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 MANAGEMENT ASSOCIATION
DATED MARCH 9, 2022
THE CI TY CO UNCIL O F THE CITY OF F ULLERTON H EREBY RESOLVES AS FOLLOWS:
City Council approves the A greement between the City of Fullerton and the Fullerton Management Association, dated March 9, 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 MANAGEMENT ASSOCIATION
July 1, 2021 through June 30, 2023
TABLE OF CONTENTS
ARTICLE TITLE PAGE
EMPLOYER-EMPLOYEE RELATIONS
1 INTRODUCTION 1
CONTRACTUAL ISSUES
2 TERM - EFFECTIVE DATES 1
3 SUCCESSOR AGREEMENT 1
4 MAINTENANCE OF EXISTING BENEFITS 1
5 SEPARABILITY 2
6 CITY REVENUES 2
PAY PROVISIONS
7 SALARY 2
8 INCREMENT PAY 2
9 ACTING PAY 4
10 EXCEPTIONAL PERFORMANCE PAY 4
11 TUITION REIMBURSEMENT 4
12 UNIFORMS 7
13 SURVEYS 7
RETIREMENT
14 CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM 7
(CalPERS)
15 SOCIAL SECURITY 9
INSURANCE
16 MEDICARE 9
17 HEALTH INSURANCE 9
18 REIMBURSEMENT ACCOUNT PROGRAM 11
19 LONG-TERM DISABILITY INSURANCE 11
20 LIFE INSURANCE 11
21 VISION INSURANCE 12
22 DENTAL INSURANCE 12
23 SELF-INSURANCE/OTHER 12
24 CONSOLIDATED OMNIBUS BUDGET RECONCILIATION 12
ARTICLE TITLE PAGE
LEAVES
25 DISCRETIONARY PERSONAL LEAVE 12
26 HOLIDAY LEAVE PROGRAM 13
27 VACATION 14
28 SICK LEAVE 15
29 MANAGEMENT LEAVE 18
30 WORKERS’ COMPENSATION PROGRAM 18
31 JURY DUTY 19
WORKING CONDITIONS
32 PAYROLL SYSTEM 19
33 SUBSTANCE ABUSE 19
34 USE OF TOBACCO 20
35 LAYOFFS 20
36 NEW EMPLOYEE ORIENTATION 20
APPENDICES
A SCHEDULE OF BASE SALARY RATES AND ALLOCATION OF CLASSES
TO SALARY RANGES
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AGREEMENT
BETWEEN THE CITY OF FULLERTON AND THE
FULLERTON MANAGEMENT ASSOCIATION,
FOR THE PERIOD JULY 1, 2021 TO 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 Management Association (hereinafter referred to as the "Association"). The Association is the recognized majority representative of the non- sworn management bargaining unit (i.e., persons employed in classifications listed in Appendix A, hereinafter collectively referred to as “affected employees”).
Pursuant to City Council Resolution 5145 (which pertains to employer -employee relations) and California Government Code §3500, et seq., authorized representatives of the City and the Association 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 that shall be submitted to the City Council for approval. Following approval, this Agreement shall be implemented by action of the Council or City Manager by appropriate ordinances, resolutions, or other directives.
Therefore, the City and the Association 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: TERM - EFFECTIVE DATES
The term of this Agreement shall be from July 1, 2021 through June 30, 2023.
The effective date of each Article is July 1, 2021 unless otherwise stated.
ARTICLE 3: 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 six-months preceding the expiration of this agreement. The parties may waive or extend this timeframe by mutual agreement.
The parties agree to meet within the thirty days after receipt of an initial proposal to bargain.
ARTICLE 4: 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 Association presently
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enjoyed by affected employees shall remain in full force and effect during the term of this Agreement.
ARTICLE 5: 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 6: CITY REVENUES
The Association will, without obligation, encourage its members to shop in Fullerton.
ARTICLE 7: SALARY
The schedule of base salary rates and the allocation of classes to salary ranges shall be as contained in Appendix A.
Effective the first pay period after ratification and approval of this Agreement:
A. The City will add a Step 6 for all FMA-represented classifications that currently only have five steps. The newly added Step 6 shall be set at 5% above Step 5. On the effective date, all employees that have been topped at Step 5 shall be moved to Step 6. On the effective date, all other employees shall be advanced to their next Step. The step advancements provided under this Section shall not impact an employee’s step increase review date. All employees that are not topped at Step 6 shall remain eligible for consideration to move to the next subsequent step at their step increase review date in accordance with Resolution 8485.
