RESOLUTION NO. 2023-XXX
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF FULLERTON,
CALIFORNIA,
RELATING TO COMPENSATION FOR
CONFIDENTIAL / NONREPRESENTED EMPLOYEES AND
SUPERSEDING RESOLUTION 2022-039 AND RESOLUTION 2022-076
THE CITY COUNCIL OF THE CITY OF FULLERTON RE SOLVES AS
FOLLOWS:
Section 1: DESIGN ATION OF UNIT CLASSIFICATIONS
The provisions of this resolution shall apply to designated nonrepresented classifications in addition to confidential employees as defined herein. Appendix A lists all classifications within this unit. Asterisks designate nonrepresented classifications.
A “confidential” employee has access to information relating to the City’s administration of the Meyers-Milias-B rown Act (California Gover nment Code Section 3500 et seq.) in the course of his or her duties,.
S ection 2: TERM - EFFECTIVE DATES
The effective date of each Section is August 15, 2023 unless otherwise stated herein.
Section 3: MAINTENANCE OF EXISTING BENEFITS
Except as provided herein, all compensation, hours and other terms and conditions of employment presently enjoyed by Confidential/Nonrepresented employees shall rem ain in full force and effect unles s changed subsequent to meetings between the City and representatives of the Confidential/Nonrepresented employees.
Section 4: CITY REVENUES
Confidential/Nonrepresented employees are encouraged to shop in Fullerton.
Section 5: THE SCHEDULE OF BASE SALARY RATES AND THE
ALLOCATION OF CLASSES TO SALARY RANGES
The schedule of base salary rates is contained in Appendix A.
Base salary rates shall be adjusted by ac ross-the-board increases according to the following schedule:
Eight percent (8%) base salary increase effective the first full pay period after August 15, 2023.
Four percent (4%) base salary increase effective the first full pay period after July 1, 2024.
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Four percent (4%) base salary increase e ffective the first full pay period after July 1, 2025.
Three percent (3%) base salary increase e ffective the first full pay period after July 1, 2026.
Section 6: RETENTION PAY BONUS
Effective January 1, 2024, 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: $4,500
Effective January 1, 2024, eligible employ ees will receive the gross lump sum payment for the milestone that they most recently passed.
Subsequent to the January 1, 2024 retention pay bonus paym ents, employees shall be responsible for submitting a notification form to Human Resources prior to the date they become eligible to receive any future ret ention 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 on June 30, 2027, unless modified or revoked by the City Council prior to this date. The City sha ll no longer have an obligation to make retention bonuses beyond the date of expiration.
Section 7: OVERTIME PAY
Appendix A indicates the classifications which are exempt from the Fair Labor Standards Act (FLSA) with an (X). They are not eligible for overtime pay.
All other classifications are non-exempt fo r purposes of the FLSA and shall receive overtime pay in accordance with the rules which govern non-exempt employees in the general employee bargaining unit.
Section 8: EMERGENCY DUTY PAY
An FLSA-exempt employee s hall 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 Resolution No. 2023-XXX
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 r eported monthly to the City Manager.
Examples of circumstances which may qua lify for Emergency Duty Pay include after- hours call-backs or hold-overs beyond the empl oyee’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 func tions 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.
Any other emergency as determined by the employee’s Department Head, City Manager, or City Council.
Emergency Duty Pay is not intended to co mpensate represented employees for routine overtime for which the employee is already exempt under the FLSA.
Section 9: COMPENSATION FOR CITY-SPONSORED EVENTS
An FLSA-exempt 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-ha lf 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.
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This compensation is limited to only the following specified events:
Fourth of July
First Night
Arbor Day
Veteran’s Day
Section 10: BILINGUAL PAY
An employee shall be eligible to receive an additional $60 per pay period if the following conditions are met:
A. 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.
B. The employee must pass a language skills test approved or administered by the City.
Section 11: ACTING PAY
The pay provisions of the Cit y’s Acting Pay program (contained in Resolution 8485) are modified to provide that an employee: 1) s hall receive Acting Pay beginning at the start of the first full shift following 80 hours actua lly 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 sa me temporary classification within the preceding 12 months, and t here are at least 40 consecutiv e hours actually worked (not paid leave) in the second Acting assignment.
Section 12: 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 re sponsibilities in addition to duties and responsibilities of his/her regular classification subject to the following:
A. 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.
B. 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.
C. Deputy director assignments may be rotat ed among similarly eligible employees within a department at the discretion of the Department Head.
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D. Any and all deputy director assignments must be approved in advance by the City Manager.
E. Only one employee per department may be assigned as a deputy director at any one time, except that, at the reco mmendation of the D epartment 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.
F. City reserves the right to make no deputy director assignments within a department.
G. City reserves the right to make no deputy director assignments within the City.
H. An employee receiving deputy director a ssignment pay shall not be eligible for Acting Pay provided for in City Personnel Rules, Resolution 8485, Section 8 (B)(3).
Section 13: EXCEPTIONAL PERFORMANCE PAY
Confidential/Nonrepresented employees shall be eligible for the Exceptional Performance Pay program.
Section 14: TUIT ION REIMBURSEMENT
The rules and regulations governing tuition reimbursement for employees in the non- sworn management bargaining unit shall apply to Confidential/Nonrepresented employees. The limit eligible for reimbursement under this program shall be $2,500 per fiscal year.
Section 15: SURVEYS
In determining what is adequate compensation, the parties shall use as a guideline the compensation provided to comparable employ ees in the following jurisdictions or any other jurisdictions deemed appropriate: A naheim, Buena Park, Costa Mesa, Garden Grove, Huntington Beach, Newport Beach, Ontario, Orange, and Santa Ana.
Section 16: CALIFORNIA PUBLIC EMPLOYEES’ RETIREMENT SYSTEM (CalPERS)
A. The City’s contract with CalPERS for miscellaneous employees shall apply to Confidential/Nonrepresented unit employees.
B. The City shall pay the 1959 Survivor Benefits Premium for all employees.
C. Credit for Unused Sick Leav e, Cal. Gov. Code §20965 . An employee covered under the Miscellaneous categor y who is not eligible for benefits under Section 29(F) Payment for Unused Sick Leave upon Separation shall receive additional service credit for the balance of his/her unused sick leave upon retirement from the City, converted per the terms of the CalPERS contract amendment.
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D. Employees newly hired by the City after December 22, 2012, shall be subject to amendments made to the contract between the Cit y and CalPERS effective December 23, 2012 and/or requirements under PEPRA that include the following:
1. Employees hired on or after De cember 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.
2. Employees hired on or after Januar y 1, 2013 who are “new members” as defined under Government Code §7522.04(f) shall be enrolled in the 2% @ 62 benefit plan mandated by PEPRA. (Cal. Gov. Code §7522.20)
3. Employees hired on or after Januar y 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. For employees who are “new mem bers” as defined under Government Code §7522.04(f), each employee shall pay his/her member contribution as determined by CalPERS (Cal. Gov. Code §7522.30). Such payments shall be made through payroll deductions.
