Supplement_22-1082 Staff Report - Reso - Reso Redline — Fresno City Council, June 30, 2022 (part 1 of 2)

REPORT TO THE CITY COUNCIL

FROM: MARISSA SANCHEZ, Director
Personnel Services Department

SUBJECT
..Title
***RESOLUTION - Adopt the Fiscal Year 2023 Salary Resolution (Subject to Mayor’s veto)

..Body

RECOMMENDATION
It is recommended that the City Council adopt the Fiscal Year 2023 Salary Resolution.

EXECUTIVE SUMMARY
The proposed Fiscal Year 2023 Salary Resolution includes a number of changes that are cleanup in nature in addition to salary adjustments which have been negotiated with respective bargaining units.

BACKGROUND
The Salary Resolution of the City of Fresno establishes rules for the application of City employee compensation rates and schedules and related requirements, as well as exhibiting the monthly compensation rates which have already been authorized by the City Council. Except where there is conflict with a Memorandum of Understanding or Terms and Conditions of Employment, the provisions contained in the Salary Resolution shall apply.

Each year the Salary Resolution is updated to reflect changes in law, minimum wage , and other salary adjustments as well as modify language to ensure the respective provisions are clear.

The following summarizes the significant changes incorporated in the proposed Fiscal Year 2023 Salary Resolution.

Section 2. SALARY STEP PLAN
Simplified language for step progressions beyond steps one (1) and two (2).

Section 7. ALTERNATE WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2 Updated paragraph A to address Holiday Leave for non- exempt employees who have alternate work schedules.

Section 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2
Updated paragraph 2a consistent with language in California Labor Code Section 233.

Updated paragraph 4b to address changes made to Section 16 regarding Health Reimbursement Arrangement.

Section 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2
Revised paragraph A to include an additional eight (8) hours of Holiday Leave on January 1st of each calendar year.

Section 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES
Updated language consistent with California Labor Code Section 233.

Section 16. BENEFITS FOR FULL -TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
Paragraph F benefit expansion to the Health Reimbursement Arrangement to include qualified medical expenses and an increase to the value factor from 40% to 80% of base hourly rate.

Section 17. COMPENSATION FOR FULL -TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
Paragraph G was changed to reflect an increase to the Deferred Compensation benefit from $50 to $75 per month.

Section 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS Paragraph G. was added to provide direction for employees who have Man agement Leave and move to a unit without Management Leave.

Section 26. RECRUITMENT AND RETENTION INCENTIVE
Added provision, upon amendment of the Transparency Act, to allow for payment of recruitment and retention incentives.

In addition to the above, there are a number of non-substantive language changes that are clean up in nature throughout the document .

The City Attorney’s Office has approved the FY 2023 Salary Resolution as to form.

ENVIRONMENTAL FINDINGS
By the definition provided in the California Environmental Quality Act Guidelines Section 15378 this item does not qualify as a “project” and is therefore exempt from the California Environmental Quality Act requirements.

LOCAL PREFERENCE
Local preference is not implicated because this item does not involve public contracting or bidding with the City of Fresno.

FISCAL IMPACT
The fiscal impact associated with a $25 increase in the Deferred Compensation benefit would result in an overall impact of $63,300 per year of which $49,800 of that is General Fund.

Attachments:

FY2023 Salary Resolution Final
FY2023 Salary Resolution Redline
Date Adopted:

Date Approved:

Effective Date: 07-01-2023
City Attorney Approval:

Fiscal Year 2023 Salary Resolution

Resolution No. 2022-

Fiscal Year 2023
(July 1, 2022 – June 30, 2023)

Salary
Resolution

Personnel Services Department

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TABLE OF CONTENTS

SECTION 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING
PERMANENT POSITIONS IN EXHIBIT 2 .......................................... 13 SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING ..... 16 SECTION 18. BENEFITS FOR POLICE CADETS AND PERMANENT PART-TIME EMPLOYEES ..................................................................................... 18 SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS ................................................................................................. 20 SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE .......................................................................... 22

SECTION 21. BEREAVEMENT LEAVE .................................................................... 22 SECTION 22. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI)

FOR NEW EMPLOYEES AND EMPLOYEES TRANSITIONING FROM
A BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE
CITY’S LONG TERM DISABILITY INSURANCE PLAN ..................... 23

SECTION 23. SALARIES FOR EMPLOYEES IN EXHIBIT 2, EXHIBIT 8, AND

PERMANENT PART-TIME EMPLOYEES WHILE ABSENT DUE TO
INJURY IN THE LINE OF DUTY ........................................................ 24

SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS ............................ 24 SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREE ........................... 25 SECTION 26. RECRUITMENT AND RETENTION INCENTIVE ............................. 275 SECTION 27. UNUSUAL CIRCUMSTANCES .......................................................... 28 SECTION 28. CONFLICTING RESOLUTIONS......................................................... 28 SECTION 29. RESOLUTION EFFECTIVE DATE ..................................................... 28

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RESOLUTION NO.

A RESOLUTION OF THE COUNCIL OF THE CITY OF FRESNO ESTABLISHING

RULES FOR THE APPLICATION OF CITY EMPLOYEE COMPENSATION RATES AND

SCHEDULES AND RELATED REQUIREMENTS, AND ESTABLISHING
COMPENSATION RATES AND SCHEDULES FOR FISCAL YEAR 2023

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

SECTION 1.

SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES

The rules set forth in this resolution constitute special provisions applicable to all classes of employment in the City service. If any provision( s) of a Memorandum of Understanding (hereafter “MOU”) or Terms and Conditions of employment (hereafter “T & C”) adopted and approved by the Council under Article 6 , Chapter 3 of the Fresno Municipal Code (hereafter “FMC”) or employment agreement that is authorized and in compliance with Article V of the City of Fresno Transparency in Government Act and currently in effect, is clearly and specifically in conflict with any rule contained in this resolution, the provision in such M OU, T & C , or employment agreement shall prevail.

SECTION 2. SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN

The step plan of each salary range shall be applied and interpreted as follows for permanent and probationary employees appointed to permanent positions:

A. The first step shall be the minimum rate and shall normally be the hiring rate for the class.

In a case where it is diffic ult to secure a qualified person or if a person of unusual qualifications is engaged, the City Manager , City Attorney, City Clerk, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority, after receiving the recommendation of the Director of Personnel Services, may approve appointment above the first step.

B. The second step shall be paid upon the completion of six (6) months of paid status at the first step.

C. The third step shall be paid upon the completion of one (1) year of service at the second step.

D. Each subsequent step shall be paid upon completion of one (1) year of service at the prior step.

Progression to successive steps in the salary range shall be automatic with two exceptions.

Exception 1; Following and unsatisfactory performance evaluation, a step progression may be delayed by the appointing authority for not more than six (6) months and more than six (6) months only with approval of the City Manager, City Attorney, City Clerk, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority.

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Exception 2; an off cycle or an accelerated step advancement may occur upon recommendation of the appointing authority and the Director of Personnel Services whenever an employee exhibits ususual merit as demonstrated in an employee performance evaluation.

Six (6) months of service equals 1,040 hours of service, and one (1) year of service equals 2,080 hours of service, except where employees work a 56 hour-hour workweek, six (6) months of service equal s 1,456 hours of service, and one (1) year of service equals 2,912 hours of service.

E. Employees who are reinstated in accordance with FMC Section 3- 292, who were not at the top step prior to layoff or demotion, will be credited with paid time previously worked at the step at time of layoff or demotion. The next step increase date will be adjusted accordingly upon reinstatement. Any time missed due to mandatory furloughs shall count as paid time.

F. An employee who is selected to fill a reclassified position pursuant to FMC Section 3- 209 (b), or who is promoted from one class to another having a higher salary range, shall be adjusted to the lowest step in the salary range of the new class, which is at least three and one-half percent (3.5%) higher than the rate received in the employee’s former class.

If such an increase would require a payment greater than the highest step, then the highest step shall be paid.

An employee in Exhibit 7 who is appointed to a position in a class having a salary range shall be promoted according to the foregoing provisions to the nearest step, but not exceeding the top step, in the new class range after adding five percent (5%) to th e employee’s salary rate.

G. When a class is assigned a new salary range, the salary of an employee in such class shall be adjusted to the same relative step in the new salary range, and such adjustment shall not alter the employee’s anniversary date for purposes of future step increases in the class.

H. A permanent employee, assigned to a higher class on a limited , interim or provisional basis, and who is entitled to the rate of pay for such higher class, shall be paid in the same manner as provided for promotion in Section 2, subsection F above.

I. If an employee is receiving compensation above the highest step of the range, the employee’s present rate shall be continued as an approved additional step rate for the class (“Y-rated”), until the highest step is greater than the Y rate, but no other employee may be adjusted to this rate, and it shall no longer be in effect after the incumbent vacates the classification.

J. Except as noted in Section 2, subsection E above, step increases shall become effective immediately upon completion of required service. For purposes of this section, any employee who is absent without pay , excluding statutorily protected leave such as , but not limited to leaves taken under the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), and Military Leave, for the number of hours specified below while on any single step in a range shall not be DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

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considered to have been on paid status for the number of calendar weeks shown, and advancement to the next step shall be delayed by such number of calendar weeks:

At least But less than Calendar Weeks
delayed
1 hour 40 hours None
40 hours 120 hours 2
120 hours 200 hours 4
200 hours 280 hours 6
280 hours 360 hours 8
360 hours 440 hours 10

For purposes of this section, leave without pay, in reference to step advancement, shall be adjusted appropriately for 56-hour employees:

At least But less than Calendar Weeks
delayed
1 hour 56 hours None
56 hours 168 hours 2
168 hours 280 hours 4
280 hours 392 hours 6

The number of additional weeks by which advancement to the next step shall be delayed shall be calculated in the same manner as those respective formulas specified herein.

Such delay shall cause a c hange in the employee’s anniversary date for purposes of future step increases in the class.

K. Transfer to a different classification with the same salary range and in which no salary change occurs, shall result in a new anniversary date upon which advancement to the next step shall be calculated, or merit increase shall be considered.

L. In lieu of a Salary Step Plan, an E xecutive Pay Range Plan has been established for classes as set forth in Exhibit 2.

1. For employees who separated from City service prior to July 1, 2015:

a. The salary for each employee in the executive pay ranges and the salary range for each class within such ranges shall be established by the City Manager or designee.

The City Manager or designee shall promulgate such rules and regulations deemed appropriate in the implementation and administration of this subsection.

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For purposes of calculating retirement benefits for any employee in a class in the Executive Pay Range Plan who has left City service after five (5) years of service , but prior to attaining an age sufficient for service retirement, and who has elected to leave contributions in the retirement system, retirement benefits shall be calculated as follows:

The employee’s salary at the time of separation from employment with the City shall be compared to the control point in existence at the time of separation for the class from which the employee is retiring. Retirement benefits (based on monthly salary only) shall be calculated using the same relationship the employee’s salary bore to the control point at the time of separation as it would bear to the control point at the time of retirement. As an example only, if an employee’s salary at the time of separation was five percent (5%) below the control point for the class, th en the benefit at retirement would be based on that amount, which would be five percent (5%) below the control point for that class at the time of retirement, subject to the applicable provisions of the retirement system regarding years of service, compensation earnable, and so on.

2. For employees in Exhibit 2, who separate from City service on or after July 1, 2015:

a. The salary for each executive employee in the executive pay ranges and the salary range for each class within such ranges shall be established by the City Manager or designee.

The City Manager or designee shall promulgate such rules and regulations deemed appropriate in the implementation and administration of Section 2, Subsection (P)(2)(b) below.

b. For purposes of calculating Compensation Earnable as defined in FMC 3- 501, any employee in the City of Fresno Employees Retirement System (hereafter “System”) in a class in the Executive Pay Plan who separates from City service and elects to remain a member of the System shall have their Compensation Earnable calculated as follows:

Beginning July 1 following the date the Deferred Vested Member separates from City service, the Member’s Compensation Earnable at the time of separation shall be indexed with the Consumer Price Index (hereafter “CPI”) – United States City Average for Urban Wage Earners and Clerical Workers -- all items (i.e., general price inflation) and the Employment Cost Index for Wage Inflation ( i.e., across the board pay increases) for State and local government employees, as published by the Bureau of Labor Statistics of the United States Department of Labor.

Determination of the percentage of annual increase or decrease in CPI and Employment Costs for wage inflation shall be made by the Retirement Board on or before April 1 of each year for each of the two immediately preceding calendar years. The percentage by which such indexes for the more recent full calendar year shall have increased or decreased over or below indexes for the full calendar year immediately prior shall be the percentage used to DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

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calculate adjustments to Compensation Earnable with the following exceptions: banking shall not be applied nor shall the sum of accumulated CPI and Employment Costs adjustments plus Compensation Earnable fall outside the Executive Pay Range approved by the City Council each fiscal year.

This process will continue each July 1 until the Deferred Vested Member elects to begin receiving the retirement benefit. This adjusted Compensation Earnable shall be used in the Member’s final compensation for the calculation of the retirement benefit.

If a Deferred Vested Member held more than one position during their highest three consecutive years, the Compensation Earnable in each position shall be allocated on a time held, pro -rata basis and the combined adjusted Compensation Earnable, including adjustments due to CPI and Employment Costs for wage inflation, shall be used in the Member’s final compensation for the calculation of the retirement benefit.

c. System members who retire or enter the Deferred Retirement Option Program (hereafter “DROP”) on or after July 1, 2015, shall have any previously held Executive Pay Range salaries determined in accordance with Section 2, Subsection (P)(2)(b).

d. System members who retire or enter DROP on or after July 1, 2015, who vacated a Unit 14 class before January 6, 2020, and thereafter does not return to said class, shall have any previously held Executive Pay Range salaries determined in accordance with Section 2, Subsection (P)(2)(b).

M. Except where provided in this subsection, temporary assignment to perform the duties of absent employees shall be in accordance with FMC Section 3-260.

After any employee holding a permanent position in Exhibit 2 has completed 40 hours of service in a higher class the employee shall thereafter be paid at the rate of pay of the higher class while so assigned. An employee who has held permanent status in the higher class prior to such assignment shall not be required to complete the qualifying period of service set forth above and shall be paid for the entire duration of the assignment to the higher class at the rate of pay of the lowest step in the salary range of the higher class, which must be at least three and one- half percent (3.5%) higher than the rate received in the employee’s regular class assignement. If the three and one-half (3.5%) increase requires a payment greater than the highest step, then the highest step shall be paid.

SECTION 3.

RATES OF PAY

Rates of pay provided for by a resolution establishing or approving such salaries are fixed on the basis of dollars per month or full -time service in full-time positions unless otherwise clearly indicated. Salaries shown are the base rate of pay for each respective j ob classification. The hourly rate of pay is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,080, DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

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except that t he hourly rate of pay for employees whose schedule is 56 hour s per week is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,912.

SECTION 4. EXEMPT JOB CLASSES

Employees in classes listed as exempt in any exhibit attached to this salary resolution whose job codes are marked with an “e” shall not be entitled to payment or compensatory time off for overtime as provided for in the rules and regulations of the Fair Labor Standards Act (hereafter “FLSA”).

In accordance with the rules and regulations of the FLSA, the base salary of exempt employees shall not be reduced due to variations in the quality or quantity of the work performed.

Deductions from the salary of exempt employees are allowed only for those certain circumstances which are set forth in the applicable FLSA regulations.

Employees exempt from overtime shall not be subject to deductions for Leave Without Pay in increments of less than a work day or shift. Employees with qualified medical restrictions may be temporarily placed on a part -time basis and will receive the pro-rated salary during the time of restriction.

SECTION 5. WAGES, OVERTIME AND SICK LEAVE

FOR TEMPORARY EMPLOYEES

A. Temporary employees shall be paid on an hourly basis for the hours actually worked, subject to the provisions of Section 4 above and/or the FLSA, which provides for overtime compensation for hours worked in excess of 40 per workweek. Any such employee in a class having a monthly salary rate shall be paid an hourly rate that is converted from the monthly salary for that class pursuant to Section 3.

B. Sick Leave for Temporary Employees:

1.Temporary employees will earn one (1) hour of Sick Leave for every thirty (30) hours of work, including overtime. This accrual will begin on the first day of employment. Sick Leave Accruals will be capped at forty -eight (48) hours. Sick L eave may be carried over from year to year.

2. Temporary employees will be eligible to use Sick Leave on the ninetieth (90 th) day
of employment.

3. Sick Leave can be used for:

a. Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee;

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means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis - this definition of a child is applicable regardless of age or dependency status), spouse, registered domestic partner, sibling, grandparent, or grandchild; or,

c. For an employee who is a victim of domestic violence, sexual assault, or stalking, the purposes described in Labor C ode Section 230(c) and Labor Code Section 230.1(a).

4. Protected Sick Leave for Temporary Employees

a. Temporary employees will accumulate and be able to use S ick Leave in accordance with AB1522, Healthy Workplace Healthy Family Act of 2014 (i.e., Labor Code §§245 et seq.)

b. Temporary employees may use up to three (3) days as Protected Sick Leave or twenty-four (24) hours, whichever is greater, in each fiscal year (July 1 through June 30).

5. Temporary employees who leave City employment and return within one (1) year from the date of separation will have unused Sick Leave accruals restored up to forty- eight (48) hours.

SECTION 6.

FLEXIBLE STAFFING

An employee holding a permanent position in any class in a group of classes des ignated as flexibly staffed may be appointed to a higher class in that group, provided that the employee meets the minimum requirements , the essential duties are being satisfactorily performed , and the department director recommends such appointment.

SECTION 7. ALTERNATE
WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2

A 4/10 or 9/80 work schedule may be implemented in any department, division, or work unit, upon approval of the City Manager , City Attorney, City Clerk, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority.

Each 4/10 work schedule will consist of a total of 40 scheduled hours of actual work time per workweek. The workweek begins at 12:01 a.m. Monday and ends at Midnight on Sunday.

Each 9/80 work schedule will consist of eight 9-hour shifts, one 8-hour shift, and one day off per 14-day period broken down into two 40-hour per week FLSA workweeks. All employees working a 9/80 work schedule shall have an FLSA workweek, which begins four (4) hours after the start time of the day of the week, which constitutes the employee’s alternating day off. This shall be an 8-hour shift. The workweek shall end exactly 168 hours later.

Employees working a 4/10 or 9/80 work schedule shall have the following exceptions for the holiday benefit apply:

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A. Holidays:

1. E
mployees on a 4/10 or 9/80 work schedule shall receive 1 1 holidays of eight (8) hours. An employee who is off on a holiday , which is a regular work day , shall receive eight (8) hours pay for the holiday. Employees in non- exempt classifications who are off on a holiday which is a regular work day must either take two (2) hours Vacation Leave, Annual Leave, Holiday Leave, or Management Leave if on a 4/10 schedule, or one (1) hour Vacation, Annual, Holiday, or Management Leave if on a 9/80 schedule and the holiday falls on a 9-hour shift.

2. E
mployees on a 4/10 or 9/80 work schedule who are regularly scheduled to work, and do work on a holiday, which is a regular work day, shall receive eight (8) hours of Holiday Leave. When a holiday falls on an employee’s day off, such employee shall receive eight (8) hours of Holiday Leave.

B. F
or employees participating in the Annual Leave Plan, the following rules shall apply:

1. E
mployees shall accumulate the same number of hours of Annual Leave per month as under a 5/8 work schedule. Annual Leave will be granted for the actual number of hours absent.

C. F
or employees not participating in the Annual Leave Plan, the following rules shall apply:

1. Sick Leave: Employees shall accumulate eight (8) hours of Sick Leave per month, and receive Sick L eave pay for the actual number of hours absent , provided the employee has a sufficient balance of Sick Leave hours.

2. Vacation Leave: Employees on a 4/10 or 9/80 work schedule shall accumulate the same number of hours V acation Leave per month as under a 5/8 work schedule. Vacation Leave will be granted for the actual number of hours absent, provided the employee has a sufficient balance of Vacation Leave hours.

S
ECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”) A. F
or exempt employees in Exhibit 2, Management Leave shall be granted as follows:

1. F
ull-time employees appointed to permanent positions in classes who are not entitled to payment or equivalent c ompensatory time off for overtime work (as described in Section 4 above), shall be granted Management Leave as provided in this subsection 1. A balance of 60 hours shall be credited to each such employee on the first day in July of each fiscal year. Upon their employment by the City, new employees appointed in such positions shall be credited with five (5) hours of Management L eave for each full calendar month remaining in such appointment in the fiscal year. Employees in limited or provisional appointments to such exempt classes in Exhibit 2 shall receive five (5) hours of Management Leave for each full month of such provisional or limited appointment.

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2. Unused Management Leave will not be carried over to the next fiscal year.

Employees may request payment and be compensated for up to forty -eight (48) hours of Management Leave during the fiscal year in which it is credited, subject to rules established by the City Manager , City Attorney, City Clerk, or Retirement Administrator, as appropriate for their respective areas of authority . Employees shall be compensated for any Management Leave balance, not to exceed sixty (60) hours, upon termination from City service.

3. Management Leave shall be scheduled at the convenience of the department.

Approval by the City Manager or designee must be obtained before an appointing authority appointed by the City Manager may take such leave.

B. For employees in Non-Exempt classifications, Management Leave shall be as follows:

Full-time e mployees in non- exempt classifications who are in limited or provisional appointments to exempt classifications, shall receive five (5) hours of Management Leave for the exempt classification for each full month of such provisional or limited appointment.

Employees must use the Management Leave in accordance with applicable provisions in appropriate MOUs or T & Cs.

SECTION 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2

For employees on a forty (40) hour work schedule, the Annual Leave Plan shall be as follows:

1. Annual Leave Accrual –

a. Less than Ten (10) Years – For such employees who have been continuously employed by the City for less than ten (10) years in permanent positions, the Annual Leave accrual rate will be 15.5 hours for each completed calendar month of employment. In the event the City agrees to a higher Annual Leave accrual rate for members of recognized labor organizations who participate in the City of Fresno Employees’ Retirement System, the City will increase the A nnual Leave accrual rate to the same level for employees in Exhibit 2.

More than Ten (10) Years – For such employees who have been continuously employed by the City for ten ( 10) years or more in permanent positions, the Annual Leave accrual rate will be 18.83 hours for each completed calendar month of employment. In the event the City agrees to a higher A nnual Leave accrual rate for members of recognized labor organizations who participate in the City of Fresno Employees’ Retirement System, the City will increase the A nnual Leave accrual rate to the same level for employees in Exhibit 2.

b. Accumulation Limit – The accumulation of unused Annual Leave will not exceed 1,200 hours for employees in Executive Pay ranges E1 through E4; 1,000 hours for employees in the E 5 range; and 840 hours for employees in the, E6, E7, E8, E10, E11, E12, E15, E16, E17, E19, E20, E21 and E22 ranges.

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In the event an employee has an Annual Leave b alance over the limits listed above, accruals will cease until the balance is under the limit.

2. Annual Leave Used for Protected Sick Leave

a. Employees holding a permanent position included in Exhibit 2, shall be allowed to use up to the hours of Annual Leave accrued in six (6) months for Protected Sick Leave for the purposes indetified in California Labor Code Section 233. The employee, at their sole discretion, must determine whether to designate leave as Protected Sick Leave under California Labor Code 233. Employees shall note this designation when reporting the absence.

3. Annual Leave Pay Out

a. Unused Annual Leave Pay Out During Fiscal Year – Employees may request payment and be compensated for up to 48 hours or ten percent (10%) of their Annual Leave balance, whichever is greater, each fiscal year between July 1st and December 31st; no cash out may be completed between January 1st and June 30th. Cash outs of Annual Leave balances are not pensionable for retirement purposes.

b. Unused Annual Leave Pay Out – Upon separation from City service, employees will be compensated for all unused A nnual Leave balances at their applicable base rate of pay. Payment received under this provision will not be pensionable for retirement purposes.

4. Frozen Sick Leave

a. Use of Frozen Sick Leave – Frozen Sick Leave balances may be used by the employee in accordance with provisions of FMC section 3 -107, or for those purposes defined in California Labor Code section 233 up to the statutory amount for the fiscal year unless the statutory amount has been satisfied by use of other leaves for the fiscal year.

b. Unused Frozen Sick LeavePay Out – Upon separation from City service by service retirement or at a disability retirement if the employee is otherwise eligible for service retirement, employees who meet the eligibility criteria in Section 16(F) shall be credited with the number of accumulated Frozen Sick Leave balances in exces s of 240 hours at the time of retirement multiplied by eighty percent (80%) of the employee’s then current hourly rate of pay to be used solely to pay premiums for medical insurance (including COBRA premiums), pursuant to the City’s HRA as set forth in Section 16(F).

Employees who separate City employment and return within one (1) year of such separation will be entitled to reinstatement of their available Frozen Sick Leave balances at the time of separation from City employment, up to a total of forty-eight (48) hours.

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SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2

A. Employees occupying a permanent position in Exhibit 2 shall be entitled to the holidays listed in FMC Section 3-116. Employees shall also accrue eight (8) hours of Holiday Leave on July 1st and January 1st of each calendar year.

B. Employees may request payment and be compensated for up to 48 hours or ten percent (10%) of their Holiday Leave balance, whichever is greater, each fiscal year between July 1st and March 31st; no cash out may be completed between April 1 and June 30.

C. Any employee in Exhibit 2 who is exempt from the payment of overtime and who is otherwise eligible to receive such accumulation, who is required to work a regularly scheduled shift on a holiday, shall have the number of hours worked up to eight (8) hours added to their Holiday Leave balance on the first day of the pay period following the date of such work. When a holiday falls on Saturday or falls on the employee’s day off such employee shall receive eight (8) hours of Holiday Leave.

D. Upon separation from City service, employees will be compensated for all unused holiday balances at their applicable base rate of pay.

Payment for cash outs of accumulated Holiday Leave balances received under this provision will not be pensionable for retirement purposes with the exception of members of Tier 2 of Fire and Police Retirement System.

SECTION 11.

SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES

Upon employment by the City, new employees appointed to permanent positions set forth in Exhibit 2 shall receive 40 hours of S upplemental Sick Leave each fiscal year with a lifetime accrual limit of 80 hours. Supplemental Sick Leave hours shall be credited on a pro-rated basis for each full calendar month remaining on such appointment in the fiscal year.

Employees may utilize earned and accrued Supplemental Sick Leave hours as follows:

• Once Sick Leave and Annual Leave have been exhausted;

• As service credit on an hour-per-hour basis upon retirement;

• To be cashed out at retirement or separation from the City, if not eligible for participation in the HRA;

• In the performance of community activities during the course of th e employee’s normal work day, with the appropriate approval;

• Placed in the HRA in accordance with Section 16(F); or

• Once Sick Leave and Annual Leave have been exhausted during the first and second year of employment, where an employee is accruing Supplemental Sick Leave, up to half of the hours of Supplemental Sick Leave accrued in a fiscal year for Protected Sick Leave DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

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used only for those purposes identified in California Labor Code 233. Use of Protected Sick Leave must be authorized and recorded by the department director or designee.

Cash outs received under this provision will not be considered pensionable for retirement purposes.

SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2

City employees in classifications designated as exempt from overtime under the provisions of the FLSA and who receive Management Leave pursuant to S ection 8, may be granted Management Time Off if the supervisor or designee determines that service delivery and performance of job functions will not be impaired due to the employee’s absence. Such time off shall not be calculated on an hour-for-hour basis in relation to total hours worked. Management Time Off shall not be deducted from any existing leave banks.

Management Time Off must be scheduled in advance when possible, approved as Management Time Off by the employee’s supervisor or designee and generally taken in increments of less than one day.

Only department directors, assistant directors, or division managers may approve Management Time Off for a full day’s absence.

SECTION 13.

SALARY RATES

The various classes of employment in the City service listed in the following designated exhibits (which are incorporated herein) shall be paid at the rates set forth therein opposite each class title:

EXHIBIT 1 Non-Supervisory Blue Collar
EXHIBIT 2 Non-Represented Management and Confidential Classes EXHIBIT 3 Non-Supervisory White Collar
EXHIBIT 4 Non-Management Police
EXHIBIT 5 Fire Non-Management
EXHIBIT 6 Bus Drivers and Student Drivers
EXHIBIT 7 Non-Supervisory Groups and Crafts
EXHIBIT 8 Non-Represented
EXHIBIT 9 Police Management
EXHIBIT 10 Fire Management
EXHIBIT 11 Airport Public Safety Officers
EXHIBIT 12 Board and Commission Members
EXHIBIT 13-1 Exempt Supervisory and Professional
EXHIBIT 13-2 Non-Exempt Professional
EXHIBIT 14 Management Classes
EXHIBIT 15 Airport Public Safety Supervisors

SECTION 14
. CERTIFICATE PAY

A. Each employee who holds a permanent appointment to a position in the classes of Principal Internal Auditor or Internal Auditor who has been licensed as a Certified Public DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

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Accountant (CPA) by the State of California or as a Certified Internal Auditor (CIA) by the Institute of Internal Auditors, shall be paid an additional five percent (5%) of base pay.

B. Employees who possess and maintain certification as a Certified Access Specialist (CASp) and are in a position identified by a department director as eligible for Certificate Pay shall receive $200 per month.

C. Employees who possess and maintain a Fundamental Payroll Certification (FPC) and are in a position identified by a department director as eligible shall receive $100 per month in Certificate Pay.

SECTION 15.

BILINGUAL CERT IFICATION PROGRAM FOR EMPLOYEES OCCUPYING

PERMANENT CLASSES

The bilingual certification program consists of a City administered examination process whereby employees in Exhibit 2 or employees with applicable MOUs or T&Cs with Bilingual pay provisions, may apply for a bilingual examination, and if certified by the examiner, receive bilingual premium pay for interpreting and translating. In conjunction with the Director of Personnel Services, department directors or their designees, shall designate those positions or assignments for which bilingual skills are desired, unless modified by applicable MOU or T&C.

A. In order to remain eligible to receive bilingual premium pay, employees must take and pass the certification examination once every five (5) years . Employees who fail to recertify will no longer receive bilingual premium pay.

B. This bilingual certification program is not subject to the grievance or appeal process.

C. Bilingual certification examinations are conducted for Armenian, Cambodian, Hindi, Hmong, Laotian, Punjabi, Sign, Spanish and Vietnamese languages.

D. The bilingual premium pay rate for certified employees occupying permanent classes in Exhibit 2 is one hundred dollars ($100) per month, regardless of how many languages for which an employee is certified.

E. Certified employees may interpret/translate for departments/divisions they are not assigned to, provided the requesting department/division has a demonstrated customer service related need and has obtained approval from the certified employee’s supervisor.

F. Certified employees shall not refuse to interpret/translate while on paid status.

Refusal shall result in appropriate disciplinary action.

G. Certified employees may be assigned to any incident or investigation requiring their bilingual skills, and may be required to prepare written reports related to the incident or investigation. The objective of this policy will be to utilize department resources in the most efficient way possible.

H. Except in the event of an emergency as determined by management, bilingual employees who are not certified shall not be required to interpret/translate.

SECTION 16
. BENEFITS FOR FULL -TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
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Benefits for employees occupying permanent positions in Exhibit 2 shall be as follows:

A. The City’s contribution towards employee health insurance will be shared on a fifty percent (50%) basis by the City and employees , except that employees will be required to pay no more than thirty percent (30%) of the premium established by the Fresno City Employees Health and Welfare Trust Board and the City shall pay seventy percent (70%).

The employee may opt to contribute the amount necessary to make up the difference through payroll deductions, or accept a reduced coverage option.

Should any represented bargaining unit in the City negotiate a successor MOU , impose T & C, extend the period of an MOU or T & C , resulting in a greater contribution by the City (including maintenance of percentage contributions) the City will match that benefit.

B. The City will provide a Life Insurance benefit that is equal to the employee’s annual earnings, rounding up to the next $1,000, with a maximum benefit of $150,000.

C. The City provides Long Term Disability Insurance for employees in accordance with terms of the policy.

D. Employees may elect to make contributions through payroll deductions for voluntary supplemental benefits made available by the City.

E. Employees in Exhibit 2 hired with the City on or after August 31, 2014, shall make an additional contribution equal to one and one- half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. Employees who transfer, demote , or promote, into Unit 2 and were paying an additional one and one- half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retire ment System immediately prior to entering Unit 2, shall continue to pay the additional one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Employees Retirement System. The employee shall have no option to receive the on e and one- half percent (1.5%) contribution in cash. The one and one- half percent (1.5%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account, nor will it be deposited into a member’s Deferred Retirement Account Program (DROP) account.

Unit 2 employees who are members of Tier 2 of the Fire and Police Retirement System, hired on or after July 1, 2019, shall pay an additional contribution equal to three percent (3%) of their pensionable compensation to the Fire and Police Retirement System, reducing the City retirement contribution by the corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Fire and Police Retirement System. The employee shall have no option to DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

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receive the three percent (3%) contribution in cash. The three percent (3%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account nor will it be deposited into a member’s DROP account.

F. The City currently maintains a Health Reimbursement Arrangement (HRA) as described in Internal Revenue Service (IRS) Notice 2002- 45 and other guidance published by the IRS regarding HRA’s.

At separation from permanent employment with the City of Fresno by service retirement or at a disability retirement if the employee is otherwise eligible for service retirement, employees who have used 80 hours or less of F rozen Sick Leave and/or Annual Leave used for sick time and/or Sick Leave, Holiday Leave, and/or Vacation Leave used for sick time (excluding only Bereavement Leave, and statutorily protected hours used for workers’ compensation benefits, and/or other statutorily protected leave such as, but not limited to, Family and Medical Leave Act and Protected Sick Leave taken for the purposes identified in California Labor Code Section 233 in the 24 months preceding their date of retirement), will be credited with an account for the employee under the HRA to be used to pay premiums for medical insurance (including COBRA premiums) and qualified medical expenses pursuant to City of Fresno Retiree HRA Plan Document . The “value” of the account shall be determined as follows:

• The number of accumulated S upplemental Sick Leave hours at the time of retirement multiplied by the employee's then current hourly base rate of pay.

• For those with Annual Leave, the number of accumulated Frozen Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 80 percent (80%) of the employee’s then current hourly base rate of pay.

• For those with Vacation/Sick Leave, the number of accumulated Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 80 percent (80%) of the employee’s then current hourly base rate of pay.

• The hourly base rate of pay shall be the equivalent of the monthly salary for an employee as reflected in the applicable range, multiplied by 12 months then divided by 2,080 hours.

• The accounts may be book accounts only , or cash accounts at the City’s option. No actual trust account shall be established for any employee. Each HRA account shall be credited on a monthly basis with a rate of earnings equal to the yield on the City's Investment Portfolio (provided that such yield is positive).

The HRA accounts shall be used to pay premiums for medical insurance (including COBRA premiums) and qualified medical expenses covering the participant, the participant's spouse (or surviving spouse in the event of the death of the participant), and the participant's dependents. Once a participant's account under the HRA has been reduced to $0, no further benefits shall be payable by the HRA. If the participant, the participant's spouse, and the participant's dependents die before the participant's account DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

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under the HRA has been reduced to $0, no death benefit shall be payable to any person by the HRA.

While this provision is in effect, employees eligible for HRA shall not be allowed to cash out any accumulated or accrued Supplemental Sick Leave or Frozen Sick Leave or Sick Leave at retirement.

G. On September 15, 2011, the City Council adopted Resolution No. 2011-193, which began the imposition of a salary concession effective September 5, 2011, on employees holding positions listed in Exhibit 2 of the Salary Resolution (FY12 salary concessions).

Employees in Exhibit 2 impacted by FY12 salary concessions will be held harmless with respect to DROP and retirement calculations, including calculations impacting members who separate from City employment and elect a deferred vested status.

Employer and employee retirement contributions will continue to be calculated based on the unadjusted, pre-concessions salary/hourly rate.

Employee leave payoffs at separation will be calculated using the unadjusted, pre- concessions salary/hourly rate, including those leave payoffs used to calculate credit to the employee’s HRA retirement.

This section shall be applied retroactively to those employees who separated from City employment on or after July 1, 2012.

SECTION 17. COMPENSATION FOR FULL -TIME EMPLOYEES OCCUPYING

PERMANENT
POSITIONS IN EXHIBIT 2

A. The following forms of compensation, when authorized, are to be included in base salary:

a. Salary;

b. Deferred compensation contributions by the City; if permitted by employment contract, the employee may elect to receive a portion of base salary in the form of deferred compensation; and

c. Any other form of compensation not specified in paragraph C below.

B. The rate of base salary paid shall not be less than or greater than the ranges established in this Salary Resolution at the time the salary is earned.

C. The following forms of compensation, when authorized by Administrative Order, ordinance, resolution, or an approved written employment contract, are not to be included in base salary:

a. Monthly vehicle allowance pursuant to the requirements of Administrative Order 2-2;

b. Education and/or certificate pay;

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c. Premium pay;

d. Reimbursement for actual educational expenses related to job position;

e. Uniform pay allowance, excluding costs for uniform upkeep;

f. Leave payoff/cash out;

g. Professional dues for enrollment of professional organizations related to job position;

h. Payment for employee’s attendance at professional organization conferences, including reimbursement of reasonable and necessary travel and subsistence expenses;

i. Reimbursement for actual relocation expenses incurred at the time of commencement of employment with the City;

j. Professional pay authorized in a memorandum of understanding closest in relation to the employee’s classification, for example, Peace Officer Standards and Training (POST) pay for peace officers;

k. Mileage, meal, hotel, public transportation, and other authorized expenses reimbursed for travel expenses incurred while on City business;

l. City provided contributions to insurance premiums;

m. Severance pay following an employee’s termination; and

n. City contributions to health and welfare benefits paid during the term of any severance period.

D. Compensation paid to employees in the form of either c ash or City funded deferred compensation contributions or any equivalent that are in addition to base salary and not covered by another form of authorized compensation approved by City Council (e.g., a memorandum of understanding closest in relation to the employee’s classification; an ordinance; or a resolution) are not authorized.

E. The following forms of compensation are authorized for employees in Exhibit 2 , when included in an approved written employment contract:

a. Education and/or certificate pay;

b. Reimbursement for actual education expenses related to job position;

c. Professional dues for enrollment of professional organizations related to job position;

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d. Annual payment for employee’s attendance at professional organization conferences, including reim bursement of reasonable and necessary travel and subsistence expenses;

e. Reimbursement for actual relocation expenses incurred at the time of commencement of employment with the City;

f. Mileage, meal, hotel, public transportation, and other authorized expenses reimbursed for travel expenses incurred while on City business;

g. Up to six months’ severance pay following an employee’s termination; and

h. City contributions to health and welfare benefits paid during the term of any severance period.

F. Performance bonuses for exempt employees, received prior to November 12, 2015, shall be considered pensionable compensation for calculation of retirement benefits and shall not be included as part of base salary.

G. Employees in Exhibit 2 who are in job classes with salary range s E6 through E22 are eligible to receive up to seventy-five dollars ($75) per month. This benefit is for employees who voluntarily participate in the City’s Deferred Compensation plan, which shall not be calculated as part of base salary. Employees not currently participating in the plan will be required to complete a Participation Agreement and elect to contribute.

SECTION 18. BENEFITS FOR POLICE CADETS AND

PERMANENT PART-TIME EMPLOYEES

A. Employees in in the Police Cadet series shall receive the following benefits:

1. Police Cadet is a training series and is designed to ultimately lead to appointment to a permanent full-time position other than Police Cadet in the Police Department.

A Police Cadet may be terminated from the Police Cadet program pursuant to FMC 3-266(d).

2. Upon appointment to a permanent position other than Police Cadet , time served as a Police Cadet I and II shall not be included in calculating an employee’s period of continuous service for the purposes of seniority, retirement benefits, leave accruals, or other benefits.

3. Police Cadets shall be provided with Social Security benefits and shall not be members of the Fresno City Employees’ Retirement System as they are employed principally for the purpose of training.

4. Actual hours worked in excess of 40 hours a week shall be compensated as overtime in accordance with the applicable provisions of FLSA.

5. Fringe benefits for employees in permanent positions in the Cadet series will be determined by the City Manager or designee.

6. Protected Sick Leave
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Employees will accumulate and be able to use Protected Sick Leave in accordance with AB1522, Healthy Workplace Healthy Family Act of 2014, up to twenty -four (24) hours or three (3) days each fiscal year, whichever is greater.

Employees will earn one (1) hour of leave for every thirty (30) hours of work, including overtime. This accrual will begin on July 1, 2015, or the first day of employment, whichever is later. Accruals of Protected Sick Leave will be capped at forty-eight (48) hours. Accruals of Protected Sick Leave may be carried over from year to year.

Employees who leave City employment and return within one (1) year from the date of separation will have unused Protected Sick Leave accruals restored up to forty-eight (48) hours.

7. Bilingual Premium Pay

Employees in the Cadet Series shall be eligible for the Bilingual Certification Program as provided in Section 15.

B. Benefits for Permanent Part-Time (hereafter “PPT”) employees shall be as follows:

1. Health and Welfare benefits shall be provided as outlined in Section 16A.

2. PPT employees shall be provided with Social Security benefits and shall not be members of the Fresno City Employees’ Retirement System. PPT employees who participated in the plan as a permanent full-time employee and whose contributions remain on deposit remain members of the Fresno City Employees’ Retirement System.

3. PPT employees shall be paid for jury duty attendance and court attendance in accordance with FMC Sections 3-109 and 3-110.

4. Holidays

PPT employees shall receive paid leave for holidays in proportion to the number of non- overtime hours scheduled for that position, as reflected in the adopted budget.

5. Leave for PPT Employees in Exhibit 2

PPT employees appointed in a permanent class included in Exhibit 2, shall be granted leave under the same terms and conditions as full -time employees in the same class in Exhibit 2, except that such leave shall be at a rate proportionate to a permanent full -time employee occupyi ng the same class, according to the number of hours scheduled to work.

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C. Use of Protected Sick Leave for Police Cadets and Permanent Part-Time Employees:

1. The first three (3) days or twenty -four (24) hours, whichever is greater, of l eave shall be Protected Sick Leave by an employee on or after July 1 of each year if used for the purposes noted in subsection C.2 below, and will be considered leave taken under AB1522, Healthy Workplace Healthy Family Act of 2014. The leave will not be used or considered for the purpose of corrective and/or disciplinary action.

The purpose of this benefit is to allow employees time to care f or themselves and family members as defined in California Labor Code section 246.5 for the purposes identified in California Labor Code section 233 as stated in subsection 3 below .

Employees are encouraged to schedule routine medical and/or dental appoint ments outside of regular work hours when possible. Use of Protected Sick Leave shall be authorized and recorded by an appointing authority or designee.

2. Protected Sick Leave can be used for:

a. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee;

b. Diagnosis, care, or treatment of an existing health condition of, or preventative care for an employee’s parent (a biological adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), child (a child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis - this definition of a child is applicable regardless of age or dependency status), spouse, registered domestic partner, parent -in-law, sibling, grandchild, or grandchild; or,

c. For an employee who is a victim of domestic violence, sexual assault, or stalking, the purposes described in Labor Code Section 230(c) and Labor Code Section 230.1(a).

3. After the employee has taken the first three (3) days of Protected Sick Leave for purposes as defined in s ubsection C.2 above on or after July 1 of each year, these provisions under AB1522, Healthy Workplace Healthy Family Act of 2014 will no longer be applicable.

4. Protected Sick Leave requests will be administered in accordance with existing FMC provisions, City administrative orders, policies, procedures, rules and regulations regarding approval time off.

5. Employees who leave City Employment and return within one ( 1) year from the date of separation will have unused Sick Leave accruals restored up to forty -eight (48) hours.

SECTION 19
. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS

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A. Employees changing from a bargaining unit with leave banks that are the same as leave banks in the bargaining unit to which they are transferring, will maintain their existing leave balances (e.g., Vacation Leave to Vacation Leave, Sick Leave to Sick Leave, Supplemental Sick Leave to Supplemental Sick Leave), subject to Section 19, Subsection (H) Leave Caps below.

Employees in a bargaining unit with Management Leave who move to a bargaining unit with Management Leave will maintain their existing leave balances.

B. Annual Leave/Vacation Leave - Employees with an Annual Leave balance transferring to a position in a bargaining unit which is not covered by Annual Leave, may either cash out unused Annual Leave at the former class’ base rate of pay, or convert the unused Annual Leave to a non-accruing Annual Leave bank.

The conversion is obtained by multiplying unused Annual Leave hours by the former class’s base rate of pay (converted to an hourly figure), dividing the product by the new class’s base rate of pay (converted to an hourly figure), and placing the resulting balance for leave usage as requested and designated by the employee, with appropriate approval.

Employees with Vacation Leave transferring to a bargaining unit with Annual Leave will have all Vacation accruals converted to Annual Leave.

C. Sick Leave – Employees with Sick Leave who move to a bargaining unit with Annual Leave will have their unused Sick Leave balances frozen, as Frozen Sick Leave.

D. Supplemental Sick Leave – Employees with Supplemental Sick Leave who transfer to a bargaining unit wit h no Supplemental Sick Leave may either cash the leave out at the former class’ base rate of pay or continue to maintain the Supplemental Sick Leave. If the employee elects to retain the Supplemental Sick Leave, it may be used pursuant to Section 11.

E. Employee Incentive Time Off (EITO) – Employees with EITO who transfer to a bargaining unit with no EITO will have the EITO balance cashed out at the former class’ base rate of pay at the time of transfer.

F. Compensatory Time Off (CTO) – Employees with CTO who transfer to a bargaining unit with no CTO, will have all time cashed out at the former class’ rate of pay. Employees with CTO who transfer to a bargaining unit with CTO will be subject to all provisions regarding CTO in the new bargaining unit. If the employee’s CTO balance is over the cap of the new bargaining unit, any CTO above the cap will be cashed out at the former class’ base rate of pay.

Conversion example:

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G. Management Leave – Employees in a bargaining unit with Management Leave who move to a bargaining unit with no Management Leave will have their Management Leave cashed out at the former class’ base rate of pay at the time of transfer.

H. Leave Caps - When employees transfer from one bargaining unit to a different bargaining unit that has a lower leave accrual cap for leave other than Sick Leave, all leave over the cap will be cashed out at the former class’ base rate of pay upon the conclusion of the second pay period aft er the transfer in bargaining unit. The cash out is obtained by multiplying the amount of hours over the new cap by the former class' base rate of pay (converted to an hourly figure).

Employees with Sick Leave who transfer to a bargaining unit with Sick Leave whose balance is over the cap of the new bargaining unit will have any hours above the Sick Leave cap converted to a Frozen Sick Leave bank.

Employees with Holiday Leave who transfer to a bargaining unit with a Holiday Leave whose balance is over the cap of the new bargaining unit will have any Holiday Leave above the cap converted to a Special Holiday Leave bank.

Employees with Special Holiday Leave who transfer to a bargaining unit with no Holiday Leave cap will have all Special Holiday Leave converted to Holiday Leave.

SECTION 20.

SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR

MILITARY SERVICE

The City will extend salary and benefits to permanent City employees while they are serving in active military duty deployments of more than thirty-one (31) days as follows:

A. Payment of the employee’s salary differential benefit;

B. Payment of the City’s portion of the employees’ Health and Welfare Contribution, if the employee is currently covered by the City of Fresno Health and Welfare Trust; and

C. Continued accrual of Vacation, Sick, Annual and/or Management Leave balances to which they are otherwise entitled by unit designation and employee status during the period of deployment.

SECTION 21
. BEREAVEMENT LEAVE

In accordance with FMC Section 3- 107 (f), upon the death of a member of an employee’simmediate family, the employee shall be allowed to use Sick Leave (or Annual Leave) as is actually necessary to take care of funeral arrangements or attend the funeral, but not to exceed four working days; provided, however, that members of the fire fighting forces working a twenty -four hour shift shall be allowed such S ick Leave not to exceed two regular working shifts.

For the purpose of this provision, immediate family includes: the employee’s child, parent, spouse, registered domestic partner, parent-in-law, grandparent, grandchildren, or sibling.

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An employee may use Sick Leave to attend the funeral of a person other than a member of t he immediate family if granted such l eave by their department director. The department director shall notify Personnel Services Director when any employee is granted such leave.

SECTION 22. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI) FOR NEW

EMPLOYEES AND EMPLOYEES TRANSITIONING FROM A BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE CITY’S LONG TERM DISABILITY

INSURANCE PLAN

A. INTEGRATION WITH STATE DISABILITY INSURANCE (INCLUDING PAID FAMILY LEAVE) (“SDI/PFL”)

Employees eligible for SDI /PFL benefits under Section 2601, et seq. of California Unemployment Insurance Code receive benefits pursuant to California Unemployment Insurance Code Section 2655.

Newly hired employees eligible for the SDI/PFL benefit and employees transitioning from a bargaining unit with SDI /PFL participation are eligible to integrate their leave balances under this Section. Integrating leave balances is defined as using the SDI /PFL benefit combined with an appropriate number of hours per work week of the employee’s available leave balances added together to provide regular, bi-weekly income.

Before leave integration will occur, a n employee must file a claim as required under SDI/PFL and make a timely election to integrate leave with SDI/PFL benefits which shall be no more than 100 percent of the employee’s normal bi -weekly gross wages (excluding overtime pay) immediately prior to the start of the disability period.

A timely election to integrate leave shall be notification to the City as soon as practical, but no later than fourteen (14) calendar days after the date of the SDI/PFL claim. Notification shall be provided by completing an Agreement to Integrate Leave Balance form made available in each d epartment from or Payroll directly. Extension s beyond fourteen (14) calendar days may be given due to exigent good cause circumstances on a case-by-case basis by the Director of Personnel Services or their designee.

Employees who elect to integrate as described above must provide Payroll with a copy of the Employment Development Department’s (EDD) Notice of Computation within fourteen (14) calendar days of the issue date of the Notice, and are required to authorize EDD to share benefit computations with the City on their initial claim forms. Extensions beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case- by-case basis. Leave integration will not be allowed or provided for any period before the City receives the signed Agreement to Integrate Leave Balance and the Notice of Computation, including retroactive integration, unless exigent good cause circumstances apply (i.e., integration will occur only on a prospective basis after the City’s receipt of the required leave integration paperwork unless exigent good cause circumstances apply).

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Integrating leave balances with SDI /PFL benefits will continue only if leave balances are available and the employee remains eligible to receive SDI/PFL benefits. Once integration begins, it will continue as long as leave balances are available and SDI /PFL benefits continue.

Integration will end, whichever comes first in time, upon: (1) notification from the employee that SDI/PFL benefits have terminated, (2) the employee exhaust ing all leave balances and/or donated time resulting in leave without pay status, (3) the employee’s return to work, or (4) the employee’s separation from City employment.

An employee who is integrating leave and has exhausted all other leave balances may apply for donated time in accordance with City policies. Donated time will be integrated in the same manner as all other available leave time as described in this Section.

B. INTEGRATION WITH THE CITY’S LONG TERM DISABILITY PLAN

Employees eligible for the City’s Long Term Disability Plan may elect to integrate leave time with those Plan benefits by signing an integration agreement as soon as practical, but no later than fourteen (14) calendar days after the Long Term Disability claim date.

Notification shall be provided by completing an integration agreement form made available by the City indicating whether or not the employee desires to integrate leave with the claim.

Extensions beyond fourteen (14) calendar days may be given due to exi gent good cause circumstances on a case -by-case basis by the Director of Personnel Services or their designee.

Employees who elect to integrate as described above must provide Payroll with a copy of the City’s Long Term Disability Plan’s Notice of Award w ithin fourteen (14) calendar days of the issue date of the Notice. Extension beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case-by-case basis.

Integration will end, whichever comes first in time, upon: (1) notification from the employee that Plan benefits have terminated, (2) the employee exhausting all leave balances and/or donated time resulting in leave without pay status, (3) the employee’s return to work, or (4) the employee’s separation from City employment.

