935.61$ 73,734.00$ 75,577.35$ 77,466.79$ 79,403.46$ 81,388.54$ 83,423.26$ 85,508.84$ 87,646.56$ 89,837.73$ 10 11
12 13
14 15
16 17
18 19
1065
Hourly 35.45$ 36.34$ 37.24$ 38.17$ 39.13$ 40.11$ 41.11$ 42.14$ 43.19$ 44.27$ Biweekly 2,835.92$ 2,906.82$ 2,979.49$ 3,053.98$ 3,130.33$ 3,208.59$ 3,288.80$ 3,371.02$ 3,455.30$ 3,541.68$ Monthly 6,144.50$ 6,298.11$ 6,455.57$ 6,616.95$ 6,782.38$ 6,951.94$ 7,125.74$ 7,303.88$ 7,486.48$ 7,673.64$ Annually 73,734.00$ 75,577.35$ 77,466.79$ 79,403.46$ 81,388.54$ 83,423.26$ 85,508.84$ 87,646.56$ 89,837.73$ 92,083.67$ Hourly 36.34$ 37.24$ 38.17$ 39.13$ 40.11$ 41.11$ 42.14$ 43.19$ 44.27$ 45.38$ Biweekly 2,906.82$ 2,979.49$ 3,053.98$ 3,130.33$ 3,208.59$ 3,288.80$ 3,371.02$ 3,455.30$ 3,541.68$ 3,630.22$ Monthly 6,298.11$ 6,455.57$ 6,616.95$ 6,782.38$ 6,951.94$ 7,125.74$ 7,303.88$ 7,486.48$ 7,673.64$ 7,865.48$ Annually 75,577.35$ 77,466.79$ 79,403.46$ 81,388.54$ 83,423.26$ 85,508.84$ 87,646.56$ 89,837.73$ 92,083.67$ 94,385.76$ Hourly 37.24$ 38.17$ 39.13$ 40.11$ 41.11$ 42.14$ 43.19$ 44.27$ 45.38$ 46.51$ Biweekly 2,979.49$ 3,053.98$ 3,130.33$ 3,208.59$ 3,288.80$ 3,371.02$ 3,455.30$ 3,541.68$ 3,630.22$ 3,720.98$ Monthly 6,455.57$ 6,616.95$ 6,782.38$ 6,951.94$ 7,125.74$ 7,303.88$ 7,486.48$ 7,673.64$ 7,865.48$ 8,062.12$ Annually 77,466.79$ 79,403.46$ 81,388.54$ 83,423.26$ 85,508.84$ 87,646.56$ 89,837.73$ 92,083.67$ 94,385.76$ 96,745.40$ Hourly 38.17$ 39.13$ 40.11$ 41.11$ 42.14$ 43.19$ 44.27$ 45.38$ 46.51$ 47.68$ Biweekly 3,053.98$ 3,130.33$ 3,208.59$ 3,288.80$ 3,371.02$ 3,455.30$ 3,541.68$ 3,630.22$ 3,720.98$ 3,814.00$ Monthly 6,616.95$ 6,782.38$ 6,951.94$ 7,125.74$ 7,303.88$ 7,486.48$ 7,673.64$ 7,865.48$ 8,062.12$ 8,263.67$ Annually 79,403.46$ 81,388.54$ 83,423.26$ 85,508.84$ 87,646.56$ 89,837.73$ 92,083.67$ 94,385.76$ 96,745.40$ 99,164.04$ Hourly 39.13$ 40.11$ 41.11$ 42.14$ 43.19$ 44.27$ 45.38$ 46.51$ 47.68$ 48.87$ Biweekly 3,130.33$ 3,208.59$ 3,288.80$ 3,371.02$ 3,455.30$ 3,541.68$ 3,630.22$ 3,720.98$ 3,814.00$ 3,909.35$ Monthly 6,782.38$ 6,951.94$ 7,125.74$ 7,303.88$ 7,486.48$ 7,673.64$ 7,865.48$ 8,062.12$ 8,263.67$ 8,470.26$ Annually 81,388.54$ 83,423.26$ 85,508.84$ 87,646.56$ 89,837.73$ 92,083.67$ 94,385.76$ 96,745.40$ 99,164.04$ 101,643.14$ Hourly 40.11$ 41.11$ 42.14$ 43.19$ 44.27$ 45.38$ 46.51$ 47.68$ 48.87$ 50.09$ Biweekly 3,208.59$ 3,288.80$ 3,371.02$ 3,455.30$ 3,541.68$ 3,630.22$ 3,720.98$ 3,814.00$ 3,909.35$ 4,007.09$ Monthly 6,951.94$ 7,125.74$ 7,303.88$ 7,486.48$ 7,673.64$ 7,865.48$ 8,062.12$ 8,263.67$ 8,470.26$ 8,682.02$ Annually 83,423.26$ 85,508.84$ 87,646.56$ 89,837.73$ 92,083.67$ 94,385.76$ 96,745.40$ 99,164.04$ 101,643.14$ 104,184.22$ Hourly 41.11$ 42.14$ 43.19$ 44.27$ 45.38$ 46.51$ 47.68$ 48.87$ 50.09$ 51.34$ Biweekly 3,288.80$ 3,371.02$ 3,455.30$ 3,541.68$ 3,630.22$ 3,720.98$ 3,814.00$ 3,909.35$ 4,007.09$ 4,107.26$ Monthly 7,125.74$ 7,303.88$ 7,486.48$ 7,673.64$ 7,865.48$ 8,062.12$ 8,263.67$ 8,470.26$ 8,682.02$ 8,899.07$ Annually 85,508.84$ 87,646.56$ 89,837.73$ 92,083.67$ 94,385.76$ 96,745.40$ 99,164.04$ 101,643.14$ 104,184.22$ 106,788.82$ Hourly 42.14$ 43.19$ 44.27$ 45.38$ 46.51$ 47.68$ 48.87$ 50.09$ 51.34$ 52.62$ Biweekly 3,371.02$ 3,455.30$ 3,541.68$ 3,630.22$ 3,720.98$ 3,814.00$ 3,909.35$ 4,007.09$ 4,107.26$ 4,209.94$ Monthly 7,303.88$ 7,486.48$ 7,673.64$ 7,865.48$ 8,062.12$ 8,263.67$ 8,470.26$ 8,682.02$ 8,899.07$ 9,121.55$ Annually 87,646.56$ 89,837.73$ 92,083.67$ 94,385.76$ 96,745.40$ 99,164.04$ 101,643.14$ 104,184.22$ 106,788.82$ 109,458.54$ Hourly 43.19$ 44.27$ 45.38$ 46.51$ 47.68$ 48.87$ 50.09$ 51.34$ 52.62$ 53.94$ Biweekly 3,455.30$ 3,541.68$ 3,630.22$ 3,720.98$ 3,814.00$ 3,909.35$ 4,007.09$ 4,107.26$ 4,209.94$ 4,315.19$ Monthly 7,486.48$ 7,673.64$ 7,865.48$ 8,062.12$ 8,263.67$ 8,470.26$ 8,682.02$ 8,899.07$ 9,121.55$ 9,349.58$ Annually 89,837.73$ 92,083.67$ 94,385.76$ 96,745.40$ 99,164.04$ 101,643.14$ 104,184.22$ 106,788.82$ 109,458.54$ 112,195.01$ Hourly 44.27$ 45.38$ 46.51$ 47.68$ 48.87$ 50.09$ 51.34$ 52.62$ 53.94$ 55.29$ Biweekly 3,541.68$ 3,630.22$ 3,720.98$ 3,814.00$ 3,909.35$ 4,007.09$ 4,107.26$ 4,209.94$ 4,315.19$ 4,423.07$ Monthly 7,673.64$ 7,865.48$ 8,062.12$ 8,263.67$ 8,470.26$ 8,682.02$ 8,899.07$ 9,121.55$ 9,349.58$ 9,583.32$ Annually 92,083.67$ 94,385.76$ 96,745.40$ 99,164.04$ 101,643.14$ 104,184.22$ 106,788.82$ 109,458.54$ 112,195.01$ 114,999.88$ 20 21
22 23
24 25
26 27
28 29
1066
Hourly 45.38$ 46.51$ 47.68$ 48.87$ 50.09$ 51.34$ 52.62$ 53.94$ 55.29$ 56.67$ Biweekly 3,630.22$ 3,720.98$ 3,814.00$ 3,909.35$ 4,007.09$ 4,107.26$ 4,209.94$ 4,315.19$ 4,423.07$ 4,533.65$ Monthly 7,865.48$ 8,062.12$ 8,263.67$ 8,470.26$ 8,682.02$ 8,899.07$ 9,121.55$ 9,349.58$ 9,583.32$ 9,822.91$ Annually 94,385.76$ 96,745.40$ 99,164.04$ 101,643.14$ 104,184.22$ 106,788.82$ 109,458.54$ 112,195.01$ 114,999.88$ 117,874.88$ Hourly 46.51$ 47.68$ 48.87$ 50.09$ 51.34$ 52.62$ 53.94$ 55.29$ 56.67$ 58.09$ Biweekly 3,720.98$ 3,814.00$ 3,909.35$ 4,007.09$ 4,107.26$ 4,209.94$ 4,315.19$ 4,423.07$ 4,533.65$ 4,646.99$ Monthly 8,062.12$ 8,263.67$ 8,470.26$ 8,682.02$ 8,899.07$ 9,121.55$ 9,349.58$ 9,583.32$ 9,822.91$ 10,068.48$ Annually 96,745.40$ 99,164.04$ 101,643.14$ 104,184.22$ 106,788.82$ 109,458.54$ 112,195.01$ 114,999.88$ 117,874.88$ 120,821.75$ Hourly 47.68$ 48.87$ 50.09$ 51.34$ 52.62$ 53.94$ 55.29$ 56.67$ 58.09$ 59.54$ Biweekly 3,814.00$ 3,909.35$ 4,007.09$ 4,107.26$ 4,209.94$ 4,315.19$ 4,423.07$ 4,533.65$ 4,646.99$ 4,763.17$ Monthly 8,263.67$ 8,470.26$ 8,682.02$ 8,899.07$ 9,121.55$ 9,349.58$ 9,583.32$ 9,822.91$ 10,068.48$ 10,320.19$ Annually 99,164.04$ 101,643.14$ 104,184.22$ 106,788.82$ 109,458.54$ 112,195.01$ 114,999.88$ 117,874.88$ 120,821.75$ 123,842.30$ Hourly 48.87$ 50.09$ 51.34$ 52.62$ 53.94$ 55.29$ 56.67$ 58.09$ 59.54$ 61.03$ Biweekly 3,909.35$ 4,007.09$ 4,107.26$ 4,209.94$ 4,315.19$ 4,423.07$ 4,533.65$ 4,646.99$ 4,763.17$ 4,882.24$ Monthly 8,470.26$ 8,682.02$ 8,899.07$ 9,121.55$ 9,349.58$ 9,583.32$ 9,822.91$ 10,068.48$ 10,320.19$ 10,578.20$ Annually 101,643.14$ 104,184.22$ 106,788.82$ 109,458.54$ 112,195.01$ 114,999.88$ 117,874.88$ 120,821.75$ 123,842.30$ 126,938.35$ Hourly 50.09$ 51.34$ 52.62$ 53.94$ 55.29$ 56.67$ 58.09$ 59.54$ 61.03$ 62.55$ Biweekly 4,007.09$ 4,107.26$ 4,209.94$ 4,315.19$ 4,423.07$ 4,533.65$ 4,646.99$ 4,763.17$ 4,882.24$ 5,004.30$ Monthly 8,682.02$ 8,899.07$ 9,121.55$ 9,349.58$ 9,583.32$ 9,822.91$ 10,068.48$ 10,320.19$ 10,578.20$ 10,842.65$ Annually 104,184.22$ 106,788.82$ 109,458.54$ 112,195.01$ 114,999.88$ 117,874.88$ 120,821.75$ 123,842.30$ 126,938.35$ 130,111.81$ Hourly 51.34$ 52.62$ 53.94$ 55.29$ 56.67$ 58.09$ 59.54$ 61.03$ 62.55$ 64.12$ Biweekly 4,107.26$ 4,209.94$ 4,315.19$ 4,423.07$ 4,533.65$ 4,646.99$ 4,763.17$ 4,882.24$ 5,004.30$ 5,129.41$ Monthly 8,899.07$ 9,121.55$ 9,349.58$ 9,583.32$ 9,822.91$ 10,068.48$ 10,320.19$ 10,578.20$ 10,842.65$ 11,113.72$ Annually 106,788.82$ 109,458.54$ 112,195.01$ 114,999.88$ 117,874.88$ 120,821.75$ 123,842.30$ 126,938.35$ 130,111.81$ 133,364.61$ Hourly 52.62$ 53.94$ 55.29$ 56.67$ 58.09$ 59.54$ 61.03$ 62.55$ 64.12$ 65.72$ Biweekly 4,209.94$ 4,315.19$ 4,423.07$ 4,533.65$ 4,646.99$ 4,763.17$ 4,882.24$ 5,004.30$ 5,129.41$ 5,257.64$ Monthly 9,121.55$ 9,349.58$ 9,583.32$ 9,822.91$ 10,068.48$ 10,320.19$ 10,578.20$ 10,842.65$ 11,113.72$ 11,391.56$ Annually 109,458.54$ 112,195.01$ 114,999.88$ 117,874.88$ 120,821.75$ 123,842.30$ 126,938.35$ 130,111.81$ 133,364.61$ 136,698.72$ Hourly 53.94$ 55.29$ 56.67$ 58.09$ 59.54$ 61.03$ 62.55$ 64.12$ 65.72$ 67.36$ Biweekly 4,315.19$ 4,423.07$ 4,533.65$ 4,646.99$ 4,763.17$ 4,882.24$ 5,004.30$ 5,129.41$ 5,257.64$ 5,389.08$ Monthly 9,349.58$ 9,583.32$ 9,822.91$ 10,068.48$ 10,320.19$ 10,578.20$ 10,842.65$ 11,113.72$ 11,391.56$ 11,676.35$ Annually 112,195.01$ 114,999.88$ 117,874.88$ 120,821.75$ 123,842.30$ 126,938.35$ 130,111.81$ 133,364.61$ 136,698.72$ 140,116.19$ Hourly 55.29$ 56.67$ 58.09$ 59.54$ 61.03$ 62.55$ 64.12$ 65.72$ 67.36$ 69.05$ Biweekly 4,423.07$ 4,533.65$ 4,646.99$ 4,763.17$ 4,882.24$ 5,004.30$ 5,129.41$ 5,257.64$ 5,389.08$ 5,523.81$ Monthly 9,583.32$ 9,822.91$ 10,068.48$ 10,320.19$ 10,578.20$ 10,842.65$ 11,113.72$ 11,391.56$ 11,676.35$ 11,968.26$ Annually 114,999.88$ 117,874.88$ 120,821.75$ 123,842.30$ 126,938.35$ 130,111.81$ 133,364.61$ 136,698.72$ 140,116.19$ 143,619.10$ Hourly 56.67$ 58.09$ 59.54$ 61.03$ 62.55$ 64.12$ 65.72$ 67.36$ 69.05$ 70.77$ Biweekly 4,533.65$ 4,646.99$ 4,763.17$ 4,882.24$ 5,004.30$ 5,129.41$ 5,257.64$ 5,389.08$ 5,523.81$ 5,661.91$ Monthly 9,822.91$ 10,068.48$ 10,320.19$ 10,578.20$ 10,842.65$ 11,113.72$ 11,391.56$ 11,676.35$ 11,968.26$ 12,267.46$ Annually 117,874.88$ 120,821.75$ 123,842.30$ 126,938.35$ 130,111.81$ 133,364.61$ 136,698.72$ 140,116.19$ 143,619.10$ 147,209.57$ 30 31
32 33
34 35
36 37
38 39
1067
Hourly 58.09$ 59.54$ 61.03$ 62.55$ 64.12$ 65.72$ 67.36$ 69.05$ 70.77$ 72.54$ Biweekly 4,646.99$ 4,763.17$ 4,882.24$ 5,004.30$ 5,129.41$ 5,257.64$ 5,389.08$ 5,523.81$ 5,661.91$ 5,803.45$ Monthly 10,068.48$ 10,320.19$ 10,578.20$ 10,842.65$ 11,113.72$ 11,391.56$ 11,676.35$ 11,968.26$ 12,267.46$ 12,574.15$ Annually 120,821.75$ 123,842.30$ 126,938.35$ 130,111.81$ 133,364.61$ 136,698.72$ 140,116.19$ 143,619.10$ 147,209.57$ 150,889.81$ Hourly 59.54$ 61.03$ 62.55$ 64.12$ 65.72$ 67.36$ 69.05$ 70.77$ 72.54$ 74.36$ Biweekly 4,763.17$ 4,882.24$ 5,004.30$ 5,129.41$ 5,257.64$ 5,389.08$ 5,523.81$ 5,661.91$ 5,803.45$ 5,948.54$ Monthly 10,320.19$ 10,578.20$ 10,842.65$ 11,113.72$ 11,391.56$ 11,676.35$ 11,968.26$ 12,267.46$ 12,574.15$ 12,888.50$ Annually 123,842.30$ 126,938.35$ 130,111.81$ 133,364.61$ 136,698.72$ 140,116.19$ 143,619.10$ 147,209.57$ 150,889.81$ 154,662.06$ Hourly 61.03$ 62.55$ 64.12$ 65.72$ 67.36$ 69.05$ 70.77$ 72.54$ 74.36$ 76.22$ Biweekly 4,882.24$ 5,004.30$ 5,129.41$ 5,257.64$ 5,389.08$ 5,523.81$ 5,661.91$ 5,803.45$ 5,948.54$ 6,097.25$ Monthly 10,578.20$ 10,842.65$ 11,113.72$ 11,391.56$ 11,676.35$ 11,968.26$ 12,267.46$ 12,574.15$ 12,888.50$ 13,210.72$ Annually 126,938.35$ 130,111.81$ 133,364.61$ 136,698.72$ 140,116.19$ 143,619.10$ 147,209.57$ 150,889.81$ 154,662.06$ 158,528.61$ Hourly 62.55$ 64.12$ 65.72$ 67.36$ 69.05$ 70.77$ 72.54$ 74.36$ 76.22$ 78.12$ Biweekly 5,004.30$ 5,129.41$ 5,257.64$ 5,389.08$ 5,523.81$ 5,661.91$ 5,803.45$ 5,948.54$ 6,097.25$ 6,249.69$ Monthly 10,842.65$ 11,113.72$ 11,391.56$ 11,676.35$ 11,968.26$ 12,267.46$ 12,574.15$ 12,888.50$ 13,210.72$ 13,540.99$ Annually 130,111.81$ 133,364.61$ 136,698.72$ 140,116.19$ 143,619.10$ 147,209.57$ 150,889.81$ 154,662.06$ 158,528.61$ 162,491.82$ Hourly 64.12$ 65.72$ 67.36$ 69.05$ 70.77$ 72.54$ 74.36$ 76.22$ 78.12$ 80.07$ Biweekly 5,129.41$ 5,257.64$ 5,389.08$ 5,523.81$ 5,661.91$ 5,803.45$ 5,948.54$ 6,097.25$ 6,249.69$ 6,405.93$ Monthly 11,113.72$ 11,391.56$ 11,676.35$ 11,968.26$ 12,267.46$ 12,574.15$ 12,888.50$ 13,210.72$ 13,540.99$ 13,879.51$ Annually 133,364.61$ 136,698.72$ 140,116.19$ 143,619.10$ 147,209.57$ 150,889.81$ 154,662.06$ 158,528.61$ 162,491.82$ 166,554.12$ Hourly 65.72$ 67.36$ 69.05$ 70.77$ 72.54$ 74.36$ 76.22$ 78.12$ 80.07$ 82.08$ Biweekly 5,257.64$ 5,389.08$ 5,523.81$ 5,661.91$ 5,803.45$ 5,948.54$ 6,097.25$ 6,249.69$ 6,405.93$ 6,566.08$ Monthly 11,391.56$ 11,676.35$ 11,968.26$ 12,267.46$ 12,574.15$ 12,888.50$ 13,210.72$ 13,540.99$ 13,879.51$ 14,226.50$ Annually 136,698.72$ 140,116.19$ 143,619.10$ 147,209.57$ 150,889.81$ 154,662.06$ 158,528.61$ 162,491.82$ 166,554.12$ 170,717.97$ Hourly 67.36$ 69.05$ 70.77$ 72.54$ 74.36$ 76.22$ 78.12$ 80.07$ 82.08$ 84.13$ Biweekly 5,389.08$ 5,523.81$ 5,661.91$ 5,803.45$ 5,948.54$ 6,097.25$ 6,249.69$ 6,405.93$ 6,566.08$ 6,730.23$ Monthly 11,676.35$ 11,968.26$ 12,267.46$ 12,574.15$ 12,888.50$ 13,210.72$ 13,540.99$ 13,879.51$ 14,226.50$ 14,582.16$ Annually 140,116.19$ 143,619.10$ 147,209.57$ 150,889.81$ 154,662.06$ 158,528.61$ 162,491.82$ 166,554.12$ 170,717.97$ 174,985.92$ Hourly 69.05$ 70.77$ 72.54$ 74.36$ 76.22$ 78.12$ 80.07$ 82.08$ 84.13$ 86.23$ Biweekly 5,523.81$ 5,661.91$ 5,803.45$ 5,948.54$ 6,097.25$ 6,249.69$ 6,405.93$ 6,566.08$ 6,730.23$ 6,898.48$ Monthly 11,968.26$ 12,267.46$ 12,574.15$ 12,888.50$ 13,210.72$ 13,540.99$ 13,879.51$ 14,226.50$ 14,582.16$ 14,946.71$ Annually 143,619.10$ 147,209.57$ 150,889.81$ 154,662.06$ 158,528.61$ 162,491.82$ 166,554.12$ 170,717.97$ 174,985.92$ 179,360.57$ Hourly 70.77$ 72.54$ 74.36$ 76.22$ 78.12$ 80.07$ 82.08$ 84.13$ 86.23$ 88.39$ Biweekly 5,661.91$ 5,803.45$ 5,948.54$ 6,097.25$ 6,249.69$ 6,405.93$ 6,566.08$ 6,730.23$ 6,898.48$ 7,070.95$ Monthly 12,267.46$ 12,574.15$ 12,888.50$ 13,210.72$ 13,540.99$ 13,879.51$ 14,226.50$ 14,582.16$ 14,946.71$ 15,320.38$ Annually 147,209.57$ 150,889.81$ 154,662.06$ 158,528.61$ 162,491.82$ 166,554.12$ 170,717.97$ 174,985.92$ 179,360.57$ 183,844.58$ Hourly 72.54$ 74.36$ 76.22$ 78.12$ 80.07$ 82.08$ 84.13$ 86.23$ 88.39$ 90.60$ Biweekly 5,803.45$ 5,948.54$ 6,097.25$ 6,249.69$ 6,405.93$ 6,566.08$ 6,730.23$ 6,898.48$ 7,070.95$ 7,247.72$ Monthly 12,574.15$ 12,888.50$ 13,210.72$ 13,540.99$ 13,879.51$ 14,226.50$ 14,582.16$ 14,946.71$ 15,320.38$ 15,703.39$ Annually 150,889.81$ 154,662.06$ 158,528.61$ 162,491.82$ 166,554.12$ 170,717.97$ 174,985.92$ 179,360.57$ 183,844.58$ 188,440.70$ 40 41
42 43
44 45
46 47
48 49
1068
