SALARY RANGES
11 RANGE 89 89/01 89/02 89/03 89/04 89/05 89/06
Hourly 71.92 75.51 79.29 83.25 87.42 91.79
BI-WEEKLY 5,753.32 6,040.99 6,343.04 6,660.19 6,993.20 7,342.86 ANNUAL 149,586.40 157,065.72 164,919.02 173,164.96 181,823.21 190,914.37 12,466 15,910 RANGE 90 90/01 90/02 90/03 90/04 90/05 90/06
Hourly 73.72 77.40 81.27 85.34 89.60 94.08
BI-WEEKLY 5,897.33 6,192.20 6,501.81 6,826.90 7,168.24 7,526.65 ANNUAL 153,330.56 160,997.09 169,046.94 177,499.28 186,374.25 195,692.96 12,778 16,308 RANGE 91 91/01 91/02 91/03 91/04 91/05 91/06
Hourly 75.56 79.34 83.31 87.47 91.85 96.44
BI-WEEKLY 6,045.01 6,347.26 6,664.62 6,997.85 7,347.74 7,715.13 ANNUAL 157,170.18 165,028.70 173,280.13 181,944.14 191,041.35 200,593.41 13,098 16,716 RANGE 92 92/01 92/02 92/03 92/04 92/05 92/06
Hourly 77.45 81.33 85.39 89.66 94.15 98.85
BI-WEEKLY 6,196.36 6,506.18 6,831.48 7,173.06 7,531.71 7,908.30 ANNUAL 161,105.29 169,160.56 177,618.59 186,499.52 195,824.49 205,615.72 13,425 17,135 RANGE 93 93/01 93/02 93/03 93/04 93/05 93/06
Hourly 79.39 83.36 87.53 91.90 96.50 101.32
BI-WEEKLY 6,351.03 6,668.58 7,002.01 7,352.11 7,719.72 8,105.70 ANNUAL 165,126.78 173,383.13 182,052.29 191,154.90 200,712.64 210,748.27 13,761 17,562 RANGE 94 94/01 94/02 94/03 94/04 94/05 94/06
Hourly 81.38 85.45 89.72 94.20 98.91 103.86
BI-WEEKLY 6,510.16 6,835.67 7,177.45 7,536.33 7,913.14 8,308.80 ANNUAL 169,264.22 177,727.43 186,613.80 195,944.49 205,741.72 216,028.81 14,105 18,002 RANGE 95 95/01 95/02 95/03 95/04 95/05 95/06
Hourly 83.04 87.19 91.55 96.12 100.93 105.98
BI-WEEKLY 6,642.80 6,974.94 7,323.69 7,689.87 8,074.37 8,478.09 ANNUAL 172,712.84 181,348.48 190,415.91 199,936.71 209,933.54 220,430.21 14,393 18,369 RANGE 96 96/01 96/02 96/03 96/04 96/05 96/06
Hourly 85.11 89.37 93.84 98.53 103.46 108.63
BI-WEEKLY 6,809.02 7,149.47 7,506.94 7,882.29 8,276.40 8,690.22 ANNUAL 177,034.41 185,886.14 195,180.44 204,939.46 215,186.44 225,945.76 14,753 18,829 RANGE 97 97/01 97/02 97/03 97/04 97/05 97/06
Hourly 87.24 91.61 96.19 101.00 106.05 111.35
BI-WEEKLY 6,979.51 7,328.49 7,694.91 8,079.66 8,483.64 8,907.83 ANNUAL 181,467.38 190,540.75 200,067.78 210,071.18 220,574.73 231,603.47 15,122 19,300 RANGE 98 98/01 98/02 98/03 98/04 98/05 98/06
Hourly 89.43 93.90 98.59 103.52 108.70 114.13
BI-WEEKLY 7,154.12 7,511.83 7,887.42 8,281.79 8,695.88 9,130.67 ANNUAL 186,007.19 195,307.55 205,072.92 215,326.57 226,092.90 237,397.54 15,501 19,783 RANGE 99 99/01 99/02 99/03 99/04 99/05 99/06