SECTION 23
. SALARIES FOR EMPLOYEES IN EXHIBIT 2, EXHIBIT 8, AND PERMANENT PART-

TIME EMPLOYEES WHILE ABSENT DUE TO INJURY IN THE LINE OF DUTY

The percentage of wages or salary received for an employee who suffers an injury in the course and scope of City employment shall be the percentage established by the State of California Workers’ Compensation laws.

SECTION 24
. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS

Consistent with FMC Section 3 -205, the job classifications or pay step identified in Exhibit 16 have been deleted and a pay relationship to calculate retirement benefits for the respective job DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

FY 23 Salary Resolution

Page 25 ends

classifications or pay step are hereby established as incorporated by this reference. Exhibit 16 reflects benchmarked job classifications and pay steps since January 28, 2016.

SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREE

Consistent with Fresno Municipal Code Sections 3- 345 and 3-557 former employees who are receiving a retirement benefit from the City of Fresno Fire and Police Retirement System or the City of Fresno Employees Retirement System may be employed on a temporar y basis not to exceed 2080 hours over the course of two consecutive fiscal years if there is a showing made by the appointing authority that the person possesses special skills or experience necessary to perform the duties of the position. Before commencing such temporary employment, there must be a bona-fide employment separation. For the purposes of this Section, “bona fide employment separation” means: (1) there has been no explicit or implicit understanding or agreement before their retirement, and for at least 90 calendar days after their retirement, between the employee and the City of their future temporary employment with the City, and (2) upon their retirement, the retired employee provides no work for the City, including work as a full- time, part-time, or seasonal employee; an employee through a third- party contract with the City; an independent contractor; or a leased employee, for at least 90 calendar days.

SECTION 26. RECRUITMENT AND RETENTION INCENTIVE

Effective upon amendment of the Transparency Act to permit recruitment incentives and retention incentives, such incentives may be paid for particular classifications, provided:

A. Classifications are designated as hard to fill by the City Manager, the City Attorney, the Retirement Administrator, or the City Clerk, and;
B. The City Council concurs with the appointing authority’s designation by majoriy vote, and; C. The recruitment incentive or the retention incentive does not exceed the equivalent of one month’s salary at the top step, or the top of the range, for the classification, and; D. No employee shall be eligible for both a recruitment incentive and retention incentive in the same fiscal year, whether in the same classification or in different classifications, and; E. An employee, having received a recruitment incentive, must work in the same classification for twelve (12) consecutive months prior to becoming eligible to receive a retention incentive, and;
F. The recruitment incentive and retention incentive shall be, lump-sum payments, and shall not be pensionable, and;
G. Payment of any recruitment incentive or retention incentive is authorized at the sole discretion of the City Manager, the City Attorney, the City Clerk or the Retirement Administratorprovided the above conditions are met.

Effective March 14, 2022, current permanent City employees who refer an eligible candidate for Police Officer Recruit , lateral Police Officer, or lateral Emergency Services Dispatcher II or III that is hired by the City as a permanent employee in a respective classification will receive a Referral Incentive of up to a total of one thousand dollars ($1,000) per referral, subject to the terms outlined below:

A. Police Officer Recruit

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

FY 23 Salary Resolution

Page 26 ends

The Referral Incentive will be paid in two (2) increments of five hundred dollars ($500) up to the total one thousand dollars ($1,000) as follows:

1. Upon the Police Officer Recruit’s hire and commencement of work with the City; and

2. Upon the Police Officer Recruit’s successful completion of the field training program, as determined by Police Administration;

B. Police Officer Lateral Hire

1. For an employee to be eligible for the Referral Incentive for referring a lateral Police Officer referral, the candidate referred must, at the time of filing an employment application with the City for a Police Officer position:

a. Be currently working for another California law enforcement agency;

b. Have two (2) years of experience as a full-time peace officer in California; and

c. Possess a current California P.O.S.T. certificate.

2. Employees who refer lateral Police O fficer hires with prior full- time Fresno Police Department experience are not eligible for the Referral Incentive unless the lateral Police Officer has a minimum of two years of separation from the Fresno Police Department as a full -time peace officer and has met the requirements of (a) and (c ) described above.

3. The Referral Incentive will be paid in four (4) increments of two hundred fifty dollars ($250) up to the total one thousand dollars ($1,000) as follows:

a. Upon the lateral Police Officer’s hire and commencement of work with the City;

b. Upon the lateral Police Officer’s successful completion of the field training program, as determined by Police Administration;

c. Upon the lat eral Police Officer’s successful completion of the probationary period; and

d. Upon the lateral Police Officer’s successful completion of an additional twelve (12) months of City service following the successful completion of the probationary period.

C. Emergency Services Dispatcher (ESD) II or III Lateral Hire

1. For an employee to be eligible for the Referral Incentive for referring a lateral ESD II or III, the candidate referred must, at the time of filing an employment application with the City for an ESD II or III position, have been employed for at least two (2) consecutive years during the past three (3) years with a law enforcement agency in a DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

FY 23 Salary Resolution

Page 27 ends

classification equivalent to an Emergency Dispatcher II with the City of Fresno Police Department.

2. Em
ployees who refer lateral ESD II or III hires with prior full -time Fresno Police Department experience are not eligible for the Referral Incentive unless the lateral ESD II or III has a minimum of two (2) years of separation from the Fresno Police Department as a permanent full -time ESD and has met the requirements described above.

3. T
he Referral Incentive will be paid in four (4) increments of two hundred fifty dollars ($250) up to the total one thousand dollars ($1,000) as follows:
a. U
pon the lateral ESD’s hire and commencement of work with the City; b. U
pon the lateral ESD’s successful completion of the ESD training program, as determined by Police Administration;
c. U
pon the lateral ESD’s completion of the probationary period; and d. U
pon the lateral ESD’s completion of an additional twelve (12) months of City service following the successful completion of the probationary period.

D. O
nly one current permanent City employee may receive the Referral Incentive for each eligible candidate hired by the City as a permanent Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III.

E. T
he referring employee must be designated in writing by the candidate at the time the application for employment is submitted to for the referring employee to be eligible for the Referral Incentive.

F. S
hould the referred Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III fai l to meet any of the metrics outlined above, the referring employee will be ineligible to receive the coinciding incentive(s).

G. E
mployees in the Personnel Services Department, members of the Police Department Recruiting Unit, members of Unit 9 – Police Management, and other employees directly involved in a candidate’s hiring process are not eligible to receive the Referral Incentive.

H. T
he Referral Incentive is not compensable for retirement purposes.

S
ECTION 27. UNUSUAL CIRCUMSTANCES
I
n any case where, by reason of unusual circumstances, rigid adherence to the foregoing rules would cause a manifest injustice, the City Manager, on recommendation of the appropriate appointing authority and the Director of Personnel Services, may make such order deviating therefrom, as is in the City Manager’s judgment, proper to mitigate the injustice.

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Resolution No.

FY 23 Salary Resolution

Page 28 ends

S
ECTION 28. CONFLICTING RESOLUTIONS
R
esolution No. 20 21-176, all amendments thereto, and all other resolutions or parts of resolutions in conflict with this resolution except as such resolutions or parts thereof approve a MOU or T & C, are hereby repealed.

S
ECTION 29. RESOLUTION EFFECTIVE DATE
U
pon final legislative approval, this Resolution shall become effective July 1, 2022.

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 1.1
4 This class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases in which an employee is hired at the journey level, twelve months of satisfactory service is required. 7 T
his class is in a flexibly-staffed series, which allows an employee to “flex” to the journey level after a required training period.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Airports Building Maintenance Technician 310011 12 3850 4044 4245 4457 4679 Airports Operations Leadworker 310010 12 4498 4722 4959 5207 5467 Airports Operations Specialist 310012 12 4089 4292 4506 4732 4967 Automotive Parts Leadworker 145006 12 4089 4292 4506 4732 4967 Automotive Parts Specialist 145005 12 3715 3901 4095 4301 4515 Aviation Mechanic I 4100394 124 4988 5239 5498 5775 6063 Aviation Mechanic II 4100404 124 5488 5761 6049 6353 6668 Aviation Mechanic Leadworker 410041 12 6036 6337 6654 6986 7336 Body & Fender Repairer 320036 12 4988 5239 5498 5775 6063 Body & Fender Repairer Leadworker 320037 12 5488 5761 6049 6353 6668 Body & Fender Repairer Trainee 3200357 67 4497 4721 4958 5206 5466 Brake & Front End Specialist 710085 12 5488 5761 6049 6353 6668 Bus Air Conditioning Mechanic 320031 12 4988 5239 5498 5775 6063 Bus Air Conditioning Mechanic Leadworker 320032 12 5488 5761 6049 6353 6668 Bus Air Conditioning Mechanic Trainee 3200307 67 4497 4721 4958 5206 5466 Bus Equipment Attendant Leadworker 320040 12 4089 4292 4506 4732 4967 Bus Mechanic I 3200204 124 4497 4721 4958 5206 5546
Bus Mechanic II 3200214 124 4988 5239 5498 5775 6063
Bus Mechanic Leadworker 320022 12 5488 5761 6049 6353 6668 Collection System Maintenance Specialist 630002 12 4548 4775 5014 5264 5527 Collection System Maintenance Technician 630001 12 4135 4341 4559 4785 5025 Combination Welder 710067 12 4988 5239 5498 5775 6063
Combination Welder Leadworker 710066 12 5488 5761 6049 6353 6668 Communications Technician I 710050 12 4471 4696 4929 5175 5434 Communications Technician II 710051 12 4929 5175 5434 5705 5991 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 1.2
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level.

Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 7 T
his class is in a flexibly-staffed series, which allows an employee to “flex” to the journey level after a required training period.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Cross Connection Control Specialist 610040 12 4778 5018 5267 5530 5805 Custodian 810001 12 3053 3205 3366 3533 3709
Electronic Equipment Installer 710060 12 3627 3807 3999 4198 4408 Equipment Service Worker I 710075 12 3715 3901 4095 4301 4515 Equipment Service Worker II 710076 12 4089 4292 4506 4732 4967 Fire Equipment Mechanic I 4200107 67 4497 4721 4958 5206 5466 Fire Equipment Mechanic II 420011 12 4988 5239 5498 5775 6063 Fire Equipment Mechanic Leadworker 420012 12 5488 5761 6049 6353 6668 Graffiti Abatement Technician 710009 12 3666 3849 4044 4245 4457 Heavy Equipment Mechanic I 7101004 124 4497 4721 4958 5206 5466 Heavy Equipment Mechanic II 7101014 124 4988 5239 5498 5775 6063 Heavy Equipment Mechanic Leadworker 710102 12 5488 5761 6049 6353 6668 Heavy Equipment Operator 710025 12 4639 4873 5115 5372 5638 Instrumentation Specialist 620025 12 5253 5517 5793 6082 6385 Instrumentation Technician 620026 12 4778 5018 5267 5530 5805 Irrigation Specialist 510005 12 4035 4237 4448 4670 4902 Laborer 710005 12 3098 3240 3388 3543 3709
Light Equipment Mechanic I 7100954 124 4497 4721 4958 5206 5466 Light Equipment Mechanic II 7100964 124 4988 5239 5498 5775 6063 Light Equipment Mechanic Leadworker 710097 12 5488 5761 6049 6353 6668 Light Equipment Operator 710020 12 4089 4292 4506 4732 4967 Locksmith 810015 12 3739 3926 4121 4327 4543
Maintenance & Construction Worker 710015 12 3715 3901 4095 4301 4515 Maintenance & Operations Assistant 710001 12 3098 3240 3388 3543 3709 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 1.3
4 T
his class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Maintenance Carpenter I 810020 12 4115 4320 4536 4762 5000 Maintenance Carpenter II 810021 12 4538 4766 5003 5252 5516 Park Equipment Mechanic II 710110 12 4089 4292 4506 4732 4967 Park Equipment Mechanic Leadworker 710111 12 4497 4721 4958 5206 5466 Parking Meter Attendant I 7101254 124 3358 3526 3703 3887 4082 Parking Meter Attendant II 7101264 124 3696 3880 4072 4276 4491 Parking Meter Attendant III 710127 12 4064 4266 4479 4704 4937 Parks Maintenance Leadworker 510003 12 4035 4237 4448 4670 4902 Parks Maintenance Worker I 510001 12 3053 3205 3366 3533 3709 Parks Maintenance Worker II 510002 12 3667 3850 4044 4245 4457 Power Generation Operator/Mechanic 620055 12 5536 5811 6103 6406 6727 Property Maintenance Leadworker 810007 12 4123 4328 4545 4773 5011 Property Maintenance Worker 810006 12 3850 4044 4247 4458 4679 Roofer 810010 12 3739 3925 4122 4327 4543
Sanitation Operator 640021 12 4089 4292 4506 4732 4967
Senior Collection System Maintenance
Specialist 630004 12 5002 5251 5515 5790 6079
Senior Communications Technician 710052 12 5437 5708 5995 6293 6608 Senior Custodian 810002 12 3358 3526 3703 3887 4082
Senior Heavy Equipment Operator 710026 12 5711 5997 6296 6611 6942 Senior Sanitation Operator 640022 12 4639 4873 5115 5372 5638 Senior Wastewater Mechanical Specialist 620062 12 5032 5284 5547 5826 6115 Senior Wastewater Treatment Plant
Operator 620043 12 5844 6138 6444 6766 7104
Senior Water Distribution/Production
Operator
610030 12
5844 6138 6444 6766 7104
Senior Water Treatment Plant Operator 610039 12 5965 6263 6576 6905 7249 Solid Waste Safety & Training Specialist 640005 12 4426 4641 4871 5108 5358 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 1.4
1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5).
4 This class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level.

Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Street Maintenance Leadworker 710040 12 4190 4398 4617 4849 5090 Street Sweeper Lead Operator 710036 12 4497 4721 4958 5206 5466 Street Sweeper Operator 710035 12 4089 4292 4506 4732 4967 Tire Maintenance & Repair Technician 710081 12 4089 4292 4506 4732 4967 Tire Maintenance Worker 710080 12 3715 3901 4095 4301 4515 Traffic Maintenance Leadworker 710046 12 4190 4398 4617 4849 5090 Traffic Maintenance Worker I 7100444 124 3454 3627 3807 3999 4198 Traffic Maintenance Worker II 7100454 124 3799 3988 4189 4397 4615 Tree Trimmer Leadworker 510010 12 4157 4364 4583 4813 5054 Utility Leadworker 710010 12 4035 4237 4448 4670 4902
Waste Container Maintenance Worker 640010 12 3358 3526 3703 3887 4082 Wastewater Distributor Technician 620050 12 3759 3946 4144 4350 4567 Wastewater Mechanical Specialist 620061 12 4778 5018 5267 5530 5805 Wastewater Mechanical Technician 620060 12 4345 4562 4788 5028 5279 Wastewater Treatment Plant Operator-In-
Training 6200401 - 3759 3946 4144 4350 4567
Wastewater Treatment Plant Specialist 6200425 125 5032 5284 5547 5826 6115 Wastewater Treatment Plant Technician 6200415 125 4778 5018 5267 5530 5805 Water Distribution/Production Specialist 610029 12 4778 5018 5267 5530 5805 Water Distribution/Production Technician 610028 12 4345 4562 4788 5028 5279 Water Maintenance Mechanic Specialist 610032 12 4778 5018 5267 5530 5805 Water System Trainee 6100231 - 3098 3240 3388 3543 3709 Water Treatment Plant Operator 610042 12 4778 5018 5267 5530 5805 Water Treatment Plant Operator-In-Training 6100411 - 3759 3946 4144 4350 4567 Water Maintenance Mechanic Technician 610031 12 4345 4562 4788 5028 5279 Water Quality Specialist 610034 12 4778 5018 5267 5530 5805 Water Quality Technician 610033 12 4345 4562 4788 5028 5279 Welder 710065 12 4497 4721 4958 5206 5466
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 2.1
e Exempt class, see Section 4
EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Airport Public Safety Manager 310004e - E7 8291 - 11401 Assistant City Attorney 160008e - E4 11389 - 17979
Assistant City Manager 150135e - E3 15190 - 20887
Assistant Controller 135020e - E5 9588 - 14806
Assistant Director 150160e - E5 9588 - 14806
Assistant Director of Personnel
Services 150043e - E5 9588 - 14806
Assistant Director of Public Utilities 620100e - E5 9588 - 14806 Assistant Director of Public Works 210089e - E5 9588 - 14806 Assistant Police Chief 415010e - E5 9588 - 14806
Assistant Retirement Administrator 135040e - E5 9588 - 14806 Background Investigator 410055 - E16 4086 - 6323
Budget Analyst 135006e 12 E15 5411 - 7205
Budget Manager 135008e - E5 9588 - 14806
Chief Assistant City Attorney 160015e - E3 15190 - 20887 Chief Information Officer 125067e - E4 11389 - 17979
Chief of Staff to Councilmember 150086e - E10 3124 - 10364 Chief of Staff to the Mayor 150123e - E5 9588 - 14806
City Attorney 160009e - E1 17294 - 23779
City Attorney Investigator 160003 - E15 5411 - 7205
City Clerk* 150125e - E4 11389 - 17979
City Engineer 210080e - E4 11389 - 17979
City Manager 150130e - E1 17294 - 23779
Community Coordinator 150075e - E11 4086 - 6956
Community Outreach Specialist 150230e - E11 4086 - 6956 Controller 135021e - E4 11389 - 17979
Council Assistant 150085e - E10 3124 - 10364
Deputy City Attorney II 160006e - E8 7537 - 10364
Deputy City Attorney III 160007e - E7 8291 - 11401
Deputy City Manager 150140e - E7 8291 - 11401
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 2.2
†
This is one position assigned to the Labor Relations Division in the Personnel Services Department, working on confidential issues related to negotiations with bargaining units.

e Exempt class, see Section 4.

EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Director 150170e - E4 11389 - 17979
Director of Aviation 310045e - E4 11389 - 17979
Director of Development 220020e - E4 11389 - 17979
Director of Personnel Services 150042e - E4 11389 - 17979 Director of Public Utilities 620101e - E4 11389 - 17979 Director of Transportation 310040e - E4 11389 - 17979
Economic Development
Coordinator 150090e - E10 3124 - 10364
Economic Development Director 150099e - E4 11389 - 17979 Executive Assistant to
Department Director 115003e - E19 3978 - 6169
Executive Assistant to the City
Attorney 115004e - E17 3978 - 7094
Executive Assistant to the City
Manager 115001e - E17 3978 - 7094
Executive Assistant to the Mayor 115002e E17 3978 7094
Fire Chief 425007e - E3 15190 - 20887
Governmental Affairs Manager 150240e - E10 3124 - 10364 Human Resources Manager 150025e - E7 8291 - 11401
Independent Reviewer 150220e - E5 9588 - 14806
Internal Auditor 135010e 12 E15 5411 - 7205
Investment Officer 135014e - E6 8558 - 13181
Labor Relations Manager 150030e - E7 8291 - 11401
Management Analyst II 150032e† 12 E15 5411 - 7205
Payroll Accountant 130016e 12 E20 5705 - 7596
Payroll Manager 135012e - E7 8291 - 11401
Police Chief 415008e - E2 15570 - 21420
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 2.3
EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Principal Budget Analyst 135009e - E7 8291 - 11401
Principal Internal Auditor 135011e - E8 7537 - 10364
Principal Labor Relations Analyst* 150018e - E12 7914 - 10882 Public Affairs Officer 150118e - E8 7537 - 10364
Public Works Director 210085e - E4 11389 - 17979
Retirement Administrator 135030e - E3 15190 - 20887
Retirement Benefits Manager 135045e - E7 8291 - 11401
Retirement Office Manager 115007e - E17 3978 - 7094
Senior Budget Analyst 135007e - E8 7537 - 10364
Senior Deputy City Attorney I 160013e - E6 8558 - 13181 Senior Deputy City Attorney II 160014e - E21 9414 - 14500 Senior Deputy City Attorney III 160016e - E22 9884 - 15224 Senior Human Resources/Risk
Analyst
150017e - E8 7537 - 10364
Senior Law Clerk 11502210 - E16 4086 - 6323
Supervising Deputy City Attorney 160010e - E5 9588 - 14806 E Exempt class, see Section 4.
10 Persons in this classification are limited to no more than two (2) consecutive years in this class.

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 3.1
3 T his class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 T his class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Account Clerk I 1300013 63 2926 3059 3197 3345 3504
Account Clerk II 1300023 123 3234 3383 3544 3704 3875
Accountant-Auditor I 1300114 124 4675 4889 5115 5364 5615 Accountant-Auditor II 1300124 124 5187 5427 5690 5961 6243 Accounting Technician 130010 12 3904 4088 4280 4477 4690 Administrative Clerk I 1100013 63 2715 2841 2967 3104 3245 Administrative Clerk II 1100023 123 3058 3199 3344 3500 3661 Airports Operations Officer I 3100064 124 4736 4969 5208 5469 5742 Airports Operations Officer II 3100094 124 5208 5469 5742 6030 6332 Airports Property Specialist I 1750014 124 5068 5313 5565 5826 6108 Airports Property Specialist II 1750024 124 5873 6153 6450 6756 7083 Associate Electrical Safety
Consultant I 230022 12 5861 6140 6435 6739 7064
Associate Electrical Safety
Consultant II 230023 12 6140 6435 6739 7064 7406
Associate Environmental & Safety
Consultant I 230003 12 5861 6140 6435 6739 7064
Associate Environmental & Safety
Consultant II 230004 12 6140 6435 6739 7064 7406
Associate Plumbing & Mechanical
Consultant I 230012 12 5861 6140 6435 6739 7064
Associate Plumbing & Mechanical
Consultant II 230013 12 6140 6435 6739 7064 7406
Billing System Specialist 125075 12 4300 4502 4715 4928 5158 Budget Technician 135005 12 3905 4085 4277 4478 4690
Building Inspector I 2300074 124 5406 5663 5931 6217 6510 Building Inspector II 2300084 124 5861 6140 6435 6739 7064 Building Inspector III 230009 12 6140 6435 6739 7064 7406 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 3.2
3 T his class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 T his class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Call Center Representative I 1150703 63 3197 3345 3510 3662 3831 Call Center Representative II 1150713 123 3504 3662 3831 4011 4200 Central Printing Clerk 120005 12 3043 3183 3327 3483 3644 Chemist 620020 12 5150 5400 5654 5925 6207
City Records Specialist 115025 12 3892 4072 4263 4463 4675 Commercial Building Inspector 230015 12 5861 6140 6435 6739 7064 Community Recreation Assistant 520010 12 3718 3884 4045 4208 4393 Community Revitalization Specialist 230053 12 5276 5530 5795 6111 6366 Community Revitalization Technician 230059 12 367 0 3841 4020 4210 4408 Community Services Officer I 4100254 124 3458 3615 3783 3958 4142 Community Services Officer II 4100264 124 3783 3958 4142 4338 4543 Computer Systems Specialist I 1250104 124 5406 5657 5926 6211 6504 Computer Systems Specialist II 1250114 124 5935 6216 6512 6823 7154 Computer Systems Specialist III 125012 12 6521 6834 7163 7505 7870 Construction Compliance Specialist 150055 12 4523 4730 4956 5192 5434 Crime Scene Technician I 4100104 124 4330 4532 4746 4971 5207 Crime Scene Technician II 4100114 124 4746 4971 5207 5454 5717 Crime Specialist 410008 12 5430 5686 5959 6243 6546
Customer Services Clerk I 1150603 63 3200 3344 3496 3660 3831 Customer Services Clerk II 1150613 123 3505 3668 3841 4014 4200 Cybersecurity Analyst 125090 12 6521 6834 7163 7505 7870 Deputy City Clerk 1150284 124 3448 3607 3774 3950 4132
Development Services Coordinator 230057 12 5346 5640 5914 6197 6494 Digital Forensics Analyst 410050 12 7129 7487 7860 8253 8666 Emergency Services Dispatcher I 4100015 125 4250 4422 4607 4817 5020 Emergency Services Dispatcher II 4100025 125 4594 4813 5041 5278 5521 Emergency Services Dispatcher III 410003 12 5055 5286 5543 5799 6073 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 3.3
3 T his class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 T his class is in a flexibly- staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
5 T his class is in a flexibly -staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Engineer I 2100154 124 6874 7218 7578 7957 8355
Engineer II 2100164 124 7758 8147 8554 8981 9430
Engineering Aide I 2100013 63 3386 3536 3698 3870 4055
Engineering Aide II 2100023 123 3955 4141 4329 4530 4750 Engineering Inspector I 2300754 124 5209 5474 5721 5991 6281 Engineering Inspector II 2300764 124 5698 5967 6255 6553 6868 Engineering Technician I 2100054 124 3978 4164 4365 4559 4774 Engineering Technician II 2100064 124 4654 4881 5106 5343 5600 Environmental Control Officer 620001 12 5080 5324 5569 5834 6109 Facilities Construction Specialist 230085 12 5192 5433 5692 5963 6250 Fire Prevention Inspector I 4200015 125 4588 4803 5022 5268 5519 Fire Prevention Inspector II 4200025 125 5289 5530 5795 6079 6366 Fleet Operations Specialist 710105 12 4852 5077 5323 5573 5841 Geographic Information System
(GIS) Specialist 125025 12 6521 6834 7163 7505 7870
Geographic Information System
(GIS) Technician I 1250264 124 5430 5683 5953 6239 6534 Geographic Information System
(GIS) Technician II 1250274 124 5962 6243 6542 6854 7187 Graphics Technician 120013 12 4240 4445 4661 4888 5127
Helicopter Pilot 410033 12 6362 6672 6999 7342 7704
Housing Rehabilitation Specialist 230056 12 5259 5515 5788 6071 6366 Industrial/Commercial Water
Conservation Representative 610015 12 5089 5332 5579 5845 6121 Interpreter/Translator 150232 12 5440 5739 6018 6305 6607 Laboratory Assistant 620010 12 3552 3721 3893 4074 4263 Laboratory Technician I 6200114 124 4270 4470 4680 4899 5128 Laboratory Technician II 6200124 124 4690 4908 5140 5386 5642 Landscape Water Conservation
Specialist 610005 12 5074 5316 5569 5833 6109
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 3.4
3 This class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Law Office Assistant 115021 12 4266 4474 4692 4920 5158 Network Systems Specialist 125030 12 6521 6834 7163 7505 7870 PAR Program Specialist 410023 12 3670 3841 4020 4210 4408 Paratransit Specialist 320005 12 3909 4094 4287 4480 4690 Parking Enforcement Officer I 7101204 124 3003 3127 3256 3384 3528 Parking Enforcement Officer II 7101214 124 3265 3403 3544 3687 3853 Parking Enforcement Officer III 710122 12 3544 3687 3853 4010 4183 Phlebotomist 410007 12 3552 3721 3893 4074 4263
Planner I 2200053 63 4828 5046 5287 5542 5808
Planner II 2200063 123 5440 5739 6018 6305 6607
Plans and Permit Technician 220002 12 5169 5411 5657 5934 6217 Plans Examiner 210041 12 5672 5928 6213 6517 6824
Police Data Transcriptionist 115035 12 4089 4277 4476 4684 4904 Police Support Services Clerk 115043 12 3396 3552 3716 3889 4069 Police Support Services Technician 115044 12 3726 3899 4080 4274 4475 Principal Account Clerk 130004 12 3904 4088 4280 4477 4690 Procurement Specialist 140002 12 4903 5138 5380 5636 5905 Program Compliance Officer 640026 12 4193 4400 4614 4838 5074 Programmer/Analyst I 1250204 124 5380 5632 5898 6183 6474 Programmer/Analyst II 1250214 124 5935 6216 6512 6823 7154 Programmer/Analyst III 125022 12 6521 6834 7163 7505 7870 Programmer/Analyst IV 125023 12 7171 7519 7884 8259 8658 Property & Evidence Technician 145010 12 4154 4349 4553 4768 4993 Radio Dispatcher 120015 12 3602 3765 3922 4095 4263
Rangemaster/Armorer 410035 12 4972 5208 5455 5718 5989
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 3.5
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Real Estate Finance Specialist I 1700014 124 4109 4301 4497 4712 4934 Real Estate Finance Specialist II 1700024 124 4821 5049 5289 5539 5801 Recreation Specialist 520005 12 4026 4211 4409 4617 4833 Retirement Counselor I 1350504 124 3903 4087 4279 4479 4690 Retirement Counselor II 1350514 124 4291 4491 4702 4925 5158 Safety and Training Specialist 150050 12 4582 4804 5041 5287 5546 Secretary 110050 12 3661 3831 4009 4195 4394
Senior Account Clerk 130003 12 3557 3718 3889 4072 4264 Senior Administrative Clerk 110003 12 3344 3500 3661 3831 4009 Senior Call Center Representative 115072 12 4034 4228 4432 4647 4872 Senior Commercial Building
Inspector 230016 12 6140 6435 6739 7064 7406
Senior Community Revitalization
Specialist 230054 12 5914 6192 6480 6794 7123
Senior Community Services Officer 410027 12 4116 4309 4511 4720 4944 Senior Crime Scene Technician 410012 12 4971 5207 5454 5717 5988 Senior Customer Services Clerk 115062 12 4005 4185 4379 4585 4800 Senior Deputy City Clerk 1150294 124 3904 4084 4277 4477 4690 Senior Engineering Technician 210007 12 5250 5498 5756 6033 6311 Senior Fire Prevention Inspector 420003 12 5914 6192 6480 6794 7123 Senior Laboratory Technician 620013 12 5228 5478 5739 6012 6299 Senior Network Systems Specialist 125031 12 7229 7580 7947 8326 8728 Senior Plans Examiner 210042 12 6230 6521 6825 7156 7504 Senior Procurement Specialist 140003 12 5380 5636 5905 6188 6481 Senior Property & Evidence
Technician 145011 12 4553 4768 4993 5226 5476
Senior Cybersecurity Analyst 125091 12 7229 7580 7947 8326 8728 Senior Records Clerk 110101 12 3557 3721 3894 4075 4263 Senior Secretary 110051 12 3904 4084 4277 4477 4690
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 3.6
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Senior Storeskeeper 145002 12 4154 4349 4553 4768 4993
Senior Utility Service
Representative 230092 12 4289 4490 4702 4923 5158
Senior Water Systems Telemetry
& Distributed Control Specialist 610022 12 7229 7580 7947 8326 8728 Staff Assistant 150001 12 3910 4094 4288 4481 4691
Storeskeeper 145001 12 3875 4057 4244 4443 4652
Survey Party Technician 210030 12 4654 4881 5106 5343 5600 Tax/Permit Inspector 135001 12 4588 4804 5024 5271 5520 Traffic Signal Operations
Specialist 710150 12 6575 6889 7222 7566 7935
Transit Scheduler 320049 12 6575 6889 7222 7566 7935
Tree Program Specialist 510015 12 4851 5079 5325 5577 5841 Utility Service Representative I 2300904 124 3556 3720 3892 4074 4263 Utility Service Representative II 2300914 124 3903 4087 4277 4478 4689 Wastewater Reclamation
Coordinator 620035 12 5068 5313 5565 5826 6108
Water Conservation
Representative 610001 12 3669 3841 4020 4208 4407
Water Systems Telemetry &
Distributed Control Specialist 610021 12 5985 6268 6568 6882 7213 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 3 This class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases , in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an add itional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 4.1
EXHIBIT 4
Unit 4 - Non-Management Police (FPOA),