Hourly 74.36$ 76.22$ 78.12$ 80.07$ 82.08$ 84.13$ 86.23$ 88.39$ 90.60$ 92.86$ Biweekly 5,948.54$ 6,097.25$ 6,249.69$ 6,405.93$ 6,566.08$ 6,730.23$ 6,898.48$ 7,070.95$ 7,247.72$ 7,428.91$ Monthly 12,888.50$ 13,210.72$ 13,540.99$ 13,879.51$ 14,226.50$ 14,582.16$ 14,946.71$ 15,320.38$ 15,703.39$ 16,095.98$ Annually 154,662.06$ 158,528.61$ 162,491.82$ 166,554.12$ 170,717.97$ 174,985.92$ 179,360.57$ 183,844.58$ 188,440.70$ 193,151.72$ Hourly 76.22$ 78.12$ 80.07$ 82.08$ 84.13$ 86.23$ 88.39$ 90.60$ 92.86$ 95.18$ Biweekly 6,097.25$ 6,249.69$ 6,405.93$ 6,566.08$ 6,730.23$ 6,898.48$ 7,070.95$ 7,247.72$ 7,428.91$ 7,614.63$ Monthly 13,210.72$ 13,540.99$ 13,879.51$ 14,226.50$ 14,582.16$ 14,946.71$ 15,320.38$ 15,703.39$ 16,095.98$ 16,498.38$ Annually 158,528.61$ 162,491.82$ 166,554.12$ 170,717.97$ 174,985.92$ 179,360.57$ 183,844.58$ 188,440.70$ 193,151.72$ 197,980.51$ Hourly 78.12$ 80.07$ 82.08$ 84.13$ 86.23$ 88.39$ 90.60$ 92.86$ 95.18$ 97.56$ Biweekly 6,249.69$ 6,405.93$ 6,566.08$ 6,730.23$ 6,898.48$ 7,070.95$ 7,247.72$ 7,428.91$ 7,614.63$ 7,805.00$ Monthly 13,540.99$ 13,879.51$ 14,226.50$ 14,582.16$ 14,946.71$ 15,320.38$ 15,703.39$ 16,095.98$ 16,498.38$ 16,910.84$ Annually 162,491.82$ 166,554.12$ 170,717.97$ 174,985.92$ 179,360.57$ 183,844.58$ 188,440.70$ 193,151.72$ 197,980.51$ 202,930.02$ Hourly 80.07$ 82.08$ 84.13$ 86.23$ 88.39$ 90.60$ 92.86$ 95.18$ 97.56$ 100.00$ Biweekly 6,405.93$ 6,566.08$ 6,730.23$ 6,898.48$ 7,070.95$ 7,247.72$ 7,428.91$ 7,614.63$ 7,805.00$ 8,000.13$ Monthly 13,879.51$ 14,226.50$ 14,582.16$ 14,946.71$ 15,320.38$ 15,703.39$ 16,095.98$ 16,498.38$ 16,910.84$ 17,333.61$ Annually 166,554.12$ 170,717.97$ 174,985.92$ 179,360.57$ 183,844.58$ 188,440.70$ 193,151.72$ 197,980.51$ 202,930.02$ 208,003.27$ Hourly 82.08$ 84.13$ 86.23$ 88.39$ 90.60$ 92.86$ 95.18$ 97.56$ 100.00$ 102.50$ Biweekly 6,566.08$ 6,730.23$ 6,898.48$ 7,070.95$ 7,247.72$ 7,428.91$ 7,614.63$ 7,805.00$ 8,000.13$ 8,200.13$ Monthly 14,226.50$ 14,582.16$ 14,946.71$ 15,320.38$ 15,703.39$ 16,095.98$ 16,498.38$ 16,910.84$ 17,333.61$ 17,766.95$ Annually 170,717.97$ 174,985.92$ 179,360.57$ 183,844.58$ 188,440.70$ 193,151.72$ 197,980.51$ 202,930.02$ 208,003.27$ 213,203.35$ Hourly 84.13$ 86.23$ 88.39$ 90.60$ 92.86$ 95.18$ 97.56$ 100.00$ 102.50$ 105.06$ Biweekly 6,730.23$ 6,898.48$ 7,070.95$ 7,247.72$ 7,428.91$ 7,614.63$ 7,805.00$ 8,000.13$ 8,200.13$ 8,405.13$ Monthly 14,582.16$ 14,946.71$ 15,320.38$ 15,703.39$ 16,095.98$ 16,498.38$ 16,910.84$ 17,333.61$ 17,766.95$ 18,211.12$ Annually 174,985.92$ 179,360.57$ 183,844.58$ 188,440.70$ 193,151.72$ 197,980.51$ 202,930.02$ 208,003.27$ 213,203.35$ 218,533.44$ Hourly 86.23$ 88.39$ 90.60$ 92.86$ 95.18$ 97.56$ 100.00$ 102.50$ 105.06$ 107.69$ Biweekly 6,898.48$ 7,070.95$ 7,247.72$ 7,428.91$ 7,614.63$ 7,805.00$ 8,000.13$ 8,200.13$ 8,405.13$ 8,615.26$ Monthly 14,946.71$ 15,320.38$ 15,703.39$ 16,095.98$ 16,498.38$ 16,910.84$ 17,333.61$ 17,766.95$ 18,211.12$ 18,666.40$ Annually 179,360.57$ 183,844.58$ 188,440.70$ 193,151.72$ 197,980.51$ 202,930.02$ 208,003.27$ 213,203.35$ 218,533.44$ 223,996.77$ Hourly 88.39$ 90.60$ 92.86$ 95.18$ 97.56$ 100.00$ 102.50$ 105.06$ 107.69$ 110.38$ Biweekly 7,070.95$ 7,247.72$ 7,428.91$ 7,614.63$ 7,805.00$ 8,000.13$ 8,200.13$ 8,405.13$ 8,615.26$ 8,830.64$ Monthly 15,320.38$ 15,703.39$ 16,095.98$ 16,498.38$ 16,910.84$ 17,333.61$ 17,766.95$ 18,211.12$ 18,666.40$ 19,133.06$ Annually 183,844.58$ 188,440.70$ 193,151.72$ 197,980.51$ 202,930.02$ 208,003.27$ 213,203.35$ 218,533.44$ 223,996.77$ 229,596.69$ Hourly 90.60$ 92.86$ 95.18$ 97.56$ 100.00$ 102.50$ 105.06$ 107.69$ 110.38$ 113.14$ Biweekly 7,247.72$ 7,428.91$ 7,614.63$ 7,805.00$ 8,000.13$ 8,200.13$ 8,405.13$ 8,615.26$ 8,830.64$ 9,051.41$ Monthly 15,703.39$ 16,095.98$ 16,498.38$ 16,910.84$ 17,333.61$ 17,766.95$ 18,211.12$ 18,666.40$ 19,133.06$ 19,611.38$ Annually 188,440.70$ 193,151.72$ 197,980.51$ 202,930.02$ 208,003.27$ 213,203.35$ 218,533.44$ 223,996.77$ 229,596.69$ 235,336.61$ Hourly 92.86$ 95.18$ 97.56$ 100.00$ 102.50$ 105.06$ 107.69$ 110.38$ 113.14$ 115.97$ Biweekly 7,428.91$ 7,614.63$ 7,805.00$ 8,000.13$ 8,200.13$ 8,405.13$ 8,615.26$ 8,830.64$ 9,051.41$ 9,277.69$ Monthly 16,095.98$ 16,498.38$ 16,910.84$ 17,333.61$ 17,766.95$ 18,211.12$ 18,666.40$ 19,133.06$ 19,611.38$ 20,101.67$ Annually 193,151.72$ 197,980.51$ 202,930.02$ 208,003.27$ 213,203.35$ 218,533.44$ 223,996.77$ 229,596.69$ 235,336.61$ 241,220.03$ 50 51
52 53
54 55
56 57
58 59
1069
Hourly 95.18$ 97.56$ 100.00$ 102.50$ 105.06$ 107.69$ 110.38$ 113.14$ 115.97$ 118.87$ Biweekly 7,614.63$ 7,805.00$ 8,000.13$ 8,200.13$ 8,405.13$ 8,615.26$ 8,830.64$ 9,051.41$ 9,277.69$ 9,509.64$ Monthly 16,498.38$ 16,910.84$ 17,333.61$ 17,766.95$ 18,211.12$ 18,666.40$ 19,133.06$ 19,611.38$ 20,101.67$ 20,604.21$ Annually 197,980.51$ 202,930.02$ 208,003.27$ 213,203.35$ 218,533.44$ 223,996.77$ 229,596.69$ 235,336.61$ 241,220.03$ 247,250.53$ Hourly 97.56$ 100.00$ 102.50$ 105.06$ 107.69$ 110.38$ 113.14$ 115.97$ 118.87$ 121.84$ Biweekly 7,805.00$ 8,000.13$ 8,200.13$ 8,405.13$ 8,615.26$ 8,830.64$ 9,051.41$ 9,277.69$ 9,509.64$ 9,747.38$ Monthly 16,910.84$ 17,333.61$ 17,766.95$ 18,211.12$ 18,666.40$ 19,133.06$ 19,611.38$ 20,101.67$ 20,604.21$ 21,119.32$ Annually 202,930.02$ 208,003.27$ 213,203.35$ 218,533.44$ 223,996.77$ 229,596.69$ 235,336.61$ 241,220.03$ 247,250.53$ 253,431.79$ Hourly 100.00$ 102.50$ 105.06$ 107.69$ 110.38$ 113.14$ 115.97$ 118.87$ 121.84$ 124.89$ Biweekly 8,000.13$ 8,200.13$ 8,405.13$ 8,615.26$ 8,830.64$ 9,051.41$ 9,277.69$ 9,509.64$ 9,747.38$ 9,991.06$ Monthly 17,333.61$ 17,766.95$ 18,211.12$ 18,666.40$ 19,133.06$ 19,611.38$ 20,101.67$ 20,604.21$ 21,119.32$ 21,647.30$ Annually 208,003.27$ 213,203.35$ 218,533.44$ 223,996.77$ 229,596.69$ 235,336.61$ 241,220.03$ 247,250.53$ 253,431.79$ 259,767.59$ Hourly 102.50$ 105.06$ 107.69$ 110.38$ 113.14$ 115.97$ 118.87$ 121.84$ 124.89$ 128.01$ Biweekly 8,200.13$ 8,405.13$ 8,615.26$ 8,830.64$ 9,051.41$ 9,277.69$ 9,509.64$ 9,747.38$ 9,991.06$ 10,240.84$ Monthly 17,766.95$ 18,211.12$ 18,666.40$ 19,133.06$ 19,611.38$ 20,101.67$ 20,604.21$ 21,119.32$ 21,647.30$ 22,188.48$ Annually 213,203.35$ 218,533.44$ 223,996.77$ 229,596.69$ 235,336.61$ 241,220.03$ 247,250.53$ 253,431.79$ 259,767.59$ 266,261.77$ Hourly 105.06$ 107.69$ 110.38$ 113.14$ 115.97$ 118.87$ 121.84$ 124.89$ 128.01$ 131.21$ Biweekly 8,405.13$ 8,615.26$ 8,830.64$ 9,051.41$ 9,277.69$ 9,509.64$ 9,747.38$ 9,991.06$ 10,240.84$ 10,496.86$ Monthly 18,211.12$ 18,666.40$ 19,133.06$ 19,611.38$ 20,101.67$ 20,604.21$ 21,119.32$ 21,647.30$ 22,188.48$ 22,743.19$ Annually 218,533.44$ 223,996.77$ 229,596.69$ 235,336.61$ 241,220.03$ 247,250.53$ 253,431.79$ 259,767.59$ 266,261.77$ 272,918.32$ Hourly 107.69$ 110.38$ 113.14$ 115.97$ 118.87$ 121.84$ 124.89$ 128.01$ 131.21$ 134.49$ Biweekly 8,615.26$ 8,830.64$ 9,051.41$ 9,277.69$ 9,509.64$ 9,747.38$ 9,991.06$ 10,240.84$ 10,496.86$ 10,759.28$ Monthly 18,666.40$ 19,133.06$ 19,611.38$ 20,101.67$ 20,604.21$ 21,119.32$ 21,647.30$ 22,188.48$ 22,743.19$ 23,311.77$ Annually 223,996.77$ 229,596.69$ 235,336.61$ 241,220.03$ 247,250.53$ 253,431.79$ 259,767.59$ 266,261.77$ 272,918.32$ 279,741.28$ Hourly 110.38$ 113.14$ 115.97$ 118.87$ 121.84$ 124.89$ 128.01$ 131.21$ 134.49$ 137.85$ Biweekly 8,830.64$ 9,051.41$ 9,277.69$ 9,509.64$ 9,747.38$ 9,991.06$ 10,240.84$ 10,496.86$ 10,759.28$ 11,028.26$ Monthly 19,133.06$ 19,611.38$ 20,101.67$ 20,604.21$ 21,119.32$ 21,647.30$ 22,188.48$ 22,743.19$ 23,311.77$ 23,894.57$ Annually 229,596.69$ 235,336.61$ 241,220.03$ 247,250.53$ 253,431.79$ 259,767.59$ 266,261.77$ 272,918.32$ 279,741.28$ 286,734.81$ Hourly 113.14$ 115.97$ 118.87$ 121.84$ 124.89$ 128.01$ 131.21$ 134.49$ 137.85$ 141.30$ Biweekly 9,051.41$ 9,277.69$ 9,509.64$ 9,747.38$ 9,991.06$ 10,240.84$ 10,496.86$ 10,759.28$ 11,028.26$ 11,303.97$ Monthly 19,611.38$ 20,101.67$ 20,604.21$ 21,119.32$ 21,647.30$ 22,188.48$ 22,743.19$ 23,311.77$ 23,894.57$ 24,491.93$ Annually 235,336.61$ 241,220.03$ 247,250.53$ 253,431.79$ 259,767.59$ 266,261.77$ 272,918.32$ 279,741.28$ 286,734.81$ 293,903.18$ Hourly 115.97$ 118.87$ 121.84$ 124.89$ 128.01$ 131.21$ 134.49$ 137.85$ 141.30$ 144.83$ Biweekly 9,277.69$ 9,509.64$ 9,747.38$ 9,991.06$ 10,240.84$ 10,496.86$ 10,759.28$ 11,028.26$ 11,303.97$ 11,586.57$ Monthly 20,101.67$ 20,604.21$ 21,119.32$ 21,647.30$ 22,188.48$ 22,743.19$ 23,311.77$ 23,894.57$ 24,491.93$ 25,104.23$ Annually 241,220.03$ 247,250.53$ 253,431.79$ 259,767.59$ 266,261.77$ 272,918.32$ 279,741.28$ 286,734.81$ 293,903.18$ 301,250.76$ Hourly 118.87$ 121.84$ 124.89$ 128.01$ 131.21$ 134.49$ 137.85$ 141.30$ 144.83$ 148.45$ Biweekly 9,509.64$ 9,747.38$ 9,991.06$ 10,240.84$ 10,496.86$ 10,759.28$ 11,028.26$ 11,303.97$ 11,586.57$ 11,876.23$ Monthly 20,604.21$ 21,119.32$ 21,647.30$ 22,188.48$ 22,743.19$ 23,311.77$ 23,894.57$ 24,491.93$ 25,104.23$ 25,731.84$ Annually 247,250.53$ 253,431.79$ 259,767.59$ 266,261.77$ 272,918.32$ 279,741.28$ 286,734.81$ 293,903.18$ 301,250.76$ 308,782.03$ 60 61
62 63
64 65
66 67
68 69
1070
Hourly 121.84$ 124.89$ 128.01$ 131.21$ 134.49$ 137.85$ 141.30$ 144.83$ 148.45$ 152.16$ Biweekly 9,747.38$ 9,991.06$ 10,240.84$ 10,496.86$ 10,759.28$ 11,028.26$ 11,303.97$ 11,586.57$ 11,876.23$ 12,173.14$ Monthly 21,119.32$ 21,647.30$ 22,188.48$ 22,743.19$ 23,311.77$ 23,894.57$ 24,491.93$ 25,104.23$ 25,731.84$ 26,375.13$ Annually 253,431.79$ 259,767.59$ 266,261.77$ 272,918.32$ 279,741.28$ 286,734.81$ 293,903.18$ 301,250.76$ 308,782.03$ 316,501.58$ Hourly 124.89$ 128.01$ 131.21$ 134.49$ 137.85$ 141.30$ 144.83$ 148.45$ 152.16$ 155.97$ Biweekly 9,991.06$ 10,240.84$ 10,496.86$ 10,759.28$ 11,028.26$ 11,303.97$ 11,586.57$ 11,876.23$ 12,173.14$ 12,477.47$ Monthly 21,647.30$ 22,188.48$ 22,743.19$ 23,311.77$ 23,894.57$ 24,491.93$ 25,104.23$ 25,731.84$ 26,375.13$ 27,034.51$ Annually 259,767.59$ 266,261.77$ 272,918.32$ 279,741.28$ 286,734.81$ 293,903.18$ 301,250.76$ 308,782.03$ 316,501.58$ 324,414.12$ Hourly 128.01$ 131.21$ 134.49$ 137.85$ 141.30$ 144.83$ 148.45$ 152.16$ 155.97$ 159.87$ Biweekly 10,240.84$ 10,496.86$ 10,759.28$ 11,028.26$ 11,303.97$ 11,586.57$ 11,876.23$ 12,173.14$ 12,477.47$ 12,789.40$ Monthly 22,188.48$ 22,743.19$ 23,311.77$ 23,894.57$ 24,491.93$ 25,104.23$ 25,731.84$ 26,375.13$ 27,034.51$ 27,710.37$ Annually 266,261.77$ 272,918.32$ 279,741.28$ 286,734.81$ 293,903.18$ 301,250.76$ 308,782.03$ 316,501.58$ 324,414.12$ 332,524.47$ Hourly 131.21$ 134.49$ 137.85$ 141.30$ 144.83$ 148.45$ 152.16$ 155.97$ 159.87$ 163.86$ Biweekly 10,496.86$ 10,759.28$ 11,028.26$ 11,303.97$ 11,586.57$ 11,876.23$ 12,173.14$ 12,477.47$ 12,789.40$ 13,109.14$ Monthly 22,743.19$ 23,311.77$ 23,894.57$ 24,491.93$ 25,104.23$ 25,731.84$ 26,375.13$ 27,034.51$ 27,710.37$ 28,403.13$ Annually 272,918.32$ 279,741.28$ 286,734.81$ 293,903.18$ 301,250.76$ 308,782.03$ 316,501.58$ 324,414.12$ 332,524.47$ 340,837.58$ Hourly 134.49$ 137.85$ 141.30$ 144.83$ 148.45$ 152.16$ 155.97$ 159.87$ 163.86$ 167.96$ Biweekly 10,759.28$ 11,028.26$ 11,303.97$ 11,586.57$ 11,876.23$ 12,173.14$ 12,477.47$ 12,789.40$ 13,109.14$ 13,436.87$ Monthly 23,311.77$ 23,894.57$ 24,491.93$ 25,104.23$ 25,731.84$ 26,375.13$ 27,034.51$ 27,710.37$ 28,403.13$ 29,113.21$ Annually 279,741.28$ 286,734.81$ 293,903.18$ 301,250.76$ 308,782.03$ 316,501.58$ 324,414.12$ 332,524.47$ 340,837.58$ 349,358.52$ Hourly 137.85$ 141.30$ 144.83$ 148.45$ 152.16$ 155.97$ 159.87$ 163.86$ 167.96$ 172.16$ Biweekly 11,028.26$ 11,303.97$ 11,586.57$ 11,876.23$ 12,173.14$ 12,477.47$ 12,789.40$ 13,109.14$ 13,436.87$ 13,772.79$ Monthly 23,894.57$ 24,491.93$ 25,104.23$ 25,731.84$ 26,375.13$ 27,034.51$ 27,710.37$ 28,403.13$ 29,113.21$ 29,841.04$ Annually 286,734.81$ 293,903.18$ 301,250.76$ 308,782.03$ 316,501.58$ 324,414.12$ 332,524.47$ 340,837.58$ 349,358.52$ 358,092.49$ Hourly 141.30$ 144.83$ 148.45$ 152.16$ 155.97$ 159.87$ 163.86$ 167.96$ 172.16$ 176.46$ Biweekly 11,303.97$ 11,586.57$ 11,876.23$ 12,173.14$ 12,477.47$ 12,789.40$ 13,109.14$ 13,436.87$ 13,772.79$ 14,117.11$ Monthly 24,491.93$ 25,104.23$ 25,731.84$ 26,375.13$ 27,034.51$ 27,710.37$ 28,403.13$ 29,113.21$ 29,841.04$ 30,587.07$ Annually 293,903.18$ 301,250.76$ 308,782.03$ 316,501.58$ 324,414.12$ 332,524.47$ 340,837.58$ 349,358.52$ 358,092.49$ 367,044.80$ Hourly 144.83$ 148.45$ 152.16$ 155.97$ 159.87$ 163.86$ 167.96$ 172.16$ 176.46$ 180.88$ Biweekly 11,586.57$ 11,876.23$ 12,173.14$ 12,477.47$ 12,789.40$ 13,109.14$ 13,436.87$ 13,772.79$ 14,117.11$ 14,470.04$ Monthly 25,104.23$ 25,731.84$ 26,375.13$ 27,034.51$ 27,710.37$ 28,403.13$ 29,113.21$ 29,841.04$ 30,587.07$ 31,351.74$ Annually 301,250.76$ 308,782.03$ 316,501.58$ 324,414.12$ 332,524.47$ 340,837.58$ 349,358.52$ 358,092.49$ 367,044.80$ 376,220.92$ Hourly 148.45$ 152.16$ 155.97$ 159.87$ 163.86$ 167.96$ 172.16$ 176.46$ 180.88$ 185.40$ Biweekly 11,876.23$ 12,173.14$ 12,477.47$ 12,789.40$ 13,109.14$ 13,436.87$ 13,772.79$ 14,117.11$ 14,470.04$ 14,831.79$ Monthly 25,731.84$ 26,375.13$ 27,034.51$ 27,710.37$ 28,403.13$ 29,113.21$ 29,841.04$ 30,587.07$ 31,351.74$ 32,135.54$ Annually 308,782.03$ 316,501.58$ 324,414.12$ 332,524.47$ 340,837.58$ 349,358.52$ 358,092.49$ 367,044.80$ 376,220.92$ 385,626.44$ Hourly 152.16$ 155.97$ 159.87$ 163.86$ 167.96$ 172.16$ 176.46$ 180.88$ 185.40$ 190.03$ Biweekly 12,173.14$ 12,477.47$ 12,789.40$ 13,109.14$ 13,436.87$ 13,772.79$ 14,117.11$ 14,470.04$ 14,831.79$ 15,202.58$ Monthly 26,375.13$ 27,034.51$ 27,710.37$ 28,403.13$ 29,113.21$ 29,841.04$ 30,587.07$ 31,351.74$ 32,135.54$ 32,938.93$ Annually 316,501.58$ 324,414.12$ 332,524.47$ 340,837.58$ 349,358.52$ 358,092.49$ 367,044.80$ 376,220.92$ 385,626.44$ 395,267.10$ 70 71
72 79
73 74
75 76
77 78
1071
Hourly 155.97$ 159.87$ 163.86$ 167.96$ 172.16$ 176.46$ 180.88$ 185.40$ 190.03$ 194.78$ Biweekly 12,477.47$ 12,789.40$ 13,109.14$ 13,436.87$ 13,772.79$ 14,117.11$ 14,470.04$ 14,831.79$ 15,202.58$ 15,582.65$ Monthly 27,034.51$ 27,710.37$ 28,403.13$ 29,113.21$ 29,841.04$ 30,587.07$ 31,351.74$ 32,135.54$ 32,938.93$ 33,762.40$ Annually 324,414.12$ 332,524.47$ 340,837.58$ 349,358.52$ 358,092.49$ 367,044.80$ 376,220.92$ 385,626.44$ 395,267.10$ 405,148.78$ 80 1072
4874-0328-3132 v2

