A maximum of eighty (80) hours of paid bereavement leave may be granted for the death of a biological child, adoptive child, or stepchild.
B. Reproductive Loss Leave
Regular full-time employees may be granted reproductive loss leave of five (5) days where there has been a reproductive loss event such as miscarriage, stillbirth, failed adoption, or failed surrogacy of the employee, employee’s spouse, or employee’s registered domestic partner.
Reproductive loss leave is an unpaid protected leave and may be granted in five (5) day increments for each reproductive loss event up to a maximum of twenty (20) days in any twelve (12) month period.
Regular part-time employees shall be eligible for prorated bereavement and reproductive loss leave in accordance with Section V. above and as listed below:
Work Schedule Prorated Bereavement and Reproductive Loss Leave 30-35 work hours up to a maximum of 30-35 hours
20-25 work hours up to a maximum of 20-25 hours
VIII. GENERAL LEAVE
The General Leave Plan shall provide compensated leave for those eligible employees who are absent from duty because of illness, death in the family not covered under bereavement leave, medical or dental care appointments, family care, personal reasons or who utilize the time off as vacation. The General Leave Plan is attached to the Compensation and Benefit Plan as Attachment B.
9 IX. CONFIDENTIAL LEAVE
All regular full-time employees may be granted a maximum of twenty (20) hours of confidential leave with pay each fiscal year. These hours may be allocated to each employee by the employee’s direct supervisor with approval by the City Manager.
All part-time employees may be granted confidential leave proportionally to the assigned work hours as allocated by the employee’s direct supervisor with approval by the City Manager.
X. RETIREMENT BENEFITS
A. Classic Members
1. All regular full-time and regular part-time confidential employees who were appointed prior to January 1, 2013 and all “Classic Members” (as defined by CalPERS) are referred herein either as “Classic Members” or as “Classic”.
2. Classic Members shall be provided the two and one-half percent at fifty-five (2.5% at 55) formula in accordance with Government Code Section 21354.4 and the Public Employees’ Pension Reform Act of 2013. In addition, Classic Members shall be provided with single year highest compensation, preretirement optional settlement level 2 death benefit, military service credit for prior service, and the indexed level 1959 survivor benefit options of the CalPERS pension plan.
3. All Classic Members will contribute the employee contribution rate of eight percent (8%) for the two and one-half percent at fifty-five (2.5% at 55) retirement benefit.
4. Additional Contribution Towards Employer Rate
a. In addition, if the CalPERS Miscellaneous Plan employer actuarial rate for the two and one-half percent at fifty-five (2.5% at 55) formula exceeds ten percent (10.00%) to a maximum of sixteen and nine hundred thirty-six thousandths percent (16.936%), all Classic Members will contribute a percentage of salary towards the employer rate sufficient to equally share in the cost with the City. In the event that the employer rate for Classic Members exceeds sixteen and nine hundred thirty-six thousandths percent (16.936%), the City shall be responsible for any increase above sixteen and nine hundred thirty-six thousandths percent (16.936%). In subsequent years of the pay plan, if the rate over ten percent (10.00%) decreases the percentage of salary that Classic Members contribute towards the employer rate will be reduced by the above formula. Employer rate reductions below 10% will not be shared under the above formula.
10 b. The following is for illustrative purposes only:
If the CalPERS Miscellaneous Plan two and one-half percent at fifty-five (2.5% at 55) formula employer actuarial rate increases three percent (3.0%) , each Classic Member would contribute one and one-half percent (1.50%) of their salary to pay towards the employer rate for the retirement benefit.
The City would then be responsible for matching one and one-half percent (1.50%). If during the subsequent years of this pay plan, the rate decreased three percent (3.0%), each Classic Member would no longer contribute the additional one and one-half percent (1.50%) of their salary towards the employer rate to pay for the retirement benefit.
B. PEPRA Members
1. Regular full-time and regular part-time confidential employees who were appointed on or after January 1, 2013 and who are “PEPRA Members” (as defined by CalPERS) will contribute half the normal cost of the two percent at sixty-two (2.0% at 62) plan as required by the Public Employees’ Pension Reform Act of 2013.
2. Additional Contribution Towards Employer Rate
a. In addition, PEPRA Members will contribute the same percentage for the employer rate as Classic Members pay .
b. The following is for illustrative purposes only:
If Classic Members pay three and four hundred sixty-eight thousandths percent (3.468%) of the employer rate, PEPRA Members will pay a total of three and four hundred sixty-eight thousandths percent (3.468%) of the employer rate. If the employee rate for PEPRA Members is seven and seventy-five hundredths percent (7.75%), in this example PEPRA Members would pay the seven and seventy-five hundredths percent (7.75%) employee rate plus an additional three and four hundred sixty-eight thousandths percent (3.468%) towards the employer rate for a total of eleven and two hundred eighteen thousandths percent (11.218%.)
3. The City shall provide the three (3) year average compensation requirement to PEPRA members.
11 XI. HOURS OF WORK
A. Work Schedule
Regular full-time Confidential employees shall work forty (40) hours per week on weekdays on a nine/eighty (9/80) work schedule with alternating Fridays off. The City Manager may revise the standard work schedule upon reasonable notice.
Regular part-time Confidential employees work schedules shall be determined by the Department Head and designated at thirty (30) to thirty-five (35) hours per week or twenty (20) to twenty-five (25) hours per week.
