RESOLUTION NO. 2025-017
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FONTANA,
CALIFORNIA, APPROVING THE MEMORANDUM OF
UNDERSTANDING AND THE UPDATED SALARY TABLE BETWEEN
THE FONTANA POLICE BENEFIT ASSOCIATION AND THE CITY TO
ESTABLISH TERMS OF EMPLOYMENT.
WHEREAS, on November 9, 2021, the City Council of the City of Fontana (City Council) adopted a Memorandum of Understanding (MOU) between the City of Fontana (City) and the Fontana Police Benefit Association (PBA) to establish the terms and conditions of employment for its employees; and
WHEREAS, the previously adopted MOU for the PBA has since expired, and the City and this labor group have successfully negotiated new terms of employment; and
WHEREAS, the City Council desires to enter into an agreement with the PBA to formally establish these new terms; and
WHEREAS, the City Council has adopted the Personnel Rules and Regulations which incorporate the City’s Classification and Compensation Plan; and
WHEREAS, the Classification and Compensation Plan is not a static document and requires periodic revisions to reflect organizational changes and workforce needs; and
WHEREAS, the Classification and Compensation study identified specific positions that require adjustments to bring them to market-competitive levels; and
WHEREAS, the City Council is bringing identified positions to market as outlined in the Classification and Compensation study and then providing the PBA with a 4.0% base salary increase, effective March 22, 2025.
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Fontana, California, as follows:
Section 1. Recitals. The above recitals are true, correct and incorporated herein by this reference.
Section 2. CEQA. This Resolution is not a project within the meaning of Section 1538 of the State of California Environmental Quality Act (“CEQA”) Guidelines, because it has no potential for resulting in physical change in the environment, directly or indirectly.
The City Council further finds, under Title 14 of the California Code of Regulations, Section 15061(b)(3), that this Resolution is nonetheless exempt for the require ments of CEQA in that the activity is covered by the general rule that CEQA applies only to projects which have the potential for causing a significant effect on the environment. Where it can Resolution No. 2025-017
be seen with certainty that there is no possibility that the activity in question may have a significant effect on the environment, the activity is not subject to CEQA. Council, therefore, directs that a Notice of Exemption be filed with the County Clerk of the County of San Bernardino in accordance with CEQA Guidelines.
Section 3. PBA MOU. The City Council of the City of Fontana hereby approves and adopts the Memorandum of Understanding between the City and the Fontana Police Benefit Association, attached hereto as Exhibit A and incorporated herein by this reference.
Section 4. Salary Tables for the PBA. The City Council of the City of Fontana hereby adopts the updated Fontana Police Benefit Association salary table, which is attached hereto as Exhibit B and incorporated herein by this reference.
Section 5. Severability. If any provision of this Resolution or the application of any such provision to any person or circumstance is held invalid, such invalidity shall not affect other provisions or applications of this Resolution that can be given effect without the invalid p rovision or application, and to this end the provisions of this Resolution are severable. The City Council declares that it would have adopted this Resolution irrespective of the invalidity of any particular portion of this Resolution.
Section 6 . Certification. The City Clerk shall certify to the adoption of this Resolution.
Section 7. Custodian of Records. The documents and materials that constitute the record of proceedings on which this Resolution is based are located at the City Clerk’s office located at 8353 Sierra Avenue, Fontana, CA 92335. The custodian of records is the City Clerk.
Section 8. Effective Date: This Resolution shall become effective immediately upon adoption.
APPROVED AND ADOPTED this 11
th day of March, 2025.
READ AND APPROVED AS TO LEGAL FORM:
City Attorney
I, Germaine McClellan Key, City Clerk of the City of Fontana, and Ex-Officio Clerk of the City Council, do hereby certify that the foregoing Resolution is the actual Resolution duly and regularly adopted by the City Council of said City at a regular meeting thereof, held on the 11
th day of March 2025, by the following vote to wit:
AYES:
Resolution No. 2025-017
NOES:
ABSENT:
ABSTAIN:
__________________________
City Clerk of the City of Fontana
___________________________
Mayor of the City of Fontana
ATTEST:
___________________________
City Clerk
Exhibit A
MEMORANDUM OF UNDERSTANDING
BETWEEN
CITY OF FONTANA
AND
FONTANA POLICE BENEFIT ASSOCIATION
COVERING THE PERIOD OF
JULY 1, 2024 THROUGH JUNE 30, 2027
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
i
TABLE OF CONTENTS
ARTICLE 1: RECOGNITION ........................................................................................... 1 ARTICLE 2: ZIPPER CLAUSE ........................................................................................ 1 ARTICLE 3: CITY PERSONNEL RULES ........................................................................ 1 ARTICLE 4: NO DISCRIMINATION ................................................................................ 2 ARTICLE 5: DUES DEDUCTION .................................................................................... 2 Section 1 - Dues Deduction Authorization ................................................................... 2 Section 2 - Non Pay Status .......................................................................................... 2 Section 3 - Transmittal of Dues .................................................................................... 2 Section 4 - Hold Harmless ........................................................................................... 2 ARTICLE 6: WAGES ....................................................................................................... 3 ARTICLE 7: WORKING HOURS AND WORK SCHEDULES ......................................... 3 ARTICLE 8: MERIT INCREASES ................................................................................... 3 ARTICLE 9: PERSONAL LEAVE .................................................................................... 4 Section 1 - Personal Leave Accrual ............................................................................. 4 Section 2 - Leave Accrual Limits .................................................................................. 4 Section 3 – Pre-Election of Leave Cash Out ................................................................ 4 Section 4 - Negative Leave Usage ............................................................................... 6 ARTICLE 10: UNIFORMS AND EQUIPMENT ................................................................ 6 Section 1 - Uniform Allowance ..................................................................................... 6 Section 2 - Safety Equipment ...................................................................................... 7 ARTICLE 11: LONGEVITY PAY ..................................................................................... 7 Section 1. ..................................................................................................................... 7 Section 2. ..................................................................................................................... 8 Section 3. ..................................................................................................................... 8 ARTICLE 12: OVERTIME ............................................................................................... 8 Section 1. ..................................................................................................................... 8 Section 2. Compensatory Time .................................................................................... 8 ARTICLE 13: COURT STAND BY AND COURT APPEARANCE COMPENSATION ..... 9 Section 1 - Court Stand By .......................................................................................... 9 Section 2 - Court Appearance ...................................................................................... 9 ARTICLE 14: SHIFT DIFFERENTIAL PAY ..................................................................... 9 ARTICLE 15: BILINGUAL PAY ....................................................................................... 9
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
ii
