Fresno City Council
June 23, 2026

REPORT TO THE CITY COUNCIL
FROM: SUMEET MALHI, Director
Personnel Services Department

SUBJECT
..Title
***RESOLUTION - Adopt the Fiscal Year 2027 Salary Resolution (Subject to Mayor’s Veto)
..Body

RECOMMENDATION
It is recommended that the City Council adopt the Fiscal Year 2027 Salary Resolution.

EXECUTIVE SUMMARY
The proposed Fiscal Year 2027 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 7 Salary Resolution:

Section 2. BASE SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN • Subsection B: Codify practice that the second step shall be paid upon completion of six (6) months of “service" at the first step.
• Subsection E: Add two (2) additional exceptions to automatic step progressions to create consistency in step movement and salary placement. • Subsection G: Clarify Permanent Part Time hours are pro -rated to the 40 or 42 hour work week depending upon assignment.
• Subsection I: Delete old provision/
• Subsection P: Codify Acting Pay approval process for employees in Exhibit 2 and remove the 40 hours of qualifying time.

Section 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES • Section 5(B)(3) and (4): Add new language to include bereavement leave ; and update language regarding Protected Sick leave.
•
Section 8. MANAGEMENT LEAVE
• Subsection B (3): Revision allows employees in Exhibit 2 to be credited with full value of their special HRA bank.

Section 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2
• Subsection 1(C): Update the language to clarify that any hours exceeding the Annual Leave accumulation limit will be transferred to the Special HRA bank for employees listed in Exhibit 2.
• Subsection 3(A): Remove cash-out timeframe.
• Subsection 4 Title, (A), (B): Include Non-Accruing Sick Leave to this section.

Section 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2
• Subsection B: Remove cashout limit and timeframe.

Section 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES IN EXHIBIT 2 • Codify the practice allowing employees who transfer out of Exhibit 2 to retain their existing balances.

Section 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY
• Clarify that applicable licenses or certifications must be granted by the State of California
• Add Certified Fraud Examiner, Accredited Airport Executive, and PSHRA Certified Professional or Senior Certified Professional as additional certification s or designation for Exhibit 2.

Section 1 6. BENEFITS FOR FULL -TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
• Subsection A: Codify Health & Welfare language.
• Subsection F: Revision allows employees in Exhibit 2 to be credited with full value of their special HRA bank.

Section 17. COMPENSATION FOR FULL -TIME EMPLLYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2
• Add language that would provide for additional HRA leave credits beyond what is already authorized in the Salary Resolution.

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

EMPLOYEES AND LIMITED AND TEMPORARY EMPLOYEES
• Subsection A (6 -8): Codify practice for Police Cadet benefits including Health & Welfare Insurance, Holiday leave, and Vacation leave. Add language that future premium change shall be effective FY28.
• Section 18(D)(2)(iv): Add new language to included bereavement leave. • Section 18(D)(3-4): Update language regarding Protected Sick leave.

Section 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS • Subsection C: Codify language for conversion to “non-accruing Sick leave bank.”

Section 25. IN-SERVICE DISTRIBUTION
• Change section title for clarity.

EXHIBITS
Exhibit 2:
• Add new classification titled Fire Marshal to Exhibit 2, E7 salary range. • Retitle Payroll Accountant to Finance/Payroll Accountant and update salary to E8 salary range.
• Increase top and bottom of range by 3% for all positions in Unit 2.

Exhibit 12:
• Update stipend amount for Retirement Board Member to $200 per meeting not to exceed $500 per month, Per updated Joint Retirement Board Policy 2-21.

Exhibit 13-2:
• Delete Senior Legal Secretary classification.

Exhibit 18:
• Benchmark deleted Senior Legal Secretary classification.

In addition to the above, there are other non-substantive language changes that are clean up in nature throughout the document , including removing old Salary Tables in various Exhibits .

The City Attorney’s Office has approved the FY 2027 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 2027 Salary Resolution will result in no increase to the General Fund or All Funds.

Attachment:

FY 2027 Salary Resolution – Clean
FY 2027 Salary Resolution - Redline

Date Adopted: Fiscal Year 2027 Salary Resolution Date Approved:

Effective Date: 7/1/2026
Last Date Amended:

City Attorney Approval: Resolution No. 2026-XXX

Fiscal Year 2027
(July 1, 2026 – June 30, 2027)

Salary
Resolution

Personnel Services Department














TABLE OF CONTENTS
SECTION 1. SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES ....................................... 2 SECTION 2. SALARY STEP PLAN AND EXECUTIVE PAY RANGE PLAN................................... 2 SECTION 3. RATES OF PAY ......................................................................................................... 7 SECTION 4. EXEMPT JOB CLASSES ........................................................................................... 7 SECTION 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES ............ 8 SECTION 6. FLEXIBLE STAFFING .............................................................................................. 10 SECTION 7. ALTERNATE WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2 ...................... 10 SECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”)/SUPPLEMENTAL MANAGEMENT LEAVE ........................................................................................... 11 SECTION 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2 ................................................ 13 SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2 ......................................................... 15 SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES ............................................... 15 SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2 ................................ 16 SECTION 13. SALARY RATES ...................................................................................................... 16 SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY ............................................ 17 SECTION 15. BILINGUAL CERTIFICATION PROGRAM FOR EMPLOYEES OCCUPYING PERMANENT CLASSES ......................................................................................... 18 SECTION 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ....................................................................................... 19 SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ....................................................................................... 22 SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITED EMPLOYEES AND TEMPORARY EMPLOYEES ..................................... 24 SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS ................. 30 SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE ................................................................................................................. 32 SECTION 21. BEREAVEMENT LEAVE .......................................................................................... 33 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 .................................................................................................. 33 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 ....................................................................................................................... 35 SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS .................... 35 SECTION 25. IN-SERVICE DISTRIBUTION................................................................................... 35 SECTION 26. RECRUITMENT AND RETENTION INCENTIVE ..................................................... 36 SECTION 27. UNUSUAL CIRCUMSTANCES ................................................................................ 38 SECTION 28. CONFLICTING RESOLUTIONS .............................................................................. 38 SECTION 29. RESOLUTION EFFECTIVE DATE ........................................................................... 39














Resolution No. 2026-XXX
FY 27 Salary Resolution

RESOLUTION NO. 2026-XXX

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 2027.

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

SECTION 1. SPECIAL PROVISIONS APPLICABLE TO ALL CLASSES

The rules set forth in this resolution constitute special provisions applicable to all classes of employment in the City service. If any provision(s) of a Memorandum of Understanding (hereafter “MOU”) or Terms and Conditions of employment (hereafter “T & C”) adopted and approved by the Council under Article 6, Chapter 3 of the Fresno Municipal Code (hereafter “FMC”) or employment agreement that is authorized and in compliance with Article V of the City of Fresno Transparency in Government Act and currently in effect, is clearly and specifically in conflict with any rule contained in this resolution, the provision in such 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 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 serviceat 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 four (4) exceptions.














Resolution No. 2026-XXX
FY 27 Salary Resolution

1. Following an unsatisfactory performance evaluation, a step progression may be delayed by the appointing authority for not more than six (6) months and more than 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.

3. In the event of Leave without Pay in accordance with Section M below.

4. Employees in a flexibly-staffed series shall not receive a step increase in the entry- level classification, unless otherwise stated in the MOU.

F. Employees in Unit 2 may receive pay increases at the discretion of the City Manager, City Attorney, City Clerk, or Retirement Administrator, or their designees or as otherwise included in employment contracts in accordance with the City of Fresno Transparency Act.

G. For employees who work a 40-hour work week, six (6) months of service equals 1,040 hours , and one (1) year of service equals 2,080 hours. For employees who work a 42- hour work week, six (6) months of service equals 1,092 hours and one (1) year of service equals 2,184 hours. An employee who works a 56 hour work week, six (6) months of service equals 1,456 hours, and one (1) year of service equals 2,912 hours. For those employees in Permanent Part Time (PPT) Positions, their hours will be pro-rated to the 40-hour or 42-hour work week depending upon assignment.

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

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

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.














Resolution No. 2026-XXX
FY 27 Salary Resolution

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:














Resolution No. 2026-XXX
FY 27 Salary Resolution

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 t hose 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














Resolution No. 2026-XXX
FY 27 Salary Resolution

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














Resolution No. 2026-XXX
FY 27 Salary Resolution

adjusted Compensation Earnable, including adjustments due to CPI and Employment Costs for wage inflation, shall be used in the Member’s final compensation for the calculation of the retirement benefit.

c. System members who enter the Deferred Retirement Option Program (hereafter “DROP”) or retire not having entered DROP on or after July 1, 2015, shall have any previously held Executive Pay Range salaries 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 met the minimum qualifications of the position, deemed qualified by the Personnel Services Department and approved by the City Manager or applicable appointing authority, the employee shall be paid at the rate of pay of the higher class while so assigned. An employee shall be paid for the entire duration of the assignment to the higher class at the rate of pay of the lowest step in the salary range of the higher class, which must be at least three and one- half percent (3.5%) higher than the rate received in the employee’s regular class assignment. If the three and one-half (3.5%) increase requires a payment greater than the highest step, then the highest step shall be paid.

SECTION 3. RATES OF PAY

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 the hourly rate of pay for employees whose schedule is 56 hours per week is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,912, and the hourly rate of pay for employees whose schedule is 42 hours per week is calculated by multiplying the monthly rate of pay by 12 and dividing by 2,184.

SECTION 4. EXEMPT JOB CLASSES

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














Resolution No. 2026-XXX
FY 27 Salary Resolution

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. Em ployees 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) h our of Sick Leave for every thirty (30) hours of work, including overtime. This accrual will begin on the first day of employment. Sick Leave Accruals will be capped at eighty (80) hours. Sick Leave may be carried over from year to year.

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

3. Sick Leave can be used for:

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

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














Resolution No. 2026-XXX
FY 27 Salary Resolution

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).

d. Upon the death of a member of an employee’s immediate family as defined below, the employee shall be allowed to utilize Sick Leave, or other leaves if Sick Leave is not available, as is necessary to take care of funeral arrangements, or attend the funeral, but not to exceed five (5) days.

Immediate Family:
i. Spouse or Domestic Partner
ii. Child (biological, adopted, foster, step, legal ward, child of domestic partner, or a person to whom the employee stands in loco parentis)
iii. Parent (biological, foster, adoptive, in-law, step, a legal guardian, or other person who stood in loco parentis to the employee when the employee was a child)
iv. Sibling (person related to anot her person by blood, adoption, or affinity through a common legal or biological parent)
v. Grandchild
vi. Grandparent
vii.

Designated person means any individual related by blood or whose association with the employee is the equivalent of a family relationship. The designated person may be identified by the employee at the time the employee requests the
leave. An employer may limit an employee to one
designated person per 12-month period for family care and medical leave.

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. Protected Sick Leave shall be defined as accrued and available Sick Leave used pursuant to Sick Leave protected at law.
c. Only the use of Sick Leave shall be protected under these Sick Leave provisions. The use of other leave banks will not be recognized as protected Sick Leave under this policy. Employees must have Sick Leave hours accrued and available in order for leave to be considered protected under this policy and under law.

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.














Resolution No. 2026-XXX
FY 27 Salary Resolution

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

2. Employees on a 4/10 or 9/80 work schedule who are regularly scheduled to work, and do work on a holiday, which is a regular 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.














Resolution No. 2026-XXX
FY 27 Salary Resolution

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 employees 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 carri ed over to the ne xt fiscal year.

Employees in E1-E5 Executive Pay Ranges may request payment and be 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 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 one hundred and eight (108) hours, upon termination from City service.














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

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

4. Cash outs received under this provision will be considered pensionable for retirement purposes for members in the Employees Retirement System.

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

1. The City Manager, City Attorney, City Clerk, or Retirement Administrator, as appropriate for their respective areas of authority, may grant up to an additional thirty-two (32) hours per fiscal year on July 1st of Supplemental Management Leave for employees in the E1-E5 Executive Pay Range.

2. The additional Supplemental Management Leave granted cannot be cashed out by employees but will be automatically transferred to a Special HRA Bank if unused or may be put into a special HRA bank at the employee’s election, consistent with the below provisions.

3. Up to thirty-two hours (32) of Supplemental Management Leave per fiscal year may be transferred to a Special Health Reimbursement Arrangement (HRA) Bank (Section 16F) to be credited to an HRA account for eligible employees upon service retirement at 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.

5. Supplemental Management Le ave 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 employees 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.














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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 accumu lation of unused An nual 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, 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, employees who have reached their Annual Leave accumulation limit will have all hours exceeding the limit placed in a Special HRA bank to be credited to an HRA account for eligible employees upon retirement, until their Annual Leave accumulation falls below the hour limit as reflected in Section 9, subsection 1 b., at which point they will resume accumulating Annual Leave. Hours in














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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.

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.