B. Any employee that is already in an FMA -represented classification that has six steps and is at Step 6 at the time of ratification and approval of the MOU, shall receive a one-time lump sum equivalent to 2.5% of the employee’s annual base salary.
ARTICLE 8: INCREMENT PAY
A. Shift Differential Pay
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. Eligible employees are Fullerton Management Association Page 3
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only those regularly appointed to any Library position effective on or before June 28, 1985 as well as those regularly appointed to any full-time Library position after that date.
B. Emergency Duty Pay
A person regularly employed in a classification listed below (or any other as ordered by the City Council) shall be compensated at his/her base hourly rate when required to return to work for emergencies and/or to be held over f or emergencies, as determined by the department head:
Building & Facilities Supervisor Sewer Supervisor
Equipment Supervisor Street Supervisor
Jail Supervisor Water Distribution Supervisor
Landscape Supervisor I/II Water Production Supervisor
C. Bilingual Pay
An employee shall be eligible to receive an additional $6 0 per pay period if the following conditions are met:
1. The employee is required, as part of his/her regular public contact duties , to speak and/or translate by reading/writing one or more languages other than English.
2. The employee must pass a language skills test approved or administered by the City.
D. Overtime Pay
All represented classifications are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).
E. Deputy Director Assignment Pay
An employee shall receive, in addition to regular pay, Deputy Director Assignment Pay equal to 10% of his/her base hourly rate for any pay period during which he/she is assigned to deputy director duties and responsibilities in addition to duties and responsibilities of his/her regular classification subject to the following:
1. City has the unilateral right to assign an employee to the duties of a deputy director and to remove him/her from that position without cause or right of appeal.
2. Determination of an employee’s eligibility for a deputy director assignment shall be at the discretion of the Department Head and shall be based on employee performance, demonstrated readiness, and workload.
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3. Deputy director as signments may be rotated among similarly eligible employees within a department at the discretion of the Department Head.
4. Any and all deputy director assignments must be approved in advance by the City Manager.
5. Only one employee per department may be assigned as a deputy director at any one time, except that, at the recommendation of the Department Head and approval by the City Manager, up to two employees may be assigned as a deputy director if two departments are consolidated to one.
6. City reserves the right to make no deputy director assignments within a department.
7. City reserves the right to make no deputy director assignments within the City.
8. An employee receiving deputy director assignment pay shall not be eligible for Acting Pay provided for in City Personnel Rules, Resolution 8485, Section 8 (B)(3).
ARTICLE 9: 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 10: EXCEPTIONAL PERFORMANCE PAY
Affected employees shall be eligible for the Exceptional Performance Pay Program.
ARTICLE 11: TUITION REIMBURSEMENT
A. Objective
The tuition reimbursement program is designed to encourage employees to continue their career 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.
2. Help prepare them for advancement to positions of greater responsibility with the City.
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B. General Guidelines
1. The Director of Human Resources or his/her appointed representative shall:
a. Review written applications submitted by employees through their department heads.
b. Grant approval by either certifying the acceptability of majors, courses and expenditures, or suggesting those courses which will qualify the employee for tuition reimbursement.
c. Consult with d epartment heads and school authorities on the development and establishment of criteria and standards. d. Render a decision on pre- enrollment approval and/or tuition reimbursement forms within 60 days of receipt by Human Resources.
2. If approval is denied, the employee may submit a written appeal within 30 days to an e ducation review committee consisting of three members appointed by the City Manager. The decision of the committee shall be final and binding on all parties, subject to their right to seek judicial review, and the decision shall not be subject to the grievance procedure.
C. Eligibility
1. All regularly appointed employees who have passed their initial probation period are eligible to receive tuition reimbursement. Courses must:
commence after passing 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 college or university courses when the specification for the classification calls for high school graduation.
2. Courses must be (except where noted below in paragraph 5) approved by one of the regional accreditation associations recognized by the Council for Higher Education Accreditation (CHEA). Credits for non- classroom assignments such as life experience and military training are not reimbursable.
