City Council - Successor Agency - Housing Authority
July 18, 2023

RESOLUTION NO. 2023-XXX

A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FULLERTON,

CALIFORNIA, APPROVING THE AGREEMENT BETWEEN THE CITY

AND THE FULLERTON MUNICIPAL EMPLOYEES FEDERATION,
DATED JULY 1 , 2023, AND SUPERSEDES IN ITS ENTIRETY,
RESOLUTION NO. 2022-30

THE CITY COUNCIL OF THE CITY OF FULLERTON HEREBY RESOLVES AS FOLLOWS:

The Agreement between the City of Fullerton and the Fullerton Municipal Employees Federation dated July 1, 2023, attached hereto, is approved.

ADOPTED BY THE FULLERTON CITY COUNCIL ON JULY 18, 2023.

__________________________
Fred Jung
Mayor

ATTEST:

_____________________________
Lucinda Williams, MMC
City Clerk

Date

Attachment:
• Attachment 1 – Fullerton Municipal Employees Federation Memorandum of Agreement
Fullerton Municipal Employees Federation Page 1
Resolution No. 2023-XX

AGREEMENT

BETWEEN THE CITY OF FULLERTON AND

THE FULLERTON MUNICIPAL EMPLOYEES FEDERATION
FOR THE PERIOD JULY 1, 2023 THROUGH JUNE 30, 2027

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 (hereinafter referred to as “FMEF”). The FMEF is the recognized 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 employer -employee relations) and California Government Code §3500, et seq., authorized representatives of the City and FMEF 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 FMEF 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 lim ited 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 for employment and promotion; direct it s 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 ar e 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, how ever, that the exercise of such City rights shall not conflict with the express provisions of this Agreement.

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Resolution No. 2023-XX
ARTICLE 3: PEACEFUL PERFORMANCE

The parties recognize the obligation of the affected employees to continue to faithfully perform their duties f or 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.

FMEF agrees that neither it, nor any of its officers 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, FMEF , its officers, agents, and representatives shall do everything within their power to end or avert same.

ARTICLE 4: FMEF – CITY MEETINGS

A. The City Manager and the Director of Human Resources shall meet with FMEF President and at least two FMEF 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 4.1: RECRUITMENT AND RETENTION WORKING GROUP

The Parties agree to meet quarterly in a Recruitment and Retention Working Group to discuss recruitment and retention strategies. The Parties acknowledge that this provision shall not constitute a formal reopener of this MOA.

ARTICLE 5: TERM - EFFECTIVE DATES

The term of this Agreement shall be from July 1, 2023 through June 30, 2027.

The effective date of each Article is July 1, 2023 unless otherwise stated herein.

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Resolution No. 2023-XX
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 FMEF presently enjoyed by affected employees shall remain in full force and effect during the term of this Agreement.

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, 2027 , but no later than April 30, 2027. 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

FMEF 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

FMEF may select no more than six employee members to attend scheduled meetings with the City on subjects within the scope of representation during regular City Hall business hours without loss of compensation. None of these employee members shall be from the same budget division. FMEF shall, whenever practicable, submit the names of all such employee representatives to the City in writing at least 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.

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Resolution No. 2023-XX
ARTICLE 11: ACCESS TO WORK LOCATIONS

Officers of FMEF and their officially designated representatives shall be granted reasonable access to employee work locations for the purpose of processing grievances 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 FMEF, 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. FMEF 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 norm ally 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. FMEF 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

FMEF 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 FMEF 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.

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Resolution No. 2023-XX
D. The City reserves the right to determine where bulletin boards shall be placed and what portion of them is to be allocated to FMEF materials.

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 FMEF 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.

Base salary rates shall be adjusted by across -the-board increases according to the following schedule:

Eight percent (8%) base salary increase effective the first full pay period after July 18, 2023.

Four percent (4%) base salary increase effective the first full pay period after July 1, 2024.

Four percent (4%) base salary increase effective the first full pay period after July 1, 2025.

Three percent (3%) base salary increase effective the first full pay period after July 1, 2026.

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:

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Resolution No. 2023-XX
a. Swing Shift - 50% of the working Two and one-half percent hours per pay period are between (2.5%) of his/her base 3:00 p.m. and 11:00 p.m. salary rate

b. Graveyard Shift - 50% of the Five percent (5%) of
working hours per pay period his/her base salary rate
are between 11:00 p.m. and
7:00 a.m.

c. Non-Day Shift - when neither a. Two and one-half percent nor b. above apply, but 50% of (2.5%) of his/her base the working hours per pay period salary rate
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 five percent (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 h e/she is on an alternate work schedule and works after 5:00 p.m.

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 to 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.

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Resolution No. 2023-XX
C. Night Emergency Response Pay

An employee permanently assigned to the Night Emergency Response Unit shall receive an additional two and one-half percent (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.

D. Special Class Driver’s License Pay

Effective the first full pay period after July 18, 2023, an employee who possesses a Valid California Commercial Class A or Class B driver’s license shall receive $50 per pay period. Eligibility for this Special Class Driver’s License Pay shall be contingent upon the employee participating in the City’s United States Department of Transportation (D.O.T.) testing program, and executing an agreement authorizing the re payment of any overpayment of the Special Class Driver’s License Pay via payroll deduction.

ARTICLE 16.1: RETENTION PAY BONUS

Effective January 1, 2024 and through the remainder of the term of this MOA, the City shall provide a retention pay bonus in the form of a one- time gross lump sum payment when an employee achieves any of the following milestones of completed regular service with the City:

15 years: $3,000

20 years: $4,500

Effective on the pay date of January 12, 2024, eligible employees will receive the gross lump sum payment for the milestone that they most recently passed.

Subsequent retention pay bonus payments to FMEF members shall be made as soon as practicable based on confirmation by Human Resources that members have reached an eligible retention pay milestone.

This provision shall automatically expire at the end of the term of this MOA. The City shall no longer have an obligation to make retention payments unless negotiated in a successor MOA.

ARTICLE 17: OVERTIME PAY

A. Classifications which are exempt from the Fair Labor Standards Act (FLSA) are designated in Appendix A with an “X”. All other affected employees are designated non-exempt for purposes of the FLSA.

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Resolution No. 2023-XX
B. Work Period

For employees on the Traditional 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.)

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.

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Resolution No. 2023-XX

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.

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.

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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 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.

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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.

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 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 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 Se ction 3 below) shall be compensated at Fullerton Municipal Employees Federation Page 12 Resolution No. 2023-XX
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.

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;
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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.

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 r elating 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- Fullerton Municipal Employees Federation Page 14 Resolution No. 2023-XX
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.

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 wor kday 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 ass igned 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 for FMEF employees as follows:

1. An employee in an acting assignment shall receive A cting Pay in the form of one additional step in the salary range of the employee’s regular classification or that same step of the salary range of the classification of the acting assignment, which ever amount is higher.

2. Acting Pay shall begin at the start of the first full shift following 80 consecutive hours actually worked in an acting assignment.

3. Acting Pay shall be paid for all time served in a subsequent acting assignment if the employee has received acting pay in that same classification within the preceding 12 months, and the employee has worked at least 40 consecutive hours in the subsequent acting assignment.

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4. An acting assignment in a classification represented by another bargaining unit other than the FMEF shall not otherwise impact any benefits to which the employee is entitled to under this MOA.

5. While in an acting assignment, an employee will continue to accrue and have recorded, general, special, or normal salary step increases in the employee’s regular classification. However, such increases will be paid only to maintain at least a five percent ( 5%) differential above the salary to which an employee is entitled to in their regular classification.

6. The Acting Pay rate shall be applied to all hours worked in the acting assignment, including Standby Pay.

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.

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 applications 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.

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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 (C)(7)) 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 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 two 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.

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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 wit hin 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 f ees, 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 submit 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 last 12 months of employment. This payback pr ovision does not apply to employees who receive a service or disability retirement (as defined in Article 27(B)), who are laid off by the City, or who separate as a result of a City/departmental reorganization.

Fullerton Municipal Employees Federation Page 18 Resolution No. 2023-XX
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 $9.62 biweekly toward the purchase thereof.

2. Each Building Inspector Trainee, I, II , and III, Construction Inspector, Construction Inspector – Water, and Housing and Community 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 $9.62 biweekly toward the purchase thereof.

Fullerton Municipal Employees Federation Page 19 Resolution No. 2023-XX

3. If steel-toed work boots ar e required for the employee’s assignment, they shall comply with Cal -OSHA General Industry Safety Orders, Section 3385, and American Society for Testing and Materials (ASTM) F 2412- 18 and ASTM F 2413-X18

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 continue 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 accordance 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 20 Resolution No. 2023-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 Employees’ 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 (EPMC) – 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 Fullerton Municipal Employees Federation Page 21 Resolution No. 2023-XX
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.

1. Effective the first full pay period that includes July 1, 2024, whichever date is later, the City’s EPMC contribution shall be reduced by one and one-half percent (1.5%), with one and one-half percent (1.5%) of the normal member contribution paid by the employee.

2. Effective the first full pay period that includes July 1, 2025 the City’s EPMC contribution shall be reduced by an additional one and one- half percent (1.5%), with three percent ( 3.0%) of the normal member contribution paid by the employee.

3. Effective the first full pay period that includes July 1, 2026 the City’s EPMC contribution shall be reduced by an additional two percent (2.0%), with five percent (5.0%) of the normal member contribution paid by the employee.

4. Effective the first full pay period that includes January 1, 2027 the City’s EPMC contribution shall be reduced by an additional two percent ( 2.0%), with seven percent ( 7.0%) of the normal member contribution paid by the employee.

This EPMC 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.

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 seven percent ( 7%) of their compensation earnable (as defined in Government Code §20636) toward the employer contribution rate (“cost- sharing”). Effective December 23, 2012, the City amended its contract with CalPERS to implement the provisions of California Government Code 20516(a) to provide that a portion of the seven percent ( 7%) contribution shall be made pursuant to Government Code Section § 20516(a), with the balance of the seven percent (7%) contribution 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 seven percent ( 7%) employee contribution toward the employer rate is not allowable as agreed, the employer-paid member contributions shall be reduced by Fullerton Municipal Employees Federation Page 22 Resolution No. 2023-XX
whatever portion is not allowable and the parties shall meet and confer to determine the appropriate modifications of benefits to offset this change.

1. Effective the first full pay period that includes July 1, 2024, the Employee cost-sharing contribution shall be reduced by one and one- half percent (1.5%).

2. Effective the first full pay period that includes July 1, 2025, the Employee cost-sharing contribution shall be reduced by an additional one and one-half percent (1.5%), for a total of three percent (3.0%).

3. Effective the first full pay period that includes July 1, 2026, the Employee cost-sharing contribution shall be reduced by an additional two percent (2.0%), for a total of five percent (5.0%).

4. Effective the first full pay period that includes January 1, 2027, the Employee cost-sharing contribution shall be reduced by an additional two percent (2.0%), for a total of seven percent (7.0%).

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 Feder al 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.

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 Fullerton Municipal Employees Federation Page 23 Resolution No. 2023-XX
programs (or a new program providing substantially similar coverage and benefits mutually agreed upon between the City and FMEF):

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 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. 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.

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 Fullerton Municipal Employees Federation Page 24 Resolution No. 2023-XX
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 “retiree” 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.
b. Part-time employees shall receive a cash payment as follows:

Fullerton Municipal Employees Federation Page 25 Resolution No. 2023-XX
Cumulative Hours Worked Payment Per Pay Period
< 3,120 $0
≥ 3,120 $ 30.00

D. Flex Credit Program

For those employees enrolled in the City’s medical program, the City will implement a “flex credit” contribution in the amount of $50 per month paid in $25 increments for the first two pay periods of each month. These “flex credits” shall be paid through a revised Section 125 Plan.

Effective January 1, 2024 (implemented on the second pay date in the prior December), the City will increase the flex benefit contribution for those employees enrolled in the City’s medical program by an additional $300 (a total of $350 per month) paid in $175 increments for the first two pay periods of each month.

Further, effective January 1, 2025, the “flex credits” for those enrolled in the City’s medical program shall be provided in three tiers based on their particular enrollment: Employee, Employee + 1, or Family. The “flex credits” will be adjusted annually in the amount of 50% of the premium increase for each applicable tier in the Kaiser HMO plan. If the premium goes down, there shall be no adjustment to the flex credits for that year.

Flex credits may be applied to the City’s health insurance, dental, and vision premiums. Flex credits shall be applied in the following order: health insurance (first); dental insurance (second), and vision insurance (third). Any remaining flex credits after application to the City’s health, dental, and vision premiums shall be forfeited.

For those employees who are not enrolled in City’s medical plan, they shall receive a contribution to a Flexible Spending Account (“FSA”) in the amount of $50 per month paid in $25 increments for the first two pay periods of each month (see Article 28).

The flex credits afforded under Article 27(D) shall in no way impact the City’s separate obligation to provide a medical contribution to retirees under Article 27(B).

The provision of flex credits to active employees under Article 27(D) does not constitute a “contribution” owed to retirees under Article 27(B).

If the City transitions to obtaining medical benefits through C alPERS during the term of this MOA, the parties will reopen Article 27 to meet and confer over flex credits and City medical contributions.

Fullerton Municipal Employees Federation Page 26 Resolution No. 2023-XX
E. Voluntary Benefits Plan

The City has implement ed 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 28: FLEXIBLE SPENDING ACCOUNT PROGRAM

The City’s Flexible Spending Account (FSA) 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.

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.

Fullerton Municipal Employees Federation Page 27 Resolution No. 2023-XX
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 pl an 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. Commi ttee recommendations shall be developed with a view toward including them in this Agreement.

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 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.)

Fullerton Municipal Employees Federation Page 28 Resolution No. 2023-XX
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. T his 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.

If any other bargaining unit receives Martin Luther King, Jr. Day as a holiday during the term of this MOA, FMEF members shall also receive the holiday.

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, facilit y 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 Fullerton Municipal Employees Federation Page 29 Resolution No. 2023-XX
holiday occurs except as provided in Article 36(C)(2) and Article 36(C)(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 tim e 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 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 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 D(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 30 Resolution No. 2023-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 with 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.

Fullerton Municipal Employees Federation Page 31 Resolution No. 2023-XX
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:

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 employee (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 absent 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 t hree hours per pay period, up to a maximum Fullerton Municipal Employees Federation Page 32 Resolution No. 2023-XX
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.

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 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 2(a), 2(b) and 2(c) 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 Fullerton Municipal Employees Federation Page 33 Resolution No. 2023-XX
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 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 B(2) 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 accum ulated 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.

Fullerton Municipal Employees Federation Page 34 Resolution No. 2023-XX
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 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 conti nuous 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.

Fullerton Municipal Employees Federation Page 35 Resolution No. 2023-XX
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 the 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 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 sections 1 and 2 above, the employee shall be entitled, at his/her request, to use any accumulated sick l eave 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 doc tor, therapy or follow-up visits 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.

Fullerton Municipal Employees Federation Page 36 Resolution No. 2023-XX
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 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.

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 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 in 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.

Fullerton Municipal Employees Federation Page 37 Resolution No. 2023-XX

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 schedule 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.

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 are 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 adjustment 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.

Fullerton Municipal Employees Federation Page 38 Resolution No. 2023-XX
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 5:0 0 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. Employees assigned to the Downtown Cleanup crew who work a 9/80 work schedule and begin their regular workday at 3:00 a.m. shall be entitled to receive Graveyard Shift differential pay as specified in Article 16: Increment Pay, section (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:

Fullerton Municipal Employees Federation Page 39 Resolution No. 2023-XX

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 38(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 FMEF who work equal to or in excess of 8 0 hours per pay period for six consecutive months shall be converted to regular employee status.

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
Fullerton Municipal Employees Federation Page 40 Resolution No. 2023-XX
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 sections (A)(2), (B)(1),
(B)(3), (C) and (E).

