Fresno City Council
June 6, 2025

REPORT TO THE CITY COUNCIL

FROM: Sumeet Malhi, Director
Personnel Services Department

SUBJECT
..Title
***RESOLUTION - Adopt the Fiscal Year 2026 Salary Resolution (Subject to Mayor’s veto)

..Body

RECOMMENDATION
It is recommended that the City Council adopt the Fiscal Year 2026 Salary Resolution.

EXECUTIVE SUMMARY
The proposed Fiscal Year 2026 Salary Resolution includes a number of changes that are cleanup in nature, updates consistent with state law, and other modifications.

BACKGROUND
The Salary Resolution of the City of Fresno establishes rules for the application of City employee compensation rates and schedules and related requirements, as well as exhibiting the monthly compensation rates which have already been authorized by the City Council. Except where there is conflict with a Memorandum 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 salary adjustments, language revisions to ensure clarity of respective provisions, and other modifications.

The following summarizes the significant changes proposed for the Fiscal Year 202 6 Salary Resolution:

Section 2. SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN • Section 2: Add language “Base” to rename title ‘Base Salary Step Plan and Executive Pay Range Plan.’
• Section L: Revision to clarify includes/excludes
Section 5. WAGES OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES • Section 3 (b): Update language to abide CA law adding ‘designated person’ • Section 4 (a): Updated applicable laws.

Section 8. MANAGEMENT LEAVE
• Subsection A (1): Effective dates removed, hours updated to 108 / 90 / 60, and proration language updated.
• Subsection A (2): Hours updated to 108 / 90 / 60

Section 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2
• Subsection 1 (A): Add language for those employed over 20 or more years , removed “continuously”.
• Subsection 1(B): Add E Ranges E23 and E24
• Subsection 1(C): Update accumulation limit from two (2) to one (1) based on payroll accrual process.
• Subsection 4(a): Updated applicable laws.

Section 10: HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2
• Subsection D: Section D is the option for accumulated Holiday Leave to be moved to HRA at retirement.

Section 11: SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES
• Updated applicable laws.

Section 16 BENEFITS FOR FULL -TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
• Subsection F: Language to cash out option on accumulated Holiday Leave hours.

Section 17. COMPE NSATION FOR FULL -TIME EMPLOYEES OCCUPYING PERMAMENT POSITIONS IN EXHIBIT 2
• Subsection C. 18.: No change in language, moving individual section into subsection C.

Section 18 . BENEFITS FOR POLICE CADETS, PERMANENT PART -TIME

EMPLOYEES AND LIMITED AND TEMPORARY EMPLOYEES
• Subsection B: Add (2.) adding language to for PPT employees who transfer, demote, or promote into positions regarding the employer paid pension contribution paid by employee.
• Subsection C. (1 .a.ii.): adding language to for Limited employees who transfer, demote, or promote into positions regarding the employer paid pension contribution paid by employee.
• Subsection C. (2). Add B for additional language regarding Permanent employees who have transferred, demoted, or promoted into Temporary positions regarding the employer paid pension contribution paid by employee. • Subsection 3: Added updated language on Protected sick leave for Temporary employees.

Section 19: CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS • Subsection H: Add language for VLT program unused time and/or repayments.

Section 20: SPECIAL PROVISION FOR EMPLOYEES ON LEAVE FOR MILITARY

SERVICE
• Added language permitting pay for inactive training drills, as reflected in the updated Military Leave Administrative Order 2-19.

Section 21: BEREAVEMENT LEAVE
• Added updated language required by law.

Exhibit 2, Unit 2, Non-Represented Management and Confidential Classes • Increase E1 range by 6.58% and increase all other E Ranges in Unit 2 by 3%. • Change Senior Deputy City Attorney I range from E06 to new range of E23 & change Deputy City Attorney III range from E07 to new range of E24. • Add the new classification of Airports Public Safety Assistant Manager with a E8 Salary Range ($7, 957 - $11,546). This classification will assist in providing management oversight to sworn officers in the Airports Public Safety section. • Title correction to the Airport Public Safety Manager classification to add an “s” after “Airport” to read Airports Public Safety Manager for consistency with Airports job classifications.

Exhibit 11, Unit 11, Fresno Airport Public Safety Officers Association (FAPSOA) • Title correction to the Airport Public Safety Officer and Airport Public Safety Supervisor classification to add an “s” after “Airport” for consistency with Airports classifications to read Airports Public Safety Officer and Airports Public Safety Supervisor, respectively. The City provided notice for this title correction to the respective bargaining unit and has met its meet and confer obligation

In addition to the above, there are other non-substantive language changes that are cleanup in nature throughout the document.

The City Attorney’s Office has approved the FY 2026 Salary Resolution as to form.

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

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

FISCAL IMPACT

Approval of the FY 2026 Salary Resolution will result in no increase to the General Fund or All Funds.

Attachments:

FY 2026 Salary Resolution – Redline

Fiscal Year 2026
(July 1, 2025 – June 30, 2026)

Salary
Resolution

Personnel Services Department

TABLE OF CONTENTS
SECTION 1. SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES ....................................... 1 SECTION 2. SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN................................... 1 SECTION 3. RATES OF PAY ......................................................................................................... 6 SECTION 4. EXEMPT JOB CLASSES ........................................................................................... 6 SECTION 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES ............ 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 ......................................................... 13 SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES ............................................... 14 SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2 ................................ 14 SECTION 13. SALARY RATES ...................................................................................................... 14 SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY ............................................ 15 SECTION 15. BILINGUAL CERTIFICATION PROGRAM FOR EMPLOYEES OCCUPYING PERMANENT CLASSES ......................................................................................... 16 SECTION 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ....................................................................................... 17 SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ....................................................................................... 19 SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITED EMPLOYEES AND TEMPORARY EMPLOYEES ..................................... 22 SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS ................. 27 SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE ................................................................................................................. 29 SECTION 21. BEREAVEMENT LEAVE .......................................................................................... 30 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 .................................................................................................. 30 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 ....................................................................................................................... 32 SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS .................... 32 SECTION 25. IN-SERVICE DISTRIBUTION................................................................................... 32 SECTION 26. RECRUITMENT AND RETENTION INCENTIVE ..................................................... 33 SECTION 27. UNUSUAL CIRCUMSTANCES ................................................................................ 35 SECTION 28. CONFLICTING RESOLUTIONS .............................................................................. 35 SECTION 29. RESOLUTION EFFECTIVE DATE ........................................................................... 36

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RESOLUTION NO.

A RESOLUTION OF THE COUNCIL OF THE CITY OF FRESNO ESTABLISHING

RULES FOR THE APPLICATION OF CITY EMPLOYEE COMPENSATION RATES AND

SCHEDULES AND RELATED REQUIREMENTS, AND ESTABLISHING
COMPENSATION RATES AND SCHEDULES FOR FISCAL YEAR 2026.

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. BASE SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN

The step plan of each base 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.

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

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 Transpare ncy 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. For 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 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 require s 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.

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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.

L. If an employee’s base salary is above the highest step of the range, excluding demotions, transfers and reductions in force, 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:

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

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

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

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 only) shall be calculated using the same relationship the employee’s salary bore to the control point at the time of separation as it would bear to the control point at the time of retirement. As an example only, if an employee’s salary at the time of separation was five percent (5%) below the control point for the class, then the benefit at retirement would be based on that amount, which would be five percent (5%) below the control point for that class at the time of retirement, subject

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to the applicable provisions of the retirement system regarding years of service, compensation earnable, and so on.

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

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

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

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

Beginning July 1 following the date the Deferred Vested Member separates from City service, the Member’s Compensation Earnable at the time of separation shall be indexed with the Consumer Price Index (hereafter “CPI”) – United States City Average for Urban Wage Earners and Clerical Workers -- all items (i.e., general price inflation) and the Employment Cost Index – State & Local Government Workers (i.e., across the board pay increases), as published by the Bureau of 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 following exceptions: banking shall not be applied nor shall the sum of accumulated CPI and Employment Costs adjustments plus Compensation Earnable fall outside the Executive Pay Range approved by the City Council each fiscal year.

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

If a Deferred Vested Member held more than one position during their highest three consecutive years, the Compensation Earnable in each position shall be allocated on a time held, pro-rata basis and the combined adjusted Compensation Earnable, including adjustments due to CPI and

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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 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 b e at least three and one -half percent (3.5%) higher than the rate received in the employee’s regular class assignment. If the three and one -half (3.5%) increase requires a payment greater than the highest step, then the highest step shall be paid.

SECTION 3. RATES OF PAY

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 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 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”).

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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 (90th) day of employment.

3. Sick Leave can be used for:

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

b. Diagnosis, care, or treatment of an existing health condition of, or preventive care for an employee’s parent (a biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee’s spouse or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child), child (a child, which for purposes of this article means a biological, adopted, or foster child, stepchild, legal ward, or a child to whom the employee stands in loco parentis - this definition of a child is applicable regardless of age or de pendency status), spouse, registered domestic partner, sibling, grandparent, grandchild; designated person (limited to one designated person per 12 month period); 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).

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4. Protected Sick Leave for Temporary Employees

a. Temporary employees will accumulate and be able to use Sick Leave in accordance with California Labor Code sections 245, 246, 233, and other applicable law .

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 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 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.

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

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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 workday, 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 described in Section 4 above), shall be granted Management Leave as provided in this subsection 1. One hundred eight (108) hours shall be credited to employees in the E1-E5 Executive Pay Range on the first day in July of each fiscal year. Ninety (90) hours shall be credited to employees in the E6 & E7 Executive Pay Range on the first day in July of each 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 new employment by the City or promotion 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

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compensated for up to one hundred and eight (108) hours of Management Leave during the fiscal year in which it is credited. Employees in E6 & E7 Executive Pay Ranges may request payment and be compensated for up to ninety (90) 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 sixty (60) 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 Attorne y, 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 one hundred and eight (108) 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 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. 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 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.

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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 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 But Less Than Twenty (20) Years – For such employees who have been employed by the City for ten (10) years but less than twenty (20) years 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.

Twenty Years (20) or More – For employees who have been employed by the City for twenty (20) years or more, the Annual Leave accrual rate will be 20 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; 1,100 hours for employees in the E5 range; and 840 hours for employees

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in the, E6, E7, E8, E10, E11, E12, E13, E15, E16, E17 , E19, E20, E21, E22, E23, and E24 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 one (1) complete month with no usage, 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. O nce 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.

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, 245, 246 and other applicable law, up to the statutory amount for the fiscal year unless

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the statutory amount has been satisfied by use of other leaves for the fiscal year.

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

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

SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2

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

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. At separation from City service for retirement purposes, accumulated Holiday Leave shall either be cashed out at the employee ’s option or credited to a Health Reimbursement Arrangement (HRA account for the employee at one hundred percent (100%) of the employees then current hourly base rate of pay if eligible for service retirement in accordance with HRA Plan Document.C.

E. 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.

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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 a t retirement or separation from the City , if not eligible for participation in the HRA;

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

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

• Once Sick Leave and Annual Leave ha ve been exhausted during the first and second year of employment , where an employee is accruing Supplemental Sick Leave, up to half of the hours of Supplemental Sick Leave accrued in a fiscal year for Protected Sick Leave used only for those purposes identified in California Labor Code sections 233, 245, 246, and other applicable law . 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

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

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

SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY

A. Professional Certificate and License Pay for possession of the certificates and licenses listed below may be authorized for eligible employees at the sole discretion of the City Manager, City Attorney, or Retirement Administrator, or their designees, as appropriate for their respective areas of authority.

Pay for possession of more than one (1) certificate and/or license listed below is not stackable, meaning an employee with more than one (1) of the listed certificates and/or licenses may only receive pay for one (1) certificate or license regardless of 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

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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.

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.

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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%).

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

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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 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 HRAs.

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.

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• The number of remaining accumulated Holiday Leave hours at the time of retirement, not cashed out per Section 10, Subsection D, shall be credited into an HRA account for the employee at one hundred percent (100%) of the employee’s then current hourly base rate of pay.

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

• The accounts may be book accounts only , or cash accounts at the City’s option.

No actual trust account shall be established for any employee. Each HRA account shall be credited on a monthly basis with a rate of earnings equal to the yield on the City's Investment Portfolio (provided that such yield is positive).

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

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

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

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

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:

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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;

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.

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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.

18. . Compensation paid to e mployees in the form of c ash 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.

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

1. Education and/or certificate pay;

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

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

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

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

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

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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.

E. 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.

F. 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. Employees 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,

LIMITED EMPLOYEES 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 forty (40) hours or 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 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 the three hundred ninety -six dollars ($396) for each full calendar month to be prorated on a pay-period-by-pay-period basis.

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 . PPT Employees who transfer, demote, or promote, into PPT position 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 PPT statu s, 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

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an employee’s accumulated contribution account, nor will it be deposited into a member’s Deferred Retirement Account Program (DROP) account.

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.

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 rem ain

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members of the Fresno City Retirement Systems and will continue contributing to the Retirement Plan.

Limited employees who transfer, demote, or promote, into Limited position 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 PPT status, 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.

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 commensurate with the pay provided to permanent employees in the same job classification. 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

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a. Temporary employees in non -exempt job classifications who are assigned standby duty shall receive premium pay of commensurate with the pay provided to permanent employees in the same job classification .

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 stand by 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 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.

b. Permanent employees who transfer, demote, or promote, into Temporary a position 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 Temporary status, 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.

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 California Labor Code sections 245, 246, 233, and other applicable laws. 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

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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 articl e 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, grandchild , or designated person (limited to one designated person per 12 month period); 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. Only the first five (5) days or forty (40) hours, of Sick Leave, whichever is greater, designated by the employee for purposes as defined in s ubsection C.2 above on or after July 1 of each year . 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.

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 Sick Leave restored.

SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS

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

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

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

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

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

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

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

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

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

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

H. Voluntary Leave Time (VLT) Program – Upon moving to another bargaining unit, or the unclassified service, time off previously approved under the VLT program shall be cancelled. Payroll will work directly with the impacted employee to reconcile time off Conversion example:

100 unused hrs x $15.00 (Former base rate) = 75 hrs placed in non-accruing $20.00 (New class base rate) annual leave balance account

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actually taken and corresponding payroll deductions. Should the reconciliation result in overpayment by the employee, the City will credit the employee monies owed on the next regular paycheck. Should the reconciliation result in underpayment by the employ ee, authorized payroll deductions for purposes of the VLT program shall continue until the balance owed is $0. All adjustments shall be made at the employee’s former rate of pay (i.e., the rate at which the VLT was approved).

I. 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

1. Employees on temporary military leaves of absence for military duty ordered for purposed of active military training, inactive duty training (military drills), encampment, naval cruises, special exercises, or like activity, provided that the period of ordered duty does not exceed 180 calendar days, including time involved in going to and returning from that duty, shall be entitled to receive their salary for the first thirty (30) calendar days of the absence, in accordance with Administrative Order 2-19 and state and federal law.

A. Pay for temporary military leave of absences may not exceed thirty (30) calendar days in any one (1) fiscal year.

2. 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 th e employees’ Health and Welfare Contribution, if the employee is currently covered by the City of Fresno Health and Welfare Trust; and

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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 members 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, sibling, or designated person (l imited to one designated person per 12 month period).

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 timely election to integrate leave with SDI/PFL benefits which shall be no more than 100 percent of the employee’s normal bi-weekly gross wages (excluding overtime pay) immediately prior to the start of the disability period.

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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 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.

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 du e 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

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to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case-by-case basis.

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

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

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

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

SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS

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

SECTION 25. IN-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 perform the duties of the position. Before commencing such temporary employment, there must be a bona-fide employment separation. For the purposes of this Section, “bona fide employment separation” means: (1) there has been no explicit or implicit understanding or agreement before their retirement, and for at least 90 calendar days after their retirement, between the employee and the City of their future temporary employment with the City, and (2) upon their retirement, the retired employee provides no work for the City, including work as a full-time, part-time, or seasonal employee; an employee through a third -party contract with the City; an independent contractor; or a leased employee, for at least 90 calendar days.

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

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terminating city service, and for at least 90 calendar days after their termination, between the 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 designated as hard to fill by the City Manager, the City Attorney, the Retirement Administrator, or the City Clerk, and;

B. The City Council concurs with the appointing authority’s designation by majority vote, and;

C. The recruitment incentive or the retention incentive does not exceed the equivalent of one month’s salary at the top step, or the top of the range, for the classification, and;

D. No employee shall be eligible for both a recruitment incentive and retention incentive in the same fiscal year, whether in the same classification or in different classifications, and;

E. An employee, having received a recruitment incentive, must work in the same classification for twelve (12) consecutive months prior to becoming eligible to receive a retention incentive, and;

F. The recruitment incentive and retention incentive shall be, lump-sum payments, and shall not be pensionable, and;

G. Payment of any recruitment incentive or retention incentive is authorized at the sole discretion of the City Manager, the City Attorney, the City Clerk or the Retirement Administrator provided the above conditions are met.

Effective March 14, 2022, current permanent City employees who refer an eligible candidate for Police Officer Recruit, lateral Police Officer, or lateral Emergency Services Dispatcher II or III that is hired by the City as a permanent employee in a respect ive 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

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

B. Police Officer Lateral Hire

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

SECTION 27. UNUSUAL CIRCUMSTANCES

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

SECTION 28. CONFLICTING RESOLUTIONS

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Resolution No. 2025-###, 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, 2025.