Payments
between January 1 st and June 30 th 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/Non-Accruing Sick Leave

a. Use of Frozen Sick Leave/Non-Accruing 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 the statutory amount has been satisfied by use of other leaves for the fiscal year.

b. Unused Frozen Sick Leave/Non-Accruing 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 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).














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Employees who separate City employment and return within one (1) year of such separation will be entitled to reinstatement of their available 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 1
st and January 1st of each calendar year.

B. Employees may request payment and be compensated for up to 48 hours or ten percent for their Holiday Leave balance, each fiscal year between July 1st and March 31st;

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 lega l 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.

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.

SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES IN EXHIBIT 2

Upon employment by the City on or after July 1, 2016, new employees or rehired employees appointed to permanent positions set forth in Exhibit 2 shall receive 40 hours of Supplemental Sick Leave each fiscal year with a lifetime accrual limit of 80 hours. Supplemental Sick Leave hours shall be credited on a pro-rated basis for each full calendar month remaining on such appointment in the fiscal year. Employees in Exhibit 2 or employees transferring from another unit who have balances in Supplemental Sick greater than 80 will maintain their balance.

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














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x Once Sick Leave and Annual Leave have been exhausted;

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

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

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

x Once Sick Leave and Annual Leave have been exhausted during the first and second year of employment, where an employee is accruing Supplemental Sick Leave, up to half of the hours of Supplemental Sick Leave accrued in a fiscal year for Protected Sick Leave 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 Section 8, may be granted Management Time Off if the supervisor or designee determines that service delivery and performance of job functions will not be impaired due to the employee’s absence. Such time off shall not be calculated on an hour-for-hour basis in relation to total hours worked. Management Time Off shall not be deducted from any existing leave banks.

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

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

SECTION 13. SALARY RATES

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

EXHIBIT 1 Non-Supervisory Blue Collar
EXHIBIT 2 Non-Represented Management and Confidential Classes EXHIBIT 3 Non-Supervisory White Collar
EXHIBIT 4 Non-Management Police
EXHIBIT 5 Fire Non-Management














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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 Administra tor, or their designees, as appropriate for their respective areas of authority.

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

Professional Certificate and License Pay in this provision will be considered pensionable for retirement purposes for members in the Employee Retirement System.

1. Certified Public Accountant (CPA) License / Certified Internal Auditor (CIA) Certification

Employees who hold a permanent appointment to a position in Exhibit 2 who have been licensed as a CPA by the State of California or as a CIA by the Institute of Internal Auditors are eligible to receive $300 per month.

2. Professional Engineer License

Employees who hold a permanent appointment to a position in Exhibit 2 who possess a Professional Engineer license by the State of California are eligible to receive $300 per month.

3. Investment Management/Fraud Examiner Certification / Designation

Employees who hold a permanent appointment to a position in Exhibit 2 who possess any of the following 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














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e. Certified Fraud Examiner (CFE) 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.

5. Doctor of Veterinary Medicine License
Employees who hold a permanent appointment to a position in Exhibit 2 who possess a Doctor of Veterinary Medicine license by the State of California are eligible to receive $300 per month.

6. Accredited Airport Executive Program
Employees who hold a permanent appointment to a position in Exhibit 2 who possess an Accredited Airport Executive designation by the American Association of Airport Executives are eligible to receive $300 per month.

7. Public Sector Human Resources Association
Employees who hold a permanent appointment to a position in Exhibit 2 who possess a PSHRA CP (Certified Professional) certification by the Public Sector Human Resources Association (formerly IPMA) are eligible to receive $300 per month.

B. Employees who possess and maintain certification as a Certified Access Specialist (CASp) by the State of California 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 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 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.














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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 certifie d employees occupying permanent classes in Exhibit 2 is one hundred dollars ($100) per month, regardless of how many languages for which an employee is certified.

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

F. Certified employees shall not refuse to in terpret/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 requir ed 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 employ ee 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 shall select the City’s high plan or low plan and contribute the employee premium through payroll deductions.

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 Insu rance for employees in accordance with the terms of the policy.














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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 amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Employees Retirement System. The employee shall have no option to receive the one and one-half percent (1.5%) contribution in cash. The one and one- half percent (1.5%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account, nor will it be deposited into a member’s Deferred Retirement Account Program (DROP) account.

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

F. The City currently maintains a Health Reimbursement Arrangement (HRA) as described in Internal Revenue Service (IRS) Notice 2002-45 and other guidance published by the IRS regarding 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 statutorily protected leave such as, but not limited to, Family and Medical Leave Act and Protected Sick Leave taken for the purposes identified in California Labor Code Section 233) in the 24 months preceding their date of retirement, will be credited with an account for the employee under the HRA to be used to pay premiums for medical insurance (including COBRA premiums) and qualified medical expenses pursuant to City of Fresno Retiree HRA Plan Document. The “value” of the account shall be determined as follows:














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• 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 accumulated Special HRA bank hours at the time of retirement multiplied by 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 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).














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

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

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

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

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

1. Salary; and

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

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

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

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

2. Education and/or certificate pay;

3. Premium pay;

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

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

6. Leave payoff/cash out;

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

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














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

15. City funded deferred compensation contributions up to the IRS deferral limits set each calendar year.

16. Additional Annual Leave beyond what is authorized in Section 9 of the Salary Resolution. Additional Annual Leave provided under this section is not to exceed the total amount of Annual Leave usually earned by the employee over the course of twelve months.

17. For individuals in executive ranges E1- E4, additional HRA leave credits beyond what is already contained in this document, not to exceed 100 credits.

18. Recruitment and/or retention incentive pay when authorized pursuant to Section 26 below.

19. 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.

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 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.














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F. Deferred Compensation benefits shall apply to employees in Exhibit 2 who are in job classes with Executive Pay Ranges E5 through E24 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 perman ent positions in the Cadet series will be determined by the City Manager or designee.

6. Health & Welfare Insurance
The City contribution of the total premiums shall be eighty percent (80%) and the employee share of the total premium shall be (20%). Effective July 1, 2027, the City contribution of the total premiums shall be seventy percent (70%) and the cadet share of the total premium shall be (30%). Employees may opt to contribute the employee share through payroll deductions to make up the difference between the total premium and the City contribution to receive the maximum benefit coverage provided under the Trust or opt to contribute a minimum employee share and accept a reduced coverage option. Employees may opt out of enrolling in the City’s Health and Welfare plan if enrolled in a health plan outside of the City. Eligible employees (i.e., with proof of other health insurance) may opt out of enrolling in the City’s Health and Welfare plan upon:
(a) employment with the City;
(b) within thirty (30) days of a qualifying event;














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(c) or during the open enrollment period for the Health Plan.

On an annual basis during the month of November, An employee electing to opt out of the City’s Health and Welfare plan will be required to submit proof of other health insurance to the Personnel Services Department. If other insurance is discontinued for any reason at any point, the employee must notify the Personnel Services Department Immediately. If the employee does not provide proof of other health insurance annually during the month of November, they will automatically be enrolled in the City’s Health and Welfare Trust

7. Holiday Leave
Employees occupying a permanent position in Exhibit 08A shall be entitled to the holidays listed in FMC Section 3-116. Upon separation from City service, employees will be compensated for all unused holiday balances at their applicable base rate of pay.

8. Vacation Leave
Employees occupying a permanent position in Exhibit 08A shall be entitled to accrue 6 hours of Vacation leave for each completed month.

9. 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,.

Employees will earn one (1) hour of leave for every thirty (30) hours of work, including overtime. This accr ual 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.

10. Bilingual Premium Pay

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

11. 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 rece ive 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














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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 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.

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.

8. 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














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provides Long Term Disability Insuranc e 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 be nefits 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 remain 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














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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

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 standby duty is required to report for work. In the event a Temporary employee on standby duty is required to report for standby work, standby premium pay shall be discontinued once the Temporary employee reports for standby work. Premium pay for standby duty and compensation for hours worked, whether the hours worked are during the Temporary employee’s standby work or work shift, shall not be 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














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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 appointments outside of regular work hours when possible. Use of Protected Sick Leave shall be authorized and recorded by an appointing authority or designee.

2. Protected Sick Leave can be used for:

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

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

iv. Upon the death of a member of an employee’s immediate family as defined below, the employee shall be allowed to utilize Sick Leave, or other leaves if Sick Leave is not available, as is necessary to take care of funeral arrangements, or attend the funeral, but not to exceed five (5) days.














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Immediate Family:
a. Spouse or Domestic Partner
b. Child (biological, adopted, foster, step, legal ward, child of domestic partner, or a person to whom the employee stands in loco parentis)
c. Parent (biological, foster, adoptive, in-law, step, a legal guardian, or other person who stood in loco parentis to the employee when the employee was a child)
d. Sibling (person related to another person by blood, adoption, or affinity through a common legal or biological parent)
e. Grandchild
f. Grandparent
g. Designated person’ means any individual related by blood or whose association with the employee is the equivalent of a family relationship. The designated person may be identified by the employee at the time the employee requests the leave. An employer may limit an employee to one designated person per 12- month period for family care and medical leave.

3. Protected Sick Leave shall be defined as accrued and available Sick Leave used pursuant to Sick Leave protected at law.

4. Only the use of Sick Leave shall be pr otected under these Sick Leave provisions.

The use of other leave banks will not be recognized as protected Sick Leave under this policy. Employees must have Sick Leave hours accrued and available in order for leave to be considered protected under this policy and under law

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

6. 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 ar e 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 remain in a Non-Accruing Sick Leave Bank.

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 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).

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 bargaini ng 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 c ap of the new bargaining unit will have any Holiday Leave above the cap converted to a Special Holiday Leave bank.

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

SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE

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 the 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 (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 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 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 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, 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.














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

Integrating leave balances with SDI/PFL benefits will continue only if leave balances are available and the employee remains eligible to receive SDI/PFL benefits. Once integration 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 due to exigent good cause circumstances on a case-by-case basis by the Director of Personnel Services or their designee.

Employees who elect to integrate as described above must provide Payroll with a copy of the City’s Long Term Disability Plan’s Notice of Award within fourteen (14) calendar days of the issue date of the Notice. Extension beyond fourteen (14) calendar days due














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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. Re-Employment of previously terminated Employees

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 des ignated 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 employ ee in a respective classification will receive a Referral Incentive of up to a total of one thousand dollars ($1,000) per referral, subject to the terms outlined below:

A. Police Officer Recruit

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

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














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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. CONFLI CTING RESOLUTIONS














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Resolution No. 2025-177, 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.














SEE APPENDIX FOR FOOTNOTES Page 1.1

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 4801 5041 5295 5559 5839 Airports Operations Leadworker 310010 12 5610 5891 6186 6496 6821 Airports Operations Specialist 310012 12 5103 5358 5626 5908 6204 Automotive Parts Leadworker 145006 12 5226 5487 5761 6050 6353 Automotive Parts Specialist 145005 12 4801 5041 5295 5559 5839 Aviation Mechanic I 410039 4 12 4 6606 6935 7284 7648 8031 Aviation Mechanic II 410040 4 12 4 7181 7540 7917 8314 8730 Aviation Mechanic Leadworker 410041 12 7900 8294 8710 9146 9603 Body & Fender Repairer I 320035 3 12 3 5610 5891 6186 6496 6821 Body & Fender Repairer II 320036 3 12 3 6287 6601 6931 7278 7643 Body & Fender Repairer Leadworker 320037 12 6915 7261 7625 8007 8407 Bus Air Conditioning Mechanic I 320030 3 12 3 5610 5891 6186 6496 6821 Bus Air Conditioning Mechanic II 320031 3 12 3 6287 6601 6931 7278 7643 Bus Air Conditioning Mechanic
Leadworker 320032 12 6915 7261 7625 8007 8407
Bus Equipment Attendant Leadworker 320040 12 5103 5358 5626 5908 6204 Bus Mechanic I 320020 3 12 3 5610 5891 6186 6496 6821
Bus Mechanic II 320021 3 12 3 6287 6601 6931 7278 7643
Bus Mechanic Leadworker 320022 12 6915 7261 7625 8007 8407 Collection System Maintenance Specialist 630002 12 5674 5958 6256 6569 6898 Collection System Maintenance
Technician 630001 12 5186 5445 5717 6003 6304
Combination Welder 710067 12 6239 6551 6880 7224 7586
Combination Welder Leadworker 710066 12 6846 7188 7547 7925 8322 Communications Technician 710051 12 6239 6551 6880 7224 7586 Construction & Heavy Equipment
Operator 710025 12 5788 6079 6382 6703 7038
Cross Connection Control Specialist 610040 12 6302 6617 6949 7297 7662

3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisf actory 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 sati sfactory 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.














