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 MANAGEMENT ASSOCIATION DATED JULY 1,
2023 AND SUPERSEDES, IN ITS ENTIRETY, RESOLUTION NO. 2022 - 31 THE CITY COUNCIL OF THE CITY OF FULLERTON HEREBY RESOLVES AS FOLLOWS:

The Agreement between the City of Fullerton and the Fullerton Management Association 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 Management Association Memorandum of Agreement Fullerton Management Association Page 1
Resolution No. 2023-XX

AGREEMENT

BETWEEN THE CITY OF FULLERTON AND THE

FULLERTON MANAGEMENT ASSOCIATION,
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 Management Association (hereinafter referred to as “FMA”). FMA is the recognized majority representative of the non- sworn management bargaining unit (i.e., persons employed in classifications listed in Appendix A, hereinafter collectively referred to as “affected employees”).

Pursuant to City Council Resolution 5145 (which pertains to employer -employee relations) and California Government Code §3500, et seq., authorized representatives of the City and the Association have met and conferred in good faith concerning compensation, hours and other terms and conditions of employment of affected employees, and have reached an Agreement that shall be submitted to the City Council for approval. Following approval, this Agreement shall be implemented by action of the Council or City Manager by appropriate ordinances, resolutions, or other directives.

Therefore, the City and FM A agree that upon approval by the City Council , the compensation, hours and other terms and conditions of employment for affected employees shall be as follows:

ARTICLE 2: TERM - EFFECTIVE DATES

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

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

ARTICLE 3: SUCCESSOR AGREEMENT

Either party may initiate negotiations for a successor agreement by serving a written request to bargain on the other party no sooner than six-months preceding the expiration of this agreement. The parties may waive or extend this timeframe by mutual agreement.

The parties agree to meet within the thirty days after receipt of an initial proposal to bargain.

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ARTICLE 4: MAINTENANCE OF EXISTING BENEFITS

Except as provided herein, all compensation, hours and other terms and conditions of employment within th e lawful scope of representation of FMA presently enjoyed by affected employees shall remain in full force and effect during the term of this Agreement.

ARTICLE 5: SEPARABILITY

If any part or provision of this Agreement is rendered or declared invalid by any existing or subsequently enacted state or federal legislation or by any decree of any court of competent jurisdiction, the remaining portions shall continue in full force and effect.

ARTICLE 6: CITY REVENUES

FMA will, without obligation, encourage its members to shop in Fullerton.

ARTICLE 7: SALARY

The schedule of base salary rates and the allocation of classes to salary ranges shall be as contained in Appendix A.

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 8: INCREMENT PAY

A. Shift Differential Pay

An eligible Library employee shall receive, in addition to regular pay, Shift Differential Pay equal to 5% of his/her base hourly rate for any hours worked after Fullerton Management Association Page 3
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5:00 p.m., except that no one shall receive shift differential solely because he/she is on an alternate work schedule and works after 5:00 p.m. Eligible employees are only those regularly appointed to any Library position effective on or before June 28, 1985 as well as those regularly appointed to any full-time Library position after that date.

B. Emergency Duty Pay

A bargaining unit employee shall be compensated at his/her base hourly rate when required to perform emergency duties. For purposes of this section, “emergency” and “emergency duty” shall be defined as follows:

Emergency: An unforeseen situation that calls for immediate action, or an urgent need for assistance or relief, in order to provide or maintain the continuity of essential services to the public.

Emergency Duty: Duty by an employee required to report or return to duty, or required to be held over beyond the employee’s normal end of shift, in order to meet an emergency at a time that the employee would not ordinarily have been on duty.

Emergency Duty status and eligibility for Emergency Duty Pay shall be determined by the employee’s Department Head or designee, and shall be reported monthly to the City Manager.

Examples of circumstances which may qualify for Emergency Duty Pay include after-hours call-backs or hold-overs beyond the employee’s normal end of shift for reasons such as:

• Assessment of conditions of private and/or public property damage which may pose a danger to the public;

• Cleanup and repair of dangerous conditions, such as water/sewer main breaks, street sinkholes, downed tree limbs, and other damaged City infrastructure;

• Lack of backup or subordinate staff to continue essential operations;

• Required service as an Emergency Service Worker;

• Attending to critical administrative functions which could impact service to the public or the City’s obligations to its employees (e.g., emergency procurement, or attending to time-sensitive payroll and personnel matters);

• Required to respond to a notification to secure a City facility or property, such as responding to a security alarm call.

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• Any other emergency as determined by the employee’s Department Head, City Manager, or City Council.

Emergency Duty Pay is not intended to compensate represented employees for routine overtime for which the employee is already exempt under the FLSA.

C. Bilingual Pay

An employee shall be eligible to receive an additional $ 60 per pay period if the following conditions are met:

1. The employee is required, as part of his/her regular public contact duties , to speak and/or translate by reading/writing one or more languages other than English.

2. The employee must pass a language skills test approved or administered by the City.

D. Overtime Pay

All represented classifications are exempt from the overtime provisions of the Fair Labor Standards Act (FLSA).

E. Deputy Director Assignment Pay

An employee shall receive, in addition to regular pay, Deputy Director Assignment Pay equal to 10% of his/her base hourly rate for any pay period during which he/she is assigned to deputy director duties and responsibilities in addition to duties and responsibilities of his/her regular classification subject to the following:

1. City has the unilateral right to assign an employee to the duties of a deputy director and to remove him/her from that position without cause or right of appeal.

2. Determination of an employee’s eligibility for a deputy director assignment shall be at the discretion of the Department Head and shall be based on employee performance, demonstrated readiness, and workload.

3. Deputy director assignments may be rotated among similarly eligible employees within a department at the discretion of the Department Head.

4. Any and all deputy director assignments must be approved in advance by the City Manager.

5. Only one employee per department may be assigned as a deputy director at any one time, except that, at the recommendation of the Department Fullerton Management Association Page 5
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Head and approval by the City Manager, up to two employees may be assigned as a deputy director if two departments are consolidated to one.

6. City reserves the right to make no deputy director assignments within a department.

7. City reserves the right to make no deputy director assignments within the City.

8. An employee receiving deputy director assignment pay shall not be eligible for Acting Pay provided for in City Personnel Rules, Resolution 8485, Section 8 (B)(3).

F. Compensation for City-Sponsored Events

An employee with responsibilities for the production of the specified City - sponsored events set forth below, or required to work on the days of such specified events managing City facilities rented for private events, shall be entitled to receive their regular compensation at time and one- half rate for any hours worked on the days of the events which are in excess of the employee’s regularly scheduled 40- hour work week.

This compensation is limited to only the following specified events:

Fourth of July

First Night, Arbor Day

Veteran’s Day

ARTICLE 8.1: RETENTION PAY BONUS

Effective October 1, 2023 and through the remainder of the term of this MOA, the City shall provide retention bonus in the form of a one-time gross lump sum payment when an employee achieves any of the following milestones of completed full-time regular service with the City:

10 years: $2,500

15 years: $3,000

20 years: $4,000

Effective October 1, 2023, eligible employees will receive the gross lump sum payment for the milestone that they most recently passed.

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Subsequent to the October 1, 2023 retention pay bonus payments, employees shall be responsible for submitting a notification form to Human Resources prior to the date they become eligible to receive any future retention pay bonuses. Subsequent retention pay bonus payments shall be made on the second pay date following receipt of notification to Human Resources.

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 bonuses unless negotiated in a successor MOA.

ARTICLE 9: ACTING PAY

The pay provisions of the City’s Acting Pay program (contained in Resolution 8485) are modified to provide that an employee: 1) shall receive Acting Pay beginning at the start of the first full shift following 80 consecutive hours actually worked (not paid leave) of an Acting assignment; and 2) shall be paid for all time served in a subsequent Acting position if the employee has received Acting Pay for the same temporary classification within the preceding 12 months, and there are at least 40 consecutive hours actually worked (not paid leave) in the second Acting assignment.

ARTICLE 10: EXCEPTIONAL PERFORMANCE PAY

Affected employees shall be eligible for the Exceptional Performance Pay Program.

ARTICLE 11: TUITION REIMBURSEMENT

A. Objective

The tuition reimbursement program is des igned to encourage employees to continue their career development by enrolling in approved classroom courses which will:

1. Educate them in new concepts and methods in their occupational field and prepare them to meet the changing demands of their job.

2. Help prepare them for advancement to positions of greater responsibility with the City.

B. General Guidelines

1. The Director of Human Resources or his/her appointed representative shall:

a. Review written applications submitted by employees through their department heads.

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b. Grant approval by either certifying the acceptability of majors, courses and expenditures, or suggesting those courses which will qualify the employee for tuition reimbursement.

c. Consult with d epartment heads and school authorities on the development and establishment of criteria and standards.

d. Render a decision on pre- enrollment approval and/or tuition reimbursement forms within 60 days of receipt by Human Resources.

2. If approval is denied, the employee may submit a written appeal within 30 days to an e ducation review committee consisting of three members appointed by the City Manager. The decision of the committee shall be final and binding on all parties, subject to their right to seek judicial review, and the decision shall not be subject to the grievance procedure.

C. Eligibility

1. All regularly appointed employees who have passed their initial probation period are eligible to receive tuition reimbursement. Courses must:
commence after passing the initial probation period; be in excess of the educational standards for the classification (as noted in the class specification); and not be taken to acquire skills, knowledge and abilities which the employee was deemed to have when appointed to the classification. An example of this would be college or university courses when the specification for the classification calls for high school graduation.

2. Courses must be (except where noted below in paragraph 5 ) approved by one of the regional accreditation associations recognized by the Council for Higher Education Accreditation (CHEA). Credits for non- classroom assignments such as life experience and military training are not reimbursable.

3. A c ourse must be: 1) related to the employee's current classification ; 2) related to a City classification to which the employee may reasonably expect promotion within five years of completion of his/her educational objective; or 3) required for the completion of the pre-approved job-related major. An example of the third requirement would be general education or elective requirements for the major as stated in the school catalog.