B. Flex Time
Flex time hours will be subject to prior approval of the Department Head.
C. Alternate Work Schedule
Alternatives to the nine eighty (9/80) work schedule will be subject to the approval of the City Manager and Department Head.
D. Holiday Work Schedule
1. City offices will be closed for business during the December holiday season. Nonessential employees, as determined by the City Manager, will participate in a four (4) day furlough. Employees in the Confidential Employee Group will be allowed to use accrued general leave, floating holiday, and/or leave without pay during the furlough. Compensatory time may not be used during the furlough.
2. Eligible employees on leave of absence without pay due to the furlough shall be paid holiday pay for holidays occurring during the furlough. Employees on an approved leave of absence without pay that started before December 10 and extends through or beyond December 31 will not be affected by the furlough and will not be eligible for holiday pay.
3. Employees who elect a leave of absence without pay for the furlough may request up to a four (4) day salary advance. Repayment of a salary advance for the furlough may be spread over a period of time provided that:
a. the salary advance is submitted to payroll by June 1 preceding the furlough.
b. the salary advance is fully repaid no later than the last full pay period of the calendar year, so all payments occur within the same calendar and fiscal year of the furlough, and
12 c. repayments begin no earlier than July 1 of the impacted calendar year.
4. Salary advances for regular part-time employees may be up to the amount of hours the employee is regularly scheduled to work during non-furlough workweeks. Schedules of twenty (20) to twenty-five (25) hours may receive an advance of sixteen (16) hours pay and schedules of thirty (30) to thirty-five (35) hours may receive an advance of twenty-four (24) hours pay.
XII. OVERTIME
Work performed by non-exempt full-time employees and non-exempt regular parttime employees in excess of the forty (40) hour work week shall be considered overtime work.
Confidential employees shall be compensated for authorized overtime at time and one- half the hourly rate in the form of overtime pay. Employees may receive compensatory time off in lieu of overtime pay up to a maximum of eighty (80) hours.
An employee who has accrued the maximum number of compensatory hours shall receive overtime pay for any additional overtime hours.
Accrued compensatory time may be used by an employee at their discretion, subject to the approval of the department head.
Accrued compensatory time in each calendar year shall be paid out in the last full pay period of December of that same calendar year. Compensatory time may not be accrued between the date of the end of the last full pay period in December and December 31st. Time worked during that time period will be paid.
A. Unscheduled Overtime - Call Back Pay
An employee who has been notified less than twenty-four (24) hours in advance to return to work on overtime shall receive, upon reporting, a minimum of two (2) hours work at the overtime rate, or if two (2) hours work is not furnished, a minimum of two (2) hours pay at the overtime rate. If two (2) hours of work is not furnished and the employee is released then called back and returns to work within the same two (2) hour time period, only one (1) minimum shall apply.
An employee who has been notified less than twenty-four (24) hours in advance to return to work on overtime between 6:00 p.m. and 6:00 a.m., holidays, or scheduled days off, shall receive, upon reporting, a minimum of three (3) hours work at the overtime rate or if three (3) hours work is not furnished, a minimum of three (3) hours pay at the overtime rate. If three (3) hours of work is not furnished and the employee is released then called back and returns to work within the same three (3) hour period, only one (1) minimum shall apply. 13 XIII. EDUCATIONAL REIMBURSEMENT
A. Job-related Training
1. The City Manager with a recommendation from the Department Head may authorize reimbursement up to one hundred percent (100%) of the cost for professional courses and programs that are directly related to the employee’s job or which will prepare the employee for advancement or acceptance of greater responsibility. A certificate of completion or a passing course grade must be attained for reimbursement.
B. Plan and Agreement for a College Degree Program
1. In addition to job-related training, the City Manager with a recommendation from the Department Head may authorize reimbursement for up to ten thousand dollars ($10,000.00) of the cost for tuition fees and required text books for a college degree program directly related to the employee’s job which will prepare the employee for advancement or acceptance of greater responsibility provided that the employee attains a course grade of “C” or a passing grade as defined by the degree program if that requirement is higher than a “C” grade.
2. If an employee receives more than five thousand dollars ($5,000.00) dollars during their term of employment with the City of Newark in a college degree program, the employee is required to sign an Educational Reimbursement Plan Agreement in order to qualify for and to participate in the Educational Reimbursement College Degree Program. The employee is then subject to the Educational Reimbursement Plan and Agreement for a College Degree Program as follows:
a. Employee will maintain employment with the City of Newark for a period of five years after completion of the last class taken under the Education Reimbursement Plan; and
b. In the event that employee leaves the City of Newark and does not complete the five-year employment period, employee warrants that they will reimburse to the City all money paid, up to ten thousand dollars ($10,000.00) under the Educational Reimbursement Plan as follows:
i. One hundred percent (100%) of money paid if the employee voluntarily leaves city employment in the first year after completion of the last class taken under the Educational Reimbursement Plan. ii. Eighty percent (80%) of money paid if the employee voluntarily leaves city employment in the second year after completion of the last class taken under the Educational Reimbursement Plan.