Sick leave shall accrue at the rate applicable to less -than-full-time employees under Article 38(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.

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 Fullerton Municipal Employees Federation Page 41 Resolution No. 2023-XX
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

FMEF may use City property and utilities to provide vending machines for use by affected employees, and FMEF shall receive the profits therefrom. The City retains the right to approve any changes in location or number of vending machines.

FMEF shall hold the City harmless from the existence of any and all such vending machines and from the use and operation th ereof; 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. FMEF 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 FMEF . There shall be only one FMEF deduction per pay period per employee.

2. FMEF shall notify t he 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 FMEF, change the amount of FMEF deduction to reflect any change in FMEF dues or fees. Any other changes in FMEF deduction amount(s) shall be made only upon written request of the employee via the City-authorized payroll deduction card.

3. Whenever FMEF notifies the City that there has been a change in the amount required to be deducted for dues or fees, FMEF shall p rovide certification that the employees have been notified of such change.

4. The City assumes no responsibility for keeping itemized records of deductions.

Fullerton Municipal Employees Federation Page 42 Resolution No. 2023-XX

5. The City shall provide FMEF a monthly list of regular employees newly hired into classifications represented by FMEF.

6. When a prospective employee whose position is represented by FMEF is checked in by the Human Resources Department, he/she will be given an information packet concerning FMEF membership. FMEF 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. 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 FMEF . 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 em ployees. Human Resources staff will not be present during the FMEF portion of the onboarding. For the purpose of training, FMEF may have two (2) representatives participate in the orientation process with prior approval of the City.

FMEF will maintain a Membership Committee comprised of representatives authorized by 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. FMEF shall notify 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 F MEF membership information during a scheduled onboarding. Upon assignment of a member to an onboarding event, F MEF 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 F MEF representative’s immediate supervisor will provide a written explanation of why 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 F MEF 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 F MEF Release Time requirements as stipulated above.

Fullerton Municipal Employees Federation Page 43 Resolution No. 2023-XX
C. Employee Contact Information

The City shall provide F MEF with City maintained information concerning new employee name, job title, department, work location, work telephone number , home telephone number , personal cellular telephone number, personal email address, and home address within 30 days of hire.

In addition, on a quarterly basis, the City will provide F MEF with a digital file containing the same information for all employees in F MEF represented classifications.

D. Indemnification

FMEF 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 repr imand, letters of counseling and supervisor action reports, but not performance reviews) shall be removed from the file under these conditions:

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.

Fullerton Municipal Employees Federation Page 44 Resolution No. 2023-XX
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, FMEF , 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 manner 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 FMEF agree that every effort shall be made by the City and FMEF 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 California Commercial Class A or Class B driver’s license, or a Class C driver’s license with a Hazardous Materials Endorsement, or a Class C driver’s license with Special Certificates.

F. The City shall have the right to implement the D.O.T. 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.

ARTICLE 52: CONTRACTING OUT

The City shall meet-and-confer with FMEF on the potential impact on affected employees of a “City decision” to “contract out” when such a decision would affect the wages, hours Fullerton Municipal Employees Federation Page 45 Resolution No. 2023-XX
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 Mey ers-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 parties 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.

B. Should an employee wish to appeal the consequences of disciplinary action beyond the City Manager stage, he/she shall submit his/her written request for Fullerton Municipal Employees Federation Page 46 Resolution No. 2023-XX
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 FMEF 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 FMEF . An employee may proceed with or without his/her FMEF 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 resolving 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 47 Resolution No. 2023-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 Ci ty 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 Mediation and Conciliation Service (“CSMCS”) in Fullerton Municipal Employees Federation Page 48 Resolution No. 2023-XX
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.

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 mediator 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 mediation, 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 se parate 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 ( E)(6) 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 must 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 cons ideration 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.

Fullerton Municipal Employees Federation Page 49 Resolution No. 2023-XX

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 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 circumstanc es, 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.

Fullerton Municipal Employees Federation Page 50 Resolution No. 2023-XX
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 amount 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.

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 FMEF. 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, FMEF shall pay these expenses. In the 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.3 rd 706 only FMEF may pursue arbitration on behalf of an employee. As such, FMEF 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. 3 rd 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 (curr ently contained in Resolution No. 8485) have been modified as follows:

Fullerton Municipal Employees Federation Page 51 Resolution No. 2023-XX
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.

ARTICLE 56.1: RECLASSIFICATION

Employees seeking a classification study of their specific position may request a study through FMEF. FMEF may request that the Human Resources Department conduct up to seven (7) such studies per fiscal year. FMEF shall submit a completed Position Description Questionnaire provided by Human R esources, as well as a summary that provides the basis for the study. The Human Resources Department will conduct the study and endeavor to meet with FMEF regarding its findings within 90 days of the submission of the questionnaire form. The City’s findings shall not be subject to appeal or challenge through the grievance procedure. Implementation of any reclassification recommendation may be subject to approval of the City Manager and/or City Council.

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 Commercial Class A or Class B licensed driver, the rest period shall be at least 10 hours.

Fullerton Municipal Employees Federation Page 52 Resolution No. 2023-XX

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. 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 Commercial 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: FMEF Salary Schedule
Appendix B: Exceptional Performance Pay Policy Section 053 Appendix C: FMEF Work Schedules

Fullerton Municipal Employees Federation Page 53 Resolution No. 2023-XX
DATE: July XX, 2023

FOR THE FULLERTON MUNICIPAL FOR THE CITY OF FULLERTON

EMPLOYEES FEDERATION

________________________________
Ed Bargas Eddie Manfro
FMEF President Director of Human Resources

________________________________
Jose Perez Ellis Chang
FMEF 1st Vice President Director of Administrative Services

________________________________
Matt Esqueda
FMEF 2nd Vice President

Pete Acosta
Member at Large

Kerensa Schupmann
OCEA Representative

________________________________
Veronica Rodarte
OCEA Representative, Lead Negotiator
Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Account Clerk I 235 FMEF
Account Clerk II 275 FMEF
Account Clerk III 327 FMEF
Accountant I 468 FMEF
Accountant II 481 FMEF X
Administrative Aide/City Council 370 FMEF
Administrative Analyst I 445 FMEF
Administrative Analyst II 478 FMEF X
Administrative Assistant I 410 FMEF
Administrative Assistant II 437 FMEF
Air Conditioning Mechanic 448 FMEF
Airport Operations Assistant 410 FMEF
Airport Operations Lead Worker 448 FMEF
Airport Service Worker 287 FMEF
Assistant City Clerk 478 FMEF
Assistant Engineer 490 FMEF X
Assistant Engineer - Water 490 FMEF X
Assistant Planner 469 FMEF X
Associate Engineer 498 FMEF X
Associate Engineer - Traffic 498 FMEF X
Associate Plan Check Engineer 498 FMEF X
Associate Planner 485 FMEF X
Associate Water Engineer 498 FMEF X
Building Inspector - Trainee 437 FMEF
Building Inspector I 466 FMEF
Building Inspector II 476 FMEF
Building Inspector III 485 FMEF
Buyer I 405 FMEF
Buyer II 455 FMEF
Civil Engineer 499 FMEF X
Clerical Assistant I 215 FMEF
Clerical Assistant II 235 FMEF
Clerical Assistant III 275 FMEF
Code Enforcement Officer 460 FMEF
Code Enforcement Officer Trainee 405 FMEF
Community Liaison Officer 405 FMEF
Construction Inspector 476 FMEF
Construction Inspector - Water 480 FMEF
Court Liaison Officer 405 FMEF
Crime Analyst 468 FMEF
Cultural and Events Operations Assistant 275 FMEF
Cultural and Events Production Assistant 275 FMEF
Customer Service Representative 275 FMEF
Deputy City Clerk 445 FMEF

FULLERTON MUNICIPAL EMPLOYEES FEDERATION

ALLOCATION OF CLASSFICATIONS TO SALARY RANGES
Sort by Classification Title
Appendix A
Effective July 22, 2023

Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Electrical and HVAC Lead Worker 466 FMEF
Electrician 448 FMEF
Emergency Preparedeness Coordinator 495 FMEF X
Engineering Aide I 355 FMEF
Engineering Aide II 405 FMEF
Engineering Aide III 440 FMEF
Engineering Drafter/CADD Equipment Operator 445 FMEF
Environmental Services Coordinator I 445 FMEF
Environmental Services Coordinator II 478 FMEF
Equipment and Supply Assistant 235 FMEF
Equipment Mechanic Lead Worker 448 FMEF
Equipment Operator 315 FMEF
Equipment Operator - Water 360 FMEF
Equipment Service Worker 230 FMEF
Events Specialist 455 FMEF
Exhibition/Museum Specialist 455 FMEF X
Facilities Specialist 423 FMEF
Fleet Maintenance Technician 390 FMEF
Geographic Information Systems Specialist 485 FMEF X
Geographic Information Systems Technician 466 FMEF
Grounds Maintenance Lead Worker 423 FMEF
Housing and Community Rehabilitation Inspector 485 FMEF Housing Programs Assistant 460 FMEF
Information Systems Assistant 405 FMEF
Irrigation Specialist 382 FMEF
Junior Engineer 470 FMEF X
Lead Customer Service Representative - Utility Services 423 FMEF Librarian - Adult Services 445 FMEF X
Librarian - Children's Services 445 FMEF X
Librarian - Technical Services 445 FMEF X
Library Clerical Assistant 235 FMEF
Library Technical Assistant I 275 FMEF
Library Technical Assistant II 300 FMEF
Library Technical Services Assistant 352 FMEF
Local History Archivist 445 FMEF
Location Specialist 423 FMEF
Maintenance Facilities Dispatcher 327 FMEF
Maintenance Worker (Appointed before 9/25/96) 240 FMEF
Maintenance Worker (Appointed on or after 9/25/96) 230 FMEF Mechanic I 346 FMEF
Mechanic II 390 FMEF
Mechanic III 423 FMEF
Meter Repairer 360 FMEF
Motor Sweeper Operator 360 FMEF
Museum Educator 367 FMEF
Network Specialist 488 FMEF X
Outdoor Recreation Coordinator 367 FMEF
Parking Control Officer 285 FMEF
Appendix A
Effective July 22, 2023

Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Parks and Recreation Assistant 275 FMEF
Parks and Recreation Coordinator 367 FMEF
Parks and Trails Coordinator 367 FMEF
Parks Project Specialist 445 FMEF X
Permit Technician 327 FMEF
Planning Technician 405 FMEF
Police Community Service Officer 335 FMEF
Police Investigation Technician 480 FMEF
Police Property and Evidence Clerk 385 FMEF
Police Rangemaster 405 FMEF
Police Records Clerk 310 FMEF
Police Records Shift Leader 424 FMEF
Police Records Specialist 343 FMEF
Police Services Representative 405 FMEF
Police Training Assistant 352 FMEF
Principal Construction Inspector 485 FMEF
Public Works Analyst 490 FMEF X
Real Property Agent 498 FMEF X
Reprographic Technician 330 FMEF
Revenue Specialist 423 FMEF
Risk Management Specialist 460 FMEF
Secretary 340 FMEF
Senior Building Inspector 488 FMEF
Senior CADD Equipment Operator 466 FMEF
Senior Citizens Outreach Worker 275 FMEF
Senior Code Enforcement Officer 475 FMEF
Senior Customer Service Representative 300 FMEF
Senior Engineering Aide 405 FMEF
Senior Maintenance Worker I 287 FMEF
Senior Maintenance Worker II 315 FMEF
Senior Maintenance Worker III 345 FMEF
Senior Permit Technician 405 FMEF
Senior Traffic Engineering Analyst 498 FMEF X
Sewer Lead Worker 423 FMEF
Sewer Program Specialist 423 FMEF
Skilled Maintenance Worker - Building and Facilities 360 FMEF Skilled Maintenance Worker - Water I 405 FMEF
Skilled Maintenance Worker - Water II 425 FMEF
Solid Waste and Recycling Specialist 485 FMEF
Source Control Inspector 455 FMEF
Sports Facility Coordinator 367 FMEF
Stormwater/Wastewater Compliance Specialist I 480 FMEF
Stormwater/Wastewater Compliance Specialist II 485 FMEF Stormwater/Wastewater Compliance Specialist III 490 FMEF X Streets Lead Worker 423 FMEF
Tiny Tots Teacher 275 FMEF
Traffic Engineering Analyst I 470 FMEF
Traffic Engineering Analyst II 490 FMEF X
Appendix A
Effective July 22, 2023

Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Traffic Painter 315 FMEF
Tree Services Inspector 423 FMEF
Utility Systems Specialist 352 FMEF
Water Lead Worker 466 FMEF
Water Production Operator 442 FMEF
Water Quality Specialist 490 FMEF
Water Services Worker 287 FMEF
Water Technical Design Specialist 466 FMEF
Water Utility Services Lead Worker 423 FMEF
Webmaster 480 FMEF X
Youth Services Coordinator 367 FMEF
Appendix A
Effective July 22, 2023

Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Clerical Assistant I 215 FMEF
Equipment Service Worker 230 FMEF
Maintenance Worker (Appointed on or after 9/25/96) 230 FMEF Account Clerk I 235 FMEF
Clerical Assistant II 235 FMEF
Equipment and Supply Assistant 235 FMEF
Library Clerical Assistant 235 FMEF
Maintenance Worker (Appointed before 9/25/96) 240 FMEF
Account Clerk II 275 FMEF
Clerical Assistant III 275 FMEF
Cultural and Events Operations Assistant 275 FMEF
Cultural and Events Production Assistant 275 FMEF
Customer Service Representative 275 FMEF
Library Technical Assistant I 275 FMEF
Parks and Recreation Assistant 275 FMEF
Senior Citizens Outreach Worker 275 FMEF
Tiny Tots Teacher 275 FMEF
Parking Control Officer 285 FMEF
Airport Service Worker 287 FMEF
Senior Maintenance Worker I 287 FMEF
Water Services Worker 287 FMEF
Library Technical Assistant II 300 FMEF
Senior Customer Service Representative 300 FMEF
Police Records Clerk 310 FMEF
Equipment Operator 315 FMEF
Senior Maintenance Worker II 315 FMEF
Traffic Painter 315 FMEF
Account Clerk III 327 FMEF
Maintenance Facilities Dispatcher 327 FMEF
Permit Technician 327 FMEF
Reprographic Technician 330 FMEF
Police Community Service Officer 335 FMEF
Secretary 340 FMEF
Police Records Specialist 343 FMEF
Senior Maintenance Worker III 345 FMEF
Mechanic I 346 FMEF
Library Technical Services Assistant 352 FMEF
Police Training Assistant 352 FMEF
Utility Systems Specialist 352 FMEF
Engineering Aide I 355 FMEF
Equipment Operator - Water 360 FMEF
Meter Repairer 360 FMEF
Motor Sweeper Operator 360 FMEF
Skilled Maintenance Worker - Building and Facilities 360 FMEF

FULLERTON MUNICIPAL EMPLOYEES FEDERATION

ALLOCATION OF CLASSFICATIONS TO SALARY RANGES
Sort by Range No.