5. Employees rehired after a period of separation from t he City may also be subject to amendments or PEPRA in accordance with CalPERS rules and the law.
E. Employer-Paid Member Contributions (EPMC) – Employees Who Are Not “New Members”
The provisions in Section 16(E) shall apply only to employees who do not meet the definition of “new membe r” under the Public Employee Pension Reform Act of 2013 (PEPRA).
1. For employees who are not “new members” as defined by the Public Employees’ Pension Reform Act of 2013 (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. Effective July 14, 2018, the City’s payment of the normal member contribution was reduced by 1% of total compensation earnable (to 6% for Miscellaneous employees), with 1% of the normal member contribution paid by the employee. The City paid portion of the normal member contribution shall be included within the employee’s compensation earnable that is reported to CalPERS, pursuant to §20636(c)(4) of the California Government Code.
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a. Effective the first full pay period that includes July 1, 2024 the City’s EPMC contribution shall be re duced by 1.958 percent (1.958%), with 2.958 percent (2.958%) of the normal me mber contribution paid by the employee.
b. Effective the first full pay period that includes July 1, 2025 the City’s EPMC contribution shall be reduced by an additional 2. 021 percent (2.021%), with 4.979 percent (4.979%) of the normal member contribution paid by the employee.
Employees impacted by this reduction in the City’s EPMC contribution shall receive a one-time “non-PERSable” payment of $2,000, payable in the first full pay period that includes July 1, 2025.
c. Effective the first full pay period that includes July 1, 2026 the City’s EPMC contribution shall be reduced by an additional 2. 021 percent (2.021%), with 7.0 percent (7.0%) of the normal member contribution paid by the employee.
Employees impacted by this reduction in the City’s EPMC contribution shall receive a one-time “non-PERSable” payment of $2,000, payable in the first full pay period that includes July 1, 2026.
2. Employees ineligible for this benef it pursuant to the Public Employees’ Pension Reform Act of 2013, (PEPRA) s hall not be eligible for this benefit or any replacement benefit.
For employees who are not “new mem bers” as defined by PEPRA, this employer-paid member contribution s hall 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 c onsequences of such action shall be the sole responsibility of the affect ed employees and shall in no way alter any obligation of the City toward such employees.
3. Effective March 7, 2020, employees who are not “new members” as defined by PEPRA shall contribute 1.958 percent (1.958%) of their compensation earnable (as defined in Government Code §20636) toward the employer contribution rate (“cost sharing”). On December 23, 2012, the City amended its CalPERS contract to prov ide that this portion of the contribution shall be made pursuant to Gove rnment Code Section §20516(a). In the event of a change in the law or legal determination that any portion of the employee contribution toward the employer rate is not allowable as agreed, the employer- paid member contributions shall be reduced by whatever portion is not allowable and the City may determine the appropriate modifications of benefits to offset this change.
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a. Effective the first full pay period that includes July 1, 2024, the Employee cost-sharing contribution shall be reduced by 1.958 percent (1.958%).
4. Should legislation be enacted that requires empl oyees 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 to the extent possible.
Section 17: SOCIAL SECURITY
In the event the City and its employees are required to parti cipate in the federal Social Security program, the City s hall meet with the Confidenti al/Nonrepresented employees concerning implementation of the Social Security program.
Section 18: MEDICARE
Employees hired by the City on or after April 1, 1986 s hall be required to pay the designated employee contribution to participat e in the Medicare Pr ogram, and the City shall be under no obligation to pay or “pick up” any such contributions.
Section 19: HEALTH INSURANCE
A. Contributions – Employees
The City shall contribute the following monthly amounts toward the payment of premiums for employees and their dependents.
Single: $500
Two-Party: $1,000
Family: $1,400
These contributions shall remain in effect until superseded by Council Resolution.
The balance of the premiums for the tier and plan selected by the employee shall be paid by the employee.
B. Contributions – Retirees
1. For each person regularly employed fo r 20 cumulative y ears or more who retires subsequent to September 30, 1995 the City shall pay the same contribution provided to active em ployees for employee-only coverage under the City health plan chosen by t he retiree, provided, however, for persons hired by the City on or after January 1, 2012, the maximum monthly contribution paid under this paragr aph shall be Two Hundred Dollars ($200.00). With respect to any employee who retired between June 28, Resolution No. 2023-XXX
1986 and September 30, 1995 t he City shall pay 100% of the employee- only premium.
2. For each person who 1) was hired before Janu ary 1, 2012, 2) has been regularly employed for 20 cumulative years or more, and 3) who retires from the date this Resolution 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 Section 19(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 c ontribution 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 re spect 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, 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 after the effective date of this Resolution and up to June 30, 2027, the City will reimburse such retirees who live outside of the City’s Medical Network for the actual cost of procurin g comparable health insurance in an amount no t to exceed what the City would otherwise be obligated to pay on behalf of the reti ree pursuant to Section 19(B) of this Resolution. 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” shall mean only those fo rmer employees who receive a CalPERS retirement allowance effective the day after official separation from City of Fullerton employment.
7. This obligation to pay health insuranc e premiums shall discontinue 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.
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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.
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 coverage, which shall be confirmed by the City each year prior to open enrollment.
c. The employee may only re-enr oll 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 rece ive a cash payment of $50 per pay period.
b. Part-time employees shall receive a cash payment as follows:
Cumulative Hours Worked Payment Per Pay Period
<3,120 $0
≥3,120 $30.00
D. “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.
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Flex credits may be applied to the Cit y’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 firs t two pay periods of each month (see Section 20).
The flex credits afforded under Section 19(D) shall in no wa y impact the City’s separate obligation to provide a medical contribution to reti rees under Section 19(B). The provision of flex credits to active employees under Section 19(D) does not constitute a “contribution” owed to retirees under Section 19(B).
If the City pursues a transition to obtaining medical benefits through CalPERS, the City will meet with representatives of this unit to discuss Section 19 with respect to flex credits and City medical contributions.
E. Voluntary Benefits Plan
The City has implemented a voluntar y 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 empl oyee’s pay on a post-tax basis.
Section 20: FLEXIBLE SPENDING ACCOUNT PROGRAM
A. The City’s Flexible Spending Account (FSA) Program shall be made available to all employees.
B. Pursuant to said program, an employee ma y 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.
C. 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.
Section 21: LONG-TERM DISABILITY INSURANCE
A. The City shall pay 100% of the premium for a Cit y-owned Long-Term Disability insurance policy affording coverage to each active employee.
B. The policy shall have an elimination per iod of 55 calendar days of continuous disability. Any time after the expiration of the elimination period, the employee may Resolution No. 2023-XXX
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 at a mi nimum 60% of the eligible employee’s PREDISABILITY EARNINGS as defined in the poli cy document, or $6,000 per month, whichever is less. This maximum benefit shall be calculated in accordance with policy definitions.