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SEE APPENDIX FOR FOOTNOTES Page 1.18

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

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.

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SEE APPENDIX FOR FOOTNOTES Page 1.18

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 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

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SEE APPENDIX FOR FOOTNOTES Page 1.19

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

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 7139 7496 7871 8265 8679 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.

XIII

Resolution No.

FY 26 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.20

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

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 5803 6094 6399 6718 7054 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.

XIII .

SEE APPENDIX FOR FOOTNOTES Page 2.1
e Exempt class, see Section 4

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

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Airports Public Safety Manager 310004e - E7 8968 - 12701 Airports Public Safety Assistant Manager 310170e - E8 7957 - 11546 Assistant City Attorney 160008e - E4 12317 - 20029
Assistant City Manager 150135e - E3 16429 - 23267
Assistant Controller 135020e - E5 9876 - 17054
Assistant Director 150160e - E5 9876 - 17054
Assistant Director of Personnel Services 150043e - E5 9876 - 17054 Assistant Director of Public Utilities 620100e - E5 9876 - 17054 Assistant Director of Public Works 210089e - E5 9876 - 17054 Assistant Police Chief 415010e - E5 9876 - 17054
Assistant Retirement Administrator 135040e - E5 9876 - 17054 Background Investigator 410055 - E16 5051 - 7045
Budget Analyst 135006e - E15 5713 - 8026
Budget Manager 135008e - E7 8968 - 12701
Chief Assistant City Attorney 160015e - E3 16429 - 23267 Chief Information Officer 125067e - E4 12317 - 20029
Chief Labor Negotiator 150030e - E6 10579 - 14684
Chief of Staff to Councilmember 150086e - E10 4023 - 11546 Chief of Staff to the Mayor 150123e - E5 9876 - 17054
City Attorney 160009e - E1 19354 - 27411
City Attorney Investigator 160003 - E15 5713 - 8026
City Clerk 150125e - E4 12317 - 20029
City Engineer 210080e - E4 12317 - 20029
City Manager 150130e - E1 19354 - 27411
Community Coordinator 150075e - E11 4314 - 7750
Community Outreach Specialist 150230e - E11 4314 - 7750 Controller 135021e - E4 12317 - 20029
Council Assistant 150085e - E10 4023 - 11546
Deputy City Attorney II 160006e - E8 7957 - 11546
Deputy City Attorney III 160007e - E24 8968 - 12701

SEE APPENDIX FOR FOOTNOTES Page 2.2
† This is one position assigned to the Labor Relations Division in the Personnel Services Department, working on confidential issues related to negotiations with bargaining units.

e Exempt class, see Section 4.

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

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Deputy City Manager 150140e - E5 9876 - 17054
Director 150170e - E4 12317 - 20029
Director of Aviation 310045e - E4 12317 - 20029
Director of Development 220020e - E4 12317 - 20029
Director of Personnel Services 150042e - E4 12317 - 20029 Director of Public Utilities 620101e - E4 12317 - 20029 Director of Transportation 310040e - E4 12317 - 20029
Economic Development
Coordinator 150090e - E10 4023 - 11546
Economic Development Director 150099e - E4 12317 - 20029 Executive Assistant to
Department Director 115003e - E19 4508 - 6873
Executive Assistant to the City
Attorney 115004e - E17 5123 - 7904
Executive Assistant to the City
Council 115008e - E19 4508 - 6873
Executive Assistant to the City
Manager 115001e - E17 5123 - 7904
Executive Assistant to the Mayor 115002e - E17 5123 7904 Fire Chief 425007e - E3 16429 - 23267
Governmental Affairs Manager 150240e - E10 4023 - 11546 Human Resources Manager 150025e - E7 8968 - 12701
Independent Reviewer 150220e - E5 9876 - 17054
Internal Auditor 135010e - E15 5713 - 8026
Investment Officer 135014e - E6 10579 - 14684
Management Analyst II 150032e† 12 E15 5713 - 8026
Payroll Accountant 130016e - E20 6170 - 11546
Payroll Manager 135012e - E7 8968 - 12701
Police Chief 415008e - E2 16840 - 25055

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 8560 - 12123
Principal Internal Auditor 135011e - E8 7957 - 11546
Principal Labor Relations/Risk
Analyst 150018e - E12 8560 - 12123
Project Liaison/Program
Administrator 150062e - E13 9365 - 13926
Public Affairs Officer 150118e - E8 7957 - 11546
Public Works Director 210085e - E4 12317 - 20029
Retirement Administrator 135030e - E3 16429 - 23267
Retirement Benefits Manager 135045e - E7 8968 - 12701
Retirement Office Manager 115007e - E17 5123 - 7904
Senior Budget Analyst 135007e - E8 7957 - 11546
Senior City Attorney Investigator 160004e - E8 7957 - 11546 Senior Deputy City Attorney I 160013e - E23 10579 - 14684 Senior Deputy City Attorney II 160014e - E21 9939 - 16153 Senior Deputy City Attorney III 160016e - E22 10435 - 16959 Senior Human Resources/Risk
Analyst
150017e - E8 7957 - 11546
Senior Law Clerk 11502210 - E16 5051 - 7045
Supervising Deputy City Attorney 160010e - E5 9876 - 17054 Veterinarian 150250e - E4 12317 - 20029
E Exempt class, see Section 4.
10 Persons in this classification are limited to no more than two (2) consecutive years in this class.

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 p robationary period of twelve months. In those cases, in which an employee is hired at the journey leve l, twelve months of satisfactory service is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. 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..
.

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

CLASS TITLE
JOB
CODE
PRO
B

PER A B C D E
Account Clerk I 1300013 63 3075 3215 3359 3515 3683
Account Clerk II 1300023 123 3399 3555 3725 3893 4072
Accountant-Auditor I 1300114 124 4973 5201 5442 5706 5974 Accountant-Auditor II 1300124 124 5450 5702 5979 6263 6560 Accounting Technician 130010 12 4103 4296 4498 4705 4928 Administrative Clerk I 1100013 63 2860 2986 3119 3262 3410 Administrative Clerk II 1100023 123 3410 3566 3729 3903 4082 Airports Credentialing Technician 115080 12 3972 4157 4350 4557 4771 Airports Operations Officer I 3100064 124 4977 5222 5473 5747 6034 Airports Operations Officer II 3100094 124 5473 5747 6034 6336 6653 Airports Public Safety Agent I 310061 124 4105 4292 4491 4699 4917 Airports Public Safety Agent II 310062 124 4504 4713 4932 5166 5410 Animal Care Specialist I 560020 63 3359 3528 3704 3889 4084 Animal Care Specialist II 560021 123 3696 3881 4074 4278 4493 Animal Resource Officer I 560001 124 4105 4292 4491 4699 4917 Animal Resource Officer II 560002 124 4504 4713 4932 5166 5410 Animal Services Representative I 560030 63 3429 3584 3747 3921 4105 Animal Services Representative II 560031 123 3745 3919 4104 4290 4486 Associate Electrical Safety Consultant I 230022 12 6214 6509 6822 7144 7488 Associate Electrical Safety Consultant II 230023 12 6846 7174 7514 7875 8257 Associate Environmental & Safety
Consultant I 230003 12 6214 6509 6822 7144 7488
Associate Environmental & Safety
Consultant II 230004 12 6846 7174 7514 7875 8257
Associate Plumbing & Mechanical
Consultant I 230012 12 6214 6509 6822 7144 7488
Associate Plumbing & Mechanical
Consultant II 230013 12 6846 7174 7514 7875 8257
Billing System Specialist 125075 12 4518 4731 4955 5178 5420 Budget Technician 135005 12 4104 4293 4495 4706 4928
Building Inspector I 2300074 124 5681 5950 6232 6533 6841 Building Inspector II 2300084 124 6214 6509 6822 7144 7488 Building Inspector III 230009 12 6846 7174 7514 7875 8257

SEE APPENDIX FOR FOOTNOTES Page 3.2
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey leve l, twelve months of satisfactory service is required.
4 This class is in a flexibly -staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.

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 3745 3918 4111 4290 4487 Call Center Representative II 1150713 123 4117 4303 4502 4714 4934 Central Printing Clerk 120005 12 3409 3565 3728 3903 4082 Chemist 620020 12 5412 5674 5941 6226 6522
City Records Specialist 115025 12 4090 4279 4479 4689 4913 Commercial Building Inspector 230015 12 6214 6509 6822 7144 7488 Community Recreation Assistant 520010 12 4145 4330 4510 4692 4896 Community Revitalization Specialist 230053 12 5544 5810 6089 6421 6689 Community Revitalization Technician 230059 12 3857 4037 4224 4424 4632 Community Services Officer I 4100254 124 4105 4292 4491 4699 4917 Community Services Officer II 4100264 124 4504 4713 4932 5166 5410 Computer Systems Specialist I 1250104 124 5749 6015 6302 6605 6917 Computer Systems Specialist II 1250114 124 6302 6601 6915 7245 7596 Computer Systems Specialist III 125012 12 6917 7249 7598 7962 8348 Construction Compliance Specialist 150055 12 4753 4970 5208 5455 5710 Crime Scene Technician I 4100104 124 4550 4762 4987 5224 5472 Crime Scene Technician II 4100114 124 4987 5224 5472 5731 6007 Crime Specialist 410008 12 5705 5975 6261 6560 6878
Customer Services Clerk I 1150603 63 3429 3584 3747 3921 4105 Customer Services Clerk II 1150613 123 3745 3919 4104 4290 4486 Cybersecurity Analyst 125090 12 6917 7249 7598 7962 8348 Deputy City Clerk 1150284 124 3739 3912 4093 4284 4480
Development Services Coordinator 230057 12 5817 6136 6435 6742 7065 Digital Forensics Analyst 410050 12 7546 7926 8321 8737 9173 Emergency Services Call Taker 410000 12 5100 5332 5529 5782 6026 Emergency Services Dispatcher I 4100015 125 5100 5332 5529 5782 6026 Emergency Services Dispatcher II 4100025 125 5519 5776 6050 6335 6626 Emergency Services Dispatcher III 410003 12 6067 6345 6652 6936 7288

SEE APPENDIX FOR FOOTNOTES Page 3.3
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management.

An employee in this series must serve a minimum one year probationary period. .

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

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Engineer I 2100154 124 7223 7584 7963 8360 8779
Engineer II 2100164 124 8151 8560 8988 9437 9908
Engineering Aide I 2100013 63 3558 3716 3886 4067 4261
Engineering Aide II 2100023 123 4227 4426 4625 4840 5076 Engineering Inspector I 2300754 124 5686 5975 6244 6539 6856 Engineering Inspector II 2300764 124 6225 6518 6832 7159 7504 Engineering Technician I 2100054 124 4180 4375 4586 4790 5017 Engineering Technician II 2100064 124 5113 5363 5609 5871 6152 Environmental Control Officer 620001 12 5338 5594 5852 6131 6419 Facilities Construction Specialist 230085 12 5455 5708 5981 6265 6567 Firearms & Digital Forensics
Technician 410070 12 5225 5473 5732 6008 6293
Fire Prevention Inspector I 4200015 125 4821 5047 5277 5536 5799 Fire Prevention Inspector II 4200025 125 5557 5810 6089 6388 6689 Fleet Operations Specialist 710105 12 5098 5335 5593 5856 6138 Geographic Information System
(GIS) Specialist 125025 12 6917 7249 7598 7962 8348
Geographic Information System
(GIS) Technician I 1250264 124 5745 6012 6297 6600 6912 Geographic Information System
(GIS) Technician II 1250274 124 6302 6599 6915 7245 7596 Graphics Technician 120013 12 4485 4702 4929 5170 5422
Helicopter Pilot 410033 12 6800 7131 7480 7847 8234
Housing Rehabilitation Specialist 230056 12 5526 5795 6082 6380 6689 Industrial/Commercial Water
Conservation Representative 610015 12 5347 5602 5862 6142 6432 Interpreter/Translator 150232 12 5904 6229 6532 6844 7171 Laboratory Assistant 620010 12 3733 3910 4091 4281 4479 Laboratory Technician I 6200114 124 4487 4698 4918 5147 5388 Laboratory Technician II 6200124 124 4928 5158 5401 5659 5929 Landscape Water Conservation
Specialist 610005 12 5332 5586 5852 6129 6419

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 p robationary 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.

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 4482 4702 4930 5170 5420 Network Systems Specialist 125030 12 6917 7249 7598 7962 8348 PAR Program Specialist 410023 12 3857 4037 4224 4424 4632 Paratransit Specialist 320005 12 4108 4302 4505 4708 4928 Park Ranger I 4100604 124 4105 4292 4491 4699 4917
Park Ranger II 4100614 124 4504 4713 4932 5166 5410
Parking Enforcement Officer I 7101204 124 3612 3761 3916 4070 4243 Parking Enforcement Officer II 7101214 124 3957 4125 4296 4469 4669 Parking Enforcement Officer III 710122 12 4357 4533 4736 4930 5142 Phlebotomist 410007 12 3733 3910 4091 4281 4479
Planner I 2200053 63 5445 5690 5962 6249 6549
Planner II 2200063 123 5906 6231 6535 6845 7173
Plans Examiner 210041 12 5960 6229 6528 6848 7170
Plans and Permit Technician 220002 12 5432 5686 5944 6236 6533 Police Data Transcriptionist 115035 12 4359 4560 4772 4993 5228 Police Support Services Clerk 115043 12 3618 3786 3960 4144 4335 Police Support Services Technician 115044 12 3972 4157 4350 4557 4771 Principal Account Clerk 130004 12 4103 4296 4498 4705 4928 Procurement Specialist 140002 12 5153 5399 5653 5923 6205 Program Compliance Officer 640026 12 4406 4623 4849 5084 5332 Programmer/Analyst I 1250204 124 5752 6021 6306 6610 6921 Programmer/Analyst II 1250214 124 6302 6601 6915 7245 7596 Programmer/Analyst III 125022 12 6917 7249 7598 7962 8348 Programmer/Analyst IV 125023 12 7597 7967 8353 8750 9172 Property & Evidence Technician 145010 12 4482 4692 4913 5144 5387 Property Specialist I 1750014 124 5326 5583 5847 6122 6418 Property Specialist II 1750024 124 6171 6465 6777 7099 7442 Radio Dispatcher 120015 12 3786 3956 4121 4303 4479
Radio Frequency (RF) Network
Engineer I 125095 124 6302 6601 6915 7245 7596
Radio Frequency (RF) Network
Engineer II 125096 124 6917 7249 7598 7962 8348
Rangemaster/Armorer 410035 12 5225 5473 5732 6008 6293

SEE APPENDIX FOR FOOTNOTES Page 3.11

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. VII .

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

CLASS TITLE
JOB
CODE
PRO
B

PER A B C D E
Real Estate Finance Specialist I 1700014 124 4318 4520 4725 4952 5185 Real Estate Finance Specialist II 1700024 124 5647 5913 6196 6488 6795 Recreation Specialist 520005 12 4455 4660 4879 5109 5347 Retirement Counselor I 1350504 124 4102 4295 4497 4707 4928 Retirement Counselor II 1350514 124 4509 4719 4941 5175 5420 Right of Way Agent 210120 12 7331 7698 8083 8487 8911
Safety and Training Specialist 150050 12 4815 5048 5297 5555 5828 Senior Account Clerk 130003 12 3738 3907 4087 4279 4480 Senior Administrative Clerk 110003 12 3749 3923 4104 4295 4496 Senior Airports Public Safety Agent 310063 12 4964 5197 5440 5692 5962 Senior Animal Care Specialist 560022 12 4065 4268 4481 4706 4941 Senior Animal Resource Officer 560003 12 4964 5197 5440 5692 5962 Senior Animal Services
Representative 560032 12 4572 4777 4998 5233 5479
Senior Call Center Representative 115072 12 4494 4710 4937 5177 5428 Senior Commercial Building Inspector 230016 12 6846 7174 7514 7875 8257 Senior Community Revitalization
Specialist 230054 12 6214 6506 6809 7138 7484
Senior Community Services Officer 410027 12 4964 5197 5440 5692 5962 Senior Crime Scene Technician 410012 12 5225 5473 5732 6008 6293 Senior Customer Services Clerk 115062 12 4572 4777 4998 5233 5479 Senior Cybersecurity Analyst 125091 12 7595 7965 8350 8748 9170 Senior Deputy City Clerk 1150294 124 4103 4292 4495 4705 4928 Senior Engineering Technician 210007 12 5630 5897 6174 6470 6768 Senior Fire Prevention Inspector 420003 12 6214 6506 6809 7138 7484 Senior Laboratory Technician 620013 12 5493 5756 6031 6317 6618 Senior Network Systems Specialist 125031 12 7595 7965 8350 8748 9170 Senior Park Ranger 410062 12 4964 5197 5440 5692 5962
Senior Plans Examiner 210042 12 6546 6852 7171 7519 7885 Senior Procurement Specialist 140003 12 5653 5923 6205 6502 6810 Senior Property & Evidence
Technician 145011 12 4928 5161 5404 5656 5927
Senior Radio Frequency (RF)
Network Engineer 125097 12 7595 7965 8350 8748 9170
Senior Records Clerk 110101 12 3738 3910 4092 4282 4479 Senior Secretary 110051 12 4120 4312 4513 4721 4944