Appendix A
Effective July 22, 2023

Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Museum Educator 367 FMEF
Outdoor Recreation Coordinator 367 FMEF
Parks and Recreation Coordinator 367 FMEF
Parks and Trails Coordinator 367 FMEF
Sports Facility Coordinator 367 FMEF
Youth Services Coordinator 367 FMEF
Administrative Aide/City Council 370 FMEF
Irrigation Specialist 382 FMEF
Police Property and Evidence Clerk 385 FMEF
Fleet Maintenance Technician 390 FMEF
Mechanic II 390 FMEF
Buyer I 405 FMEF
Code Enforcement Officer Trainee 405 FMEF
Community Liaison Officer 405 FMEF
Court Liaison Officer 405 FMEF
Engineering Aide II 405 FMEF
Information Systems Assistant 405 FMEF
Planning Technician 405 FMEF
Police Rangemaster 405 FMEF
Police Services Representative 405 FMEF
Senior Engineering Aide 405 FMEF
Senior Permit Technician 405 FMEF
Skilled Maintenance Worker - Water I 405 FMEF
Administrative Assistant I 410 FMEF
Airport Operations Assistant 410 FMEF
Facilities Specialist 423 FMEF
Grounds Maintenance Lead Worker 423 FMEF
Lead Customer Service Representative - Utility Services 423 FMEF Location Specialist 423 FMEF
Mechanic III 423 FMEF
Revenue Specialist 423 FMEF
Sewer Lead Worker 423 FMEF
Sewer Program Specialist 423 FMEF
Streets Lead Worker 423 FMEF
Tree Services Inspector 423 FMEF
Water Utility Services Lead Worker 423 FMEF
Police Records Shift Leader 424 FMEF
Skilled Maintenance Worker - Water II 425 FMEF
Administrative Assistant II 437 FMEF
Building Inspector - Trainee 437 FMEF
Engineering Aide III 440 FMEF
Water Production Operator 442 FMEF
Administrative Analyst I 445 FMEF
Deputy City Clerk 445 FMEF
Engineering Drafter/CADD Equipment Operator 445 FMEF
Environmental Services Coordinator I 445 FMEF
Librarian - Adult Services 445 FMEF X
Librarian - Children's Services 445 FMEF X
Appendix A
Effective July 22, 2023

Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Librarian - Technical Services 445 FMEF X
Local History Archivist 445 FMEF
Parks Project Specialist 445 FMEF X
Air Conditioning Mechanic 448 FMEF
Airport Operations Lead Worker 448 FMEF
Electrician 448 FMEF
Equipment Mechanic Lead Worker 448 FMEF
Buyer II 455 FMEF
Events Specialist 455 FMEF
Exhibition/Museum Specialist 455 FMEF X
Source Control Inspector 455 FMEF
Code Enforcement Officer 460 FMEF
Housing Programs Assistant 460 FMEF
Risk Management Specialist 460 FMEF
Building Inspector I 466 FMEF
Electrical and HVAC Lead Worker 466 FMEF
Geographic Information Systems Technician 466 FMEF
Senior CADD Equipment Operator 466 FMEF
Water Lead Worker 466 FMEF
Water Technical Design Specialist 466 FMEF
Accountant I 468 FMEF
Crime Analyst 468 FMEF
Assistant Planner 469 FMEF X
Junior Engineer 470 FMEF X
Traffic Engineering Analyst I 470 FMEF
Senior Code Enforcement Officer 475 FMEF
Building Inspector II 476 FMEF
Construction Inspector 476 FMEF
Administrative Analyst II 478 FMEF X
Assistant City Clerk 478 FMEF
Environmental Services Coordinator II 478 FMEF
Construction Inspector - Water 480 FMEF
Police Investigation Technician 480 FMEF
Stormwater/Wastewater Compliance Specialist I 480 FMEF
Webmaster 480 FMEF X
Accountant II 481 FMEF X
Associate Planner 485 FMEF X
Building Inspector III 485 FMEF
Geographic Information Systems Specialist 485 FMEF X
Housing and Community Rehabilitation Inspector 485 FMEF Principal Construction Inspector 485 FMEF
Solid Waste and Recycling Specialist 485 FMEF
Stormwater/Wastewater Compliance Specialist II 485 FMEF Network Specialist 488 FMEF X
Senior Building Inspector 488 FMEF
Assistant Engineer 490 FMEF X
Assistant Engineer - Water 490 FMEF X
Public Works Analyst 490 FMEF X
Appendix A
Effective July 22, 2023

Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Stormwater/Wastewater Compliance Specialist III 490 FMEF X Traffic Engineering Analyst II 490 FMEF X
Water Quality Specialist 490 FMEF
Emergency Preparedeness Coordinator 495 FMEF X
Associate Engineer 498 FMEF X
Associate Engineer - Traffic 498 FMEF X
Associate Plan Check Engineer 498 FMEF X
Associate Water Engineer 498 FMEF X
Real Property Agent 498 FMEF X
Senior Traffic Engineering Analyst 498 FMEF X
Civil Engineer 499 FMEF X
Appendix A
Effective July 22, 2023