3. A c ourse must be: 1) related to the employee's current classification ; 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.
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5. Job-related seminars, courses or conferences for which an academic grade or units of academic credit are not given are eligible with pre-approval from the department head and the Human Resources Department.
6. Courses related to the use of employee-purchased City-approved computer equipment may be authorized under the tuition reimbursement program if pre-approval is granted before commencement of a non-accredited class.
7. 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.
8. To certify eligibility, a fully completed preapproval form shall be submit ted 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. The difference between the City's maximum obligation during any fiscal year and the amount of any 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 submit a bona fide certification of major from the attendant institution, fees paid and grade achieved to have their request for reimbursement considered. These documents must accompany the reimbursement request form.
5. Upon separation from employment, employees shall reimburse the City for any funds received under this program for courses completed during the last 12 months of employment. This payback provision does not apply to employees w ho receive a service or disability retirement (as defined in Article 17(B)(4)), who are laid off by the City or who separate as a result of a City/departmental reorganization.
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ARTICLE 12: UNIFORMS
A. Field maintenance employees shall be eligible to receive up to six uniforms from the City for wear on the job and to/from the job.
B. 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.
ARTICLE 13: 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 appr opriate: Anaheim, Buena Park, Costa Mesa, Garden Grove, Huntington Beach, Newport Beach, Ontario, Orange, and Santa Ana.
ARTICLE 14:
CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CalPERS)
A. The City's contract with Cal PERS for affected employees shall i nclude the following options:
1. One-Year Highest Compensation (Cal. Gov. Code §20042) for employees hired by the City on or before December 22, 2012.
2. Employees hired on or after December 23, 2012 who are not “new members” as defined under the Public Employees’ Pension Reform Act of 2013 (Cal. Gov. Code §7522 – 7522.74), hereinafter PEPRA, will have their final compensation calculated based on the provisions of California Government Code §20037. Final compensation shall be calculated based on the average of the highest three consecutive years.
3. Employees hired on or after January 1, 2013 who are “new members” as defined under PEPRA will have their final compensation calculated based on the provisions of California Government Code §7522.32 (highest average pensionable compensation for 36 consecutive months.)
4. Post-Retirement Survivor Allowance (Cal. Gov. Code §§21624, 21626).
5. Fourth Level of 1959 Survivor Benefits (Cal. Gov. Code § 21574).
6. Military Service Credit as Public Service (Cal. Gov. Code §21024), in which the employee pays the entire cost.
7. 2% @ 55 – Full Formula (Cal. Gov. Code §21354) for employees who are not “new members” as defined by PEPRA.
8. 2% at 62 formula (Cal. Gov. Code §7522.20) for employees who are “new members” as defined by PEPRA.
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9. Pre-Retirement Optional Settlement 2 Death Benefit (Cal. Gov. Code §21548).
10. Credit for Unused Sick Leave (Cal. Gov. Code §20965). An employee who is not eligible for benefits under Article 29( F) Payment for Unused Sick Leave upon Separation shall r eceive 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, t he City shall pay the CalPERS normal member contribution [ as defined in §20677(a)(2) of the California Government Code] into each employee's account with CalPERS, pursuant to §20691 of the California Government Code. This pa yment will be included within the employee's compensation earnable that is reported to CalPERS, pursuant to §20636(c)(4) of the California Government Code.
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 affected 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.
Employee Cost-Sharing of Employer Contribution Rate – Employees Who Are Not “New Members”
Effective December 10, 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, 2012, the C ity 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% contribution m ade 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.
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C. The City shall pay the 1959 Survivor Benefits premium for affected employees.
ARTICLE 15: SOCIAL SECURITY
In the event the City and its employees are required to participate in the Federal Social Security program, the City and the Association shall meet-and-confer on this subject prior to implementation.
ARTICLE 16: MEDICARE
Employees hired by the City on or after April 1, 1986 shall be required to pay the designated employee contribution to participate in the MediCare Program a nd the City shall be under no obligation to pay or "pick up" any such contributions.
