RESOLUTION NO. 2022-XX
A
RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
FULLERTON, CALIFORNIA, APPROVING THE
MEMORANDUM OF AGREEMENT BETWEEN THE CITY
AND THE FULLERTON MUNICIPAL EMPLOYEES
FEDERATION DATED MARCH 8, 2022
THE CI TY CO UNCIL O F T HE CI TY O F FULLERTON HE REBY RESOLVES AS FOLLOWS:
City Council approves the Agreement between the City of Fullerton and the Fullerton Municipal E mployees Federation dated March 8, 2022, attached hereto.
ADOPTED BY THE FULLERTON CITY COUNCIL ON MARCH 15, 2022. __
___________________________
Fred Jung
Mayor
A
TTEST:
___
__________________________
Lucinda Williams, MMC
City Clerk
Date
FULLERTON MUNICIPAL EMPLOYEES FEDERATION
July 1, 2021 through June 30, 2023
TABLE OF CONTENTS
ARTICLE TITLE PAGE
EMPLOYER-EMPLOYEE RELATIONS
1 INTRODUCTION 1
2 MANAGEMENT RIGHTS 1
3 PEACEFUL PERFORMANCE 2
4 FEDERATION - CITY MEETINGS 2
CONTRACTUAL ISSUES
5 TERM - EFFECTIVE DATES 2
6 MAINTENANCE OF EXISTING BENEFITS 2
7 SUCCESSOR AGREEMENT 3
8 SEPARABILITY 3
9 CITY REVENUES 3
10 REASONABLE TIME OFF TO MEET AND CONFER 3
11 ACCESS TO WORK LOCATIONS 3
12 USE OF CITY FACILITIES 4
13 USE OF BULLETIN BOARDS 4
PAY PROVISIONS
14 ALLOCATION OF CLASSES TO SALARY RANGES 5
15 BASE SALARY RATES 5
16 INCREMENT PAY 5
17 OVERTIME PAY 6
18 ACTING PAY 13
19 EXCEPTIONAL PERFORMANCE PAY 13
20 TUITION REIMBURSEMENT 13
21 UNIFORMS 16
22 TOOL ALLOWANCES/REIMBURSEMENTS 17
23 SURVEYS 18
RETIREMENT
24 CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM 18
(CalPERS)
25 SOCIAL SECURITY 19
INSURANCE
26 MEDICARE 19
27 HEALTH INSURANCE 20
28 REIMBURSEMENT ACCOUNT PROGRAM 22
ARTICLE TITLE PAGE
INSURANCE (Continued)
29 LONG-TERM DISABILITY INSURANCE 22
30 LIFE INSURANCE 23
31 DENTAL INSURANCE 23
32 VISION INSURANCE 23
33 SELF-INSURANCE/OTHER 23
34 CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT 24
LEAVES
35 DISCRETIONARY PERSONAL LEAVE 24
36 HOLIDAY LEAVE PROGRAM 24
37 VACATION 26
38 SICK LEAVE 27
39 CATASTROPHIC ILLNESS LEAVE BANK 30
40 WORKERS’ COMPENSATION PROGRAM 30
41 JURY DUTY 31
WORKING CONDITIONS
42 WORK SCHEDULES 32
43 WORK SCHEDULE REDUCTION 34
44 TEMPORARY EMPLOYEES 34
45 BENEFITS FOR PART-TIME EMPLOYEES 35
46 PAYROLL SYSTEM 36
47 VENDING MACHINES 36
48 UNIT MEMBERSHIP 36
49 PERSONNEL FILES 38
50 SUBSTANCE ABUSE 39
51 USE OF TOBACCO 39
52 CONTRACTING OUT 40
53 LAYOFFS 40
54 DISCIPLINARY ACTION 40
55 GRIEVANCES 41
56 PERSONNEL RULES 45
57 SAFETY REST PERIOD 46
APPENDICES
A FEDERATION SALARY SCHEDULE
B EXCEPTIONAL PERFORMANCE PAY POLICY SECTION 053
C FEDERATION WORK SCHEDULES
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Resolution No. 2022-XX
AGREEMENT
BETWEEN THE CITY OF FULLERTON AND
THE FULLERTON MUNICIPAL EMPLOYEES FEDERATION
FOR THE PERIOD JULY 1, 2021 THROUGH JUNE 30, 2023
ARTICLE 1: INTRODUCTION
This Agreement is made and entered into by the City of Fullerton (hereinafter referred to as the “City”) and the Fullerton Municipal Employees Federation (herein after referred to as the "Federation"). The Fullerton Municipal Employees Federation is the r ecognized majority representative of the General Employee bargaining unit (i.e., employees in classifications listed on Appendix A, hereinafter collectively referred to as affected employees).
Pursuant to City Council Resolution 5145 (which pertains to em ployer-employee relations) and California Government Code §3500, et seq., authorized representatives of the City and the Federation have met and conferred in good faith concerning compensation, hours and other terms and conditions of employment of affected employees, and have reached an Agreement which shall be submitted to the City Council for approval. Following approval, it shall be implemented by action of the Council or City Manager by appropriate ordinances, resolutions, or other directives.
Therefore, the City and the Federation agree that upon approval by the City Council, the compensation, hours and other terms and conditions of employment for affected employees shall be as follows:
ARTICLE 2: MANAGEMENT RIGHTS
The City retains all rights of management including but not limited to the exclusive right to determine the mission of its constituent departments, commissions and boards; to contract and subcontract; set standards of services; determine the procedures and standards of selection f or employment and promotion; direct its employees; take disciplinary action; relieve its employees from duty because of lack of work or for other legitimate reasons; maintain the efficiency of governmental operations; determine the methods, means and personnel by which government operations are to be conducted; determine the content of job classifications; take all necessary actions to carry out its mission in emergencies; and exercise complete control and discretion over its organization and the technology of performing its work; provided, however, that the exercise of such City rights shall not conflict with the express provisions of this Agreement.
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Resolution No. 2022-XX
ARTICLE 3: PEACEFUL PERFORMANCE
The parties recognize the obligation of the affected employees to continue to faithfully perform their duties for the City in accordance with the highest professional standards.
No affected employee shall engage in, induce, or encourage any concerted action against the City including, but not limited to, strikes, work stoppages, slowdowns, speedups, "sick- ins", “sick-outs", or withholding of services to the City.
The Federation agrees that neither it, nor any of its offi cers or agents will call, institute, authorize, participate in, sanction, or ratify any concerted action against the City as specified above. In the event of any concerted action as enumerated above, the Federation, its officers, agents, and representatives shall do everything within their power to end or avert same.
ARTICLE 4: FEDERATION – CITY MEETINGS
A. The City Manager and the Director of Human Resources shall meet with the Federation President and at least two Federation representatives on a semiannual basis. Other persons may attend these meetings if both parties consent. More frequent meetings may be held by mutual agreement.
B. The basic purpose of these meetings is to discuss issues of common interest and to solve mutual problems in a constructive fashion.
C. Grievances or disciplinary actions in progress may be discussed at these meetings only by mutual consent, and discussion of such topics does not preclude subsequent resolution via the grievance procedure.
D. Meet-and-confer subjects may be discussed by mutual consent, but this does not preclude exercise of further meet-and-confer options by either party.
ARTICLE 5: TERM - EFFECTIVE DATES
The term of this Agreement shall be from July 1, 2021 to June 30, 2023.
The effective date of each Article is July 1, 2021 unless otherwise stated herein.
ARTICLE 6: MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all compensation, hours and other terms and conditions of employment within the lawful scope of representation of the Federation presently enjoyed by affected employees shall remain in full force and effect during the term of this Agreement.
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ARTICLE 7: SUCCESSOR AGREEMENT
Either party may initiate negotiations for a successor agreement by serving a written request to bargain on the other party no sooner than February 1, 2023, but no later than April 30, 2023. The parties agree to meet within the thirty days after receipt of an initial request to bargain.
ARTICLE 8: SEPARABILITY
If any part or provision of this Agreement is rendered or declared invalid by any existing or subsequently enacted state or federal legislation, or by any decree of any court of competent jurisdiction, the remaining portions shall continue in full force and effect.
ARTICLE 9: CITY REVENUES
The Federation shall encourage its members to shop in Fullerton in an effort to increase the revenue available to the City.
ARTICLE 10: REASONABLE TIME OFF TO MEET AND CONFER
The Federation may select no more than six employee members to attend scheduled meetings with the City on subjects within the scope of representation during regul ar City Hall business hours without loss of compensation. None of these employee members shall be from the same budget division. The Federation shall, whenever practicable, submit the names of all such employee representatives to the City in writing at l east two working days in advance of such meetings. It is further provided:
A. That no employee representative shall leave his/her duty or workstation or assignment without approval of his/her department head or other authorized City management official.
B. That any such meeting is subject to scheduling by City management in a manner consistent with operating needs and work schedules.
Nothing provided herein, however, shall limit or restrict City management from scheduling such meetings before or after regular duty or work hours under appropriate circumstances.
ARTICLE 11: ACCESS TO WORK LOCATIONS
Officers of the Federation and their officially designated representatives shall be granted reasonable access to employee work locations for the purpose of processing grievances Fullerton Municipal Employees Federation Page 4
Resolution No. 2022-XX
or contacting members of the organization concerning business within the scope of representation. Such non-employee officers or representatives shall not enter any work location without the consent of the department head or the City Manager. Access may be restricted so as not to interfere with the normal operations of the department or with established safety or security requirements.
Solicitation of membership and activities concerned with the internal management of the Federation, such as collecting dues, holding membership meetings, campaigning for office, conducting elections and distributing literature, will not be permitted during working hours without prior approval by the City Manager or designee. Such approval shall not be unreasonably withheld.
ARTICLE 12: USE OF CITY FACILITIES
A. The Federation may, with the prior approval of the City Manager or designee, use City facilities for meetings. All such requests shall be in writing and shall state the purposes of the meeting. The City reserves the right to assess reasonable charges for the use of such facilities.
B. The use of City equipment other than items normally used in the conduct of business meetings (e.g., desks, chairs, and writing boards) is strictly prohibited, the presence of such equipment in approved City facilities notwithstanding.
C. The Federation may, with the prior approval of the City Manager, continue to use the City mail and e -mail service for the distribution of a regularly published employee newsletter.
ARTICLE 13: USE OF BULLETIN BOARDS
The Federation may use portions of City bulletin boards under the following conditions:
A. All materials must receive the approval of the Director of Human Resources or designee.
B. All materials must be dated and must identify the Federation as the publisher.
C. The actual posting of materials will be done as soon as possible after they have been approved. Unless special arrangements are made, materials posted will be removed 31 days after the publication date.
D. The City reserves the right to determine where bulletin boards shall be placed and what portion of them is to be allocated to Federation materials.
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Resolution No. 2022-XX
ARTICLE 14: ALLOCATION OF CLASSES TO SALARY RANGES
A. The allocation of classes to salary ranges is contained in Appendix A.
B. The City shall extend the opportunity to meet concerning the pay level of new classifications no later than seven calendar days before Staff's recommendation is considered by the City Council. If the Federation does not accept this invitation within four calendar days, the opportunity to meet will be waived.
ARTICLE 15: BASE SALARY RATES
The schedule of base salary rates is contained in Appendix A.
Effective the first pay period after ratification and approval of this Agreement, the base salary rates shall be adjusted by an across-the-board increase of 5.25%.
ARTICLE 16: INCREMENT PAY
A. Shift Differential Pay
1. Non-Library Employees
With the exception of Library personnel, an employee shall receive Shift Differential Pay in the amount shown if the requirements of the following schedule are met:
a. Swing Shift - 50% of the working 2.5% of his/her base hours per pay period are between salary rate
3:00 p.m. and 11:00 p.m.
b. Graveyard Shift - 50% of the 5% of his/her base salary working hours per pay period rate
are between 11:00 p.m. and
7:00 a.m.
c. Non-Day Shift - when neither a. 2.5% of his/her base nor b. above apply, but 50% of salary rate
the working hours per pay period
occur in a combination of the Swing
and Graveyard shifts.
2. Library Employees
a. An eligible Library employee shall receive, in addition to regular pay, Shift Differential Pay equal to 5% of his/her base hourly rate for any hours worked after 5:00 p.m., except that no one shall receive shift differential solely because he/she is on an alternate work schedule and works after 5:00 p.m.
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Resolution No. 2022-XX
b. Library shift pay is a vested benefit for employees regularly appointed to any Library position effective on or before June 30, 1984 as well as for those regularly appointed to any full -time Library position after that date. A person regularly appointed t o a Library position on less than a full time basis effective on or after July 1, 1984 shall not be eligible for this benefit, except that if he/ she converts to full-time for a minimum of ten consecutive workdays, he/she shall be eligible to receive Library shift pay for the duration of that full -time status.
B. Bilingual Pay
An employee shall be eligible to receive an additional $ 60 per pay period if the following conditions are met:
1. The employee must on a frequent and recurring basis speak and/or translate by reading/writing one or more languages other than English in the performance of his/her public contact duties with the City.
2. The employee must pass a language skills test approved or administered by the City.
C. Night Emergency Response Pay
An employee permanently assigned to the Night Emergency Response Unit shall receive an additional 2.5% of his/her base salary. An employee assigned to this Unit on an acting basis shall receive this additional pay beginning after 80 consecutive working hours of such assignment.
ARTICLE 17: OVERTIME PAY
A. FLSA exempt classifications are designated in Appendix A with an “X”. All other affected employees are designated non-exempt for purposes of the Fair Labor Standards Act (FLSA).
B. Work Period
For employees on the standard workweek, the FLSA work period shall be seven days in length commencing at 12:01 a.m. each Saturday. For employees on an alternate work schedule (e.g., a 9/80 work schedule), the City shall adjust the FLSA work period to ensure the employee’s regular schedule does not exceed 40 hours of work in any seven-day work period. (See Appendix C.)
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Resolution No. 2022-XX
C. Time Worked
In determining eligibility for overtime, paid leaves of absence shall be regarded as time worked and shall be included in calculating the total hours worked. Paid leaves of absence include, but are not limited to the following:
1. Vacation 6. Workers' Compensation Leave
2. Holiday Leave 7. Jury Duty
3. Sick Leave 8. Bereavement Leave
4. Administrative Leave 9. Military Leave
5. Compensatory Time off
In calculating hours actually worked for overtime purposes, the following time will be excluded:
1. Voluntary non-pay time
2. Leaves of absence without pay
3. Suspensions with and without pay
4. Standby Duty
There shall be no pyramiding of overtime. Hours worked by an employee in any workday, workweek or payroll period on which premium rates have once been allowed shall not be used again in any other overtime computation. For example, if an employee receives overtime compensation for work performed in excess of the employee’s regularly scheduled workday, those hours paid at the overtime rate will not be counted in determining overtime compensation for hours in excess of 40 hours in a workweek.
D. Payment - Non-Exempt Employees
1. Each non-exempt employee (including those employed part-time) required to work in excess of 40 hours in a work period shall receive compensation at the premium rate of time and one- half his/her regular rate of pay for the excess hours, except that Police Department employees shall be paid at the premium rate for work performed in excess of the employee’s regularly scheduled workday or regularly scheduled workweek.
2. The regular rate of pay shall include those items of compensation required to be included under the FLSA, including but not limited to the following types of pay in addition to base salary:
a. Increment Pay, as set forth in Article 16.