ARTICLE 16: HEALTH INSURANCE .............................................................................. 9 Section 1 - Cafeteria Plan ............................................................................................ 9 Section 2 - Medical Insurance Benefits While on Leave ............................................ 10 ARTICLE 17: HOLIDAYS .............................................................................................. 10 Section 1 - Holidays Observed ................................................................................... 10 Section 2 - Rules Applicable to Both Groups ............................................................. 11 Section 3 - Rules Applicable to Group A Classifications ............................................ 12 Section 4 - Rules Applicable to Group B Classifications ............................................ 12 ARTICLE 18: RETIREMENT BENEFITS ...................................................................... 13 Section 1 - Participation ............................................................................................. 13 Section 2 - 1959 Survivor's Benefit ............................................................................ 14 Section 3 - PERS Military Buy-Back .......................................................................... 14 Section 4 - Health Insurance for Retired Employees ................................................. 14 Section 5 - Retirement Health Savings Program Joint Labor/Management Committee ................................................................................................................................... 14 ARTICLE 19: JURY DUTY ............................................................................................ 14 ARTICLE 20: CALL BACK PAY .................................................................................... 15 ARTICLE 21: DEDUCTION OF PAID LEAVE IN LIEU OF SUSPENSION ................... 15 ARTICLE 22: REGULAR PART-TIME EMPLOYEES .................................................... 15 ARTICLE 23: COMPENSATION FOR ACTING APPOINTMENTS ............................... 16 ARTICLE 24: HEALTH AND SAFETY COMMITTEE .................................................... 16 ARTICLE 25: LAYOFFS ................................................................................................ 16 ARTICLE 26: ACCESS TO WORK LOCATIONS .......................................................... 16 ARTICLE 27: CALL OUT/STANDBY ............................................................................. 17 ARTICLE 28: TRAINING PAY ....................................................................................... 18 ARTICLE 29: RECRUITMENT BONUS ........................................................................ 18 ARTICLE 30: WELLNESS ............................................................................................. 18 ARTICLE 31: SEVERABILITY ....................................................................................... 18 ARTICLE 32: EMPLOYMENT-RELATED UPDATES .................................................... 19 ARTICLE 33: EDUCATION EXPENSE ......................................................................... 19 ARTICLE 34: DIRECT DEPOSIT .................................................................................. 19 ARTICLE 35: DEFERRED COMPENSATION .............................................................. 19
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
1 MEMORANDUM OF UNDERSTANDING BETWEEN
CITY OF FONTANA AND
POLICE BENEFIT ASSOCIATION
This M emorandum of Understanding (MOU) is entered into by the City of Fontana (hereinafter referred to as the "City") a nd the Fontana Police Benefit Association (hereinafter referred to as the "Association"). The terms and conditions of this MOU shall be applicable to all classifications set forth on the Association’s salary table commencing on July 1, 2024 and ending June 30, 2027.
The City and Association acknowledge that the City is working through the implementation of a new Human Resources & Payroll System (“System”) during the term of this MOU. The completion and readiness of the System shall be a reopener as to all issues that are impacted. To the exte nt the System’s implementation may impact terms and conditions of employment, the parties will meet, confer, and negotiate prior to implementation
(July 2021).
ARTICLE 1: RECOGNITION
For purposes of meeting and conferring on wages, hours and working conditions and general re presentation of its members, formal recognition is hereby granted to the Fontana Police Benefit Association.
ARTICLE 2: ZIPPER CLAUSE
The City and the Association, for the life of this MOU, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to meet and confer with respect to any subject or matter referred to or covered in this MOU, or with respect to any subject or matter not specifically referred to or covered in this MOU, even though such subject or matter may not have been within the knowledge or contemplation of either or both of the parties at the time they have met and conferred or signed this MOU.
ARTICLE 3: CITY PERSONNEL RULES
It is understood and agreed that there exists within the City, in written or unwritten form, certain personnel rules, policies, practices and benefits, generally contained in the "City of Fontana Personnel Rules and Regulations," and "Employer-Employee Rules and Regulations" as amended by City resolutions and Memorandum of Understanding. Those rules, policies, and benefits, which are subject to the meet and confer pro cess, will continue in effect, except for those provisions modified by this MOU, unless and until modified by mutual agreement of the parties and enacted by the City Council, if necessary, in accordance with state laws, orders, re gulations, official ins tructions or policies.
The City shall distribute copies and updates of the Personnel Rules and Regulations as follows:
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
2 PBA Representative - 2 copies
Those representatives in receipt of such copies and updates shall be responsible for their continued maintenance and updates.
ARTICLE 4: NO DISCRIMINATION
Neither the City nor the Association shall unlawfully discriminate, retaliate, or otherwise suffer violation of the California Fair Employment Act, Title VII of the Civil Rights Act, or any other applicable anti -discrimination law in any way aga inst any C ity employee, Association member, o r applicant. Likewise, neither the City nor Association shall discriminate or retaliate against any employee or member for any lawful act relating to their employment or Association membership.
ARTICLE 5: DUES DEDUCTION
Section 1 - Dues Deduction Authorization
Members of the Police Benefit Association may authorize Association dues deduction by submitting a written authorization to the Association, who will then notify the City of such deductions. Said aut horization sha ll remain in ef fect unless w ithdrawn in wr iting, o r unless the employee terminates emp loyment or transfers from the Asso ciation represented unit.
Section 2 - Non Pay Status
If an employee is
in a non-pay status, the employee's earnings must be regularly sufficient after o ther l egal and required de ductions a re made to cove r t he amount of th e dues deduction authorized. W hen a member in good standing of the Association is in a non- pay status for an entire pay period, no dues withholding will be made to cove r that pay period. In the case of an emp loyee who is in a non-pay sta tus during only a part of the pay period and the salary is not sufficient to cover the full withholding, no deduction shall be made. In this c onnection, all other legal and required deductions have priority ove r employee organization dues.
Section 3 - Transmittal of Dues
Dues w ithheld by the Ci ty shall be t ransmitted to the Off icer designated by the Association, in writing, at the address specified.
Section 4 - Hold Harmless
The Association shall indemnify, defend and hold the City of Fontana harmless against any claims made, and against any suit instituted against the City of Fontana on account of check-off or employee organization dues. In addition, the Association shall refund to
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
3 the City of Fontana any amounts paid to it in error, upon presentation of supporting evidence.
ARTICLE 6: WAGES
All employees as of March 11, 2025, shall receive a one-time payment of $2,000.00 (paid no later than April 11, 2025). This one-time payment will not be reported to CalPERS as compensation earnable for the purpose of calculating retirement benefits and contributions.
Effective March 22, 2025 (the beginning of the first full pay period following Council ratification), each employee/classification represented by the Union shall receive a 4.0% base salary increase.
Effective July 12, 2025 (the beginning of the first full pay period following July 1 st), each employee/classification represented by the Union shall receive a 3.3 % base salary increase.
Effective July 11, 2026 (the beginning of the first full pay period following July 1 st), each
employee/classification represented by the Union shall receiv e a 3.3% base salary increase.
ARTICLE 7: WORKING HOURS AND WORK SCHEDULES
PBA bargaining unit members shall have a 4/10 or 12 hour work schedule. The Chief of Police may modify or change shift hours and days off upon fourteen (14) calendar days’ notice to the affected employee. Changes in work schedules are intended to be of a permanent nature or for an extended period of time.
Employees scheduled to attend training on a day when they are scheduled to work a 10 hour shift will be required to work a full shift (i.e. employees scheduled to work a 10 hour shift will be required to work the full 10 hours). Reasonable travel time, determined by the Department, will be permitted within the required work period. Travel time shall be based on the distance from the Police Department to the training location or the length of travel to the location from which the employee must be housed on or near the training site. An employee who is scheduled for training of a day or longer may be placed on an alternate work schedule to accommodate the hours of training in order to maintain the employees' required 40 hours per week credit.