SEE APPENDIX FOR FOOTNOTES Page 1.1

3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisf actory 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 sati sfactory 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 1
Unit 1 – Non-Supervisory Blue Collar (Local 39)

CLASS TITLE JOB PROB A B C D E CODE PER
Custodian 810001 12 3864 4058 4262 4475 4698
Equipment Service Worker I 710075 12 4801 5041 5295 5559 5839 Equipment Service Worker II 710076 12 5226 5487 5761 6050 6353 Fire Equipment Mechanic I 420010 3 12 3 5610 5891 6186 6496 6821 Fire Equipment Mechanic II 420011 3 12 3 6287 6601 6931 7278 7643 Fire Equipment Mechanic Leadworker 420012 12 6915 7261 7625 8007 8407 Graffiti Abatement Technician 710009 12 4575 4803 5044 5298 5564 Heavy Equipment Mechanic I 710100 3 12 3 5610 5891 6186 6496 6821 Heavy Equipment Mechanic II 710101 3 12 3 6287 6601 6931 7278 7643 Heavy Equipment Mechanic Leadworker 710102 12 6915 7261 7625 8007 8407 Instrumentation Specialist 620025 4 12 4 6551 6880 7224 7586 7965 Instrumentation Technician 620026 4 12 4 5961 6259 6572 6901 7247 Irrigation Specialist 510005 12 5034 5285 5551 5828 6120 Laborer 710005 12 3864 4058 4262 4475 4698
Light Equipment Mechanic I 710095 3 12 3 5610 5891 6186 6496 6821 Light Equipment Mechanic II 710096 3 12 3 6287 6601 6931 7278 7643 Light Equipment Mechanic Leadworker 710097 12 6915 7261 7625 8007 8407 Light Equipment Operator 710020 12 5103 5358 5626 5908 6204 Maintenance & Construction Worker 710015 12 4664 4898 5144 5401 5672 Maintenance & Operations Assistant 710001 12 3864 4058 4262 4475 4698 Maintenance Carpenter I 810020 12 5144 5401 5672 5955 6254 Maintenance Carpenter II 810021 12 5674 5958 6256 6569 6898 Park Equipment Mechanic I 710109 4 12 4 4637 4869 5113 5370 5639 Park Equipment Mechanic II 710110 4 12 4 5103 5358 5626 5908 6204 Park Equipment Mechanic Leadworker 710111 12 5610 5891 6186 6496 6821














SEE APPENDIX FOR FOOTNOTES Page 1.3

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

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

CLASS TITLE JOB PROB A B C D E CODE PER
Parking Meter Attendant I 710125 4 12 4 4190 4399 4620 4851 5094 Parking Meter Attendant II 710126 4 12 4 4637 4869 5113 5370 5639 Parking Meter Attendant Leadworker 710127 12 5069 5324 5590 5870 6164 Parks Maintenance Leadworker 510003 12 5034 5285 5551 5828 6120 Parks Maintenance Worker I 510001 12 3864 4058 4262 4475 4698 Parks Maintenance Worker II 510002 12 4575 4803 5044 5298 5564 Power Generation Operator/Mechanic 620055 12 6907 7253 7615 7996 8396 Property Maintenance Leadworker 810007 12 5144 5401 5672 5955 6254 Property Maintenance Worker 810006 12 4801 5041 5295 5559 5839 Roofer 810010 12 4688 4923 5170 5429 5702
Sanitation Operator 640021 12 5103 5358 5626 5908 6204
Senior Collection System Maintenance
Specialist 630004 12 6241 6553 6882 7227 7589
Senior Communications Technician 710052 12 6846 7188 7547 7925 8322 Senior Construction & Heavy Equipment
Operator 710026 12 7123 7479 7854 8247 8661
Senior Custodian 810002 12 4190 4399 4620 4851 5094
Senior Sanitation Operator 640022 12 5788 6079 6382 6703 7038 Senior Wastewater Mechanical Specialist 620062 12 6788 7128 7486 7860 8255 Senior Wastewater Treatment Plant
Operator 620043 12 7530 7907 8303 8718 9154
Senior Water Distribution/Production
Operator 610030 12 7530 7907 8303 8718 9154
Senior Water Treatment Plant Operator 610039 12 7881 8276 8691 9125 9582 Solid Waste Safety & Training Specialist 640005 12 5520 5797 6088 6393 6712 Street Maintenance Leadworker 710040 12 5226 5487 5761 6050 6353 Street Sweeper Lead Operator 710036 12 5610 5891 6186 6496 6821 Street Sweeper Operator 710035 12 5103 5358 5626 5908 6204 Tire Maintenance & Repair Technician 710081 12 5226 5487 5761 6050 6353














SEE APPENDIX FOR FOOTNOTES Page 1.4

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

CLASS TITLE JOB PROB A B C D E CODE PER
Tire Maintenance Worker 710080 12 4801 5041 5295 5559 5839 Traffic Maintenance Leadworker 710046 12 5226 5487 5761 6050 6353 Traffic Maintenance Worker I 710044 4 12 4 4310 4526 4753 4991 5241 Traffic Maintenance Worker II 710045 4 12 4 4742 4980 5229 5490 5764 Tree Trimmer Leadworker 510010 12 5186 5445 5717 6003 6304 Utility Leadworker 710010 12 5034 5285 5551 5828 6120
Vehicle Upfitter 710050 12 5674 5958 6256 6569 6898
Waste Container Maintenance Worker 640010 12 4190 4399 4620 4851 5094 Wastewater Distributor Technician 620050 12 4742 4980 5229 5490 5764 Wastewater Mechanical Specialist 620061 12 6302 6617 6949 7297 7662 Wastewater Mechanical Technician 620060 12 5674 5958 6256 6569 6898 Wastewater Treatment Plant Operator-In-
Training 6200401 - 5020 5272 5536 5813 6105
Wastewater Treatment Plant Specialist 620042 5 12 5 6640 6973 7322 7688 8074 Wastewater Treatment Plant Technician 620041 5 12 5 6276 6590 6921 7267 7632 Water Distribution/Production Specialist 610029 12 6302 6617 6949 7297 7662 Water Distribution/Production Technician 610028 12 5674 5958 6256 6569 6898 Water Maintenance Mechanic Specialist 610032 12 6276 6590 6921 7267 7632 Water Maintenance Mechanic Technician 610031 12 5674 5958 6256 6569 6898 Water Quality Specialist 610034 12 6302 6617 6949 7297 7662 Water Quality Technician 610033 12 5674 5958 6256 6569 6898 Water System Trainee 610023 1 - 3864 4058 4262 4475 4698 Water Treatment Plant Operator 610042 12 6846 7188 7547 7925 8322 Water Treatment Plant Operator-In-
Training 6100411 - 5069 5324 5590 5870 6164

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 mont hs, at the discretion of management. An employee in this series must serve a minimum one year probationary period.














SEE APPENDIX FOR FOOTNOTES Page 1.5

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective June 14, 2027

CLASS TITLE JOB PROB A B C D E CODE PER
Airports Building Maintenance Technician 310011 12 4946 5193 5454 5726 6015 Airports Operations Leadworker 310010 12 5779 6068 6372 6691 7026 Airports Operations Specialist 310012 12 5257 5519 5795 6086 6391 Automotive Parts Leadworker 145006 12 5383 5652 5934 6232 6544 Automotive Parts Specialist 145005 12 4946 5193 5454 5726 6015 Aviation Mechanic I 410039 4 12 4 6805 7144 7503 7878 8272 Aviation Mechanic II 410040 4 12 4 7397 7767 8155 8564 8992 Aviation Mechanic Leadworker 410041 12 8137 8543 8972 9421 9892 Body & Fender Repairer I 320035 3 12 3 5779 6068 6372 6691 7026 Body & Fender Repairer II 320036 3 12 3 6476 6800 7139 7497 7873 Body & Fender Repairer Leadworker 320037 12 7123 7479 7854 8248 8660 Bus Air Conditioning Mechanic I 320030 3 12 3 5779 6068 6372 6691 7026 Bus Air Conditioning Mechanic II 320031 3 12 3 6476 6800 7139 7497 7873 Bus Air Conditioning Mechanic
Leadworker 320032 12 7123 7479 7854 8248 8660
Bus Equipment Attendant Leadworker 320040 12 5257 5519 5795 6086 6391 Bus Mechanic I 320020 3 12 3 5779 6068 6372 6691 7026
Bus Mechanic II 320021 3 12 3 6476 6800 7139 7497 7873
Bus Mechanic Leadworker 320022 12 7123 7479 7854 8248 8660 Collection System Maintenance Specialist 630002 12 5845 6137 6444 6767 7105 Collection System Maintenance
Technician 630001 12 5342 5609 5889 6184 6494
Combination Welder 710067 12 6427 6748 7087 7441 7814
Combination Welder Leadworker 710066 12 7052 7404 7774 8163 8572 Communications Technician 710051 12 6427 6748 7087 7441 7814 Construction & Heavy Equipment
Operator 710025 12 5962 6262 6574 6905 7250
Cross Connection Control Specialist 610040 12 6492 6816 7158 7516 7892

3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisf actory 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 sati sfactory 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.














SEE APPENDIX FOR FOOTNOTES Page 1.6

3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisf actory 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 sati sfactory 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 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective June 14, 2027

CLASS TITLE JOB PROB A B C D E CODE PER
Custodian 810001 12 3980 4180 4390 4610 4839
Equipment Service Worker I 710075 12 4946 5193 5454 5726 6015 Equipment Service Worker II 710076 12 5383 5652 5934 6232 6544 Fire Equipment Mechanic I 420010 3 12 3 5779 6068 6372 6691 7026 Fire Equipment Mechanic II 420011 3 12 3 6476 6800 7139 7497 7873 Fire Equipment Mechanic Leadworker 420012 12 7123 7479 7854 8248 8660 Graffiti Abatement Technician 710009 12 4713 4948 5196 5457 5731 Heavy Equipment Mechanic I 710100 3 12 3 5779 6068 6372 6691 7026 Heavy Equipment Mechanic II 710101 3 12 3 6476 6800 7139 7497 7873 Heavy Equipment Mechanic Leadworker 710102 12 7123 7479 7854 8248 8660 Instrumentation Specialist 620025 4 12 4 6748 7087 7441 7814 8204 Instrumentation Technician 620026 4 12 4 6140 6447 6770 7109 7465 Irrigation Specialist 510005 12 5186 5444 5718 6003 6304 Laborer 710005 12 3980 4180 4390 4610 4839
Light Equipment Mechanic I 710095 3 12 3 5779 6068 6372 6691 7026 Light Equipment Mechanic II 710096 3 12 3 6476 6800 7139 7497 7873 Light Equipment Mechanic Leadworker 710097 12 7123 7479 7854 8248 8660 Light Equipment Operator 710020 12 5257 5519 5795 6086 6391 Maintenance & Construction Worker 710015 12 4804 5045 5299 5564 5843 Maintenance & Operations Assistant 710001 12 3980 4180 4390 4610 4839 Maintenance Carpenter I 810020 12 5299 5564 5843 6134 6442 Maintenance Carpenter II 810021 12 5845 6137 6444 6767 7105 Park Equipment Mechanic I 710109 4 12 4 4777 5016 5267 5532 5809 Park Equipment Mechanic II 710110 4 12 4 5257 5519 5795 6086 6391 Park Equipment Mechanic Leadworker 710111 12 5779 6068 6372 6691 7026














SEE APPENDIX FOR FOOTNOTES Page 1.7

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

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective June 14, 2027

CLASS TITLE JOB PROB A B C D E CODE PER
Parking Meter Attendant I 710125 4 12 4 4316 4531 4759 4997 5247 Parking Meter Attendant II 710126 4 12 4 4777 5016 5267 5532 5809 Parking Meter Attendant Leadworker 710127 12 5222 5484 5758 6047 6349 Parks Maintenance Leadworker 510003 12 5186 5444 5718 6003 6304 Parks Maintenance Worker I 510001 12 3980 4180 4390 4610 4839 Parks Maintenance Worker II 510002 12 4713 4948 5196 5457 5731 Power Generation Operator/Mechanic 620055 12 7115 7471 7844 8236 8648 Property Maintenance Leadworker 810007 12 5299 5564 5843 6134 6442 Property Maintenance Worker 810006 12 4946 5193 5454 5726 6015 Roofer 810010 12 4829 5071 5326 5592 5874
Sanitation Operator 640021 12 5257 5519 5795 6086 6391
Senior Collection System Maintenance
Specialist 630004 12 6429 6750 7089 7444 7817
Senior Communications Technician 710052 12 7052 7404 7774 8163 8572 Senior Construction & Heavy Equipment
Operator 710026 12 7337 7704 8090 8495 8921
Senior Custodian 810002 12 4316 4531 4759 4997 5247
Senior Sanitation Operator 640022 12 5962 6262 6574 6905 7250 Senior Wastewater Mechanical Specialist 620062 12 6992 7342 7711 8096 8503 Senior Wastewater Treatment Plant
Operator 620043 12 7756 8145 8553 8980 9429
Senior Water Distribution/Production
Operator 610030 12 7756 8145 8553 8980 9429
Senior Water Treatment Plant Operator 610039 12 8118 8525 8952 9399 9870 Solid Waste Safety & Training Specialist 640005 12 5686 5971 6271 6585 6914 Street Maintenance Leadworker 710040 12 5383 5652 5934 6232 6544 Street Sweeper Lead Operator 710036 12 5779 6068 6372 6691 7026 Street Sweeper Operator 710035 12 5257 5519 5795 6086 6391 Tire Maintenance & Repair Technician 710081 12 5383 5652 5934 6232 6544