Section 22: LIFE INSURANCE
The City shall provide group term life insurance equal to annual base salary for all affected employees. In compliance with the City's curr ent 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.
Section 23: VISION INSURANCE
Employees and dependents shall be eligible for vision care insurance through VSP. The City shall pay the lesser of the premium for such coverage or $24.88 per month.
Section 24: DENTAL INSURANCE
The City shall pay up to an amount equal to the family premium rate for the Delta Dental HMO plan for employee and dependent coverage under any group dental insurance plan administered or approved by the City.
A retiree (as defined in Section 19) and his/ her eligible dependents may subscribe to a City dental plan by paying the full premium for the coverage chosen. A retiree desiring to have dental coverage for himself/herself or for dependents shall remit to the City a check for the amount of the premium no later than the 15
th of the month preceding the effective
month of coverage.
Section 25: SELF-INSURANCE
The City shall have the right to provide all or any portion of the benefits presently available under any existing health, long-term disabili ty, 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.
Section 26: CONSOLIDATED OMNIBUS BUDGET RECONCILIATION ACT OF 1985 (COBRA)
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).
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Section 27: 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 unl ess 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 City bargaining unit receives Martin Luther King, Jr. Day as a holiday, members of this unit shall also receive the holiday.
C. An employee 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 t he employee’s regular workday, and the employee is not required to work. T he hours will be paid on the day the holiday occurs except as provided in D and E of this Section. There shall be no additional cash value for holiday leave hours.
D. An employee who is required to work on a holiday will receive, in addition to his/her normal pay for the day, holiday discretiona ry 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.
E. An employee will receive ho liday discretionary 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.
F. Holiday discretionary leave time receiv ed under this Section 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.
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Section 28: VACATIONS
A. Accrual
1. Each employee shall accrue vacation credit with pay in accordance with the following table:
# of Hours
Amount of Current Serv ice Annually Bi-Weekly
<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 an FLSA-exempt employee to earn vacation credit at any of the rates described above, up to 160 hours annually.
2. Vacation credit shall accrue each pay period in which the employee has worked or used paid leave except sick l eave 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 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.
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 credits earned beyond the maximum are 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 Resolution No. 2023-XXX
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 were it not for said accumulation limit. This payment shall c ontinue until such time as the employee is permitted to take a vacation.
D. Annual Conversion
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.
To be eligible, an employee must have comp leted his/her initial probation period; must have actually taken (not converted) at least 40 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 who separates fr om employment by resignation, layoff or otherwise, shall be paid the balance of his/her accumulated vacation credits at the 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.
Section 29: SICK LEAVE
A.
1. Each regular full-time employee shall earn and accumulate 3.69 hours of sick leave for each pay period in whic h 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 unpaid leave of absence for an entire pay period shall not receive sick leave credit for that period.
2. Each employee regularly schedul ed to work less than 40 hours per workweek shall accrue sick leave at the rate of three (3) hours per pay period. 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
An employee shall be allowed to use hi s/her accumulated sick leave as follows:
1. Absences relating to the health of the employee:
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a. Personal illness or physical incapacity;
b. Medical or dent al appointments;
c. Forced quarantine in accordance with community health regulations;
2. Absences relating to the health of the employee’s family:
a. Health conditions of or m edical or dental appointments for the employee’s spouse, parents, children, stepchildren, brother, sister, mother-in-law, father-in-law and others as required by law in a total amount not to exceed 48 hours in a payroll year.
b. The care of an employee’s newbor n child/children or the placement with an employee of a son or daught er 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 M edical 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 tak en 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 purs uant 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 granted only when an employee has sick leave credits.
The first sick leave with pay may not be taken before the 90 th day following
employment with the City. 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 s ubmit 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 attending physician of the family member’s medical condition durin g 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 Resolution No. 2023-XXX
leave is requested. Howeve r, 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 their accu mulated sick leave per incident for bereavement purposes, and t he City Manager may authoriz e 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” fo r the purpose of bereav ement leave shall include the employee’s spouse, parents, children, stepchi ldren, brother, sister, mother-in-law, father-in-law, grandparen t, grandchild, stepparent, legal guardian and others as required by law.
E. Annual Optional Conversion of Sick Leave
Employees hired on or after June 29, 1996 are not eligible fo r this conversion program.
1. A person who has been r egularly 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 ma y 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.
An eligible employee who does not us e 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 sepa ration shall be awarded to persons regularly appointed to any City classifica tion on or before August 31, 1983 and employed continuously thereafter. All others are ineligible for this benefit.
1. If an eligible employee dies or re tires, 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 separation.
Resolution No. 2023-XXX
2. An eligible employee, who separate s after ten years of continuous service for any reason other than death or re tirement, 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 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 avai lable only for use as described in B above and shall not be available for any other use.
Section 30: 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:
A. 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:
1. Unpaid time must not e xceed 10% of any pay period.
2. An employee will not be allowed to e xceed his/her vacation maximum. In other words, when the employee is at or near the va cation accumulation limit, vacation must be used and unpaid time will not be authorized.
3. Taking unpaid time shall not resu lt in overtime pay or comp time.
B. 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 accord ingly. Except that sick leave shall accrue in accordance with Section 29 A2 during the work reduction period.
C. To be eligible for this program, an empl oyee must have passed the initial probation period.
Section 31: BENEFITS FOR PART-TIME EMPLOYEES
A. Persons appointed on a part- time basis shall receive only the benefits listed below upon appointment:
Resolution No. 2023-XXX
1. CalPERS – in acco rdance with Section 16.
2. Eligible for jury duty pay and tuition reimbursement 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.
3. Eligible to accrue and use vacation credit in accordance with the following table and existing rules and practices:
Amount of Current
Service
# of hours - biweekly
50% 75%
< 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 Section 28 A2, B1, B2, C and E.
Sick leave shall accrue in accordance with Section 29 A2.
Employees who regularly work 30 or mo re hours per week or are assigned to a City position requiring health insurance co verage under the Affordable Care Act, shall be eligible for health insurance coverage per the provisions of Section 19.
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.
Section 32: JURY DUTY
When an employee is duly summoned to jury dut y, he/she shall receive his/her regular pay for any regularly scheduled working hour s 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 fo r such service, less reimbursements from the court for meals, travel, or lodging.
Employees who have the option to request call-in juror status shall exercise that option.
Section 33: MANAGEMENT LEAVE
Non-exempt employees are not eligible for management leave.
Resolution No. 2023-XXX
A. Each employee shall be eligible for up to 32 hours (36 hours for employees on a synchronized 9/80 schedule) of management l eave each fiscal year. Additional time may be granted at the discretion of the department head.
B. Such 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.
Section 34: WORKERS’ COMPENSATION PROGRAM
The rules governing Workers’ Compensa tion for employees in the non-sworn management bargaining unit shall apply to Confidential/Nonrepresented employees.