Employees on the 4/10 or 3/12 work schedule must have at least 8 hours off between shifts worked, except for emergency situations.
ARTICLE 8: MERIT INCREASES
Merit increases will be 5% increments beginning with A step and ending with E step.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
4 ARTICLE 9: PERSONAL LEAVE
Section 1 - Personal Leave Accrual
The personal leave accrual rate as of July 1, 2017, shall be as follows:
YEARS OF SERVICE HOURS ASSIGNED
PAY PERIOD
ACCUMULATION
Less than 2 Years 200.0 hours 7.69 hours
2 Years but less than 4 Years 211.2 hours 8.12 hours
4 Years but less than 6 Years 222.4 hours 8.55 hours
6 Years but less than 8 Years 233.6 hours 8.98 hours
8 Years but less than 10 Years 244.8 hours 9.42 hours
10 Years but less than 12 Years 256.0 hours 9.85 hours
12 Years but less than 14 Years 267.2 hours 10.28 hours 14 Years but less than 16 Years 278.4 hours 10.71 hours 16 Years but less than 18 Years 289.6 hours 11.14 hours 18 Years but less than 20 Years 306.0 hours 11.77 hours 20 Years + 312.0 hours 12.00 hours
Section 2 - Leave Accrual Limits
Effective March 22, 2025 (the beginning of the pay period following contract ratification), employees agree that the total number of personal leave hours which can be accrued in their leave bank at any given time is a maximum of two and one half (2.5) times the employee’s annual personal leave accrual. The application of the maximum accrual limit will be made on a pay period by pay period basis. Once the maximum accrual limit is met, employees will cease to accrue personal leave time until the next pay period in which they have reduced their personal leave below their accrual limit.
The City Manager shall, upon written request, approve payouts of accrued l eave time, which are in excess of the two- and one-half year ceiling and/or the 120 hour maximum, when such excess leave is the result of the employee's scheduled leave being denied or canceled because of City needs.
Section 3 – Pre-Election of Leave Cash Out
In accordance with 26 CFR 1.451 -2 effective December 1, 2025 , and continuing thereafter, employees must submit an irrevocable pre -election form, by no later than December 1st of the year in which the election is made, to convert the following hours to cash or a deferral into their deferred compensation account:
Personal Leave - An amount which may not exceed the number of personal leave hours the employee may accrue in the following calendar year.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
5 Compensatory Time – An amount which may not exceed the projected number of compensatory time hours the individual emp loyee may receive in the following calendar year.
1. The maximum a mount of leave time (personal le ave, c ompensatory time, or a combination of both) which can be cashed out under the City's "leave plans" is one-hundred and twenty (120) hours per calendar year.
2. The requested cash out will be paid out at either or both dates below, but only with respect to leave time that has accrued before the cash out date, via direct deposit, not to exceed the maximum amount listed in this Article per calendar year:
Payment Dates
• On or before July 31st
• On or before the second Friday in December
3. Personal leave that is cashed out shall be paid at the employee’s base rate of pay that is in effect at the time of such cash out. Compensatory time that is cashed out shall be paid at the employee’s regular rate of pay that is in effect at the time of such cash out.
4. Employees’ leave time (as mentioned above) may not be reduced to less than eighty (80) hours as a result of participation in the annual leave cash out.
5. The cash out is subject to the pre- elected leave being available. If an employee uses more leave than anticipated to where it would affect the amount of leave cashed out, the amount of leave cashed out will be adjusted to reflect the leave used, provided t hat the employee maintains a minimum balance of 80 hours in their leave bank after the cash out.
6. The leave cash-out election is for hours to be accrued or received in the calendar year following submission of the irrevocable election form. In the event an employee has less hours in their personal leave and/or compensatory time bank at the time the cash-out is to be paid than they had previously elected to cash-out, the employee shall only be paid for up to the amount remaining in their personal leave and/or compensatory time bank at the time of the actual cash-out.
7. If an employee makes an irrevocable election to cash- out personal leave and/or compensatory time in the following calendar year and uses such leave in that subsequent calendar year, the personal leave and/or compensatory time used will come from the personal leave or compensatory time the employee had earned (if any) prior to January 1
st of the calendar year in which the leave time the employee has elected to cash- out accrues. The employee’s us e of earned, but unused personal leave and/or compensatory time accumulated from previous calendar years shall not result in a reduction in the amount of vacation and/or compensatory time hours the employee is eligible to cash-out.
FONTANA POLICE BENEFIT ASSOCIATION
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6 8. Participation in the pre-election of leave cash out is optional. Employees who do not submit an irrevocable election form by December 1 st of each year will be considered as opting out of the optional “leave cash out” for the following calendar year. (Constructive Receipt Language Updated July 2024)
Section 4 - Negative Leave Usage
PBA bargaining unit members agree to eliminate all negative leave usage. (Employees may only use time al ready accru ed). The City Manager may, upon wr itten request, approve excepti ons to th is provision un der e xtraordinary circumst ances and w ith the employee providing a wr itten deduction authorization allowing the City to withhold any monies owed from this negative leave usage from the employee's final paycheck.
ARTICLE 10: UNIFORMS AND EQUIPMENT
Section 1 - Uniform Allowance
Effective July 1, 2013 a uniform allowance in the amount of $1,000 per year will be paid to Field Services Personnel in the following classifications: Animal Services Officer I/II, Community Services O fficer I/II, Forensic Investigator, and Sr. Community Services Officer that are required t o wear a uniform on a daily basis. All remaining employees required to wear a uniform, but not on a daily basis, will remain at a uniform allowance of $700 per year. The uniform allowance will be paid in semi-annual increments of one-half (1/2) in October and April of each year.
A ne
wly appointed employee in any one of the above classifications will receive their full uniform allow ance at the end of the first pay period follow ing appointment. If th e employee leaves, either voluntarily or involuntarily, during their probationary period, the full uniform allowance that was provided will be deducted from their final pay check.
Once the emp loyee co mpletes the p robationary period they wil l be assig ned to th e regularly scheduled uniform allowance payment dates in October and April.
The uniform
allowance is intended for the purchase and maintenance of uniforms. Th e Police Department/City may request verif ication of a nnual uniform pu rchase o r maintenance if abuse is reasonably suspected.
All membe rs receiving a uniform allow ance must be in compli ance with the Police Department’s existing policies and procedures or as directed.
In addition, the City will compensate any eligible employee for the repair or replacement of clothing or equipment damaged or destroyed in direct consequence of the d ischarge of their duties in accordance with State Labor Code Section 2802.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
7 Section 2 - Safety Equipment
The City will provide the classifications of Anima l S ervices Off icer I/II, Community Services Officers I/II, Forensic Investigator, an d Sr. Community Services Officer wi th necessary safety equipment such as:
Rain coat Chemical Spray Holder
Rain boots Disinfectant
H/T Holder Bullet Proof Vest
Black Basket Weave Sam
Browne Belt w/ Keepers (July
2017)
Black Basket Weave Sam Browne
Under Belt (July 2017)
*Taser Equipment (Animal
Services Officer I/II)
Forensic Vests (Forensic Investigator)
(July 2017)
*If the need for the Taser equipment changes or is found not to be in the best interest of the Police Depa rtment, the Chief of Police may remove the Taser fro m t he safe ty equipment list. A ll ASO’s must complete the required training prior to receiving a Taser.