14 iii. Sixty percent (60%) of money paid if the employee voluntarily leaves city employment in the third year after completion of the last class taken under the Educational Reimbursement Plan.
iv. Forty percent (40%) of money paid if the employee voluntarily leaves city employment in the fourth year after completion of the last class taken under the Educational Reimbursement Plan.
v. Twenty percent (20%) of money paid if the employee voluntarily leaves city employment in the fifth year after completion of the last class, taken under the Educational Reimbursement Plan.
vi. After five (5) years following completion of the last class taken under the Educational Reimbursement Plan, employee owes no further monetary obligation to the City of Newark for participation in the Educational Reimbursement Plan.
3. To qualify for the Educational Reimbursement College Degree Program, degree program courses must be received from an accredited institution as identified on the U.S. Department of Education’s List of Nationally Recognized Accrediting Agencies or the Council for Higher Education Accreditation’s (CHEA) List of Participating and Recognized Organizations.
C. It is the intent of this policy that all employees, though eligible for reimbursement of expenses, shall carry out their educational programs on their own personal time. In the event that some activity of the educational program is to take place during the employee's duty hours, it shall be the responsibility of the employee to make the necessary arrangements for personal time off.
In this regard, the employee may make whatever arrangements are possible; however, the needs of the Department shall be of primary consideration in these situations.
This policy is not intended to serve as a directive to employees to conduct personal education programs beyond the programs required and/or provided by the City.
The course work referred to here is that which is undertaken voluntarily by the employee and not subject to remuneration under provisions of the Fair Labor Standards Act.
XIV. RECREATION BENEFITS
Employees and their spouses or registered domestic partners and up to two (2) children or grandchildren living in the same household, twenty-six (26) years of age and under, may use the gym, exercise equipment and aquatic facilities (excluding classes and facility rentals) at the Silliman Community Activity and Family Aquatic Center free of charge.
15 Employees, their spouses or registered domestic partners, and their children and grandchildren twenty-six (26) years of age and under, will receive resident rates for class registration and facility rentals.
XV. IMPLEMENTATION OF SECTION 414(h)(2) OF THE UNITED STATES[
INTERNAL REVENUE CODE
A. Pick-up of Employee Contributions
1. Pursuant to the provisions of this Agreement, the City shall make employee contributions on behalf of employees, and such contributions shall be treated as employer contributions in determining tax treatment under the Internal Revenue Code of the United States. Such contributions are being made by the City in lieu of employee contributions.
2. Employee contributions made under paragraph 1 shall be paid from the same source of funds as used in paying the wages to affected employees.
3. Employee contributions made by the City under paragraph 1 shall be treated for all purposes other than taxation in the same manner and to the same extent as employee contributions made prior to the effective date of this Agreement.
4. The employee does not have the option to receive the City's contributed amounts paid pursuant to this Agreement directly instead of having them paid to the retirement system.
B. Wage Adjustment
Notwithstanding any provision in the current agreement to the contrary, the wages of employees shall be reduced by the amount of employee contributions made by the City pursuant to the provisions hereof.
C. Limitations to Operability
Section XV. shall be operative only as long as the City of Newark pick-up of employee retirement contributions continues to be excludable from gross income of the employee under the provisions of the Internal Revenue Code. 16 ATTACHMENT A
REGULAR FULL-TIME/PART-TIME CLASSIFICATIONS
Accounting Technician I Confidential
Accounting Technician II Confidential
Administrative Assistant
Executive Assistant
Human Resources Technician
17 ATTACHMENTB
GENERAL LEAVE PLAN
FOR CONFIDENTIAL EMPLOYEE GROUP
I. DEFINITION
General Leave is compensated leave for those eligible employees who are absent from duty because of illness, death in the family, medical or dental care appointments, family care, personal reasons or who utilize the time off as vacation.
II. APPLICABILITY
The General Leave Plan shall apply to regular full-time employees in the Confidential Employee Group. Regular part-time employees in the Confidential Group shall be eligible for prorated general leave based on actual hours worked or budgeted to work. For example, an RPT employee with one (1) year of City service who works thirty-five (35) hours per week will receive one hundred sixty-one (161) hours of general leave per year.
An RPT employee who works twenty-four (24) hours per week will receive one hundred ten and four-tenths (110.4) hours of general leave per year. If actual hours worked differ from hours budgeted to work, the lesser number of hours will be used as the basis for proration.
For payroll implementation, hours/accruals in excess of those based on a twenty (20) or thirty (30) hour workweek will be reimbursed to RPT employees on a quarterly basis until the process is automated.
III. GENERAL LEAVE CREDITS
A. Eligible Confidential employees shall be entitled to the following annual accrual in accordance with Section II above.
Years of Annual Annual Leave
Completed Service Accrual Full Time RPT 30-35 RPT 20-25 1 through 9 184 hrs (23 days) 138-161 hrs 92-115 hrs
10 through 14 224 hrs (28 days) 168-196 hrs 112-140 hrs 15 through 19 240 hrs (30 days) 180-210 hrs 120-150 hrs 20 or more 264 hrs (33 days) 198-231 hrs 132-165 hrs
B. General Leave shall be accrued in working hours on a semi-monthly basis. 18 C. General Leave credits are not earned during periods of unpaid leave. During an absence without pay which extends more than fourteen (14) calendar days during a calendar month, the employee shall not accrue General Leave credits.