ARTICLE 17: HEALTH INSURANCE
A. Contributions - Employees
1. The employee monthly contribution to medical insurance shall be the difference between the employee’s selected plan and tier of coverage and the following monthly City contributions:
Single $ 450
Two-Party $ 925
Family $1,300
2. Any increases to these City monthly contributions shall be subject to future negotiations.
3 If at any time during the term of this agreement, it is determined that the City’s contribution toward 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. Contributions – Retirees
1. For each person regularly employed for 20 cumulative years or more who retires 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 an employee who retired between June 28, 1986 and September 30, 1995 the City shall pay 100% of the employee- only premium.
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2. For each person regularly employed for ten or more cumulative years , but less than 20, and who retires subsequent to September 30, 1995 the City shall pay 50% of the contribution provided to act ive 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 an employee who retired between June 28, 1986 and September 30, 1995 the City shall pay 50% of the employee-only premium.
3. For each person regularly employed for five or more cumulative years, but less than 10, and who retires s ubsequent to December 31, 2002 the City shall pay 25% of the contribution provided to active employees for employee-only coverage under the City health plan chosen by the retiree.
Persons hired by the City on or after January 1, 2012 shall not be eligible for this benefit.
4. A “retiree” as used in this Article 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.
5. 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 MediCal or MediCare, whichever occurs first.
6. A retiree desiring to have health insurance coverage for depend ents 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 must sign a document stating his/her desire to waive medical insurance.
b. 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. c. 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. The employee will then receive a cash payment equal to $50 per pay period.
D. “Flex Credit” Contribution
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 Fullerton Management Association Page 11
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Plan. The City and the Association will meet and agree regarding the scope of the Section 125 Plan options for employee use of the “flex credits.”
E. Voluntary Benefits Plan
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 Accident, Hospital and Critical Illness covered incidents. Premiums for employee selections shall be deducted from the employee’s pay on a post-tax basis.
ARTICLE 18: 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 19: 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 60% of the eligible employee’s pre- disability earnings as defined in the policy document, or $6,000 per month, whichever i s less. This maximum benefit shall be calculated in accordance with policy definitions.
ARTICLE 20: LIFE INSURANCE
The City shall provide group term life insurance equal to annual base salary for all 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.
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ARTICLE 21: VISION INSURANCE
The City shall provide vision care insurance to employees and their dependents enrolled in a City sponsored medical The City shall contribute toward coverage under this plan the lesser of the premium for such coverage or $24.88 per month.
ARTICLE 22: DENTAL INSURANCE
The City shall pay up to an amount equal to the family premium rate for the prepaid dental plan for employee and dependent coverage under any group dental insurance plan administered or approved by the City.
A retiree, as defined in Article 17(B)(4), and his/her eligible dependents may subscribe to a City dental plan by paying the full premium for the coverage chosen.
ARTICLE 23: 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 shall be 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.
ARTICLE 24: CONSOLIDATED OMNIBUS BUDGET RECONCILIATION
Employees who are allowed to remain on a City health or dental insurance plan following separation from employment pursuant to the Consolidated 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 25: 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 Fullerton Management Association Page 13
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be approved by the D epartment 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 26.
ARTICLE 26: 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.
C. 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 workday , and the employee is not required to work. The hours will be paid on the day the holiday occurs except as provided in Article 26(C)(1) and (2) below. There shall be no additional cash value for holiday leave hours.
1. An employee who 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.
2. An employee will receive holiday discretionary paid leave time 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 workday for the Fullerton Management Association Page 14
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employee. These hours may be used at a later time in accordance with rules set forth herein.
3. 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.
ARTICLE 27: 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
<10 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
≥20 Years 168 6.46
≥25 Years 176 6.77
The City Manager may authorize a new employee to earn vacation credit at any of the rates described above, up to 160 hours annually.
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. Department Head Approval: No vacation absence with pay may be taken without approval by the d epartment 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.
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C. Accumulation Limit
An employee may accumulate vacation credits, with the right to take or be paid for if not taken, up to twice his/her annual vacation allowance. Vacation credit earned beyond the maximum is forfeited, with the following exception:
When any written request by an employee to take vacation is refused 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 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 working wer e 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 80 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 and must have at least 80 hours of vacation remaining after such conversion.
E. Separation From Employment
An employee 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 28: SICK LEAVE
A. Each regular full -time employee (80 hours per pay period) 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 workday. An employee absent on vacation shall receive sick leave credit, but an employee absent on sick leave or an unpaid leave of absence for an entire pay period shall not receive sick leave credit for that period.