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Resolution No. 2022-XX
E. Payment-Exempt Employees
Each exempt employee required to work in excess of his/her regular work schedule in a work period shall be paid at his/her straight time base salary rate or receive compensatory time off at straight time for the excess hours.
F. Compensatory Time
Compensatory Time
Employees working overtime shall receive either pay or compensatory time at the department head’s discretion. Employees can accumulate up to 160 hours of compensatory time. Once an employee has 160 hours of accumulated compensatory time, he/she cannot accumulate any additional compensatory time until his/her bank is below 160 hours.
Compensatory Time Usage
The time during which an employee may use accrued compensatory time is subject to approval by the department head or his/her designee with due regard for the wishes of the employee and the need to provide service. However, an employee wishing to use his/her accrued compensatory time shall provide the City with reasonable notice of such request. If reasonable notice is provided, the employee’s request may not be denied unless it is unduly disruptive to the department to grant the request. A request to use compensatory time without reasonable notice may still be granted within the discretion of the supervisor or manager responsible for considering the request.
Compensatory Time Payoff
All compensatory time on the books at the end of each payroll year shall be paid off unless used by the end of the following March in accordance with established practice. In addition, compensatory time balances shall be paid in full prior to the effective date of any across -the-board salary increase. At the time an employee separates from employment, the employee will be cashed out of any accumulated compensatory time at their current regular rate of pay or their average regular rate of pay during their last three years of employment with the City, whichever is greater.
G. Authorization for Overtime
All overtime requests shall have the authorization of a supervisor prior to the commencement of such overtime work. Where prior written authorization is not feasible, explicit verbal authorization must be obtained. Where verbal authorization is obtained, written authorization must be obtained as soon thereafter Fullerton Municipal Employees Federation Page 9
Resolution No. 2022-XX
as practicable. Dispatched calls beyond the end of duty time are considered as authorized.
An employee who performs overtime work without obtaining prior written approval or explicit verbal authorization followed by written authorization may be subject to discipline.
H. Clothes Changing
Employees are not authorized to wear their uniforms or any part thereof that is distinguishable as such unless on-duty. Employees may be provided with a locker for his/her own personal convenience. An employee may or may not utilize the locker for storage and changing purposes at his/her own discretion.
Nothing herein prevents an employee from wearing his/her uniform to and/or from his/her residence to work.
Time spent in changing clothes before or after a shift, or during lunch, is not considered time worked and is not compensable in any manner whatsoever.
I. Shift Trades
The practice of shift trading shall be voluntary on behalf of each employee involved in the trade. The trade must be due to the employee's desire or need to attend to a personal matter, and not due to the department's operations. The employee providing the trade shall not have his/her compensable hours increased as a result of the trade; nor shall the employee receiving the trade have his/her compensable hours decreased as a result of the trade. Neither employee involved shall be entitled to the other employee's increment pay, if any. Any hours worked beyond the normal work shift will be credited to the individual actually doing the work.
"Paybacks" of shift trades are the obligation of the employees involved in the trade.
Paybacks are to be completed within one calendar year of the date of the initial shift trade. Any dispute as to paybacks is to be resolved by the involved employees, and under no circumstances will the City be obligated for any further compensation whatsoever to any of the involved employees. The City is not responsible in any manner for hours owed to employees by other employees who leave the employment of the City or are assigned other duties.
If one individual fails to appear for the other, the person who has assumed responsibility for the duty assignment will either be charged with a paid leave of absence as appropriate or will be listed as absent without leave and may be subject to discipline.
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J. Early Relief
The practice of early shift relief shall be voluntary on behalf of each employee involved in the relief. The employee providing the early relief shall not have his/her compensable hours increased as a result of the early relief; nor shall the employee relieved early have his/her compensable hours decreased as a result of the early relief. "Paybacks" of early relief hours are the sole obligation of the two employees involved in the early relief. Any dispute is to be resolved by the inv olved employees, and under no circumstances will the City be obligated for any further compensation whatsoever to any of the involved employees. The City is not responsible in any manner for hours owed to employees by other employees who leave City employment or are assigned other duties.
K. Training Time
Training time outside normally scheduled work hours shall be compensated pursuant to applicable law.
L. Travel Time
Travel time outside normally scheduled work hours shall be compensated pursuant to applicable law.
M. Athletic Activity
The City provides a gym facility for the voluntary use of certain employees during their off-duty hours. Time spent by employees in working out at the gym facility and any other off -duty athletic activity shall not be considered time worked and shall not be compensated in any manner.
N. Call-Back Pay
Call-back duty occurs when an employee is ordered to return to duty on a non- regularly scheduled work shift. Call -back does not occur when an employee is held over from his/her prior shift or is working prior to his/her regularly scheduled shift. Call- back duty does not apply to prescheduled work during employee's regular time off.
1. When required to return to work on other than a regular work schedule, employees (except as noted in Section 3 below) shall be compensated at the overtime rate or in compensatory time, as determined by the employee as follows:
a. If the actual hours worked after reporting to the place of duty is 2.67 or less, the employee shall be credited with a minimum of 2.67 hours.
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b. If the actual hours worked, after reporting to the place of duty, is more than 2.67 hours the employee shall be credited for all actual time worked.
c. The employee shall be compensated for all travel time to the location of the call -back duty beginning from the time the employee leaves his/her home or other location up through the time the employee arrives at the site of the call-back duty. Travel time from the location of the call-back duty back to the employee’s home or other non-work location shall not be compensated.
2. An employee shall be credited with not more than one minimum 2.6 7 hour guarantee for work performed during any four consecutive hour period.
3. Police Department employees shall receive call -back pay in cash, at the time and one-half rate, with a two-hour minimum.
4. Call-back pay shall apply regardless of the number of hours worked by the employee in the affected work period. Call -back pay shall not be granted to employees who continue on duty for their regular work shift.
This provision is to be distinguished from "Court Appearance" pay in subparagraph Q, which is to be used when an employee is called back to court.
O. Standby Pay
An employee assigned to standby duty during the employee's regular time off shall be compensated in the following manner:
1. 1.5 hours straight time for weekdays from end of regular shift to start of next regular shift or any part thereof.
2. 3 hours straight time for Saturday, Sunday or Holiday, 7:00 a.m. - 7:00 a.m. or any part thereof.
Standby duty requires the employee to:
1. Leave a telephone number where he/she can be contacted;
2. Answer his/her telephone when it rings;
3. Be ready to respond immediately to calls for service;
4. Respond immediately when called;
5. Remain within a reasonable commuting distance from the workstation; and
6. Refrain from activities which might impair his/her ability to respond or perform assigned duties in a satisfactory manner.
The City will provide cellphones and will make standby assignments voluntary when possible.
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P. Court Standby Pay
An off -duty employee may leave a telephone number where he/she may be reached while on court standby. Such time is not considered time worked under the FLSA and will not be compensated, except as set forth below:
An employee who is required by the City, or other lawful authority, to remain on "standby" while otherwise off duty pursuant to a lawful subpoena relating to events occurring during the course and scope of his/her employment, shall be paid therefore based upon an hourly rate equal to the then- current minimum wage as established by the FLSA. Effective December 2, 2006, this amount shall be increased by $.50 per hour. In the event any such employee is required to appear in court at a time when he/she has been in such "standby" status, and actually does appear in court while otherwise off duty on that day, the employee shall not receive Court Standby Pay but shall be entitled to Court Appearance Pay for such actual attendance in court while off duty. The court meal period shall be considered time worked for purposes of this paragraph only if the employee is on standby from the morning court session to the afternoon court session.
This payment is made pursuant to this Agreement, not pursuant to the FLSA. Time compensated in the above manner shall not constitute time worked for purposes of the FLSA. Police Department employees do not have the option of taking compensatory time off for court standby.
Q. Court Appearance Pay
For court appearances while off -duty pursuant to a lawful subpoena relating to events occurring during the course and scope of an employee’s employment, an employee shall be credited on an hour-for-hour basis for the time actually spent in court.
An employee shall be credited with a minimum of two hours for the court appearance. Where two or more court appearances are required on the same date for different cases and are separated by a period of at least two hours, a two- hour minimum payment shall apply to each such court appearance. The court meal period shall not be considered time worked for purposes of this paragraph unless the court is actually in session during the meal period. Travel time shall not be considered time worked and shall not be compensated in any manner whatsoever, except that Police Department employees shall be paid for travel time for cases involving all civil subpoenas and criminal appearances outside of Orange County.
Police Department employees do not have the option of taking compensatory time off for court appearances.
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R. Facility Dog Handler Assignment
The Facility Dog Handler shall be compensated at the rate of 30 minutes for each calendar day for the care, feeding, grooming, exercise, training and companionship of his/her assigned dog. The compensation shall be in the form of a workday reduced by 30 minutes at the beginning or end of the shift, as determined by the City. For example, a Facility Dog Handler who works a 4/10 schedule will work four shifts of 9.5 hours each per week and, when used, paid leave for said employee will be charged at the rate of 9.5 hours per shift. On non-workdays, dog handlers shall be paid for 30 minutes of time for the care, feeding, grooming, exercise, training and companionship of his/her assigned dog at a rate equal to two/thirds (2/3) of his/her regular rate of pay. This payment shall be made at time and one-half. If the FLSA is invalidated, set aside or otherwise held inapplicable to local governments, the overtime provisions contained in the paragraph above shall be null and void. Employees assigned to Facility Dog duty shall not be compensated in any manner whatsoever for time spent traveling to and from work because they have been provided a City vehicle.
ARTICLE 18: ACTING PAY
The pay provisions of the City's Acting Pay program (contained in Resolution 8485) are modified to provide that an employee 1) shall receive Acting Pay beginning at the start of the first full shift following 80 consecutive hours actually worked (not paid leave) of an Acting assignment, and 2) shall be paid for all time served in a subsequent Acting position if the employee has received Acting Pay for the same temporary classification within the preceding 12 months, and there are at least 40 consecutive hours actually worked (not paid leave) in the second Acting assignment.
ARTICLE 19: EXCEPTIONAL PERFORMANCE PAY
All affected employees are eligible for the City's Exceptional Performance Pay program, as set forth in Appendix B.
ARTICLE 20: TUITION REIMBURSEMENT
A. Objective
The tuition reimbursement program is designed to encourage employees to continue their self-development by enrolling in approved classroom courses which will:
1. Educate them in new concepts and methods in their occupational field and prepare them to meet the changing demands of their job.
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2. Help prepare them for advancement to positions of greater responsibility with the City.
B. General Guidelines
The Director of Human Resources or his/her appointed representative shall:
1. Review written pre -enrollment applicat ions submitted by employees through their department heads and render a decision within 60 days of receipt thereof by Human Resources.
2. Consult with department heads and school authorities on the development and establishment of criteria and standards to determine the acceptability of majors, courses and expenditures which will qualify the employee for tuition reimbursement.
3. Render a decision on tuition reimbursement request forms within 60 days of receipt by Human Resources.
C. Eligibility
1. All regularly appointed employees who have passed their initial probation period are eligible to receive tuition reimbursement. Courses must commence after the employee passes the initial probation period; be in excess of the educational standards for the classification (as noted in the class specification); and not be taken to acquire skills, knowledge and abilities which the employee was deemed to have when appointed to the classification. An example of this would be job-related college or university courses when the specification for the classification calls for high school graduation.
2. Courses must be (except where noted below in paragraphs C 6 and C7) approved by one of the regional accreditation associations recognized by the Council for Higher Education Accreditation (CHEA). Credits given for non-classroom assignments such as life experience, military training, and professional training are not reimbursable.
3. C ourses must be: 1) related to the employee's current occupation; 2) related to a City classification to which the employee may reasonably expect promotion within five years of completion of his/her educational objective; or 3) required for the completion of the pre-approved job-related major. An example of the third requirement would be general education or elective requirements for the major as stated in the school catalog.
4. Courses shall not duplicate training which the employee has already had or which is to be provided in- house unless approval has been granted by the department head and the Human Resources Department.
5. Completed engineering review courses taken at accredited institutions for which an academic grade or units of academic credit are not given are Fullerton Municipal Employees Federation Page 15 Resolution No. 2022-XX
eligible for reimbursement. These courses must prepare candidates for a certificate, license or registration issued by the California Board of Registration for Professional Engineers. The employee must receive the certificate or license from this Board to be eligible for reimbursement, which will be granted for a maximum of tw o courses per certificate, license or registration.
6. Courses needed to maintain or leading to a City -approved certificate, license or registration are eligible for reimbursement, as are any examination fees required to successfully maintain or obtain the certificate, license or registration. Reimbursement for eligible expenses will be made after obtaining or proof of renewal of the license, certificate or registration.
7. Courses related to the use of City -approved computer equipment purchased by the employee may be authorized under the tuition reimbursement program.
8. Courses cannot be taken on City time. The employee must certify that all courses submitted for approval were taken on his/her off-duty time.
9. To certify eligibility, a fully completed pre -approval form shall be submitted to the department head and to Human Resources before the course begins.
D. Reimbursement
1. A tuition reimbursement request form must be submitted within three months of the completion of the approved course(s). A minimum final grade of “C” or its equivalent is required for reimbursement. A pass in a pass/fail course will be considered equivalent to a “C” for reimbursement purposes only. No reimbursement shall be made for audited or incomplete courses.
2. Employees shall be reimbursed for tuition and any fees and reading materials required by the academic institution for the eligible course(s).
Expenses for parking, travel, lodging, meals, transcript fees, materials and any other costs are not reimbursable.
3. Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by California State University, Fullerton, with a maximum of $2,500 per fiscal year for courses taken during that fiscal year. The difference between the City's maximum obligation during any fiscal year and the total amount of actual reimbursement received by the employee during that fiscal year shall not be carried over or be available for use by the employee in any subsequent fiscal year.
4. Employees must submi t a bona fide certification of major, fees paid and grade achieved from the attendant institution in order to have their request for reimbursement considered. These documents must accompany the reimbursement request form in order to be processed.
5. Upon separation from employment, employees shall reimburse the City for any funds received under this program for courses completed during the Fullerton Municipal Employees Federation Page 16 Resolution No. 2022-XX
last 12 months of employment. This payback provision does not apply to employees who receive a service or disability retirement (as defined in Article 27B), who are laid off by the City, or who separate as a result of a City/departmental reorganization.
ARTICLE 21: UNIFORMS
A. Police Employees
1. For Police employees required to wear and maintain uniforms, the City shall determine and provide the "first issue" of uniforms upon initial appointment, as well as a biweekly allowance of $17.32.
2. Employees shall return to the City the same amount of uniforms initially received when they separate from the City.
B. Field Maintenance Employees
1. Field Maintenance employees who are required to wear a City uniform on the job shall be eligible to receive six sets of the shirt/pant uniforms from the City for wear on the job and to and from the job. Employees shall be responsible for laundering such uniforms.
2. Employees in the classifications listed here shall have the option of choosing eleven sets of the shirt/pant uniform or eleven sets of cloth coveralls. The City will provide laundry services for either option. An employee who wears a City T-shirt shall be responsible for laundering such shirts.
Equipment Mechanic Lead Worker
Equipment Service Worker
Fleet Maintenance Technician
Mechanic I, II, III
3. The Director of Public Works may issue cloth coveralls on an as -needed basis to other maintenance employees for their occasional daily use. The City will launder coveralls used under such circumstances.