SEE APPENDIX FOR FOOTNOTES

EXHIBIT 1
Unit 1 – Non-Supervisory Blue Collar (Local 39), effective June 14, 2027

CLASS TITLE JOB PROB A B C D E CODE PER
Tire Maintenance Worker 710080 12 4946 5193 5454 5726 6015 Traffic Maintenance Leadworker 710046 12 5383 5652 5934 6232 6544 Traffic Maintenance Worker I 710044 4 12 4 4440 4662 4896 5141 5399 Traffic Maintenance Worker II 710045 4 12 4 4885 5130 5386 5655 5937 Tree Trimmer Leadworker 510010 12 5342 5609 5889 6184 6494 Utility Leadworker 710010 12 5186 5444 5718 6003 6304
Vehicle Upfitter 710050 12 5845 6137 6444 6767 7105
Waste Container Maintenance Worker 640010 12 4316 4531 4759 4997 5247 Wastewater Distributor Technician 620050 12 4885 5130 5386 5655 5937 Wastewater Mechanical Specialist 620061 12 6492 6816 7158 7516 7892 Wastewater Mechanical Technician 620060 12 5845 6137 6444 6767 7105 Wastewater Treatment Plant Operator-In-
Training 6200401 - 5171 5431 5703 5988 6289
Wastewater Treatment Plant Specialist 620042 5 12 5 6840 7183 7542 7919 8317 Wastewater Treatment Plant Technician 620041 5 12 5 6465 6788 7129 7486 7861 Water Distribution/Production Specialist 610029 12 6492 6816 7158 7516 7892 Water Distribution/Production Technician 610028 12 5845 6137 6444 6767 7105 Water Maintenance Mechanic Specialist 610032 12 6465 6788 7129 7486 7861 Water Maintenance Mechanic Technician 610031 12 5845 6137 6444 6767 7105 Water Quality Specialist 610034 12 6492 6816 7158 7516 7892 Water Quality Technician 610033 12 5845 6137 6444 6767 7105 Water System Trainee 610023 1 - 3980 4180 4390 4610 4839 Water Treatment Plant Operator 610042 12 7052 7404 7774 8163 8572 Water Treatment Plant Operator-In-
Training 6100411 - 5222 5484 5758 6047 6349

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 mont hs, at the discretion of management. An employee in this series must serve a minimum one year probationary period.














SEE APPENDIX FOR FOOTNOTES

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 9238 - 13083 Airports Public Safety Assistant Manager 310170e - E8 8196 - 11893 Assistant City Attorney 160008e - E4 12687 - 20630
Assistant City Manager 150135e - E3 16922 - 23966
Assistant Controller 135020e - E5 10173 - 17566
Assistant Director 150160e - E5 10173 - 17566
Assistant Director of Personnel Services 150043e - E5 10173 - 17566 Assistant Director of Public Utilities 620100e - E5 10173 - 17566 Assistant Director of Public Works 210089e - E5 10173 - 17566 Assistant Police Chief 415010e - E5 10173 - 17566
Assistant Retirement Administrator 135040e - E5 10173 - 17566 Background Investigator 410055 - E16 5203 - 7257
Budget Analyst 135006e - E15 5885 - 8267
Budget Manager 135008e - E7 9238 - 13083
Chief Assistant City Attorney 160015e - E3 16922 - 23966 Chief Information Officer 125067e - E4 12687 - 20630
Chief Labor Negotiator 150030e - E6 10897 - 15125
Chief of Staff to Councilmember 150086e - E10 4144 - 11893 Chief of Staff to the Mayor 150123e - E5 10173 - 17566
City Attorney 160009e - E1 19935 - 28234
City Attorney Investigator 160003 - E15 5885 - 8267
City Clerk 150125e - E4 12687 - 20630
City Engineer 210080e - E4 12687 - 20630
City Manager 150130e - E1 19935 - 23234
Community Coordinator 150075e - E11 4444 - 7983
Community Outreach Specialist 150230e - E11 4444 - 7983 Controller 135021e - E4 12687 - 20630
Council Assistant 150085e - E10 4144 - 11893
Deputy City Attorney II 160006e - E8 8196 - 11893
Deputy City Attorney III 160007e - E24 9238 - 13083














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 10173 - 17566
Director 150170e - E4 12687 - 20630
Director of Aviation 310045e - E4 12687 - 20630
Director of Development 220020e - E4 12687 - 20630
Director of Personnel Services 150042e - E4 12687 - 20630 Director of Public Utilities 620101e - E4 12687 - 20630 Director of Transportation 310040e - E4 12687 - 20630
Economic Development
Coordinator 150090e - E10 4144 -
11893
Economic Development Director 150099e - E4 12687 - 20630 Executive Assistant to
Department Director 115003e - E19 4644 - 7080
Executive Assistant to the City
Attorney 115004e - E17 5277 - 8142
Executive Assistant to the City
Council 115008e - E19 4644 - 7080
Executive Assistant to the City
Manager 115001e - E17 5277 - 8142
Executive Assistant to the Mayor 115002e - E17 5277 8142 Fire Chief 425007e - E3 16922 - 23966
Fire Marshal 420030e - E7 8968 - 12701
Governmental Affairs Manager 150240e - E10 4144 - 11893 Human Resources Manager 150025e - E7 9238 - 13083
Independent Reviewer 150220e - E5 10173 - 17566
Internal Auditor 135010e - E15 5885 - 8267
Investment Officer 135014e - E6 10897 - 15125
Management Analyst II 150032e † 12 E15 5885 - 8267
Finance/Payroll Accountant 130016e - E8 8196 - 11893
Payroll Manager 135012e - E7 9238 - 13083
Police Chief 415008e - E2 17346 - 25807














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 8817 - 12487
Principal Internal Auditor 135011e - E8 8196 - 11893
Principal Labor Relations/Risk
Anal
yst 150018e - E12 8817 - 12487
Project Liaison/Program
Administrator 150062e - E13 9646 - 14344
Public Affairs Officer 150118e - E8 8196 - 11893
Public Works Director 210085e - E4 12687 - 20630
Retirement Administrator 135030e - E3 16922 - 23966
Retirement Benefits Manager 135045e - E7 9238 - 13083
Retirement Office Manager 115007e - E17 5277 - 8142
Senior Budget Analyst 135007e - E8 8196 - 11893
Senior City Attorney Investigator 160004e - E8 8196 - 11893 Senior Deputy City Attorney I 160013e - E23 10897 - 15125 Senior Deputy City Attorney II 160014e - E21 10238 - 16638 Senior Deputy City Attorney III 160016e - E22 10749 - 17468 Senior Human Resources/Risk
Analyst
150017e - E8 8196 - 11893
Senior Law Clerk 115022 10 - E16 5203 - 7257
Special Assistant City Attorney 160011e - E5 10173 - 17566 Supervising Deputy City Attorney 160010e - E5 10173 - 17566 Veterinarian 150250 e - E4 12687 - 20630
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 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 t he journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

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

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Account Clerk I 130001 3 6 3 3237 3384 3536 3700 3877
Account Clerk II 130002 3 12 3 3578 3742 3921 4098 4286 Accountant-Auditor I 130011 4 12 4 5235 5475 5728 6006 6288 Accountant-Auditor II 130012 4 12 4 5737 6002 6293 6592 6905 Accounting Technician 130010 12 4319 4522 4735 4953 5187 Administrative Clerk I 110001 3 6 3 3011 3143 3283 3434 3590 Administrative Clerk II 110002 3 12 3 3590 3754 3925 4108 4297 Airports Credentialing Technician 115080 12 4181 4376 4579 4797 5022 Airports Operations Officer I 310006 4 124 5239 5497 5761 6049 6351 Airports Operations Officer II 310009 4 124 5761 6049 6351 6669 7003 Airports Public Safety Agent I 310061 12 4 4321 4518 4727 4946 5176 Airports Public Safety Agent II 310062 12 4 4741 4961 5191 5438 5695 Airports Systems Technician 310171 12 5677 5960 6257 6569 6897 Animal Care Specialist I 560020 6 3 3536 3714 3899 4094 4299 Animal Care Specialist II 560021 12 3 3891 4085 4288 4503 4729 Animal Resource Officer I 560001 12 4 4321 4518 4727 4946 5176 Animal Resource Officer II 560002 12 4 4741 4961 5191 5438 5695 Animal Services Representative I 560030 6 3 3610 3773 3944 4127 4321 Animal Services Representative II 560031 12 3 3942 4125 4320 4516 4722 Associate Electrical Safety Consultant
I 230022 12 6541 6851 7181 7520 7882
Associate Electrical Safety Consultant
II 230023 12 7206 7551 7909 8289 8691
Associate Environmental & Safety
Consultant I 230003 12 6541 6851 7181 7520 7882
Associate Environmental & Safety
Consultant II 230004 12 7206 7551 7909 8289 8691
Associate Plumbing & Mechanical
Consultant I 230012 12 6541 6851 7181 7520 7882
Associate Plumbing & Mechanical
Consultant II 230013 12 7206 7551 7909 8289 8691
Billing System Specialist 125075 12 4756 4980 5216 5450 5705 Budget Technician 135005 12 4320 4519 4731 4954 5187
Building Inspector I 230007 4 12 4 5980 6263 6560 6876 7201 Building Inspector II 230008 4 12 4 6541 6851 7181 7520 7882 Building Inspector III 230009 12 7206 7551 7909 8289 8691














SEE APPENDIX FOR FOOTNOTES Page 3.2
3 This class is in a flexibly-staffed series which allows an employee to “flex” to the journey level after six months of satisfactory service for a total probationary period of twelve months. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 4 This class is in a flexibly-staffed series, which requires one year of satisfactory service before an employee can “flex” to t he 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 ca ses, in which an employee is hired at the journey level, twelve months of satisfactory service is required. 5 This class is in a flexibly-staffed series. The probationary period for employees in these classes shall be up to 18 months, at the discretion of management. An employee in this series must serve a minimum one year probationary period.

Effective 10/20/2025 by the Tenth Amendment to FY26 Salary Resolution No. 2025-177.

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

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Call Center Representative I 115070 3 6 3 3942 4124 4327 4516 4723 Call Center Representative II 115071 3 12 3 4334 4529 4739 4962 5194 Central Printing Clerk 120005 12 3588 3753 3924 4108 4297 Chemist 620020 12 5697 5972 6253 6553 6865
City Records Specialist 115025 12 4305 4504 4715 4936 5171 Commercial Building Inspector 230015 12 6541 6851 7181 7520 7882 Community Recreation Assistant 520010 12 4363 4558 4747 4939 5154 Community Revitalization Specialist 230053 12 5836 6116 6409 6759 7041 Community Revitalization Technician 230059 12 4060 4249 4446 4657 4876 Community Services Officer I 410025 4 12 4 4321 4518 4727 4946 5176 Community Services Officer II 410026 4 12 4 4741 4961 5191 5438 5695 Computer Systems Specialist I 125010 4 12 4 6051 6331 6633 6952 7281 Computer Systems Specialist II 125011 4 12 4 6633 6948 7279 7626 7995 Computer Systems Specialist III 125012 12 7281 7630 7997 8381 8787 Construction Compliance Specialist 150055 12 5003 5231 5482 5742 6010 Crime Scene Technician I 410010 4 12 4 4789 5013 5249 5499 5760 Crime Scene Technician II 410011 4 12 4 5249 5499 5760 6032 6323 Crime Specialist 410008 12 6005 6289 6590 6905 7240
Customer Services Clerk I 115060 3 6 3 3610 3773 3944 4127 4321 Customer Services Clerk II 115061 3 12 3 3942 4125 4320 4516 4722 Cybersecurity Analyst 125090 12 7281 7630 7997 8381 8787 Deputy City Clerk 115028 4 124
3936 4118 4308 4509 4716
Development Services Coordinator 230057 12 6123 6459 6773 7096 7436 Digital Forensics Analyst 410050 12 7943 8343 8758 9196 9655 Emergency Services Call Taker 410000 12 5368 5612 5820 6086 6343 Emergency Services Dispatcher I 410001 5 12 5 5368 5612 5820 6086 6343 Emergency Services Dispatcher II 410002 5 12 5 5809 6080 6368 6668 6974 Emergency Services Dispatcher III 410003 12 6386 6679 7002 7301 7671














