REPORT TO THE CITY COUNCIL
FROM: SUMEET MALHI, Director
Personnel Services Department
SUBJECT
..Title
***RESOLUTION - Adopt the Fiscal Year 2025 Salary Resolution (Subject to Mayor’s veto)
..Body
RECOMMENDATION
It is recommended that the City Council adopt the Fiscal Year 2025 Salary Resolution.
EXECUTIVE SUMMARY
The proposed Fiscal Year 2025 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 r equirements, 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 reviewed 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 2025 Salary Resolution:
Section 2. SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN Subsection F: Add language to codify pay increase authority for employees in Exhibit 2 to align with the City of Fresno Transparency Act. Subsection G: Clarification on how service hours are calculated based on various work weeks. Also added 42-hour work week specific to Airports public safety. Subsection M: Add 42-hour employees to this leave without pay section.
Section 3. RATES OF PAY
Add rate of pay calculation for 42-hour work week employees.
Section 5. WAGES, OVERTIME, AND SICK LEAVE FOR TEMPORARY EMPLOYEES Subsection B updated to reflect requirements of state law.
Section 8. MANAGEMENT LEAVE (formerl y “Administrative Leave”)/SUPPLEMENTAL
MANAGEMENT LEAVE
Subsection A.: Add language to clarify current practice that cash outs received under this provision are pensionable for retirement purposes for members in the Employees Retirement System.
Subsection B.: Add language to clarify the employees leave usage under this provision.
Section 9 – ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2
Add new language related to Special HRA bank.
Section 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2
Subsection C. Add language that this provision is applicable for only those employees in Exhibit 2 who are required to work on a holiday due to a legal obligation of the employer.
Section 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY
Added language to clarify current practice that certificate and license pay in this section are considered pensionable for retirement purposes for members in the Employee Retirement System
Section 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
Subsection C & E: Add language that would provide for additional Annual Leave beyond what is authorized in Section 9 of the Salary Resolution if in an approved employment contract.
Subsection G. Deferred Compensation: Remove obsolete language. Clean up in nature.
Section 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITE D EMPLOYEES AND TEMP ORARY EMPLOYEES; AND
BENEFITS AND TERMS AND CONDITIONS FOR PERMANENT AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT AIRP ORT PUBLIC SAFETY SUPERVISORS;
AND TEMPORARY EMPLOYEES
Subsection A. 6.: Updated to reflect requirements of state law. Subsection A. 8.: New section added to c odify uniform pay for police cadets. Subsection B. 2.: Codify practice that permanent part-time (PPT) employees who participated in the retirement plan as permanent full-time employees will continue contributing to the plan under this provision.
Subsection B. 6.: Codify practice that permanent part-time (PPT) employees in a permanent class included in Exhibit 2 receive Long Term Disability and Life Insurance. Subsection C.1: Codify practice that Li mited employees who participated in the retirement plan as permanent full-time employees will continue contributing to the plan under this provision.
Subsection D.3&5: Updated to refl ect requirements of state law. Subsection E.: Add language to continue te rms and conditions of employment for Airport Safety Officers and Airport Public Sa fety Supervisors pending ratification of a new MOU.
Subsection E.2.a&b.: Deleting obsolete CO LA adjustment section and all reference to Tier I, since all Tier I’s have retired. Clean-up in nature. Subsection E.4: Updated to re flect requirements of state law. Subsection E.12: Codify requirements of st ate law. Changes cl arify that full-time sworn airport public safety officers and full-time sworn airport public safety supervisors’ Workers’ Compensation benefits are paid in accordance with Labor Code 4850; and permanent part-time employee benefits under this provision fall under State of California workers’ compensation laws set forth in the California Labor Code. Subsection E.15: Added to codify hours and wo rk schedules for airport public safety officers and airport public safety supervisors.
Section 25: TEMPORARY EMPLOYMENT OF CITY RETIREE
Codify in-service distribution which require s a bona fide employment separation prior to a return to city employment.
Exhibit 2: Unit 2 – Non-Represented Management and Confidential Classes Increasing top of range by 3% for all positions in Unit 2. This only raises the range and does not provide an automatic increase in compensation for employees in Unit 2.
Exhibit 6: Unit 6 – Bus Drivers and Student Drivers (ATU) Add the new classification of Trolley Operat or and providing a salary range of $4621 - $5617 for the respective class.
Exhibit 12: Unit 12 – Board and Commission Members
Update stipend amount for Civil Service Board Member from $25 per meeting attended to $100 Per Hearing Meeting Attended, and $25 Per Administrative Meeting Attended.
In addition to the above, there are other non-substantive langua ge changes that are cleanup in nature thro ughout the document.
The City Attorney’s Office has approved the FY 2025 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 2025 Salary Resolution will result in no increase to the General Fund or All Funds.
Attachments:
FY 2025 Salary Resolution – Redline
FY 2025 Salary Resolution – Final
Date Adopted:
Date Approved:
Effective Date: 7/1/20243
City Attorney Approval:
Fiscal Year 20254 Salary Resolution
Resolution No.
Fiscal Year 20254
(July 1, 20243 – June 30, 20254)
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 .......................................................................................................... 776 SECTION 4. EXEMPT JOB CLASSES ............................................................................................ 776 SECTION 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES ............. 776 SECTION 6. FLEXIBLE STAFFING ................................................................................................. 887 SECTION 7. ALTERNATE WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2 ......................... 887 SECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”)/SUPPLEMENTAL MANAGEMENT LEAVE .............................................................................................. 998 SECTION 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2 ............................................. 111110 SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2 ...................................................... 141412 SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES ............................................ 141412 SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2 ............................. 151513 SECTION 13. SALARY RATES ................................................................................................... 151513 SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY ......................................... 161614 SECTION 15. BILINGUAL CERTIFICATION PROGRAM FOR EMPLOYEES OCCUPYING PERMANENT CLASSES ............................................................................................................. 181815 SECTION 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ............................................................................................................. 181815 SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 .................................................................................... 212118 SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITED EMPLOYEES AND TEMPORARY EMPLOYEES; AND BENEFITS AND TERMS
AND CONDITIONS FOR PERMANENT AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT AIRPORT PUBLIC SAFETY SUPERVISORS; AND TEMPORARY EMPLOYEES ........................................................................................................ 242421 SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS .............. 404035 SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE 414137
SECTION 21. BEREAVEMENT LEAVE ....................................................................................... 424237 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 ..................................................................................................................... 424238 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 .......... 444439 SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS .................. 444439 SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREE .............................................. 444440 SECTION 26. RECRUITMENT AND RETENTION INCENTIVE .................................................. 454540 SECTION 27. UNUSUAL CIRCUMSTANCES ............................................................................. 484843 SECTION 28. CONFLICTING RESOLUTIONS ........................................................................... 484843 SECTION 29. RESOLUTION EFFECTIVE DATE ........................................................................ 484843
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 20254
NOW, THEREFORE, BE IT RESOLVED, by the Council of the City of Fresno, as follows:
SECTION 1. SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES
The rules set forth in this resolution constitute special provisions applicable to all classes of employment in the City service . I f any provision (s) of a Memorandum of Understanding (hereafter “MOU”) or Terms and Conditions of employment (hereafter “T & C” ) adopted and approved by the Council under Article 6, Chapter 3 of the Fresno Municipal Code (hereafter “FMC”) or employment agreement that is authorized and in compliance with Article V of the City of Fresno Transparency in Government Act and currently in effect, is clearly and specifically in conflict with any rule contained in this resolution, the provision in such M OU, T & C , or employment agreement shall prevail.
SECTION 2. SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN
The step plan of each salary range 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 an d unsatisfactory performance evaluation, a step progression 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 respective 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. Employees in Unit 2 may receive pay increases at the discretion of the City Manager, City Attorney, City Clerk, or Retirement Administrator, or their designees or as otherwise included in employment contracts in accordance with the City of Fresno Transparency Act.
F.G. For employees who work a 40-hour work week, sSix (6) months of service equals 1,040 hours of service, and one (1) year of service equals 2,080 hours of service . For, except where employees who work a 42-hour work week, six (6) months of service equals 1,092 hours of service and one (1) year of service equals 2,184 hours of service. An employee who works a 56 hour-hour workweek, six (6) months of service equal s 1,456 hours of service, and one (1) year of service equals 2,912 hours of service.
G.H. 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.I. 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 requires 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.J. 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.K. 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 FI above.
Resolution No.
FY 24 Salary Resolution
K.L. 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.M. Except as noted in Section 2, subsection E above, for those positions in a step plan, step increases shall become effective immediately upon completion of required service. For purposes of this section, any employee who is absent without pay, excluding statutorily protected leave such as , but not limited to leaves taken under the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), and Military Leave , for the number of hours specified below while on any single step in a range shall not be 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 42-hour employees:
At least But less than Calendar Weeks
delayed
1 hour 42 hours None
42 hours 126 hours 2
126 hours 210 hours 4
210 hours 294 hours 6
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
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FY 24 Salary Resolution
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.N. 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.O. 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.
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 onl y) 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 separ ation 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 pr ovisions of the retirement system regarding years of service, compensation earnable, and so on.
2. For employees in Exhibit 2, who separate from City service on or after July 1, 2015:
a. The salary for each executive employee in the executive pay ranges and the Resolution No.
FY 24 Salary Resolution
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 Labor Statistics of the United States Department of Labor.
Determination of the percentage of annual increase or decrease in CPI and Employment Costs for wage inflation shall be made by the Retirement Board on or before April 1 of each year for each of the two immediately preceding calendar years. The percentage by which such indexes for the more recent full calendar year shall have increased or decreased over or below indexes for the full calendar year immediately prior shall be the percentage used to calculate adjustments to Compensation Earnable with the follow ing 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 Program (hereafter “DROP”) or retire not having entered DROP on or after July 1, 2015, shall have any previously held Executive Pay Range salaries Resolution No.
FY 24 Salary Resolution
determined in accordance with Section 2, Subsection (OP)(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 (OP)(2)(b).
O.P. 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.
Resolution No.
FY 24 Salary Resolution
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 employees whose schedule is 56 hour s per week is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,912, and the hourly rate of pay for employees whose schedule is 4 2 hours per week is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,184.
SECTION 4. EXEMPT JOB CLASSES
Employees in classes listed as exempt in any exhibit attached to this salary resolution whose job codes are marked with a n “e” shall not be entitled to payment or compensatory time off for overtime as provided for in the rules and regulations of the Fair Labor Standards Act (hereafter “FLSA”).
In accordance with the rules and regulations of the FLSA, the base salary of exempt employees shall not be reduced due to variations in the quality or quantity of the work performed.
Deductions from the salary of exempt employees are allowed only for those certain circumstances which are set forth in the applicable FLSA regulations.
Employees exempt from overtime shall not be subject to deductions for Leave Without Pay in increments of less than a work day workday or shift. Employees with qualified medical restrictions may be temporarily placed on a part-time basis and will receive the pro-rated salary during the time of restriction.
SECTION 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES
A. Temporary employees shall be paid on an hourly basis for the hours actually worked, subject to the provisions of Section 4 above and/or the FLSA, which provides for overtime compensation for hours worked in excess of 40 per workweek. Any such employee in a class having a monthly salary rate shall be paid an hourly rate that is converted from the monthly salary for that class pursuant to Section 3.
B. Sick Leave for Temporary Employees:
1. Temporary employees will earn one (1) hour of Sick Leave for every thirty (30) hours of work, including overtime. This accrual will begin on the first day of employment.
Sick Leave Accruals will be capped at forty-eight (48) eighty (80) hours. Sick Leave may be carried over from year to year.
2. Temporary employees will be eligible to use Sick Leave on the ninetieth (90th) day of employment.
3. Sick Leave can be used for:
Resolution No.
FY 24 Salary Resolution
a. Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee;
b. Diagnosis, care, or treatment of an existing health condition of, or preventive care for an employee’s parent (a biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), child (a child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis - this definition of a child is applicable regardless of age or dependency status), spouse, registered domestic partner, sibling, grandparent, or grandchild; or,
c. For an employee who is a victim of domestic violence, sexual assault, or stalking, the purposes described in Labor 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 SB 616 and AB1522, Healthy Workplace Healthy Family Act of 2014 (i.e., Labor Code §§245 et seq.).
b. Temporary employees may use up to three (3)five (5) days as Protected Sick Leave or twenty-four (24)forty (40) hours, whichever is greater, in each fiscal year (July 1 through June 30). Sick Leave may be used beginning on the nineth (90th) day of employment.
5. Temporary employees who leave City employment and return within one (1) year from the date of separation will have their previously accrued and unused paid sSick hoursSick Leave 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.
Resolution No.
FY 24 Salary Resolution
Each 9/80 work schedule will consist of eight 9-hour shifts, one 8-hour shift, and one day off per 14-day period broken down into two 40-hour per week FLSA workweeks. All employees working a 9/80 work schedule shall have an FLSA workweek, which begins four (4) hours after the start time of the day of the week, which constitutes the employee’s alternating day off. This shall be an 8-hour shift. The workweek shall end exactly 168 hours later.
Employees working a 4/10 or 9/80 work schedule shall have the following exceptions for the holiday benefit apply:
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 Leave pay for the actual number of hours absent , provided the employee has a sufficient balance of Sick Leave hours.
2. Vacation Leave: Employees on a 4/10 or 9/80 work schedule shall accumulate the same number of hours Vacation Leave per month as under a 5/8 work schedule.
Vacation Leave will be granted for the actual number of hours absent, provided the employee has a sufficient balance of Vacation Leave hours.
SECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”) /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 compensatory time off for overtime work (as Resolution No.
FY 24 Salary Resolution
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 November 21, 2022, employees in the E1 -E5 Executive Pay Range shall be credited with a prorated balance of the 80 hou rs 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 employee s 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 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.
3.4. Cash outs received under this provision will be considered pensionable for retirement purposes for members in the Employees Retirement System.
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 1 st 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, but will be automatically transferred to a Special HRA Bank if unused., or may be put into a special HRA bank at the employee’s election, consistent with the below provisions. .
3. At the employee’s option, upUp to thirty-two hours (32) of the additional Supplemental Management Leave per fiscal year may may be transferred to a Special Health Reimbursement Arrangement ( HRA) Bank (Section 16F) 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 Resolution No.
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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.
4. Interim and provisional appointments to classifications in E1-E5 Executive Pay Range are not eligible for the Supplemental Management Leave.
5. 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 Annual Leave accrual rate for members of recognized labor organizations who participate in the City of Fresno Employees’ Retirement System, the City will increase the Annual Leave accrual rate to the same level for employees in Exhibit 2.
More 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 Annual Leave accrual rate to the same level for employees in Exhibit 2.
b. Accumulation Limit – The accumulation of unused Annual Leave will not exceed 1,300 hours for employees in Executive Pay ranges E1 through E4; Resolution No.
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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.
c. At the discretion of the Appointing Authority, employees in Unit 2 that are at the accumulation limit for Annual Leave for a minimum of two ( 2) consecutive pay periods are eligible to ear n Special HRA credits at the same rate as Annual Leave. Special HRA credits will only be accrued when the employee has reached their Annual Leave accumulation limit. Special HRA credits may be converted to HRA eligible hours upon retirement. Once the employee resumes accruing Annual Leave, Special HRA credits will not accrue. Employees will not earn Annual Leave and Special HRA credits in the same month. Special HRA credits have no cash value.
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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 Annual Leave balances at their applicable base rate of pay. Payment received under this provision will not be pensionable for retirement purposes.
4. Frozen Sick Leave
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.
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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 to fulfill a legal obligation of the employer , 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 Supplemental Sick Leave each fiscal year with a lifetime accrual limit of 80 hours. Supplemental Sick Leave hours shall be credited on a pro-rated basis for each full calendar month remaining on such appointment in the fiscal year.
Employees may utilize earned and accrued Supplemental Sick Leave hours as follows:
• Once Sick Leave and Annual Leave have been exhausted;
• To be cashed out at retirement or separation from the City, if not eligible for participation in the HRA;
• In the performance of community activities during the course of the employee’s normal work day, with the appropriate approval;
• Placed in the HRA in accordance with Section 16(F); or
• Once Sick Leave and Annual Leave ha ve been exhausted during the first and second year of employment, where an employee is accruing Supplemental Sick Leave, up to half of the hours of Supplemental Sick Leave accrued in a fiscal year for Protected Sick Leave Resolution No.
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used only for those purposes identified in California Labor Code 233. Use of Protected Sick Leave must be authorized and recorded by the department director or designee.
Cash outs received under this provision will not be considered pensionable for retirement purposes.
SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2
City employees in classifications designated as exempt from overtime under the provisions of the FLSA and who receive Management Leave pursuant to S ection 8, may be granted Management Time Off if the supervisor or designee determines that service delivery and performance of job functions will not be impaired due to the employee’s absence. Such time off shall not be calculated on an hour-for-hour basis in relation to total hours worked. Management Time Off shall not be deducted from any existing leave banks.
Management Time Off must be scheduled in advance when possible, approved as Management Time Off by the employee’s supervisor or designee and generally taken in increments of less than one day.
Only department directors, assistant directors, or division managers may approve Management Time Off for a full day’s absence.
SECTION 13. SALARY RATES
The various classes of employment in the City service listed in the following designated exhibits (which are incorporated herein) shall be paid at the rates set forth therein opposite each class title:
EXHIBIT 1 Non-Supervisory Blue Collar
EXHIBIT 2 Non-Represented Management and Confidential Classes EXHIBIT 3 Non-Supervisory White Collar
EXHIBIT 4 Non-Management Police
EXHIBIT 5 Fire Non-Management
EXHIBIT 6 Bus Drivers and Student Drivers
EXHIBIT 7 Non-Supervisory Groups and Crafts
EXHIBIT 8 Non-Represented
EXHIBIT 9 Police Management
EXHIBIT 10 Fire Management
EXHIBIT 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 more than one (1) of the listed certificates and/or licenses may only receive pay for one (1) certificate or license regardless of th e number of certificates and/or licenses they possess.
Professional Certificate and License Pay in this provision will be considered pensionable for retirement purposes for members in the Employee Retirement System.
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 translating. In conjunction with the Director of Personnel Services, department directors or their designees, shall designate those positions or assignments for which bilingual skills are desired, unless modified by applicable MOU or T&C.
A. In order to remain eligible to receive bilingual premium pay, employees must take and pass the certification examination once every five (5) years. Employees who fail to recertify will no longer receive bilingual premium pay.
B. This bilingual certification program is not subject to the grievance or appeal process.
C. Bilingual certification examinations are conducted for Armenian, Cambodian, Hindi, Hmong, Laotian, Punjabi, Sign, Spanish and Vietnamese languages.
D. The bilingual premium pay rate for certified employees occupying permanent classes in Exhibit 2 is one hundred dollars ($100) per month, regardless of how many languages for which an employee is certified.
E. Certified employees may interpret/translate for departments/divisions they are not assigned to, provided the requesting department/division has a demonstrated customer service related need and has obtained approval from the certified employee’s supervisor.
F. Certified employees shall not refuse to interpret/translate while on paid status. Refusal shall result in appropriate disciplinary action.
G. Certified employees may be assigned to any incident or investigation requiring their bilingual skills, and may be required to prepare written reports related to the incident or investigation. The objective of this policy will be to utilize department resources in the most efficient way possible.
H. Except in the event of an emergency as determined by management, bilingual employees who are not certified shall not be required to interpret/translate.
SECTION 16. BENEFITS FOR FULL -TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
Benefits for employees occupying permanent positions in Exhibit 2 shall be as follows:
A. The City’s contribution towards employee health insurance will be shared on a fifty percent (50%) basis by the City and employees , except that employees will be required to pay no more than thirty percent (30%) of the premium established by the Fresno City Employees Health and Welfare Trust Board and the City shall pay seventy percent (70%).
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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 the terms of the policy.
D. Employees may elect to make contributions through payroll deductions for voluntary supplemental benefits made available by the City.
E. Employees in Exhibit 2 hired with the City on or after August 31, 2014, shall make an additional contribution equal to one and one -half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. Employees who transfer, demote , or promote, into Unit 2 and were paying an additional one and one -half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System immediately prior to entering Unit 2, shall continue to pay the additional one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding am ount. 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 in to 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 S ection 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 co ntribution 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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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 Frozen Sick Leave and/or Annual Leave used for sick time and/or Sick Leave, Holiday Leave, and/or Vacation Leave used for sick time (excluding Bereavement Leave statutorily protected hours used for workers’ 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. Monthly 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.
15.16. Additional Annual Leave beyond what is authorized in Section 9 of the Salary Resolution. Additional Annual Leave provided under this section is not to exceed the total amount of Annual Leave usually earned by the employee over the course of twelve months.
16.17. 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;
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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;
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.
9.10. Additional Annual Leave beyond what is authorized in Section 9 of the Salary Resolution. Additional Annual Leave provided under this section is not to exceed the total amount of Annual Leave usually earned by the employee over the course of twelve months.
10.11. 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 eEmployees 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. The employer contribution shall be made in bi- weekly payments and shall not be calculated as part of base salary and shall stop at the last payroll after separation.
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.
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3.2. 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.
4.3. 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 TEMPORARY EMPLOYEES; AND BENEFITS AND
TERMS AND CONDITIONS FOR PERMANENT AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT AIRPORT PUBLIC SAFETY SUPERVISORS; AND
TEMPORARY EMPLOYEES
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. Upon appointment to a permanent position other than Police Cadet , time served as a Police Cadet I and II shall not be included in calculating an employee’s period of continuous service for the purposes of seniority, retirement benefits, leave accruals, or other benefits.
3. Police Cadets shall be provided with Social Security benefits and shall not be members of the Fresno City Employees’ Retirement System as they are employed principally for the purpose of training.
4. Actual hours worked in excess of 40 hours a week shall be compensated as overtime in accordance with the applicable provisions of FLSA.
5. Fringe benefits for employees in permanent positions in the Cadet series will be determined by the City Manager or designee.
6. Protected Sick Leave
Employees will accumulate and be able to use Protected Sick Leave in accordance with SB 616 and AB1522, Healthy Workplace Healthy Family Act of 2014 , up to twenty-four (24) forty (40) hours or three (3) five (5) days each fiscal year, whichever is greater.
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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)eighty (80) hours. Accruals of Protected Sick Leave may be carried over from year to year.
Employees who leave City employment and return within one (1) year from the date of separation will have their previously accrued and unused paid Protected Ssick Leave accrualshoursSick Leave 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.
8. Uniform Pay
New employees in Cadet classification who are required to purchase, maintain, and/or wear a uniform shall receive three hundred ninety-six dollars ($396) in their first paycheck for the purpose of assisting in the purchase and maintenance of uniforms. Upon completion of the initial six (6) months of employment, employees in Cadet I and Cadet II classes shall receive sixty -six dollars ($66) per month for uniform maintenance and replacement to be prorated on a pay -period-by pay period basis. In the event the new employee voluntarily leaves the position within the first six (6) months, the employee shall reimburse the City for one-sixth (1/6) of the three hundred ninety -six dollars ($396) for each full calendar month to be prorated on a pay-period-by-pay-period basis.
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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 and will continue contributing to the Retirement Plan.
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.
6. Long Term Disability and Life Insurance for PPT Employees in Exhibit 2 PPT employees appointed in a permanent class included in Exhibit 2, shall be provided 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. The City provides Long Term Disability Insurance for PPT employees in accordance with the terms of the policy.
C. Benefits for Limited Employees and Temporary Employees
1. Limited Employees
a. 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:
i. 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.
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ii. 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 and will continue contributing to the Retirement Plan.
iii. Limited employees shall be paid for jury duty attendance and court attendance in accordance with FMC Sections 3-109 and 3-110. iv. Limited employees in non -exempt job classifications who are assigned to standby duty shall receive premium pay of $1.65 an hour while assigned to standby duty. Standby duty is defined as time outside of a Limited employee’s work shift where management requires a Limited employee to be available to report for standby work. Standby work is defined as the hours worked outside of a Limited employee’s work shift where a Limited employee assigned to standby duty is required to report for work. In the event a Limited employee on standby duty is required to report for standby work, standby premium pay shall be discontinued once the Limited employee reports for standby work. Premium pay for standby duty and compensation for hours worked, whether the hours worked are during the Limited employee’s standby work or work shift, shall not be paid concurrently. During the time the Limited employee is working standby work, the Limited employee shall be
compensated at their applicable rate of pay. Time spent on standby duty shall not be considered hours worked.
b. Benefits for Limited employees 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.
2. Temporary Employees
a. Temporary employees in non -exempt job classifications who are assigned standby duty shall receive premium pay of $1.65 an hour while assigned to standby duty. Standby duty is defined as time outside of a Temporary employee’s work shift where management requires a Temporary employee to be available to report for standby work. Standby work is defined as the hours worked outside of a Temporary employee’s work shift where a Temporary employee assigned to standby duty is required to report for work. In the event a Temporary employee on standby duty is required to report for standby work, standby premium pay shall be discontinued once the Temporary employee reports for standby work. Premium pay for standby duty and compensation for hours worked, whether the hours worked are during the Temporary employee’s standby work or work shift, shall not be Resolution No.
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paid concurrently. During the time the Temporary employee is working standby work, the Temporary employee shall be compensated at their applicable rate of pay. Time spent on standby duty shall not be considered hours worked.
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 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:
i. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee;
ii. 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,
iii. 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)five (5) days of Protected Sick Leave or forty (40) hours, whichever is greater, for purposes as defined in s ubsection C.2 above on or after July 1 of each year, these provisions under SB 616 and AB1522, Healthy Workplace Healthy Family Act of 2014 will no longer be applicable. Sick Leave may be used beginning on the nineth tieth(90th) day of employment.
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 their previously accrued and unused paid sSick hoursLeave accrualsSick Leave 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 until such time as a new MOU is duly ratified, at which time the benefits, terms, and conditions of employment for Airport Public Safety Officers and Airport Public Safety Supervisors shall be governed by the MOU and other applicable City rules:
1. Health and Welfare
i. 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.
ii. 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) Employment with the City;
b) Within thirty (30) days of a qualifying event; or
c) During 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 t he 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 Resolution No.
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proof of other health insurance for purposes of this section must include the City employee’s name.
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 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
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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 re tirement 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%) 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 of the Fire and Police Retirement System 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 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 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 January 17, 2022, and whose COLA adjustments a re 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).
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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.
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.
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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:
• 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 have their previously accrued and unused paid reinstatement of their Ssick hoursLeave balancesrestoredSick Leave 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 d esignee 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 Vacation 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 Vacation 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 d esignee 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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cash out 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 fis cal 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.
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(3) Airport Public Safety Supervisors
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 Resolution No.