D. General Leave During First Year: Beginning on the ninetieth (90th) day of employment, regular employees shall be eligible to earn General Leave credits. Upon the completion of said period of service, regular full-time employees shall be credited with forty-six (46) working hours of General Leave and shall thereafter accrue General Leave at the rate of 7.6667 hours semi- monthly for the remainder of the first year and as provided in Item A, Section III, above.
Beginning on the ninetieth (90th) day of employment, regular part-time employees shall be credited with prorated general leave in accordance with Section II above and shall thereafter accrue prorated General Leave as provided in Item A, Section III above.
E. Maximum Accumulation: General Leave credits may be accumulated according to the following schedule:
Years of Service FT Max. accrual RPT 30-35 RPT 20-25
1 - 9 368 hours (46 days) 276-322 hrs 184-230 hrs
10 - 14 448 hours (56 days) 336-392 hrs 224-280 hrs
15 - 19 480 hours (60 days) 360-420 hrs 240-300 hrs
20 or more 528 hours (66 days) 396-462 hrs 264-330 hrs
When maximum accrual limits have been reached, excess General Leave credits earned shall be transferred to the Rollover Leave bank on a quarterly basis. Rollover Leave may be used in order to provide security against an employee’s extended illness and may not be used for retirement service credit.
Exceptions to the maximum accrual limits may be approved by the City Manager under special circumstances. Requests to exceed maximum accrual limits must be submitted through the Department Head to the City Manager prior to reaching maximum accrual.
IV. GENERAL LEAVE IMPLEMENTATION
At the time an employee becomes eligible for General Leave, any unused leave credits shall be transitioned to General Leave as follows:
A. Vacation Leave Credits: All unused vacation leave credits shall be converted to General Leave credits on an hour-for-hour basis.
19 B. Sick Leave Credits: All unused sick leave credits shall be maintained in a sick leave bank to be used in accordance with the provisions of the General Leave Plan.
Accrued time in the sick leave bank shall not be compensated for in any manner except as used for sick leave or retirement service credit.
C. At time of conversion to General Leave, if vacation credits exceed General Leave accrual limit, a plan shall be developed to reduce converted vacation leave credits to the General Leave accrual limits within six (6) months. A longer period to reduce converted vacation leave credits may be approved by the City Manager under special circumstances.
V. GENERAL LEAVE USAGE
Request and Approval: Department Heads are responsible for arranging leave schedules so that adequate personnel are available to carry on city work. The use of General Leave shall require approval of the Department Head or their designee and shall be governed by the current Personnel Rules dealing with leaves unless specifically covered by this Plan document. Whenever possible, General Leave requests must be approved in advance of the days to be taken as General Leave. The procedure for requesting the use of General Leave shall be as follows:
A. General Leave (Non-medical): Any leave that can be reasonably forecast or anticipated such as vacation, care of children, personal business, etc. shall require prior approval of the Department Head, or the employee's supervisor. The time and amount of General Leave to be taken for non- medical purposes shall be determined by the Department Head with due regard for the wishes of the employee and particular regard for the needs of the City.
B. General Leave (Medical): An unscheduled absence from work due to an employee's illness shall be referred to as General Leave for medical reasons. The Department Head may require an employee to furnish satisfactory evidence justifying the need to be absent from work for medical reasons. The provisions of A.R. 0513 on sick leave usage shall apply to employees using General Leave for medical reasons. The Department Head shall make the determination and final approval of unscheduled General Leave for medical reasons.
C. An employee may request General Leave for an unanticipated absence from work (e.g. medical, car trouble, care of children, bereavement, etc.) by notifying their supervisor within one (1) hour after the time set for reporting to work on the first day of such leave and as often thereafter as directed by their supervisor. Final approval for an unanticipated, unscheduled absence shall require Department Head approval. Failure to request an unscheduled leave in the manner described may result in lost work time charged as leave without pay or unauthorized leave of 20 absence. Inappropriate use of unscheduled leave may be grounds for corrective action consistent with current practice.
D. Any employee who is absent from work on an unscheduled leave shall not engage in work or other activities which will inhibit their ability to return to work at the earliest possible time.
E. Medical examination by the City's examining physician may be requested by the Human Resources Department after prolonged, serious, or repetitious illness, injury, or major surgery. An employee's return to duty following illness or injury is subject to the approval of the Department Head or Human Resources Director or designee based upon medical information supplied by the employee's physician and/or the City's physician.
F. On-the-job Injury: An employee absent from work because of a temporary disability which is defined as industrial under the Workers' Compensation Act may charge General Leave credits (or unused sick leave, if approved by the City Manager) in an amount necessary to make up the difference between the employee's regular pay and the amount payable to the employee as temporary disability payments from the Workers' Compensation Insurance Plan of the City.
G. Use of General Leave When Permanently Incapacitated: General Leave shall not be used to continue employment of any employee after it has been determined that such employee is permanently incapacitated from returning to employment and is eligible for disability retirement.
H. Sick Leave Bank: A sick leave bank shall be established during the implementation of this program for each employee eligible for General Leave. When an employee becomes eligible for General Leave, any unused sick leave credits will be maintained in this account. Employees may transfer General Leave credits to their sick leave bank in accordance with Section VI of the General Leave Plan.