ARTICLE 11: LONGEVITY PAY
Section 1.
Longevity pay shall be paid to all employees who complete a minimum of five (5) years of service at the rates indicated in the Section 2 of this Article. Completed years of service will be calculated on a calendar year (January 1 through December 31). An employee will be presumed to have completed a ful l year of service f or purposes of this Article if the employee’s anniversary date (service year completion date) falls within the calendar year.
For e xample, if t he City i ntends to issue t he longevity payment on December 1 st, an
employee completing 15 years of service on December 12th will be credited with 15 years of service for entitlement to the 15 year longevity payment on December 1st. Employees shall receive longevity pay via direct deposit by electing one form of payment below:
•
A bi-weekly basis, equal to the amount indicated in Section 2 (i.e., a prorated portion of the annual longevity payment will be provided with each paycheck) and will be included on the employee’s next regular paycheck following eligibility, OR
• A one-time per year payment, payable in December.
Employee’s longevity payments shall cease upon termination of employment. The employee may not change their payment option once they elect to receive it bi -weekly.
Payment election must be submitted to the Human Resources Department on or before October 1
st of each year to be effective the following calendar year. If an election is not made by the deadlines indicated above, the unit employee will be subject to the bi-weekly payment. Any new employees (on or after July 1, 2024) joining the Union shall be subject to the bi-weekly payment.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
8 Section 2.
Annual longevity payments will be made based on completion of the following applicable length of service in the following amounts:
5 years or more of continuous service = $1,000.00
10 years or more of continuous service = $1,750.00
15 years or more of continuous service = $2,250.00
20 years or more of continuous service = $2,750.00
25 years or more of continuous service = $3,250.00
Section 3.
Longevity payments shall be reported to PERS as compensation earnable for the purpose of calculating retirement benefits and contributions.
ARTICLE 12: OVERTIME
Section 1.
Overt
i me shall be calculated in accordance with the Fair Labor Standards Act (FLSA) for all time actually worked in excess of forty (40) hours in a work week. There shall be no "pyramiding" of overtime (e.g., if an employee receives a minimum two hours call back pay at the overtime rate, and those hours worked also result in their working in excess of forty (40) hours in a work week, double overtime will not be paid). Beginning the first full pay period in Ju ly 2011 pre-a pproved/pre-scheduled leave and ju ry duty wil l be considered act ual time worked for a ll associa tion members . Absence due to, unsc
heduled leave sha ll not be re garded as time worked in ca lculating el igibility fo r overtime. Notwithstanding the aforementioned provision, personal leave, compensatory time o ff and holiday time (including floating holiday time) shall be co unted as "h ours worked" for purposes of overtime calculations in that work week. No overtime will be recognized except w ith the prior approval of the De partment He ad, except as required by law.
F
or purposes of overtime calculations for classifications represented by the Association that work in the Fontana Police Department’s Communication Center, the workweek will end at the midpoint of the employee's scheduled shift on either Wednesday or Thursday of each week, depending on the employee’s designated schedule.
Section 2. Compensatory Time
Unless otherwise stated, an employee may not have more than eighty (80) hours of compensatory time off accrued to their account at the end of any fiscal year. For employees holding the classification of Police Dispatch Call Taker, Police Dispatcher I/II, or Lead Police Dispatcher, the maximum accrued compensatory time off at the end of any fiscal year is four hundred eighty (480) hours.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
9 Any accrued compensatory time off exceeding these thresholds as of June 30th each year shall be paid at the employee’s regular rate of pay in effect on June 30th. The payout will occur in conjunction with the City’s Leave Cash Out Program.
ARTICLE 13: COURT STAND BY AND COURT APPEARANCE COMPENSATION
Section 1 - Court Stand By
Employees who are placed in a "Stand By" status restricting their freedom of movement in lieu of attend ing court in response to a di rect order or lawful subpoena pertaining to matters arising during the course and scope of employment shall be compensated at the rate of one- half of the e mployee's straight time co mpensation (e.g., if an emp loyee is earning $20.00 an h our, and is p laced in an Standby sta tus, such emp loyee wil l be compensated at the rate of $10.00 an hour).
Section 2 - Court Appearance
In addition, the City shall provide to each PBA bargaining unit member who is required to attend court, outside of their scheduled work hours, pursuant to a lawful subpoena relating to even ts occurr ing during the course and scope of their e mployment, overtime compensation, in either cash or compensatory time off at the employee's option for time spent in attendance, with a minimum compensation payment of two (2) hours. For those members regularly assigned to the g raveyard shift, compensation will be a m inimum of three (3) hours.
ARTICLE 14: SHIFT DIFFERENTIAL PAY
A
ll employees in the PBA bargaining unit are eligible to receive shift differential pay for hours actually worked as follows: (a) shift commencing at 1800 and conclud ing at 2300 shall receive a 2.5% differential pay; and (b) shifts commencing at 2301 and concluding at 0600 shall be paid at 5.0% differential pay.
ARTICLE 15: BILINGUAL PAY
The City shall pay one hundred dollars ($100.00) per pay period for those employees who are assigned by the Department Head to assist with providing translation to and from a foreign language and other related services. Eligible employees will be required to pass a test which shall be administered by a qualified agency or individual.
ARTICL
E 16: HEALTH INSURANCE
Section 1 - Cafeteria Plan
Effective January 1, 2007 for employees paying out of pocket, the C ity will contribute to the City’s Cafeteria Plan an a mount equal to the cost of the Anthe m Blue Cross HMO
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
10 family rate with a $15 co-pay and the high dental family rate. The City’s contribution shall not exceed the actual expenditures for the aforementioned coverage. The amo unt that employees may receive under the City’s Cafeteria cash back option shall be limited to $558.35 per month.
The PBA agrees to a limited re- opener solely on Article XVI Section 1 – Cafeteria Plan.
The City is currently evaluating other options of healthcare providers. When the City receives this information, they will provide it to PBA to review and will the meet and confer over this particular article
(July 2021).
Section 2 - Medical Insurance Benefits While on Leave
Employee
s who a re receiving long-term disability insurance pay will have their medical insurance premiums paid by the City for them and currently enrolled dependents for up to eighteen (18 ) months. T hese pay ments sha ll not excee d the e mployee’s curr ent cafeteria allotment for medical insurance only. T hereafter, the employee must pay fo r medical insurance. E mployees on job related injury leave shall receive fully paid medical insurance for the period of the injury. Employees at their option may continue coverage of othe r available insurance at their own expense.