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medical insurance (including COBRA premiums) and qualified medical expenses for the participant, the participant’s spouse (or surviving spouse in the event of 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. Notwithstanding the provisions of FMC Section 3 -118, the percentage of wages or salary and benefits received by a full-time employee who suffers an injury or illness in the course and scope of City employment shall be paid in accordance with Labor Code 485 0. Consistent with FMC Section 3 -118, the percentage of wages or salary and benefits received by an part-time employee who suffers an injury or illness in the course and scope of City employment shall be the percentage and benefits established by in accordance with 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 Leave, Vacation Leave, or Holiday Leave for that period.
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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 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 Pub lic 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.
15. Hours and Work Schedules
1. The workweek/work cycle work period under FLSA will be determined by management in accordance with the needs of the Airport with the understanding that employees perform both law enforcement and fire protection duties under the definitions of FLSA and are considered to be Resolution No.
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covered under the law enforcement positionsrules applicable to law enforcement.
2. Employees are on a 14 day work period with a schedule consisting of three twelve (12) hour shifts in one week and four twelve (12) hour shifts in another week. As noted below, this work period and schedule can be changed with appropriate notice.
3. Work schedules are established solely at management’s discretion based upon the need to provide service to the public and operational efficiency requirements. Work schedules may be rotated, at management’s discretion.
4. Management will provide thirty (30) calendar days written notice of a change in work schedules to employees. A copy will be sent to Labor Relations.
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.
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.
Conversion example:
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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 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 Holid ay Leave above the cap converted to a Special Holiday Leave bank.
Employees with Special Holiday Leave who transfer to a bargaining unit with no Holiday Leave cap will have all Special Holiday Leave converted to Holiday Leave.
SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR
MILITARY SERVICE
The City will extend salary and benefits to permanent City employees while they are serving in active military duty deployments of more than thirty-one (31) days as follows:
A. Payment of the employee’s salary differential benefit;
B. Payment of the City’s portion of the employees’ Health and Welfare Resolution No.
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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, for up to 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 memb ers of the fire fighting forces working a twenty-four hour shift shall be allowed such Leave not to exceed two regular working shifts.
In 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 leave by their department director. The department director shall notify Personnel Services Director when any employee is granted such leave.
SECTION 22. LEAVE INTEGRATION WITH STATE DISABILITY INSURANCE (SDI) FOR NEW
EMPLOYEES AND EMPLOYEES TRANSITIONING FROM A BARGAINING UNIT WITH SDI; LEAVE INTEGRATION WITH THE CITY’S LONG TERM DISABILITY
INSURANCE PLAN
A. INTEGRATION WITH STATE DISABILITY INSURANCE (INCLUDING PAID FAMILY LEAVE) (“SDI/PFL”)
Employees eligible for SDI /PFL benefits under Section 2601, et seq. of California Unemployment Insurance Code receive benefits pursuant to California Unemployment Insurance Code Section 2655.
Newly hired employees eligible for the SDI/PFL benefit and employees transitioning from a bargaining unit with SDI /PFL participation are eligible to integrate their leave balances under this Section. Integrating leave balances is defined as using the SDI /PFL benefit combined with an appropriate number of hours per work week of the employee’s available leave balances added together to provide regular, bi-weekly income.
Before leave integration will occur, a n employee must file a claim as required under SDI/PFL and make a time ly election to integrate leave with SDI/PFL benefits which shall be no more than 100 percent of the employee’s normal bi -weekly gross wages (excluding overtime pay) immediately prior to the start of the disability period.
Resolution No.
FY 24 Salary Resolution
A timely election to integrate leave shall be notification to the City as soon as practical, but no later than fourteen (14) calendar days after the date of the SDI/PFL claim. Notification shall be provided by completing an Agreement to Integrate Leave Balance form made available in each department 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. Extension s beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case -by-case basis. Leave integration will not be allowed or provided for any period before the City receives the signed Agreement to Integrate Leave Balance and the Notice of Computation, including retroactive integration, unless exigent good cause circumstances apply (i.e., integration will occur only on a prospective basis after the City’s receipt of the required leave integration paperwork unless exigent good cause circumstances apply).
Integrating leave balances with SDI /PFL benefits will continue only if leave balances are available and the employee remains eligible to receive SDI/PFL benefits. Once integration begins, it will continue as long as leave balances are available and SDI /PFL benefits continue.
Integration will end, whichever comes first in time, upon: (1) notification from the employee that SDI/PFL benefits have terminated, (2) the employee exhaust ing all leave balances and/or donated time resulting in leave without pay status, (3) the employee’s return to work, or (4) the employee’s separation from City employment.
An employee who is integrating leave and has exhausted all other leave balances may apply for donated time in accordance with City policies. Donated time will be integrated in the same manner as all other available leave time as described in this Section.
B. INTEGRATION WITH THE CITY’S LONG TERM DISABILITY PLAN
Employees eligible for the City’s Long Term Disability Plan may elect to integrate leave time with those Plan benefits by signing an integration agreement as soon as practical, but no later than fourteen (14) calendar days after the Long Term Disability claim date .
Notification shall be provided by completing an integration agreement form made available by the City indicating whether or not the employee desires to integrate leave with the claim.
Extensions beyond fourteen (14) calendar days may be given due to 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 Resolution No.
FY 24 Salary Resolution
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.
SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREEIN-SERVICE DISTRIBUTION
A. 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 perfor m the duties of the position. Before commencing such temporary employment, there must be a bona-fide employment separation. For the purposes of t his 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.
B. Non-Retiree Terminated Employee
When an employee takes a refund of their retirement contributions and interest following termination of city service, a bona -fide employment separation is required prior to a return to city employment. For purposes of this Section 25B, “bona fide employment separation” means: (1) there has been no explicit or implicit understanding or agreement before terminating city service, and for at least 90 calendar days after their termination, between the Resolution No.
FY 24 Salary Resolution
employee and the City of their future temporary employment with the City, and (2) upon their termination, the terminated 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 de signated 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 will receive a Referral Incentive of up to a total of one thousand dollars ($1,000) per referral, subject to the terms outlined below:
A. Police Officer Recruit
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;
Resolution No.
FY 24 Salary Resolution
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 ha s met the requirements of (a) and (c ) described above.
3. The Referral Incentive will be paid in four (4) increments of two hundred fifty dollars ($250) up to the total one thousand dollars ($1,000) as follows:
a. Upon the lateral Police Officer’s hire and commencement of work with the City;
b. Upon the lateral Police Officer’s successful completion of the field training program, as determined by Police Administration;
c. Upon the lateral Police Officer’s successful completion of the probationary period; and
d. Upon the lateral Police Officer’s successful completion of an additional twelve (12) months of City service following the successful completion of the probationary period.
Resolution No.
FY 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 ha s met the requirements described above.
3. The Referral Incentive will be paid in four (4) increments of two hundred fifty dollars ($250) up to the total one thousand dollars ($1,000) as follows:
a. Upon the lateral ESD’s hire and commencement of work with the City;
b. Upon the lateral ESD’s successful completion of the ESD training program, as determined by Police Administration;
c. Upon the lateral ESD’s completion of the probationary period; and
d. Upon the lateral ESD’s completion of an additional twelve (12) months of City service following the successful completion of the probationary period.
D. Only one current permanent City employee may receive the Referral Incentive for each eligible candidate hired by the City as a permanent Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III.
E. The referring employee must be designated in writing by the candidate at the time the application for employment is submitted to for the referring employee to be eligible for the Referral Incentive.
F. Should the referred Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III fail to meet any of the metrics outlined above, the referring employee will be ineligible to receive the coinciding incentive(s).
G. Employees in the Personnel Services Department, members of the Police Department Recruiting Unit, members of Unit 9 – Police Management, and other employees directly involved in a candidate’s hiring process are not eligible to receive the Referral Incentive.
H. The Referral Incentive is not compensable for retirement purposes.
Resolution No.
FY 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 suc h order deviating therefrom, as is in the City Manager’s judgment, proper to mitigate the injustice.
SECTION 28. CONFLICTING RESOLUTIONS
Resolution No. 2022-152, 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, 20243.
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 4085 4291 4505 4729 4965 Airports Operations Leadworker 310010 12 4772 5010 5262 5525 5801 Airports Operations Specialist 310012 12 4339 4554 4782 5021 5271 Automotive Parts Leadworker 145006 12 4339 4554 4782 5021 5271 Automotive Parts Specialist 145005 12 3942 4140 4345 4564 4791 Aviation Mechanic I 4100394 124 5293 5559 5833 6128 6433 Aviation Mechanic II 4100404 124 5823 6113 6418 6741 7076 Aviation Mechanic Leadworker 410041 12 6405 6724 7060 7412 7784 Body & Fender Repairer 320036 12 5293 5559 5833 6128 6433 Body & Fender Repairer Leadworker 320037 12 5823 6113 6418 6741 7076 Body & Fender Repairer Trainee 3200357 67 4771 5009 5261 5524 5799 Brake & Front End Specialist 710085 12 5823 6113 6418 6741 7076 Bus Air Conditioning Mechanic 320031 12 5293 5559 5833 6128 6433 Bus Air Conditioning Mechanic Leadworker 320032 12 5823 6113 6418 6741 7076 Bus Air Conditioning Mechanic Trainee 3200307 67 4771 5009 5261 5524 5799 Bus Equipment Attendant Leadworker 320040 12 4339 4554 4782 5021 5271 Bus Mechanic I 3200204 124 4771 5009 5261 5524 5885
Bus Mechanic II 3200214 124 5293 5559 5833 6128 6433
Bus Mechanic Leadworker 320022 12 5823 6113 6418 6741 7076 Collection System Maintenance Specialist 630002 12 4826 5067 5320 5585 5864 Collection System Maintenance Technician 630001 12 4388 4607 4837 5077 5332 Combination Welder 710067 12 5293 5559 5833 6128 6433
Combination Welder Leadworker 710066 12 5823 6113 6418 6741 7076 Communications Technician I 710050 12 4745 4983 5230 5491 5766 Communications Technician II 710051 12 5230 5491 5766 6054 6357
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 jou rney 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 5070 5325 5589 5867 6160 Custodian 810001 12 3240 3402 3572 3749 3936
Electronic Equipment Installer 710060 12 3849 4040 4243 4454 4678 Equipment Service Worker I 710075 12 3942 4140 4345 4564 4791 Equipment Service Worker II 710076 12 4339 4554 4782 5021 5271 Fire Equipment Mechanic I 4200107 67 4771 5009 5261 5524 5799 Fire Equipment Mechanic II 420011 12 5293 5559 5833 6128 6433 Fire Equipment Mechanic Leadworker 420012 12 5823 6113 6418 6741 7076 Graffiti Abatement Technician 710009 12 3890 4084 4291 4505 4729 Heavy Equipment Mechanic I 7101004 124 4771 5009 5261 5524 5799 Heavy Equipment Mechanic II 7101014 124 5293 5559 5833 6128 6433 Heavy Equipment Mechanic Leadworker 710102 12 5823 6113 6418 6741 7076 Heavy Equipment Operator 710025 12 4923 5171 5428 5701 5983 Instrumentation Specialist 620025 12 5574 5854 6147 6453 6775 Instrumentation Technician 620026 12 5070 5325 5589 5867 6160 Irrigation Specialist 510005 12 4282 4496 4720 4956 5202 Laborer 710005 12 3287 3439 3595 3760 3936