I. Use of Sick Leave Bank:
1. Upon approval of the City Manager, an employee whose absence is due to illness or injury which qualifies for Family Medical Leave Act (FMLA) or other legallyprotected leave, may use unused sick leave balances for absences due to further illness or injury prior to using further General Leave in that fiscal year.
2. Upon approval of the City Manager, an employee whose absence is due to illness or injury for more than five (5) consecutive work days for any one occurrence may use unused sick leave balances for absences due to further illness or injury for that particular medical condition prior to using further General Leave. 21 3. Upon approval of the City Manager, an employee who has exhausted all General Leave credits may be granted the use of unused sick leave balances for a medical purpose. The City Manager may impose up to a five (5) workday waiting period based upon a review of the employee's General Leave usage.
VI. GENERAL LEAVE CONVERSION TO PAY
By December 1 of each calendar year, eligible employees who want to cash-out general leave in the following calendar year, shall make an irrevocable election for general leave buy-back in the next calendar year, subject to the conditions set forth below:
• For regular full-time employees: the employee may elect up to eighty (80) hours of general leave buy-back.
• For regular thirty (30) to thirty-five (35) hour part-time employees: The employee may elect up to sixty (60) to seventy (70) hours of general leave buy-back.
• For regular twenty (20) to twenty-five (25) hour part-time employees: The employee may elect up to forty (40) to fifty (50) hours of general leave buyback. • To be eligible for general leave buy-back, the employee must have used at least one-half (0.5) of the vacation time accrued during the twelve (12) month period preceding December.
• Employees must have a minimum of ten (10) days (eighty (80) hours for fulltime or prorated for part-time) remaining in general leave accruals at the time of buy-back.
• Employees must submit their General Leave Buy-Back Request Form to Payroll by the preceding December 1. This is an irrevocable election by the employee. 22 VII. GENERAL LEAVE AT TERMINATION
A. An eligible employee whose employment with the City terminates shall be paid for any unused General Leave. Payment for unused General Leave shall be made at the hourly rate of pay in effect for such employee at the time of separation.
B. When termination is caused by the death of an employee, pay for unused General Leave shall be paid to the beneficiary the employee has designated. Such designation shall be in writing, signed by the employee and filed with the Human Resources Office. In the event an employee has not designated a beneficiary, the payment shall be made to the estate of the employee.
VII. HOLIDAYS DURING GENERAL LEAVE
When a day designated and observed by the City as a holiday occurs on a day on which an employee is taking General Leave, such employee shall not be charged as using General Leave for that day. The employee's compensation for that day shall be holiday pay.
Classification Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Accountant 54.64 4,371.20 113,651.20 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.25 5,060.00 131,560.00 66.42 5,313.60 138,153.60 Accounting Assistant I 38.05 3,044.00 79,144.00 39.96 3,196.80 83,116.80 41.95 3,356.00 87,256.00 44.05 3,524.00 91,624.00 46.26 3,700.80 96,220.80 Accounting Assistant II 41.84 3,347.20 87,027.20 43.93 3,514.40 91,374.40 46.12 3,689.60 95,929.60 48.43 3,874.40 100,734.40 50.86 4,068.80 105,788.80 Accounting Technician I 44.27 3,541.60 92,081.60 46.49 3,719.20 96,699.20 48.81 3,904.80 101,524.80 51.25 4,100.00 106,600.00 53.81 4,304.80 111,924.80 Accounting Technician II 48.70 3,896.00 101,296.00 51.14 4,091.20 106,371.20 53.70 4,296.00 111,696.00 56.38 4,510.40 117,270.40 59.20 4,736.00 123,136.00 Administrative Assistant 44.15 3,532.00 91,832.00 46.35 3,708.00 96,408.00 48.67 3,893.60 101,233.60 51.11 4,088.80 106,308.80 53.66 4,292.80 111,612.80 Administrative Support Specialist I 34.48 2,758.40 71,718.40 36.20 2,896.00 75,296.00 38.01 3,040.80 79,060.80 39.92 3,193.60 83,033.60 41.90 3,352.00 87,152.00 Administrative Support