C. Work Boots
1. City-approved work boots shall be worn by field employees of the Airport and Public Works Department/ Maintenance Services division , each of whom shall receive $7.70 biweekly toward the purchase thereof. Effective the first pay period after ratification and approval of this Agreement, the biweekly rate will increase to $9.62.
2. Each Building Inspector Trainee, I, II and III, Construction Inspector, Construction Inspector – Water, and Housing and Community Fullerton Municipal Employees Federation Page 17 Resolution No. 2022-XX
Rehabilitation Inspector shall wear City-approved work boots. The City may make exceptions to this rule for employees who request it for bona fide safety or medical reasons. Such decisions shall be made annually. Said employees shall receive $7.70 biweekly toward the purchase thereof.
Effective the first pay period after ratification and approval of this Agreement, the biweekly rate will increase to $9.62.
3. If steel-toed work boots are required for the employee’s assignment, they shall comply with Cal-OSHA General Industry Safety orders, Section 2285, and American National Safety Standard (ANSI) Z 41 1991.
If steel-toed work boots are not required for the employee’s assignment, they shall be of a style and construction approved by the City for the assigned duties.
4. The City may determine which, if any, positions should receive an additional allowance.
D. The City may, at its sole discretion, convert the existing uniform purchase and allowance program to an alternative program such as, but not limited to, the provision of all uniforms or a voucher system. The uniform purchase and allowance program shall contin ue on a pro- rata basis until the effective date of such change.
ARTICLE 22: TOOL ALLOWANCES / REIMBURSEMENTS
A. Allowances
Employees in the classifications listed below shall receive an allowance for tools used in the course of City employment in acc ordance with directives established by the City.
Payment shall be made in the following biweekly amounts:
$20.00 - Equipment Mechanic Lead Worker, Mechanic III, and Mechanic II. $13.50 - Mechanic I
$ 7.00 - Equipment Service Worker
B. Reimbursements
Employees in the classifications listed below shall be reimbursed up to $20 per biweekly pay period for the cost of tools broken or damaged in the course of City employment:
Electrician
Maintenance Electrician
Electrical and HVAC Lead Worker
Fullerton Municipal Employees Federation Page 18 Resolution No. 2022-XX
ARTICLE 23: SURVEYS
In determining what is adequate compensation, the parties shall use as a guideline the compensation provided to comparable employees in the following jurisdictions or any other jurisdictions deemed appropriate: Anaheim, Buena Park, Costa Mesa, Garden Grove, Huntington Beach, Newport Beach, Orange and Santa Ana.
ARTICLE 24:
CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM (CalPERS)
A. The City's contract with CalPERS for affected employees shall include the following options:
1. One-Year Highest Compensation (Cal. Gov. Code §20042) for employees hired by the City on or before December 22, 2012. For all other employees, including “new members” as defined by the Public Empl oyees’ Pension Reform Act of 2013 (PEPRA), the final compensation is calculated based on the average of their highest paid 36 consecutive months.
2. Post-Retirement Survivor Allowance (Cal. Gov. Code §§21624, 21626).
3. Fourth Level of 1959 Survivor Benefits (Cal. Gov. Code §21574).
4. Military Service Credit as Public Service (Cal. Gov. Code §21024), in which the employee pays the entire cost.
5. 2% @ 55 – Full Formula (Cal. Gov. Code §21354) for employees who are not “new members” as defined by PEPRA. 2% @ 62 formula (Cal. Gov.
Code §7522.20) for employees who are “new members” as defined by PEPRA.
6. Pre-Retirement Optional Settlement 2 Death Benefit (Cal. Gov. Code §21548).
7. Credit for Unused Sick Leave (Cal. Gov. Code §20965). An employee who retires on or after October 1, 2011 who is not eligible for benefits under Article 38(F) Payment for Unused Sick Leave upon Separation shall receive additional service credit for his/her unused sick leave upon retirement from the City, converted per the terms of the CalPERS contract.
B. Employer-Paid Member Contributions – Employees Who Are Not “New Members”
For employees who are not “new members” as defined by PEPRA, the City shall pay the CalPERS normal member contribution (as defined in §20677 of the California Government Code) into each employee's CalPERS account, pursuant to §20691 of the California Government Code. This payment will be included within the employee's compensation earnable that is reported to CalPERS, pursuant to §20636(c)(4) of the California Government Code.
Fullerton Municipal Employees Federation Page 19 Resolution No. 2022-XX
This employer-paid member contribution shall not be considered base salary, and is not taxable income, pursuant to §414(h)(2) of the Internal Revenue Code.
However, should any state or federal agency alter the current income tax treatment of such payment, the consequences of such action shall be the sole responsibility of the affecte d employees, and shall in no way alter any obligation of the City toward such employees.
“New members” as defined by PEPRA are not eligible for this benefit.
C. Employee Cost Sharing of Employer Contribution Rate – Employees Who Are Not “New Members”
Effective October 29, 2011, employees who are not “new members” as defined by PEPRA shall contribute 7% of their compensation earnable (as defined in Government Code §20636) toward the employer contribution rate (“cost-sharing”).
Effective December 23, 201 2, the City amended its contract with CalPERS to implement the provisions of California Government Code 20516(a) to provide that a portion of the 7% contribution shall be made pursuant to Government Code Section §20516(a), with the balance of the 7% contr ibution made pursuant to Government Code Section §20516(f). In the event of a change in the law or legal determination that any portion of the 7% employee contribution toward the employer rate is not allowable as agreed, the employer-paid member contributions shall be reduced by whatever portion is not allowable and the parties shall meet and confer to determine the appropriate modifications of benefits to offset this change.
It is further provided that should legislation be enacted that requires employees pay any portion of the required member contribution, then the City shall take whatever action is necessary to reduce the amount of the employee pick-up of the employer contribution by the amount of the required payment by the employee of the member contribution.
ARTICLE 25: SOCIAL SECURITY
In the event the City and its employees are required to participate in the Federal Social Security program, the contribution designated by law to be the responsibility of the employee shall be paid in full by the employee and the City shall not be obligated to pay or "pick up" any portion thereof.
ARTICLE 26: MEDICARE
Employees hired by the City on or after April 1, 1986 shall pay the designated employee contribution to participate in the Medicare Program and the City shall be under no obligation to pay or "pick up" any such contributions.
Fullerton Municipal Employees Federation Page 20 Resolution No. 2022-XX
ARTICLE 27: HEALTH INSURANCE
A. City Contributions - Employees
1. The City shall contribute the following monthly amounts toward the payment of premiums for employees and their dependents under the existing programs (or a new program providing substantially similar coverage and benefits mutually agreed upon between the City and the Federation):
For employees enrolled in the Kaiser HMO plan:
Single $460
Two-Party $920
Family $1,300
For employees hired on or after June 29, 1996 enrolled in the HSA PPO plan:
Single $460
Two-Party $920
Family $1,300
For employees enrolled in CIGNA HMO plans and employees hired before June 9, 1996 enrolled in the HSA PPO plan:
Single $500
Two-Party $1,050
Family $1,500
Any increases to these monthly contributions shall be subject to future negotiations.
2. If at any time during the term of this agreement, it is determined that the City’s contribution tow ard medical insurance is less than required for minimum affordable coverage under the Affordable Care Act, the City shall, at its own discretion, increase any contribution by the amount necessary to meet the affordability requirements
B. City Contributions - Retirees
For each person regularly employed for 20 cumulative calendar years or more who retires from the City subsequent to September 30, 1995 the City shall pay the same contribution provided to active employees for employee- only coverage under the City health plan chosen by the retiree, provided, however, for persons hired by the City on or after January 1, 2012, the maximum monthly contribution paid under this paragraph shall be Two Hundred Dollars ($200.00). With respect to any such employee who retired between June 28, 1986 and September 30, 1995 the City shall pay 100% of the employee-only premium.
Fullerton Municipal Employees Federation Page 21 Resolution No. 2022-XX
For each person regularly employed for ten or more cumulative calendar years but less than 20, and who retires subsequent to September 30, 1995 the City shall pay 50% of the contribution provided to active employees for employee-only coverage under the City health plan chosen by the retiree, provided, however, for persons hired by the City on or after January 1, 2012, the maximum monthly contribution paid under this paragraph shall be One Hundred Dollars ($100.00). With respect to any such employee who retired between June 28, 1986 and September 30, 1995 the City shall pay 50% of the employee-only premium.
A "r etiree” shall mean only those former employees who receive a CalPERS retirement allowance that has been in effect since the day after official separation from City of Fullerton employment.
This obligation to pay health insurance premiums shall end at such time as the retiree reaches age 65 or becomes eligible to enroll, automatically or voluntarily, in Medi-Cal or Medicare, whichever occurs first. Prior to such time, this obligation shall be suspended for any period during which the retiree is receiving or is eligible to receive similar health insurance coverage at the expense of another employer (either public or private). The City shall have the right to require any retiree covered by this paragraph to certify annually that he/ she is not receiving nor is eligible to receive any such paid health insurance benefits from another employer.
A retiree desiring to have health insurance coverage for dependents shall remit to the City a check for the amount of dependent coverage no later than the 15th of the month preceding the effective month of coverage.
C. Opt-Out
1. An employee may "opt -out" of the City's medical plan under these conditions:
a. The employee is not receiving Medicare or Medi-Cal.
b. The employee must sign a document stating his/her desire to waive medical insurance.
c. The employee must provide proof of other group health insurance coverage that is compliant with the Affordable Care Act, which shall be confirmed by the City each year prior to open enrollment. d. The employee may only re-enroll during 1) annual open enrollment, or 2) upon loss of coverage in accordance with the underwriting guidelines for each of the City's health plans.
2. Payment
a. Full-time employees shall receive a cash payment of $50 per pay period.
Fullerton Municipal Employees Federation Page 22 Resolution No. 2022-XX
b. Part-time employees shall receive a cash payment as follows:
Cumulative Hours Worked Payment Per Pay Period
< 3,120 $0
≥ 3,120 $30.00
D. The City will implement a “flex credit” credit contribution in the amount of $50 per month paid in $25 increments for the first two pay periods of each month beginning January 2021. These “flex credits” shall be paid through a revised Section 125 Plan. The City and the FMEF will meet and agree regarding the scope of the Section 125 Plan options for employee use of the “flex credits.”
E. Effective April 1, 2020, or as soon thereafter as practical, the City will implement a voluntary benefits plan through The Standard Insurance Company. Employees may opt in to plans providing supplemental benefits for Acci dent, Hospital and Critical Illness covered incidents. Premiums for employee selections shall be deducted from the employee’s pay on a post-tax basis.
ARTICLE 28: REIMBURSEMENT ACCOUNT PROGRAM
The City’s Reimbursement Account Program shall be made available to affected employees.
Pursuant to said program, an employee may request that eligible expenses be paid or reimbursed by the City out of his/her account, with the employee's base salary being reduced by the amount of any such payments or reimbursements.
Each employee with a payroll deduction for medical and dental insurance premiums shall have his/her salary reduced by the amount of those deductions, on a before-tax basis.
ARTICLE 29: LONG-TERM DISABILITY INSURANCE
A. The City shall pay 100% of the premium for a City -owned Long-Term Disability insurance policy affording coverage to each active employee.
B. The policy shall have an elimination period of 55 calendar days of continuous disability. Anytime after the expiration of the elimination period, the employee may apply for Long- Term Disability insurance or may continue to use accrued leave pursuant to the City’s policy thereon.
C. The maximum benefit shall be 50% of the eligible employee’s PRE -DISABILITY EARNINGS as defined in the policy document, or $6,000 per month, whichever is less. This maximum benefit shall be calculated in accordance with policy definitions.
Fullerton Municipal Employees Federation Page 23 Resolution No. 2022-XX
ARTICLE 30: LIFE INSURANCE
The City shall provide $ 25,000 group term life insurance for affected employees. In compliance with the City's current life insurance contract, employees at age 70 shall have benefits reduced by 35%, and employees at age 75 shall have benefits reduced by 50%.
Each employee may purchase additional City group term life insurance.
ARTICLE 31: DENTAL INSURANCE
The City shall pay the employee- only premium (but no more than $25 per month) under any group dental insurance plan administered or approved by the City.
A retiree (as defined in Article 27 B) and his/her eligible dependents may subscribe to a City dental plan by paying the full premium for the coverage chosen.
ARTICLE 32: VISION INSURANCE
The City shall provide vision care insurance to employees on the City sponsored Cigna medical plans and pay an amount equal to the employee- only premium in effect on January 1, 1991, i.e., $7.30 per month. Employees enrolled in the City sponsored Kaiser medical plan shall be enrolled in the vision plan with the same City contribution for employee-only coverage.
Employees eligible for vision insurance may enroll eligible family members in the City sponsored vision plan at their own option and cost, payable through a payroll deduction.
Eligibility and enrollment of such family members is subject to the standard plan rules.
ARTICLE 33: SELF-INSURANCE/OTHER
The City shall have the right to provide all or any portion of the benefits presently available under any existing health, long- term disability, dental, or vision plan through a self - insurance program or, in the case of vision insurance, via a contract with a direct provider; however, the election of such option shall not cause affected employees to suffer any loss of benefits or coverage.
A medical advisory committee, to include representatives of the four major employee organizations, has been established. The committee shall meet with City representatives at least four times per year. This committee's functions shall include analysis of plan coverage and cost containment opportunities, the review of alternative approaches to medical insurance, and communications to and from employees for the purpose of providing reasonably priced medical care. Committee recommendations shall be developed with a view toward including them in this Agreement.
Fullerton Municipal Employees Federation Page 24 Resolution No. 2022-XX
ARTICLE 34: CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT
Employees who are allowed to remain on a City health or dental insurance plan following separation from employment pursuant to the Consolid ated Omnibus Budget Reconciliation Act of 1985 (COBRA) may be charged the maximum rate permissible by law for such coverage (presently 102% of the premium for an active employee.)
ARTICLE 35: DISCRETIONARY PERSONAL LEAVE
Discretionary personal leave accumulated and not used prior to the term of this Agreement will be available for employee use until such time as the employee separates from the City. This discretionary personal leave will have no cash value and its use must be approved by the Department Head and not require overtime backfill. Employees on discretionary personal leave will be on paid status. No additional Discretionary Personal Leave will be provided during the term of this Agreement. This leave is separate and distinct from Discretionary Holiday Leave referenced in Article 36.
ARTICLE 36: HOLIDAY LEAVE PROGRAM
A. The following days shall be recognized Holidays for employees of this unit:
1. January 1, New Year's Day
2. The third Monday in February, Presidents' Day
3. The last Monday in May, Memorial Day
4. July 4, Independence Day
5. The first Monday in September, Labor Day
6. November 11, Veteran's Day
7. Thanksgiving Day
8. The Friday following Thanksgiving Day
9. December 24, Christmas Eve
10. December 25, Christmas Day
11. December 31, New Year's Eve
B. No other day shall be such a holiday unless it is a non-recurring holiday designated specifically by the President of the United States and/or the Governor of California, and approved by the City Council.
Fullerton Municipal Employees Federation Page 25 Resolution No. 2022-XX
C. For employees working with regard to holidays:
1. An employee who works with regard to holidays will receive holiday leave time in the amount of 9 hours or the length of the employee’s work shift, whichever is less, to be used when a designated City holiday occurs and employee works in a location, facility or program that is closed on the holiday, and the holiday falls on the employee’s regular work day, and the employee is not required to work. The hours will be paid on the day the holiday occurs except as provided in Article 36, C. 2 and 3 below. There shall be no additional cash value for holiday leave hours.