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 t he 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 210015 4 12 4 7603 7983 8382 8799 9240
Engineer II 210016 4 12 4 8579 9010 9460 9933 10429
Engineering Aide I 210001 3 6 3 3745 3912 4091 4281 4485 Engineering Aide II 210002 3 12 3 4449 4659 4868 5095 5343 Engineering Inspector I 230075 4 12 4 5985 6289 6572 6883 7216 Engineering Inspector II 230076 4 12 4 6552 6861 7191 7535 7898 Engineering Technician I 210005 4 12 4 4400 4605 4827 5042 5281 Engineering Technician II 210006 4 12 4 5382 5645 5904 6180 6475 Environmental Compliance
Inspector 620001 12 5619 5888 6160 6453 6756
Facilities Construction Specialist 230085 12 5742 6008 6296 6594 6912 Firearms & Digital Forensics
Technician 410070 12 5500 5761 6033 6324 6624
Fire Prevention Inspector I 420001 5 12 5 5075 5312 5555 5827 6104 Fire Prevention Inspector II 420002 5 12 5 5849 6116 6409 6724 7041 Fleet Operations Specialist 710105 12 5366 5616 5887 6164 6461 Geographic Information System
(GIS) Specialist 125025 12 7281 7630 7997 8381 8787
Geographic Information System
(GIS) Technician I 1250264 124
6047 6328 6628 6947 7275
Geographic Information System
(GIS) Technician II 1250274 124
6633 6946 7279 7626 7995
Graphics Technician 120013 12 4721 4949 5188 5442 5707
Helicopter Pilot 410033 12 7157 7506 7873 8259 8667
Housing Rehabilitation Specialist 230056 12 5817 6100 6402 6715 7041 Industrial/Commercial Water
Conservation Representative 610015 12 5628 5897 6170 6465 6770 Interpreter/Translator 150232 12 6214 6557 6875 7204 7548 Laboratory Assistant 620010 12 3929 4116 4306 4506 4715 Laboratory Technician I 620011 4 12 4 4723 4945 5177 5418 5671 Laboratory Technician II 620012 4 12 4 5187 5429 5685 5957 6241 Landscape Water Conservation
Specialist 610005 12 5612 5880 6160 6451 6756














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 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 t he journey level. Employees in classes that require one year of service for flexing will not serve an additional probationary period at the journey level. In those cases, in which an employee is hired at the journey level, twelve months of satisfactory service is required.

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

CLASS TITLE
JOB
CODE
PROB

PER A B C D E
Law Office Assistant 115021 12 4718 4949 5189 5442 5705 Network Systems Specialist 125030 12 7281 7630 7997 8381 8787 PAR Program Specialist 410023 12 4060 4249 4446 4657 4876 Paratransit Specialist 320005 12 4324 4528 4742 4956 5187 Park Ranger I 410060 4 12 4 4321 4518 4727 4946 5176
Park Ranger II 410061 4 12 4 4741 4961 5191 5438 5695
Parking Enforcement Officer I 710120 4 12 4 3802 3959 4122 4284 4466 Parking Enforcement Officer II 710121 4 12 4 4165 4342 4522 4704 4915 Parking Enforcement Officer III 710122 12 4586 4771 4985 5189 5412 Phlebotomist 410007 12 3929 4116 4306 4506 4715
Planner I 220005 3 6 3 5731 5989 6276 6578 6893
Planner II 220006 3 12 3 6217 6559 6879 7205 7550
Plans Examiner 210041 12 6273 6557 6871 7208 7547
Plans and Permit Technician 220002 12 5718 5985 6257 6564 6876 Police Data Transcriptionist 115035 12 4588 4800 5023 5256 5503 Police Support Services Clerk 115043 12 3808 3985 4168 4362 4563 Police Support Services Technician 115044 12 4181 4376 4579 4797 5022 Principal Account Clerk 130004 12 4319 4522 4735 4953 5187 Procurement Specialist 140002 12 5424 5683 5950 6234 6531 Program Compliance Officer 640026 12 4638 4866 5104 5351 5612 Programmer/Analyst I 125020 4 12 4 6054 6338 6638 6958 7285 Programmer/Analyst II 125021 4 12 4 6633 6948 7279 7626 7995 Programmer/Analyst III 125022 12 7281 7630 7997 8381 8787 Programmer/Analyst IV 125023 12 7996 8386 8792 9210 9654 Property & Evidence Technician 145010 12 4718 4939 5171 5415 5670 Property Specialist I 175001 4 12 4 5606 5877 6154 6444 6755 Property Specialist II 175002 4 12 4 6495 6805 7133 7472 7833 Radio Dispatcher 120015 12 3985 4164 4338 4529 4715
Radio Frequency (RF) Network
Engineer I 125095 12 4 6633 6948 7279 7626 7995
Radio Frequency (RF) Network
Engineer II 125096 12 4 7281 7630 7997 8381 8787
Rangemaster/Armorer 410035 12 5500 5761 6033 6324 6624














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 th e 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 170001 4 12 4 4545 4758 4974 5212 5458 Real Estate Finance Specialist II 170002 4 12 4 5944 6224 6522 6829 7152 Recreation Specialist 520005 12 4689 4905 5136 5378 5628 Retirement Counselor I 135050 4 12 4 4318 4521 4734 4955 5187 Retirement Counselor II 135051 4 12 4 4746 4967 5201 5447 5705 Right of Way Agent 210120 12 7716 8103 8508 8933 9379
Safety and Training Specialist 150050 12 5068 5314 5576 5847 6134 Senior Account Clerk 130003 12 3935 4113 4302 4504 4716 Senior Administrative Clerk 110003 12 3946 4129 4320 4521 4733 Senior Airports Public Safety Agent 310063 12 5225 5470 5726 5991 6276 Senior Animal Care Specialist 560022 12 4279 4493 4717 4954 5201 Senior Animal Resource Officer 560003 12 5225 5470 5726 5991 6276 Senior Animal Services
Representative 560032 12 4813 5028 5261 5508 5767
Senior Call Center Representative 115072 12 4730 4958 5197 5449 5713 Senior Commercial Building Inspector 230016 12 7206 7551 7909 8289 8691 Senior Community Revitalization
Specialist 230054 12 6541 6848 7167 7513 7877
Senior Community Services Officer 410027 12 5225 5470 5726 5991 6276 Senior Crime Scene Technician 410012 12 5500 5761 6033 6324 6624 Senior Customer Services Clerk 115062 12 4813 5028 5261 5508 5767 Senior Cybersecurity Analyst 125091 12 7994 8384 8789 9208 9652 Senior Deputy City Clerk 1150294 124 4319 4518 4731 4953 5187 Senior Engineering Technician 210007 12 5926 6207 6499 6810 7124 Senior Fire Prevention Inspector 420003 12 6541 6848 7167 7513 7877 Senior Laboratory Technician 620013 12 5782 6059 6348 6649 6966 Senior Network Systems Specialist 125031 12 7994 8384 8789 9208 9652 Senior Park Ranger 410062 12 5225 5470 5726 5991 6276
Senior Plans Examiner 210042 12 6890 7212 7548 7914 8299 Senior Procurement Specialist 140003 12 5950 6234 6531 6844 7168 Senior Property & Evidence
Technician 145011 12 5187 5432 5688 5953 6239
Senior Radio Frequency (RF)
Network Engineer 125097 12 7994 8384 8789 9208 9652
Senior Records Clerk 110101 12 3935 4116 4307 4507 4715 Senior Secretary 110051 12 4337 4539 4750 4969 5204














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 4718 4939 5171 5415 5670
Senior Utility Service
Representative 230092 12 4744 4966 5201 5445 5705
Senior Water Systems Telemetry
& Distributed Control Specialist 610022 12 7994 8384 8789 9208 9652 Staff Assistant 150001 12 4337 4539 4750 4969 5204
Storeskeeper 145001 12 4286 4487 4695 4915 5145
Survey Party Technician 210030 12 5382 5645 5904 6180 6475 Tax/Permit Inspector 135001 12 5075 5314 5557 5830 6105 Traffic Signal Operations
Specialist 710150 12 7272 7618 7987 8367 8776
Transit Scheduler 320049 12 7272 7618 7987 8367 8776
Transit Scheduler Technician 320070 12 5718 5985 6257 6564 6876 Tree Program Specialist 510015 12 5365 5618 5889 6168 6461 Utility Service Representative I 230090 4 12 4 3934 4115 4305 4506 4715 Utility Service Representative II 230091 4 12 4 4318 4521 4731 4954 5186 Wastewater Reclamation
Coordinator 620035 12 5606 5877 6154 6444 6755
Water Conservation
Representative 610001 12 4059 4249 4446 4655 4875
Water Systems Telemetry &
Distributed Control Specialist 610021 12 6620 6933 7265 7611 7977

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 6.1
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
6760

7097 – – – – – – –
Police Officer 415002 6 12 6 – –
7451

7825 8217 8629 9061 9515 9990
Police Sergeant 415004 12

8144

8553

8981

9430 9905 10399 10919 11465 12040
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 6.1

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 8024 8424 8846 9289 9756 10244 10757 11294 11858 Fire Investigation Unit
Supervisor 425010 12 8024 8424 8846 9289 9756 10244 10757 11294 11858 Firefighter 425002 12 6420 6739 7079 7430 7826 8197 8607 9037 9489 Firefighter Specialist 425003 12 7190 7548 7928 8320 8737 9174 9633 10116 10622 Firefighter Trainee 425001 --- 5778














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

28.130769
23 29.544230
77 31.015384
62 32.561538
46 34.188461
54 35.901923
08 Bus Driver 320015 9 4876 5121 5376 5644 5926 6223 Student Driver 320014 1 - 25.575
Student Driver 320014 1 - 4433
Trolley Operator 710160 12 4876 5121 5376 5644 5926

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 8660
Airports Electrician 730011 12 Flat Rate 7833
Concrete Finisher 730005 12 Flat Rate 7533
Electrician 730010 12 Flat Rate 7833
Industrial Electrician 730012 12 Flat Rate 8660
Painter 730015 12 Flat Rate 6882
Plumber 730030 12 Flat Rate 7833














SEE APPENDIX FOR FOOTNOTES Page 8.1

EXHIBIT 8
Unit 8 – Non-Represented

CLASS TITLE
JOB
CODE
PROB

PER RANGE SALARY
Cashier Clerk 910010 - Hourl y $16.90 – $20.90 Per Hour Law Clerk 910015 - Hourl y $20.00 - $25.00 Per Hour
Law Enforcement Instructor 940020 - Hourl y $18.00 - $25.00 Per Hour Lifeguard 950001 - Hourl y $16.90 - $20.90 Per Hour
Per Diem VeterinarianI 910020e - Flat Rate $1,000 Flat Rate Per Shift Police Cadet IXVI 940005 9 48 mos. Hourl y $16.90 - $21.90 Per Hour Police Cadet II 940006 9 48 mos. Hourl y $18.00- $25.00 Per Hour Pool Supervisor 950015 - Hourl y $18.00 - $25.00 Per Hour Senior Lifeguard 950002 - Hourl y $17.00 - $21.50 Per Hour Services Aide 910005 - Hourl y $16.90 - $23.50 Per Hour Sports Official 950010 - Hourl y $16.90 - $25.00 Per Hour Intern 910002 - Hourl y $16.90 - $20.90 Per Hour
Youth Jobs Corps Program
Ambassador
910031 - Hourly $16.90 - $20.90 Per Hour
Youth Jobs Corps Program
Participant
910032 - Hourly $16.90 - $20.90 Per Hour
Youth Jobs Corps Program
Mentor
910033 - Hourly $17.00 - $21.50 Per Hour

12 Subject to full shift as determined by the City Manager.














SEE APPENDIX FOR FOOTNOTES Page 9.1

EXHIBIT 9
Unit 9 – Police Management (FPOA)
CLASS
TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Deputy
Police Chief 415007e11 -

14571

-

18940

- - - - -
Police
Captain 415006e 12 11600 12180 12789 13427 14102 14807 15548 16325 17141 Police
Lieutenant 415005e 12 10075 10579 11108 11663 12247 12859 13502 14178 14888 e Exempt class, see Section 4.
11 E9 Executive Pay Range

Effective 9/8/2025 by the Seventh Amendment to FY26 Salary Resolution No. 2025-177; Supersedes Original.














SEE APPENDIX FOR FOOTNOTES Page 9.1
.

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 10248 10763 11299 11862 12456 13078 13731 14417 15138 Deputy Fire
Chief 425006e - 12992 13642 14326 15042 15795 16587 17418 18290 19204 e Exempt class, see Section 4.














SEE APPENDIX FOR FOOTNOTES Page 11.1

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

CLASS TITLE JOB
CODE
PROB

PER A B C D E F G
Airports Public
Safety Officer 310002 12 6101 6403 6707 7040 7386 7756 8145 Airports Public
Safety Supervisor 310005 12 7118 7472 7846 8237 8647 9080 9534














SEE APPENDIX FOR FOOTNOTES Page 12-1
EXHIBIT 12
Unit 12 – Board and Commission Members

CLASS TITLE
JOB

CODE RANGE SALARY
Building Standards Appeals Board
Member
156040 Stipend $100 Per Meeting Attended, not to
exceed $200 per month
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
$200 Per Meeting Attended, not to
exceed $500 per month
8Not applicable for current City employees.