4. Courses shall not duplicate training which the employee has already had or which is to be provided in-house unless approval has been granted by the department head and the Human Resources Department.

5. Job-related seminars, courses or conferences for which an academic grade or units of academic credit are not given are eligible with pre-approval from the department head and the Human Resources Department.

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6. Courses related to the use of employee-purchased City-approved computer equipment may be authorized under the tuition reimbursement program if pre-approval is granted before commencement of a non-accredited class.

7. Courses cannot be taken on City time. The employee must certify that all courses submitted for approval were taken on his/her off-duty time.

8. To certify eligibility, a fully completed preapproval form shall be submitted to the department head and to Human Resources before the course begins.

D. Reimbursement

1. A tuition reimbursement request form must be submitted within three months of the completion of the approved course(s). A minimum final grade of “C” or its equivalent is required for reimbursement. A pass in a pass/fail course will be considered equivalent to a “ C” for reimbursement purposes only. No reimbursement shall be made for audited or incomplete courses.

2. Employees shall be reimbursed for tuition and any fees and reading materials required by the academic institution for the eligible course(s).

Expenses for parking, travel, lodging, meals, transcript fees, materials and any other costs are not reimbursable.

3. Employees shall be reimbursed up to the dollar amount charged for the same number of units per term by California State University, Fullerton, with a maximum of $ 2,500 per fiscal year. The difference between the City's maximum obligation during any fiscal year and the amount of any actual reimbursement received by the employee during that fiscal year shall not be carried over or be available for use by the employee in any subsequent fiscal year.

4. Employees must submit a bona fide certification of major from the attendant institution, fees paid and grade achieved to have their request for reimbursement considered. These documents must accompany the reimbursement request form.

5. Upon separation from employment, employees shall reimburse the City for any funds received under this program for courses completed during the last 12 months of employment. This payback provision does not apply to employees who receive a service or disability retirement ( as defined in Article 17(B)(4)), who are laid off by the City or who separate as a result of a City/departmental reorganization.

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ARTICLE 12: UNIFORMS

A. Field maintenance employees shall be eligible to receive up to six uniforms from the City for wear on the job and to/from the job.

B. For Police employees required to wear and maintain uniforms, the City shall determine and provide the “first issue” of uniforms upon initial appointment, as well as a biweekly allowance of $17.32.

ARTICLE 13: SURVEYS

In determining what is adequate compensation, the parties shall use as a guideline the compensation provided to comparable employees in the following jurisdictions or any other jurisdictions deemed appropriate: Anaheim, Buena Park, Costa Mesa, Garden Grove, Huntington Beach, Newport Beach, Ontario, Orange, and Santa Ana.

ARTICLE 14:

CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CalPERS)

A. The City ’s contract with 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.

2. Employees hired on or after December 23, 2012 who are not “new members” as defined under the Public Employees’ Pension Reform Act of 2013 (Cal. Gov. Code §7522 – 7522.74), hereinafter PEPRA, will have their final compensation calculated based on the provisions of California Government Code §20037. Final compensation shall be calculated based on the average of the highest three consecutive years.

3. Employees hired on or after January 1, 2013 who are “new members” as defined under PEPRA will have their final compensation calculated based on the provisions of California Government Code §7522.32 (highest average pensionable compensation for 36 consecutive months.)

4. Post-Retirement Survivor Allowance (Cal. Gov. Code §§21624, 21626).

5. Fourth Level of 1959 Survivor Benefits (Cal. Gov. Code § 21574).

6. Military Service Credit as Public Service (Cal. Gov. Code §21024), in which the employee pays the entire cost.

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7. 2% @ 55 – Full Formula (Cal. Gov. Code §21354) for employees who are not “new members” as defined by PEPRA.

8. 2% at 62 formula (Cal. Gov. Code §7522.20) for employees who are “new members” as defined by PEPRA.

9. Pre-Retirement Optional Settlement 2 Death Benefit (Cal. Gov. Code §21548).

10. Credit for Unused Sick Leave (Cal. Gov. Code §20965). An employee who is not eligible for benefits under Article 29( F) Payment for Unused Sick Leave upon Separation shall 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(a)(2) of the California Government Code ] into each employee's account with CalPERS, pursuant to §20691 of the California Government Code. T his 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 the City’s EPMC contribution shall be reduced by one percent (1.0%), with one percent (1.0%) 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 percent (1.0%), with two percent (2.0%) 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 and one -half percent (2.5%), with four and one -half percent ( 4.5%) 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 and one -half percent (2.5%), 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 suc h payment, the consequences of such action shall be the sole responsibility of the affected Fullerton Management Association Page 11
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employees and shall in no way alter any obligation of the City toward such employees. “New members” as defined by PEPRA are not eligible for this benefit.

Employee Cost-Sharing of Employer Contribution Rate – Employees Who Are Not “New Members”

Effective December 10, 2011, employees who are not “new members” as defined by PEPRA shall contribute 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 EPMC shall be reduced by whatever portion is not allowable and the parties shall meet and confer to determine the appropriate modifications of benefits to offset this change.

1. Effective the first full pay period that includes July 1, 2024, the Employee cost-sharing contribution shall be reduced by one percent (1.0%).

2. Effective the first full pay period that includes July 1, 2025, the Employee cost-sharing contribution shall be reduced by an additional one percent (1.0%), for a total of two percent (2.0%).

3. Effective the first full pay period that includes July 1, 2026, the Employee cost-sharing contribution shall be reduced by an additional two and one-half percent (2.5%), for a total of four and one-half percent (4.5%).

4. Effective the first full pay period that includes January 1, 2027, the Employee cost-sharing contribution shall be reduced by an additional two and one-half percent (2.5%), 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.

C. The City shall pay the 1959 Survivor Benefits premium for affected employees.

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ARTICLE 15: SOCIAL SECURITY

In the event the City and its employees are required to participate in the Federal Social Security program, the City and the Association shall meet-and-confer on this subject prior to implementation.

ARTICLE 16: MEDICARE

Employees hired by the City on or after April 1, 1986 shall be required to pay the designated employee contribution to participate in the MediCare Program and the City shall be under no obligation to pay or “pick up” any such contributions.

ARTICLE 17: HEALTH INSURANCE

A. Contributions - Employees

1. The employee monthly contribution to medical insurance shall be the difference between the employee’s selected plan and tier of coverage and the following monthly City contributions:

Single $ 450
Two-Party $ 925
Family $1,300

2. Any increases to these City monthly contributions shall be subject to future negotiations.

3 If at any time during the term of this agreement, it is determined that the City’s contribution toward medical insurance is less than required for minimum affordable coverage under the Affordable Care Act, the City shall, at its own discretion, increase any contribution by the amount necessary to meet the affordability requirements.

B. Contributions – Retirees

1. For each person regularly employed for 20 cumulative years or more who retires subsequent to September 30, 1995 the City shall pay the same contribution provided to active employees for employee- only coverage under the City health plan chosen by the retiree, provided, however, for persons hired by the City on or after January 1, 2012, the maximum monthly contribution paid under this paragraph shall be Two Hundred Dollars ($200.00). With respect to an employee who retired between June 28, 1986 and September 30, 1995 the City shall pay 100% of the employee- only premium.

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2. For each person who 1) was hired before January 1, 2012, 2) has been regularly employed for 20 cumulative years or more, and 3) who retires from the date this MOA is approved by the City Council through December 31, 2024 only, the City shall provide a monthly medical contribution of $550.

Any such retiree shall not be eligible for any other retiree medical benefits provided under Article 17(B).

3. For each person regularly employed for ten or more cumulative years , but less than 20, and who retires subsequent to September 30, 1995 the City shall pay 50% of the contribution provided to active employees for employee-only coverage under the City health plan chosen by the retiree, provided, however, for persons hired by the City on or after January 1, 2012, the maximum monthly contribution paid under this paragraph shall be One Hundred Dollars ($100.00) . With respect to an employee who retired between June 28, 1986 and September 30, 1995 the City shall pay 50% of the employee-only premium.

4. For each person regularly employed for five or more cumulative years, but less than 10, and who retires subsequent to December 31, 2002 the City shall pay 25% of the contribution provided to active employees for employee-only coverage under the City health plan chosen by the retiree.

Persons hired by the City on or after January 1, 2012 shall not be eligible for this benefit.

5. For any employee that retires during the term of this MOA, the City will reimburse such retirees who live outside of the City’s Medical Network for the actual cost of procuring comparable health insurance in an amount not to exceed what the City would otherwise be obligated to pay on behalf of the retiree pursuant to Article 17(B) of the MOA. This obligation shall continue until the retiree reaches age 65 or becomes eligible to enroll, automatically or voluntarily, in Medi-Cal or Medicare, whichever occurs first. Reimbursement is subject to the retiree submitting proof of payment to the City for coverage in a health plan that is comparable to the City’s health plan and meets the affordability requirements of the Affordable Care Act.

6. A “retiree” as used in this Article shall mean only those former employees who receive a CalPERS retirement allowance that has been in effect since the day after official separation from City of Fullerton employment.

7. This obligation to pay health insurance premiums shall end at such time as the retiree reaches age 65 or becomes eligible to enroll, automatically or voluntarily, in MediCal or MediCare, whichever occurs first.

8. 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.

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C. Opt-Out

1. An employee may “ opt-out” of the City ’s medical plan under these conditions:

a. The employee must sign a document stating his/her desire to waive medical insurance.

b. The employee must provide proof of other group health insurance coverage that is compliant with the Affordable Care Act, which shall be confirmed by the City each year prior to open enrollment.

c. The employee may only re-enroll during 1) annual open enrollment, or 2) upon loss of coverage in accordance with the underwriting guidelines for each of the City’s health plans.

2. The employee will then receive a cash payment equal to $50 per pay period.

D. “Flex Credit” Contribution

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 h ealth, 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 18).

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The flex credits afforded under Article 17(D) shall in no way impact the City’s separate obligation to provide a medical contribution to retirees under Article 17(B). The provision of flex credits to active employees under Article 17(D) does not constitute a “contribution” owed to retirees under Article 17(B).