CITY OF EASTVALE PERSONNEL

POLICIES AND PROCEDURES
MANUAL
July 1, 2024

Adopted by Resolution 13-14
Revised by Resolution 15-01
Revised by Resolution 17-69
Revised by Resolution 17-75
Revised by Resolution 18-12
Revised by Resolution 18-41
Revised by Resolution 18-69
Revised by Resolution 19-27
Revised by Resolution 21-02
Revised by Resolution 23-54
Revised by Resolution 24-XX

1073
City of Eastvale Personnel
Policies and Procedures
4874-0328-3132 v2 i

TABLE OF CONTENTS
Page
INTRODUCTION ........................................................................................................................ 1 ORGANIZATION ........................................................................................................................ 2 DEFINITIONS ............................................................................................................................. 3 CHAPTER 1 - EMPLOYMENT ................................................................................................... 6 SECTION 1.1 EQUAL EMPLOYMENT OPPORTUNITY ................................................. 6 SECTION 1.2 POLICY PROHIBITING DISCRIMINATION, HARASSMENT, AND RETALIATION .......................................................................................... 6 SECTION 1.3 DISABLED APPLICANTS AND EMPLOYEES .......................................... 6 SECTION 1.4 ACCOMMODATION FOR SINCERELY HELD RELIGIOUS BELIEF ................................................................................................................. 7 SECTION 1.5 LACTATION ACCOMMODATION ............................................................ 8 SECTION 1.6 RECRUITMENT/SELECTION OF EMPLOYEES ...................................... 9 SECTION 1.7 MEDICAL EXAMINATIONS .................................................................... 12 SECTION 1.8 NEPOTISM AND CONSENSUAL ROMANTIC RELATIONSHIPS .......... 13 SECTION 1.9 PROBATION ........................................................................................... 17 SECTION 1.10 PERFORMANCE EVALUATION AND PERFORMANCE
IMPROVEMENT PLANS ........................................................................ 18 SECTION 1.11 OUTSIDE EMPLOYMENT, ACTIVITY, OR ENTERPRISE / CONFLICT OF INTEREST ..................................................................... 19 SECTION 1.12 TRAINING OF EMPLOYEES ................................................................ 21 SECTION 1.13 POLITICAL ACTIVITIES OF PUBLIC EMPLOYEES ............................. 22 SECTION 1.14 USE OF CAMERAS, VIDEO SURVEILLANCE, AND GPS SYSTEMS .............................................................................................. 22 SECTION 1.15 USE OF CITY TECHNOLOGICAL RESOURCES ................................. 22 SECTION 1.16 MANAGEMENT PREROGATIVES ....................................................... 22 SECTION 1.17 ACCEPTANCE OF GIFTS .................................................................... 23 SECTION 1.18 TELECOMMUTING .............................................................................. 23 SECTION 1.19 EMPLOYEE’S HOME ADDRESS AND STATUS OF DRIVER’S LICENSE – DUTY TO UPDATE ............................................................. 23 SECTION 1.20 PERSONAL APPEARANCE, GROOMING AND DRESS CODE .......... 24 SECTION 1.21 NEWS MEDIA RELATIONS .................................................................. 25 SECTION 1.22 ATTENDANCE AND PUNCTUALITY .................................................... 25 SECTION 1.23 TOBACCO, E-CIGARETTE, VAPING POLICY ..................................... 25 SECTION 1.24 PERSONNEL RECORDS ..................................................................... 26 1074
City of Eastvale Personnel
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CHAPTER 2 – CLASSIFICATION AND COMPENSATION...................................................... 29 SECTION 2.1 EMPLOYEE CLASSIFICATIONS/AUTHORIZED POSITIONS ................ 29 SECTION 2.2 WORKWEEK AND SCHEDULES ........................................................... 30 SECTION 2.3 PAYROLL PROCESSING ....................................................................... 32 SECTION 2.4 REST AND MEAL PERIODS – NON-EXEMPT (HOURLY) EMPLOYEES ......................................................................................... 34 SECTION 2.5 OVERTIME COMPENSATION/COMPENSATORY TIME OFF ............... 34 SECTION 2.6 BI-LINGUAL PAY .................................................................................... 35 SECTION 2.7 TEMPORARY ASSIGNMENTS .............................................................. 36 SECTION 2.8 CALL BACK PAY .................................................................................... 37 SECTION 2.9 ON CALL (STANDBY) PAY .................................................................... 37 SECTION 2.10 AUTOMOBILE ALLOWANCE ............................................................... 37 SECTION 2.11 PHONE ALLOWANCE .......................................................................... 37 SECTION 2.12 SALARY AND WAGE SCHEDULES ..................................................... 38 SECTION 2.13 ADVANCEMENT WITHIN THE SCHEDULE ......................................... 38 SECTION 2.14 CHANGES IN EMPLOYMENT STATUS ............................................... 38 SECTION 2.15 TRAVEL EXPENSES ............................................................................ 40 SECTION 2.16 EDUCATIONAL EXPENSE REIMBURSEMENT ................................... 40 CHAPTER 3 EMPLOYEE BENEFITS ...................................................................................... 41 SECTION 3.1 HOLIDAYS .............................................................................................. 41 SECTION 3.2 WINTER HOLIDAY CLOSURE ............................................................... 41 SECTION 3.3 INSURANCE BENEFITS ........................................................................ 42 SECTION 3.4 RETIREMENT BENEFITS ...................................................................... 44 SECTION 3.5 TEMPORARY PART-TIME EMPLOYEES .............................................. 46 CHAPTER 4 - LEAVE OF ABSENCE ...................................................................................... 47 SECTION 4.1 GENERAL INFORMATION ..................................................................... 47 SECTION 4.2 VACATION ............................................................................................. 47 SECTION 4.3 SICK LEAVE ........................................................................................... 49 SECTION 4.4 FAMILY CARE AND MEDICAL LEAVE; PREGNANCY DISABILITY LEAVE; MILITARY FAMILY LEAVE; NEW PARENT LEAVE ................. 50 SECTION 4.5 CIVIL AIR PATROL LEAVE .................................................................... 50 SECTION 4.6 CRIME VICTIMS’ LEAVE ........................................................................ 51 SECTION 4.7 VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT ............... 51 SECTION 4.8 MILITARY LEAVE ................................................................................... 51 SECTION 4.9 ORGAN AND BONE MARROW DONATION LEAVE .............................. 51 1075
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SECTION 4.10 SCHOOL ACTIVITIES/SCHOOL APPEARANCE LEAVE ..................... 51 SECTION 4.11 VOLUNTEER FIREFIGHTERS, RESERVE

PEACE OFFICERS, AND EMERGENCY RESCUE PERSONNEL
LEAVE 52
SECTION 4.12 VOTING LEAVE.................................................................................... 53 SECTION 4.13 PERSONAL LEAVE OF ABSENCE WITHOUT PAY ............................. 53 SECTION 4.14 JURY DUTY OR WITNESS APPEARANCE LEAVE ............................. 54 SECTION 4.15 MANAGEMENT LEAVE ........................................................................ 54 SECTION 4.16 BEREAVEMENT LEAVE ...................................................................... 55 SECTION 4.17 INDUSTRIAL ILLNESS AND/OR INJURY LEAVE ................................ 56 SECTION 4.18 FITNESS FOR DUTY LEAVE AND EXAMINATION ............................. 57 CHAPTER 5 – EMPLOYEE CONDUCT, DISCIPLINE AND DISCIPLINARY APPEALS ......... 60 SECTION 5.1 GENERAL POLICY STATEMENT .......................................................... 60 SECTION 5.2 TYPES OF DISCIPLINARY ACTIONS .................................................... 60 SECTION 5.3 GROUNDS FOR DISCIPLINARY ACTION ............................................. 61 SECTION 5.4 DISCIPLINING AUTHORITY................................................................... 63 SECTION 5.5 MAJOR AND MINOR DISCIPLINE ......................................................... 63 SECTION 5.6 DISCIPLINARY PROCEDURES ............................................................. 64 SECTION 5.7 APPEAL PROCEDURES ........................................................................ 66 SECTION 5.8 PLACEMENT ON PAID ADMINISTRATIVE LEAVE PENDING DETERMINATION OF DISCIPLINARY ACTION .................................... 68 SECTION 5.9 TIME EXTENSIONS ............................................................................... 69 SECTION 5.10 DELIVERY OF NOTICES ..................................................................... 69 SECTION 5.11 DISCIPLINARY RECORDS .................................................................. 69 CHAPTER 6 – EMPLOYEE SAFETY ....................................................................................... 70 SECTION 6.1 DRUG- AND ALCOHOL-FREE WORKPLACE ....................................... 70 SECTION 6.2 EMPLOYEE SAFETY ............................................................................. 70 CHAPTER 7 – SEPARATION FROM EMPLOYMENT AND FURLOUGH ................................ 72 SECTION 7.1 RESIGNATION/RETIREMENT ............................................................... 72 SECTION 7.2 LAYOFF .................................................................................................. 72 SECTION 7.3 ABANDONMENT OF EMPLOYMENT .................................................... 74 SECTION 7.4 FURLOUGH AND REDUCTION OF HOURS .......................................... 74 ACKNOWLEDGEMENT OF RECEIPT ..................................................................................... 78 1076
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INTRODUCTION
This Personnel Policies and Procedures Manual (“Manual”) applies to all employees of the City of Eastvale (“City”) and to others as indicated. An “employee” is generally defined as an individual whose work is within the usual course of the City’s business, and directed and controlled, or is subject to the direction or control, by the City with respect to the final results of the work and the details of when, where and how the work is to be done. This Manual contains Employment Policies of the City. Each Cit y employee is responsible for knowing and understanding its contents. In addition, each City employee is responsible for knowing, understanding, and adhering to any specific departmental policy.

Violations of the provisions of this Manual may be addressed as a performance matter and be grounds for disciplinary action. A violation will not make disciplinary action mandatory but will be given such weight as the City determines to be appropriate in view of all the circumstances Except as otherwise provided, any duties, responsibilities, powers, and authority granted by this Manual or the Personnel Ordinance to any person may be delegated, in writing, to another employee at the discretion of the delegating individual.

Nothing in this Manual shall be deemed to create a vested contractual right for any employee.

Amendments and revisions shall become effective upon adoption by the City Council, or at a later date specified by the City Council when adopting the amendments and revisions. If the terms and provisions of this Manual are inconsistent or in conflict with the terms and provisions of any prior City Personnel Policies and Procedures, resolutions, regulations, and/or policies governing the same subject, the terms of this Manual will prevail and such inconsistent or conflicting provisions or prior rules, resolutions, regulations, and/or policies are hereby repealed.

The City Manager is authorized to issue written guidelines to implement and enforce this Manual, and to make adjustments to avoid or eliminate inequities resulting from its application. Such guidelines shall have the City’s best interests as their paramount concern, and shall be consistent with applicable state and federal guidelines. The City Manager may delegate any of the powers and duties conferred upon the City Manager as the Personnel Officer to any other officer or employee of the City or may recommend that such powers and duties shall be performed under contract.

In the event of a conflict between this Manual and an Administrative Policy or a Department’s policy or procedure, this Manual shall control.

When any local, state, or federal ordinance, regulation, or law that is incorporated in this Manual or upon which this Manual relies is amended, this Manual shall be deemed amended in conformance with those amendments.

If any section, subsection, sentence, clause, or phrase of this Manual is found to be illegal by a court of competent jurisdiction, such findings shall not affect the validity of the remaining portions of this Manual.

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ORGANIZATION
The City was incorporated as a City on October 1, 2010. The City is governed by a City Council, consisting of five (5) persons, each elected for a term of four (4) years. The City Council generally meets twice a month, on the 2nd and 4th Wednesday of each month, unless otherwise directed by the City Council.

The City Council adopts policies and specifies what City services are to be provided to City residents. Some of the services that the City provides includes public safety services (Police [through contract with the Riverside County Sheriff’s Department] and Fire [through contract with CalFire]), Building and Safety Services, Animal Control (through contract with Riverside County), Planning and Public Works.

The City Council’s policies are implemented by the City Manager, who is directly responsible to the City Council for the administration and implementation of the Council policies and priorities.

To assist the City Manager, the City employs a staff of administrative, technical and field personnel. The City further utilizes contractors to provide a number of City services. Contractors are not City employees.

The City’s activities and services are divided into functional departments, with Department Heads assigned to each department.
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DEFINITIONS
General Definition: All words and terms used in this Manual and in any personnel policies or procedures are intended to be defined as they are normally and generally defined in the field of personnel administration, unless a specific definition is provided in this Manual.

Specific Definitions:

Acting Appointment: An interim appointment of a current City employee by the City Manager to temporarily perform the full duties of a position with a higher maximum base rate of pay.

City: The City of Eastvale.

City Council: The City Council of the City of Eastvale.

Class/Class of position/Classification: All positions sufficiently similar in duties, authority, qualifications, and responsibility, to permit grouping under a common title in the application with equity of common standards of selection, transfer, demotion, and salary.

Compensation: The salary, wage, allowance, and all other forms of valuable consideration earned by or paid to any employee by reason of service in any position, but does not include expenses authorized and incurred incidental to employment.

Classified Service: means the offices, positions and employments in the service of the City which are included or which may hereafter be included under the classified service system by ordinance, except the following: 1) Elected officers; 2) Members of appointed boards, com missions and committees; 3) Persons engaged under contract to supply expert, professional, or technical services for a definite period of time; 4) Volunteer personnel; 5) City Manager; 6) City Attorney; 7) Department heads; and 8) Employ ees serving in hourly, temporary, provisional, part -time, or seasonal appointments.

City Manager: The City Manager of the City of Eastvale or designee.

Days: Calendar days unless stated otherwise in these Rules.

Domestic Partner/Registered Domestic Partner: Means a member of a registered domestic partnership under California law.

Eligibility List: A list that contains the names of successful applicants according to their relative performance in the examination process and other terms set forth in this Manual. The applicants may be ranked in descending final ratings based on average scores through the interview process.

Eligibles: Persons who have taken an open- competitive examination or promotional examination and have qualified for placement on an eligibility list. 1079
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Full-Time Employees: Employees who hold budgeted positions that normally require a 40-hour work week or that have been approved by the City Council to be a full - time position.

Furlough: Temporary, involuntary, non- disciplinary employee absence from duty that may be implemented by the City in addition to, or as an alternative to, layoff or other cost saving measures. Furlough time does not constitute a break in service for purposes of these Rules.

Human Resources and Risk Management Director: The Human Resources and Risk Management Director or designee.

Job Description: A written description of a class, identifying factors and conditions which are essential characteristics of the class, including the title, examples of duties and responsibilities which are typical of positions in the class, any factors or conditions which distinguish it from other classes, and necessary or desirable qualifications to perform the duties of positions in the class.

Lay-Off: The separation of employees from the active work force due to lack of work or funds, or organizational changes, or to the abolition of positions by the City Council for any of those reasons.

Management: means the group of full -time, at -will appointments, exempt – executive employees appointed by the City Manager and including the City Manager.

Part-Time Employees: Employees who hold positions normally requiring fewer than 40 hours worked per week or fewer than 80 hours worked per pay period. Part -time employees are not subject to the terms and conditions of the following sections of this Manual: 1) Section 1.6 Recruitment; 2) Section 1.9 Probation; 3) Section 1.18 Telecommuting; 4) Section 2.6 Bi -lingual Pay; 5) Section 2.7 Temporary Assignments; 6) Section 2.8 Call Back Pay; 7) Section 2.9 On Call (Standby) Pay; 8) Section 2.10 Car Allowance; 9) Section 2.11 Phone Allowance; 10) Section 3.1 Holidays; 11) Section 3.4 Retirement; 12) Section 4.2 Vacation; 13) Section 4.3 Sick Leave; 14) Section 4.13 Personal Leave of Absence without Pay; 15) Section

4.14 Jury Duty; 16) Section 4.16 Bereavement Leave; and 17) Chapter 5.

Personnel Officer: The City Manager is the Personnel Officer for all City employees, except for all positions for which appointing authority is reserved by the City Council or as otherwise provided in the Municipal Code. The City Manager may delegate their appointing authority to a Department Head Position: A group of duties and responsibilities assigned to an employee.

Probationary Period: An integral part of the selection process during which an employee is required to demonstrate fitness for his/her position based on actual performance of the duties of the position.

Reclassification: The reassignment of one position in a class to a different class by the City Manager in accordance with this Manual.
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Reemployment List: A list of names of laid off employees, who may have reinstatement rights, for a specific classification or position.

Regular Full Time or Regular Part Time Employee: An employee in the classified service who has successfully completed the probationary period and has been retained in accordance with this Manual.

Resignation: The voluntary separation of a City employee from the City service. A written resignation is accepted upon receipt by the City and may not be withdrawn except by authorization of the City Manager when it is deemed that the City’s best interests are served by permitting resignation withdrawal.

Salary Rate/Base Salary Rate: The dollar amount paid to an employee in accordance with the salary range for the employee’s class, exclusive of any overtime compensation, stipends, premium pay, or other wage augments.

Temporary Employee: A person who is employed by the City for a limited period of time for a specified, limited purpose. Temporary Employees may not work more than 1,000 hours per fiscal year, and full-time Temporary Employees may not work for longer than 6 continuous months. Temporary Employees are eligible for only those benefits required by applicable State and Federal laws. Temporary Employees are at-will employees and may be separated from employment at any time with or without cause. Temporary Employees are not subject to the terms and conditions of the following sections of this Manual: 1) Section 1.6 Recruitment; 2) Section 1.9 Probation; 3) Section 1.18 Telecommuting; 4) Section 2.6 Bi -lingual Pay; 5) Section 2.7 Temporary Assignments; 6) Section 2.8 Call Back Pay; 7) Section 2.9 On Call (Standby) Pay; 8) Section 2.10 Car Allowance; 9) Section 2.11 Phone Allowance; 10) Section 3.1 Holidays; 11) Section 3.4 Retirement; 12) Section 4.2 Vacation; 13) Section 4.3 Sick Leave; 14) Section 4.13 Personal Leave of Absence without Pay; 15) Section 4.14 Jury Duty; 16) Section 4.16 Bereavement Leave; and 17) Chapter 5.
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6 CHAPTER 1 - EMPLOYMENT
SECTION 1.1 EQUAL EMPLOYMENT OPPORTUNITY
The City is an equal opportunity employer and makes employment decisions on the basis of merit.

The City wants to have the best available persons in every job. The City’s policy prohibits unlawful discrimination based on race, religious creed, color, national origin, ancestry, sex, age over 40, physical or mental disability, medical condition , pregnancy (including childbirth and related medical conditions or disabilities), sexual orientation, marital status, gender identity, gender expression, genetic characteristics or information, military or veteran’s status, reproductive health decision making, and/or any other category protected by federal and/or state law. It also prohibits unlawful discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of t hose characteristics, and any other basis protected by federal, state or local law or ordinance or regulation. The City is committed to treating all employees equally and fairly regardless of these actual or perceived characteristics or associations. All such discrimination is prohibited. This policy applies to all City employees, applicants, interns, volunteers and persons providing services pursuant to a contract.

SECTION 1.2 POLICY PROHIBITING DISCRIMINATION, HARASSMENT, AND RETALIATION The City’s policy prohibits unlawful harassment and discrimination based upon an applicant or employee’s race, genetic information, religion, creed, color, sex, gender, gender identity, gender expression, sexual orientation, national origin, ancestry, military or veteran status, marital status, pregnancy, reproductive health decision- making, childbirth, breastfeeding, or a related medical condition, age over 40, medical condition, physical or mental disability or any other classification protected under state, federal, or local law.

The City also prohibits unlawful harassment and discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. In addition, the City prohi bits retaliation because of the applicant or employee’s opposition to a practice he/she reasonably believes to constitute employment discrimination or harassment or because of his/her employee’s participation in an employment investigation, proceeding or hearing.

Applicants or employees who believe they have been harassed, discriminated against, or retaliated against, should report that conduct in accordance with the City’s complaint procedures.

Applicants and employees should review the City’s complete Policy Prohibiting Discrimination, Harassment and Retaliation Policy.

SECTION 1.3 DISABLED APPLICANTS AND EMPLOYEES
The City has a commitment to ensure equal opportunities for disabled applicants and City employees. Every reasonable effort will be made to provide an accessible work environment for such employees and applicants. Employment practices (e.g., hiring, traini ng, testing, transfer, promotion, compensation, benefits, and disciplinary action) will not discriminate against disabled employees or applicants. The City provides employment-related reasonable accommodations to qualified individuals with disabilities within the meaning of the California Fair Employment and Housing Act ("FEHA") and the Americans with Disabilities Act ("ADA"). 1082
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7 1.3.1 Request for Accommodation
An applicant or employee who desires a reasonable accommodation to perform essential job functions should make such a request in writing to Human Resources and Risk Management.

The request must identify: a) the job -related functions at issue; and b) the desired accommodation(s). Reasonable accommodation can include, but is not limited to job restructuring, reassignment to a vacant position for which the employee is qualified, and making facilities accessible. In accordance with applicable law, the City may permit use of accrued leave or authorize a temporary unpaid leave as a reasonable accommodation, if such leave is reasonably expected to result in the employee’s return to work, with or without additional reasonable accommodation.

1.3.2 Reasonable Documentation of Disability
Following receipt of the request, Human Resources and Risk Management may require additional information, such as reasonable documentation of the existence of a disability or additional explanation as to the effect of the disability on the employee’s ability to perform the employee’s essential functions, but will not require disclosure of diagnosis or genetic history.

1.3.3 Interactive Process
The City will engage in the interactive process, as defined by the FEHA and ADA, to determine whether an applicant or employee is able to perform the essential functions of the position sought or currently held. During this process, the City will examine potential reasonable accommodations that will make it possible for the employee or applicant to so perform. Such interactive process will include a meeting with the employee or applicant, the City, their representatives (if any), and, if necessary, the employee or applicant’s health care provider.