ARTICL
E 17: HOLIDAYS
Section 1 - Holidays Observed
The following days shall be observed by the City as paid holidays:
New Year's Day (January 1
st)
Martin Luther King’s Birthday (Third Monday of January) Memorial Day (Last Monday of May)
Independence Day (July 4th)
Labor Day (First Monday of September)
Veteran’s Day (November 11th)
Thanksgiving Day (Fourth Thursday of November)
Day after Thanksgiving (Fourth Friday of November)
Christmas Eve (December 24th)
Christmas Day (December 25th)
New Year’s Eve (December 31st)
In add ition to t hese Holidays employees shall receive (3) Floating Holidays. Th e employee’s holiday leave account shall receive 20 hours (for employees on 4/10 or 3/12 work schedule) o r 18 hours (for emp loyees on 9/80 wo rk schedule) o r 16 hours (for employees on 5/8 work schedule) on January 1 and will receive 10 hours or 9 h ours or 8 hours credit (depending on work schedule) on November 1.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
11 Floating holidays must be used within the fiscal year earned and may not be carried over from year to year. Floating holiday time not used by June 30th of each year will be forfeited by the employee.
There are two categories of employee classifications applicable to holidays:
Group A: Tho se who are off on holidays, and
Group B: Those e mployees who work holidays as part of their regular schedule.
Group A Classifications
Crime Analyst I/II
Police Administrative Analyst I
Police Administrative Analyst II
Police Administrative Assistant
Police Administrative Technician
Police Digital Forensics Technician II
Police Fleet Coordinator
Police Training Specialist
Group B Classifications
Animal Services Officer I/II
Civilian Investigations Technician
Community Outreach Coordinator
Community Service Officer I/II
Court Liaison
Forensic Investigator
Lead Police Dispatcher
Lead Property Technician
Police Digital Forensics Technician I
Police Dispatcher I/II
Police Dispatch Call Taker
Police Property Technician
Police Records Technician I/II
Senior Community Service Officer
Traffic Investigations Technician
Section 2 - Rules Applicable to Both Groups
The holi da
ys shall have the same hou r e quivalent as the emp loyee’s re gular work schedule up to a maximum of ten (10) hours. Thus, an employee on a 5/8 schedule would receive eight (8) hours of holiday pay or time off or leave bank credit, and an employee on a 4/10 schedule would receive ten (10) hours of holiday pay or time off or leave bank credit, and an emp loyee on a 12 hour schedule would receive ten (10) hours of holiday pay o r ti me o ff o r le ave bank cr edit. In th is ma nner, emp loyees on a modified wo rk schedule (such as 4/ 10) do not have to su pp lement observed holi days o ff w ith paid personal leave.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
12 Floating holidays may be used with prior written approval (which will not be unreasonably withheld).
Section 3 - Rules Applicable to Group A Classifications
Employees in this group receive holidays off. Holidays are considered as time having been worked. Holidays cannot be moved off the observance day for particular employees and days off cannot be adjusted to avoid payment of holiday time.
Should the observed holiday fall on a regular day off, the employee will be entitled to the same number of hours as the ir regular shift and said holiday will be observed the fir st scheduled wo rk d ay, prio r to o r after the holiday as designated by the e mployee’s supervisor.
Employees called back to work on a holiday shall receive call-back pay and overtime at the rate of time and one-half for all hours worked.
In order t
o be eligible for a paid holiday, the employee must be in a paid status, both the day before and the day after the holiday.
Section 4 - Rules Applicable to Group B Classifications
Group B classifications have required scheduled staffing without regard to holidays, and employees are therefore regularly scheduled on holidays as a part of their normal full - time duties and schedule. When so directed or assigned, employees in Group B s hall receive their regular pay for the act ual hours worked on a holiday. In add ition, such employees shall also receive an equivalent amount of pay or compensatory time off, at the employees’ election, in lieu of holiday compensation. The pay or compensatory time will be paid as 5.38 hou rs p er pay period ove r 26 pay periods (t he equiva lent of 14 holidays, 11 of which are observed that are PERSable, and 3 are floating holidays that are non- PERSable, at th e re gular ra te of pay for a ten (10) hour shift). The amount reported to CalPERS for use in pension calculations is four and twenty-three hundredths (4.23) hours per pay period, for a total of one hundred ten (110 ) hours holiday pay per annum (based on the 11 approved holidays to be compliance with Government Code Sections 20636 and 7522.34 and Sections 571 and 571.1 of the California Code of Regulations).
Employees requesting equivalent time off in lieu of pay or compensatory time shall submit their request in writing to the Police Chief on or before July 1 of each year. Su ch requests shall include the dates the e mployee desires to be o ff u sing holiday time an d c annot exceed the e quivalent of the pay or compensatory time the e mployee would normally receive. All requests are subject to the approval of the Police Chief. Newly appointed employees will be provided an opportunity during their Departmental onboarding to elect time off in lieu of pay or compensatory time off for the purposes of this section. Thereafter, they will follow the normal provisions of this section as outlined above.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
13 For the classifications of Civilian Investigations Technician, Community Outreach Coordinator, Court Liaison, Lead Property Technician, Police Digital Forensics Technician I, Police Property Technician, Police Records Technician I, Police Records Technician II, and Traffic Investigations Technician, the City agrees to approve all leave requests for Martin Luther King’s Birthday , Memorial Day, In dependence Day (July 4th), Labor Day, Veterans Day, Thanksgiving Day, the Day after Thanksgiving, Christmas Day, and New Year’s Day, so long as such requests are made in accordance with Department Policy.
ARTICLE 18: RETIREMENT BENEFITS
Section 1 - Participation
The City participates in the California Public Employees' Retirement System (CalPERS) and is subject to the payroll contribution reporting requirements therein.
Tier I
Employees hired prior to July 1, 2011 will have the 2.5% @ 55 PERS Plan for Local Miscellaneous Members and upon retirement an emp loyee’s “f inal compensati on” will be based on the highest one-year salary.
Effective the first fu ll pay period in July 2011 emp loyees in this group (pre-7-1-11) will pay three (3%) percent of the Emp loyees’ portion of the CALPERS retirement system.
The Ci ty shall pay the remaining employee contribution (5%); provided, however said payments shall not exceed the fu ll employee portion of 8%. These payments are no t salary increases but are the City 's payment of emp loyees' retirement c ontribution in accordance with Section 414(h)(2) of the Internal Revenue Code.
F
or the purposes of any future comparisons of the level of compensation of employees covered by this agreement w ith com parable employees in ot her jurisd ictions, t hese payments shall be taken in to acco unt a long w ith measuring base salaries. The se payments shall be credited to the employees' accounts with PERS.
Tier II
Employees hired on or after J uly 1, 2011 will have the 2 .0% @ 55 PERS Plan for Local Miscellaneous Members and upon retirement an employee's "final compensation" will be based on the highest consecutive 36 month average for determ ining retirement benefits. Employees in this group (post 7-1-11) will pay the full employee portion of the CALPERS retirement system.
Tier III
Employees hired on or after January 1, 2013, as is mandated by the Public Employee’s Pension Reform Act of 2013 (PEPRA), all new miscellaneous members, will have a retirement formula based on 2.0% @ 62 Plan Full Formula for Miscellaneous Members and upon retirement an employee’s “final compensation” will be based on the highest
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
14 consecutive 36 month average. An employee in Tier III will pay 50% of Normal Costs.
The amount is approved by CalPERS each year and is subject to change.
Section 2 - 1959 Survivor's Benefit
The Ci ty p rovides the Level 4 of the Level 1959 Survivor's B enefit for a ll e mployees enrolled in the PERS. The fu ll cost of this benefit shall be borne by the City.