2. An employee who works with regard to holidays and is required to work on a holiday will receive in addition to his/her normal pay for the day, holiday discretionary paid leave time in the amount of 9 hours or the length of the employee’s work shift, whichever is less, to be used at a later time in accordance with rules set forth herein.
3. An employee who works with regard to holidays will receive holiday discretionary paid leave t ime in the amount of 9 hours or the length of the employee’s work shift, whichever is less, when a City designated holiday falls on a day that is not a regular work day for the employee. These hours may be used at a later time in accordance with rules set forth herein.
D. For employees working without regard to holidays:
1. Employees who are assigned to a division that operates without regard to holidays (e.g., Police Records Division and Airport) shall be entitled to be paid eight hours at their regular rate of pay for each recognized holiday.
2. As an alternative to receiving holiday pay as the holidays occur, an employee who works without regard to holidays may elect, at the beginning of each payroll year, to defer receipt of holiday pay until the end of that payroll year. Each employee who defers cash payment for holidays shall accrue holiday leave on a biweekly basis. These hours shall be available for employee use for paid time off subject to the same rules a vacation hours. At the end of each payroll year, any remaining holiday hours shall be converted into a cash payment at the base salary rate then in effect.
3. In addition to the 88 hours of holiday pay an employee working without regard to holidays is entitled to receive in accordance with D.1. and 2. above, the employee shall receive 11 hours of holiday discretionary leave to be used at a later time in accordance with rules set forth herein.
E. Holiday discretionary leave time received under this Article must be used during the fiscal year in which it is received. Hours not used will expire. There will be no cash value associated with the holiday discretionary leave hours received under this provision.
Fullerton Municipal Employees Federation Page 26 Resolution No. 2022-XX
ARTICLE 37: VACATION
A. Accrual
1. Each employee shall accrue vacation credit with pay in accordance with the following table:
Number of Hours
Amount of Current Service Annually Biweekly
< 5 years 104 4.00
≥ 5 years 120 4.62
≥ 10 years 128 4.93
≥ 11 years 136 5.24
≥ 12 years 144 5.54
≥ 13 years 152 5.85
≥ 14 years 160 6.16
2. Vacation credit shall accrue each pay period in which the employee has worked or used paid leave except sick leave for at least one full regular work shift. An employee absent on sick leave or unpaid leave of absence for an entire pay period shall not receive vacation credit for that pay period.
B. Usage
1. First Vacation: A new employee’s first vacation may not be taken until he/she has worked for 13 pay periods. Absences such as sick leave or unpaid leave for an entire pay period shall not be considered time worked for this purpose.
2. Employees hired on or after June 1, 1981 shall accrue, but not be paid for, unused vacation credits until completion of their initial probation period with the City.
3. Department Head Approval: No vacation absence w ith pay may be taken without approval by the department head or designee. The department head shall schedule and approve vacation for his/her employees as requested or at such other time as will achieve the most efficient functioning of the department and to avoid any loss of vacation by reason of the accumulation limit provided herein.
4. Vacation may not be used when an employee is absent for personal medical reasons and has sick leave available.
C. Accumulation Limit
An employee may accumulate vacation credits in an amount up to twice his/her annual vacation allowance. Vacation credit earned beyond the maximum is forfeited, with the following exception:
Fullerton Municipal Employees Federation Page 27 Resolution No. 2022-XX
When any written request by an employee to take a vacation is r efused or not acted upon by the department head, and the employee is not allowed other vacation time off to prevent a loss of vacation credits, the employee shall then be paid at the straight time salary rate then in effect not only for the time worked, but also for the vacation time that would have been credited to him/her for so working were it not for said accumulation limit. This payment shall continue until such time as the employee is permitted to take a vacation.
D. Annual Conversion
1. At the end of each payroll year, an eligible employee may convert up to 40 hours of unused vacation time into cash, payable at the base salary rate in effect at the time of conversion. Such conversions shall be made concurrently with the annual conversion of sick leave.
2. To be eligible, an employee must have completed his/her initial probation period; must have actually taken (not converted) at least 80 hours of vacation in the preceding payroll year; and must have at least 80 hours of vacation remaining after such conversion.
E. Separation From Employment
An employee, except one on his/her initial probation period with the City, who separates from employment by resignation, layoff, or otherwise, shall be paid the balance of his/her accumulated vacation credits at the base salary rate in effect on the date of separation. In the case of the employee's death, the balance shall be paid to the employee's designee or, if no designee, to the employee's estate.
ARTICLE 38: SICK LEAVE
A. Each regular full -time e mployee (40 hours per workweek) shall earn and accumulate 3.69 hours of sick leave for each pay period in which the employee has worked at least one full regular work shift. An employee absent on vacation shall receive sick leave credit, but an employee a bsent on sick leave or unpaid leave of absence for an entire pay period shall not receive sick leave credit for that pay period.
Each employee regularly scheduled to work less than 40 hours per workweek shall accrue sick leave at the rate of three hours per pay period, up to a maximum accrual of 48 hours at any one time. For employees who were eligible to accrue sick leave without limit prior to July 1, 2015, the 48 hour cap shall not apply. Any employee who converts from a regular forty-hour workweek to a workweek of less than forty hours, shall retain for use all of his/her accrued sick leave balances at the time of the workweek reduction.
Fullerton Municipal Employees Federation Page 28 Resolution No. 2022-XX
B. Sick Leave Usage
Sick leave is provided so that employees will not suffer financially because of inability to work due to bona fide illness or injury. The City may compel an employee who is unable to perform the duties of his/her position to submit to a medical examination on City time and at the City’s expense.
An employee shall be allowed to use his/her accumulated sick leave as follows:
1. Absences relating to the health or welfare of the employee:
a. Personal illness or physical incapacity;
b. Medical or dental appointments;
c. Forced quarantine in accordance with community health regulations.
d. For the purposes under Labor Code section 230 and section 230.1 to make necessary arrangements for the safety and welfare of the employee in cases of domestic violence, sexual assault or stalking.
2. Absences relating to the health of the employee’s family:
a. Health conditions of or medical or dental appointments for the employee’s family members as required by law in a total amount not to exceed 48 hours in a payroll year.
b. The care of an employee’s newborn child/children or the placement with an employee of a son or daughter for adoption or foster care within the first 12 months after birth or placement, for up to 96 hours. c. The serious health condition of a family member which qualifies under the FMLA, provided that the empl oyee has submitted all necessary documentation to the Human Resources Department certifying the condition qualifies for FMLA.
In no event shall the total time taken pursuant to 2a, 2b and 2c exceed 480 hours in any 12- month period. This maximum limit of 480 hours shall be reduced by any time taken pursuant to the employee’s own FMLA qualifying condition(s) within such rolling 12- month period except as otherwise required by law.
C. Approval of Sick Leave
1. Sick leave may be taken only when an employee has sick leave credits.
The first sick leave with pay may not be taken until the 90th day of City employment. No payment for sick leave shall be made without the approval of the department head.
2. Appointments for medical, dental or vision care shall be made on the employee’s day off when practicable. Sick leave shall only be authorized Fullerton Municipal Employees Federation Page 29 Resolution No. 2022-XX
for such purposes when an employee is unable to take care of such appointments on his/her day off.
3. Prior to resuming work after taking three or more consecutive shifts of sick leave, an employee shall submit a physician's written certification of the medical necessity for his/her absence from work and a written release stating that he/she is able to perform his/her normal or modified job duties.
For example, an employee absent on Monday, Tuesday and Wednesday must provide this release before resuming work on Thursday.
If the absence of three or more consecutive shifts is for family illness (See B2 above), the employee shall submit certification from the family member’s attending physician of the medical condition during the length of absence for which paid leave is requested. The physician’s certification shall verify that the family member had an illness, injury or medical procedure during the period of time for which paid leave is requested. However, the certification shall not be required to include a diagnosis or description of injury or treatment.
D. Bereavement Leave
The death of a member of the employee's immediate family shall entitle the affected employee to be absent for three shifts (not to exceed 27 hours) and such absence shall not be charged to sick leave. An employee may also use two shifts (not to exceed 18 hours) of accumulated sick leave per incident for bereavement purposes, and the City Manager may authorize up to an additional five shifts (not to exceed 45 hours) of sick leave usage for bereavement purposes when appropriate.
The definition of "immediate family" for the purpose of bereavement leave shall include the employee's spouse, parents, children, stepchildren, brother, sister, mother-in-law, father-in-law, grandparent, grandchild, stepparent, l egal guardian and others as required by law.
E. Annual Optional Conversion of Sick Leave
Employees hired on or after June 29, 1996 are not eligible for this conversion program.
1. A person who has been regularly employed by the City for the full preceding calendar year and has at least 24 hours of unused sick leave remaining from the preceding payroll year, may convert a fixed percentage of the unused portion of those credits to either of the following:
a. Up to 50% to vacation credits; or
b. Up to 50% to cash to be paid at the employee's base salary rate.
Fullerton Municipal Employees Federation Page 30 Resolution No. 2022-XX
2. An eligible employee who does not use sick leave during the preceding payroll year may convert up to 60% to cash or up to 50% vacation and up to 10% cash to be paid at the employee's base salary rate.
F. Payment for Unused Sick Leave Upon Separation
Payment for unused sick leave upon separation shall be paid to persons regularly appointed to any City classification on or before August 31, 1983 and employed continuously thereafter. All others are ineligible for this benefit.
1. If an eligible employee dies or retires, 55% of the unused sick leave credits accumulated will be paid to the employee or, in the case of the employee's death, to the employee's designee or, if no designee, to the employee's estate. Such payment will be at the base salary rate in effect at the time of such separation.
2. An eligible employee who separates after ten years of continuous service for any reason other than death or retirement shall be compensated for 50% of the unused balance of all accumulated sick leave credits in excess of 960 hours, to be paid at the base salary rate in effect at the time of such separation.
G. All sick leave credits not taken as sick leave or otherwise converted shall remain within the employee's accumulated sick leave credits.
ARTICLE 39: CATASTROPHIC ILLNESS LEAVE BANK
The City shall maintain its Catastrophic Illness Leave Bank, as provided in Administrative Policy No. 104.
ARTICLE 40: WORKERS’ COMPENSATION PROGRAM
A. Supplemental Pay
1. Unless employment is terminated, a regular full-time employee absent due to illness or injury resulting from his/her City employment, for which the employee received temporary total disability payments under California Workers' Compensation laws, shall be paid his/her full salary only for t he first 1,040 cumulative hours of each absence. This salary payment period shall not extend beyond the date temporary disability payments are terminated. The employee's salary shall be reduced by the total amount the employee receives as temporary total disability payments, and such supplemental pay shall not be charged against his/her sick leave credits.
Persons employed on a 3/4- time basis shall receive a cumulative total of Fullerton Municipal Employees Federation Page 31 Resolution No. 2022-XX
780 hours, and persons employed on a half -time basis shall receive a cumulative total of 520 hours.
2. A full-time employee who suffers a temporary disability as a result of what is interpreted under state Workers' Compensation laws as a separate illness or injury, regardless of whether the illness or injury is to the same or a different part of the body, shall be entitled to an additional 1,040 hours cumulative time of supplemental pay (pro rata time if a part-time employee) for each such separate illness or injury.
3. Once the employee has exhausted all of the benefits described in subparagraphs 1. and 2. above, the employee shall be entitled, at his/her request, to use any accumulated sick leave credits to pay the difference between his/her full salary and any amounts paid him/her under said Workers’ Compensation laws until his/ her accumulated sick leave credits are exhausted.
4. Employees on injured -on-duty status shall charge absences for doctor, therapy or follow-up visits which occur after July 24, 1995 to injury -on-duty leave - i.e., the supplemental pay program described in this Article.
5. The City may deny supplemental pay during the first three shifts of temporary disability leave to any employee who, in management's opinion, abuses sick leave. In such circumstances, the employee may elect to use sick leave, vacation or leave without pay. The grievance procedure in such cases shall end with the City Manager.
B. The anniversary date of any employee who is absent from work as a result of an illness or injury resulting from the performance of duties in the course of his/ her employment, shall not be affected as long as he/she is receiving an amount equal to his/her full pay. During such time, the employee shall continue to accrue vacation and sick leave benefits in the same manner as though he/she were not absent.
C. Employees shall return to the City all City-funded payments whose value exceeds the employee's regular base salary.
ARTICLE 41: JURY DUTY
When an employee is duly summoned to jury duty, he/she shall receive her/his regular pay for any regularly schedul ed working hours spent in actual performance of such service. If the employee receives $50 or more for such service, the employee shall remit to the City, all fees and allowances payable for such service less reimbursements from the court for meals, travel or lodging.
The schedule of an employee whose regular shift is not 8:00 a.m. - 5:00 p.m. shall be considered to be 8:00 a.m. - 5:00 p.m. for each day such an employee is required to Fullerton Municipal Employees Federation Page 32 Resolution No. 2022-XX
attend jury duty. An employee who serves less than seven hours of jury duty on any given day may be required to return to work to complete an eight-hour shift.
Employees who have the option to request call-in juror status shall exercise that option.
ARTICLE 42: WORK SCHEDULES
A. Time Worked
Each full-time employee shall work or be on approved leave 40 hours during each FLSA work period, and 80 hours during each City pay period. Part-time employees shall work between 20- 39 hours per FLSA work period. Employees shall work such additional time as may, from time to time, be required in the judgment of the City to serve the citizens of the city.
B. Work Schedules
The work schedules currently in use are generally as shown on Appendix C. The actual schedule worked by an employee, group of employees, work unit, office, division or department is determined by the City, and is subject to change or adjustment according to each department's business needs.
1. An employee's schedule may be changed at any time by the City with 14 days notice, except that any change i n the work schedule for the year -end holidays (i.e., Winter Closure) shall be announced before Thanksgiving.
2. During an urgent situation (as determined by the department head or his/her designee), the City may direct the employee to temporarily work a different schedule on a 12-hour notice.
3. An employee who believes that hardship will result from his/her assignment to a particular schedule may appeal to the department head.
C. Alternate Work Schedules
For employees on a work sche dule other than the Traditional schedule (see Appendix C), all existing personnel policies, rules and regulations shall continue to apply, except as provided below. If any conflict or problem results from applying these exceptions, the existing policies, rules and regulations as described elsewhere in this Agreement shall prevail.
1. Paid Leave
Employees shall continue to accrue vacation and sick leave in accordance with the current accrual rates. When vacation or sick leave is used the employee shall be charged based on actual time taken, calculated hour-for- hour.
Fullerton Municipal Employees Federation Page 33 Resolution No. 2022-XX
2. Overtime
a. The parties intend that implementation of an alternate work schedule does not create any additional overtime obligation under this Agreement or the FLSA.
b. For employees who work without regard to holidays for CalPERS purposes, all briefings, meal periods and breaks ar e included within the work shift, and are considered time worked for the purpose of calculating eligibility for overtime compensation. Any such employee shall not be entitled to overtime compensation if his/her duties or responsibilities preclude him/her from taking a meal period or break.