If the City transitions to obtaining medical benefits through CalPERS during the term of this MOA, the parties will reopen Article 1 7 to meet a nd confer over flex credits and City medical contributions.

E. Voluntary Benefits Plan

The City has implemented 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 em ployee’s pay on a post -tax basis.

ARTICLE 18: 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 19: LONG-TERM DISABILITY INSURANCE

A. The City shall pay 100% of the premium for a City -owned Long-Term Disability insurance policy affording coverage to each active employee.

B. The policy shall have an elimination period of 55 calendar days of continuous disability. Anytime after the expiration of the elimination period, the employee may apply for Long- Term Disability insurance or may continue to use accrued leave pursuant to the City’s policy thereon.

C. The maximum benefit shall be 60% of the eligible employee’s pre -disability earnings as defined in the policy document, or $6,000 per month, whichever is less. This maximum benefit shall be calculated in accordance with policy definitions.

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ARTICLE 20: LIFE INSURANCE

The City shall provide group term life insurance equal to annual base salary for all affected employees. In compliance w ith the City's current life insurance contract, employees at age 70 shall have benefits reduced by 35%, and employees at age 75 shall have benefits reduced by 50%. Each employee may purchase additional City group term life insurance.

ARTICLE 21: VISION INSURANCE

The City shall provide vision care insurance to employees and their dependents enrolled in a City sponsored medical The City shall contribute toward coverage under this plan the lesser of the premium for such coverage or $24.88 per month.

ARTICLE 22: DENTAL INSURANCE

The City shall pay up to an amount equal to the family premium rate for the prepaid dental plan for employee and dependent coverage under any group dental insurance plan administered or approved by the City.

A retiree, as defined in Article 17(B)(4), and his/her eligible dependents may subscribe to a City dental plan by paying the full premium for the coverage chosen.

ARTICLE 23: SELF-INSURANCE/OTHER

The City shall have the right to provide all or any portion of the benefits presently available under any existing health, long- term disability, dental, or vision plan through a self - insurance program or, in the case of vision insurance, via a contract with a direct provider; however, the election of such option shall not cause affected employees to suffer any loss of benefits or coverage.

A medical advisory committee, to include representatives of the four major employee organizations shall be established. The committee shall meet with City representatives at least four tim es 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 reasonabl y priced medical care. Committee recommendations shall be developed with a view toward including them in this Agreement.

ARTICLE 24: CONSOLIDATED OMNIBUS BUDGET RECONCILIATION

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Reconciliation Act of 1985 (COBRA) may be charged the maximum rate permissible by law for such coverage (presently 102% of the premium for an active employee).

ARTICLE 25: DISCRETIONARY PERSONAL LEAVE

Discretionary personal leave accumulated and not used prior to the term of this Agreement will be available for employee use until such time as the employee separates from the City. This discretionary personal leave will have no cash value and its use must be approved by the Department Head and not require overtime backfill. Employees on discretionary personal leave will be on paid status. No additional Discretionary Personal Leave will be provided during the term of this Agreement. This leave is separa te and distinct from Discretionary Holiday Leave referenced in Article 26.

ARTICLE 26: HOLIDAY LEAVE PROGRAM

A. The following days shall be recognized Holidays for employees of this unit:

1. January 1, New Year’s Day

2. The third Monday in February, Presidents’ Day

3. The last Monday in May, Memorial Day

4. July 4, Independence Day

5. The first Monday in September, Labor Day

6. November 11, Veteran’s Day

7. Thanksgiving Day

8. The Friday following Thanksgiving Day

9. December 24, Christmas Eve

10. December 25, Christmas Day

11. December 31, New Year’s Eve

B. No other day shall be such a holiday unless it is a non-recurring holiday designated specifically by the President of the United States and/or the Governor of California and approved by the City Council.

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

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Resolution No. 2023-XX
C. An employee who works with regard to holidays will receive holiday leave time in the amount of 9 hours or the length of the employee’s work shift, whichever is less, to be used when a designated City holiday occurs and employee works in a location, facility or program that is closed on the holiday, and the holiday falls on the employee’s regular workday , and the employee is not required to work. The hours will be paid on the day the holiday occurs except as provided in Article 26(C)(1) and (2) below. There shall be no additional cash value for holiday leave hours.

1. An employee who is required to work on a holiday will receive in addition to his/her normal pay for the day, holiday discretionary paid leave time in the amount of 9 hours or the length of the employee’s work shift, whichever is less, to be used at a later time in accordance with rules set forth herein.

2. An employee will receive holiday discretionary paid leave time in the amount of 9 hours or the length of the employee’s work shift, whichever is less, when a City designated holiday falls on a day that is not a regular workday for the employee. These hours may be used at a later time in accordance with rules set forth herein.

3. Holiday discretionary leave time received under this Article must be used during the fiscal year in which it is received. Hours not used will expire. There will be no cash value associated with the holiday discretionary leave hours received under this provision.

ARTICLE 27: VACATION

A. Accrual

1. Each employee shall accrue vacation credit with pay in accordance with the following table:

Number of Hours
Amount of Current Service Annually Biweekly

<10 Years 120 4.62
≥10 Years 128 4.93
≥11 Years 136 5.24
≥12 Years 144 5.54
≥13 Years 152 5.85
≥14 Years 160 6.16
≥20 Years 168 6.46
≥25 Years 176 6.77
The City Manager may authorize a new employee to earn vacation credit at any of the rates described above, up to 160 hours annually.

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Resolution No. 2023-XX

2. Vacation credit shall accrue each pay period in which the employe e has worked or used paid leave except sick leave for at least one full regular work shift. An employee absent on sick leave or unpaid leave of absence for an entire pay period shall not receive vacation credit for that pay period.

B. Usage

1. First Vacation: A new employee’s first vacation may not be taken until he/she has worked for 13 pay periods. Absences such as sick leave or unpaid leave for an entire pay period shall not be considered time worked for this purpose.

2. Department Head Approval: No vacation absence with pay may be taken without approval by the d epartment head or designee. The department head shall schedule and approve vacation for his/her employees as requested or at such other time as will achieve the most efficient functioning of the department and to avoid any loss of vacation by reason of the accumulation limit provided herein.

C. Accumulation Limit

An employee may accumulate vacation credits, with the right to take or be paid for if not taken, up to twice his/her annual vacation allowance. Vacation credit earned beyond the maximum is forfeited, with the following exception:

When any written request by an employee to take vacation is refused or not acted upon by the department head and the employee is not allowed other vacation time off to prevent a loss of vacation credits, the employee shall be paid at the straight time salary rate then in effect not only for the time worked, but also for the vacation time that would have been credited to him/her for working wer e it not for said accumulation limit. This payment shall continue until such time as the employee is permitted to take a vacation.

D. Annual Conversion

1. At the end of each payroll year, an eligible employee may convert up to 80 hours of unused vacation time into cash, payable at the base salary rate in effect at the time of conversion. Such conversions shall be made concurrently with the annual conversion of sick leave.

2. To be eligible, an employee must have completed his/her initial probation period and must have at least 80 hours of vacation remaining after such conversion.

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Resolution No. 2023-XX
E. Separation From Employment

An employee who separates from employment by resignation, layoff, or otherwise, shall be paid the balance of his/her accumulated vacation credits, at the base salary rate in effect on the date of separation. In the case of the employee’s death, the balance shall be paid to the employee’ s designee or, if no designee, to the employee’s estate.

ARTICLE 28: SICK LEAVE

A. Each regular full -time employee (80 hours per pay period) shall earn and accumulate 3.69 hours of sick leave for each pay period in which the employee has worked at least one full regular workday. An employee absent on vacation shall receive sick leave credit, but an employee absent on sick leave or an unpaid leave of absence for an entire pay period shall not receive sick leave credit for that period.

B. Sick Leave Usage

An employee shall be allowed to use his/her accumulated sick leave as follows:

1. Absences relating to the health or welfare of the employee:

a. Personal illness or physical incapacity;

b. Medical or dental appointments;

c. Forced quarantine in accordance with community health regulations.

d. For the purposes under Labor Code sections 230 and 230.1 to make necessary arrangements for the safety and welfare of the employee in cases of domestic violence, sexual assault, or stalking.

2. Absences relating to the health of the employee’s family:

a. Health conditions of , or medical or dental appointments for , the employee’s family members as required by law in a total amount not to exceed 48 hours in a payroll year.

b. The care of an employee’s newborn child/children or the placement with an employee of a son or daughter for adoption or foster care within the first 12 months after birth or placement, for up to 96 hours.

c. The serious health condition of a family member which qualifies under the Family and Medical Leave Act ( FMLA), provided that the Fullerton Management Association Page 21
Resolution No. 2023-XX
employee has submitted all necessary documentation to the Human Resources Department certifying the condition qualifies for FMLA.

In no event shall the total time taken pursuant to 2a, 2b and 2c exceed 480 hours in any 12- month period. This maximum limit of 480 hours shall be reduced by any time taken pursuant to the employee’s own FMLA qualifying condition(s) within such rolling 12- month period except as otherwise required by law.

C. Approval of Sick Leave

1. Sick leave may be taken only when an employee has sick leave credits. The first sick leave with pay may not be taken until the 90th day of City employment. No payment for sick leave shall be made without the approval of the department head or designee.

2. Prior to resuming work after taking three or more consecutive shifts of sick leave, an employee shall submit a physician's written certification of the medical necessity for his/her absence from work and a written release stating that he/she is able to perform his/ her normal or modified job duties.

For example, an employee absent on Monday, Tuesday and Wednesday must provide this release before resuming work on Thursday.

If the absence of three or more consecutive shifts is for family illness ( See B2 above), the employee shall submit certification from the family member’s attending physician of the medical condition during the length of absence for which paid leave is requested. The physician’s certification shall verify that the family 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 , legal guardian and others as required by law.

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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 vacation to be paid at the employee's base salary rate.