Salary Schedule: FMEF Effective Dates: 7/22/2023 - 7/5/2024 Range: 215 Range: 240
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 03 17.305 1,384 3,000 35,994 01 18.600 1,488 3,224 38,688 04 18.170 1,454 3,149 37,793 02 19.530 1,562 3,385 40,622 05 19.079 1,526 3,307 39,685 03 20.506 1,640 3,554 42,652 05 20.033 1,603 3,472 41,668 04 21.532 1,723 3,732 44,787 05 22.609 1,809 3,919 47,027
Range: 220 06 23.738 1,899 4,115 49,375
Step Hourly Bi-Weekly Monthly Annually
03 17.488 1,399 3,031 36,376 Range: 250
04 18.362 1,469 3,183 38,193 Step Hourly Bi-Weekly Monthly Annually 05 19.280 1,542 3,342 40,103 01 18.725 1,498 3,246 38,948 06 20.245 1,620 3,509 42,109 02 19.661 1,573 3,408 40,895 03 20.644 1,652 3,578 42,940
Range: 227 04 21.677 1,734 3,757 45,088
Step Hourly Bi-Weekly Monthly Annually 05 22.760 1,821 3,945 47,341 01 17.359 1,389 3,009 36,106 06 23.898 1,912 4,142 49,708 02 18.226 1,458 3,159 37,910
03 19.138 1,531 3,317 39,806 Range: 258
04 20.094 1,608 3,483 41,797 Step Hourly Bi-Weekly Monthly Annually 05 21.100 1,688 3,657 43,888 01 19.038 1,523 3,300 39,599 06 22.154 1,772 3,840 46,080 02 19.991 1,599 3,465 41,581 03 20.990 1,679 3,638 43,659
Range: 230 04 22.040 1,763 3,820 45,843
Step Hourly Bi-Weekly Monthly Annually 05 23.141 1,851 4,011 48,133 01 17.537 1,403 3,040 36,477 06 24.299 1,944 4,212 50,542 02 18.414 1,473 3,192 38,301
03 19.334 1,547 3,351 40,215 Range: 260
04 20.301 1,624 3,519 42,226 Step Hourly Bi-Weekly Monthly Annually 05 21.316 1,705 3,695 44,337 01 19.152 1,532 3,320 39,836 06 22.382 1,791 3,880 46,554 02 20.109 1,609 3,486 41,827 03 21.114 1,689 3,660 43,917
Range: 233 04 22.170 1,774 3,843 46,114
Step Hourly Bi-Weekly Monthly Annually 05 23.278 1,862 4,035 48,418 01 18.105 1,448 3,138 37,658 06 24.443 1,955 4,237 50,841 02 19.010 1,521 3,295 39,541
03 19.962 1,597 3,460 41,521 Range: 265
04 20.960 1,677 3,633 43,597 Step Hourly Bi-Weekly Monthly Annually 05 22.007 1,761 3,815 45,775 01 19.345 1,548 3,353 40,238 06 23.108 1,849 4,005 48,065 02 20.313 1,625 3,521 42,251 03 21.329 1,706 3,697 44,364
Range: 235 04 22.395 1,792 3,882 46,582
Step Hourly Bi-Weekly Monthly Annually 05 23.515 1,881 4,076 48,911 01 18.409 1,473 3,191 38,291 06 24.690 1,975 4,280 51,355 02 19.329 1,546 3,350 40,204
03 20.295 1,624 3,518 42,214 Range: 270
04 21.311 1,705 3,694 44,327 Step Hourly Bi-Weekly Monthly Annually 05 22.377 1,790 3,879 46,544 01 19.601 1,568 3,398 40,770 06 23.495 1,880 4,072 48,870 02 20.582 1,647 3,568 42,811 03 21.611 1,729 3,746 44,951
04 22.691 1,815 3,933 47,197
05 23.826 1,906 4,130 49,558
06 25.017 2,001 4,336 52,035
FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/22/2023 - 7/5/2024 Range: 275 Range: 315
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 20.016 1,601 3,469 41,633 01 21.638 1,731 3,751 45,007 02 21.017 1,681 3,643 43,715 02 22.720 1,818 3,938 47,258 03 22.068 1,765 3,825 45,901 03 23.856 1,908 4,135 49,620 04 23.171 1,854 4,016 48,196 04 25.048 2,004 4,342 52,100 05 24.330 1,946 4,217 50,606 05 26.301 2,104 4,559 54,706 06 25.546 2,044 4,428 53,136 06 27.617 2,209 4,787 57,443 Range: 285 Range: 327
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 20.448 1,636 3,544 42,532 01 22.061 1,765 3,824 45,887 02 21.470 1,718 3,721 44,658 02 23.164 1,853 4,015 48,181 03 22.544 1,804 3,908 46,892 03 24.323 1,946 4,216 50,592 04 23.671 1,894 4,103 49,236 04 25.539 2,043 4,427 53,121 05 24.855 1,988 4,308 51,698 05 26.815 2,145 4,648 55,775 06 26.097 2,088 4,523 54,282 06 28.157 2,253 4,881 58,567 Range: 287 Range: 330
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 20.659 1,653 3,581 42,971 01 22.286 1,783 3,863 46,355 02 21.693 1,735 3,760 45,121 02 23.400 1,872 4,056 48,672 03 22.777 1,822 3,948 47,376 03 24.570 1,966 4,259 51,106 04 23.916 1,913 4,145 49,745 04 25.799 2,064 4,472 53,662 05 25.112 2,009 4,353 52,233 05 27.089 2,167 4,695 56,345 06 26.367 2,109 4,570 54,843 06 28.443 2,275 4,930 59,161 Range: 295 Range: 335
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 20.931 1,674 3,628 43,536 01 22.446 1,796 3,891 46,688 02 21.978 1,758 3,810 45,714 02 23.568 1,885 4,085 49,021 03 23.076 1,846 4,000 47,998 03 24.746 1,980 4,289 51,472 04 24.231 1,938 4,200 50,400 04 25.984 2,079 4,504 54,047 05 25.442 2,035 4,410 52,919 05 27.282 2,183 4,729 56,747 06 26.714 2,137 4,630 55,565 06 28.647 2,292 4,965 59,586 Range: 300 Range: 340
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 21.023 1,682 3,644 43,728 01 22.503 1,800 3,901 46,806 02 22.074 1,766 3,826 45,914 02 23.628 1,890 4,096 49,146 03 23.178 1,854 4,018 48,210 03 24.810 1,985 4,300 51,605 04 24.337 1,947 4,218 50,621 04 26.051 2,084 4,516 54,186 05 25.554 2,044 4,429 53,152 05 27.353 2,188 4,741 56,894 06 26.832 2,147 4,651 55,811 06 28.720 2,298 4,978 59,738 Range: 310 Range: 343
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 21.591 1,727 3,742 44,909 01 22.629 1,810 3,922 47,068 02 22.671 1,814 3,930 47,156 02 23.761 1,901 4,119 49,423 03 23.804 1,904 4,126 49,512 03 24.949 1,996 4,324 51,894 04 24.996 2,000 4,333 51,992 04 26.196 2,096 4,541 54,488 05 26.245 2,100 4,549 54,590 05 27.507 2,201 4,768 57,215 06 27.557 2,205 4,777 57,319 06 28.881 2,310 5,006 60,072 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/22/2023 - 7/5/2024 Range: 345 Range: 367
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.701 1,816 3,935 47,218 01 23.802 1,904 4,126 49,508 02 23.836 1,907 4,132 49,579 02 24.992 1,999 4,332 51,983 03 25.028 2,002 4,338 52,058 03 26.242 2,099 4,549 54,583 04 26.280 2,102 4,555 54,662 04 27.554 2,204 4,776 57,312 05 27.593 2,207 4,783 57,393 05 28.932 2,315 5,015 60,179 06 28.973 2,318 5,022 60,264 06 30.378 2,430 5,266 63,186 Range: 346 Range: 370
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.734 1,819 3,941 47,287 01 24.233 1,939 4,200 50,405 02 23.871 1,910 4,138 49,652 02 25.445 2,036 4,410 52,926 03 25.065 2,005 4,345 52,135 03 26.717 2,137 4,631 55,571 04 26.317 2,105 4,562 54,739 04 28.053 2,244 4,863 58,350 05 27.633 2,211 4,790 57,477 05 29.456 2,356 5,106 61,268 06 29.015 2,321 5,029 60,351 06 30.929 2,474 5,361 64,332 Range: 350 Range: 375
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.856 1,828 3,962 47,540 01 24.480 1,958 4,243 50,918 02 23.999 1,920 4,160 49,918 02 25.704 2,056 4,455 53,464 03 25.199 2,016 4,368 52,414 03 26.989 2,159 4,678 56,137 04 26.458 2,117 4,586 55,033 04 28.338 2,267 4,912 58,943 05 27.781 2,222 4,815 57,784 05 29.755 2,380 5,158 61,890 06 29.170 2,334 5,056 60,674 06 31.243 2,499 5,415 64,985 Range: 352 Range: 380
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.123 1,850 4,008 48,096 01 24.681 1,974 4,278 51,336 02 24.278 1,942 4,208 50,498 02 25.916 2,073 4,492 53,905 03 25.492 2,039 4,419 53,023 03 27.211 2,177 4,717 56,599 04 26.768 2,141 4,640 55,677 04 28.571 2,286 4,952 59,428 05 28.106 2,248 4,872 58,460 05 30.000 2,400 5,200 62,400 06 29.511 2,361 5,115 61,383 06 31.500 2,520 5,460 65,520 Range: 355 Range: 382
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.242 1,859 4,029 48,343 01 24.730 1,978 4,287 51,438 02 24.404 1,952 4,230 50,760 02 25.966 2,077 4,501 54,009 03 25.624 2,050 4,441 53,298 03 27.265 2,181 4,726 56,711 04 26.906 2,152 4,664 55,964 04 28.629 2,290 4,962 59,548 05 28.251 2,260 4,897 58,762 05 30.060 2,405 5,210 62,525 06 29.663 2,373 5,142 61,699 06 31.563 2,525 5,471 65,651 Range: 360 Range: 385
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.473 1,878 4,069 48,824 01 24.842 1,987 4,306 51,671 02 24.647 1,972 4,272 51,266 02 26.085 2,087 4,521 54,257 03 25.879 2,070 4,486 53,828 03 27.389 2,191 4,747 56,969 04 27.173 2,174 4,710 56,520 04 28.758 2,301 4,985 59,817 05 28.531 2,282 4,945 59,344 05 30.197 2,416 5,234 62,810 06 29.958 2,397 5,193 62,313 06 31.707 2,537 5,496 65,951 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/22/2023 - 7/5/2024 Range: 390 Range: 420
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.924 1,994 4,320 51,842 01 26.606 2,128 4,612 55,340 02 26.171 2,094 4,536 54,436 02 27.936 2,235 4,842 58,107 03 27.480 2,198 4,763 57,158 03 29.333 2,347 5,084 61,013 04 28.853 2,308 5,001 60,014 04 30.799 2,464 5,338 64,062 05 30.296 2,424 5,251 63,016 05 32.340 2,587 5,606 67,267 06 31.810 2,545 5,514 66,165 06 33.956 2,716 5,886 70,628 Range: 395 Range: 423
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.102 2,008 4,351 52,212 01 26.782 2,143 4,642 55,707 02 26.358 2,109 4,569 54,825 02 28.121 2,250 4,874 58,492 03 27.676 2,214 4,797 57,566 03 29.527 2,362 5,118 61,416 04 29.060 2,325 5,037 60,445 04 31.004 2,480 5,374 64,488 05 30.513 2,441 5,289 63,467 05 32.553 2,604 5,643 67,710 06 32.038 2,563 5,553 66,639 06 34.181 2,734 5,925 71,096 Range: 405 Range: 424
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.683 2,055 4,452 53,421 01 26.811 2,145 4,647 55,767 02 26.968 2,157 4,674 56,093 02 28.152 2,252 4,880 58,556 03 28.317 2,265 4,908 58,899 03 29.560 2,365 5,124 61,485 04 29.732 2,379 5,154 61,843 04 31.037 2,483 5,380 64,557 05 31.218 2,497 5,411 64,933 05 32.589 2,607 5,649 67,785 06 32.780 2,622 5,682 68,182 06 34.219 2,738 5,931 71,176 Range: 410 Range: 425
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.976 2,078 4,503 54,030 01 26.879 2,150 4,659 55,908 02 27.274 2,182 4,727 56,730 02 28.224 2,258 4,892 58,706 03 28.638 2,291 4,964 59,567 03 29.635 2,371 5,137 61,641 04 30.070 2,406 5,212 62,546 04 31.117 2,489 5,394 64,723 05 31.574 2,526 5,473 65,674 05 32.672 2,614 5,663 67,958 06 33.153 2,652 5,747 68,958 06 34.306 2,744 5,946 71,356 Range: 412 Range: 430
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 26.243 2,099 4,549 54,585 01 27.106 2,168 4,698 56,380 02 27.555 2,204 4,776 57,314 02 28.461 2,277 4,933 59,199 03 28.933 2,315 5,015 60,181 03 29.884 2,391 5,180 62,159 04 30.379 2,430 5,266 63,188 04 31.378 2,510 5,439 65,266 05 31.899 2,552 5,529 66,350 05 32.948 2,636 5,711 68,532 06 33.493 2,679 5,805 69,665 06 34.595 2,768 5,996 71,958 Range: 415 Range: 435
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 26.461 2,117 4,587 55,039 01 27.224 2,178 4,719 56,626 02 27.784 2,223 4,816 57,791 02 28.585 2,287 4,955 59,457 03 29.174 2,334 5,057 60,682 03 30.014 2,401 5,202 62,429 04 30.632 2,451 5,310 63,715 04 31.515 2,521 5,463 65,551 05 32.163 2,573 5,575 66,899 05 33.091 2,647 5,736 68,829 06 33.772 2,702 5,854 70,246 06 34.746 2,780 6,023 72,272 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/22/2023 - 7/5/2024 Range: 437 Range: 456
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.382 2,191 4,746 56,955 01 29.527 2,362 5,118 61,416 02 28.751 2,300 4,984 59,802 02 31.004 2,480 5,374 64,488 03 30.188 2,415 5,233 62,791 03 32.553 2,604 5,643 67,710 04 31.698 2,536 5,494 65,932 04 34.181 2,734 5,925 71,096 05 33.283 2,663 5,769 69,229 05 35.891 2,871 6,221 74,653 06 34.947 2,796 6,057 72,690 06 37.684 3,015 6,532 78,383 Range: 440 Range: 460
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.878 2,230 4,832 57,986 01 29.903 2,392 5,183 62,198 02 29.271 2,342 5,074 60,884 02 31.399 2,512 5,442 65,310 03 30.735 2,459 5,327 63,929 03 32.968 2,637 5,714 68,573 04 32.271 2,582 5,594 67,124 04 34.616 2,769 6,000 72,001 05 33.885 2,711 5,873 70,481 05 36.347 2,908 6,300 75,602 06 35.580 2,846 6,167 74,006 06 38.165 3,053 6,615 79,383 Range: 442 Range: 463
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.134 2,251 4,877 58,519 01 30.209 2,417 5,236 62,835 02 29.541 2,363 5,120 61,445 02 31.720 2,538 5,498 65,978 03 31.019 2,482 5,377 64,520 03 33.305 2,664 5,773 69,274 04 32.570 2,606 5,645 67,746 04 34.970 2,798 6,061 72,738 05 34.197 2,736 5,927 71,130 05 36.719 2,938 6,365 76,376 06 35.908 2,873 6,224 74,689 06 38.555 3,084 6,683 80,194 Range: 445 Range: 464
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.450 2,276 4,931 59,176 01 30.524 2,442 5,291 63,490 02 29.873 2,390 5,178 62,136 02 32.050 2,564 5,555 66,664 03 31.366 2,509 5,437 65,241 03 33.653 2,692 5,833 69,998 04 32.935 2,635 5,709 68,505 04 35.335 2,827 6,125 73,497 05 34.582 2,767 5,994 71,931 05 37.102 2,968 6,431 77,172 06 36.311 2,905 6,294 75,527 06 38.957 3,117 6,753 81,031 Range: 448 Range: 465
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.740 2,299 4,982 59,779 01 30.828 2,466 5,344 64,122 02 30.177 2,414 5,231 62,768 02 32.369 2,590 5,611 67,328 03 31.686 2,535 5,492 65,907 03 33.988 2,719 5,891 70,695 04 33.270 2,662 5,767 69,202 04 35.686 2,855 6,186 74,227 05 34.934 2,795 6,055 72,663 05 37.471 2,998 6,495 77,940 06 36.681 2,934 6,358 76,296 06 39.344 3,148 6,820 81,836 Range: 455 Range: 466
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.228 2,338 5,066 60,794 01 30.931 2,474 5,361 64,336 02 30.689 2,455 5,319 63,833 02 32.478 2,598 5,630 67,554 03 32.224 2,578 5,585 67,026 03 34.101 2,728 5,911 70,930 04 33.835 2,707 5,865 70,377 04 35.806 2,864 6,206 74,476 05 35.527 2,842 6,158 73,896 05 37.597 3,008 6,517 78,202 06 37.303 2,984 6,466 77,590 06 39.476 3,158 6,843 82,110 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/22/2023 - 7/5/2024 Range: 467 Range: 478
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.136 2,491 5,397 64,763 01 33.644 2,692 5,832 69,980 02 32.694 2,616 5,667 68,004 02 35.326 2,826 6,123 73,478 03 34.328 2,746 5,950 71,402 03 37.093 2,967 6,429 77,153 04 36.044 2,884 6,248 74,972 04 38.947 3,116 6,751 81,010 05 37.846 3,028 6,560 78,720 05 40.894 3,272 7,088 85,060 06 39.739 3,179 6,888 82,657 06 42.940 3,435 7,443 89,315 Range: 468 Range: 480