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 4482 4692 4913 5144 5387
Senior Utility Service
Representative 230092 12 4507 4718 4941 5173 5420
Senior Water Systems Telemetry
& Distributed Control Specialist 610022 12 7595 7965 8350 8748 9170 Staff Assistant 150001 12 4120 4312 4513 4721 4944
Storeskeeper 145001 12 4072 4263 4460 4669 4888
Survey Party Technician 210030 12 5113 5363 5609 5871 6152 Tax/Permit Inspector 135001 12 4821 5048 5279 5539 5800 Traffic Signal Operations
Specialist 710150 12 6909 7238 7588 7949 8338
Transit Scheduler 320049 12 6909 7238 7588 7949 8338
Tree Program Specialist 510015 12 5097 5337 5595 5860 6138 Utility Service Representative I 2300904 124 3737 3909 4090 4281 4479 Utility Service Representative II 2300914 124 4102 4295 4495 4706 4927 Wastewater Reclamation
Coordinator 620035 12 5326 5583 5847 6122 6418
Water Conservation
Representative 610001 12 3856 4037 4224 4422 4631
Water Systems Telemetry &
Distributed Control Specialist 610021 12 6289 6587 6902 7231 7579

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 Recruit 415001 12 6498 6821 – – – – – – – Police Officer 4150026 126 – – 7162 7521 7898 8294 8709 9145 9602 Police Sergeant 415004 12 7828 8221 8633 9064 9520 9996 10495 11020 11572 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 I
Fire Captain 425004 12 7712 8097 8502 8929 9377 9846 10339 10856 11398 Fire Investigation Unit
Supervisor 425010 12 7712 8097 8502 8929 9377 9846 10339 10856 11398 Firefighter 425002 12 6170 6477 6803 7141 7522 7878 8272 8686 9121 Firefighter Specialist 425003 12 6910 7255 7620 7997 8398 8818 9259 9723 10209 Firefighter Trainee 425001 --- 5553

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 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 8005
Airports Electrician 730011 12 Flat Rate 7241
Concrete Finisher 730005 12 Flat Rate 6982
Electrician 730010 12 Flat Rate 7241
Industrial Electrician 730012 12 Flat Rate 8005
Painter 730015 12 Flat Rate 6362
Plumber 730030 12 Flat Rate 7241

SEE APPENDIX FOR FOOTNOTES Page 8.1
EXHIBIT 8
Unit 8 – Non-Represented

CLASS TITLE
JOB
CODE
PROB

PER RANGE SALARY
Cashier Clerk 910010 - Hourly $16.50 – $20.50 Per Hour
Law Clerk 910015 - Hourly $20.00 - $25.00 Per Hour
Law Enforcement Instructor 940020 - Hourly $18.00 - $25.00 Per Hour Lifeguard 950001 - Hourly $16.50 - $20.50 Per Hour
Police Cadet I 9400059 48 mos. Hourly $16.50 - $21.50 Per Hour Police Cadet II 9400069 48 mos. Hourly $18.00- $25.00 Per Hour Pool Supervisor 950015 - Hourly $18.00 - $25.00 Per Hour Senior Lifeguard 950002 - Hourly $17.00 - $21.50 Per Hour Services Aide 910005 - Hourly $16.50 - $23.50 Per Hour
Sports Official 950010 - Hourly $16.50 - $25.00 Per Hour Intern 910002 - Hourly $16.50 - $20.50 Per Hour
Youth Jobs Corps Program
Ambassador
910031 - Hourly $16.50 - $20.50 Per Hour
Youth Jobs Corps Program
Participant
910032 - Hourly $16.50 - $20.50 Per Hour
Youth Jobs Corps Program
Mentor
910033 - Hourly $17.00 - $21.50 Per Hour

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 - 14005 - 18205 - - - - -
Police
Captain 415006e 12 11150 11707 12293 12906 13555 14233 14945 15692 16476 Police
Lieutenant 415005e 12 9684 10168 10677 11210 11771 12360 12978 13628 14310 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 I
Fire
Battalion
Chief
425005e 12 9850 10345 10861 11401 11972 12570 13199 13858 14551 Fire Deputy
Chief 425006e - 12488 13112 13770 14459 15182 15943 16742 17580 18459 e Exempt class, see Section 4.

SEE APPENDIX FOR FOOTNOTES Page 10.1
‡To be calculated as if working 40 hours per week.

‡

EXHIBIT 11
Unit 11 – Fresno Airport Public Safety Officers Association (FAPSOA)

CLASS TITLE JOB
CODE
PROB

PER A B C D E F G
Airports Public
Safety Officer‡ 310002 12 5923 6216 6511 6834 7170 7530 7907 Airports Public
Safety Supervisor‡ 310005 12 6910 7254 7617 7997 8395 8815 9256

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 $100 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 13-1.4

e Exempt class, see Section 4.

III Effective 9/9/2024 by the Third Amendment to the Salary Resolution No. 2024-120. .

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

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Acoustical Program Coordinator 310100e 12 6606 6932 7268 7627 8000 Airports Airside/Landside Superintendent 310018e 12 7267 7622 7999 8389 8801 Airports Credentialing Supervisor 115081e 12 6708 7038 7386 7740 8123 Airports Operations Supervisor 310013e 12 7138 7487 7850 8237 8635 Airports Projects Supervisor 310016e 12 7636 8011 8404 8818 9254 Airports Property Supervisor 175005e 12 6612 6936 7272 7631 8000 Animal Center Supervisor 560035e 12 6612 6936 7272 7631 8000 Animal Programs Coordinator 560050e 12 4413 4646 4852 5089 5339 Architect 210045e 12 9228 9684 10160 10669 11200
Assistant Law Office Manager 115019e 12 7551 7915 8307 8708 9136 Business Process & Systems Analyst 125044e 12 7550 7915 8304 8710 9136 Call Center Supervisor* 115073e 12 6844 7175 7522 7884 8269 Capital Development Specialist 310007e 12 7264 7624 7998 8391 8802 Central Print Supervisor* 120007e 12 6055 6352 6660 6987 7325 Chief Engineering Inspector 230078e 12 7457 7820 8206 8609 9031 Chief Engineering Technician 210009e 12 8384 8794 9228 9684 10160 Chief of Facilities Maintenance 810037e 12 7309 7669 8045 8439 8856 Chief of Wastewater Environmental
Services 620075e 12 6994 7339 7699 8076 8472
Chief of Wastewater Facilities
Maintenance 620085e 12 7309 7669 8045 8439 8856
Chief of Wastewater Treatment
Operations 620080e 12 7389 7758 8139 8538 8957
Chief of Water Operations 610070e 12 7512 7878 8269 8676 9100 Chief Police Pilot 410031e 12 8257 8661 9091 9538 10011 Chief Surveyor 210032e 12 11639 12221 12832 13474 14147 Community Services and Recreation
Supervisor 520016e 12 6625 6949 7292 7653 8020
Contract Compliance Officer 150061e 12 6612 6936 7272 7631 8000 Custodial Supervisor 810025e 12 6612 6936 7272 7631 8000 Database Administrator 125045e 12 7550 7915 8304 8710 9136

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

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

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
DBE/Small Business Program
Coordinator 150070e 12 6623 6944 7284 7642 8018
Emergency Services Dispatch
Supervisor 410004e 12 6959 7299 7653 8028 8420
Energy Efficiency Supervisor 230058e 12 5863 6150 6451 6770 7101 Equipment Supervisor 720031e 12 7191 7541 7911 8299 8709 Fire Prevention Engineer 210055e 12 8010 8404 8815 9249 9706 Fleet Administration Supervisor 720025e 12 6612 6936 7272 7631 8000 Grant Writer 150105e 12 5522 5792 6074 6372 6682
Historic Preservation Specialist 230066e 12 6933 7275 7634 8007 8398 Housing Program Supervisor 230055e 12 7147 7504 7878 8272 8687 Human Resources Analyst 150016e 12 6708 7037 7376 7738 8120 Human Resources Records
Supervisor 115050e 12 6734 7064 7412 7768 8154
Information Services Supervisor 125032e 12 8301 8710 9136 9585 10061 Landscape Maintenance
Superintendent 510027e 12 8235 8642 9064 9510 9977
Lead Risk Analyst 150008e 12 6969 7315 7682 8065 8470
Licensed Professional Engineer 210110e 12 11639 12221 12832 13474 14147 Management Analyst I 150020e4 124 4413 4628 4852 5089 5339 Management Analyst II 150021e4 124 5543 5815 6097 6396 6706 Parking Supervisor 720035e 12 6938 7268 7619 7990 8736
Parks Supervisor I 510025e 12 6055 6352 6660 6987 7325
Parks Supervisor II 510026e 12 6625 6949 7292 7653 8020 Planner III 220007e 12 6629 6953 7292 7652 8030
Police Support Services Supervisor 115047e 12 6708 7038 7386 7740 8123 Principal Accountant 130014e 12 7282 7637 8014 8406 8820 Procurement Supervisor 140004e 12 6597 6927 7272 7635 8018 Professional Engineer 210100e 12 9228 9684 10160 10669 11200

SEE APPENDIX FOR FOOTNOTES Page 13-1.3

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
Project Manager 150065e 12 8437 8859 9303 9767 10257
Records Supervisor 115045e 12 6708 7038 7386 7740 8123
Recycling Coordinator 640001e 12 5519 5786 6070 6364 6678 Registered Veterinary Technician 560060e 12 4958 5206 5467 5740 6027 Revenue Supervisor 135025e 12 6812 7144 7490 7851 8231
Risk Analyst 150010e 12 6708 7037 7376 7738 8120
Sanitation Supervisor 640029e 12 6612 6936 7272 7631 8000 Senior Accountant-Auditor 130013e 12 6658 6983 7326 7684 8058 Senior Building Inspector 230034e 12 7311 7672 8048 8442 8863 Senior Database Administrator 125046e 12 8330 8727 9146 9584 10061 Senior Electrical Safety Consultant 230024e 12 7310 7672 8047 8442 8862 Senior Engineering Inspector 230077e 12 6777 7112 7460 7826 8214 Senior Environmental & Safety
Consultant 230005e 12 7324 7686 8063 8458 8879
Senior Plumbing & Mechanical
Consultant 230014e 12 7311 7672 8048 8442 8863
Senior Programmer Analyst 125019e 12 8301 8710 9136 9585 10061 Senior Real Estate Agent 170012e 12 6612 6936 7272 7631 8000 Senior Retirement Counselor 135052e 12 7273 7641 8019 8419 8841 Senior Right of Way Agent 210121e 12 8612 9043 9495 9970 10469 Street Maintenance Superintendent 720004e 12 8235 8642 9064 9510 9977 Street Maintenance Supervisor 720001e 12 7267 7622 7999 8389 8801 Supervising Airports Building
Maintenance Technician 310014e 12 6612 6936 7272 7631 8000 Supervising Commercial Building
Inspector 230036e 12 7311 7672 8048 8442 8863
Supervising Engineering Technician 210008e 12 7264 7624 7998 8391 8802 Supervising Fire Prevention Inspector 420005e 12 7301 7659 8036 8431 8846 Supervising Paralegal 160020e 12 7289 7647 8019 8414 8827 Supervising Planner 220008e 12 7297 7654 8025 8420 8830

SEE APPENDIX FOR FOOTNOTES Page 13-2.1

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 8478 8897 9337 9792 10273 Supervising Real Estate Agent 170013e 12 7268 7623 8000 8390 8802 Supervising Traffic Signal Operations
Specialist 720050e 12 7541 7910 8302 8711 9136
Survey Party Chief 210031e 12 7448 7807 8189 8587 9014
Systems Security Administrator 125050e 12 7551 7915 8307 8708 9136 Transit Supervisor I 320050e 12 6389 6700 7024 7370 7729 Transit Supervisor II 320051e 12 7192 7540 7911 8300 8709 Treasury Officer 135015e 12 7282 7637 8014 8406 8820
Trolley Supervisor 720060e 12 6389 6700 7024 7370 7729
Urban Forestry Supervisor I 510030e 12 6055 6352 6660 6987 7325 Urban Forestry Supervisor II 510031e 12 6625 6949 7292 7653 8020 Wastewater Environmental Supervisor 620073e 12 7740 8117 8518 8938 9376 Wastewater Operations Supervisor 620072e 12 7740 8117 8518 8938 9376 Wastewater System Supervisor 620071e 12 7740 8117 8518 8938 9376 Water Conservation Supervisor 610045e 12 6841 7175 7526 7899 8285 Water System Supervisor 610055e 12 7740 8117 8518 8938 9376

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 5037 5279 5533 5799 6080
Legal Secretary II 115016 12 5540 5810 6089 6381 6691
Paralegal 160001 12 6238 6541 6858 7194 7548
Senior Human Resources Technician 150014 12 5205 5454 5714 5993 6282 Senior Legal Secretary 115017 12 6375 6694 7028 7379 7748 Senior Paralegal 160002 12 6507 6831 7173 7532 7910
Supervising Crime Scene Technician 410013 12 6603 6926 7262 7615 7985

SEE APPENDIX FOR FOOTNOTES Page 14.1

e Exempt class, See Section 4
EXHIBIT 14
Unit 14 – Management Classes (CFMEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
ADA Coordinator 150231e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Administrative Manager 220025e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Airports Marketing & Public
Relations Coordinator 310150e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Airports Operations Manager 310020e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Airports Planning Manager 310019e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Airports Properties Manager 310021e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Airports Safety Management
Systems Manager 310161e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Animal Behaviorist 560041e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Assistant City Clerk 115030e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Building Services Manager 230031e -
12945

13269

13600

13939

14289

14646

15012

15387

15772
Business Manager 150019e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Clinic Manager 560061e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Communications Manager 125060e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Construction Manager 210096e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Crime Scene Investigation
Bureau Manager 410015e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Cybersecurity Manager 125092e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Deputy City Engineer 210081e - 11470 11758 12053 12354 12664 12979 13304 13635 13977 Division Manager 150024e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Economic Development Analyst 150095e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Emergency Services Dispatch
Manager 410005e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Facilities Manager 810040e - 8795 9015 9241 9471 9709 9950 10198 10453 10714

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 - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Graffiti Abatement Manager 720040e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Housing & Neighborhood
Revitalization Manager 230065e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Information Services
Manager 125055e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Law Office Manager 115020e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Licensed Engineer
Manager 210094e - 12816 13136 13464 13801 14146 14500 14862 15234 15615 PARCS Operations
Manager 520025e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Parks Manager 510035e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Personnel Manager 150026e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Planning Manager 220010e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Program Manager 510040e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Projects Administrator 150063e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Public Works/Public Utilities
Manager 210095e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Purchasing Manager 140005e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Records Manager 115046e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Retirement Accounting
Manager 135044e - 9914 10163 10416 10676 10943 11216 11498 11786 12080 Revenue Manager 135026e - 8795 9015 9241 9471 9709 9950 10198 10453 10714

SEE APPENDIX FOR FOOTNOTES Page 14.3

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
Right of Way Agent
Manager 210122e - 9545 9784 10029 10280 10537 10801 11072 11349 11633 Senior Management
Analyst 150023e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Solid Waste Manager 640040e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Training Officer 150046e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Transit Operations Manager 320055e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Trolley Manager 720061e 8063 8265 8472 8684 8902 9125 9354 9588 9828 Wastewater Manager 620095e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Water Manager 610075e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Water/Wastewater
Manager-Certified 620096e - 10113 10364 10624 10889 11162 11441 11726 12020 12320

EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/2016 Classification Title Deleted Benchmarked To Percent Effective Airport Public Safety
Supervisor (310003) 7/1/24 Airport Public Safety Supervisor (310005) 114.44% 7/1/24
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 Recreation
Supervisor I (520015) 7/1/20
Community Services and
Recreation Supervisor
(520016)
96% 7/1/20
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 Emergency Preparedness
Officer (420020) 7/1/18 Management Analyst II
(150021) 100% 7/1/18
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

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
Secretary (110050) 2/24/25 Senior Secretary (110051) 100% 2/24/25 Senior Ground Water Production
Operator (610038) 7/1/20
Senior Water
Distribution/Production
Operator (610030)
100% 7/1/20
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

EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective Special Guard (940010) 4/1/02 Police Cadet II (940006) 100% 12/10/20 Supervising Environmental
Control Officer (620005) 7/1/18 Wastewater Environmental Supervisor (620073) 100% 7/1/18
Transit Maintenance
Manager (320060) 7/1/18 Transit Operations Manager
(320055) 100% 7/1/18
Waste Collector II (640020) 9/5/16 Sanitation Operator (640021) 84.19% 9/5/16 Waste Container
Maintenance Worker
(640011)
9/5/16 Waste Container Maintenance
Worker (640010) 117.65% 9/5/16
Wastewater Lead
Distributor (620051) 9/5/16 Wastewater Distributor
Technician (620050) 118.92% 9/5/16
Wastewater Treatment
Maintenance Supervisor
(620070)
7/1/18 Wastewater System Supervisor
(620071) 100% 7/1/18
Water System Operator I
(610025) 7/1/18 Water Distribution/Production
Technician (610028) 100% 7/1/18
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 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.