F. Payment for Unused Sick Leave Upon Separation

Payment for unused sick leave upon separation shall be paid to persons regularly appointed to any City classification on or before August 31, 1983 and employed continuously thereafter. All others are ineligible for this benefit.

1. If an eligible employee dies or retires, 55% of the unused sick leave credits accumulated will be paid to the employee or, in the case of the employee’s death, to the employee’ s designee or, if no designee, to the employee’ s estate. Such payment will be at the base salary rate in effect at the time of such separation.

2. An eligible employee who separates after ten years of continuous service for any reason other than death or retirement, shall be compensated for 55% of the unused balance of all accumulated sick leave credits in excess of 960 hours, to be paid at the base salary rate in effect at the time of such separation.

G. All sick leave credits not taken as sick leave or otherwise converted shall remain within the employee's accumulated sick leave credits.

H. The City Manager may authorize a new employee to have up to 440 hours of sick leave credit. Such credit shall be available only for use as described in B above and shall not be available for any other use.

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Resolution No. 2023-XX
ARTICLE 29: MANAGEMENT LEAVE

A. Each employee shall be eligible for up to 32 hours (36 hours for employees on a synchronized 9/80 schedule) of management leave each fiscal year. Additional time may be granted at the discretion of the employee's department head.

B. Management leave shall not accrue past the maximum. Unused management leave shall be lost at the end of each fiscal year and shall not be converted to any other form of compensation.

C. An employee who separates prior to the end of a fiscal year shall have deducted from the final paycheck or vacation balance any management leave that would be considered advance payment.

ARTICLE 30: WORKERS’ COMPENSATION PROGRAM

A. Supplemental Pay

1. An employee absent due to illness or injury resulting from his/her City employment, for which the employee is eligible to receive temporary total disability payments under California Workers’ Compensation laws, shall be paid his/her full salary only for the first 1,040 cumulative hours of absence related to the illness or injury , including absences for medical or therapy .

This salary payment period shall not extend beyond the date temporary total disability payments are terminated. Persons employed on a 3/4-time basis shall receive a cumulative total of 780 hours, and persons employed on a half-time basis shall receive a cumulative total of 520 hours.

2. A full-time employee who suffers a temporary disability as a result of what is interpreted under state Workers’ Compensation laws as a separate illness or injury, regardless of whether the illness or injury is to the same or a different part of the body, shall be entitled to an additional 1,040 hours cumulative time of supplemental pay (pro rata time if a part-time employee) for each such separate illness or injury.

3. Once the employee has exhausted all of the benefits described in subparagraphs 1 and 2 above, the employee shall be entitled, at his/her request, to use any accumulated sick leave credits to pay the dif ference between his/her full salary and any amounts paid him/her under said Workers’ Compensation laws until his/her accumulated sick leave credits are exhausted.

B. The anniversary date of any employee who is absent from work as a result of an illness or injury resulting from the performance of duties in the course of his/her employment, shall not be thereby affected as long as he/she is receiving an amount equal to his/her full pay. During such time, the employee shall continue to Fullerton Management Association Page 24
Resolution No. 2023-XX
accrue vacation and sick leave benefits in the same manner as through he/she were not absent.

ARTICLE 31: JURY DUTY

When an employee is duly summoned to jury duty, he/she shall receive her/his regular pay for any regularly scheduled working hours spent in actual performance of such service. If the employee receives $50 or more for such service, the employee shall remit to the City all fees and allowances payable for such service, less r eimbursements from the court for meals, travel or lodging.

Employees who have the option to request call-in juror status shall exercise that option.

ARTICLE 32: PAYROLL SYSTEM

A. The City shall utilize the biweekly pay system. Pay periods shall begin at 12:01 A.M. every other Saturday, and end at midnight on the second Friday (i.e., 14 calendar days later) thereafter. Paydays shall occur on the Friday following the conclusion of each pay period. The one exception to this is when that Friday is a City holiday; the payday shall fall on the preceding business day.

B. Each affected employee shall participate in the City’s direct deposit payroll program.

ARTICLE 33: SUBSTANCE ABUSE

A. It is the responsibility of all affected employees to cooperate to protect the lives, personal safety and property of coworkers and fellow citizens. The parties hereto and all affected employees shall take all reasonable steps to accomplish these goals and to minimize potential dangers.

B. It is in the best interest of the City, the FMA, 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 conduc t 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 t o a degree that impairs the employee's work performance or ability to use City property or equipment safely.

C. The City pays for a counseling service for employees who have problems with drugs and/or alcohol. The City and FMA agree that every effort shall be made by the City and FMA to refer employees who have such problems to this counseling service for assistance.

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Resolution No. 2023-XX
D. The City may compel an employee who is unable to perform the duties of his/her position to submit to a medical examination on City time and at the City’s expense.

ARTICLE 34: USE OF TOBACCO

In addition to the policy set forth in City directives, affected employees shall not use tobacco products, including electronic cigarettes or vapor devices, in any form inside City buildings, structures, vehicles, and/or in plain view of the public while on duty.

The City shall reimburse (up to $500 per fiscal year) the out -of-pocket expenses of any affected employee who completes a smoking cessation program operated by one of the City’s health insurance providers, the employee assistance program, the American Cancer Society, the American Lung Association, or any other bona fide program preapproved by the Director of Human Resources.

ARTICLE 35: LAYOFFS

If the City decides layoffs are necessary, the parties shall meet -and-confer to discuss alternatives to layoffs.

ARTICLE 36: NEW EMPLOYEE ORIENTATION

The City will provide FMA with ten ( 10) calendar days advanced notice of all new employee orientations within the bargaining unit, unl ess it is unable to reasonably do so because of an unforeseeable urgent need critical to City operations. If such a case arises, the City will provide as much notice as possible to FMA, or make other arrangements for FMA members to meet with the new empl oyee. FMA will select its representative(s) to attend the orientations. When selecting its representative(s), FMA will make reasonable efforts to minimize disruption to the department operational needs. If, due to operational needs, no FMA representative is available, FMA will arrange an alternative time for FMA to meet with the new employee.

FMA member(s) will be provided up to 15 minutes at the end of the orientation to present membership information regarding FMA to onboarding employee(s). Human Resources staff will not be present during the FMA portion of the onboarding. Release time will be provided to the FMA representative(s) for this meeting.

The City will provide the employee information it has on file in compliance with AB 119 (name, job, title, department, work location, work, home and personal cellular telephone numbers, personal email addresses on file with the City, and home addresses) for all new hires within the bargaining unit within 30 days of hire.

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

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Resolution No. 2023-XX
Appendix A: Management Salary Schedule

DATE: July XX, 2023

FOR THE FULLERTON MANAGEMENT FOR THE CITY OF FULLERTON

ASSOCIATION

_____________________________
David Grantham Eddie Manfro
President Director of Human Resources

_____________________________
Bill Roseberry Ellis Chang
Vice President Director of Administrative Services

_____________________________
Aaron Peardon
OCEA Senior Labor Relations Representative

Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Accounting Supervisor 632 FMA X
Airport Manager 655 FMA X
Building and Facilities Superintendent 635 FMA X
Building and Facilities Supervisor 550 FMA X
Building and Safety Manager 674 FMA X
Building Official/Plan Check Engineer 656 FMA X
Building Permit Supervisor 532 FMA X
Code Enforcement Manager 635 FMA X
Code Enforcement Supervisor 585 FMA X
Economic Development Manager/Principal Planner 665 FMA X Equipment Superintendent 635 FMA X
Equipment Supervisor 550 FMA X
Forensic Supervisor 585 FMA X
Housing and Homeless Resources Manager 645 FMA X
Housing Manager 652 FMA X
Information Systems Project/Programmer Manager 645 FMA X Information Technology Manager 658 FMA X
Jail Supervisor 540 FMA X
Landscape Superintendent 635 FMA X
Landscape Supervisor I 550 FMA X
Landscape Supervisor II 585 FMA X
Library Circulation Manager 534 FMA X
Library Division Manager 621 FMA X
Library Division Manager - Adult Services 621 FMA X
Library Division Manager - Children's Services 621 FMA X Library Division Manager - Technical Services 621 FMA X Manager - Building and Facilities and Sewer Divisions 650 FMA X Manager - Landscape and Streets Divisions 650 FMA X
Parks and Recreation Manager 640 FMA X
Parks and Recreation Supervisor I 530 FMA X
Parks and Recreation Supervisor II 585 FMA X
Parks Project Manager 621 FMA X
Plan Check Engineer 645 FMA X
Planning Manager 674 FMA X
Police Communications Supervisor 585 FMA X
Police Records Supervisor 532 FMA X
Police Technical Services Manager 635 FMA X
Principal Civil Engineer 670 FMA X
Principal Civil Engineer - Water 675 FMA X
Project Manager I 620 FMA X
Project Manager II 635 FMA X
Public Works Administrative Manager 635 FMA X
Purchasing Manager 635 FMA X
Revenue Manager 658 FMA X

FULLERTON MANAGEMENT ASSOCIATION

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
Senior Administrative Analyst 600 FMA X
Senior Civil Engineer 656 FMA X
Senior Librarian 583 FMA X
Senior Planner 632 FMA X
Sewer Superintendent 635 FMA X
Sewer Supervisor 585 FMA X
Street Superintendent 635 FMA X
Street Supervisor 550 FMA X
Utility Services Supervisor 545 FMA X
Water Distribution Supervisor 585 FMA X
Water Engineering and Systems Manager 674 FMA X
Water Production Supervisor 585 FMA X
Water Superintendent 656 FMA X
Water System Manager/Assistant City Engineer 675 FMA X
Appendix A
Effective July 22, 2023

Classification Title Range
No.