Specialist II 37.63 3,010.40 78,270.40 39.51 3,160.80 82,180.80 41.49 3,319.20 86,299.20 43.56 3,484.80 90,604.80 45.74 3,659.20 95,139.20 Animal Control Officer 42.90 3,432.00 89,232.00 45.05 3,604.00 93,704.00 47.30 3,784.00 98,384.00 49.67 3,973.60 103,313.60 52.15 4,172.00 108,472.00 Assistant City Manager 126.92 10,153.60 263,993.60 152.31 12,184.80 316,804.80 Assistant Engineer-Civil 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.26 5,060.80 131,580.80 66.41 5,312.80 138,132.80 69.74 5,579.20 145,059.20 Assistant Maintenance Superintendent 70.65 5,652.00 146,952.00 84.78 6,782.40 176,342.40 Assistant Planner 51.64 4,131.20 107,411.20 54.22 4,337.60 112,777.60 56.93 4,554.40 118,414.40 59.77 4,781.60 124,321.60 62.76 5,020.80 130,540.80 Assistant to the City Manager 67.29 5,383.20 139,963.20 80.75 6,460.00 167,960.00 Associate Civil Engineer 66.44 5,315.20 138,195.20 69.75 5,580.00 145,080.00 73.24 5,859.20 152,339.20 76.90 6,152.00 159,952.00 80.75 6,460.00 167,960.00 Associate Planner 59.10 4,728.00 122,928.00 62.07 4,965.60 129,105.60 65.17 5,213.60 135,553.60 68.42 5,473.60 142,313.60 71.84 5,747.20 149,427.20 Building Inspector I 56.07 4,485.60 116,625.60 58.87 4,709.60 122,449.60 61.82 4,945.60 128,585.60 64.91 5,192.80 135,012.80 68.15 5,452.00 141,752.00 Building Inspector II 58.87 4,709.60 122,449.60 61.82 4,945.60 128,585.60 64.91 5,192.80 135,012.80 68.15 5,452.00 141,752.00 71.56 5,724.80 148,844.80 Building Maintenance Mechanic I 42.01 3,360.80 87,380.80 44.13 3,530.40 91,790.40 46.32 3,705.60 96,345.60 48.65 3,892.00 101,192.00 51.08 4,086.40 106,246.40 Building Maintenance Mechanic II 46.28 3,702.40 96,262.40 48.59 3,887.20 101,067.20 51.03 4,082.40 106,142.40 53.59 4,287.20 111,467.20 56.25 4,500.00 117,000.00 Chief Building Official 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Chief Information Officer/Information Technology Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Child Care Instructor 28.15 2,252.00 58,552.00 29.58 2,366.40 61,526.40 31.06 2,484.80 64,604.80 32.61 2,608.80 67,828.80 34.27 2,741.60 71,281.60 City Clerk 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 City Engineer 99.44 7,955.20 206,835.20 119.33 9,546.40 248,206.40 City Manager 175.45 14,036.00 364,936.00
Communications and Public Engagement Manager 77.91 6,232.80 162,052.80 93.49 7,479.20 194,459.20 Community Development Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Community Engagement Manager 67.93 5,434.40 141,294.40 81.52 6,521.60 169,561.60 Community Preservation Manager 77.91 6,232.80 162,052.80 93.49 7,479.20 194,459.20 Community Preservation Specialist 46.75 3,740.00 97,240.00 49.09 3,927.20 102,107.20 51.54 4,123.20 107,203.20 54.12 4,329.60 112,569.60 56.83 4,546.40 118,206.40 Community Service Officer 43.39 3,471.20 90,251.20 45.55 3,644.00 94,744.00 47.83 3,826.40 99,486.40 50.22 4,017.60 104,457.60 52.74 4,219.20 109,699.20 Crime Analyst 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.26 5,060.80 131,580.80 66.41 5,312.80 138,132.80 69.74 5,579.20 145,059.20 Deputy Community Development Director 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Deputy Economic Development Director 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Deputy Finance Director 96.75 7,740.00 201,240.00 117.60 9,408.00 244,608.00 Engineering Technician I 48.39 3,871.20 100,651.20 50.81 4,064.80 105,684.80 53.35 4,268.00 110,968.00 56.01 4,480.80 116,500.80 58.82 4,705.60 122,345.60 Engineering Technician II 51.82 4,145.60 107,785.60 54.19 4,335.20 112,715.20 56.68 4,534.40 117,894.40 59.29 4,743.20 123,323.20 62.04 4,963.20 129,043.20 Environmental Services Manager 77.91 6,232.80 162,052.80 93.49 7,479.20 194,459.20 Equipment Mechanic I 43.20 3,456.00 89,856.00 45.34 3,627.20 94,307.20 47.63 3,810.40 99,070.40 50.00 4,000.00 104,000.00 52.51 4,200.80 109,220.80 Equipment Mechanic II 47.56 3,804.80 98,924.80 49.93 3,994.40 103,854.40 52.44 4,195.20 109,075.20 55.06 4,404.80 114,524.80 57.79 4,623.20 120,203.20 Executive Assistant 49.07 3,925.60 102,065.60 51.52 4,121.60 107,161.60 54.10 4,328.00 112,528.00 56.80 4,544.00 118,144.00 59.64 4,771.20 124,051.20 Facilities Supervisor 63.84 5,107.20 132,787.20 67.03 5,362.40 139,422.40 70.39 5,631.20 146,411.20 73.90 5,912.00 