Section 35: PAYROLL SYSTEM
The City shall utilize the biweekly pay syst em. Pay periods shall begin at 12:01 A.M. every other Saturday, and end at midnight on the second Friday (i.e., 14 calendar days later) thereafter. Paydays shall occur on the Friday following the conclusion of each pay period. The one exception to this is when that Friday is a City holiday, the payday shall fall on the preceding business day.
Each affected employee shall participate in the City’s direct deposit payroll program.
Section 36: ALTERNATE WORK SCHEDULES
Confidential/Nonrepresented unit employees are eligible for the City’s alternate work schedule program, as provided in the Cit y’s Agreement with the general employee bargaining unit.
Section 37: DISCRETIONARY PERSONAL LEAVE
Discretionary personal leave accumulated and not used prior to approval of this Resolution 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 after approval of this Resolution. This leave is separate and distinct from Discretionary Holiday Leave referenced in Section 27.
Resolution No. 2023-XXX
ADOPTED BY THE FULLERTON CI TY COUNCIL on August 15, 2023.
__________________________
Fred Jung, Mayor
ATTEST:
________________________________
Lucinda Williams, MMC
City Clerk
Date
Attachment:
Appendix A - Confidential/N onrepresented Salary Schedule Classification Title Range Salary
Schedule/Unit
FLSA
Exempt
Administrative Assistant - Confidential 809 Confidential/NR Assistant to the City Manager/Economic Development Manager 899 Confidential/NR X Budget Analyst I 843 Confidential/NR
Budget Analyst II 873 Confidential/NR X
Budget and Purchasing Manager 890 Confidential/NR X
City Clerk / Clerk Services Manager* 898 Confidential/NR X Employee Benefits Specialist 840 Confidential/NR
Executive Assistant 863 Confidential/NR
Fiscal Operations Supervisor 880 Confidential/NR X
Fiscal Services Manager 897 Confidential/NR X
Human Resources Manager I 883 Confidential/NR X
Human Resources Manager II 895 Confidential/NR X
Human Resources Technician I 810 Confidential/NR
Human Resources Technician II 840 Confidential/NR
Human Resources/Risk Management Analyst I 863 Confidential/NR Human Resources/Risk Management Analyst II 870 Confidential/NR X Payroll Technician I 810 Confidential/NR
Payroll Technician II 840 Confidential/NR
Police Behavioral Health Clinician I (+)* 874 Confidential/NR X Police Behavioral Health Clinician II (+)* 876 Confidential/NR X Public Information Coordinator 881 Confidential/NR X
Risk Manager 897 Confidential/NR X
Senior Budget Analyst 881 Confidential/NR X
Senior Human Resources/Risk Management Analyst 877 Confidential/NR X (+) denotes "At Will" classification
* denotes NonRepresented classification
CONFIDENTIAL/NONREPRESENTED UNIT
ALLOCATION OF CLASSFICATIONS TO SALARY RANGES
Sort by Classification Title
APPENDIX A
Classification Title Range Salary
Schedule/Unit
FLSA
Exempt
Administrative Assistant - Confidential 809 Confidential/NR Human Resources Technician I 810 Confidential/NR
Payroll Technician I 810 Confidential/NR
Employee Benefits Specialist 840 Confidential/NR
Human Resources Technician II 840 Confidential/NR
Payroll Technician II 840 Confidential/NR
Budget Analyst I 843 Confidential/NR
Executive Assistant 863 Confidential/NR
Human Resources/Risk Management Analyst I 863 Confidential/NR Human Resources/Risk Management Analyst II 870 Confidential/NR X Budget Analyst II 873 Confidential/NR X
Police Behavioral Health Clinician I (+)* 874 Confidential/NR X Police Behavioral Health Clinician II (+)* 876 Confidential/NR X Senior Human Resources/Risk Management Analyst 877 Confidential/NR X Fiscal Operations Supervisor 880 Confidential/NR X
Public Information Coordinator 881 Confidential/NR X
Senior Budget Analyst 881 Confidential/NR X
Human Resources Manager I 883 Confidential/NR X
Budget and Purchasing Manager 890 Confidential/NR X
Human Resources Manager II 895 Confidential/NR X
Fiscal Services Manager 897 Confidential/NR X
Risk Manager 897 Confidential/NR X
City Clerk / Clerk Services Manager* 898 Confidential/NR X Assistant to the City Manager/Economic Development Manager 899 Confidential/NR X (+) denotes "At Will" classification
* denotes NonRepresented classification
CONFIDENTIAL/NONREPRESENTED UNIT
ALLOCATION OF CLASSFICATIONS TO SALARY RANGES
Sort by Classification Range
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Dates: 8/19/2023 - 7/5/2024 Range: 800 Range: 840
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 22.323 1,786 3,869 46,432 01 29.914 2,393 5,185 62,221 02 23.439 1,875 4,063 48,753 02 31.410 2,513 5,444 65,333 03 24.611 1,969 4,266 51,191 03 32.979 2,638 5,716 68,596 04 25.842 2,067 4,479 53,751 04 34.628 2,770 6,002 72,026 05 27.133 2,171 4,703 56,437 05 36.359 2,909 6,302 75,627 06 28.490 2,279 4,938 59,259 06 38.177 3,054 6,617 79,408 Range: 803 Range: 843
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.115 1,849 4,007 48,079 01 30.548 2,444 5,295 63,540 02 24.270 1,942 4,207 50,482 02 32.075 2,566 5,560 66,716 03 25.484 2,039 4,417 53,007 03 33.680 2,694 5,838 70,054 04 26.758 2,141 4,638 55,657 04 35.362 2,829 6,129 73,553 05 28.096 2,248 4,870 58,440 05 37.131 2,970 6,436 77,232 06 29.501 2,360 5,114 61,362 06 38.988 3,119 6,758 81,095 Range: 805 Range: 860
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.842 1,987 4,306 51,671 01 32.058 2,565 5,557 66,681 02 26.085 2,087 4,521 54,257 02 33.660 2,693 5,834 70,013 03 27.389 2,191 4,747 56,969 03 35.343 2,827 6,126 73,513 04 28.758 2,301 4,985 59,817 04 37.110 2,969 6,432 77,189 05 30.197 2,416 5,234 62,810 05 38.966 3,117 6,754 81,049 06 31.706 2,536 5,496 65,948 06 40.915 3,273 7,092 85,103 Range: 809 Range: 863
