REPORT TO THE CITY COUNCIL
FROM: TJ MILLER, Interim Director
Personnel Services Department
SUBJECT
..Title
***RESOLUTION - Adopt the Fiscal Year 2024 Salary Resolution (Subject to Mayor’s veto)
..Body
RECOMMENDATION
It is recommended that the City Council adopt the Fiscal Year 2024 Salary Resolution.
EXECUTIVE SUMMARY
The proposed Fiscal Year 2024 Salary Resolution includes a number of changes that are cleanup in nature, updates consistent with state law, and other modifications.
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 Me morandum of Understanding or Terms and Conditions of Employment, the provisions contained in the Salary Resolution shall apply.
Each year the Salary Resolution is review ed and updated to reflect any changes in law, increases to minimum wage when applicable, other sala ry adjustments, language revisions to ensure clarity of respective provisions, and other modifications.
The following summarizes the significant changes proposed for the Fiscal Year 2024 Salary Resolution:
Section 8. MANAGEMENT LEAVE (formerl y “Administrative Leave”)/SUPPLEMENTAL
MANAGEMENT LEAVE
Clarification that remaining Management Leave balances will be automatically transferred to the Special HRA Bank at t he end of the fiscal year if not used or transferred by the employee.
Section 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY
Add certificate pay of $300 per month for eligible employ ees who possess an American Institute of Certified Planners Certification.
Section 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
Subsection F. HRA: Updated to codify that the HRA value includes hours in the Special HRA Bank at 80% of the employee’s then current hourly rate.
SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
Subsection G. Deferred Compensation: Modify benefit from an employer reimbursement of $75 per month for employees in Executive Pay Ranges E5 – E22 who are enrolled in the plan and contribute at least $75, to an em ployer contribution directly into the employee’s Deferred Compensation account for enrolled employees regardless of whether the employee contributes. Employees currently receiving the reimbursement will be transitioned to a direct employer contribution effective August 1, 2023.
Section 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME
EMPLOYEES, AND BENEFITS AND TERM S AND CONDITIONS FOR PERMANENT
AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT AIRPORT PUBLIC
SAFETY SUPERVISORS
Subsection C.: New subsection to c odify benefits for Limited employees. Subsection D. Use of Protected Sick Leav e for Police Cadets and Permanent Part- Time Employees: Updated to reflect requirements of state law.
Section 21. BEREAVEMENT LEAVE
Updated pursuant to modifications to state la w requiring employers to provide five days of Bereavement Leave to employees.
Exhibit 2. Unit 2 – Non-Represented Management and Confidential Classes Add a new classification of Veterinar ian with an E4 Executive Pay Range. Move the Budget Manager classification from the E5 Executive Pay Range to the E7 Executive Pay Range.
Move the Principal Budget Analyst from the E7 Exec utive Pay Range to the E12 Executive Pay Range.
Delete invalid probationary per iod for the classifications of Budget Analyst, Internal Auditor, and Payroll Accountant.
Salary Range Minimum: No change to the minimum for twelve classes, and adjustments to the minimum fo r 57 classes ranging from 2. 5% to 25% which results in five employees receiving an adjustment of an average of 2.1% to move them to the new minimum.
Salary Range Maximum: Adjusted by 5% fo r all classes which does not result in automatic increases for any employee.
Exhibit 14. Unit 14 – Management Classes (CFMEA)
Retitle the classification of Recreation Manager to PARCS Operations Manager
In addition to the above, there are a number of non- substantive la nguage changes that are cleanup in nature throughout the document.
The City Attorney’s Office has approved the FY 2024 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 implic ated because this item does not involve public contracting or bidding with the City of Fresno.
FISCAL IMPACT
Approval of the FY 2024 Salary Resolution will result in increased salary expenses of approximately $8,600 annually to the General Fund and All Funds to bring five employees in Exhibit 2 to the new minimum of the salary range.
Attachments:
FY 2024 Salary Resolution – Redline
FY 2024 Salary Resolution – Final
Date Adopted:
Date Approved:
Effective Date: 11-17-20227/1/2023
City Attorney Approval:
Fiscal Year 2023 2024 Salary
Resolution
Resolution No. 2022-152
Fiscal Year 20232024
(July 1, 2022 2023 – June 30, 20232024)
Salary
Resolution
Personnel Services Department
TABLE OF CONTENTS
SECTION 1. SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES ............................... 1 SECTION 2. SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN .......................... 1 SECTION 3. RATES OF PAY ................................................................................................. 5 SECTION 4. EXEMPT JOB CLASSES ................................................................................... 6 SECTION 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES .... 6 SECTION 6. FLEXIBLE STAFFING ........................................................................................ 7 SECTION 7. ALTERNATE WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2 ............... 7 SECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”)/SUPPLEMENTAL LEAVE................................................................................................................ 8 SECTION 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2 ........................................ 10 SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2 ................................................. 11 SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES ....................................... 12 SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2 ........................ 13 SECTION 13. SALARY RATES .............................................................................................. 13 SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY .................................... 13 SECTION 15. BILINGUAL CERTIFICATION PROGRAM FOR EMPLOYEES OCCUPYING PERMANENT CLASSES ............................................................................... 144 SECTION 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ............................................................................. 156 SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ...................................................... 188 SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES,
AND BENEFITS AND TERMS AND CONDITIONS FOR PERMANENT
AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT AIRPORT
PUBLIC SAFETY SUPERVISORS .............................................................. 2020
SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS ....... 344 SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE ....................................................................................................... 365
SECTION 21. BEREAVEMENT LEAVE................................................................................ 365 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 ............................................. 376
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 ....................................................................................................... 387
SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS .......... 387 SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREE ....................................... 398 SECTION 26. RECRUITMENT AND RETENTION INCENTIVE ........................................... 398 SECTION 27. UNUSUAL CIRCUMSTANCES ...................................................................... 421 SECTION 28. CONFLICTING RESOLUTIONS .................................................................... 421
SECTION 29. RESOLUTION EFFECTIVE DATE ................................................................. 421
Resolution No. 2022-152
FY 23 24 Salary Resolution
RESOLUTION NO. 2022-152
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 20232024
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 difficult 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.
E. Progression to successive steps in the salary range shall be automatic with two exceptions.
1. 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 Resolution No. 2022-152
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Attorney, City Clerk, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority.
2. Exception 2; an 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 unusual merit as demonstrated in an employee performance evaluation.
E.F. 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.
F.G. 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.
G.H. 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 ste p, in the new class range after adding five percent (5%) to the employee’s salary rate.
H.I. 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.
I.J. 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.
J.K. 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.
K.L. 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 Resolution No. 2022-152
FY 23 24 Salary Resolution
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
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 of future step increases in the class.
L.M. 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.
M.N. In lieu of a Salary Step Plan, an Executive Pay Range Plan with a maximum and minimum pay 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.
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The City Manager or designee shall promulgate such rules and regulations deemed appropriate in the implementation and administration of this subsection.
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 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 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 t heir 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 – State & Local Government Workers 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 Resolution No. 2022-152
FY 23 24 Salary Resolution
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 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”) or retire not having entered 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 or retire not having entered 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 before entering DROP or retiring not having entered DROP , shall have any previously held Executive Pay Range salaries determined in accordance with Section 2, Subsection (P)(2)(b).
N.O. 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 assignment. 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
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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, except that t he 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 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 t he 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 L eave 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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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 Code 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).
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 r equirements, 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 4 0 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 Resolution No. 2022-152
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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:
A. Holidays:
1. Employees on a 4/10 or 9/80 work schedule shall receive 11 12 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. 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:
1. Employees 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. 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 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 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”) /SUPPLEMENTAL
MANAGEMENT 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 c ompensatory time off for overtime work (as described in Section 4 above), shall be granted Management Leave as provided in this subsection 1 . Eighty (80) hours shall be credited to employees in the E1- E5 Executive Pay Range on the first day in July of each fiscal year. Effective Resolution No. 2022-152
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November 21, 2022, employees in the E1- E5 Executive Pay Range shall be credited with a prorated balance of the 80 hours for each full calendar month remaining in the fiscal year. For all other exempt employees in Exhibit 2, sixty (60) hours shall be credited to employees 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 the applicable prorated balance of Management Leave for each full calendar month remaining in such appointment in the fiscal year, including full-time employees in limited or provisional appointments.
2. Unused Management Leave will not be carried over to the next fiscal year.
Employees in E1 -E5 Executive Pay Ranges may request payment and be compensated for up to sixty (60) hours of Management Leave during the fiscal year in which it is credited. All other employees in Exhibit 2 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. All such requested payments will be 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 eighty (80) hours, upon termination from City service.
3. Management L eave 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 exempt employees in Exhibit 2, Supplemental Management Leave shall be granted as follows:
(a) The City Manager, City Attorney, City Clerk, or Retirement Administrator, as appropriate for their respective areas of authority, may grant up to an additional thirty-two (32) hours per fiscal year on July 1
st of Supplemental Management Leave for employees
in the E1-E5 Executive Pay Range.
(b) The additional Supplemental Management Leave granted cannot be cashed out by employees.
(c) At the employee’s option, up to thirty -two hours (32) of the additional Supplemental Management Leave per fiscal year may be transferred to a Special HRA Bank to be credited to an HRA account for eligible employees upon service retirement at eighty percent (80%) of the employee’s current hourly base rate of pay at the time of retirement.
Hours in the Special HRA bank may not be used as leave time and cannot be cashed out. There will be no cash out or transfer of hours in the Special HRA bank for employees who are not eligible to participate in the HRA upon retirement or upon separation of employment. Employees must remain in an E1-E5 Executive Pay Range in order to retain hours credited to the Special HRA Bank . Employees who do not remain in an E1- E5 Executive Pay Range for any reason will cease getting credit of Special HRA bank hours and shall no longer accrue additional Supplemental Management Leave.
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(d) Interim and provisional appointments to classifications in E1-E5 Executive Pay Range are not eligible for the Supplemental Management Leave. Supplemental Management Leave not used by the end of each fiscal year will be automatically transferred to the Special HRA Bank.
C. 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, and if applicable, Section 8.A.1. above.
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 A nnual Leave accrual rate for members of recognized labor organizations who participate in the City of Fresno Employees’ Retirem ent 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 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.
b. Accumulation Limit – T he accumulation of unused Annual Leave will not exceed 1,300 hours for employees in Executive Pay ranges E1 through E4; 1,100 hours for employees in the E5 range; and 840 hours for employees in the, E6, E7, E8, E10, E11, E12, E13, 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 Resolution No. 2022-152
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Protected Sick Leave for the purposes identified 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 March 31st; no cash out may be completed between January April 1st and June 30th. Payments between January 1st and March 31st may be halted when the City Manager declares that the City’s fiscal condition is such that it is not feasible to make such payments. 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 Leave Pay 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 excess 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.
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.
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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:
• O nce Sick Leave and Annual Leave have been exhausted;
• A s service credit on an hour-per-hour basis upon retirement;
• T o be cashed out at retirement or separation from the City, if not eligible for participation in the HRA;
• I n the performance of community activities during the course of the employee’s normal work day, with the appropriate approval;
• P laced in the HRA in accordance with Section 16(F); or
• O nce 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 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.
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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 L eave 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 12 Board and Commission Members
EXHIBIT 13-1 Exempt Supervisory and Professional
EXHIBIT 13-2 Non-Exempt Professional
EXHIBIT 14 Management Classes
SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY
A. Professional Certificate and License Pay for possession of the certificates and licenses listed below may be authorized for eligible employees at the sole discretion of the City Manager, City Attorney, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority.
Pay for possession of more than one (1) certificate and/or license listed below is not stackable, meaning an employee with more than one (1) of the listed certificates and/or licenses may only receive pay for one (1) certificate or license regardless of the number of certificates and/or licenses they possess.
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1. Certified Public Accountant (CPA) License / Certified Internal Auditor (CIA) Certification
Employees who hold a permanent appointment to a position in Exhibit 2 who have been licensed as a CPA by the State of California or as a CIA by the Institute of Internal Auditors are eligible to receive $300 per month.
2. Professional Engineer License
Employees who hold a permanent appointment to a position in Exhibit 2 who possess a Professional Engineer license are eligible to receive $300 per month.
3. Investment Management Certification / Designation
Employees who hold a permanent appointment to a position in Exhibit 2 who possess any of the following investment management certificates or designations are eligible to receive $300 per month:
a. Chartered Financial Analyst (CFA) designation
b. Financial Risk Manager (FRM) certification
c. Certified Treasury Professional (CTP) designation
d. Certified Investment Manager Analyst (CIMA) certification
4. American Institute of Certified Planners (AICP) Certification
Employees who hold a permanent appointment to a position in Exhibit 2 who possess an AICP Certification are eligible to receive $300 per month.
A. 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.
B. 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 aa City administered 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. I n 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.
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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
Benefits for employees occupying permanent positions in Exhibit 2 shall be as follows:
A. T he 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.
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E. E mployees 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. Empl oyees 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 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 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 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 contr ibution 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:
• T he number of accumulated S upplemental Sick L eave hours at the time of retirement multiplied by the employee's then current hourly base rate of pay.
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• 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 number of Special HRA 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 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.
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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; and
b. 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. M onthly 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;
h. P ayment 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;
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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.
o. City funded deferred compensation contributions up to the IRS deferral limits set each calendar year.
p. Recruitment and/or retention incentive pay when authorized pursuant to Section 26 below.
D. Compensation paid to employees in the form of c ash or any equivalent that are is 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 isnot 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 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
h. City contributions to health and welfare benefits paid during the term of any severance period.
i. City funded contributions to deferred compensation up to the IRS deferral limits set each calendar year.
j. Recruitment and/or incentive pay when authorized pursuant to Section 26 below.
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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. The following shall apply to Employees employees in Exhibit 2 who are in job classes with Executive Pay Ranges E5 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.
a. New employees hired on or after June 19, 2023 opting to enroll in the City’s Deferred Compensation plan, will have a seventy-five dollar ($75) per month employer contribution automatically deposited in their Deferred Compensation account, regardless of whether they contribute. This employer contribution shall be made in bi- weekly payments and shall not be calculated as part of base salary.
b. Employees hired before June 19, 2023 who are currently enrolled in the City’s Deferred Compensation plan and are contributing at least seventy -five dollars ($75) per month will continue to receive a seventy-five dollar ($75) reimbursement from the City monthly through July 31, 2023. Thereafter, such employee participants shall no longer receive a monthly reimbursement, but rather will have the seventy -five dollar ($75) per month employer contribution automatically deposited in their Deferred Compensation account, regardless of whether they continue to contribute. This employer contribution shall be made in bi-weekly payments and shall not be calculated as part of base salary.
c. Employees hired before June 19, 2023 who are currently enrolled in the City’s Deferred Compensation plan and are contributing less than seventy-five dollars ($75) per month will have a seventy -five ($75) per month employer contribution automatically deposited in their Deferred Compensation account, regardless of whether they continue to contribute. This employer contribution shall be made in bi - weekly payments and shall not be calculated as part of base salary.
d. Employees hired before June 19, 2023 who are not enrolled in the City’s Deferred Compensation plan may enroll in the plan and will have a seventy-five dollar ($75) per month employer contribution automatically deposited in their Deferred Compensation account, regardless of whether they contribute.