1.3.4 Case-by-Case Determination
The City determines, in its sole discretion, whether reasonable accommodations(s) can be made, and the type of reasonable accommodations(s) to provide. The City will not provide an accommodation that would pose an undue hardship upon the City or that is not required by law.

The City will inform the employee of any decisions made under this section in writing.

1.3.5 Fitness for Duty Leave
While the City is engaged in the interactive process with an employee, the City may require that the employee be placed on a fitness for duty leave in accordance with Section 4.18.

SECTION 1.4 ACCOMMODATION FOR SINCERELY HELD RELIGIOUS BELIEF The City will make reasonable accommodations to the known sincerely held religious beliefs of a person during the hiring process and in the course of employment, if the accommodation would resolve a conflict between the person’s religious beliefs, unless doing so would impose an undue hardship on the City. The following procedure shall apply:

1.4.1 Procedure for Requesting a Religious Accommodation.

If a person believes that a religious accommodation is necessary, the person should submit a request for accommodation to Human Resources and Risk Management. This request may be 1083
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8 made orally or in writing, however the City encourages written requests. Such requests should include the following relevant information:
a. A description of the accommodation requested;
b. The reason the accommodation is necessary; and
c. A description as to how the accommodation will resolve the conflict between the person’s religious beliefs or practices and the City’s application or employment requirements for the corresponding position.

Upon receiving the request, the City will invite the person to a meeting to explore potential accommodations that could resolve the conflict between the person’s religious beliefs and the City’s application or employment requirements for the corresponding position. The City may provide the person’s requested accommodation or may provide an alternative reasonable accommodation based on the City’s discretion, to the extent that an effective accommodation is available without imposing undue hardship on the City.

SECTION 1.5 LACTATION ACCOMMODATION
a. In accordance with applicable state and federal law, an employee who needs to express breast milk for the employee’s infant child will be permitted to take a reasonable amount of break time for that purpose, as a lactation accommodation. The break time must, if possible, run concurrently with any break time already provided to the employee. For non -exempt employees, break time that takes place outside of authorized paid rest time is unpaid. To the extent that break time would seriously disrupt the City’s operations, the City may limit the employee’s use of such time.
b. An employee seeking lactation accommodation must contact Human Resources and Risk Management by email, or via other written communication. The City will respond via email or other written document within a reasonable period of time to acknowledge the request.

Before implementing a lactation accommodation, the City will request input from the employee and the employee’s supervisor(s) regarding the anticipated timing of lactation break(s) and proposed location(s) for taking lactation breaks.
c. Following such a request, the City will provide written details to the employee regarding the terms of the lactation accommodation, which will include:
(i) Identification of a space, other than a bathroom, that is in close proximity to the employee’s work area, is safe, clean, free of hazardous materials, and that is shielded from view and free from intrusion while the employee is expressing milk. (A) The City will also ensure that the space contains a place to sit and a surface to place a breast pump and personal items and contains access to electricity or alternative devices (such as extension cords or charging stations) needed to operate an electric or battery-powered breast pump.
(B) If the designated space is a room that may also be used for purposes other than lactation, the City will ensure that the use of the room for expression of milk will take priority over other uses.
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9 (ii) Identification of a sink with running water and a refrigerator (or other cooling device suitable for storing expressed milk) that are in close proximity to the employee’s work area and that will be accessible for the employee’s use.

SECTION 1.6 RECRUITMENT/SELECTION OF EMPLOYEES
All persons considered for employment with the City shall be qualified to perform the duties of the position for which they may be employed. No individual who has served as an elected or appointed member of a legislative body of the City will be considered for employment with the City unless that individual is no longer serving as an elected or appointed official of the City and a period of one year has passed since their service as an elected or appointed official terminated.

As set forth in greater detail below, all new employees may, depending upon the job applied for, be required to undergo fingerprinting, background check, medical and/or psychological exams, polygraphs, and pre-employment drug testing before reporting for work. All employees shall be required to sign an Oath of Office pursuant to State law.

All new employees must provide and maintain necessary documentation to prove identity and the right to work in the United States in accordance with Federal and State Immigration and Naturalization laws (per I -9 Form). Failure to provide such documentation will result in disqualification from selection and/or grounds for immediate termination.

These steps establish a procedure for all phases of the employment process for regular full time and regular part- time employees. The City Manager, or designee, will administer and coordinate the hiring process for all position vacancies to ensure compliance with contractual, legal and equal employment opportunity requirements. All such hiring efforts are conducted in the spirit of equal opportunity and non- discrimination.

All regular full -time and regular part -time City appointments and promotions shall be based on merit and fitness and will be determined by the results of any or all of the following testing procedures: written test, practical skills examination, and/or oral interview.

1.6.1 Internal Recruitment
The City Manager, or designee, may first consider recruitment from within the City. Recruiting from within the City is considered an internal recruitment and must be recommended by the Department Head and approved by the City Manager.

It is the policy of the City to recruit from within the City organization whenever feasible and consistent with the City’s interests of developing and retaining talent. Electronic job-flyers will be prepared and disseminated to employees informing them of current openings, and qualified employees are encouraged to apply.

Full-time and part-time employees interested in internal opportunities shall follow the procedures below:
a. Employee(s) may submit a completed City Employment Application to Human Resources and Risk Management, by the position’s stated closing date. A supplemental questionnaire may also be required, as noted on the electronic job flyer. 1085
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10 b. The Human Resources and Risk Management Director will notify the employee(s) if he/she will be interviewed or tested for the position. c. After successfully completing the selection process, and upon the City Manager’s approval, the selected employee(s) will be notified of their appointment to the position(s). d. Open Recruitment
e. If an internal recruitment is not recommended or approved, the Human Resources and Risk Management Director, will seek candidates through a recruitment open to internal and external candidates.

The Human Resources and Risk Management Director will determine the best method for seeking candidates through open recruitment, including, but not limited to any of the following procedures:
job announcements in print and online, mailing lists and/or advertisements through professional associations and related outreach.

1.6.2 Examination Process
Examinations shall be conducted to assist with the selection of qualified candidates. Test selection techniques will examine the qualifications of the candidates. Tests may include, but are not limited to, written tests, personal interviews, performance tests, physical agility tests, evaluation of daily work performance, work samples, or any combination of these. All examinations given will be job related and designed to determine a candidate’s knowledge, skills, and abilities to perform the essential job functions.

Pre- employment physical, medical, psychological, drug and alcohol tests may be given as part of any examination if required for performing the essential job functions. Any such examinations will be performed only after a conditional offer of employment has been made.

The City Manager, or designee, will ensure that all examination results remain confidential and that reasonable accommodations are made in examinations for persons with disabilities under the ADA and/or FEHA, when needed.

1.6.3 Interview Process
The employment interview is a significant part of the selection process. The interviewer’s function is to discover a candidate’s knowledge, skills, and abilities to perform the essential job functions.

Certain guidelines must be observed to ensure compliance with State and Federal laws and to maximize the reliability of the interview process.

Interview questions must be job-related and designed to measure a candidate’s job knowledge, experience and education necessary to perform the essential job functions.

All interview panel members, if utilized by the City Manager, will be informed of the position responsibilities and requirements and each panel member must independently rate candidates using an objective measurement scale developed by the City.

Only the most highly rated candidate (s) will be considered for final evaluation and review. 1086
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11 1.6.4 Reference Check
Before an offer of employment is extended, the City shall conduct a reference check on any candidate. The purpose of the reference check is to verify prior employment duties, dates of employment, performance record, attendance record, and any other pertinent information.

1.6.5 Criminal Conviction History
Except as otherwise required by law, the City will only inquire about criminal conviction history after it has issued a conditional offer of employment. Applicants who receive a conditional offer of employment may be requested to be fingerprinted and/or undergo a background screening, as part of the examination process. Refusal of an applicant or employee to be fingerprinted, failure to report for fingerprinting or failure to provide such information as is necessary to conduct a background check will be sufficient cause for disqualification for employment or termination from employment.

1.6.6 Rejection
The City may reject an applicant, at any point in the recruitment or hiring process, under any of the following circumstances:
a. The applicant does not possess the minimum qualifications required for the position;
b. The applicant failed to submit a complete application; c. The applicant has made any false statement, misrepresentation, or omission of any material fact, or who had practiced, or attempted to practice, any deception or fraud in the person’s application;
d. The applicant has not signed the application under penalty of perjury; e. The applicant did not submit the application in a timely manner; f. The applicant has otherwise violated provisions of these Rules; or g. The applicant has demonstrated other reasons which would indicate that the applicant is unfit for the position.

Applicants disqualified from further participation in the selection process will be promptly notified to permit submission of additional information provided that the time limit for receiving applications has not expired. Notice will be e-mailed to the last known e-mail address; it will be the applicant’s responsibility to keep the applicant’s current e- mail address on file. Whenever an application is rejected, Human Resources and Risk Management will e- mail notice of such rejection to the applicant.

In addition, applicants with the least desirable background or qualifications among a large number of applicants may be denied further participation in the selection process through an evaluation of their qualifications, thus providing a reasonable number of the best qualified candidates for consideration.
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12 1.6.7 Candidate Notification
After references are verified and a decision to provide a conditional job offer is made, the City will notify the selected candidate, in writing, and make an employment offer, contingent upon passing required health screening as defined in Section 1.7 below and successful completion of a criminal history check as provided in Section 1.6.5 above, as may be applicable. Once the candidate successfully completes the medical examination and criminal history check, as may be applicable, all other candidates, if any, will be notified in writing that they were not selected for the position and that they will remain on the eligibility list for a one year period.

SECTION 1.7 MEDICAL EXAMINATIONS
Following a conditional offer of employment, prospective employees may be required to complete a job related pre-employment medical examination. The City may require that employees take a psychological and/or a medical examination, as it deems necessary i n order to determine employees to be mentally and physically capable of performing the essential functions of the job.

Conditional offers of employment are made contingent upon passing this medical examination, however, the City will make reasonable accom modations to the special needs of any disabled individual as required by law. A licensed health care provider chosen by the City will perform such examination without cost to the prospective employee. The prospective employee will be required to complete a medical history questionnaire and a medical records release as necessary to facilitate the examination. The health care provider will indicate the employee’s fitness for employment on the examination form. Depending on the essential functions of a pos ition, a medical examination may be required for:
a. Applicants who have received a conditional offer of employment; b. Employees seeking a transfer from one position requiring general physical abilities to another position requiring physical abilities of a more different nature; c. Employees returning to work from a medical leave of absence. The physician conducting the medical examination will be supplied with a current job description indicating the essential functions of the position; or
d. When a supervisor observes or receives a reliable report of an employee’s possible lack of fitness for duty. Observations and reports may be based on, but are not limited to, employee’s own self -report of potential unfitness, dexterity, coordination, aler tness, speech, vision acuity, concentration, response to criticism, interactions with the public, co -workers, and supervisors.

1.7.2 Confidentiality.

The results of all medical examinations will be kept confidential. Examination results for newly hired employees and employees transferring to another position will be kept in the employee’s confidential medical file. No employee will hold any position in which the employee is not able to perform the essential functions of the job, with or without reasonable accommodation. 1088 City of Eastvale Personnel
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13 1.7.3 Regulatory Compliance.

Certain employees are subject to regulations issued by the Department of Transportation and/or the California Department of Motor Vehicles. All such employees must meet the standards set forth in those regulations as part of the hiring process and as part of continued employment.

SECTION 1.8 NEPOTISM AND CONSENSUAL ROMANTIC RELATIONSHIPS

1.8.1 Nepotism
a. Definitions:
(i) Applicant. A person who applies for a position at the City and is not a Current Employee.
(ii) Change of Status. A change in the legal status or personnel status of one or more Current Employees.
(A) Changes in legal status include but are not limited to marriage, divorce, separation, or any such change through which a Current Employee becomes a Family Member or ceases to be a Family Member of another Current Employee. (B) Changes in personnel status include but are not limited to promotion, demotion, transfer, resignation, retirement or termination of a Current Employee who is a Family Member of another Current Employee.
(iii) Current Employee . A person who is presently a City employee, or an elected or appointed City official.
(iv) Direct Supervision. One or more of the following roles, undertaken on a regular, acting, overtime, or other basis shall constitute Direct Supervision:
(A) Occupying a position in an employee’s line of supervision; or (B) Functional supervision, such as a lead worker, crew leader, or shift supervisor; or
(v) Participating in personnel actions including, but not limited to, appointment, transfer, promotion, demotion, layoff, suspension, termination, assignments, approval of merit increases, evaluations, and grievance adjustments.
(vi) Family Member. A spouse, domestic partner, parent, parent -in-law, step- parent, legal guardian, sister, step-sister, sister-in-law, brother, step-brother, brother-in-law, child, step-child, legal ward, daughter-in-law, son-in-law, grandchild, or grandparent. (vii) Prohibited Conduct. Conduct by Family Members including, but not limited to, one or more of the following:
(A) Participation directly or indirectly in the recruitment or selection process for a position for which a Family Member is an Applicant. 1089
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14 (B) Direct Supervision of a Family Member that does not comply with limitations set forth in this policy;
(C) Conduct by one or more Family Members that has an adverse effect on supervision, safety, security or morale.
b. Applicants for Employment.
(i) Right to Apply . No qualified Applicant may be denied the right to file an application for employment and compete in the examination process. However, consistent with this policy, the City may reasonably regulate, condition, or prohibit the employment of an Applicant. (ii) Disclosure of Relationship. Each Applicant is required to disclose the identity of any Family Member who is a Current Employee. (iii) Review of Human Resources and Risk Management Director . For each Applicant who has a Family Member who is a Current Employee, the Human Resources and Risk Management Director shall assess whether any of the following circumstances exist:
(A) Business reasons of supervision, safety, security or morale warrant the City’s refusal to place the Applicant under Direct Supervision by the Family Member; or (B) Business reasons of supervision, security, or morale that involve potential conflicts of interest or other hazards that are greater for Family Members than for other employees, which warrant the City’s refusal to permit employment of Family Members in the same department, division, or facility.
(iv) Decision of the Human Resources and Risk Management Director . If the Human Resources and Risk Management Director determines that either of the above circumstances exist, the Human Resources and Risk Management Director shall exercise his or her discretion to either reject the Applicant or consider the Applicant for employment in a position that does not present either of the above circumstances. (A) Following examination, if the Applicant is successfully certified as eligible pursuant to Section 1.6.7, he or she may be employed in a position for which the Human Resources and Risk Management Director has determined that neither circumstance exists pursuant to Section 1.8.1.b.iii above.
(B) When an eligible Applicant is refused appointment by virtue of this section, his or her name shall remain on any employment list that has been created for openings in the same classification. For each opening, the Human Resources and Risk Management Director shall make a determination consistent with Section 1.8.1.b.iii above. c. Guidelines for Current Employees.
(i) Employees shall report a Change of Status to the Human Resources and Risk Management Director within a reasonable time after the effective date of the Change of Status. Wherever feasible, Employees shall report a Change of Status in advance of the effective date.
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15 (ii) Within thirty days from receipt of notice, the Human Resources and Risk Management Director shall undertake a case- by-case consideration and individualized assessment of the particular work situation to determine whether the Change of Status has the potential for creating an adverse impact on supervision, safety, security, or morale. (A) The Human Resources and Risk Management Director shall consult with the affected Department Head to make a good faith effort to regulate, transfer, condition or assign duties in such a way as to minimize potential problems of supervision, safety, security, or morale.
(B) Notwithstanding the above provisions, the City retains the right to exercise its discretion to determine that the potential for creating an adverse impact on supervision, safety, security, or morale cannot be sufficiently minimized and to take further action as set forth in Section 1.8.1.d.ii below.
d. Monitoring by Department Head.
(i) Following a Change of Status or new hire of a Family Member, affected Department Heads shall reasonably monitor and regulate both Family Members’ conduct and performance for a period of one year from the date of the Human Resources and Risk Management Director ’s determination. The Department Head shall document these actions.

Successive Department Heads may re-visit such a determination at their discretion. (ii) If the Department Head determines, subject to any applicable requirements of due process, that an employee has engaged in Prohibited Conduct, the Department Head shall re-visit the Human Resources and Risk Management Director’s determination. Depending on the severity of the Prohibited Conduct, the Department Head may recommend that the Human Resources and Risk Management Director take one or more of the following additional measures:
(A) Transfer one of the Family Members to a similar position that would not be in violation of this policy. The transfer will be granted provided the Family Member qualifies and there is an opening to be filled. There can be no guarantee that the new position will be within the same classification or at the same salary level. (B) If the situation cannot be resolved by transfer, one of the Family Members must separate from City employment. If one of the employees does not voluntarily resign, the employee with primary responsibility for the Prohibited Conduct will be discharged. (iii) Department Heads who receive complaints from other employees that one or more Family Members has engaged in Prohibited Conduct shall respond in accordance with existing complaint and disciplinary procedures, where applicable. (iv) Where situations exist prior to the effective date of this policy that may be in conflict with this policy , every effort shall be made to reasonably address the situation so as to avoid any future conflict.
e. Appeal of Human Resources and Risk Management Director Determination.

Current Employees and Applicants affected by the application of this policy, may appeal the action to the Human Resources and Risk Management Director within ten days of the action. The Human Resources and Risk Management Director shall hear the individual’s concerns and issue a written decision within 30 days of receipt of the individual’s appeal. An individual who is dissatisfied with 1091
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16 the Human Resources and Risk Management Director’s decision may appeal to the City Manager within five days of receipt of the Human Resources and Risk Management Director ’s decision.

The City Manager shall hear the individual’s concerns and issue a written decision within 30 days of the receipt of the individual’s appeal. The decision of the City Manager is final, and no other appeal may be had unless the employee is entit led to further administrative appeal under other provisions of this Manual.
f. Employee Complaints. Employees who believe that they have been adversely affected by Prohibited Conduct by one or more Family Member should submit complaints to a Department Head or to the Human Resources and Risk Management Director. g. Savings Clause. Should any provision of this policy, or any application thereof, be unlawful by virtue of any federal, state, or local laws and regulations, or by court decision, such provision shall be effective and implemented only to the extent permitted by such law, regulation or court decision, but in all other aspects, the provisions of this Article shall continue in full force and effect.

1.8.2 Consensual Romantic Relationships Between Employees a. General. Consensual romantic or sexual relationships between City employees can lead to misunderstandings, complaints of favoritism, adverse effects on employee morale, and possible claims of sexual harassment during or after termination of the relationship. As a result, such relationships present existing or potential conflicts that adversely affect efficient operation of the City. Relationships that present an actual conflict under this Section are therefore prohibited.
b. Application. This section shall apply to all City employees, regardless of gender or sexual orientation, who have a romantic or sexual relationship with another City employee. The provisions of Section 1 .8.1 regarding nepotism shall govern employees who marry or become domestic partners with another City employee.
c. Definition of Conflict . For purposes of this section, a conflict exists if business issues of supervision, safety, security, and/or morale would be impacted by a romantic or sexual relationship between two employees.
d. Supervisor’s Duty to Report. If a romantic or sexual relationship exists between a Supervisor and another employee (including another Supervisor), the Supervisor shall promptly disclose the relationship to the Human Resources and Risk Management Director and request a determination as to whether the relationship presents a conflict. The disclosure must identify the names and positions of both employees. A Supervisor’s failure to comply with this section shall be grounds for discipline up to and including termination. e. Determination by Human Resources and Risk Management Director . Within five working days, the Human Resources and Risk Management Director shall issue a written determination as to whether the relationship presents a conflict, and is thereby prohibited. The Human Resources and Risk Management Director , in consultation with the City Manager, shall have exclusive discretion in making the determination.
f. Resolution of Conflicts. Subject to limitations imposed by the Municipal Code and applicable provisions of this Manual, the City Manager or designee will attempt in good faith to work with the Supervisor and the other employee to consider options to eliminate the conflict, 1092
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17 including removing the Supervisory authority that created the conflict, reassignment, transfer or voluntary demotion of a Supervisory employee, or where the City Manager or designee determines that modification of a Supervisor’s assignment is not feasible, reassignment, transfer or voluntary demotion of a non- Supervisory employee. The City Manager or designee retains discretion to determine that the conflict may be resolved via voluntary resignation or termination only.
g. Prohibited On-Duty Conduct. All City employees are prohibited from engaging in intimate, physical, or other conduct in furtherance of a romantic or sexual relationship with another City employee at City facilities or assigned work locations, including off -site meetings, conferences, and similar activities. Such conduct is further prohibited during work hours.

Moreover, upon termination of a sexual or romantic relationship with another City employee, employees are prohibited from engaging in behavior that adversely affects the working conditions of any City employee. In general, all employees are expected to observe appropriate standards of workplace conduct in their interactions with other City employees. h. Complaints. Employees who believe that they have been adversely affected by romantic or sexual relationships between City employees should follow the complaint procedures provided under the City’s Policy Against Harassment, Discrimination, and Retaliation. The complaint procedures are available to all employees regardless of their past or present participation in a romantic or sexual relationship with another City employee.

SECTION 1.9 PROBATION
The probationary period is an integral part of the employment process and provides the opportunity to observe the employee’s work and assist the employee’s adjustment to the new position. This section only applies to regular full-time and regular part-time classifications. This section does not apply to at-will management employees.

1.9.1 Duration
All regular employees shall serve probationary periods, and all newly hired employees will serve a minimum one-year probationary period. Employees promoted into a higher-level position shall serve a six- month promotional probationary period. Probationary periods may be extended in accordance with this Manual and as permissible by law.

1.9.2 Rejection of Probationer
When initially hired into a full -time position, every person hired by the City shall be considered probationary until either granted regular status by the City Manager, upon recommendation of the Department Head, or by default at the conclusion of one year . Probationary employees do not have property or vested rights to their position with the City and are considered at-will employees.

During the probationary period, an employee may be rejected at any time by the City Manager without cause and without the r ight of appeal. Notification of rejection in writing shall be served on the probationer and a copy shall be filed with the Human Resources and Risk Management Office.

1.9.3 Extensions
a. Prior to the end of any probation period, the probation period may be extended by a maximum of twelve (12) additional months with the approval of the City Manager, or designee. 1093
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18 b. Periods of time off work during unpaid absences will automatically extend the probationary period by the number of days of the absence. Further, periods of time on paid leave exceeding 20 consecutive working days will extend the probationary period by a c orresponding number of days.
c. The employee will be notified in writing of such an extension.

1.9.4 Rejection from Promotional Probation or Employee Initiated Transfer Any employee rejected during the probationary period following a promotional appointment shall be reinstated to the position from which the employee was promoted if it remains vacant, unless:
a. Charges are filed and the employee is discharged in the manner provided in these rules for positions in the classified service;
b. No vacancy exists for the classification to which the employee would revert; or c. No funding is available in the classification to which the employee would revert.

If there is no vacancy in the employee’s prior position or a similar position or if no such position is funded, the employee may request to be placed on a reemployment list.