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.335 2,507 5,431 65,177 01 34.660 2,773 6,008 72,093 02 32.902 2,632 5,703 68,436 02 36.393 2,911 6,308 75,697 03 34.547 2,764 5,988 71,858 03 38.213 3,057 6,624 79,483 04 36.275 2,902 6,288 75,452 04 40.123 3,210 6,955 83,456 05 38.088 3,047 6,602 79,223 05 42.130 3,370 7,303 87,630 06 39.992 3,199 6,932 83,183 06 44.236 3,539 7,668 92,011 Range: 469 Range: 481
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.722 2,538 5,498 65,982 01 35.097 2,808 6,083 73,002 02 33.308 2,665 5,773 69,281 02 36.852 2,948 6,388 76,652 03 34.974 2,798 6,062 72,746 03 38.694 3,096 6,707 80,484 04 36.722 2,938 6,365 76,382 04 40.629 3,250 7,042 84,508 05 38.558 3,085 6,683 80,201 05 42.660 3,413 7,394 88,733 06 40.486 3,239 7,018 84,211 06 44.793 3,583 7,764 93,169 Range: 470 Range: 482
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.107 2,569 5,565 66,783 01 35.319 2,826 6,122 73,464 02 33.712 2,697 5,843 70,121 02 37.085 2,967 6,428 77,137 03 35.398 2,832 6,136 73,628 03 38.939 3,115 6,749 80,993 04 37.168 2,973 6,442 77,309 04 40.887 3,271 7,087 85,045 05 39.027 3,122 6,765 81,176 05 42.931 3,434 7,441 89,296 06 40.977 3,278 7,103 85,232 06 45.078 3,606 7,814 93,762 Range: 475 Range: 483
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.868 2,629 5,697 68,365 01 36.000 2,880 6,240 74,880 02 34.511 2,761 5,982 71,783 02 37.799 3,024 6,552 78,622 03 36.236 2,899 6,281 75,371 03 39.689 3,175 6,879 82,553 04 38.048 3,044 6,595 79,140 04 41.674 3,334 7,223 86,682 05 39.951 3,196 6,925 83,098 05 43.757 3,501 7,585 91,015 06 41.948 3,356 7,271 87,252 06 45.945 3,676 7,964 95,566 Range: 476 Range: 485
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 33.072 2,646 5,732 68,790 01 36.976 2,958 6,409 76,910 02 34.726 2,778 6,019 72,230 02 38.825 3,106 6,730 80,756 03 36.462 2,917 6,320 75,841 03 40.766 3,261 7,066 84,793 04 38.285 3,063 6,636 79,633 04 42.804 3,424 7,419 89,032 05 40.200 3,216 6,968 83,616 05 44.944 3,596 7,790 93,484 06 42.210 3,377 7,316 87,797 06 47.192 3,775 8,180 98,159 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/22/2023 - 7/5/2024 Range: 488
Step Hourly Bi-Weekly Monthly Annually
01 37.884 2,958 6,409 76,910
02 39.779 3,106 6,730 80,756
03 41.767 3,261 7,066 84,793
04 43.856 3,424 7,419 89,032
05 46.048 3,596 7,790 93,484
06 48.351 3,775 8,180 98,159
Range: 490
Step Hourly Bi-Weekly Monthly Annually
01 39.781 3,031 6,567 78,799
02 41.770 3,182 6,895 82,740
03 43.859 3,341 7,240 86,875
04 46.051 3,508 7,602 91,220
05 48.354 3,684 7,982 95,780
06 50.772 3,868 8,381 100,570
Range: 495
Step Hourly Bi-Weekly Monthly Annually
01 40.789 3,182 6,895 82,744
02 42.828 3,342 7,240 86,882
03 44.970 3,509 7,602 91,227
04 47.219 3,684 7,982 95,786
05 49.580 3,868 8,381 100,576
06 52.058 4,062 8,800 105,606
Range: 497
Step Hourly Bi-Weekly Monthly Annually
01 41.958 3,263 7,070 84,841
02 44.055 3,426 7,424 89,082
03 46.259 3,598 7,795 93,538
04 48.572 3,778 8,185 98,216
05 51.000 3,966 8,594 103,126
06 53.550 4,165 9,023 108,281
Range: 498
Step Hourly Bi-Weekly Monthly Annually
01 45.356 3,357 7,273 87,273
02 47.624 3,524 7,636 91,634
03 50.004 3,701 8,018 96,219
04 52.504 3,886 8,419 101,030
05 55.130 4,080 8,840 106,080
06 57.886 4,284 9,282 111,384
Range: 499
Step Hourly Bi-Weekly Monthly Annually
01 47.643 3,628 7,862 94,340
02 50.026 3,810 8,255 99,058
03 52.527 4,000 8,667 104,008
04 55.153 4,200 9,101 109,208
05 57.911 4,410 9,556 114,670
06 60.807 4,631 10,034 120,403
FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/6/2024 - 7/4/2025 Range: 215 Range: 240
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 03 17.997 1,440 3,119 37,434 01 19.344 1,548 3,353 40,236 04 18.897 1,512 3,275 39,306 02 20.311 1,625 3,521 42,247 05 19.842 1,587 3,439 41,271 03 21.326 1,706 3,697 44,358 05 20.834 1,667 3,611 43,335 04 22.393 1,791 3,881 46,577 05 23.513 1,881 4,076 48,907
Range: 220 06 24.688 1,975 4,279 51,351
Step Hourly Bi-Weekly Monthly Annually
03 18.188 1,455 3,153 37,831 Range: 250
04 19.096 1,528 3,310 39,720 Step Hourly Bi-Weekly Monthly Annually 05 20.051 1,604 3,476 41,706 01 19.474 1,558 3,375 40,506 06 21.055 1,684 3,650 43,794 02 20.447 1,636 3,544 42,530 03 21.470 1,718 3,721 44,658
Range: 227 04 22.544 1,804 3,908 46,892
Step Hourly Bi-Weekly Monthly Annually 05 23.670 1,894 4,103 49,234 01 18.053 1,444 3,129 37,550 06 24.854 1,988 4,308 51,696 02 18.955 1,516 3,286 39,426
03 19.904 1,592 3,450 41,400 Range: 258
04 20.898 1,672 3,622 43,468 Step Hourly Bi-Weekly Monthly Annually 05 21.944 1,756 3,804 45,644 01 19.800 1,584 3,432 41,184 06 23.040 1,843 3,994 47,923 02 20.791 1,663 3,604 43,245 03 21.830 1,746 3,784 45,406
Range: 230 04 22.922 1,834 3,973 47,678
Step Hourly Bi-Weekly Monthly Annually 05 24.067 1,925 4,172 50,059 01 18.238 1,459 3,161 37,935 06 25.271 2,022 4,380 52,564 02 19.151 1,532 3,320 39,834
03 20.107 1,609 3,485 41,823 Range: 260
04 21.113 1,689 3,660 43,915 Step Hourly Bi-Weekly Monthly Annually 05 22.169 1,774 3,843 46,112 01 19.918 1,593 3,452 41,429 06 23.277 1,862 4,035 48,416 02 20.913 1,673 3,625 43,499 03 21.959 1,757 3,806 45,675
Range: 233 04 23.057 1,845 3,997 47,959
Step Hourly Bi-Weekly Monthly Annually 05 24.209 1,937 4,196 50,355 01 18.829 1,506 3,264 39,164 06 25.421 2,034 4,406 52,876 02 19.770 1,582 3,427 41,122
03 20.760 1,661 3,598 43,181 Range: 265
04 21.798 1,744 3,778 45,340 Step Hourly Bi-Weekly Monthly Annually 05 22.887 1,831 3,967 47,605 01 20.119 1,610 3,487 41,848 06 24.032 1,923 4,166 49,987 02 21.126 1,690 3,662 43,942 03 22.182 1,775 3,845 46,139
Range: 235 04 23.291 1,863 4,037 48,445
Step Hourly Bi-Weekly Monthly Annually 05 24.456 1,956 4,239 50,868 01 19.145 1,532 3,318 39,822 06 25.678 2,054 4,451 53,410 02 20.102 1,608 3,484 41,812
03 21.107 1,689 3,659 43,903 Range: 270
04 22.163 1,773 3,842 46,099 Step Hourly Bi-Weekly Monthly Annually 05 23.272 1,862 4,034 48,406 01 20.385 1,631 3,533 42,401 06 24.435 1,955 4,235 50,825 02 21.405 1,712 3,710 44,522 03 22.475 1,798 3,896 46,748
04 23.599 1,888 4,090 49,086
05 24.779 1,982 4,295 51,540
06 26.018 2,081 4,510 54,117
FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/6/2024 - 7/4/2025 Range: 275 Range: 315
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 20.817 1,665 3,608 43,299 01 22.504 1,800 3,901 46,808 02 21.858 1,749 3,789 45,465 02 23.629 1,890 4,096 49,148 03 22.951 1,836 3,978 47,738 03 24.810 1,985 4,300 51,605 04 24.098 1,928 4,177 50,124 04 26.050 2,084 4,515 54,184 05 25.303 2,024 4,386 52,630 05 27.353 2,188 4,741 56,894 06 26.568 2,125 4,605 55,261 06 28.722 2,298 4,978 59,742 Range: 285 Range: 327
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 21.266 1,701 3,686 44,233 01 22.943 1,835 3,977 47,721 02 22.329 1,786 3,870 46,444 02 24.091 1,927 4,176 50,109 03 23.446 1,876 4,064 48,768 03 25.296 2,024 4,385 52,616 04 24.618 1,969 4,267 51,205 04 26.561 2,125 4,604 55,247 05 25.849 2,068 4,480 53,766 05 27.888 2,231 4,834 58,007 06 27.141 2,171 4,704 56,453 06 29.283 2,343 5,076 60,909 Range: 287 Range: 330
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 21.485 1,719 3,724 44,689 01 23.177 1,854 4,017 48,208 02 22.561 1,805 3,911 46,927 02 24.336 1,947 4,218 50,619 03 23.688 1,895 4,106 49,271 03 25.553 2,044 4,429 53,150 04 24.873 1,990 4,311 51,736 04 26.831 2,146 4,651 55,808 05 26.116 2,089 4,527 54,321 05 28.173 2,254 4,883 58,600 06 27.422 2,194 4,753 57,038 06 29.581 2,366 5,127 61,528 Range: 295 Range: 335
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 21.768 1,741 3,773 45,277 01 23.344 1,868 4,046 48,556 02 22.857 1,829 3,962 47,543 02 24.511 1,961 4,249 50,983 03 23.999 1,920 4,160 49,918 03 25.736 2,059 4,461 53,531 04 25.200 2,016 4,368 52,416 04 27.023 2,162 4,684 56,208 05 26.460 2,117 4,586 55,037 05 28.373 2,270 4,918 59,016 06 27.783 2,223 4,816 57,789 06 29.793 2,383 5,164 61,969 Range: 300 Range: 340
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 21.864 1,749 3,790 45,477 01 23.403 1,872 4,057 48,678 02 22.957 1,837 3,979 47,751 02 24.573 1,966 4,259 51,112 03 24.105 1,928 4,178 50,138 03 25.802 2,064 4,472 53,668 04 25.310 2,025 4,387 52,645 04 27.093 2,167 4,696 56,353 05 26.576 2,126 4,607 55,278 05 28.447 2,276 4,931 59,170 06 27.905 2,232 4,837 58,042 06 29.869 2,390 5,177 62,128 Range: 310 Range: 343
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.455 1,796 3,892 46,706 01 23.534 1,883 4,079 48,951 02 23.578 1,886 4,087 49,042 02 24.711 1,977 4,283 51,399 03 24.756 1,980 4,291 51,492 03 25.947 2,076 4,497 53,970 04 25.996 2,080 4,506 54,072 04 27.244 2,180 4,722 56,668 05 27.295 2,184 4,731 56,774 05 28.607 2,289 4,959 59,503 06 28.659 2,293 4,968 59,611 06 30.036 2,403 5,206 62,475 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/6/2024 - 7/4/2025 Range: 345 Range: 367
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.609 1,889 4,092 49,107 01 24.754 1,980 4,291 51,488 02 24.789 1,983 4,297 51,561 02 25.992 2,079 4,505 54,063 03 26.029 2,082 4,512 54,140 03 27.292 2,183 4,731 56,767 04 27.331 2,186 4,737 56,848 04 28.656 2,292 4,967 59,604 05 28.697 2,296 4,974 59,690 05 30.089 2,407 5,215 62,585 06 30.132 2,411 5,223 62,675 06 31.593 2,527 5,476 65,713 Range: 346 Range: 370
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.643 1,891 4,098 49,177 01 25.202 2,016 4,368 52,420 02 24.826 1,986 4,303 51,638 02 26.463 2,117 4,587 55,043 03 26.068 2,085 4,518 54,221 03 27.786 2,223 4,816 57,795 04 27.370 2,190 4,744 56,930 04 29.175 2,334 5,057 60,684 05 28.738 2,299 4,981 59,775 05 30.634 2,451 5,310 63,719 06 30.176 2,414 5,231 62,766 06 32.166 2,573 5,575 66,905 Range: 350 Range: 375
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.770 1,902 4,120 49,442 01 25.459 2,037 4,413 52,955 02 24.959 1,997 4,326 51,915 02 26.732 2,139 4,634 55,603 03 26.207 2,097 4,543 54,511 03 28.069 2,246 4,865 58,384 04 27.516 2,201 4,769 57,233 04 29.472 2,358 5,108 61,302 05 28.892 2,311 5,008 60,095 05 30.945 2,476 5,364 64,366 06 30.337 2,427 5,258 63,101 06 32.493 2,599 5,632 67,585 Range: 352 Range: 380
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.048 1,924 4,168 50,020 01 25.668 2,053 4,449 53,389 02 25.249 2,020 4,376 52,518 02 26.953 2,156 4,672 56,062 03 26.512 2,121 4,595 55,145 03 28.299 2,264 4,905 58,862 04 27.839 2,227 4,825 57,905 04 29.714 2,377 5,150 61,805 05 29.230 2,338 5,067 60,798 05 31.200 2,496 5,408 64,896 06 30.691 2,455 5,320 63,837 06 32.760 2,621 5,678 68,141 Range: 355 Range: 382
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.172 1,934 4,190 50,278 01 25.719 2,058 4,458 53,496 02 25.380 2,030 4,399 52,790 02 27.005 2,160 4,681 56,170 03 26.649 2,132 4,619 55,430 03 28.356 2,268 4,915 58,980 04 27.982 2,239 4,850 58,203 04 29.774 2,382 5,161 61,930 05 29.381 2,350 5,093 61,112 05 31.262 2,501 5,419 65,025 06 30.850 2,468 5,347 64,168 06 32.826 2,626 5,690 68,278 Range: 360 Range: 385
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.412 1,953 4,231 50,777 01 25.836 2,067 4,478 53,739 02 25.633 2,051 4,443 53,317 02 27.128 2,170 4,702 56,426 03 26.914 2,153 4,665 55,981 03 28.485 2,279 4,937 59,249 04 28.260 2,261 4,898 58,781 04 29.908 2,393 5,184 62,209 05 29.672 2,374 5,143 61,718 05 31.405 2,512 5,444 65,322 06 31.156 2,492 5,400 64,804 06 32.975 2,638 5,716 68,588 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/6/2024 - 7/4/2025 Range: 390 Range: 420
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.921 2,074 4,493 53,916 01 27.670 2,214 4,796 57,554 02 27.218 2,177 4,718 56,613 02 29.053 2,324 5,036 60,430 03 28.579 2,286 4,954 59,444 03 30.506 2,440 5,288 63,452 04 30.007 2,401 5,201 62,415 04 32.031 2,562 5,552 66,624 05 31.508 2,521 5,461 65,537 05 33.634 2,691 5,830 69,959 06 33.082 2,647 5,734 68,811 06 35.314 2,825 6,121 73,453 Range: 395 Range: 423
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 26.106 2,088 4,525 54,300 01 27.853 2,228 4,828 57,934 02 27.412 2,193 4,751 57,017 02 29.246 2,340 5,069 60,832 03 28.783 2,303 4,989 59,869 03 30.708 2,457 5,323 63,873 04 30.222 2,418 5,238 62,862 04 32.244 2,580 5,589 67,068 05 31.734 2,539 5,501 66,007 05 33.855 2,708 5,868 70,418 06 33.320 2,666 5,775 69,306 06 35.548 2,844 6,162 73,940 Range: 405 Range: 424
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 26.710 2,137 4,630 55,557 01 27.883 2,231 4,833 57,997 02 28.047 2,244 4,861 58,338 02 29.278 2,342 5,075 60,898 03 29.450 2,356 5,105 61,256 03 30.742 2,459 5,329 63,943 04 30.921 2,474 5,360 64,316 04 32.278 2,582 5,595 67,138 05 32.467 2,597 5,628 67,531 05 33.893 2,711 5,875 70,497 06 34.091 2,727 5,909 70,909 06 35.588 2,847 6,169 74,023 Range: 410 Range: 425
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.015 2,161 4,683 56,191 01 27.954 2,236 4,845 58,144 02 28.365 2,269 4,917 58,999 02 29.353 2,348 5,088 61,054 03 29.784 2,383 5,163 61,951 03 30.820 2,466 5,342 64,106 04 31.273 2,502 5,421 65,048 04 32.362 2,589 5,609 67,313 05 32.837 2,627 5,692 68,301 05 33.979 2,718 5,890 70,676 06 34.479 2,758 5,976 71,716 06 35.678 2,854 6,184 74,210 Range: 412 Range: 430
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.293 2,183 4,731 56,769 01 28.190 2,255 4,886 58,635 02 28.657 2,293 4,967 59,607 02 29.599 2,368 5,130 61,566 03 30.090 2,407 5,216 62,587 03 31.079 2,486 5,387 64,644 04 31.594 2,528 5,476 65,716 04 32.633 2,611 5,656 67,877 05 33.175 2,654 5,750 69,004 05 34.266 2,741 5,939 71,273 06 34.833 2,787 6,038 72,453 06 35.979 2,878 6,236 74,836 Range: 415 Range: 435
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.519 2,202 4,770 57,240 01 28.313 2,265 4,908 58,891 02 28.895 2,312 5,008 60,102 02 29.728 2,378 5,153 61,834 03 30.341 2,427 5,259 63,109 03 31.215 2,497 5,411 64,927 04 31.857 2,549 5,522 66,263 04 32.776 2,622 5,681 68,174 05 33.450 2,676 5,798 69,576 05 34.415 2,753 5,965 71,583 06 35.123 2,810 6,088 73,056 06 36.136 2,891 6,264 75,163 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/6/2024 - 7/4/2025 Range: 437 Range: 456