The employer contribution shall be made in bi -weekly payments and shall not be calculated as part of base salary.
SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITED EMPLOYEES; AND BENEFITS AND TERMS AND CONDITIONS FOR
PERMANENT AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT
AIRPORT PUBLIC SAFETY SUPERVISORS
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A. Employees 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. U pon 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
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 Prote cted 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 Resolution No. 2022-152
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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. Benefits for Limited Employees
1. Benefits for Limited employees appointed pursuant to FMC Section 3-256 who do not hold a permanent position as defined in FMC Section 3- 202 to a job classification listed in Exhibit 2 or who are not permanent employees as defined in FMC Section 3-202 shall be as follows:
a. Health and Welfare and leave benefits shall be afforded to Limited employees commensurate with the benefits provided to employees in the same job classification who hold a permanent position in Exhibit 2 or permanent employees as defined by FMC Section 3-202, respectively.
b. Limited employees shall be provided with Social Security benefits and shall not be members of the Fresno City Retirement Systems. Limite d employees who participated in the plan as permanent full -time employees and whose contributions remain on deposit remain members of the Fresno City Retirement Systems.
c. Limited employees shall be paid for jury duty attendance and court attendance in accordance with FMC Sections 3-109 and 3-110.
2. Benefits for Limited e mployees appoint ed pursuant to FMC Section 3- 256 who hold a permanent position as defined in FMC Section 3-202 to a job classification listed in Exhibit 2 or who are permanent employees as defined in FMC Section 3- 202 shall continue to receive the same benefits commensurate with those provided in their permanent position or as a permanent employee, respectively, except as specifically modified herein.
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D. 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 employee, at their sole discretion, must determine whether to designate leave as Protected Sick Leave under CA LC 233. Employees shall note this designation when reporting the absence. 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 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 subsection 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.
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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.
DE. Benefits and Terms and Conditions for Permanent Airport Public Safety Officers and Permanent Airport Public Safety Supervisors shall be as follows:
1. Health and Welfare
a. Health and Welfare benefits shall be provided as outlined in Section 16A, unless an employee elects the Other Health Insurance Opt Out Option as outlined in subsection C.1.b. below.
b. Other Health Insurance Opt Out Option:
(1) With proof of other health insurance coverage, employees may opt out of enrolling in the City’s Health and Welfare plan if enrolled in a health plan outside of the City, such as a spousal plan.
(2) Eligible employees (i.e., with proof of other health insurance) may opt out of enrolling in the City’s Health and Welfare plan upon:
a) E mployment with the City;
b) W ithin thirty (30) days of a qualifying event; or
c) D uring the open enrollment period for the Health Plan.
(3) On an annual basis during the month of November, an employee electing to opt out of the City’s Health and Welfare plan will be required to submit proof of other health insurance to the Personnel Services Department. If other insurance is discontinued for any reason at any point, the employee must notify the Personnel Services Department Immediately. If the employee does not provide proof of other health insurance annually during the month of November, they will automatically be enrolled in the City’s Health and Welfare Trust Plan, and will not be eligible to opt out of the City’s Health and Welfare Trust Plan during the respective plan year unless they have a qualifying event and submit proof of other insurance within thirty (30) (30) days of the qualifying event. Otherwise, they may opt out during the open enrollment period for the Health and Welfare Trust Plan with acceptable proof of other health insurance.
(4) Acceptable proof of other health insurance will be presenting a current insurance identification card bearing the employee’s name, or proof of the employee’s eligibility from the insurance provider. In all cases, acceptable proof of other health insurance for purposes of this section must include the City employee’s name.
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2. Pension and Social Security
a. Pension for Airport Public Safety Officers
Airport Public Safety Officers in the Fire and Police Retirement system 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 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 d eposited into a member’s Deferred Retirement Account Program (“DROP”) account.
COLA Adjustments:
COLA Adjustments for Career-Rank Average Method DROP Members and Retirees
Effective February 28, 2022, any future cost of living adjustments (“COLA adjustments”) for Career-Rank Average Method Deferred Retirement Option Program (“DROP”) members and retirees who entered DROP or retired (not having entered DROP) from positions in this unit under FMC Section 3- 301(a)(9) prior to February 28, 2022, and whose COLA adjustments are calculated using the “F” Step of their respective rank, shall have their COLA adjustments calculated under FMC Section 3- 301 (a)(9) using the “G” Step salary in lieu of their “F” Step salary to determine “average compensation”.
COLA Adjustments for Final Three Year Average Method DROP Members and Retirees
Effective February 28, 2022, any future COLA adjustments for Final Three Year Average Method DROP members and retirees shall be calculated pursuant to FMC Section 3-302(g).
For Final Three Year Average Method DROP members and retirees, COLA pursuant to FMC Section 3- 302(g) will be effective July 1, 2021, for the February 28, 2022 wage increase, and will be effective July 1, 2022 for the June 20, 2022 wage increase.
b. Pension for Airport Public Safety Supervisors
Employees in Tier 2 of the Fire and Police Retirement System, hired on or after June 29, 2015, 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 Resolution No. 2022-152
FY 23 24 Salary Resolution
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%) contributi on 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.
Effective June 29, 2015, employees in Tier 1 of the Fire and Police Retirement System’s, and in Tier 2 who were hired before June 29, 2015, including those employees in DROP, shall make an additional contribution equal to one percent (1%) 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 reduct ion in accordance with this provision to the City of Fresno Fire and Police Retirement System. The employee shall have no option to receive the one percent (1%) contribution in cash. The one percent (1%) 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.
COLA Adjustments:
COLA Adjustments for Career-Rank Average Method DROP Members and Retirees
Effective January 17, 2022, any future cost of living adjustments (“COLA adjustments”) for Career-Rank Average Method Deferred Retirement Option Program (“DROP”) members and retirees who entered DROP or retired (not having entered DROP) from positions in this unit under FMC Section 3- 301(a)(9) prior Ja nuary 17, 2022, and whose COLA adjustments are calculated using the “F” Step of their respective rank, shall have their COLA adjustments calculated under FMC Section 3- 301 (a)(9) using the “G” Step salary in lieu of their “F” Step salary to determine “average compensation”.
COLA Adjustments for Final Three Year Average Method DROP Members and Retirees
January 17, 2022, any future COLA adjustments for Final Three Year Average Method DROP members and retirees shall be calculated pursuant to FMC Section 3-302(g).
For Final Three Year Average Method DROP members and retirees, COLA pursuant to FMC Section 3- 302(g) will be effective July 1, 2021 for the January 17, 2022 wage increase, and will be effective July 1, 2022, for the June 20, 2022 wage increase.
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c. Permanent Part Time Airport Public Safety Officers and Permanent Part Time Airport Public Safety Supervisors
Permanent part time Airport Public Safety Officers and permanent Part Time Airport Public Safety Supervisors shall participate in the Social Security System and shall not be members of the City of Fresno Fire and Police Retirement System unless:
(1) The individual is transferring from a full time permanent position in the City of Fresno Fire and Police Retirement System to a part time position in the Fire and Police System;
(2) At separation from City employment, the individual elected a Deferred Vested status in the Fire and Police Retirement System. Upon re- employment as a Public Safety Supervisor, the individual will resume participation in the Fire and Police Retirement System; or
(3) The individual is a retiree of the City of Fresno Fire and Police Retirement System and is reinstated from retirement by the City of Fresno Fire and Police Retirement Board in accordance with Fresno Municipal Code Section 3-334.
3. Life Insurance and Long Term Disability for Permanent Airport Public Safety Supervisors
a. Life Insurance: 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.
b. Long Term Disability: The City provides Long Term Disability Insurance for employees in accordance with terms of the City’s policy.
4. Sick Leave
Employees shall accrue Sick Leave at the rate of eight point four (8.4) hours for each completed calendar month of employment. Employees shall not accrue additional Sick Leave once their balance reaches nine hundred (900) hours. The FMC, City Administrative Orders, departmental policies, procedures, rules and regulations concerning Sick Leave usage and administration will continue to apply.
Protected Sick Leave:
All employees may use up to one-half of their annual Sick Leave accrual for purposes consistent with California Labor Code section 233.
Protected Sick Leave, as described above, may be used under the following circumstances, and may be designated as protected time pursuant to the state law at the employees’ discretion:
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• Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee;
• 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,
• 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).
Employees who terminate City employment and return within one year of such termination will be entitled to reinstatement of their Sick Leave balances at the time of termination from City employment, up to a total of 48 hours.
Any leave taken under these provisions which would also apply to other Sick Leave provisions (e.g., Protected Sick Leave and/or family and medical leave) would also count toward those provisions.
5. Supplemental Sick Leave
On each July 1 employees shall be credited forty (40) hours of Supplemental Sick Leave with an accrual limit of forty (40) hours per year and up to a total lifetime maximum of eighty (80) hours. However, if an employee is absent from work on a leave without pay status on July 1st, the additional forty (40) hours shall be prorated and received upon the employee’s return to work. The credit of hours shall be prorated for employees hired after July 1st.
Supplemental Sick Leave may only be utilized once the employee has exhausted all other Sick Leave and Vacation Leave accruals, or as Protected Sick Leave during the first and second year of employment where an employee is accruing Supplemental Sick Leave and once their regular Sick Leave balance is exhausted, Resolution No. 2022-152
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up to one- half of the total time accrued during the fiscal year may be used in accordance with California Labor Code 233, as described in Section 18.B.3. above.
Upon separation from City service the accrued Supplemental Sick Leave hours will be:
a. Credited as service credit on an hour-per-hour basis upon retirement; or
b. Cashed out at retirement or upon separation from the City.
6. Vacation Leave
a. Airport Public Safety Officers:
(1) Employees shall accrue Vacation Leave hours for each completed calendar month of employment as reflected below. Employees are allowed to only accumulate up to twice their amount of annual accrual of Vacation Leave.
Years of Continuous
Employment
Accrual Rate
(hrs./mo.)
Less than 10
8.4 More than 10
10.5 (2) An employee’s Vacation Leave accumulation shall not cease due to refusal by the City to grant Vacation Leave prior to the employee reaching the Vacation Leave accumulation limit applicable to the employee’s position and length of service. In the event an employee requests in writing Vacation Leave one (1) month prior to the month in which the limit would be reached, and such request is refused, the Director of Aviation or designee shall extend the employee’s Vacation Leave accumulation limit for ninety (90) days during which time the employee shall be scheduled for Vacation Leave sufficient to reduce the employee’s balance below the accumulation limit.
b. Airport Public Safety Supervisors:
(1) Employees hired before June 29, 2015 shall accrue V acation Leave hours for each completed calendar month of employment as reflected below. Employees with less than ten (10) years of continuous employment are allowed to accrue 336 hours of V acation Leave, and employees with ten (10) years or more continuous employment are allowed to accrue 420 hours of Vacation Leave.
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Years of Continuous
Employment
Accrual Rate
(hrs./mo.)
Less than 10
10.5 More than 10
14 (2) Employees hired on or after June 29, 2015 shall accrue Vacation Leave hours for each completed calendar month of employment as reflected below. Employees are allowed to only accrue up to twice their amount of annual accrual of Vacation Leave.
Years of Continuous
Employment
Accrual Rate
(hrs./mo.)
Less than 10
8.4 More than 10
10.5 (3) An employee’s Vacation Leave accumulation shall not cease due to refusal by the City to grant Vacation Leave prior to the employee reaching the Vacation Leave accumulation limit applicable to the employee’s position and length of service. In the event an employee requests in writing Vacation Leave one (1) month prior to the month in which the limit would be reached, and such request is refused, the Director of Aviation or designee shall extend the employee’s Vacation Leave accumulation limit for ninety (90) days during which time the employee shall be scheduled for Vacation Leave sufficient to reduce the employee’s balance below the accumulation limit.
7. Holiday Leave
a. Airport Public Safety Officers:
(1) Employees shall accrue eight point four 8.4 hours per month in lieu of the Holidays recognized in FMC Section 3-116.
(2) Employees may request payment and be compensated for up to forty eight (48) hours or ten percent (10%) of their holiday leave balance, whichever is greater, each fiscal year. The employee’s request to be paid must be received by the Department payroll clerk at least ten (10) calendar days prior to the next biweekly pay period. Employees must Resolution No. 2022-152
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cash o ut a minimum of twelve (12) hours. No cash out may be requested between April 1st and June 30th.
b. Airport Public Safety Supervisors:
(1) Employees shall accrue eight point four (8.4) hours per month as holiday leave in lieu of the Holidays recognized in FMC Section 3-116.
(2) Employees may request payment and be compensated for up to forty eight (48) hours or twenty -five percent (25%) of their holiday leave balance, whichever is greater, each fiscal year. The employee’s request to be paid must be received by the Department payroll clerk at least ten (10) calendar days prior to the next biweekly pay period. Employees must cash out a minimum of twelve (12) hours.
8. Compensatory Time Off
a. An employee has the option to accrue CTO in lieu of cash payment for overtime hours worked for the first sixty (60) hours of overtime worked in a fiscal year. CTO may not be rolled over into the next fiscal year. CTO may be used for time off during the fiscal year it is earned, will be cashed out upon separation from employment if unused CTO from the current fiscal year remains, or will be cashed out during the last pay period of each fiscal year at the employee’s base rate of pay.
b. Employees who have reached the maximum accrual (60) hours of CTO in a fiscal year shall be given cash payment for additional overtime hours worked.
c. CTO shall be accumulated at the applicable overtime rate for the time worked under the provisions of the Fair Labor Standards Act (FLSA).
d. The use of accumulated CTO shall be requested, and subject to approval by the Airport Public Safety Manager or designee.
9. Premium Pay
a. P.O.S.T Certificate Pay:
(1) Airport Public Safety Officers
a) Employees who have satisfactorily attained the Advanced P.O.S.T.
Certificate shall be compensated at a rate of seven percent (7%) above the base rate of pay.