B. Sick Leave Usage
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:
Fullerton Management Association Page 16
Resolution No. 2022-XX
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 sections 230 and 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 Family and Medical Leave Act ( FMLA), provided that the employee 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 or designee.
2. 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 me mber 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.
Fullerton Management Association Page 17
Resolution No. 2022-XX
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 , legal 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.
2. An eligible employee who does not use sick leave during the preceding payroll year may convert up to 60% to cash or vacation 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 55% of the unused balance of all accumulated sick leave credits in excess Fullerton Management Association Page 18
Resolution No. 2022-XX
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.
H. The City Manager may authorize a new employee to have up to 440 hours of sick leave credit. Such credit shall be availabl e only for use as described in B above and shall not be available for any other use.
ARTICLE 29: MANAGEMENT LEAVE
A. Each employee shall be eligible for up to 32 hours (36 hours for employees on a synchronized 9/80 schedule) of management leave each fiscal year. Additional time may be granted at the discretion of the employee's department head.
B. Management leave shall not accrue past the maximum. Unused management leave shall be lost at the end of each fiscal year and shall not be converted to any other form of compensation.
C. An employee who separates prior to the end of a fiscal year shall have deducted from the final paycheck or vacation balance any management leave that would be considered advance payment.
ARTICLE 30: WORKERS' COMPENSATION PROGRAM
A. Supplemental Pay
1. An employee absent due to illness or injury resulting from his/her City employment, for which the employee is eligible to receive temporary total disability payments under California Workers' Compensation laws, shall be paid his/her full salary only for the first 1,040 cumulative hours of absence related to the illness or injury , including absences for medical or therapy .
This salary payment period shall not extend beyond the date temporary total disability payments are terminated. Persons employed on a 3/4-time basis shall receive a cumulative total of 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.
Fullerton Management Association Page 19
Resolution No. 2022-XX
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.
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 thereby 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 through he/she were not absent.
ARTICLE 31: JURY DUTY
When an employee is duly summoned to jury duty, he/she shall receive her/his regular pay for any regularly scheduled 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.
Employees who have the option to request call-in juror status shall exercise that option.
ARTICLE 32: PAYROLL SYSTEM
A. 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.
B. Each affected employee shall participate in the City’s direct deposit payroll program.
ARTICLE 33: 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 Association, affected employees and the public to ensure that affected employees do not appear for work under the Fullerton Management Association Page 20
Resolution No. 2022-XX
influence of drugs or alcohol, or possess illegal substances or alcohol while at work, because suc h 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 manner and to a degree that impairs the employee's work performance or 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 Association agree that every effort shall be made by the City and the Association 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.
ARTICLE 34: USE OF TOBACCO
In addition to the policy set forth in City directives, affected employees shall not use tobacco products, including electronic cigarettes or vapor devices, in any form inside City buildings, structures, vehicles, and/or in plain view of the public while on duty.
The City shall reimburse (up to $500 per fiscal year) the out -of-pocket expenses of any affected employee who completes a smoking cessation program operated by one of the City’s health insurance providers, the employee assistance program, the American Cancer Society, the American Lung Association, or any other bona fide program preapproved by the Director of Human Resources.
ARTICLE 35: LAYOFFS
If the City decides layoffs are necessary, the parties shall meet -and-confer to discuss alternatives to layoffs.
ARTICLE 36: NEW EMPLOYEE ORIENTATION
The City will provide the Association with ten (10) calendar days advanced notice of all new employee orientations within the bargaining unit, unless it is unable to reasonably do so because of an unforeseeable urgent need critical to City operations. If such a case arises, the City will provide as much notice as possible to the Association, or make other arrangements for the Association members to meet with the new employee. The Association will select its representative(s) to attend the orientations. When selecting its representative(s), the Association will make reasonable efforts to minimize disruption to the department operational needs. If, due to operational needs, no Association representative is available, the Association will arrange an alternative time for Association to meet with the new employee.