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.477 2,278 4,936 59,232 01 30.708 2,457 5,323 63,873 02 29.901 2,392 5,183 62,194 02 32.244 2,580 5,589 67,068 03 31.396 2,512 5,442 65,304 03 33.855 2,708 5,868 70,418 04 32.966 2,637 5,714 68,569 04 35.548 2,844 6,162 73,940 05 34.614 2,769 6,000 71,997 05 37.327 2,986 6,470 77,640 06 36.345 2,908 6,300 75,598 06 39.191 3,135 6,793 81,517 Range: 440 Range: 460
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.993 2,319 5,025 60,305 01 31.099 2,488 5,390 64,686 02 30.442 2,435 5,277 63,319 02 32.655 2,612 5,660 67,922 03 31.964 2,557 5,540 66,485 03 34.287 2,743 5,943 71,317 04 33.562 2,685 5,817 69,809 04 36.001 2,880 6,240 74,882 05 35.240 2,819 6,108 73,299 05 37.801 3,024 6,552 78,626 06 37.003 2,960 6,414 76,966 06 39.692 3,175 6,880 82,559 Range: 442 Range: 463
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.259 2,341 5,072 60,859 01 31.417 2,513 5,446 65,347 02 30.723 2,458 5,325 63,904 02 32.989 2,639 5,718 68,617 03 32.260 2,581 5,592 67,101 03 34.637 2,771 6,004 72,045 04 33.873 2,710 5,871 70,456 04 36.369 2,910 6,304 75,648 05 35.565 2,845 6,165 73,975 05 38.188 3,055 6,619 79,431 06 37.344 2,988 6,473 77,676 06 40.097 3,208 6,950 83,402 Range: 445 Range: 464
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.588 2,367 5,129 61,543 01 31.745 2,540 5,502 66,030 02 31.068 2,485 5,385 64,621 02 33.332 2,667 5,778 69,331 03 32.621 2,610 5,654 67,852 03 34.999 2,800 6,066 72,798 04 34.252 2,740 5,937 71,244 04 36.748 2,940 6,370 76,436 05 35.965 2,877 6,234 74,807 05 38.586 3,087 6,688 80,259 06 37.763 3,021 6,546 78,547 06 40.515 3,241 7,023 84,271 Range: 448 Range: 465
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.890 2,391 5,181 62,171 01 32.061 2,565 5,557 66,687 02 31.384 2,511 5,440 65,279 02 33.664 2,693 5,835 70,021 03 32.953 2,636 5,712 68,542 03 35.348 2,828 6,127 73,524 04 34.601 2,768 5,998 71,970 04 37.113 2,969 6,433 77,195 05 36.331 2,906 6,297 75,568 05 38.970 3,118 6,755 81,058 06 38.148 3,052 6,612 79,348 06 40.918 3,273 7,092 85,109 Range: 455 Range: 466
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 30.397 2,432 5,269 63,226 01 32.168 2,573 5,576 66,909 02 31.917 2,553 5,532 66,387 02 33.777 2,702 5,855 70,256 03 33.513 2,681 5,809 69,707 03 35.465 2,837 6,147 73,767 04 35.188 2,815 6,099 73,191 04 37.238 2,979 6,455 77,455 05 36.948 2,956 6,404 76,852 05 39.101 3,128 6,778 81,330 06 38.795 3,104 6,724 80,694 06 41.055 3,284 7,116 85,394 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/6/2024 - 7/4/2025 Range: 467 Range: 478
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.381 2,590 5,613 67,352 01 34.990 2,799 6,065 72,779 02 34.002 2,720 5,894 70,724 02 36.739 2,939 6,368 76,417 03 35.701 2,856 6,188 74,258 03 38.577 3,086 6,687 80,240 04 37.486 2,999 6,498 77,971 04 40.505 3,240 7,021 84,250 05 39.360 3,149 6,822 81,869 05 42.530 3,402 7,372 88,462 06 41.329 3,306 7,164 85,964 06 44.658 3,573 7,741 92,889 Range: 468 Range: 480
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.588 2,607 5,649 67,783 01 36.046 2,884 6,248 74,976 02 34.218 2,737 5,931 71,173 02 37.849 3,028 6,560 78,726 03 35.929 2,874 6,228 74,732 03 39.742 3,179 6,889 82,663 04 37.726 3,018 6,539 78,470 04 41.728 3,338 7,233 86,794 05 39.612 3,169 6,866 82,393 05 43.815 3,505 7,595 91,135 06 41.592 3,327 7,209 86,511 06 46.005 3,680 7,974 95,690 Range: 469 Range: 481
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.991 2,639 5,718 68,621 01 36.501 2,920 6,327 75,922 02 34.640 2,771 6,004 72,051 02 38.326 3,066 6,643 79,718 03 36.373 2,910 6,305 75,656 03 40.242 3,219 6,975 83,703 04 38.191 3,055 6,620 79,437 04 42.254 3,380 7,324 87,888 05 40.100 3,208 6,951 83,408 05 44.366 3,549 7,690 92,281 06 42.105 3,368 7,298 87,578 06 46.585 3,727 8,075 96,897 Range: 470 Range: 482
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 33.391 2,671 5,788 69,453 01 36.732 2,939 6,367 76,403 02 35.060 2,805 6,077 72,925 02 38.568 3,085 6,685 80,221 03 36.814 2,945 6,381 76,573 03 40.497 3,240 7,019 84,234 04 38.655 3,092 6,700 80,402 04 42.522 3,402 7,370 88,446 05 40.588 3,247 7,035 84,423 05 44.648 3,572 7,739 92,868 06 42.616 3,409 7,387 88,641 06 46.881 3,750 8,126 97,512 Range: 475 Range: 483
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 34.183 2,735 5,925 71,101 01 37.440 2,995 6,490 77,875 02 35.891 2,871 6,221 74,653 02 39.311 3,145 6,814 81,767 03 37.685 3,015 6,532 78,385 03 41.277 3,302 7,155 85,856 04 39.570 3,166 6,859 82,306 04 43.341 3,467 7,512 90,149 05 41.549 3,324 7,202 86,422 05 45.507 3,641 7,888 94,655 06 43.626 3,490 7,562 90,742 06 47.783 3,823 8,282 99,389 Range: 476 Range: 485
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 34.395 2,752 5,962 71,542 01 38.455 3,076 6,666 79,986 02 36.115 2,889 6,260 75,119 02 40.378 3,230 6,999 83,986 03 37.920 3,034 6,573 78,874 03 42.397 3,392 7,349 88,186 04 39.816 3,185 6,901 82,817 04 44.516 3,561 7,716 92,593 05 41.808 3,345 7,247 86,961 05 46.742 3,739 8,102 97,223 06 43.898 3,512 7,609 91,308 06 49.080 3,926 8,507 102,086 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/6/2024 - 7/4/2025 Range: 488
Step Hourly Bi-Weekly Monthly Annually
01 39.399 3,076 6,666 79,986
02 41.370 3,230 6,999 83,986
03 43.438 3,392 7,349 88,186
04 45.610 3,561 7,716 92,593
05 47.890 3,739 8,102 97,223
06 50.285 3,926 8,507 102,086
Range: 490
Step Hourly Bi-Weekly Monthly Annually
01 41.372 3,152 6,829 81,950
02 43.441 3,310 7,171 86,050
03 45.613 3,475 7,529 90,351
04 47.893 3,649 7,906 94,869
05 50.288 3,831 8,301 99,611
06 52.803 4,023 8,716 104,593
Range: 495
Step Hourly Bi-Weekly Monthly Annually
01 42.421 3,310 7,171 86,054
02 44.541 3,475 7,530 90,357
03 46.769 3,649 7,906 94,875
04 49.108 3,831 8,301 99,617
05 51.563 4,023 8,717 104,599
06 54.140 4,224 9,153 109,830
Range: 497
Step Hourly Bi-Weekly Monthly Annually
01 43.636 3,394 7,353 88,236
02 45.817 3,563 7,720 92,645
03 48.109 3,742 8,107 97,280
04 50.515 3,929 8,512 102,145
05 53.040 4,125 8,938 107,251
06 55.692 4,331 9,384 112,611
Range: 498
Step Hourly Bi-Weekly Monthly Annually
01 47.170 3,491 7,564 90,763
02 49.529 3,665 7,942 95,299
03 52.004 3,849 8,339 100,067
04 54.604 4,041 8,756 105,071
05 57.335 4,243 9,194 110,323
06 60.201 4,455 9,653 115,839
Range: 499
Step Hourly Bi-Weekly Monthly Annually
01 49.549 3,774 8,176 98,114
02 52.027 3,962 8,585 103,020
03 54.628 4,160 9,014 108,168
04 57.359 4,368 9,465 113,576
05 60.227 4,587 9,938 119,257
06 63.239 4,816 10,435 125,218
FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/5/2025 - 7/3/2026 Range: 215 Range: 240
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 03 18.717 1,497 3,244 38,931 01 20.118 1,609 3,487 41,845 04 19.653 1,572 3,407 40,878 02 21.123 1,690 3,661 43,936 05 20.636 1,651 3,577 42,923 03 22.179 1,774 3,844 46,132 05 21.667 1,733 3,756 45,067 04 23.289 1,863 4,037 48,441 05 24.454 1,956 4,239 50,864
Range: 220 06 25.676 2,054 4,451 53,406
Step Hourly Bi-Weekly Monthly Annually
03 18.916 1,513 3,279 39,345 Range: 250
04 19.860 1,589 3,442 41,309 Step Hourly Bi-Weekly Monthly Annually 05 20.853 1,668 3,615 43,374 01 20.253 1,620 3,511 42,126 06 21.897 1,752 3,795 45,546 02 21.265 1,701 3,686 44,231 03 22.329 1,786 3,870 46,444
Range: 227 04 23.446 1,876 4,064 48,768
Step Hourly Bi-Weekly Monthly Annually 05 24.617 1,969 4,267 51,203 01 18.775 1,502 3,254 39,052 06 25.848 2,068 4,480 53,764 02 19.713 1,577 3,417 41,003
03 20.700 1,656 3,588 43,056 Range: 258
04 21.734 1,739 3,767 45,207 Step Hourly Bi-Weekly Monthly Annually 05 22.822 1,826 3,956 47,470 01 20.592 1,647 3,569 42,831 06 23.962 1,917 4,153 49,841 02 21.623 1,730 3,748 44,976 03 22.703 1,816 3,935 47,222
Range: 230 04 23.839 1,907 4,132 49,585
Step Hourly Bi-Weekly Monthly Annually 05 25.030 2,002 4,339 52,062 01 18.968 1,517 3,288 39,453 06 26.282 2,103 4,556 54,667 02 19.917 1,593 3,452 41,427
03 20.911 1,673 3,625 43,495 Range: 260
04 21.958 1,757 3,806 45,673 Step Hourly Bi-Weekly Monthly Annually 05 23.056 1,844 3,996 47,956 01 20.715 1,657 3,591 43,087 06 24.208 1,937 4,196 50,353 02 21.750 1,740 3,770 45,240 03 22.837 1,827 3,958 47,501
Range: 233 04 23.979 1,918 4,156 49,876
Step Hourly Bi-Weekly Monthly Annually 05 25.177 2,014 4,364 52,368 01 19.582 1,567 3,394 40,731 06 26.438 2,115 4,583 54,991 02 20.561 1,645 3,564 42,767
03 21.590 1,727 3,742 44,907 Range: 265
04 22.670 1,814 3,929 47,154 Step Hourly Bi-Weekly Monthly Annually 05 23.802 1,904 4,126 49,508 01 20.924 1,674 3,627 43,522 06 24.993 1,999 4,332 51,985 02 21.971 1,758 3,808 45,700 03 23.069 1,846 3,999 47,984
Range: 235 04 24.223 1,938 4,199 50,384
Step Hourly Bi-Weekly Monthly Annually 05 25.434 2,035 4,409 52,903 01 19.911 1,593 3,451 41,415 06 26.705 2,136 4,629 55,546 02 20.906 1,672 3,624 43,484
03 21.951 1,756 3,805 45,658 Range: 270
04 23.050 1,844 3,995 47,944 Step Hourly Bi-Weekly Monthly Annually 05 24.203 1,936 4,195 50,342 01 21.200 1,696 3,675 44,096 06 25.412 2,033 4,405 52,857 02 22.261 1,781 3,859 46,303 03 23.374 1,870 4,051 48,618
04 24.543 1,963 4,254 51,049
05 25.770 2,062 4,467 53,602
06 27.059 2,165 4,690 56,283
FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/5/2025 - 7/3/2026 Range: 275 Range: 315
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 21.650 1,732 3,753 45,032 01 23.404 1,872 4,057 48,680 02 22.732 1,819 3,940 47,283 02 24.574 1,966 4,259 51,114 03 23.869 1,910 4,137 49,648 03 25.802 2,064 4,472 53,668 04 25.062 2,005 4,344 52,129 04 27.092 2,167 4,696 56,351 05 26.315 2,105 4,561 54,735 05 28.447 2,276 4,931 59,170 06 27.631 2,210 4,789 57,472 06 29.871 2,390 5,178 62,132 Range: 285 Range: 327
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.117 1,769 3,834 46,003 01 23.861 1,909 4,136 49,631 02 23.222 1,858 4,025 48,302 02 25.055 2,004 4,343 52,114 03 24.384 1,951 4,227 50,719 03 26.308 2,105 4,560 54,721 04 25.603 2,048 4,438 53,254 04 27.623 2,210 4,788 57,456 05 26.883 2,151 4,660 55,917 05 29.004 2,320 5,027 60,328 06 28.227 2,258 4,893 58,712 06 30.454 2,436 5,279 63,344 Range: 287 Range: 330
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.344 1,788 3,873 46,476 01 24.104 1,928 4,178 50,136 02 23.463 1,877 4,067 48,803 02 25.309 2,025 4,387 52,643 03 24.636 1,971 4,270 51,243 03 26.575 2,126 4,606 55,276 04 25.868 2,069 4,484 53,805 04 27.904 2,232 4,837 58,040 05 27.161 2,173 4,708 56,495 05 29.300 2,344 5,079 60,944 06 28.519 2,282 4,943 59,320 06 30.764 2,461 5,332 63,989 Range: 295 Range: 335
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.639 1,811 3,924 47,089 01 24.278 1,942 4,208 50,498 02 23.771 1,902 4,120 49,444 02 25.491 2,039 4,418 53,021 03 24.959 1,997 4,326 51,915 03 26.765 2,141 4,639 55,671 04 26.208 2,097 4,543 54,513 04 28.104 2,248 4,871 58,456 05 27.518 2,201 4,770 57,237 05 29.508 2,361 5,115 61,377 06 28.894 2,312 5,008 60,100 06 30.985 2,479 5,371 64,449 Range: 300 Range: 340
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.739 1,819 3,941 47,297 01 24.339 1,947 4,219 50,625 02 23.875 1,910 4,138 49,660 02 25.556 2,044 4,430 53,156 03 25.069 2,006 4,345 52,144 03 26.834 2,147 4,651 55,815 04 26.322 2,106 4,562 54,750 04 28.177 2,254 4,884 58,608 05 27.639 2,211 4,791 57,489 05 29.585 2,367 5,128 61,537 06 29.021 2,322 5,030 60,364 06 31.064 2,485 5,384 64,613 Range: 310 Range: 343
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.353 1,868 4,048 48,574 01 24.475 1,958 4,242 50,908 02 24.521 1,962 4,250 51,004 02 25.699 2,056 4,454 53,454 03 25.746 2,060 4,463 53,552 03 26.985 2,159 4,677 56,129 04 27.036 2,163 4,686 56,235 04 28.334 2,267 4,911 58,935 05 28.387 2,271 4,920 59,045 05 29.751 2,380 5,157 61,882 06 29.805 2,384 5,166 61,994 06 31.237 2,499 5,414 64,973 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/5/2025 - 7/3/2026 Range: 345 Range: 367
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.553 1,964 4,256 51,070 01 25.744 2,060 4,462 53,548 02 25.781 2,062 4,469 53,624 02 27.032 2,163 4,686 56,227 03 27.070 2,166 4,692 56,306 03 28.384 2,271 4,920 59,039 04 28.424 2,274 4,927 59,122 04 29.802 2,384 5,166 61,988 05 29.845 2,388 5,173 62,078 05 31.293 2,503 5,424 65,089 06 31.337 2,507 5,432 65,181 06 32.857 2,629 5,695 68,343 Range: 346 Range: 370
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.589 1,967 4,262 51,145 01 26.210 2,097 4,543 54,517 02 25.819 2,066 4,475 53,704 02 27.522 2,202 4,770 57,246 03 27.111 2,169 4,699 56,391 03 28.897 2,312 5,009 60,106 04 28.465 2,277 4,934 59,207 04 30.342 2,427 5,259 63,111 05 29.888 2,391 5,181 62,167 05 31.859 2,549 5,522 66,267 06 31.383 2,511 5,440 65,277 06 33.453 2,676 5,799 69,582 Range: 350 Range: 375
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.721 1,978 4,285 51,420 01 26.477 2,118 4,589 55,072 02 25.957 2,077 4,499 53,991 02 27.801 2,224 4,819 57,826 03 27.255 2,180 4,724 56,690 03 29.192 2,335 5,060 60,719 04 28.617 2,289 4,960 59,523 04 30.651 2,452 5,313 63,754 05 30.048 2,404 5,208 62,500 05 32.183 2,575 5,578 66,941 06 31.550 2,524 5,469 65,624 06 33.793 2,703 5,857 70,289 Range: 352 Range: 380
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.010 2,001 4,335 52,021 01 26.695 2,136 4,627 55,526 02 26.259 2,101 4,552 54,619 02 28.031 2,242 4,859 58,304 03 27.572 2,206 4,779 57,350 03 29.431 2,354 5,101 61,216 04 28.953 2,316 5,019 60,222 04 30.903 2,472 5,357 64,278 05 30.399 2,432 5,269 63,230 05 32.448 2,596 5,624 67,492 06 31.919 2,554 5,533 66,392 06 34.070 2,726 5,905 70,866 Range: 355 Range: 382