(2) Airport Public Safety Supervisors
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a) Employees who have satisfactorily attained the Intermediate P.O.S.T. Certificate shall be compensated at a rate of five percent (5%) above the base rate of pay.
b) Employees who have satisfactorily attained the Advanced P.O.S.T.
Certificate shall be compensated at a rate of seven percent (7%) above the base rate of pay.
c) Airport Public Safety Supervisors who have satisfactorily attained the Supervisory P.O.S.T. Certificate shall be compensated at a rate of nine percent (9%) above the base rate of pay.
d) P.O.S.T. Certificate pays are not stackable with each other and shall be paid at the highest certification obtained.
b. Night Shift Premium:
Employees who have a shift regularly scheduled from 19:00 hours to 07:00 hours will receive night shift premium pay of $1.75 per hour for all hours actually worked between said hours.
c. Bilingual Certification Pay:
Employees shall be eligible for the Bilingual Certification Program as provided in Section 15.
10. Uniform Allowance
Employees shall receive $1,200 per year as a uniform purchase and maintenance allowance and paid in semi -annual installments on the last pay period in December and June. For employees in Tier 2 of the City of Fresno Fire and Police Retirement System, the uniform allowance is not pensionable.
11. Health Reimbursement Arrangement
The City currently maintains a Health Reimbursement Arrangement (HRA) that qualifies as a "health reimbursement arrangement" as described in Internal Revenue Service (IRS) Notice 2002-45 and other guidance published by the IRS regarding HRAs.
At service retirement, or at a disability retirement if a Tier I or Tier II member is otherwise eligible for service retirement, or upon resignation if the employee is otherwise eligible for service retirement, employees who have used one hundred twelve (112) hours or less of Sick Leave used for sick time (excluding only hours used for Workers’ Compensation benefits and/or statutorily protected leaves such as Family & Medical Leave, and Family Sick Leave, and/or Bereavement Leave) 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 for the participant, the participant’s spouse (or surviving spouse in the event of Resolution No. 2022-152
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the death of the participant), and the participant’s dependents pursuant to the City of Fresno Retiree HRA Plan Document.
The "value" of the account shall be determined as follows:
• The number of accumulated Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 80% of the employee's then current hourly base rate of pay.
• The hourly base rate of pay for employees shall be the equivalent of the monthly salary for the classification as reflected in the Salary Resolution, multiplied by twelve (12) months then divided by 2,080 hours.
At the employer’s option, the HRA accounts shall be book accounts only – no actual trust account shall be established for any employee. Each HRA book 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).
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, eligible employees shall not be allowed to cash out any accumulated or accrued sick leave at retirement.
12. Workers’ Compensation
a. Consistent with FMC Section 3 -118, the percentage of wages or salary and benefits received by an employee who suffers an injury in the course and scope of City employment shall be the percentage and benefits established by the State of California workers’ compensation laws set forth in the California Labor Code.
b. Partial days of absence due to a work related injury or illness, including the day of injury or illness, shall be at full pay and shall not count toward the exclusion period; however, this time shall be recorded as work related injury/illness absence.
c. At the employee’s option, in the event work related injury/illness pay from the City is not provided during the first three (3) days of absence due to the work related injury or illness, the employee may first take Sick L eave, Vacation Leave, or Holiday Leave for that period.
d. If the employee is placed on sick leave, vacation or holiday pending determination as to whether the injury or illness is industrial, and the injury or illness is determined to be industrial, sick leave, vacation or holiday shall be restored within thirty (30) calendar days of such determination provided that Resolution No. 2022-152
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the employee has submitted all necessary documents relevant to their Workers’ Compensation claim, and the employee placed on work related injury/illness leave as provided herein.
e. If the employee is placed on sick leave, vacation or holiday pending determination as to whether the injury or illness is industrial, and the injury or illness is determined not to be industrial, sick leave, vacation or holiday shall not be restored.
f. Retirement benefits shall not be reduced as a result of compensation paid at the one hundred percent (100%) rate level of compensation established herein. Changes in contribution by the City and employee shall be in accordance with the applicable retirement code sections.
g. Notwithstanding the provisions of the FMC, for the first sixty (60) days of absence in any fiscal year, benefits, including but not limited to holiday leave accumulation and uniform allowance, shall continue to accrue.
13. Airport Public Safety Officer Temporary Assignment to Perform Duties of Absent Employees (Acting)
In the absence of an Airport Public Safety Supervisor, Airport Public Safety Officers who meet the minimum qualifications of the Airport Public Safety Supervisor classification may be authorized by the Airports Director or designee to act as an Airport Public Safety Supervisor. For hours actually worked in an acting capacity, the employee will be compensated as an Airport Public Safety Supervisor such that the employee shall be paid the step in the Airport Public Safety Supervisor salary range which is at least three and one-half percent (3.5%) higher than the base rate of pay received as an Airport Public Safety Officer. If such an increase would require a payment greater than the highest step of the Airport Public Safety Supervisor salary range, then the highest step of the Airport Public Safety Supervisor salary range shall be paid.
14. Rates of Pay
The hourly base rate of pay for employees shall be the equivalent of the monthly salary for the classification as reflected in the Salary Resolution, multiplied by twelve (12) months then divided by 2,080 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 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.
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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 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.
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.
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 after the transfer in bargaining unit. The cash out is obtained by Conversion example:
100 unused hrs x $15.00 (Former base rate) = 75 hrs placed in non-accruing $20.00 (New class base rate) annual leave balance account Resolution No. 2022-152
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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) and Government Code Section 12945.7, upon the death of a member of an employee’s immediate family, the employee shall be allowed to use Sick Leave (or Annual Leave, or any other accrued and available Leave), or Leave Without Pay if the employee has exhausted all Leave balances, as is actually necessary to take care of funeral arrangements or attend the funeral, but not to exceed for up to four five total working days, taken either consecutively or intermittingly, during a period of up to three (3) months after the immediate family member’s death; provided, however, that members of the f ire 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 provisionIn accordance with Government Code Section 12945.2 , 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 or Annual Leave to attend the funeral of a person other than a member of the immediate family if granted such l eave by their department director . The Resolution No. 2022-152
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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 or from 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. 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).
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 Resolution No. 2022-152
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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 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 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 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.
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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 temporary 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 majority 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 Administrator provided 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 w ill receive a Referral Incentive of up to a total of one thousand dollars ($1,000) per referral, subject to the terms outlined below:
Resolution No. 2022-152
FY 23 24 Salary Resolution
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:
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 com pletion 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) mo nths of City service following the successful completion of the probationary period.
Resolution No. 2022-152
FY 23 24 Salary Resolution
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.
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 has met the requirements desc ribed 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.
Resolution No. 2022-152
FY 23 24 Salary Resolution
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 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.
SECTION 28.
CONFLICTING RESOLUTIONS
Resolution No. 2021-1762022-152, 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, 20222023.
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 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
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 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
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.
*** Effective 4/24/2023, by the Thirteenth Amendment to the Salary Resolution 2022-152.
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 I*** 7101094 124 3715 3901 4095 4301 4515 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
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
SEE APPENDIX FOR FOOTNOTES Page 2.1
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 87068291 - 119711140 1 Assistant City Attorney 160008e - E4 11958113
89 - 188781797
9 Assistant City Manager 150135e - E3 15950151
90 - 219312088
7 Assistant Controller 135020e - E5 9588 - 155461480
6 Assistant Director 150160e - E5 9588 - 155461480
6 Assistant Director of Personnel
Services 150043e - E5 9588 - 155461480
6 Assistant Director of Public Utilities 620100e - E5 9588 - 155461480 6 Assistant Director of Public Works 210089e - E5 9588 - 155461480 6 Assistant Police Chief 415010e - E5 9588 - 155461480
6 Assistant Retirement Administrator 135040e - E5 9588 - 155461480 6 Background Investigator 410055 - E16 49034086 - 66396323 Budget Analyst 135006e -12 E15 55465411 - 75657205
Budget Manager 135008e - E5E7 87069588 - 119711480
6 Chief Assistant City Attorney 160015e - E3 15950151
90 - 219312088
7 Chief Information Officer 125067e - E4 11958113
89 - 188781797
9 Chief Labor Negotiator* 150030e - E6 10270855
8 - 138401318
1 Chief of Staff to Councilmember 150086e - E10 39053124 - 108821036 4 Chief of Staff to the Mayor 150123e - E5 9588 - 155461480 6 City Attorney 160009e - E1 18159172
94 - 24,9682377
9 SEE APPENDIX FOR FOOTNOTES Page 2.1
e Exempt class, see Section 4
*Effective 10/3/22, by the Third Amendment to the Salary Resolution 2022-152.
City Attorney Investigator 160003 - E15 55465411 - 75657205 City Clerk 150125e - E4 11958113
89 - 188781797
9 City Engineer 210080e - E4 11958113
89 - 188781797
9 City Manager 150130e - E1 18159172
94 - 24,9682377
9 Community Coordinator 150075e - E11 41884086 - 73046956 Community Outreach Specialist 150230e - E11 41884086 - 73046956 Controller 135021e - E4 11958113
89 - 188781797
9 Council Assistant 150085e - E10 39053124 - 108821036
4 Deputy City Attorney II 160006e - E8 77257537 - 108821036 4 Deputy City Attorney III 160007e - E7 87068291 - 119711140 1 SEE APPENDIX FOR FOOTNOTES Page 2.2
SEE APPENDIX FOR FOOTNOTES Page 2.2
EXHIBIT 2
Unit 2 – Non-Represented Management and Confidential Classes
CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Deputy City Manager* ** 150140e - E5 9588 - 155461480
6 Director 150170e - E4 1195811
389 - 188781797
9 Director of Aviation 310045e - E4 1195811
389 - 188781797
9 Director of Development 220020e - E4 1195811
389 - 188781797
9 Director of Personnel Services 150042e - E4 1195811
389 - 188781797
9 Director of Public Utilities 620101e - E4 1195811
389 - 188781797
9 Director of Transportation 310040e - E4 1195811
389 - 188781797
9 Economic Development
Coordinator 150090e - E10 3905312
4 - 108821036
4 Economic Development Director 150099e - E4 1195811
389 - 188781797
9 Executive Assistant to
Department Director 115003e - E19 4376397
8 - 64776169
Executive Assistant to the City
Attorney 115004e - E17 4973397
8 - 74497094
Executive Assistant to the City
Manager 115001e - E17 4973397
8 -
74497094
Executive Assistant to the Mayor 115002e - E17 4973397
8 74497094
Fire Chief 425007e - E3 1595015
190 - 219312088
7 Governmental Affairs Manager 150240e - E10 3905312
4 - 108821036
4 Human Resources Manager 150025e - E7 8706829
1 - 119711140
1 Independent Reviewer 150220e - E5 9588 - 155461480
6 Internal Auditor 135010e -12 E15 5546541
1 - 75657205
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.
*Effective 10/3/22, by the Third Amendment to the Salary Resolution 2022-152.
**Effective 3/27/2023, by the Twelfth Amendment to the Salary Resolution 2022-152.
Investment Officer 135014e - E6 1027085
58 - 138401318
1 Management Analyst II 150032e† 12 E15 5546541
1 - 75657205
Payroll Accountant** 130016e -12 E20 5990570
5 - 108821036
4 Payroll Manager 135012e - E7 8706829
1 - 119711140
1 Police Chief 415008e - E2 16,34915
570 - 236162142
0 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-E12 8310829
1 - 11426114
01 Principal Internal Auditor 135011e - E8 7725753
7 - 10882103
64 Principal Labor Relations/Risk
Analyst* 150018e - E12 8310791
4 - 11426108
82 Project Liaison/Program
Administrator* 150062e - E13 9092*** - 13126125
01 Public Affairs Officer 150118e - E8 7725753
7 - 10882103
64 Public Works Director 210085e - E4 1195811
389 - 18878179
79 Retirement Administrator 135030e - E3 1595015
190 - 21931208
87 Retirement Benefits Manager 135045e - E7 8706829
1 - 11971114
01 Retirement Office Manager 115007e - E17 4973397
8 - 74497094
Senior Budget Analyst 135007e - E8 7725753
7 - 10882103
64 Senior City Attorney Investigator** 160004e - E8 7725753 7 - 10882103
64 Senior Deputy City Attorney I 160013e - E6 1027085
58 - 13840131
81 Senior Deputy City Attorney II 160014e - E21 9649941 4 - 15225145
00 Senior Deputy City Attorney III 160016e - E22 1013198 84 - 15985152
24 Senior Human Resources/Risk
Analyst
150017e - E8 7725753
7 - 10882103
64 Senior Law Clerk 11502210 - E16 4903408
6 - 66396323
Supervising Deputy City Attorney 160010e - E5 9588 - 15546148 06 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 10/3/22, by the Third Amendment to Salary Resolution 2022-152. **Effective 12/15/22, by the Seventh Amendment to Salary Resolution 2022-152.
SEE APPENDIX FOR FOOTNOTES Page 2.3
***Effective 1/2/23, by the Eighth Amendment to the Salary Resolution 2022-152.
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. 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 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022-152. ***Effective 4/24/2023, by the Thirteenth Amendment to the Salary Resolution 2022-152.
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 4733 4950 5179 5431 5685 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 3104 3247 3395 3553 3716 Airports Credentialing Technician*** 115080 12 3780 3956 4139 4336 4540 Airports Operations Officer I 3100064 124 4736 4969 5208 5469 5742 Airports Operations Officer II 3100094 124 5208 5469 5742 6030 6332 Associate Electrical Safety
Consultant I** 230022 12 5914 6195 6493 6799 7127
Associate Electrical Safety
Consultant II** 230023 12 6233 6532 6841 7170 7518
Associate Environmental & Safety
Consultant I** 230003 12 5914 6195 6493 6799 7127
Associate Environmental & Safety
Consultant II** 230004 12 6233 6532 6841 7170 7518
Associate Plumbing & Mechanical
Consultant I** 230012 12 5914 6195 6493 6799 7127
Associate Plumbing & Mechanical
Consultant II** 230013 12 6233 6532 6841 7170 7518
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 5914 6195 6493 6799 7127 Building Inspector III** 230009 12 6233 6532 6841 7170 7518
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 leve l, 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. *Effective 3/27/2023, by the Ninth Amendment to the Salary Resolution 2022-152. **Effective 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022-152.