153,712.00 77.59 6,207.20 161,387.20 Finance Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 General Laborer 31.40 2,512.00 65,312.00 32.98 2,638.40 68,598.40 34.63 2,770.40 72,030.40 36.37 2,909.60 75,649.60 38.18 3,054.40 79,414.40 Housing Policies and Programs Manager 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Human Resources Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Human Resources Technician 45.08 3,606.40 93,766.40 47.34 3,787.20 98,467.20 49.70 3,976.00 103,376.00 52.19 4,175.20 108,555.20 54.80 4,384.00 113,984.00 Information Technology Analyst 60.27 4,821.60 125,361.60 63.27 5,061.60 131,601.60 66.45 5,316.00 138,216.00 69.76 5,580.80 145,100.80 73.25 5,860.00 152,360.00
CITY OF NEWARK
Salary Schedule Effective 7/01/2025
Step 1
Minimum
Step 2 Step 3 Step 4 Step 5
Maximum
Range 26
Range 17
Range 24
Range 20
Range 20
Range 20
Range 20
Range 13
Range 14
Range 16
Range 14
Range 24
Range 16
Range 21
Range 16
Range 24
Range 17
Range 24
Classification Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Hourly Biweekly Annual Information Technology Technician I 44.17 3,533.60 91,873.60 46.36 3,708.80 96,428.80 48.67 3,893.60 101,233.60 51.12 4,089.60 106,329.60 53.67 4,293.60 111,633.60 Information Technology Technician II 49.47 3,957.60 102,897.60 51.95 4,156.00 108,056.00 54.53 4,362.40 113,422.40 57.25 4,580.00 119,080.00 60.13 4,810.40 125,070.40 Junior Engineer-Civil 49.57 3,965.60 103,105.60 52.05 4,164.00 108,264.00 54.65 4,372.00 113,672.00 57.39 4,591.20 119,371.20 60.26 4,820.80 125,340.80 Landscape & Parks Maintenance Worker I 39.25 3,140.00 81,640.00 41.20 3,296.00 85,696.00 43.27 3,461.60 90,001.60 45.43 3,634.40 94,494.40 47.72 3,817.60 99,257.60 Landscape & Parks Maintenance Worker II 43.22 3,457.60 89,897.60 45.39 3,631.20 94,411.20 47.65 3,812.00 99,112.00 50.03 4,002.40 104,062.40 52.53 4,202.40 109,262.40 Landscape Inspector 40.33 3,226.40 83,886.40 42.34 3,387.20 88,067.20 44.46 3,556.80 92,476.80 46.68 3,734.40 97,094.40 49.00 3,920.00 101,920.00 Lead Childcare Instructor 32.40 2,592.00 67,392.00 34.01 2,720.80 70,740.80 35.73 2,858.40 74,318.40 37.52 3,001.60 78,041.60 39.42 3,153.60 81,993.60 Maintenance Superintendent 85.90 6,872.00 178,672.00 103.07 8,245.60 214,385.60 Maintenance Supervisor 63.84 5,107.20 132,787.20 67.03 5,362.40 139,422.40 70.39 5,631.20 146,411.20 73.90 5,912.00 153,712.00 77.59 6,207.20 161,387.20 Management Analyst I 54.44 4,355.20 113,235.20 57.17 4,573.60 118,913.60 60.02 4,801.60 124,841.60 63.02 5,041.60 131,081.60 66.18 5,294.40 137,654.40 Management Analyst II 57.38 4,590.40 119,350.40 60.25 4,820.00 125,320.00 63.26 5,060.80 131,580.80 66.42 5,313.60 138,153.60 69.74 5,579.20 145,059.20 Permit Technician 43.88 3,510.40 91,270.40 46.07 3,685.60 95,825.60 48.37 3,869.60 100,609.60 50.79 4,063.20 105,643.20 53.33 4,266.40 110,926.40 Police Captain 100.41 8,032.80 208,852.80 120.50 9,640.00 250,640.00 Police Chief 130.58 10,446.40 271,606.40 156.70 12,536.00 325,936.00 Police Lieutenant 86.71 6,936.80 180,356.80 104.05 8,324.00 216,424.00 Police Officer 63.11 5,048.80 131,268.80 66.27 5,301.60 137,841.60 69.58 5,566.40 144,726.40 73.06 5,844.80 151,964.80 76.71 6,136.80 159,556.80 Police Records Supervisor 48.39 3,871.20 100,651.20 50.80 4,064.00 105,664.00 53.34 4,267.20 110,947.20 56.01 4,480.80 116,500.80 58.82 4,705.60 122,345.60 Police Sergeant 76.54 6,123.20 159,203.20 80.37 6,429.60 167,169.60 84.38 6,750.40 175,510.40 88.60 7,088.00 184,288.00 93.03 7,442.40 193,502.40 Police Support Services Manager 78.65 6,292.00 163,592.00 94.37 7,549.60 196,289.60 Principal Civil Engineer 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Principal Planner 81.80 6,544.00 170,144.00 98.14 7,851.20 204,131.20 Property and Evidence Technician 41.85 3,348.00 87,048.00 43.94 3,515.20 91,395.20 46.13 3,690.40 95,950.40 48.45 3,876.00 100,776.00 50.87 4,069.60 105,809.60 Public Safety Clerk 40.83 3,266.40 84,926.40 42.87 3,429.60 89,169.60 45.01 3,600.80 93,620.80 47.26 3,780.80 98,300.80 49.63 3,970.40 103,230.40 Public Safety Dispatch Supervisor 57.90 4,632.00 120,432.00 60.79 4,863.20 126,443.20 63.83 5,106.40 132,766.40 67.01 5,360.80 139,380.80 70.37 5,629.60 146,369.60 Public Safety Dispatcher 50.09 4,007.20 104,187.20 52.60 