1.9.5 Probationary Period Following Demotion, Transfer, Reinstatement or Reemployment a. Demotion. A new 12-month probationary period will be required following demotion, unless waived by the City Manager. When an employee demotes from one department to another department, a new probationary period will be served in the new department. b. Transfer. A new 12-month probationary period will be required following transfer, unless waived by the City Manager. When an employee transfers from one department to another department, a new probationary period will be served in the new department. c. Reinstatement. A new 12- month probationary period will be required upon reinstatement to a position, unless specifically waived in writing by the City Manager d. Reemployment. Persons appointed to positions by reemployment must serve a new 6- month probationary period, unless the appointment is to the same class in the same department where the person previously successfully completed a probationary period.

SECTION 1.10 PERFORMANCE EVALUATION AND PERFORMANCE IMPROVEMENT PLANS
The purpose of the performance evaluation is to accurately assess the employee’s overall job performance, and to set goals with the employee that further job knowledge and enhance skills and abilities. Performance Improvement Plans may be implemented based on the Department Head’s sole discretion, are not disciplinary in nature, and aim to assist employees better perform their job duties.

1.10.1 Performance Evaluation
All regular full-time employees regular part-time employees, and part-time employees will receive a comprehensive performance evaluation from their immediate supervisor annually. The 1094
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19 evaluation period may be extended if the employee takes a leave of absence. Newly hired City employees, who are subject to a probationary period, may receive an optional performance evaluation during the probationary period, generally six (6) months after the hire date at the City Manager’s sole discretion. In the event more than one (1) person supervises an employee , all supervisors are required to participate in the performance evaluation process. Except for the optional performance evaluation during the probationary period, employees may be eligible for a merit increase in conjunction with their annual performance review.

At-will management positions may receive an optional performance evaluation at the City Manager’s discretion.

Performance evaluations will be prepared on a City performance evaluation form, discussed with the employee, and placed in the employee’s personnel file where it can be examined by the employee at reasonable times upon request. An employee may receive additional performance appraisals from time to time whenever it is considered appropriate by the employee’s supervisor(s). Employees will be required to submit their self -evaluation, accomplishments and goals to their supervisor, prior to the preparation of the performance evaluation.

An employee may file a written response to a performance evaluation, regardless of the overall rating, within thirty (30) working days, which will be placed with the evaluation in the employee’s personnel file. The written response shall be prepared by the employee on their own time. City time and resources may not be used to prepare the written response. There is no requirement for management to respond in writing to the employee’s written response. Performance evaluations provided under this section are not subject to appeal or grievance.

1.10.2 Performance Improvement Plans
An employee’s Department Head, or designee, may place an employee on a Performance Improvement Plan (“PIP”) to correct an employee’s failure to meet departmental performance expectations on consistent basis. The PIP is designed to clarify performance expectation for employees. It is a supplement to, not a replacement for, an employee’s job description detailing the employee’s job duties. A PIP will provide employees, among other things, with the following:
1) specific areas for improvement; 2) recommendations regarding strategies to improve the employee’s job performance; 3) periodic evaluation of the employee’s adherence to the PIP; and 4) timeline indicating the PIP’s duration. At the conclusion of a PIP period, one of the following will occur: 1) the PIP will be concluded because the employee has successfully met the expectations; 2) the PIP will be extended; or 3) disciplinary action will be taken.

SECTION 1.11 OUTSIDE EMPLOYMENT, ACTIVITY, OR ENTERPRISE / CONFLICT OF

INTEREST
As a public agency, the City must be particularly sensitive to real, potential, or perceived conflicts of interest. The City expects all employees to adhere to the highest ethical and professional standards. City employees are employed on the condition tha t employment with the City is their primary employment and that they shall not engage in any employment, activity or enterprise for compensation which is inconsistent, incompatible or in conflict with his/her duties, functions or responsibilities as a City employee. The purpose of this policy is to establish guidelines for City employees regarding dual employment or outside activities that may conflict with City employment.

No City employee shall use his/her name as an employee of the City to seek benefit from any commercial or business enterprise. No employee shall approve or utilize the name, uniform or 1095
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20 prestige of the City, or any City department, for any such purpose. Because of their knowledge and expertise, outside employment or other income opportunities may become available to City employees. If an employee is considering such an opportunity, he or she must fully disclose the employment opportunity to the City and to have it carefully reviewed to avoid conflict of interest.

Failure to disclose outside employment or potential business opportunities that may create a conflict of interest is grounds for disciplinary action up to and including termination.

Employees shall notify the City Manager in writing if they are considering the following:
a. Simultaneous employment by any other employer;
b. Participation in an outside business on their own or with others; or c. Involvement in any other outside activity where they receive any form or amount of compensation.

The City Manager or designee shall determine if a conflict exists. If a conflict of interest or scheduling problem exists, the City may terminate the employee’s City employment unless the employee elects to resign from the other employment or outside activity.

An employee’s outside employment, activity or enterprise may be prohibited if it:
a. Involves the use of City time, facilities, equipment and supplies, the badge, uniform prestige or influence of his/her City department or employment for private gain or advantage. b. Involves receipt or acceptance by the employee of any money or other consideration from anyone other than the City for the performance of an act which the employee would be required or expected to render in the regular course or hours of his/her City employment or as a part of his/her duties as a City employee.
c. Involves the performance of an act in other than his/her capacity as a City employee which may later be subject directly or indirectly to the control, inspection, review or audit, or enforcement of any other employee to the department by which he/she is employed. d. Involves such time demands as would render performance of his/her duties as a City employee less efficient.

Procedure for obtaining approval:
a. The employee shall request authorization of outside employment from the employee’s Department Head, or designee by completing the Authorization for Outside Employment Form prior to entering into the requested outside employment. b. The employee’s Department Head, or designee shall authorize outside employment in accordance with this policy. In the event a request for outside employment is denied, written comments will be provided to the employee. c. The employee’s Department Head, or designee shall furnish the requesting employee a copy of the Authorization for Outside Employment indicating approval/denial and forward a copy to the employee’s personnel file.
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21 d. The employee may appeal the decision determining that the outside employment or activity is prohibited to the City Manager by submitting a written appeal to the City Manager within ten days of such determination. Failure of the employee to submit a timely written appeal shall waive the employee’s right to such appeal. The written appeal shall include reasons that the employee believes the determination that the outside employment/activity is not prohibited under this policy.
e. Within ten days of receiving the employee’s written appeal, the City Manager shall issue a decision either affirming or reversing the determination regarding the employee’s outside employment/activity. The City Manager’s decision shall be final and binding and not subject to any further appeal. An employee who continues outside employment/activity after a determination that such outside employment/activity is prohibited is subject to disciplinary action, including and up to termination of employment.

Every public employee who makes or influences governmental decisions is required to submit a Statement of Economic Interest, also known as the Form 700. The Form 700 provides transparency and ensures accountability. It provides necessary information to the public about an employee’s personal financial interests to ensure that officials are making decisions in the best interest of the public and not enhancing their personal finances, and it serves as a reminder to the employee of potential conflicts of inter est so the official can abstain from making or participating in governmental decisions that are deemed conflicts of interest. The City shall determine positions which fall under the above requirements and notify employees accordingly for submittal of initial and annual statements.

SECTION 1.12 TRAINING OF EMPLOYEES

1.12.1 Policy
a. Subject to Department Head approval, City employees are eligible to request specialized training such as conferences, seminars, special courses, etc. at the City’s expense when job related, and where such training also provides a benefit to the City. Training programs may include lectures, courses, demonstrations, webinars, professional association sponsored meetings, or such other examples for the purpose of improving the effectiveness and increasing the knowledge of employees in the performance of their respective duties.

Participation and approval for training shall be at the Department Head’s sole discretion and subject to the limitations of the City’s budgeted resources. The City Manager, Department Heads, and Supervisors shall strive to ensure that employee training res ources are distributed in an equitable manner, while taking into consideration the business necessity of the City for achieving various training needs. Costs associated with training may include registration, lodging, meals, and transportation, on a case- by-case basis. Means of transportation will be recommended and approved by the City Manager in accordance with the City’s administrative policies on Travel and Reimbursement, as they may be amended from time to time.

1.12.2 Mandatory Training
Employees may be required to attend mandatory trainings periodically as determined by the City Manager.
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22 SECTION 1.13 POLITICAL ACTIVITIES OF PUBLIC EMPLOYEES The political activities of City employees are governed by the provisions of Government Code Section 3201, et. seq. In addition and pursuant to Section 3201, City employees are not permitted to participate in any political activity while in the uniform of his/her employment unless on official City business. Further, City employees are not permitted to conduct or engage in any political activity or purpose during those hours that he/she should be discharging the duties of his/her position.

SECTION 1.14 USE OF CAMERAS, VIDEO SURVEILLANCE, AND GPS SYSTEMS The City utilizes video surveillance and camera systems in the workplace for business purposes including the safety and security of employees. Such cameras and video systems are located in open areas and lobbies. Employees do not have an expectation of pri vacy related to the City’s use of these cameras and video surveillance.

The City also maintains GPS devices on all City vehicles. Employees do not have an expectation of privacy related to the City’s use of these GPS devices.

SECTION 1.15 USE OF CITY TECHNOLOGICAL RESOURCES
City employees shall adhere to the City’s administrative policy on Use of City Technological Resources, as such administrative policy may be amended from time to time.

SECTION 1.16 MANAGEMENT PREROGATIVES
The City retains, whether exercised or not, solely and exclusively, all express and inherent rights and authorities with respect to determining the level of, and the manner in which, the City’s activities are conducted, managed and administered. These management rights include, but are not limited to the following:
a. The right and authority to schedule work and/or overtime work. b. The right to direct work. An employee’s job description does not restrict the type of work to which the employee can be assigned.
c. The right to discipline or to discharge employees, where applicable, subject to the procedures set forth in these Rules.
d. The right to determine assignments and to establish methods and processes by which assignments are performed.
e. The right to transfer employees within departments and to positions outside a department in a manner most advantageous to the City.
f. To evaluate employees and to schedule when an employee’s performance evaluation will occur.
g. The right to determine the compensation and benefits that will be paid or provided to employees.
h. The right to make employment decisions.
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23 SECTION 1.17 ACCEPTANCE OF GIFTS
Employees shall adhere to the Political Reform Act and Fair Political Practices Commission (FPPC) regulations with respect to the acceptance and reporting of gifts, and with the City’s administrative policy on Ticket and Pass Distribution, as it may be amended from time to time.

Employees shall not accept compensation of any sort from anyone other than the City as consideration for the performance of an act which the employee would be required or expected to render in the regular course or hours of his/her City employment or as part of his/her duties as a City employee.

Employees who are designated under the Political Reform Act and the City’s Conflict of Interest Code to provide an economic interest disclosure shall submit the required FPPC Form 700 upon entering office, annually, and upon exiting office, under the direction and coordination of the City Clerk, or designee.

SECTION 1.18 TELECOMMUTING
The City maintains a stand- alone Telecommuting Policy, employees should refer to the stand - alone policy for details regarding suitable telecommute work arrangements. As more detailed in the stand-alone policy, some positions are ineligible for telecommuti ng and are exclusively in- person.

SECTION 1.19 EMPLOYEE’S HOME ADDRESS AND STATUS OF DRIVER’S LICENSE –

DUTY TO UPDATE

1.19.1 Home Address and Related Changes
All City employees shall notify Human Resources and Risk Management regarding any change in their home address, telephone number, email address, and emergency contact information.

1.19.2 Driver’s License Changes
a. The possession of a valid California Driver’s License is a requirement for all City employment positions. Convictions of certain offenses or administrative action by the Department of Motor Vehicles may restrict or prohibit an employee’s ability to drive C ity vehicles or operate City equipment. Therefore, all such employees shall promptly notify their supervisor, and the supervisor shall ensure that Human Resources and Risk Management is immediately updated on any change, temporary or permanent, in Driver’s License status. b. These changes will be reported in writing directly to Human Resources and Risk Management. The changes will be recorded in the employee’s personnel file. . c. Changes in Driver’s License Status will be evaluated by the employee’s department head on a case- by-case basis to determine whether the employee can fulfill the essential duties of the position, as a result of a change involving temporary suspension or ful l revocation.
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24 SECTION 1.20 PERSONAL APPEARANCE, GROOMING AND DRESS CODE The appearance employees project to the public and others they come in contact with while at work directly reflects on the City. In the interest of presenting a professional image to the public, the City requires all employees to observe good habits of dress, grooming, and personal hygiene.

Subject to the CROWN Act, employees must always maintain a professional image. a. Non-uniformed employees are required to dress each day in business casual dress.

Business casual wear is a style of dress which projects a professional, business-like image while still permitting employees to wear more casual and relaxed clothing. Business casual does not include play wear, leisure wear, or beach wear. Clothing and footwear should be clean and in good repair. It may not be faded, torn, frayed, or revealing. (i) Examples of appropriate business casual wear include, but are not limited to, khaki, “Docker type”, gabardine, or wool slacks; polo, collared, or short -sleeved dress shirts; twin sets; sweaters; casual dresses and skirts; and loafer, flat, or dress sandals. (ii) Examples of inappropriate clothing include, but are not limited to, sweat pants, overalls, t -shirts (other than those provided by the City), sweatshirts (other than those provided by the City), halter tops, tops that are backless or have a low-cut neckline, any shirt with inappropriate language or artwork, athletic shorts, mini-skirts, clothing that is transparent or see- through; dresses with spaghetti straps, or flip flops. (iii) Upon the approval of an employee’s Department Head, an employee may wear casual attire on a day other than a designated casual dress day, if the employee has been assigned a task that would be unsuited to business casual or formal business attire. b. Formal Business Attire. Employees should always consider each day’s activities when determining what to wear. If an employee is representing the City at a meeting (including City Council and Commission meetings), formal business attire should be worn. c. Grooming. As part of the professional image presented to the public by the City, employees should appear for work in a clean, well-groomed manner. d. Uniforms. Uniformed employees are expected to wear their uniforms when performing normal work activities, regardless of the time of day or day of the week. All uniforms are still expected to be clean and in good repair. Uniformed employees shall not wear their uniforms while off duty, except during brief stops to and from work and during breaks, such breaks and brief stops do not include time an employee spends running personal errands. Employees may be eligible for a uniform allowance depending on their job classification. e. Tattoos. Employees may not display via tattoo, branding, or other form of body art (“collectively tattoo”) any obscene or offensive images, phrases, or expressions (including profanity and nudity) during their work shift if such material is, or may become visible to others during the employee’s work activities while on duty. Employees who have a tattoo, shall reasonably ensure that is not displayed in violation of this requirement by completely covering the tattoo with a skin- toned patch, long- sleeved uniform shirt, or other material approved by their respective department head. Employees with tattoos that are not prohibited but which the employee chooses not to display, may use similar covering options. Purchase of optional or mandatory covering options may be an appropriate use of uniform allowance for eligible employees.
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25 f. Safety. The City may impose additional restrictions on an employee’s attire or grooming when there are safety concerns. Any such restrictions shall be issued in writing. g. Exceptions. The City Manager may grant exceptions to this policy if requested by an employee as a reasonable accommodation on the grounds that the application of this policy would infringe on an employee’s protected characteristics as set forth in Section 1.1 of this Manual, or any other legally protected status.

SECTION 1.21 NEWS MEDIA RELATIONS
From time-to-time, the City, its officials and employees are contacted by representatives of the news media, including press, radio and television. The ultimate authority and the individual responsible for the release of information to the media on behalf of the City is the City Manager.

Any media requests for information on behalf of the City shall be referred to the City Manager or his or her designee. At no time shall a City employee make any comment or release any information to the media on behalf of the City without prior approval from the City Manager or his or her designee.

SECTION 1.22 ATTENDANCE AND PUNCTUALITY
a. Attendance. Employees shall be in attendance on time at their workstation or location. Employees will make every effort to schedule personal appointments outside their working hours. Employee adherence to the rules governing attendance, leaves of absence and tardiness will be reviewed and evaluated during the employee’s annual performance evaluation.

All supervisors will keep track of employee attendance records, which will be reported to Human Resources and Risk Management.
b. Tardiness. It is the responsibility of the employee to arrive at work on or before the assigned time each day. If for some reason beyond the control of the employee, it is not possible for the employee to come to work on time, arrangements in advance with the Department Head must be made at the earliest possible time. In no case will repeat tardiness be tolerated. c. General Absences . Pre -authorized vacations, floating holidays, authorized compensatory time off, authorized paid/unpaid leaves of absence due to bona fide illness or injury, jury duty, bereavement, or other City leaves are the only types of absences permitted. All others will be considered a violation of this Manual.
d. Unauthorized Absences.

An employee who is absent for a full shift without authorization may be considered on an unauthorized leave of absence. An unauthorized leave of absence may be grounds for disciplinary action or a determination of job abandonment under these Rules.

SECTION 1.23 TOBACCO, E-CIGARETTE, VAPING POLICY
Employees shall not smoke, or use tobacco, e- cigarettes, or vape in any City facility or vehicle, or within twenty feet of any City facility, or while on duty in City uniforms. A violation of this policy shall result in disciplinary action.

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26 SECTION 1.24 PERSONNEL RECORDS

1.24.1 Establishment
An employee’s official personnel file will contain all records concerning personnel actions taken, including, but not limited to, performance evaluations, benefit enrollment forms, educational courses taken, and all employment related documents that give a complete employment history.

The City Manager or designee shall keep personnel records confidential to the extent permitted by law. Personnel files may be viewed by the employee upon request. Employee medical information shall be kept in files separate from the official personnel file. Likewise, any grievances filed by an employee as well as documents reflecting a review of such grievances shall be maintained in separate confidential files.

1.24.2 Maintenance
Employees are required to inform the Human Resources and Risk Management Director , or designee, of any changes in name, address, telephone number, marital status, family status, beneficiary, or other information on file. This ensures that state and federal withholding statements, insurances and retirement records are correct. Employees may be liable for any costs incurred by the City as a result of inaccurate personnel information.

1.24.3 Release of Information Concerning City Personnel To ensure personnel information is appropriately and accurately disseminated, the Human Resources and Risk Management Director, or designee will authenticate personnel reference checks and employment verifications, and confidentially handle financial inquires originating from banks, credit unions, etc. regarding current and past City employees. Responses to third party inquiries, including financial inquiries, will be released only upon written employee authorization.

1.24.4 Procedures for Release of Information
a. All outside inquiries and reference checks shall be in writing and shall be forwarded to the Human Resources and Risk Management Director, or designee for response. The Human Resources and Risk Management Director or designee may consult with the City Atto rney as to the release of the requested information. All calls for reference checks should be referred to the Human Resources and Risk Management Director.
b. Financial information will be released only after a written request has been submitted to the Human Resources and Risk Management Director or designee by the entity requesting the information, and the employee has executed a written approval to release the requested information. The Human Resources and Risk Management Director, shall verify the authenticity of the written approval to release the requested information prior to releasing an employee’s financial information.
c. The Human Resources and Risk Management Director or designee shall comply with applicable Federal and State laws regarding release of public employee information and shall consult with the City Attorney whenever there are questions concerning the release of an employee’s information. Nothing in this section shall be construed as prohibiting the City from releasing information required by law, including but not limited to a subpoena or court order. 1102
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27 d. Any employee who receives a request for a personal reference by a former or current employee is required to forward that request to the Human Resources and Risk Management Director. Only the City Manager and the Human Resources and Risk Management Director or their designees are authorized to provide references for former or current employees on behalf of the City. No other employee is authorized to provide such written or verbal references or recommendations for former or current employees. Further, no other employee is authorized to respond to questions from persons outside the City about former or current employees regarding their work performance.

1.24.5 Employees with Access to Confidential Information In performing their duties, employees may have access to confidential information, including employees’ personnel files and the personal, financial and medical information of other City employees. In addition, some City employees will be involved in some c ommunications with the City Attorney’s Office which can be protected by the Attorney -Client privilege. Employees with such access are required to keep such information confidential.

1.24.6 Personnel/Payroll Files – Right to Inspect
a. California law provides that current and former employees (or a representative) have the right to inspect and receive a copy of the personnel files and records that relate to the employee's performance or to any grievance concerning the employee. b. Inspections shall be allowed at reasonable times and intervals, but not later than 30 calendar days from the date the City receives a written request. Upon a written request from a current or former employee, or a representative, the City shall provide a copy of the personnel records, at a charge not to exceed the actual cost of reproduction, not less than 30 calendar days from the date the City receives the request.
c. To facilitate the inspection, the City shall (1) maintain a copy of each employee's personnel records for a period of not less than three years after termination of employment, (2) make a current employee's personnel records available for inspection, and i f requested by the employee or representative, provide a copy at the place where the employee reports to work, or at another location agreeable to the employer and the requester. If the employee is required to inspect or receive a copy at a location other than the place where he or she reports to work, no loss of compensation to the employee is permitted, (3) make a former employee's personnel records available for inspection, and if requested by the employee or representative, provide a copy at the location where the employer stores the records, unless the parties mutually agree in writing to a different location. The City is not required to make those personnel records or a copy available at a time when the employee is actually required to render service to the employer, if the requester is the employee.
d. The City shall take reasonable steps to verify the identity of a current or former employee or an authorized representative. Prior to making records available for inspection or providing a copy of those records, the City may redact the name, or any other personally identifying information of any other employee contained in the subject employee’s personnel files. e. The right to inspect personnel files and records does not apply to records relating to the investigation of a possible criminal offense, letters of reference, or ratings, reports, or records that (a) were obtained prior to the employee’s employment, 1103
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28 f. were prepared by identifiable examination committee members, or (c) were obtained in connection with a promotional exam.
g. The City shall permit current and former employees to inspect or copy payroll records pertaining to that current or former employee.
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29 CHAPTER 2 – CLASSIFICATION AND COMPENSATION
SECTION 2.1 EMPLOYEE CLASSIFICATIONS/AUTHORIZED POSITIONS Authorized full-time and part -time positions, with classification titles and pay ranges specified, shall be established from time to time upon adoption of a resolution by the City Council. The job descriptions for such positions shall be approved by the City Manager or his or her designee and revised as deemed necessary or desirable. Unless otherwise stated, the following definitions shall apply for purposes of Authorized Positions under this Manual:
a. Regular Full -time Employee: A full -time non -management employee who is appointed to a position for a six-month or longer term, who has successfully completed his or her probationary period in their position in the classified service and is occupying a classified position established on a continuing basis, and is employed to work at least 2080 hours per year on a regular schedule, and is eligible for the City’s retirement program and full benefits. Such positions are designated as “general” on the City’s adopted Salary Schedule. b. Regular Part -time Employee: A part -time non- management employee who is appointed to a position for a six-month or longer term, who has successfully completed his or her probationary period in their position in the classified service and is occupying a classified position established on a continuing basis, and is employed to work a minimum of 30 hours per week, and less than 2080 hours per year, and is eligible for the City’s retirement program and half the benefits of a regular full-time employee. Such positions are designated as “general” on the City’s adopted Salary Schedule.
c. Temporary Part-time Employee: A part -time non-management employee who is employed to work 29 hours per week or less. Such positions are designated as “part-time” on the City’s adopted Salary Schedule. Employees hired in this category are excluded from receiving benefits, except as ot herwise expressly provided under this Manual or as required by law, and serve at the will of the City Manager. Those temporary part -time employees who are assigned such hours that result in an accumulation of 1,000 hours within the fiscal year, shall become eligible for participation in the City’s retirement program. . Paid Interns shall be included in this category, as well as temporary or seasonal employees.
d. Probationary Employee: Every new employee in a regular full -time or part -time position shall serve a probationary period of twelve (12) months, exclusive of time off for leaves of absence as hereinafter permitted. The probationary employee will be evaluated periodically during the probationary period and is subject to dismissal, with or without cause, at the discretion of the City Manager. The termination can be exercised at any time during the probationary period.