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.139 2,011 4,357 52,289 01 26.748 2,140 4,636 55,636 02 26.395 2,112 4,575 54,902 02 28.085 2,247 4,868 58,417 03 27.715 2,217 4,804 57,647 03 29.490 2,359 5,112 61,339 04 29.101 2,328 5,044 60,530 04 30.965 2,477 5,367 64,407 05 30.556 2,444 5,296 63,556 05 32.512 2,601 5,635 67,625 06 32.084 2,567 5,561 66,735 06 34.139 2,731 5,917 71,009 Range: 360 Range: 385
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.388 2,031 4,401 52,807 01 26.869 2,150 4,657 55,888 02 26.658 2,133 4,621 55,449 02 28.213 2,257 4,890 58,683 03 27.991 2,239 4,852 58,221 03 29.624 2,370 5,135 61,618 04 29.390 2,351 5,094 61,131 04 31.104 2,488 5,391 64,696 05 30.859 2,469 5,349 64,187 05 32.661 2,613 5,661 67,935 06 32.402 2,592 5,616 67,396 06 34.294 2,744 5,944 71,332 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/5/2025 - 7/3/2026 Range: 390 Range: 420
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 26.958 2,157 4,673 56,073 01 28.777 2,302 4,988 59,856 02 28.307 2,265 4,907 58,879 02 30.215 2,417 5,237 62,847 03 29.722 2,378 5,152 61,822 03 31.726 2,538 5,499 65,990 04 31.207 2,497 5,409 64,911 04 33.312 2,665 5,774 69,289 05 32.768 2,621 5,680 68,157 05 34.979 2,798 6,063 72,756 06 34.405 2,752 5,964 71,562 06 36.727 2,938 6,366 76,392 Range: 395 Range: 423
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.150 2,172 4,706 56,472 01 28.967 2,317 5,021 60,251 02 28.508 2,281 4,941 59,297 02 30.416 2,433 5,272 63,265 03 29.934 2,395 5,189 62,263 03 31.936 2,555 5,536 66,427 04 31.431 2,514 5,448 65,376 04 33.534 2,683 5,813 69,751 05 33.003 2,640 5,721 68,646 05 35.209 2,817 6,103 73,235 06 34.653 2,772 6,007 72,078 06 36.970 2,958 6,408 76,898 Range: 405 Range: 424
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.778 2,222 4,815 57,778 01 28.998 2,320 5,026 60,316 02 29.169 2,334 5,056 60,672 02 30.449 2,436 5,278 63,334 03 30.628 2,450 5,309 63,706 03 31.972 2,558 5,542 66,502 04 32.158 2,573 5,574 66,889 04 33.569 2,686 5,819 69,824 05 33.766 2,701 5,853 70,233 05 35.249 2,820 6,110 73,318 06 35.455 2,836 6,146 73,746 06 37.012 2,961 6,415 76,985 Range: 410 Range: 425
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.096 2,248 4,870 58,440 01 29.072 2,326 5,039 60,470 02 29.500 2,360 5,113 61,360 02 30.527 2,442 5,291 63,496 03 30.975 2,478 5,369 64,428 03 32.053 2,564 5,556 66,670 04 32.524 2,602 5,637 67,650 04 33.656 2,692 5,834 70,004 05 34.150 2,732 5,919 71,032 05 35.338 2,827 6,125 73,503 06 35.858 2,869 6,215 74,585 06 37.105 2,968 6,432 77,178 Range: 412 Range: 430
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.385 2,271 4,920 59,041 01 29.318 2,345 5,082 60,981 02 29.803 2,384 5,166 61,990 02 30.783 2,463 5,336 64,029 03 31.294 2,504 5,424 65,092 03 32.322 2,586 5,602 67,230 04 32.858 2,629 5,695 68,345 04 33.938 2,715 5,883 70,591 05 34.502 2,760 5,980 71,764 05 35.637 2,851 6,177 74,125 06 36.226 2,898 6,279 75,350 06 37.418 2,993 6,486 77,829 Range: 415 Range: 435
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.620 2,290 4,961 59,530 01 29.446 2,356 5,104 61,248 02 30.051 2,404 5,209 62,506 02 30.917 2,473 5,359 64,307 03 31.555 2,524 5,470 65,634 03 32.464 2,597 5,627 67,525 04 33.131 2,650 5,743 68,912 04 34.087 2,727 5,908 70,901 05 34.788 2,783 6,030 72,359 05 35.792 2,863 6,204 74,447 06 36.528 2,922 6,332 75,978 06 37.581 3,006 6,514 78,168 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/5/2025 - 7/3/2026 Range: 437 Range: 456
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.616 2,369 5,133 61,601 01 31.936 2,555 5,536 66,427 02 31.097 2,488 5,390 64,682 02 33.534 2,683 5,813 69,751 03 32.652 2,612 5,660 67,916 03 35.209 2,817 6,103 73,235 04 34.285 2,743 5,943 71,313 04 36.970 2,958 6,408 76,898 05 35.999 2,880 6,240 74,878 05 38.820 3,106 6,729 80,746 06 37.799 3,024 6,552 78,622 06 40.759 3,261 7,065 84,779 Range: 440 Range: 460
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 30.153 2,412 5,227 62,718 01 32.343 2,587 5,606 67,273 02 31.660 2,533 5,488 65,853 02 33.961 2,717 5,887 70,639 03 33.243 2,659 5,762 69,145 03 35.658 2,853 6,181 74,169 04 34.904 2,792 6,050 72,600 04 37.441 2,995 6,490 77,877 05 36.650 2,932 6,353 76,232 05 39.313 3,145 6,814 81,771 06 38.483 3,079 6,670 80,045 06 41.280 3,302 7,155 85,862 Range: 442 Range: 463
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 30.429 2,434 5,274 63,292 01 32.674 2,614 5,663 67,962 02 31.952 2,556 5,538 66,460 02 34.309 2,745 5,947 71,363 03 33.550 2,684 5,815 69,784 03 36.022 2,882 6,244 74,926 04 35.228 2,818 6,106 73,274 04 37.824 3,026 6,556 78,674 05 36.988 2,959 6,411 76,935 05 39.716 3,177 6,884 82,609 06 38.838 3,107 6,732 80,783 06 41.701 3,336 7,228 86,738 Range: 445 Range: 464
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 30.772 2,462 5,334 64,006 01 33.015 2,641 5,723 68,671 02 32.311 2,585 5,601 67,207 02 34.665 2,773 6,009 72,103 03 33.926 2,714 5,881 70,566 03 36.399 2,912 6,309 75,710 04 35.622 2,850 6,174 74,094 04 38.218 3,057 6,624 79,493 05 37.404 2,992 6,483 77,800 05 40.129 3,210 6,956 83,468 06 39.274 3,142 6,807 81,690 06 42.136 3,371 7,304 87,643 Range: 448 Range: 465
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.086 2,487 5,388 64,659 01 33.343 2,667 5,779 69,353 02 32.639 2,611 5,657 67,889 02 35.011 2,801 6,069 72,823 03 34.271 2,742 5,940 71,284 03 36.762 2,941 6,372 76,465 04 35.985 2,879 6,237 74,849 04 38.598 3,088 6,690 80,284 05 37.784 3,023 6,549 78,591 05 40.529 3,242 7,025 84,300 06 39.674 3,174 6,877 82,522 06 42.555 3,404 7,376 88,514 Range: 455 Range: 466
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.613 2,529 5,480 65,755 01 33.455 2,676 5,799 69,586 02 33.194 2,656 5,754 69,044 02 35.128 2,810 6,089 73,066 03 34.854 2,788 6,041 72,496 03 36.884 2,951 6,393 76,719 04 36.596 2,928 6,343 76,120 04 38.728 3,098 6,713 80,554 05 38.426 3,074 6,661 79,926 05 40.665 3,253 7,049 84,583 06 40.347 3,228 6,993 83,922 06 42.697 3,416 7,401 88,810 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/5/2025 - 7/3/2026 Range: 467 Range: 478
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 33.676 2,694 5,837 70,046 01 36.390 2,911 6,308 75,691 02 35.362 2,829 6,129 73,553 02 38.209 3,057 6,623 79,475 03 37.129 2,970 6,436 77,228 03 40.120 3,210 6,954 83,450 04 38.985 3,119 6,757 81,089 04 42.125 3,370 7,302 87,620 05 40.934 3,275 7,095 85,143 05 44.231 3,538 7,667 92,000 06 42.982 3,439 7,450 89,403 06 46.444 3,716 8,050 96,604 Range: 468 Range: 480
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 33.892 2,711 5,875 70,495 01 37.488 2,999 6,498 77,975 02 35.587 2,847 6,168 74,021 02 39.363 3,149 6,823 81,875 03 37.366 2,989 6,477 77,721 03 41.332 3,307 7,164 85,971 04 39.235 3,139 6,801 81,609 04 43.397 3,472 7,522 90,266 05 41.196 3,296 7,141 85,688 05 45.568 3,645 7,898 94,781 06 43.256 3,460 7,498 89,972 06 47.845 3,828 8,293 99,518 Range: 469 Range: 481
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 34.311 2,745 5,947 71,367 01 37.961 3,037 6,580 78,959 02 36.026 2,882 6,245 74,934 02 39.859 3,189 6,909 82,907 03 37.828 3,026 6,557 78,682 03 41.852 3,348 7,254 87,052 04 39.719 3,178 6,885 82,616 04 43.944 3,516 7,617 91,404 05 41.704 3,336 7,229 86,744 05 46.141 3,691 7,998 95,973 06 43.789 3,503 7,590 91,081 06 48.448 3,876 8,398 100,772 Range: 470 Range: 482
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 34.727 2,778 6,019 72,232 01 38.201 3,056 6,622 79,458 02 36.462 2,917 6,320 75,841 02 40.111 3,209 6,953 83,431 03 38.287 3,063 6,636 79,637 03 42.117 3,369 7,300 87,603 04 40.201 3,216 6,968 83,618 04 44.223 3,538 7,665 91,984 05 42.212 3,377 7,317 87,801 05 46.434 3,715 8,049 96,583 06 44.321 3,546 7,682 92,188 06 48.756 3,900 8,451 101,412 Range: 475 Range: 483
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 35.550 2,844 6,162 73,944 01 38.938 3,115 6,749 80,991 02 37.327 2,986 6,470 77,640 02 40.883 3,271 7,086 85,037 03 39.192 3,135 6,793 81,519 03 42.928 3,434 7,441 89,290 04 41.153 3,292 7,133 85,598 04 45.075 3,606 7,813 93,756 05 43.211 3,457 7,490 89,879 05 47.327 3,786 8,203 98,440 06 45.371 3,630 7,864 94,372 06 49.694 3,976 8,614 103,364 Range: 476 Range: 485
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 35.771 2,862 6,200 74,404 01 39.993 3,199 6,932 83,185 02 37.560 3,005 6,510 78,125 02 41.993 3,359 7,279 87,345 03 39.437 3,155 6,836 82,029 03 44.093 3,527 7,643 91,713 04 41.409 3,313 7,178 86,131 04 46.297 3,704 8,025 96,298 05 43.480 3,478 7,537 90,438 05 48.612 3,889 8,426 101,113 06 45.654 3,652 7,913 94,960 06 51.043 4,083 8,847 106,169 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Dates: 7/5/2025 - 7/3/2026 Range: 488
Step Hourly Bi-Weekly Monthly Annually
01 40.975 3,199 6,932 83,185
02 43.025 3,359 7,279 87,345
03 45.176 3,527 7,643 91,713
04 47.434 3,704 8,025 96,298
05 49.806 3,889 8,426 101,113
06 52.296 4,083 8,847 106,169
Range: 490
Step Hourly Bi-Weekly Monthly Annually
01 43.027 3,278 7,102 85,228
02 45.179 3,442 7,458 89,492
03 47.438 3,614 7,831 93,966
04 49.809 3,795 8,222 98,663
05 52.300 3,984 8,633 103,596
06 54.915 4,184 9,065 108,776
Range: 495
Step Hourly Bi-Weekly Monthly Annually
01 44.118 3,442 7,458 89,496
02 46.323 3,614 7,831 93,972
03 48.640 3,795 8,223 98,671
04 51.072 3,985 8,634 103,603
05 53.626 4,184 9,065 108,784
06 56.306 4,393 9,519 114,223
Range: 497
Step Hourly Bi-Weekly Monthly Annually
01 45.381 3,529 7,647 91,765
02 47.650 3,706 8,029 96,352
03 50.033 3,891 8,431 101,171
04 52.536 4,086 8,852 106,230
05 55.162 4,290 9,295 111,542
06 57.920 4,504 9,760 117,116
Range: 498
Step Hourly Bi-Weekly Monthly Annually
01 49.057 3,630 7,866 94,392
02 51.510 3,812 8,259 99,112
03 54.084 4,003 8,672 104,069
04 56.788 4,203 9,106 109,275
05 59.628 4,413 9,561 114,737
06 62.609 4,634 10,039 120,474
Range: 499
Step Hourly Bi-Weekly Monthly Annually
01 51.531 3,925 8,503 102,039
02 54.108 4,121 8,928 107,141
03 56.813 4,327 9,375 112,495
04 59.653 4,543 9,843 118,119
05 62.636 4,770 10,336 124,026
06 65.769 5,009 10,852 130,227
FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Date: 7/4/2026
Range: 215 Range: 240
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 03 19.279 1,542 3,342 40,100 01 20.722 1,658 3,592 43,102 04 20.243 1,619 3,509 42,105 02 21.757 1,741 3,771 45,255 05 21.255 1,700 3,684 44,210 03 22.844 1,828 3,960 47,516 05 22.317 1,785 3,868 46,419 04 23.988 1,919 4,158 49,895 05 25.188 2,015 4,366 52,391
Range: 220 06 26.446 2,116 4,584 55,008
Step Hourly Bi-Weekly Monthly Annually
03 19.483 1,559 3,377 40,525 Range: 250
04 20.456 1,636 3,546 42,548 Step Hourly Bi-Weekly Monthly Annually 05 21.479 1,718 3,723 44,676 01 20.861 1,669 3,616 43,391 06 22.554 1,804 3,909 46,912 02 21.903 1,752 3,797 45,558 03 22.999 1,840 3,986 47,838
Range: 227 04 24.149 1,932 4,186 50,230
Step Hourly Bi-Weekly Monthly Annually 05 25.356 2,028 4,395 52,740 01 19.338 1,547 3,352 40,223 06 26.623 2,130 4,615 55,376 02 20.304 1,624 3,519 42,232
03 21.321 1,706 3,696 44,348 Range: 258
04 22.386 1,791 3,880 46,563 Step Hourly Bi-Weekly Monthly Annually 05 23.507 1,881 4,075 48,895 01 21.210 1,697 3,676 44,117 06 24.681 1,974 4,278 51,336 02 22.272 1,782 3,860 46,326 03 23.384 1,871 4,053 48,639
Range: 230 04 24.554 1,964 4,256 51,072
Step Hourly Bi-Weekly Monthly Annually 05 25.781 2,062 4,469 53,624 01 19.537 1,563 3,386 40,637 06 27.070 2,166 4,692 56,306 02 20.515 1,641 3,556 42,671
03 21.538 1,723 3,733 44,799 Range: 260
04 22.617 1,809 3,920 47,043 Step Hourly Bi-Weekly Monthly Annually 05 23.748 1,900 4,116 49,396 01 21.336 1,707 3,698 44,379 06 24.934 1,995 4,322 51,863 02 22.402 1,792 3,883 46,596 03 23.522 1,882 4,077 48,926
Range: 233 04 24.698 1,976 4,281 51,372
Step Hourly Bi-Weekly Monthly Annually 05 25.932 2,075 4,495 53,939 01 20.169 1,614 3,496 41,952 06 27.231 2,178 4,720 56,640 02 21.178 1,694 3,671 44,050
03 22.238 1,779 3,855 46,255 Range: 265
04 23.350 1,868 4,047 48,568 Step Hourly Bi-Weekly Monthly Annually 05 24.516 1,961 4,249 50,993 01 21.552 1,724 3,736 44,828 06 25.743 2,059 4,462 53,545 02 22.630 1,810 3,923 47,070 03 23.761 1,901 4,119 49,423
Range: 235 04 24.950 1,996 4,325 51,896
Step Hourly Bi-Weekly Monthly Annually 05 26.197 2,096 4,541 54,490 01 20.508 1,641 3,555 42,657 06 27.506 2,200 4,768 57,212 02 21.533 1,723 3,732 44,789
03 22.610 1,809 3,919 47,029 Range: 270
04 23.742 1,899 4,115 49,383 Step Hourly Bi-Weekly Monthly Annually 05 24.929 1,994 4,321 51,852 01 21.836 1,747 3,785 45,419 06 26.174 2,094 4,537 54,442 02 22.929 1,834 3,974 47,692 03 24.075 1,926 4,173 50,076
04 25.279 2,022 4,382 52,580
05 26.543 2,123 4,601 55,209
06 27.871 2,230 4,831 57,972
FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Date: 7/4/2026
Range: 275 Range: 315
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.300 1,784 3,865 46,384 01 24.106 1,928 4,178 50,140 02 23.414 1,873 4,058 48,701 02 25.311 2,025 4,387 52,647 03 24.585 1,967 4,261 51,137 03 26.576 2,126 4,607 55,278 04 25.814 2,065 4,474 53,693 04 27.905 2,232 4,837 58,042 05 27.104 2,168 4,698 56,376 05 29.300 2,344 5,079 60,944 06 28.460 2,277 4,933 59,197 06 30.767 2,461 5,333 63,995 Range: 285 Range: 327
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.781 1,822 3,949 47,384 01 24.577 1,966 4,260 51,120 02 23.919 1,914 4,146 49,752 02 25.807 2,065 4,473 53,679 03 25.116 2,009 4,353 52,241 03 27.097 2,168 4,697 56,362 04 26.371 2,110 4,571 54,852 04 28.452 2,276 4,932 59,180 05 27.689 2,215 4,799 57,593 05 29.874 2,390 5,178 62,138 06 29.074 2,326 5,039 60,474 06 31.368 2,509 5,437 65,245 Range: 287 Range: 330