Light Equipment Mechanic I 7100954 124 4771 5009 5261 5524 5799 Light Equipment Mechanic II 7100964 124 5293 5559 5833 6128 6433 Light Equipment Mechanic Leadworker 710097 12 5823 6113 6418 6741 7076 Light Equipment Operator 710020 12 4339 4554 4782 5021 5271 Locksmith 810015 12 3968 4166 4373 4591 4821
Maintenance & Construction Worker 710015 12 3942 4140 4345 4564 4791 Maintenance & Operations Assistant 710001 12 3287 3439 3595 3760 3936
SEE APPENDIX FOR FOOTNOTES Page 1.3
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Maintenance Carpenter I 810020 12 4367 4584 4814 5053 5305 Maintenance Carpenter II 810021 12 4816 5057 5309 5573 5853 Park Equipment Mechanic I 7101094 124 3942 4140 4345 4564 4791 Park Equipment Mechanic II 710110 12 4339 4554 4782 5021 5271 Park Equipment Mechanic Leadworker 710111 12 4771 5009 5261 5524 5799 Parking Meter Attendant I 7101254 124 3563 3741 3930 4125 4332 Parking Meter Attendant II 7101264 124 3922 4117 4321 4538 4765 Parking Meter Attendant III 710127 12 4312 4526 4753 4992 5239 Parks Maintenance Leadworker 510003 12 4282 4496 4720 4956 5202 Parks Maintenance Worker I 510001 12 3240 3402 3572 3749 3936 Parks Maintenance Worker II 510002 12 3892 4085 4291 4505 4729 Power Generation Operator/Mechanic 620055 12 5875 6166 6476 6797 7137 Property Maintenance Leadworker 810007 12 4375 4592 4823 5065 5317 Property Maintenance Worker 810006 12 4085 4291 4507 4730 4965 Roofer 810010 12 3968 4165 4374 4591 4821
Sanitation Operator 640021 12 4339 4554 4782 5021 5271
Senior Collection System Maintenance
Specialist 630004 12 5308 5572 5852 6143 6450
Senior Communications Technician 710052 12 5770 6057 6361 6677 7012 Senior Custodian 810002 12 3563 3741 3930 4125 4332
Senior Heavy Equipment Operator 710026 12 6060 6363 6680 7015 7366 Senior Sanitation Operator 640022 12 4923 5171 5428 5701 5983 Senior Wastewater Mechanical Specialist 620062 12 5339 5607 5886 6182 6488 Senior Wastewater Treatment Plant
Operator 620043 12 6201 6513 6838 7179 7538
Senior Water Distribution/Production
Operator 610030 12 6201 6513 6838 7179 7538
Senior Water Treatment Plant Operator 610039 12 6329 6645 6978 7327 7692 Solid Waste Safety & Training Specialist 640005 12 4696 4925 5169 5420 5685
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 4446 4666 4899 5145 5401 Street Sweeper Lead Operator 710036 12 4771 5009 5261 5524 5799 Street Sweeper Operator 710035 12 4339 4554 4782 5021 5271 Tire Maintenance & Repair Technician 710081 12 4339 4554 4782 5021 5271 Tire Maintenance Worker 710080 12 3942 4140 4345 4564 4791 Traffic Maintenance Leadworker 710046 12 4446 4666 4899 5145 5401 Traffic Maintenance Worker I 7100444 124 3665 3849 4040 4243 4454 Traffic Maintenance Worker II 7100454 124 4031 4232 4445 4665 4897 Tree Trimmer Leadworker 510010 12 4411 4630 4863 5107 5363 Utility Leadworker 710010 12 4282 4496 4720 4956 5202
Waste Container Maintenance Worker 640010 12 3563 3741 3930 4125 4332 Wastewater Distributor Technician 620050 12 3989 4187 4398 4616 4847 Wastewater Mechanical Specialist 620061 12 5070 5325 5589 5867 6160 Wastewater Mechanical Technician 620060 12 4611 4840 5080 5335 5602 Wastewater Treatment Plant Operator-In-
Training 6200401 - 3989 4187 4398 4616 4847
Wastewater Treatment Plant Specialist 6200425 125 5339 5607 5886 6182 6488 Wastewater Treatment Plant Technician 6200415 125 5070 5325 5589 5867 6160 Water Distribution/Production Specialist 610029 12 5070 5325 5589 5867 6160 Water Distribution/Production Technician 610028 12 4611 4840 5080 5335 5602 Water Maintenance Mechanic Specialist 610032 12 5070 5325 5589 5867 6160 Water Maintenance Mechanic Technician 610031 12 4611 4840 5080 5335 5602 Water Quality Specialist 610034 12 5070 5325 5589 5867 6160 Water Quality Technician 610033 12 4611 4840 5080 5335 5602 Water System Trainee 6100231 - 3287 3439 3595 3760 3936 Water Treatment Plant Operator 610042 12 5070 5325 5589 5867 6160 Water Treatment Plant Operator-In-Training 6100411 - 3989 4187 4398 4616 4847 Welder 710065 12 4771 5009 5261 5524 5799
SEE APPENDIX FOR FOOTNOTES Page 1.5
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective July 3, 2023
CLASS TITLE JOB PROB A B C D E CODE PER
Airports Building Maintenance Technician 310011 12 4085 4291 4505 4729 4965 Airports Operations Leadworker 310010 12 4772 5010 5262 5525 5801 Airports Operations Specialist 310012 12 4339 4554 4782 5021 5271 Automotive Parts Leadworker 145006 12 4339 4554 4782 5021 5271 Automotive Parts Specialist 145005 12 3942 4140 4345 4564 4791 Aviation Mechanic I 4100394 124 5293 5559 5833 6128 6433 Aviation Mechanic II 4100404 124 5823 6113 6418 6741 7076 Aviation Mechanic Leadworker 410041 12 6405 6724 7060 7412 7784 Body & Fender Repairer 320036 12 5293 5559 5833 6128 6433 Body & Fender Repairer Leadworker 320037 12 5823 6113 6418 6741 7076 Body & Fender Repairer Trainee 3200357 67 4771 5009 5261 5524 5799 Brake & Front End Specialist 710085 12 5823 6113 6418 6741 7076 Bus Air Conditioning Mechanic 320031 12 5293 5559 5833 6128 6433 Bus Air Conditioning Mechanic
Leadworker 320032 12 5823 6113 6418 6741 7076
Bus Air Conditioning Mechanic Trainee 3200307 67 4771 5009 5261 5524 5799 Bus Equipment Attendant Leadworker 320040 12 4339 4554 4782 5021 5271 Bus Mechanic I 3200204 124 4771 5009 5261 5524 5885
Bus Mechanic II 3200214 124 5293 5559 5833 6128 6433
Bus Mechanic Leadworker 320022 12 5823 6113 6418 6741 7076 Collection System Maintenance Specialist 630002 12 4826 5067 5320 5585 5864 Collection System Maintenance
Technician 630001 12 4388 4607 4837 5077 5332
Combination Welder 710067 12 5293 5559 5833 6128 6433
Combination Welder Leadworker 710066 12 5823 6113 6418 6741 7076 Communications Technician I 710050 12 4745 4983 5230 5491 5766 Communications Technician II 710051 12 5230 5491 5766 6054 6357
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.
SEE APPENDIX FOR FOOTNOTES Page 1.6
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective July 3, 2023
CLASS TITLE JOB PROB A B C D E CODE PER
Cross Connection Control Specialist 610040 12 5070 5325 5589 5867 6160 Custodian 810001 12 3240 3402 3572 3749 3936
Electronic Equipment Installer 710060 12 3849 4040 4243 4454 4678 Equipment Service Worker I 710075 12 3942 4140 4345 4564 4791 Equipment Service Worker II 710076 12 4339 4554 4782 5021 5271 Fire Equipment Mechanic I 4200107 67 4771 5009 5261 5524 5799 Fire Equipment Mechanic II 420011 12 5293 5559 5833 6128 6433 Fire Equipment Mechanic Leadworker 420012 12 5823 6113 6418 6741 7076 Graffiti Abatement Technician 710009 12 3890 4084 4291 4505 4729 Heavy Equipment Mechanic I 7101004 124 4771 5009 5261 5524 5799 Heavy Equipment Mechanic II 7101014 124 5293 5559 5833 6128 6433 Heavy Equipment Mechanic Leadworker 710102 12 5823 6113 6418 6741 7076 Heavy Equipment Operator 710025 12 4923 5171 5428 5701 5983 Instrumentation Specialist 620025 12 5574 5854 6147 6453 6775 Instrumentation Technician 620026 12 5070 5325 5589 5867 6160 Irrigation Specialist 510005 12 4282 4496 4720 4956 5202 Laborer 710005 12 3287 3439 3595 3760 3936
Light Equipment Mechanic I 7100954 124 4771 5009 5261 5524 5799 Light Equipment Mechanic II 7100964 124 5293 5559 5833 6128 6433 Light Equipment Mechanic Leadworker 710097 12 5823 6113 6418 6741 7076 Light Equipment Operator 710020 12 4339 4554 4782 5021 5271 Locksmith 810015 12 3968 4166 4373 4591 4821
Maintenance & Construction Worker 710015 12 3942 4140 4345 4564 4791 Maintenance & Operations Assistant 710001 12 3287 3439 3595 3760 3936
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.
SEE APPENDIX FOR FOOTNOTES Page 1.7
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective July 3, 2023
CLASS TITLE JOB PROB A B C D E CODE PER
Maintenance Carpenter I 810020 12 4367 4584 4814 5053 5305 Maintenance Carpenter II 810021 12 4816 5057 5309 5573 5853 Park Equipment Mechanic I 7101094 124 3942 4140 4345 4564 4791 Park Equipment Mechanic II 710110 12 4339 4554 4782 5021 5271 Park Equipment Mechanic Leadworker 710111 12 4771 5009 5261 5524 5799 Parking Meter Attendant I 7101254 124 3563 3741 3930 4125 4332 Parking Meter Attendant II 7101264 124 3922 4117 4321 4538 4765 Parking Meter Attendant III 710127 12 4312 4526 4753 4992 5239 Parks Maintenance Leadworker 510003 12 4282 4496 4720 4956 5202 Parks Maintenance Worker I 510001 12 3240 3402 3572 3749 3936 Parks Maintenance Worker II 510002 12 3892 4085 4291 4505 4729 Power Generation Operator/Mechanic 620055 12 5875 6166 6476 6797 7137 Property Maintenance Leadworker 810007 12 4375 4592 4823 5065 5317 Property Maintenance Worker 810006 12 4085 4291 4507 4730 4965 Roofer 810010 12 3968 4165 4374 4591 4821
Sanitation Operator 640021 12 4339 4554 4782 5021 5271
Senior Collection System Maintenance
Specialist 630004 12 5308 5572 5852 6143 6450
Senior Communications Technician 710052 12 5770 6057 6361 6677 7012 Senior Custodian 810002 12 3563 3741 3930 4125 4332
Senior Heavy Equipment Operator 710026 12 6060 6363 6680 7015 7366 Senior Sanitation Operator 640022 12 4923 5171 5428 5701 5983 Senior Wastewater Mechanical Specialist 620062 12 5339 5607 5886 6182 6488 Senior Wastewater Treatment Plant
Operator 620043 12 6201 6513 6838 7179 7538
Senior Water Distribution/Production
Operator 610030 12 6201 6513 6838 7179 7538
Senior Water Treatment Plant Operator* 610039 12 6704 7040 7392 7762 8151 Solid Waste Safety & Training Specialist 640005 12 4696 4925 5169 5420 5685
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 7/3/2023.
SEE APPENDIX FOR FOOTNOTES Page 1.8
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective July 3, 2023
CLASS TITLE JOB PROB A B C D E CODE PER
Street Maintenance Leadworker 710040 12 4446 4666 4899 5145 5401 Street Sweeper Lead Operator 710036 12 4771 5009 5261 5524 5799 Street Sweeper Operator 710035 12 4339 4554 4782 5021 5271 Tire Maintenance & Repair Technician 710081 12 4339 4554 4782 5021 5271 Tire Maintenance Worker 710080 12 3942 4140 4345 4564 4791 Traffic Maintenance Leadworker 710046 12 4446 4666 4899 5145 5401 Traffic Maintenance Worker I 7100444 124 3665 3849 4040 4243 4454 Traffic Maintenance Worker II 7100454 124 4031 4232 4445 4665 4897 Tree Trimmer Leadworker 510010 12 4411 4630 4863 5107 5363 Utility Leadworker 710010 12 4282 4496 4720 4956 5202
Waste Container Maintenance Worker 640010 12 3563 3741 3930 4125 4332 Wastewater Distributor Technician 620050 12 3989 4187 4398 4616 4847 Wastewater Mechanical Specialist 620061 12 5070 5325 5589 5867 6160 Wastewater Mechanical Technician 620060 12 4611 4840 5080 5335 5602 Wastewater Treatment Plant Operator-In-
Training 6200401 - 3989 4187 4398 4616 4847
Wastewater Treatment Plant Specialist 6200425 125 5339 5607 5886 6182 6488 Wastewater Treatment Plant Technician 6200415 125 5070 5325 5589 5867 6160 Water Distribution/Production Specialist 610029 12 5070 5325 5589 5867 6160 Water Distribution/Production Technician 610028 12 4611 4840 5080 5335 5602 Water Maintenance Mechanic Specialist 610032 12 5070 5325 5589 5867 6160 Water Maintenance Mechanic Technician 610031 12 4611 4840 5080 5335 5602 Water Quality Specialist 610034 12 5070 5325 5589 5867 6160 Water Quality Technician 610033 12 4611 4840 5080 5335 5602 Water System Trainee 6100231 - 3287 3439 3595 3760 3936 Water Treatment Plant Operator* 610042 12 5445 5718 6004 6305 6621 Water Treatment Plant Operator-In-
Training 6100411 - 3989 4187 4398 4616 4847
Welder 710065 12 4771 5009 5261 5524 5799
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 whi ch 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 7/3/2023.
SEE APPENDIX FOR FOOTNOTES Page 1.9
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective December 18, 2023
CLASS TITLE JOB PROB A B C D E CODE PER
Airports Building Maintenance Technician 310011 12 4126 4334 4551 4777 5015 Airports Operations Leadworker 310010 12 4820 5061 5315 5581 5860 Airports Operations Specialist 310012 12 4383 4600 4830 5072 5324 Automotive Parts Leadworker 145006 12 4383 4600 4830 5072 5324 Automotive Parts Specialist 145005 12 3982 4182 4389 4610 4839 Aviation Mechanic I 4100394 124 5346 5615 5892 6190 6498 Aviation Mechanic II 4100404 124 5882 6175 6483 6809 7147 Aviation Mechanic Leadworker 410041 12 6470 6792 7131 7487 7862 Body & Fender Repairer 320036 12 5346 5615 5892 6190 6498 Body & Fender Repairer Leadworker 320037 12 5882 6175 6483 6809 7147 Body & Fender Repairer Trainee 3200357 67 4819 5060 5314 5580 5857 Brake & Front End Specialist 710085 12 5882 6175 6483 6809 7147 Bus Air Conditioning Mechanic 320031 12 5346 5615 5892 6190 6498 Bus Air Conditioning Mechanic
Leadworker 320032 12 5882 6175 6483 6809 7147
Bus Air Conditioning Mechanic Trainee 3200307 67 4819 5060 5314 5580 5857 Bus Equipment Attendant Leadworker 320040 12 4383 4600 4830 5072 5324 Bus Mechanic I 3200204 124 4819 5060 5314 5580 5944
Bus Mechanic II 3200214 124 5346 5615 5892 6190 6498
Bus Mechanic Leadworker 320022 12 5882 6175 6483 6809 7147 Collection System Maintenance Specialist 630002 12 4875 5118 5374 5641 5923 Collection System Maintenance
Technician 630001 12 4432 4654 4886 5128 5386
Combination Welder 710067 12 5346 5615 5892 6190 6498
Combination Welder Leadworker 710066 12 5882 6175 6483 6809 7147 Communications Technician I 710050 12 4793 5033 5283 5546 5824 Communications Technician II 710051 12 5283 5546 5824 6115 6421
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.