Effective on the first day following compl etion of the probationary period, if the employee’s performance has been satisfactory and the City Manager approves his/her retention, the employee shall be considered thereafter a full-time or part-time regular employee of the city.

Probationary employees are also deemed “Disaster Service Workers” per Section 2.1.i. below. e. Exempt Employee: An employee who is exempt from the overtime provisions under applicable law.
f. Non-Exempt Employee: An employee who is covered by the overtime provisions under applicable law.
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30 g. “At-Will” Employee: A full-time management employee who is not included in the classified service. Such positions are designated as “management” on the City’s adopted Salary Schedule. Employees who are hired pursuant to Federal/State/County/Regional agency funding assisted programs are at -will employees and subject to termination when program funding terminates. An “at -will” employee may be dismissed by the City Manager at any time with or without reason and without prior notice or right of appeal. While many sections of this Manual apply to “at-will” employees, others shall not, and inclusion of those sections does not change the status of “at-will” employees. Nothing in this Manual or in any document or statement shall limit the right to terminate an “at-will” employee without prior notice, without any reason, and without a right to appeal the termination decision.
h. Volunteer/Unpaid Interns: An individual who accepts an unpaid position with the City to perform specific tasks. A volunteer or unpaid intern is not an employee, and can be released at any time and for any reason without the right of appeal. i. Disaster Service Workers : The protection of the health and safety, and preservation of lives and property of the citizens of the City of Eastvale from the effects of natural, manmade, or war-caused emergencies which result in conditions of disaster or in extreme peril to life, property and resources is of paramount City importance requiring the responsible efforts of public and private agencies and individual citizens. In furtherance of the exercise of the power of the City in protection of its citizens and resources, ALL City employees are hereby declared to be Disaster Service Workers subject to such disaster service activities as may be assigned to them by their superiors or by law.

SECTION 2.2 WORKWEEK AND SCHEDULES

2.2.1 General Policy
a. The City’s standard workweek for all employees begins at 12:00 a.m. each Monday and ends at the following Sunday at 11:59 p.m. The City may establish additional standard workweek schedules to accommodate other unique circumstances. b. City Hall’s normal operating hours are 7:30 a.m. to 5:30 p.m., Monday through Thursday. City Hall is closed every Friday.
c. Depending on City requirements, some employees may be required to work different schedules, which may include working outside of City Hall’s normal operating hours.

Each employee’s scheduled hours of work will be determined based on staffing requirements t o meet the needs of the City and our business objectives. Therefore, the City reserves the right to schedule employees to work an earlier or later schedule. d. Variations in work schedules may be approved by the City Manager, however, must be requested and approved in writing prior to the employee making any changes to their schedule. Such requests will be evaluated as to their impact on the needs of the City, and to ensure appropriate and adequate staff coverage, in considering the request for a modified schedule.
e. The City reserves the right to change an employee’s work schedule to meet the needs of the City.
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31 2.2.2 Full-time Exempt (Salaried) Employees Work Schedule Exempt (salaried) employees are generally expected to maintain the same work schedule and office hours as non- exempt employees unless pre- authorized by the employees’ pertinent Department Head. The City will consider the need for exempt employees to have some flexibility in the work schedule, to the extent that exempt employees demonstrate that they are meeting the requirements of their position (including any supervisory obligations), and that a minimum of forty (40) hours per week is achieved, which shall include use of approved leaves from time banks (e.g. sick leave, vacation leave, etc.). Variances in the employee’s regular schedule must be discussed and approved in advance by the pertinent Department Head. In all cases, the business needs of the City and its residents must be a top priority. Any perceived abuse of the City’s flexibility, and/or failure of the exempt employee to fully perform their job duties or to fulfill the required forty (40) hours will result in the loss of privilege for flexibility. Exempt employees shall not receive less than forty (40) hours per week compensation as salaried employees, except as permitted by law. Such instances should be discussed with the Human Resources and Risk Management Director for appropriate review and handling.

Exempt employees shall work extra hours as needed to perform their duties, to attend special events, and/or to attend meetings after hours as required by the pertinent Department Head.

Exempt employees receive management leave in recognition of the extra hours they are expected to work.

2.2.3 Regular Full-time Non-Exempt (Hourly) Employees Work Schedule All full-time non-exempt (hourly) employees shall work one of the following assigned shifts: 1) 7:30 a.m. – 6:00 p.m. with an unpaid thirty-minute (30) meal period; 2) 7:00 a.m. – 5:30 p.m. with an unpaid thirty (30) minute meal period; or 3) 7:00 a.m. – 6:00 p.m. with an unpaid one (1) hour meal period. Other variations may be authorized by the pertinent Department Head on a case- by-case basis, subject to City Manager approval.

2.2.4 Part-time Non-Exempt (Hourly) Employees Work Schedule All part-time non-exempt (hourly) employees shall work designated hours as established by their supervisors and department heads, and shall be eligible for rest and meal breaks consistent with the rules for full-time non-exempt employees.

2.2.5 Make-up Time for Non-Exempt (Hourly) Employees
a. Make-up time is available for all regular full-time, regular part-time, and temporary part-time employees who are paid on an hourly basis (non-exempt, as defined under section 2.1(f) above).
b. The City does not require employees to work make up time. Make-up time allows a non-exempt employee to voluntarily request time off for a personal obligation and to make up the time on another day in the same workweek.
c. Notwithstanding the foregoing, non-exempt employees will be paid overtime when more than forty (40) hours are worked in a workweek. Sick leave, vacation leave, holidays, management leave, or other leaves are not hours worked and shall not be counted towards the calculation of overtime.
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32 d. Requests must be submitted in writing to the employee’s immediate supervisor.

The employee’s immediate supervisor will review the employee’s request and discuss with the Department Head. The request must be approved in advance by the employee’s supervisor and Department Head prior to performing any make - up time. Please note that the City cannot guarantee make-up time will be approved or provided.
e. Advance notice is required in order that the City may plan for work coverage.

Employees are required to provide the City with seventy-two (72) hours’ notice, except in the case of emergencies. Same-day requests are discouraged, and will be considered on a case-by-case basis and in emergency situations.
f. Any perceived abuse of the City’s flexibility (e.g. failure to provide advance notice on a recurring basis) will result in denial of make-up time request.

2.2.6 Special Events, City Council Meetings, and Commission Meetings All employees may be required to work special events i.e. EEK!Vale, Miracle Holiday Event , National Night Out, and other similar events, and may be required to attend City Council, Commission and/or other meetings. Compensation for such hours worked shall be provided consistent with this Manual as required by law.

SECTION 2.3 PAYROLL PROCESSING

2.3.1 General Information
The City processes payroll on a bi-weekly basis with twenty-six (26) pay periods in each calendar year. Payday will be the Thursday following the close of the pay period and is paid on Thursday by direct deposit.

2.3.2 New Hires and Employee Changes
Human Resources and Risk Management provides all applicable new hire personnel forms to each new employee, and prepares the Personnel Action Form (PAF) for all newly hired employees. Personnel Action Forms are also required for any employee changes including, but not limited to, position change, salary increase, benefit change, etc. The Personnel Action Form identifies programs and account numbers the employee’s time will be charged to and must be approved by the City Manager, Finance Director, and Department Head. Human Resources and Risk Management enters new employee data into the payroll system. The Human Resources and Risk Management Director, reviews the entries for completeness and accuracy.

2.3.3 Time Sheets
a. All Non-Exempt Employees:
(i) All-time records, including time sheets, represent legal documents that are used to accurately record working time and to compensate employees properly. All non-exempt employees shall record accurately all exact time worked. (ii) To ensure the accuracy of all -time records, non -exempt employees will input their own time into the electronic timesheet system and acknowledge that they recorded all 1108
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33 hours worked accurately, received all rest and meal periods as required under this Manual, and reported any injuries or on the job illnesses to their supervisor. (iii) Non-exempt employees must ensure that the time sheets are submitted on the day and prior to the cut-off time designated by the City. (iv) Under no circumstances shall a Supervisor or employee input time on behalf of another employee. Limited exceptions to this may be granted by Human Resources and Risk Management in the case of an emergency or absence. Where so authorized, employees may instead provide their time sheet information via written/email communication. b. Exempt Employees: All exempt (salaried) employees must complete time sheets in order to record regular time worked and exception hours (e.g. sick leave, vacation, etc.). c. Supervisors:
(i) Supervisors shall review and address potential issues in time entries.

Supervisors shall approve each time sheet via the electronic timesheet system, attesting to the completion of such review and that the time recorded reflects all work performed by the employee of which the supervisor was reasonably aware.
(A) To carry out this duty, supervisors are responsible for daily monitoring of the following for non-exempt employees:
• Start time for each workday;
• Start time for each meal period;
• End time for each meal period;
• End time for each workday;
• Whether a meal period is taken (if no meal period is taken, this must be stated);
• All actual time taken as paid leave; and
• Any additional time during which work is performed, including work performed outside the regular shift.

2.3.4 Deductions
Any benefit or insurance deductions associated with payroll will be withheld from the first and second paycheck of each month. Cafeteria cash outs will be paid in two equal payments on the first and second paycheck of each month. With bi -weekly pay periods, there are two (2) months during the year that a third paycheck will be received. There will not be any benefit/insurance deductions taken on the third paycheck of a month.

2.3.5 Issuance of Paychecks
After all entries have been verified and applicable corrections made, payroll checks are processed.

The paychecks are scanned and kept in a secure location until payday. The Human Resources and Risk Management distributes pay stubs to all employees on pay day. 1109
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34 2.3.6 Final Payment upon Separation of Employment
Human Resources and Risk Management prepares and processes the final paycheck including payoff for unused accrued vacation and any other vested leave with a provision for cash payout at termination under this Manual. After receipt of the approved Personnel Action Form and approved time sheet, the City Manager reviews the calculations and proof list before pr oviding approval for issuing an employee’s final paycheck.

SECTION 2.4 REST AND MEAL PERIODS – NON-EXEMPT (HOURLY) EMPLOYEES a. Employees whose total daily work time is at least 3.5 hours must take a mandatory paid rest period of fifteen (15) minutes. A fifteen (15) minute rest period is mandatory for every four (4) hours worked, or “major fraction thereof.” As much as practicable, the rest break should be taken in the middle of the work period.
b. Employees who work more than five (5) hours must take an unpaid, off-duty meal period of at least thirty (30) minutes.
c. Employees who work more than ten (10) hours are entitled to a second unpaid meal break.

In the event that an employee cannot be completely relieved of all duties during a meal break, the employee will be paid during the meal break, and such time shall constitute hours worked.

d. Employees should refrain from taking rest and meal breaks at their desks to ensure that a bona fide, uninterrupted rest and meal break has been taken. e. Rest breaks are treated as hours worked, and are paid as time worked. f. Rest and meal breaks may not be saved or used at another time or to make up a late arrival, or to shorten the workday. Rest breaks shall not be combined with meal periods to provide an extended meal period.
g. Rest and meal breaks may not be taken within one (1) hour of starting time, or quitting time unless special circumstances make this desirable, and in which case prior approval shall be obtained from the employee’s immediate supervisor. h. Non-exempt employees must accurately record each meal period on the timecard.

Each meal break must be at least 30 minutes long.
i. Supervisors are responsible for ensuring that employees are provided the opportunity for rest and meal breaks in accordance with these rules. Supervisors are also responsible for scheduling meal and rest breaks to provide for appropriate coverage of work.

SECTION 2.5 OVERTIME COMPENSATION/COMPENSATORY TIME OFF Non-exempt (hourly) employees who work more than forty (40) hours in a workweek shall be compensated at the rate of one and one-half (1.5) times the employee’s regular rate of pay, either as paid time at one and one- half (1.5) times the regular rate of pay or as compensatory time off accrued at the rate of one and one-half (1.5) times the regular rate of pay for all hours worked in excess of forty (40) in any workweek. For the purposes of this policy, holidays, sick leave usage, 1110
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35 vacation leave usage, and other pre- scheduled time off shall not be considered work time, towards the calculation of overtime.

The following provisions apply to Compensatory Time Off (CTO):
a. Non-exempt employees may choose to be compensated for overtime work through compensatory time off (CTO) at the rate of one and one-half hours CTO per overtime hour worked, instead of receiving cash payment. The decision to receive overtime pay or CTO credit must be made at the end of the workweek in which the overtime is worked, at the employee’s option, provided that the employee has not accrued the maximum CTO allowed under this policy and subject to approval by the Department Head and/or City Manager or designee. b. Employees may accrue CTO up to a maximum of 120 (equivalent to 80 hours of worked overtime). If an employee reaches this maximum limit they will be paid for all overtime worked until the CTO balance has been reduced below 120 hours. c. Employees who request to use accrued CTO will be permitted to use the CTO within a reasonable period after making the request so long as the use of CTO does not unduly disrupt the operations of the City as determined by the Department Head. Employees may not be forced to use compensatory time already held, but may be encouraged to reduce the amount of accrued hours.
d. Except as otherwise provided in subparagraph (e), Employees may not convert unused CTO to cash-out pay except at termination of employment or upon change in eligibility for CTO accrual. Unused CTO shall be paid out at the rate of pay required by the Fair Labor Standards Act (“FLSA”). The rate of pay required by the FLSA is the higher of (i) the average regular rate received by the employee during the last 3 years of employment, or (ii) the final regular rate received by the employee.
e. The City will convert unused CTO to cash-out for all employees with unused CTO in their CTO balance, on the first pay period of each November. Unused CTO shall be paid out at the rate of pay required by the Fair Labor Standards Act (“FLSA”). The rate of pay required by the FLSA is the higher of (i) the average regular rate received by the employee during the last 3 years of employment, or (ii) the final regular rate received by the employee SECTION 2.6 BI-LINGUAL PAY
Regular full-time and regular part time employees who are certified as bi -lingual by the City in accordance with these provisions and who are routinely and consistently assigned to provide bi- lingual services in positions requiring communication skills in languages other than English are eligible for bilingual pay. Bi-lingual pay may be suspended for employees who are on a leave of absence from the City. The City may pro-rate the employee’s bi-lingual pay based on the length of the leave of absence.

Eligible regular full -time employees may receive an additional $15 0.00 per month for bi -lingual services, and eligible regular part-time employees may receive an additional $7 5.00 per month.

The City Manager will be the final authority to determine which positions are eligible to receive bi- lingual pay, to assign and approve bi -lingual pay, and to remove bi -lingual pay from employees based on business necessity. Each Department Head will be able to provide recommendations to the City Manager regarding the l anguages needed and the total number of staff to provide services to the public. Employees being considered for bi -lingual services shall be required to 1111
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36 pass a bi-lingual proficiency test for both speaking and writing skills. Human Resources and Risk Management will arrange for the testing, as required. Employees who pass the tests, and are considered certified, shall receive their bi-lingual pay effective the pay period following certification.

To the extent permitted by law, the value of the compensation for bi -lingual pay is considered special compensation and shall be reported as such to CalPERS pursuant to Title 2 CCR, Section 571(a)(4) (for Classic Members) or Title 2 CCR Section 571.1(b)(3) (for New Members) – Special Assignment Pay. Bi-lingual pay shall be reported to CalPERS periodically when earned, on a per pay period basis. However, the City makes no representations or guarantees whatsoever with respect to whether CalPERS shall include said bi-lingual pay as compensation for purposes of benefit determination and CalPERS shall make the sole determination as to inclusion.

SECTION 2.7 TEMPORARY ASSIGNMENTS
Employees may be temporarily assigned higher or lower duties without a change in pay and such action shall not be deemed as a transfer, demotion, promotion, or reclassification. In all cases where periodic or regular variations in assignments occur because of seasonal or operational needs, the nature of the duties, the work schedule or a position from which the incumbent is on extended leave of absence, such variations shall be considered as incidental to the position.

2.7.1 Acting Assignment to Higher Position
Acting appointments may be used to fill positions that are vacant or that are temporarily vacant, such as when an employee is on an extended leave of absence.

a. Whenever the needs of the City require an employee to temporarily perform the duties of a higher classification than that in which the employee is currently employed for a period of more than twelve (12) consecutive working days, the employee shall receive the salary rate of the higher class in which the employee is performing the required duties. In such cases, the employee shall be paid at an appropriate step of the current salary schedule of the higher classification which will assure an increase of not less than 5% greater than the salary of the employee’s current position, but in no case shall such salary exceed the top salary step of the higher classification. The higher salary rate payable shall commence on the thirteenth working day following the temporary reassignment to the performance of duties of the higher classification.

The requirement for the performance of duties of the higher classification shall be placed in writing by the City Manager, or the City Manager’s designee, following recommendation by the affected Department Head. No employee shall be required to perform any of the duties of a higher classification unless that employee is deemed to possess the minimum qualification of the higher classification by the City Manager, or the City Manager’s designee, as recommended by the affected Department Head.
b. The employee assigned to perform the duties of a higher classification shall not serve for more than ninety (90) working days in a higher classification whenever a vacancy exists without the announcement by the City Manager, or the City Manager’s designee, of an approved examination as otherwise provided in this Manual. In no case shall an employee serve more than 960 hours in a fiscal year or six (6) total months, whichever comes first, in a higher classification without successfully passing the examination.
c. An employee appointed in an acting capacity shall be eligible to receive performance increases in the permanent position during the acting appointment but shall not be 1112
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37 entitled to performance increases in the position which the employee holds in an acting capacity.

If successful in being promoted, the period of time of service in the higher classification shall be credited for the promoted employee toward the required period of probation for the higher classification as otherwise required in these rules.
d. The City Manager, or the City Manager’s designee, shall obtain the employee’s written consent for the temporary performance of any of the duties of the higher classification beyond a period of twelve (12) working days, prior to an employee assuming or cont inuing the duties and compensation of a higher classification, which consent shall clearly state that it is understood that employee’s salary rate will revert to the salary rate in the employee’s permanent position upon the expiration of the need for the performance of the duties of the higher classification.

SECTION 2.8 CALL BACK PAY
Call back duty occurs when a non- exempt employee is ordered to return to duty on a non- regularly scheduled work shift. Call back does not occur when an employee is held over from his/her prior shift or is working prior to his/her regularly scheduled shift. An employee called back to duty shall be credited with a minimum of two (2) hours work commencing at the time of the call or contact. Any call back lasting two (2) hours or less shall result in a credit for two (2) hours worked. A subsequent call received during a call back shall not result in an additional two (2) hours minimum call back pay, but shall be paid as actual time worked.

SECTION 2.9 ON CALL (STANDBY) PAY
Non-exempt (hourly) employees may be assigned to twenty -four (24) hours on call duty on a week- end, holiday or non-scheduled work day, or on call duty between regularly scheduled work shifts, requiring the employee to respond to emergency calls. Response to emergency calls shall occur within sixty (60) minutes from the time the employee receives the communication.

Response calls may require the employee to report back to work.

An employee serving on-call under this section shall receive two hours of the employee’s regular rate of pay per on-call assignment , regardless of the on-call assignment duration. . Said compensation is exclusive of any other compensation that may be provided for time worked. Non- working on-call hours shall not count as hours worked, however, compensation for such hours shall count towards calculating the employee’s regular rate of pay.

SECTION 2.10 AUTOMOBILE ALLOWANCE
The City Manager may approve an automobile allowance, not to exceed $4 00 per month, for select at-will employees as determined appropriate by the City Manager. There is no right to an automobile allowance and the City Manager may reduce or eliminate a previously approved automobile allowance at any time. At-will employees who receive an automobile allowance shall do so in lieu of receiving a mileage reimbursement from the City for use of their personal vehicle for City-related travel.

SECTION 2.11 PHONE ALLOWANCE
The City Manager shall designate those positions requiring either the issuance of a cell phone for the conduct of City business, or the provision of a cell phone allowance in the amount of $40 per month, when designated employees use their own phone.
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38 SECTION 2.12 SALARY AND WAGE SCHEDULES
The salary and wage schedule for authorized full-time and part-time positions shall be established from time to time upon adoption of a resolution by the City Council.

The City complies with all applicable state and federal laws regarding equal pay. Compensation to employees shall be based upon job classification and defined factors including education, training, experience, consequence of action, essential functions/dut ies and responsibilities, judgment/decision-making, and supervision received and exercised. In all cases, wages shall not be based on factors prohibited by law.

SECTION 2.13 ADVANCEMENT WITHIN THE SCHEDULE

2.13.1 Merit Increases
The City Manager shall effect such merit -based advances, not to exceed 10% annually, as the City Manager may deem advisable based upon the employee's ability, proficiency, and performance within the authorized salary range.

Employees who receive a rating of less than satisfactory (i.e. needs improvement) shall not be eligible for a salary increase for the rating period. When sustained improvement has been observed, the Department Head may prepare and submit an interim performance evaluation and recommend a salary increase to the City Manager.

2.13.2 Special Merit Increases
The City Manager, upon recommendation from a Department Head, may approve a Special Merit Increase for an eligible employee. Department Heads shall discuss such instances with the City Manager and prepare a memorandum to document superior, outstanding and meritorious performance warranting such special monetary recognition. Such increases shall not exceed 5% and are subject to the approval of the City Manager. Special Merit Increases shall typically occur outside the employee’s normal rating period. An employee receiving a Special Merit Increase shall remain eligible for their normal merit increase at the prescribed evaluation period. Special Merit Increases shall be rare exceptions, not the rule, and may not exceed the maximum of the established salary range.

SECTION 2.14 CHANGES IN EMPLOYMENT STATUS

2.14.1 Transfer
The City Manager, may, at any time, transfer an employee from one position to another position in the same or comparable class. A comparable class is one with essentially the same maximum salary limits, involves the performance of similar duties, and requires substantially the same basic qualifications. Transfer shall not be used to effectuate a promotion, demotion, advancement, or reduction, each of which may be accomplished only as provided in this Manual. No person shall be transferred to a position for which he/she does not possess the minimum qualifications. 1114
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39 2.14.2 Promotion
A promotion is the appointment of an employee from one classification to a classification having a higher base salary range. A promoted employee shall receive the entrance rate of the new range or a five percent (5%) increase in salary, whichever is greater, provided that no employee is thereby advanced above the final step of the higher base salary range. The promotion effective date shall be the first day of the pay period following the approval of the appointment.

2.14.3 Reclassification
An employee whose position has been reclassified from one class to another class, which has a higher base salary range, shall be placed at the entrance point of the new range or at a step within the range that is not less than 5% and not more than 10% incr ease in salary. Ensuing merit increases will be due one (1) year from the date of the adopted reclassification. Reclassified employees are not required to serve a probationary period.