4,208.00 109,408.00 55.22 4,417.60 114,857.60 57.98 4,638.40 120,598.40 60.88 4,870.40 126,630.40 Public Works Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Public Works Inspector 58.88 4,710.40 122,470.40 61.83 4,946.40 128,606.40 64.92 5,193.60 135,033.60 68.16 5,452.80 141,772.80 71.57 5,725.60 148,865.60 Recreation and Community Services Director 115.12 9,209.60 239,449.60 138.13 11,050.40 287,310.40 Recreation and Community Services Supervisor I 57.39 4,591.20 119,371.20 60.26 4,820.80 125,340.80 63.26 5,060.80 131,580.80 66.44 5,315.20 138,195.20 69.75 5,580.00 145,080.00 Recreation and Community Services Supervisor II 63.27 5,061.60 131,601.60 66.45 5,316.00 138,216.00 69.76 5,580.80 145,100.80 73.25 5,860.00 152,360.00 76.91 6,152.80 159,972.80 Recreation Coordinator 45.18 3,614.40 93,974.40 47.43 3,794.40 98,654.40 49.81 3,984.80 103,604.80 52.30 4,184.00 108,784.00 54.91 4,392.80 114,212.80 Red Light Photo Enforcement Technician 41.63 3,330.40 86,590.40 43.71 3,496.80 90,916.80 45.90 3,672.00 95,472.00 48.19 3,855.20 100,235.20 50.61 4,048.80 105,268.80 Senior Accountant 63.27 5,061.60 131,601.60 66.45 5,316.00 138,216.00 69.76 5,580.80 145,100.80 73.25 5,860.00 152,360.00 76.91 6,152.80 159,972.80 Senior Administrative Support Specialist 41.40 3,312.00 86,112.00 43.47 3,477.60 90,417.60 45.65 3,652.00 94,952.00 47.93 3,834.40 99,694.40 50.33 4,026.40 104,686.40 Senior Building Inspector 61.52 4,921.60 127,961.60 64.59 5,167.20 134,347.20 67.82 5,425.60 141,065.60 71.21 5,696.80 148,116.80 74.78 5,982.40 155,542.40 Senior Building Maintenance Mechanic 50.97 4,077.60 106,017.60 53.52 4,281.60 111,321.60 56.18 4,494.40 116,854.40 59.01 4,720.80 122,740.80 61.94 4,955.20 128,835.20 Senior Civil Engineer 78.40 6,272.00 163,072.00 82.32 6,585.60 171,225.60 86.44 6,915.20 179,795.20 90.77 7,261.60 188,801.60 95.28 7,622.40 198,182.40 Senior Equipment Mechanic 52.36 4,188.80 108,908.80 54.97 4,397.60 114,337.60 57.72 4,617.60 120,057.60 60.62 4,849.60 126,089.60 63.65 5,092.00 132,392.00 Senior Information Technology Analyst 66.44 5,315.20 138,195.20 69.75 5,580.00 145,080.00 73.24 5,859.20 152,339.20 76.90 6,152.00 159,952.00 80.75 6,460.00 167,960.00 Senior Landscape & Parks Maintenance Worker 47.59 3,807.20 98,987.20 49.97 3,997.60 103,937.60 52.48 4,198.40 109,158.40 55.09 4,407.20 114,587.20 57.84 4,627.20 120,307.20 Senior Landscape Inspector 47.59 3,807.20 98,987.20 49.97 3,997.60 103,937.60 52.48 4,198.40 109,158.40 55.09 4,407.20 114,587.20 57.84 4,627.20 120,307.20 Senior Management Analyst 66.02 5,281.60 137,321.60 69.33 5,546.40 144,206.40 72.79 5,823.20 151,403.20 76.43 6,114.40 158,974.40 80.25 6,420.00 166,920.00 Senior Planner 68.42 5,473.60 142,313.60 71.84 5,747.20 149,427.20 75.43 6,034.40 156,894.40 79.21 6,336.80 164,756.80 83.17 6,653.60 172,993.60 Senior Street Maintenance Worker 47.60 3,808.00 99,008.00 49.98 3,998.40 103,958.40 52.48 4,198.40 109,158.40 55.10 4,408.00 114,608.00 57.86 4,628.80 120,348.80 Strategic Initiatives Manager 85.90 6,872.00 178,672.00 103.07 8,245.60 214,385.60 Street Maintenance Worker I 39.25 3,140.00 81,640.00 41.20 3,296.00 85,696.00 43.27 3,461.60 90,001.60 45.43 3,634.40 94,494.40 47.72 3,817.60 99,257.60 Street Maintenance Worker II 43.22 3,457.60 89,897.60 45.36 3,628.80 94,348.80 47.65 3,812.00 99,112.00 50.03 4,002.40 104,062.40 52.53 4,202.40 109,262.40 Urban Forest Supervisor 55.75 4,460.00 115,960.00 58.54 4,683.20 121,763.20 61.47 4,917.60 127,857.60 64.54 5,163.20 134,243.20 67.78 5,422.40 140,982.40 Vehicle Abatement Officer 34.29 2,743.20 71,323.20 35.99 2,879.20 74,859.20 37.80 3,024.00 78,624.00 39.70 3,176.00 82,576.00 41.67 3,333.60 86,673.60
CITY OF NEWARK
Salary Schedule Effective 7/01/2025
Step 1
Minimum
Step 2 Step 3 Step 4 Step 5
Maximum
Range 24
Range 24
Range 17
Range 17
Range 17
Range 26 - PD
Range 19
Range 18
Range 22
Range 18
Item I. 1.
DATE 06/26/2025
TO Honorable Mayor and City Council Members
FROM Lenka Hovorka, Assistant City Manager
SUBJECT Closed session for conference with Labor Negotiators pursuant to California Government Code Section 54957.6.
Agency designated representatives: Assistant City Manager Hovorka and Human Resources Director Frye
Employee Organization: The Newark Police Management
Association