3. Training Conference Leave
a. When an employee attends a seminar, conference or training which requires less time than normally worked (e.g., an employee whose shift is nine hours attends a training seminar of eight hours duration) the additional time away from the City shall be charged to the employee’s vacation or comp time account or to unpaid leave if no paid leave is available. Alternatively, the employee and his/her supervisor may make a schedule adjustme nt to ensure no compensation is lost. Travel time shall be compensated pursuant to applicable law.
b. When an employee is scheduled to attend a conference or training program Monday through Friday, his/her work hours will be 8:00 a.m. to 5:00 p.m., Monday through Friday, so there is no issue that he/she is eligible for overtime while attending the conference or training.
4. Military Leave
An employee granted military leave shall not be granted overtime when such leave extends beyond the employee’s regularly scheduled workdays per week to his/her regular day off.
5. Jury Duty
An employee granted jury duty leave shall not be granted overtime when such leave extends beyond the employee’s regularly scheduled workdays per week to his/her regular day off.
6. Injury on Duty
While an employee is on injury on duty status, his/her work hours will be 8:00 a. m. to 5:00 p. m., Monday through Friday, so there is no issue that he/she is eligible for overtime while receiving treatment or keeping doctor’s appointments.
7. Employees shall schedule all nonemergency, nonurgent medical and dental appointments on the employee’s regular day off when practicable.
8. Effective March 24, 2007, employees assigned to the Downtown Cleanup crew who work a 9/80 work schedule and begin their regular workday at Fullerton Municipal Employees Federation Page 34 Resolution No. 2022-XX
3:00 a.m. shall be entitled to receive Graveyard Shift differential pay as specified in Article 16: Increment Pay, paragraph A.1.b.
D. Daylight Savings Time
The City shall adjust work schedules to avoid any loss or gain in compensation which may result from changing to or from Daylight Savings Time.
ARTICLE 43: WORK SCHEDULE REDUCTION
Where service to the public permits a full-time employee may reduce his/her work schedule. Such reductions must result in cost savings to the City and are subject to approval by the City Manager, the Director of Human Resources, and the affected department head.
A work schedule reduction can take either of two forms:
1. The policy regarding time off will be relaxed to allow employees to take unpaid time off in lieu of vacation; insurance, increment pay, leave accruals and retirement will not be affected. This will be subject to the following:
a. Unpaid time must not exceed 10% of any pay period.
b. An employee will not be allowed to exceed his/her vacation maximum. In other words, when the employee is at or near the vacation accumulation limit, vacation must be used and unpaid time will not be authorized.
c. Taking unpaid time shall not result in overtime pay or comp time.
2. When an employee wants to take off more than 10% of the time, he/she may, at the discretion of the City, reduce his/her schedule to three quarter time or half time. In this category, there is no reduction in insurance benefits but paid leave accruals, increment pay and tuition reimbursement are reduced to three-quarter or half-time and CalPERS service credit is reduced accordingly. Sick leave accrual shall be at the rate applicable to less-than- full-time employees under Article 39, Section A during the work reduction
3. To be eligible for this program, an employee must have passed his/her original probation period.
ARTICLE 44: TEMPORARY EMPLOYEES
Persons temporarily hired into classifications represented by the Federation who work equal to or in excess of 80 hours per pay period for six consecutive months shall be converted to regular employee status.
Fullerton Municipal Employees Federation Page 35 Resolution No. 2022-XX
ARTICLE 45: BENEFITS FOR PART-TIME EMPLOYEES
A. Persons appointed on a part-time basis after June 30, 1989 shall receive only the benefits listed below:
Event Benefit
Upon appointment Eligible for the following on a basis proportionate to hours worked - i.e., 50% or 75% of the full-time
rate – under the same rules and practices which
apply to full-time employees:
a. Increment Pay
b. Tuition Reimbursement
c. Uniform Allowance
d. Jury Duty Pay
e. Tool Allowance/Reimbursement
Eligible to accrue and use vacation credit in
accordance with the following table and existing
rules and practices:
Number of Hours – Biweekly
Amount of 50% 75%
Current Service Employee Employee
< 5 years 2.000 3.000
≥ 5 years 2.310 3.460
≥ 10 years 2.465 3.698
≥ 11 years 2.620 3.930
≥ 12 years 2.770 4.155
≥ 13 years 2.925 4.387
≥ 14 years 3.080 4.620
Vacation credits may be used in accordance with
the provisions of Article 37 A2, B1, B3, C and E.
Sick leave shall accrue at the rate applicable to less -than-full-time employees under Article 38, Section A.
Employees who regularly work 30 or more hours per week or assigned to a City position requiring coverage under the Affordable Care Act, shall be eligible to receive the same contribution to the City’s health insurance plan as the City contributes for full-time employees.
Fullerton Municipal Employees Federation Page 36 Resolution No. 2022-XX
The City shall have the option to provide greater benefits or to provide the above benefits at an earlier date to a person employed in an FLSA exempt classification, as listed in Appendix A.
B. If a part-time employee becomes full-time, the time served as a part-time employee shall be counted for purposes of vacation accrual.
ARTICLE 46: PAYROLL SYSTEM
The City shall utilize the biweekly pay system. Pay periods shall begin at 12:01 a.m. every other Saturday, and end at midnight on the second Friday (i.e., 14 calendar days later) thereafter. Paydays shall occur on the Friday following the conclusion of each pay period. The one exception to this is when that Friday is a City holiday, the payday shall fall on the preceding business day.
Each affected employee shall participate in the City’s direct deposit payroll program.
The payroll year begins on the first day of the biweekly pay period that is paid in a new calendar year and ends on the last day of the pay period that is paid within the same calendar year.
ARTICLE 47: VENDING MACHINES
The Federation may use City property and utilities to provide vending machines for use by affected employees, and the Federation shall receive the profits therefrom. The City retains the right to approve any changes in location or number of vending machines.
The Federation shall hold the City harmless from the existence of any and all such vending machines and from the use and operation thereof; from the consumption of any product dispensed thereby; and from any malfunction, personal injury, property damage or accidents resulting from the existence, use or operation thereof.
ARTICLE 48: UNIT MEMBERSHIP
A. Dues Check-off
1. Federation membership dues or service fees shall be deducted by the City from each employee’s paycheck. The City shall promptly transmit the dues and fees so deducted to the Federation. There shall be only one Federation deduction per pay period per employee.
2. The Federation shall notify the City, in writing, as to the amount of dues and fees required of all employees. Once per fiscal year, the City will, upon written request of the Federation, change the amount of the Federation deduction to reflect any change in Federation dues or fees. Any other Fullerton Municipal Employees Federation Page 37 Resolution No. 2022-XX
changes in the Federation deducti on amount(s) shall be made only upon written request of the employee via the City -authorized payroll deduction card.
3. Whenever the Federation notifies the City that there has been a change in the amount required to be deducted for dues or fees, the Federation shall provide certification that the employees have been notified of such change.
4. The City assumes no responsibility for keeping itemized records of deductions.
5. The City shall provide the Federation a monthly list of regular employees newly hired into classifications represented by the Federation.
6. When a prospective employee whose position is represented by the Federation is checked in by the Human Resources Department, he/she will be given an information packet concerning Federation memb ership. The Federation will provide this packet to the City. The design and packaging of the information are subject to City approval.
B. New Employee Orientation
The parties acknowledge that the City provides new employee orientation (onboarding) to each new employee hired by the City. The FMEF will be provided with not less than 10 calendar days’ advanced notice of the time, date, and location of the onboarding of any new employee represented by the FMEF. The FMEF will be given 15 minutes at the end of the new employee onboarding in a room designated by the City for no more than one (1) FMEF representative to present FMEF membership information to the onboarding employee or employees. Human Resources staff will not be present during the FMEF portion of the onboarding. For the purpose of training, the FMEF may have two representatives participate in orientation process with prior approval of the City.
The FMEF will maintain a Membership Committee comprised of representatives authorized by the FMEF to present the membership information to new employees.
Employees eligible to serve as committee members shall be working in positions that allow the employee to leave his/her workstation for the purpose of participating in the onboarding without disruption or stoppage of City business or without creating a need to reassign or reschedule a City work crew. The FMEF shall notify of the City of employees appointed to the Membership Committee.
The City will provide appropriate Release Time not to exceed 30 minutes to the FMEF Membership Committee representative presenting the FMEF membership information during a scheduled onboarding. Upon assignment of a member to an onboarding event, the FM EF shall advise the Membership Committee member’s immediate supervisor at least five (5) days prior to the onboarding. The FMEF Membership Committee member shall be released for this purpose unless unusual operational needs interfere with such release in which case the FMEF representative’s immediate supervisor will provide a written explanation of why Fullerton Municipal Employees Federation Page 38 Resolution No. 2022-XX
release could not be approved. If the FMEF Membership Committee member is not released due to department operational needs and no other Membership Committee member is available for the onboarding, the FMEF Membership Committee member may arrange an alternative date and time to meet with the newly hired employee within the first two (2) weeks of employment, subject to the 30-minutes onboarding and FMEF Releas e Time requirements as stipulated above.
C. Employee Contact Information
The City shall provide the FMEF with City maintained information concerning new employee name, job title, department, work location, work telephone number , home telephone number , perso nal cellular telephone number, personal email address, and home address within 30 days of hire.
In addition, on a quarterly basis, the City will provide the FMEF with a digital file containing the same information for all employees in FMEF represented classifications.
D. Indemnification
The Federation shall indemnify, defend and hold harmless the City and its officials, representatives and agents against any liability or claim of liability that arises or is claimed to arise out of or by reason of action taken or not taken by the City in complying with the provisions of this Article.
ARTICLE 49: PERSONNEL FILES
A. Each department shall keep a personnel file for each affected employee within that department.
B. An employee shall have the right to inspect and review his/her file at reasonable intervals.
C. A copy of any commendations, written warnings or reprimands, disciplinary action, personnel action forms and performance reviews placed into the employee's personnel file shall be provided to the employee.
D. An employee shall have the right to respond in writing to any information contained in his/her file. This reply shall become a permanent part of the file.
E. Upon written request from the employee, any adverse material and references thereto which resulted in non-Skelly discipline (i.e., letters of reprimand, letters of counseling and supervisor action reports, but not performance reviews) shall be removed from the file under these conditions:
Fullerton Municipal Employees Federation Page 39 Resolution No. 2022-XX
1. There has been no recurrence of similar conduct or other documented unacceptable conduct within the subsequent five years.
2. There is no discipline currently pending and the employee is not on notice to improve.
ARTICLE 50: SUBSTANCE ABUSE
A. It is the responsibility of all affected employees to cooperate to protect the lives, personal safety and property of coworkers and fellow citizens. The parties hereto and all affected employees shall take all reasonable steps to accomplish these goals and to minimize potential dangers.
B. It is in the best interest of the City, the Federation, affected employees and the public to ensure that affected employees do not appear for work under the influence of drugs or alcohol or possess illegal substances or alcohol while at work, because such conduct is likely to result in reduced productivity, an unsafe working environment, poor morale and increased potential liability to the City. "Under the influence of drugs" means the use of any illegal substance or misuse of a prescribed drug in a m anner and to a degree that impairs the employee's work performance or the ability to use City property or equipment safely.
C. The City pays for a counseling service for employees who have problems with drugs and/or alcohol. The City and the Federation agree that every effort shall be made by the City and the Federation to refer employees who have such problems to this counseling service for assistance.
D. The City may compel an employee who is unable to perform the duties of his/her position to submit to a medical examination on City time and at the City's expense.
E. In addition to the policy described above, a substance screen shall be administered when an employee takes a medical exam for the Department of Motor Vehicles operator's license. This exam is currently required of employees who must have a Class A, B or C license with a Hazardous Materials Endorsement, or a Class C license with Special Certificates.
F. The City shall have the right to implement the U.S. Department of Transportation regulations for random drug and alcohol testing of employees who are subject to these regulations.
ARTICLE 51: USE OF TOBACCO
In addition to the policy set forth in City directives, affected employees shall not use tobacco products in any form inside City buildings, structures, vehicles, and/or in plain view of the public while on duty.
Fullerton Municipal Employees Federation Page 40 Resolution No. 2022-XX
ARTICLE 52: CONTRACTING OUT
The City shall meet -and-confer with the Federation on the potential impact on affected employees of a “C ity decision” to "contract out" when such a decision would affect the wages, hours or working conditions of affected employees in budgeted positions. The meet-and-confer process shall commence at such time as the City Council receives a study on the advisability of going out to bid for this purpose. The study shall be submitted to the FMEF president within 48 hours of Council’s receipt of the study.
This provision shall in no way diminish the City's right to contract and sub- contract as provided in Article 2.
ARTICLE 53: LAYOFFS
If the City decides layoffs are necessary, the parties shall meet -and-confer to discuss alternatives to layoffs.
Should layoffs cause bumping, the reverse order of the normal line of promotion may be used for the bumping process. The normal line of promotion is the normal upward promotional path from one position to the next. See “Normal Line of Promotion” Human Resources Department Policy/Procedure, No. 061, which augments the City’s Personnel Rules contained in Resolutions 8485 and 8521.
The City will meet informally with FMEF as early as possible to discuss potential layoffs, prior to making any decision to lay off employees. FMEF agrees that this/these meeting(s) are not formal negotiations and are not subject to impasse procedures or any of the other requirements of the Meyers -Milias-Brown Act (Gov. Code section 3500, et seq.). The parties further agree that if the City decides to lay off employees, the terms of Article 53 shall apply. The part ies further agree that Article 54 remains in full force and effect and nothing in this agreement impacts or limits Article 54 in any way whatsoever.
ARTICLE 54: DISCIPLINARY ACTION
In addition to the procedures set forth in current policy and practice, an employee may elect, when offered by the City, to reduce his/her vacation balance in lieu of suspension.
There shall be no reference to sick leave use in unrelated discipline cases.
Appeals:
A. When an employee seeks to appeal disciplinary action (following the provision of all procedural safeguards required to be provided prior to the imposition of discipline) he/she shall initiate the formal Grievance Procedure by filing a written grievance at the level of the authority which has effectively imposed the discipline.
This appeal must be received by said authority within 14 calendar days after the employee's receipt of the document which imposes such discipline.
Fullerton Municipal Employees Federation Page 41 Resolution No. 2022-XX
B. Should an employee wish to appeal the consequences of disciplinar y action beyond the City Manager stage, he/she shall submit his/her written request for arbitration to the City's Human Resources Director within 14 calendar days following receipt of the City Manager's written decision.
C. The only discipline cases that can go beyond the City Manager level are appeals from disciplinary action where the Skelly procedure was utilized. Performance appraisals shall not be appealed beyond the City Manager level.
D. Appeals of disciplinary action may be filed only by an employee or the Federation with the employee’s written consent.
ARTICLE 55: GRIEVANCES
A. Purpose: To provide a means by which employee grievances may be considered, discussed and resolved at the closest possible level to the point of origin.
B. A grievance is any dispute concerning the interpretation or application of this Memorandum of Agreement, the City’s Personnel Rules, or of departmental rules or regulations governing personnel practices or working conditions, or of the practical consequences of a City rights decision on wages, hours and other terms and conditions of employment.
A grievant is an employee or the Federation. An employee may proceed with or without his/her Federation representative.
Grievances shall be presented in accordance with the procedures set forth below and as provided in paragraph E. Grievances shall be waived for all purposes if not presented to the supervisor within 14 calendar days from the date the aggrieved employee knew, or by reasonable diligence could have known, of the occurrence of the act or omission on which the grievance is based.