Section 3 - PERS Military Buy-Back
The agreement between the City and PERS shall allow for the buy-back of time served by the e mployee in the Milita ry as defined un der P ERS Regu lation Section 21024 , Statutes of 1976.
Section 4 - Health Insurance for Retired Employees
All employee
s hired prior to June 30, 1990, who retire from the City (i.e., begin to draw from t heir PER S re tirement acc ounts) s hall c ontinue to be el igible fo r retiree h ealth benefits. This consists of City contributions to medical insurance for retirement, after 10 years of City service, and dental insurance, for retirement after 20 years of City service, for both employee and spouse. Employees who are ineligible for City paid retiree health insurance may elect upon retirement to continue medical and dental coverage at the ir own expense through the City's medical and dental plans.
The Cit
y will reimburse eligible retirees for th e cost of the standard “Part B” Medicare premium, which is $134 per month in 2017, for those employees who elect such coverage.
This amount is subject to change based on adjustments by the Federal government.
This c ost is automatically w ithdrawn f rom t hose e mployees' S ocial Security checks .
Employees must supply the Ci ty with p roof of pay ment of sa id c overage, and will be reimbursed on a quarterly basis. No retroactive reimbursements will be given.
Section 5 - Retirement Health Savings Program Joint Labor/Management Committee
The City and members of PBA agree to form a joint labor/management committee, no later than July 1, 2018, to research/establish a retirement health savings program. Upon mutual agreement, the program would require both City and employee contributions to a retirement health savings program.
(July 2017)
ARTICLE 19: JURY DUTY
The City agrees that when an emp loyee’s scheduled shift is other than a day shift, the Department Head has the d iscretion, based on public and e mployee safe ty considerations, to reassign said employee to the day shift for the duration of the jury duty obligation. Fo r purposes of this section, a day shift shall be defined as one beginning no earlier than 5:00 a.m. and ending no later than 10:00 p.m.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
15 ARTICLE 20: CALL BACK PAY
The City will pay a minimum two (2) hours wages for each time an employee is called back to work after their regular shift is completed and they have left their assigned work site, and on holidays an employee is scheduled off.
ARTICLE 21: DEDUCTION OF PAID LEAVE IN LIEU OF SUSPENSION
Upon mutual written agreement between the Chief of Police and the affected employee, the employee may have an equivalent amount of unused accrued personal leave time deducted from their account in lieu of serving a suspension without pay for that period.
Compensatory time off may not be deducted in lieu of serving a suspension.
ARTICLE 22: REGULAR PART-TIME EMPLOYEES
The Association will represent those regular classified twelve (12) month part-time employees ("classified" refers to those classifications formally adopted by City Council and incorporated into the City's classification plan) who share a community of interest with the existing PBA bargaining unit (h ereinafter "Regular/Classified Part-time Employees or RCP employees"). Such employees shall also be eligible for benefits and other terms and conditions of employment as set forth in this MOU, except as provided herein. The parties expressly agree that Regular Part-time Employees do not include:
(a) s easonal or temporary employees; or (b) employees who are either su pervisory, management or confidential.
Regular/Classified Part-Time (RCP) Employees shall be eligible for personal leave on a pro rata basis (assuming eighty (80) hours per pay period equals one hundred percent (100%) and shall be paid for City designated holidays only if the holidays occur on days which they are regularly scheduled to work. The value of the holiday will be based on employee’s normal scheduled hours for that day. RCP Employees shall not be eligible for longevity pay, or certificate bonuses. Part-time employment shall not count towards length of service for seniority or layoff purposes. Effective July 2014 RCP employees will be included in the annual service award program. RCP employees are eligible for the Public Agency Retirement System (PARS) or upon reaching 1,000 hours in a fiscal year the California Public Employees Retirement System (CALPERS). Employees will pay applicable employee portions.
In addition, Regular Part-time Employees shall only be eligible for PERS retirement benefits if they exceed one thousand (1,000) hours worked per fiscal year.
Regular Part-time Employees s hall be eligible to participate in a Cafeteria Plan designated by the City, and shall receive a contribution equal to fifty percent (50%) of the benefit provided to Regular Full-Time Employees. The benefits for this plan shall include medical insurance, dental insurance and life insurance. Employees who do not utilize the full dollar amount of the City's contribution in selecting benefits in the plan, shall receive the unused portion as “cash back.”
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
16 To the extent that the parties have failed to list any other benefits contained in the MOU or the City's Personnel Rules and Regulations, it is t heir intent that such benefits and conditions would apply to Regular Part-time Employees on a pro-rata basis where such benefits are conditioned upon, or in any way related to hours worked or length of service.
ARTICLE 23: COMPENSATION FOR ACTING APPOINTMENTS
Subject to the following conditions, an employee who is required on the basis of an acting appointment to serve in a class with a higher salary range than that of the class in which the employee is normally assigned shall receive the entrance salary rate of the higher salary range or the rate of five percent (5%) higher than the employee normally receives, whichever is greater.
a) Such pay will be for all hours worked in an acting appointment which are in excess of 80 hours in any floating six-month period.
b) The employee must perform all the duties and assume all the responsibilities of the higher class.
c) Compensation for acting appointments shall be limited to the temporary filling of a vacant regular position due to termination, promotion, or extended sick leave of the incumbent or the temporary filling of a newly budgeted position, where the needs of the City require that the position be filled. d) The City Manager must approve all such appointments based upon a finding that the criteria set forth in this paragraph have been met.
ARTICLE 24: HEALTH AND SAFETY COMMITTEE
A joint labor/management committee shall be established with equal Association and City representatives to discuss safety and health issues on a monthly or quarterly basis or as otherwise determined by the committee. The committee shall be comprised of an equal number of representatives from the Yard, City Hall and PBA units.
ARTICLE 25: LAYOFFS
The City agrees to consult with the Association after providing at least 14 calendar days’ notice of any intent by the City to institute layoffs and/or furloughs which are applicable to this unit.
ARTICLE 26: ACCESS TO WORK LOCATIONS
The parties recognize and agree that in order to maintain good employee relations, it is sometimes necessary for Re presentatives of the Association to confer with City employees during working hours.
Therefore, Representatives will be granted access to work locations during regular working hours to investigate and process grievances or appeals when so necessary.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
17 Representatives shall be granted access upon obtaining authorization from the appointing authority or designated management representative prior to entering a work location and after advising of the general nature of the business. However, t he appointing authority or designated management representative may deny access or terminate access to work locations if in their judgment, it is deemed that the visit would interfere with the efficiency, safety, or se curity of City operations. The appointing authority shall not unreasonably withhold timely access to work locations. The appointing authority shall insure that there is at all times someone designated who shall have full authority to approve access. If a request is denied, the appointing authority or designated management representative shall establish a mutually agreeable time for access to the employee.
Representatives granted access to work locations shall limit such visits to a reasonable period of time, taking into consideration the nature of the grievance or appeal.
The appointing authority or d esignated management representative may mutually establish with the Association’s Representative reasonable limits as to the number of visits authorized with the same employee on the same issue, and reasonable limits as to the number of employees who may participate in a visit when several employees are affected by a specific issue. The City shall not unduly interfere with the Association’ Representative access to work locations.
