Rev.
07/0112/2/20253
BENEFIT SUMMARY SHEET
CONFIDENTIAL MANAGEMENT
Effective July 1, 20222025– June 30, 20252027
GENERAL INFORMATION
PROBATION: Probationary period is twelve months.
MERIT REVIEW: If appointed at (or promoted to) Step 1, employee is eligible for a merit review six months after date the action becomes effective. If appointed above Step 1, the merit review will be twelve months from effective date.
SALARY INCREASES: 5% base wage increase effective the first full pay period in July 2022 3% base wage increase effective the first full pay period in July 2023
5.5% base wage increase effective the first full pay period in July 2024No wage increases during this term. Employees hired or promoted prior to 11/18/2025 will receive a benefit equal to 1.5% of their annual base salary. They may elect whether to receive a single lump-sum cash payment equal to 1.5% of their annual base salary or 31.2 hours of PTO in a separate bank each year. These PTO hours have no cash value and any remaining unused hours as of 6/30/2027 will be forfeited. Employees hired or promoted on or after 11/18/2025 will not be eligible for this benefit.
TUITION REIMBURSEMENT: Up to $4,000 annually
PERSONAL LEAVE: 144.86100 hours annually (5.573.85 hours per pay period). Employees are eligible to use as it is accrued, subject to the Department Head’s discretion. 100% of personal leave accrued is available for cash out. Employees hired or promoted before 11/18/2025 may accrue a maximum of 300 hours. Employees hired on or after 11/18/2025 may accrue a maximum of 200 hours. Upon separation from the City, employee is paid for any unused balance. All accruals and limits apply on a calendar year basis.
Employees hired or promoted before 11/18/2025 will receive an additional benefit in the amount of 2.16%. They may elect whether to receive this as a 2.16% differential premium pay, or increase the City’s contribution to their 401(a) by 2.16%.
VACATION: Eligible to use after 6 months of employment.
Employees hired or promoted before 11/18/2025
Years of Service Vacation Accrual per Year
From date of hire through 3rd 3.08 hours per pay period (10 days per year) Beginning 4th through 10th 4.62 hours per pay period (15 days per year) Beginning 11th through 15th 6.15 hours per pay period (20 days per year) Beginning 16th and over 7.69 hours per pay period (25 days per year)
Employees hired or promoted on or after 11/18/2025
Years of Service Vacation Accrual per Year
From date of hire through 5th 3.08 hours per pay period (10 days per year) Beginning 6th through 14th 4.62 hours per pay period (15 days per year) Beginning 15th and over 6.15 hours per pay period (20 days per year)
Years of Service Annual Accrual Rate
Date of hire through 3 years 10 days
Beginning of 4 through 10 years 15 days
Beginning of 11 through 15 years 20 days
Beginning of 16 and over 25 days
Vacation leave may be accrued to a maximum of 2.0 times the employee's current annual accrual rate. The accrual rate is reported on biweekly payroll. Employees may cash out up to 100 hours of their vacation balance each calender year, provided a minimum balance of 80 hours between vacation, comp time, and vacation in lieu is maintained. If deferring into 457 plan, the 100-hour maximum is not applicable, but must keep 80 hours of combined accruals. Upon separation from the City, employees are paid for any unused vacation.
BENEFIT SUMMARY SHEET (CONTINUED)
CONFIDENTIAL MANAGEMENT: July 1, 20252 through June 30, 20275
The statements on these pages are intended to be general and not inclusive of all benefits. Any conflict that may arise will be based on the FGMA MOU and City policy and not on this sheet. For further information on any of the above benefits, please see the current MOU or the Human Resources Department.
HOLIDAYS: Eligible date of hire. Those scheduled for forty (40) hour work week receive the following holidays:
New Year’s Day
Martin Luther King Day
President’s Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Columbus Day
Veteran’s Day
Thanksgiving
Thanksgiving – Day after
Christmas
Christmas Eve
New Year’s Eve
PAID HOLIDAYS /VACATION IN-LIEU OF HOLIDAY: To be eligible for holiday compensation (including in-lieu holiday credit), a new hire must be in paid status on the regularly scheduled workday immediately preceding the observed holiday. Employees who are required to work on holidays accrue holidays as cash payment. The accrual rate is 48 hours per year. (1.847 hours per pay period.) Those required to report to work on holidays, accrue vacation in-lieu of holiday at an accrual rate of 64 hours per year (2.46 hours per pay period).
SICK LEAVE: Annual accrual of 12 days . Employees are eligible to use sick leave as it is accrued. There is no limit on the amount of accumulated sick leave. At employee’s option, City pays cash for 25% of unused sick le ave accrued the twelve months from end of each November. See MOU for payoff upon death benefits.