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H
Police Officer Recruit 415001 12 6124 6429 – – – – – –
Police Officer 4150026 126 – – 6750 7088 7443 7817 8208 8619 Police Sergeant 415004 12 7378 7748 8136 8543 8972 9421 9892 10387 6 A person promoting from Police Officer Recruit to Police Officer after one year of service must serve a probationary period of six months in the Police Officer class. A person who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class EXHIBIT 4
Unit 4 - Non-Management Police (FPOA), effective June 19, 2023

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Police Officer
Recruit 415001 12 6308 6622 – – – – – – –
Police Officer 4150026 126 – – 6953 7301 7667 8052 8455 8878 9322 Police Sergeant 415004 12 7600 7981 8381 8800 9242 9704 10189 10699 11234 6 A person promoting from Police Officer Recruit to Police Officer after one year of service must serve a probationary period of six months in the Police Officer class. A person who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 5.1
EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF),

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Firefighter Trainee 425001 --- 5233
Firefighter 425002 12 5815 6104 6411 6731 7089 7425 7797 Firefighter Specialist 425003 12 6512 6837 7182 7537 7915 8311 8727 Fire Captain 425004 12 7268 7632 8013 8415 8837 9280 9744 Fire Investigation Unit Supervisor 425010 12 7268 7632 8013 8415 8837 9280 9744 EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF), effective June 19, 2023

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Firefighter Trainee 425001 --- 5390
Firefighter 425002 12 5990 6288 6604 6933 7302 7648 8031 Firefighter Specialist 425003 12 6708 7043 7398 7764 8153 8561 8989 Fire Captain 425004 12 7487 7861 8254 8668 9103 9559 10037 Fire Investigation Unit Supervisor 425010 12 7487 7861 8254 8668 9103 9559 10037 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 6.1
EXHIBIT 6
Unit 6 – Bus Drivers and Student Drivers (ATU)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Bus Driver 320015 9 22.984615 24.138462 25.344231 26.607692 27.940385 Bus Driver 320015 9 3984 4184 4393 4612 4843
Student Driver 3200141 - 20.896154
Student Driver 3200141 - 3622
1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5).

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 7.1
EXHIBIT 7
Unit 7 – Non-Supervisory Groups and Crafts (IBEW)

CLASS TITLE
JOB
CODE
PROB

PER RANGE SALARY
Air Conditioning Mechanic 730001 12 Flat Rate 7064
Airports Electrician 730011 12 Flat Rate 6390
Concrete Finisher 730005 12 Flat Rate 6162
Electrician 730010 12 Flat Rate 6390
Industrial Electrician 730012 12 Flat Rate 7064
Painter 730015 12 Flat Rate 5614
Plumber 730030 12 Flat Rate 6390
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 8.1
EXHIBIT 8
Unit 8 – Non-Represented

CLASS TITLE
JOB
CODE
PROB

PER RANGE SALARY
Cashier Clerk 910010 - Flat Rate $15.00 – 19.00 Per Hour Law Clerk 910015 - Hourly $20.00 - $25.00 Per Hour
Law Enforcement Instructor 940020 - Hourly $18.00 - $25.00 Per Hour Lifeguard 950001 - Hourly $15.00 - $19.00 Per Hour
Police Cadet I 9400059 48 mos. Hourly $15.00 - $20.00 Per Hour Police Cadet II 9400069 48 mos. Hourly $18.00- $25.00 Per Hour Pool Supervisor 950015 - Hourly $18.00 - $25.00 Per Hour Senior Lifeguard 950002 - Hourly $15.50 - $20.00 Per Hour Services Aide 910005 - Hourly $15.00 - $19.00 Per Hour
Sports Official 950010 - $15.00 - $50.00 Per Game
Intern 910002 - Hourly $15.00 - $19.00 Per Hour
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 9.1
EXHIBIT 9
Unit 9 – Police Management

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H
Deputy Police Chief 415007e* - 125 71 - 16341 - - - -
Police Captain 415006e 12 10509 11034 11586 12165 12776 13415 14086 14790 Police Lieutenant 415005e 12 9127 9583 10064 10566 11095 11650 12233 12845 e E xempt class, see Section 4.
*E9 Executive Pay Range
EXHIBIT 9
Unit 9 – Police Management, effective June 19, 2023

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Deputy Police
Chief 415007e* - 13597 - 17 674 - - - - -
Police Captain 415006e 12 10825 11366 11934 12530 13160 13818 14509 15234 15996 Police
Lieutenant 415005e 12 9401 9871 10366 10883 11428 12000 12600 13231 13893 e Exempt class, see Section 4.
*E9 Executive Pay Range
EXHIBIT 10
Unit 10 – Fire Management
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 10.1

CLASS TITLE JOB CODE
PROB

PER A B C D E F G
Fire Battalion Chief 425005e 12 9284 9750 10236 10745 11284 11847 12440 Fire Deputy Chief 425006e - 11770 12359 12978 13628 14309 15027 15780 e Exempt class, see Section 4.

EXHIBIT 10
Unit 10 – Fire Management, June 19, 2023

CLASS TITLE JOB CODE
PROB

PER A B C D E F G
Fire Battalion Chief 425005e 12 9563 10043 10544 11068 11623 12203 12814 Fire Deputy Chief 425006e - 12124 12730 13368 14037 14739 15478 16254 e Exempt class, see Section 4.

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 11.1
EXHIBIT 11
Unit 11 – Airport Public Safety Officers

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Airport Public Safety Officer 310002 12 5750 6034 6321 6634 6961 7310 7676 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 12.1
EXHIBIT 12
Unit 12 – Board and Commission Members

CLASS TITLE
JOB

CODE RANGE SALARY
Civil Service Board Member 156015 Stipend $25 Per Meeting Attended Housing and Community Development
Commissioner 156005 Stipend
$25 Per Meeting Attended, not to
exceed 24 meetings per fiscal year
Human Relations Commissioner 156025 Stipend
$25 Per Meeting Attended, not to
exceed 24 meetings per fiscal year
Planning Commissioner 156001 Stipend
$100 Per Meeting Attended, not to
exceed 36 meetings per fiscal year
Retirement Board Member8 156030 Stipend
$100 Per Meeting Attended, not to
exceed $300 per month
8 Not applicable for current City employees.

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C

SEE APPENDIX FOR FOOTNOTES

Page 13 ends

e E
xempt class, see Section 4.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Acoustical Program Coordinator 310100e 12 6256 6564 6882 7223 7575 Airports Airside/Landside Superintendent 310018e 12 6881 7218 7574 7944 8334 Airports Projects Supervisor 310016e 12 7232 7586 7959 8350 8763 Airports Property Supervisor 175005e 12 6262 6567 6886 7227 7575 Architect 210045e 12 8738 9170 9621 10102 10606
Assistant Law Office Manager 115019e 12 7150 7495 7866 8246 8651 Business Process & Systems Analyst 125044e 12 7149 7495 7864 8248 8651 Call Center Supervisor 115073e 12 5538 5808 6089 6382 6693 Capital Development Specialist 310007e 12 6878 7220 7573 7946 8335 Central Print Supervisor 120007e 12 5168 5423 5686 5965 6254 Chief Engineering Inspector 230078e 12 7061 7405 7770 8153 8552 Chief Engineering Technician 210009e 12 7939 8328 8738 9170 9621 Chief of Facilities Maintenance 810037e 12 6921 7262 7618 7992 8386 Chief of Wastewater Environmental
Services 620075e 12 6623 6949 7290 7647 8022
Chief of Wastewater Facilities
Maintenance 620085e 12 6921 7262 7618 7992 8386
Chief of Wastewater Treatment
Operations 620080e 12 6997 7346 7707 8085 8482
Chief of Water Operations 610070e 12 7113 7460 7830 8215 8617 Chief Police Pilot 410031e 12 7818 8201 8608 9032 9480
Chief Surveyor 210032e 12 9573 10047 10542 11064 11617
Community Services and Recreation
Supervisor* 520016e 12 6273 6580 6904 7246 7595
Contract Compliance Officer 150061e 12 6262 6567 6886 7227 7575 Custodial Supervisor 810025e 12 6262 6567 6886 7227 7575 Database Administrator 125045e 12 7149 7495 7864 8248 8651 DBE/Small Business Program
Coordinator 150070e 12 6176 6475 6793 7125 7478
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C

SEE APPENDIX FOR FOOTNOTES

Page 13 ends

e
Exempt class, see Section 4.
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Emergency Services Communications
Supervisor 410004e 12 5532 5802 6083 6382 6693
Energy Efficiency Supervisor 230058e 12 5551 5824 6108 6410 6724 Equipment Supervisor 720031e 12 6809 7140 7491 7859 8247 Fire Prevention Engineer 210055e 12 7025 7370 7732 8111 8512 Fleet Administration Supervisor 720025e 12 6262 6567 6886 7227 7575 Forestry Supervisor I 510030e 12 5168 5423 5686 5965 6254 Forestry Supervisor II 510031e 12 5293 5551 5825 6114 6410 Grant Writer 150105e 12 4982 5227 5480 5749 6028
Historic Preservation Specialist 230066e 12 6565 6889 7230 7582 7953 Housing Program Supervisor 230055e 12 6767 7105 7460 7833 8226 Human Resources Analyst 150016e 12 5612 5886 6171 6474 6793 Human Resources Records Supervisor 115050e 12 5527 5798 6085 6377 6693 Information Services Supervisor 125032e 12 7861 8248 8651 9077 9527 Landscape Maintenance
Superintendent 510027e 12 7799 8184 8583 9005 9448
Lead Risk Analyst 150008e 12 6163 6468 6793 7132 7489
Management Analyst I 150020e4 124 4178 4381 4594 4818 5055 Management Analyst II 150021e4 124 5132 5384 5645 5922 6209 Parking Supervisor 720035e 12 5315 5569 5838 6122 6693
Parks Supervisor I 510025e 12 5168 5423 5686 5965 6254
Parks Supervisor II 510026e 12 6273 6580 6904 7246 7595 Police Support Services Supervisor 115047e 12 5527 5798 6085 6377 6693 Planner III 220007e 12 6019 6313 6620 6947 7290
Principal Accountant 130014e 12 6577 6899 7239 7594 7967 Procurement Supervisor 140004e 12 6152 6460 6782 7122 7478 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Page SEE APPENDIX FOR FOOTNOTES

13.1-3
e E
xempt class, see Section 4.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Professional Engineer 210100e 12 8738 9170 9621 10102 10606 Project Manager 150065e 12 6564 6889 7230 7582 7953
Records Supervisor 115045e 12 5527 5798 6085 6377 6693
Recycling Coordinator 640001e 12 5226 5479 5747 6026 6323 Revenue Supervisor 135025e 12 5538 5808 6089 6382 6693
Risk Analyst 150010e 12 5612 5886 6171 6474 6793
Sanitation Supervisor 640029e 12 6262 6567 6886 7227 7575 Senior Accountant-Auditor 130013e 12 5503 5772 6055 6351 6660 Senior Building Inspector 230034e 12 6430 6748 7078 7426 7795 Senior Database Administrator 125046e 12 7888 8264 8661 9076 9527 Senior Electrical Safety Consultant 230024e 12 6430 6748 7078 7426 7795 Senior Engineering Inspector 230077e 12 6366 6681 7008 7352 7717 Senior Environmental & Safety
Consultant 230005e 12 6430 6748 7078 7426 7795
Senior Plumbing & Mechanical
Consultant 230014e 12 6430 6748 7078 7426 7795
Senior Programmer Analyst 125019e 12 7861 8248 8651 9077 9527 Senior Real Estate Agent 170012e 12 6262 6567 6886 7227 7575 Senior Retirement Counselor 135052e 12 6887 7234 7594 7972 8372 Street Maintenance Superintendent 720004e 12 7799 8184 8583 9005 9448 Street Maintenance Supervisor 720001e 12 6881 7218 7574 7944 8334 Supervising Airports Building
Maintenance Technician 310014e 12 6262 6567 6886 7227 7575 Supervising Airports Operations Officer 310013e 12 6262 6567 6886 7227 7575 Supervising Commercial Building
Inspector 230036e 12 6430 6748 7078 7426 7795
Supervising Engineering Technician 210008e 12 6878 7220 7573 7946 8335 Supervising Paralegal 160020e 12 6477 6795 7127 7479 7845 Supervising Fire Prevention Inspector 420005e 12 6542 6863 7202 7557 7928 Supervising Planner 220008e 12 6690 7017 7359 7720 8097 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Page SEE APPENDIX FOR FOOTNOTES

13.1-4
e Exempt class, see Section 4.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Supervising Plans Examiner 210044e 12 7573 7948 8340 8747 9177 Supervising Professional Engineer 210110e 12 9573 10047 10542 11064 11617 Supervising Real Estate Agent 170013e 12 6881 7218 7574 7944 8334 Supervising Traffic Signal Operations
Specialist 720050e 12 7140 7490 7862 8249 8651
Survey Party Chief 210031e 12 6021 6312 6621 6943 7288
Systems Security Administrator 125050e 12 7150 7495 7866 8246 8651 Transit Supervisor I 320050e 12 6050 6344 6651 6979 7319 Transit Supervisor II 320051e 12 6810 7139 7491 7860 8247 Treasury Officer 135015e 12 6577 6899 7239 7594 7967
Wastewater Environmental Supervisor 620073e 12 7330 7686 8066 8464 8879 Wastewater Operations Supervisor 620072e 12 7330 7686 8066 8464 8879 Wastewater System Supervisor 620071e 12 7330 7686 8066 8464 8879 Water Conservation Supervisor 610045e 12 6477 6795 7127 7479 7845 Water System Supervisor 610055e 12 7330 7686 8066 8464 8879 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 13-2.1
EXHIBIT 13-2
Unit 13 – Non-Exempt Professional (CFPEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Legal Secretary I 115015 12 3735 3916 4104 4301 4510
Legal Secretary II 115016 12 4133 4334 4542 4761 4992
Paralegal 160001 12 5273 5530 5798 6082 6381
Senior Human Resources Technician 150014 12 4088 4283 4487 4707 4934 Senior Legal Secretary 115017 12 4756 4994 5243 5505 5780 Senior Paralegal 160002 12 5789 6077 6382 6701 7036
Supervising Crime Scene Technician 410013 12 5534 5804 6086 6383 6693 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 14.1
e Exempt class, See Section 4
EXHIBIT 14
Unit 14 – Management Classes (CFMEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
ADA Coordinator 150231e - 6584 6749 6917 7089 7266 7448 7635 7825 8021 Administrative Manager 220025e - 8676 8893 9116 9343 9577 9816 10062 10314 10572 Airports Marketing & Public
Relations Coordinator 310150e - 6584 6749 6917 7089 7266 7448 7635 7825 8021 Airports Operations
Manager 310020e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Airports Planning Manager 310019e - 8676 8893 9116 9343 9577 9816 10062 10314 10572 Airports Properties Manager 310021e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Airports Safety
Management Systems
Manager
310161e - 7889 8087 8289 8496 8708 8925 9148 9377 9611
Assistant City Clerk 115030e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Building Services Manager 230031e - 10290 10548 10811 11082 11360 11643 11935 12232 12537 Business Manager 150019e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Communications Manager 125060e - 8676 8893 9116 9343 9577 9816 10062 10314 10572 Construction Manager 210096e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Crime Scene Investigation
Bureau Manager 410015e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Cybersecurity Manager 125092e - 8676 8893 9116 9343 9577 9816 10062 10314 10572 Deputy City Engineer 210081e - 10290 10548 10811 11082 11360 11643 11935 12232 12537 Division Manager 150024e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Economic Development
Analyst 150095e - 6584 6749 6917 7089 7266 7448 7635 7825 8021 Facilities Manager 810040e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 14.2
e Exempt class, see Section 4.

EXHIBIT 14
Unit 14 – Management Classes (CFMEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Fleet Manager 720032e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Graffiti Abatement Manager 720040e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Housing & Neighborhood
Revitalization Manager 230065e - 8676 8893 9116 9343 9577 9816 10062 10314 10572 Information Services
Manager 125055e - 8676 8893 9116 9343 9577 9816 10062 10314 10572 Law Office Manager 115020e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Parks Manager 510035e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Personnel Manager 150026e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Planning Manager 220010e - 8676 8893 9116 9343 9577 9816 10062 10314 10572 Program Manager 510040e - 6584 6749 6917 7089 7266 7448 7635 7825 8021 Projects Administrator 150063e - 8676 8893 9116 9343 9577 9816 10062 10314 10572 Public Works/Public Utilities
Manager 210095e - 8676 8893 9116 9343 9577 9816 10062 10314 10572 Public Works/Public Utilities
Manager – Licensed
Engineer
210094e - 10040 10290 10548 10811 11081 11359 11642 11934 12231 Purchasing Manager 140005e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Records Manager 115046e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Recreation Manager 520025e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Retirement Accounting
Manager 135044e - 8893 9116 9343 9577 9816 10062 10314 10572 10837 Revenue Manager 135026e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 14.3
e E
xempt class, see Section 4.

EXHIBIT 14
Unit 14 – Management Classes (CFMEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Senior Management
Analyst 150023e - 6584 6749 6917 7089 7266 7448 7635 7825 8021 Solid Waste Manager 640040e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Training Officer 150046e - 6584 6749 6917 7089 7266 7448 7635 7825 8021 Transit Operations
Manager 320055e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Wastewater Manager 620095e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Water Manager 610075e - 7889 8087 8289 8496 8708 8925 9148 9377 9611 Water/Wastewater
Manager-Certified 620096e - 9071 9297 9530 9768 10013 10263 10519 10782 11052 DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C SEE APPENDIX FOR FOOTNOTES Page 15.1
EXHIBIT 15
Unit 15 – Airport Public Safety Supervisors (FAPSS),

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Airport Public Safety Supervisor* 310003 12 7449 7821 8213 8623 9055 9508 9984 Airport Public Safety Supervisor** 310005 12 6512 6836 7179 7537 7912 8308 8724 *
Hired before July 1, 2010
** Hired after July 1, 2010
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C

Page 16 ends

EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective Assistant Chief of Wastewater
Treatment Operations (620079) 7/1/18 Wastewater Operations Supervisor (620072) 100% 7/1/18
Buyer I (140001) 1/28/16 Procurement Specialist
(140002) 90% 1/28/16
Chief of Solid Waste Operations
(640035) 7/1/18 Landscape Maintenance
Superintendent (510027) 100% 7/1/18
City Traffic Engineer (210076) 7/1/18 Construction Manager (210096) 100% 7/1/18
Collection System Maintenance
Operator I (630003) 5/29/17
Collection System
Maintenance Technician
(630001)
90% 5/29/17
Collection System Maintenance
Supervisor (630005) 7/1/18 Wastewater Operations
Supervisor (620072) 100% 7/1/18
Community Sanitation Supervisor
I (720042) 7/1/18 Sanitation Supervisor
(640029) 100% 7/1/18
Community Recreation
Supervisor I (520015) 7/1/20
Community Services and
Recreation Supervisor
(520016)
96% 7/1/20
Executive Assistant to the
Retirement Administrator
(115006e)
7/1/21 Executive Assistant to the
City Attorney (115004e) 100% 7/1/21
Ground Water Production
Specialist (610037) 7/1/20
Water
Distribution/Production
Specialist (610029)
100% 7/1/20
Ground Water Production
Technician (610036) 7/1/20
Water
Distribution/Production
Technician (610028)
100% 7/1/20
Senior Ground Water Production
Operator (610038) 7/1/20
Senior Water
Distribution/Production
Operator (610030)
100% 7/1/20
Emergency Preparedness Officer
(420020) 7/1/18 Management Analyst II
(150021) 100% 7/1/18
Industrial Electrician Supervisor
(720020) 7/1/18 Wastewater System
Supervisor (620071) 100% 7/1/18
Labor Relations Secretary
(115010) 7/1/18
Executive Assistant to
Department Director
(115003)
100% 7/1/18
Laboratory Supervisor (620014) 7/1/18 Wastewater Environmental Supervisor (620073) 100% 7/1/18
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C P age 16.2
EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective Management Analyst III
(150022) 7/1/18 Business Manager
(150019) 100% 7/1/18
Police Specialist (415003) 7/1/19 Police Officer (415002) 100% 7/1/19 Plans Examiner I (210040) 10/3/16 Plans Examiner (210041) 84.61% 10/3/16 Power Generation System
Supervisor (620056) 7/1/18 Wastewater System
Supervisor (620071) 100% 7/1/18
Risk/Safety Manager
(150035) 7/1/18 Human Resources
Manager (150025) 100% 7/1/18
Redevelopment
Administrator (150080) 7/1/18
Assistant Director of
Personnel Services
(150043)
100% 7/1/18
Sewer Maintenance Manager
(630010) 7/1/18 Wastewater Manager
(620095) 100% 7/1/18
Solid Waste System
Supervisor (640030) 7/1/18 Sanitation Supervisor
(640029) 100% 7/1/18
Supervising Environmental
Control Officer (620005) 7/1/18
Wastewater
Environmental Supervisor
(620073)
100% 7/1/18
Special Guard (940010) 4/1/02 Police Cadet II (940006) 100% 12/10/20 Transit Maintenance
Manager (320060) 7/1/18 Transit Operations
Manager (320055) 100% 7/1/18
Waste Collector II (640020) 9/5/16 Sanitation Operator
(640021) 84.19% 9/5/16
Waste Container
Maintenance Worker
(640011)
9/5/16
Waste Container
Maintenance Worker
(640010)
117.65% 9/5/16
Wastewater Lead Distributor
(620051) 9/5/16 Wastewater Distributor
Technician (620050) 118.92% 9/5/16
Wastewater Treatment
Maintenance Supervisor
(620070)
7/1/18 Wastewater System
Supervisor (620071) 100% 7/1/18
Water System Operator I
(610025) 7/1/18
Water
Distribution/Production
Technician (610028)
100% 7/1/18
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C P age 16.3
EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective Water System Operator II
(610026) 7/1/18
Water
Distribution/Production
Specialist (610029)
100% 7/1/18
Water System Operator III
(610027) 7/1/18 Senior Water Treatment
Plant Operator (610039) 90.79% 7/1/18
Bus Driver – F Step
(320015) 1/1/17 Bus Driver – E Step
(320015) 100% 1/1/17
Community Revitalization
Specialist – F Step
(230053)
10/3/16
Community Revitalization
Specialist – E Step
(230053)
100% 10/3/16
Police Officer – A Step
(415002) 1/31/22 Police Officer – C Step
(415002) 90.72% 1/31/22
Police Officer – B Step
(415002) 1/31/22 Police Officer – C Step
(415002) 95.23% 1/31/22
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C APPEN

DIX TO SALARY RESOLUTION
1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5). 2 T his is an entry level class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5). 3 T his class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
4 T his class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 T his class is in a flexibly- staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period. 6 A person promoting from Police Officer Recruit to Police Officer after one year of service must serve a probationary period of six months in the Police Officer class.