Hourly 91.66 96.25 101.06 106.11 111.42 116.99
BI-WEEKLY 7,333.01 7,699.67 8,084.65 8,488.88 8,913.33 9,358.99 ANNUAL 190,658.39 200,191.31 210,200.88 220,710.92 231,746.47 243,333.79 15,888 20,278 RANGE 100 100/01 100/02 100/03 100/04 100/05 100/06
Hourly 93.95 98.65 103.58 108.76 114.20 119.91
BI-WEEKLY 7,516.19 7,892.00 8,286.60 8,700.93 9,135.98 9,592.78 ANNUAL 195,420.99 205,192.03 215,451.64 226,224.22 237,535.43 249,412.20 16,285 20,784
EFFECTIVE 7/1/2023 Monthly Monthly
Low High
FIRE RANGE 06P-40 HRS 06P/01 06P/02 06P/03 06P/04 06P/05 06P/06 HOURLY 38.31 40.23 42.24 44.35 46.57 48.90
BI-WEEKLY 3,065.12 3,218.37 3,379.29 3,548.26 3,725.67 3,911.95 06P ANNUAL 79,693.04 83,677.69 87,861.58 92,254.66 96,867.39 101,710.76 6,641 8,476 FIRE RANGE 07P-40 HRS 07P/01 07P/02 07P/03 07P/04 07P/05 07P/06 HOURLY 41.38 43.45 45.62 47.90 50.30 52.82
BI-WEEKLY 3,310.57 3,476.10 3,649.90 3,832.40 4,024.02 4,225.22 07P ANNUAL 86,074.80 90,378.54 94,897.47 99,642.34 104,624.46 109,855.68 7,173 9,155 FIRE RANGE 08PC-40 HRS 08PC/01 08PC/02 08PC/03 08PC/04 08PC/05 08PC/06 HOURLY 49.14 51.60 54.18 56.89 59.73 62.72
BI-WEEKLY 3,931.31 4,127.87 4,334.27 4,550.98 4,778.53 5,017.46 08PC ANNUAL 102,214.02 107,324.72 112,690.96 118,325.50 124,241.78 130,453.87 8,518 10,871 FIRE RANGE FP06-56 HRS FP06/01 FP06/02 FP06/03 FP06/04 FP06/05 FP06/06 HOURLY 27.37 28.74 30.17 31.68 33.26 34.93
BI-WEEKLY 3,065.12 3,218.37 3,379.29 3,548.26 3,725.67 3,911.95 FP06 ANNUAL 79,693.04 83,677.69 87,861.58 92,254.66 96,867.39 101,710.76 6,641 8,476 FIRE RANGE FP07-56 HRS FP07/01 FP07/02 FP07/03 FP07/04 FP07/05 FP07/06 HOURLY 29.56 31.04 32.59 34.22 35.93 37.73
BI-WEEKLY 3,310.57 3,476.10 3,649.90 3,832.40 4,024.02 4,225.22 FP07 ANNUAL 86,074.80 90,378.54 94,897.47 99,642.34 104,624.46 109,855.68 7,173 9,155 FIRE RANGE FP08C-56 HRS FP08C/01 FP08C/02 FP08C/03 FP08C/04 FP08C/05 FP08C/06 HOURLY 35.10 36.86 38.70 40.63 42.67 44.80
BI-WEEKLY 3,931.31 4,127.87 4,334.27 4,550.98 4,778.53 5,017.46 FP08C ANNUAL 102,214.02 107,324.72 112,690.96 118,325.50 124,241.78 130,453.87 8,518 10,871 FP09 FP09 ANNUAL 56,704.85 4,725 4,725
FIRE RANGES
Personnel Rules
ARTICLE VII – LEAVE OF ABSENCE
Section 5 - Sick Leave
Sick leave is not a right, it is a privilege. If the City has cause to doubt the validity of an employee's use of sick leave, the City may require a doctor's certificate.