C. Informal procedure: A grievant shall first discuss the issue with the employee’s immediate supervisor without delay. If the problem is not resolved to the grievant’s satisfaction, he/she shall have the right to discuss the grievance with the supervisor's immediate superior. Every effort shall be made to resolve the problem in this manner.
D. Formal procedure: If informal efforts have not been successful in resolv ing the grievance, the grievant may submit an appeal in writing within seven calendar days of the response given in the informal procedure.
To the best of the employee’s ability, the written appeal shall contain an explanation of the issue(s) in dispute as well as a proposed remedy. The appeal shall set forth the date of the informal discussion.
Fullerton Municipal Employees Federation Page 42 Resolution No. 2022-XX
1. First level of appeal: The appeal shall be submitted to the grievant's immediate supervisor, who shall render a decision and comments in writing within seven calendar days of receipt of the appeal.
Failure of the employee to take further action within seven calendar days after receipt of the first level decision or within a total of 14 calendar days if no decision is rendered will bar further consideration.
2. Department review: Upon receipt of the appeal, the department head should discuss the grievance with the grievant, his/her representative, if any, the supervisor and the Director of Human Resources. The department head shall render his/her decision and comments in writing and return them to the grievant within seven calendar days after receiving or hearing the appeal, whichever occurs later.
If the grievant does not agree with the decision reached, or if no answer has been received within seven calendar days, he/she may present the appeal in writing to the City Manager. Failure of the employee to take further action within seven calendar days after receipt of the decision, or within a total of 14 calendar days if no decision is rendered will bar further consideration of the appeal.
3. City Manager review: The City Manager shall discuss the grievance with the employee, his/her representative, if any, and with other appropriate persons. The City Manager may designate a committee or officer not in the employee’s normal line of supervision to advise him concerning the appeal.
The City Manager shall render a decision in writing to the employee within 14 calendar days after receiving or hearing the appeal, whichever occurs later.
4. Grievance Mediation - This procedure is available after the City Manager level of the grievance procedure is completed.
a. Either party not satisfied with the City Manager's decision may, within 14 calendar days following receipt of the City Manager’s decision, submit a written request to the other party for mediation of the dispute. Mediation shall be voluntary by both the City and the grievant.
b. Grievance mediation is a supplement to, and not a substitute for, the steps of the grievance procedure outlined in this Article. Any deadlines for the grievance procedure shall be tolled to permit the grievance to proceed to arbitration should mediation be unsuccessful.
c. If the parties agree to mediation, a request shall be submitted to the California State Mediati on and Conciliation Service (“CSMCS”) in writing. If the CSMCS is unable to serve in a timely manner, the parties shall agree on another mediator. Any costs of the mediator or the mediation process shall be divided equally between the City and the grievant.
Fullerton Municipal Employees Federation Page 43 Resolution No. 2022-XX
d. The function of the mediator shall be to attempt to assist the parties to achieve a mutually satisfactory resolution of the dispute. The mediator has no authority to compel resolution of the grievance. e. Proceedings before the mediator shall be informal and the Rules of Evidence shall not apply. No record, stenographic or tape recordings of the meetings will be made. The mediator's notes are confidential and their content shall not be revealed. Nothing said or done by the parties or the mediat or during the grievance mediation session can be attributed to the other party in any subsequent arbitration, court or government agency proceeding.
f. The mediator may conduct the conference utilizing all of the customary techniques associated with media tion, including the use of separate caucuses.
g. In the event that no settlement is reached during the mediation process, the mediator may provide the parties, either in separate or joint session, with an oral advisory opinion unless both parties agree that no such opinion is necessary.
h. If a satisfactory resolution of the dispute is achieved, the parties shall sign a written statement to that effect and thus waive the right of either party to any further appeal
i. If either party does not accept the mediator’s opinion, the matter may then proceed to an arbitrator in the manner and form provided in this Article. Such arbitration hearings will be held as if the grievance mediation had not taken place. The mediator may not serve as the arbitrator
5. Arbitration - if either party (subject to the provisions of E6 below) so requests, a professional arbitrator shall hear the grievance on its merits for the purpose of attempting to resolve the dispute in a satisfactory manner.
Such requests for arbitration m ust be filed in writing with the Director of Human Resources within 14 calendar days following receipt of the City Manager's written decision. Failure to do so will bar consideration by an arbitrator. Selection of the arbitrator shall be in accordance with procedures acceptable to both parties.
This paragraph shall not diminish the City Council’s authority to review the arbitration decision.
The City Council shall have the right to refuse arbitration if, in its judgment, the issue to be submitted to arbitration has recently been reviewed by a professional arbitrator.
6. The arbitrator, after hearing all pertinent evidence and testimony, shall make recommendations to the City Manager and the parties involved.
The arbitrator shall limit his/her findings and recommendations strictly to the interpretation or application of this Agreement or of Rules and Regulations Fullerton Municipal Employees Federation Page 44 Resolution No. 2022-XX
governing personnel practices or working conditions, or the practicable consequences of a City rights decision on wages, hours and other terms and conditions of employment, and shall make no recommendation:
a. Contrary, or inconsistent with or modifying or varying in any way the provisions of the Employer-Employee Relations Resolution. b. Inconsistent with the City's duties, responsibilities, or obligations as provided by law.
c. Recommending any wage increase or decrease.
d. Recommending the payment of back wages for more than 14 calendar days prior to the date the grievant knew, or by reasonable diligence could have known, of the occurrence of the act or omission on which the grievance is based.
The arbitrator shall make no recommendation reversing, overruling, or otherwise modifying any City decision or omission except after finding 1) the City decision violated some express provision of the Resolution or 2) the City decision or omission was, under the circumstances, arbitrary, capricious, discriminatory, or otherwise unreasonable.
7. If either party is still in disagreement, it may request that the City Council decide the matter. Such requests must be filed in writing with the Human Resources Director within 35 calendar days from the date that party was served with the arbitrator's recommendations.
The City Council shall be guided by the arbitrator’s recommendations in reaching its decision. The Council shall act upon the arbitrator's recommendations within 91 calendar days of the Director of Human Resource’s receipt of a request for it to do so. The City shall notify the employee of the Council’s action by first class mail. Such notice shall be postmarked no later than three calendar days after the Council action.
E. Conduct of Grievance Procedure:
1. The time limits specified above may be extended to a specified date by mutual written agreement of the parties concerned. Unless so extended, failure to timely process a grievance shall bar further processing of such grievance.
2. The employee may request the assistance of another person of his/her own choosing in preparing and presenting his/her appeal at any level of review.
3. The grievant and/or his/her representative may use a reasonable a mount of work time as determined by the appropriate supervisor or department head in conferring on and presenting the appeal. However, no employee shall absent him/herself without first being excused by his/her supervisor.
4. Employees shall be assured freedom from reprisal for using the grievance procedure.
Fullerton Municipal Employees Federation Page 45 Resolution No. 2022-XX
5. The settlement terms of a grievance which is processed by an employee individually or by an informally recognized employee organization shall not conflict with the express provisions of this Agreement.
6. With the exception of any arbitrator, administrative, and court reporter's appearance fees and the costs of transcriptions, the expenses of arbitration shall be borne equally by the City and the Federation. With regard to the arbitrator, administrative, and court reporter appearance fees and the costs of transcriptions, the City shall pay these expenses if the arbitrator sustains the grievance; however, if the arbitrator denies the grievance, the Federation shall pay these expenses. In t he event there is no prevailing party, the parties shall bear these specific expenses equally.
The parties recognize that pursuant to Jones v. Omnitrans (2004) 125 Cal.
App.4
th 273; 22 Cal. Rptr.3rd 706 only the Federation may pursue arbitration on behalf of an employee. As such, the Federation is responsible for the costs of the arbitrator, not the individual employee. (The parties recognize that the case of Florio v. City of Ontario (2005) 130 Cal. App. 4 th 1462; 30 Cal. Rptr. 3rd 841 does not apply to this cost sharing provision.)
7. For purposes of this Article, “receipt” shall be defined as personal delivery or seven days after deposit in the U.S. mail certified.
ARTICLE 56: PERSONNEL RULES
The City’s Personnel Rules (currently contained in Resolution No. 8485) shall be modified as follows, for employees appointed on or after October 12, 2002:
Section 12.A: Probationary Period – Duration
Original: 12 months
Promotional: 6 months
Lateral: N/A
Rehire: 3 months
Extension #1: 2 months
Extension #2: 2 months
Maximum: 16 months
Section 15.C: Advancement of Base Salary Step
A newly appointed employee may be increased to the next step upon successful completion of the probation period.
Fullerton Municipal Employees Federation Page 46 Resolution No. 2022-XX
ARTICLE 57: SAFETY REST PERIOD
A. An employee shall be granted an authorized safety rest period after being on duty sixteen (16) or more consecutive hours, excluding meal time breaks, if the employee so requests such a rest period.
1. An employee who takes an authorized safety rest period during hours that would be part of his/her regularly scheduled work shift shall be allowed, at his/her option to go on authorized unpaid status or use accrued vacation leave or compensatory time off for the rest period hours that overlap with the employee’s regular work shift.
2. If the employee is a Class A or Class B licensed driver, the rest period shall be at least 10 hours.
3. If such an authorized safety rest period overlaps an employee’s regular work shift, the rest period must be structured such that it encompasses the balance of the impacted work shift, or with management approval, returns the employee to work at for least four hours of the regular work shift.
4. When possible and upon mutual agreement, an employee may be allowed to alter his/her impacted work shift to begin later in the day, thus eliminating or reducing the impact of the authorized safety rest period.
B. Effective July 1, 2013, an employee may be required to take a safety rest period under any of the following circumstances:
1. If deemed necessary to ensure adequate staffing levels for regular work shifts.
2. If deemed necessary to ensure availability of Class A or Class B licensed drivers.
3. If deemed necessary to protect the health and safety of the employee or his/her coworkers.
4. As required by law, statute, ordinance, or regulation.
If an employee is required to take a safety rest period during hours that are part of his/her regularly scheduled work shift, he/she shall be paid at his/her regular rate of pay for those hours of the required safety rest period that overlap his/her regularly scheduled work shift.
Appendix A: Federation Salary Schedule
Appendix B: Exceptional Performance Pay Policy Section 053 Appendix C: Federation Work Schedules
RANGE
NO. CLASS TITLE 1 2 4 5 6
215 Clerical Assistant I
Approx. Annual 34,995 36,745 38,582
Approx. Monthly 2,916 3,062 3,215
Approx. Bi-Weekly 1,346 1,413 1,484
Hourly 16.824 17.666 18.549
220 Approx. Annual 35,365 37,133 38,990
Approx. Monthly 2,947 3,094 3,249
Approx. Bi-Weekly 1,360 1,428 1,500
Hourly 17.002 17.852 18.745
227 Approx. Annual 33,431 35,103 38,701 40,636 42,668
Approx. Monthly 2,786 2,925 3,225 3,386 3,556
Approx. Bi-Weekly 1,286 1,350 1,488 1,563 1,641
Hourly 16.073 16.876 18.606 19.537 20.513
230 Equipment Service Worker Maintenance Worker (Appointed on or after 9/25/96) Approx. Annual 33,775 35,464 39,099 41,054 43,106
Approx. Monthly 2,815 2,955 3,258 3,421 3,592