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Resolution No. 2022-XX
_______________________________
Charles Leon
OCEA Labor Relations Representative
RANGE STEPS
NO. CLASS TITLE 1 2 3 4 5 6
500
Inactive
515
Inactive
525
Inactive
530 Parks and Recreation Supervisor I
Approx. Annual 56,151 58,959 61,907 65,002 68,252 71,665 Approx. Monthly 4,679 4,913 5,159 5,417 5,688 5,972
Approx. Bi-Weekly 2,160 2,268 2,381 2,500 2,625 2,756
Hourly 26.996 28.345 29.763 31.251 32.813 34.454
532 Building Permit Supervisor Police Records Supervisor Approx. Annual 57,526 60,402 63,422 66,594 69,923 73,419 Approx. Monthly 4,794 5,034 5,285 5,549 5,827 6,118
Approx. Bi-Weekly 2,213 2,323 2,439 2,561 2,689 2,824
Hourly 27.657 29.040 30.492 32.016 33.617 35.298
534 Library Circulation Manager
Approx. Annual 58,798 61,738 64,824 68,066 71,469 75,042 Approx. Monthly 4,900 5,145 5,402 5,672 5,956 6,254
Approx. Bi-Weekly 2,261 2,375 2,493 2,618 2,749 2,886
Hourly 28.268 29.682 31.166 32.724 34.360 36.078 535 Approx. Annual 60,049 63,051 66,204 69,514 72,990 76,639 Approx. Monthly 5,004 5,254 5,517 5,793 6,082 6,387
Approx. Bi-Weekly 2,310 2,425 2,546 2,674 2,807 2,948
Hourly 28.870 30.313 31.829 33.420 35.091 36.846
540 Jail Supervisor
Approx. Annual 62,452 65,575 68,853 72,296 75,911 79,706 Approx. Monthly 5,204 5,465 5,738 6,025 6,326 6,642
Approx. Bi-Weekly 2,402 2,522 2,648 2,781 2,920 3,066
Hourly 30.025 31.526 33.103 34.758 36.496 38.320
FULLERTON MANAGEMENT ASSOCIATION
SCHEDULE OF BASE SALARY RATES AND
ALLOCATION OF CLASSES TO SALARY RANGES
Effective March 19, 2022
Management Salary Schedule
Fullerton Management Association Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE STEPS
NO. CLASS TITLE 1 2 3 4 5 6
545 Utility Services Supervisor
Approx. Annual 65,236 68,498 71,923 75,519 79,295 83,260 Approx. Monthly 5,436 5,708 5,994 6,293 6,608 6,938
Approx. Bi-Weekly 2,509 2,635 2,766 2,905 3,050 3,202
Hourly 31.364 32.932 34.578 36.307 38.123 40.029
550 Building and Facilities Supervisor Landscape Supervisor I Equipment Supervisor Street Supervisor
Approx. Annual 66,487 69,812 73,302 76,968 80,816 84,857 Approx. Monthly 5,541 5,818 6,109 6,414 6,735 7,071
Approx. Bi-Weekly 2,557 2,685 2,819 2,960 3,108 3,264
Hourly 31.965 33.563 35.242 37.004 38.854 40.796
580 Approx. Annual 68,168 71,576 75,155 78,913 82,858 87,001 Approx. Monthly 5,681 5,965 6,263 6,576 6,905 7,250
Approx. Bi-Weekly 2,622 2,753 2,891 3,035 3,187 3,346
Hourly 32.773 34.412 36.132 37.939 39.836 41.827
583 Senior Librarian
Annual 69,926 73,422 77,093 80,948 84,995 89,245
Approx. Monthly 5,827 6,119 6,424 6,746 7,083 7,437
Approx. Bi-Weekly 2,689 2,824 2,965 3,113 3,269 3,433
Hourly 33.618 35.299 37.064 38.917 40.863 42.906
585 Code Enforcement Supervisor Police Communications Supervisor Forensic Supervisor Sewer Supervisor
Landscape Supervisor II Water Distribution Supervisor
Parks and Recreation Supervisor II Water Production Supervisor Approx. Annual 71,687 75,271 79,034 82,986 87,136 91,492 Approx. Monthly 5,974 6,273 6,586 6,916 7,261 7,624
Approx. Bi-Weekly 2,757 2,895 3,040 3,192 3,351 3,519
Hourly 34.465 36.188 37.997 39.897 41.892 43.987
600 Senior Administrative Analyst