HEALTH CARE, LIFE INSURANCE AND OTHER BENEFITS
HEALTH/DENTAL/VISION PLANS: Eligible first day of first month after date of hire. The City provides generous contributions towards medical, dental and vision plans. Please see current rate sheets in Employee Benefits Guide for more information.
HEALTH INSURANCE OPT-OUT: With proof of other coverage, employee may decline health/dental coverage and receive a maximum of $518 per month (taxable). If dental or vision is elected, then the $518 will be reduced by the city cost of these benefits.
HEALTH CARE, LIFE INSURANCE AND OTHER BENEFITS (CONTINUED)
SHORT TERM DISABILITY: Eligible first of the month after 3 months of employment. The employee currently pays $6.00 per month premium on an after-tax basis. The City administers the self-funded STD plan The STD benefit schedule shall match the State Disability Insurance (SDI) benefit schedule. Benefits commence after a seven-day waiting period, or immediately if hospitalized.
LONG TERM DISABILITY INSURANCE: Eligible first day of first month after date of hire. Effective 180 days after date of injury or illness causing disability. Maximum compensation is equal to 60% of salary.
BASIC/ADDITIONAL LIFE INSURANCE: Eligible first day of first month after date of hire. City pays in full an amount equal to 1.5 times the annual salary rounded to the next $1,000 for a Life and Accidental Death/Dismemberment insurance policy to a maximum of $150,000. For supplemental life insurance, employees will be able to purchase coverage equal to six times their annual salary up to $500,000. Health questionnaires are required for the purchase of supplemental life insurance.
OTHER BENEFITS:
City paid Employee Assistance Plan (EAP) Bereavement Leave Optional health care and dependent care FSAs Optional financial consulting services
RETIREMENT/DEFERRED COMPENSATION
CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CALPERS): Employee retirement contributions will be on a pre-tax basis pursuant to IRS Section 414(h)(2). Employee pays survivor's benefit (currently $24 per year). City does not participate in Social Security;
1.45% of gross salary is a mandatory payroll deduction for Medicare coverage.
CLASSIC CALPERS MEMBER
TIER 1 2.7% at 55 retirement formula Single highest year coverage Employee contribution rate is 10.75% Classic members hired with the City of Fairfield on or prior to August 25, 2012
TIER 2 2.5% at 55 retirement formula Three-year average Employee contribution rate is 10.75% Classic members hired with the City of Fairfield on or after August 26, 2012 and before November 18, 2025
TIER 3 2.5% at 55 retirement formula Three-year average Employee contribution rate is 10.5% Classic members hired with the City of Fairfield on or after November 18, 2025
BENEFIT SUMMARY SHEET (CONTINUED)
CONFIDENTIAL MANAGEMENT: July 1, 20252 through June 30, 20275
The statements on these pages are intended to be general and not inclusive of all benefits. Any conflict that may arise will be based on the FGMA MOU and City policy and not on this sheet. For further information on any of the above benefits, please see the current MOU or the Human Resources Department.
* City Paid EPMC is 2.5% for employees hired prior to 11/18/2025; employees hired on or after 11/18/2025 will not receive EPMC. Employer paid member contributions (EPMC) are reported to PERS as salary for PERS retirement purposes only.
NEW CALPERS MEMBER
Brought into CalPERS for the first time on or after January 1, 2013 with no prior membership in any Californ ia public retirement system.
2% @ 62 retirement formula 3 year average for final compensation Employee contribution shall be half the normal cost of the
retirement plan as defined by
CalPERS (currently 7.75%)
EMPLOYEE DEFERRED COMPENSATION ACCOUNTS:
401(a): Eligible date of hire and enrollment must occur within 30 days from eligibility date; enrollment is required and irrevocable.
For employees hired before 11/18/2025, City contribution is 10.4011% or, at employee’s election, may increase to 13.16% if the 2.16% benefit from Personal Leave is deferred into 401(a).; mandatory employee contribution isEmployees must contribute a minimum of 4.10%.
For employees hired on or after 11/18/2025, City contribution is 10%. Employees must contribute a minimum of 4%. City contributions vest after five (5) years; employee contributions vest immediately.
457 DEFERRED COMPENSATION PLAN: Eligible date of hire. Enrollment is optional and shall not include any City contribution.
Employees are eligible to make contributions by way of Traditional (pre-tax), Roth (after-tax), or a combination of both into the 457 Plan not to exceed the annual maximum.
RETIREE MEDICAL EXPENSE PROGRAM: The City contributes $50 per month to the MissionSquare VantageCare Retiree Health Savings PlanHealth Reimbursement Arrangement (HRA) program. Sick leave hours accumulated beyond the minimum threshold of 500 hours will be converted to this program on an annual basis.