SEE APPENDIX FOR FOOTNOTES Page 1.10
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective December 18, 2023
CLASS TITLE JOB PROB A B C D E CODE PER
Cross Connection Control Specialist 610040 12 5121 5379 5645 5926 6222 Custodian 810001 12 3273 3437 3608 3787 3976
Electronic Equipment Installer 710060 12 3888 4081 4286 4499 4725 Equipment Service Worker I 710075 12 3982 4182 4389 4610 4839 Equipment Service Worker II 710076 12 4383 4600 4830 5072 5324 Fire Equipment Mechanic I 4200107 67 4819 5060 5314 5580 5857 Fire Equipment Mechanic II 420011 12 5346 5615 5892 6190 6498 Fire Equipment Mechanic Leadworker 420012 12 5882 6175 6483 6809 7147 Graffiti Abatement Technician 710009 12 3929 4125 4334 4551 4777 Heavy Equipment Mechanic I 7101004 124 4819 5060 5314 5580 5857 Heavy Equipment Mechanic II 7101014 124 5346 5615 5892 6190 6498 Heavy Equipment Mechanic Leadworker 710102 12 5882 6175 6483 6809 7147 Heavy Equipment Operator 710025 12 4973 5223 5483 5759 6043 Instrumentation Specialist 620025 12 5630 5913 6209 6518 6843 Instrumentation Technician 620026 12 5121 5379 5645 5926 6222 Irrigation Specialist 510005 12 4325 4541 4768 5006 5255 Laborer 710005 12 3320 3474 3631 3798 3976
Light Equipment Mechanic I 7100954 124 4819 5060 5314 5580 5857 Light Equipment Mechanic II 7100964 124 5346 5615 5892 6190 6498 Light Equipment Mechanic Leadworker 710097 12 5882 6175 6483 6809 7147 Light Equipment Operator 710020 12 4383 4600 4830 5072 5324 Locksmith 810015 12 4008 4208 4417 4637 4870
Maintenance & Construction Worker 710015 12 3982 4182 4389 4610 4839 Maintenance & Operations Assistant 710001 12 3320 3474 3631 3798 3976
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.
SEE APPENDIX FOR FOOTNOTES Page 1.11
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective December 18, 2023
CLASS TITLE JOB PROB A B C D E CODE PER
Maintenance Carpenter I 810020 12 4411 4630 4863 5104 5359 Maintenance Carpenter II 810021 12 4865 5108 5363 5629 5912 Park Equipment Mechanic I 7101094 124 3982 4182 4389 4610 4839 Park Equipment Mechanic II 710110 12 4383 4600 4830 5072 5324 Park Equipment Mechanic Leadworker 710111 12 4819 5060 5314 5580 5857 Parking Meter Attendant I 7101254 124 3599 3779 3970 4167 4376 Parking Meter Attendant II 7101264 124 3962 4159 4365 4584 4813 Parking Meter Attendant III 710127 12 4356 4572 4801 5042 5292 Parks Maintenance Leadworker 510003 12 4325 4541 4768 5006 5255 Parks Maintenance Worker I 510001 12 3273 3437 3608 3787 3976 Parks Maintenance Worker II 510002 12 3931 4126 4334 4551 4777 Power Generation Operator/Mechanic 620055 12 5934 6228 6541 6865 7209 Property Maintenance Leadworker 810007 12 4419 4638 4872 5116 5371 Property Maintenance Worker 810006 12 4126 4334 4553 4778 5015 Roofer 810010 12 4008 4207 4418 4637 4870
Sanitation Operator 640021 12 4383 4600 4830 5072 5324
Senior Collection System Maintenance
Specialist 630004 12 5362 5628 5911 6205 6515
Senior Communications Technician 710052 12 5828 6118 6425 6744 7083 Senior Custodian 810002 12 3599 3779 3970 4167 4376
Senior Heavy Equipment Operator 710026 12 6121 6427 6747 7086 7440 Senior Sanitation Operator 640022 12 4973 5223 5483 5759 6043 Senior Wastewater Mechanical Specialist 620062 12 5393 5664 5945 6244 6553 Senior Wastewater Treatment Plant
Operator 620043 12 6264 6579 6907 7251 7614
Senior Water Distribution/Production
Operator 610030 12 6264 6579 6907 7251 7614
Senior Water Treatment Plant Operator 610039 12 6772 7111 7466 7840 8233 Solid Waste Safety & Training Specialist 640005 12 4743 4975 5221 5475 5742
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.
SEE APPENDIX FOR FOOTNOTES Page 1.12
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective December 18, 2023
CLASS TITLE JOB PROB A B C D E CODE PER
Street Maintenance Leadworker 710040 12 4491 4713 4948 5197 5456 Street Sweeper Lead Operator 710036 12 4819 5060 5314 5580 5857 Street Sweeper Operator 710035 12 4383 4600 4830 5072 5324 Tire Maintenance & Repair Technician 710081 12 4383 4600 4830 5072 5324 Tire Maintenance Worker 710080 12 3982 4182 4389 4610 4839 Traffic Maintenance Leadworker 710046 12 4491 4713 4948 5197 5456 Traffic Maintenance Worker I 7100444 124 3702 3888 4081 4286 4499 Traffic Maintenance Worker II 7100454 124 4072 4275 4490 4712 4946 Tree Trimmer Leadworker 510010 12 4456 4677 4912 5159 5417 Utility Leadworker 710010 12 4325 4541 4768 5006 5255
Waste Container Maintenance Worker 640010 12 3599 3779 3970 4167 4376 Wastewater Distributor Technician 620050 12 4029 4229 4442 4663 4896 Wastewater Mechanical Specialist 620061 12 5121 5379 5645 5926 6222 Wastewater Mechanical Technician 620060 12 4658 4889 5131 5389 5659 Wastewater Treatment Plant Operator-In-
Training 6200401 - 4029 4229 4442 4663 4896
Wastewater Treatment Plant Specialist 6200425 125 5393 5664 5945 6244 6553 Wastewater Treatment Plant Technician 6200415 125 5121 5379 5645 5926 6222 Water Distribution/Production Specialist 610029 12 5121 5379 5645 5926 6222 Water Distribution/Production Technician 610028 12 4658 4889 5131 5389 5659 Water Maintenance Mechanic Specialist 610032 12 5121 5379 5645 5926 6222 Water Maintenance Mechanic Technician 610031 12 4658 4889 5131 5389 5659 Water Quality Specialist 610034 12 5121 5379 5645 5926 6222 Water Quality Technician 610033 12 4658 4889 5131 5389 5659 Water System Trainee 6100231 - 3320 3474 3631 3798 3976 Water Treatment Plant Operator 610042 12 5500 5776 6065 6369 6688 Water Treatment Plant Operator-In-
Training 6100411 - 4029 4229 4442 4663 4896
Welder 710065 12 4819 5060 5314 5580 5857
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.
SEE APPENDIX FOR FOOTNOTES Page 1.13
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective June 17, 2024
CLASS TITLE JOB PROB A B C D E CODE PER
Airports Building Maintenance Technician 310011 12 4250 4465 4688 4921 5166 Airports Operations Leadworker 310010 12 4965 5213 5475 5749 6036 Airports Operations Specialist 310012 12 4515 4738 4975 5225 5484 Automotive Parts Leadworker 145006 12 4515 4738 4975 5225 5484 Automotive Parts Specialist 145005 12 4102 4308 4521 4749 4985 Aviation Mechanic I 4100394 124 5507 5784 6069 6376 6693 Aviation Mechanic II 4100404 124 6059 6361 6678 7014 7362 Aviation Mechanic Leadworker 410041 12 6665 6996 7345 7712 8098 Body & Fender Repairer 320036 12 5507 5784 6069 6376 6693 Body & Fender Repairer Leadworker 320037 12 6059 6361 6678 7014 7362 Body & Fender Repairer Trainee 3200357 67 4964 5212 5474 5748 6033 Brake & Front End Specialist 710085 12 6059 6361 6678 7014 7362 Bus Air Conditioning Mechanic 320031 12 5507 5784 6069 6376 6693 Bus Air Conditioning Mechanic
Leadworker 320032 12 6059 6361 6678 7014 7362
Bus Air Conditioning Mechanic Trainee 3200307 67 4964 5212 5474 5748 6033 Bus Equipment Attendant Leadworker 320040 12 4515 4738 4975 5225 5484 Bus Mechanic I 3200204 124 4964 5212 5474 5748 6123
Bus Mechanic II 3200214 124 5507 5784 6069 6376 6693
Bus Mechanic Leadworker 320022 12 6059 6361 6678 7014 7362 Collection System Maintenance Specialist 630002 12 5022 5272 5536 5811 6101 Collection System Maintenance
Technician 630001 12 4565 4794 5033 5282 5548
Combination Welder 710067 12 5507 5784 6069 6376 6693
Combination Welder Leadworker 710066 12 6059 6361 6678 7014 7362 Communications Technician I 710050 12 4937 5184 5442 5713 5999 Communications Technician II 710051 12 5442 5713 5999 6299 6614
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.
SEE APPENDIX FOR FOOTNOTES Page 1.14
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective June 17, 2024
CLASS TITLE JOB PROB A B C D E CODE PER
Cross Connection Control Specialist 610040 12 5275 5541 5815 6104 6409 Custodian 810001 12 3372 3541 3717 3901 4096
Electronic Equipment Installer 710060 12 4005 4204 4415 4634 4867 Equipment Service Worker I 710075 12 4102 4308 4521 4749 4985 Equipment Service Worker II 710076 12 4515 4738 4975 5225 5484 Fire Equipment Mechanic I 4200107 67 4964 5212 5474 5748 6033 Fire Equipment Mechanic II 420011 12 5507 5784 6069 6376 6693 Fire Equipment Mechanic Leadworker 420012 12 6059 6361 6678 7014 7362 Graffiti Abatement Technician 710009 12 4047 4249 4465 4688 4921 Heavy Equipment Mechanic I 7101004 124 4964 5212 5474 5748 6033 Heavy Equipment Mechanic II 7101014 124 5507 5784 6069 6376 6693 Heavy Equipment Mechanic Leadworker 710102 12 6059 6361 6678 7014 7362 Heavy Equipment Operator 710025 12 5123 5380 5648 5932 6225 Instrumentation Specialist 620025 12 5799 6091 6396 6714 7049 Instrumentation Technician 620026 12 5275 5541 5815 6104 6409 Irrigation Specialist 510005 12 4455 4678 4912 5157 5413 Laborer 710005 12 3420 3579 3740 3912 4096
Light Equipment Mechanic I 7100954 124 4964 5212 5474 5748 6033 Light Equipment Mechanic II 7100964 124 5507 5784 6069 6376 6693 Light Equipment Mechanic Leadworker 710097 12 6059 6361 6678 7014 7362 Light Equipment Operator 710020 12 4515 4738 4975 5225 5484 Locksmith 810015 12 4129 4335 4550 4777 5017
Maintenance & Construction Worker 710015 12 4102 4308 4521 4749 4985 Maintenance & Operations Assistant 710001 12 3420 3579 3740 3912 4096
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.
SEE APPENDIX FOR FOOTNOTES Page 1.15
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective June 17, 2024
CLASS TITLE JOB PROB A B C D E CODE PER
Maintenance Carpenter I 810020 12 4544 4769 5009 5258 5520 Maintenance Carpenter II 810021 12 5011 5262 5524 5798 6090 Park Equipment Mechanic I 7101094 124 4102 4308 4521 4749 4985 Park Equipment Mechanic II 710110 12 4515 4738 4975 5225 5484 Park Equipment Mechanic Leadworker 710111 12 4964 5212 5474 5748 6033 Parking Meter Attendant I 7101254 124 3707 3893 4090 4293 4508 Parking Meter Attendant II 7101264 124 4081 4284 4496 4722 4958 Parking Meter Attendant III 710127 12 4487 4710 4946 5194 5451 Parks Maintenance Leadworker 510003 12 4455 4678 4912 5157 5413 Parks Maintenance Worker I 510001 12 3372 3541 3717 3901 4096 Parks Maintenance Worker II 510002 12 4049 4250 4465 4688 4921 Power Generation Operator/Mechanic 620055 12 6113 6415 6738 7071 7426 Property Maintenance Leadworker 810007 12 4552 4778 5019 5270 5533 Property Maintenance Worker 810006 12 4250 4465 4690 4922 5166 Roofer 810010 12 4129 4334 4551 4777 5017
Sanitation Operator 640021 12 4515 4738 4975 5225 5484
Senior Collection System Maintenance
Specialist 630004 12 5523 5797 6089 6392 6711
Senior Communications Technician 710052 12 6003 6302 6618 6947 7296 Senior Custodian 810002 12 3707 3893 4090 4293 4508
Senior Heavy Equipment Operator 710026 12 6305 6620 6950 7299 7664 Senior Sanitation Operator 640022 12 5123 5380 5648 5932 6225 Senior Wastewater Mechanical Specialist 620062 12 5555 5834 6124 6432 6750 Senior Wastewater Treatment Plant
Operator 620043 12 6452 6777 7115 7469 7843
Senior Water Distribution/Production
Operator 610030 12 6452 6777 7115 7469 7843
Senior Water Treatment Plant Operator 610039 12 6976 7325 7690 8076 8480 Solid Waste Safety & Training Specialist 640005 12 4886 5125 5378 5640 5915
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.