SEE APPENDIX FOR FOOTNOTES Page 13-1.1
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 6904 7244 7596 7971 8360 Airports Airside/Landside
Superintendent 310018e 12 7595 7965 8359 8767 9198
Airports Credentialing Supervisor 115081e 12 7010 7355 7719 8089 8489 Airports Operations Supervisor 310013e 12 7460 7824 8204 8608 9024 Airports Projects Supervisor 310016e 12 7980 8372 8783 9215 9671 Airports Property Supervisor 175005e 12 6910 7249 7600 7975 8360 Animal Center Supervisor 560035e 12 6910 7249 7600 7975 8360 Animal Programs Coordinator 560050e 12 4612 4856 5071 5319 5580 Architect 210045e 12 9644 10120 10618 11150 11704
Assistant Law Office Manager 115019e 12 7891 8272 8681 9100 9548 Business Process & Systems Analyst 125044e 12 7890 8272 8678 9102 9548 Call Center Supervisor 115073e 12 7152 7498 7861 8239 8642 Capital Development Specialist 310007e 12 7591 7968 8358 8769 9199 Central Print Supervisor 120007e 12 6328 6638 6960 7302 7655 Chief Engineering Inspector 230078e 12 7793 8172 8576 8997 9438 Chief Engineering Technician 210009e 12 8762 9190 9644 10120 10618 Chief of Facilities Maintenance 810037e 12 7638 8015 8408 8819 9255 Chief of Wastewater Environmental
Services 620075e 12 7309 7670 8046 8440 8854
Chief of Wastewater Facilities
Maintenance 620085e 12 7638 8015 8408 8819 9255
Chief of Wastewater Treatment
Operations 620080e 12 7722 8108 8506 8923 9361
Chief of Water Operations 610070e 12 7851 8233 8642 9067 9510 Chief Police Pilot 410031e 12 8629 9051 9501 9968 10462 Chief Surveyor 210032e 12 12163 12771 13410 14081 14784 Community Services and Recreation
Supervisor 520016e 12 6924 7262 7621 7998 8381
Contract Compliance Officer 150061e 12 6910 7249 7600 7975 8360 Custodial Supervisor 810025e 12 6910 7249 7600 7975 8360 Cybersecurity Specialist 125093e 12 9515 9992 10492 11017 11569 Database Administrator 125045e 12 7890 8272 8678 9102 9548 DBE/Small Business Coordinator 150070e 12 6922 7257 7612 7986 8379 Emergency Services Dispatch
Supervisor 410004e 12 7273 7628 7998 8390 8799
Energy Efficiency Supervisor 230058e 12 6127 6427 6742 7075 7421 e Exempt class, see Section 4.














SEE APPENDIX FOR FOOTNOTES Page 13-1.2
Exhibit 13-1
Unit 13 - Exempt Supervisory and Professional (CFPEA)

CLASS TITLE JOB
CODE
PROB

PER A B C D E
Equipment Supervisor 720031e 12 7515 7881 8267 8673 9101 Fire Prevention Engineer 210055e 12 8371 8783 9212 9666 10143 Fleet Administration Supervisor 720025e 12 6910 7249 7600 7975 8360 Grant Writer 150105e 12 5771 6053 6348 6659 6983
Historic Preservation Specialist 230066e 12 7245 7603 7978 8368 8776 Housing Program Supervisor 230055e 12 7469 7842 8233 8645 9078 Human Resources Analyst 150016e 12 7010 7354 7708 8087 8486 Human Resources Records
Supervisor 115050e 12 7038 7382 7746 8118 8521
Information Services Supervisor 125032e 12 8675 9102 9548 10017 10514 Landscape Maintenance
Superintendent 510027e 12 8606 9031 9472 9938 10426
Lead Risk Analyst 150008e 12 7283 7645 8028 8428 8852
Licensed Professional Engineer 210110e 12 12163 12771 13410 14081 14784 Management Analyst I 150020e 12 4612 4837 5071 5319 5580 Management Analyst II 150021e 12 5793 6077 6372 6684 7008 Parking Supervisor 720035e 12 7251 7596 7962 8350 9130
Parks Supervisor I 510025e 12 6328 6638 6960 7302 7655
Parks Supervisor II 510026e 12 6924 7262 7621 7998 8381 Planner III 220007e 12 6928 7266 7621 7997 8392
Police Support Services Supervisor 115047e 12 7010 7355 7719 8089 8489 Principal Accountant 130014e 12 7610 7981 8375 8785 9217 Procurement Supervisor 140004e 12 6894 7239 7600 7979 8379 Professional Engineer 210100e 12 9644 10120 10618 11150 11704 Project Manager 150065e 12 8817 9258 9722 10207 10719
Records Supervisor 115045e 12 7010 7355 7719 8089 8489
Recycling Coordinator 640001e 12 5768 6047 6344 6651 6979 Registered Veterinary Tech 560060e 12 5182 5441 5714 5999 6299 Revenue Supervisor 135025e 12 7119 7466 7828 8205 8602
Risk Analyst 150010e 12 7010 7354 7708 8087 8486
Sanitation Supervisor 640029e 12 6910 7249 7600 7975 8360 Senior Accountant-Auditor 130013e 12 6958 7298 7656 8030 8421 Senior Building Inspector 230034e 12 7640 8018 8411 8822 9262 Senior Database Administrator 125046e 12 8705 9120 9558 10016 10514 Senior Electrical Safety Consultant 230024e 12 7639 8018 8410 8822 9261 e Exempt class, see Section 4.














SEE APPENDIX FOR FOOTNOTES Page 13-1.3
Exhibit 13-1
Unit 13 - Exempt Supervisory and Professional (CFPEA)

CLASS TITLE JOB
CODE
PROB

PER A B C D E
Senior Engineering Inspector 230077e 12 7082 7433 7796 8179 8584 Senior Environmental & Safety
Consultant 230005e 12 7654 8032 8426 8839 9279
Senior Plumbing & Mechanical
Consultant 230014e 12 7640 8018 8411 8822 9262
Senior Programmer Analyst 125019e 12 8675 9102 9548 10017 10514 Senior Real Estate Agent 170012e 12 6910 7249 7600 7975 8360 Senior Retirement Counselor 135052e 12 7601 7985 8380 8798 9239 Senior Right of Way Agent 210121e 12 9000 9450 9923 10419 10941 Street Maintenance Superintendent 720004e 12 8606 9031 9472 9938 10426 Street Maintenance Supervisor 720001e 12 7595 7965 8359 8767 9198 Supervising Airports Building
Maintenance Technician 310014e 12 6910 7249 7600 7975 8360 Supervising Commercial Building
Inspector 230036e 12 7640 8018 8411 8822 9262
Supervising Engineering Technician 210008e 12 7591 7968 8358 8769 9199 Supervising Fire Prevention Inspector 420005e 12 7630 8004 8398 8811 9245 Supervising Paralegal 160020e 12 7618 7992 8380 8793 9225 Supervising Planner 220008e 12 7626 7999 8387 8799 9228 Supervising Plans Examiner 210044e 12 8860 9298 9758 10233 10736 Supervising Real Estate Agent 170013e 12 7596 7967 8360 8768 9199 Supervising Traffic Signal Operations
Specialist 720050e 12 7881 8266 8676 9103 9548
Survey Party Chief 210031e 12 7784 8159 8558 8974 9420
Systems Security Administrator 125050e 12 7891 8272 8681 9100 9548 Transit Supervisor I 320050e 12 6677 7002 7341 7702 8077 Transit Supervisor II 320051e 12 7516 7880 8267 8674 9101 Treasury Officer 135015e 12 7610 7981 8375 8785 9217
Trolley Supervisor 720060e 12 6677 7002 7341 7702 8077
Urban Forestry Supervisor I 510030e 12 6328 6638 6960 7302 7655 Urban Forestry Supervisor II 510031e 12 6924 7262 7621 7998 8381 Wastewater Environmental Supervisor 620073e 12 8089 8483 8902 9341 9798 Wastewater Operations Supervisor 620072e 12 8089 8483 8902 9341 9798 Wastewater System Supervisor 620071e 12 8089 8483 8902 9341 9798 Water Conservation Supervisor 610045e 12 7149 7498 7865 8255 8658 Water System Supervisor 610055e 12 8089 8483 8902 9341 9798

e Exempt class, see Section 4.














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 5264 5517 5782 6060 6354
Legal Secretary II 115016 12 5790 6072 6364 6669 6993
Paralegal 160001 12 6519 6836 7167 7518 7888
Senior Human Resources Technician 150014 12 5440 5700 5972 6263 6565 Senior Legal Secretary 115017 12 6662 6996 7345 7712 8097 Senior Paralegal 160002 12 6800 7139 7496 7871 8266
Supervising Crime Scene Technician 410013 12 6901 7238 7589 7958 8345 Ef














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 - 7637 7828 8024 8223 8427 8640 8856 9076 9304 Administrative Manager 220025e - 10064 10315 10573 10837 11107 11385 11669 11962 12262 Airports Marketing & Public
Relations Coordinator 310150e - 7637 7828 8024 8223 8427 8640 8856 9076 9304 Airports Operations Manager 310020e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Airports Planning Manager 310019e - 10064 10315 10573 10837 11107 11385 11669 11962 12262 Airports Properties Manager 310021e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Airports Safety Management
Systems Manager 310161e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Animal Behaviorist 560041e - 7637 7828 8024 8223 8427 8640 8856 9076 9304 Assistant City Clerk 115030e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Building Services Manager 230031e - 13468 13805 14149 14502 14866 15237 15618 16008 16409 Business Manager 150019e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Clinic Manager 560061e - 7637 7828 8024 8223 8427 8640 8856 9076 9304 Communications Manager 125060e - 10064 10315 10573 10837 11107 11385 11669 11962 12262 Construction Manager 210096e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Crime Scene Investigation
Bureau Manager 410015e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Cybersecurity Manager 125092e - 10064 10315 10573 10837 11107 11385 11669 11962 12262 Deputy City Engineer 210081e - 11934 12233 12540 12853 13175 13503 13842 14186 14541 Division Manager 150024e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Economic Development Analyst 150095e - 7637 7828 8024 8223 8427 8640 8856 9076 9304 Emergency Services Dispatch
Manager 410005e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Facilities Manager 810040e - 9150 9379 9615 9854 10102 10352 10610 10875 11147














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 - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Graffiti Abatement Manager 720040e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Housing & Neighborhood
Revitalization Mana
ger 230065e - 10064 10315 10573 10837 11107 11385 11669 11962 12262 Information Services
Manager 125055e - 10064 10315 10573 10837 11107 11385 11669 11962 12262 Law Office Manager 115020e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Licensed Engineer
Manager 210094e - 13334 13667 14007 14359 14717 15085 15462 15849 16245 PARCS Operations
Manager 520025e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Parks Manager 510035e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Personnel Manager 150026e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Planning Manager 220010e - 10064 10315 10573 10837 11107 11385 11669 11962 12262 Program Manager 510040e - 7637 7828 8024 8223 8427 8640 8856 9076 9304 Projects Administrator 150063e - 10064 10315 10573 10837 11107 11385 11669 11962 12262 Public Works/Public Utilities
Manager 210095e - 10064 10315 10573 10837 11107 11385 11669 11962 12262 Purchasing Manager 140005e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Records Manager 115046e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Retirement Accounting
Manager 135044e - 10315 10573 10837 11107 11385 11669 11962 12262 12568 Revenue Manager 135026e - 9150 9379 9615 9854 10102 10352 10610 10875 11147














SEE APPENDIX FOR FOOTNOTES Page 14.4

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
Mana
ger 210122e - 9931 10179 10434 10695 10963 11238 11520 11807 12102 Senior Management
Analyst 150023e - 7637 7828 8024 8223 8427 8640 8856 9076 9304 Solid Waste Manager 640040e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Training Officer 150046e - 7637 7828 8024 8223 8427 8640 8856 9076 9304 Transit Operations Manager 320055e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Trolley Manager 720061e 8389 8599 8815 9035 9262 9493 9732 9975 10225 Wastewater Manager 620095e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Water Manager 610075e - 9150 9379 9615 9854 10102 10352 10610 10875 11147 Water/Wastewater
Manager-Certified 620096e - 10522 10782 11053 11329 11612 11903 12199 12505 12817