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.976 2,078 4,503 54,030 01 32.908 2,633 5,704 68,449 02 27.274 2,182 4,727 56,730 02 34.554 2,764 5,989 71,872 03 28.638 2,291 4,964 59,567 03 36.282 2,903 6,289 75,467 04 30.070 2,406 5,212 62,546 04 38.094 3,048 6,603 79,236 05 31.573 2,526 5,473 65,672 05 39.999 3,200 6,933 83,198 06 33.152 2,652 5,746 68,956 06 42.000 3,360 7,280 87,360 Range: 810 Range: 865
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 26.085 2,087 4,521 54,257 01 34.192 2,735 5,927 71,119 02 27.389 2,191 4,747 56,969 02 35.901 2,872 6,223 74,674 03 28.758 2,301 4,985 59,817 03 37.696 3,016 6,534 78,408 04 30.197 2,416 5,234 62,810 04 39.582 3,167 6,861 82,331 05 31.706 2,536 5,496 65,948 05 41.562 3,325 7,204 86,449 06 33.292 2,663 5,771 69,247 06 43.640 3,491 7,564 90,771 Range: 820 Range: 870
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.456 2,276 4,932 59,188 01 35.451 2,836 6,145 73,738 02 29.878 2,390 5,179 62,146 02 37.224 2,978 6,452 77,426 03 31.372 2,510 5,438 65,254 03 39.085 3,127 6,775 81,297 04 32.940 2,635 5,710 68,515 04 41.039 3,283 7,113 85,361 05 34.587 2,767 5,995 71,941 05 43.091 3,447 7,469 89,629 06 36.317 2,905 6,295 75,539 06 45.247 3,620 7,843 94,114 Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 8/19/23 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Dates: 8/19/2023 - 7/5/2024 Range: 873 Range: 885
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 36.046 2,884 6,248 74,976 01 45.105 3,608 7,818 93,818 02 37.849 3,028 6,560 78,726 02 47.360 3,789 8,209 98,509 03 39.740 3,179 6,888 82,659 03 49.730 3,978 8,620 103,438 04 41.727 3,338 7,233 86,792 04 52.216 4,177 9,051 108,609 05 43.815 3,505 7,595 91,135 05 54.826 4,386 9,503 114,038 06 46.005 3,680 7,974 95,690 06 57.568 4,605 9,978 119,741 Range: 875 Range: 890
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 37.311 2,985 6,467 77,607 01 46.434 3,715 8,049 96,583 02 39.176 3,134 6,791 81,486 02 48.754 3,900 8,451 101,408 03 41.135 3,291 7,130 85,561 03 51.192 4,095 8,873 106,479 04 43.192 3,455 7,487 89,839 04 53.753 4,300 9,317 111,806 05 45.351 3,628 7,861 94,330 05 56.440 4,515 9,783 117,395 06 47.618 3,809 8,254 99,045 06 59.262 4,741 10,272 123,265 Range: 877 Range: 895
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 39.720 3,178 6,885 82,618 01 48.737 3,899 8,448 101,373 02 41.705 3,336 7,229 86,746 02 51.175 4,094 8,870 106,444 03 43.791 3,503 7,590 91,085 03 53.733 4,299 9,314 111,765 04 45.980 3,678 7,970 95,638 04 56.420 4,514 9,779 117,354 05 48.279 3,862 8,368 100,420 05 59.240 4,739 10,268 123,219 06 50.693 4,055 8,787 105,441 06 62.203 4,976 10,782 129,382 Range: 880 Range: 896
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 41.196 3,296 7,141 85,688 01 50.514 4,041 8,756 105,069 02 43.256 3,460 7,498 89,972 02 53.040 4,243 9,194 110,323 03 45.418 3,633 7,872 94,469 03 55.691 4,455 9,653 115,837 04 47.690 3,815 8,266 99,195 04 58.477 4,678 10,136 121,632 05 50.074 4,006 8,679 104,154 05 61.400 4,912 10,643 127,712 06 52.577 4,206 9,113 109,360 06 64.470 5,158 11,175 134,098 Range: 881 Range: 897
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 42.534 3,403 7,373 88,471 01 51.652 4,132 8,953 107,436 02 44.661 3,573 7,741 92,895 02 54.234 4,339 9,401 112,807 03 46.894 3,752 8,128 97,540 03 56.945 4,556 9,870 118,446 04 49.238 3,939 8,535 102,415 04 59.793 4,783 10,364 124,369 05 51.701 4,136 8,962 107,538 05 62.783 5,023 10,882 130,589 06 54.285 4,343 9,409 112,913 06 65.922 5,274 11,426 137,118 Range: 883 Range: 898
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 43.687 3,495 7,572 90,869 01 52.693 4,215 9,133 109,601 02 45.872 3,670 7,951 95,414 02 55.327 4,426 9,590 115,080 03 48.166 3,853 8,349 100,185 03 58.093 4,647 10,069 120,833 04 50.573 4,046 8,766 105,192 04 60.998 4,880 10,573 126,876 05 53.103 4,248 9,205 110,454 05 64.048 5,124 11,102 133,220 06 55.757 4,461 9,665 115,975 06 67.251 5,380 11,657 139,882 Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 8/19/23 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Dates: 8/19/2023 - 7/5/2024 Range: 899
Step Hourly Bi-Weekly Monthly Annually
01 61.745 4,940 10,702 128,430
02 64.831 5,186 11,237 134,848
03 68.073 5,446 11,799 141,592
04 71.477 5,718 12,389 148,672
05 75.050 6,004 13,009 156,104
06 78.804 6,304 13,659 163,912
Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 8/19/23 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Dates: 7/6/2024 - 7/4/2025 Range: 800 Range: 840
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 23.216 1,857 4,024 48,289 01 31.111 2,489 5,393 64,711 02 24.377 1,950 4,225 50,704 02 32.666 2,613 5,662 67,945 03 25.595 2,048 4,436 53,238 03 34.298 2,744 5,945 71,340 04 26.876 2,150 4,659 55,902 04 36.013 2,881 6,242 74,907 05 28.218 2,257 4,891 58,693 05 37.813 3,025 6,554 78,651 06 29.630 2,370 5,136 61,630 06 39.704 3,176 6,882 82,584 Range: 803 Range: 843
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.040 1,923 4,167 50,003 01 31.770 2,542 5,507 66,082 02 25.241 2,019 4,375 52,501 02 33.358 2,669 5,782 69,385 03 26.503 2,120 4,594 55,126 03 35.027 2,802 6,071 72,856 04 27.828 2,226 4,824 57,882 04 36.776 2,942 6,375 76,494 05 29.220 2,338 5,065 60,778 05 38.616 3,089 6,693 80,321 06 30.681 2,454 5,318 63,816 06 40.548 3,244 7,028 84,340 Range: 805 Range: 860