SEE APPENDIX FOR FOOTNOTES Page 1.16
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective June 17, 2024
CLASS TITLE JOB PROB A B C D E CODE PER
Street Maintenance Leadworker 710040 12 4626 4855 5097 5353 5620 Street Sweeper Lead Operator 710036 12 4964 5212 5474 5748 6033 Street Sweeper Operator 710035 12 4515 4738 4975 5225 5484 Tire Maintenance & Repair Technician 710081 12 4515 4738 4975 5225 5484 Tire Maintenance Worker 710080 12 4102 4308 4521 4749 4985 Traffic Maintenance Leadworker 710046 12 4626 4855 5097 5353 5620 Traffic Maintenance Worker I 7100444 124 3814 4005 4204 4415 4634 Traffic Maintenance Worker II 7100454 124 4195 4404 4625 4854 5095 Tree Trimmer Leadworker 510010 12 4590 4818 5060 5314 5580 Utility Leadworker 710010 12 4455 4678 4912 5157 5413
Waste Container Maintenance Worker 640010 12 3707 3893 4090 4293 4508 Wastewater Distributor Technician 620050 12 4150 4356 4576 4803 5043 Wastewater Mechanical Specialist 620061 12 5275 5541 5815 6104 6409 Wastewater Mechanical Technician 620060 12 4798 5036 5285 5551 5829 Wastewater Treatment Plant Operator-In-
Training 6200401 - 4150 4356 4576 4803 5043
Wastewater Treatment Plant Specialist 6200425 125 5555 5834 6124 6432 6750 Wastewater Treatment Plant Technician 6200415 125 5275 5541 5815 6104 6409 Water Distribution/Production Specialist 610029 12 5275 5541 5815 6104 6409 Water Distribution/Production Technician 610028 12 4798 5036 5285 5551 5829 Water Maintenance Mechanic Specialist 610032 12 5275 5541 5815 6104 6409 Water Maintenance Mechanic Technician 610031 12 4798 5036 5285 5551 5829 Water Quality Specialist 610034 12 5275 5541 5815 6104 6409 Water Quality Technician 610033 12 4798 5036 5285 5551 5829 Water System Trainee 6100231 - 3420 3579 3740 3912 4096 Water Treatment Plant Operator 610042 12 5665 5950 6247 6561 6889 Water Treatment Plant Operator-In-
Training 6100411 - 4150 4356 4576 4803 5043
Welder 710065 12 4964 5212 5474 5748 6033
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.
SEE APPENDIX FOR FOOTNOTES Page 1.17
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective December 30, 2024
CLASS TITLE JOB PROB A B C D E CODE PER
Airports Building Maintenance Technician 310011 12 4335 4555 4782 5020 5270 Airports Operations Leadworker 310010 12 5065 5318 5585 5864 6157 Airports Operations Specialist 310012 12 4606 4833 5075 5330 5594 Automotive Parts Leadworker 145006 12 4606 4833 5075 5330 5594 Automotive Parts Specialist 145005 12 4185 4395 4612 4844 5085 Aviation Mechanic I 4100394 124 5618 5900 6191 6504 6827 Aviation Mechanic II 4100404 124 6181 6489 6812 7155 7510 Aviation Mechanic Leadworker 410041 12 6799 7136 7492 7867 8260 Body & Fender Repairer 320036 12 5618 5900 6191 6504 6827 Body & Fender Repairer Leadworker 320037 12 6181 6489 6812 7155 7510 Body & Fender Repairer Trainee 3200357 67 5064 5317 5584 5863 6154 Brake & Front End Specialist 710085 12 6181 6489 6812 7155 7510 Bus Air Conditioning Mechanic 320031 12 5618 5900 6191 6504 6827 Bus Air Conditioning Mechanic
Leadworker 320032 12 6181 6489 6812 7155 7510
Bus Air Conditioning Mechanic Trainee 3200307 67 5064 5317 5584 5863 6154 Bus Equipment Attendant Leadworker 320040 12 4606 4833 5075 5330 5594 Bus Mechanic I 3200204 124 5064 5317 5584 5863 6246
Bus Mechanic II 3200214 124 5618 5900 6191 6504 6827
Bus Mechanic Leadworker 320022 12 6181 6489 6812 7155 7510 Collection System Maintenance Specialist 630002 12 5123 5378 5647 5928 6224 Collection System Maintenance
Technician 630001 12 4657 4890 5134 5388 5659
Combination Welder 710067 12 5618 5900 6191 6504 6827
Combination Welder Leadworker 710066 12 6181 6489 6812 7155 7510 Communications Technician I 710050 12 5036 5288 5551 5828 6119 Communications Technician II 710051 12 5551 5828 6119 6425 6747
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.
SEE APPENDIX FOR FOOTNOTES Page 1.18
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective December 30, 2024
CLASS TITLE JOB PROB A B C D E CODE PER
Cross Connection Control Specialist 610040 12 5381 5652 5932 6227 6538 Custodian 810001 12 3440 3612 3792 3980 4178
Electronic Equipment Installer 710060 12 4086 4289 4504 4727 4965 Equipment Service Worker I 710075 12 4185 4395 4612 4844 5085 Equipment Service Worker II 710076 12 4606 4833 5075 5330 5594 Fire Equipment Mechanic I 4200107 67 5064 5317 5584 5863 6154 Fire Equipment Mechanic II 420011 12 5618 5900 6191 6504 6827 Fire Equipment Mechanic Leadworker 420012 12 6181 6489 6812 7155 7510 Graffiti Abatement Technician 710009 12 4128 4334 4555 4782 5020 Heavy Equipment Mechanic I 7101004 124 5064 5317 5584 5863 6154 Heavy Equipment Mechanic II 7101014 124 5618 5900 6191 6504 6827 Heavy Equipment Mechanic Leadworker 710102 12 6181 6489 6812 7155 7510 Heavy Equipment Operator 710025 12 5226 5488 5761 6051 6350 Instrumentation Specialist 620025 12 5915 6213 6524 6849 7190 Instrumentation Technician 620026 12 5381 5652 5932 6227 6538 Irrigation Specialist 510005 12 4545 4772 5011 5261 5522 Laborer 710005 12 3489 3651 3815 3991 4178
Light Equipment Mechanic I 7100954 124 5064 5317 5584 5863 6154 Light Equipment Mechanic II 7100964 124 5618 5900 6191 6504 6827 Light Equipment Mechanic Leadworker 710097 12 6181 6489 6812 7155 7510 Light Equipment Operator 710020 12 4606 4833 5075 5330 5594 Locksmith 810015 12 4212 4422 4641 4873 5118
Maintenance & Construction Worker 710015 12 4185 4395 4612 4844 5085 Maintenance & Operations Assistant 710001 12 3489 3651 3815 3991 4178
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.
SEE APPENDIX FOR FOOTNOTES Page 1.19
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective December 30, 2024
CLASS TITLE JOB PROB A B C D E CODE PER
Maintenance Carpenter I 810020 12 4635 4865 5110 5364 5631 Maintenance Carpenter II 810021 12 5112 5368 5635 5914 6212 Park Equipment Mechanic I 7101094 124 4185 4395 4612 4844 5085 Park Equipment Mechanic II 710110 12 4606 4833 5075 5330 5594 Park Equipment Mechanic Leadworker 710111 12 5064 5317 5584 5863 6154 Parking Meter Attendant I 7101254 124 3782 3971 4172 4379 4599 Parking Meter Attendant II 7101264 124 4163 4370 4586 4817 5058 Parking Meter Attendant III 710127 12 4577 4805 5045 5298 5561 Parks Maintenance Leadworker 510003 12 4545 4772 5011 5261 5522 Parks Maintenance Worker I 510001 12 3440 3612 3792 3980 4178 Parks Maintenance Worker II 510002 12 4130 4335 4555 4782 5020 Power Generation Operator/Mechanic 620055 12 6236 6544 6873 7213 7575 Property Maintenance Leadworker 810007 12 4644 4874 5120 5376 5644 Property Maintenance Worker 810006 12 4335 4555 4784 5021 5270 Roofer 810010 12 4212 4421 4643 4873 5118
Sanitation Operator 640021 12 4606 4833 5075 5330 5594
Senior Collection System Maintenance
Specialist 630004 12 5634 5913 6211 6520 6846
Senior Communications Technician 710052 12 6124 6429 6751 7086 7442 Senior Custodian 810002 12 3782 3971 4172 4379 4599
Senior Heavy Equipment Operator 710026 12 6432 6753 7089 7445 7818 Senior Sanitation Operator 640022 12 5226 5488 5761 6051 6350 Senior Wastewater Mechanical Specialist 620062 12 5667 5951 6247 6561 6885 Senior Wastewater Treatment Plant
Operator 620043 12 6582 6913 7258 7619 8000
Senior Water Distribution/Production
Operator 610030 12 6582 6913 7258 7619 8000
Senior Water Treatment Plant Operator 610039 12 7116 7472 7844 8238 8650 Solid Waste Safety & Training Specialist 640005 12 4984 5228 5486 5753 6034
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.
SEE APPENDIX FOR FOOTNOTES Page 1.20
EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective December 30, 2024
CLASS TITLE JOB PROB A B C D E CODE PER
Street Maintenance Leadworker 710040 12 4719 4953 5199 5461 5733 Street Sweeper Lead Operator 710036 12 5064 5317 5584 5863 6154 Street Sweeper Operator 710035 12 4606 4833 5075 5330 5594 Tire Maintenance & Repair Technician 710081 12 4606 4833 5075 5330 5594 Tire Maintenance Worker 710080 12 4185 4395 4612 4844 5085 Traffic Maintenance Leadworker 710046 12 4719 4953 5199 5461 5733 Traffic Maintenance Worker I 7100444 124 3891 4086 4289 4504 4727 Traffic Maintenance Worker II 7100454 124 4279 4493 4718 4952 5197 Tree Trimmer Leadworker 510010 12 4682 4915 5162 5421 5692 Utility Leadworker 710010 12 4545 4772 5011 5261 5522
Waste Container Maintenance Worker 640010 12 3782 3971 4172 4379 4599 Wastewater Distributor Technician 620050 12 4233 4444 4668 4900 5144 Wastewater Mechanical Specialist 620061 12 5381 5652 5932 6227 6538 Wastewater Mechanical Technician 620060 12 4894 5137 5391 5663 5946 Wastewater Treatment Plant Operator-In-
Training 6200401 - 4233 4444 4668 4900 5144
Wastewater Treatment Plant Specialist 6200425 125 5667 5951 6247 6561 6885 Wastewater Treatment Plant Technician 6200415 125 5381 5652 5932 6227 6538 Water Distribution/Production Specialist 610029 12 5381 5652 5932 6227 6538 Water Distribution/Production Technician 610028 12 4894 5137 5391 5663 5946 Water Maintenance Mechanic Specialist 610032 12 5381 5652 5932 6227 6538 Water Maintenance Mechanic Technician 610031 12 4894 5137 5391 5663 5946 Water Quality Specialist 610034 12 5381 5652 5932 6227 6538 Water Quality Technician 610033 12 4894 5137 5391 5663 5946 Water System Trainee 6100231 - 3489 3651 3815 3991 4178 Water Treatment Plant Operator 610042 12 5779 6069 6372 6693 7027 Water Treatment Plant Operator-In-
Training 6100411 - 4233 4444 4668 4900 5144
Welder 710065 12 5064 5317 5584 5863 6154
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.