Sick leave benefits are subject to the Healthy Workplaces/Healthy Families Act of 2014, and any subsequently adopted state regulations. If there is a conflict between these Personnel Rules and the requirements of the Healthy Workplaces/Healthy Families Act of 2014 or any duly adopted state regulations, the Healthy Workplaces/Healthy Families Act and/or state regulations shall prevail.
If there is a conflict between this Section of the Personnel Rules regarding sick leave and any Memorandum of Understanding (“MOU”) that applies to an employee, the terms of the MOU shall prevail.
(a) Sick Leave Definition: Sick leave is defined as a necessary absence from work due to an employee's illness, injury, exposure to contagious disease, serious disability while on a scheduled vacation, or an authorized absence for medical or dental care. Sick leave also included a necessary absence due to the illness or injury of a parent, child, or spouse or domestic partner. (Labor Code 2303).
(b) Sick Leave Permitted: Employees should refer to their applicable Memorandum of Understanding for permitted sick leave uses. (c) In accordance with the Healthy Workplaces/Healthy Families Act of 2014, employees may use up to 3 days of paid time off for sick leave for the following purposes:
A) Diagnosis, care, or treatment of an existing health condition of, or preventive care for, an employee or an employee's family member.
Family member includes any of the following:
1. A child, including biological, adopted, or foster child, stepchild, legal ward , or a child to whom the employee stands in loco parentis, regard less of the child 's age or dependency status.
2. A biological, adoptive, or foster parent, stepparent, or legal guardian of an employee or the employee's spouse
or registered domestic partner, or a person who stood in loco parentis when the employee was a minor child.
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Attachment 12
3. A spouse.
4. A registered domestic partner.
5. A grandparent
6. A grandchild
7. A sibling
B) For an employee who is a victim of domestic violence, sexual assault, or stalking:
1. To obtain or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order, or other injunctive relief, to help ensure the health, safety, or welfare of the employee or his or her child.
2. To seek medical attention for injuries caused by domestic violence, sexual assault, or stalking.
3. To obtain services from a domestic violence shelter, program, or rape crisis center as a result of domestic
violence, sexual assault, or stalking.
4. To obtain psychological counseling related to an
experience of domestic violence, sexual assault, or
stalking.
5. To participate in safety planning and take other actions to increase safety from future domestic violence, sexual
assault, or stalking, including temporary or permanent
relocation.
Implementation of the Healthy Workplaces/Healthy Families Act of 2014, as stated above, does not impact the applicability of the Kin Care law (as reflected in Section 6 below) that allows employees to use up to one-half (1/2) of the sick leave that they accrue annually to take time off to care for a sick family member. (d) Sick Leave Usage for Family Bonding Time:
1. For Fire Service Employees:
Employees are permitted to use up to 132 hours of sick leave for bonding
time after the birth or adoption of a child, in accordance with Federal or State laws, provided that the employee maintains a minimum sick leave balance of 60 sick leave hours after the use of the sick leave for bonding time.
2. For General and Confidential Employees:
Employees are permitted to use up to 132 hours of sick leave for bonding time after the birth or adoption of a child, in accordance with Federal or State laws, provided that the employee maintains a minimum sick leave balance of 44 sick leave hours after the use of the sick leave for bonding time.
An employee who is eligible for and claims State Disability Insurance for baby bonding will not be permitted to use any accrued sick leave for bonding time after the birth or adoption of a child.
(e) Sick Leave Accrual for “Full-Time” General and Confidential Employees:
Beginning with the first day of employment, sick leave shall be accrued per Pay period each full-time employee in the competitive service shall be entitled to accumulate sick leave with pay.