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.836 2,067 4,478 53,739 01 33.340 2,667 5,779 69,347 02 27.128 2,170 4,702 56,426 02 35.006 2,800 6,068 72,812 03 28.485 2,279 4,937 59,249 03 36.757 2,941 6,371 76,455 04 29.908 2,393 5,184 62,209 04 38.594 3,088 6,690 80,276 05 31.405 2,512 5,444 65,322 05 40.525 3,242 7,024 84,292 06 32.974 2,638 5,715 68,586 06 42.552 3,404 7,376 88,508 Range: 809 Range: 863
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.015 2,161 4,683 56,191 01 34.224 2,738 5,932 71,186 02 28.365 2,269 4,917 58,999 02 35.936 2,875 6,229 74,747 03 29.784 2,383 5,163 61,951 03 37.733 3,019 6,540 78,485 04 31.273 2,502 5,421 65,048 04 39.618 3,169 6,867 82,405 05 32.836 2,627 5,692 68,299 05 41.599 3,328 7,210 86,526 06 34.478 2,758 5,976 71,714 06 43.680 3,494 7,571 90,854 Range: 810 Range: 865
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.128 2,170 4,702 56,426 01 35.560 2,845 6,164 73,965 02 28.485 2,279 4,937 59,249 02 37.337 2,987 6,472 77,661 03 29.908 2,393 5,184 62,209 03 39.204 3,136 6,795 81,544 04 31.405 2,512 5,444 65,322 04 41.165 3,293 7,135 85,623 05 32.974 2,638 5,715 68,586 05 43.224 3,458 7,492 89,906 06 34.624 2,770 6,001 72,018 06 45.386 3,631 7,867 94,403 Range: 820 Range: 870
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.594 2,368 5,130 61,556 01 36.869 2,950 6,391 76,688 02 31.073 2,486 5,386 64,632 02 38.713 3,097 6,710 80,523 03 32.627 2,610 5,655 67,864 03 40.648 3,252 7,046 84,548 04 34.258 2,741 5,938 71,257 04 42.681 3,414 7,398 88,776 05 35.970 2,878 6,235 74,818 05 44.815 3,585 7,768 93,215 06 37.770 3,022 6,547 78,562 06 47.057 3,765 8,157 97,879 Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 7/6/24 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Dates: 7/6/2024 - 7/4/2025 Range: 873 Range: 885
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 37.488 2,999 6,498 77,975 01 46.909 3,753 8,131 97,571 02 39.363 3,149 6,823 81,875 02 49.254 3,940 8,537 102,448 03 41.330 3,306 7,164 85,966 03 51.719 4,138 8,965 107,576 04 43.396 3,472 7,522 90,264 04 54.305 4,344 9,413 112,954 05 45.568 3,645 7,898 94,781 05 57.019 4,562 9,883 118,600 06 47.845 3,828 8,293 99,518 06 59.871 4,790 10,378 124,532 Range: 875 Range: 890
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 38.803 3,104 6,726 80,710 01 48.291 3,863 8,370 100,445 02 40.743 3,259 7,062 84,745 02 50.704 4,056 8,789 105,464 03 42.780 3,422 7,415 88,982 03 53.240 4,259 9,228 110,739 04 44.920 3,594 7,786 93,434 04 55.903 4,472 9,690 116,278 05 47.165 3,773 8,175 98,103 05 58.698 4,696 10,174 122,092 06 49.523 3,962 8,584 103,008 06 61.632 4,931 10,683 128,195 Range: 877 Range: 895
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 41.309 3,305 7,160 85,923 01 50.686 4,055 8,786 105,427 02 43.373 3,470 7,518 90,216 02 53.222 4,258 9,225 110,702 03 45.543 3,643 7,894 94,729 03 55.882 4,471 9,686 116,235 04 47.819 3,826 8,289 99,464 04 58.677 4,694 10,171 122,048 05 50.210 4,017 8,703 104,437 05 61.610 4,929 10,679 128,149 06 52.721 4,218 9,138 109,660 06 64.691 5,175 11,213 134,557 Range: 880 Range: 896
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 42.844 3,428 7,426 89,116 01 52.535 4,203 9,106 109,273 02 44.986 3,599 7,798 93,571 02 55.162 4,413 9,561 114,737 03 47.235 3,779 8,187 98,249 03 57.919 4,634 10,039 120,472 04 49.598 3,968 8,597 103,164 04 60.816 4,865 10,541 126,497 05 52.077 4,166 9,027 108,320 05 63.856 5,108 11,068 132,820 06 54.680 4,374 9,478 113,734 06 67.049 5,364 11,622 139,462 Range: 881 Range: 897
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 44.235 3,539 7,667 92,009 01 53.718 4,297 9,311 111,733 02 46.447 3,716 8,051 96,610 02 56.403 4,512 9,777 117,318 03 48.770 3,902 8,453 101,442 03 59.223 4,738 10,265 123,184 04 51.208 4,097 8,876 106,513 04 62.185 4,975 10,779 129,345 05 53.769 4,302 9,320 111,840 05 65.294 5,224 11,318 135,812 06 56.456 4,516 9,786 117,428 06 68.559 5,485 11,884 142,603 Range: 883 Range: 898
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 45.434 3,635 7,875 94,503 01 54.801 4,384 9,499 113,986 02 47.707 3,817 8,269 99,231 02 57.540 4,603 9,974 119,683 03 50.093 4,007 8,683 104,193 03 60.417 4,833 10,472 125,667 04 52.596 4,208 9,117 109,400 04 63.438 5,075 10,996 131,951 05 55.227 4,418 9,573 114,872 05 66.610 5,329 11,546 138,549 06 57.987 4,639 10,051 120,613 06 69.941 5,595 12,123 145,477 Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 7/6/24 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Dates: 7/6/2024 - 7/4/2025 Range: 899
Step Hourly Bi-Weekly Monthly Annually
01 64.215 5,137 11,131 133,567
02 67.424 5,394 11,687 140,242
03 70.796 5,664 12,271 147,256
04 74.336 5,947 12,885 154,619
05 78.052 6,244 13,529 162,348
06 81.956 6,556 14,206 170,468
Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 7/6/24 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Dates: 7/5/2025 - 7/3/2026 Range: 530 Range: 840
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.145 1,932 4,185 50,222 01 32.355 2,588 5,608 67,298 02 25.352 2,028 4,394 52,732 02 33.973 2,718 5,889 70,664 03 26.619 2,130 4,614 55,368 03 35.670 2,854 6,183 74,194 04 27.951 2,236 4,845 58,138 04 37.454 2,996 6,492 77,904 05 29.347 2,348 5,087 61,042 05 39.326 3,146 6,817 81,798 06 30.815 2,465 5,341 64,095 06 41.292 3,303 7,157 85,887 Range: 803 Range: 843