A person who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class. 7 This class is in a flexibly -staffed series, which allows an employee to “flex” to the journey level after a required training period.
8 Not applicable to current City employees.
9 The classifications of Police Cadet I and II have a 48-month tenure limitation in the Police Cadet program pursuant to FMC 3-266(d).
10 Persons in this classification are limited to no more than two (2) consecutive years in this class.
e E xempt class, see Section 4.

DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C * * *
* * * * * * * * * * *
S

TATE OF CALIFORNIA )
COUNTY OF FRESNO ) ss.

CITY OF FRESNO )
I, T
ODD STERMER , City Clerk of the City of Fresno, certify that the foregoing resolution was adopted by the Council of the City of Fresno, at a regular meeting held on the
day of , 2022.

AYES :

NO
ES :

ABSENT :

ABSTAIN :

Mayor Approval: , 2022
Mayor Approval/No Return: , 2022
Mayor Veto: , 2022
Council Override Vote: , 2022
T

ODD STERMER
City Clerk
BY:

Deputy
APPR
OVED AS TO FORM:

CITY ATTORNEY'S OFFICE
BY:

Jenni DeRuosi, Senior Deputy City Attorney
DocuSign Envelope ID: 1D9AB9CB-6644-465E-A60D-19DC0D300E2C Date Adopted:

Date Approved:

Effective Date: 07-01-20221
City Attorney Approval:

Fiscal Year 2022 Salary Resolution

Resolution No. 20221-176

Fiscal Year 20232
(July 1, 20221 – June 30, 20232)

Salary
Resolution

Personnel Services Department

FY232 SALARY RESOLUTION

TABLE OF CONTENTS

SECTION 1. SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES ................. 1 SECTION 2. SALARY STEP PLAN ........................................................................... 1 SECTION 3. RATES OF PAY ................................................................................... 6 SECTION 4. EXEMPT JOB CLASSES ..................................................................... 6 SECTION 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES ....................................................................................... 6 SECTION 6. FLEXIBLE STAFFING ........................................................................ 87 SECTION 7. ALTERNATE WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2 87 SECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”) ................ 98 SECTION 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2 ............................ 9 SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2 ................................... 11 SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES IN EXHIBIT 2 1211 SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2 .......... 12 SECTION 13. SALARY RATES ............................................................................ 1312 SECTION 14. CERTIFICATE PAY ............................................................................ 13 SECTION 15. BILINGUAL CERTIFICATION PROGRAM FOR EMPLOYEES OCCUPYING PERMANENT CLASSES ......................................... 1413 SECTION 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING
PERMANENT POSITIONS IN EXHIBIT 2 .......................................... 14 SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING . 1716 SECTION 18. BENEFITS FOR POLICE CADETS AND PERMANENT PART-TIME EMPLOYEES ................................................................................. 1918 SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS ................................................................................................. 21 SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE ...................................................................... 2322 SECTION 21. BEREAVEMENT LEAVE .................................................................... 23 SECTION 22. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI)

FOR NEW EMPLOYEES AND EMPLOYEES TRANSITIONING FROM
A BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE
CITY’S LONG TERM DISABILITY INSURANCE PLAN ................. 2423 SECTION 23. SALARIES FOR EMPLOYEES IN EXHIBIT 2, EXHIBIT 8, AND

PERMANENT PART-TIME EMPLOYEES WHILE ABSENT DUE TO
INJURY IN THE LINE OF DUTY ........................................................ 25 SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS ............................ 25 SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREE ....................... 2625 SECTION 26. UNUSUAL CIRCUMSTANCES ...................................................... 2825 SECTION 27. CONFLICTING RESOLUTIONS..................................................... 2925 SECTION 28. RESOLUTION EFFECTIVE DATE ................................................. 2925

Resolution No. 2021-176
FY 232 Salary Resolution

Page 1 ends

RESOLUTION NO. 2021

A RESOLUTION OF THE COUNCIL OF THE CITY OF FRESNO ESTABLISHING

RULES FOR THE APPLICATION OF CITY EMPLOYEE COMPENSATION RATES AND

SCHEDULES AND RELATED REQUIREMENTS, AND ESTABLISHING
COMPENSATION RATES AND SCHEDULES FOR FISCAL YEAR 20232

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

SECTION 1. SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES

The rules set forth in this resolution constitute special provisions applicable to all classes of employment in the City service . I f any provision (s) of a Memorandum of Understanding (hereafter “MOU”) or Terms and Conditions of employment (hereafter “T & C” ) adopted and approved by the Council under Article 6, Chapter 3 of the Fresno Municipal Code (hereafter “FMC”) or employment agreement that is authorized and in compliance with Article V of the City of Fresno Transparency in Government Act and currently in effect, is clearly and specifically in conflict with any rule contained in this resolution, the provision in such M OU, T & C , or employment agreement shall prevail.

SECTION 2. SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN

The step plan of each salary range shal l be applied and interpreted as follows for permanent and probationary employees appointed to permanent positions:

A. The first step shall be the minimum rate and shall normally be the hiring rate for the class.

In a case where it is difficult to secure a q ualified person or if a person of unusual qualifications is engaged, the City Manager , City Attorney, City Clerk, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority, after receiving the recommendation of the Director of Personnel Services, may approve appointment above the first step.

B. The second step shall be paid upon the completion of six (6) months of paid status at the first step.

C. The third step shall be paid upon the completion of one (1) year of service at the second step.

D. The fourth step shall be paid upon completion of one (1) year of service at the third step.

Each subsequent step shall be paid upon completion of one (1) year of service at the prior step.

E. The fifth step shall be paid upon completion of one (1) year of service at the fourth step.

F. The sixth step shall be paid upon completion of one (1) year of service at the fifth step.

Resolution No. 2021-176
FY 232 Salary Resolution

Page 2 ends

G. The seventh step shall be paid upon completion of one (1) year of service at the sixth step.

Progression to successive steps in the salary range shall be automatic with two exceptions. Exception 1; unless an unsatisfactory performance evaluation is made by th appointing authority. Following and unsati sfactory performance evaluation, a step progression may be delayed by the appointing authority for not more than six (6) months and more than six (6) months only with approval of the City Manager, City Attorney, City Clerk, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority . Exception 2; an off cycle or an accelerated step advancement may occur upon , on recommendation of the appointing authority and the Director of Personnel Services whenever an employee exhibits ususual merit as demonstrated in an employee performance evaluation. .

Six (6) months of service equals 1,040 hours of service, and one (1) year of service equals 2,080 hours of service, except where employees work a 56 hour-hour workweek, six (6) months of service equals 1,456 hours of service, and one (1) year of service equals 2,912 hours of service.

H.E. Employees who are reinstated in accordance with FMC Section 3 -292, who were not at the top step prior to layoff or demotion, will be credited with paid time previously worked at the step at time of layoff or demotion . The next step increase date will be adjusted accordingly upon reinstatement. Any time missed due to mandatory furloughs shall count as paid time.

I. Progression to successive steps in the salary range shall be automatic unless an unsatisfactory performance evaluation is made by the appointing authority. Following an unsatisfactory performance evaluation , a step progression may be delayed by the appointing authority for not more than six (6) months and more than six (6) months only with approval of the City Manager, City Attorney, City Clerk, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority . A step progression to any step may be made at any time by the City Manager, City Attorney, City Clerk, or Retirement Administrator, or their designees, as appropriate for their respective areas of autho rity, on recommendation of the appointing authority and the Director of Personnel Services whenever an employee exhibits unusual merit.

Six (6) months of service equals 1,040 hours of service, and one (1) year of service equals 2,080 hours of service , except where employees work a 56 -hour work week, six (6) months of service equals 1,456 hours of service, and one (1) year of service equals 2,912 hours of service.

J.F. An employee who is selected to fill a reclassified position pursuant to FMC Section 3-209 (b), or who is promoted from one class to another having a higher salary range, shall be adjusted to the lowest step in the salary range of the new class , which is at least three and one-half percent (3.5%) higher than the rate received in the employee’s former class.

If such an increase would require a payment greater than the highest step , then the highest step shall be paid.

Formatted: List Paragraph, Left, No bullets or numbering, Tab stops: Not at 1"
Formatted: Indent: Left: 1", No bullets or numbering, Tab stops: Not at 1"
Formatted: List Paragraph, Left, No bullets or numbering, Tab stops: Not at 1"
Formatted: Normal, Justified, Indent: Left: 0.5", Hanging:

0.5", Numbered + Level: 1 + Numbering Style: A, B, C, … + Start at: 1 + Alignment: Left + Aligned at: 0.5" + Tab after:

0.75" + Indent at: 0.75", Tab stops: 1", List tab + Not at

0.75"
Resolution No. 2021-176
FY 232 Salary Resolution

Page 3 ends

An employee in Exhibit 7 who is appointed to a position in a class having a salary range shall be promoted accordin g to the foregoing provisions to the nearest step, but not exceeding the top step , in the new class range after adding five percent (5%) to the employee’s salary rate.

K.G. When a class is assigned a new salary range, the salary of an employee in such class shall be adjusted to the same relative step in the new salary range, and such adjustment shall not alter the employee’s anniversary date for purposes of future step increases in the class.

L.H. A permanent employee, assigned to a higher class on a limited, interim or provisional basis, and who is entitled to the rate of pay for such higher class, shall be paid in the same manner as provided for promotion in Section 2, subsection J above.

M.I. If an employee is receiving compensation above the highest step of the range, the employee’s present rate shall be continued as an approved additional step rate for the class (“Y-rated”), until the highest step is greater than the Y rate , but no other employee may be adjusted to this rate, and it shall no longer be in effect after the incumbent vacates the classification.

N.J. Except as noted in Section 2, subsection H above, step increases shall become effective immediately upon completion of required servi ce. For purposes of this section, any employee who is absent without pay , excluding statutorily protected leave such as , but not limited to leaves taken under the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), and Military Leave, for the number of hours specified below while on any single step in a range shall not be considered to have been on paid status for the number of calendar weeks shown, and advancement to the next step shall be delayed by such number of calendar weeks:

At least But less than Calendar Weeks
delayed
1 hour 40 hours None
40 hours 120 hours 2
120 hours 200 hours 4
200 hours 280 hours 6
280 hours 360 hours 8
360 hours 440 hours 10

For purposes of this section, leave without pay, in reference to step advancement, shall be adjusted appropriately for 56-hour employees:

At least But less than Calendar Weeks
delayed
1 hour 56 hours None
Commented [YT1]: Adjust lettering
Commented [YT2]: Adjust lettering
Resolution No. 2021-176
FY 232 Salary Resolution

Page 4 ends

56 hours 168 hours 2
168 hours 280 hours 4
280 hours 392 hours 6

The number of additional weeks by which advancement to the next step shall be delayed shall be calculated in the same manner as those respective formulas specified herein.

Such delay shall cause a change in the employee’s anniversary date for purposes o f future step increases in the class.

O.K. Transfer to a different classification with the same salary range and in which no salary change occurs, shall result in a new anniversary date upon which advancement to the next step shall be calculated, or merit increase shall be considered.

P.L. In lieu of a Salary Step Plan, an Executive Pay Range Plan has been established for classes as set forth in Exhibit 2.

1. For employees who separated from City service prior to July 1, 2015:

a. The salary for each employee in the executive pay ranges and the salary range for each class within such ranges shall be established by the City Manager or designee.

The City Manager or designee shall promulgate such rules and regulations deemed appropriate in the implementation and administration of this subsection.

The employee’s salary at the time of separation from employment with the City shall be compared to the control point in existence at the time of separation for the class from which the employee is retiring. Retirement benefits (based on monthly salary only) shall be calculated using the same relationship the employee’s sa lary bore to the control point at the time of separation as it would bear to the control point at the time of retirement. As an example only, if an employee’s salary at the time of separation was five percent (5%) below the control point for the class, th en the benefit at retirement would be based on that amount, which would be five percent (5%) below the control point for that class at the time of retirement, subject to the applicable provisions of the retirement system regarding years of service, compensation earnable, and so on.

2. For employees in Exhibit 2, who separate from City service on or after July 1, 2015:

a. The salary for each executive employee in the executive pay ranges and the Resolution No. 2021-176
FY 232 Salary Resolution

Page 5 ends

salary range for each class within such ranges shall be establishe d by the City Manager or designee.

The City Manager or designee shall promulgate such rules and regulations deemed appropriate in the implementation and administration of Section 2, Subsection (P)(2)(b) below.

b. For purposes of calculating Compensation E arnable as defined in FMC 3 - 501, any employee in the City of Fresno Employees Retirement System (hereafter “System”) in a class in the Executive Pay Plan who separates from City service and elects to remain a member of the System shall have their Compensation Earnable calculated as follows:

Determination of the percentage of annual increase or decrease in CPI and Employment Costs for wage inflation shall be made by the Retirement Board on or before April 1 of each year for each of the two immediately preceding calendar years. The percentage by which such indexes for the more recent full calendar year shall have increased or decreased over or below indexes for the full calendar year immediate ly prior shall be the percentage used to calculate adjustments to Compensation Earnable with the following exceptions: banking shall not be applied nor shall the sum of accumulated CPI and Employment Costs adjustments plus Compensation Earnable fall outside the Executive Pay Range approved by the City Council each fiscal year.

If a Deferred Vested Member held more than one position during their highest three consecutive years, the Compensation Earnable in each position shall be allocated on a time held , pro-rata basis and the combined adjusted Compensation Earnable, including adjustments due to CPI and Employment Costs for wage inflation, shall be used in the Member’s final compensation for the calculation of the retirement benefit.

Page 6 ends

with Section 2, Subsection (P)(2)(b).

Q.M. Except where provided in this subsection, temporary assignment to perform the duties of absent employees shall be in accordance with FMC Section 3-260.

After any employee holding a permanent position in Exhibit 2 has completed 40 hours of service in a higher class the employee shall thereafter be paid at the rate of pay of the higher class while so assigned. An employee who has held permanent status in the higher class prior to such assignment shall not be required to complete the qualifying period of service set forth above and shall be paid for the entire duration of the assignment to the higher class at the rate of pay of the lowest step in the salary range of the higher class, which must be at least three and one -half percent (3 .5%) higher than the rate received in the employee’s regular class assignement. If the three and one -half (3.5%) increase requires a payment greater than the highest step, then the highest step shall be paid.

SECTION 3. RATES OF PAY

Rates of pay provided for by a resolution establishing or approving such salaries are fixed on the basis of dollars per month or full -time service in full-time positions unless otherwise clearly indicated. Salaries shown are the base rate of pay for each respective job class ification. The hourly rate of pay for employees whose schedule is 40 hour s per week is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,080, except that . Tthe hourly rate of pay for employees whose schedule is 56 hours per week is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,912.

SECTION 4. EXEMPT JOB CLASSES

Employees in classes listed as exempt in any exhibit attached to this salary resolution whose job codes are marked with a n “e” shall not be entitled to payment or compensatory time off for overtime as provided for in the rules and regulations of the Fair Labor Standards Act (hereafter “FLSA”).

In accordance with the rules and regulations of the FLSA, the base salary of exempt employees shall not be reduced due to variations in the quality or quantity of the work performed.

Deductions from the salary of exempt employees are allowed only for those certain circumstances which are set forth in the applicable FLSA regulations.

SECTION 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES Resolution No. 2021-176
FY 232 Salary Resolution

Page 7 ends

B. Sick Leave for Temporary Employees:

2. Temporary employees will be eligible to use Sick Leave on the ninetieth (90th) day of employment.

3. Sick Leave can be used for:

a. Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee;

b. Diagnosis, care, or treatment of an existing health condition of, or preventive care for an employee’s parent (a biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), child (a child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis - this definition of a child is applicable regardless of age or dependency status), spouse, registered domestic partner, sibling, grandparent, or grandchild; or,

c. For an employee who is a victim of domestic violence, sexual assault, or stalking, the purposes described in Labor C ode Section 230(c) and Labor Code Section 230.1(a).

4. Protected Sick Leave for Temporary Employees

a. Temporary employees will accumulate and be able to use Sick Leave in accordance with AB1522, Healthy Workplace Healthy Family Act of 2014 (i.e., Labor Code §§245 et seq.)

b. Temporary employees may use up to three (3) days as Protected Sick Leave or twenty-four (24) hours, whichever is greater, in each fiscal year (July 1 through June 30).

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5. Temporary employees who leave City employment and return within one (1) year from the date of separation will have unused Sick Leave accruals restored up to forty- eight (48) hours.

SECTION 6. FLEXIBLE STAFFING

An employee holding a permanent position in any class in a group of classes designated as flexibly staffed may be appointed to a higher class in that group, provided that the employee meets the minimum requirements , the essential duties are being satisfactorily performed , and the department director recommends such appointment.

SECTION 7. ALTERNATE WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2

Each 4/10 work schedule will consist of a total of 40 scheduled hours of actual work time per workweek. The workweek begins at 12:01 a.m. Monday and ends at Midnight on Sunday.

Employees working a 4/10 or 9/80 work schedule shall have the following exceptions for the holiday benefit apply:

A. Holidays:

1. Employees on a 4/10 or 9/80 work schedule shall receive 11 holidays of eight (8) hours. An employee who is off on a holiday , which is a regular work day , shall receive eight (8) hours pay for the holiday . Employees in non -exempt classifications who are off on a holiday which is a regular work day and must either take two (2) hours Vacation Leave, Annual Leave, Holiday Leave, or Management Leave if on a 4/10 schedule, or one (1) hour Vacation, Annual, Holiday, or Management Leave if on a 9/80 schedule and the holiday falls on a 9-hour shift.

2. Employees on a 4/10 or 9/80 work schedule who are regularly scheduled to work, and do work on a holiday, which is a regular work day, shall receive eight (8) hours of Holiday Leave. When a holiday falls on an employee’s day off, such employee shall receive eight (8) hours of Holiday Leave.

B. For employees participating in the Annual Leave Plan, the following rules shall apply:

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1. Employees shall accumulate the same number of hou rs of Annual Leave per month as under a 5/8 work schedule. Annual Leave will be granted for the actual number of hours absent.

C. For employees not participating in the Annual Leave Plan, the following rules shall apply:

1. Sick Leave: Employees shall accumulate eight (8) hours of Sick Leave per month, and receive Sick Leave pay for the actual number of hours absent , provided the employee has a sufficient balance of Sick Leave hours.

2. Vacation Leave: Employees on a 4/10 or 9/80 work schedule shall accumulate the same number of hours Vacation Leave per month as under a 5/8 work schedule. Vacation Leave will be granted for the actual number of hours absent, provided the employee has a sufficient balance of Vacation Leave hours.

SECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”)

A. For exempt employees in Exhibit 2, Management Leave shall be granted as follows:

1. Full-time employees appointed to permanent positions in classes who are not entitled to payment or equivalent compensatory time off for overtime work (as described in Section 4 above), shall be granted Management Leave as provided in this subsection 1 . A balance of 60 hours shall be credited to ea ch such employee on the first day in July of each fiscal year. Upon their employment by the City, new employees appointed in such positions shall be credited with five (5) hours of Management Leave for each full calendar month remaining in such appointment in the fiscal year. Employees in limited or provisional appointments to such positions exempt classes in Exhibit 2 shall receive five (5) hours of Management Leave for each full month of such provisional or limited appointment.

2. Unused Management Leave will not be carried over to the next fiscal year.

Employees may request payment and be compensated for up to forty-eight (48) hours of Management Leave during the fiscal year in which it is credited , subject to rules established by the Cit y Manager, City Attorney, City Clerk, or Retirement Administrator, as appropriate for their respective areas of authority . Employees shall be compensated for any Management Leave balance, not to exceed sixty (60) hours, upon termination from City service.

3. Management Leave shall be scheduled at the convenience of the department.

Approval by the City Manager or designee must be obtained before an appointing authority appointed by the City Manager may take such leave.

B. For employees in Non-Exempt classifications, Management Leave shall be as follows:

Full-time Eemployees in non -exempt classifications who are in limited or provisional appointments to exempt classifications, shall receive five (5) hours of Management Leave for the exempt classification for each full month of such provisional or limited appointment.

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Employees must use the Management Leave in accordance with applicable provisions in appropriate MOUs or T & Cs.

SECTION 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2

For employees on a forty (40) hour work schedule, the Annual Leave Plan shall be as follows:

1. Annual Leave Accrual –

a. Less than Ten (10) Years – For such employees who have been continuously employed by the City for less than ten (10) years in permanent positions, the Annual Leave accrual rate will be 15.5 hours for each completed calendar month of employment. In the event the City agrees to a higher Annual Leave accrual rate for members of recognized labor organizations who participate in the City of Fresno Employees’ Retirement System, the City will increase the Annual Leave accrual rate to the same level for employees in Exhibit 2.

More t han Ten (10) Years – For such employees who have been continuously employed by the City for ten (10) years or more in permanent positions, the Annual Leave accrual rate will be 18.83 hours for each completed calendar month of employment. In the event the City agrees to a higher Annual Leave accrual rate for members of recognized labor organizations who participate in the City of Fresno Employees’ Retirement System, the City will increase the Annual Leave accrual rate to the same level for employees in Exhibit 2.

b. Accumulation Limit – The accumulation of unused Annual Leave will not exceed 1,200 hours for employees in Executive Pay ranges E1 through E4; 1,000 hours for employees in the E5 range; and 840 hours for employees in the, E6, E7, E8, E10, E11, E12, E15, E16, E17, E19, E20, E21 and E22 ranges.

In the event an employee has an Annual Leave balance over the limits listed above, accruals will cease until the balance is under the limit.

2. Annual Leave Used for Protected Sick Leave

a. Employees holding a permanent position included in Exhibit 2, shall be allowed to use up to the hours of Annual Leave accrued in six (6) months for Protected Sick Leave for the purposes inde ntified in Californ ia Labor Code Section 233. The employee, at their sole discretion, must determine whether to designate leave as Protected Sick Leave under California Labor Code 233 .

Employees shall note this designation when reporting the absence.

3. Annual Leave Pay Out

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a. Unused Annual Leave Pay Out During Fiscal Year – Employees may request payment and be compensated for up to 48 hours or ten percent (10%) of their Annual Leave balance, whichever is greater, each fiscal year between July 1st and December 31 st; no cash out may be completed between January 1 st and June 30 th. Cash outs of Annual Leave balances are not pensionable for retirement purposes.

b. Unused Annual Leave Pay Out – Upon separation from City service, employees will be compensated for all unus ed Annual Leave balances at their applicable base rate of pay. Payment received under this provision will not be pensionable for retirement purposes.

4. Frozen Sick Leave

b. Unused Frozen Sick LeavePay Out – Upon separation from City service by service retirement or at a disability retirement if the employee is otherwise eligible for service retirement, employees who meet the eligibility criteria in Section 16(F) shall be credited with the number of accumulated Frozen Sick Leave balances in exces s of 240 hours at the time of retirement multiplied by forty eighty percent (480%) of the employee’s then current hourly rate of pay to be used solely to pay premiums for medical insurance (including COBRA premiums), pursuant to the City’s HRA as set forth in Section 16(F).

SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2

C. Any employee in Exhibit 2 who is exempt from the payment of overtime and who is otherwise eligible to receive such accumulation, who is required to work a regularly scheduled shift on a holiday, shall have the number of hours worked up to eight (8) hours added to their Holiday Leave balance on the first day of the pay period following the date Formatted: Superscript
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of such work. When a holiday falls on Saturday or falls on the employee’s day off such employee shall receive eight (8) hours of Holiday Leave.

D. Upon separation from City service, employees will be compensated for all unused holiday balances at their applicable base rate of pay.

SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES IN EXHIBIT 2

Upon employment by the City, new employees appointed to permanent positions set forth in Exhibit 2 shall receive 40 hours of Supplemental Sick Leave each fiscal year with a lifetime accrual limit of 80 hours. Supplemental Sick Leave hours shall be credited on a pro-rated basis for each full calendar month remaining on such appointment in the fiscal year.