Salary
Schedule/Unit
FLSA
Exempt
Parks and Recreation Supervisor I 530 FMA X
Building Permit Supervisor 532 FMA X
Police Records Supervisor 532 FMA X
Library Circulation Manager 534 FMA X
Jail Supervisor 540 FMA X
Utility Services Supervisor 545 FMA X
Building and Facilities Supervisor 550 FMA X
Equipment Supervisor 550 FMA X
Landscape Supervisor I 550 FMA X
Street Supervisor 550 FMA X
Senior Librarian 583 FMA X
Code Enforcement Supervisor 585 FMA X
Forensic Supervisor 585 FMA X
Landscape Supervisor II 585 FMA X
Parks and Recreation Supervisor II 585 FMA X
Police Communications Supervisor 585 FMA X
Sewer Supervisor 585 FMA X
Water Distribution Supervisor 585 FMA X
Water Production Supervisor 585 FMA X
Senior Administrative Analyst 600 FMA X
Project Manager I 620 FMA X
Library Division Manager 621 FMA X
Library Division Manager - Adult Services 621 FMA X
Library Division Manager - Children's Services 621 FMA X Library Division Manager - Technical Services 621 FMA X Parks Project Manager 621 FMA X
Accounting Supervisor 632 FMA X
Senior Planner 632 FMA X
Building and Facilities Superintendent 635 FMA X
Code Enforcement Manager 635 FMA X
Equipment Superintendent 635 FMA X
Landscape Superintendent 635 FMA X
Police Technical Services Manager 635 FMA X
Project Manager II 635 FMA X
Public Works Administrative Manager 635 FMA X
Purchasing Manager 635 FMA X
Sewer Superintendent 635 FMA X
Street Superintendent 635 FMA X
Parks and Recreation Manager 640 FMA X
Housing and Homeless Resources Manager 645 FMA X
Information Systems Project/Programmer Manager 645 FMA X Plan Check Engineer 645 FMA X
Manager - Building and Facilities and Sewer Divisions 650 FMA X Manager - Landscape and Streets Divisions 650 FMA X

FULLERTON MANAGEMENT ASSOCIATION

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
Housing Manager 652 FMA X
Airport Manager 655 FMA X
Building Official/Plan Check Engineer 656 FMA X
Senior Civil Engineer 656 FMA X
Water Superintendent 656 FMA X
Information Technology Manager 658 FMA X
Revenue Manager 658 FMA X
Economic Development Manager/Principal Planner 665 FMA X Water Systems Manager 665 FMA X
Principal Civil Engineer 670 FMA X
Building and Safety Manager 674 FMA X
Planning Manager 674 FMA X
Water Engineering and Systems Manager 674 FMA X
Principal Civil Engineer - Water 675 FMA X
Water System Manager/Assistant City Engineer 675 FMA X
Appendix A
Effective July 22, 2023