Approx. Bi-Weekly 1,299 1,364 1,504 1,579 1,658
Hourly 16.238 17.050 18.797 19.737 20.724 233 Approx. Annual 34,870 36,613 40,366 42,384 44,503
Approx. Monthly 2,906 3,051 3,364 3,532 3,709
Approx. Bi-Weekly 1,341 1,408 1,553 1,630 1,712
Hourly 16.764 17.602 19.407 20.377 21.396
235 Account Clerk I Equipment and Supply Assistant
Clerical Assistant II Library Clerical Assistant
Approx. Annual 35,454 37,227 41,043 43,095 45,249
Approx. Monthly 2,955 3,102 3,420 3,591 3,771
Approx. Bi-Weekly 1,364 1,432 1,579 1,657 1,740
Hourly 17.045 17.897 19.732 20.719 21.755
240 Maintenance Worker (Appointed before 9/25/96)
Approx. Annual 35,822 37,613 41,468 43,542 45,719
Approx. Monthly 2,985 3,134 3,456 3,628 3,810
Approx. Bi-Weekly 1,378 1,447 1,595 1,675 1,758
Hourly 17.222 18.083 19.937 20.934 21.980 3 16.023
1,418
3,071
36,858
18.987
1,519
3,291
39,494
17.902
1,432
3,103
37,237
17.720
16.193
1,231
2,667
32,001
FULLERTON MUNICIPAL EMPLOYEES FEDERATION
SCHEDULE OF BASE SALARY RATES AND
ALLOCATION OF CLASSES TO SALARY RANGES
Effective March 19, 2022
STEPS
1,218
2,639
31,667
18.792
1,503
3,257
39,088
18.483
1,479
3,204
38,444
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
250 Approx. Annual 36,063 37,866 41,747 43,834 46,026
Approx. Monthly 3,005 3,155 3,479 3,653 3,836
Approx. Bi-Weekly 1,387 1,456 1,606 1,686 1,770
Hourly 17.338 18.205 20.071 21.074 22.128
258 Approx. Annual 36,667 38,500 42,447 44,569 46,797
Approx. Monthly 3,056 3,208 3,537 3,714 3,900
Approx. Bi-Weekly 1,410 1,481 1,633 1,714 1,800
Hourly 17.628 18.510 20.407 21.427 22.499
260 Approx. Annual 36,884 38,728 42,697 44,832 47,074
Approx. Monthly 3,074 3,227 3,558 3,736 3,923
Approx. Bi-Weekly 1,419 1,490 1,642 1,724 1,811
Hourly 17.733 18.619 20.528 21.554 22.632
265 Approx. Annual 37,258 39,121 43,131 45,287 47,552
Approx. Monthly 3,105 3,260 3,594 3,774 3,963
Approx. Bi-Weekly 1,433 1,505 1,659 1,742 1,829
Hourly 17.912 18.808 20.736 21.773 22.861
270 Approx. Annual 37,751 39,638 43,701 45,886 48,180
Approx. Monthly 3,146 3,303 3,642 3,824 4,015
Approx. Bi-Weekly 1,452 1,525 1,681 1,765 1,853
Hourly 18.149 19.057 21.010 22.061 23.164
275 Account Clerk II Library Technical Assistant I
Clerical Assistant III Parks and Recreation Assistant
Cultural and Events Operations Assistant Senior Citizens Outreach Worker Cultural and Events Production Assistant Tiny Tots Teacher Customer Service Representative
Approx. Annual 38,550 40,477 44,626 46,857 49,200
Approx. Monthly 3,212 3,373 3,719 3,905 4,100
Approx. Bi-Weekly 1,483 1,557 1,716 1,802 1,892
Hourly 18.533 19.460 21.455 22.528 23.654
285 Parking Control Officer
Approx. Annual 39,382 41,351 45,589 47,868 50,262
Approx. Monthly 3,282 3,446 3,799 3,989 4,188
Approx. Bi-Weekly 1,515 1,590 1,753 1,841 1,933
Hourly 18.933 19.880 21.918 23.014 24.164
287 Airport Service Worker Water Services Worker
Senior Maintenance Worker I
Approx. Annual 39,789 41,778 46,060 48,363 50,782
Approx. Monthly 3,316 3,482 3,838 4,030 4,232
Approx. Bi-Weekly 1,530 1,607 1,772 1,860 1,953
Hourly 19.129 20.086 22.144 23.252 24.414 1,635
3,542
42,501
21.090
1,687
3,656
43,867
20.874
1,670
3,618
43,418
20.433
1,564
3,389
40,664
20.010
1,601
3,468
41,620
19.749
1,580
3,423
41,077
19.550
19.115
19.435
1,555
3,369
40,425
1,529
3,313
39,759
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
287-Y Senior Maintenance Worker I - Y Rated
Approx. Annual 54,819
Approx. Monthly 4,568
Approx. Bi-Weekly 2,108
Hourly 26.355
295 Approx. Annual 40,312 42,328 46,666 48,999 51,449
Approx. Monthly 3,359 3,527 3,889 4,083 4,287
Approx. Bi-Weekly 1,550 1,628 1,795 1,885 1,979
Hourly 19.381 20.350 22.436 23.557 24.735
300 Library Technical Assistant II Senior Customer Service Representative Approx. Annual 40,489 42,514 46,871 49,215 51,676
Approx. Monthly 3,374 3,543 3,906 4,101 4,306
Approx. Bi-Weekly 1,557 1,635 1,803 1,893 1,988
Hourly 19.466 20.439 22.534 23.661 24.844
310 Police Records Clerk
Approx. Annual 41,584 43,663 48,139 50,545 53,073
Approx. Monthly 3,465 3,639 4,012 4,212 4,423
Approx. Bi-Weekly 1,599 1,679 1,851 1,944 2,041
Hourly 19.992 20.992 23.144 24.301 25.516
315 Equipment Operator Traffic Painter
Senior Maintenance Worker II
Approx. Annual 41,674 43,757 48,242 50,655 53,187
Approx. Monthly 3,473 3,646 4,020 4,221 4,432
Approx. Bi-Weekly 1,603 1,683 1,855 1,948 2,046
Hourly 20.035 21.037 23.193 24.353 25.571 327 Account Clerk III Permit Technician
Maintenance Facilities Dispatcher
Approx. Annual 42,488 44,612 49,185 51,644 54,227
Approx. Monthly 3,541 3,718 4,099 4,304 4,519
Approx. Bi-Weekly 1634 1716 1892 1986 2086
Hourly 20.427 21.448 23.647 24.829 26.071
330 Reprographic Technician
Approx. Annual 42,921 45,068 49,687 52,171 54,780
Approx. Monthly 3,577 3,756 4,141 4,348 4,565
Approx. Bi-Weekly 1,651 1,733 1,911 2,007 2,107
Hourly 20.635 21.667 23.888 25.082 26.336
47,321
22.750
1,820
3,943
3,704
44,444
22.521
1802
3,904
46,843
22.089
1,767
3,829
45,945
1,717
3,720
44,639
21.367
1,709
22.041
1,763
3,821
45,846
21.461
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
335 Police Community Service Officer
Approx. Annual 43,228 45,389 50,042 52,544 55,171
Approx. Monthly 3,602 3,782 4,170 4,379 4,598
Approx. Bi-Weekly 1,663 1,746 1,925 2,021 2,122
Hourly 20.783 21.822 24.059 25.261 26.525
340 Secretary
Approx. Annual 43,340 45,507 50,171 52,680 55,314
Approx. Monthly 3,612 3,792 4,181 4,390 4,609
Approx. Bi-Weekly 1,667 1,750 1,930 2,026 2,127
Hourly 20.836 21.878 24.121 25.327 26.593
343 Police Records Specialist
Approx. Annual 43,583 45,762 50,452 52,975 55,624
Approx. Monthly 3,632 3,813 4,204 4,415 4,635
Approx. Bi-Weekly 1676 1760 1940 2037 2139
Hourly 20.953 22.001 24.256 25.469 26.742
345 Senior Maintenance Worker III
Approx. Annual 43,721 45,907 50,612 53,143 55,800
Approx. Monthly 3,643 3,826 4,218 4,429 4,650
Approx. Bi-Weekly 1,682 1,766 1,947 2,044 2,146
Hourly 21.019 22.070 24.333 25.549 26.827
346 Mechanic I
Approx. Annual 43,784 45,973 50,685 53,220 55,881
Approx. Monthly 3,649 3,831 4,224 4,435 4,657
Approx. Bi-Weekly 1,684 1,768 1,949 2,047 2,149
Hourly 21.050 22.103 24.368 25.586 26.866
350 Approx. Annual 44,018 46,219 50,957
53,504 56,180
Approx. Monthly 3,668 3,852 4,246 4,459 4,682
Approx. Bi-Weekly 1,693 1,778 1,960 2,058 2,161
Hourly 21.163 22.221 24.498 25.723 27.009
352 Library Technical Services Assistant Utility Systems Specialist Police Training Assistant
Approx. Annual 44,533 46,759 51,552 54,130 56,836
Approx. Monthly 3,711 3,897 4,296 4,511 4,736
Approx. Bi-Weekly 1,713 1,798 1,983 2,082 2,186
Hourly 21.410 22.480 24.785 26.024 27.325
355 Engineering Aide I
Approx. Annual 44,763 47,001 51,818 54,409 57,130
Approx. Monthly 3,730 3,917 4,318 4,534 4,761
Approx. Bi-Weekly 1,722 1,808 1,993 2,093 2,197
Hourly 21.520 22.596 24.913 26.158 27.466
1848
4,004
48,050
23.332
1,867
4,044
48,530
23.208
1,857
4,023
48,272
23.174
1,854
4,017
48,202
23.101
22.972
1,838
3,982
47,782
22.913
1,833
3,972
47,659
49,097
23.604
1,888
4,091
23.726
1,898
4,113
49,351
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
360 Equipment Operator - Water Motor Sweeper Operator
Meter Repairer Skilled Maintenance Worker - Building and Facilities
Approx. Annual 45,207 47,467 52,333 54,949 57,697
Approx. Monthly 3,767 3,956 4,361 4,579 4,808
Approx. Bi-Weekly 1,739 1,826 2,013 2,113 2,219
Hourly 21.734 22.821 25.160 26.418 27.739 367 Museum Educator Parks and Trails Coordinator
Outdoor Recreation Coordinator Sports Facility Coordinator Parks and Recreation Coordinator Youth Services Coordinator Approx. Annual 45,842 48,134 53,068 55,721 58,507
Approx. Monthly 3,820 4,011 4,422 4,643 4,876
Approx. Bi-Weekly 1,763 1,851 2,041 2,143 2,250
Hourly 22.039 23.141 25.513 26.789 28.128
370 Administrative Aide/City Council
Approx. Annual 46,672 49,005 54,028 56,730 59,566
Approx. Monthly 3,889 4,084 4,502 4,727 4,964
Approx. Bi-Weekly 1,795 1,885 2,078 2,182 2,291
Hourly 22.438 23.560 25.975 27.274 28.638
375 Approx. Annual 47,147 49,504 54,578 57,307 60,172
Approx. Monthly 3,929 4,125 4,548 4,776 5,014
Approx. Bi-Weekly 1,813 1,904 2,099 2,204 2,314
Hourly 22.667 23.800 26.239 27.551 28.929
380 Approx. Annual 47,534 49,911 55,027 57,778 60,667
Approx. Monthly 3,961 4,159 4,586 4,815 5,056
Approx. Bi-Weekly 1,828 1,920 2,116 2,222 2,333
Hourly 22.853 23.996 26.455 27.778 29.167
382 Irrigation Specialist
Approx. Annual 47,628 50,010 55,136 57,892 60,787
Approx. Monthly 3,969 4,167 4,595 4,824 5,066
Approx. Bi-Weekly 1,832 1,923 2,121 2,227 2,338
Hourly 22.898 24.043 26.508 27.833 29.225 385 Police Property and Evidence Clerk
Approx. Annual 47,845 50,237 55,387 58,156 61,064
Approx. Monthly 3,987 4,186 4,616 4,846 5,089
Approx. Bi-Weekly 1,840 1,932 2,130 2,237 2,349
Hourly 23.002 24.153 26.628 27.960 29.358
390 Fleet Maintenance Technician Mechanic II
Approx. Annual 48,003 50,403 55,569 58,347 61,265
Approx. Monthly 4,000 4,200 4,631 4,862 5,105
Approx. Bi-Weekly 1,846 1,939 2,137 2,244 2,356
Hourly 23.078 24.232 26.716 28.052 29.454
25.360
2,029
25.444
2,035
4,410
52,923
1,944
4,212
50,541
4,396
52,749
25.245
2,020
4,376
52,510
25.195
2,016
4,367
52,406
24.990
1,999
4,332
24.738
1,979
4,288
51,455
24.298
51,979
23.962
1,917
4,153
49,841
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
395 Approx. Annual 48,346 50,764 55,967 58,765 61,703
Approx. Monthly 4,029 4,230 4,664 4,897 5,142
Approx. Bi-Weekly 1,859 1,952 2,153 2,260 2,373
Hourly 23.243 24.406 26.907 28.253 29.665
405 Buyer I Planning Technician
Community Liaison Officer Police Rangemaster
Code Enforcement Officer Trainee Police Services Representative Court Liaison Officer Senior Engineering Aide
Engineering Aide II Senior Permit Technician
Information Systems Assistant Skilled Maintenance Worker - Water I Approx. Annual 49,465 51,938 57,262 60,125 63,131
Approx. Monthly 4,122 4,328 4,772 5,010 5,261
Approx. Bi-Weekly 1,902 1,998 2,202 2,312 2,428
Hourly 23.781 24.970 27.530 28.906 30.352
410 Administrative Assistant I Airport Operations Assistant Approx. Annual 50,028 52,529 57,913 60,809 63,849
Approx. Monthly 4,169 4,377 4,826 5,067 5,321
Approx. Bi-Weekly 1,924 2,020 2,227 2,339 2,456
Hourly 24.052 25.254 27.843 29.235 30.697
412 Approx. Annual 50,542 53,069 58,509 61,434 64,506
Approx. Monthly 4,212 4,422 4,876 5,120 5,375
Approx. Bi-Weekly 1,944 2,041 2,250 2,363 2,481
Hourly 24.299 25.514 28.129 29.536 31.012
415 Approx. Annual 50,962 53,511 58,995 61,945 65,042
Approx. Monthly 4,247 4,459 4,916 5,162 5,420
Approx. Bi-Weekly 1,960 2,058 2,269 2,383 2,502
Hourly 24.501 25.726 28.363 29.781 31.270
420 Approx. Annual 51,240 53,802 59,317 62,283 65,397
Approx. Monthly 4,270 4,484 4,943 5,190 5,450
Approx. Bi-Weekly 1,971 2,069 2,281 2,396 2,515
Hourly 24.635 25.867 28.518 29.944 31.441
423 Facilities Specialist Revenue Specialist
Grounds Maintenance Lead Worker Sewer Lead Worker
Lead Customer Service Representative - Sewer Program Specialist Utility Services Streets Lead Worker
Location Specialist Tree Services Inspector
Mechanic III Water Utility Services Lead Worker
Approx. Annual 51,580 54,159 59,710 62,695 65,830
Approx. Monthly 4,298 4,513 4,976 5,225 5,486
Approx. Bi-Weekly 1,984 2,083 2,297 2,411 2,532
Hourly 24.798 26.038 28.707 30.142 31.64927.340
26.517
2,121
4,596
55,155
27.160
2,173
4,708
56,493
27.013
2,161
4,682
56,186
26.790
2,143
4,644
55,723
4,739
56,867
2,187
26.219
4,545
54,535
25.626
2,050
4,442
53,302
2,098
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
424 Police Records Shift Leader
Approx. Annual 51,637 54,218 59,776 62,765 65,903
Approx. Monthly 4,303 4,518 4,981 5,230 5,492
Approx. Bi-Weekly 1,986 2,085 2,299 2,414 2,535
Hourly 24.825 26.067 28.738 30.175 31.684
425 Skilled Maintenance Worker - Water II
Approx. Annual 51,768 54,356 59,928 62,924 66,071
Approx. Monthly 4,314 4,530 4,994 5,244 5,506
Approx. Bi-Weekly 1,991 2,091 2,305 2,420 2,541
Hourly 24.888 26.133 28.812 30.252 31.765
430 Approx. Annual 52,204 54,814 60,432 63,454 66,627
Approx. Monthly 4,350 4,568 5,036 5,288 5,552
Approx. Bi-Weekly 2,008 2,108 2,324 2,441 2,563
Hourly 25.098 26.353 29.054 30.507 32.032
435 Approx. Annual 52,431 55,053 60,696 63,731 66,917
Approx. Monthly 4,369 4,588 5,058 5,311 5,576
Approx. Bi-Weekly 2,017 2,117 2,334 2,451 2,574
Hourly 25.207 26.468 29.181 30.640 32.172
437 Administrative Assistant II Building Inspector - Trainee Approx. Annual 52,736 55,372 61,048 64,100 67,306
Approx. Monthly 4,395 4,614 5,087 5,342 5,609
Approx. Bi-Weekly 2,028 2,130 2,348 2,465 2,589
Hourly 25.354 26.621 29.350 30.818 32.358 440 Engineering Aide III
Approx. Annual 53,690 56,375 62,153
65,261 68,524
Approx. Monthly 4,474 4,698 5,179 5,438 5,710
Approx. Bi-Weekly 2,065 2,168 2,391 2,510 2,636
Hourly 25.813 27.103 29.881 31.375 32.944
442 Water Production Operator
Annual 54,185 56,894 62,726 65,862 69,155
Approx. Monthly 4,515 4,741 5,227 5,489 5,763
Approx. Bi-Weekly 2,084 2,188 2,413 2,533 2,660
Hourly 26.050 27.353 30.157 31.664 33.248
445 Administrative Analyst I Librarian - Children's Services (X) Deputy City Clerk Librarian - Technical Services (X)
Engineering Drafter/CADD Equipment Operator Local History Archivist Librarian - Adult Services (X) Parks Project Specialist (X) Approx. Annual 54,793 57,533 63,430 66,602 69,932
Approx. Monthly 4,566 4,794 5,286 5,550 5,828
Approx. Bi-Weekly 2,107 2,213 2,440 2,562 2,690
Hourly 26.343 27.660 30.495 32.020 33.621
4,796
29.043
2,323
5,034
60,410
28.721
2,298
4,978
59,739
2,223
4,817
57,806
27.670
2,214
2,190
4,744
56,929
27.440
2,195
4,756
57,555
28.458
2,277
4,933
59,193
27.952
2,236
4,845
58,141
27.791
57,074
27.370
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
448 Air Conditioning Mechanic Electrician