Employees in Exhibit 2 may utilize earned and accrued Supplemental Sick Leave hours as follows:

• Once Sick Leave and Annual Leave have been exhausted;

• As service credit on an hour-per-hour basis upon retirement;

• To be cashed out at retirement or separation from the City, if not eligible for participation in the HRA;

• In the performance of community activities during the course of the employee’s normal work day, with the appropriate approval;

• Placed in the HRA in accordance with Section 16(F); or

• Once Sick Leave and Annual Leave ha ve been exhausted during the first and second year of employment, where an employee is accruing Supplemental Sick Leave, up to half of the hours of Supplemental Sick Leave accrued in a fiscal year for Protected Sick Leave used only for those purposes identified in California Labor Code 233. The first three days or twenty -four hours, whichever is greater, of Protected Sick Leave shall also be considered leave taken under California Labor Code Section 246.5 (i.e., AB 1522, Healthy Workplace Healthy Family Act of 2014) Use of Protected Sick Leave must be authorized and recorded by the department director or designee.

Cash outs received under this provision will not be considered pensionable for retirement purposes.

SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2

City employees in classifications designated as exempt from overtime under the provisions of the FLSA and who receive Management Leave pursuant to S ection 8, may be granted Resolution No. 2021-176
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Management Time Off if the supervisor or designee determines that service delivery and performance of job functions will not be impaired due to the employee’s absence. Such time off shall not be calculated on an hour-for-hour basis in relation to total hours worked. Management Time Off shall not be deducted from any existing leave banks.

Management Time Off must be scheduled in advance when possible, approved as Management Time Off by the employee’s supervisor or designee and generally taken in increments of less than one day.

Only department directors, assistant directors, or division managers may approve Management Time Off for a full day’s absence.

SECTION 13. SALARY RATES

SECTION 14. CERTIFICATE PAY

A. Each employee who holds a permanent appointment to a position in the classes of Principal Internal Auditor or Internal Auditor who has been licensed as a Certified Public Accountant (CPA) by the State of California or as a Certified Internal Auditor (CIA) by the Institute of Internal Auditors, shall be paid an additional five percent (5%) of base pay.

C. Employees who possess and maintain a Fundamental Payroll Certification (FPC) and are in a position identified by a department director as eligible shall receive $100 per month in Certificate Pay.

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SECTION 15. BILINGUAL CERT IFICATION PROGRAM FOR EMPLOYEES OCCUPYING

PERMANENT CLASSES

The bilingual certification program consists of a City administered examination process whereby employees in Exhibit 2 or employees with applicable MOUs or T & Cs with Bilingual pay provisions, may apply for a bilingual examination, and if certified by the examiner, receive bilingual premium pay for interpret ing and translating. In conjunction with the Director of Personnel Services, department directors or their designees, shall designate those positions or assignments for which bilingual skills are desired, unless modified by applicable MOU or T & C.

A. In order to remain eligible to receive bilingual premium pay, employees must take and pass the certification examination o nce every five (5) years. Employees who fail to recertify will no longer receive bilingual premium pay.

B. This bilingual certification program is not subject to the grievance or appeal process.

C. Bilingual certification examinations are conducted for Armenian, Cambodian, Hindi, Hmong, Laotian, Punjabi, Sign, Spanish and Vietnamese languages.

F. Certified employees shall not refuse to interpret/translate while on paid status.

Refusal shall result in appropriate disciplinary action.

H. Except in the event of an emergency as determined by management, bilingual employees who are not certified shall not be required to interpret/translate.

SECTION 16. BENEFITS FOR FULL -TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2

Benefits for employees occupying permanent positions in Exhibit 2 shall be as follows:

The employee may opt to contribute the amount necessary to make up the difference through payroll deductions, or accept a reduced coverage option.

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B. The City will provide a Life Insurance benefit that is equal to the employee’s annual earnings, rounding up to the next $1,000, with a maximum benefit of $150,000.

C. The City provides Long Term Disability Insurance for employees in accordance with terms of the policy.

D. Employees may elect to make contributions through payroll deductions for voluntary supplemental benefits made available by the City.

E. Employees in Exhibit 2 hired with the City on or after August 31, 2014, shall make an additional contribution equal to one and one -half percent (1.5%) of their pensionable compensation to the City of Fresno Em ployees Retirement System, reducing the City contribution by a corresponding amount. Employees who transfer, demote , or promote, into Unit 2 and were paying an additional one and one -half percent (1.5%) of their pensionable compensation to the City of Fres no Employees Retirement System immediately prior to entering Unit 2, shall continue to pay the additional one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Employees Retirement System. The employee shall have no option to receive the one and one -half percent (1.5%) contribution in cash. The one and one - half percent (1.5%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account, nor will it be deposited into a member’s Deferred Retirement Account Program (DROP) account.

Unit 2 employees who are members of Tier 2 of the Fire and Police Retirement System, hired on or after July 1, 2019, shall pay an additional contribution equal to three percent (3%) of their pensionable compensation to the Fire and Police Retirement System, reducing the City retirement cont ribution by the corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Fire and Police Retirement System. The employee shall have no option to receive the three percent (3%) contribution in cash. The three percent (3%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account nor will it be deposited into a member’s DROP account.

F. The City currently maintains a Health Reimbursement Arrangement (HRA) as described in Internal Revenue Service (IRS) Notice 2002 -45 and other guidance published by the IRS regarding HRA’s.

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employees who have used 80 hours or less of Frozen Sick Leave and/or Annual Leave used for sick time and/or Sick Leave, Holiday Leave, and/or Vacation Leave used for sick time (excluding only Bereavement Leave, and statutorily protected hours used for workers’ compensation benefits, and/or other statutorily protected leave such as, but not limited to, Family and Medical Leave Act and Protected Sick Leave taken for the purposes identified in California Labor Code Section 233 in the 24 months preceding their date of retirement), will be credited with an account for the employee under the HRA to be used solely to pay premiums for medical insurance (including COBRA premiums) and qualified medical expenses pursuant to City of Fresno Retiree HRA Plan Document . The “value” of the account shall be determined as follows:

• The number of accumulated Supplemental Sick Leave hours at the time of retirement multiplied by the employee's then current hourly base rate of pay.

• For those with Annual Leave, the number of accumulated Frozen Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 40 80 percent (480%) of the employee’s then current hourly base rate of pay.

• For those with Vacation/Sick Leave, the number of accumulated Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 40 80 percent (480%) of the employee’s then current hourly base rate of pay.

• The hourly base rate of pay shall be the equivalent of the monthly salary for an employee as reflected in the applicable range, multiplied by 12 months then divided by 2,080 hours.

The HRA accounts shall be used to pay premiums for medical insurance (including COBRA premiums) and qualified medical expenses solely to pay premiums for medical insurance (including COBRA premiums) covering the participant, the participant's spouse (or surviving spouse in the event of the death of the participant), and the participant's dependents. Once a participant's account under the HRA has been reduced to $0, no further benefits shall be payable by the HRA. If the participant, the participant's spouse, and the participant's dependents die before the participant's account under the HRA has been reduced to $0, no death benefit shall be payable to any person by the HRA.

While this provision is in effect, employees eligible for HRA shall not be allowed to cash out any accumulated or accrued Supplemental Sick Leave or Frozen Sick Leave or Sick Leave at retirement.

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Employer and employee retirement contributions will continue to be calculated based on the unadjusted, pre-concessions salary/hourly rate.

Employee leave payoffs at separation will be calculated using the unadjusted, pre - concessions salary/hourly rate, including those leave payoffs used to calculate credit to the employee’s HRA retirement.

This section shall be applied retroactively to those employees who separated from City employment on or after July 1, 2012.

SECTION 17. COMPENSATION FOR FULL -TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2

A. The following forms of compensation, when authorized, are to be included in base salary:

a. Salary;

b. Deferred compensation contributions by the City; if permitted by employment contract, the employee may elect to receive a po rtion of base salary in the form of deferred compensation; and

c. Any other form of compensation not specified in paragraph C below.

B. The rate of base salary paid shall not be less than or greater than the ranges established in this Salary Resolution at the time the salary is earned.

C. The following forms of com pensation, when authorized by Administrative Order, ordinance, resolution, or an approved written employment contract, are not to be included in base salary:

a. Monthly vehicle allowance pursuant to the requirements of Administrative Order 2-2;

b. Education and/or certificate pay;

c. Premium pay;

d. Reimbursement for actual educational expenses related to job position;

e. Uniform pay allowance, excluding costs for uniform upkeep;

f. Leave payoff/cash out;

g. Professional dues for enrollment of professional organizations related to job position;

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h. Annual p Payment for employee’s attendance at two professional organization conferences, including reimbursement of reasonable and necessary travel and subsistence expenses;

i. Reimbursement for actual relocation expenses incurred at the time of commencement of employment with the City;

j. Professional pay authorized in a memorandum of understanding closest in relation to the employee’s classification , for example, Peace Officer Standards and Training (POST) pay for peace officers;

k. Mileage, meal, hotel, public transportation, and other authorized expenses reimbursed for travel expenses incurred while on City business;

l. City provided contributions to insurance premiums;

m. Severance pay following an employee’s termination; and

n. City contributions to health and welfare benefits paid during the term of any severance period.

D. Compensation paid to e mployees in the form of either c ash or City funded deferred compensation contributions or any equivalent that are in addition to base salary and not covered by another form of authorized compensation approved by City Council (e.g., a memorandum of understanding closest in relation to the employee’s classification; an ordinance; or a resolution) are not authorized.

E. The following forms of compensation are authorized for employees in Exhibit 2 , when included in an approved written employment contract:

a. Education and/or certificate pay;

b. Reimbursement for actual education expenses related to job position;

c. Professional dues for enrollment of professional organizations related to job position;

d. Annual payment for employee’s attendance at two professional organization conferences, including reimbursement of reasonable and necessary travel and subsistence expenses;

e. Reimbursement for actual relocation expenses incurred at the time of commencement of employment with the City;

f. Mileage, meal, hotel, public transportation, and other authorized expenses reimbursed for travel expenses incurred while on City business;

g. Up to six months’ severance pay following an employee’s termination; and

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h. City contributions to health and welfare benefits paid during the term of any severance period.

F. Performance bonuses for exempt employees , received prior to November 12, 2015, or specifically authorized by City Council after that date , shall be considered pensionable compensation for calculation of retirement benefits and shall not be included as part of base salary.

G. Employees in Exhibit 2 who are in job classes with salary range s E6 through E22 are eligible to receive up to fifty seventy-five dollars ($5075) per month . This benefit is for employees who voluntarily participate in the City’s Deferred Compensation plan , which shall not be calculated as part of base salary. Employees not currently participating in the plan will be required to complete a Participation Agreement and elect to contribute.

SECTION 18. BENEFITS FOR POLICE CADETS AND PERMANENT PART-TIME EMPLOYEES

A. Employees in permanent full-time positions in the Police Cadet series shall receive the following benefits:

1. Police Cadet is a training series and is designed to ultimately lead to appointment to a permanent full-time position other than Police Cadet in the Police Department.

A Police Cadet may be terminated from the Police Cadet program pursuant to FMC 3-266(d).

4. Actual hours worked in excess of 40 hours a week shall be compensated as overtime in accordance with the applicable provisions of FLSA.

5. Fringe benefits for employees in permanent positions in the Cadet series will be determined by the City Manager or designee.

6. Protected Sick Leave

Employees will accumulate and be able to use Protected Sick Leave in accordance with AB1522, Healthy Workpl ace Healthy Family Act of 2014 , up to twenty -four (24) hours or three (3) days each fiscal year, whichever is greater.

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Employees who leave City employment and return within one (1) year from the date of separation will have unused Protected Sick Leave accruals restored up to forty-eight (48) hours.

7. Bilingual Premium Pay

Employees in the Cadet Series shall be eligible for the Bilingual Certification Program as provided in Section 15.

B. Benefits for Permanent Part-Time (hereafter “PPT”) employees shall be as follows:

1. Health and Welfare benefits shall be provided as outlined in Section 16A.

2. PPT employees shall be provided with Social Security benefits and shall not be members of the Fresno City Employees’ Retirement System. Until the Retirement Board acts upon the joint recommend ation regarding retirement benefits applicable to PPT employees, and any ordinances or resolutions are adopted implementing that action, PPT employees shall not be in the Fresno City Employees’ R etirement System and shall be provided with Social Security benefits. PPT employees who participated in the plan as a permanent full -time employee and whose contributions remain on deposit remain members of the Fresno City Employees’ Retirement System.

3. PPT employees shall be paid for jury duty attendance and court attendance in accordance with FMC Sections 3-109 and 3-110.

4. Holidays

PPT employees shall receive paid leave for holidays in proportion to the number of non -overtime hours scheduled for that position, as reflected in the adopted budget.

5. Leave for PPT Employees in Exhibit 2

PPT employees appointed in a permanent class included in Exhibit 2, shall be granted leave under the same terms and conditions as full -time employees in the same class in Exhibit 2, except that such leave shall be at a rate proportionate to a permanent full -time employee occupying the same class, according to the number of hours scheduled to work.

C. Use of Protected Sick Leave for Police Cadets and Permanent Part-Time Employees:

1. The first three (3) days or twenty -four (24) hours, whichever is greater, of leave shall be Protected Sick Leave by an employee on or after July 1 of each year if used for the purposes noted in subsection C.2 below, and will be considered leave taken under Resolution No. 2021-176
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AB1522, Healthy Workplace Healthy Family Act of 2014. The leave will not be used or considered for the purpose of corrective and/or disciplinary action.

The purpose of this benefit is to allow employees time to care for themselves and family members as defined in California Labor Code section 246.5 for the purposes identified in California Labor Code section 233 as stated in subsection 3 below .

Employees are encouraged to schedule routine medical and/or dental appointments outside of regular work hours w hen possible. Use of Protected Sick Leave shall be authorized and recorded by an appointing authority or designee.

2. Protected Sick Leave can be used for:

a. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee;

b. Diagnosis, care, or treatment of an existing health condition of, or preventative care for an employee’s parent (a biological adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), child (a child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parent is - this definition of a child is applicable regardless of age or dependency status), spouse, registered domestic partner, parent -in-law, sibling, grandchild, or grandchild; or,

c. For an employee who is a victim of domestic violence, sexual assault, or stalking, the purposes described in Labor Code Section 230(c) and Labor Code Section 230.1(a).

4. Protected Sick Leave requests will be administered in accordance with existing FMC provisions, City administr ative orders, policies, procedures, rules and regulations regarding approval time off.

4.5. Employees who leave City Employment and return within one (1) year from the date of separation will have unused Si ck Leave accruals restored up to forty -eight (48) hours.

SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS

A. Employees changing from a bargaining unit with leave banks that are the same as leave banks in the bargaining unit to which they are transferring, will maintain their existing leave balan ces (e.g., Vacation Leave to Vacation Leave, Sick Leave to Sick Leave, Supplemental Sick Leave to Supplemental Sick Leave), subject to Section 19, Subsection (H) Leave Caps below.

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Employees in a bargaining unit with Management Leave who move to a bargaining unit with Management Leave will maintain their existing leave balances.

Employees with Vacation Leave transferring to a bargaining unit with Annual Leave will have all Vacation accruals converted to Annual Leave.

C. Sick Leave – Employees with Sick Leave who move to a bargaining unit with Annual Leave will have their unused Sick Leave balances frozen, as Frozen Sick Leave.

D. Supplemental Sick Leave – Employees with Supplemental Sick Leave who transfer to a bargaining unit with no Supplemental Sick Leave may either cash the leave out at the former class’ base rate of pay or continue to maintain the Supplemental Sick Leave. If the employee elects to retain the Supplemental Sick Leave, it may be used pursuant to Section 11.

F.G. Management Leave – Employees in a bargaining unit with Management Leave who move to a bargaining unit with no Management Leave will have their Management Leave cashed out at the former class’ base rate of pay at the time of transfer.

Conversion example:

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H.G. Leave Caps - When employee s transfer from one bargaining unit to a different bargaining unit that has a lower leave accrual cap for leave other than Sick Leave, all leave over the cap will be cashed out at the former class’ base rate of pay upon the conclusion of the second pay period after the transfer in bargaining unit. The cash out is obtained by multiplying the amount of hours over the new cap by the former class' base rate of pay (converted to an hourly figure).

Employees with Sick Leave who transfer to a barg aining unit with Sick Leave whose balance is over the cap of the new bargaining unit will have any hours above the Sick Leave cap converted to a Frozen Sick Leave bank.

Employees with Holiday Leave who transfer to a bargaining unit with a Holiday Leave whose balance is over the cap of the new bargaining unit will have any Holid ay Leave above the cap converted to a Special Holiday Leave bank.

Employees with Special Holiday Leave who transfer to a bargaining unit with no Holiday Leave cap will have all Special Holiday Leave converted to Holiday Leave.

SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR

MILITARY SERVICE

The City will extend salary and benefits to permanent City employees while they are serving in active military duty deployments of more than thirty-one (31) days as follows:

A. Payment of the employee’s salary differential benefit;

B. Payment of the City’s portion of the employees’ Health and Welfare Contribution, if the employee is currently covered by the City of Fresno Health and Welfare Trust; and

C. Continued accrual of Vacation, Sick, Annual and/or Management Leave balances to which they are otherwise entitled by unit designation and employee statu s during the period of deployment.

SECTION 21. BEREAVEMENT LEAVE

In accordance with FMC Section 3 -107 (f), upon the death of a member of an employee’s immediate family, the employee shall be allowed to use Sick Leave (or Annual Leave) for such Special Leave as is actually necessary to take care of funeral arrangements or attend the funeral, but not to exceed four working days; provided, however, that members of the fire fighting forces working a twenty-four hour shift shall be allowed such Sick Leave not to exceed two regular working shifts.

For the purpose of this provision, immediate family includes: the employee’s child, parent, spouse, registered domestic partner, parent-in-law, grandparent, grandchildren, or sibling.

An employee may use Sick Leave to attend the funeral of a person other than a member of the immediate family if granted suc h leave by their department director. The department director shall notify Personnel Services Director when any employee is granted such leave.

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SECTION 22. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI) FOR NEW

EMPLOYEES AND EMPLOYEES TRANSITIONING FROM A BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE CITY’S LONG TERM DISABILITY

INSURANCE PLAN

A. INTEGRATION WITH STATE DISABILITY INSURANCE (INCLUDING PAID FAMILY LEAVE) (“SDI/PFL”)

Employees eligible for SDI /PFL benefits under Section 2601, et seq. of California Unemployment Insurance Code receive benefits pursuant to California Unemployment Insurance Code Section 2655.

Before leave integration will occur, a n employee must file a claim as required under SDI/PFL and make a time ly election to integrate leave with SDI/PFL benefits which shall be no more than 100 percent of the employee’s normal bi -weekly gross wages (excluding overtime pay) immediately prior to the start of the disability period.

A timely election to integrate leave shall be notification to the City as soon as practical, but no later than fourteen (14) calendar days after the date of the SDI/PFL claim. Notification shall be provided by completing an Agreement to Integrate Leave Balance form made available in each department from the Payroll Clerk or Payroll directly. Extensions beyond fourteen (14) calendar days may be given due to exigent good cause circumstances on a case-by-case basis by the Director of Personnel Services or their designee.

Employees who elect to integrate as described above must provide Payroll with a copy of the Employment Development Department’s (EDD) Notice of Computation within fourteen (14) calendar days of the issue date of the Notice, and are required to authorize EDD to share benefit computations with the City on their initial claim forms. Extension s beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case -by-case basis. Leave integration will not be allowed or provided for any period before the City receives the signed Agreement to Integrate Leave Balance and the Notice of Computation, including retroactive integration, unless exigent good cause circumstances apply (i.e., integration will occur only on a prospective basis after the City’s receipt of the required leave integration paperwork unless exigent good cause circumstances apply).

Resolution No. 2021-176
FY 232 Salary Resolution

Page 25 ends

B. INTEGRATION WITH THE CITY’S LONG TERM DISABILITY PLAN

Notification shall be provided by completing an integration agreement form made available by the City indicating whether or not the employee desires to integrate leave with the claim.

Extensions beyond fourteen (14) calendar days may be given due to exigent good cause circumstances on a case -by-case basis by the Director of Personnel Services or their designee.

Employees who elect to integrate as described above must provide Payroll with a copy of the City’s Long Term Disability Plan’s Notice of Award within fourteen (14) calendar days of the issue date of the Notice. Extension beyond fourteen (14) calendar days due to exigent good cau se circumstances, such as the employee being incapacitated, may be considered on a case-by-case basis.

SECTION 23. SALARIES FOR EMPLOYEES IN EXHIBIT 2, EXHIBIT 8, AND PERMANENT PART-

TIME EMPLOYEES WHILE ABSENT DUE TO INJURY IN THE LINE OF DUTY

SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS

Consistent with FMC Section 3 -205, the job classifications or pay step identified in Exhibit 16 have been deleted and a pay relationship to calculate retirement benefits for the respective job classifications or pay step are hereby established as incorporated by this reference. Exhibit 16 reflects benchmarked job classifications and pay steps since January 28, 2016.

Resolution No. 2021-176
FY 232 Salary Resolution

Page 26 ends

SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREE

Consistent with Fresno Municipal Code Sections 3 -345 and 3-557 former employees who are receiving a retirement benefit from the City of Fresno Fire and Police Retirement System or the City of Fresno Employees Retirement System may be employed on a temporar y basis not to exceed 2080 hours over the course of two consecutive fiscal years if there is a showing made by the appointing authority that the person possesses special skills or experience necessary to perform the duties of the position. Before commencing such temporary employment, there must be a bona-fide employment separation. For the purposes of this Section, “bona fide employment separation” means: (1) there has been no explicit or implicit understanding or agreement before their retirement, and for at least 90 calendar days after their retirement, between the employee and the City of their future temporary employment with the City, and (2) upon their retirement, the retired employee provides no work for the City, including work as a full-time, part-time, or seasonal employee; an employee through a third -party contract with the City; an independent contractor; or a leased employee, for at least 90 calendar days.

SECTION 26. REFERRAL INCENTIVE RECRUITMENT and RETENTION INCENTIVE,

RETENTION INCENTIVE, AND REFERRAL INCENTIVE

Effective upon amendment of the Transparency Act to permit recruitment incentives and retention incentives, such incentives may be paid for particular classifications, provided:

A. Classifications are designated as hard to fill by the City Manager, the City Attorney, the Retirement Administrator, or the City Clerk, and;
B. The City Council concurs with the appointing authority’s designation by majoriy vote, and; C. The recruitment incentive or the retention incentive does not exceed the equivalent of one month’s salary at the top step, or the top of the range, for the classification, and; D. No employee shall be eligible for both a recruitment incentive and retention incentive in the same fiscal year, whether in the same classification or in different classifications, and; E. An employee, having received a recruitment incentive, must work in the same classification for twelve (12) consecutive months prior to becoming eligible to receive receiving a retention incentive, and;
F. The recruitment incentive and retention incentive shall be one time, lump-sum payments, and shall not be pensionable, and;
G. Payment of any recruitment incentive or retention incentive is authorized at the sole discretion of the appointing authorityCity Manager, the City Attorney, the City Clerk or the Retirement Administrator, provided the above conditions are met.

A. Police Officer Recruit

The Referral Incentive will be paid in two (2) increments of five hundred dollars ($500) up to the total one thousand dollars ($1,000) as follows:

Formatted: Normal, Numbered + Level: 1 + Numbering
Style: A, B, C, … + Start at: 1 + Alignment: Left + Aligned at:

0.65" + Indent at: 0.9"
Formatted: No underline
Resolution No. 2021-176
FY 232 Salary Resolution

Page 27 ends

1. Upon the Police Officer Recruit’s hire and commencement of work with the City; and

2. Upon the Police Officer Recruit’s successful completion of the field training program, as determined by Police Administration;

B. Police Officer Lateral Hire

a. Be currently working for another California law enforcement agency;

b. Have two (2) years of experience as a full-time peace officer in California; and

c. Possess a current California P.O.S.T. certificate.

2. Employees who refer lateral Police O fficer hires with prior full -time Fresno Police Department experience are not eligible for the Referral Incentive unless the lateral Police Officer has a minimum of two years of separation from the Fresno Police Department as a full -time peace officer and ha s met the requirements of (a) and (c ) described above.

3. The Referral Incentive will be paid in four (4) increments of two hundred fifty dollars ($250) up to the total one thousand dollars ($1,000) as follows:

a. Upon the lateral Police Officer’s hire and commencement of work with the City;

b. Upon the lateral Police Officer’s successful completion of the field training program, as determined by Police Administration;

c. Upon the lateral Police Officer’s successful completion of the probationary period; and

d. Upon the lateral Police Officer’s successful completion of an additional twelve (12) months of City service following the successful completion of the probationary period.

C. Emergency Services Dispatcher (ESD) II or III Lateral Hire

1. For an employee to be eligible for the Referral Incentive for referring a lateral ESD II or III, the candidate referred must, at the time of filing an employment application with the City for an ESD II or III position, have been employed for at least two (2) consecutive years during the past three (3) years with a law enforcement agency in a classification equivalent to an Emergency Dispatcher II with the City of Fresno Police Department.

Resolution No. 2021-176
FY 232 Salary Resolution

Page 28 ends

2. Employees who refer lateral ESD II or III hires with prior full -time Fresno Police Department experience are not eligible for the Referral Incentive unless the lateral ESD II or III has a minimum of two (2) years of separation from the Fresno Police Department as a permanent full -time ESD and ha s met the requirements described above.

3. The Referral Incentive will be paid in four (4) increments of two hundred fifty dollars ($250) up to the total one thousand dollars ($1,000) as follows:

a. Upon the lateral ESD’s hire and commencement of work with the City;

b. Upon the lateral ESD’s successful completion of the ESD training program, as determined by Police Administration;

c. Upon the lateral ESD’s completion of the probationary period; and

d. Upon the lateral ESD’s completion of an additional twelve (12) months of City service following the successful completion of the probationary period.

D. Only one current permanent City employee may receive the Referral Incentive for each eligible candidate hired by the City as a permanent Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III.

E. The referring employee must be designated in writing by the candidate at the time the application for employment is submitted to for the referring employee to be eligible for the Referral Incentive.