ARTICLE 27: CALL OUT/STANDBY
The Animal Services Officer I/II classification shall receive $ 250.00 per week for all weeks that the position is re quired to be on standby duty. The Forensic Investigator classification shall receive $300 pay or eight (8) hours of compensatory time off (Association member’s choice) for each week (prorated for any portion thereof) of standby duty. For the purposes of proration, a full week is considered 168 hours. Therefore, if an employee is not on standby for a certain period of time (calculated by hours within a day), they would receive a prorated portion of standby pay along with the employee that is covering their standby duty. For example, if an employee scheduled t o be on standby from Thursday at 0700 through the following Thursday at 0659 but has requested to not be on standby from Thursday at 0700 – Monday at 0659 (4 days or 96 hours), the employee would be paid a prorated portion of standby time, or for 72 hours. 72 hours out of the 168 hours (a full week), is equal to 0.43, multiplied by the employee’s election.
Converted to compensatory time, the prorated amount would be 3.44 hours (8 hours x
0.43). Converted to pay, the prorated amount would be $129 ($300 x 0.43). The similar formula would apply to the employee that is covering the standby duty but using 96 hours out of the 168 hours (a full week), which is equal to 0.57. Converted to compensatory time, the prorated amount would be 4.56 hours (8 hours x 0. 57). Converted to pay, the prorated amount would be $171 ($300 x 0.57).
(July 2021). The employees in the above
classifications must be able to respond and provide emergency support within two (2) hours of receiving a call.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
18 Take Home Vehicle: Effective July 1, 2013 Animal Services Officers I/II and Forensic Investigators who are on Call Out/Standby shall be provided a take-home vehicle. The vehicle may only be used for official City business. The Chief of Police or designee may rescind if the departments needs require the use of the vehicle. The storing of the vehicle and equipment contained in the vehicle must be in compliance with Police Department Policy.
ARTICLE 28: TRAINING PAY
Effective July 1, 2011, all Association members as signed a trainee (new Police Department employee or Dispatch sit-along) by the Chief of Police or their designee, shall receive 5% s pecial pay for ac tual t ime spent training. The trai ner will be a non- probationary employee at the journey level (no one (I) level classifications will be assigned a trainee). Those assigned as a Trainer will be required to sign the Police Department’s Special Assi gnment/Trainer A greement. The City will not report compensation for Dispatch sit-alongs as special compensation to CalPERS.
ARTICLE 29: RECRUITMENT BONUS
All Association members shall be eligible for a $500 recruitment bonus for the recruitment and retention of new full-time Police Department Personnel. Said recruitment bonus shall be paid as follow: (1) $250 at time of initial hire, (2) $250 at successful completion of the probationary period. Employees assigned to the Personnel and Training Unit or a special recruitment event, are not eligible for this bonus. Employee must sign the initial application referral form to be eligible.
ARTICLE 30: WELLNESS
Effective July 1, 2013, the City shall allow all employees represented by the PBA use of the Miller Fitness Center and the Jesse Turner Health & Fitness Centers (O NLY) at no cost to the employee. Use of the centers is at each employee’s own risk and subject to the rules and regulations and hours of operation determined by the Community Services Department. Employees MUST show City issued ID to obtain access.
Violation of any safety rule or regulations shall constitute valid grounds for revocation of the privilege of the Fitness Center usage, not subject to grievance.
ARTICLE 31: SEVERABILITY
If any article or section of this MOU shall be found to be in conflict with any statute or regulation of the United States or t he State of California by a court of competent jurisdiction, such article shall be deemed null and void and of no further effect. However, such articles and sections shall be severable from the remainder of this MOU, and all other provisions hereof shall continue in full force and effect.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
19 ARTICLE 32: EMPLOYMENT-RELATED UPDATES
During the term of the MOU, a joint labor/management committee (including PBA members) shall meet and confer on the City’s proposed changes to the Employer - Employee Relations Resolution, as well as proposed legally required updates to the City of Fontana Personnel Rules and Regulations.
ARTICLE 33: EDUCATION EXPENSE
PBA members will continue to receive educational expense reimbursement as indicated in the Personnel Rules and Regulations, Rule XVI Section 4, as the Department budget allows.
ARTICLE 34: DIRECT DEPOSIT
Any and all payments outside of regular pay will be paid via direct deposit.
ARTICLE 35: DEFERRED COMPENSATION
Effective the beginning of the pay period following July 1, 2022, the City shall match employee contributions of up to $ 100.00/pay period (based on 24 pay periods within a calendar year) into a 457(b) account managed by one of the City’s 457(b) providers (July
2021).
The parties agree that during the term of this agreement, this article may be reopened for the purposes of discussing the City’s deferred compensation program, but not an increase to the specific contribution amounts.
FONTANA POLICE BENEFIT ASSOCIATION
JULY 1, 2024 – JUNE 30, 2027
20 Ratified by City Council: March 11, 2025, Consent Calendar
CITY OF FONTANA
_______________________________
Matthew C. Ballantyne
City Manager
_______________________________
Rakesha L. Voss
Director, Human Resources & Risk
Management
_______________________________
Jessica Brown
Chief Financial Officer
_______________________________
Marlene Galvan
Deputy Finance Officer
_______________________________
Fabiola Barrita
Budget & Payroll Manager
_______________________________
Kimberly Clayton
Human Resources Analyst
_______________________________
Roger Crawford