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 8706 - 11971 12331
Assistant City Attorney 160008e - E4 11958 - 18878
19445
Assistant City Manager 150135e - E3 15950 - 21931
22589
Assistant Controller* 135020e - E5 9588 - 16074
16557
Assistant Director* 150160e - E5 9588 - 16074
16557
Assistant Director of Personnel
Services* 150043e - E5 9588 - 16074
16557
Assistant Director of Public
Utilities*
620100e - E5 9588 - 16074
16557
Assistant Director of Public Works* 210089e - E5 9588 - 16074 16557
Assistant Police Chief* 415010e - E5 9588 - 16074
16557
Assistant Retirement
Administrator*
135040e - E5 9588 - 16074
16557
Background Investigator 410055 - E16 4903 - 6639 6839
Budget Analyst 135006e - E15 5546 - 7565 7792
Budget Manager 135008e - E7 8706 - 11971
12331
Chief Assistant City Attorney 160015e - E3 15950 - 21931 22589
Chief Information Officer 125067e - E4 11958 - 18878
19445
Chief Labor Negotiator 150030e - E6 10270 - 13840
14256
Chief of Staff to Councilmember 150086e - E10 3905 - 10882 11209
Chief of Staff to the Mayor* 150123e - E5 9588 - 16074
16557
City Attorney 160009e - E1 18159 - 24968
25718
SEE APPENDIX FOR FOOTNOTES Page 2.1
e Exempt class, see Section 4
*Effective 7/31/2023 by the First Amendment to Salary Resolution NO. 2023-183 City Attorney Investigator 160003 - E15 5546 - 7565 7792 City Clerk 150125e - E4 11958 - 18878
19445
City Engineer 210080e - E4 11958 - 18878
19445
City Manager 150130e - E1 18159 - 24968
25718
Community Coordinator 150075e - E11 4188 - 7304 7524
Community Outreach Specialist 150230e - E11 4188 - 7304 7524 Controller 135021e - E4 11958 - 18878
19445
Council Assistant 150085e - E10 3905 - 10882
11209
Deputy City Attorney II 160006e - E8 7725 - 10882
11209
Deputy City Attorney III 160007e - E7 8706 - 11971
12331
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 - 16074
16557
Director 150170e - E4
11958 - 18878
19445
Director of Aviation 310045e - E4
11958 - 18878
19445
Director of Development 220020e - E4
11958 - 18878
19445
Director of Personnel Services 150042e - E4
11958 - 18878
19445
Director of Public Utilities 620101e - E4
11958 - 18878
19445
Director of Transportation 310040e - E4
11958 - 18878
19445
Economic Development
Coordinator 150090e - E10 3905 - 10882
11209
Economic Development Director 150099e - E4 11958 - 18878 19445
Executive Assistant to
Department Director 115003e - E19 4376 - 6477 6672
Executive Assistant to the City
Attorney 115004e - E17 4973 - 7449 7673
Executive Assistant to the City
Council X 115008e - E19 4376 - 6477 6672
Executive Assistant to the City
Manager 115001e - E17 4973 -
7449 7673
Executive Assistant to the Mayor 115002e - E17 4973 7449 7673 Fire Chief 425007e - E3 15950 - 21931
22589
Governmental Affairs Manager 150240e - E10 3905 - 10882 11209
Human Resources Manager 150025e - E7 8706 - 11971
12331
Independent Reviewer 150220e - E5 9588 - 16074
16557
Internal Auditor 135010e - E15 5546 - 7565 7792
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 7/31/2023 by the First Amendment to Salary Resolution NO. 2023-183
XEffective 6/3/2024 by the Tenth Amendment to Salary Resolution No. 2023-183 Investment Officer 135014e - E6 10270 - 13840
14256
Management Analyst II 150032e† 12 E15 5546 - 7565 7792
Payroll Accountant 130016e - E20 5990 - 10882
11209
Payroll Manager 135012e - E7 8706 - 11971
12331
Police Chief 415008e - E2 16349 - 23616
24325
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 - E12 8310 - 11426
11769
Principal Internal Auditor 135011e - E8 7725 - 10882
11209
Principal Labor Relations/Risk
Analyst 150018e - E12 8310 - 11426
11769
Project Liaison/Program
Administrator 150062e - E13 9092 - 13126
13520
Public Affairs Officer 150118e - E8 7725 - 10882
11209
Public Works Director 210085e - E4 11958 - 18878
19445
Retirement Administrator 135030e - E3 15950 - 21931
22589
Retirement Benefits Manager 135045e - E7 8706 - 11971
12331
Retirement Office Manager 115007e - E17 4973 - 7449 7673 Senior Budget Analyst 135007e - E8 7725 - 10882
11209
Senior City Attorney Investigator 160004e - E8 7725 - 10882 11209
Senior Deputy City Attorney I 160013e - E6 10270 - 13840 14256
Senior Deputy City Attorney II 160014e - E21 9649 - 15225 15682
Senior Deputy City Attorney III 160016e - E22 10131 - 15985 16465
Senior Human Resources/Risk
Analyst
150017e - E8 7725 - 10882
11209
Senior Law Clerk 11502210 - E16 4903 - 6639 6839
Supervising Deputy City Attorney* 160010e - E5 9588 - 16074 16557
Veterinarian 150250e - E4 11958 - 18878
19445
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 7/31/2023 by the First Amendment to Salary Resolution NO. 2023-183.
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 probation ary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory se rvice is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employee s 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 September 11, 2023, by the Third Amendment to the Salary Resolution No. 2023 -183 v Effective October 23, 2023, by the Fifth Amendment to the Salary Resolution No. 2023 -183.
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 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 Animal Care Specialist Iv 560020 63 3293 3458 3631 3812 4003 Animal Care Specialist IIv 560021 123 3623 3804 3994 4194 4404 Animal Resource Officer I*** 560001 124 3616 3781 3956 4139 4332 Animal Resource Officer II*** 560002 124 3956 4139 4332 4537 4751 Animal Services Representative Iv 560030 63 3346 3497 3656 3827 4006 Animal Services Representative IIv 560031 123 3665 3836 4016 4198 4391 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 3.2
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level.
Employees in classes that require one year of service for flexing will not serve an additional probationary period at the jou rney 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 9/25/2023, by the Second Amendment to the Salary Resolution No, 2023-183.
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 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 5410* 5662 5931 6210 6496 Emergency Services Dispatcher III 410003 12 5948 6220 6521 6800 7145
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 pe riod at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Engineer I 2100154 124 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 3.4
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. Employee s 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.
IX Effective December 18, 2023, by the Ninth Amendment to the Salary Resolution No. 2023-183.
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 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
Radio Frequency (RF) Network
Engineer IIX 125095 124 6178 6471 6779 7102 7447
Radio Frequency (RF) Network
Engineer IIIX 125096 124 6781 7106 7449 7805 8184
Rangemaster/Armorer 410035 12 5122 5365 5619 5890 6169
SEE APPENDIX FOR FOOTNOTES Page 3.5
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. ***Effective September 11, 2023, by the Third Amendment to the Salary Resolution No. 2023-183 v Effective October 23, 2023, by the Fifth Amendment to the Salary Resolution No. 2023-183.
IX Effective December 18, 2023, by the Ninth Amendment to the Salary Resolution No. 2023-183.
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 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 Animal Care Specialist v 560022 12 3985 4184 4393 4613 4844 Senior Animal Resource Officer*** 560003 12 4304 4506 4717 4935 5170 Senior Animal Services Representative v 560032 12 4188 4376 4579 4794 5019 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 Radio Frequency (RF) Network
Engineer IX 125097 12 7446 7808 8186 8576 8990
Senior Records Clerk 110101 12 3664 3833 4011 4198 4391 Senior Secretary 110051 12 4022 4207 4406 4612 4831
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 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.
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 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
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)
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
Trolley
Operator
710160 12 4621 4854 5095 5349 5617
1 This is a training class in which incumbents do not achieve permanent status within the classified service, as defined in FMC Section 3-202 (p)(5).
SEE APPENDIX FOR FOOTNOTES Page 7.1
EXHIBIT 7
Unit 7 – Non-Supervisory Groups and Crafts (IBEW)
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
Supervisor12‡ 310003 12 7673 8056 8460 8882 9327 9794 10284 Airport Public Safety
Supervisor13‡ 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
‡
CLASS TITLE
JOB
CODE
PROB
PER RANGE SALARY
Cashier Clerk VIII 910010 - Hourly $16.00 – $20.00 Per Hour Law Clerk 910015 - Hourly $20.00 - $25.00 Per Hour
Law Enforcement Instructor 940020 - Hourly $18.00 - $25.00 Per Hour Lifeguard VIII 950001 - Hourly $16.00 - $20.00 Per Hour Police Cadet I VIII 9400059 48 mos. Hourly $16.00 - $21.00 Per Hour Police Cadet II 9400069 48 mos. Hourly $18.00- $25.00 Per Hour Pool Supervisor 950015 - Hourly $18.00 - $25.00 Per Hour Senior Lifeguard VIII 950002 - Hourly $16.50 - $21.00 Per Hour Services Aide VIII 910005 - Hourly $16.00 - $20.00 Per Hour Sports Official VIII 950010 - Hourly $16.00 - $25.00 Per Hour Intern VIII 910002 - Hourly $16.00 - $20.00 Per Hour
Youth Jobs Corps Program
Ambassador VIII
910031 - Hourly $16.00 - $20.00 Per Hour
Youth Jobs Corps Program
Participant VIII
910032 - Hourly $16.00 - $20.00 Per Hour
Youth Jobs Corps Program
Mentor VIII
910033 - Hourly $16.50 - $21.00 Per Hour
VIII Effective January 1, 2024, by the Eighth Amendment to the Salary Resolution No. 2023-183
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 I
Deputy
Police Chief 415007e11 - 13597 - 17674 - - - - -
Police
Captain 415006e 12 10825 11366 11934 12530 13160 13818 14509 15234 15996 Police
Lieutenant 415005e 12 9401 9871 10366 10883 11428 12000 12600 13231 13893 e Exempt class, see Section 4.
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 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 $25100 Per Hearing Meeting Attended, and $25 Per
Administrative 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 9/11/2023, by the Second Amendment to the Salary Resolution No. 2023 -183. vEffective October 23, 23023 , by the Fifth Amendment to the Salary Resolution No. 2023 -183 EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)
CLASS TITLE
JOB
CODE
PRO
B
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 Animal Center Supervisorv 560035e 12 6450 6765 7093 7444 7803 Animal Programs Coordinator**** 560050e 12 4304 4531 4732 4963 5207 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 1135
3 11921 12517 13143 13800
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 13-1.2
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 7/31/2023 by the First Amendment to Salary Resolution NO. 2023-183. ****Effective October 9, 2023, by the Fourth Amendment to the Salary Resolution No. 2023.183 EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)
CLASS TITLE
JOB
CODE
PR
OB
PE
R 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
Licensed Professional Engineer* 210110e 12 11353 11921 12517 13143 13800 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 13-1.3
e Exempt class, see Section 4.
****Effective October 9, 2023, by the Fourth Amendment to the Salary Resolution No. 2023-183 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 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 Registered Veterinary Technician**** 560060e 12 4836 5078 5332 5599 5879 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 13-1.4
e Exempt class, see Section 4.
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E
Supervising Plans Examiner 210044e 12 8269 8678 9107 9551 10020 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 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
SEE APPENDIX FOR FOOTNOTES Page 14.1
e Exempt class, See Section 4
VIEffective November 6, 2023, by the Sixth Amendment to the Salary Resolution No. 2023 -183.
VII Effective November 20, 2023, by the Seventh Amendment to the Salary Resolution NO. 2023-183 EXHIBIT 14
Unit 14 – Management Classes (CFMEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
ADA Coordinator 150231e - 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 Animal Behaviorist VII 560041e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 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 Clinic Manager VI 560061e - 7196 7376 7560 7748 7941 8141 8345 8552 8766 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 14.2
e Exempt class, See Section 4
EXHIBIT 14
Unit 14 – Management Classes (CFMEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Fleet Manager 720032e - 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 Licensed Engineer
Manager* 210094e - 12564 12878 13200 13530 13868 14215 14570 14935 15308 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 Purchasing Manager 140005e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Records Manager 115046e - 8622 8838 9059 9285 9518 9754 9998 10248 10503 Retirement Accounting
Manager 135044e - 9719 9963 10211 10466 10728 10996 11272 11554 11843 Revenue Manager 135026e - 8622 8838 9059 9285 9518 9754 9998 10248 10503
SEE APPENDIX FOR FOOTNOTES Page 14.3
EXHIBIT 14
Unit 14 – Management Classes (CFMEA)
CLASS TITLE
JOB
CODE
PROB
PER A B C D E F G H I
Senior Management
Analyst 150023e - 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 Hired before July 1, 2010.
13 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.
‡ To be calculated as if working 40 hours per week.
* * * * * * * * * * * * * *
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 , 20243.
AYES :
NOES :
ABSENT :
ABSTAIN :
Mayor Approval: , 20243
Mayor Approval/No Return: , 20243
Mayor Veto: , 20243
Council Override Vote: , 20243
TODD STERMER
City Clerk
BY:
Deputy
APPROVED AS TO FORM:
CITY ATTORNEY'S OFFICE
BY:
Jenni DeRuosi, Supervising Deputy City Attorney
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 .............................................................................................................. 7 SECTION 4. EXEMPT JOB CLASSES ................................................................................................ 7 SECTION 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES ................. 7 SECTION 6. FLEXIBLE STAFFING ..................................................................................................... 8 SECTION 7. ALTERNATE WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2 ............................. 8 SECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”)/SUPPLEMENTAL MANAGEMENT LEAVE .................................................................................................. 9 SECTION 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2 ..................................................... 11 SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2 .............................................................. 14 SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES .................................................... 14 SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2 ..................................... 15 SECTION 13. SALARY RATES ........................................................................................................... 15 SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY ................................................. 16 SECTION 15. BILINGUAL CERTIFICATION PROGRAM FOR EMPLOYEES OCCUPYING PERMANENT CLASSES ..................................................................................................................... 18 SECTION 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ..................................................................................................................... 18 SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ............................................................................................ 21 SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITED EMPLOYEES AND TEMPORARY EMPLOYEES; AND BENEFITS AND TERMS
AND CONDITIONS FOR PERMANENT AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT AIRPORT PUBLIC SAFETY SUPERVISORS; AND TEMPORARY EMPLOYEES ................................................................................................................ 23 SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS ...................... 39 SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE 40 SECTION 21. BEREAVEMENT LEAVE ............................................................................................... 41 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 ............................................................................................................................. 41 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 .................. 43 SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS .......................... 43 SECTION 25. TEMPORARY EMPLOYMENT OF CITY RETIREE ...................................................... 43 SECTION 26. RECRUITMENT AND RETENTION INCENTIVE .......................................................... 44 SECTION 27. UNUSUAL CIRCUMSTANCES ..................................................................................... 47 SECTION 28. CONFLICTING RESOLUTIONS ................................................................................... 47
SECTION 29. RESOLUTION EFFECTIVE DATE ................................................................................ 47
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 2025
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. Following an unsatisfactory performance evaluation, a step progression may be delayed by the appointing authority for not more than six (6) months and more than Resolution No.
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six (6) months only with approval of the City Manager, City Attorney, City Clerk, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority.
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. Employees in Unit 2 may receive pay increases at the discretion of the City Manager, City Attorney, City Clerk, or Retirement Administrator, or their designees or as otherwise included in employment contracts in accordance with the City of Fresno Transparency Act.
G. For employees who work a 40- hour work week, s ix (6) months of service equals 1,040 hours of service, and one (1) year of service equals 2,080 hours of service. Foremployees who work a 42-hour work week, six (6) months of service equals 1,092 hours of service and one (1) year of service equals 2,184 hours of service. An employee who works a 56 hour workweek, six (6) months of service equals 1,456 hours of service, and one (1) year of service equals 2,912 hours of service.