F. Should the referred Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III fail to meet any of the metrics outlined above, the referring employee will be ineligible to receive the coinciding incentive(s).

G. Employees in the Personnel Services Department, members of the Police Department Recruiting Unit, members of Unit 9 – Police Management, and other employees directly involved in a candidate’s hiring process are not eligible to receive the Referral Incentive.

H. The Referral Incentive is not compensable for retirement purposes.

SECTION 27. UNUSUAL CIRCUMSTANCES

In any case where, by reason of unusual circumstances, rigid adherence to the foregoing rules would cause a manifest injustice, the City Manag er, on recommendation of the appropriate appointing authority and the Director of Personnel Services, may make such order deviating therefrom, as is in the City Manager’s judgment, proper to mitigate the injustice.

Resolution No. 2021-176
FY 232 Salary Resolution

Page 29 ends

SECTION 28. CONFLICTING RESOLUTIONS

Resolution No. 2021-157, all amendments thereto, and all other resolutions or parts of resolutions in conflict with this resolution except as such resolutions or parts thereof approve a MOU or T & C, are hereby repealed.

SECTION 29. RESOLUTION EFFECTIVE DATE

Upon final legislative approval, this Resolution shall become effective July 1, 20221.

Commented [YT4]: Update

SEE APPENDIX FOR FOOTNOTES Page 1.1

4 This class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases in which an employee is hired at the journey level, twelve months of satisfactory service is required.

7 This class is in a flexibly-staffed series, which allows an employee to “flex” to the journey level after a required training period.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Airports Building Maintenance Technician 310011 12 3774 3964 4161 4369 4587 Airports Operations Leadworker 310010 12 4409 4629 4861 5104 5359 Airports Operations Specialist 310012 12 4008 4207 4417 4639 4869 Automotive Parts Leadworker 145006 12 4008 4207 4417 4639 4869 Automotive Parts Specialist 145005 12 3642 3824 4014 4216 4426 Aviation Mechanic I 4100394 124 4890 5136 5390 5661 5944 Aviation Mechanic II 4100404 124 5380 5648 5930 6228 6537 Aviation Mechanic Leadworker 410041 12 5917 6212 6523 6849 7192 Body & Fender Repairer 320036 12 4890 5136 5390 5661 5944 Body & Fender Repairer Leadworker 320037 12 5380 5648 5930 6228 6537 Body & Fender Repairer Trainee 3200357 67 4408 4628 4860 5103 5358 Brake & Front End Specialist 710085 12 5380 5648 5930 6228 6537 Bus Air Conditioning Mechanic 320031 12 4890 5136 5390 5661 5944 Bus Air Conditioning Mechanic Leadworker 320032 12 5380 5648 5930 6228 6537 Bus Air Conditioning Mechanic Trainee 3200307 67 4408 4628 4860 5103 5358 Bus Equipment Attendant Leadworker 320040 12 4008 4207 4417 4639 4869 Bus Mechanic I 3200204 124 4408 4628 4860 5103 5358
Bus Mechanic II 3200214 124 4890 5136 5390 5661 5944
Bus Mechanic Leadworker 320022 12 5380 5648 5930 6228 6537 Collection System Maintenance Specialist 630002 12 4458 4681 4915 5160 5418 Collection System Maintenance Technician 630001 12 4053 4255 4469 4691 4926 Combination Welder 710067 12 4890 5136 5390 5661 5944
Combination Welder Leadworker 710066 12 5380 5648 5930 6228 6537 Communications Technician I 710050 12 4383 4603 4832 5073 5327 Communications Technician II 710051 12 4832 5073 5327 5593 5873

SEE APPENDIX FOR FOOTNOTES Page 1.2

4 This class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

7 This class is in a flexibly-staffed series, which allows an employee to “flex” to the journey level after a required training period.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Cross Connection Control Specialist 610040 12 4684 4919 5163 5421 5691 Custodian 810001 12 2993 3142 3300 3463 3636
Electronic Equipment Installer 710060 12 3555 3732 3920 4115 4321 Equipment Service Worker I 710075 12 3642 3824 4014 4216 4426 Equipment Service Worker II 710076 12 4008 4207 4417 4639 4869 Fire Equipment Mechanic I 4200107 67 4408 4628 4860 5103 5358 Fire Equipment Mechanic II 420011 12 4890 5136 5390 5661 5944 Fire Equipment Mechanic Leadworker 420012 12 5380 5648 5930 6228 6537 Graffiti Abatement Technician 710009 12 3594 3773 3964 4161 4369 Heavy Equipment Mechanic I 7101004 124 4408 4628 4860 5103 5358 Heavy Equipment Mechanic II 7101014 124 4890 5136 5390 5661 5944 Heavy Equipment Mechanic Leadworker 710102 12 5380 5648 5930 6228 6537 Heavy Equipment Operator 710025 12 4548 4777 5014 5266 5527 Instrumentation Specialist 620025 12 5150 5408 5679 5962 6259 Instrumentation Technician 620026 12 4684 4919 5163 5421 5691 Irrigation Specialist 510005 12 3955 4153 4360 4578 4805 Laborer 710005 12 3037 3176 3321 3473 3636
Light Equipment Mechanic I 7100954 124 4408 4628 4860 5103 5358 Light Equipment Mechanic II 7100964 124 4890 5136 5390 5661 5944 Light Equipment Mechanic Leadworker 710097 12 5380 5648 5930 6228 6537 Light Equipment Operator 710020 12 4008 4207 4417 4639 4869 Locksmith 810015 12 3665 3849 4040 4242 4453
Maintenance & Construction Worker 710015 12 3642 3824 4014 4216 4426 Maintenance & Operations Assistant 710001 12 3037 3176 3321 3473 3636

SEE APPENDIX FOR FOOTNOTES Page 1.3

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Maintenance Carpenter I 810020 12 4034 4235 4447 4668 4901 Maintenance Carpenter II 810021 12 4449 4672 4904 5149 5407 Park Equipment Mechanic II 710110 12 4008 4207 4417 4639 4869 Park Equipment Mechanic Leadworker 710111 12 4408 4628 4860 5103 5358 Parking Meter Attendant I 7101254 124 3292 3456 3630 3810 4001 Parking Meter Attendant II 7101264 124 3623 3803 3992 4192 4402 Parking Meter Attendant III 710127 12 3984 4182 4391 4611 4840 Parks Maintenance Leadworker 510003 12 3955 4153 4360 4578 4805 Parks Maintenance Worker I 510001 12 2993 3142 3300 3463 3636 Parks Maintenance Worker II 510002 12 3595 3774 3964 4161 4369 Power Generation Operator/Mechanic 620055 12 5427 5697 5983 6280 6595 Property Maintenance Leadworker 810007 12 4042 4243 4455 4679 4912 Property Maintenance Worker 810006 12 3774 3964 4163 4370 4587 Roofer 810010 12 3665 3848 4041 4242 4453
Sanitation Operator 640021 12 4008 4207 4417 4639 4869
Senior Collection System Maintenance
Specialist 630004 12 4903 5148 5406 5676 5959
Senior Communications Technician 710052 12 5330 5596 5877 6169 6478 Senior Custodian 810002 12 3292 3456 3630 3810 4001
Senior Heavy Equipment Operator 710026 12 5599 5879 6172 6481 6805 Senior Sanitation Operator 640022 12 4548 4777 5014 5266 5527 Senior Wastewater Mechanical Specialist 620062 12 4933 5180 5438 5711 5995 Senior Wastewater Treatment Plant
Operator 620043 12 5729 6017 6317 6633 6964
Senior Water Distribution/Production
Operator
610030 12 5729 6017 6317 6633 6964
Senior Water Treatment Plant Operator 610039 12 5848 6140 6447 6769 7106 Solid Waste Safety & Training Specialist 640005 12 4339 4550 4775 5007 5252

SEE APPENDIX FOR FOOTNOTES Page 1.4

1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5).

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level . In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Street Maintenance Leadworker 710040 12 4107 4311 4526 4753 4990 Street Sweeper Lead Operator 710036 12 4408 4628 4860 5103 5358 Street Sweeper Operator 710035 12 4008 4207 4417 4639 4869 Tire Maintenance & Repair Technician 710081 12 4008 4207 4417 4639 4869 Tire Maintenance Worker 710080 12 3642 3824 4014 4216 4426 Traffic Maintenance Leadworker 710046 12 4107 4311 4526 4753 4990 Traffic Maintenance Worker I 7100444 124 3386 3555 3732 3920 4115 Traffic Maintenance Worker II 7100454 124 3724 3909 4106 4310 4524 Tree Trimmer Leadworker 510010 12 4075 4278 4493 4718 4954 Utility Leadworker 710010 12 3955 4153 4360 4578 4805
Waste Container Maintenance Worker 640010 12 3292 3456 3630 3810 4001 Wastewater Distributor Technician 620050 12 3685 3868 4062 4264 4477 Wastewater Mechanical Specialist 620061 12 4684 4919 5163 5421 5691 Wastewater Mechanical Technician 620060 12 4259 4472 4694 4929 5175 Wastewater Treatment Plant Operator-In-
Training 6200401 - 3685 3868 4062 4264 4477
Wastewater Treatment Plant Specialist 6200425 125 4933 5180 5438 5711 5995 Wastewater Treatment Plant Technician 6200415 125 4684 4919 5163 5421 5691 Water Distribution/Production Specialist 610029 12 4684 4919 5163 5421 5691 Water Distribution/Production Technician 610028 12 4259 4472 4694 4929 5175 Water Maintenance Mechanic Specialist 610032 12 4684 4919 5163 5421 5691 Water System Trainee 6100231 - 3037 3176 3321 3473 3636 Water Treatment Plant Operator 610042 12 4684 4919 5163 5421 5691 Water Treatment Plant Operator-In-Training 6100411 - 3685 3868 4062 4264 4477 Water Maintenance Mechanic Technician 610031 12 4259 4472 4694 4929 5175 Water Quality Specialist 610034 12 4684 4919 5163 5421 5691 Water Quality Technician 610033 12 4259 4472 4694 4929 5175 Welder 710065 12 4408 4628 4860 5103 5358

SEE APPENDIX FOR FOOTNOTES Page 1.5

7 This class is in a flexibly-staffed series, which allows an employee to “flex” to the journey level after a required training period.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective January 3, 2022

CLASS TITLE
JOB
CODE
PROB

SEE APPENDIX FOR FOOTNOTES Page 1.5

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level.

7 This class is in a flexibly-staffed series, which allows an employee to “flex” to the journey level after a required training period.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective January 3, 2022

CLASS TITLE
JOB
CODE
PROB

SEE APPENDIX FOR FOOTNOTES Page 1.8

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective January 3, 2022

CLASS TITLE
JOB
CODE
PROB

SEE APPENDIX FOR FOOTNOTES Page 1.8
1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5).

4 This class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level.

Employees in classes that require one year of service for flexing will not serve an additional probationary pe riod at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 This class is in a flexibly-staffed series. The probationary period for employees in these classes sh all be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective January 3, 2022

CLASS TITLE
JOB
CODE
PROB

SEE APPENDIX FOR FOOTNOTES Page 2.1

e Exempt class, see Section 4
* Effective 7/15/2021, by the First Amendment to the Salary Resolution 2021-176.

EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Airport Public Safety Manager 310004e - E7 8291 - 10364 Assistant City Attorney 160008e - E4 11389 - 16344
Assistant City Manager 150135e - E3 15190 - 18988
Assistant Controller 135020e - E5 9588 - 13460
Assistant Director 150160e - E5 9588 - 13460
Assistant Director of Personnel
Services 150043e - E5 9588 - 13460
Assistant Director of Public Utilities 620100e - E5 9588 - 13460 Assistant Director of Public Works 210089e - E5 9588 - 13460 Assistant Police Chief 415010e - E5 9588 - 13460
Assistant Retirement Administrator 135040e - E5 9588 - 13460 Background Investigator 410055 - E16 4086 - 5748
Budget Analyst 135006e 12 E15 5411 - 6550
Budget Manager 135008e - E5 9588 - 13460
Chief Assistant City Attorney 160015e - E3 15190 - 18988 Chief Information Officer 125067e - E4 11389 - 16344
Chief of Staff to Councilmember 150086e - E10 3124 - 9421 Chief of Staff to the Mayor 150123e - E5 9588 - 13460
City Attorney 160009e - E1 17294 - 21617
City Attorney Investigator 160003 - E15 5411 - 6550
City Clerk* 150125e - E4 11389 - 16344
City Engineer 210080e - E4 11389 - 16344
City Manager 150130e - E1 17294 - 21617
Community Coordinator 150075e - E11 4086 - 6323
Community Outreach Specialist 150230e - E11 4086 - 6323 Controller 135021e - E4 11389 - 16344
Council Assistant 150085e - E10 3124 - 9421
Deputy City Attorney II 160006e - E8 7537 - 9421
Deputy City Attorney III 160007e - E7 8291 - 10364
Deputy City Manager 150140e - E7 8291 - 10364

SEE APPENDIX FOR FOOTNOTES Page 2.2

† This is one position assigned to the Labor Relations Division in the Personnel Services Department, working on confidential issues related to negotiations with bargaining units.

e Exempt class, see Section 4.

EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Director 150170e - E4 11389 - 16344
Director of Aviation 310045e - E4 11389 - 16344
Director of Development 220020e - E4 11389 - 16344
Director of Personnel Services 150042e - E4 11389 - 16344 Director of Public Utilities 620101e - E4 11389 - 16344 Director of Transportation 310040e - E4 11389 - 16344
Economic Development
Coordinator 150090e - E10 3124 - 9421
Economic Development Director 150099e - E4 11389 - 16344 Executive Assistant to
Department Director 115003e - E19 3978 - 5608
Executive Assistant to the City
Attorney 115004e - E17 3978 -
6449
Executive Assistant to the City
Manager 115001e - E17 3978 - 6449
Executive Assistant to the Mayor 115002e E17 3978 6449 Fire Chief 425007e - E3 15190 - 18988
Governmental Affairs Manager 150240e - E10 3124 - 9421
Human Resources Manager 150025e - E7 8291 - 10364
Independent Reviewer 150220e - E5 9588 - 13460
Internal Auditor 135010e 12 E15 5411 - 6550
Investment Officer 135014e - E6 8558 - 11982
Labor Relations Manager 150030e - E7 8291 - 10364
Management Analyst II 150032e† 12 E15 5411 - 6550
Payroll Accountant 130016e 12 E20 5705 - 6905
Payroll Manager 135012e - E7 8291 - 10364
Police Chief 415008e - E2 15570 - 19472

SEE APPENDIX FOR FOOTNOTES Page 2.3
EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Principal Budget Analyst 135009e - E7 8291 - 10364
Principal Internal Auditor 135011e - E8 7537 - 9421
Principal Labor Relations Analyst* 150018e - E12 7914 - 9892 Public Affairs Officer 150118e - E8 7537 - 9421
Public Works Director 210085e - E4 11389 - 16344
Retirement Administrator 135030e - E3 15190 - 18988
Retirement Benefits Manager 135045e - E7 8291 - 10364
Retirement Office Manager 115007e - E17 3978 - 6449
Senior Budget Analyst 135007e - E8 7537 - 9421
Senior Deputy City Attorney I 160013e - E6 8558 - 11982 Senior Deputy City Attorney II 160014e - E21 9414 - 13181 Senior Deputy City Attorney III 160016e - E22 9884 - 13840 Senior Human Resources/Risk
Analyst
150017e - E8 7537 - 9421
Senior Law Clerk 11502210 - E16 4086 - 5748
Supervising Deputy City Attorney 160010e - E5 9588 - 13460

E Exempt class, see Section 4.
10 Persons in this classification are limited to no more than two (2) consecutive years in this class. *Effective 4/25/22, by the Eighteenth Amendment to the Salary Resolution 2021 -176.

SEE APPENDIX FOR FOOTNOTES Page 2.3

e Exempt class, see Section 4
* Effective 7/15/2021, by the First Amendment to the Salary Resolution 2021-176. * Effective 6/6/2022, by the Nineteenth Amendment to the Salary Resolution 2021-176.

EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes, effective June 6, 2022

SEE APPENDIX FOR FOOTNOTES Page 2.3

† This is one position assigned to the Labor Relations Division in the Personnel Services Department, working on confidential issues related to negotiations with bargaining units.

e Exempt class, see Section 4.

* Effective 6/6/2022, by the Nineteenth Amendment to the Salary Resolution 2021-176.

EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes, effective June 6, 2022

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Director 150170e - E4 11389 - 17979
Director of Aviation 310045e - E4 11389 - 17979
Director of Development 220020e - E4 11389 - 17979
Director of Personnel Services 150042e - E4 11389 - 17979 Director of Public Utilities 620101e - E4 11389 - 17979 Director of Transportation 310040e - E4 11389 - 17979
Economic Development
Coordinator 150090e - E10 3124 - 10364
Economic Development Director 150099e - E4 11389 - 17979 Executive Assistant to
Department Director 115003e - E19 3978 - 6169
Executive Assistant to the City
Attorney 115004e - E17 3978 -
7094
Executive Assistant to the City
Manager 115001e - E17 3978 - 7094
Executive Assistant to the Mayor 115002e E17 3978 7094 Fire Chief 425007e - E3 15190 - 20887
Governmental Affairs Manager 150240e - E10 3124 - 10364 Human Resources Manager 150025e - E7 8291 - 11401
Independent Reviewer 150220e - E5 9588 - 14806
Internal Auditor 135010e 12 E15 5411 - 7205
Investment Officer 135014e - E6 8558 - 13181
Labor Relations Manager 150030e - E7 8291 - 11401
Management Analyst II 150032e† 12 E15 5411 - 7205
Payroll Accountant 130016e 12 E20 5705 - 7596
Payroll Manager 135012e - E7 8291 - 11401
Police Chief 415008e - E2 15570 - 21420

SEE APPENDIX FOR FOOTNOTES Page 2.3
EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes, effective June 6, 2022

SEE APPENDIX FOR FOOTNOTES Page 3.1
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases , in which an employee is hired at the journey level, twelve months of satisfactory service is required.

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Em ployees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

5/9/2022 Seventeenth Amendment Supersedes Original
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective May 9, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Account Clerk I 1300013 63 2840 2969 3103 3247 3401
Account Clerk II 1300023 123 3139 3284 3440 3596 3762
Accountant-Auditor I 1300114 124 4538 4746 4966 5207 5451 Accountant-Auditor II 1300124 124 5035 5268 5524 5787 6061 Accounting Technician 130010 12 3790 3968 4155 4346 4553 Administrative Clerk I 1100013 63 2635 2758 2880 3013 3150 Administrative Clerk II 1100023 123 2968 3105 3246 3398 3554 Airports Operations Officer I 3100064 124 4598 4824 5056 5309 5574 Airports Operations Officer II 3100094 124 5056 5309 5574 5854 6147 Airports Property Specialist I 1750014 124 4920 5158 5402 5656 5930 Airports Property Specialist II 1750024 124 5701 5973 6262 6559 6876 Associate Electrical Safety
Consultant I 230022 12 5690 5961 6247 6542 6858
Associate Electrical Safety
Consultant II 230023 12 5961 6247 6542 6858 7190
Associate Environmental & Safety
Consultant I 230003 12 5690 5961 6247 6542 6858
Associate Environmental & Safety
Consultant II 230004 12 5961 6247 6542 6858 7190
Associate Plumbing & Mechanical
Consultant I 230012 12 5690 5961 6247 6542 6858
Associate Plumbing & Mechanical
Consultant II 230013 12 5961 6247 6542 6858 7190
Billing System Specialist 125075 12 4174 4370 4577 4784 5007 Budget Technician 135005 12 3791 3966 4152 4347 4553
Building Inspector I 2300074 124 5248 5498 5758 6035 6320 Building Inspector II 2300084 124 5690 5961 6247 6542 6858 Building Inspector III 230009 12 5961 6247 6542 6858 7190

SEE APPENDIX FOR FOOTNOTES Page 3.2
3 This class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.
5/9/2022 Seventeenth Amendment Supersedes Original
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective May 9, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Call Center Representative I 1150703 63 3103 3247 3407 3555 3719 Call Center Representative II 1150713 123 3401 3555 3719 3894 4077 Central Printing Clerk 120005 12 2954 3090 3230 3381 3537 Chemist 620020 12 5000 5242 5489 5752 6026
City Records Specialist 115025 12 3778 3953 4138 4333 4538 Commercial Building Inspector 230015 12 5690 5961 6247 6542 6858 Community Recreation Assistant 520010 12 3609 3770 3927 4085 4265 Community Revitalization Specialist 230053 12 5122 5368 5626 5933 6180 Community Revitalization Technician 230059 12 3563 3729 3902 4087 4279 Community Services Officer I 4100254 124 3357 3509 3672 3842 4021 Community Services Officer II 4100264 124 3672 3842 4021 4211 4410 Computer Systems Specialist I 1250104 124 5248 5492 5753 6030 6314 Computer Systems Specialist II 1250114 124 5762 6034 6322 6624 6945 Computer Systems Specialist III 125012 12 6331 6634 6954 7286 7640 Construction Compliance Specialist 150055 12 4391 4592 4811 5040 5275 Crime Scene Technician I 4100104 124 4203 4400 4607 4826 5055 Crime Scene Technician II 4100114 124 4607 4826 5055 5295 5550 Crime Specialist 410008 12 5271 5520 5785 6061 6355
Customer Services Clerk I 1150603 63 3106 3246 3394 3553 3719 Customer Services Clerk II 1150613 123 3402 3561 3729 3897 4077 Cybersecurity Analyst 125090 12 6331 6634 6954 7286 7640 Deputy City Clerk 1150284 124 3347 3501 3664 3834 4011
Development Services Coordinator 230057 12 5190 5475 5741 6016 6304 Digital Forensics Analyst 410050 12 6921 7268 7631 8012 8413 Emergency Services Dispatcher I 4100015 125 4126 4293 4472 4676 4873 Emergency Services Dispatcher II 4100025 125 4460 4672 4894 5124 5360 Emergency Services Dispatcher III 410003 12 4907 5132 5381 5630 5896

SEE APPENDIX FOR FOOTNOTES Page 3.3
3 This class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period. 5/9/2022 Seventeenth Amendment Supersedes Original
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective May 9, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Engineer I 2100154 124 5919 6196 6487 6802 7115
Engineer II 2100164 124 6492 6789 7116 7452 7825
Engineering Aide I 2100013 63 3287 3433 3590 3757 3936
Engineering Aide II 2100023 123 3839 4020 4202 4398 4611 Engineering Inspector I 2300754 124 5057 5314 5554 5816 6098 Engineering Inspector II 2300764 124 5532 5793 6072 6362 6667 Engineering Technician I 2100054 124 3862 4042 4237 4426 4634 Engineering Technician II 2100064 124 4518 4738 4957 5187 5436 Environmental Control Officer 620001 12 4932 5168 5406 5664 5931 Facilities Construction Specialist 230085 12 5040 5274 5526 5789 6067 Fire Prevention Inspector I 4200015 125 4454 4663 4875 5114 5358 Fire Prevention Inspector II 4200025 125 5134 5368 5626 5901 6180 Fleet Operations Specialist 710105 12 4710 4929 5167 5410 5670 Geographic Information System
(GIS) Specialist 125025 12 6331 6634 6954 7286 7640
Geographic Information System
(GIS) Technician I 1250264 124 5271 5517 5779 6057 6343 Geographic Information System
(GIS) Technician II 1250274 124 5788 6061 6351 6654 6977 Graphics Technician 120013 12 4116 4315 4525 4745 4977
Helicopter Pilot 410033 12 6176 6477 6795 7128 7479
Housing Rehabilitation Specialist 230056 12 5105 5354 5619 5894 6180 Industrial/Commercial Water
Conservation Representative 610015 12 4940 5176 5416 5674 5942 Interpreter/Translator 150232 12 5281 5571 5842 6121 6414 Laboratory Assistant 620010 12 3448 3612 3779 3955 4138 Laboratory Technician I 6200114 124 4145 4339 4543 4756 4978 Laboratory Technician II 6200124 124 4553 4765 4990 5229 5477 Landscape Water Conservation
Specialist 610005 12 4926 5161 5406 5663 5931

SEE APPENDIX FOR FOOTNOTES Page 3.4
3 This class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

5/9/2022 Seventeenth Amendment
Supersedes Original
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective May 9, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Law Office Assistant 115021 12 4141 4343 4555 4776 5007 Network Systems Specialist 125030 12 6331 6634 6954 7286 7640 PAR Program Specialist 410023 12 3563 3729 3902 4087 4279 Paratransit Specialist 320005 12 3795 3974 4162 4349 4553 Parking Enforcement Officer I 7101204 124 2915 3035 3161 3285 3425 Parking Enforcement Officer II 7101214 124 3169 3303 3440 3579 3740 Parking Enforcement Officer III 710122 12 3440 3579 3740 3893 4061 Phlebotomist 410007 12 3448 3612 3779 3955 4138
Planner I 2200053 63 4687 4899 5133 5380 5638
Planner II 2200063 123 5281 5571 5842 6121 6414
Plans and Permit Technician 220002 12 5018 5253 5492 5761 6035 Plans Examiner 210041 12 5506 5755 6032 6327 6625
Police Data Transcriptionist 115035 12 3969 4152 4345 4547 4761 Police Support Services Clerk 115043 12 3297 3448 3607 3775 3950 Police Support Services Technician 115044 12 3617 3785 3961 4149 4344 Principal Account Clerk 130004 12 3790 3968 4155 4346 4553 Procurement Specialist 140002 12 4760 4988 5223 5471 5733 Program Compliance Officer 640026 12 4070 4271 4479 4697 4926 Programmer/Analyst I 1250204 124 5223 5467 5726 6002 6285 Programmer/Analyst II 1250214 124 5762 6034 6322 6624 6945 Programmer/Analyst III 125022 12 6331 6634 6954 7286 7640 Programmer/Analyst IV 125023 12 6962 7300 7654 8018 8405 Property & Evidence Technician 145010 12 4033 4222 4420 4629 4847 Radio Dispatcher 120015 12 3497 3655 3807 3975 4138
Rangemaster/Armorer 410035 12 4827 5056 5296 5551 5814

SEE APPENDIX FOR FOOTNOTES Page 3.5
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective May 9, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Real Estate Finance Specialist I 1700014 124 3989 4175 4366 4574 4790 Real Estate Finance Specialist II 1700024 124 4680 4901 5134 5377 5632 Recreation Specialist 520005 12 3908 4088 4280 4482 4692 Retirement Counselor I 1350504 124 3789 3967 4154 4348 4553 Retirement Counselor II 1350514 124 4166 4360 4565 4781 5007 Safety and Training Specialist 150050 12 4448 4664 4894 5133 5384 Secretary 110050 12 3554 3719 3892 4072 4266
Senior Account Clerk 130003 12 3453 3609 3775 3953 4139 Senior Administrative Clerk 110003 12 3246 3398 3554 3719 3892 Senior Call Center Representative 115072 12 3916 4104 4302 4511 4730 Senior Commercial Building
Inspector 230016 12 5961 6247 6542 6858 7190
Senior Community Revitalization
Specialist 230054 12 5741 6011 6291 6596 6915
Senior Community Services Officer 410027 12 3996 4183 4379 4582 4800 Senior Crime Scene Technician 410012 12 4826 5055 5295 5550 5813 Senior Customer Services Clerk 115062 12 3888 4063 4251 4451 4660 Senior Deputy City Clerk 1150294 124 3790 3965 4152 4346 4553 Senior Engineering Technician 210007 12 5097 5337 5588 5857 6127 Senior Fire Prevention Inspector 420003 12 5741 6011 6291 6596 6915 Senior Laboratory Technician 620013 12 5075 5318 5571 5836 6115 Senior Network Systems Specialist 125031 12 7018 7359 7715 8083 8473 Senior Plans Examiner 210042 12 6048 6331 6626 6947 7285 Senior Procurement Specialist 140003 12 5223 5471 5733 6007 6292 Senior Property & Evidence
Technician 145011 12 4420 4629 4847 5073 5316
Senior Cybersecurity Analyst 125091 12 7018 7359 7715 8083 8473 Senior Records Clerk 110101 12 3453 3612 3780 3956 4138 Senior Secretary 110051 12 3790 3965 4152 4346 4553
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
5/9/2022 Seventeenth Amendment
Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 3.6
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective May 9, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Senior Storeskeeper 145002 12 4033 4222 4420 4629 4847
Senior Utility Service
Representative 230092 12 4164 4359 4565 4779 5007
Senior Water Systems Telemetry
& Distributed Control Specialist 610022 12 7018 7359 7715 8083 8473 Staff Assistant 150001 12 3796 3974 4163 4350 4554
Storeskeeper 145001 12 3762 3938 4120 4313 4516
Survey Party Technician 210030 12 4518 4738 4957 5187 5436 Tax/Permit Inspector 135001 12 4454 4664 4877 5117 5359 Traffic Signal Operations
Specialist 710150 12 6383 6688 7011 7345 7703
Transit Scheduler 320049 12 6383 6688 7011 7345 7703
Tree Program Specialist 510015 12 4709 4931 5169 5414 5670 Utility Service Representative I 2300904 124 3452 3611 3778 3955 4138 Utility Service Representative II 2300914 124 3789 3967 4152 4347 4552 Wastewater Reclamation
Coordinator 620035 12 4920 5158 5402 5656 5930
Water Conservation
Representative 610001 12 3562 3729 3902 4085 4278
Water Systems Telemetry &
Distributed Control Specialist 610021 12 5810 6085 6376 6681 7002 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
5/9/2022 Seventeenth Amendment
Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 3.7
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory se rvice is required.