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.002 2,000 4,334 52,004 01 33.041 2,643 5,727 68,725 02 26.251 2,100 4,550 54,602 02 34.692 2,775 6,013 72,159 03 27.563 2,205 4,778 57,331 03 36.428 2,914 6,314 75,770 04 28.941 2,315 5,016 60,197 04 38.247 3,060 6,629 79,554 05 30.389 2,431 5,267 63,209 05 40.161 3,213 6,961 83,535 06 31.908 2,553 5,531 66,369 06 42.170 3,374 7,309 87,714 Range: 805 Range: 860
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 26.869 2,150 4,657 55,888 01 34.674 2,774 6,010 72,122 02 28.213 2,257 4,890 58,683 02 36.406 2,912 6,310 75,724 03 29.624 2,370 5,135 61,618 03 38.227 3,058 6,626 79,512 04 31.104 2,488 5,391 64,696 04 40.138 3,211 6,957 83,487 05 32.661 2,613 5,661 67,935 05 42.146 3,372 7,305 87,664 06 34.293 2,743 5,944 71,329 06 44.254 3,540 7,671 92,048 Range: 809 Range: 863
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.096 2,248 4,870 58,440 01 35.593 2,847 6,169 74,033 02 29.500 2,360 5,113 61,360 02 37.373 2,990 6,478 77,736 03 30.975 2,478 5,369 64,428 03 39.242 3,139 6,802 81,623 04 32.524 2,602 5,637 67,650 04 41.203 3,296 7,142 85,702 05 34.149 2,732 5,919 71,030 05 43.263 3,461 7,499 89,987 06 35.857 2,869 6,215 74,583 06 45.427 3,634 7,874 94,488 Range: 810 Range: 865
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.213 2,257 4,890 58,683 01 36.982 2,959 6,410 76,923 02 29.624 2,370 5,135 61,618 02 38.830 3,106 6,731 80,766 03 31.104 2,488 5,391 64,696 03 40.772 3,262 7,067 84,806 04 32.661 2,613 5,661 67,935 04 42.812 3,425 7,421 89,049 05 34.293 2,743 5,944 71,329 05 44.953 3,596 7,792 93,502 06 36.009 2,881 6,242 74,899 06 47.201 3,776 8,182 98,178 Range: 820 Range: 870
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 30.778 2,462 5,335 64,018 01 38.344 3,068 6,646 79,756 02 32.316 2,585 5,601 67,217 02 40.262 3,221 6,979 83,745 03 33.932 2,715 5,882 70,579 03 42.274 3,382 7,327 87,930 04 35.628 2,850 6,176 74,106 04 44.388 3,551 7,694 92,327 05 37.409 2,993 6,484 77,811 05 46.608 3,729 8,079 96,945 06 39.281 3,142 6,809 81,704 06 48.939 3,915 8,483 101,793 Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 7/5/25 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Dates: 7/5/2025 - 7/3/2026 Range: 873 Range: 885
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 38.988 3,119 6,758 81,095 01 48.785 3,903 8,456 101,473 02 40.938 3,275 7,096 85,151 02 51.224 4,098 8,879 106,546 03 42.983 3,439 7,450 89,405 03 53.788 4,303 9,323 111,879 04 45.132 3,611 7,823 93,875 04 56.477 4,518 9,789 117,472 05 47.391 3,791 8,214 98,573 05 59.300 4,744 10,279 123,344 06 49.759 3,981 8,625 103,499 06 62.266 4,981 10,793 129,513 Range: 875 Range: 890
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 40.355 3,228 6,995 83,938 01 50.223 4,018 8,705 104,464 02 42.373 3,390 7,345 88,136 02 52.732 4,219 9,140 109,683 03 44.491 3,559 7,712 92,541 03 55.370 4,430 9,597 115,170 04 46.717 3,737 8,098 97,171 04 58.139 4,651 10,077 120,929 05 49.052 3,924 8,502 102,028 05 61.046 4,884 10,581 126,976 06 51.504 4,120 8,927 107,128 06 64.097 5,128 11,110 133,322 Range: 877 Range: 895
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 42.961 3,437 7,447 89,359 01 52.713 4,217 9,137 109,643 02 45.108 3,609 7,819 93,825 02 55.351 4,428 9,594 115,130 03 47.365 3,789 8,210 98,519 03 58.117 4,649 10,074 120,883 04 49.732 3,979 8,620 103,443 04 61.024 4,882 10,577 126,930 05 52.218 4,177 9,051 108,613 05 64.074 5,126 11,106 133,274 06 54.830 4,386 9,504 114,046 06 67.279 5,382 11,662 139,940 Range: 880 Range: 896
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 44.558 3,565 7,723 92,681 01 54.636 4,371 9,470 113,643 02 46.785 3,743 8,109 97,313 02 57.368 4,589 9,944 119,325 03 49.124 3,930 8,515 102,178 03 60.236 4,819 10,441 125,291 04 51.582 4,127 8,941 107,291 04 63.249 5,060 10,963 131,558 05 54.160 4,333 9,388 112,653 05 66.410 5,313 11,511 138,133 06 56.867 4,549 9,857 118,283 06 69.731 5,578 12,087 145,040 Range: 881 Range: 897
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 46.004 3,680 7,974 95,688 01 55.867 4,469 9,684 116,203 02 48.305 3,864 8,373 100,474 02 58.659 4,693 10,168 122,011 03 50.721 4,058 8,792 105,500 03 61.592 4,927 10,676 128,111 04 53.256 4,260 9,231 110,772 04 64.672 5,174 11,210 134,518 05 55.920 4,474 9,693 116,314 05 67.906 5,432 11,770 141,244 06 58.714 4,697 10,177 122,125 06 71.301 5,704 12,359 148,306 Range: 883 Range: 898
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 47.251 3,780 8,190 98,282 01 56.993 4,559 9,879 118,545 02 49.615 3,969 8,600 103,199 02 59.842 4,787 10,373 124,471 03 52.097 4,168 9,030 108,362 03 62.834 5,027 10,891 130,695 04 54.700 4,376 9,481 113,776 04 65.976 5,278 11,436 137,230 05 57.436 4,595 9,956 119,467 05 69.274 5,542 12,007 144,090 06 60.306 4,824 10,453 125,436 06 72.739 5,819 12,608 151,297 Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 7/5/25 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Dates: 7/5/2025 - 7/3/2026 Range: 899
Step Hourly Bi-Weekly Monthly Annually
01 66.784 5,343 11,576 138,911
02 70.121 5,610 12,154 145,852
03 73.628 5,890 12,762 153,146
04 77.309 6,185 13,400 160,803
05 81.174 6,494 14,070 168,842
06 85.234 6,819 14,774 177,287
Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 7/5/25 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Date: 7/4/2026 Range: 800 Range: 840
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 24.869 1,990 4,311 51,728 01 33.326 2,666 5,777 69,318 02 26.113 2,089 4,526 54,315 02 34.992 2,799 6,065 72,783 03 27.418 2,193 4,752 57,029 03 36.740 2,939 6,368 76,419 04 28.790 2,303 4,990 59,883 04 38.578 3,086 6,687 80,242 05 30.227 2,418 5,239 62,872 05 40.506 3,240 7,021 84,252 06 31.739 2,539 5,501 66,017 06 42.531 3,402 7,372 88,464 Range: 803 Range: 843