SEE APPENDIX FOR FOOTNOTES Page 14.4

e Exempt class, See Section 4
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), effective December 28, 2026 (if met FY27 0.5% contingency)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
ADA Coordinator 150231e - 7676 7868 8065 8265 8470 8684 8901 9122 9351 Administrative Manager 220025e - 10115 10367 10626 10892 11163 11442 11728 12022 12324 Airports Marketing & Public
Relations Coordinator 310150e - 7676 7868 8065 8265 8470 8684 8901 9122 9351 Airports Operations Manager 310020e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Airports Planning Manager 310019e - 10115 10367 10626 10892 11163 11442 11728 12022 12324 Airports Properties Manager 310021e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Airports Safety Management
Systems Manager 310161e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Animal Behaviorist 560041e - 7676 7868 8065 8265 8470 8684 8901 9122 9351 Assistant City Clerk 115030e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Building Services Manager 230031e - 13536 13875 14220 14575 14941 15314 15697 16089 16492 Business Manager 150019e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Clinic Manager 560061e - 7676 7868 8065 8265 8470 8684 8901 9122 9351 Communications Manager 125060e - 10115 10367 10626 10892 11163 11442 11728 12022 12324 Construction Manager 210096e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Crime Scene Investigation
Bureau Manager 410015e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Cybersecurity Manager 125092e - 10115 10367 10626 10892 11163 11442 11728 12022 12324 Deputy City Engineer 210081e - 11994 12295 12603 12918 13241 13571 13912 14257 14614 Division Manager 150024e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Economic Development Analyst 150095e - 7676 7868 8065 8265 8470 8684 8901 9122 9351 Emergency Services Dispatch
Manager 410005e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Facilities Manager 810040e - 9196 9426 9664 9904 10153 10404 10664 10930 11203














SEE APPENDIX FOR FOOTNOTES Page 14.5
e Exempt class, See Section 4
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), effective December 28, 2026 (if met FY27 0.5% contingency)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Fleet Manager 720032e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Graffiti Abatement Manager 720040e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Housing & Neighborhood
Revitalization Mana
ger 230065e - 10115 10367 10626 10892 11163 11442 11728 12022 12324 Information Services
Manager 125055e - 10115 10367 10626 10892 11163 11442 11728 12022 12324 Law Office Manager 115020e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Licensed Engineer
Manager 210094e - 13401 13736 14078 14431 14791 15161 15540 15929 16327 PARCS Operations
Manager 520025e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Parks Manager 510035e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Personnel Manager 150026e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Planning Manager 220010e - 10115 10367 10626 10892 11163 11442 11728 12022 12324 Program Manager 510040e - 7676 7868 8065 8265 8470 8684 8901 9122 9351 Projects Administrator 150063e - 10115 10367 10626 10892 11163 11442 11728 12022 12324 Public Works/Public Utilities
Manager 210095e - 10115 10367 10626 10892 11163 11442 11728 12022 12324 Purchasing Manager 140005e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Records Manager 115046e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Retirement Accounting
Manager 135044e - 10367 10626 10892 11163 11442 11728 12022 12324 12631 Revenue Manager 135026e - 9196 9426 9664 9904 10153 10404 10664 10930 11203














SEE APPENDIX FOR FOOTNOTES Page 14.7

e Exempt class, See Section 4

EXHIBIT 14
Unit 14 – Management Classes (CFMEA), effective December 28, 2026 (if met FY27 0.5% contingency)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Right of Way Agent
Mana
ger 210122e - 9981 10230 10487 10749 11018 11295 11578 11867 12163 Senior Management
Analyst 150023e - 7676 7868 8065 8265 8470 8684 8901 9122 9351 Solid Waste Manager 640040e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Training Officer 150046e - 7676 7868 8065 8265 8470 8684 8901 9122 9351 Transit Operations Manager 320055e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Trolley Manager 720061e 8431 8642 8860 9081 9309 9541 9781 10025 10277 Wastewater Manager 620095e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Water Manager 610075e - 9196 9426 9664 9904 10153 10404 10664 10930 11203 Water/Wastewater
Manager-Certified 620096e - 10575 10836 11109 11386 11671 11963 12260 12568 12882














SEE APPENDIX FOR FOOTNOTES Page 14.7

e Exempt class, See Section 4
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), effective December 28, 2026 (if met FY27 1% contingency)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
ADA Coordinator 150231e - 7714 7907 8105 8306 8512 8727 8945 9167 9398 Administrative Manager 220025e - 10165 10419 10679 10946 11219 11499 11786 12082 12385 Airports Marketing & Public
Relations Coordinator 310150e - 7714 7907 8105 8306 8512 8727 8945 9167 9398 Airports Operations Manager 310020e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Airports Planning Manager 310019e - 10165 10419 10679 10946 11219 11499 11786 12082 12385 Airports Properties Manager 310021e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Airports Safety Management
Systems Manager 310161e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Animal Behaviorist 560041e - 7714 7907 8105 8306 8512 8727 8945 9167 9398 Assistant City Clerk 115030e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Building Services Manager 230031e - 13603 13944 14291 14648 15015 15390 15775 16169 16574 Business Manager 150019e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Clinic Manager 560061e - 7714 7907 8105 8306 8512 8727 8945 9167 9398 Communications Manager 125060e - 10165 10419 10679 10946 11219 11499 11786 12082 12385 Construction Manager 210096e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Crime Scene Investigation
Bureau Manager 410015e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Cybersecurity Manager 125092e - 10165 10419 10679 10946 11219 11499 11786 12082 12385 Deputy City Engineer 210081e - 12054 12356 12666 12982 13307 13639 13981 14328 14687 Division Manager 150024e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Economic Development Analyst 150095e - 7714 7907 8105 8306 8512 8727 8945 9167 9398 Emergency Services Dispatch
Manager 410005e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Facilities Manager 810040e - 9242 9473 9712 9953 10204 10456 10717 10984 11259














SEE APPENDIX FOR FOOTNOTES Page 14.8

e Exempt class, See Section 4
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), effective December 28, 2026 (if met FY27 1% contingency)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Fleet Manager 720032e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Graffiti Abatement Manager 720040e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Housing & Neighborhood
Revitalization Mana
ger 230065e - 10165 10419 10679 10946 11219 11499 11786 12082 12385 Information Services
Manager 125055e - 10165 10419 10679 10946 11219 11499 11786 12082 12385 Law Office Manager 115020e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Licensed Engineer
Manager 210094e - 13468 13804 14148 14503 14865 15236 15617 16008 16408 PARCS Operations
Manager 520025e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Parks Manager 510035e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Personnel Manager 150026e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Planning Manager 220010e - 10165 10419 10679 10946 11219 11499 11786 12082 12385 Program Manager 510040e - 7714 7907 8105 8306 8512 8727 8945 9167 9398 Projects Administrator 150063e - 10165 10419 10679 10946 11219 11499 11786 12082 12385 Public Works/Public Utilities
Manager 210095e - 10165 10419 10679 10946 11219 11499 11786 12082 12385 Purchasing Manager 140005e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Records Manager 115046e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Retirement Accounting
Manager 135044e - 10419 10679 10946 11219 11499 11786 12082 12385 12694 Revenue Manager 135026e - 9242 9473 9712 9953 10204 10456 10717 10984 11259














SEE APPENDIX FOR FOOTNOTES Page 14.9

e Exempt class, See Section 4
EXHIBIT 14
Unit 14 – Management Classes (CFMEA), effective December 28, 2026 (if met FY27 1% contingency)

CLASS TITLE
JOB
CODE
PROB

PER A B C D E F G H I
Right of Way Agent
Mana
ger 210122e - 10031 10281 10539 10802 11073 11351 11636 11926 12224 Senior Management
Analyst 150023e - 7714 7907 8105 8306 8512 8727 8945 9167 9398 Solid Waste Manager 640040e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Training Officer 150046e - 7714 7907 8105 8306 8512 8727 8945 9167 9398 Transit Operations Manager 320055e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Trolley Manager 720061e 8473 8685 8904 9126 9355 9588 9830 10075 10328 Wastewater Manager 620095e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Water Manager 610075e - 9242 9473 9712 9953 10204 10456 10717 10984 11259 Water/Wastewater
Manager-Certified 620096e - 10628 10890 11164 11443 11729 12023 12321 12631 12946














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
Brake & Front End Specialist
(710085) 10/20/25 Heavy Equipment Mechanic
Leadworker (710102) 100% 10/20/25
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
Electronic Equipment Installer
(710060) 10/20/25 Vehicle Upfitter (710050) 81.14% 10/20/25 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














EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective Ground Water Production
Technician
(610036) 7/1/20 Water Distribution/Production
Technician (610028) 100% 7/1/20
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
Locksmith (810015) 10/20/25 Roofer (810010) 100% 10/20/25 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
Special Guard (940010) 4/1/02 Police Cadet II (940006) 100% 12/10/20














EXHIBIT 16
Benchmarked Deleted Job Classifications or Deleted Pay Step, since 1/28/16 Classification Title Deleted Benchmarked To Percent Effective 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
Welder (710065) 10/20/25 Combination Welder (710067) 90.14% 10/20/25 Senior Legal Secretary 7/1/26 Legal Secretary II 115.8% 7/1/26














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 flexin g 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 Subject to full shift as determined by the City Manager.I 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.

I Effective 7/28/2025, by the First Amendment to the Salary Resolution No. 2025-826. * * * * * * * * * * * * * *














STATE OF CALIFORNIA )
COUNTY OF FRESNO ) ss.

CITY OF FRESNO )

I, TODD STERMER , City Clerk of the City of Fresno, certify that the foregoing resolution was adopted by the Council of the City of Fresno, at a regular meeting held on the
day of , 2025.

AYES :

NOES :

ABSENT :

ABSTAIN :

Mayor Approval: , 2025
Mayor Approval/No Return: , 2025
Mayor Veto: , 2025
Council Override Vote: , 2025

TODD STERMER
City Clerk

BY:

Deputy

APPROVED AS TO FORM:

CITY ATTORNEY'S OFFICE

BY:

Jennifer DeRuosi, Assistant City Attorney














Date Adopted: 6/17/2025 Fiscal Year 2026 2027 Salary Resolution Date Approved: 6/26/2025
Effective Date: 7/1/20252026
Last Date Amended: 12/30/2025
City Attorney Approval: Resolution No. 2025-1772026-XXX

Fiscal Year 20267
(July 1, 20265 – June 30, 2027
6)

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 ....................................................................................... 776 SECTION 5. WAGES, OVERTIME AND SICK LEAVE FOR TEMPORARY EMPLOYEES ............ 7 SECTION 6. FLEXIBLE STAFFING .............................................................................................. 98 SECTION 7. ALTERNATE WORK SCHEDULE FOR EMPLOYEES IN EXHIBIT 2 ...................... 98 SECTION 8. MANAGEMENT LEAVE (formerly “Administrative Leave”)/SUPPLEMENTAL MANAGEMENT LEAVE ......................................................................................... 109 SECTION 9. ANNUAL LEAVE FOR EMPLOYEES IN EXHIBIT 2 ............................................ 1211 SECTION 10. HOLIDAYS FOR EMPLOYEES IN EXHIBIT 2 ..................................................... 1413 SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES ........................................... 1514 SECTION 12. MANAGEMENT TIME OFF FOR EMPLOYEES IN EXHIBIT 2 ........................ 151514 SECTION 13. SALARY RATES .............................................................................................. 171615 SECTION 14. PROFESSIONAL CERTIFICATE AND LICENSE PAY .................................... 171615 SECTION 15. BILINGUAL CERTIFICATION PROGRAM FOR EMPLOYEES OCCUPYING PERMANENT CLASSES ................................................................................. 191716 SECTION 16. BENEFITS FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ............................................................................... 191817 SECTION 17. COMPENSATION FOR FULL-TIME EMPLOYEES OCCUPYING PERMANENT POSITIONS IN EXHIBIT 2 ............................................................................... 222120 SECTION 18. BENEFITS FOR POLICE CADETS, PERMANENT PART-TIME EMPLOYEES, AND LIMITED EMPLOYEES AND TEMPORARY EMPLOYEES ............................. 252322 SECTION 19. CONVERSION OF LEAVES WHEN CHANGING BARGAINING UNITS ......... 323028 SECTION 20. SPECIAL PROVISIONS FOR EMPLOYEES ON LEAVE FOR MILITARY SERVICE ......................................................................................................... 353230 SECTION 21. BEREAVEMENT LEAVE .................................................................................. 353230 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 .......................................................................................... 363331 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 ............................................................................................................... 373432 SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS ............ 373432 SECTION 25. IN-SERVICE DISTRIBUTION ........................................................................... 383533 SECTION 26. RECRUITMENT AND RETENTION INCENTIVE ............................................. 383533 SECTION 27. UNUSUAL CIRCUMSTANCES ........................................................................ 413836 SECTION 28. CONFLICTING RESOLUTIONS ...................................................................... 413836 SECTION 29. RESOLUTION EFFECTIVE DATE ................................................................... 413836

Resolution No. 2025-1772026-XXX
FY 267 Salary Resolution

RESOLUTION NO. 2025-1772026-XXX

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 20267.

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 servicepaid 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 four (4) 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.