Fiscal Year 20265
(July 1, 20254 – June 30, 20265)

Salary
Resolution

Personnel Services Department

TABLE OF CONTENTS
SECTION 1.  SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES ....................................... 1 SECTION 2.  SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN................................... 1 SECTION 3.  RATES OF PAY ......................................................................................................... 6 SECTION 4.  EXEMPT JOB CLASSES ........................................................................................... 6 SECTION 5.  WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES ............ 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 ................................................. 131312 SECTION 11.  SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES ....................................... 141413 SECTION 12.  MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2 ................................ 14 SECTION 13.  SALARY RATES .............................................................................................. 151514 SECTION 14.  PROFESSIONAL CERTIFICATE AND LICENSE PAY ............................................ 15 SECTION 15.  BILINGUAL CERTIFICATION PROGRAM FOR EMPLOYEES OCCUPYING PERMANENT CLASSES ......................................................................................... 16 SECTION 16.  BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ............................................................................... 171716 SECTION 17.  COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ............................................................................... 202019 SECTION 18.  BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITED EMPLOYEES AND TEMPORARY EMPLOYEES ............................. 222221 SECTION 19.  CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS ......... 282826 SECTION 20.  SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE ......................................................................................................... 302927 SECTION 21.  BEREAVEMENT LEAVE .................................................................................. 303028 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 .......................................................................................... 313028 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 ............................................................................................................... 323230 SECTION 24.  BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS ............ 323230 SECTION 25.  IN-SERVICE DISTRIBUTION ........................................................................... 333230 SECTION 26.  RECRUITMENT AND RETENTION INCENTIVE ............................................. 333330 SECTION 27.  UNUSUAL CIRCUMSTANCES ........................................................................ 363534 SECTION 28.  CONFLICTING RESOLUTIONS ...................................................................... 363534 SECTION 29.  RESOLUTION EFFECTIVE DATE ................................................................... 363634

Resolution No. 2024-120
FY 26 Salary Resolution

RESOLUTION NO. 2024-120

A RESOLUTION OF THE COUNCIL OF THE CITY OF FRESNO ESTABLISHING

RULES FOR THE APPLICATION OF CITY EMPLOYEE COMPENSATION RATES AND

SCHEDULES AND RELATED REQU IREMENTS, AND ESTABLISHING
COMPENSATION RATES AND SCHEDULES FOR FISCAL YEAR 20265.

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

SECTION 1. SPECIAL PROVISION S 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 C onditions of employment (hereafter “T & C”) adopted and approved by the Council under Arti cle 6, Chapter 3 of the Fr esno 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 resolu tion, the provision in such MOU, T & C, or employment agreement shall prevail.

SECTION 2. BASE SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN

The step plan of each base 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 s hall 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, t he City Manager, City Attorney, City Clerk, or Retirement Administrator, or their design ees, 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 completi on 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 comple tion of one (1) year of service at the prior step.

E. Progression to successive steps in t he salary range shall be automatic with two exceptions.

Resolution No. 2024-120
FY 26 Salary Resolution

1. Following an unsatisfactor y performance evaluation, a step progression may be delayed by the appointing authority for not more than six (6) months and more than six (6) months only with approval of the City Manager, City Attorney, City Clerk, or Retirement Administrator, or their desi gnees, 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 dem onstrated in an employee performance evaluation.

F. Employees in Unit 2 may receive pay increas es at the discretion of the City Manager, City Attorney, City Clerk, or Retirement Administ rator, or their designees or as otherwise included in employment contracts in acco rdance with the City of Fresno Transparency Act.

G. For employees who work a 40-hour work week , six (6) months of service equals 1,040 hours of service, and one (1) year of service equals 2,080 hours of service. For 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 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 reinstat ed in accordance with FMC Sect ion 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 recl assified 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 gr eater than the highest st ep, 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 r ange after adding five per cent (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.

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

L. If an employee employee’s base salary is is receiving compensation above the highest step of the range, excluding demotions, transfers and reductions in force, the employee’s present rate shall be continued as an approv ed 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 a fter the incumbent vacates the classification.

M. Except as noted in Section 2, subsection E a bove, for those positions in a step plan, step increases shall become effective immediatel y 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 pa y, in reference to step advancement, shall be adjusted appropriately for 56-hour employees:

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

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

Such delay shall cause a change in the em ployee’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 anni versary 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 Execut ive 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 Cit y 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 implementat ion 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 leav e 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 t he control point in exis tence at the time of separation for the class from which t he employee is retiring. Retirement benefits (based on monthly salary only) shall be calculated using the same relationship the employee’s salary bore to the control point at the time of separation as it would bear to the control point at the time of retirement. As an example only, if an employee’s salary at the time of separation was five percent (5%) below the control point for the class, then the benefit at retirement would be based on that am ount, which would be five percent (5%) below the control point for that class at the time of retirement, subject

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to the applicable provisions of the retirement system regarding years of service, compensation earnable, and so on.

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

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

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

b. For purposes of calculating Compens ation Earnable as defined in FMC 3- 501, any employee in the City of Fr esno 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 Co mpensation 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 inflat ion) and the Employm ent 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 eac h of the two immediately preceding calendar years. The percentage by whic h such indexes for the more recent full calendar year shall have increased or decreased over or below indexes for the full calendar y ear immediately prior shall be the percentage used to calculate adjustme nts to Compensation Earnable with the following exceptions: banking shall not be applied nor shall the sum of accumulated CPI and Employment Co sts 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 mo re 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, incl uding adjustments due to CPI and

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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 De ferred Retirement Option Program (hereafter “DROP”) or retire not having entered DROP on or after July 1, 2015, shall have any previously hel d Executive Pay Range salaries 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 Un it 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 accor dance 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 t hereafter be paid at the rate of pay of the higher class while so assigned. An empl oyee who has held permanent status in the higher class prior to such assignment sha ll 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 as signment. If the three and one-half (3.5%) increase requires a payment greater than the highest step, then the highest step shall be paid.

SECTION 3. RATES OF PAY

Rates of pay provided for by a resolution establishing or approving such salaries are fixed on the basis of dollars per month or full-time service in full-time positions unless otherwise clearly indicated. Salaries shown are the base rate of pay for each res pective 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 the hourly rate of pay for empl oyees 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”).

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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 em ployees are allowed onl y for those certain circumstances which are set forth in the applicable FLSA regulations.

Employees exempt from overti me shall not be subject to deductions for Leave Without Pay in increments of less than a workday or shift. Employees with qualif ied 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 SI CK 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 wil l be eligible to use Sick Leave on the ninetieth (90th) day of employment.

3. Sick Leave can be used for:

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

b. Diagnosis, care, or treatment of an ex isting health condition of, or preventive care for an employee’s parent (a bi ological, adoptive, or foster parent, stepparent, or legal guardian of an em ployee 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 empl oyee stands in loco parentis - this definition of a child is applicable regardless of age or dependency status), spouse, registered domestic part ner, sibling, grandparent, or grandchild; or designated person (limited to one designated person per 12 month period); or,,

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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 California Labor Code sections 245, 246, 233, and other applicable law 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 fi ve (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 beginnin g on the nineth (90th) day of employment.

5. Temporary employees who leave City em ployment 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 pos ition in any class in a group of classes designated as flexibly staffed may be appointed to a higher cla ss in that group, prov ided that the employee meets the minimum requirements, the essential duties are being sa tisfactorily performed, and the department director recommends such appointment.

SECTION 7. ALTERNATE WORK SCHEDU LE FOR EMPLOYEES IN EXHIBIT 2

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

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

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

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

A. Holidays:

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1. Employees on a 4/10 or 9/80 work schedul e 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 t he holiday. Employees in non-exempt classifications who are off on a holiday wh ich 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 dayworkday, 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 Le ave Plan, the following rules shall apply:

1. Employees shall accumulate the sa me 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 participat ing 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 m onth 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 (formerl y “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 perm anent positions in classes who are not entitled to payment or equivalent compens atory time off for overtime work (as described in Section 4 above), shall be granted Management Leave as provided in this subsection 1. One hundred eightEighty (10880) hours shall be credited to employees in the E1-E5 Executive Pay Range on the first day in July of each fiscal year. Ninety (90) hours shall be credited to em ployees in the E6 & E7 Executive Pay Range on the first day in July of each fiscal year. Effective November 21, 2022, employees in the E1-E5 Executiv e Pay Range shall be credited with a prorated balance of the 80 hours for each full calendar month remaining in the fiscal year and employees in the E6-E7 Ex ecutive Pay Range shall be credited with a prorated balance of the 90 hours for each full calendar month remaining in the fiscal year. For all other exempt employees in Exhibit 2, sixty (60) hours shall

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be credited to employees on the first day in July of each fiscal year. Upon their new employment by the City or promotion, new employees appointed in such positions shall be credited with the applic able prorated balance of Management Leave for each full calendar month remaini ng in such appointment in the fiscal year, including full-time employees in limited or provisional appointments.

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

Employees in E1-E5 Executive Pay Ranges may request payment and be compensated for up to one hundred and eight (108) hours sixty (60) hours of Management Leave during the fiscal year in which it is credited. Employees in E6 & E7 Executive Pay Ranges may request payment and be compensated for up to ninety (90) hours of Managem ent Leave during the fiscal year in which it is credited. All other employees in Exhibi t 2 may request payment and be compensated for up to sixty (60) forty-eight (48) hours of Management Leave during the fiscal year in wh ich it is credited. All su ch 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)one hundred and eight (108) 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 pr ovision 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 Supplem ental Management Leave gran ted 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 Suppl emental 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 cannot be cashed out. There will be no cash out or transfer

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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 no t 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 classifi cations, Management Leave shall be as follows:

Full-time employees in non-exempt classifi cations 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 increas e the Annual Leave accrual rate to the same level for employees in Exhibit 2.

More than Ten (10) Years But Less Than Twenty (20) Years – For such employees who have been continuously employed by the City for ten (10) years but less than twenty (20) 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.

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Twenty Years (20) or More – For employees who have been employed by the City for twenty (20) years or more, the Annual Leave accrual rate will be 20 hours for each completed cal endar month of employment. In the event the City agrees to a higher Annual Leave accrual rate for members of recognized labor organizations who par ticipate in the City of Fresno Employees’ Retirement System, the Cit y 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; 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, E23, and E24 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 onetwo ( 21) complete month with no usage, 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 employ ee has reached their Annual Leave accumulation limit. Special HRA credits may be converted to HRA eligible hours upon retirement. Once the em ployee resumes accruing Annual Leave, Special HRA credits will not accrue. Employees will not earn Annual Leave and Special HRA credi ts in the same month. Special HRA credits have no cash value.

2. Annual Leave Used for Protected Sick Leave

a. Employees holding a permanent positi on 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 id entified in California Labor Code Section 233. The employee, at their sole discretion, must determine whether to designate leave as Protected Si ck 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 fi scal condition is such that it is not feasible to make such payments. Cash outs of Annual Leave balances are not pensionable for retirement purposes.

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b. Unused Annual Leave Pay Out – U pon 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 provis ions of FMC sect ion 3-107, or for those purposes defined in California Labor Code section 233, 245, 246 and other applicable law, and SB 616 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 employm ent and return within one (1) year of such separation will be entitled to reinstatement of their available Frozen Sick Leave balances at the time of separation from City employment, up to a total of forty-eight (48) hours.

SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2

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

B. Employees may request payment and be compens ated 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 fr om the payment of ov ertime and who is otherwise eligible to receive such accumula tion, who is required to work a regularly scheduled shift on a holiday to fu lfill a legal obligation of the employer, shall have the number of hours worked up to eight (8) hour s added to their Holiday Leave balance on the first day of the pay peri od following the date of such wo rk. When a holiday falls on Saturday or falls on the empl oyee’s day off such employee shall receive eight (8) hours of Holiday Leave.

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C.D. At separation from City service for retirement purposes, accumulated Holiday Leave shall either be cashed out at the em ployee’s option or credited to a Health Reimbursement Arrangement (HRA account for the employee at one hundred percent (100%) of the employees then current hourly base rate of pay if eligible for service retirement in accordance with HRA Plan Document.C.

D.E. 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 Holid ay 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 t he City, new employees appointed to permanent positions set forth in Exhibit 2 shall receive 40 hours of Supplement al 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 separat ion from the City, if not eligible for participation in the HRA;

 In the performance of community activiti es during the course of the employee’s normal work day, with the appropriate approval;

 Placed in the HRA in accor dance with Section 16(F); or

 Once Sick Leave and Annual Leave hav e been exhausted during the first and second year of employment, where an em ployee is accruing Supplemental Sick Leave, up to half of the hours of Supplemental Sick Leave accrued in a fiscal year for Protected Sick Leave used only for those purposes identified in California Labor Code sections 233, 245, 246, and other appl icable law and SB 616 . 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

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City employees in classifications designated as ex empt from overtime und er the provisions of the FLSA and who receive Management Leave pur suant to Section 8, may be granted Management Time Off if the su pervisor 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 des ignee and generally taken in increments of less than one day.

Only department directors, assistant director s, 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 M anagement 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-Supervis ory Groups and Crafts
EXHIBIT 8 Non-Represented
EXHIBIT 9 Police Management
EXHIBIT 10 Fire Management
EXHIBIT 11 Fresno Airport Public Safety Officers Association EXHIBIT 12 Board and Commission Members
EXHIBIT 13-1 Exempt Supervisory and Professional
EXHIBIT 13-2 Non-Exempt Professional
EXHIBIT 14 Management Classes

SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY

A. Professional Certif icate and License Pay for posse ssion of the certificates and licenseslistedlicenses listed below may be authorized fo r 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) cert ificate and/or license listed below is not stackable, meaning an employee with more t han one (1) of the list ed certificates and/or licenses may only receive pay for one (1) cert ificate or license regardless of the number of certificates and/or licenses they possess.

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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) Lice nse / 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 Calif ornia 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 Ce rtification / 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 Prof essional (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 ce rtification 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 Fundam ental Payroll Certification (FPC) and are in a position identified by a department director as eligible shall receive $100 per month in Certificate Pay.

SECTION 15. BILINGUAL CERTIFICATION 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 app licable 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 translati ng. 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.

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A. In order to remain eligible to receive bilingual premium pay, empl oyees must take and pass the certification exami nation once every five (5) y ears. 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 ex aminations are conducted for Armenian, Cambodian, Hindi, Hmong, Laotian, Punjabi, Sign, Spanish and Vietnamese languages.

D. The bilingual premium pay rate for certif ied 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/transla te for departments/divisions they are not assigned to, provided the requesting departmen t/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 inte rpret/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, andskills and may be required to prepare wri tten 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 t hat employees will be required to pay no more than thirty per cent (30%) of the premium es tablished by the Fresno City Employees Health and Welfare Trust Board and the City shall pay seventy percent (70%).

The employee may opt to contribute the am ount necessary to make up the difference through payroll deductions, ordeductions 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 benef it that is equal to the employee’s annual earnings, rounding up to the next $1,000, with a maximum benefit of $150,000.

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

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

E. Employees in Exhibit 2 hired with the Cit y 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. Employ ees 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 Employ ees Retirement System immediately prior to entering Unit 2, shall continue to pay the additional one and one half percent (1.5%) of their pensionable comp ensation to the City of Fresno Employees Retirement System, reduci ng 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%) contribut ion paid by the employee w ill not be credited to an employee’s accumulated contribution account, nor will it be deposited into a member’s Deferred Retirement Account Program (DROP) account.

Unit 2 employees who are members of Tier 2 of the Fire and Police Retirement System, hired on or after July 1, 2019, shall pay an additional contribution equal to three percent (3%) of their pensionable compensation to the Fire and Police Retirement System, reducing the City retirement contribution by the corresponding amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Fire and Police Retirement System. The employee shall have no option to receive the three percent (3%) contribution in cash. The th ree 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 Re imbursement Arrangement (HRA) as described in Internal Revenue Service (IRS) Notice 2002-45 and other guidance published by the IRS regarding HRAs.

At separation from permanent em ployment 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 statutor ily protected hours used for workers’ compensation benefits, and/or ot her statutorily protected leave such as, but not limited to, Family and Medical Leave Act and Protected Sick Leave taken for the purposes identified in California Labor Code Section 233) in the 24 months preceding their date of retirement, will be credited wit h an account for the employee under the HRA to be used

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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 retire ment 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 retire ment 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 number of remaining accumulated Holiday Leave hours at the time of retirement, not cashed out per Section 10, Subsection D, shall be credited into an HRA account for the employee at one hundred percent (100%) of the employee’s then current hourly base rate of pay.

• The hourly base rate of pay shall be the eq uivalent of the mont hly 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 medi cal insurance (including COBRA premiums) and qualifi ed 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 benefit s 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-TI ME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2

A. The following forms of compensation, when author ized, 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 le ss than or greater than the ranges established in this Salary Resolution at the time the salary is earned.

C. The following forms of compensation, w hen 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 act ual educational expenses related to job position;

5. Uniform pay allowance, excl uding costs for uniform upkeep;

6. Leave payoff/cash out;

7. Professional dues for enr ollment of professional org anizations related to job position;

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

9. Reimbursement for act ual relocation expenses incurred at the time of commencement of employment with the City;

10. Professional pay authorized in a memo randum of understanding closest in relation to the employee’s classi fication, for example, P eace Officer Standards and Training (POST) pay for peace officers;

11. Mileage, meal, hotel, public transpor tation, 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 welf are benefits paid during the term of any severance period.

15. City funded deferred compens ation 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 retenti on incentive pay when authorized pursuant to Section 26 below.

17. 18. 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.