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.014 1,841 3,989 47,869 01 24.827 1,986 4,303 51,640 02 24.167 1,933 4,189 50,267 02 26.068 2,085 4,518 54,221 03 25.375 2,030 4,398 52,780 03 27.372 2,190 4,744 56,934 04 26.644 2,132 4,618 55,420 04 28.741 2,299 4,982 59,781 05 27.976 2,238 4,849 58,190 05 30.179 2,414 5,231 62,772 06 29.375 2,350 5,092 61,100 06 31.687 2,535 5,492 65,909 Range: 295 Range: 335
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.318 1,865 4,042 48,501 01 25.006 2,000 4,334 52,012 02 24.484 1,959 4,244 50,927 02 26.256 2,100 4,551 54,612 03 25.708 2,057 4,456 53,473 03 27.568 2,205 4,778 57,341 04 26.994 2,160 4,679 56,148 04 28.947 2,316 5,017 60,210 05 28.344 2,268 4,913 58,956 05 30.393 2,431 5,268 63,217 06 29.761 2,381 5,159 61,903 06 31.915 2,553 5,532 66,383 Range: 300 Range: 340
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.421 1,874 4,060 48,716 01 25.069 2,006 4,345 52,144 02 24.591 1,967 4,262 51,149 02 26.323 2,106 4,563 54,752 03 25.821 2,066 4,476 53,708 03 27.639 2,211 4,791 57,489 04 27.112 2,169 4,699 56,393 04 29.022 2,322 5,030 60,366 05 28.468 2,277 4,934 59,213 05 30.473 2,438 5,282 63,384 06 29.892 2,391 5,181 62,175 06 31.996 2,560 5,546 66,552 Range: 310 Range: 343
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.054 1,924 4,169 50,032 01 25.209 2,017 4,370 52,435 02 25.257 2,021 4,378 52,535 02 26.470 2,118 4,588 55,058 03 26.518 2,121 4,596 55,157 03 27.795 2,224 4,818 57,814 04 27.847 2,228 4,827 57,922 04 29.184 2,335 5,059 60,703 05 29.239 2,339 5,068 60,817 05 30.644 2,452 5,312 63,740 06 30.699 2,456 5,321 63,854 06 32.174 2,574 5,577 66,922 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Date: 7/4/2026
Range: 345 Range: 367
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.290 2,023 4,384 52,603 01 26.516 2,121 4,596 55,153 02 26.554 2,124 4,603 55,232 02 27.843 2,227 4,826 57,913 03 27.882 2,231 4,833 57,995 03 29.236 2,339 5,068 60,811 04 29.277 2,342 5,075 60,896 04 30.696 2,456 5,321 63,848 05 30.740 2,459 5,328 63,939 05 32.232 2,579 5,587 67,043 06 32.277 2,582 5,595 67,136 06 33.843 2,707 5,866 70,393 Range: 346 Range: 370
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.327 2,026 4,390 52,680 01 26.996 2,160 4,679 56,152 02 26.594 2,128 4,610 55,316 02 28.348 2,268 4,914 58,964 03 27.924 2,234 4,840 58,082 03 29.764 2,381 5,159 61,909 04 29.319 2,346 5,082 60,984 04 31.252 2,500 5,417 65,004 05 30.785 2,463 5,336 64,033 05 32.815 2,625 5,688 68,255 06 32.324 2,586 5,603 67,234 06 34.457 2,757 5,973 71,671 Range: 350 Range: 375
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.463 2,037 4,414 52,963 01 27.271 2,182 4,727 56,724 02 26.736 2,139 4,634 55,611 02 28.635 2,291 4,963 59,561 03 28.073 2,246 4,866 58,392 03 30.068 2,405 5,212 62,541 04 29.476 2,358 5,109 61,310 04 31.571 2,526 5,472 65,668 05 30.949 2,476 5,364 64,374 05 33.148 2,652 5,746 68,948 06 32.496 2,600 5,633 67,592 06 34.807 2,785 6,033 72,399 Range: 352 Range: 380
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.760 2,061 4,465 53,581 01 27.496 2,200 4,766 57,192 02 27.047 2,164 4,688 56,258 02 28.872 2,310 5,004 60,054 03 28.399 2,272 4,922 59,070 03 30.314 2,425 5,254 63,053 04 29.822 2,386 5,169 62,030 04 31.830 2,546 5,517 66,206 05 31.311 2,505 5,427 65,127 05 33.421 2,674 5,793 69,516 06 32.877 2,630 5,699 68,384 06 35.092 2,807 6,083 72,991 Range: 355 Range: 382
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.893 2,071 4,488 53,857 01 27.550 2,204 4,775 57,304 02 27.187 2,175 4,712 56,549 02 28.928 2,314 5,014 60,170 03 28.546 2,284 4,948 59,376 03 30.375 2,430 5,265 63,180 04 29.974 2,398 5,195 62,346 04 31.894 2,552 5,528 66,340 05 31.473 2,518 5,455 65,464 05 33.487 2,679 5,804 69,653 06 33.047 2,644 5,728 68,738 06 35.163 2,813 6,095 73,139 Range: 360 Range: 385
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 26.150 2,092 4,533 54,392 01 27.675 2,214 4,797 57,564 02 27.458 2,197 4,759 57,113 02 29.059 2,325 5,037 60,443 03 28.831 2,306 4,997 59,968 03 30.513 2,441 5,289 63,467 04 30.272 2,422 5,247 62,966 04 32.037 2,563 5,553 66,637 05 31.785 2,543 5,509 66,113 05 33.641 2,691 5,831 69,973 06 33.374 2,670 5,785 69,418 06 35.323 2,826 6,123 73,472 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Date: 7/4/2026
Range: 390 Range: 420
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.767 2,221 4,813 57,755 01 29.640 2,371 5,138 61,651 02 29.156 2,332 5,054 60,644 02 31.121 2,490 5,394 64,732 03 30.614 2,449 5,306 63,677 03 32.678 2,614 5,664 67,970 04 32.143 2,571 5,571 66,857 04 34.311 2,745 5,947 71,367 05 33.751 2,700 5,850 70,202 05 36.028 2,882 6,245 74,938 06 35.437 2,835 6,142 73,709 06 37.829 3,026 6,557 78,684 Range: 395 Range: 423
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.964 2,237 4,847 58,165 01 29.836 2,387 5,172 62,059 02 29.363 2,349 5,090 61,075 02 31.328 2,506 5,430 65,162 03 30.832 2,467 5,344 64,131 03 32.894 2,632 5,702 68,420 04 32.374 2,590 5,611 67,338 04 34.540 2,763 5,987 71,843 05 33.993 2,719 5,892 70,705 05 36.265 2,901 6,286 75,431 06 35.693 2,855 6,187 74,241 06 38.079 3,046 6,600 79,204 Range: 405 Range: 424
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.611 2,289 4,959 59,511 01 29.868 2,389 5,177 62,125 02 30.044 2,404 5,208 62,492 02 31.362 2,509 5,436 65,233 03 31.547 2,524 5,468 65,618 03 32.931 2,634 5,708 68,496 04 33.123 2,650 5,741 68,896 04 34.576 2,766 5,993 71,918 05 34.779 2,782 6,028 72,340 05 36.306 2,904 6,293 75,516 06 36.519 2,922 6,330 75,960 06 38.122 3,050 6,608 79,294 Range: 410 Range: 425
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.939 2,315 5,016 60,193 01 29.944 2,396 5,190 62,284 02 30.385 2,431 5,267 63,201 02 31.443 2,515 5,450 65,401 03 31.904 2,552 5,530 66,360 03 33.015 2,641 5,723 68,671 04 33.500 2,680 5,807 69,680 04 34.666 2,773 6,009 72,105 05 35.174 2,814 6,097 73,162 05 36.398 2,912 6,309 75,708 06 36.934 2,955 6,402 76,823 06 38.218 3,057 6,624 79,493 Range: 412 Range: 430
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.237 2,339 5,068 60,813 01 30.198 2,416 5,234 62,812 02 30.697 2,456 5,321 63,850 02 31.706 2,536 5,496 65,948 03 32.233 2,579 5,587 67,045 03 33.292 2,663 5,771 69,247 04 33.844 2,708 5,866 70,396 04 34.956 2,796 6,059 72,708 05 35.537 2,843 6,160 73,917 05 36.706 2,936 6,362 76,348 06 37.313 2,985 6,468 77,611 06 38.541 3,083 6,680 80,165 Range: 415 Range: 435
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.479 2,358 5,110 61,316 01 30.329 2,426 5,257 63,084 02 30.953 2,476 5,365 64,382 02 31.845 2,548 5,520 66,238 03 32.502 2,600 5,634 67,604 03 33.438 2,675 5,796 69,551 04 34.125 2,730 5,915 70,980 04 35.110 2,809 6,086 73,029 05 35.832 2,867 6,211 74,531 05 36.866 2,949 6,390 76,681 06 37.624 3,010 6,521 78,258 06 38.708 3,097 6,709 80,513 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Date: 7/4/2026
Range: 437 Range: 456
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 30.504 2,440 5,287 63,448 01 32.894 2,632 5,702 68,420 02 32.030 2,562 5,552 66,622 02 34.540 2,763 5,987 71,843 03 33.632 2,691 5,830 69,955 03 36.265 2,901 6,286 75,431 04 35.314 2,825 6,121 73,453 04 38.079 3,046 6,600 79,204 05 37.079 2,966 6,427 77,124 05 39.985 3,199 6,931 83,169 06 38.933 3,115 6,748 80,981 06 41.982 3,359 7,277 87,323 Range: 440 Range: 460
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.058 2,485 5,383 64,601 01 33.313 2,665 5,774 69,291 02 32.610 2,609 5,652 67,829 02 34.980 2,798 6,063 72,758 03 34.240 2,739 5,935 71,219 03 36.728 2,938 6,366 76,394 04 35.951 2,876 6,232 74,778 04 38.564 3,085 6,684 80,213 05 37.750 3,020 6,543 78,520 05 40.492 3,239 7,019 84,223 06 39.637 3,171 6,870 82,445 06 42.518 3,401 7,370 88,437 Range: 442 Range: 463
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.342 2,507 5,433 65,191 01 33.654 2,692 5,833 70,000 02 32.911 2,633 5,705 68,455 02 35.338 2,827 6,125 73,503 03 34.556 2,764 5,990 71,876 03 37.103 2,968 6,431 77,174 04 36.285 2,903 6,289 75,473 04 38.959 3,117 6,753 81,035 05 38.098 3,048 6,604 79,244 05 40.907 3,273 7,091 85,087 06 40.003 3,200 6,934 83,206 06 42.952 3,436 7,445 89,340 Range: 445 Range: 464
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.695 2,536 5,494 65,926 01 34.005 2,720 5,894 70,730 02 33.280 2,662 5,769 69,222 02 35.705 2,856 6,189 74,266 03 34.944 2,796 6,057 72,684 03 37.491 2,999 6,498 77,981 04 36.691 2,935 6,360 76,317 04 39.365 3,149 6,823 81,879 05 38.526 3,082 6,678 80,134 05 41.333 3,307 7,164 85,973 06 40.452 3,236 7,012 84,140 06 43.400 3,472 7,523 90,272 Range: 448 Range: 465
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.019 2,562 5,550 66,600 01 34.343 2,747 5,953 71,433 02 33.618 2,689 5,827 69,925 02 36.061 2,885 6,251 75,007 03 35.299 2,824 6,118 73,422 03 37.865 3,029 6,563 78,759 04 37.065 2,965 6,425 77,095 04 39.756 3,180 6,891 82,692 05 38.918 3,113 6,746 80,949 05 41.745 3,340 7,236 86,830 06 40.864 3,269 7,083 84,997 06 43.832 3,507 7,598 91,171 Range: 455 Range: 466
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.561 2,605 5,644 67,727 01 34.459 2,757 5,973 71,675 02 34.190 2,735 5,926 71,115 02 36.182 2,895 6,272 75,259 03 35.900 2,872 6,223 74,672 03 37.991 3,039 6,585 79,021 04 37.694 3,016 6,534 78,404 04 39.890 3,191 6,914 82,971 05 39.579 3,166 6,860 82,324 05 41.885 3,351 7,260 87,121 06 41.557 3,325 7,203 86,439 06 43.978 3,518 7,623 91,474 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Date: 7/4/2026
Range: 467 Range: 478
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 34.686 2,775 6,012 72,147 01 37.482 2,999 6,497 77,963 02 36.423 2,914 6,313 75,760 02 39.355 3,148 6,822 81,858 03 38.243 3,059 6,629 79,545 03 41.324 3,306 7,163 85,954 04 40.155 3,212 6,960 83,522 04 43.389 3,471 7,521 90,249 05 42.162 3,373 7,308 87,697 05 45.558 3,645 7,897 94,761 06 44.271 3,542 7,674 92,084 06 47.837 3,827 8,292 99,501 Range: 468 Range: 480
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 34.909 2,793 6,051 72,611 01 38.613 3,089 6,693 80,315 02 36.655 2,932 6,354 76,242 02 40.544 3,244 7,028 84,332 03 38.487 3,079 6,671 80,053 03 42.572 3,406 7,379 88,550 04 40.412 3,233 7,005 84,057 04 44.699 3,576 7,748 92,974 05 42.432 3,395 7,355 88,259 05 46.935 3,755 8,135 97,625 06 44.554 3,564 7,723 92,672 06 49.280 3,942 8,542 102,502 Range: 469 Range: 481
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 35.340 2,827 6,126 73,507 01 39.100 3,128 6,777 81,328 02 37.107 2,969 6,432 77,183 02 41.055 3,284 7,116 85,394 03 38.963 3,117 6,754 81,043 03 43.108 3,449 7,472 89,665 04 40.911 3,273 7,091 85,095 04 45.262 3,621 7,845 94,145 05 42.955 3,436 7,446 89,346 05 47.525 3,802 8,238 98,852 06 45.103 3,608 7,818 93,814 06 49.901 3,992 8,650 103,794 Range: 470 Range: 482
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 35.769 2,862 6,200 74,400 01 39.347 3,148 6,820 81,842 02 37.556 3,004 6,510 78,116 02 41.314 3,305 7,161 85,933 03 39.436 3,155 6,836 82,027 03 43.381 3,470 7,519 90,232 04 41.407 3,313 7,177 86,127 04 45.550 3,644 7,895 94,744 05 43.478 3,478 7,536 90,434 05 47.827 3,826 8,290 99,480 06 45.651 3,652 7,913 94,954 06 50.219 4,018 8,705 104,456 Range: 475 Range: 483
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 36.616 2,929 6,347 76,161 01 40.106 3,208 6,952 83,420 02 38.447 3,076 6,664 79,970 02 42.109 3,369 7,299 87,587 03 40.368 3,229 6,997 83,965 03 44.216 3,537 7,664 91,969 04 42.388 3,391 7,347 88,167 04 46.427 3,714 8,047 96,568 05 44.507 3,561 7,715 92,575 05 48.747 3,900 8,449 101,394 06 46.732 3,739 8,100 97,203 06 51.185 4,095 8,872 106,465 Range: 476 Range: 485
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 36.844 2,948 6,386 76,636 01 41.193 3,295 7,140 85,681 02 38.687 3,095 6,706 80,469 02 43.253 3,460 7,497 89,966 03 40.620 3,250 7,041 84,490 03 45.416 3,633 7,872 94,465 04 42.651 3,412 7,393 88,714 04 47.686 3,815 8,266 99,187 05 44.784 3,583 7,763 93,151 05 50.070 4,006 8,679 104,146 06 47.024 3,762 8,151 97,810 06 52.574 4,206 9,113 109,354 FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMEF Effective Date: 7/4/2026
Range: 488
Step Hourly Bi-Weekly Monthly Annually
01 42.204 3,295 7,140 85,681
02 44.316 3,460 7,497 89,966
03 46.531 3,633 7,872 94,465
04 48.857 3,815 8,266 99,187
05 51.300 4,006 8,679 104,146
06 53.865 4,206 9,113 109,354
Range: 490
Step Hourly Bi-Weekly Monthly Annually
01 44.318 3,376 7,315 87,784
02 46.534 3,545 7,681 92,177
03 48.861 3,722 8,065 96,784
04 51.303 3,909 8,469 101,623
05 53.869 4,104 8,892 106,704
06 56.562 4,309 9,337 112,039
Range: 495
Step Hourly Bi-Weekly Monthly Annually
01 45.442 3,545 7,682 92,181
02 47.713 3,723 8,066 96,791
03 50.099 3,909 8,469 101,631
04 52.604 4,104 8,893 106,710
05 55.235 4,310 9,337 112,048
06 57.995 4,525 9,804 117,649
Range: 497
Step Hourly Bi-Weekly Monthly Annually
01 46.742 3,635 7,877 94,519
02 49.080 3,817 8,270 99,243
03 51.534 4,008 8,684 104,206
04 54.112 4,208 9,118 109,416
05 56.817 4,419 9,574 114,889
06 59.658 4,640 10,052 120,630
Range: 498
Step Hourly Bi-Weekly Monthly Annually
01 50.529 3,739 8,102 97,223
02 53.055 3,926 8,507 102,086
03 55.707 4,123 8,933 107,191
04 58.492 4,329 9,379 112,553
05 61.417 4,545 9,848 118,179
06 64.487 4,773 10,341 124,089
Range: 499
Step Hourly Bi-Weekly Monthly Annually
01 53.077 4,042 8,758 105,100
02 55.731 4,244 9,196 110,354
03 58.517 4,457 9,656 115,871
04 61.443 4,679 10,139 121,663
05 64.515 4,913 10,646 127,747
06 67.742 5,159 11,178 134,133
FMEF Salary Schedule
Fullerton Municipal Employees Federation Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

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