2.14.4 Demotion
A demotion is the appointment of an employee from one classification to a classification having a lower maximum rate of pay.
a. An employee demoted for disciplinary reasons shall be placed on the same step within the base salary range of the class to which demoted. b. A promotional probationary employee who is returned to former classification during the probationary period shall be placed on the same step within the base salary range or the former classification that the employee was on at time of promotion. No credit shall be granted for time spent at the promoted level for next step advance due date. c. An employee demoted for non-disciplinary reasons shall be retained at the same salary rate, provided that the salary rate does not exceed the maximum of the salary range of the demoted class. With the approval of the City Manager, the employee may be “Y -rated” (rate of pay is frozen at the rate of pay immediately prior to the demotion). The rate of pay of an employee that is Y-rated will not change until the employee’s classification salary scale and step equals or exceeds their Y-rated level.
d. An employee who voluntarily demotes from one classification to a classification with a lower maximum salary range shall be placed within the new salary range.

2.14.5 Suspension
The City Manager may suspend, and approve the recommendation of a Department Head, to suspend an employee at any time for just cause, in accordance with Chapter 5 of this Manual.

2.14.6 Reinstatement
With the approval of the City Manager, a regular employee who has resigned with a good record may be reinstated within one (1) year to his/her former position, if vacant, or to a vacant position in the same, comparable, or lesser class provided he/she possesses the minimum qualifications for the position.
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40 Reinstated employees do not retain any benefits or rights previously earned by virtue of his/her former employment unless approved by the City Manager. The employee will be appointed as a new employee and serve a new probationary period, unless specifically waived in writing by the City Manager. No credit for former employment shall be granted in computing salary, vacation, or other benefits except on the specific recommendation of the City Manager at the time of reinstatement unless otherwise required by law. The employee shall have a new hire date that is applicable to all benefits, including retirement and retirement health benefits, unless otherwise required by law.

SECTION 2.15 TRAVEL EXPENSES
The City’s administrative policies on Travel and Reimbursement, as they may be amended from time to time, shall serve to provide policy related to this topic.

SECTION 2.16 EDUCATIONAL EXPENSE REIMBURSEMENT
The City will provide all employees with educational expense reimbursement for courses which relate to their job duties or the completion of a degree in a field related to City operations, subject to City Manager approval, at the City Manager’s sole discretion. An employee may be reimbursed for up to $2,500 per fiscal year, not to exceed a cumulative total of $10,000 for full-time employees and $5,000 for part-time employees. Note: Reimbursement under this section do not encompass expenses related to any certificates or licenses that are required as provided in an employee’s job description. Such expenses are directly reimbursed to the employee and are not subject to the requirements for reimbursement under this section.

To be eligible for reimbursement under this section, an employee must satisfactorily complete 12 months of employment prior to qualifying for course approval and subsequent reimbursement. If eligible, an employee must do the following to obtain reimbursement: 1) receive course approval prior to registration from Human Resources and Risk Management, Department Head, and City Manager; 2) provide Human Resources with evidence of satisfactory ("C" grade or better) completion of the approved course. Human Resources and Risk Management shall, at its own sole discretion, make a determination as to whether the evidence provided by the employee of satisfactory course completion is sufficient; 3) submit receipts for tuition, enrollment fees, and/or books within 60 days of course completion; and 4) sign a form agreeing to repay the City the reimbursed amount if the employee voluntarily separates from the City or is terminated for cause within 24 months of the date of the reimbursement.

If there is insufficient funding to pay for all pending or anticipated future reimbursement requests, the City Manager may devise a fair and equitable manner for allocating the funds available amongst the eligible employees.
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41 CHAPTER 3 EMPLOYEE BENEFITS
SECTION 3.1 HOLIDAYS
All regular full-time employees, regular part-time employees, at-will full time employees, and full- time and part -time employees who are in their probationary period, shall have the following holidays as time off with pay:

1. January 1st, known as “New Year’s Day”

2. The third Monday in January, known as “Martin Luther King Jr. Day”

3. The third Monday in February, known as “Presidents’ Day”

4. The fourth Monday in May, known as “Memorial Day”

5. July 4th, known as “Independence Day”

6. The first Monday in September, known as “Labor Day”

7. November 11th, known as “Veteran’s Day”

8. The fourth Thursday in November, known as “Thanksgiving Day”

9. The day after Thanksgiving Day

10. December 24th, known as “Christmas Eve Day”

11. December 25th, known as “Christmas Day”

12. One (1) floating holiday.

The City Council may approve additional paid holiday(s) for employees in any given fiscal year from time to time by resolution.

In the event a holiday falls upon a Friday or Saturday, the prior workday will be taken in lieu of the holiday; in the event a holiday falls upon a Sunday, the following workday will be taken in lieu of the holiday. Holidays occurring during an employee’s vacation shall be treated as a paid holiday.

Employees who are absent from work on a holiday due to unpaid leave of any form, shall not receive reimbursement or payment for the missed holiday.

All regular part-time employees and regular part-time employees who are in their probation period shall receive the defined holidays as time off with pay at one-half (1/2) (e.g. 5 hours paid holiday).

Floating holidays will be provided at the beginning of the calendar year. Floating holidays not used during the calendar year in which they are provided will be converted to vacation time and treated in the same manner as provided in Section 4.2 of this Manual, including counting toward an employee’s maximum vacation accrual and the vacation buy-back provisions.

SECTION 3.2 WINTER HOLIDAY CLOSURE
City Hall closes to the public during the winter holiday period beginning December 17 through January 1 of each year (actual dates may vary depending on the day of the week the holiday falls).

Certain City operations may continue during this Winter Holiday Closure while others will not, as determined appropriate by the City Manager.

In conjunction with the City paid holidays, including December 24th , December 25th, December 31st, and January 1st, employees not required to work during all or a portion of the Winter Holiday Closure will be required to use their accrued leave time (vacation, compensatory, management leave, or floating holiday time) to equal the remainder of their regular work schedule hours/days during the Winter Holiday Closure.
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42 The City Manager may approve an employee’s ability to work during the Winter Holiday Closure based on the City’s needs and at the City Manager’s sole discretion. .

If an employee is ordered to return to duty during the Winter Holiday Closure, the time called back during regular work hours will be deducted from the leave hours being used.

SECTION 3.3 INSURANCE BENEFITS
All employees in regular full -time or regular part -time positions, shall be eligible for the City’s insurance benefits which may include medical, dental, vision, life, short -term and long- term disability insurance policies including Accidental Death and Dismemberment (AD&D), or, alternatively in a recognized cafeteria plan approved by the City Council. These benefits may be increased or decreased from time to time. The City reserves the right to change carriers and/or eliminate any type of coverage at its absolute discretion. No employee has any vested right to any type of insurance coverage or benefits.

3.3.1 Cafeteria Plan
New employees who are hired between the first and the 14th day of the month are eligible for the full amount of the City’s cafeteria plan contribution for the first month of employment. Employees hired on or after the 15th of the month are eligible to receive one-half (1/2) of the City’s cafeteria plan contribution for the first month of employment.

The current City contribution towards the cafeteria plan for full -time employees is $2,500.07 per month. This amount reflects the current Kaiser Permanente Region III monthly premium for subscriber and 2+ dependents plus $250. Regular part -time employees receive $1250. 03 per month.

The City has selected the Kaiser Permanente Region III monthly premium for subscriber and 2+ dependents as the base rate for future automatic adjustments to the cafeteria allowance, as provided in this paragraph. As of July 1, 2024, the Kaiser Permanente Region III monthly premium for subscriber and 2+ dependents is $2250.07. Should the premium for the Kaiser Permanente Region III monthly premium for subscriber and 2+ dependents increase , the City will provide an automatic annual increase on January 1 of each year to the cafeteria plan allowance commensurate with such premium increase to such plan, up to a maximum of 5% per annum .

The automatic annual increase of up to 5% will be applied to the Kaiser Permanente Region III monthly premium rate for subscriber and 2+ dependents, which is currently $2250.07. Regular part-time employees will receive a pro-rata 50% of such increase amount on an annual basis.

City Council may amend the amount provided as contribution under this section from time to time by resolution.
a. Cafeteria Cashout for Employees Hired Before December 1, 2017 Full-time employees hired before December 1, 2017, are eligible to receive up to $1,600 per month of their unused cafeteria allowance as c ash out benefit on monthly basis . Part- time employees hired before December 1, 2017, are eligible to receive up to $800 per month of their unused cafeteria allowance as cash out benefit on monthly basis. Cashout amount is divided equally between the first and second paycheck of each month. 1118
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43 b. Cafeteria Cashout for Employees Hired After December 1, 2017 but Before July 1, 2024
Full-time employees hired after December 1, 2017, but before July 1, 2024, are eligible to receive up to $800 per month of their unused cafeteria allowance as cash out benefit on monthly basis.

Part-time employees hired after December 1, 2017, but before July 1, 2024, are eligible to receive up to $400 per month of their unused cafeteria allowance as cash out benefit on monthly basis.

Cashout amount is divided equally between the first and second paycheck of each month. c. Cafeteria Cashout for Employees Hired After July 1, 2024 Employees hired on or after July 1, 2024, have two options regarding use of their cafeteria allowance: (i) elect coverage in a City plan eligible for credit from the cafeteria allowance. No cashout of unused cafeteria allowance will be provided; or (ii) waive coverage from all City plans eligible for credit from the cafeteria allowance and receive cashout of their unused cafeteria allowance according to the following: full -time employees will receive $800 per month and part - time employees will receive $400 per month as cash out benefit on monthly basis. Cashout amount is divide equally between the first and second paycheck of each month.

3.3.2 Life Insurance
Life insurance coverage shall be provided by the City for eligible employees and elected officials as follows:

Level 1 – City Manager and Management – 2x annual salary to a maximum of $400,000.

Level 2 – All Other Eligible Employees – 2x annual salary with a minimum of $100,000.

Employees who are eligible for management leave under Section 4.15 shall be considered management employees for the purposes of life insurance benefits.

Life insurance premiums for eligible employees are paid for by the City. Short Term Disability Insurance and Long-Term Disability Insurance
The City does not participate in the State of California’s Disability Insurance (SDI) program which includes the paid family leave program. Employees remain eligible for “unpaid” family and medical leave as provided by State and Federal leave laws. Employees should refer to the City’s Family Care and Medical Leave, Pregnancy Disability Leave, and Military Family Leave Policy for additional details, including eligibility and use of accrued leave to receive pay during leave.

The City’s Short -Term Disability plan provides a maximum benefit period of 83 days, and the Long-Term Disability program goes into effect after 90 days. The City uses a third-party company as the plan administrator. Additional plan information, including elimination periods, and the monthly benefit amounts may be obtained from Human Resources and Risk Management. Short- Term and Long-Term disability insurance premiums for eligible employees are paid for by the City.

3.3.3 Compensation During Parental Leave
The City has contracted with Parento to provide wage replacement, up to $3,500.00 per week as provided in the agreement between Parento and the City, during an employee’s eligible leave of 1119
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44 absence due to the birth of their child, child adoption, child foster care placement, or placement via a government child protection service. This section does not create an independent leave right, rather, this section merely provides a wage replacement plan for employees who are taking parental leave, as provided under a separate City leave entitlement . Wage replacement under this section is available for up to twelve weeks per qualifying event.

SECTION 3.4 RETIREMENT BENEFITS

3.4.1 CalPERS Enrollment
Eligible employees shall be members of the California Public Employees' Retirement System (CalPERS). The City is a member of CalPERS. Eligible employees are required to participate in accordance with the rules of CalPERS. Employees pay the full amount of the employee’s contribution to CalPERS. Retirement health insurance benefits are provided to retirees in compliance with the Public Employees’ Medical and Hospital Care Act (PEMHCA) and City Council Resolution No. 2011-03. The City shall pay no more than the monthly minimum employer contribution prescribed by Government Code section 22892 and Resolution No. 2011-03 toward retiree health benefits.

3.4.2 Accumulation Program for Part-Time and Limited-Service Employees Except as otherwise provided by law, employees not eligible for membership in CalPERS, shall be enrolled in the Accumulation Program for Part-Time and Limited-Service Employees (APPLE) in lieu of enrollment in the federal Social Security Retirement System. APPLE-enrolled employees will pay 3.75% of salary into the program and the City will match that amount. Accumulated funds in APPLE will earn interest on contributions. More information about APPLE can be received from Human Resources and Risk Management.

3.4.3 Deferred Compensation Plan
Regular full-time and regular part -time employees are eligible to contribute to the City’s 457(b) deferred compensation plan by electing a deduction amount or percentage, subject to maximum limits as designated by the Internal Revenue Service, from each paycheck. Employees may contribute to a pre tax or Roth type account, subject to plan rules and Internal Revenue Service Rules. Employees are immediately vested in their contributions to the 457(b) plan. a. Matching Contribution for Full -time Employees: The City will provide a 200% matching contribution of the employee’s contribution into a 401(a) plan up to a maximum of $3,000.00 per calendar year. Employees are immediately vested in the City’s matching contributions to the 401(a) plan.
b. Matching Contribution for Part -time Employees: The City will provide a 2 00% matching contribution of the employee’s contribution into a 401(a) plan up to a maximum of $1,500.00 per calendar year. Employees are immediately vested in the City’s matching contributions to the 401(a) plan.
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45 3.4.4 Retiree Health Reimbursement-defined Contribution Plan To award regular employees for their continued City service, the City has established a Health Reimbursement-defined Contribution Plan. The purpose of the plan is to provide eligible employees, as defined in subparagraph (a), and qualifying family members , as defined in subparagraph (b), with a health reimbursement fund that they may use for eligible health care related expenses, as defined under section 213(d) of the Internal Revenue Code, during retirement. The City will contribute to each eligible employee’s account based on the contribution table provided in subparagraph (c). Upon eligibility, employees are immediately fully vested in such contributions and are eligible to access funds upon service retirement or following separation from the City for another reason, subject to plan rules and regulations. During City employment, the City will pay account plan administration fee s. Employees will be responsible for their own administration fees upon separation from City employment. a. Eligibility Requirement
Regular full -time and regular part -time employees are eligible to receive benefits under this section upon completion of five (5) consecutive years of City service. Time served as a temporary employee, intern, whether paid or unpaid, limited term appointment employee, or volunteer does not count towards the five (5) year service requirement. Time served in probation status for a regular full -time or regular part -time position does count towards the five (5) years service requirement.

If an employee separates from City employment and is subsequently rehired, prior duration of City employment will not count towards the calculation of the total number of years of service for the purpose of eligibility or the purpose of determining the amount of monthly contribution to the employee’s account. For example, if an employee separates from City service after 4 years of continuous service, but is rehired following three months of separation, the employee must serve an additional 5 consecutive years from the rehire date to become eligible under this section 3.4.4 and upon eligibility, the employee will receive contribution at level “A” as provided in subparagraph (c) below.
b. Qualifying Family Members
For the purpose of this section 3.4.4, “qualifying family members” means any individual the employee claims as a dependent on their filed tax return for the relevant calendar year. c. Contribution Schedule
The City will make contributions under this section 3.4.4 according to the following schedule:

Contribution
Level
Months of Continuous
Service
Monthly Contribution
for Full-time
Employees
Monthly Contribution for
Part-time Employees
A 60 months - 119 months $100.00 $50.00
B 120 months - 179 months $125.00 $62.50
C 180 months - 239 months $150.00 $75.00
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46 D 240 months – 299 months $175.00 $87.50
E 300 months - until
separation
$200.00 $100.00

SECTION 3.5 TEMPORARY PART-TIME EMPLOYEES
Employees of the City designated as temporary part -time (less than 20 hours per week and no more than 1000 hours in a fiscal year) are non-benefitted and shall be compensated on an hourly basis as specified by the position classification in which they are assigned. Temporary Part-time employees are not eligible for participation in any benefit program established by the City, except as required by State or Federal law or as otherwise expressly provide for in this Manual. 1122
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47 CHAPTER 4 - LEAVE OF ABSENCE
SECTION 4.1 GENERAL INFORMATION
Generally, but not always, leaves of absences are unpaid. Employees have certain rights to substitute accrued paid leave for unpaid leave.

The City will continue to pay the City-sponsored premium portion of the employee health/medical benefits as required by law.

For more detailed information regarding the types of leave, eligibility for leave, payment for leave, and the length of leave normally authorized, see the individual descriptions of each type of leave that follows.

SECTION 4.2 VACATION
All full-time employees accrue vacation time as defined below. All regular part -time employees will accrue vacation hours at one- half (1/2) the rates below. Temporary part—time employees do not accrue vacation.

4.2.1 Amount of Vacation
a. Fifty-nine (59) or fewer months of continuous service: Each employee working in continuous service of fifty-nine (59) or fewer months shall earn 80 hours of paid vacation per year.

Vacation shall be earned on a prorated basis for time worked, and employees earn vacation leave accruals on per pay-period basis.
b. Sixty (60) to one hundred twenty (120) months of continuous service: Each employee working in continuous service for sixty (60) to one hundred nineteen (119) months shall earn 120 hours of paid vacation per year. Vacation shall be earned on a prorated basis for time worked, and employees earn vacation leave accruals on per pay -period basis. Additionally, an employee shall receive a one- time credit of fort y (40) hours of vacation to their vacation leave accrual balance on the pay -period immediately following the start of their sixtieth month of continuous service.
c. One hundred twenty (120) or more months of continuous service: Each employee working in continuous service for one hundred twenty (120) months or more shall earn 160 hours of paid vacation per year. Vacation shall be earned on a prorated basis for time worked, and employees earn vacation leave accruals on per pay-period basis. Additionally, an employee shall receive a one-time credit of forty (40) hours of vacation to their vacation leave accrual balance on the pay -period immediately following the start of their one hundred twentieth (120) month of continuous service.

To attract and retain experienced at -will management employees and reflect their accruals for other comparable years of experience in a managerial at -will position, the City Manager may authorize an experienced at-will management employee to accrue paid vacation at a higher rate than what applies to other newly-hired employees at the time the at-will management employee is hired or at the time of their performance evaluation via a Personnel Action Form (PAF). However, the rate of accrual for newly - hired at -will management employees shall not exceed what is provided to employees with one hundred twenty (120) or more months of continuous service. 1123
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48 4.2.2 Use of Vacation
a. Employees shall be eligible to use vacation as it is accrued. Employees are not eligible to advance vacation time to use vacation leave before it is accrued. b. Employees shall request use of vacation at least fourteen (14) days in advance.

Requests that are less than fourteen (14) days in advance will only be considered on a case-by- case basis, and in emergency situations.
c. All requests for use of vacation must be approved by the employee’s supervisor and the relevant Department Head.
d. Upon termination of employment, employees shall be compensated for accrued unused vacation at their then current pay rate.
e. The City will not allow for accrual of vacation time in excess of 300 hours. Any and all time accrued beyond that will be paid out at the regular rate of pay. The City Manager reserves the right to allow overages in special circumstances.

4.2.3 Vacation Sell-Back
a. Employees who have been employed with the City of Eastvale for a minimum of one (1) year and have used a minimum of forty (40) hours of vacation or management leave during the pertinent calendar year, may elect to sell -back accrued, but unused, vacation hours.

An employee may request to sell-back a minimum of ten (10) hours, up to a maximum of forty (40) hours, not more than two (2) times in a calendar year. An employee may not sell-back more than eighty (80) accrued unused vacation hours in any calendar y ear. To sell vacation hours, an employee must have a minimum remaining balance of forty (40) hours of vacation leave accrual after the sale of said vacation hours. The employee will be compensated for such vacation sell - back hours at the salary rate in effect for that employee at the time the hours are paid. b. Vacation accruals for which the employee receives compensation will be deducted from the employee’s accumulated total.
c. Any employee who has been given a disciplinary reduction in pay, disciplinary demotion, or suspension, shall be excluded from the use of this provision for sixty (60) calendar days from the date of the implementation of the disciplinary action. d. An employee desiring to sell back vacation hours under this section, must make a written request to the City Manager for approval. All vacation sell back requests will be processed in the payroll cycle following the date the request was approved whenever possible, or the following payroll cycle.
e. The City Manager reserves discretion to inactivate this provision based on the City’s financial ability to pay.
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49 SECTION 4.3 SICK LEAVE

4.3.1 Sick Leave Accruals
a. All full-time employees will accrue paid sick leave at the rate of 90 hours for each 12 months of the employee's active service. Full time employees are credited 3.46 hours towards their sick leave per pay period. Any such leave accrued but unused in any year shall be accumulated for the employee to use in succeeding years up to a maximum accumulation of five (5) years or 450 hours. An employee who reaches the maximum accumulation shall cease accruing sick leave until his/her balance is under the maximum accumulation. Upon termination for any cause other than retirement, sick leave time is forfeited. If an employee retires from City service, sick time may be converted to years of service as regulated by the California Public Employees’ Retirement System (CalPERS). If sick time is not converted to years of service, it is forfeited.
b. All regular and probationary part-time employees will accrue paid sick leave at the rate of 45 hours for each 12 months of the employee’s active service. Regular and probationary part-time employees are credited 1.73 hours towards their sick leave per pay period. Any such leave accrued but unused in any year shall be accumulated for the employee to use in succeeding years up to a maximum accumulation of five (5) years or 225 hours. An employee who reaches the maximum accumulation shall cease accruing sick leave until his/her balance is under the maximum accumulation. Upon termination for any cause other than retirement, sick leave time is forfeited. However, if the City rehires an employee within twelve (12) months of termination, the employee shall receive a credit for accrued unused sick leave that the employee had at termination. If an employee retires from City service, sick time may be converted to years of service as regulated by the California Public Employees’ Retirement System (CalPERS). If sick time is not converted to years of service, it is forfeited. c. All temporary part-time employees who work 30 or more days within a year shall receive 24 hours of sick leave in their sick leave bank immediately upon commencement of employment. Employees who qualify for sick leave under this subsection are entitled to use accrued sick days beginning on the 90th day of employment. Unused sick leave at the end of the calendar year may not be carried forward and sick leave may not be cashed out. Thereafter, at the beginning of each subsequent calendar year, the employee shall begin the year with 24 hours of leave time in their sick leave bank.

4.3.2 Sick Leave Usage
The following are permitted uses of sick leave:
a. Diagnosis, care, or treatment of an existing health condition of an employee or a member of the employee’s Immediate Family. For the purposes of this section, Immediate Family member means any of the following: A child, a parent, a spouse, a registered domestic partner, a grandparent, a grandchild, a sibling, or a designated person. b. Preventative care for an employee or an employee’s Immediate Family member. c. For employees who are victims of domestic violence, sexual assault, or stalking, leave taken for the purposes described in Labor Code sections 230(c) and 230.1(a). 1125
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50 Sick leave may be used upon an employee's oral or written request. If the need for paid sick leave is foreseeable, an employee must provide “reasonable” advance notice. If not, the employee must provide notice to their supervisor “as soon as practicable” or within one -half (1/2) hour of the beginning of their work shift of each sick day, or prior to leaving the worksite when becoming ill during the work shift. Failure to provide notice in accordance with this policy may be cause for disciplinary action. Eligibility of sick leave usage shall commence when accrued. Observed holidays occurring during sick leave shall not be counted as days of sick leave.