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

1. Education and/or certificate pay;

2. Reimbursement for ac tual education expenses related to job position;

3. Professional dues for enr ollment of professional org anizations related to job position;

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4. Annual payment for employee’s att endance at professional organization conferences, including reimbursement of reasonable and necessary travel and subsistence expenses;

5. Reimbursement for act ual relocation expenses incurred at the time of commencement of employment with the City;

6. Mileage, meal, hotel, public transpor tation, 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 welf are benefits paid during the term of any severance period.

9. City funded contributions to deferred comp ensation 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.

FE. Performance bonuses for exempt employees, re ceived 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.

GF. 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. Employees opting to enroll in the Cit y’s Deferred Compensation plan, will have a seventy-five dollar ($75) per month employer contribution automatically deposited in their Deferred Compensation account, re gardless 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 CADE TS, PERMANENT PART-TIME EMPLOYEES, AND

LIMITED EMPLOYEES AND TEMPORARY EMPLOYEES

A. Employees in the Police Cadet seri es 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.

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

2. Upon appointment to a pe rmanent 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 fo r 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. Accr uals of Protected Sick Leave will be capped at eighty (80) hours. Accrual s 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 wh o 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 assisti ng in the purchase an d maintenance of uniforms. Upon completion of the initial six (6) months of employment, employees in Cadet I and Cadet II classes shall receiv e 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

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the three hundred ninety-six do llars ($396) for each fu ll calendar month to be prorated on a pay-period-by-pay-period basis.

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

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

1.2. 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.

PPT Employees who transfer, demo te, or promote, into PPT posit ion 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 PPT status, shall continue to pay the additional one and one half percent (1.5%) of their pensionable compensatio n to the City of Fresno Employees Retirement System, reducing the City contribution by a co rresponding 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 provis ion to the City of Fres no 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.

2. 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 po sition, 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 condit ions 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 occupyin g the same class, according to the number of hours scheduled to work.

6. Long Term Disability and Life In surance 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

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provides Long Term Disability Insurance for PPT employees in accordance with the terms of the policy.

C. Benefits for Limited Employ ees and Temporary Employees

1. Limited Employees

a. Benefits for Limited employees appoi nted 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 w ho hold a permanent position in Exhibit 2 or permanent employees as defined by FMC Section 3-202, respectively.

ii. Limited employees shall be prov ided with Social Security benefits and shall not be members of the Fr esno City Retirement Systems.

Limited employees who participated in the plan as permanent full- time employees and whose contribut ions remain on deposit remain members of the Fresno City Reti rement Systems and will continue contributing to the Retirement Plan.

Limited employees who transfer, dem ote, or promote, into Limited position and were paying an addit ional one and one-half percent (1.5%) of their pensi onable compensation to the City of Fresno Employees Retirement System immediately prior to PPT status, shall continue to pay the additional one and one half percent (1.5%) of their pensionable compensation to t he 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 gui dance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Employees Re tirement System. The employee shall have no option to receive the one and one-half percent (1.5%) contribution in ca sh. The one and one-half percent (1.5%) contribution paid by the empl oyee will not be credited to an employee’s accumulated contri bution account, nor will it be deposited into a member’s Deferr ed Retirement Account Program (DROP) account.

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-exem pt job classifications who are assigned to standby duty shall receive premium pay

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commensurate with the pay provided to permanent employees in the same job classification.
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 employ ee 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 ti me 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 appoi nted pursuant to FMC Section 3-256 who hold a permanent position as defi ned 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 contin ue 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-exem pt job classifications who are assigned standby duty shall receive premium pay of commensurate with the pay provided to permanent employees in the same job classification $1.65 an hour while assi gned 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 r eport 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 di scontinued 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 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.

b. Permanent employees who transfe r, demote, or promote, into Temporary a position and were pay ing an additional one and one-half percent (1.5%) of their pensionable compensation to the City of Fresno Employees Retirement System immediately prior to Temporary status,

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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 Cit y 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.

D. Use of Protected Sick Leave for Polic e Cadets and Permanent Part-Time Employees:

1. The employee, at their sole discretion, must determine whether to designate leave as Protected Sick Leave under California Labor Code sections 245, 246, 233, and other applicable laws.CA LC 233 and SB 616. 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 bi ological, 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 designated person (limited to one designated person per 12 month period); or,

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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 Only the first five (5) days of Protected Sick Leave or forty (40) hours , of Sick Leave , whichever is greater, designated by the employee for purposes as defined in subsection C.2 above on or after July 1 of each year ., these provisions under SB 6 16 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 reques ts will be administered in accordance with existing FMC provisions, City administrative or ders, policies, procedures, rules and regulations regarding approval time off.

5. Employees who leave City Employment and return within one (1) year from the date of separation will have their previously accrued and unused paid Sick Leave restored.

SECTION 19. CONVERSION OF LEAVE S WHEN CHANGING BARGAINING UNITS

A. Employees changing from a bar gaining unit with leave banks that are the same as leave banks in the bargaining unit to which they ar e transferring, will maintain their existing leave balances (e.g., Vacation Leave to Va cation 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 multiply ing 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.

Conversion example:

100 unused hrs x $15.00 (Former base rate) = 75 hrs placed in non-accruing $20.00 (New class base rate) annual leave balance account

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

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

D. Supplemental Sick Leave – Employees with Supplemental Sick Leave who transfer to a bargaining unit with no Supplemental Sick Leave ma y 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 Supplemen tal Sick Leave, it may be used pursuant to Section 11.

E. Employee Incentive Time Off (EITO) – Employ ees 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 t he former class’ rate of pay. Employees with CTO who transfer to a bargaining unit wit h 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 Leav e will have their Management Leave cashed out at the former class’ base rate of pay at the time of transfer.

D. Voluntary Leave Time (VLT ) Program – Upon moving to anot her bargaining unit, or the unclassified service, time off previous ly approved under the VL T program shall be cancelled. Payroll will work directly with t he impacted employee to reconcile time off actually taken and corresponding payroll deductions. Should the reconciliation result in overpayment by the employee, the City will credit the employee monies owed on the next regular paycheck. Should the reconciliation result in underpayment by the employee, authorized payroll deductions for purposes of the VLT program shall continue until the balance owed is $0. All adjustments shall be made at the employee’s former rate of pay (i.e., the rate at which the VLT was approved).

HI. 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 tran sfer in bargaining unit. The cash out is obtained by multiplying the amount of hours over the new cap by the forme r 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 bargai ning unit will have any hours above the Sick Leave cap converted to a Frozen Sick Leave bank.

Resolution No. 2024-120
FY 26 Salary Resolution

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

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

SECTION 20. SPECIAL PROVISIONS FOR EMPL OYEES ON LEAVE FOR MILITARY SERVICE

1. Employees on temporar y military leaves of absence for military duty ordered for purposed of active military training, inactive duty training (military drills), encampment, naval cruises, special exercises, or like activity, provided that the period of ordered duty does not exceed 180 calendar days, including time involved in going to and returning from that duty, shall be entitled to receive their salary for the first thirty (30) calendar days of the absence, in accordance with Administrative Order 2-19 and state and federal law.

A. Pay for temporary military leave of absences may not exceed thirty (30) calendar days in any one (1) fiscal year.

2. 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 porti on of the employees’ Health and Welfare Contribution, if the employee is currently covered by the City of Fresno Health and Welfare Trust; and

C. Continued accrual of Va cation, Sick, Annual and/or Management Leave balances to which they are otherwise ent itled 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 employ ee’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 members 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 dom estic partner, parent-in-law, grandparent,

Resolution No. 2024-120
FY 26 Salary Resolution

grandchildren, or sibling, or designated person (limited to one designated person per 12 month period).

An employee may use Sick Leave or Annual Leave to attend the funeral of a person other than a member of the immediate fam ily 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 STAT E DISABILITY INSURANCE (SDI) FOR NEW

EMPLOYEES AND EMPLOYEES TRANSI TIONING 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 benef its 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. Integrat ing 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, an empl oyee must file a claim as required under SDI/PFL and make a timely election to integrate leave with SDI/PFL benefits which shall be no more than 100 percent of the employee’s normal bi-weekly gross wages (excluding overtime pay) immediately prior to the start of the disability period.

A timely election to integrate leave shall be notification to the City as soon as practical, but no later than fourteen (14) calendar days after the date of the SDI/PFL claim.

Notification shall be provided by completi ng an Agreement to In tegrate Leave Balance form made available in each department or fr om Payroll directly. Extensions beyond fourteen (14) calendar days ma y 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 descr ibed 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 computati ons with the City on their initia l claim forms. Extensions beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case-by-case basis. Leave integration will not be allow ed 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 c ause circumstances apply (i.e., integration

Resolution No. 2024-120
FY 26 Salary Resolution

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 ba lances 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 exhausting all leave balances and/or donated time resulting in l eave 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 in tegration 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 comple ting an integration agr eement form made available by the City indicating whether or not the employee desires to integrate leave with the claim. Extensi ons 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 descr ibed above must provide Payroll with a copy of the City’s Long Term Disability Plan’s Notice of Award within four teen (14) calendar days of the issue date of the Notice. Ext ension beyond fourteen (14) calendar days due to exigent good cause circumstances, such as the employee being incapacitated, may be considered on a case-by-case basis.

Integration will end, whichever comes first in time, upon: (1) not ification from the employee that Plan benefits hav e terminated, (2) the employee exhausting all leave balances and/or donated time resulting in l eave 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 EXHIB IT 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 sha ll be the percentage established by the State of California Workers’ Compensation laws.

SECTION 24. BENCHMARKING DELETE D CLASSIFICATIONS AND PAY STEPS

Resolution No. 2024-120
FY 26 Salary Resolution

Consistent with FMC Secti on 3-205, the job classifications or pay step identified in Exhibit 16 have been deleted and a pay relationship to calculat e 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. IN-SERVICE DISTRIBUTION

A. Temporary Employ ment of City Retiree

Consistent with Fresno Municipal Code Sections 3-345 and 3-557 former employees who are receiving a retirement benef it from the City of Fresno Fire and Police Retirement System or the City of Fresno Employees Retirement System may be employed on a temporary basis not to exceed 2080 hours over the course of two consecutive fiscal years if there is a showing made by the appointing authority that the person possesses special skills or experience necessary to perform the duties of the position. Before commencing such temporary employment, there must be a bona-fide employment separation. For the purposes of this Section, “bona fide employment separation” means: (1) there has been no explicit or implicit understanding or agreement before their retirement, and for at least 90 calendar days after their retirement, between the employee and the City of their future temporary employment with the City, and (2) upon their retirement, the retired employee provides no work for the City, including wo rk 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 im plicit understanding or agreement before terminating city service, and for at least 90 calendar days after their termination, between the employee and the City of t heir future temporary employ ment 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 i ndependent contractor; or a leas ed employee, for at least 90 calendar days.

SECTION 26. RECRUITMENT AN D RETENTION INCENTIVE

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

A. Classifications are designat ed as hard to fill by the City Manager, the City Attorney, the Retirement Administrator, or the City Clerk, and;

B. The City Council concurs wit h the appointing authority’s designation by majority vote, and;

Resolution No. 2024-120
FY 26 Salary Resolution

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 re cruitment 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 recruitm ent incentive, must work in the same classification for twelve (12) consecutive m onths prior to becoming eligible to receive a retention incentive, and;

F. The recruitment incentive and retention ince ntive shall be, lump-sum payments, and shall not be pensionable, and;

G. Payment of any recruitment incentive or retention incent ive 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 la teral Emergency Services Dispatcher II or III that is hired by the City as a permanent employee in a respecti ve 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 wo rk with the City; and

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

B. Police Officer Lateral Hire

1. For an employee to be eligible for the Refe rral 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 Ca lifornia law enforcement agency;

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

c. Possess a current Californ ia P.O.S.T. certificate.

Resolution No. 2024-120
FY 26 Salary Resolution

2. Employees who refer lateral Police Office r 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 year s of separation from the Fresno Police Department as a full-time peace officer and has met the requirements of (a) and (c) described above.

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

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

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

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

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

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

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

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

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

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

Resolution No. 2024-120
FY 26 Salary Resolution

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 per manent 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 D epartment, members of the Police Department Recruiting Unit, members of Unit 9 – Polic e 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 co mpensable for retirement purposes.

SECTION 27. UNUSUAL CIRCUMSTANCES

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

SECTION 28. CONFLICTING RESOLUTIONS

Resolution No. 2024-1202025-###, 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, 20254.

Resolution No. 2024-120
FY 26 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.13

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

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 empl oyee to “flex” to the journey level after a required training period.

Resolution No. 2024-120
FY 26 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.14

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 empl oyee to “flex” to the journey level after a required training period.

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

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

Resolution No. 2024-120
FY 26 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.15

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

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 OperatorXIII 610039 12 6999 7349 7716 8102 8508 Solid Waste Safety & Training Specialist 640005 12 4886 5125 5378 5640 5915

4 This class is in a flexibly-staffed seri es, 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.

XIII Effective 6/17/2024, by the Thirteenth Amendment to the Salary Resolution No. 2024-120.

Resolution No. 2024-120
FY 26 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.16

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

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 OperatorXIII 610042 12 5689 5974 6273 6586 6915 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 per manent 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 ye ar 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.

XIII Effective 6/17/2024, by the Thirteenth Amendment to the Salary Resolution No. 2024-120.

Resolution No. 2024-120
FY 26 Salary Resolution

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
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 410039 4 12 4 5618 5900 6191 6504 6827 Aviation Mechanic II 410040 4 12 4 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 320035 7 6 7 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 320030 7 6 7 5064 5317 5584 5863 6154 Bus Equipment Attendant Leadworker 320040 12 4606 4833 5075 5330 5594 Bus Mechanic I 320020 4 12 4 5064 5317 5584 5863 6246
Bus Mechanic II 320021 4 12 4 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 empl oyee to “flex” to the journey level after a required training period.

Resolution No. 2024-120
FY 26 Salary Resolution

SEE APPENDIX FOR FOOTNOTES Page 1.18

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 empl oyee to “flex” to the journey level after a required training period.

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 3 612 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 420010 7 6 7 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 710100 4 12 4 5064 5317 5584 5863 6154 Heavy Equipment Mechanic II 710101 4 12 4 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 710095 4 12 4 5064 5317 5584 5863 6154 Light Equipment Mechanic II 710096 4 12 4 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 4 422 4641 4873 5118
Maintenance & Construction Worker 710015 12 4185 4395 4612 4844 5085 Maintenance & Operations Assistant 710001 12 3489 3651 3815 3991 4178

Resolution No. 2024-120
FY 26 Salary Resolution

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 5 110 5364 5631 Maintenance Carpenter II 810021 12 5112 5368 5 635 5914 6212 Park Equipment Mechanic I 710109 4 12 4 4185 4395 4 612 4844 5085 Park Equipment Mechanic II 710110 12 4606 4833 5 075 5330 5594 Park Equipment Mechanic Leadworker 710111 12 5064 5317 5584 5863 6154 Parking Meter Attendant I 710125 4 12 4 3782 3971 4 172 4379 4599 Parking Meter Attendant II 710126 4 12 4 4163 4370 4 586 4817 5058 Parking Meter Attendant III 710127 12 4577 4805 5 045 5298 5561 Parks Maintenance Leadworker 510003 12 4545 4772 5 011 5261 5522 Parks Maintenance Worker I 510001 12 3440 3612 3 792 3980 4178 Parks Maintenance Worker II 510002 12 4130 4335 4 555 4782 5020 Power Generation Operator/Mechanic 620055 12 6236 6544 6873 7213 7575 Property Maintenance Leadworker 810007 12 4644 4874 5 120 5376 5644 Property Maintenance Worker 810006 12 4335 4555 4 784 5021 5270 Roofer 810010 12 4212 4 421 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 5 761 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 OperatorXIII 610039 12 7139 7496 7871 8265 8679 Solid Waste Safety & Training Specialist 640005 12 4984 5228 5486 5753 6034

4 This class is in a flexibly-staffed seri es, 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.

XIII Effective 12/30/2024, by the Thirteenth Amendment to the Salary Resolution No. 2024-120.

Resolution No. 2024-120
FY 26 Salary Resolution

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 710044 4 12 4 3891 4086 4289 4504 4727 Traffic Maintenance Worker II 710045 4 12 4 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 620042 5 12 5 5667 5951 6247 6561 6885 Wastewater Treatment Plant Technician 620041 5 12 5 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 610023 1 - 3489 3651 3815 3991 4178 Water Treatment Plant OperatorXIII 610042 12 5803 6094 6399 6718 7054 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 per manent 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 ye ar 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.

XIII Effective 12/30/2024, by the Thirteenth Amendment to the Salary Resolution No. 2024-120.