Airport Operations Lead Worker Equipment Mechanic Lead Worker Approx. Annual 55,352 58,119 64,077 67,280 70,644
Approx. Monthly 4,613 4,843 5,340 5,607 5,887
Approx. Bi-Weekly 2,129 2,235 2,464 2,588 2,717
Hourly 26.611 27.942 30.806 32.346 33.964 455 Buyer II Exhibition/Museum Specialist (X)
Events Specialist Source Control Inspector
Approx. Annual 56,291 59,105 65,164 68,422 71,843
Approx. Monthly 4,691 4,925 5,430 5,702 5,987
Approx. Bi-Weekly 2,165 2,273 2,506 2,632 2,763
Hourly 27.063 28.416 31.329 32.895 34.540
456 Approx. Annual 56,867 59,710 65,830 69,122 72,578
Approx. Monthly 4,739 4,976 5,486 5,760 6,048
Approx. Bi-Weekly 2,187 2,297 2,532 2,659 2,791
Hourly 27.340 28.707 31.649 33.232 34.893
460 Code Enforcement Officer Risk Management Specialist Housing Programs Assistant
Approx. Annual 57,591 60,471 66,669 70,003 73,503
Approx. Monthly 4,799 5,039 5,556 5,834 6,125
Approx. Bi-Weekly 2,215 2,326 2,564 2,692 2,827
Hourly 27.688 29.073 32.052 33.655 35.338
463 Approx. Annual 58,180 61,089 67,351 70,718 74,254
Approx. Monthly 4,848 5,091 5,613 5,893 6,188
Approx. Bi-Weekly 2,238 2,350 2,590 2,720 2,856
Hourly 27.971 29.370 32.380 33.999 35.699 464 Approx. Annual 58,787 61,726 68,053 71,455 75,028
Approx. Monthly 4,899 5,144 5,671 5,955 6,252
Approx. Bi-Weekly 2,261 2,374 2,617 2,748 2,886
Hourly 28.263 29.676 32.718 34.354 36.071 465 Approx. Annual 59,371 62,340 68,729 72,166 75,774
Approx. Monthly 4,948 5,195 5,727 6,014 6,315
Approx. Bi-Weekly 2,284 2,398 2,643 2,776 2,914
Hourly 28.544 29.971 33.043 34.695 36.430
466 Building Inspector I Senior CADD Equipment Operator Electrical and HVAC Lead Worker Water Lead Worker
Geographic Information Systems Technician Water Technical Design Specialist Approx. Annual 59,570 62,549 68,960 72,408 76,029
Approx. Monthly 4,964 5,212 5,747 6,034 6,336
Approx. Bi-Weekly 2,291 2,406 2,652 2,785 2,924
Hourly 28.640 30.072 33.154 34.812 36.552
31.470
2,518
5,455
31.575
2,526
5,473
65,676
29.837
2,387
5,172
62,061
65,457
31.160
2,493
5,401
64,812
30.142
2,411
5,225
62,695
30.838
2,467
5,345
64,144
30.526
2,442
5,291
63,494
29.339
2,347
5,085
61,025
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
467 Approx. Annual 59,967 62,965 69,419 72,890 76,534
Approx. Monthly 4,997 5,247 5,785 6,074 6,378
Approx. Bi-Weekly 2,306 2,422 2,670 2,803 2,944
Hourly 28.830 30.272 33.374 35.043 36.795 468 Accountant I Crime Analyst
Approx. Annual 60,350 63,367 69,862 73,355 77,023
Approx. Monthly 5,029 5,281 5,822 6,113 6,419
Approx. Bi-Weekly 2,321 2,437 2,687 2,821 2,962
Hourly 29.014 30.465 33.588 35.267 37.030
469 Assistant Planner (X)
Approx. Annual 61,094 64,149 70,724 74,260 77,973
Approx. Monthly 5,091 5,346 5,894 6,188 6,498
Approx. Bi-Weekly 2,350 2,467 2,720 2,856 2,999
Hourly 29.372 30.841 34.002 35.702 37.487 470 Junior Engineer (X) Traffic Engineering Analyst I
Approx. Annual 61,836 64,928 71,583 75,162 78,920
Approx. Monthly 5,153 5,411 5,965 6,264 6,577
Approx. Bi-Weekly 2,378 2,497 2,753 2,891 3,035
Hourly 29.729 31.215 34.415 36.136 37.942
475 Senior Code Enforcement Officer
Approx. Annual 63,301 66,466 73,278 76,942 80,790
Approx. Monthly 5,275 5,539 6,107 6,412 6,732
Approx. Bi-Weekly 2,435 2,556 2,818 2,959 3,107
Hourly 30.433 31.955 35.230 36.992 38.841
476 Building Inspector II Construction Inspector
Annual 63,695 66,880 73,735 77,421 81,292
Approx. Monthly 5,308 5,573 6,145 6,452 6,774
Approx. Bi-Weekly 2,450 2,572 2,836 2,978 3,127
Hourly 30.622 32.154 35.449 37.222 39.083
478 Administrative Analyst II (X) Assistant City Clerk
Approx. Annual 64,796 68,036 75,009 78,760 82,698
Approx. Monthly 5,400 5,670 6,251 6,563 6,891
Approx. Bi-Weekly 2,492 2,617 2,885 3,029 3,181
Hourly 31.152 32.709 36.062 37.865 39.759
480 Construction Inspector - Water Stormwater/Wastewater Compliance Specialist I Police Investigative Technician Webmaster (X)
Approx. Annual 66,753 70,091 77,275 81,139 85,196
Approx. Monthly 5,563 5,841 6,440 6,762 7,100
Approx. Bi-Weekly 2,567 2,696 2,972 3,121 3,277
Hourly 32.093 33.697 37.151 39.009 40.959
2,701
5,852
70,223
35.382
2,831
6,133
73,595
34.345
2,748
5,953
71,438
33.761
5,545
66,536
33.552
2,684
5,816
69,789
2,591
5,613
67,356
31.988
2,559
32.776
2,622
5,681
68,174
32.383
31.785
2,543
5,509
66,113
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
481 Accountant II (X)
Annual 67,594 70,973 78,248 82,161 86,269
Approx. Monthly 5,633 5,914 6,521 6,847 7,189
Approx. Bi-Weekly 2,600 2,730 3,010 3,160 3,318
Hourly 32.497 34.122 37.619 39.500 41.475
482 Annual 68,023 71,424 78,745 82,682 86,816
Approx. Monthly 5,669 5,952 6,562 6,890 7,235
Approx. Bi-Weekly 2,616 2,747 3,029 3,180 3,339
Hourly 32.703 34.338 37.858 39.751 41.739
483 Approx. Annual 69,332 72,799 80,260 84,273 88,487
Approx. Monthly 5,778 6,067 6,688 7,023 7,374
Approx. Bi-Weekly 2,667 2,800 3,087 3,241 3,403
Hourly 33.333 34.999 38.587 40.516 42.542
485 Associate Planner (X) Housing and Community Rehabilitation Inspector Building Inspector III Principal Construction Inspector Geographic Information Systems Specialist (X) Stormwater/Wastewater Compliance Specialist II Approx. Annual 71,212 74,773 82,437 86,559 90,887
Approx. Monthly 5,934 6,231 6,870 7,213 7,574
Approx. Bi-Weekly 2,739 2,876 3,171 3,329 3,496
Hourly 34.237 35.949 39.633 41.615 43.696
488 Network Specialist (X) Senior Building Inspector
Approx. Annual 72,962 76,610 84,462 88,685 93,120
Approx. Monthly 6,080 6,384 7,039 7,390 7,760
Approx. Bi-Weekly 2,806 2,947 3,249 3,411 3,582
Hourly 35.078 36.832 40.607 42.637 44.769
490 Assistant Engineer (X) Traffic Engineering Analyst II (X) Public Works Analyst (X) Water Quality Specialist
Stormwater/Wastewater Compliance Specialist III (X)
Approx. Annual 76,615 80,446 88,692 93,127 97,783
Approx. Monthly 6,385 6,704 7,391 7,761 8,149
Approx. Bi-Weekly 2,947 3,094 3,411 3,582 3,761
Hourly 36.834 38.676 42.640 44.772 47.011
495 Approx. Annual 78,557 82,485 90,940 95,487 100,261
Approx. Monthly 6,546 6,874 7,578 7,957 8,355
Approx. Bi-Weekly 3,021 3,173 3,498 3,673 3,856
Hourly 37.768 39.656 43.721 45.907 48.202
497 Approx. Annual 80,808 84,848 93,545 98,222 103,133
Approx. Monthly 6,734 7,071 7,795 8,185 8,594
Approx. Bi-Weekly 3,108 3,263 3,598 3,778 3,967
Hourly 38.850 40.792 44.974 47.222 49.58342.832
3,427
7,424
89,091
6,543
78,512
38.673
41.639
3,331
7,217
86,609
40.610
3,249
7,039
84,469
3,094
6,703
80,440
37.746
3,020
2,884
6,250
74,995
35.828
2,866
36.749
2,940
6,370
76,438
36.055
6,210
74,522
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE
NO. CLASS TITLE 1 2 4 5 63
STEPS
498 Associate Engineer (X) Associate Water Engineer (X) Associate Engineer - Traffic (X) Real Property Agent (X) Associate Plan Check Engineer (X) Senior Traffic Engineering Analyst (X) Approx. Annual 87,351 91,719 101,120 106,176 111,485
Approx. Monthly 7,279 7,643 8,427 8,848 9,290
Approx. Bi-Weekly 3,360 3,528 3,889 4,084 4,288
Hourly 41.996 44.096 48.615 51.046 53.598
499 Civil Engineer (X)
Approx. Annual 91,758 96,346 106,222 111,533 117,109
Approx. Monthly 7,647 8,029 8,852 9,294 9,759
Approx. Bi-Weekly 3,529 3,706 4,085 4,290 4,504
Hourly 44.114 46.320 51.068 53.621 56.303
(X) = Exempt from F.L.S.A.
48.636
3,891
8,430
101,163
46.300
3,704
8,025
96,305
Federation Salary Schedule
Fullerton Municipal Employees Federation Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
PAGE OF
HUMAN RESOURCES 1 2
REVISED BY
DEPARTMENT Laura Giannetti-Mercer
Personnel Services
Manager
APPROVEDBY
POLICY/PROCEDURE Gretchen R. Beatty
Acting Director,
Human Resources
SECTION
I~~~TEPTIONAL PERFORMANCE PAY
IORIGINALISSUEDATE IREVISIONDATE
053 April 13, 1989 October 3, 2006
Supersedes: Administrative Memorandum No. 483, dated June 23, 1990 and Personnel Policy No. 053 dated September 22, 1999 and January 3, 2001.
PURPOSE
To implement the Exceptional Performance Pay program.
. POLICY
Employees in the following bargaining units are eligible for Exceptional Performance Pay: Fed eration,Confidential and General Management.
Employees considered for Exceptional Performance Pay must meet the following criteria: . .
A. One year continuous service at the top salary step. "Continuous" means no breaks in paid employment except for approved leaves of absence without pay.
B. The employee mu.st demonstrate consistently exceptional performance and attendance and the employee's supervisor and department head must certify this on the attached form. The employee's most recent regular performance appraisal should be attached.
C. An employee may not receive Exceptional Performance Pay in consecutive fiscal years.
D. As a guideline, the number of recipients in each department during any fiscal year is up to 10% of the number of positions (vs. FTE's) represented by all the affected units in a department. In departments where the above calculation yields a figure of less than two, two shall be the maximum. Each department shall attempt to distribute its award propor tionately among employees in the eligible bargaining units.
PROCEDURE
A. Department Heads shall submit nomination forms to the Director of Human Resources, who shall review them for conformity to basic criteria and to ensure Citywide consistency before sending the recommendation to the City Manager;
B. Upon receipt of the City Manager's decision, the Director of Human Resources shall no tify the Department Head and take steps to implement payment if the recommendation is approved..
Approved for Distribution:
~~a'-'"
- ling Director of Human Resources
APPENDIX
Human Resources Department Policy No. 053
Subject: Exceptional Performance Pay
PAYMENT
October 3, 2006
A. Exceptional Performance Pay awards shall be in the form of a lump-sum cash payment equal to 5% of the employee's base salary for one year based on the salary in effect on the date of the nomination.
B. Exceptional Performance Pay is taxable and is considered compensation for retirement pUJPoses.lt is not to be included as part of the "regular rate" for purposes of the Fair Labor Standards Act.
G. The Director of Human Resources shall ensure that adequate funds are budgeted for this program.
GRB:kyt
Attachment: Exceptional Performance Pay Nomination Form
APPENDIX C
Human Resources Department Policy No. 053
Exceptional Performance Pay
EXCEPTIONAL PERFORMANCE PAY
NOMINATION FORM
EMPLOYEE’S NAME: DATE OF EVALUATION:
POSITION/TITLE: TIME IN POSITION:
DEPARTMENT: DATE REACHED TOP STEP:
LENGTH OF TIME EMPLOYEE HAS REPORTED TO THIS SUPERVISOR:
Please provide specific examples describing how the employee meets the standard. Attach an additional sheet if necessary. No. 5 is optional.
1. Quality of Work
– Demonstrates the knowledge, skill and ability to perform everyday tasks in a supe- rior manner.
2. Attitude/Public Relations
– Unusual job interest and enthusiastic attitude that results in high work out- put and/or very prompt and responsive service.
3. Initiative – Has demonstrated outstanding initiative wh ich has resulted in significant program en- hancement or cost savings.
4. Attendance
– No unexcused tardiness. Usually uses three days or less per year of sick leave, except as explained below.
5. Other
– Utilizes an unusual skill or talent which is not par t of the regular job to t he benefit of the City; assigned to and performed successfully in a special program or project; etc.
Date:
Signature of Supervisor
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
DEPARTMENT HEAD REVIEW
I agree/disagree (cross out one) with the above evaluation and recommend/do not recommend (cross out one) this employee for Exceptional Performance Pay.
Comments:
____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________
Date:
Department Head
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
DIRECTOR OF HUMAN RESOURCES REVIEW
This recommendation conforms/does not conform (cross out one) to the basic criteria of the program, and ensures/does not ensure (cross out one) City-wide consistency.
Comments:
____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________
Date:
Director of Human Resources Department
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
CITY MANAGER REVIEW
This recommendation is approved/not approved (cross out one).
Comments:
____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________ ____________________________________________________________________________________
Date:
City Manager
FMEF Work Schedules
4/10
3/12.5+5 9/80 (See Note C)
Traditional Split Shift 5/8 (See Note B) Unsynchronized Synchronized Shifts
- # per 7-day period: 5 5 5 4 4 3 or 4 wk 1 = 5
wk 2=4
wk 1 = 5
wk 2=4
wk 1 = 5
wk 2=4
- # per pay period: 10 10 10 8 8 6 9 9 9
- Duration, in hours: 8.5 or 9 Varies (See
Note A)
8 10.5 10 12.5 (5 on the
"payback day")
8 @ 9 hrs.
1 @ 8 hrs.
8 @ 9.5 or 10 hrs.
1 @ 8.5 or 9 hrs.
8 @ 9.5 or 10 hrs.
1 @ 8.5 or 9 hrs.
Meal Period
- Duration, in minutes: 30 or 60 60 30 30 30 30 30 30 or 60 30 or 60 - Paid [See Art. 37(C)(3)(b)]: No No Yes No Yes Yes Yes No No # Hours Worked
- Per week: 40 40 40 40 40 37.5 or 42.5 wk 1=44 or 45 wk 1 = 44 wk 1 = 44 wk 2= 36 or 35 wk 2 = 36 wk 2 = 36
- Per pay period: 80 80 80 80 80 80 80 80 80
Holidays part of reg. schedule? No No Yes Yes Yes Yes Yes CSO's in Patrol - Yes
Others - No No
Note A: A split shift employee may work five hours, followed by several hours off, then return to work for three hours.
Note B: For details of this schedule, see the Side Letter dated 3/17/94 from the Director of Personnel to the FMEF President.
Note C: On the synchronized 9/80, the employee's day off is the Friday City Hall is closed. An unsynchronized 9/80 is when the employee's day off differs from the City Hall Friday closure.
Fullerton Municipal Employees Federation -
Work Schedules
Appendix C