Sick leave shall be accrued per pay period, beginning with the first day of employment, provided the employee has been in pay status for fifty percent (50%) or more of the first month or any month thereafter. Sick leave shall be accrued at the rate of 8.334 hours for each full month of service for a total of 100 hours for each full twelve (12) months of service. A maximum of 800 hours may be accumulated.
(f) Sick Leave Accrual for “Part-Time” General and Confidential Employees:
Pursuant to the Healthy Workplaces/Healthy Families Act of 2014, effective July 1, 2015, or upon hire, whichever is later, a part-time employee will receive 24 hours or 3 days of paid sick leave to be used during that fiscal year. Thereafter, on July 1st of each year, part-time employees will be provided with 24 hours or 3 days of paid sick leave that may be used during that fiscal year. Unused paid sick leave must be used during the fiscal year earned and does not rollover from fiscal year to fiscal year. Part-time employees are not entitled to cash out unused paid sick leave at any time nor upon separation from employment. Part-time employees may begin using paid sick leave upon their 90th day of employment. (g) Sick Leave Accrual for “Full-Time” Fire Service Employees:
1. Employees hired prior to July 1 I 2011- Employees shall accrue sick leave with pay at the rate of 13.8311.67 hours for each full month of service for a total
of 166140 for each full twelve months of service. A maximum of 1400 hours may be accumulated.
2. Employees hired on or after July 1 I 2011- Employees shall accrue sick leave with pay at the rate of 11.6713.83 hours for each full month of service for a total of 166140 for each full twelve months of service. A maximum of 1120 hours may be accumulated.
3. Employees hired on or after July 1, 2019- Employees shall accrue sick leave with pay at the rate of 13.83 hours for each full month of service for a total of 166 for each full twelve months of service. A maximum of 784 hours may be accumulated.
(h) Sick Leave Accrual for “Part-Time” Fire Service Employees:
Pursuant to the Healthy Workplaces/Healthy Families Act of 2014, effective July 1, 2015, or upon hire, whichever is later, a part-time employee will receive 72 hours (3 days) of paid sick leave to be used during that fiscal year. Thereafter, on July 1st of each year, part-time employees will be provided with 72 hours or 3 days of paid sick leave that may be used during that fiscal year. Unused paid sick leave must be used during the fiscal year earned and does not rollover from fiscal year to fiscal year. Part-time employees are not entitled to cash out unused paid sick leave at any time nor upon separation from employment. Part-time employees may begin using paid sick leave upon their 90th day of employment. (i) Minimum Time Chargeable to Sick Leave: No person shall be entitled to sick leave with pay while absent from duty on account of any of the following causes:
1. Disability arising from any or injury purposely and willfully self-inflicted or willful misconduct for the purpose of an employee not to work his/her work schedule.
2. Sickness or disability sustained while on an unpaid leave of absence.
No paid sick leave shall be granted in excess of the employee's sick leave credit. An employee may be granted sick leave with pay only when incapacitated by illness, injury, or exposure to contagious disease, which incapacitates him/her for work. (j) Sick Leave Compensation: In order to receive compensation while on sick leave, the employee shall notify the immediate supervisor or the department head, or in the event of the unavailability of either, or designee, not later than the beginning of the work day in that department. The department head may waive the above requirement in an emergency or other exceptional circumstance. (k) Earned Vacation as Sick Leave: A permanent full-time employee who is absent from duty because of illness, and has used all sick leave, may make a written request to the department head and subject to the approval of the City Manager to use vacation time. The request is subject to the approval of both.
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(l) Separation From City Service: Sick leave with pay shall be canceled upon separation of the employee from the City service. If separation is by layoff, accumulated sick leave will be restored in whole by the City Manager upon reemployment unless employee had five (5) years of City service and was paid for 50 percent of their accumulated sick leave in which case only the 50 percent sick leave not compensated for will be restored.