SEE APPENDIX FOR FOOTNOTES Page 2.1
e Exempt class, see Section 4

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

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Airports Public Safety Manager 310004e - E7 89688706 - 1270112331 Airports Public Safety Assistant Manager 310170e - E8 7957 - 11546 Assistant City Attorney 160008e - E4 1231711958 - 20029 19445 Assistant City Manager 150135e - E3 1642915950 - 2326722589 Assistant Controller 135020e - E5 98769588 - 1705416557 Assistant Director 150160e - E5 98769588 - 1705416557
Assistant Director of Personnel Services 150043e - E5 98769588 - 1705416557 Assistant Director of Public Utilities 620100e - E5 98769588 - 1705416557 Assistant Director of Public Works 210089e - E5 98769588 - 1705416557 Assistant Police Chief 415010e - E5 98769588 - 1705416557 Assistant Retirement Administrator 135040e - E5 98769588 - 1705416557 Background Investigator 410055 - E16 50514903 - 7045 6839 Budget Analyst 135006e - E15 57135546 - 80267792
Budget Manager 135008e - E7 89688706 - 1270112331
Chief Assistant City Attorney 160015e - E3 1642915950 - 2326722589 Chief Information Officer 125067e - E4 1231711958 - 2002919445 Chief Labor Negotiator 150030e - E6 1057910270 - 14684 14256 Chief of Staff to Councilmember 150086e - E10 40233905 - 1154611209 Chief of Staff to the Mayor 150123e - E5 98769588 - 1705416557 City Attorney 160009e - E1 1935418159 - 2741125718
City Attorney Investigator 160003 - E15 57135546 - 80267792 City Clerk 150125e - E4 1231711958 - 2002919445
City Engineer 210080e - E4 1231711958 - 20029 19445
City Manager 150130e - E1 1935418159 - 2741125718
Community Coordinator 150075e - E11 43144188 - 77507524 Community Outreach Specialist 150230e - E11 43144188 - 77507524 Controller 135021e - E4 1231711958 - 2002919445
Council Assistant 150085e - E10 40233905 - 1154611209
Deputy City Attorney II 160006e - E8 79577725 - 1154611209 Deputy City Attorney III 160007e - E7E24 89688706 - 1270112331

SEE APPENDIX FOR FOOTNOTES Page 2.2
† This is one position assigned to the Labor Relations Division in the Personnel Services Department, working on confidential issues related to negotiations with bargaining units.

e Exempt class, see Section 4.

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

CLASS TITLE
JOB
CODE
PROB
PER RANGE Minimum Maximum
Deputy City Manager 150140e - E5 98769588 - 1705416557 Director 150170e - E4 1231711958 - 2002919445
Director of Aviation 310045e - E4 1231711958 - 2002919445 Director of Development 220020e - E4 1231711958 - 2002919445 Director of Personnel Services 150042e - E4 1231711958 - 20029 19445 Director of Public Utilities 620101e - E4 1231711958 - 2002919445 Director of Transportation 310040e - E4 1231711958 - 2002919445 Economic Development
Coordinator 150090e - E10 40233905 - 1154611209
Economic Development Director 150099e - E4 1231711958 - 2002919445 Executive Assistant to
Department Director 115003e - E19 45084376 - 68736672
Executive Assistant to the City
Attorney 115004e - E17 51234973 - 7904 7673
Executive Assistant to the City
Council 115008e - E19 45084376 - 68736672
Executive Assistant to the City
Manager 115001e - E17 51234973 -
7904 7673
Executive Assistant to the Mayor 115002e - E17 51234973 79047673 Fire Chief 425007e - E3 1642915950 - 2326722589
Governmental Affairs Manager 150240e - E10 40233905 - 1154611209 Human Resources Manager 150025e - E7 89688706 - 12701 12331 Independent Reviewer 150220e - E5 98769588 - 17054 16557 Internal Auditor 135010e - E15 57135546 - 80267792
Investment Officer 135014e - E6 1057910270 - 1468414256 Management Analyst II 150032e † 12 E15 57135546 - 80267792 Payroll Accountant 130016e - E20 61705990 - 1154611209 Payroll Manager 135012e - E7 89688706 - 1270112331
Police Chief 415008e - E2 1684016349 - 2505524325

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 85608310 - 1212311769 Principal Internal Auditor 135011e - E8 79577725 - 1154611209 Principal Labor Relations/Risk
Analyst 150018e - E12 85608310 - 1212311769
Project Liaison/Program
Administrator 150062e - E13 93659092 - 1392613520
Public Affairs Officer 150118e - E8 79577725 - 1154611209 Public Works Director 210085e - E4 1231711958 - 2002919445 Retirement Administrator 135030e - E3 1642915950 - 2326722589 Retirement Benefits Manager 135045e - E7 89688706 - 1270112331 Retirement Office Manager 115007e - E17 51234973 - 79047673 Senior Budget Analyst 135007e - E8 79577725 - 1154611209 Senior City Attorney Investigator 160004e - E8 79577725 - 1154611209 Senior Deputy City Attorney I 160013e - E6E23 1057910270 - 1468414256 Senior Deputy City Attorney II 160014e - E21 99399649 - 1615315682 Senior Deputy City Attorney III 160016e - E22 1043510131 - 1695916465 Senior Human Resources/Risk
Analyst
150017e - E8 79577725 - 1154611209
Senior Law Clerk 115022 10 - E16 50514903 - 70456839
Supervising Deputy City Attorney 160010e - E5 98769588 - 1705416557 Veterinarian 150250 e - E4 1231711958 - 2002919445
E Exempt class, see Section 4.
10 Persons in this classification are limited to no more than two (2) consecutive years in this class.

SEE APPENDIX FOR FOOTNOTES Page 3.1

3 This class is in a flexibly-staffed series which allows an employ ee to “flex” to the journey level after six months of satisfa ctory 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.

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) June 17, 2024

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 3343 3496 3655 3826 4001 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 Airports Public Safety Agent IVII 310061 124 4024 4207 4402 4606 4820 Airports Public Safety Agent IIVII 310062 124 4415 4620 4835 5064 5303 Animal Care Specialist I 560020 63 3293 3458 3631 3812 4003 Animal Care Specialist II 560021 123 3623 3804 3994 4194 4404 Animal Resource Officer I 560001 124 4024 4207 4402 4606 4820 Animal Resource Officer II 560002 124 4415 4620 4835 5064 5303 Animal Services Representative I 560030 63 3361 3513 3673 3844 4024 Animal Services Representative II 560031 123 3671 3842 4023 4205 4398 Associate Electrical Safety Consultant
I 230022 12 6092 6381 6688 7003 7341
Associate Electrical Safety Consultant
II 230023 12 6711 7033 7366 7720 8095
Associate Environmental & Safety
Consultant I 230003 12 6092 6381 6688 7003 7341
Associate Environmental & Safety
Consultant II 230004 12 6711 7033 7366 7720 8095
Associate Plumbing & Mechanical
Consultant I 230012 12 6092 6381 6688 7003 7341
Associate Plumbing & Mechanical
Consultant II 230013 12 6711 7033 7366 7720 8095
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 6711 7033 7366 7720 8095

SEE APPENDIX FOR FOOTNOTES Page 3.2
3 This class is in a flexibly-staffed series which allows an empl oyee 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 flex ing will not serve an additional probationary period at the journ ey 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) Effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Call Center Representative I 1150703 63 3671 3841 4030 4205 4399 Call Center Representative II 1150713 123 4036 4218 4413 4621 4837 Central Printing Clerk 120005 12 3342 3495 3654 3826 4001 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 4063 4245 4421 4600 4800 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 4024 4207 4402 4606 4820 Community Services Officer II 4100264 124 4415 4620 4835 5064 5303 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 3361 3513 3673 3844 4024 Customer Services Clerk II 1150613 123 3671 3842 4023 4205 4398 Cybersecurity Analyst 125090 12 6781 7106 7449 7805 8184 Deputy City Clerk 1150284 124 3665 3835 4012 4200 4392
Development Services Coordinator 230057 12 5702 6015 6308 6609 6926 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 empl oyee 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 y ear of satisfactory service before an employee can “flex” to the journey level.

Employees in classes that require one year of service for flex ing will not serve an additional prob ationary period at the journ ey 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.

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) June 17, 2024

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 4144 4339 4534 4745 4976 Engineering Inspector I 2300754 124 5574 5857 6121 6410 6721 Engineering Inspector II 2300764 124 6102 6390 6698 7018 7356 Engineering Technician I 2100054 124 4098 4289 4496 4696 4918 Engineering Technician II 2100064 124 5012 5257 5499 5755 6031 Environmental Control Officer 620001 12 5233 5484 5737 6010 6293 Facilities Construction Specialist 230085 12 5348 5596 5863 6142 6438 Firearms & Digital Forensics
TechnicianVII 410070 12 5122 5365 5619 5890 6169
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 5788 6106 6403 6709 7030 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. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) June 17, 2024

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 4024 4207 4402 4606 4820
Park Ranger II 4100614 124 4415 4620 4835 5064 5303
Parking Enforcement Officer I 7101204 124 3541 3687 3839 3990 4159 Parking Enforcement Officer II 7101214 124 3879 4044 4211 4381 4577 Parking Enforcement Officer III 710122 12 4271 4444 4643 4833 5041 Phlebotomist 410007 12 3659 3833 4010 4197 4391
Planner I 2200053 63 5338 5578 5845 6126 6420
Planner II 2200063 123 5790 6108 6406 6710 7032
Plans Examiner 210041 12 5843 6106 6400 6713 7029
Plans and Permit Technician 220002 12 5325 5574 5827 6113 6404 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 4394 4600 4816 5043 5281 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 I 125095 124 6178 6471 6779 7102 7447
Radio Frequency (RF) Network
Engineer II 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.

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) June 17, 2024

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 5536 5797 6074 6360 6661 Recreation Specialist 520005 12 4367 4568 4783 5008 5242 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 4039 4227 4424 4628 4847
Senior Account Clerk 130003 12 3664 3830 4006 4195 4392 Senior Administrative Clerk 110003 12 3675 3846 4023 4210 4407 Senior Airports Public Safety
AgentVII 310063 12 4866 5095 5333 5580 5845
Senior Animal Care Specialist 560022 12 3985 4184 4393 4613 4844 Senior Animal Resource Officer 560003 12 4866 5095 5333 5580 5845 Senior Animal Services
Representative 560032 12 4482 4683 4900 5130 5371
Senior Call Center Representative 115072 12 4405 4617 4840 5075 5321 Senior Commercial Building
Inspector 230016 12 6711 7033 7366 7720 8095
Senior Community Revitalization
Specialist 230054 12 6092 6378 6675 6998 7337
Senior Community Services Officer 410027 12 4866 5095 5333 5580 5845 Senior Crime Scene Technician 410012 12 5122 5365 5619 5890 6169 Senior Customer Services Clerk 115062 12 4482 4683 4900 5130 5371 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 5519 5781 6052 6343 6635 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 4866 5095 5333 5580 5845
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 4831 5059 5298 5545 5810
Senior Radio Frequency (RF)
Network Engineer 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 3.1

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Senior Storeskeeper 145002 12 4394 4600 4816 5043 5281
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 5012 5257 5499 5755 6031 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 ye ar of satisfactory service before an employee can “flex” to the journey level. Employees in classe s 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 3.1

3 This class is in a flexibly-staffed series which allows an employ ee to “flex” to the journey level after six months of satisfa ctory 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.

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120.

XIII Effective 2/24/2025, by the Thirteenth Amendment to the Salary Resolution No. 2024-120.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) Effective December 30, 2024

CLASS TITLE
JOB
CODE
PRO
B

PER A B C D E
Account Clerk I 130001 3 6 3 3075 3215 3359 3515 3683
Account Clerk II 130002 3 12 3 3399 3555 3725 3893 4072 Accountant-Auditor I 130011 4 12 4 4973 5201 5442 5706 5974 Accountant-Auditor II 130012 4 12 4 5450 5702 5979 6263 6560 Accounting Technician 130010 12 4103 4296 4498 4705 4928 Administrative Clerk IXIII 1100013 6 3 2860 2986 3119 3262 3410 Administrative Clerk II 110002 3 12 3 3410 3566 3729 3903 4082 Airports Credentialing Technician 115080 12 3972 4157 4350 4557 4771 Airports Operations Officer I 310006 4 124 4977 5222 5473 5747 6034 Airports Operations Officer II 310009 4 124 5473 5747 6034 6336 6653 Airports Public Safety Agent IVII 310061 12 4 4105 4292 4491 4699 4917 Airports Public Safety Agent IIVII 310062 12 4 4504 4713 4932 5166 5410 Animal Care Specialist I 560020 6 3 3359 3528 3704 3889 4084 Animal Care Specialist II 560021 12 3 3696 3881 4074 4278 4493 Animal Resource Officer I 560001 12 4 4105 4292 4491 4699 4917 Animal Resource Officer II 560002 12 4 4504 4713 4932 5166 5410 Animal Services Representative I 560030 6 3 3429 3584 3747 3921 4105 Animal Services Representative II 560031 12 3 3745 3919 4104 4290 4486 Associate Electrical Safety Consultant I 230022 12 6214 6509 6822 7144 7488 Associate Electrical Safety Consultant II 230023 12 6846 7174 7514 7875 8257 Associate Environmental & Safety
Consultant I 230003 12 6214 6509 6822 7144 7488
Associate Environmental & Safety
Consultant II 230004 12 6846 7174 7514 7875 8257
Associate Plumbing & Mechanical
Consultant I 230012 12 6214 6509 6822 7144 7488
Associate Plumbing & Mechanical
Consultant II 230013 12 6846 7174 7514 7875 8257
Billing System Specialist 125075 12 4518 4731 4955 5178 5420 Budget Technician 135005 12 4104 4293 4495 4706 4928
Building Inspector I 230007 4 12 4 5681 5950 6232 6533 6841 Building Inspector II 230008 4 12 4 6214 6509 6822 7144 7488 Building Inspector III 230009 12 6846 7174 7514 7875 8257

SEE APPENDIX FOR FOOTNOTES Page 3.2
3 This class is in a flexibly-staffed series which allows an empl oyee 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 month s of satisfactory service is required.
4 This class is in a flexibly-staffed series, which requires one year of satisfactory service bef ore an employee can “flex” to the journey level. Employees in classes that require one year of service for flexing will not se rve an additional probationary period at t he 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) Effective December 30, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Call Center Representative I 115070 3 6 3 3745 3918 4111 4290 4487 Call Center Representative II 115071 3 12 3 4117 4303 4502 4714 4934 Central Printing Clerk 120005 12 3409 3565 3728 3903 4082 Chemist 620020 12 5412 5674 5941 6226 6522
City Records Specialist 115025 12 4090 4279 4479 4689 4913 Commercial Building Inspector 230015 12 6214 6509 6822 7144 7488 Community Recreation Assistant 520010 12 4145 4330 4510 4692 4896 Community Revitalization Specialist 230053 12 5544 5810 6089 6421 6689 Community Revitalization Technician 230059 12 3857 4037 4224 4424 4632 Community Services Officer I 410025 4 12 4 4105 4292 4491 4699 4917 Community Services Officer II 410026 4 12 4 4504 4713 4932 5166 5410 Computer Systems Specialist I 125010 4 12 4 5749 6015 6302 6605 6917 Computer Systems Specialist II 125011 4 12 4 6302 6601 6915 7245 7596 Computer Systems Specialist III 125012 12 6917 7249 7598 7962 8348 Construction Compliance Specialist 150055 12 4753 4970 5208 5455 5710 Crime Scene Technician I 410010 4 12 4 4550 4762 4987 5224 5472 Crime Scene Technician II 410011 4 12 4 4987 5224 5472 5731 6007 Crime Specialist 410008 12 5705 5975 6261 6560 6878
Customer Services Clerk I 115060 3 6 3 3429 3584 3747 3921 4105 Customer Services Clerk II 115061 3 12 3 3745 3919 4104 4290 4486 Cybersecurity Analyst 125090 12 6917 7249 7598 7962 8348 Deputy City Clerk 115028 4 124 3739 3912 4093 4284 4480 Development Services Coordinator 230057 12 5817 6136 6435 6742 7065 Digital Forensics Analyst 410050 12 7546 7926 8321 8737 9173 Emergency Services Call Taker 410000 12 5100 5332 5529 5782 6026 Emergency Services Dispatcher I 410001 5 12 5 5100 5332 5529 5782 6026 Emergency Services Dispatcher II 410002 5 12 5 5519 5776 6050 6335 6626 Emergency Services Dispatcher III 410003 12 6067 6345 6652 6936 7288

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 seri es, 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 seri es. 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.