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

5/9/2022 Seventeenth Amendment
Supersedes Original

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

SEE APPENDIX FOR FOOTNOTES Page 3.8
3 This class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.
5/9/2022 Seventeenth Amendment Supersedes Original
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), June 20, 2022

CLASS TITLE
JOB
CODE
PROB

SEE APPENDIX FOR FOOTNOTES Page 3.9
3 This class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period. 5/9/2022 Seventeenth Amendment Supercedes Original
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

SEE APPENDIX FOR FOOTNOTES Page 3.10

3 This class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

5/9/2022 Seventeenth Amendment
Supersedes Original
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

SEE APPENDIX FOR FOOTNOTES Page 3.11
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) , effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
5/9/2022 Seventeenth Amendment
Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 3.12
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) , effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5/9/2022 Seventeenth Amendment
Supersedes Original

3 This class is in a flexibly -staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases , in which an employee is hired at the journey level, twelve months of satisfactory service is required.

4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an add itional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

SEE APPENDIX FOR FOOTNOTES Page 3.6

EXHIBIT 4
Unit 4 - Non-Management Police (FPOA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Police Officer Recruit 415001 12 4995 5244 – – – – –
Police Officer 4150026 126 5771 6059 6362 6680 7015 7367 7735 Police Sergeant 415004 12 6954 7302 7668 8052 8456 8879 9323

6 A person promoting from Police Officer Recruit to Police Officer after one year of service must serve a probationary period of six months in the Police Officer class. A person who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class

EXHIBIT 4
Unit 4 - Non-Management Police (FPOA), retroactively effective June 21, 2021

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Police Officer Recruit 415001 12 5145 5402 – – – – –
Police Officer 4150026 126 5945 6241 6553 6881 7226 7589 7968 Police Sergeant 415004 12 7163 7522 7899 8294 8710 9146 9603 6 A person promoting from Police Officer Recruit to Police Officer after one year of service must serve a probationary period of six months in the Police Officer class. A person who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class 2/10/22 Thirteenth Amendment to Salary Resolution
Supercedes Original

EXHIBIT 4
Unit 4 - Non-Management Police (FPOA), effective January 31, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H
Police Officer Recruit 415001 12 5945 6241 – – – – – –
Police Officer 4150026 126 – – 6553 6881 7226 7589 7968 8367 Police Sergeant 415004 12 7163 7522 7899 8294 8710 9146 9603 10084 6 A person promoting from Police Officer Recruit to Police Officer after one year of service must serve a probationary period of six months in the Police Officer class. A person who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class 2/10/22 Thirteenth Amendment to Salary Resolution
Supercedes Original

SEE APPENDIX FOR FOOTNOTES Page 3.6

EXHIBIT 4
Unit 4 - Non-Management Police (FPOA), effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H
Police Officer Recruit 415001 12 6124 6429 – – – – – –
Police Officer 4150026 126 – – 6750 7088 7443 7817 8208 8619 Police Sergeant 415004 12 7378 7748 8136 8543 8972 9421 9892 10387 6 A person promoting from Police Officer Recruit to Police Officer after one year of service must serve a probationary period of six months in the Police Officer class. A person who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class 2/10/22 Thirteenth Amendment to Salary Resolution
Supercedes Original

EXHIBIT 4
Unit 4 - Non-Management Police (FPOA), effective June 19, 2023

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Police Officer
Recruit 415001 12 6308 6622 – – – – – – –
Police Officer 4150026 126 – – 6953 7301 7667 8052 8455 8878 9322 Police Sergeant 415004 12 7600 7981 8381 8800 9242 9704 10189 10699 11234 6 A person promoting from Police Officer Recruit to Police Officer after one year of service must serve a probationary period of six months in the Police Officer class. A person who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class 2/10/22 Thirteenth Amendment to Salary Resolution
Supercedes Original

SEE APPENDIX FOR FOOTNOTES Page 5.1

EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Firefighter Trainee 425001 --- 4932
Firefighter 425002 12 5480 5753 6042 6343 6681 6998 7348 Firefighter Specialist 425003 12 6137 6443 6768 7103 7460 7833 8225 Fire Captain 425004 12 6850 7193 7552 7931 8329 8746 9184 Fire Investigation Unit Supervisor 425010 12 6850 7193 7552 7931 8329 8746 9184

EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF), effective November 15, 2021

CLASS TITLE JOB CODE
PROB

PER A B C D E F G
Firefighter Trainee 425001 --- 5080
Firefighter 425002 12 5645 5926 6224 6534 6882 7208 7569 Firefighter Specialist 425003 12 6322 6637 6972 7317 7684 8068 8472 Fire Captain 425004 12 7056 7409 7779 8169 8579 9009 9460 Fire Investigation Unit
Supervisor 425010 12 7056 7409 7779 8169 8579 9009 9460

11/15/2021 Seventh Amendment to Salary Resolution
Supersedes Original

EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF), retroactively effective June 21, 2021

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Firefighter Trainee 425001 --- 5080
Firefighter 425002 12 5645 5926 6224 6534 6882 7208 7569 Firefighter Specialist 425003 12 6322 6637 6972 7317 7684 8068 8472 Fire Captain 425004 12 7056 7409 7779 8169 8579 9009 9460 Fire Investigation Unit Supervisor 425010 12 7056 7409 7779 8169 8579 9009 9460

2/10/22 Thirteenth Amendment to Salary Resolution
Supercedes Original

SEE APPENDIX FOR FOOTNOTES Page 5.1

EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF), effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

2/10/22 Thirteenth Amendment to Salary Resolution
Supercedes Original

EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF), effective June 19, 2023

CLASS TITLE
JOB
CODE
PROB

2/10/22 Thirteenth Amendment to Salary Resolution
Supercedes Original

SEE APPENDIX FOR FOOTNOTES Page 6.1
EXHIBIT 6
Unit 6 – Bus Drivers and Student Drivers (ATU)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Bus Driver 320015 9 22.984615 24.138462 25.344231 26.607692 27.940385 Bus Driver 320015 9 3984 4184 4393 4612 4843
Student Driver 3200141 - 20.896154
Student Driver 3200141 - 3622

1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5).

SEE APPENDIX FOR FOOTNOTES Page 7.1

EXHIBIT 7
Unit 7 – Non-Supervisory Groups and Crafts (IBEW), effective December 6, 2021

CLASS TITLE
JOB
CODE
PROB

PER RANGE SALARY
Air Conditioning Mechanic 730001 12 Flat Rate 6858
Airports Electrician 730011 12 Flat Rate 6203
Concrete Finisher 730005 12 Flat Rate 5982
Electrician 730010 12 Flat Rate 6203
Industrial Electrician 730012 12 Flat Rate 6858
Painter 730015 12 Flat Rate 5450
Plumber 730030 12 Flat Rate 6203

12/2/2021 Fourth Amendment
Supersedes Original

EXHIBIT 7
Unit 7 – Non-Supervisory Groups and Crafts (IBEW), effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

4/25/2022 Sixteenth Amendment
Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 8.1

EXHIBIT 8
Unit 8 – Non-Represented

CLASS TITLE
JOB
CODE
PROB

PER RANGE SALARY
Cashier Clerk 910010 – Flat Rate $14.00 Per Hour
Law Clerk 910015 - Hourly $20.00 - $25.00 Per Hour
Law Enforcement Instructor 940020 – Hourly $18.00 - $25.00 Per Hour Lifeguard 950001 – Hourly $14.00 - $14.50 Per Hour
Police Cadet I 9400059 48 mos. Hourly $14.00 - $15.48 Per Hour Police Cadet II 9400069 48 mos. Hourly $18.00- $25.00 Per Hour Pool Supervisor 950015 – Hourly $14.50 - $25.00 Per Hour Senior Lifeguard 950002 – Hourly $14.50 - $15.00 Per Hour Services Aide 910005 – Hourly $14.00 - $16.00 Per Hour
Sports Official 950010 – $14.00 - $50.00 Per Game
Intern 910002 – Hourly $14.00 - $16.00 Per Hour

9 The classifications of Police Cadet I and II have a 48-month tenure limitation in the Police Cadet program pursuant to FMC 3-266(d).

SEE APPENDIX FOR FOOTNOTES Page 8.1
EXHIBIT 8
Unit 8 – Non-Represented effective January 1, 2022

CLASS TITLE
JOB
CODE
PROB

PER RANGE SALARY
Cashier Clerk*** 910010 - Flat Rate $15.00 – 19.00 Per Hour Law Clerk 910015 - Hourly $20.00 - $25.00 Per Hour
Law Enforcement Instructor 940020 - Hourly $18.00 - $25.00 Per Hour Lifeguard*** 950001 - Hourly $15.00 - $19.00 Per Hour
Police Cadet I 9400059 48 mos. Hourly $15.00 - $20.00 Per Hour Police Cadet II 9400069 48 mos. Hourly $18.00- $25.00 Per Hour Pool Supervisor*** 950015 - Hourly $18.00 - $25.00 Per Hour Senior Lifeguard*** 950002 - Hourly $15.50 - $20.00 Per Hour Services Aide* 910005 - Hourly $15.00 - $19.00 Per Hour Sports Official 950010 - $15.00 - $50.00 Per Game
Intern** 910002 - Hourly $15.00 - $19.00 Per Hour

*Effective January 1, 2022, by the 10th Amendment to the Salary Resolution 2021-327. **Effective January 1, 2022, by the 12th Amendment to the Salary Resolution 2022-009. ***Effective January 1, 2022, by the 13th Amendment to the Salary Resolution.

SEE APPENDIX FOR FOOTNOTES Page 8.1
EXHIBIT 9
Unit 9 – Police Management, effective January 31, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H
Deputy Police Chief 415007e* - 12204 - 15865
Police Captain 415006e 12 10202 10712 11248 11810 12403 13024 13675 14359 Police Lieutenant 415005e 12 8861 9303 9770 10258 10771 11310 11876 12470 e Exempt class, see Section 4.
*E9 Executive Pay Range
2/10/2022 Thirteenth Amendment
Supercedes Original

EXHIBIT 9
Unit 9 – Police Management, effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H
Deputy Police Chief 415007e* - 12571 - 16341 - - - -
Police Captain 415006e 12 10509 11034 11586 12165 12776 13415 14086 14790 Police Lieutenant 415005e 12 9127 9583 10064 10566 11095 11650 12233 12845 e Exempt class, see Section 4.
*E9 Executive Pay Range
2/10/2022 Thirteenth Amendment
Supercedes Original

EXHIBIT 9
Unit 9 – Police Management, effective June 19, 2023

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Deputy Police
Chief 415007e* - 13597 - 17674 - - - - -
Police Captain 415006e 12 10825 11366 11934 12530 13160 13818 14509 15234 15996 Police
Lieutenant 415005e 12 9401 9871 10366 10883 11428 12000 12600 13231 13893 e Exempt class, see Section 4.
*E9 Executive Pay Range
2/10/2022 Thirteenth Amendment
Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 10.1

EXHIBIT 10
Unit 10 – Fire Management

CLASS TITLE JOB CODE
PROB

PER A B C D E F G
Fire Battalion Chief 425005e 12 8750 9190 9647 10128 10635 11166 11725 Fire Deputy Chief 425006e - 11094 11649 12233 12845 13487 14164 14873

e Exempt class, see Section 4.

EXHIBIT 10
Unit 10 – Fire Management, effective November 22, 2021

CLASS TITLE JOB CODE
PROB

PER A B C D E F G
Fire Battalion Chief 425005e 12 9013 9466 9937 10432 10955 11501 12077 Fire Deputy Chief 425006e - 11427 11999 12600 13231 13892 14589 15320

11/22/2021 Eighth Amendment
Supersedes Original

EXHIBIT 10
Unit 10 – Fire Management, retroactively effective June 21, 2021

CLASS TITLE JOB CODE
PROB

PER A B C D E F G
Fire Battalion Chief 425005e 12 9013 9466 9937 10432 10955 11501 12077 Fire Deputy Chief 425006e - 11427 11999 12600 13231 13892 14589 15320 e Exempt class, see Section 4.
2/10/22 Thirteenth Amendment to Salary Resolution
Supercedes Original

EXHIBIT 10
Unit 10 – Fire Management, June 20, 2022

CLASS TITLE JOB CODE
PROB

PER A B C D E F G
Fire Battalion Chief 425005e 12 9284 9750 10236 10745 11284 11847 12440 Fire Deputy Chief 425006e - 11770 12359 12978 13628 14309 15027 15780 e Exempt class, see Section 4.
2/10/22 Thirteenth Amendment to Salary Resolution
Supercedes Original

SEE APPENDIX FOR FOOTNOTES Page 10.1

EXHIBIT 10
Unit 10 – Fire Management, June 19, 2023

CLASS TITLE JOB CODE
PROB

PER A B C D E F G
Fire Battalion Chief 425005e 12 9563 10043 10544 11068 11623 12203 12814 Fire Deputy Chief 425006e - 12124 12730 13368 14037 14739 15478 16254 e Exempt class, see Section 4.
2/10/2022 Thirteenth Amendment
Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 11.1

EXHIBIT 11
Unit 11 – Airport Public Safety Officers

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Airport Public Safety Officer 310002 12 5419 5687 5957 6252 6561

EXHIBIT 11
Unit 11 – Airport Public Safety Officers, effective July 5, 2021*

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F
Airport Public Safety Officer 310002 12 5419 5687 5957 6252 6561 6890

*Effective 7/5/2021 by the Second Amendment to Salary Resolution No. 2021-176.

EXHIBIT 11
Unit 11 – Airport Public Safety Officers, effective February 28, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Airport Public Safety Officer 310002 12 5582 5858 6136 6440 6758 7097 7452

2/28/2022 Fifteenth Amendment
Supersedes Original

EXHIBIT 11
Unit 11 – Airport Public Safety Officers, effective June 20, 2022

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G
Airport Public Safety Officer 310002 12 5750 6034 6321 6634 6961 7310 7676

2/28/2022 Fifteenth Amendment
Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 12.1

EXHIBIT 12
Unit 12 – Board and Commission Members

CLASS TITLE
JOB

SEE APPENDIX FOR FOOTNOTES Page 13-1.1

e Exempt class, see Section 4.

* Effective 9/27/21, by the Third Amendment to the Salary Resolution 2021-176. ** Effective 2/14/22, by the Fourteenth Amendment to the Salary Resolution 2021-176.

12/9/2021 Fifth Amendment
Supersedes Original
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), effective June 21, 2021

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Acoustical Program Coordinator 310100e 12 6073 6372 6681 7012 7354 Airports Airside/Landside Superintendent 310018e 12 6680 7007 7353 7712 8091 Airports Projects Supervisor 310016e 12 7021 7365 7727 8106 8507 Airports Property Supervisor 175005e 12 6079 6375 6685 7016 7354 Architect** 210045e 12 8483 8902 9340 9807 10297
Assistant Law Office Manager 115019e 12 6941 7276 7636 8005 8399 Business Process & Systems Analyst 125044e 12 6940 7276 7634 8007 8399 Call Center Supervisor 115073e 12 5376 5638 5911 6196 6498 Capital Development Specialist 310007e 12 6677 7009 7352 7714 8092 Central Print Supervisor 120007e 12 5017 5265 5520 5791 6071 Chief Engineering Inspector 230078e 12 6855 7189 7543 7915 8302 Chief Engineering Technician 210009e 12 7707 8085 8483 8902 9340 Chief of Facilities Maintenance 810037e 12 6719 7050 7396 7759 8141 Chief of Wastewater Environmental
Services 620075e 12 6430 6746 7077 7424 7788
Chief of Wastewater Facilities
Maintenance 620085e 12 6719 7050 7396 7759 8141
Chief of Wastewater Treatment
Operations 620080e 12 6793 7132 7482 7849 8234
Chief of Water Operations 610070e 12 6905 7242 7601 7975 8366 Chief Police Pilot 410031e 12 7590 7962 8357 8768 9203
Chief Surveyor** 210032e 12 9294 9754 10234 10741 11278 Community Services and Recreation
Supervisor* 520016e 12 6090 6388 6702 7034 7373
Contract Compliance Officer 150061e 12 6079 6375 6685 7016 7354 Custodial Supervisor 810025e 12 6079 6375 6685 7016 7354 Database Administrator 125045e 12 6940 7276 7634 8007 8399 DBE/Small Business Program
Coordinator 150070e 12 5996 6286 6595 6917 7260

SEE APPENDIX FOR FOOTNOTES Page 13-1.2

e Exempt class, see Section 4.
4 This class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

* Effective 9/27/21, by the Third Amendment to the Salary Resolution 2021-176.

12/9/2021 Fifth Amendment
Supersedes Original
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), effective June 21, 2021

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Emergency Services Communications
Supervisor 410004e 12 5370 5633 5905 6196 6498
Energy Efficiency Supervisor 230058e 12 5389 5654 5930 6223 6528 Equipment Supervisor 720031e 12 6610 6932 7272 7630 8006 Fire Prevention Engineer 210055e 12 6820 7155 7506 7874 8264 Fleet Administration Supervisor 720025e 12 6079 6375 6685 7016 7354 Forestry Supervisor I 510030e 12 5017 5265 5520 5791 6071 Forestry Supervisor II 510031e 12 5138 5389 5655 5935 6223 Grant Writer 150105e 12 4836 5074 5320 5581 5852
Historic Preservation Specialist 230066e 12 6373 6688 7019 7361 7721 Housing Program Supervisor 230055e 12 6569 6898 7242 7604 7986 Human Resources Analyst 150016e 12 5448 5714 5991 6285 6595 Human Resources Records Supervisor 115050e 12 5366 5629 5907 6191 6498 Information Services Supervisor 125032e 12 7632 8007 8399 8812 9249 Landscape Maintenance
Superintendent 510027e 12 7571 7945 8333 8742 9172
Lead Risk Analyst 150008e 12 5983 6279 6595 6924 7270
Management Analyst I 150020e4 124 4056 4253 4460 4677 4907 Management Analyst II 150021e4 124 4982 5227 5480 5749 6028 Parking Supervisor 720035e 12 5160 5406 5667 5943 6498
Parks Supervisor I 510025e 12 5017 5265 5520 5791 6071
Parks Supervisor II 510026e 12 6090 6388 6702 7034 7373 Police Support Services Supervisor* 115047e 12 5366 5629 5907 6191 6498 Planner III 220007e 12 5843 6129 6427 6744 7077
Principal Accountant 130014e 12 6385 6698 7028 7372 7734 Procurement Supervisor 140004e 12 5972 6271 6584 6914 7260

SEE APPENDIX FOR FOOTNOTES Page 13-1.3

e Exempt class, see Section 4.

* Effective 9/27/21, by the Third Amendment to the Salary Resolution 2021-176. ** Effective 2/14/22, by the Fourteenth Amendment to the Salary Resolution 2021-176.

12/9/2021 Fifth Amendment
Supersedes Original
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), effective June 21, 2021

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Professional Engineer** 210100e 12 8483 8902 9340 9807 10297 Project Manager 150065e 12 6372 6688 7019 7361 7721
Records Supervisor 115045e 12 5366 5629 5907 6191 6498
Recycling Coordinator 640001e 12 5073 5319 5579 5850 6138 Revenue Supervisor 135025e 12 5376 5638 5911 6196 6498
Risk Analyst 150010e 12 5448 5714 5991 6285 6595
Sanitation Supervisor 640029e 12 6079 6375 6685 7016 7354 Senior Accountant-Auditor 130013e 12 5342 5603 5878 6166 6466 Senior Building Inspector 230034e 12 6242 6551 6871 7209 7567 Senior Database Administrator 125046e 12 7658 8023 8408 8811 9249 Senior Electrical Safety Consultant 230024e 12 6242 6551 6871 7209 7567 Senior Engineering Inspector 230077e 12 6180 6486 6803 7137 7492 Senior Environmental & Safety
Consultant 230005e 12 6242 6551 6871 7209 7567
Senior Plumbing & Mechanical
Consultant 230014e 12 6242 6551 6871 7209 7567
Senior Programmer Analyst* 125019e 12 7632 8007 8399 8812 9249 Senior Real Estate Agent 170012e 12 6079 6375 6685 7016 7354 Senior Retirement Counselor 135052e 12 6686 7023 7372 7739 8128 Street Maintenance Superintendent 720004e 12 7571 7945 8333 8742 9172 Street Maintenance Supervisor 720001e 12 6680 7007 7353 7712 8091 Supervising Airports Building
Maintenance Technician 310014e 12 6079 6375 6685 7016 7354 Supervising Airports Operations Officer 310013e 12 6079 6375 6685 7016 7354 Supervising Commercial Building
Inspector 230036e 12 6242 6551 6871 7209 7567
Supervising Engineering Technician 210008e 12 6677 7009 7352 7714 8092 Supervising Paralegal 160020e 12 6288 6597 6919 7261 7616 Supervising Fire Prevention Inspector 420005e 12 6351 6663 6992 7336 7697 Supervising Planner 220008e 12 6495 6812 7144 7495 7861

SEE APPENDIX FOR FOOTNOTES Page

13.1-4

e Exempt class, see Section 4.

* Effective 9/27/21, by the Third Amendment to the Salary Resolution 2021-176. ** Effective 2/14/22, by the Fourteenth Amendment to the Salary Resolution 2021-176.

12/9/2021 Fifth Amendment
Supersedes Original
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), effective June 21, 2021

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Supervising Plans Examiner 210044e 12 7352 7716 8097 8492 8909 Supervising Professional Engineer** 210110e 12 9294 9754 10234 10741 11278 Supervising Real Estate Agent 170013e 12 6680 7007 7353 7712 8091 Supervising Traffic Signal Operations
Specialist 720050e 12 6932 7271 7633 8008 8399
Survey Party Chief 210031e 12 5845 6128 6428 6740 7075
Systems Security Administrator 125050e 12 6941 7276 7636 8005 8399 Transit Supervisor I 320050e 12 5873 6159 6457 6775 7105 Transit Supervisor II 320051e 12 6611 6931 7272 7631 8006 Treasury Officer 135015e 12 6385 6698 7028 7372 7734
Wastewater Environmental Supervisor 620073e 12 7116 7462 7831 8217 8620 Wastewater Operations Supervisor 620072e 12 7116 7462 7831 8217 8620 Wastewater System Supervisor 620071e 12 7116 7462 7831 8217 8620 Water Conservation Supervisor 610045e 12 6288 6597 6919 7261 7616 Water System Supervisor 610055e 12 7116 7462 7831 8217 8620

SEE APPENDIX FOR FOOTNOTES

Page 13 ends

Fresno City CouncilJune 30, 2022

Fresno City Council
June 30, 2022