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 25.752 2,060 4,464 53,564 01 34.032 2,723 5,899 70,787 02 27.039 2,163 4,687 56,241 02 35.733 2,859 6,194 74,325 03 28.390 2,271 4,921 59,051 03 37.521 3,002 6,504 78,044 04 29.809 2,385 5,167 62,003 04 39.394 3,152 6,828 81,940 05 31.301 2,504 5,426 65,106 05 41.366 3,309 7,170 86,041 06 32.865 2,629 5,697 68,359 06 43.435 3,475 7,529 90,345 Range: 805 Range: 860
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 27.675 2,214 4,797 57,564 01 35.714 2,857 6,190 74,285 02 29.059 2,325 5,037 60,443 02 37.498 3,000 6,500 77,996 03 30.513 2,441 5,289 63,467 03 39.374 3,150 6,825 81,898 04 32.037 2,563 5,553 66,637 04 41.342 3,307 7,166 85,991 05 33.641 2,691 5,831 69,973 05 43.410 3,473 7,524 90,293 06 35.322 2,826 6,122 73,470 06 45.582 3,647 7,901 94,811 Range: 809 Range: 863
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 28.939 2,315 5,016 60,193 01 36.661 2,933 6,355 76,255 02 30.385 2,431 5,267 63,201 02 38.494 3,080 6,672 80,068 03 31.904 2,552 5,530 66,360 03 40.419 3,234 7,006 84,072 04 33.500 2,680 5,807 69,680 04 42.439 3,395 7,356 88,273 05 35.173 2,814 6,097 73,160 05 44.561 3,565 7,724 92,687 06 36.933 2,955 6,402 76,821 06 46.790 3,743 8,110 97,323 Range: 810 Range: 865
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 29.059 2,325 5,037 60,443 01 38.091 3,047 6,602 79,229 02 30.513 2,441 5,289 63,467 02 39.995 3,200 6,932 83,190 03 32.037 2,563 5,553 66,637 03 41.995 3,360 7,279 87,350 04 33.641 2,691 5,831 69,973 04 44.096 3,528 7,643 91,720 05 35.322 2,826 6,122 73,470 05 46.302 3,704 8,026 96,308 06 37.089 2,967 6,429 77,145 06 48.617 3,889 8,427 101,123 Range: 820 Range: 870
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 31.701 2,536 5,495 65,938 01 39.494 3,160 6,846 82,148 02 33.285 2,663 5,769 69,233 02 41.470 3,318 7,188 86,258 03 34.950 2,796 6,058 72,696 03 43.542 3,483 7,547 90,567 04 36.697 2,936 6,361 76,330 04 45.720 3,658 7,925 95,098 05 38.531 3,082 6,679 80,144 05 48.006 3,840 8,321 99,852 06 40.459 3,237 7,013 84,155 06 50.407 4,033 8,737 104,847 Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 7/4/26 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Date: 7/4/2026 Range: 873 Range: 885
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 40.158 3,213 6,961 83,529 01 50.249 4,020 8,710 104,518 02 42.166 3,373 7,309 87,705 02 52.761 4,221 9,145 109,743 03 44.272 3,542 7,674 92,086 03 55.402 4,432 9,603 115,236 04 46.486 3,719 8,058 96,691 04 58.171 4,654 10,083 120,996 05 48.813 3,905 8,461 101,531 05 61.079 4,886 10,587 127,044 06 51.252 4,100 8,884 106,604 06 64.134 5,131 11,117 133,399 Range: 875 Range: 890
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 41.566 3,325 7,205 86,457 01 51.730 4,138 8,967 107,598 02 43.644 3,492 7,565 90,780 02 54.314 4,345 9,414 112,973 03 45.826 3,666 7,943 95,318 03 57.031 4,562 9,885 118,624 04 48.119 3,850 8,341 100,088 04 59.883 4,791 10,380 124,557 05 50.524 4,042 8,757 105,090 05 62.877 5,030 10,899 130,784 06 53.049 4,244 9,195 110,342 06 66.020 5,282 11,443 137,322 Range: 877 Range: 895
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 44.250 3,540 7,670 92,040 01 54.294 4,344 9,411 112,932 02 46.461 3,717 8,053 96,639 02 57.012 4,561 9,882 118,585 03 48.786 3,903 8,456 101,475 03 59.861 4,789 10,376 124,511 04 51.224 4,098 8,879 106,546 04 62.855 5,028 10,895 130,738 05 53.785 4,303 9,323 111,873 05 65.996 5,280 11,439 137,272 06 56.475 4,518 9,789 117,468 06 69.297 5,544 12,011 144,138 Range: 880 Range: 896
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 45.895 3,672 7,955 95,462 01 56.275 4,502 9,754 117,052 02 48.189 3,855 8,353 100,233 02 59.089 4,727 10,242 122,905 03 50.598 4,048 8,770 105,244 03 62.043 4,963 10,754 129,049 04 53.129 4,250 9,209 110,508 04 65.146 5,212 11,292 135,504 05 55.785 4,463 9,669 116,033 05 68.402 5,472 11,856 142,276 06 58.573 4,686 10,153 121,832 06 71.823 5,746 12,449 149,392 Range: 881 Range: 897
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 47.384 3,791 8,213 98,559 01 57.543 4,603 9,974 119,689 02 49.754 3,980 8,624 103,488 02 60.419 4,834 10,473 125,672 03 52.243 4,179 9,055 108,665 03 63.440 5,075 10,996 131,955 04 54.854 4,388 9,508 114,096 04 66.612 5,329 11,546 138,553 05 57.598 4,608 9,984 119,804 05 69.943 5,595 12,123 145,481 06 60.475 4,838 10,482 125,788 06 73.440 5,875 12,730 152,755 Range: 883 Range: 898
Step Hourly Bi-Weekly Monthly Annually Step Hourly Bi-Weekly Monthly Annually 01 48.669 3,894 8,436 101,232 01 58.703 4,696 10,175 122,102 02 51.103 4,088 8,858 106,294 02 61.637 4,931 10,684 128,205 03 53.660 4,293 9,301 111,613 03 64.719 5,178 11,218 134,616 04 56.341 4,507 9,766 117,189 04 67.955 5,436 11,779 141,346 05 59.159 4,733 10,254 123,051 05 71.352 5,708 12,368 148,412 06 62.115 4,969 10,767 129,199 06 74.921 5,994 12,986 155,836 Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 7/4/26 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A
Salary Schedule: Confidential/NonRepresented Effective Date: 7/4/2026 Range: 899
Step Hourly Bi-Weekly Monthly Annually
01 68.788 5,503 11,923 143,079
02 72.225 5,778 12,519 150,228
03 75.837 6,067 13,145 157,741
04 79.628 6,370 13,802 165,626
05 83.609 6,689 14,492 173,907
06 87.791 7,023 15,217 182,605
Confidential/NonRepresented Salary Schedule
Confidential/NonRepresented Unit Effective 7/4/26 per Reso 2023-XXX approved and adopted on 8/15/2023
APPENDIX A