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 3245 3396 3563 3717 3889 Call Center Representative II** 1150713 123 3557 3717 3889 4072 4263 Central Printing Clerk** 120005 12 3089 3231 3377 3536 3699 Chemist 620020 12 5150 5400 5654 5925 6207
City Records Specialist 115025 12 3892 4072 4263 4463 4675 Commercial Building Inspector** 230015 12 5914 6195 6493 6799 7127 Community Recreation Assistant** 520010 12 3774 3943 4106 4272 4459 Community Revitalization Specialist 230053 12 5276 5530 5795 6111 6366 Community Revitalization Technician 230059 12 3670 3841 4020 4210 4408 Community Services Officer I** 4100254 124 3510 3670 3840 4018 4205 Community Services Officer II** 4100264 124 3840 4018 4205 4404 4612 Computer Systems Specialist I** 1250104 124 5471 5725 5998 6286 6583 Computer Systems Specialist II** 1250114 124 5998 6282 6581 6895 7230 Computer Systems Specialist III** 125012 12 6583 6899 7232 7577 7945 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 3248 3395 3549 3715 3889 Customer Services Clerk II** 1150613 123 3558 3724 3899 4075 4263 Cybersecurity Analyst** 125090 12 6583 6899 7232 7577 7945 Deputy City Clerk** 1150284 124 3500 3662 3831 4010 4194 Development Services Coordinator** 230057 12 5427 5725 6003 6290 6592 Digital Forensics Analyst** 410050 12 7182 7543 7919 8315 8731 Emergency Services Call Taker* 410000 12 4854 5074 5262 5502 5734 Emergency Services Dispatcher I* 4100015 125 4854 5074 5262 5502 5734 Emergency Services Dispatcher II* 4100025 125 5247 5497 5758 6029 6306 Emergency Services Dispatcher III* 410003 12 5774 6038 6331 6601 6936
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. **Effective 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022-152.
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 4015 4204 4394 4598 4822 Engineering Inspector I** 2300754 124 5288 5557 5807 6081 6376 Engineering Inspector II** 2300764 124 5784 6057 6349 6652 6972 Engineering Technician I 2100054 124 3978 4164 4365 4559 4774 Engineering Technician II** 2100064 124 4724 4955 5183 5424 5684 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 6583 6899 7232 7577 7945
Geographic Information System
(GIS) Technician I** 1250264 124 5467 5722 5993 6281 6578 Geographic Information System
(GIS) Technician II** 1250274 124 5998 6280 6581 6895 7230 Graphics Technician** 120013 12 4268 4474 4691 4920 5160 Helicopter Pilot** 410033 12 6471 6787 7119 7468 7836
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
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.
*Effective 10/3/2022, by the Fourth Amendment to the Salary Resolution 2022-152. **Effective 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022-152. ***Effective 3/27/2023, by the Twelfth Amendment to the Salary Resolution 2022-152.
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 6583 6899 7232 7577 7945 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 3049 3174 3305 3435 3581 Parking Enforcement Officer II** 7101214 124 3314 3455 3598 3743 3911 Parking Enforcement Officer III** 710122 12 3598 3743 3911 4071 4246 Park Ranger I* ** 4100604 124 3510 3670 3840 4018 4205
Park Ranger II* ** 4100614 124 3840 4018 4205 4404 4612 Phlebotomist 410007 12 3552 3721 3893 4074 4263
Planner I** 2200053 63 4901 5122 5367 5626 5896
Planner II** 2200063 123 5522 5826 6109 6400 6707
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 4148 4339 4541 4752 4975 Police Support Services Clerk** 115043 12 3443 3602 3768 3943 4126 Police Support Services
Technician** 115044 12 3780 3956 4139 4336 4540
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 5474 5730 6001 6291 6587 Programmer/Analyst II** 1250214 124 5998 6282 6581 6895 7230 Programmer/Analyst III** 125022 12 6583 6899 7232 7577 7945 Programmer/Analyst IV** 125023 12 7231 7582 7950 8328 8730 Property & Evidence Technician** 145010 12 4217 4415 4622 4840 5068 Property Specialist I*** 1750014 124 5068 5313 5565 5826 6108 Property Specialist II*** 1750024 124 5873 6153 6450 6756 7083 Radio Dispatcher 120015 12 3602 3765 3922 4095 4263
Rangemaster/Armorer 410035 12 4972 5208 5455 5718 5989
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 4894 5125 5369 5623 5889 Recreation Specialist** 520005 12 4087 4275 4476 4687 4906 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 3716 3889 4070 4258 4460
Senior Account Clerk 130003 12 3557 3718 3889 4072 4264 Senior Administrative Clerk** 110003 12 3395 3553 3716 3889 4070 Senior Call Center Representative** 115072 12 4095 4292 4499 4717 4946 Senior Commercial Building
Inspector** 230016 12 6233 6532 6841 7170 7518
Senior Community Revitalization
Specialist 230054 12 5914 6192 6480 6794 7123
Senior Community Services
Officer** 410027 12 4178 4374 4579 4791 5019
Senior Crime Scene Technician** 410012 12 4972 5208 5455 5718 5989 Senior Customer Services Clerk** 115062 12 4066 4248 4445 4654 4872 Senior Cybersecurity Analyst 125091 12 7229 7580 7947 8326 8728 Senior Deputy City Clerk 1150294 124 3904 4084 4277 4477 4690 Senior Engineering Technician** 210007 12 5329 5581 5843 6124 6406 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 Park Ranger* ** 410062 12 4178 4374 4579 4791 5019 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 4622 4840 5068 5305 5559
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.
*Effective 10/3/2022, by the Fourth Amendment to the Salary Resolution No. 2022-152. **Effective3/27/2023, by the Tenth Amendment to the Salary Resolution No. 2022-152.
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 4217 4415 4622 4840 5068 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 4724 4955 5183 5424 5684 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.
**Effective 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022- 152.
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 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.
**Effective 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022-152.
***Effective 4/24/2023, by the Thirteenth Amendment to the Salary Resolution 2022- 152.
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Account Clerk I 1300013 63 3014 3151 3293 3446 3610
Account Clerk II 1300023 123 3332 3485 3651 3816 3992
Accountant-Auditor I** 1300114 124 4875 5099 5335 5594 5856 Accountant-Auditor II 1300124 124 5343 5590 5861 6140 6431 Accounting Technician 130010 12 4022 4211 4409 4612 4831 Administrative Clerk I 1100013 63 2797 2927 3057 3198 3343 Administrative Clerk II** 1100023 123 3198 3345 3497 3660 3828 Airports Credentialing Technician*** 115080 12 3894 4075 4264 4467 4677 Airports Operations Officer I 3100064 124 4879 5119 5365 5634 5915 Airports Operations Officer II 3100094 124 5365 5634 5915 6211 6522 Associate Electrical Safety
Consultant I** 230022 12 6092 6381 6688 7003 7341
Associate Electrical Safety
Consultant II** 230023 12 6420 6728 7047 7386 7744
Associate Environmental & Safety
Consultant I** 230003 12 6092 6381 6688 7003 7341
Associate Environmental & Safety
Consultant II** 230004 12 6420 6728 7047 7386 7744
Associate Plumbing & Mechanical
Consultant I** 230012 12 6092 6381 6688 7003 7341
Associate Plumbing & Mechanical
Consultant II** 230013 12 6420 6728 7047 7386 7744
Billing System Specialist 125075 12 4429 4638 4857 5076 5313 Budget Technician 135005 12 4023 4208 4406 4613 4831
Building Inspector I 2300074 124 5569 5833 6109 6404 6706 Building Inspector II** 2300084 124 6092 6381 6688 7003 7341 Building Inspector III** 230009 12 6420 6728 7047 7386 7744
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. *Effective 3/27/2023, by the Ninth Amendment to the Salary Resolution 2022-152. **Effective 3/27/2023, by the Tenth Amendment to Salary Resolution 2022-152.
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Call Center Representative I** 1150703 63 3343 3498 3670 3829 4006 Call Center Representative II** 1150713 123 3664 3829 4006 4195 4391 Central Printing Clerk** 120005 12 3182 3328 3479 3643 3810 Chemist 620020 12 5305 5562 5824 6103 6394
City Records Specialist 115025 12 4009 4195 4391 4597 4816 Commercial Building Inspector** 230015 12 6092 6381 6688 7003 7341 Community Recreation Assistant** 520010 12 3888 4062 4230 4401 4593 Community Revitalization Specialist 230053 12 5435 5696 5969 6295 6557 Community Revitalization Technician 230059 12 3781 3957 4141 4337 4541 Community Services Officer I* 4100254 124 3616 3781 3956 4139 4332 Community Services Officer II** 4100264 124 3956 4139 4332 4537 4751 Computer Systems Specialist I** 1250104 124 5636 5897 6178 6475 6781 Computer Systems Specialist II** 1250114 124 6178 6471 6779 7102 7447 Computer Systems Specialist III** 125012 12 6781 7106 7449 7805 8184 Construction Compliance Specialist 150055 12 4659 4872 5105 5348 5598 Crime Scene Technician I 4100104 124 4460 4668 4889 5121 5364 Crime Scene Technician II 4100114 124 4889 5121 5364 5618 5889 Crime Specialist 410008 12 5593 5857 6138 6431 6743
Customer Services Clerk I** 1150603 63 3346 3497 3656 3827 4006 Customer Services Clerk II** 1150613 123 3665 3836 4016 4198 4391 Cybersecurity Analyst** 125090 12 6781 7106 7449 7805 8184 Deputy City Clerk** 1150284 124 3605 3772 3946 4131 4320 Development Services Coordinator** 230057 12 5590 5897 6184 6479 6790 Digital Forensics Analyst** 410050 12 7398 7770 8157 8565 8993 Emergency Services Call Taker* 410000 12 5000 5227 5420 5668 5907 Emergency Services Dispatcher I* 4100015 125 5000 5227 5420 5668 5907 Emergency Services Dispatcher II* 4100025 125 5405 5662 5931 6210 6496 Emergency Services Dispatcher III* 410003 12 5948 6220 6521 6800 7145
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. **Effective 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022-152 EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Engineer I 2100154 124 7081 7435 7806 8196 8606
Engineer II 2100164 124 7991 8392 8811 9251 9713
Engineering Aide I 2100013 63 3488 3643 3809 3987 4177
Engineering Aide II** 2100023 123 4136 4331 4526 4736 4967 Engineering Inspector I** 2300754 124 5447 5724 5982 6264 6568 Engineering Inspector II** 2300764 124 5958 6239 6540 6852 7182 Engineering Technician I 2100054 124 4098 4289 4496 4696 4918 Engineering Technician II** 2100064 124 4866 5104 5339 5587 5855 Environmental Control Officer 620001 12 5233 5484 5737 6010 6293 Facilities Construction Specialist 230085 12 5348 5596 5863 6142 6438 Fire Prevention Inspector I 4200015 125 4726 4948 5173 5427 5685 Fire Prevention Inspector II 4200025 125 5448 5696 5969 6262 6557 Fleet Operations Specialist 710105 12 4998 5230 5483 5741 6017 Geographic Information System
(GIS) Specialist** 125025 12 6781 7106 7449 7805 8184
Geographic Information System
(GIS) Technician I** 1250264 124 5632 5894 6173 6470 6776 Geographic Information System
(GIS) Technician II** 1250274 124 6178 6469 6779 7102 7447 Graphics Technician** 120013 12 4397 4609 4832 5068 5315 Helicopter Pilot** 410033 12 6666 6991 7333 7693 8072
Housing Rehabilitation Specialist 230056 12 5417 5681 5962 6254 6557 Industrial/Commercial Water
Conservation Representative 610015 12 5242 5492 5747 6021 6305 Interpreter/Translator 150232 12 5604 5912 6199 6495 6806 Laboratory Assistant 620010 12 3659 3833 4010 4197 4391 Laboratory Technician I 6200114 124 4399 4605 4821 5046 5282 Laboratory Technician II 6200124 124 4831 5056 5295 5548 5812 Landscape Water Conservation
Specialist 610005 12 5227 5476 5737 6008 6293
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. *Effective 10/3/2022, by the Fourth Amendment to the Salary Resolution 2022-152. **Effective 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022-152. ***Effective 3/27/2023, by the Twelfth Amendment to the Salary Resolution 2022-152.
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Law Office Assistant 115021 12 4394 4609 4833 5068 5313 Network Systems Specialist** 125030 12 6781 7106 7449 7805 8184 PAR Program Specialist 410023 12 3781 3957 4141 4337 4541 Paratransit Specialist 320005 12 4027 4217 4416 4615 4831 Park Ranger I* ** 4100604 124 3616 3781 3956 4139 4332
Park Ranger II* ** 4100614 124 3956 4139 4332 4537 4751 Parking Enforcement Officer I** 7101204 124 3141 3270 3405 3539 3689 Parking Enforcement Officer II** 7101214 124 3414 3559 3706 3856 4029 Parking Enforcement Officer III** 710122 12 3706 3856 4029 4194 4374 Phlebotomist 410007 12 3659 3833 4010 4197 4391
Planner I** 2200053 63 5049 5276 5529 5795 6073
Planner II** 2200063 123 5688 6001 6293 6592 6909
Plans and Permit Technician 220002 12 5325 5574 5827 6113 6404 Plans Examiner 210041 12 5843 6106 6400 6713 7029
Police Data Transcriptionist** 115035 12 4273 4470 4678 4895 5125 Police Support Services Clerk** 115043 12 3547 3711 3882 4062 4250 Police Support Services
Technician** 115044 12 3894 4075 4264 4467 4677
Principal Account Clerk 130004 12 4022 4211 4409 4612 4831 Procurement Specialist 140002 12 5051 5293 5542 5806 6083 Program Compliance Officer 640026 12 4319 4532 4753 4984 5227 Programmer/Analyst I** 1250204 124 5639 5902 6182 6480 6785 Programmer/Analyst II** 1250214 124 6178 6471 6779 7102 7447 Programmer/Analyst III** 125022 12 6781 7106 7449 7805 8184 Programmer/Analyst IV** 125023 12 7448 7810 8189 8578 8992 Property & Evidence Technician** 145010 12 4344 4548 4761 4986 5221 Property Specialist I*** 1750014 124 5221 5473 5732 6001 6292 Property Specialist II*** 1750024 124 6050 6338 6644 6959 7296 Radio Dispatcher 120015 12 3711 3878 4040 4218 4391
Rangemaster/Armorer 410035 12 5122 5365 5619 5890 6169
SEE APPENDIX FOR FOOTNOTES Page 3.11
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Real Estate Finance Specialist I 1700014 124 4233 4431 4632 4854 5083 Real Estate Finance Specialist II** 1700024 124 5041 5279 5531 5792 6066 Recreation Specialist** 520005 12 4210 4404 4611 4828 5054 Retirement Counselor I 1350504 124 4021 4210 4408 4614 4831 Retirement Counselor II 1350514 124 4420 4626 4844 5073 5313 Safety and Training Specialist 150050 12 4720 4949 5193 5446 5713 Secretary** 110050 12 3828 4006 4193 4386 4594
Senior Account Clerk 130003 12 3664 3830 4006 4195 4392 Senior Administrative Clerk** 110003 12 3497 3660 3828 4006 4193 Senior Call Center Representative** 115072 12 4218 4421 4634 4859 5095 Senior Commercial Building
Inspector** 230016 12 6420 6728 7047 7386 7744
Senior Community Revitalization
Specialist 230054 12 6092 6378 6675 6998 7337
Senior Community Services
Officer** 410027 12 4304 4506 4717 4935 5170
Senior Crime Scene Technician** 410012 12 5122 5365 5619 5890 6169 Senior Customer Services Clerk** 115062 12 4188 4376 4579 4794 5019 Senior Cybersecurity Analyst 125091 12 7446 7808 8186 8576 8990 Senior Deputy City Clerk 1150294 124 4022 4207 4406 4612 4831 Senior Engineering Technician** 210007 12 5489 5749 6019 6308 6599 Senior Fire Prevention Inspector 420003 12 6092 6378 6675 6998 7337 Senior Laboratory Technician 620013 12 5385 5643 5912 6193 6488 Senior Network Systems Specialist 125031 12 7446 7808 8186 8576 8990 Senior Park Ranger* ** 410062 12 4304 4506 4717 4935 5170 Senior Plans Examiner 210042 12 6417 6717 7030 7371 7730 Senior Procurement Specialist 140003 12 5542 5806 6083 6374 6676 Senior Property & Evidence
Technician** 145011 12 4761 4986 5221 5465 5726
Senior Records Clerk 110101 12 3664 3833 4011 4198 4391 Senior Secretary 110051 12 4022 4207 4406 4612 4831
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 10/3/2022, by the Fourth Amendment to the Salary Resolution No. 2022-152. **Effective 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022-152.