(m) Sick Leave Payoff for General and Confidential Employees:
1. Employees hired prior to July 1, 2011: Employees may not cash out accrued sick leave in excess of 800 hours.
i. Upon retirement from City service, regular employees may choose between the following two options:
1. Regular employees shall receive cash payment for fifty percent (50%) of up to 800 of their accrued hours of sick leave hours with a maximum cash payment for no more than 400 accrued sick leave hours. The remaining fifty percent (50%) of accrued sick leave hours will be reported to CalPERS for conversion to service credit.
2. Regular employees may choose to report one hundred percent (100%) of accrued sick leave hours to CalPERS for conversion to service credit.
ii. Upon separation in good standing after five (5) years of completed City service, regular employees shall receive a cash payment for fifty percent (50%) of up to 800 accrued sick leave hours, with a maximum cash payment for no more than 400 accrued sick leave hours.
iii. Upon the death of a regular employee after five (5) years of completed CITY service:
1. For a deceased employee who was eligible to retire at the time of death, the City will report one hundred percent (100%) of the employee's accrued sick leave at the time of death to CalPERS for conversion to service credit.
2. For a deceased employee who was not eligible to retire at the time of death, the employee's beneficiary shall receive a cash payment for fifty percent (50%) of the accrued hours of sick leave to a maximum of no more than 400 accrued sick leave hours.
2. Employees hired on or after July 1, 2011:
i. Employees will not be permitted to receive a cash payment for any accrued sick leave.
ii. Upon retirement from City service, fifty percent (50%) of accrued sick leave hours will be reported to CalPERS for conversion to service credit.
(n) Sick Leave Payoff for Fire Service Employees:
1. Employees hired prior to July 1, 2011 - On June 30, each year, regular employees shall receive cash payment for accrued sick leave in excess of 1400 hours.
i. Upon separation in good standing after five (5) years of completed City service, regular employees shall receive a cash payment for 50% of up to 1400 accrued sick leave hours, with a maximum cash payment for no more than 700 accrued sick leave hours.
ii. Upon retirement from CITY service, regular employees may choose between the following two options:
1. Regular employees shall receive cash payment for 50
percent (50%) of their accrued hours of sick leave to a maximum of 700 hours. The remaining fifty percent (50%) of accrued sick leave hours will be reported to CalPERS for conversion to service credit.
2. Regular employees may choose to report one hundred
percent (100%) of accrued sick leave hours to CalPERS for conversion to service credit.
iii. Upon the death of a regular employee after five (5) years of completed CITY service:
1. For a deceased employee who was eligible to retire at the time of death, the City will report one hundred percent (100%) of the employee's accrued sick leave at the time of death to CalPERS for conversion to service credit.
2. For a deceased employee who was not eligible to retire at the time of death, the employee's beneficiary shall receive a sick leave cash payment for fifty percent (50%) of the
accrued hours of sick leave to a maximum of 700 hours.
(o) Illness During Vacation Leave: An employee who becomes incapacitated for work due to illness or injury while on paid vacation may substitute sick leave credits for vacation, provided a request for sick leave substitution is accompanied by a doctor's statement or other evidence satisfactory to the City Manager verifying the incapacity.
(p) Holiday During Sick Leave: Paid holidays immediately preceding, immediately following, or within the period for which sick leave is granted shall not be regarded as part of such period of sick leave.
(q) Sick Leave Deductions: Unless exceptions are approved by the City Manager, absences of less than a full day will be charged as sick leave at the rate of one (1) hour of sick leave for each hour absent.
(r) Medical Leave Without Pay: Upon depletion of accumulated sick leave for an injury or illness and upon the recommendation of the employee's department head, an employee may be placed on medical leave of absence without pay for a period not to exceed sixty (60) days. If unable to return to work at the end of this period, the employee must request further medical leave each thirty (30) days.
Each request is subject to the approval of the City Manager. (s) Excessive Sick Leave Usage and Abuse: Excessive use or abuse of sick leave by a City employee will constitute sufficient grounds for disciplinary actions up to and including dismissal as the City Manager or designee deems appropriate.