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) Effective December 30, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Engineer I 210015 4 12 4 7223 7584 7963 8360 8779
Engineer II 210016 4 12 4 8151 8560 8988 9437 9908
Engineering Aide I 210001 3 6 3 3558 3716 3886 4067 4261 Engineering Aide II 210002 3 12 3 4227 4426 4625 4840 5076 Engineering Inspector I 230075 4 12 4 5686 5975 6244 6539 6856 Engineering Inspector II 230076 4 12 4 6225 6518 6832 7159 7504 Engineering Technician I 210005 4 12 4 4180 4375 4586 4790 5017 Engineering Technician II 210006 4 12 4 5113 5363 5609 5871 6152 Environmental Control Officer 620001 12 5338 5594 5852 6131 6419 Facilities Construction Specialist 230085 12 5455 5708 5981 6265 6567 Firearms & Digital Forensics
TechnicianVII 410070 12 5225 5473 5732 6008 6293
Fire Prevention Inspector I 420001 5 12 5 4821 5047 5277 5536 5799 Fire Prevention Inspector II 420002 5 12 5 5557 5810 6089 6388 6689 Fleet Operations Specialist 710105 12 5098 5335 5593 5856 6138 Geographic Information System
(GIS) Specialist 125025 12 6917 7249 7598 7962 8348
Geographic Information System
(GIS) Technician I 1250264 124 5745 6012 6297 6600 6912 Geographic Information System
(GIS) Technician II 1250274 124 6302 6599 6915 7245 7596 Graphics Technician 120013 12 4485 4702 4929 5170 5422
Helicopter Pilot 410033 12 6800 7131 7480 7847 8234
Housing Rehabilitation Specialist 230056 12 5526 5795 6082 6380 6689 Industrial/Commercial Water
Conservation Representative 610015 12 5347 5602 5862 6142 6432 Interpreter/Translator 150232 12 5904 6229 6532 6844 7171 Laboratory Assistant 620010 12 3733 3910 4091 4281 4479 Laboratory Technician I 620011 4 12 4 4487 4698 4918 5147 5388 Laboratory Technician II 620012 4 12 4 4928 5158 5401 5659 5929 Landscape Water Conservation
Specialist 610005 12 5332 5586 5852 6129 6419

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

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) Effective December 30, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Law Office Assistant 115021 12 4482 4702 4930 5170 5420 Network Systems Specialist 125030 12 6917 7249 7598 7962 8348 PAR Program Specialist 410023 12 3857 4037 4224 4424 4632 Paratransit Specialist 320005 12 4108 4302 4505 4708 4928 Park Ranger I 410060 4 12 4 4105 4292 4491 4699 4917
Park Ranger II 410061 4 12 4 4504 4713 4932 5166 5410
Parking Enforcement Officer I 710120 4 12 4 3612 3761 3916 4070 4243 Parking Enforcement Officer II 710121 4 12 4 3957 4125 4296 4469 4669 Parking Enforcement Officer III 710122 12 4357 4533 4736 4930 5142 Phlebotomist 410007 12 3733 3910 4091 4281 4479
Planner I 220005 3 6 3 5445 5690 5962 6249 6549
Planner II 220006 3 12 3 5906 6231 6535 6845 7173
Plans Examiner 210041 12 5960 6229 6528 6848 7170
Plans and Permit Technician 220002 12 5432 5686 5944 6236 6533 Police Data Transcriptionist 115035 12 4359 4560 4772 4993 5228 Police Support Services Clerk 115043 12 3618 3786 3960 4144 4335 Police Support Services Technician 115044 12 3972 4157 4350 4557 4771 Principal Account Clerk 130004 12 4103 4296 4498 4705 4928 Procurement Specialist 140002 12 5153 5399 5653 5923 6205 Program Compliance Officer 640026 12 4406 4623 4849 5084 5332 Programmer/Analyst I 125020 4 12 4 5752 6021 6306 6610 6921 Programmer/Analyst II 125021 4 12 4 6302 6601 6915 7245 7596 Programmer/Analyst III 125022 12 6917 7249 7598 7962 8348 Programmer/Analyst IV 125023 12 7597 7967 8353 8750 9172 Property & Evidence Technician 145010 12 4482 4692 4913 5144 5387 Property Specialist I 175001 4 12 4 5326 5583 5847 6122 6418 Property Specialist II 175002 4 12 4 6171 6465 6777 7099 7442 Radio Dispatcher 120015 12 3786 3956 4121 4303 4479
Radio Frequency (RF) Network
Engineer I 125095 12 4 6302 6601 6915 7245 7596
Radio Frequency (RF) Network
Engineer II 125096 12 4 6917 7249 7598 7962 8348
Rangemaster/Armorer 410035 12 5225 5473 5732 6008 6293

SEE APPENDIX FOR FOOTNOTES Page 3.11

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. VII VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120.

XII Effective 2/24/2025, by the Twelfth Amendment to the Salary Resolution No. 2024-120.

XIII Effective 2/24/2025, by the Thirteenth Amendment to the Salary Resolution No. 2024-120.

EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) Effective December 30, 2024

CLASS TITLE
JOB
CODE
PRO
B

PER A B C D E
Real Estate Finance Specialist I 170001 4 12 4 4318 4520 4725 4952 5185 Real Estate Finance Specialist II 170002 4 12 4 5647 5913 6196 6488 6795 Recreation Specialist 520005 12 4455 4660 4879 5109 5347 Retirement Counselor I 135050 4 12 4 4102 4295 4497 4707 4928 Retirement Counselor II 135051 4 12 4 4509 4719 4941 5175 5420 Right of Way AgentXII 210120 12 7331 7698 8083 8487 8911 Safety and Training Specialist 150050 12 4815 5048 5297 5555 5828 Senior Account Clerk 130003 12 3738 3907 4087 4279 4480 Senior Administrative Clerk 110003 12 3749 3923 4104 4295 4496 Senior Airports Public Safety AgentVII 310063 12 4964 5197 5440 5692 5962 Senior Animal Care Specialist 560022 12 4065 4268 4481 4706 4941 Senior Animal Resource Officer 560003 12 4964 5197 5440 5692 5962 Senior Animal Services
Representative 560032 12 4572 4777 4998 5233 5479
Senior Call Center Representative 115072 12 4494 4710 4937 5177 5428 Senior Commercial Building Inspector 230016 12 6846 7174 7514 7875 8257 Senior Community Revitalization
Specialist 230054 12 6214 6506 6809 7138 7484
Senior Community Services Officer 410027 12 4964 5197 5440 5692 5962 Senior Crime Scene Technician 410012 12 5225 5473 5732 6008 6293 Senior Customer Services Clerk 115062 12 4572 4777 4998 5233 5479 Senior Cybersecurity Analyst 125091 12 7595 7965 8350 8748 9170 Senior Deputy City Clerk 1150294 124 4103 4292 4495 4705 4928 Senior Engineering Technician 210007 12 5630 5897 6174 6470 6768 Senior Fire Prevention Inspector 420003 12 6214 6506 6809 7138 7484 Senior Laboratory Technician 620013 12 5493 5756 6031 6317 6618 Senior Network Systems Specialist 125031 12 7595 7965 8350 8748 9170 Senior Park Ranger 410062 12 4964 5197 5440 5692 5962
Senior Plans Examiner 210042 12 6546 6852 7171 7519 7885 Senior Procurement Specialist 140003 12 5653 5923 6205 6502 6810 Senior Property & Evidence
Technician 145011 12 4928 5161 5404 5656 5927
Senior Radio Frequency (RF)
Network Engineer 125097 12 7595 7965 8350 8748 9170
Senior Records Clerk 110101 12 3738 3910 4092 4282 4479 Senior SecretaryXIII 110051 12 4120 4312 4513 4721 4944

SEE APPENDIX FOR FOOTNOTES Page 3.6
EXHIBIT 3
Unit 3 – Non-Supervisory White Collar (FCEA) Effective December 30, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Senior Storeskeeper 145002 12 4482 4692 4913 5144 5387
Senior Utility Service
Representative 230092 12 4507 4718 4941 5173 5420
Senior Water Systems Telemetry
& Distributed Control Specialist 610022 12 7595 7965 8350 8748 9170 Staff AssistantXIII 150001 12 4120 4312 4513 4721 4944
Storeskeeper 145001 12 4072 4263 4460 4669 4888
Survey Party Technician 210030 12 5113 5363 5609 5871 6152 Tax/Permit Inspector 135001 12 4821 5048 5279 5539 5800 Traffic Signal Operations
Specialist 710150 12 6909 7238 7588 7949 8338
Transit Scheduler 320049 12 6909 7238 7588 7949 8338
Tree Program Specialist 510015 12 5097 5337 5595 5860 6138 Utility Service Representative I 230090 4 12 4 3737 3909 4090 4281 4479 Utility Service Representative II 230091 4 12 4 4102 4295 4495 4706 4927 Wastewater Reclamation
Coordinator 620035 12 5326 5583 5847 6122 6418
Water Conservation
Representative 610001 12 3856 4037 4224 4422 4631
Water Systems Telemetry &
Distributed Control Specialist 610021 12 6289 6587 6902 7231 7579

4 This class is in a flexibly-staffed series, which requires one ye ar of satisfactory service before an employee can “flex” to the journey level. Employees in classe s 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 6/17/2024, by the Fourth Amendment to Salary Resolution No. 2024-120.

Supersedes Original

XIII Effective 2/24/2025, by the Thirteenth Amendment to the Salary Resolution No. 2024-120.

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 Recruit 415001 12 6498 6821 – – – – – – – Police Officer 415002 6 126 – – 7162 7521 7898 8294 8709 9145 9602 Police Sergeant 415004 12 7828 8221 8633 9064 9520 9996 10495 11020 11572 6 A person promoting from Police Officer Recruit to Police O fficer after one year of service must serve a probationary period of six months in the Police Officer class. A pers on who is hired as a Police Officer – Lateral (from another agency) must serve a probationary period of one year in the Police Officer class

Effective 6/17/2024, by the First Amendment to Salary Resolution No. 2024-120.

Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 5.1
EXHIBIT 5
Unit 5 – Fire Non-Management (IAFF)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Fire Captain 425004 12 7712 8097 8502 8929 9377 9846 10339 10856 11398 Fire Investigation Unit
Supervisor 425010 12 7712 8097 8502 8929 9377 9846 10339 10856 11398 Firefighter 425002 12 6170 6477 6803 7141 7522 7878 8272 8686 9121 Firefighter Specialist 425003 12 6910 7255 7620 7997 8398 8818 9259 9723 10209 Firefighter Trainee 425001 --- 5553

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 26.659615 28.003846 29.394231 30.859615 32.405769 34.026923 Bus Driver 320015 9 4621 4854 5095 5349 5617 5898
Student Driver 320014 1 - 24.236538
Student Driver 320014 1 - 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 8005
Airports Electrician 730011 12 Flat Rate 7241
Concrete Finisher 730005 12 Flat Rate 6982
Electrician 730010 12 Flat Rate 7241
Industrial Electrician 730012 12 Flat Rate 8005
Painter 730015 12 Flat Rate 6362
Plumber 730030 12 Flat Rate 7241

Effective 6/17/2024, by the Fourteenth Amendment to Salary Resolution No. 2024-120.

Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 8.1
EXHIBIT 8
Unit 8 – Non-Represented

CLASS TITLE
JOB
CODE
PROB

PER RANGE SALARY
Cashier ClerkVIII 910010 - Hourl y $16.50 – $20.50 Per Hour Law Clerk 910015 - Hourl y $20.00 - $25.00 Per Hou r
Law Enforcement Instructor 940020 - Hourl y $18.00 - $25.00 Per Hou r LifeguardVIII 950001 - Hourl y $16.50 - $20.50 Per Hou r Police Cadet IVIII 9400059 48 mos. Hourl y $16.50 - $21.50 Per Hou r Police Cadet II 940006 9 48 mos. Hourl y $18.00- $25.00 Per Hou r Pool Supervisor 950015 - Hourl y $18.00 - $25.00 Per Hou r Senior LifeguardVIII 950002 - Hourl y $17.00 - $21.50 Per Hou r Services AideVIII 910005 - Hourl y $16.50 - $2 03.50 Per Hour Sports OfficialVIII 950010 - Hourl y $16.50 - $25.00 Per Hou r InternVIII 910002 - Hourl y $16.50 - $20.50 Per Hou r
Youth Jobs Corps Program
AmbassadorVIII
910031 - Hourly $16.50 - $20.50 Per Hour
Youth Jobs Corps Program
ParticipantVIII
910032 - Hourly $16.50 - $20.50 Per Hour
Youth Jobs Corps Program
MentorVIII
910033 - Hourly $17.00 - $21.50 Per Hour

Effective 7/1/2024, by the Fifth Amendment to Salary Resolution No. 2024-120.

VIII Effective 1/1/2025, by the Eighth Amendment to the Salary Resolution No. 2024-120.

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 - 14005 - 18205 - - - - -
Police
Captain 415006e 12 11150 11707 12293 12906 13555 14233 14945 15692 16476 Police
Lieutenant 415005e 12 9684 10168 10677 11210 11771 12360 12978 13628 14310 e Exempt class, see Section 4.
11 E9 Executive Pay Range

Effective 6/17/2024, by the Second Amendment to Salary Resolution No. 2024-120.

Supersedes Original

SEE APPENDIX FOR FOOTNOTES Page 10.1
EXHIBIT 10
Unit 10 – Fire Management
CLASS
TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Fire
Battalion
Chief
425005e 12 9850 10345 10861 11401 11972 12570 13199 13858 14551 Fire Deputy
Chief 425006e - 12488 13112 13770 14459 15182 15943 16742 17580 18459 e Exempt class, see Section 4.

SEE APPENDIX FOR FOOTNOTES Page 10.1
‡To be calculated as if working 40 hours per week.

Effective 7/1/2024, by the Fifth Amendment to Salary Resolution No. 2024-120. Original

EXHIBIT 11
Unit 11 – Fresno Airport Public Safety Officers Association (FAPSOA)

CLASS TITLE JOB
CODE
PROB

PER A B C D E F G
Airports Public
Safety Officer‡ 310002 12 5923 6216 6511 6834 7170 7530 7907 Airports Public
Safety Supervisor‡ 310005 12 6910 7254 7617 7997 8395 8815 9256

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 $100 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.

* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Acoustical Program Coordinator 310100e 12 6573 6897 7231 7589 7960 Airports Airside/Landside Superintendent 310018e 12 7230 7584 7959 8347 8757 Airports Credentialing Supervisor* 115081e 12 6674 7002 7349 7701 8082 Airports Operations Supervisor 310013e 12 6579 6901 7235 7593 7960 Airports Projects Supervisor 310016e 12 7598 7971 8362 8774 9207 Airports Property Supervisor 175005e 12 6579 6901 7235 7593 7960 Animal Center Supervisor 560035e 12 6579 6901 7235 7593 7960 Animal Programs Coordinator 560050e 12 4391 4622 4827 5063 5312 Architect 210045e 12 9182 9635 10109 10615 11144
Assistant Law Office Manager 115019e 12 7513 7875 8265 8664 9090 Business Process & Systems Analyst 125044e 12 7512 7875 8262 8666 9090 Call Center Supervisor* 115073e 12 6809 7139 7484 7844 8227 Capital Development Specialist 310007e 12 7227 7586 7958 8349 8758 Central Print Supervisor* 120007e 12 6024 6320 6626 6952 7288 Chief Engineering Inspector 230078e 12 7419 7781 8165 8566 8986 Chief Engineering Technician 210009e 12 8342 8750 9182 9635 10109 Chief of Facilities Maintenance 810037e 12 7272 7630 8004 8397 8811 Chief of Wastewater Environmental
Services 620075e 12 6959 7302 7660 8035 8429
Chief of Wastewater Facilities
Maintenance 620085e 12 7272 7630 8004 8397 8811
Chief of Wastewater Treatment
Operations 620080e 12 7352 7719 8098 8495 8912
Chief of Water Operations 610070e 12 7474 7838 8227 8632 9054 Chief Police Pilot 410031e 12 8215 8617 9045 9490 9961
Chief Surveyor 210032e 12 11581 12160 12768 13406 14076 Community Services and Recreation
Supervisor 520016e 12 6592 6914 7255 7614 7980
Contract Compliance Officer 150061e 12 6579 6901 7235 7593 7960 Custodial Supervisor 810025e 12 6579 6901 7235 7593 7960 Database Administrator 125045e 12 7512 7875 8262 8666 9090

SEE APPENDIX FOR FOOTNOTES Page 13-1.3

e Exempt class, see Section 4.
4 This class is in a flexibly-staffed se ries, 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. * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
DBE/Small Business Program
Coordinator 150070e 12 6590 6909 7247 7603 7978
Emergency Services Dispatch
Supervisor 410004e 12 6924 7262 7614 7988 8378
Energy Efficiency Supervisor 230058e 12 5833 6119 6418 6736 7065 Equipment Supervisor 720031e 12 7155 7503 7871 8257 8665 Fire Prevention Engineer* 210055e 12 7970 8362 8771 9202 9657 Fleet Administration Supervisor 720025e 12 6579 6901 7235 7593 7960 Grant Writer* 150105e 12 5494 5763 6043 6340 6648
Historic Preservation Specialist 230066e 12 6898 7238 7596 7967 8356 Housing Program Supervisor 230055e 12 7111 7466 7838 8230 8643 Human Resources Analyst* 150016e 12 6674 7001 7339 7699 8079 Human Resources Records
Supervisor* 115050e 12 6700 7028 7375 7729 8113
Information Services Supervisor 125032e 12 8259 8666 9090 9537 10010 Landscape Maintenance
Superintendent 510027e 12 8194 8599 9018 9462 9927
Lead Risk Analyst* 150008e 12 6934 7278 7643 8024 8427
Licensed Professional Engineer 210110e 12 11581 12160 12768 13406 14076 Management Analyst I 150020e4 124 4391 4604 4827 5063 5312 Management Analyst II* 150021e4 124 5515 5786 6066 6364 6672 Parking Supervisor* 720035e 12 6903 7231 7581 7950 8692 Parks Supervisor I* 510025e 12 6024 6320 6626 6952 7288 Parks Supervisor II 510026e 12 6592 6914 7255 7614 7980 Planner III* 220007e 12 6596 6918 7255 7613 7990
Police Support Services Supervisor* 115047e 12 6674 7002 7349 7701 8082 Principal Accountant 130014e 12 7245 7599 7974 8364 8776 Procurement Supervisor 140004e 12 6564 6892 7235 7597 7978 Professional Engineer 210100e 12 9182 9635 10109 10615 11144