SEE APPENDIX FOR FOOTNOTES Page 3.12
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Senior Storeskeeper** 145002 12 4344 4548 4761 4986 5221 Senior Utility Service
Representative 230092 12 4418 4625 4844 5071 5313
Senior Water Systems Telemetry
& Distributed Control Specialist 610022 12 7446 7808 8186 8576 8990 Staff Assistant 150001 12 4028 4217 4417 4616 4832
Storeskeeper 145001 12 3992 4179 4372 4577 4792
Survey Party Technician** 210030 12 4866 5104 5339 5587 5855 Tax/Permit Inspector 135001 12 4726 4949 5175 5430 5686 Traffic Signal Operations
Specialist 710150 12 6773 7096 7439 7793 8174
Transit Scheduler 320049 12 6773 7096 7439 7793 8174
Tree Program Specialist 510015 12 4997 5232 5485 5745 6017 Utility Service Representative I 2300904 124 3663 3832 4009 4197 4391 Utility Service Representative II 2300914 124 4021 4210 4406 4613 4830 Wastewater Reclamation
Coordinator 620035 12 5221 5473 5732 6001 6292
Water Conservation
Representative 610001 12 3780 3957 4141 4335 4540
Water Systems Telemetry &
Distributed Control Specialist 610021 12 6165 6457 6766 7089 7430
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 3/27/2023, by the Tenth Amendment to the Salary Resolution 2022-152.
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 4150026 126 – – 6953 7301 7667 8052 8455 8878 9322 Police Officer
Recruit 415001 12 6308 6622 – – – – – – –
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
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 H
Firefighter Trainee 425001 --- 5233
Firefighter 425002 12 5815 6104 6411 6731 7089 7425 7797 8187 Firefighter Specialist 425003 12 6512 6837 7182 7537 7915 8311 8727 9164 Fire Captain 425004 12 7268 7632 8013 8415 8837 9280 9744 10232 Fire Investigation
Unit Supervisor 425010 12 7268 7632 8013 8415 8837 9280 9744 10232
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 H
Fire Captain 425004 12 7487 7861 8254 8668 9103 9559 10037 10539 Fire Investigation
Unit Supervisor 425010 12 7487 7861 8254 8668 9103 9559 10037 10539 Firefighter 425002 12 5990 6288 6604 6933 7302 7648 8031 8433 Firefighter Specialist 425003 12 6708 7043 7398 7764 8153 8561 8989 9439 Firefighter Trainee 425001 --- 5390
EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF), effective September 25, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Fire Captain 425004 12 7487 7861 8254 8668 9103 9559 10037 10539 11066 Fire Investigation Unit
Supervisor 425010 12 7487 7861 8254 8668 9103 9559 10037 10539 11066 Firefighter 425002 12 5990 6288 6604 6933 7302 7648 8031 8433 8855 Firefighter Specialist 425003 12 6708 7043 7398 7764 8153 8561 8989 9439 9911 Firefighter Trainee 425001 --- 5390
SEE APPENDIX FOR FOOTNOTES Page 6.1
EXHIBIT 6
Unit 6 – Bus Drivers and Student Drivers (ATU), retroactively effective October 26, 2020
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Bus Driver 320015 9 23.676923 24.865385 26.105769 27.409615 28.782692 Bus Driver 320015 9 4104 4310 4525 4751 4989
Student Driver 3200141 - 21.525000
Student Driver 3200141 - 3731
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).
EXHIBIT 6
Unit 6 – Bus Drivers and Student Drivers (ATU), retroactively effective June 21, 2021
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Bus Driver 320015 9 24.392308 25.615385 26.890385 28.234615 29.648077 Bus Driver 320015 9 4228 4440 4661 4894 5139
Student Driver 3200141 - 22.171154
Student Driver 3200141 - 3843
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).
EXHIBIT 6
Unit 6 – Bus Drivers and Student Drivers (ATU), retroactively effective June 20, 2022
CLASS TITLE
JOB
CODE
PROB
PER A B C D E Longevity
Bus Driver 320015 9 25.125000 26.388462 27.698077 29.082692 30.542308 32.071154 Bus Driver 320015 9 4355 4574 4801 5041 5294 5559
Student Driver 3200141 - 22.840385
Student Driver 3200141 - 3959
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).
7/21/2022 Second Amendment
Supersedes Original
SEE APPENDIX FOR FOOTNOTES Page 6.2
EXHIBIT 6
Unit 6 – Bus Drivers and Student Drivers (ATU), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E Longevity
Bus Driver 320015 9 25.880769 27.184615 28.534615 29.959615 31.459615 33.034615 Bus Driver 320015 9 4486 4712 4946 5193 5453 5726
Student Driver 3200141 - 23.526923
Student Driver 3200141 - 4078
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).
EXHIBIT 6
Unit 6 – Bus Drivers and Student Drivers (ATU), effective June 17 2024
CLASS TITLE
JOB
CODE
PROB
PER A B C D E Longevity
Bus Driver 320015 9 26.659615 28.003846 29.394231 30.859615 32.405769 34.026923 Bus Driver 320015 9 4621 4854 5095 5349 5617 5898
Student Driver 3200141 - 24.236538
Student Driver 3200141 - 4201
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).
7/21/2022 Second Amendment
Supersedes Original
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
EXHIBIT 7
Unit 7 – Non-Supervisory Groups and Crafts (IBEW), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER RANGE SALARY
Air Conditioning Mechanic 730001 12 Flat Rate 7276
Airports Electrician 730011 12 Flat Rate 6582
Concrete Finisher 730005 12 Flat Rate 6347
Electrician 730010 12 Flat Rate 6582
Industrial Electrician 730012 12 Flat Rate 7276
Painter 730015 12 Flat Rate 5783
Plumber 730030 12 Flat Rate 6582
SEE APPENDIX FOR FOOTNOTES Page 8.1
EXHIBIT 8
Unit 8 – Non-Represented
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
Airport Public Safety
Supervisor†*12‡ 310003 12 7673 8056 8460 8882 9327 9794 10284 Airport Public Safety
Supervisor†**13‡ 310005 12 6708 7042 7395 7764 8150 8558 8986 †‡To be calculated as if working 40 hours per week.
*12Hired before July 1, 2010
**13Hired on or after July 1, 2010
‡Effective 5/22/2023, by the Fourteenth Amendment to the Salary Resolution 2022-152.
CLASS TITLE
JOB
CODE
PROB
PER RANGE SALARY
Cashier Clerk* 910010 - Hourly $15.50 – $19.50 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 $15.50 - $19.50 Per Hour
Police Cadet I* 9400059 48 mos. Hourly $15.50 - $20.50 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 $16.00 - $20.50 Per Hour Services Aide* 910005 - Hourly $15.50 - $19.50 Per Hour Sports Official* 950010 - $15.50 - $50.00 Per Game
Intern* 910002 - Hourly $15.50 - $19.50 Per Hour
Youth Jobs Corps Program
Ambassador*****
910031 - Hourly $15.50 - $19.50 Per Hour
Youth Jobs Corps Program
Participant*****
910032 - Hourly $15.50 - $19.50 Per Hour
Youth Jobs Corps Program
Mentor*****
910033 - Hourly $16.00 - $20.50 Per Hour
*Effective 1/1/2023, by the Sixth Amendment to the Salary Resolution 2022-152. *****Effective 5/22/2023, by the Fourteenth Amendment to the Salary Resolution 2022-152.
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* - 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
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*1
1 - 13597 - 17674 - - - - -
Police
Captain 415006e 12 1082
5 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.
*11 E9 Executive Pay Range
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 H
Fire Battalion
Chief 425005e 12 9284 9750 10236 10745 11284 11847 12440 13062 Fire Deputy Chief 425006e - 11770 12359 12978 13628 14309 15027 15780 16569 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 H
Fire Battalion
Chief 425005e 12 9563 10043 10544 11068 11623 12203 12814 13454 Fire Deputy
Chief 425006e - 12124 12730 13368 14037 14739 15478 16254 17067 e Exempt class, see Section 4.
EXHIBIT 10
Unit 10 – Fire Management, effective September 25, 2023 CLASS
TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Fire
Battalion
Chief
425005e 12 9563 10043 10544 11068 11623 12203 12814 13454 14127 Fire Deputy
Chief 425006e - 12124 12730 13368 14037 14739 15478 16254 17067 17921 e Exempt class, see Section 4.
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.
SEE APPENDIX FOR FOOTNOTES Page 13-1.1
e Exempt class, see Section 4.
**Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
***Effective 4/24/2023, by the Thirteenth Amendment to the Salary Resolution 2022-152.
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 Credentialing Supervisor*** 115081e 12 5527 5798 6085 6377 6693 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 5767 6048 6340 6645 6969 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 Policef 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 6271 6575 6897 7235 7593
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 3/27/2023, by the Ninth Amendment to the Salary Resolution 2022-152. **Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Emergency Services Dispatch
Supervisor* 410004e 12 6590 6911 7246 7602 7973
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 5043 5291 5547 5820 6102
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 5793 6076 6370 6683 7012 Human Resources Records
Supervisor** 115050e 12 5734 6015 6312 6615 6943
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 6271 6582 6912 7257 7621 Management Analyst I 150020e4 124 4178 4381 4594 4818 5055 Management Analyst II** 150021e4 124 5161 5415 5677 5956 6244 Parking Supervisor** 720035e 12 5616 5884 6168 6468 7072 Parks Supervisor I 510025e 12 5168 5423 5686 5965 6254
Parks Supervisor II 510026e 12 6273 6580 6904 7246 7595 Planner III** 220007e 12 6083 6380 6691 7021 7368
Police Support Services Supervisor 115047e 12 5527 5798 6085 6377 6693 Principal Accountant** 130014e 12 6895 7233 7589 7961 8352 Procurement Supervisor** 140004e 12 6247 6559 6886 7231 7593
SEE APPENDIX FOR FOOTNOTES Page 13-1.3
e Exempt class, see Section 4.
**Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
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 7990 8389 8809 9249 9712
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 5793 6076 6370 6683 7012
Sanitation Supervisor 640029e 12 6262 6567 6886 7227 7575 Senior Accountant-Auditor** 130013e 12 6304 6612 6937 7276 7630 Senior Building Inspector** 230034e 12 6923 7265 7621 7995 8393 Senior Database Administrator 125046e 12 7888 8264 8661 9076 9527 Senior Electrical Safety Consultant** 230024e 12 6922 7265 7620 7995 8392 Senior Engineering Inspector** 230077e 12 6417 6734 7064 7411 7778 Senior Environmental & Safety**
Consultant** 230005e 12 6935 7278 7634 8009 8407
Senior Plumbing & Mechanical
Consultant** 230014e 12 6923 7265 7621 7995 8393
Senior Programmer Analyst 125019e 12 6935 7278 7634 8009 8407 Senior Real Estate Agent 170012e 12 6923 7265 7621 7995 8393 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 6923 7265 7621 7995 8393
Supervising Engineering Technician 210008e 12 6878 7220 7573 7946 8335 Supervising Fire Prevention Inspector** 420005e 12 6634 6960 7303 7663 8039 Supervising Paralegal** 160020e 12 6582 6905 7242 7600 7972 Supervising Planner** 220008e 12 6909 7247 7600 7973 8362
SEE APPENDIX FOR FOOTNOTES Page 13-1.4
e Exempt class, see Section 4.
**Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
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 8028 8425 8841 9272 9728 Supervising Professional Engineer 210110e 12 9573 10047 10542 11064 11617 Supervising Real Estate Agent** 170013e 12 6882 7219 7575 7945 8335 Supervising Traffic Signal Operations
Specialist 720050e 12 7140 7490 7862 8249 8651
Survey Party Chief** 210031e 12 7052 7393 7755 8132 8536 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 6895 7233 7589 7961 8352
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
SEE APPENDIX FOR FOOTNOTES Page 13-1.5
e Exempt class, see Section 4.
**Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
***Effective 4/24/2023, by the Thirteenth Amendment to the Salary Resolution 2022-152.
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Acoustical Program Coordinator 310100e 12 6444 6761 7089 7440 7803 Airports Airside/Landside Superintendent 310018e 12 7088 7435 7802 8183 8585 Airports Credentialing Supervisor*** 115081e 12 5693 5972 6268 6569 6894 Airports Projects Supervisor 310016e 12 7449 7814 8198 8601 9026 Airports Property Supervisor 175005e 12 6450 6765 7093 7444 7803 Architect 210045e 12 9001 9446 9910 10406 10925
Assistant Law Office Manager 115019e 12 7365 7720 8102 8494 8911 Business Process & Systems Analyst 125044e 12 7364 7720 8100 8496 8911 Call Center Supervisor** 115073e 12 5941 6230 6531 6845 7179 Capital Development Specialist 310007e 12 7085 7437 7801 8185 8586 Central Print Supervisor 120007e 12 5324 5586 5857 6144 6442 Chief Engineering Inspector 230078e 12 7273 7628 8004 8398 8809 Chief Engineering Technician 210009e 12 8178 8578 9001 9446 9910 Chief of Facilities Maintenance 810037e 12 7129 7480 7847 8232 8638 Chief of Wastewater Environmental
Services 620075e 12 6822 7158 7509 7877 8263
Chief of Wastewater Facilities
Maintenance 620085e 12 7129 7480 7847 8232 8638
Chief of Wastewater Treatment
Operations 620080e 12 7207 7567 7939 8328 8737
Chief of Water Operations 610070e 12 7327 7684 8065 8462 8876 Chief Police Pilot 410031e 12 8053 8448 8867 9303 9765
Chief Surveyor 210032e 12 9861 10349 10859 11396 11966
Community Services and Recreation
Supervisor* 520016e 12 6462 6778 7112 7464 7823
Contract Compliance Officer 150061e 12 6450 6765 7093 7444 7803 Custodial Supervisor 810025e 12 6450 6765 7093 7444 7803 Database Administrator 125045e 12 7364 7720 8100 8496 8911 DBE/Small Business Program
Coordinator** 150070e 12 6460 6773 7104 7453 7821
SEE APPENDIX FOR FOOTNOTES Page 13-1.6
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 3/27/2023, by the Ninth Amendment to the Salary Resolution 2022-152. **Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Emergency Services Dispatch
Supervisor* 410004e 12 6788 7119 7464 7831 8213
Energy Efficiency Supervisor 230058e 12 5718 5999 6292 6603 6926 Equipment Supervisor 720031e 12 7014 7355 7716 8095 8495 Fire Prevention Engineer 210055e 12 7236 7592 7964 8355 8768 Fleet Administration Supervisor 720025e 12 6450 6765 7093 7444 7803 Forestry Supervisor I 510030e 12 5324 5586 5857 6144 6442 Forestry Supervisor II 510031e 12 5452 5718 6000 6298 6603 Grant Writer** 150105e 12 5195 5450 5714 5995 6286
Historic Preservation Specialist 230066e 12 6762 7096 7447 7810 8192 Housing Program Supervisor 230055e 12 6971 7319 7684 8068 8473 Human Resources Analyst** 150016e 12 5967 6259 6562 6884 7223 Human Resources Records
Supervisor** 115050e 12 5907 6196 6502 6814 7152
Information Services Supervisor 125032e 12 8097 8496 8911 9350 9813 Landscape Maintenance
Superintendent 510027e 12 8033 8430 8841 9276 9732
Lead Risk Analyst** 150008e 12 6460 6780 7120 7475 7850 Management Analyst I 150020e4 124 4304 4513 4732 4963 5207 Management Analyst II** 150021e4 124 5316 5578 5848 6135 6432 Parking Supervisor** 720035e 12 5785 6061 6354 6663 7285 Parks Supervisor I 510025e 12 5324 5586 5857 6144 6442
Parks Supervisor II 510026e 12 6462 6778 7112 7464 7823 Planner III** 220007e 12 6266 6572 6892 7232 7590
Police Support Services Supervisor 115047e 12 5693 5972 6268 6569 6894 Principal Accountant** 130014e 12 7102 7450 7817 8200 8603 Procurement Supervisor** 140004e 12 6435 6756 7093 7448 7821
SEE APPENDIX FOR FOOTNOTES Page 13-1.7
e Exempt class, see Section 4.
**Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Professional Engineer 210100e 12 9001 9446 9910 10406 10925 Project Manager** 150065e 12 8230 8641 9074 9527 10004
Records Supervisor 115045e 12 5693 5972 6268 6569 6894
Recycling Coordinator 640001e 12 5383 5644 5920 6207 6513 Revenue Supervisor 135025e 12 5705 5983 6272 6574 6894
Risk Analyst** 150010e 12 5967 6259 6562 6884 7223
Sanitation Supervisor 640029e 12 6450 6765 7093 7444 7803 Senior Accountant-Auditor** 130013e 12 6494 6811 7146 7495 7859 Senior Building Inspector** 230034e 12 7131 7483 7850 8235 8645 Senior Database Administrator 125046e 12 8125 8512 8921 9349 9813 Senior Electrical Safety Consultant** 230024e 12 7130 7483 7849 8235 8644 Senior Engineering Inspector** 230077e 12 6610 6937 7276 7634 8012 Senior Environmental & Safety
Consultant** 230005e 12 7144 7497 7864 8250 8660
Senior Plumbing & Mechanical
Consultant** 230014e 12 7131 7483 7850 8235 8645
Senior Programmer Analyst 125019e 12 8097 8496 8911 9350 9813 Senior Real Estate Agent 170012e 12 6450 6765 7093 7444 7803 Senior Retirement Counselor 135052e 12 7094 7452 7822 8212 8624 Street Maintenance Superintendent 720004e 12 8033 8430 8841 9276 9732 Street Maintenance Supervisor 720001e 12 7088 7435 7802 8183 8585 Supervising Airports Building
Maintenance Technician 310014e 12 6450 6765 7093 7444 7803 Supervising Airports Operations Officer 310013e 12 6450 6765 7093 7444 7803 Supervising Commercial Building
Inspector** 230036e 12 7131 7483 7850 8235 8645
Supervising Engineering Technician 210008e 12 7085 7437 7801 8185 8586 Supervising Fire Prevention Inspector** 420005e 12 6834 7169 7523 7893 8281 Supervising Paralegal** 160020e 12 6780 7113 7460 7828 8212 Supervising Planner** 220008e 12 7117 7465 7828 8213 8613
SEE APPENDIX FOR FOOTNOTES Page 13-1.8
e Exempt class, see Section 4.
**Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Supervising Plans Examiner** 210044e 12 8269 8678 9107 9551 10020 Supervising Professional Engineer 210110e 12 9861 10349 10859 11396 11966 Supervising Real Estate Agent** 170013e 12 7089 7436 7803 8184 8586 Supervising Traffic Signal Operations
Specialist 720050e 12 7355 7715 8098 8497 8911
Survey Party Chief** 210031e 12 7264 7615 7988 8376 8793 Systems Security Administrator 125050e 12 7365 7720 8102 8494 8911 Transit Supervisor I 320050e 12 6232 6535 6851 7189 7539 Transit Supervisor II 320051e 12 7015 7354 7716 8096 8495 Treasury Officer** 135015e 12 7102 7450 7817 8200 8603
Wastewater Environmental Supervisor 620073e 12 7550 7917 8308 8718 9146 Wastewater Operations Supervisor 620072e 12 7550 7917 8308 8718 9146 Wastewater System Supervisor 620071e 12 7550 7917 8308 8718 9146 Water Conservation Supervisor 610045e 12 6672 6999 7341 7704 8081 Water System Supervisor 610055e 12 7550 7917 8308 8718 9146
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 4929 5164 5410 5675 5948
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
**Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
EXHIBIT 13-2
Unit 13 – Non-Exempt Professional (CFPEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Legal Secretary I 115015 12 3848 4034 4228 4431 4646
Legal Secretary II 115016 12 4257 4465 4679 4904 5142
Paralegal 160001 12 5432 5696 5972 6265 6573
Senior Human Resources
Technician** 150014 12 5077 5319 5573 5846 6127
Senior Legal Secretary 115017 12 4899 5144 5401 5671 5954 Senior Paralegal 160002 12 5963 6260 6574 6903 7248
Supervising Crime Scene Technician 410013 12 5701 5979 6269 6575 6894
**Effective 3/27/2023, by the Eleventh Amendment to the Salary Resolution 2022-152.
SEE APPENDIX FOR FOOTNOTES Page 14.1
e Exempt class, See Section 4
7/21/2022 First Amendment
Supersedes Original
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), retroactively effective January 3, 2022
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
ADA Coordinator 150231e - 6782 6952 7125 7302 7484 7672 7865 8060 8262 Administrative Manager 220025e - 8937 9160 9390 9624 9865 10111 10364 10624 10890 Airports Marketing & Public
Relations Coordinator 310150e - 6782 6952 7125 7302 7484 7672 7865 8060 8262 Airports Operations
Manager 310020e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Airports Planning Manager 310019e - 8937 9160 9390 9624 9865 10111 10364 10624 10890 Airports Properties Manager 310021e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Airports Safety
Management Systems
Manager
310161e - 8126 8330 8538 8751 8970 9193 9423 9659 9900
Assistant City Clerk 115030e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Building Services Manager 230031e - 10599 10865 11136 11415 11701 11993 12294 12599 12914 Business Manager 150019e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Communications Manager 125060e - 8937 9160 9390 9624 9865 10111 10364 10624 10890 Construction Manager 210096e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Crime Scene Investigation
Bureau Manager 410015e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Cybersecurity Manager 125092e - 8937 9160 9390 9624 9865 10111 10364 10624 10890 Deputy City Engineer 210081e - 10599 10865 11136 11415 11701 11993 12294 12599 12914 Division Manager 150024e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Economic Development
Analyst 150095e - 6782 6952 7125 7302 7484 7672 7865 8060 8262 Facilities Manager 810040e - 8126 8330 8538 8751 8970 9193 9423 9659 9900
SEE APPENDIX FOR FOOTNOTES Page 14.2 e Exempt class, see Section 4.
7/21/2022 First Amendment
Supersedes Original
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), retroactively effective January 3, 2022
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Fleet Manager 720032e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Graffiti Abatement Manager 720040e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Housing & Neighborhood
Revitalization Manager 230065e - 8937 9160 9390 9624 9865 10111 10364 10624 10890 Information Services
Manager 125055e - 8937 9160 9390 9624 9865 10111 10364 10624 10890 Law Office Manager 115020e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Parks Manager 510035e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Personnel Manager 150026e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Planning Manager 220010e - 8937 9160 9390 9624 9865 10111 10364 10624 10890 Program Manager 510040e - 6782 6952 7125 7302 7484 7672 7865 8060 8262 Projects Administrator 150063e - 8937 9160 9390 9624 9865 10111 10364 10624 10890 Public Works/Public Utilities
Manager 210095e - 8937 9160 9390 9624 9865 10111 10364 10624 10890 Public Works/Public Utilities
Manager – Licensed
Engineer
210094e - 10342 10599 10865 11136 11414 11700 11992 12293 12598 Purchasing Manager 140005e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Records Manager 115046e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Recreation Manager 520025e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Retirement Accounting
Manager 135044e - 9160 9390 9624 9865 10111 10364 10624 10890 11163 Revenue Manager 135026e - 8126 8330 8538 8751 8970 9193 9423 9659 9900
SEE APPENDIX FOR FOOTNOTES Page 14.3
e Exempt class, see Section 4.
7/21/2022 First Amendment
Supersedes Original
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), retroactively effective January 3, 2022
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Senior Management
Analyst 150023e - 6782 6952 7125 7302 7484 7672 7865 8060 8262 Solid Waste Manager 640040e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Training Officer 150046e - 6782 6952 7125 7302 7484 7672 7865 8060 8262 Transit Operations Manager 320055e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Wastewater Manager 620095e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Water Manager 610075e - 8126 8330 8538 8751 8970 9193 9423 9659 9900 Water/Wastewater
Manager-Certified 620096e - 9344 9576 9816 10062 10314 10571 10835 11106 11384
SEE APPENDIX FOR FOOTNOTES Page 14.4
e Exempt class, See Section 4
7/21/2022 First Amendment Supersedes Original
*Effective 3/27/2023, by the Ninth Amendment to the Salary Resolution 2022-152.
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), retroactively effective June 20, 2022
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
ADA Coordinator 150231e - 6986 7161 7339 7522 7709 7903 8101 8302 8510 Administrative Manager 220025e - 9206 9435 9672 9913 10161 10415 10675 10943 11217 Airports Marketing & Public Relations
Coordinator 310150e - 6986 7161 7339 7522 7709 7903 8101 8302 8510 Airports Operations Manager 310020e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Airports Planning Manager 310019e - 9206 9435 9672 9913 10161 10415 10675 10943 11217 Airports Properties Manager 310021e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Airports Safety Management
Systems Manager 310161e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Assistant City Clerk 115030e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Building Services Manager 230031e - 10917 11191 11471 11758 12053 12353 12663 12977 13302 Business Manager 150019e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Communications Manager 125060e - 9206 9435 9672 9913 10161 10415 10675 10943 11217 Construction Manager 210096e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Crime Scene Investigation Bureau
Manager 410015e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Cybersecurity Manager 125092e - 9206 9435 9672 9913 10161 10415 10675 10943 11217 Deputy City Engineer 210081e - 10917 11191 11471 11758 12053 12353 12663 12977 13302 Division Manager 150024e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Economic Development Analyst 150095e - 6986 7161 7339 7522 7709 7903 8101 8302 8510 Emergency Services Dispatch
Manager* 410005e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Facilities Manager 810040e - 8370 8580 8795 9014 9240 9469 9706 9949 10197
SEE APPENDIX FOR FOOTNOTES Page 14.5
e Exempt class, See Section 4
7/21/2022 First Amendment
Supersedes Original
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), retroactively effective June 20, 2022
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Fleet Manager 720032e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Graffiti Abatement Manager 720040e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Housing & Neighborhood
Revitalization Manager 230065e - 9206 9435 9672 9913 10161 10415 10675 10943 11217 Information Services
Manager 125055e - 9206 9435 9672 9913 10161 10415 10675 10943 11217 Law Office Manager 115020e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Parks Manager 510035e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Personnel Manager 150026e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Planning Manager 220010e - 9206 9435 9672 9913 10161 10415 10675 10943 11217 Program Manager 510040e - 6986 7161 7339 7522 7709 7903 8101 8302 8510 Projects Administrator 150063e - 9206 9435 9672 9913 10161 10415 10675 10943 11217 Public Works/Public Utilities
Manager 210095e - 9206 9435 9672 9913 10161 10415 10675 10943 11217 Public Works/Public Utilities
Manager – Licensed
Engineer
210094e - 10653 10917 11191 11471 11757 12051 12352 12662 12976 Purchasing Manager 140005e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Records Manager 115046e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Recreation Manager 520025e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Retirement Accounting
Manager 135044e - 9435 9672 9913 10161 10415 10675 10943 11217 11498 Revenue Manager 135026e - 8370 8580 8795 9014 9240 9469 9706 9949 10197
SEE APPENDIX FOR FOOTNOTES Page 14.6
e Exempt class, See Section 4
7/21/2022 First Amendment
Supersedes Original
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), retroactively effective June 20, 2022
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Senior Management
Analyst 150023e - 6986 7161 7339 7522 7709 7903 8101 8302 8510 Solid Waste Manager 640040e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Training Officer 150046e - 6986 7161 7339 7522 7709 7903 8101 8302 8510 Transit Operations Manager 320055e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Wastewater Manager 620095e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Water Manager 610075e - 8370 8580 8795 9014 9240 9469 9706 9949 10197 Water/Wastewater
Manager-Certified 620096e - 9625 9864 10111 10364 10624 10889 11161 11440 11726
SEE APPENDIX FOR FOOTNOTES Page 14.7
e Exempt class, See Section 4
7/21/2022 First Amendment Supersedes Original
*Effective 3/27/2023, by the Ninth Amendment to the Salary Resolution 2022-152.