H. Employees who are reinstated in accordance with FMC Section 3- 292, who were not at the top step prior to layoff or demotion, will be credited with paid time previously worked at the step at time of layoff or demotion. The next step increase date will be adjusted accordingly upon reinstatement. Any time missed due to mandatory furloughs shall count as paid time.
I. 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 requires 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.
J. 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.
K. 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 I above.
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L. 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.
M. Except as noted in Section 2, subsection E above, for those positions in a step plan, step increases shall become effective immediately upon completion of required service. For purposes of this section, any employee who is absent without pay , excluding statutorily protected leave such as , but not limited to leaves taken under the Family and Medical Leave Act (FMLA), the California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), and Military Leave, for the number of hours specified below while on any single step in a range shall not be 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 42-hour employees:
At least But less than Calendar Weeks
delayed
1 hour 42 hours None
42 hours 126 hours 2
126 hours 210 hours 4
210 hours 294 hours 6
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
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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.
N. 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.
O. 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.
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 onl y) 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 separ ation 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 pr ovisions of the retirement system regarding years of service, compensation earnable, and so on.
2. For employees in Exhibit 2, who separate from City service on or after July 1, 2015:
a. The salary for each executive employee in the executive pay ranges and the Resolution No.
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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 Labor Statistics of the United States Department of Labor.
Determination of the percentage of annual increase or decrease in CPI and Employment Costs for wage inflation shall be made by the Retirement Board on or before April 1 of each year for each of the two immediately preceding calendar years. The percentage by which such indexes for the more recent full calendar year shall have increased or decreased over or below indexes for the full calendar year immediately prior shall be the percentage used to calculate adjustments to Compensation Earnable with the follow ing 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 Program (hereafter “DROP”) or retire not having entered DROP on or after July 1, 2015, shall have any previously held Executive Pay Range salaries Resolution No.
FY 24 Salary Resolution
determined in accordance with Section 2, Subsection (O)(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 (O)(2)(b).
P. 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 employees whose schedule is 56 hours per week is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,912, and the hourly rate of pay for employees whose schedule is 42 hours per week is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,184.
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 workday or shift. Employees with qualified medical restrictions may be temporarily placed on a part -time basis and will receive the pro- rated salary during the time of restriction.
SECTION 5. WAGES, OVERTIME AND SICK LEAVE
FOR TEMPORARY EMPLOYEES
A. Temporary employees shall be paid on an hourly basis for the hours actually worked, subject to the provisions of Section 4 above and/or the FLSA, which provides for overtime compensation for hours worked in excess of 40 per workweek. Any such employee in a class having a monthly salary rate shall be paid an hourly rate that is converted from the monthly salary for that class pursuant to Section 3.
B. Sick Leave for Temporary Employees:
1. Temporary employees will earn one (1) hour of Sick Leave for every thirty (30) hours of work, including overtime. This accrual will begin on the first day of employment.
Sick Leave Accruals will be capped at eighty (80) hours. Sick Leave 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:
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FY 24 Salary Resolution
a. Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee;
b. Diagnosis, care, or treatment of an existing health condition of, or preventive care for an employee’s parent (a biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), child (a child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis - this definition of a child is applicable regardless of age or dependency status), spouse, registered domestic partner, sibling, grandparent, or grandchild; or,
c. For an employee who is a victim of domestic violence, sexual assault, or stalking, the purposes described in Labor 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 SB 616 and AB1522, Healthy Workplace Healthy Family Act of 2014 (i.e., Labor Code §§245 et seq.).
b. Temporary employees may use up to five (5) days as Protected Sick Leave or forty (40) hours, whichever is greater, in each fiscal year (July 1 through June 30). Sick Leave may be used beginning on the ninet h (90th) day of employment.
5. Temporary employees who leave City employment and return within one (1) year from the date of separation will have their previously accrued and unused paid Sick Leave restored.
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.
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Each 9/80 work schedule will consist of eight 9-hour shifts, one 8-hour shift, and one day off per 14-day period broken down into two 40-hour per week FLSA workweeks. All employees working a 9/80 work schedule shall have an FLSA workweek, which begins four (4) hours after the start time of the day of the week, which constitutes the employee’s alternating day off. This shall be an 8-hour shift. The workweek shall end exactly 168 hours later.
Employees working a 4/10 or 9/80 work schedule shall have the following exceptions for the holiday benefit apply:
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 Resolution No.
FY 24 Salary Resolution
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 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 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.
4. Cash outs received under this provision will be considered pensionable for retirement purposes for members in the Employees Retirement System.
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, but will be automatically transferred to a Special HRA Bank if unused, or may be put into a special HRA bank at the employee’s election, consistent with the below provisions.
3. Up to thirty-two hours (32) of Supplemental Management Leave per fiscal year may be transferred to a Special Health Reimbursement Arrangement (HRA) Bank (Section 16F) 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 Resolution No.
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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 a n 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.
4. Interim and provisional appointments to classifications in E1-E5 Executive Pay Range are not eligible for the Supplemental Management Leave.
5. 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’ Retirement System, the City will increase the A nnual Leave accrual rate to the same level for employees in Exhibit 2.
More than Ten (10) Years – For such employees who have been continuously employed by the City for ten ( 10) years or more in permanent positions, the Annual Leave accrual rate will be 18.83 hours for each completed calendar month of employment. In the event the City agrees to a higher A nnual Leave accrual rate for members of recognized labor organizations who participate in the City of Fresno Employees’ Retirement System, the City will increase the A nnual Leave accrual rate to the same level for employees in Exhibit 2.
b. Accumulation Limit – T he accumulation of unused Annual Leave will not exceed 1,300 hours for employees in Executive Pay ranges E1 through E4; Resolution No.
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1,100 hours for employees in the E 5 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 b alance over the limits listed above, accruals will cease until the balance is under the limit.
c. At the discretion of the Appointing Authority, employees in Unit 2 that are at the accumulation limit for Annual Leave for a minimum of two ( 2) consecutive pay periods are eligible to earn Special HRA credits at the same rate as Annual Leave. Special HRA credits will only be accrued when the employee has reached their Annual Leave accumulation limit. Special HRA credits may be converted to HRA eligible hours upon retirement. Once the employee resumes accruing Annual Leave, Special HRA credits will not accrue. Employees will not earn Annual Leave and Special HRA credits in the same month. Special HRA credits have no cash value.
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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 to fulfill a legal obligation of the employer , 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 Resolution No.
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used only for those purposes identified in California Labor Code 233. Use of Protected Sick Leave must be authorized and recorded by the department director or designee.
Cash outs received under this provision will not be considered pensionable for retirement purposes.
SECTION 12. MANAGEMENT
TIME OFF FOR EMPLOYEES IN EXHIBIT 2
City employees in classifications designated as exempt from overtime under the provisions of the FLSA and who receive Management 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 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.
Professional Certificate and License Pay in this provision will be considered pensionable for retirement purposes for members in the Employee Retirement System.
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 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.
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 the terms of the policy.
D. Employees may elect to make contributions through payroll deductions for voluntary supplemental benefits made available by the City.
E. Employees in Exhibit 2 hired with the City on or after August 31, 2014, shall make an additional contribution equal to one and one- half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. Employees who transfer, demote , or promote, into Unit 2 and were paying an additional one and one- half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retire ment System immediately prior to entering Unit 2, shall continue to pay the additional one and one half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System, reducing the City contribution by a corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Employees Retirement System. The employee shall have no option to receive the 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 S ection 414(h)(2) and related guidance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Fire and Police Retirement System. The employee shall have no option to receive the three percent (3%) contribution in cash. The three percent (3%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account nor will it be deposited into a member’s DROP account.
F. The City currently maintains a Health Reimbursement Arrangement (HRA) as described in Internal Revenue Service (IRS) Notice 2002- 45 and other guidance published by the IRS regarding HRA’s.
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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 l imited to, Family and Medical Leave Act and Protected Sick Leave taken for the purposes identified in California Labor Code Section 233) in the 24 months preceding their date of retirement, will be credited with an account for the employee under the HRA to be used to pay premiums for medical insurance (including COBRA premiums) and qualified medical expenses pursuant to City of Fresno Retiree HRA Plan Document . The “value” of the account shall be determined as follows:
• The number of accumulated S upplemental Sick Leave hours at the time of retirement multiplied by the employee's then current hourly base rate of pay.
• For those with Annual Leave, the number of accumulated Frozen Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 80 percent (80%) of the employee’s then current hourly base rate of pay.
• For those with Vacation/Sick Leave, the number of accumulated Sick Leave hours in excess of 240 hours at the time of retirement multiplied by 80 percent (80%) of the employee’s then current hourly base rate of pay.
• The 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. Additional Annual Leave beyond what is authorized in Section 9 of the Salary Resolution. Additional Annual Leave provided under this section is not to exceed the total amount of Annual Leave usually earned by the employee over the course of twelve months.
17. 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;
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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;
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. Additional Annual Leave beyond what is authorized in Section 9 of the Salary Resolution. Additional Annual Leave provided under this section is not to exceed the total amount of Annual Leave usually earned by the employee over the course of twelve months.
11. 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. E mployees 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. The employer contribution shall be made in bi-weekly payments and shall not be calculated as part of base salary and shall stop at the last payroll after separation.
SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART -TIME EMPLOYEES, AND LIMITED EMPLOYEES AND TEMPORARY EMPLOYEES; AND BENEFITS AND
TERMS AND CONDITIONS FOR PERMANENT AIRPORT PUBLIC SAFETY OFFICERS AND PERMANENT AIRPORT PUBLIC SAFETY SUPERVISORS; AND
TEMPORARY EMPLOYEES
A. Employees in the Police Cadet series shall receive the following benefits:
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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 SB 616 and AB1522, Healthy Workplace Healthy Family Act of 2014, up to forty (40) hours or five (5) 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 eighty (80) hours. Accruals of Protected Sick Leave may be carried over from year to year.
Employees who leave City employment and return within one (1) year from the date of separation will have their previously accrued and unused paid Sick Leave restored.
7. Bilingual Premium Pay
Employees in the Cadet Series shall be eligible for the Bilingual Certification Program as provided in Section 15.
8. Uniform Pay
New employees in Cadet classification who are required to purchase, maintain, and/or wear a uniform shall receive three hundred ninety-six dollars ($396) in their first paycheck for the purpose of assisting in the purchase and maintenance of uniforms. Upon completion of the initial six (6) months of employment, employees in Cadet I and Cadet II classes shall receive sixty -six dollars ($66) per month for uniform maintenance and replacement to be prorated on a pay -period-by pay period basis. In the event the new employee voluntarily leaves the position within the first six (6) months, the employee shall reimburse the City for one-sixth (1/6) of Resolution No.
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the three hundred ninety -six dollars ($396) for each full calendar month to be prorated on a pay-period-by-pay-period basis.
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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 and will continue contributing to the Retirement Plan.
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.
6. Long Term Disability and Life Insurance for PPT Employees in Exhibit 2 PPT employees appointed in a permanent class included in Exhibit 2, shall be provided 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. The City provides Long Term Disability Insurance for PPT employees in accordance with the terms of the policy.
C. Benefits for Limited Employees and Temporary Employees
1. Limited Employees
a. 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:
i. 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.
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ii. 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 and will continue contributing to the Retirement Plan.
iii. Limited employees shall be paid for jury duty attendance and court attendance in accordance with FMC Sections 3-109 and 3-110. iv. Limited employees in non- exempt job classifications who are assigned to standby duty shall receive premium pay of $1.65 an hour while assigned to standby duty. Standby duty is defined as time outside of a Limited employee’s work shift where management requires a Limited employee to be available to report for standby work. Standby work is defined as the hours worked outside of a Limited employee’s work shift where a Limited employee assigned to standby duty is required to report for work. In the event a Limited employee on standby duty is required to report for standby work, standby premium pay shall be discontinued once the Limited employee reports for standby work. Premium pay for standby duty and compensation for hours worked, whether the hours worked are during the Limited employee’s standby work or work shift, shall not be paid concurrently. During the time the Limited employee is working standby work, the Limited employee shall be
compensated at their applicable rate of pay. Time spent on standby duty shall not be considered hours worked.
b. Benefits for Limited employees 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.
2. Temporary Employees
a. Temporary employees in non- exempt job classifications who are assigned standby duty shall receive premium pay of $1.65 an hour while assigned to standby duty. Standby duty is defined as time outside of a Temporary employee’s work shift where management requires a Temporary employee to be available to report for standby work. Standby work is defined as the hours worked outside of a Temporary employee’s work shift where a Temporary employee assigned to standby duty is required to report for work. In the event a Temporary employee on standby duty is required to report for standby work, standby premium pay shall be discontinued once the Temporary employee reports for standby work. Premium pay for standby duty and compensation for hours worked, whether the hours worked are during the Temporary employee’s standby work or work shift, shall not be Resolution No.
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paid concurrently. During the time the Temporary employee is working standby work, the Temporary employee shall be compensated at their applicable rate of pay. Time spent on standby duty shall not be considered hours worked.
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 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:
i. Diagnosis, care, or treatment of an existing health condition of, or preventative care for, an employee;
ii. 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,
iii. 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 five (5) days of Protected Sick Leave or forty (40) hours, whichever is greater, for purposes as defined in subsection C.2 above on or after July 1 of each year, these provisions under SB 616 and AB1522, Healthy Workplace Healthy Family Act of 2014 will no longer be applicable. Sick Leave may be used beginning on the ninetieth(90th) day of employment.
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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