SEE APPENDIX FOR FOOTNOTES Page 13-1.3

e Exempt class, see Section 4.
* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Project Manager 150065e 12 8395 8814 9256 9718 10205
Records Supervisor* 115045e 12 6674 7002 7349 7701 8082 Recycling Coordinator 640001e 12 5491 5757 6039 6332 6644 Registered Veterinary Technician 560060e 12 4933 5180 5439 5711 5997 Revenue Supervisor* 135025e 12 6778 7108 7452 7811 8190 Risk Analyst* 150010e 12 6674 7001 7339 7699 8079
Sanitation Supervisor 640029e 12 6579 6901 7235 7593 7960 Senior Accountant-Auditor 130013e 12 6624 6948 7289 7645 8017 Senior Building Inspector 230034e 12 7274 7633 8007 8400 8818 Senior Database Administrator 125046e 12 8288 8683 9100 9536 10010 Senior Electrical Safety Consultant 230024e 12 7273 7633 8006 8400 8817 Senior Engineering Inspector 230077e 12 6743 7076 7422 7787 8173 Senior Environmental & Safety
Consultant 230005e 12 7287 7647 8022 8415 8834
Senior Plumbing & Mechanical
Consultant 230014e 12 7274 7633 8007 8400 8818
Senior Programmer Analyst 125019e 12 8259 8666 9090 9537 10010 Senior Real Estate Agent 170012e 12 6579 6901 7235 7593 7960 Senior Retirement Counselor 135052e 12 7236 7602 7979 8377 8797 Street Maintenance Superintendent 720004e 12 8194 8599 9018 9462 9927 Street Maintenance Supervisor 720001e 12 7230 7584 7959 8347 8757 Supervising Airports Building
Maintenance Technician 310014e 12 6579 6901 7235 7593 7960 Supervising Commercial Building
Inspector 230036e 12 7274 7633 8007 8400 8818
Supervising Engineering Technician 210008e 12 7227 7586 7958 8349 8758 Supervising Fire Prevention Inspector* 420005e 12 7264 7620 7996 8389 8801 Supervising Paralegal* 160020e 12 7252 7608 7979 8372 8783 Supervising Planner 220008e 12 7260 7615 7985 8378 8786

SEE APPENDIX FOR FOOTNOTES Page 13-1.4
EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB
PER

A

B

C

D

E
Supervising Plans Examiner 210044e 12 8435 8852 9290 9743 10221 Supervising Real Estate Agent 170013e 12 7231 7585 7960 8348 8758 Supervising Traffic Signal Operations
Specialist 720050e 12 7503 7870 8260 8667 9090
Survey Party Chief 210031e 12 7410 7768 8148 8544 8969
Systems Security Administrator 125050e 12 7513 7875 8265 8664 9090 Transit Supervisor I 320050e 12 6357 6666 6989 7333 7690 Transit Supervisor II 320051e 12 7156 7502 7871 8258 8665 Treasury Officer 135015e 12 7245 7599 7974 8364 8776
Urban Forestry Supervisor I* 510030e 12 6024 6320 6626 6952 7288 Urban Forestry Supervisor II 510031e 12 5562 5833 6120 6424 6736 Wastewater Environmental Supervisor 620073e 12 7701 8076 8475 8893 9329 Wastewater Operations Supervisor 620072e 12 7701 8076 8475 8893 9329 Wastewater System Supervisor 620071e 12 7701 8076 8475 8893 9329 Water Conservation Supervisor 610045e 12 6806 7139 7488 7859 8243 Water System Supervisor 610055e 12 7701 8076 8475 8893 9329

e Exempt class, see Section 4.

* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

SEE APPENDIX FOR FOOTNOTES Page 13-1.4

e Exempt class, see Section 4.

III Effective 9/9/2024 by the Third Amendment to the Salary Resolution No. 2024-120. * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Acoustical Program Coordinator 310100e 12 6606 6932 7268 7627 8000 Airports Airside/Landside Superintendent 310018e 12 7267 7622 7999 8389 8801 Airports Credentialing Supervisor* 115081e 12 6708 7038 7386 7740 8123 Airports Operations SupervisorIII 310013e 12 7138 7487 7850 8237 8635 Airports Projects Supervisor 310016e 12 7636 8011 8404 8818 9254 Airports Property Supervisor 175005e 12 6612 6936 7272 7631 8000 Animal Center Supervisor 560035e 12 6612 6936 7272 7631 8000 Animal Programs Coordinator 560050e 12 4413 4646 4852 5089 5339 Architect 210045e 12 9228 9684 10160 10669 11200
Assistant Law Office Manager 115019e 12 7551 7915 8307 8708 9136 Business Process & Systems Analyst 125044e 12 7550 7915 8304 8710 9136 Call Center Supervisor* 115073e 12 6844 7175 7522 7884 8269 Capital Development Specialist 310007e 12 7264 7624 7998 8391 8802 Central Print Supervisor* 120007e 12 6055 6352 6660 6987 7325 Chief Engineering Inspector 230078e 12 7457 7820 8206 8609 9031 Chief Engineering Technician 210009e 12 8384 8794 9228 9684 10160 Chief of Facilities Maintenance 810037e 12 7309 7669 8045 8439 8856 Chief of Wastewater Environmental
Services 620075e 12 6994 7339 7699 8076 8472
Chief of Wastewater Facilities
Maintenance 620085e 12 7309 7669 8045 8439 8856
Chief of Wastewater Treatment
Operations 620080e 12 7389 7758 8139 8538 8957
Chief of Water Operations 610070e 12 7512 7878 8269 8676 9100 Chief Police Pilot 410031e 12 8257 8661 9091 9538 10011 Chief Surveyor 210032e 12 11639 12221 12832 13474 14147 Community Services and Recreation
Supervisor 520016e 12 6625 6949 7292 7653 8020
Contract Compliance Officer 150061e 12 6612 6936 7272 7631 8000 Custodial Supervisor 810025e 12 6612 6936 7272 7631 8000 Database Administrator 125045e 12 7550 7915 8304 8710 9136

e Exempt class, see Section 4.
4 This class is in a flexibly-staffed se ries, 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. * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
DBE/Small Business Program
Coordinato
r 150070e 12 6623 6944 7284 7642 8018
Emergency Services Dispatch
Supervisor 410004e 12 6959 7299 7653 8028 8420
Energy Efficiency Supervisor 230058e 12 5863 6150 6451 6770 7101 Equipment Supervisor 720031e 12 7191 7541 7911 8299 8709 Fire Prevention Engineer* 210055e 12 8010 8404 8815 9249 9706 Fleet Administration Supervisor 720025e 12 6612 6936 7272 7631 8000 Grant Writer* 150105e 12 5522 5792 6074 6372 6682
Historic Preservation Specialist 230066e 12 6933 7275 7634 8007 8398 Housing Program Supervisor 230055e 12 7147 7504 7878 8272 8687 Human Resources Analyst* 150016e 12 6708 7037 7376 7738 8120 Human Resources Records
Supervisor* 115050e 12 6734 7064 7412 7768 8154
Information Services Supervisor 125032e 12 8301 8710 9136 9585 10061 Landscape Maintenance
Superintendent 510027e 12 8235 8642 9064 9510 9977
Lead Risk Analyst* 150008e 12 6969 7315 7682 8065 8470
Licensed Professional Engineer 210110e 12 11639 12221 12832 13474 14147 Management Analyst I 150020e 4 12 4 4413 4628 4852 5089 5339 Management Analyst II* 150021e4 124 5543 5815 6097 6396 6706 Parking Supervisor* 720035e 12 6938 7268 7619 7990 8736 Parks Supervisor I* 510025e 12 6055 6352 6660 6987 7325 Parks Supervisor II 51002 6e 12 6625 6949 7292 7653 8020 Planner III* 220007e 12 6629 6953 7292 7652 8030
Police Support Services Supervisor* 115047e 12 6708 7038 7386 7740 8123 Principal Accountant 130014e 12 7282 7637 8014 8406 8820 Procurement Supervisor 140004e 12 6597 6927 7272 7635 8018 Professional Engineer 210100e 12 9228 9684 10160 10669 11200

SEE APPENDIX FOR FOOTNOTES Page 13-1.3

e Exempt class, see Section 4.
* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

XII Effective 2/24/2025, by the Twelfth Amendment to the Salary Resolution No. 2024-1 EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Project Manager 150065e 12 8437 8859 9303 9767 10257
Records Supervisor* 115045e 12 6708 7038 7386 7740 8123 Recycling Coordinator 640001e 12 5519 5786 6070 6364 6678 Registered Veterinary Technician 560060e 12 4958 5206 5467 5740 6027 Revenue Supervisor* 135025e 12 6812 7144 7490 7851 8231 Risk Analyst* 150010e 12 6708 7037 7376 7738 8120
Sanitation Supervisor 640029e 12 6612 6936 7272 7631 8000 Senior Accountant-Auditor 130013e 12 6658 6983 7326 7684 8058 Senior Building Inspector 230034e 12 7311 7672 8048 8442 8863 Senior Database Administrator 125046e 12 8330 8727 9146 9584 10061 Senior Electrical Safety Consultant 230024e 12 7310 7672 8047 8442 8862 Senior Engineering Inspector 230077e 12 6777 7112 7460 7826 8214 Senior Environmental & Safety
Consultant 230005e 12 7324 7686 8063 8458 8879
Senior Plumbing & Mechanical
Consultant 230014e 12 7311 7672 8048 8442 8863
Senior Programmer Analyst 125019e 12 8301 8710 9136 9585 10061 Senior Real Estate Agent 170012e 12 6612 6936 7272 7631 8000 Senior Retirement Counselor 135052e 12 7273 7641 8019 8419 8841 Senior Right of Way AgentXII 210121e 12 8612 9043 9495 9970 10469 Street Maintenance Superintendent 720004e 12 8235 8642 9064 9510 9977 Street Maintenance Supervisor 720001e 12 7267 7622 7999 8389 8801 Supervising Airports Building
Maintenance Technician 310014e 12 6612 6936 7272 7631 8000 Supervising Commercial Building
Inspector 230036e 12 7311 7672 8048 8442 8863
Supervising Engineering Technician 210008e 12 7264 7624 7998 8391 8802 Supervising Fire Prevention Inspector* 420005e 12 7301 7659 8036 8431 8846 Supervising Paralegal* 160020e 12 7289 7647 8019 8414 8827 Supervising Planner 220008e 12 7297 7654 8025 8420 8830

SEE APPENDIX FOR FOOTNOTES Page 13-2.1

e Exempt class, see Section 4.

VII Effective 12/2/2024 by the Seventh Amendment to the Salary Resolution No. 2024-120 * Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

EXHIBIT 13-1
Unit 13 – Exempt Supervisory and Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Supervising Plans Examiner 210044e 12 8478 8897 9337 9792 10273 Supervising Real Estate Agent 170013e 12 7268 7623 8000 8390 8802 Supervising Traffic Signal Operations
Specialist 720050e 12 7541 7910 8302 8711 9136
Survey Party Chief 210031e 12 7448 7807 8189 8587 9014
Systems Security Administrator 125050e 12 7551 7915 8307 8708 9136 Transit Supervisor I 320050e 12 6389 6700 7024 7370 7729 Transit Supervisor II 320051e 12 7192 7540 7911 8300 8709 Treasury Officer 135015e 12 7282 7637 8014 8406 8820
Trolley SupervisorXVI 720060e 12 6389 6700 7024 7370 7729 Urban Forestry Supervisor IVII* 510030e 12 6055 6352 6660 6987 7325 Urban Forestry Supervisor IIVII 510031e 12 6625 6949 7292 7653 8020 Wastewater Environmental Supervisor 620073e 12 7740 8117 8518 8938 9376 Wastewater Operations Supervisor 620072e 12 7740 8117 8518 8938 9376 Wastewater System Supervisor 620071e 12 7740 8117 8518 8938 9376 Water Conservation Supervisor 610045e 12 6841 7175 7526 7899 8285 Water System Supervisor 610055e 12 7740 8117 8518 8938 9376

SEE APPENDIX FOR FOOTNOTES Page 13-2.1

EXHIBIT 13-2
Unit 13 – Non-Exempt Professional (CFPEA), retroactively effective June 17, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Legal Secretary I* 115015 12 5011 5252 5505 5770 6049
Legal Secretary II* 115016 12 5512 5781 6058 6349 6657
Paralegal* 160001 12 6206 6508 6823 7158 7510
Senior Human Resources Technician 150014 12 5179 5426 5685 5963 6250 Senior Legal Secretary* 115017 12 6343 6660 6993 7342 7709 Senior Paralegal* 160002 12 6474 6797 7137 7494 7870
Supervising Crime Scene Technician* 410013 12 6570 6891 7225 7577 7945

* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 6/17/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120. Supersedes Original.

SEE APPENDIX FOR FOOTNOTES Page 13-2.1

EXHIBIT 13-2
Unit 13 – Non-Exempt Professional (CFPEA), retroactively effective December 16, 2024

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Legal Secretary I* 115015 12 5037 5279 5533 5799 6080
Legal Secretary II* 115016 12 5540 5810 6089 6381 6691
Paralegal* 160001 12 6238 6541 6858 7194 7548
Senior Human Resources Technician 150014 12 5205 5454 5714 5993 6282 Senior Legal Secretary* 115017 12 6375 6694 7028 7379 7748 Senior Paralegal* 160002 12 6507 6831 7173 7532 7910
Supervising Crime Scene Technician* 410013 12 6603 6926 7262 7615 7985

* Received a Class & Comp Study adjustment effective 6/17/2024.

Effective 12/16/2024 by the Eleventh Amendment to the FY25 Salary Resolution No. 2024-120.

SEE APPENDIX FOR FOOTNOTES Page 14.1

e Exempt class, See Section 4
EXHIBIT 14
Unit 14 – Management Classes (CFMEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
ADA Coordinator 150231e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Administrative Manager 220025e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Airports Marketing & Public
Relations Coordinator 310150e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Airports Operations Manager 310020e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Airports Planning Manager 310019e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Airports Properties Manager 310021e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Airports Safety Management
Systems Manager 310161e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Animal Behaviorist 560041e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Assistant City Clerk 115030e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Building Services Managerxv 230031e -
12945

13269

13600

13939

14289

14646

15012

15387

15772
Business Manager 150019e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Clinic Manager 560061e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Communications Manager 125060e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Construction Manager 210096e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Crime Scene Investigation
Bureau Manager 410015e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Cybersecurity Manager 125092e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Deputy City Engineer 210081e - 11470 11758 12053 12354 12664 12979 13304 13635 13977 Division Manager 150024e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Economic Development Analyst 150095e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Emergency Services Dispatch
Manager 410005e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Facilities Manager 810040e - 8795 9015 9241 9471 9709 9950 1 0198 10453 10714

SEE APPENDIX FOR FOOTNOTES Page 14.1

Effective 6/17/2024, by the Sixth Amendment to Salary Resolution No. 2024-120.

xv Effective 4/21/2025, by the Fifteenth Amendment to the Salary Resolution No. 2024-120.

SEE APPENDIX FOR FOOTNOTES Page 14.2

e Exempt class, See Section 4

Effective 6/17/2024, by the Sixth Amendment to Salary Resolution No. 2024-120.

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 - 8795 9015 9241 9471 97 09 9950 10198 10453 10714 Graffiti Abatement Manager 720040e - 8795 9015 9241 9471 97 09 9950 10198 10453 10714 Housing & Neighborhood
Revitalization Manager 230065e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Information Services
Manager 125055e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Law Office Manager 115020e - 8795 9015 9241 9471 97 09 9950 10198 10453 10714 Licensed Engineer
Manager 210094e - 12816 13136 13464 13801 14146 14500 14862 15234 15615 PARCS Operations
Manager 520025e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Parks Manager 510035e - 8795 9015 9241 9471 97 09 9950 10198 10453 10714 Personnel Manager 150026e - 8795 9015 9241 9471 97 09 9950 10198 10453 10714 Planning Manager 220010e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Program Manager 510040e - 7340 7524 7712 7903 81 00 8304 8512 8724 8942 Projects Administrator 150063e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Public Works/Public Utilities
Manager 210095e - 9673 9914 10163 10416 10676 10943 11216 11498 11786 Purchasing Manager 140005e - 8795 9015 9241 9471 97 09 9950 10198 10453 10714 Records Manager 115046e - 8795 9015 9241 9471 97 09 9950 10198 10453 10714 Retirement Accounting
Manager 135044e - 9914 10163 10416 10676 10943 11216 11498 11786 12080 Revenue Manager 135026e - 8795 9015 9241 9471 97 09 9950 10198 10453 10714

SEE APPENDIX FOR FOOTNOTES Page 14.3

e Exempt class, See Section 4
Effective 6/17/2024, by the Sixth Amendment to Salary Resolution No. 2024-120.

XII Effective 2/24/2025, by the Twelfth Amendment to the Salary Resolution No. 2024-120 EXHIBIT 14
Unit 14 – Management Classes (CFMEA)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Right of Way Agent
Mana
gerXII 210122e - 9545 9784 10029 10280 10537 10801 11072 11349 11633 Senior Management
Analyst 150023e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Solid Waste Manager 640040e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Training Officer 150046e - 7340 7524 7712 7903 8100 8304 8512 8724 8942 Transit Operations Manager 320055e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Trolley ManagerXVI 720061e 8063 8265 8472 8684 8902 9125 93 54 9588 9828 Wastewater Manager 620095e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Water Manager 610075e - 8795 9015 9241 9471 9709 9950 10198 10453 10714 Water/Wastewater
Manager-Certified 620096e - 10113 10364 10624 10889 11162 11441 11726 12020 12320