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
ADA Coordinator 150231e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Administrative Manager 220025e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Airports Marketing & Public
Relations Coordinator 310150e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Airports Operations Manager 310020e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Airports Planning Manager 310019e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Airports Properties Manager 310021e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Airports Safety Management
Systems Manager 310161e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Assistant City Clerk 115030e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Building Services Manager 230031e - 11245 11527 11816 12111 12415 12724 13043 13367 13702 Business Manager 150019e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Communications Manager 125060e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Construction Manager 210096e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Crime Scene Investigation
Bureau Manager 410015e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Cybersecurity Manager 125092e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Deputy City Engineer 210081e - 11245 11527 11816 12111 12415 12724 13043 13367 13702 Division Manager 150024e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Economic Development Analyst 150095e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Emergency Services Dispatch
Manager* 410005e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Facilities Manager 810040e - 8622 8838 9059 9285 9518 9754 9998 10248 10503
SEE APPENDIX FOR FOOTNOTES Page 14.8
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Fleet Manager 720032e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Graffiti Abatement Manager 720040e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Housing & Neighborhood
Revitalization Manager 230065e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Information Services
Manager 125055e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Law Office Manager 115020e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Recreation Manager
PARCS Operations
Manager
520025e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Parks Manager 510035e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Personnel Manager 150026e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Planning Manager 220010e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Program Manager 510040e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Projects Administrator 150063e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Public Works/Public Utilities
Manager 210095e - 9483 9719 9963 10211 10466 10728 10996 11272 11554 Public Works/Public Utilities
Manager – Licensed
Engineer
210094e - 10973 11245 11527 11816 12110 12413 12723 13042 13366 Purchasing Manager 140005e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Records Manager 115046e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Recreation Manager 520025e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Retirement Accounting
Manager 135044e - 9719 9963 10211 10466 10728 10996 11272 11554 11843
SEE APPENDIX FOR FOOTNOTES Page 14.8
e Exempt class, See Section 4
7/21/2022 First Amendment
Supersedes Original
Revenue Manager 135026e - 8622 8838 9059 9285 9518 9754 9998 10248 10503
SEE APPENDIX FOR FOOTNOTES Page 14.9
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), effective June 19, 2023
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Senior Management
Analyst 150023e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Solid Waste Manager 640040e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Training Officer 150046e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 Transit Operations Manager 320055e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Wastewater Manager 620095e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Water Manager 610075e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Water/Wastewater
Manager-Certified 620096e - 9914 10160 10415 10675 10943 11216 11496 11784 12078
EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/2016 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
Bus Driver – F Step
(320015) 1/1/17 Bus Driver – E Step
(320015) 100% 1/1/17
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 Revitalization
Specialist – F Step
(230053)
10/3/16
Community
Revitalization Specialist
– E Step
(230053)
100% 10/3/16
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
EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective 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
Management Analyst III
(150022) 7/1/18 Business Manager
(150019) 100% 7/1/18
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
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
EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective 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
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
APPENDIX 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 This 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 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. 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.
11 E9 Executive Pay Range.
12 To be calculated as if working 40 hours per week.
13 Hired before July 1, 2010.
14 Hired on or after July 1, 2010.
e Exempt class, see Section 4.
† 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.
* * * * * * * * * * * * * *
STATE OF CALIFORNIA )
COUNTY OF FRESNO ) ss.
CITY OF FRESNO )
I, TODD 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 , 2023.
AYES :
NOES :
ABSENT :
ABSTAIN :
Mayor Approval: , 2023
Mayor Approval/No Return: , 2023
Mayor Veto: , 2023
Council Override Vote: , 2023
TODD STERMER
City Clerk
BY:
Deputy
APPROVED AS TO FORM:
CITY ATTORNEY'S OFFICE
BY:
Jenni DeRuosi, Supervising Deputy City Attorney
Date Adopted:
Date Approved:
Effective Date: 7/1/2023
City Attorney Approval:
Fiscal Year 2024 Salary Resolution
Resolution No.
Fiscal Year 2024
(July 1, 2023 – June 30, 2024)
Salary
Resolution
Personnel Services Department
TABLE OF CONTENTS
SECTION 1. SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES ....................................... 1 SECTION 2. SALARY STEP PLAN AND EXECUTIVE PAY RANGE 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 ................................................................................................ 7 SECTION 7. ALTERNATE WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2 ........................ 7 SECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”)/SUPPLEMENTAL MANAGEMENT LEAVE ............................................................................................. 8 SECTION 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2 ................................................ 10 SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2 ......................................................... 12 SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES ............................................... 12 SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2 ................................ 13 SECTION 13. SALARY RATES ...................................................................................................... 13 SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY ............................................ 14 SECTION 15. BILINGUAL CERTIFICATION PROGRAM FOR EMPLOYEES OCCUPYING PERMANENT CLASSES ......................................................................................... 15
SECTION 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ....................................................................................... 15 SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ....................................................................................... 18 SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITED EMPLOYEES; AND BENEFITS AND TERMS AND CONDITIONS
FOR PERMANENT AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT AIRPORT PUBLIC SAFETY SUPERVISORS .......................................................... 21
SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS ................. 34 SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE ................................................................................................................. 36
SECTION 21. BEREAVEMENT LEAVE .......................................................................................... 36 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 .................................................................................................. 37 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 .. 38 SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS .................... 38 SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREE ................................................. 39 SECTION 26. RECRUITMENT AND RETENTION INCENTIVE ..................................................... 39 SECTION 27. UNUSUAL CIRCUMSTANCES ................................................................................ 42 SECTION 28. CONFLICTING RESOLUTIONS .............................................................................. 42 SECTION 29. RESOLUTION EFFECTIVE DATE ........................................................................... 42
Resolution No.
FY 24 Salary Resolution
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 2024
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 a ny 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 difficult 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.
E. Progression to successive steps in the salary range shall be automatic with two exceptions.
1. Following and unsati sfactory performance evaluation, a step progressi on may be delayed by the appointing authority for not more than six (6) months and more Resolution No.
FY 24 Salary Resolution
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 respect ive areas of authority.
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 unusual merit as demonstrated in an employee performance evaluation.
F. 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.
G. 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.
H. 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 the employee’s salary rate.
I. 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.
J. 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.
K. 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.
L. 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 Resolution No.
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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
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 of future step increases in the class.
M. 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.
N. In lieu of a Salary Step Plan, an Executive Pay Range Plan with a maximum and minimum pay 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.
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The City Manager or designee shall promulgate such rules and regulations deemed appropriate in the implementation and administration of this subsection.
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 l eave 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, then 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 – State & Local Government Workers ( i.e., across the board pay increases), as published by the Bureau of La bor 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 Resolution No.
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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 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 enter the Deferred Retirement Option Progra m (hereafter “DROP”) or retire not having entered 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 enter DROP or retire not having entered 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 before entering DROP or retiring not having entered DROP, shall have any previously held Executive Pay Range salaries determined in accordance with Section 2, Subsection (P)(2)(b).
O. 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 assignment. If the three and one- half (3.5%) increase requires a payment greater than the highest step, then the highest step shall be paid.
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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 classification. The hourly rate of pay is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,080, except that t he hourly rate of pay for emplo yees 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 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 L eave 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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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 Code 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).
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
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 Resolution No.
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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:
A. Holidays:
1. Employees on a 4/10 or 9/80 work schedule shall receive 12 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. 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:
1. Employees 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. 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 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 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”) /SUPPLEMENTAL
MANAGEMENT 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 c ompensatory time off for overtime work (as described in Section 4 above), shall be granted Managem ent Leave as provided in this subsection 1 . Eighty (80) hours shall be credited to employees in the E1- E5 Executive Pay Range on the first day in July of each fiscal year. Effective Resolution No.
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November 21, 2022, employees in the E1- E5 Executive Pay Range shall be credited with a prorated balance of the 80 hours for each full calendar month remaining in the fiscal year. For all other exempt employees in Exhibit 2, sixty (60) hours shall be credited to employees on the first day in July of each fiscal year.
Upon their employment by the City, new employees appoi nted in such positions shall be credited with the applicable prorated balance of Management Leave for each full calendar month remaining in such appointment in the fiscal year, including full-time employees in limited or provisional appointments.
2. Unused Management Leave will not be carried over to the next fiscal year.
Employees in E1 -E5 Executive Pay Ranges may request payment and be compensated for up to sixty (60) hours of Management Leave during the fiscal year in which it is credited. All other employees in Exhibit 2 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. All such requested payments will be 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 eighty (80) 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 exempt employees in Exhibit 2, Supplemental Management Leave shall be granted as follows:
1. The City Manager, City Attorney, City Clerk, or Retirement Administrator, as appropriate for their respective areas of authority, may grant up to an additional thirty- two (32) hours per fiscal year on July 1st of Supplemental Management Leave for employees in the E1-E5 Executive Pay Range.
2. The additional Supplemental Management Leave granted cannot be cashed out by employees.
3. At the employee’s option, up to thirty -two hours (32) of the additional Supplemental Management Leave per fiscal year may be transferred to a Special HRA Bank to be credited to an HRA account for eligible employees upon service retirement at eighty percent (80%) of the employee’s current hourly base rate of pay at the time of retirement. Hours in the Special HRA bank may not be used as leave time and cannot be cashed out. There will be no cash out or transfer of hours in the Special HRA bank for employees who are not eligible to participate in the HRA upon retir ement or upon separation of employment . Employees must remain in an E1-E5 Executive Pay Range in order to retain hours credited to the Special HRA Bank. Employees who do not remain in an E1-E5 Executive Pay Range for any reason will cease getting credit of Special HRA bank hours and shall no longer accrue additional Supplemental Management Leave.
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4. Interim and provisional appointments to classifications in E1-E5 Executive Pay Range are not eligible for the Supplemental Management Leave. Supplemental Management Leave not used by the end of each fiscal year will be automatically transferred to the Special HRA Bank.
C. For employees in Non-Exempt classifications, Management Leave shall be as follows:
Full-time e mployees in non- exempt classifications who are i n 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, and if applicable, Section 8.A.1. above.
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 A nnual Leave accrual rate for members of recognized labor organizations who participate in the City of Fresno Employees’ Retirem ent 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 – T he accumulation of unused Annual Leave will not exceed 1,300 hours for employees in Executive Pay ranges E1 through E4; 1,100 hours for employees in the E5 range; and 840 hours for employees in the, E6, E7, E8, E10, E11, E12, E13, 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.
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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 identified 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 March 31st; no cash out may be completed between April 1st and June 30th. Payments between January 1st and March 31st may be halted when the City Manager declares that the City’s fiscal condition is such that it is not feasible to make such payments. 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 – F rozen 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 Leave Pay 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 excess 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:
• O nce Sick Leave and Annual Leave have been exhausted;
• T o be cashed out at retirement or separation from the City, if not eligible for participation in the HRA;
• I n the performance of community activities during the course of the employee’s normal work day, with the appropriate approval;
• P laced in the HRA in accordance with Section 16(F); or
• O nce 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 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.
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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 L eave 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 12 Board and Commission Members
EXHIBIT 13-1 Exempt Supervisory and Professional
EXHIBIT 13-2 Non-Exempt Professional
EXHIBIT 14 Management Classes
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SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY
A. Professional Certificate and License Pay for possession of the certificates and licenses listed below may be authorized for eligible employees at the sole discretion of the City Manager, City Attorney, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority.
Pay for possession of more than one (1) certificate and/or license listed below is not stackable, meaning an employee with mor e than one (1) of the listed certificates and/or licenses may only receive pay for one (1) certificate or license regardless of the number of certificates and/or licenses they possess.
1. Certified Public Accountant (CPA) License / Certified Internal Auditor (CIA) Certification
Employees who hold a permanent appointment to a position in Exhibit 2 who have been licensed as a CPA by the State of California or as a CIA by the Institute of Internal Auditors are eligible to receive $300 per month.
2. Professional Engineer License
Employees who hold a permanent appointment to a position in Exhibit 2 who possess a Professional Engineer license are eligible to receive $300 per month.
3. Investment Management Certification / Designation
Employees who hold a permanent appointment to a position in Exhibit 2 who possess any of the following investment management certificates or designations are eligible to receive $300 per month:
a. Chartered Financial Analyst (CFA) designation
b. Financial Risk Manager (FRM) certification
c. Certified Treasury Professional (CTP) designation
d. Certified Investment Manager Analyst (CIMA) certification
4. American Institute of Certified Planners (AICP) Certification
Employees who hold a permanent appointment to a position in Exhibit 2 who possess an AICP Certification are eligible to receive $300 per month.
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.
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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 interpreting and translat ing. 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. I n 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
Benefits for employees occupying permanent positions in Exhibit 2 shall be as follows:
A. T he 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%).
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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. Empl oyees 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 one and one- half percent (1.5%) contr ibution 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 prov ision 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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FY 24 Salary Resolution
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 Bereavement Leave statutorily protected hours used for w orkers’ compensation benefits, and/or other statutor ily 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 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 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 number of Special HRA 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 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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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.
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.
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:
1. Salary; and
2. 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:
1. M onthly vehicle allowance pursuant to the requirements of Administrative Order 2-2;
2. Education and/or certificate pay;
3. Premium pay;
4. Reimbursement for actual educational expenses related to job position;
5. Uniform pay allowance, excluding costs for uniform upkeep;
6. Leave payoff/cash out;
7. Professional dues for enrollment of professional organizations related to job position;
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8. Payment for employee’s attendance at professional organization conferences, including reimbursement of reasonable and necessary travel and subsistence expenses;
9. Reimbursement for actual relocation expenses incurred at the time of commencement of employment with the City;
10. 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;
11. Mileage, meal, hotel, public transportation, and other authorized expenses reimbursed for travel expenses incurred while on City business;
12. City provided contributions to insurance premiums;
13. Severance pay following an employee’s termination; and
14. City contributions to health and welfare benefits paid during the term of any severance period.
15. City funded deferred compensation contributions up to the IRS deferral limits set each calendar year.
16. Recruitment and/or retention incentive pay when authorized pursuant to Section 26 below.
D. Compensation paid to employees in the form of cash or any equivalent that is 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) is not authorized.