City Attorney
POLICE BENEFIT ASSOCIATION
_______________________________
Taryn Sandford
President
_______________________________
Kelsey Barak
Vice President
_______________________________
Aimee Gregory
Negotiation Team
_______________________________
Theodore Boucher
Negotiation Team
_______________________________
Tiffany Moran
Legal Representative
CITY OF FONTANA
POLICE BENEFIT ASSOCIATION
HOURLY/MONTHLY/ANNUAL PAY SCHEDULE
Effective 03/22/2025
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
$24.91 $26.16 $27.47 $28.85 $30.30 Hourly
$4,317.74 $4,534.40 $4,761.47 $5,000.67 $5,252.00 Monthly $51,812.80 $54,412.80 $57,137.60 $60,008.00 $63,024.00 Annual $28.66 $30.10 $31.61 $33.20 $34.86
$4,967.74 $5,217.34 $5,479.07 $5,754.67 $6,042.40
$59,612.80 $62,608.00 $65,748.80 $69,056.00 $72,508.80
$31.74 $33.33 $35.00 $36.75 $38.59
$5,501.60 $5,777.20 $6,066.67 $6,370.00 $6,688.94
$66,019.20 $69,326.40 $72,800.00 $76,440.00 $80,267.20
$30.57 $32.10 $33.71 $35.40 $37.17
$5,298.80 $5,564.00 $5,843.07 $6,136.00 $6,442.80
$63,585.60 $66,768.00 $70,116.80 $73,632.00 $77,313.60
$25.21 $26.48 $27.81 $29.21 $30.68
$4,369.74 $4,589.87 $4,820.40 $5,063.07 $5,317.87
$52,436.80 $55,078.40 $57,844.80 $60,756.80 $63,814.40
$27.46 $28.84 $30.29 $31.81 $33.41
$4,759.74 $4,998.94 $5,250.27 $5,513.74 $5,791.07
$57,116.80 $59,987.20 $63,003.20 $66,164.80 $69,492.80
$30.57 $32.10 $33.71 $35.40 $37.17
$5,298.80 $5,564.00 $5,843.07 $6,136.00 $6,442.80
$63,585.60 $66,768.00 $70,116.80 $73,632.00 $77,313.60
$37.35 $39.22 $41.19 $43.25 $45.42
$6,474.00 $6,798.14 $7,139.60 $7,496.67 $7,872.80
$77,688.00 $81,577.60 $85,675.20 $89,960.00 $94,473.60
$41.26 $43.33 $45.50 $47.78 $50.17
$7,151.74 $7,510.54 $7,886.67 $8,281.87 $8,696.14
$85,820.80 $90,126.40 $94,640.00 $99,382.40 $104,353.60 $33.70 $35.39 $37.16 $39.02 $40.98
$5,841.34 $6,134.27 $6,441.07 $6,763.47 $7,103.20
$70,096.00 $73,611.20 $77,292.80 $81,161.60 $85,238.40
$34.40 $36.12 $37.93 $39.83 $41.83
$5,962.67 $6,260.80 $6,574.54 $6,903.87 $7,250.54
$71,552.00 $75,129.60 $78,894.40 $82,846.40 $87,006.40
$29.30 $30.77 $32.31 $33.93 $35.63
$5,078.67 $5,333.47 $5,600.40 $5,881.20 $6,175.87
$60,944.00 $64,001.60 $67,204.80 $70,574.40 $74,110.40
Animal Services Officer II PB29
PB09
PB11
Animal Services Officer I
Court Liason PB31
Civilian Investigations
Technician PB30
Forensics Investigator PB19
PB12
PB14
Community Outreach
Coordinator
Lead Police Dispatcher PB13
Crime Analyst II PB28
PB27
PB10
Lead Property Technician
Community Services
Officer I
Crime Analyst I
Community Services
Officer II
*This classiciation is not represented by the PBA, but is tied to a PBA Classification
CITY OF FONTANA
POLICE BENEFIT ASSOCIATION
HOURLY/MONTHLY/ANNUAL PAY SCHEDULE
Effective 03/22/2025
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
$38.15 $40.06 $42.07 $44.18 $46.39 Hourly
$6,612.67 $6,943.74 $7,292.14 $7,657.87 $8,040.94 Monthly $79,352.00 $83,324.80 $87,505.60 $91,894.40 $96,491.20 Annual $42.15 $44.26 $46.48 $48.81 $51.26
$7,306.00 $7,671.74 $8,056.54 $8,460.40 $8,885.07
$87,672.00 $92,060.80 $96,678.40 $101,524.80 $106,620.80 $25.17 $26.43 $27.76 $29.15 $30.61
$4,362.80 $4,581.20 $4,811.74 $5,052.67 $5,305.74
$52,353.60 $54,974.40 $57,740.80 $60,632.00 $63,668.80
$27.96 $29.36 $30.83 $32.38 $34.00
$4,846.40 $5,089.07 $5,343.87 $5,612.54 $5,893.34
$58,156.80 $61,068.80 $64,126.40 $67,350.40 $70,720.00
$30.57 $32.10 $33.71 $35.40 $37.17
$5,298.80 $5,564.00 $5,843.07 $6,136.00 $6,442.80
$63,585.60 $66,768.00 $70,116.80 $73,632.00 $77,313.60
$45.52 $47.80 $50.19 $52.70 $55.34
$7,890.14 $8,285.34 $8,699.60 $9,134.67 $9,592.27
$94,681.60 $99,424.00 $104,395.20 $109,616.00 $115,107.20 $24.26 $25.48 $26.76 $28.10 $29.51
$4,205.07 $4,416.54 $4,638.40 $4,870.67 $5,115.07
$50,460.80 $52,998.40 $55,660.80 $58,448.00 $61,380.80
$28.26 $29.68 $31.17 $32.73 $34.37
$28.26 $29.68 $31.17 $32.73 $34.37
$4,898.40 $5,144.54 $5,402.80 $5,673.20 $5,957.47
$58,780.80 $61,734.40 $64,833.60 $68,078.40 $71,489.60
$31.86 $33.46 $35.14 $36.90 $38.75
$5,522.40 $5,799.74 $6,090.94 $6,396.00 $6,716.67
$66,268.80 $69,596.80 $73,091.20 $76,752.00 $80,600.00
$30.49 $32.02 $33.63 $35.32 $37.09
$30.49 $32.02 $33.63 $35.32 $37.09
$5,284.94 $5,550.14 $5,829.20 $6,122.14 $6,428.94
$63,419.20 $66,601.60 $69,950.40 $73,465.60 $77,147.20
Police Administrative
Analyst I PB04
PB20
Non-Classified, Part-Time Classification
Police Fleet Coordinator
Police Fleet Coordinator* PT28
Police Digital Forensics
Technician I PB32
Police Administrative
Analyst II PB05
PB18
Police Administrative
Technician PB08
Police Dispatcher II
Police Dispatcher I PB17
Police Dispatcher
(On-Call)* PT16
Police Administrative
Assistant PB25
Non-Classified, Part-Time Classification
Police Dispatch Call Taker
PB15Police Digital Forensics
Technician II
PB16
*This classiciation is not represented by the PBA, but is tied to a PBA Classification
CITY OF FONTANA
POLICE BENEFIT ASSOCIATION
HOURLY/MONTHLY/ANNUAL PAY SCHEDULE
Effective 03/22/2025
TITLE RANGE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5
$26.73 $28.07 $29.48 $30.96 $32.51 Hourly
$4,633.20 $4,865.47 $5,109.87 $5,366.40 $5,635.07 Monthly $55,598.40 $58,385.60 $61,318.40 $64,396.80 $67,620.80 Annual $22.76 $23.90 $25.10 $26.36 $27.68
$3,945.07 $4,142.67 $4,350.67 $4,569.07 $4,797.87
$47,340.80 $49,712.00 $52,208.00 $54,828.80 $57,574.40
$25.06 $26.32 $27.64 $29.03 $30.49
$4,343.74 $4,562.14 $4,790.94 $5,031.87 $5,284.94
$52,124.80 $54,745.60 $57,491.20 $60,382.40 $63,419.20
$33.05 $34.71 $36.45 $38.28 $40.20
$5,728.67 $6,016.40 $6,318.00 $6,635.20 $6,968.00
$68,744.00 $72,196.80 $75,816.00 $79,622.40 $83,616.00
$30.16 $31.67 $33.26 $34.93 $36.68
$5,227.74 $5,489.47 $5,765.07 $6,054.54 $6,357.87
$62,732.80 $65,873.60 $69,180.80 $72,654.40 $76,294.40
$30.57 $32.10 $33.71 $35.40 $37.17
$5,298.80 $5,564.00 $5,843.07 $6,136.00 $6,442.80
$63,585.60 $66,768.00 $70,116.80 $73,632.00 $77,313.60
Traffic Investigations
Technician PB33
PB26Senior Community Services
Officer
Police Records Technician II PB23
Police Training Specialist PB24
Police Records Technician I PB22
Police Property Technician PB21
*This classiciation is not represented by the PBA, but is tied to a PBA Classification