Salary Schedule: FMA Effective Dates: 7/22/2023 - 7/5/2024 Range: 530 Range: 550
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.156 2,332 5,054 60,644 01 34.522 2,762 5,984 71,806 02 30.613 2,449 5,306 63,674 02 36.248 2,900 6,283 75,396 03 32.144 2,572 5,572 66,860 03 38.061 3,045 6,597 79,168 04 33.751 2,700 5,850 70,202 04 39.964 3,197 6,927 83,126 05 35.438 2,835 6,143 73,711 05 41.962 3,357 7,273 87,282 06 37.210 2,977 6,450 77,397 06 44.060 3,525 7,637 91,644 Range: 532 Range: 580
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.870 2,390 5,177 62,129 01 35.395 2,832 6,135 73,621 02 31.363 2,509 5,436 65,235 02 37.165 2,973 6,442 77,303 03 32.931 2,635 5,708 68,497 03 39.023 3,122 6,764 81,167 04 34.577 2,766 5,993 71,921 04 40.974 3,278 7,102 85,226 05 36.306 2,905 6,293 75,517 05 43.023 3,442 7,457 89,488 06 38.122 3,050 6,608 79,293 06 45.173 3,614 7,830 93,960 Range: 534 Range: 583
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 30.529 2,442 5,292 63,501 01 36.307 2,905 6,293 75,519 02 32.057 2,565 5,556 66,678 02 38.123 3,050 6,608 79,296 03 33.659 2,693 5,834 70,011 03 40.029 3,202 6,938 83,261 04 35.342 2,827 6,126 73,511 04 42.030 3,362 7,285 87,423 05 37.109 2,969 6,432 77,186 05 44.132 3,531 7,650 91,795 06 38.964 3,117 6,754 81,046 06 46.338 3,707 8,032 96,384 Range: 535 Range: 585
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.180 2,494 5,404 64,854 01 37.222 2,978 6,452 77,422 02 32.738 2,619 5,675 68,095 02 39.083 3,127 6,774 81,293 03 34.375 2,750 5,958 71,501 03 41.037 3,283 7,113 85,356 04 36.094 2,887 6,256 75,075 04 43.089 3,447 7,469 89,625 05 37.898 3,032 6,569 78,828 05 45.243 3,619 7,842 94,106 06 39.794 3,183 6,898 82,771 06 47.506 3,800 8,234 98,812 Range: 540 Range: 600
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.427 2,594 5,621 67,448 01 37.738 3,019 6,541 78,496 02 34.048 2,724 5,902 70,820 02 39.625 3,170 6,868 82,420 03 35.751 2,860 6,197 74,363 03 41.606 3,328 7,212 86,540 04 37.539 3,003 6,507 78,080 04 43.686 3,495 7,572 90,867 05 39.416 3,153 6,832 81,985 05 45.871 3,670 7,951 95,411 06 41.386 3,311 7,174 86,082 06 48.165 3,853 8,349 100,183 Range: 545 Range: 620
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 33.873 2,710 5,871 70,456 01 39.621 3,170 6,868 82,411 02 35.567 2,845 6,165 73,978 02 41.603 3,328 7,211 86,534 03 37.344 2,988 6,473 77,676 03 43.683 3,495 7,572 90,860 04 39.212 3,137 6,797 81,560 04 45.867 3,669 7,950 95,402 05 41.173 3,294 7,137 85,640 05 48.159 3,853 8,348 100,171 06 43.231 3,459 7,493 89,921 06 50.568 4,045 8,765 105,181 FMA Salary Schedule
Fullerton Management Association Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Dates: 7/22/2023 - 7/5/2024 Range: 621 Range: 650
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 39.900 3,192 6,916 82,991 01 48.672 3,894 8,437 101,239 02 41.895 3,352 7,262 87,142 02 51.106 4,088 8,858 106,300 03 43.989 3,519 7,625 91,498 03 53.661 4,293 9,301 111,615 04 46.189 3,695 8,006 96,074 04 56.344 4,507 9,766 117,195 05 48.498 3,880 8,406 100,877 05 59.161 4,733 10,255 123,056 06 50.924 4,074 8,827 105,922 06 62.119 4,970 10,767 129,208 Range: 630 Range: 652
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 41.099 3,288 7,124 85,487 01 50.111 4,009 8,686 104,231 02 43.154 3,452 7,480 89,759 02 52.617 4,209 9,120 109,442 03 45.311 3,625 7,854 94,248 03 55.247 4,420 9,576 114,915 04 47.577 3,806 8,247 98,961 04 58.009 4,641 10,055 120,659 05 49.956 3,997 8,659 103,909 05 60.910 4,873 10,558 126,692 06 52.453 4,196 9,092 109,103 06 63.955 5,116 11,086 133,027 Range: 632 Range: 655
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 42.428 3,394 7,354 88,250 01 51.528 4,122 8,931 107,178 02 44.549 3,564 7,722 92,662 02 54.104 4,328 9,378 112,536 03 46.777 3,742 8,108 97,296 03 56.809 4,545 9,847 118,163 04 49.115 3,929 8,513 102,160 04 59.649 4,772 10,339 124,071 05 51.571 4,126 8,939 107,268 05 62.632 5,011 10,856 130,275 06 54.150 4,332 9,386 112,632 06 65.764 5,261 11,399 136,790 Range: 635 Range: 656
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 43.583 3,487 7,554 90,653 01 52.434 4,195 9,089 109,063 02 45.762 3,661 7,932 95,184 02 55.055 4,404 9,543 114,515 03 48.050 3,844 8,329 99,945 03 57.808 4,625 10,020 120,241 04 50.452 4,036 8,745 104,941 04 60.698 4,856 10,521 126,252 05 52.975 4,238 9,182 110,188 05 63.733 5,099 11,047 132,565 06 55.624 4,450 9,642 115,699 06 66.920 5,354 11,599 139,194 Range: 640 Range: 658
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 45.763 3,661 7,932 95,187 01 53.005 4,240 9,188 110,251 02 48.051 3,844 8,329 99,947 02 55.656 4,452 9,647 115,764 03 50.453 4,036 8,745 104,943 03 58.439 4,675 10,129 121,553 04 52.976 4,238 9,183 110,190 04 61.361 4,909 10,636 127,631 05 55.625 4,450 9,642 115,701 05 64.428 5,154 11,168 134,011 06 58.406 4,673 10,124 121,485 06 67.650 5,412 11,726 140,712 Range: 645 Range: 660
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 47.788 3,823 8,283 99,399 01 53.751 4,300 9,317 111,801 02 50.177 4,014 8,697 104,368 02 56.439 4,515 9,783 117,392 03 52.686 4,215 9,132 109,586 03 59.260 4,741 10,272 123,260 04 55.320 4,426 9,589 115,065 04 62.223 4,978 10,785 129,424 05 58.087 4,647 10,068 120,820 05 65.335 5,227 11,325 135,896 06 60.991 4,879 10,572 126,861 06 68.601 5,488 11,891 142,689 FMA Salary Schedule
Fullerton Management Association Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Dates: 7/22/2023 - 7/5/2024 Range: 662 Range: 675
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 54.697 4,376 9,481 113,769 01 61.598 4,928 10,677 128,123 02 57.432 4,595 9,955 119,459 02 64.678 5,174 11,211 134,530 03 60.304 4,824 10,453 125,432 03 67.911 5,433 11,771 141,256 04 63.318 5,065 10,975 131,702 04 71.307 5,705 12,360 148,319 05 66.485 5,319 11,524 138,288 05 74.872 5,990 12,978 155,734 06 69.809 5,585 12,100 145,203 06 78.616 6,289 13,627 163,522 Range: 665
Step Hourly Bi-Weekly Monthly Annually
01 55.388 4,431 9,601 115,207
02 58.158 4,653 10,081 120,969
03 61.065 4,885 10,585 127,016
04 64.119 5,129 11,114 133,367
05 67.325 5,386 11,670 140,036
06 70.691 5,655 12,253 147,038
Range: 667
Step Hourly Bi-Weekly Monthly Annually
01 56.185 4,495 9,739 116,864
02 58.994 4,720 10,226 122,707
03 61.943 4,955 10,737 128,842
04 65.041 5,203 11,274 135,285
05 68.293 5,463 11,837 142,049
06 71.708 5,737 12,429 149,152
Range: 670
Step Hourly Bi-Weekly Monthly Annually
01 56.976 4,558 9,876 118,511
02 59.826 4,786 10,370 124,437
03 62.817 5,025 10,888 130,660
04 65.958 5,277 11,433 137,192
05 69.256 5,540 12,004 144,053
06 72.719 5,817 12,605 151,255
Range: 673
Step Hourly Bi-Weekly Monthly Annually
01 58.661 4,693 10,168 122,015
02 61.595 4,928 10,676 128,117
03 64.674 5,174 11,210 134,521
04 67.907 5,433 11,771 141,247
05 71.303 5,704 12,359 148,310
06 74.868 5,989 12,977 155,725
Range: 674
Step Hourly Bi-Weekly Monthly Annually
01 60.133 4,811 10,423 125,077
02 63.140 5,051 10,944 131,331
03 66.297 5,304 11,491 137,898
04 69.611 5,569 12,066 144,792
05 73.092 5,847 12,669 152,032
06 76.747 6,140 13,303 159,634
FMA Salary Schedule
Fullerton Management Association Effective 7/22/23 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Dates: 7/6/2024 - 7/4/2025 Range: 530 Range: 550
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 30.322 2,426 5,256 63,070 01 35.903 2,872 6,223 74,678 02 31.838 2,547 5,519 66,222 02 37.698 3,016 6,534 78,412 03 33.430 2,674 5,794 69,534 03 39.583 3,167 6,861 82,334 04 35.101 2,808 6,084 73,010 04 41.563 3,325 7,204 86,450 05 36.856 2,948 6,388 76,659 05 43.640 3,491 7,564 90,772 06 38.698 3,096 6,708 80,493 06 45.822 3,666 7,943 95,311 Range: 532 Range: 580
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.065 2,485 5,385 64,615 01 36.811 2,945 6,381 76,566 02 32.618 2,609 5,654 67,844 02 38.652 3,092 6,700 80,395 03 34.248 2,740 5,936 71,236 03 40.584 3,247 7,035 84,415 04 35.960 2,877 6,233 74,797 04 42.613 3,409 7,386 88,635 05 37.758 3,021 6,545 78,537 05 44.744 3,580 7,756 93,067 06 39.647 3,172 6,872 82,466 06 46.980 3,758 8,143 97,718 Range: 534 Range: 583
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.750 2,540 5,503 66,040 01 37.759 3,021 6,545 78,539 02 33.339 2,667 5,779 69,346 02 39.648 3,172 6,872 82,468 03 35.005 2,800 6,068 72,811 03 41.630 3,330 7,216 86,591 04 36.756 2,940 6,371 76,452 04 43.711 3,497 7,577 90,919 05 38.593 3,087 6,690 80,274 05 45.897 3,672 7,956 95,466 06 40.523 3,242 7,024 84,287 06 48.192 3,855 8,353 100,238 Range: 535 Range: 585
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.427 2,594 5,621 67,449 01 38.711 3,097 6,710 80,519 02 34.048 2,724 5,902 70,819 02 40.646 3,252 7,045 84,544 03 35.750 2,860 6,197 74,360 03 42.678 3,414 7,398 88,771 04 37.538 3,003 6,507 78,079 04 44.813 3,585 7,768 93,210 05 39.414 3,153 6,832 81,981 05 47.053 3,764 8,156 97,870 06 41.386 3,311 7,174 86,082 06 49.406 3,952 8,564 102,765 Range: 540 Range: 600
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 33.724 2,698 5,846 70,146 01 39.248 3,140 6,803 81,635 02 35.410 2,833 6,138 73,653 02 41.210 3,297 7,143 85,717 03 37.181 2,974 6,445 77,337 03 43.270 3,462 7,500 90,002 04 39.041 3,123 6,767 81,204 04 45.433 3,635 7,875 94,502 05 40.993 3,279 7,105 85,265 05 47.706 3,816 8,269 99,228 06 43.041 3,443 7,461 89,526 06 50.092 4,007 8,683 104,191 Range: 545 Range: 620
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 35.228 2,818 6,106 73,274 01 41.206 3,296 7,142 85,708 02 36.990 2,959 6,412 76,939 02 43.267 3,461 7,500 89,996 03 38.838 3,107 6,732 80,783 03 45.430 3,634 7,875 94,495 04 40.780 3,262 7,069 84,823 04 47.702 3,816 8,268 99,219 05 42.820 3,426 7,422 89,065 05 50.085 4,007 8,681 104,178 06 44.960 3,597 7,793 93,517 06 52.591 4,207 9,116 109,389 FMA Salary Schedule
Fullerton Management Association Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Dates: 7/6/2024 - 7/4/2025 Range: 621 Range: 650
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 41.496 3,320 7,193 86,312 01 50.619 4,050 8,774 105,287 02 43.571 3,486 7,552 90,627 02 53.150 4,252 9,213 110,552 03 45.749 3,660 7,930 95,157 03 55.807 4,465 9,673 116,079 04 48.037 3,843 8,326 99,916 04 58.598 4,688 10,157 121,883 05 50.438 4,035 8,743 104,911 05 61.527 4,922 10,665 127,977 06 52.961 4,237 9,180 110,159 06 64.604 5,168 11,198 134,376 Range: 630 Range: 652
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 42.743 3,419 7,409 88,905 01 52.115 4,169 9,033 108,400 02 44.880 3,590 7,779 93,351 02 54.722 4,378 9,485 113,821 03 47.123 3,770 8,168 98,017 03 57.457 4,597 9,959 119,510 04 49.480 3,958 8,577 102,919 04 60.329 4,826 10,457 125,485 05 51.954 4,156 9,005 108,065 05 63.346 5,068 10,980 131,761 06 54.551 4,364 9,456 113,466 06 66.513 5,321 11,529 138,347 Range: 632 Range: 655
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 44.125 3,530 7,648 91,780 01 53.589 4,287 9,289 111,465 02 46.331 3,706 8,031 96,368 02 56.268 4,501 9,753 117,038 03 48.648 3,892 8,432 101,188 03 59.081 4,727 10,241 122,889 04 51.080 4,086 8,854 106,246 04 62.035 4,963 10,753 129,033 05 53.634 4,291 9,297 111,558 05 65.137 5,211 11,290 135,486 06 56.316 4,505 9,761 117,137 06 68.395 5,472 11,855 142,261 Range: 635 Range: 656
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 45.326 3,626 7,857 94,279 01 54.531 4,363 9,452 113,425 02 47.592 3,807 8,249 98,992 02 57.257 4,581 9,925 119,095 03 49.972 3,998 8,662 103,942 03 60.120 4,810 10,421 125,050 04 52.470 4,198 9,095 109,138 04 63.126 5,050 10,942 131,302 05 55.094 4,408 9,550 114,596 05 66.282 5,303 11,489 137,867 06 57.849 4,628 10,027 120,326 06 69.597 5,568 12,063 144,761 Range: 640 Range: 658
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 47.594 3,807 8,250 98,995 01 55.125 4,410 9,555 114,660 02 49.973 3,998 8,662 103,944 02 57.882 4,631 10,033 120,395 03 52.471 4,198 9,095 109,140 03 60.777 4,862 10,535 126,415 04 55.095 4,408 9,550 114,598 04 63.815 5,105 11,061 132,736 05 57.850 4,628 10,027 120,328 05 67.005 5,360 11,614 139,371 06 60.742 4,859 10,529 126,344 06 70.356 5,628 12,195 146,340 Range: 645 Range: 660
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 49.700 3,976 8,615 103,375 01 55.901 4,472 9,690 116,274 02 52.184 4,175 9,045 108,543 02 58.697 4,696 10,174 122,089 03 54.793 4,383 9,498 113,970 03 61.630 4,930 10,683 128,191 04 57.533 4,603 9,972 119,668 04 64.712 5,177 11,217 134,601 05 60.410 4,833 10,471 125,654 05 67.948 5,436 11,778 141,333 06 63.431 5,074 10,995 131,936 06 71.345 5,708 12,366 148,398 FMA Salary Schedule
Fullerton Management Association Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Dates: 7/6/2024 - 7/4/2025 Range: 662 Range: 675
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 56.885 4,551 9,860 118,321 01 64.062 5,125 11,104 133,249 02 59.729 4,778 10,353 124,237 02 67.265 5,381 11,659 139,911 03 62.716 5,017 10,871 130,450 03 70.627 5,650 12,242 146,905 04 65.851 5,268 11,414 136,969 04 74.159 5,933 12,854 154,251 05 69.144 5,532 11,985 143,820 05 77.867 6,229 13,497 161,963 06 72.601 5,808 12,584 151,011 06 81.761 6,541 14,172 170,062 Range: 665
Step Hourly Bi-Weekly Monthly Annually
01 57.604 4,608 9,985 119,815
02 60.484 4,839 10,484 125,807
03 63.508 5,081 11,008 132,096
04 66.684 5,335 11,559 138,702
05 70.018 5,601 12,136 145,637
06 73.519 5,881 12,743 152,919
Range: 667
Step Hourly Bi-Weekly Monthly Annually
01 58.432 4,675 10,128 121,539
02 61.354 4,908 10,635 127,616
03 64.421 5,154 11,166 133,995
04 67.643 5,411 11,725 140,697
05 71.025 5,682 12,311 147,731