Vacation leave may not be used in lieu of paid sick leave unless employee’s sick leave accrual has been exhausted, and the employee receives approval from their supervisor. .

4.3.3 Annual Sick Leave Buy-Back
Employees may receive compensation for unused sick leave, per calendar year as follows:

a. Full-time employees and regular part time employees may be eligible to sell back accrued sick leave provided that they, following any sale of such hours to the City, maintain a minimum of forty-eight (48) hours of accrued unused sick leave. b. A full time or regular part time employee desiring to sell back accrued sick leave to the City must make a written request to the City Manager for approval during the first two weeks of January each calendar year.
c. Compensation for unused accumulated sick leave, processed under this section, will only be paid the second pay period in February of each year at the employee’s current rate of pay, based on a buy -back rate of 50% for each hour that the City buys back. ( e.g., 40 hours of sick leave sold back to the City will be cashed out at 20 hours.) d. The City Manager reserves discretion to inactivate this provision based on the City’s financial ability to pay.
e. Employees are not eligible to sell -back accrued unused sick leave under this section upon termination of employment, which includes disciplinary termination, resignation, retirement, layoff, “at-will” or probationary separation.

SECTION 4.4 FAMILY CARE AND MEDICAL LEAVE; PREGNANCY DISABILITY LEAVE;

MILITARY FAMILY LEAVE
The City provides employees with family care and medical leave, pregnancy disability leave, and military family leave. Information about these leaves is set forth in a separate administrative policy.

SECTION 4.5 CIVIL AIR PATROL LEAVE
The City will provide employees with leave as required by the Civil Air Patrol Employment Protection Act. Employees who are also volunteer members of the Civil Air Patrol are annually entitled to up to 10 days of leave for Civil Air Patrol duty to respond to an emergency operation mission. The employee must have been a City employee for at least 90 days before the beginning of leave. Generally, leave for a single emergency cannot exceed 3 days. Leave is unpaid.

Employees may use available vacation leave. The employee must provide written certification of the need for leave from the proper Civil Air Patrol.
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51 SECTION 4.6 CRIME VICTIMS’ LEAVE
Employees are allowed time off from work to attend judicial proceedings related to a violent felony, serious felony, or felony theft or felony embezzlement (as defined in Labor Code 230.2), if the employee, an immediate family member (which includes spouse, child, stepchild, brother, stepbrother, sister, stepsister, mother, stepmother, father, or stepfather) of the employee, registered domestic partner of the employee, or the child of a registered domestic partner is a crime victim. The employee can use available sick leave, compensatory time off, or vacation leave for crime victims’ leave.

SECTION 4.7 VICTIMS OF DOMESTIC VIOLENCE OR SEXUAL ASSAULT Employees who are the victims of domestic violence or sexual assault can take time off, as required by law, to obtain relief, such as a temporary restraining order, a restraining order, or other court-ordered relief, to help ensure the safety of the victim or the victim’s child. Employees can use available vacation time or compensatory time off for this type of leave.

Unless not feasible, employees are expected to provide reasonable advanced notice of the need for leave and to supply documentation supporting the leave request.

SECTION 4.8 MILITARY LEAVE
Military Leave will be provided in accordance with state and federal law. All employees must notify their department head as soon as practicable of their need for military leave. When possible, the employee must also present a copy of their military orders prior to taking military leave. The department head must immediately notify the Human Resources and Risk Management Director about the employee’s need for military leave.

SECTION 4.9 ORGAN AND BONE MARROW DONATION LEAVE
Employees who are donating an organ are entitled to up to 30 business days of paid leave in a one (1) -year period. Employees who are donating bone marrow are entitled to five (5) business days of paid leave in a one (1) -year period. Group health insurance is maintained during the leave period.

For leave under this section, a year is measured as 12 consecutive months from the date leave begins. These leaves do not run concurrently with CFRA leave. Eligible employees are those employees who have been employed by the City for least a 90-day period before the leave begins.

Employees who take bone marrow donation leave must take up to five (5) days of accrued sick leave or vacation time. Employees who take organ donor leave may take up to two (2) weeks of accrued sick leave or vacation time. Prior to taking a leave under this section, an employee shall provide a written verification to the City that the employee is an organ or bone marrow donor and that there is a medical necessity for the leave.

SECTION 4.10 SCHOOL ACTIVITIES/SCHOOL APPEARANCE LEAVE
The City will grant a leave of absence to an employee who is the parent, guardian, or grandparent of a child, in accordance with the following provisions. a. Permissible Purposes:
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52 (i) To participate in the activities of the child’s primary or secondary school or licensed childcare provider;
(ii) To find, or to enroll, or reenroll the child in, a primary or secondary school or licensed childcare provider.
(iii) To address an emergency, such as:
(A) A request from childcare provider or school that the child be picked up.
(B) A provision in the attendance policy for the childcare provider or school, other than a planned holiday, that prohibits the child from attending. (C) Closure or unexpected unavailability of the childcare provider or school, other than during planned holidays.
(D) A natural disaster, including, but not limited to, fire, earthquake, or flood.
(iv) To appear at the school of a suspended child pursuant to a request made by the child’s school under California Education Code section 48900.1. b. An employee may take up to 40 hours of leave per calendar year, but no more than eight hours in one calendar month. However, no limit shall be placed on the amount of leave taken under S ection 4.10(a)(iv). If more than one City employee requests leave in connection with the same child, only the first employee to provide notice is entitled to receive leave. The second employee may also be permitted to take a simultaneous leave of absence if the sec ond employee obtains written supervisory approval. The amount of leave available is fixed at a maximum of 40 hours per calendar year, regardless of the number of children, grandchildren, or wards that an employee may have.
c. An employee must provide reasonable advance notice of the need for leave and must make all reasonable efforts to schedule the leave so as not to unduly disrupt the operations of the City. If an emergency makes such notice impossible, the employee shall no tify the employee’s Department Head as soon as possible. Employees returning from leave are required to provide written verification from the school or childcare provider of the employee’s need for leave at the specific time and date. If an employee fails to provide sufficient verification, the City may determine that the leave time was unauthorized.
d. Leave under this section is unpaid. However, an employee may choose to use any accrued vacation time when taking leave under this section.

SECTION 4.11 VOLUNTEER FIREFIGHTERS, RESERVE PEACE OFFICERS, AND

EMERGENCY RESCUE PERSONNEL LEAVE
No employee shall be disciplined for taking time off to perform emergency duty as a volunteer firefighter, reserve peace officer, or emergency rescue personnel. If an employee is an official volunteer firefighter, reserve peace officer, or emergency rescue personnel, the employee shall alert their supervisor about the potential to take time off for emergency duty. When taking time off for emergency duty, the employee is required to alert their supervisor before doing so when 1128
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53 possible. Further, employees are entitled to take a leave of up to fourteen (14) days per calendar year for fire or law enforcement training. Employees may use their accrued vacation leave or take unpaid leave time.

SECTION 4.12 VOTING LEAVE
Employees of the City are expected to vote prior to or following their assigned working hours. If an employee does not have sufficient time outside regular working hours to vote at statewide elections, the employee may take off such working time as will enable the employee to vote. A maximum of two hours may be taken with pay. To receive time off for voting, the employee must notify the employee’s Department Head in advance. Employees who need Voting Leave, must take such leave at the beginning or end of the employee’s work shift, based on the needs of the Department and the employee’s schedule. The exact amount of time off work and the scheduling of time off shall be decided between the employee and the employee’s Department Head.

Employees who use Vo ting Leave are required to present a voter’s receipt to their Department Heads.

SECTION 4.13 PERSONAL LEAVE OF ABSENCE WITHOUT PAY

4.13.1 Request for Leave.

Upon the request of the employee, a leave of absence without pay may be granted by the City Manager to an employee.
a. An employee shall not be entitled to a leave of absence under this section as a matter of right, but only upon good and sufficient reason. b. Request for leave of absence without pay shall be made in writing to Human Resources and Risk Management, and shall state specifically the reason for the request, the date when it is desired to begin the leave, and the probable date of return. Human Resources and Risk Management will transmit the request to the City Manager. In evaluating the leave request, the City Manager may request further reasonable documentation in support of the employee’s request for a leave of absence without pay, including confir mation that the employee is reasonably expected to return to work with the City upon conclusion of the authorized leave period, in accordance with applicable laws.
c. Mandatory Exhaustion of Paid Leaves. If an employee is requesting a leave of absence for medical reasons, the employee is required to first fully exhaust all of employee’s paid leaves to be eligible to receive a leave of absence without pay. If an employ ee is requesting a leave of absence for non-medical personal reasons, the employee is required to fully exhaust all of the employee’s paid leaves, except sick leave, in order to be eligible to receive a leave of absence without pay.
d. Authority to Grant a Leave of Absence Without Pay. The City Manager may grant an employee a leave of absence without pay for a period not to exceed six months. After three months, the leave of absence may be extended if so authorized by the City Manager. Extensions of leaves of absence will not be granted unless, in the judgment of the City Manager, the City would not experience undue hardship from the employee’s continued absence, or the particular circumstances would otherwise justify the extension. The approval or rejection of the City Manager will be in writing, final, and not subject to any appeal. 1129
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54 e. Return to Work. Upon expiration of a regularly approved leave, the employee will be reinstated in the position held at the time leave was granted, provided such position continues to exist. An employee on leave who fails to report to duty promptly at its expiration will be subject to disciplinary action for being on an unauthorized absence and may trigger Job Abandonment provisions under Section 7.3.

4.13.2 Conditions of Leave.

A leave of absence without pay granted by the City Manager shall not be construed as a break in continuous service or employment, and rights accrued at the time leave is granted shall be retained by the employee. A person granted such leave shall not accrue any paid leaves of absence (vacation, sick leave), shall not receive increases in salary and other similar benefits, and shall not be eligible to receive cafeteria contributions and reimbursements during the period of absence, unless required by law. An employee reinstated after leave of absence without pay shall receive the same step in the salary range he/she received when he began his/her leave of absence. Time spent on such leave without pay shall not count toward service for increases within the salary range, and the employee’s salary anniversary date shall be set forward one month for each thirty (30) consecutive days taken.

SECTION 4.14 JURY DUTY OR WITNESS APPEARANCE LEAVE
Every employee of the City who is called to jury duty will be granted leave to perform the same.

Upon receipt of a jury duty summons, employees must promptly notify their supervisor and provide a copy of the notice to their supervisor or department head. Further, an employee who is ordered or subpoenaed to appear as a witness in any judicial proceeding during their normally scheduled work hours will be given leave to fulfill their obligation. An Employee requesting leave to appear as a witness pursuant to an order or subpoena must provide verification of their witness obligation to their supervisor or department head. The City may require any employee on leave under this section to report to duty during regularly scheduled work hours if such scheduled work hours are outside of two hours of the employee’s required jury duty service or subpoena to appear as a witness.

Any regular full-time employee or regular part-time employee, who is required to serve as a juror or subpoenaed as a witness in any State or Federal court, or any administrative board or tribunal, shall be entitled to up to forty (40) days of their base pay while performing services as a juror or a witness for the duration of such service; provided that any such employee shall be required to pay over to the City any amount he/she receives for jury fees, exclusive of approved travel and subsistence.

SECTION 4.15 EXECUTIVE AND MANAGEMENT LEAVE
At-will executive and management employees, as shown on the City’s approved Salary Schedule, and as detailed in the attached appendix “A”, are authorized a paid leave (time off with pay) each calendar year. At -will executive employees will receive one- hundred (100) hours of paid leave per calendar year, and at-will management employees will receive eighty (80) hours of paid leave per calendar year. Such employees shall receive paid leave according to the following schedule:
a. During first calendar year as an at-will executive or management employee: At-will executive employees shall be credited twenty -five (25) hours at the beginning of each calendar quarter beginning with the employee’s date of hire as an at-will executive employee until the end of the same calendar year. At-will management employees shall be credited twenty (20) hours 1130
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55 at the beginning of each calendar quarter beginning with the employee’s date of hire as an at-will management employee until the end of the same calendar year. b. During the second calendar year , at will executive and management employees shall be credited leave according to the following schedules:
(i) At-will Executive Employees:
(A) January 1 until the end of the quarter encompassing the employee’s anniversary date as an at -will executive employee: the at -will executive employee shall be credited twenty-five (25) hours for each calendar quarter starting with January 1 until the end of the quarter encompassing the employee’s anniversary date as an at -will executive employee.
(B) quarter following the quarter encompassing the employee’s anniversary date as an at-will executive employee until the end of the second calendar year: the at-will executive employee shall be credited the remaining leave amount for the second calendar year as a lump sum credit.
(ii) At-will Management Employees:
(A) January 1 until the end of the quarter encompassing the employee’s anniversary date as an at-will management employee: the at-will management employee shall be credited twenty (20) hours for each calendar quarter starting with January 1 until the end of the quarter encompassing the employee’s anniversary date as an at-will management employee. (B) quarter following the quarter encompassing the employee’s anniversary date as an at-will management employee until the end of the second calendar year :
the at-will management employee shall be credited the remaining management leave amount for the second calendar year as a lump sum credit.
c. During the third calendar year and each subsequent calendar year thereafter as an at-will executive or management employee: : At-will executive employees shall be credited their annual one- hundred (100) hours of leave on January 1. At -will management employees shall be credited their annual eighty (80) hours of management leave on January 1.

Leave hours provided under this section 4.15 not used within the calendar year in which they are credited are forfeited and not subject to cash out. At-will executive and management employees shall receive cash out of any unused accrued management leave at termination of employment.

SECTION 4.16 BEREAVEMENT LEAVE
An Employee is eligible to receive leave under this section if the employee has been employed by the City for at least thirty days prior to commencement of leave. If an employee loses an immediate family member, as defined in this section below, the employ ee will be allowed paid time off of up to five (5) days. Leave days under this section need not be consecutive, but shall be completed within three months of the date of death of the immediate family member.

For the purposes of this section, an immediate family member means: a spouse, domestic partner, child, parent, sibling, grandparent, grandchild, parent-in-law, or foster children or legal wards and legal guardians. An employee must inform the employee’s supervisor prior to commencing 1131
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56 bereavement leave. In administering this section, the City may require verification of death within 30 days of the first day of the leave. Any documentation provided by the employee to support leave under this section shall be maintained as confidential.

SECTION 4.17 REPRODUCTIVE LOSS LEAVE
Upon completion of thirty (30) days of employment with the City, an employee shall be eligible to receive reproductive loss leave as provided in this section. a. Definitions applicable to this section.
(i) Reproductive loss event: means the day or, for a multiple- day event, the final day of a failed adoption, failed surrogacy, miscarriage, stillbirth, or an unsuccessful assisted reproduction.
(ii) Failed adoption: means the dissolution or breach of an adoption agreement with the birth mother or legal guardian, or an adoption that is not finalized because it is contested by another party. This event applies to any person who would have been the parent if the adoption was completed.
(iii) Failed surrogacy: means the dissolution or breach of a surrogacy agreement, or a failed embryo transfer to the surrogate. This event applies to any person who would have been the parent if the child was born as a result of the surrogacy. (iv) Miscarriage: means a miscarriage by a person, by the person’s current spouse or domestic partner, or by another individual if the person would have been a parent of a child born as a result of the pregnancy.
(v) Stillbirth: means a stillbirth resulting from a person’s pregnancy, the pregnancy of a person’s current spouse or domestic partner, or another individual, if the person would have been a parent of a child born as a result of the pregnancy that ended in stillbirth. (vi) Unsuccessful assisted reproduction: means an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure. This event applies to a person, the person’s current spouse or domestic partner, or another individual, if the person would have been a parent of a child born as a result of the pregnancy. b. Leave Entitlement. An employee may receive up to five (5) days of unpaid leave under this section following a reproductive loss event. If an employee experiences more than one reproductive loss event within a twelve (12) -month period, the City may grant additional reproductive loss leave, under this section, up to twenty (20) days within a twelve (12) month period. An employee may use leave entitlement under this section nonconsecutively. Except as otherwise provided in subsection 3 “Impact of Other Leave” below, leave under this section shall be completed within three (3) months of the reproductive loss event. c. Impact of Other Leave. If prior to or immediately following a reproductive loss event, an employee is on or chooses to go on leave under section 4.4, or any other leave entitlement under state or federal law, the employee shall complete leave under this section within three (3) months of the end date of the other leave.
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57 d. Use of Accrued Paid Leave. An employee may use vacation leave, sick leave, or other leave that is otherwise available to the employee to receive compensation while on leave under this section.
e. Nonretaliation; Noninterference. The City will not retaliate against an employee, including imposing any disciplinary action, because of the employee’s exercise of the right for leave under this section or an employee giving information or testimony as to their own reproductive loss leave, or another person’s reproductive loss leave. Further, the City will not interfere with, restrain, or deny the exercise of, or the attempt to exercise, any right provided under this section.
f. Confidentiality Provision. The City will maintain the confidentiality of any employee requesting leave under this section. Any information provided to the City pursuant to this section will be maintained as confidential and will not be disclosed except, as necessary, to internal personnel, legal counsel, or as may otherwise be required by law.

SECTION 4.18 INDUSTRIAL ILLNESS AND/OR INJURY LEAVE

4.18.1 Industrial Illness/Injury Leave.

The City will grant a leave of absence to any employee who is unable to work due to an industrial illness/injury.
a. Duration. Leave duration under this section shall continue until: a) the City determines that the employee is released to return to work by the employee’s health care provider without restrictions; b) the employee’s health care provider releases employee to work wit h restrictions, and the City determines that it has a reasonable accommodation for the restrictions; or c) the City receives evidence, which the City deems satisfactory, from the employee’s health care provider that the employee is unable to return with or without restrictions. The City may also terminate a leave of absence under this section if the employee retires from City employment or the employee fails to cooperate in good faith in the interactive process with the City to determine whether reasonable accommodation is available to return to work. b. Coordination. If leave under this section is also designated as FMLA/CFRA leave of absence, the employee may coordinate any unused accumulated sick and vacation hours with any workers’ compensation insurance, long term disability, and any other wage replacement benefits, up to an amount equal to the employee’s regular salary. Employee taking leave under this section that is not designated as FMLA/CFRA, shall coordinate unused accumulated sick hours with workers’ compensation insurance, long term disability, and any other benefits provided to the employee, up to an amount equal to the employee’s regular salary.

SECTION 4.19 FITNESS FOR DUTY LEAVE AND EXAMINATION
Employees are expected to report to work fit for duty, which means able to perform their job duties in a safe, appropriate, and effective manner, free from adverse effects of physical, mental, emotional, and/or personal issues. This section is intended to provide a safe environment and protect the health and welfare of employees and the public. If an employee feels that the employee is not fit to perform the employee’s duties, the employee must notify the employee’s supervisor immediately.
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58 a. Reasons for Fitness for Duty Leave . In the discretion of the City, an employee may be placed on a paid Fitness for Duty Leave and/or ordered to participate in a fitness for duty examination in any of the following situations:
(i) An employee returns from a medical leave of absence of more than five working days.
(ii) An employee is involved in the interactive process with the City to determine whether there is a reasonable accommodation for the employee’s medical or mental condition.
(iii) Supervisor observes or receives a reliable report of an employee’s possible lack of fitness for duty. Observations and reports may be based on, but are not limited to, employee’s own self -report of potential unfitness, dexterity, coordination, alertness, speech, vision acuity, concentration, disproportionate response to criticism, and inappropriate or uncharacteristic interactions with the public, co-workers, and supervisors. (iv) Fitness for duty examinations based on a reasonable suspicion that an employee is under the influence of impairing drugs or alcohol shall be conducted in accordance with the City’s Alcohol and Drug Policy.
b. Procedures for Ordering a Fitness for Duty Examination. When a Supervisor becomes aware of or observes behavior that makes the Supervisor reasonably suspect that the employee may not be fit for duty, the Supervisor, shall refer the employee to Human Resources and Risk Management who will determine if a fitness for duty examination is appropriate, and, if so, will schedule the employee for a fitness for duty examination. If the circumstances warrant it, the Department Head may place the employee on paid leave pending the results of the employee’s fitness for duty examination. The examination shall be paid for by the City. c. Procedure Following Receipt of Examination Results . The doctor examining the employee shall be limited to finding the employee “fit for duty” or “fit for duty with restrictions” or “unfit for duty.” In the case of finding an employee fit for duty, the doctor may issue work restrictions. In no case shall the doctor reveal the underlying cause of the fitness or unfitness for duty without the employee’s permission.
(i) Fit for Duty. If the doctor finds the employee is fit for duty, the employee shall return to work immediately and perform all duties of the employee’s position. (ii) Fit for Duty with Restrictions. If the doctor finds the employee is fit for duty with restrictions, the doctor shall specifically enumerate what restrictions are necessary and for how long those restrictions are necessary. The City shall then evaluate those restrictions, and determine if the City can reasonably accommodate those restrictions. If the employee’s restrictions are based on a disability as defined by the ADA and/or FEHA, the City shall engage in the interactive process as required by law.
(iii) Unfit for Duty. If the employee is found to be unfit for duty, the employee shall not be permitted to work. The employee may request a leave of absence in accordance with the appropriate applicable provision(s) of this Manual. If the employee can provide certification of fitness for duty prior to the exhaustion of all paid and unpaid leave that the employee is entitled to under this Manual, the employee shall be returned to work. However, if such certification is from the employee’s own health care prov ider, the City may request a second opinion from a 1134
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59 doctor of its choosing and at its cost to evaluate the employee under the requirements of this section. If the two certifications conflict, a third opinion will be sought from a doctor chosen by the City and the employee, at the expense of the City. The opinion of fit or unfit rendered by the third doctor shall be binding. If the employee’s restri ctions are based on a disability as defined by the ADA and/or FEHA, the City shall engage in the interactive process as required by law. 1135
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60 CHAPTER 5 – EMPLOYEE CONDUCT, DISCIPLINE AND DISCIPLINARY APPEALS

SECTION 5.1 GENERAL POLICY STATEMENT
Regular full-time and regular part-time employees in the classified service of the City may not be suspended, demoted, dismissed, or reduced in pay for disciplinary reasons, without just cause.

This Chapter 5 of this Manual does not apply to probationary employees, “at-will” employees, and temporary part-time employees.

Discipline may be necessary when this Manual or standalone City policies are violated, or City expectations are not met, including an employee’s failure to satisfactorily perform assigned job duties. The causes for disciplinary action against an employee may include, but are not limited to, the following:

SECTION 5.2 TYPES OF DISCIPLINARY ACTIONS
While the City maintains a progressive disciplinary system, the City may impose discipline at any level that is appropriate for the employee’s action up to and including termination.

5.2.1 Verbal Reprimand.

An employee may be verbally reprimanded about his/her inappropriate behavior. The supervisor may make a brief notation regarding the date and substance of the verbal reprimand in the personnel file. If an employee’s conduct does not improve, reference to the verbal reprimand may be made in a subsequent written reprimand or performance evaluation. The procedures in Sections 5.6 and 5.7 are inapplicable to verbal reprimands. Verbal reprimands are not subject to any employee appeal or grievance.

Eastvale City CouncilMay 22, 2024

Eastvale City Council
May 22, 2024