3. In the event of Leave without Pay in accordance with Section M below.

4. Employees in a flexibly-staffed series shall not receive a step increase in the entry- level classification, unless otherwise stated in the MOU.

2. 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 work week, six (6) months of service equals 1,456 hours of service, and one (1) year of service equals 2,912 hours of service. For those employees in Permanent Part Time (PPT) Positions, their hours will be pro -rated to the 40 -hour or 42 -hour work week depending upon assignment.

G.

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

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

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exceeding the top step , in the new class range after adding five percent (5%) to the employee’s salary rate.

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

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

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

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42 hours 126 hours 2
126 hours 210 hours 4
210 hours 294 hours 6

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

At least But less than Calendar Weeks
delayed
1 hour 56 hours None
56 hours 168 hours 2
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

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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 fi ve percent (5%) below the control point for that class at the time of retirement, subject to the applicable provisions of the retirement system regarding years of service, compensation earnable, and so on.

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

a. The salary for each executive 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

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elects to begin receiving the retirement benefit. This adjusted Compensation Earnable shall be used in the Member’s final compensation for the calculation of the retirement benefit.

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

c. System members who enter the Deferred Retirement Option Program (hereafter “DROP”) or retire not having entered DROP on or after July 1, 2015, shall have any previously held Executive Pay Range salaries 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 met the minimum qualifications of the position , deemed qualified by the Personnel Services Department and approved by the City Manager or applicable appointing authority, completed 40 hours of service in a higher class the employee shall thereafter be paid at the rate of pay of the higher class while so assigned. An employee who has held permanent status in the higher class prior to such assignment shall not be required to complete the qualifying period of service set forth above and shall be paid for the entire duration of the assignment to the higher class at the rate of pay of the lowest step in the salary range of the higher class, which must be at least three and one -half percent (3.5%) higher than the rate received in the employee’s regular cla ss 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

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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”).

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

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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 rega rdless of age or dependency 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).

d. Upon the death of a member of an employee’s immediate family as defined below, the employee shall be allowed to utilize Sick Leave, or other leaves if Sick Leave is not available, as is necessary to take care of funeral arrangements, or attend the funeral, but not to exceed five (5) days.

Immediate Family:
i. Spouse or Domestic Partner
ii. Child (biological, adopted, foster, step, legal ward, child of domestic partner, or a person to whom the employee stands in loco parentis)
iii. Parent (biological, foster, adoptive, in-law, step, a legal guardian, or other person who stood in loco parentis to the employee when the employee was a child)
iv. Sibling (person related to another person by blood, adoption, or affinity through a common legal or biological parent)
v. Grandchild
vi. Grandparent
vii. Designated person means any individual related by blood or whose association with the employee is the equivalent of a family relationship. The designated person may be identified by the employee at the time the employee requests the
leave. An employer may limit an employee to one
designated person per 12-month period for family care and medical leave.
c.e.

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. Protected Sick Leave shall be defined as accrued and available Sick Leave used pursuant to Sick Leave protected at 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

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June 30). Sick Leave may be used beginning on the nineth (90th) day of employment.
c. Only the use of Sick Leave shall be protected under these Sick Leave provisions. The use of other leave banks will not be recognized as protected Sick Leave under this policy. Employees must have Sick Leave hours accrued and available in order for leave to be considered protected under this policy and under law.

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

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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 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

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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 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 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.

5. Supplemental Management Leave not used by the end of each fiscal year will be automatically transferred to the Special HRA Bank.

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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 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

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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 , employees who have reached their Annual Leave accumulation limit will have all hours exceeding the limit placed in a Special HRA bank to be credited to an HRA account for eligible employees upon retirement, until their Annual Leave accumulation falls below the hour limit as reflected in Section 9, subsection 1 b., , at which point they will resume accumulating Annual Leave. 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.

At the discretion of the Appointing Authority, e mployees 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 30 th. Payments between January 1 st and March 31 stJune 30 th 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/Non-Accruing Sick Leave

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a. Use of Frozen Sick Leave/Non-Accruing Sick Leave – Frozen Sick Leave Bbalances 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 the statutory amount has been satisfied by use of other leaves for the fiscal year.

b. Unused Frozen Sick Leav e/Non-Accruing 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%)for 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.

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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.

SECTION 11. SUPPLEMENTAL SICK LEAVE FOR EMPLOYEES IN EXHIBIT 2

Upon employment by the City on or after July 1 , 2016, new employees or rehired employees appointed to permanent positions set forth in Exhibit 2 shall receive 40 hours of Supplemental Sick Leave each fiscal year with a lifetime accrual limit of 80 hours. Supplemental Sick Leave hours shall be credited on a pro-rated basis for each full calendar month remaining on such appointment in the fiscal year. Employees in Exhibit 2 or employees transferring from another unit who have balances in Supplemental Sick greater than 80 will maintain their balance.

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.

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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.

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SECTION 13. SALARY RATES

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

EXHIBIT 1 Non-Supervisory Blue Collar
EXHIBIT 2 Non-Represented Management and Confidential Classes EXHIBIT 3 Non-Supervisory White Collar
EXHIBIT 4 Non-Management Police
EXHIBIT 5 Fire Non-Management
EXHIBIT 6 Bus Drivers and Student Drivers
EXHIBIT 7 Non-Supervisory Groups and Crafts
EXHIBIT 8 Non-Represented
EXHIBIT 9 Police Management
EXHIBIT 10 Fire Management
EXHIBIT 11 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 by the State of California are eligible to receive $300 per month.

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3. Investment Management/Fraud Examiner Certification / Designation

Employees who hold a permanent appointment to a position in Exhibit 2 who possess any of the following investment management certificates or designations are eligible to receive $300 per month:

a. Chartered Financial Analyst (CFA) designation
b. Financial Risk Manager (FRM) certification
c. Certified Treasury Professional (CTP) designation
d. Certified Investment Manager Analyst (CIMA) certification e. Certified Fraud Examiner (CFE) 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.

5. Doctor of Veterinary Medicine License
Employees who hold a permanent appointment to a position in Exhibit 2 who possess a Doctor of Veterinary Medicine license by the State of California are eligible to receive $300 per month.

6. Accredited Airport Executive Program
Employees who hold a permanent appointment to a position in Exhibit 2 who possess an Accredited Airport Executive designation by the American Association of Airport Executives are eligible to receive $300 per month.

7. Public Sector Human Resources Association
Employees who hold a permanent appointment to a position in Exhibit 2 who possess a PSHRA CP (Certified Professional) certification by the Public Sector Human Resources Association (formerly IPMA) are eligible to receive $300 per month.

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

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

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SECTION 15. BILINGUAL CERT IFICATION PROGRAM FOR EMPLOYEES OCCUPYING

PERMANENT CLASSES

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

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

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

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

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

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

F. Certified employees shall not refuse to interpret/translate while on paid status. Refusal shall result in appropriate disciplinary action.

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

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

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

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

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

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The employee may shall select the City’s high plan or low plan and opt to contribute the employee premium 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 amount. In accordance with Internal Revenue Code Section 414(h)(2) and related guidance, the City shall pick up and pay the contribution by salary reduction in accordance with this provision to the City of Fresno Employees Retirement System. The employee shall have no option to receive the one and one -half percent (1.5%) contribution in cash. The one and one - half percent (1.5%) contribution paid by the employee will not be credited to an employee’s accumulated contribution account, nor will it be deposited into a member’s Deferred Retirement Account Program (DROP) account.

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

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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 . The number of accumulated Special HRA bank hours at the time of retirement multiplied by 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 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).

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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:

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;

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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.

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. For individuals in executive ranges E1- E4, additional HRA leave credits beyond what is already contained in this document, not to exceed 100 credits.

16. 17.18. Recruitment and/or retention incentive pay when authorized pursuant to Section 26 below.

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18.19. 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 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.

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F. Deferred Compensation benefits shall apply to employees in Exhibit 2 who are in job classes with Executive Pay Ranges E5 through E24 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. Health & Welfare Insurance
The City contribution of the total premiums shall be eighty percent (80%) and the employee share of the total premium shall be (20%). Effective July 1, 2027, the City contribution of the total premiums shall be seventy percent (70%) and the cadet share of the total premium shall be (30%). Employees may opt to contribute the employee share through payroll deductions to make up the difference between the total premium and the City contribution to receive the maximum benefit coverage provided under the Trust or opt to contribute a minimum employee share and accept a reduced coverage option. Employees may opt out of enrolling in the City’s Health and Welfare plan if enrolled in a health plan outside of the City. Eligible employees (i.e., with proof of other health insurance) may opt out of enrolling in the City’s Health and Welfare plan upon:
(a) employment with the City;
(b) within thirty (30) days of a qualifying event;
(c) or during the open enrollment period for the Health Plan.

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On an annual basis during the month of November, An employee electing to opt out of the City’s Health and Welfare plan will be required to submit proof of other health insurance to the Personnel Services Department. If other insurance is discontinued for any reason at any point, the employee must notify the Personnel Services Department Immediately. If the employee does not provide proof of other health insurance annually during the month of November, they will automatically be enrolled in the City’s Health and Welfare Trust

7. Holiday Leave
Employees occupying a permanent position in Exhibit 08A shall be entitled to the holidays listed in FMC Section 3-116. Upon separation from City service, employees will be compensated for all unused holiday balances at their applicable base rate of pay.

8. Vacation Leave
Employees occupying a permanent position in Exhibit 08A shall be entitled to accrue 6 hours of Vacation leave for each completed month.

5. 6.9. Protected Sick Leave

Employees will accumulate and be able to use Protected Sick Leave in accordance with SB 616 and AB1522, Healthy Workplace Healthy Family Act of 2014 , up to forty (40) hours or five (5) days each fiscal year, whichever is greater..

Employees will earn one (1) hour of leave for every thirty (30) hours of work, including overtime. This accrual will begin on July 1, 2015, or the first day of employment, whichever is later. Accruals of Protected Sick Leave will be capped at eighty (80) hours. Accruals of Protected Sick Leave may be carried over from year to year.

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

7.10. Bilingual Premium Pay

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

8.11. 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

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the first six (6) months, the employee shall reimburse the City for one-sixth (1/6) of the three hundred ninety -six dollars ($396) for each full calendar month to be prorated on a pay-period-by-pay-period basis.

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

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

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

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.

6.8. 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.

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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 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

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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 t o receive the same benefits commensurate with those provided in their permanent position or as a permanent employee, respectively, except as specifically modified herein.

2. Temporary Employees

a. Temporary employees in non-exempt job classifications who are assigned standby duty shall receive premium pay of 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 standby d uty 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

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(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 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 regar dless 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).

iv. Upon the death of a member of an employee’s immediate family as defined below, the employee shall be allowed to utilize Sick Leave, or other leaves if Sick Leave is not available, as is necessary to take care of funeral arrangements, or attend the funeral, but not to exceed five (5) days.

Immediate Family:
a. Spouse or Domestic Partner

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b. Child (biological, adopted, foster, step, legal ward, child of domestic partner, or a person to whom the employee stands in loco parentis)
c. Parent (biological, foster, adoptive, in-law, step, a legal guardian, or other person who stood in loco parentis to the employee when the employee was a child)
d. Sibling (person related to another person by blood, adoption, or affinity through a common legal or biological parent)
e. Grandchild
f. Grandparent
g. Designated person’ means any individual related by blood or whose association with the employee is the equivalent of a family relationship. The designated person may be identified by the employee at the time the employee requests the leave. An employer may limit an employee to one designated person per 12- month period for family care and medical leave.
iii.

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 subsection C.2 above on or after July 1 of each year. Sick Leave may be used beginning on the ninetieth(90th) day of employment. Protected Sick Leave shall be defined as accrued and available Sick Leave used pursuant to Sick Leave protected at law.

3.4. Only the use of Sick Leave shall be protected under these Sick Leave provisions.

The use of other leave banks will not be recognized as protected Sick Leave under this policy. Employees must have Sick Leave hours accrued and available in order for leave to be considered protected under this policy and under law

4.5. 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.

5.6. 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 remain in a Non - Accruing Sick Leave Bank.

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 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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cancelled. Payroll will work directly with the 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 rat e 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.

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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 orde red 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

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.

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

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

INSURANCE PLAN

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

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

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

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

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

Notification shall be provided by completing an Agreement to Integrate Leave Balance form made available in each 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.

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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 due to exigent good cause circumstances on a case-by-case basis by the Director of Personnel Services or their designee.

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

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

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

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

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

SECTION 24. BENCHMARKING DELETED CLASSIFICATIONS AND PAY STEPS

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

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SECTION 25. 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 EmployeeRe-Employment of previously terminated Employees

When an employee takes a refund of their retirement contributions and interest following termination of city service, a bona-fide employment separation is required prior to a return to city employment. For purposes of this Section 25B, “bona fide employment separation” means: (1) there has been no explicit or implicit understanding or agreement before terminating city service, and for at least 90 calendar days after their termination, between the employee and the City of their future temporary employment w ith 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 l eased 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;

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