06 74.576 5,966 12,927 155,119
Range: 670
Step Hourly Bi-Weekly Monthly Annually
01 59.255 4,740 10,271 123,250
02 62.219 4,978 10,785 129,416
03 65.330 5,226 11,324 135,886
04 68.596 5,488 11,890 142,680
05 72.026 5,762 12,485 149,815
06 75.628 6,050 13,109 157,306
Range: 673
Step Hourly Bi-Weekly Monthly Annually
01 61.007 4,881 10,575 126,895
02 64.059 5,125 11,104 133,242
03 67.261 5,381 11,659 139,903
04 70.623 5,650 12,241 146,896
05 74.155 5,932 12,854 154,243
06 77.863 6,229 13,496 161,954
Range: 674
Step Hourly Bi-Weekly Monthly Annually
01 62.538 5,003 10,840 130,080
02 65.666 5,253 11,382 136,584
03 68.949 5,516 11,951 143,414
04 72.395 5,792 12,549 150,583
05 76.016 6,081 13,176 158,113
06 79.817 6,385 13,835 166,019
FMA Salary Schedule
Fullerton Management Association Effective 7/6/24 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Dates: 7/5/2025 - 7/3/2026 Range: 530 Range: 550
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.535 2,523 5,466 65,593 01 37.339 2,987 6,472 77,665 02 33.112 2,649 5,739 68,872 02 39.206 3,136 6,796 81,548 03 34.767 2,781 6,026 72,316 03 41.166 3,293 7,135 85,626 04 36.505 2,920 6,328 75,930 04 43.226 3,458 7,492 89,909 05 38.330 3,066 6,644 79,727 05 45.386 3,631 7,867 94,402 06 40.246 3,220 6,976 83,712 06 47.655 3,812 8,260 99,122 Range: 532 Range: 580
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.308 2,585 5,600 67,200 01 38.283 3,063 6,636 79,630 02 33.923 2,714 5,880 70,559 02 40.198 3,216 6,968 83,612 03 35.618 2,849 6,174 74,085 03 42.207 3,377 7,316 87,791 04 37.398 2,992 6,482 77,789 04 44.318 3,545 7,682 92,180 05 39.268 3,141 6,807 81,678 05 46.534 3,723 8,066 96,790 06 41.233 3,299 7,147 85,764 06 48.859 3,909 8,469 101,627 Range: 534 Range: 583
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 33.020 2,642 5,723 68,682 01 39.269 3,142 6,807 81,680 02 34.673 2,774 6,010 72,119 02 41.234 3,299 7,147 85,767 03 36.405 2,912 6,310 75,723 03 43.295 3,464 7,505 90,054 04 38.226 3,058 6,626 79,511 04 45.459 3,637 7,880 94,556 05 40.137 3,211 6,957 83,484 05 47.733 3,819 8,274 99,284 06 42.144 3,372 7,305 87,659 06 50.120 4,010 8,687 104,249 Range: 535 Range: 585
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 33.724 2,698 5,846 70,146 01 40.259 3,221 6,978 83,740 02 35.410 2,833 6,138 73,653 02 42.272 3,382 7,327 87,925 03 37.180 2,974 6,445 77,334 03 44.385 3,551 7,693 92,321 04 39.040 3,123 6,767 81,202 04 46.606 3,728 8,078 96,939 05 40.991 3,279 7,105 85,260 05 48.935 3,915 8,482 101,785 06 43.041 3,443 7,461 89,526 06 51.382 4,111 8,906 106,875 Range: 540 Range: 600
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 35.073 2,806 6,079 72,952 01 40.818 3,265 7,075 84,901 02 36.826 2,946 6,383 76,599 02 42.858 3,429 7,429 89,145 03 38.668 3,093 6,702 80,430 03 45.001 3,600 7,800 93,602 04 40.603 3,248 7,038 84,453 04 47.250 3,780 8,190 98,281 05 42.633 3,411 7,390 88,676 05 49.614 3,969 8,600 103,198 06 44.763 3,581 7,759 93,106 06 52.096 4,168 9,030 108,359 Range: 545 Range: 620
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 36.637 2,931 6,350 76,205 01 42.854 3,428 7,428 89,137 02 38.470 3,078 6,668 80,017 02 44.998 3,600 7,800 93,595 03 40.392 3,231 7,001 84,014 03 47.247 3,780 8,190 98,274 04 42.411 3,393 7,351 88,215 04 49.610 3,969 8,599 103,189 05 44.533 3,563 7,719 92,628 05 52.088 4,167 9,029 108,344 06 46.758 3,741 8,105 97,257 06 54.695 4,376 9,480 113,765 FMA Salary Schedule
Fullerton Management Association Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Dates: 7/5/2025 - 7/3/2026 Range: 621 Range: 650
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 43.156 3,452 7,480 89,764 01 52.644 4,212 9,125 109,499 02 45.314 3,625 7,854 94,253 02 55.276 4,422 9,581 114,974 03 47.579 3,806 8,247 98,964 03 58.039 4,643 10,060 120,722 04 49.958 3,997 8,659 103,914 04 60.942 4,875 10,563 126,759 05 52.456 4,196 9,092 109,107 05 63.988 5,119 11,091 133,095 06 55.079 4,406 9,547 114,565 06 67.188 5,375 11,646 139,751 Range: 630 Range: 652
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 44.453 3,556 7,705 92,462 01 54.200 4,336 9,395 112,735 02 46.675 3,734 8,090 97,084 02 56.911 4,553 9,865 118,375 03 49.008 3,921 8,495 101,936 03 59.755 4,780 10,358 124,291 04 51.459 4,117 8,920 107,035 04 62.742 5,019 10,875 130,504 05 54.032 4,323 9,366 112,387 05 65.880 5,270 11,419 137,030 06 56.733 4,539 9,834 118,005 06 69.174 5,534 11,990 143,881 Range: 632 Range: 655
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 45.890 3,671 7,954 95,451 01 55.733 4,459 9,660 115,924 02 48.184 3,855 8,352 100,223 02 58.519 4,681 10,143 121,719 03 50.594 4,048 8,770 105,235 03 61.444 4,916 10,650 127,804 04 53.123 4,250 9,208 110,496 04 64.516 5,161 11,183 134,194 05 55.779 4,462 9,668 116,021 05 67.742 5,419 11,742 140,904 06 58.569 4,685 10,152 121,823 06 71.131 5,690 12,329 147,952 Range: 635 Range: 656
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 47.139 3,771 8,171 98,049 01 56.712 4,537 9,830 117,961 02 49.496 3,960 8,579 102,951 02 59.547 4,764 10,322 123,858 03 51.971 4,158 9,008 108,099 03 62.525 5,002 10,838 130,052 04 54.569 4,366 9,459 113,503 04 65.651 5,252 11,380 136,554 05 57.298 4,584 9,932 119,179 05 68.933 5,515 11,948 143,381 06 60.163 4,813 10,428 125,139 06 72.381 5,790 12,546 150,552 Range: 640 Range: 658
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 49.498 3,960 8,580 102,955 01 57.330 4,586 9,937 119,246 02 51.972 4,158 9,008 108,102 02 60.197 4,816 10,434 125,210 03 54.570 4,366 9,459 113,505 03 63.208 5,057 10,956 131,473 04 57.299 4,584 9,932 119,182 04 66.368 5,309 11,504 138,045 05 60.164 4,813 10,428 125,141 05 69.685 5,575 12,079 144,945 06 63.172 5,054 10,950 131,397 06 73.170 5,854 12,683 152,194 Range: 645 Range: 660
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 51.688 4,135 8,959 107,511 01 58.137 4,651 10,077 120,925 02 54.271 4,342 9,407 112,884 02 61.045 4,884 10,581 126,973 03 56.985 4,559 9,877 118,528 03 64.095 5,128 11,110 133,318 04 59.834 4,787 10,371 124,455 04 67.300 5,384 11,665 139,985 05 62.826 5,026 10,890 130,679 05 70.666 5,653 12,249 146,985 06 65.968 5,277 11,434 137,214 06 74.199 5,936 12,861 154,334 FMA Salary Schedule
Fullerton Management Association Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Dates: 7/5/2025 - 7/3/2026 Range: 662 Range: 675
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 59.160 4,733 10,254 123,054 01 66.624 5,330 11,548 138,579 02 62.118 4,969 10,767 129,206 02 69.956 5,596 12,126 145,508 03 65.225 5,218 11,306 135,667 03 73.452 5,876 12,732 152,780 04 68.485 5,479 11,871 142,449 04 77.125 6,170 13,368 160,421 05 71.910 5,753 12,464 149,572 05 80.982 6,479 14,037 168,442 06 75.505 6,040 13,088 157,050 06 85.031 6,803 14,739 176,865 Range: 665
Step Hourly Bi-Weekly Monthly Annually
01 59.908 4,793 10,384 124,609
02 62.903 5,032 10,903 130,839
03 66.048 5,284 11,448 137,381
04 69.351 5,548 12,021 144,251
05 72.819 5,825 12,622 151,463
06 76.460 6,117 13,253 159,036
Range: 667
Step Hourly Bi-Weekly Monthly Annually
01 60.769 4,862 10,533 126,400
02 63.808 5,105 11,060 132,721
03 66.998 5,360 11,613 139,356
04 70.349 5,628 12,194 146,325
05 73.866 5,909 12,803 153,641
06 77.559 6,205 13,444 161,323
Range: 670
Step Hourly Bi-Weekly Monthly Annually
01 61.625 4,930 10,682 128,180
02 64.708 5,177 11,216 134,592
03 67.943 5,435 11,777 141,322
04 71.340 5,707 12,366 148,387
05 74.907 5,993 12,984 155,807
06 78.653 6,292 13,633 163,598
Range: 673
Step Hourly Bi-Weekly Monthly Annually
01 63.447 5,076 10,998 131,970
02 66.621 5,330 11,548 138,572
03 69.951 5,596 12,125 145,499
04 73.448 5,876 12,731 152,772
05 77.121 6,170 13,368 160,412
06 80.978 6,478 14,036 168,433
Range: 674
Step Hourly Bi-Weekly Monthly Annually
01 65.040 5,203 11,274 135,282
02 68.293 5,463 11,837 142,049
03 71.707 5,737 12,429 149,150
04 75.291 6,023 13,050 156,605
05 79.057 6,325 13,703 164,438
06 83.010 6,641 14,388 172,660
FMA Salary Schedule
Fullerton Management Association Effective 7/5/25 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Date: 7/4/2026
Range: 530 Range: 550
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 32.481 2,598 5,630 67,561 01 38.459 3,077 6,666 79,995 02 34.105 2,728 5,912 70,939 02 40.382 3,231 7,000 83,995 03 35.810 2,865 6,207 74,485 03 42.401 3,392 7,350 88,194 04 37.600 3,008 6,517 78,208 04 44.523 3,562 7,717 92,607 05 39.480 3,158 6,843 82,118 05 46.748 3,740 8,103 97,235 06 41.453 3,316 7,185 86,223 06 49.085 3,927 8,508 102,096 Range: 532 Range: 580
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 33.277 2,662 5,768 69,217 01 39.431 3,155 6,835 82,017 02 34.941 2,795 6,056 72,677 02 41.404 3,312 7,177 86,120 03 36.687 2,935 6,359 76,308 03 43.473 3,478 7,535 90,424 04 38.520 3,082 6,677 80,121 04 45.648 3,652 7,912 94,947 05 40.446 3,236 7,011 84,128 05 47.930 3,834 8,308 99,694 06 42.470 3,398 7,361 88,338 06 50.325 4,026 8,723 104,676 Range: 534 Range: 583
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 34.011 2,721 5,895 70,742 01 40.447 3,236 7,011 84,130 02 35.713 2,857 6,190 74,283 02 42.471 3,398 7,362 88,340 03 37.497 3,000 6,500 77,994 03 44.594 3,568 7,730 92,755 04 39.373 3,150 6,825 81,895 04 46.823 3,746 8,116 97,391 05 41.341 3,307 7,166 85,990 05 49.165 3,933 8,522 102,263 06 43.408 3,473 7,524 90,289 06 51.624 4,130 8,948 107,377 Range: 535 Range: 585
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 34.736 2,779 6,021 72,250 01 41.467 3,317 7,188 86,251 02 36.472 2,918 6,322 75,862 02 43.540 3,483 7,547 90,564 03 38.295 3,064 6,638 79,654 03 45.717 3,657 7,924 95,090 04 40.211 3,217 6,970 83,639 04 48.004 3,840 8,321 99,849 05 42.221 3,378 7,318 87,819 05 50.403 4,032 8,737 104,838 06 44.332 3,547 7,684 92,211 06 52.923 4,234 9,173 110,081 Range: 540 Range: 600
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 36.125 2,890 6,262 75,140 01 42.043 3,363 7,287 87,448 02 37.931 3,034 6,575 78,896 02 44.144 3,531 7,652 91,819 03 39.828 3,186 6,904 82,842 03 46.351 3,708 8,034 96,410 04 41.821 3,346 7,249 86,988 04 48.668 3,893 8,436 101,228 05 43.912 3,513 7,611 91,337 05 51.102 4,088 8,858 106,293 06 46.106 3,688 7,992 95,900 06 53.659 4,293 9,301 111,610 Range: 545 Range: 620
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 37.736 3,019 6,541 78,491 01 44.140 3,531 7,651 91,810 02 39.624 3,170 6,868 82,418 02 46.348 3,708 8,034 96,404 03 41.604 3,328 7,211 86,536 03 48.664 3,893 8,435 101,222 04 43.683 3,495 7,572 90,861 04 51.098 4,088 8,857 106,284 05 45.869 3,670 7,951 95,407 05 53.651 4,292 9,299 111,593 06 48.161 3,853 8,348 100,174 06 56.336 4,507 9,765 117,179 FMA Salary Schedule
Fullerton Management Association Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Date: 7/4/2026
Range: 621 Range: 650
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 44.451 3,556 7,705 92,457 01 54.223 4,338 9,399 112,785 02 46.673 3,734 8,090 97,081 02 56.934 4,555 9,869 118,423 03 49.006 3,921 8,494 101,933 03 59.780 4,782 10,362 124,343 04 51.457 4,117 8,919 107,030 04 62.770 5,022 10,880 130,562 05 54.030 4,322 9,365 112,382 05 65.908 5,273 11,424 137,088 06 56.731 4,539 9,833 118,001 06 69.204 5,536 11,995 143,944 Range: 630 Range: 652
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 45.787 3,663 7,936 95,236 01 55.826 4,466 9,677 116,118 02 48.075 3,846 8,333 99,997 02 58.618 4,689 10,161 121,926 03 50.478 4,038 8,750 104,995 03 61.548 4,924 10,668 128,019 04 53.003 4,240 9,187 110,246 04 64.624 5,170 11,202 134,418 05 55.653 4,452 9,647 115,758 05 67.856 5,429 11,762 141,141 06 58.435 4,675 10,129 121,545 06 71.249 5,700 12,350 148,198 Range: 632 Range: 655
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 47.267 3,781 8,193 98,315 01 57.405 4,592 9,950 119,402 02 49.630 3,970 8,602 103,229 02 60.275 4,822 10,448 125,371 03 52.112 4,169 9,033 108,393 03 63.287 5,063 10,970 131,638 04 54.717 4,377 9,484 113,811 04 66.451 5,316 11,518 138,219 05 57.452 4,596 9,958 119,501 05 69.774 5,582 12,094 145,130 06 60.326 4,826 10,457 125,478 06 73.265 5,861 12,699 152,391 Range: 635 Range: 656
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 48.553 3,884 8,416 100,991 01 58.413 4,673 10,125 121,500 02 50.981 4,078 8,837 106,040 02 61.333 4,907 10,631 127,573 03 53.530 4,282 9,279 111,343 03 64.401 5,152 11,163 133,954 04 56.206 4,496 9,742 116,909 04 67.621 5,410 11,721 140,651 05 59.017 4,721 10,230 122,755 05 71.001 5,680 12,307 147,682 06 61.968 4,957 10,741 128,893 06 74.552 5,964 12,922 155,069 Range: 640 Range: 658
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 50.983 4,079 8,837 106,045 01 59.050 4,724 10,235 122,824 02 53.531 4,282 9,279 111,345 02 62.003 4,960 10,747 128,966 03 56.207 4,497 9,743 116,911 03 65.104 5,208 11,285 135,417 04 59.018 4,721 10,230 122,757 04 68.359 5,469 11,849 142,187 05 61.969 4,958 10,741 128,895 05 71.776 5,742 12,441 149,293 06 65.067 5,205 11,278 135,340 06 75.365 6,029 13,063 156,759 Range: 645 Range: 660
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 53.239 4,259 9,228 110,736 01 59.881 4,790 10,379 124,553 02 55.899 4,472 9,689 116,270 02 62.876 5,030 10,899 130,783 03 58.695 4,696 10,174 122,085 03 66.018 5,281 11,443 137,317 04 61.629 4,930 10,682 128,188 04 69.319 5,546 12,015 144,184 05 64.711 5,177 11,217 134,598 05 72.786 5,823 12,616 151,395 06 67.947 5,436 11,777 141,330 06 76.425 6,114 13,247 158,964 FMA Salary Schedule
Fullerton Management Association Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A