E. The following forms of compensation are authorized for employees in Exhibit 2 , when included in an approved written employment contract:
1. Education and/or certificate pay;
2. Reimbursement for actual education expenses related to job position;
3. Professional dues for enrollment of professional organizations related to job position;
4. Annual payment for employee’s attendance at professional organization conferences, including reimbursement of reasonable and necessary travel and subsistence expenses;
5. Reimbursement for actual relocation expenses incurred at the time of commencement of employment with the City;
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6. Mileage, meal, hotel, public transportation, and other authorized expenses reimbursed for travel expenses incurred while on City business;
7. Up to six months’ severance pay following an employee’s termination; and
8. City contributions to health and welfare benefits paid during the term of any severance period.
9. City funded contributions to deferred compensation up to the IRS deferral limits set each calendar year.
10. Recruitment and/or incentive pay when authorized pursuant to Section 26 below.
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. Deferred Compensation benefits shall apply to employees in Exhibit 2 who are in job classes with Executive Pay Ranges E5 through E22 as follows:
1. New employees hired on or after June 19, 2023 opting to enroll in the City’s Deferred Compensation plan, will have a seventy -five dollar ($75) per month employer contribution automatically deposited in their Deferred Compensation account, regardless of whether they contribute.
2. Employees hired before June 19, 2023 who are currently enrolled in the City’s Deferred Compensation plan and are contributing at least seventy -five dollars ($75) per month will continue to receive a seventy-five dollar ($75) reimbursement from the City monthly through July 31, 2023. Thereafter, such employee participants shall no longer receive a monthly reimbursement, but rather will have the seventy -five dollar ($75) per month employer contribution automatically deposited in their Deferred Compensation account, regardless of whether they continue to contribute.
3. Employees hired before June 19, 2023 who are currently enrolled in the City’s Deferred Compensation plan and are contributing less than seventy-five dollars ($75) per month will have a seventy -five ($75) per month employer contribution automatically deposited in their Deferred Compensation account, regardless of whether they continue to contribute.
4. Employees hired before June 19, 2023 who are not enrolled in the City’s Deferred Compensation plan may enroll in the plan and will have a seventy-five dollar ($75) per month employer contribution automatically deposited in their Deferred Compensation account, regardless of whether they contribute.
The employer contribution shall be made in bi -weekly payments and shall not be calculated as part of base salary.
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SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITED EMPLOYEES; AND BENEFITS AND TERMS AND CONDITIONS FOR
PERMANENT AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT
AIRPORT PUBLIC SAFETY SUPERVISORS
A. Employees 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. U pon 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
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 Prote cted 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.
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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 occupying the same class, according to the number of hours scheduled to work.
C. Benefits for Limited Employees
1. Benefits for Limited employees appointed pursuant to FMC Section 3-256 who do not hold a permanent position as defined in FMC Section 3- 202 to a job classification listed in Exhibit 2 or who are not permanent employees as defined in FMC Section 3-202 shall be as follows:
a. H ealth and Welfare and leave benefits shall be afforded to Limited employees commensurate with the benefits provided to employees in the same job classification who hold a permanent position in Exhibit 2 or permanent employees as defined by FMC Section 3-202, respectively.
b. Limited employees shall be provided with Social Security benefits and shall not be members of the Fresno City Retirement Systems. Limited employees who participated in the plan as permanent full -time employees and whose contributions remain on deposit remain members of the Fresno City Retirement Systems.
c. Limited employees shall be paid for jury duty attendance and court attendance in accordance with FMC Sections 3-109 and 3-110.
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2. Benefits for Limited e mployees appointed pursuant to FMC Section 3- 256 who hold a permanent position as defined in FMC Section 3-202 to a job classification listed in Exhibit 2 or who are permanent employees as defined in FMC Section 3- 202 shall continue to receive the same benefits commensurate with those provided in their permanent position or as a permanent employee, respectively, except as specifically modified herein.
D. Use of Protected Sick Leave for Police Cadets and Permanent Part-Time Employees:
1. The employee, at their sole discretion, must determine whether to designate leave as Protected Sick Leave under CA LC 233. Employees shall note this designation when reporting the absence. 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 i n subsection 3 below .
Employees are encouraged to schedule routine medical and/or dental appointments 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 domes tic 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.
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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.
E. Benefits and Terms and Conditions for Permanent Airport Public Safety Officers and Permanent Airport Public Safety Supervisors shall be as follows:
1. Health and Welfare
a. Health and Welfare benefits shall be provided as outlined in Section 16A, unless an employee elects the Other Health Insurance Opt Out Option as outlined in subsection C.1.b. below.
b. Other Health Insurance Opt Out Option:
(1) With proof of other health insurance coverage, employees may opt out of enrolling in the City’s Health and Welfare plan if enrolled in a health plan outside of the City, such as a spousal plan.
(2) Eligible employees (i.e., with proof of other health insurance) may opt out of enrolling in the City’s Health and Welfare plan upon:
a) E mployment with the City;
b) W ithin thirty (30) days of a qualifying event; or
c) D uring the open enrollment period for the Health Plan.
(3) On an annual basis during the month of November, an employee electing to opt out of the City’s Health and Welfare plan will be required to submit proof of other health insurance to the Personnel Services Department. If other insurance is discontinued for any reason at any point, the employee must notify the Personnel Services Department Immediately. If the employee does not provide proof of other health insurance annually during the month of November, they will automatically be enrolled in the City’s Health and Welfare Trust Plan, and will not be eligible to opt out of the City’s Health and Welfare Trust Plan during the respective plan year unless they have a qualifying event and submit proof of other insurance within thirty (30) (30) days of the qualifying event. Otherwise, they may opt out during the open enrollment period for the Health and Welfare Trust Plan with acceptable proof of other health insurance.
(4) Acceptable proof of other health insurance will be presenting a current insurance identification card bearing the employee’s name, or proof of the employee’s eligibility from the insurance provider. In all cases, acceptable proof of other health insurance for purposes of this section must include the City employee’s name.
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FY 24 Salary Resolution
2. Pension and Social Security
a. Pension for Airport Public Safety Officers
Airport Public Safety Officers in the Fire and Police Retirement system 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 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 Deferred Retirement Account Program (“DROP”) account.
COLA Adjustments:
COLA Adjustments for Career-Rank Average Method DROP Members and Retirees
Effective February 28, 2022, any future cost of living adjustments (“COLA adjustments”) for Career-Rank Average Method Deferred Retirement Option Program (“DROP”) members and retirees who entered DROP or retired (not having entered DROP) from positions in this unit under FM C Section 3 - 301(a)(9) prior to February 28, 2022, and whose COLA adjustments are calculated using the “F” Step of their respective rank, shall have their COLA adjustments calculated under FMC Section 3- 301 (a)(9) using the “G” Step salary in lieu of their “F” Step salary to determine “average compensation”.
COLA Adjustments for Final Three Year Average Method DROP Members and Retirees
Effective February 28, 2022, any future COLA adjustments for Final Three Year Average Method DROP members and retirees shall be calculated pursuant to FMC Section 3-302(g).
For Final Three Year Average Method DROP members and retirees, COLA pursuant to FMC Section 3- 302(g) will be effective July 1, 2021, for the February 28, 2022 wage increase, and will be effective July 1, 2022 for the June 20, 2022 wage increase.
b. Pension for Airport Public Safety Supervisors
Employees in Tier 2 of the Fire and Police Retirement System, hired on or after June 29, 2015, 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 Resolution No.
FY 24 Salary Resolution
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%) contributi on 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.
Effective June 29, 2015, employees in Tier 1 of the Fire and Police Retirement System’s, and in Tier 2 who were hired before June 29, 2015, including those employees in DROP, shall make an additional contribution equal to one percent (1%) 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 reduct ion in accordance with this provision to the City of Fresno Fire and Police Retirement System. The employee shall have no option to receive the one percent (1%) contribution in cash. The one percent (1%) 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.
COLA Adjustments:
COLA Adjustments for Career-Rank Average Method DROP Members and Retirees
Effective January 17, 2022, any future cost of living adjustments (“COLA adjustments”) for Career-Rank Average Method Deferred Retirement Option Program (“DROP”) members and retirees who entered DROP or retired (not having entered DROP) from positions in this unit under FMC Section 3- 301(a)(9) prior Ja nuary 17, 2022, and whose COLA adjustments are calculated using the “F” Step of their respective rank, shall have their COLA adjustments calculated under FMC Section 3- 301 (a)(9) using the “G” Step salary in lieu of their “F” Step salary to determine “average compensation”.
COLA Adjustments for Final Three Year Average Method DROP Members and Retirees
January 17, 2022, any future COLA adjustments for Final Three Year Average Method DROP members and retirees shall be calculated pursuant to FMC Section 3-302(g).
For Final Three Year Average Method DROP members and retirees, COLA pursuant to FMC Section 3- 302(g) will be effective July 1, 2021 for the January 17, 2022 wage increase, and will be effective July 1, 2022, for the June 20, 2022 wage increase.
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c. Permanent Part Time Airport Public Safety Officers and Permanent Part Time Airport Public Safety Supervisors
Permanent part time Airport Public Safety Officers and permanent Part Time Airport Public Safety Supervisors shall participate in the Social Security System and shall not be members of the City of Fresno Fire and Police Retirement System unless:
(1) The individual is transferring from a full time permanent position in the City of Fresno Fire and Police Retirement System to a part time position in the Fire and Police System;
(2) At separation from City employment, the individual elected a Deferred Vested status in the Fire and Police Retirement System. Upon re- employment as a Public Safety Supervisor, the individual will resume participation in the Fire and Police Retirement System; or
(3) The individual is a retiree of the City of Fresno Fire and Police Retirement System and is reinstated from retirement by the City of Fresno Fire and Police Retirement Board in accordance with Fresno Municipal Code Section 3-334.
3. Life Insurance and Long Term Disability for Permanent Airport Public Safety Supervisors
a. Life Insurance: 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.
b. Long Term Disability: The City provides Long Term Disability Insurance for employees in accordance with terms of the City’s policy.
4. Sick Leave
Employees shall accrue Sick Leave at the rate of eight point four (8.4) hours for each completed calendar month of employment. Employees shall not accrue additional Sick Leave once their balance reaches nine hundred (900) hours. The FMC, City Administrative Orders, departmental policies, procedures, rules and regulations concerning Sick Leave usage and administration will continue to apply.
Protected Sick Leave:
All employees may use up to one-half of their annual Sick Leave accrual for purposes consistent with California Labor Code section 233.
Protected Sick Leave, as described above, may be used under the following circumstances, and may be designated as protected time pursuant to the state law at the employees’ discretion:
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• Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee;
• 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,
• 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).
Employees who terminate City employment and return within one year of such termination will be entitled to reinstatement of their Sick Leave balances at the time of termination from City employment, up to a total of 48 hours.
Any leave taken under these provisions which would also apply to other Sick Leave provisions (e.g., Protected Sick Leave and/or family and medical leave) would also count toward those provisions.
5. Supplemental Sick Leave
On each July 1 employees shall be credited forty (40) hours of Supplemental Sick Leave with an accrual limit of forty (40) hours per year and up to a total lifetime maximum of eighty (80) hours. However, if an employee is absent from work on a leave without pay status on July 1st, the additional forty (40) hours shall be prorated and received upon the employee’s return to work. The credit of hours shall be prorated for employees hired after July 1st.
Supplemental Sick Leave may only be utilized once the employee has exhausted all other Sick Leave and Vacation Leave accruals, or as Protected Sick Leave during the first and second year of employment where an employee is accruing Supplemental Sick Leave and once their regular Sick Leave balance is exhausted, Resolution No.
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up to one- half of the total time accrued during the fiscal year may be used in accordance with California Labor Code 233, as described in Section 18.B.3. above.
Upon separation from City service the accrued Supplemental Sick Leave hours will be:
a. Credited as service credit on an hour-per-hour basis upon retirement; or
b. Cashed out at retirement or upon separation from the City.
6. Vacation Leave
a. Airport Public Safety Officers:
(1) Employees shall accrue Vacation Leave hours for each completed calendar month of employment as reflected below. Employees are allowed to only accumulate up to twice their amount of annual accrual of Vacation Leave.
Years of Continuous
Employment
Accrual Rate
(hrs./mo.)
Less than 10
8.4 More than 10
10.5 (2) An employee’s Vacation Leave accumulation shall not cease due to refusal by the City to grant Vacation Leave prior to the employee reaching the Vacation Leave accumulation limit applicable to the employee’s position and length of service. In the event an employee requests in writing Vacation Leave one (1) month prior to the month in which the limit would be reached, and such request is refused, the Director of Aviation or designee shall extend the employee’s Vacation Leave accumulation limit for ninety (90) days during which time the employee shall be scheduled for Vacation Leave sufficient to reduce the employee’s balance below the accumulation limit.
b. Airport Public Safety Supervisors:
(1) Employees hired before June 29, 2015 shall accrue V acation Leave hours for each completed calendar month of employment as reflected below. Employees with less than ten (10) years of continuous employment are allowed to accrue 336 hours of V acation Leave, and employees with ten (10) years or more continuous employment are allowed to accrue 420 hours of Vacation Leave.
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Years of Continuous
Employment
Accrual Rate
(hrs./mo.)
Less than 10
10.5 More than 10
14 (2) Employees hired on or after June 29, 2015 shall accrue Vacation Leave hours for each completed calendar month of employment as reflected below. Employees are allowed to only accrue up to twice their amount of annual accrual of Vacation Leave.
Years of Continuous
Employment
Accrual Rate
(hrs./mo.)
Less than 10
8.4 More than 10
10.5 (3) An employee’s Vacation Leave accumulation shall not cease due to refusal by the City to grant Vacation Leave prior to the employee reaching the Vacation Leave accumulation limit applicable to the employee’s position and length of service. In the event an employee requests in writing Vacation Leave one (1) month prior to the month in which the limit would be reached, and such request is refused, the Director of Aviation or designee shall extend the employee’s Vacation Leave accumulation limit for ninety (90) days during which time the employee shall be scheduled for Vacation Leave sufficient to reduce the employee’s balance below the accumulation limit.
7. Holiday Leave
a. Airport Public Safety Officers:
(1) Employees shall accrue eight point four 8.4 hours per month in lieu of the Holidays recognized in FMC Section 3-116.
(2) Employees may request payment and be compensated for up to forty eight (48) hours or ten percent (10%) of their holiday leave balance, whichever is greater, each fiscal year. The employee’s request to be paid must be received by the Department payroll clerk at least ten (10) calendar days prior to the next biweekly pay period. Employees must Resolution No.
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