Approx. Annual 72,681 76,315 80,130 84,137 88,344 92,761 Approx. Monthly 6,057 6,360 6,678 7,011 7,362 7,730
Approx. Bi-Weekly 2,795 2,935 3,082 3,236 3,398 3,568
Hourly 34.943 36.690 38.524 40.450 42.473 44.597
Management Salary Schedule
Fullerton Management Association Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE STEPS
NO. CLASS TITLE 1 2 3 4 5 6
620 Project Manager I
Approx. Annual 76,307 80,123 84,129 88,335 92,752 97,390 Approx. Monthly 6,359 6,677 7,011 7,361 7,729 8,116
Approx. Bi-Weekly 2,935 3,082 3,236 3,398 3,567 3,746
Hourly 36.686 38.521 40.447 42.469 44.592 46.822
621 Library Division Manager Library Division Manager - Technical Services Library Division Manager - Adult Services Parks Project Manager Library Division Manager - Children's Services
Annual 76,844 80,687 84,721 88,957 93,405 98,075
Approx. Monthly 6,404 6,724 7,060 7,413 7,784 8,173
Approx. Bi-Weekly 2,956 3,103 3,259 3,421 3,592 3,772
Hourly 36.944 38.792 40.731 42.768 44.906 47.152 630 Approx. Annual 79,154 83,111 87,267 91,630 96,212 101,022 Approx. Monthly 6,596 6,926 7,272 7,636 8,018 8,419
Approx. Bi-Weekly 3,044 3,197 3,356 3,524 3,700 3,885
Hourly 38.055 39.957 41.955 44.053 46.256 48.568
632 Accounting Supervisor Senior Planner
Approx. Annual 81,713 85,799 90,089 94,593 99,323 104,289 Approx. Monthly 6,809 7,150 7,507 7,883 8,277 8,691
Approx. Bi-Weekly 3,143 3,300 3,465 3,638 3,820 4,011
Hourly 39.285 41.249 43.312 45.477 47.751 50.139
635 Building and Facilities Superintendent Project Manager II Equipment Superintendent Public Works Administrative Manager Code Enforcement Manager Purchasing Manager
Housing Manager Sewer Superintendent
Landscape Superintendent Street Superintendent
Police Technical Services Manager
Approx. Annual 83,937 88,134 92,541 97,168 102,026 107,128 Approx. Monthly 6,995 7,345 7,712 8,097 8,502 8,927
Approx. Bi-Weekly 3,228 3,390 3,559 3,737 3,924 4,120
Hourly 40.355 42.372 44.491 46.715 49.051 51.504
640 Parks and Recreation Manager
Approx. Annual 88,136 92,543 97,170 102,028 107,130 112,486 Approx. Monthly 7,345 7,712 8,097 8,502 8,927 9,374
Approx. Bi-Weekly 3,390 3,559 3,737 3,924 4,120 4,326
Hourly 42.373 44.492 46.716 49.052 51.505 54.080
Management Salary Schedule
Fullerton Management Association Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE STEPS
NO. CLASS TITLE 1 2 3 4 5 6
645 Information Systems Project/ Housing and Homeless Resources Manager Programmer Manager Plan Check Engineer
Approx. Annual 92,036 96,637 101,469 106,543 111,870 117,463 Approx. Monthly 7,670 8,053 8,456 8,879 9,322 9,789
Approx. Bi-Weekly 3,540 3,717 3,903 4,098 4,303 4,518
Hourly 44.248 46.460 48.783 51.222 53.784 56.473
650 Manager - Building and Facilities and Manager - Landscape and Street Divisions Sewer Divisions
Approx. Annual 93,739 98,426 103,347 108,514 113,940 119,637 Approx. Monthly 7,812 8,202 8,612 9,043 9,495 9,970
Approx. Bi-Weekly 3,605 3,786 3,975 4,174 4,382 4,601
Hourly 45.067 47.320 49.686 52.170 54.779 57.518
652 Approx. Annual 96,509 101,335 106,402 111,722 117,308 123,173 Approx. Monthly 8,042 8,445 8,867 9,310 9,776 10,264
Approx. Bi-Weekly 3,712 3,897 4,092 4,297 4,512 4,737