Salary Schedule: FMA Effective Date: 7/4/2026
Range: 662 Range: 675
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 60.935 4,875 10,562 126,744 01 68.623 5,490 11,895 142,735 02 63.982 5,119 11,090 133,082 02 72.055 5,764 12,489 149,874 03 67.182 5,375 11,645 139,738 03 75.656 6,052 13,114 157,364 04 70.540 5,643 12,227 146,722 04 79.439 6,355 13,769 165,233 05 74.067 5,925 12,838 154,060 05 83.411 6,673 14,458 173,496 06 77.770 6,222 13,480 161,762 06 87.582 7,007 15,181 182,170 Range: 665
Step Hourly Bi-Weekly Monthly Annually
01 61.705 4,936 10,696 128,347
02 64.790 5,183 11,230 134,763
03 68.029 5,442 11,792 141,501
04 71.432 5,715 12,381 148,578
05 75.004 6,000 13,001 156,007
06 78.754 6,300 13,651 163,808
Range: 667
Step Hourly Bi-Weekly Monthly Annually
01 62.592 5,007 10,849 130,192
02 65.722 5,258 11,392 136,702
03 69.008 5,521 11,961 143,537
04 72.459 5,797 12,560 150,716
05 76.082 6,087 13,188 158,251
06 79.886 6,391 13,847 166,162
Range: 670
Step Hourly Bi-Weekly Monthly Annually
01 63.474 5,078 11,002 132,025
02 66.649 5,332 11,553 138,630
03 69.981 5,599 12,130 145,561
04 73.480 5,878 12,737 152,839
05 77.154 6,172 13,373 160,481
06 81.013 6,481 14,042 168,506
Range: 673
Step Hourly Bi-Weekly Monthly Annually
01 65.350 5,228 11,327 135,929
02 68.620 5,490 11,894 142,729
03 72.050 5,764 12,489 149,863
04 75.651 6,052 13,113 157,355
05 79.435 6,355 13,769 165,224
06 83.407 6,673 14,457 173,487
Range: 674
Step Hourly Bi-Weekly Monthly Annually
01 66.991 5,359 11,612 139,342
02 70.342 5,627 12,193 146,311
03 73.858 5,909 12,802 153,625
04 77.550 6,204 13,442 161,303
05 81.429 6,514 14,114 169,372
06 85.500 6,840 14,820 177,841
FMA Salary Schedule
Fullerton Management Association Effective 7/4/26 per Reso 2023-XXX approved and adopted on 7/18/2023

APPENDIX A