Hourly 46.399 48.719 51.155 53.712 56.398 59.218
655 Airport Manager
Approx. Annual 99,239 104,201 109,411 114,881 120,625 126,657 Approx. Monthly 8,270 8,683 9,118 9,573 10,052 10,555
Approx. Bi-Weekly 3,817 4,008 4,208 4,419 4,639 4,871
Hourly 47.711 50.096 52.601 55.231 57.993 60.893
656 Building Official/Plan Check Engineer Water Superintendent Senior Civil Engineer
Approx. Annual 100,983 106,032 111,334 116,901 122,746 128,883 Approx. Monthly 8,415 8,836 9,278 9,742 10,229 10,740
Approx. Bi-Weekly 3,884 4,078 4,282 4,496 4,721 4,957
Hourly 48.550 50.977 53.526 56.202 59.012 61.963 658 Information Technology Manager Revenue Manager
Approx. Annual 102,085 107,189 112,549 118,176 124,085 130,289 Approx. Monthly 8,507 8,932 9,379 9,848 10,340 10,857
Approx. Bi-Weekly 3,926 4,123 4,329 4,545 4,773 5,011
Hourly 49.079 51.533 54.110 56.816 59.656 62.639
660 Approx. Annual 103,520 108,696 114,131 119,837 125,829 132,120 Approx. Monthly 8,627 9,058 9,511 9,986 10,486 11,010
Approx. Bi-Weekly 3,982 4,181 4,390 4,609 4,840 5,082
Hourly 49.769 52.258 54.870 57.614 60.495 63.519
Management Salary Schedule
Fullerton Management Association Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A
RANGE STEPS
NO. CLASS TITLE 1 2 3 4 5 6
662 Approx. Annual 105,342 110,609 116,140 121,947 128,044 134,446 Approx. Monthly 8,779 9,217 9,678 10,162 10,670 11,204
Approx. Bi-Weekly 4,052 4,254 4,467 4,690 4,925 5,171
Hourly 50.645 53.178 55.837 58.628 61.560 64.638 665 Economic Development Manager/ Water Systems Manager Principal Planner
Approx. Annual 106,674 112,007 117,608 123,488 129,663 136,146 Approx. Monthly 8,889 9,334 9,801 10,291 10,805 11,345
Approx. Bi-Weekly 4,103 4,308 4,523 4,750 4,987 5,236
Hourly 51.285 53.850 56.542 59.369 62.338 65.455 667 Annual 108,207 113,617 119,298 125,263 131,526 138,103 Approx. Monthly 9,017 9,468 9,942 10,439 10,961 11,509
Approx. Bi-Weekly 4,162 4,370 4,588 4,818 5,059 5,312
Hourly 52.023 54.624 57.355 60.223 63.234 66.396
670 Principal Civil Engineer
Approx. Annual 109,734 115,220 120,981 127,030 133,382 140,051 Approx. Monthly 9,144 9,602 10,082 10,586 11,115 11,671 Approx. Bi-Weekly 4,221 4,432 4,653 4,886 5,130 5,387
Hourly 52.756 55.394 58.164 61.072 64.126 67.332
673 Approx. Annual 112,977 118,626 124,557 130,785 137,324 144,190 Approx. Monthly 9,415 9,885 10,380 10,899 11,444 12,016 Approx. Bi-Weekly 4,345 4,563 4,791 5,030 5,282 5,546
Hourly 54.316 57.032 59.883 62.877 66.021 69.322 674 Building and Safety Manager Water Engineering and Systems Manager Planning Manager
Annual 115,812 121,602 127,683 134,067 140,770 147,809
Approx. Monthly 9,651 10,134 10,640 11,172 11,731 12,317 Approx. Bi-Weekly 4,454 4,677 4,911 5,156 5,414 5,685
Hourly 55.679 58.463 61.386 64.455 67.678 71.062 675 Principal Civil Engineer - Water Water System Manager/Assistant City Engineer Annual 118,633 124,565 130,793 137,332 144,199 151,409
Approx. Monthly 9,886 10,380 10,899 11,444 12,017 12,617 Approx. Bi-Weekly 4,563 4,791 5,030 5,282 5,546 5,823
Hourly 57.035 59.887 62.881 66.025 69.326 72.793 Management Salary Schedule
Fullerton Management Association Effective 3/19/22 per Reso 2022-XX approved and adopted on 3/15/22
APPENDIX A